18THE CITY OF PLEASANT LIVING
CITY OF SOUTH MIAMI
OFFICE OF THE CITY MANAGER
INTER-OFFICE MEMORANDUM
To:
From:
Date:
Request:
The Honorable Mayor & Members of the City Commission
Steven Alexander, City Manager
Agenda Item: 1K. August 16, 2016
An Ordinance amending the South Miami Code of Ordinances by Deleting
Section 2-4.5, "Voluntary retirement of elective officers"
EXECUTIVE SUMMARY
The attached ordinance remains in line with the items presented within the Retirement Plan
Presentation held on Tuesday, May 3, 2016 by Finance Director Alfredo Riverol and Bradley
Cassel, Pension Board Chair. As detailed in the presentation, the Ordinances are structured to
meet the City's objectives of:
-Retaining our City employees, the City's greatest assets. -Retention is the key to
corporate stability and resident satisfaction.
-Hiring the best talent -The City is struggling to regain a level of respect and
desirability as an employer and to compete for the best employee talent,
benefits can make the difference between securing the recruitment.
-Keeping & managing employee turnover -Employee turnover can be costly.
Various sources estimate it can cost anywhere from 30% to 200% of an
employee's annual salary to replace them.
FINANCIAL IMPACT TO CITY
Positive
The City conducted a pension projection study providing the City with an idea related to the
cost of adopting the changes reflected in the Ordinance. Based on the April 29, 2016,
projection study, an estimated savings of $47,000 and $3.6 million savings over 30-years,
accrues to the benefit of the City. Upon approval on first reading, the City is required to
complete an actuarial impact study which provides the Mayor and Commission with the official
cost or savings related to the adoption of the Ordinance before second reading.
Page lof4
BACKGROUND
On July 12, 2016 the Mayor and Commission adopted Resolution 136-16-14691 which approved
the Collective Bargaining Agreement (CBA) for Fiscal Years beginning June 22, 2016 through
June 21, 2019 between the American Federation of State, County and Municipal Employees
(IIAFSCMEIIL Local 3294 and the City of South Miami, and authorized the City Manager to
execute the agreement. The proposed Ordinance incorporates the changes necessary to
conform to the approved CBA, specifically Article 37, Retirement Benefits.
The development of the proposed Ordinances and reaching a final agreement with the AFSCME
members was a very long and tiresome process. Many hours of research, conference calls, and
meetings were conducted to finally provide the items reflected in this packet.
Furthermore, since the City was completing such a significant revision of the City's existing
retirement benefit, it was recommended that we address the outdated existing section of the
City's Code which provides retirement benefits to elected officials. On September 17, 1971, the
Mayor and City Commission adopted an ordinance which provided the elected officers with
voluntary retirement should they hold office for twenty-years or more. In November of 2010,
the City residents voted that "no person may appear on the Ballot for Election as Mayor or City
Commissioner if, by the end of his or her current term of office, the person will have served (or,
but for resignation would have served) in office as the Mayor or as a City Commissioner for a
total of nine years or more;" As stated, the new term limit requirements have made Section 2-
4.5 obsolete and nonconforming; hence, the proposed ordinance updates the issue of
retirement benefits for the Mayor and City Commission.
PROPOSED ORDINANCE
As required under the approved CBA, Section 6 of the Retirement Benefits, the proposed
Ordinance provides that all employees who are participating in the ICMA-RC defined
contribution plan on the date the AFSCME 2016-2019 Agreement is ratified, June 22, 2016, and
all employees hired on or after that date, will be given a one-time, irrevocable election
(opportunity) to participate in one of the following retirement plan options:
Option 1: A new second tier of the City General Employees' Pension Plan, which shall
contain the following provisions:
a. Full vesting upon completion often (10) years of credited service.
b. Future service benefit multiplier is 1.60%.
c. Final Average Compensation will be the average of the highest eight (8) years of
compensation.
d. Normal Retirement Date is the earlier. of (a) age 65 and completion of ten (10) years
of credited service; or (b) completion of thirty-three (33) years of credited service.
e. The employee contribution will be three percent (3%) of compensation.
Page 2 of4
f. No cost-of-living adj~stments will be provided on retirement benefit.
Option 2: Defined Contribution plan with the following provisions:
a. Employees are required to contribute 3% of compensation.
b. City will contribute 7% of compensation.
c. Employees will be fully vested after one year of service.
Employees who are participating in the ICMA-RC defined contribution (DC) plan on the date the
2016 -2019 Agreement is ratified, June 22, 2016, and would like to join the new second tier
plan, must make the irrevocable election within 90-days after the adoption of the new pension
ordinance creating the new second tier pension plan. The effective date of the enactment of
the ordinance identified above shall be known as the "Commencement Date".
The employee contribution for employees who are participating in City General Employees'
Pension Plan on the "Commencement Date" October 1, 2016 will be capped at 10% of
compensation, which currently provides for no cap percentage.
The existing Defined Contribution Plan will not be offered to any new hires and it will be frozen
for all persons who are presently in the plan and elect to join any of the options of the second
tier pension plan. Therefore, it will ultimately cease to be of use to any employees.
For all AFSCME bargaining unit members who become employed subsequent to the
"Commencement Date" of closing the Plan, the following will apply: The employees will be
given an opportunity to buy-back any and all years of service up-to the number of years they
have worked at the City at any time while employed at the City in a position eligible for
participation in the Plan. Employees must pay the full actuarial cost of the service they buy
back and such buy-back will be at the employee's sole expense as calculated by the Retirement
Plan's actuary.
Moreover, as part of the revised plan, the City is including two new classes to the plan; the
Administrative Management Service Class (AMSC) and the Elected Officers Class (EOC). The
AMSC Members will be composed of the persons who hold only the following positions:
-City Manager
-City Clerk
-City Attorney
-Assistant or Deputy City Manager
-Finance and Administration Director, C.F.O.
