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Results indicate K-12 workers generally receive worse retirement benefits, with state variation.",{"@graph":14,"@context":72},[15,34,55],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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education employees?","Question",{"text":62,"@type":63},"It compares retirement benefits offered to public education employees in K-12 schools versus public universities, focusing on differences that affect retirement outcomes across the two sectors.","Answer",{"name":65,"@type":60,"acceptedAnswer":66},"What variables are used to assess retirement plan quality?",{"text":67,"@type":63},"The analysis uses five variables: employee choice, vesting requirements, value of employer-provided benefits, employer contributions toward debt/unfunded obligations, and whether employees are covered by Social Security.",{"name":69,"@type":60,"acceptedAnswer":70},"What is the overall finding about retirement benefits for K-12 employees?",{"text":71,"@type":63},"K-12 employees are generally less likely to have plan choice, must serve longer for benefits, receive lower employer contributions, experience more employer diversion toward debt, and are less likely to be covered by Social Security, leading to worse retirement benefits than higher education employees.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},582580,1792438329,{"code":4,"msg":81,"data":82},"success",[83,87,91,95,100,105,110,114,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":84,"show_sort_weight":85,"slug":86},"Story & 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\nTable of Contents  \nIntroduction 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 1  \nMethodology 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 3  \nState Example: California 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 6  \nNational Findings 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 9 Conclusions and Recommendations 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮19  \nAppendix: State Overviews 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 22  \nEnd notes 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 78  \nAcknowledgements 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 􀀮 80  \nChoice and Quality Among Retirement Plans for Educators  \n 1  \nIntroduction  \nIn this paper, we compare the retirement benefits offered to public education employees, depending on whether they work in K-12 schools or public universities. K-12 teachers are likely to be enrolled in defined benefit (DB) pension plans, whereas higher education employees are more likely to be enrolled in or at least offered a defined contribution (DC) plan.  \nThe roots of this disconnect started a century ago. In higher education, Andrew Carnegie provided funding for the creation of the Teachers Insurance and Annuity Association of America (TIAA) to provide retirement and life insurance policies to college professors. Carnegie saw mobility among higher education employees as a given and perhaps even a good thing, and the resulting retirement system, a forerunner to today’s 401(k) plans, allowed for workers to change jobs and switch employers.  \nIn contrast, states built their pension plans for K-12 teachers around a different vision. At the time, many forbade female teachers from marrying or having children, and those remaining in the profession often had no other dependable sources of income. To serve that population, states designed their pension plans for long-serving veterans, under the assumption that workers who left the profession earlier would be able to depend on other sources of income.  \nChoice and Quality Among Retirement Plans for Educators  \n 2  \nOver time, these two distinct visions have blurred somewhat, but the history of how they got started helps explain why retirement benefits look different for workers depending on whether they work in K-12 or higher education. While there’s an extensive debate about which type of retirement plan—DB or DC—is better, we attempt to sidestep that debate by analyzing the quality of the benefits workers receive, regardless of the plan type. We do that by focusing on a few key variables:  \n» Choice: Do employees have a choice over their retirement plan?  \n» Vesting: How long do employees have to stay in the system to qualify for employerprovided retirement benefits?  \n» Benefits: What is the value of the benefits that employees receive from their employers?  \n» Debt: Has the plan built up unfunded obligations, and how much are employers  \ncontributing toward those unfunded liabilit","cbCaitmh1i0l8xBe","https://ap.wps.com/l/cbCaitmh1i0l8xBe","pdf",972041,84,"English","# Introduction\n# Methodology\n# State Example: California\n# National Findings\n# Conclusions and Recommendations\n# Appendix: State Overviews\n# End notes\n# Acknowledgements","[{\"question\":\"How does the paper compare retirement plans for K-12 and higher education employees?\",\"answer\":\"It compares retirement benefits offered to public education employees in K-12 schools versus public universities, focusing on differences that affect retirement outcomes across the two sectors.\"},{\"question\":\"What variables are used to assess retirement plan quality?\",\"answer\":\"The analysis uses five variables: employee choice, vesting requirements, value of employer-provided benefits, employer contributions toward debt/unfunded obligations, and whether employees are covered by Social Security.\"},{\"question\":\"What is the overall finding about retirement benefits for K-12 employees?\",\"answer\":\"K-12 employees are generally less likely to have plan choice, must serve longer for benefits, receive lower employer contributions, experience more employer diversion toward debt, and are less likely to be covered by Social Security, leading to worse retirement benefits than higher education employees.\"}]","Choice and Quality Among Retirement Plans for Educators | PDF",1792043900,212]