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|Lisa Joe and Jason Culp
University System of Georgia
Restructuring the University System of Georgia's defined contribution plans required extensive communication and many road trips.
The Boeing Co.
Boeing acts as matchmaker to convince DC plan participants to increase their retirement plan contributions.
Abbott Laboratories is the first company to directly reward employees with 401(k) contributions if they pay down student debt.
|Hugh Penney and Kate Castello
Yale University restructured all defined contribution plans to incorporate annuities into a QDIA and to simplify their investment lineups.
Unum Group spent two years on a project that led the insurer to allow employees to convert some unused personal time off into debt relief.
Missouri State Employees' Retirement System
Missouri digests complex data to deliver a simplified approach to retirement savings planning for state employees.
|Marco Merz and Arthur Guimaraes
University of California
In a sweeping series of plan design changes, the University of California, Oakland, cut fees by about 25%, simplified investment lineups for its three defined contribution plans and used a rare investment strategy to help achieve some of its goals.
Senior Benefits Manager, Synopsys
Seeking to increase participant engagement with an attention-grabbing strategy, Kerstin Aiello, senior benefits manager for Synopsys Inc., tried an interactive financial/retirement quiz for the San Francisco-based software company.
Head of 401(k) Product Management, International Paper
Seeking to encourage retiring employees to stay in two International Paper Co.'s 401(k) plans and to ensure post-retirement income, Diana Winalski added two components to the plans.
Human Resources Manager, Package Pavement
Leaving nothing to chance, Tricia Miyoshi has made annual financial education sessions mandatory for employees at Package Pavement Co. Inc., Stormville, N.Y., where she is the human resources manager.
Treasurer and Chairman, Oregon Retirement Savings Board
OregonSaves is the first state-based automatic IRA program, and Tobias Read has been there from the beginning.
|Mary Nell Billings
Director of Global Retirement, Hilton Worldwide
Acting to alleviate employees' financial stress, increase their investing and savings knowledge and motivate them to make improvements, Mary Nell Billings orchestrated a multifaceted education campaign for the 63,000 U.S. workers at Hilton Worldwide Holdings Inc.
|Lisa Montalvo, Lawrence Livermore National Laboratory, and Michelle Ryan, Los Alamos National Laboratory
Retirement plan executives at California's Lawrence Livermore National Laboratory and New Mexico's Los Alamos National Laboratory liked the idea of a "financial fitness boot camp" so much, they did it again.
Massachusetts State Treasurer
Deborah knows the difficulties faced by employers of small non-profit organization in providing retirement plans for employees.
Director of Global Benefits, Alexion Pharmaceuticals
Katie Archer has taken to heart the time-honored saying: When it comes to investing, saving and planning for retirement, one size does not fit all.
Director of Retirement Readiness, CalSTRS
Sandy Blair of California State Teachers' Retirement System won an Innovation award for making a new idea even better
Manager of Health & Welfare Administration, Employees Retirement System of Texas
When Nora says "Stay in the Family," she wants participants in the Texa$aver 401(k) and 457(b) plans to consider keeping money in the plans when they retire rather than take a rollover into an IRA.
Thrive Director, Movement Mortgage
When it comes to administering her company's DC plan, Aimee Dodson says small improvements can lead to big numbersin retirement savings at Movement Mortgage.
Vice President for Human Resources, The Farfield Co.
Kathleen Long says the best way to help participants understand the value of DC investment and design changes is to take the conversation to them diretly.
Head of Pensions and Benefits, Americas, BP PLC
Cliff York believes wealth means health -- and vice versa -- especially when it comes to retirement savings.
Senior Director of Player Affairs and Development, National Football League Players Association
Dana Hammonds educates players and former players on the need for financial planning.
Vice President of Human Resources, Bertelsmann Inc.
Erika Kirchner instituted a design change in the company's $1 billion-plus 401(k) plan that allowed participants 45 and older to continue investing in their traditional 401(k) plan's target-date fund.
Chief Operating Officer, BlackRock
Katie Nedl orchestrated an interactive video campaign to encourage greater participation and investment.
Head of Investment Management, Saudia Arabian Oil Co.
Sheila Rowaily developed the Idikhar Savings Plan, which enables these employees to pursue more options while remaining faithful to Shariah investing principles.
Executive-Engagement Strategy, Health Employees Superannuation Trust Australia (HESTA)
Neil Saxton launched HESTA's "welcome series," a digital-based communication campaign using data analytics to reach specific audiences.
Director of Savings and Retirement, Nestle USA Inc.
Shirley Zabiegala redesigned a financial wellness program that caters to different participants' interests and skills.
Director of Retirement for the Americas and Smart Saving, American Express
Barbara Kontje and her team created a global DC template for Amex's 28 markets.
Assistant Vice President of Human Resources, GEICO
Dina Pon created digital tools to encourage GEICO's younger workforce to save more.
Treasurer, North Carolina State
Concerns over high fees spurred Janet Cowell's centralized program.
|Shelley Schueller & Tarna Hunter
Deferred Compensation Director & Legislative Liason, Wisconsin Department of Employee Trust Funds
Shelley Schueller & Tarna Hunter organized a grass-roots campaign to get women to save more.
Recognized for advocating a greater sensitivity to participants' needs.
Treasurer and Reciever General, Massachusettes State
Steven Grossman pushed a way to give employees of small organizations a 401(k) with big advantages.
401(k) Product Manager, International Paper Co.
Carol Sung implemented a managed account program with a drawdown component for employees 55+.
Vice President of Human Resources, Buck Consultants
Jeannie Lowe implemented a feature that gives workers an action plan.
Director, New York City Employee Benefits Program, Office of Labor Relations
Georgette Gestely used targeted forums to get more women to participate in the plan.
CIO, General Board of Pension & Health Benefits of the United Methodist Church
United Methodist Chuch's David Zellner wanted to make sure retirees didn't deplete their savings.
Vice President for Human Resources, Kiva Microfunds, Inc.
Kiva's Britt Huber came up with a big way to educate the young, using familiar technology.
Director of Human Resources, Aloha Petroleum Ltd.
Lois Osorno used a plain-talk approach to help employees understand features of Aloha's 401(k) plan.
N.Y.-based Director of Retirement Plans, PepsiCo Inc.
Chad Ryan sought to stress how 401(k) loans can hurt retirement.
Deputy Director, Office of Communications and Education, Federal Retirement Thrift Investment Board
Sophie Dmuchowski helped illustrate lifetime income with one question: Will You Be Ready?
Head of Risk Management and Operations, Chrysler Group LLC
Angela Buk shepherded a massive re-enrollment of 55,000 Chrysler employees.
Director of Racker Rewards, Rackspace Hosting Inc.
Philip White used different providers to create something unique for his financial wellness program.
Senior Director of Global Benefits and Mobility, Yahoo! Inc.
Bernie Knobbe used text messages, video, social media, and games to engage participants.
Director of Global Retirement and Smart Saving, American Express
Barbara Kontje launched virutal financial fairs and educated families of participants.
Manager of Retirement Plans, Deluxe Corp.
Dan Holupchinski provided participants with replacements income of 90% at retirement.
Deferred Compensation Manager, City and County of San Francisco
Carol Cypert introduced a a large public plan of custom target-date funds with alternative investments.
Director of Non-U.S. Pensions and Savings Plans, United Technologies Corp.
Kevin Hanney designed a program to offer a lifetime income option within its DC plans.