-Police Chief
-Planning Director
-Building Director
-Public Works Director
-Chief Administrative Officer (currently Finance Office Manager)
Page 30f4
-Chief Procurement Officer (currently Purchasing Manager)
-Parks and Recreation Director
The EOC Members shall be composed of the Mayor, Vice Mayor and the three (3) City
Commissioners.
AMSC and EOC Members shall be fully vested in the pension plan upon completion of three
(3) years of continuous service. Also, the required contribution for both classes of members
will be 7%, with the multiplier for both classes being 3%.
RECOMMENATION
Approve the attached ordinance that enacts changes necessary to bring the City in compliance
with Resolution 136-16-14691 which approved the Collective Bargaining Agreement (CBA) for
Fiscal Years beginning June 22, 2016 through June 21, 2019 between the American Federation
of State, County and Municipal Employees ("AFSCME"), Local 3294 and the City of South Miami,
and to extend these same benefits to all eligible and applicable employees and Officers.
ATTACHMENTS
-Proposed Ordinances
-Resolution 136-16-14691 Approving the AFSCME 2016 CBA
-City Retirement Plan Presentation (May 3, 2016)
-April 29, 2016 GRS Projection Study
Page 4 of 4
1 ORDINANCE NO. _____ _
2 An Ordinance amending the South Miami Code of
3 Ordinances by Deleting Section 2-4.5, "Voluntary
4 retirement of elective officers"
5 WHEREAS, the City of South Miami and the American Federation of State, County and
6 Municipal Employees, AFL-ClO, City Employees Local 3294 (hereinafter {(Union"), have entered
7 into a new Collective Bargaining Agreement ({(Agreement"), effective June 22, 2016 to June 21,
8 2019; and
9 WHEREAS, the City Commission has received and reviewed an actuarial impact
10 statement related to such amendments; and
11 WHEREAS, the City Commission wishes to repeal by deleting Sec. 2-4.5 of the South
12 Miami Code of Ordinances in order to bring it in conformity with the amendments made to the
13 South Miami Pension Plan that effectuate the changes called for in the Agreement; and
14 WHEREAS, the City Commission deems it to be in the public interest to provide these
15 changes to the Code of Ordinances;
16 NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE MAYOR AND CITY COMMISSION
17 OF THE CITY OF SOUTH MIAMI, FLORIDA, THAT:
18 . Section 1. That Chapter 2 Article I, Section 2-4.5, {(Voluntary retirement of elective
19 officers" of the City of South Miami Code of Ordinances is hereby repealed by deleting as
.20 follows:
21 Voluntary retirement of elective officers.
22 (a) Vlhenever any elective officer of the City of South Miami has held any elective
23 office of the city or tovm for a period of tV'Jenty (20) years or more consecutively C)(cept
24 for one period Rot C)(ceeding sil( (6) months, such elective officer may voluntarily resign
25 or retire from such elective office with the right to be paid, and he shall be paid on his
26 ovm requisition, by the city during the remainder of his natural life, a sum equal to one
27 half of the salary that the city was authorized by law to pay said elective officer at the
28 time of his resignation or retirement; or the sum of one hundred dollars ($100.00) per
29 month, whichever sum shall be greater.
30 (b) In cases where an elective officer during his term of office entered or enters and
31 served or serves in the armed forces of the United States during any period during
32 which the United States was or shall be engaged in war and thereafter was or shall be
33 appointed or again be elected to the same elective office prior to discharge from such
34 service in the armed forces, such time of service in the armed forces shall not be
35 construed to l3e a I3real< in consecutive service and shall be counted in determining the
36 years of consecutive service of such elective officer.
37 (c) The city shall appropriate and provide in its annl::lal bl::ldget sl::lfficient moneys to
38 meet the reql::lirements of this section.
39 Section 2. Rules of Construction. This ordinance will be construed in accordance
40 with Florida statutory law and Florida case law.
41 Section 3. Codification. The provisions of this ordinance shall become and be made
42 part of the Code of Ordinances of the City of South Miami as amended; that the sections of this
43 ordinance may be renumbered or re-Iettered to accomplish such intention; and that the word
44 "ordinance" may be changed to "section" or other appropriate word.
45 Section 4. Severability. If any section, clause, sentence, or phrase of this ordinance is
46 for any reason held invalid or unconstitutional by a court of competent jurisdiction, this holding
47 shall not affect the validity of the remaining portions of this ordinance.
48 Section 5. Ordinances in Conflict. All ordinances or parts of ordinances and all section
49 and parts of sections of ordinances in direct conflict herewith are hereby repealed. However, it
50 is not the intent of this section to repeal entire ordinances, or parts of ordinances, that give the
51 appearance of being in conflict when the two ordinances can be harmonized or when only a
52 portion of the ordinance in conflict needs to be repealed to harmonize the ordinances. If the
53 ordinance in conflict can be harmonized by amending its terms, it is hereby amended to
54 harmonize the two ordinances. Therefore, only that portion that needs to be repealed to
55 harmonize the two ordinances shall be repealed.
56 Section 6. Effective Date. This ordinance shall become effective upon enactment.
57 PASSED AND ENACTED this __ day of _____ , 2016.
58
59
60 ATTEST:
61
62
63
64 CITY CLERK
65
66
67 1st Reading
68 2nd Reading
69
70 READ AND APPROVED AS TO FORM:
71 LANGUAGE, LEGALITY AND
72 EXECUTION THEREOF
73
74
75 CITY ATTORNEY
APPROVED:
MAYOR
COMMISSION VOTE:
Mayor Stoddard:
Vice Mayor Welsh
Commissioner Edmond:
Commissioner Harris:
Commissioner Liebman:
RESOLUTION NO.: _'..;...:3:;...;6=---.....:'-=6_-....:.'-=4...::.6..=;...9..:..-1_
A Resolution approving and authorizing the City Manager to
execute the June 22, 2016 to September 30 lune 21, 2019
Agreement between the American Federation of State, County
and Municipal Employees ("AFSCME''), Local 3294 and the City Of
South Miami.
