Participant Education/Advice Sponsor Sentiment Nearly eight in 10 plans offer investment advice in some form to participants, with on-site adviser meetings being the most typical way to deliver it. Additionally, some employers go further to offer other types of financial advice and strategies, including savings strategies (offered by 43%), investing basics (by 35%), and rollovers into the plan (by 28%). When asked if they agree that their employer has the responsibility to improve the financial wellness of employees, 40% agreed whereas less than 26% disagreed. Investment Advice Offerings 44.3% 37.6% 24.4% 5.1% One-on-one meetings with adviser Independent third party Recordkeeper's proprietary offerings Types of Financial Education/Guidance Offered Savings strategies Investing basics Credit/Debt management College saving Home buying Rolling into plan (new hires) Rolling out of plan (at separation) None-do not offer financial education 42.9% 35.3% 19.4% 17.1% 9.7% 28.0% 25.4% 44.3% Company Has Responsibility to Improve Employee Financial Wellness 41.0% 34.0% 25.1% 20.3% Agree Somewhat Neutral Disagree Agree Somewhat Neutral Disagree 30.2% Other source No investment advice 16.8% Agree Somewhat Neutral Organization Prefers Separated Employees Keep Material Balances in Plan 53.9% 23.2% Agree Somewhat Neutral 22.9% Disagree Company Documents Reasoning for Investment Changes 49.5% 14.9% Disagree 20.6% When asked whether they think their employees will reach their retirement goals by age 65, plan sponsors were decidedly undecided. Similarly, sponsors were noncommittal as to whether their organization prefers to keep the assets of separated employees in the plan or have those assets roll out upon an employee's separation. By contrast, nearly half of plan sponsors agreed that their employer appropriately documents changes to their plan's investments. Employees Will Reach Retirement Goals by Age 65 68.3% 38 PLANSPONSOR.com November-December 2017http://www.PLANSPONSOR.com