Institutional is not retail, but yes through other institutional plans and Franklin Templeton offers stable plans through other lanes and lets just say apple has their own 401 k and they could have that as a manager. I got it, thank you. Sure. And in addition, future portfolios launched in september and nearly 5,000 participants invested thus far. For those not familiar with future ready, theyre similar to targeted funds. Theyre designed according to your date of birth. Whereas future ready can be customerrizedcustomized to risk preference. Someone older may prefer a ris different strategy. Millennials are conservative after witnessing their parents financial situation in the 2009 recession. please stand by . It was a great introduction for me, detailed and informative. The type of feedback is very helpful for us and its really good to see where we stand in our participants eyes. And finally on the last comparison slide, i think whats interesting is that you can see more prospects than ever before attended this years seminar. We can see in question one, are you a participant . 21 percent said no in october. This shows our marketing is working and the word is spreading. And thank you to president driscoll for attending the seminar as well. I would like to move onto operation. We are proud to announce that enrollment was up in day one of the transition, which was september 3. It was a great way for participants to enroll any time anywhere, without requiring the plan to hand over confidential employee information to a third party. To date over 300 participants have enrolled via the web, thats in less than two months. On page four you can see screenshots of the online enrollment experience. If you would like the see clear visuals you can go download a copy of the how to enroll online flier or i can send you one. We also launched the new rate escalator. This allows participants to set and forget increases times alongside raises or increases in july. This is slowly gaining ground and we expect more adoption in early january when most contribution changes occur. I should inform the board that the annual irs contribution limbs are increasing by 500 for 2020 making the limit 19,500 for planned contribution. Catchup wb will be 6,500. This will be 39,000. So for participants who want to continue maxing out they can easily increase their contributions online. It takes two minutes. And the annual increases do not carry over automatically unless you opted for it via the rate escalator. Filially last but not least is the record keeper. As you know we have sufficiently transitioned to on time and on schedule on september 3. As part of the transition the plan offers advisory services. Some are comment peremptory such as the online advice tool or speaking with an adviser. Managed accounts are available for an additional accounts. Managed accounts can be valuable to participants in or near retirement. They are generally better served with a strategy designed to gradually spend down their nest egg by creating a stream from various income sources such as social security, pension, any rental income. They offered a riskfree trial where participants could enroll and experience three months of professional management at no additional cost. That promotion has been extended to the end of the year due to popular demand. You may be wondering are the right type of people signing up for this paidfor service. Well the answer is yes. With the average user being age 55 and the average account balance of over 16 this thousand its clear that transitioners and retirees are finding managed accounts to be of value. Or perhaps they cant resist a promotion. Just kidding. [laughter] with that, thats my report. Also attached is the quarterly activity report which is right after the memo. This includes performance transactional data. Im happy to answer any questions regarding that data for the memo. Questions . Before i call for Public Comment permit me to try to add comments to what the manager of the program briefed us on. The value of the management managed to count the third level for which there will be a cost after the free trial period. The fact that how we have opened up how the selfdirected brokerage account can work, though that is not covered in it, plus financial skills which are quite deep that opportunity for participants to invest even wiser or better are incredible good value. The fees in that operation are also going to drop significantly after the first of the year. Again something that they took the initiative to do following great firms like schwab. The benefit is coming to members after the first of the year. Part two, there has sometimes been criticisms about the concept of anewties in this area. A former Life Insurance company has left the operation they sold out that piece of the business. There is some connection to them in it because thats the Way Companies have transferred but they dont sell them to our members. The importance is taxsheltered annuities is a separate label in the irs tax codes. Savings plans are connected of my we are a tax Sheltered Program on the defined benefit side. Thats why i say its probably not a members best choice to be more tax sheltered work on their own voluntarydefined contribution plan. Its not about annuities being bad. Maybe they are the right thing in a small percentage of our participants. It is an option they have. It is not something thats something to be recommended. Its an option. More importantly because our members for the last 20 plus years have been able to contribute to their account on a tax sheltered basis they will someday receive both a pension and what we legally call here in San Francisco an annuity. For accounting purposes they are called both pension and annuity are the words they use together. Its an odd coincidence that we are and all the other members have been investing in a tax sheltered annuity for the last 20years. That is not an option to consider your first choice when you have your own Deferred Compensation Program when you decide how much to invest and how and when you decide to take the distributions. Its totally different than your defined benefit pension plan which we expended