WHEREAS, the Mayor and City Commission of the City of South Miami seek to
provide the highest levels services for the citizens. residents. businesses and visitors of the City
of South Miami; and
WHEREAS, a Collective Bargaining Agreement with the American Federation of State.
County and Municipal Employees (tlAFSCME"), Local 3294 is an integral component of this effort;
and
WHEREAS. the City Administration and AFSCME have successfully concluded
negotiations on a new contract which achieves these objectives; and
WHEREAS, AFSCME has ratified the proposed contract.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF SOUTH MIAMI, FLORIDA THAT:
Section I: The Mayor & City Commission approves the Collective Bargaining
Agreement for Fiscal Years beginning June 22. 2016 -September 30 lune 21, 2019 between the
American Federation of State. County and MuniCipal Employees (UAFSCME"). Local 3294 and the
City of South Miami, and authorizes the City Manager to execute the agreement.
Section 2: If any section clause. sentence. or phrase of this resolution is for any reason
held invalid or unconstitutional by a court of competent jurisdiction. the holding shall not affect
the validity of the remaining portions of this resolution.
Section 3: The attached exhibit is incorporated by reference into this resolution.
Section 4: This resolution shall become effective upon its adoption. effective July 13.
2016.
PASSED AND APPROVED this' 2thiay of July .2016.
APPROVED:
COMMISSION VOTE: 5-0
Mayor Stoddard: Yea
Vice Mayor Welsh: Yea
Commissioner Edmond: Yea
Commissioner Harris: Yea
Commissioner Liebman: Yea
e.
CITY OF SOUTH MIAMI
RETIREMENT PLAN HISTORY
II The City has offered a retirement package to
employees dating back to the 1950's. In" 1965 it
opened its first defined benefit pension program.
II Management of this pension from roughly 1990 until
2008 was poor at best, making nominal investment
returns to the pension (if at all).
& Combination of previous pension mismanagement and
the recession, created a huge impact on the police &
general employee's required contribution, along with
the City's required contribution.
CITY OF SOUTH MIAMI
RETIREMENT PLAN HISTORY
II In haste to react to a tough economy, which was
exasperated by the history of mismanagement, the City
Commission closed the Defined Benefits (DB Pension)
plan to all new general employees, offered existing
employees the option to "opt out," and opened up a Defined
Contribution plan which does NOT require the employees,
nor the City, to contribute to their future.
II This resulted in many employees either dropping or
severely reducing their pension coverage. From a public
policy standpoint this was shameful and needs to be
changed.
III Current DB Pension plan is now attaining at least market
rate of return and is op~rated conservatively by a Pension
Board that has retained professional consultants,
money managers and top quality plan administration.
WHAT IS A RETIREMENT PLAN?
A retirement plan is a retirement savings vehicle
to replace employment income upon retirement.
These plans may be set up by employers,
insurance companies, trade unions, the
government, or other institutions.
Two Most Common Retirement Benefits Are:
• Defined Benefit (DB)
• Defined Contribution (DC)
WHY IS IT IMPORTANT FOR THE CITY TO HAVE A
RETIREMENT PLAN FOR EMPLOYEES?
III Our employees are one of the City's greatest assets. -
Retention is the key to corporate stability and resident
satisfaction.
II Hiring the best talents -City struggling to regain a level of
respect and desirability as an employer and to compete
for the best employee talent, benefits can make the
difference between securing the recruitment.
Ii Keeping & managing employee's turnover -Employee
turnover can be costly. Various sources estimate it can
cost anywhere from 30% to 200% of an employee's
annual salary to replace them.
~-------~------------------------~----------------~-------------------~-----
DEFINE CONTRIBUTION (DC) PLAN
A defined contribution (DC) plan is a retirement plan in
which the employer, employee or both make contributions
on a regular basis.
Retirement income for employees is dependent on the
employees investment strategy and market returns.
DC Plan provides employees no incentive to stay and be
loyal to the City and therefore its residents.
DC Plans places the burden of an employees retirement
income on the Employee, who may not see the wisdom of
participating in a retirement plan.
A large number of SM employees do not take advantage
of the current ICMA 7% match the city offers.
,
i:;
j;.:
lH l~
I~ l~
m ~~
I~
DEFINED BENEFITS (DB) PLAN
II .OB Plans offer a guaranteed retirement income.
based upon the employee's earnings history,
tenure of service and age.
II The greater number of years with the City, the
greater guaranteed income.
& DB Plan offers employees a strong incentive to
stay and be loyal to the City and its residents.
DEFINED BENEFITS (DB) PLAN
&I Employee Pension Contribution -The amount that the
Employee must contribute from their paycheck.
m Normal Retirement Age -The age that employees may retire
without any reduction in benefit.
&! Number of Years to Vest -The minimum years required for
employees to be eligible to obtain a Pension Benefit.
Ii Final Avg. Compensation -The annual salary used to
calculate the guaranteed retirement income.
II Multiplier -A multiplier is the pension formula factor that
determines the size of the lifetime annuity a pensioner . receives.
!! COLA on Pension Benefits -Cost of Living Adjustment on
the lifetime income to maintain the value of the pension
benefit relative to inflation.
