Ms. Lori Lucas

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  www.investmentnews.com/apps/pbcs.dll/article?AID=/20091 - [Cached Version]
  Published on: 10/30/2009    Last Visited: 10/31/2009  

  "I think there is going to be more consolidation in the target date fund space," said Lori Lucas, executive VP and defined-contribution practice leader for Callan Associates Inc., an institutional investment consultant.

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  www.insidebayarea.com/businessnews/ci_2420208 - [Cached Version]
  Published on: 9/29/2004    Last Visited: 9/29/2004  

  Hewitt scientist Lori Lucas said 45 percent of people in their 20s and 66 percent in their 30s contribute to retirement plans.In their 50s, 72 percent are contributing.

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  archives.kimsnider.com/archive.php?archive_id=203 - [Cached Version]
  Published on: 10/23/2007    Last Visited: 1/26/2008  

  Lori Lucas, Why Baby Boomers Fail to Save Enough for Retirement
  
  Lori Lucas of Hewitt and Assosiates is a chartered financial analyst and the director of participant research in Hewitt's Lincolnshire office.She is a recognized expert on 401(k) investment structure, trends, and communication; defined contribution plan participant behavior; andinvestment policy, selection, and monitoring.Lori and Kim will discuss why baby boomers fail to save enough money for retirement, even though they admit that they need to be saving more.

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  compensationresources.com/press-room/retirement-plans-o - [Cached Version]
  Published on: 8/18/2006    Last Visited: 4/12/2009  

  Next, ask for detailed descriptions of the mutual fund choices in the plan, said Lori Lucas, director of participant research for Hewitt Associates in Lincolnshire. Typically, employers offer single-page Morningstar Inc. sheets on each fund, which contain expense ratios and investment styles, she said.

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  Last Visited: 8/16/2008  

  • Lori Lucas, Defined Contribution Consultant, Hewitt Associates

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  www.stablevalue.org/news/newsletter/part7.asp - [Cached Version]
  Published on: 5/4/2006    Last Visited: 3/24/2007  

  Yet 401(k)s and similar defined contribution plans can provide workers with a satisfactory level of retirement income if employers build the right features into them, says plan expert Lori Lucas.Increasingly, they do.
  
  "This is one of the most interesting times in the evolution of the retirement plans," Lucas told attendees at the SVIA's annual forum in Washington, D.C., in October."Employers are becoming quite a bit more paternalistic with respect to defined contribution plans.They're not looking to shift responsibilities to employees; in fact, they're looking to take back certain types of responsibilities.They want to help participants in defined contribution plans much the same way they once helped them with defined benefit plans.I call this trend the defined benefitization of the defined contribution plan."
  
  Lucas is senior vice president and defined contribution practice leader for Callan Associates, an investment consulting firm serving fund sponsors, investment managers, financial intermediaries, and mutual fund boards.One of the key trends making defined contribution plans more like defined benefit plans, she said, is the increased use of automatic enrollment-something that should get a boost from the recently passed Pension Protection Act (PPA), which provides some explicit fiduciary safe harbors for plan sponsors who adopt it within the Act's prescribed guidelines.
  
  The PPA also endorses the concept of automatically increasing participant contributions, again within specified guidelines, which also should be good for plan participants.Lucas cited a recent survey by the consulting and recordkeeping firm Hewitt Associates indicating that 17 percent of plan sponsors already offer automatic deferral increases and 13 percent plan to add that feature.
  
  Other promising trends that should make defined contribution plans more valuable to plan participants, Lucas said, include:
  ...
  Despite those positives, Lucas said plan sponsors may need to continue pushing hard in some areas to make defined contribution plans as effective as possible.For example, the PPA says employers can't automatically default more than 10 percent of a participant's salary into their retirement savings account without their consent.Capping contributions at that level isn't a great idea, Lucas says, because many workers may need to contribute at a higher rate to ensure a financially secure retirement-especially if they don't start saving early in their careers.Also, employers will have to be careful to ensure that by establishing default deferral rates lower than 10 percent-the Pension Protection Act only requires a minimum rate of 3 percent in the first year of participation-they don't unwittingly encourage some workers already contributing at higher levels to drop down to the lower "endorsed" rate.
  
  Looking ahead, Lucas predicted that one of the next major trends in the defined contribution plan marketplace could be the introduction of guaranteed income products, along the lines of an annuity, for plan participants who have reached retirement age and want to assure themselves that they won't outlive their savings."I don't think we have the perfect product for that out there, or that it's even that high on the radar screen of employers," Lucas said.

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  www.investmentnews.com/apps/pbcs.dll/article?AID=/20091 - [Cached Version]
  Published on: 10/18/2009    Last Visited: 10/18/2009  

  Those costs are almost -double what they were 18 months ago, due to the troubles the insurance industry has faced, said Lori Lucas, executive vice president and defined-contribution practice leader for Callan Associates, an institutional-investment consultant.

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  www.djnewswires.com/competitiveedge/ce-09-03.html - [Cached Version]
  Published on: 9/1/2003    Last Visited: 3/30/2007  

  "There's certainly some hesitation," said Lori Lucas, a Hewitt Associates consultant."People have been through such a long period when the market has been going down ... so it doesn't seem surprising that they would hesitate to make a change."
  
  If you ignore your portfolio, however, you're essentially letting the market dictate your asset allocation.In 2002, for example, only 1 in 6 participants made any changes to their 401(k) plans.Those that did transfer money typically made trades in the direction of the market, Lucas said.

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  www.orta.org/pension_news_3-15-06.htm - [Cached Version]
  Published on: 3/15/2006    Last Visited: 3/24/2007  

  "Some of these are very legitimate demands" on finances, says Lori Lucas, director of participant research at Hewitt.
  
  But 61% of young workers also cited "lifestyle purchases" as an impediment to saving.Those purchases include "the iPod, the big-screen TV - things that aren't required for day-to-day living but allow people to keep up with the Joneses," Lucas says.
  
  The success of automatic enrollment suggests that many workers can find room in their budget to save.With that system, workers are automatically enrolled in their employers' 401(k), and must opt out if they don't want to contribute.About 90% of workers who are automatically enrolled stay in the plan, Lucas says.

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  ebri.matrixgroup.net/programs/policyforums/index.cfm?fa - [Cached Version]
  Published on: 5/1/2008    Last Visited: 12/20/2008  

  Lori Lucas, Callan Associates, Inc.

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