December 2013

In March 2011, the nation watched as Wisconsin Governor Scott Walker signed into law the Wisconsin Budget Repair Bill, also known as Act 10. By limiting collective bargaining to wages only, this measure gave MPS the authority to modify its retiree health program, and the Badger State’s largest school system has since acted upon that authority. This paper analyzes and projects the future retirement obligations in Milwaukee and illuminates how retirement reform can help to solve the pension-funding problem.
While Ohio has removed some of the teacher pension funding burden from school districts (and students), it now falls heavily on the shoulders of Cleveland’s newest teachers. (In effect, they are now being taxed to pay for the benefits of other current and past employees.) This report projects the city’s future retirement obligations and illuminates how retirement reform can help solve the pension-funding problem—and some of the accompanying challenges.
This report analyzes and projects the future retirement obligations in Philadelphia and illuminates the nature and scale of the pension-funding problem.

How much is the “average” teacher pension? That may sound like an easy question, but there are actually many different ways to answer it.

I’ll use Illinois to show why. Illinois lawmakers recently agreed to legislation that will change the way teacher pension benefits are calculated. In the process, news articles often cited the “average” teacher pension as justification for or against the changes. The Teachers’ Retirement System of the State of Illinois’ official estimate says the weighted average teacher pension in 2012 was $4,018 a month or $48,216 a year.* This estimate would be adequate to use if pension payments formed a normal distribution and there were no high or low outliers. In reality, pension averages tend to be skewed by a small number of large winners.

It's important to clarify that most teachers won't qualify for a pension in the first place. They simply won't stay teaching in their state long enough to qualify for a pension. Illinois estimates that only about 40 percent of beginning teachers will teach in the state for 10 years, the length of time now required to earn even a minimal pension. But, even for those that do qualify, there are many teachers who stay long enough to qualify for some minimal monthly payment but not long enough to reap the full rewards of the pension system. Depending on the state, teachers need to stay for 25-30 years in order to maximize benefits. Only a small minority last that long, but they’re rewarded with much higher pension payments, delivered monthly for the rest of their lives. Weighted averages hide all the teachers who leave before then. 

In its Comprehensive Annual Financial Reports, Illinois publishes a table of the monthly pension payments received by all retirees, disaggregated by when the teacher retired and how many years they taught. The table lists average monthly payments for groups of retirees, so, for example, users can see there were 1,370 teachers who retired between one and four years ago who had accumulated 10-14 years of experience. These ex-teachers received monthly payments of $1,282, or $15,384 per year.

As pension liabilities continue to rise, state chiefs need to help educate district leaders on how their decisions affect pensions in ways they may not consider. And, of course, given that pensions are a key part of teacher benefits, state chiefs should understand how incentives built into teacher retirement plans can affect retirement behavior and school staffing.
Although stock markets and housing prices have risen since the bottom of the Great Recession, American households did not increase their retirement security significantly from 2010 to 2013.
Even if pension plans hit their investment and contribution goals, they won't be fully funded by 2042.
State and local pension contributions equal 3.8 percent of total budgets, but those rates will need to rise for states to get on a path toward full funding.
This study examines the long-term effects of pension reforms on employer costs and on state budgets for a sample of 32 plans in 15 states and finds that, for most plans, the reforms fully offset or more than offset the impact of the financial crisis on the sponsors’ costs.
As a facet of compensation, teacher pension policy should be subject to the outcome- and equity-oriented workforce goals of broader teacher reform programs. Teacher pension policy should help attract to teaching especially promising college graduates and career-changers.