--------------------.--------------------------------------~----------------------~----------------------------------------------~--------------~------------~
v:
~\
Itj
W
if!
m l~ FINAL AVERAGE COMPENSATION EXAMPLE
m
III
it)
i~~
Iffl
If{:
I~ ~~'1
~~: H~
m !~ H;;
I,',
'Ii
Year 1
Year 2
Year 3
Year 4
Year 5
Divided By 5-Years
Final Avg. Compensation
$36,000
$38,000
$40,000
$42,000
$44,000
$200,000
5
$40,000
~.------.~ .. ~---~-------------------------------------------------------------
MULTIPLIER'S USE AND
CALCULATION EXAMPLE
Number of Years Worked at the City
Pension Plan Multiplier
Percentage of Final Avg. Compensation 48%
PENSION BENEFIT
CALCULATION EXAMPLE
Final Avg. Compensation $40,000
Percentage of Final Avg. Compensation 48%
Lifetime Annual Pension Income
Monthly Benefit Amount
$19,200
$1,600
CITY'S CURRENT RETIREMENT PLANS
II Police DB Plan
II General Employees
II DB Plan (Prior to 2011)
II DC Plan (Post 2011 )
Ii Department Heads DC Plan
E Elected Officials Retirement
Police Defined Benefit Plan
Employee Pension Contribution
(From Employee Paycheck)
Normal R-etirement Age
Number of Years to Vest
Final Average Compensation
Multiplier
COLA on Pension Benefits
FY 16 -12. 1 %
60 or 25-years of Service
10-years
Highest 5-years
3%
Yes
General Employee City
Defined Benefit Pre-2011
Employee Pension Contributions
(From Employee Paycheck)
Normal Retirement Age
Number of Years to Vest
Final Avg. Compensation
Multiplier
COLA on Pension Benefits
ICMA City Investment Plan
FY11-13.7%
55
10-years
5-years
2.75%
Yes
N/A General Employees
Mgmt. Class 7% Match
General Employees City
Defined Benefit Post-2011
Employee Pension Contribution
(From Employee Paycheck)
Normal Retirement Age
Number of Years to Vest
Final Avg. Compensation
Multiplier
COLA on Pension Benefits
ICMA City Investment Plan
FY 16 -7%
60
10-years
5-years
2.25%
No
New & Opted-Out Genera
Employees &
Mgmt. Class Up-to 7%
Elected Officials Retirement
Sec. 2-4.5. -Voluntary retirement of elective officers.
a) Whenever any elective officer of the City of South Miami has held any
elective office of the city or town for a period of twenty (20) years or
more consecutively except for one period not exceeding six (6)
months ...
(Ord. No. 732, §§ 1-3, 9-17-71)
FLORIDA RETIREMENT SYSTEM (FRS)
Ii FRS is a retirement option for State, County
and City employees.
II FRS serves approximately 1.2 million .
government employees within the State of
Florida and is incredibly financially sound.
II The current mandatory employee contribution
for the FRS program is 3% of an employee's
salary for all employee classes.
FLORIDA RETIREMENT SYSTEM
ApPLICABLE CLASSES
m Regular Class
• Special Risk Class
II Senior Management Service Class (SMSC)
II County or City~s Elected Officers -EOC
PROPOSED NEW CITY RETIREMENT PLAN
II General Employees
II Opening the DB to all current employees,
revamping the plan, and requiring
participation of all new employees.
Ii Adopting plan benefits which are similar to
FRS.
ITEMS DEFINED
Employee Pension Contribution
(From Employee Paycheck)
Normal Retirement Age
Number of Years to Vest
Final Avg. Compensation
Multiplier
COLA on Pension Benefits
ICMA City Investment Plan
City Defined Benefit
Pre -2011
FY 11-13.7%
55
la-years
5-years
2.75
Yes
N/A General Employees
Mgmt. Class 7% Match
City Defined Benefit
Post -2011
"FY 16 -7%
60
la-years
5-years
2.25
No
New & Opted-Out General
Employees & Mgmt. Class
Up-to 7%
Proposed 2015 Plan
Items Defined
Employee Pension Contribution
(From Employee Paycheck)
Normal Retirement Age
Number of Years to Vest
Final Avg. Compensation
Multiplier
COLA on Pension Benefits
ICMA City Investment Plan
-------
City Defined Benefit
General Employees
3% Contribution for
Employees Joining the
New Proposed Plan & a
Cap of 10% for
employees remaining in
the current pension plan
65 or 33-years of Service
10-years
a-years
1.6%
No
Opted-Out General Employee
3% Employee Contribution with
a City 7% Contribution..;Vesting
After 1-year
City Defined Benefit
Admin Mngt. Class
7% Contribution
65 or 33-years of Service
3-years
a-years
3.0%
No
Opted-Out Admin Mngt. Class
3% Employee Contribution with
a City 7% Contribution-Vesting
After 1-year
COST BENEFIT ANALYSIS
The proposed changes to the City's pension program
provides:
II $47,000 Savings in the first-year over the existing DB
Plan*.
II $347,000 savings over 5-years over the existing DB
Plan*.
Ii $3.6 million Savings over the 30-years over the
existing DB Plan*.
~:;
While ensuring that all of our employees have a responsible;
retirement program that will provide essential benefits to oun"
employees after their service to the City. _,
* Gabriel Roeder Smith & Company Actuarial Projection Study
GRS
April 29, 2016
Gabriel Roeder Smith & Company
Consultants & Actuaries
Mr. Alfred Riverol
Finance Director
City Hall
6130 Sunset Drive
South Miami, Florida 33143
Re: South Miami Pension Plan (City DB Plan)
One East Broward Blvd.
Suite 505
h Lauderdale, FL 33301-1804
954.527.1616 phone
954.525.0083 fax
www.gabriclroedcr.com
Updated Actuarial Projection Study as of October 1,2014 -Future Service
Retirement Benefits Based Upon New Tier of Benefits for Current DC Employees
Dear Alfred:
As requested, we are pleased to enclose our updated Actuarial Projection Study including thirty
(30) year projections for the City's proposed changes for general employees to provide future
service retirement benefits under a new tier of benefits as specified by the City under the City
DB Plan.
Financial and census data is reported as of October 1, 2014.
Census data for regular part time staff is reported. We understand regular part time staff does
not currently participate in any City retirement plan. We further understand regular part time
would continue to not participate in the proposed retirement plan.
If you should have any question concerning the above or if we may be of further assistance with
this matter, please do not hesitate to contact us.
Sincerest regards,
~.~.U~
Lawrence F. Wilson, A.S.A.
Senior Consultant and Actuary
Enclosures
Kelly L. Adams, A.S.A.