most of our time focusing on here. Trying to add to the nice presentation by our manager. Thank you. Okay. Just wanted to transition, i think the transition went very well and especially being a user myself i think the transition was quite easy. So i talked to your time for making a smooth transition. For the process i know there were criteria or goals we hoped the new venture would achieve things like the number of contribution individuals joining their own or creating their own compensation work, having more people invest in their funding, are we tracking those measures in a way that you are going to report back to us . I know its new at this moment but at some point we are going to make sure they are delivering on those goals that we had set for them and they they said they could achieve for us. Absolutely. First of all, thank you so much for those kind words. That really means a lot to me and my staff. We did work very hard over the last couple months. So thank you. And i will share your feedback with them as well. As far as tracking, absolutely, as far as the contracting process we wrote them to hold them accountable to what we expect them to do for us. We do a lot of that tracking and report back quarterly. You can see that in the monthly activity report on page 2 of the monthly activity report, we track the payroll contributions and we also track new participants enrolled so thats aa good way to see whether or not participants are gaining traction and the Participation Rate so we require that on a monthly basis in addition to other things. I saw that statistic. What i meant is are you because its not included in the report about what the goal was. So while you do show sort of what the Participation Rates are what the contributions are, there was a goal we were trying to set in terms of the amount of uptake we wanted to achieve through their efforts and our efforts combined so the question is not so much what it is but is it meeting the goals we set for that increase. Absolutely. Yes. And i would agree yes, it is early and we are trying to iron that out too to make sure that those both sides are on the same page on what the benchmark is going to be so we can move forward correctly. So i hear exactly what you are saying and well make sure to track that and report that at a minimum at least to the dcc. [off mic] thats right. Thank you for that. Ill run it as a test so we can have firsthand knowledge here. Ill volunteer to do that. [laughter] the group to contribute to my retirement. [laughter] its free for three months. Thats right. Just so we can speak from a firsthand view. My younger daughter here shell be well taken care of. And generations to come to evaluate the things im going to ask the committee to put on the committees agenda is the success definition. Without the definition, i wont say it doesnt make sense to have goals but the goals are more than just participation. The comp program and the mission of the defined benefit program are put together. We are working on that linkage that was planned when we put this rfp up. Thank you commissioners. No further question ill call for Public Comment. I just want to note again that directed to the entire staff worked through this transition day and night. It was a lot of time going through contracts and everything else. So thank you very much for everything going through the entire process. Its very long. A few hurdles. But thank you. Acknowledging the staff. Yes the staff. Okay. Is there any Public Comment. Acclamation [off mic] yes. [laughter] take that to your account. This was a discretion item only. That moves us to item 12. Discussion item expense report, the quart ended december 30 2019. This is the first full quarter of our budget year. Youll see that we had expenditures of 121,000 out of over a Million Dollar budget. I would urge Board Members to review Educational Opportunities. The board policy which hopefully well be bringing before the board not only encourages you but in some cases would actually require you to take advantage of Educational Opportunities and conferences. We certainly have more than a sufficient budget for Board Members to have as much training or attend as many conferences as the policy allows. And so since i know all of you are busy and you volunteer your time but i want to make sure you understand we would encourage you the budget is there and certainly we would hope to see more of you take advantage of that budget and go to conferences. So with that its a discussion item only. But certainly we are tracking well below a quarter of our budget. We are nearly at an eighth of our overall budget, one quarter into the year. Answer any questions. Board questions . Public comment . Discussion item only. 13. 13, action item. Review an approval of request for proproposals proposals for actuarial services. The draft is in your packet. Please let me know if you have any questions. I would say this is normal. We go every fiveyears. We went ahead and extended the contract for one year so that we didnt have it overlap with the actual of it. So this is not a result of anything other than board policies bringing this contract. We are not dissatisfied with our current act actuariess. This is business as usual. Ill make a motion to approve the request for Consulting Services is there a second . Second that. Was there any significant changes to the rfp compared to the last time . There were no significant changes. It was updated. The city has gone online with their vendor so there was some updates there. My suggestion into this issue that came up during the general consultant on the investment side was they were working with them on this product they helped design. Any of their competition have a similar tool since the assumed greater return is one of the biggest numbers that we have settled on at least the contribution rate but agreeable to people call that, i would suggest we are going to ask that question if they have developed any tool or product in that area. Yeah, the focus is on the services and not on an investment tool. But but it has to do with risk. Because they helped develop that process with them. Im trying to find out if they have any