‘Access’ Able

Many recent events have changed the way we look at access to teachers in order to provide long-term retirement planning. A Feb. 27 panel discussion at the NTSA Summit looked at best practices as well as the likely trends for the future.

Panelists included the following:

• Brad Hope, AIF®, PPC, Managing Partner, US Omni & TSACG Compliance Services; 
• Tamara Indianer, CRES®, AIF®, CFP®, Vice President, Head of Retirement Marketplace, Lincoln Investment and 2018 NTSA President;
• Tracy Schatzberg, Ed.D., SHRM-CP, General Manager, Employee Benefits & Insurance, Hillsborough County Public Schools; and 
• Landon Warmund, CRES®, CFP®, CSLP, Reliant Financial Services. 

Learning About Retirement Planning 

Schatzberg reported that the Hillsborough County Public School System helps its employees learn about retirement planning by making it part of the financial wellness information that is component of their Well Being Strategy. They also provide training materials and videos for employees. And to better meet the 23,000 teachers in the district and other employees, she said that they have designated a “Well-being Champion” at each site who are encouraged to do different things at each site and offer incentives. The idea, she said, is to get them talking to employees. 

Schatzberg said that her role is to send data to agents and principals, but added that their agents do a little more than provide information — they also bring donuts to meetings with principals. 

Reliant Financial Services tries to keep its efforts to educate employees “as virtual as possible,” Warmund told attendees, remarking that 95% of their education outreach is electronic. The pandemic showed that approach can work, he said, and they have found that many clients like that. Warmund added that if there are employees reluctant to obtain information virtually, they walk them through it. 

Indianer, too, reported that at Lincoln Investment they “had to pivot with COVID and went virtual.” In the fourth quarter of 2022 they held eight virtual presentation, she said, and they hold two every month now. “It is working,” she said, adding, “people are getting educated.”

All Together Now

Indianer and Hope highlighted the importance of cooperating and joining forces in a common effort and shared their experiences with that. 

Indianer said that before the pandemic, she and some competitors got together and met with schools. At first, she said, “you could cut the tension like a knife,” but they were able to get over that and “came to understand that there’s plenty to go around.” 

“It disarms the business managers,” Indianer said, and overcomes objections; after all, if they let one in, they have to let more in. 

Hope similarly said that in 2015, they were part of a group of a dozen providers that got together with  the mentality that they should solve problems, not create them. 

How CRES Is Used 

The Certified Retirement Education Specialist (CRES) training and designation also can be helpful, panelists said.

CRES is “a way to put all of us on a level playing field,” said Indianer. Not only that, since it provides resources and materials and a code of conduct, “it’s a way to go in and give financial literacy to school district employees.” 

Hope added that “districts do care who is talking to their people” and that CRES helps bring confidence in the people coming in to talk their employees.

The Personal Touch 

“COVID completely changed the way we do business,” said Warmund, and one result of that is that location was not longer a problem. 

But now, he and Hope said, there is increasing openness to meeting in person. Schatzberg noted that the employees of the Hillsborough County Public School System prefer in-person meetings, but also are open to virtual meetings. “You have to meet them where they are,” she said.

The Bottom Line

“We take the inertia and flip it,” said Hope of his firm’s approach, adding that they try to partner with clients and “at least get them in the fight.” 

“Choose optimism, embrace change,” said Indianer.