Consultant and Actuary
GRS
SOUTH MIAMI PENSION PLAN
UPDATED ACTUARIAL PROJECTION STUDY
Apri129,2016
Gabriel Roeder Smith & Company
Consultants & Actuaries
Gabriel Roeder Smith & Company
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
TABLE OF CONTENTS I
I. Executive Summary .................................................................................................... 1
II. Projection Results ....................................................................................................... 8
III. Outline of Principal Provisions of the South Miami Pension Plan .......................... 15
IV. Actuarial Assumptions and Cost Methods ................................................................ 20
Gabriel Roeder Smith & Company
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
EXECUTIVE SUMMARY I
At the request of the City, we have completed thirty (30) year projections illustrating the
financial impact of City proposed changes to the South Miami Pension Plan (City DB Plan) and
the City of South Miami Defined Contribution Plans (City DC Plans).
Background -The City DB Plan currently allows participation by full-time General Employees
hired before October 1, 2011 and requires participation of all full-time Police Officers of the City
-excluding Police Chief.
The City DB Plan currently provides:
~ Normal Retirement is attained age of 55 and completion of ten (10) years of credited
service (attained age 60 and completion of ten (10) years of credited service for benefits
earned after September 30, 2011) for General Employees.
~ Future service benefit multiplier is 2.25% for General Employees.
~ Full vesting upon completion often (10) years of credited service.
~ Final Average Compensation is the 1I60th of the final 60 consecutive months of basic
compensation but not less than 1I36 th of the final 36 consecutive months of
compensation as of September 30,2011 for General Employees.
~ General Employees contribute 7.0% of pay. City contributions greater than the general
employee contributions are split evenly between the City and general employees -City
pays administrative expenses.
~ 3% cost-of-living increase (subject to consumer price index) to qualifying retires (limited
to benefits earned prior to October 1,2011 for General Employees).
The City offers Defined Contribution Plans (City DC Plans) qualified under IRC Section 401(a)
for General Employees hired on or after October 1, 2011 and for other select City Employees
with a 100% match-up to 7% of pay.
Proposed Changes -We understand the City wishes to determine the projected effect on future
City contributions if the City DB Plan is re-opened to General Employees hired on or after
October 1, 2011 under a new tier of benefits. Additionally a new defined benefit pension plan
will be established for the Administration Management Service Class (AMSC).
GRS Gabriel Roeder Smith & Company -1 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
The City provided the group of employees who may comprise the AMSC as follows:
City Manager
City Clerk
Assistant City Manager
Finance and Administration Director, C.F.O.
Police Chief
Planning Director
Building Director
Public Works Director
Chief Administrative Officer (currently Finance Office Manager)
Chief Procurement Officer (currently Purchasing Manager)
Personnel Manager
Parks and Recreation Director
The proposed retirement programs will provide:
GRS
General Employees electing the new tier in the City DB Plan will receive the
following:
o Full vesting upon completion of ten (10) years of credited service.
o Future service benefit multiplier is 1.60%.
o Final Average Compensation will be the average of the highest eight (8) years of
compensation.
o Normal Retirement is the earlier of (a) attained age 65 and completion of ten (10)
years of credited service or (b) completion of thirty-three (33) years of credited
service.
o General Employees entering the City DB Plan will contribute three percent (3%)
of compensation (current General Employees in the City DB Plan not electing the
new tier of benefits will have their contributions capped at ten percent (10%) of
compensation).
o No cost-of-living adjustments will be provided.
General Employees currently in the City DB plan will have the option to freeze their
current benefits and receive benefits under the new tier.
AMSC employees will receive the following benefits:
o Participants currently employed by the City will be vested upon completion of
three (3) years of service as of the date of adoption.
o Future AMSC participants will be vested upon completion of three (3) years of
service.
o Benefit multiplier is 3.00%.
o Final Average Compensation will be the average of the highest eight (8) years of
compensation.
Gabriel Roeder Smith & Company -2-
SOUTH MIAMI PENSION PLAN
, ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
o Normal Retirement is the earlier of (a) attained age 65 and completion of three
(3) years of credited service or (b) completion of thirty-three (33) years of
credited service.
o AMSC employees will be required to contribute seven percent (7%) of
compensation.
o AMSC employees who will receive the above benefits and who are currently
participating in the City DB Plan will have their City DB Plan benefits frozen as
of the date of adoption.
Additionally an Alternative Defined Contribution Plan (Alternative DC Plan) will be
offered to all General Employees with the following provisions:
o Employees are required to contribute three percent (3%) of compensation.
o City will contribute seven percent (7%) of compensation.
o Employees will be vested after one (1) year of service.
Results -The following Tables shows the current City / Employee contribution (cost) and the
sum of the projected City / Employee contributions (costs) over the next five (5), ten (10) and
thirty (30) years for the baseline (City DB Plan and City DC Plans) and for the proposed changes
described above as a dollar amount and as a percentage of projected covered payroll,
respectively.
GRS Gabriel Roeder Smith & Company -3 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1,2014
ext Year
-Department Payroll $4,145 $4,249 N/A
-Net City Cost $ . $245 $198 ($47)
-Net City Cost % 5.9% 4.7% (1.2%)
-Net Employee Cost $ $255 $246 ($9)
Cost % 6.2% 5.8%
ext 5 Years
-Department Payroll $21,549 $22,509 N/A
-Net City Cost $ $1,413 $1,066 ($347)
-Net City Cost % 6.6% 4.7% (1.9%)
-Net Employee Cost $ $1,358 $1,239 ($119)
Cost % 6.3% 5.5%
ext 10 Years
-Department Payroll $47,131 $49,804 N/A
-Net City Cost $ $3,162 $2,410 ($752)
-Net City Cost % 6.7% 4.8% (1.9%)
-Net Employee Cost $ $3,045 $2,604 ($441)
Cost % 6.5% 5.2%
ext 30 Years
-Department Payroll $207,313 $221,968 N/A
-Net City Cost $ $14,898 $11,263 ($3,635)
-Net City Cost % 7.2% 5.1% (2.1%)
-Net Employee Cost $ $14,051 $10,167 ($3,884)
-Net Cost % 6.8% 4.6%
GRS Gabriel Roeder Smith & Company -4 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1,2014
Actuarial Assumptions and Methods. City DB Plan Provisions. Financial Data and Member
Census Data -The actuarial assumptions and methods, City DB Plan provisions (as modifi~d
above), financial data and member census data employed for purposes of our Actuarial
Projection Study are the same actuarial assumptions and methods, City DB Plan provisions (as
modified above), financial data and member census data utilized for the October 1, 2014
Actuarial Valuation with the following projection modifications.