control over that product or something similar. I believe it is a makita product. Every Investment Company works within an actuary when they are doing asset liability. Certainly any pc has their own staff actuary that i worked with. Maybe the other firms also work with them. Do you understand the subject . I do thank you. Motion has been seconded. No further questions. Any Public Comment . Those in favor say aye. Aye. Opposed . Item 14. Thank you. Action item executive directors report. To be brief, we have provided you with a september dashboard operational dashboard. And i also bring forward a very brief briefing to this board related to a lawsuit that up until recently i didnt feel the board needed to be briefed on. We have one of our members who basically applied for ordinary disability as a miscellaneous member in 2000. She was awarded that. She has been paid that benefit in 2000. Her claim was in 2017. She actually saw the underlining formula that was the basis of her disability calculation. And she felt that it was discriminatory against her because she had a late career started work with employment with the city at a later age and that had she been ten years younger her benefits even based on her salary, would have been higher based on the charter formula. The reason it was not briefed to you before today is that that case she made her claim against the division of fair employment and housing act. It was a disparate treatment claim and it was appealed by the court. She appealed that dismissal, and the court of appeals, within the last ten days, reinstated her claim. The citys position, and again, they are not suing, shes not suing the retirement system. She wants it to be a class action on behalf of all folks who are receiving a miscellaneous disability benefit from the retirement system or on behalf of them. And certainly we are not playing a part in defending against this. But i wanted to make sure the board was aware of this. Well continue tracking it. Because if in fact there is a determination and if there is in fact some sort of corrective action that might become an issue before the board. But if there is damages, im not giving you legal advice, but im assuming the damages would be coming from who she is suing and that would basically be the city. So again was not it was on our radar but it had been dismissed. Now this court of appeals has reinstatedded her claim. Basically the city was saying she missed her opportunity, she needed to have made her claim within a year of the discrimination or the disparate treatment. And the court of appeals basically said every month that we send out a paycheck restarts that one year statute of limitations. And so they reinstatedded her claim against the city. We have not estimated what the potential cost. We dont know what the remedy would be. The charter provision is the charter provision. We calculate benefits according to that. But i would be happy to answer any questions the board might have on this item. Board questions . I have a few questions. Thanks for telling us about this case. Since the name porter is on here and i see the city is listed as defendant, that means the city not the retirement system . Absolutely in terms of any damages are we going to be liable for that or will the city pay . I think shes suing the city so she would seek damages. And i dont know that the court would award damages to a nonparty to the lawsuit. Im not an attorney. Im not acting as an attorney. Ive lost my attorney. In terms of her formula, it would be allowance we pay her increase . Yes okay. A year or two ago when ill call it the pob lawsuit about the supplemental cola they took the initiateofof finding a hundred people who would have fallen within that window and adjusted the pensions for that. Do you recall that . Yep okay. Im wondering if its the same the same reasoning would apply to this woman if shes right about the way the benefit formula should have been interpreted, are there other people who went for ordinary disability and didnt get the superior formula . Well, this allegation is based on a formula that was approved by the voters embedded in the plan, which basically the construct was if someone is injured before age 60 which really today isnt tied to normal retirement age, but may have been at the time that what the formula grants you is additional years of service, sort of the concept of qsr the date which you would pay the age of 60. So if i started when i was 48 but got injured at 58, i only got what shes calling two bonus years to age 60. If i was 38 and worked those same ten years and was injured at 48 i got the benefit of 12 additional bonus years included in the calculation. So how a court would tell us to fix that is unclear because its all measured against this age 60. If they say i mean, it would be it would be impossible for us to determine how a court might decide to fix this. Certainly an extreme example would be someone who worked at started working here at age 20 and was working ten years and injured at 30. They would get up to a maximum the benefit of 30 bonus years that would exceed the maximum. So i dont know how that would be so we really cant calculate what the cost of that could potentially be. This reversal goes back to the judge . Im not sure where i would go but absolutely i mean again the charter is not ambiguous. Theyre basically saying it resulted in a disparate outcome for the older retirees. We can certainly identify the age at which people were granted disability to get an idea the head count of these folks. But as to what potential cost and what are the result would be striking that language from the charter and replacing it with other language or know bonus years for anybody. I mean its hard for us to evaluate what potentially could be what they would determine to be a fair way of resolving this. Theres a policy issue for the city Going Forward basically . Yes not what we do. But in terms of not that there was a Class Action Lawsuit but if theres a finding that we have not been applying our formula correctly or in compliance with dfh we take the initiative. In a lawsuit like this, even though its not against the retirement system, they will