GRS
• Two-thirds of current employees in the City DC plans along with two-thirds of future
General Employees are assumed to enroll in the new tier of benefits for General
Employees (assumption provided by City).
• The remaining one-third of current employees in the City DC plans along with one-third
of future General Employees are assumed to enroll in the Alternative DC Plan
(assumption provided by City).
• All AMSC employees are assumed to enroll in the proposed City AMSC Defined Benefit
Plan.
• Demographic data for twelve AMSC employees was reported by the City.
• All current General Employees participating in the City DB Plan are assumed to continue
to participate in the current City DB Plan (assumption provided by City).
• No future City contributions are assumed to be made to the current City DC Plans for all
General Employees.
• Under the proposed structure, the City DB Plan future amortization period for the change
in unfunded liability is twenty-five (25) years.
• A payroll growth assumption of3.25% is used for determining the amortization payments
under the re-o.pened plan for General Employees.
• New AMSC defined benefit plan will use the same actuarial methods and assumptions as
the City DB Plan for General Employees.
• Under the current City Senior Management DC Plan, participants are eligible for normal
retirement at age 45. For all others in the City DC Plans, participants are eligible for
normal retirement at age 60.
• Demographic assumptions of the City DB Plan for General Employees are assumed to
apply to the Alternative DC Plan including the retirement age of the earlier of (a) attained
65 or (b) completion of 33 years of service.
• No upfront contribution to fund additional liabilities under the proposed tier of benefits or
the proposed ASMC Plan is assumed.
• Throughout the forecast period new employees are assumed to be hired each year at a
rate sufficient to maintain a constant active headcount -stationary population. New
Gabriel Roeder Smith & Company -5 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
employees are assumed to have the same average demographic characteristics (age,
gender, salary -adjusted each year for inflation) and group (General Employee or
AMSC) as those employees hired over the past five (5) years.
• Under the City DB Plan, expenses paid by the City are assumed to be 0.3% of the
projected market value of assets during the projection period.
• Effective October 1, 2016, the rates of mortality in the projections are the rates of
mortality used by the Florida Retirement System (FRS) in the July 1, 2014 and July 1,
2015 FRS Actuarial Valuations.
Projections are deterministic -throughout the projection period experience is expected to match
the assumptions -including a 7.375% annual market value investment return for fiscal year
ended September 30,2015 and thereafter.
This Actuarial Projection Study is intended to describe the estimated future financial effects of
the proposed benefit changes and is not intended as a recommendation in favor of the change nor
in opposition to the change.
These calculations are based upon assumptions regarding future events. However, the City DB
Plan and AMSC Plan long term costs will be determined by actual future events, which may
differ materially from the assumptions made.
If you have reason to believe the assumptions used are unreasonable, the City DB Plan
provisions are incorrectly described or referenced, important City DB Plan provisions relevant to
this Actuarial Projection Study are not described or that conditions have changed since the
calculations were made, you should contact the undersigned prior to relying on information in
this Actuarial Projection Study. If you have reason to believe that the information provided in
this Actuarial Projection Study is inaccurate, or is in any way incomplete, or if you need further
information in order to make an informed decision on the subject matter of this report, please
contact the undersigned prior to making such decision.
The Unfunded Actuarial Accrued Liability (UAAL) may not be appropriate for assessing the
sufficiency of Plan assets to meet the estimated cost of settling benefit obligations but may be
appropriate for assessing the need for or the amount of future contributions. The UAAL would
be different if it reflected the market value of assets rather than the actuarial value of assets.
Future actuarial measurements may differ significantly from the current measurements presented
in this report due to such factors as the following: City DB Plan experience differing from that
anticipated by the economic or demographic assumptions; changes in economic or demographic
assumptions; increases or decreases expected as part of the natural operation of the methodology
used for these measurements (such as the end of an amortization period or additional cost or
contribution requirements based on the City DB Plan's funded status); and changes in City DB
Plan provisions or applicable law. Due to the limited scope of the actuary's assignment, the
actuary did not perform an analysis of the potential range of such future measurements.
GRS Gabriel Roeder Smith & Company -6 -
'SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
This report should not be relied on for any purpose other than the purpose described in the
primary communication. Determinations of the financial results associated with the benefits
described in this report in a manner other than the intended purpose may produce significantly
different results.
This report has been prepared by actuaries who have substantial experience valuing public
employee retirement systems. To the best of our knowledge the information contained in this
report is accurate and fairly presents the actuarial position of the South Miami Pension Plan as of
the valuation date. All calculations have been made in conformity with generally accepted
actuarial principles and practices, with the Actuarial Standards of Practice issued by the
Actuarial Standards Board and with applicable statutes.
The signing actuaries are independent of the Plan sponsor.
The undersigned are Members of the American Academy of Actuaries and meet the
Qualification Standards of the American Academy of Actuaries to render the actuarial opinion
contained herein.
If you should have any question concerning the above or if we may be of further assistance with
this matter, please do not hesitate to contact us.
Sincerest regards,
~.~.~~
Lawrence F. Wilson, A.S.A.
Senior Consultant and Actuary
Enclosures
GRS Gabriel Roeder Smith & Company.
Kelly L. Adams, A.S.A.
Consultant and Actuary
-7 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
PROJECTION RESULTS I
General Employee-Re-open the City DB Plan to General Employees hired on or after October
1, 2011 with a new tier of benefits for General Employees. Create a defined benefit plan for
AMSC employees. Create an Alternative DC plan.
The following Tables show projected covered payroll, comparison of projected City and
Employee (EE) costs and Unfunded Actuarial Accrued Liability (UAAL) under the baseline
forecast versus providing benefit accruals similar to FRS -($1 ,000s). UAAL shown is for the
Valuation Date two years prior to fiscal year end.
Fiscal Department Current Plans Current Department Proposed Plans (Increase) / Cumulative
Year Covered Projected Cit~ Cost Plan Covered Projected Ci~ Cost Reduction in (Inc) / Red in
E.lli!. Payroll .lliill!!.!: % of Pay UAAL Payroll Dollar 01' of Pay UAAL City Cost City Cost
2016 4,145 245 5.9% (175) 4,249 198 4.7% 176 47 47
2017 4,127 278 6.7% (762) 4,273 219 5.3% (125) 59 106
2018 4,263 285 6.7% (955) 4,474 211 4.9% (339) 74 180
2019 4,424 296 6.7% (1,347) 4,663 214 4.8% (750) 82 262
2020 4,590 309 6.7% (1,547) 4,850 224 4.9% (956) 85 347
2021 4,748 318 6.7% (1,669) 5,051 245 5.2% (1,091) 73 420
2022 4,932 334 6.8% (1,803) 5,251 257 5.2% (1,227) 77 497
2023 5,111 350 6.8% (1,945) 5,466 259 5.1% (1,387) 91 588
2024 5,301 366 6.9% (2,099) 5,679 289 5.5% (1,591) 77 665
2025 5,490 381 6.9% (2,264) 5,848 294 5.4% (1,790) 87 752
2026 5,685 398 7.0% (2,442) 6,062 312 5.5% (2,060) 86 838
2027 5,881 415 7.1% (2,632) 6,280 328 5.6% (2,354) 87 925
2028 6,081 432 7.1% (2,835) 6,504 334 5.5% (2,682) 98 1,023
2029 6,294 449 7.1% (3,056) 6,748 351 5.6% (3,061) 98 1,121
2030 6,511 467 7.2% (3,293) 6,991 367 5.6% (3,460) 100 1,221
2031 6,735 486 7.2% (3,545) 7,242 381 5.7% (3,915) 105 1,326
2032 6,960 504 7.2% (3,815) 7,477 387 5.6% (4,428) 117 1,443
2033 7,199 524 7.3% (4,106) 7,741 403 5.6% (5,033) 121 1,564
2034 7,451 543 7.3% (4,418) 8,006 416 5.6% (5,718) 127 1,691
2035 7,715 564 7.3% (4,752) 8,294 429 5.6% (6,501) 135 1,826
2036 7,986 586 7.3% (5,111) 8,596 445 5.6% (7,383) 141 1,967
2037 8,269 609 7.4% (5,495) 8,905 462 5.6% (8,360) 147 2,114
2038 8,555 632 7.4% (5,907) 9,222 477 5.6% (9,444) 155 2,269
2039 8,857 656 7.4% (6,351) 9,551 489 5.5% (10,643) 167 2,436
2040 9,169 680 7.4% (6,826) 9,887 507 5.5% (11,973) 173 2,609
2041 9,489 705 7.4% (7,336) 10,226 522 5.5% (13,457) 183 2,792
2042 9,819 731 7.4% (7,884) 10,562 535 5.4% (15,132) 196 2,988
2043 10,154 758 7.5% (8,473) 10,918 553 5.4% (16,990) 205 3,193
2044 10,507 785 7.5% (9,105) 11,288 570 5.4% (19,013) 215 3,408
2045 10,865 812 7.5% (9,783) 11,664 585 5.4% (21,218) 227 3,635
5 Year
Totals 21,549 1,413 6.6% (1,547) 22,509 1,066 4.7% (956) 347 1.9%
10 Year
Totals 47,131 3,162 6.7% (2,264) 49,804 2,410 4.8% (1,790) 752 1.9%
30 Year
Totals 207,313 14,898 7.2% (9,783) 221,968 11,263 5.1% (21,218) 3,635 2.1%
GRS Gabriel Roeder Smith & Company -8 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
Fiscal Projected EE Cost Department Projected EE Cost (Increase) / Cumulative
Year Department Current Plans Covered Scenario 1 Reduction in (Inc) / Red in
full! Payroll Dollar % of Pay Payroll Dollar % of Pay EE Cost EE Cost
2016 4,145 255 6.2% 4,249 246 5.8% 9 9
2017 4,127 257 6.2% 4,273 240 5.6% 17 26
2018 4,263 269 6.3% 4,474 246 5.5% 23 49
2019 4,424 282 6.4% 4,663 251 5.4% 31 80
2020 4,590 295 6.4% 4,850 256 5.3% 39 119
2021 4,748 310 6.5% 5,051 261 5.2% 49 168
2022 4,932 324 6.6% 5,251 267 5.1% 57 225
2023 5,111 337 6.6% 5,466 274 5.0% 63 288
2024 5,301 351 6.6% 5,679 280 4.9% 71 359
2025 5,490 365 6.6% 5,848 283 4.8% 82 441
. 2026 5,685 379 6.7% 6,062 290 4.8% 89 530
2027 5,881 394 6.7% 6,280 296 4.7% 98 628
2028 6,081 410 6.7% 6,504 303 4.7% 107 735
2029 6,294 425 6.8% 6,748 311 4.6% 114 849
2030 6,511 441 6.8% 6,991 319 4.6% 122 971
2031 6,735 458 6.8% 7,242 328 4.5% 130 1,101
2032 6,960 475 6.8% 7,477 336 4.5% 139 1,240
2033 7,199 492 6.8% 7,741 345 4.5% 147 1,387
2034 7,451 511 6.9% 8,006 354 4.4% 157 1,544
2035 7,715 530 6.9% 8,294 364 4.4% 166 1,710
2036 7,986 550 6.9% 8,596 375 4.4% 175 1,885
2037 8,269 570 6.9% 8,905 387 4.3% 183 2,068
2038 8,555 591 6.9% 9,222 399 4.3% 192 2,260
2039 8,857 612 6.9% 9,551 411 4.3% 201 2,461
2040 9,169 635 6.9% 9,887 424 4.3% 211 2,672
2041 9,489 658 6.9% 10,226 437 4.3% 221 2,893
2042 9,819 681 6.9% 10,562 450 4.3% 231 3,124
2043 10,154 706 7.0% 10,918 463 4.2% 243 3,367
2044 10,507 731 7.0% 11,288 478 4.2% 253 3,620
2045 10,865 757 7.0% 11,664 493 4.2% 264 3,884
5 Year
Totals 21,549 1,358 6.3% 22,509 1,239 5.5% 119 0.8%
10 Year
Totals 47,131 3,045 6.5% 49,804 2,604 5.2% 441 1.3%
30 Year
Totals 207,313 14,051 6.8% 221,968 10,167 4.6% 3,884 2.2%
GRS Gabriel Roeder Smith & Company -9 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
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GRS Gabriel Roeder Smith & Company -10 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
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GRS Gabriel Roeder Smith & Company -11 -
GRS
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
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SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
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GRS Gabriel Roeder Smith & Company -13 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
The following table shows a summary of the reduction in City and Employee Costs.
Summary of Reduction / (Increase) in Costs -
Fiscal ($l,OOOs)
Year City Employee
End
2016 47 9
2017 59 17
2018 74 23
2019 82 31
2020 85 39
2021 73 49
2022 77 / 57
2023 91 63
2024 77 71
2025 87 82
2026 86 89
2027 87 98
2028 98 107
2029 98 114
2030 100 122
2031 105 130
2032 117 139
2033 121 147
2034 127 157
2035 135 166
2036 141 175
2037 147 183
2038 155 192
2039 167 201
2040 173 211
2041 183 221
2042 196 231
2043 205 243
2044 215 253
2045 227 264
5 Year Savings ($) 347 119
5 Yr Average 69 24
30 Year Savings ($) 3,635 3,884
30 Yr Average 121 129
GRS Gabriel Roeder Smith & Company -14 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
OUTLINE OF PRINCIPAL PROVISIONS OF THE RETIREMENT PLAN PRIOR TO
ANY PROPOSED CHANGES INCLUDED IN THIS STUDY
A. Effective Date:
October 1,1965. Most recently amended by Ordinance 06-14-2184 adopted April 15, 2014.
B. Eligibility Requirements:
1. General Employees
Any regular full-time employee hired before October 1,2011 is eligible to enter the plan
following the completion of six months of Credited Service and attainment of age 20.
2. Police Officers
Any regular full-time Police Officer is eligible to enter the plan as of date of employment.
C. Credited Service:
GRS
1. General Employees
Continuous employment. Credited service shall exclude continuous employment prior to
plan participation as follows: (l) If employed prior to October 1, 1973', credited service
shall exclude the first two years of continuous employment and any additional year of
continuous employment prior to attainment of age 25. (2) If employed on or after October
1, 1973, credited service shall exclude the first six (6) months of continuous employment
and continuous employment prior to age 20.
2. Police Officers
Continuous employment. For Police Officers who did not participate when first eligible
for the plan, credited service shall exclude continuous employment prior to plan
participation as follows: (1) If employed prior to October 1, 1973, credited service shall
exclude the first two years of continuous employment and any additional year of
continuous employment prior to attainment of age 25. (2) If employed on or after October
1, 1973, credited service shall exclude the first six (6) months of continuous employment
and continuous employment prior to age 20.
Gabriel Roeder Smith & Company -15 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1,2014
D. Final Monthly Compensation (FMC):
Final Monthly Compensation is 1/36 th of the final 36 consecutive months of compensation.
For Police Officers, not less than 1/5 th of the highest five (5) years out of the last (10) ten
years of compensation. Compensation shall mean regular wages and salaries, excluding
bonuses, vacation, sick leave and other additional compensation.
Effective October 1, 2011, Final Average Compensation for General Employees is 1/60th of
the final 60 consecutive months of basic compensation, provided it is not less than the Final
Average Compensation as of September 30, 2011 based on the definition above. Basic
compensation shall mean base wages and salaries, excluding commissions, overtime pay,
bonuses and any other forms of additional compensation earned outside of base wages.
Effective October 1, 2011, Final Average Compensation for members covered under the
Police Officers and Sergeants collective bargaining agreement is the best five (5) years of
basic compensation, provided it is not less than the Final Average Compensation as of
September 30, 2011 based on the definition above. Basic compensation shall mean base
wages and salaries, including up to 300 hours of overtime in a fiscal year and excluding
payments for accrued unused sick or annual leave, extra duty or special detail work, shift
differential, assignment pay, bonuses and any other forms of additional compensation earned
outside of base wages.
E. Normal Retirement:
GRS
1. Eligibility:
a. General Employees: Attainment of age 55 and completion of ten (10) years of
b. Police Officers:
2. Benefit:
credited service for benefits accrued as of September 30,
2011.
Attainment of age 60 and completion of ten (10) years of
credited service for benefits accrued after September 30,
2011, including increases in the accrued benefit as of
September 30, 2011 due to increases in the Final Average
Compensation.
Attainment of age 60 and completion of ten (10) years of
credited service of completion of twenty-five (25) years of
credited service regardless of age.
The monthly plan benefit is the product of:
a. FMC,
b. Credited service during the appropriate period and
c. The appropriate benefit percentage
Gabriel Roeder Smith & Company -16 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
E. Normal Retirement (cont'd):
Theappropriate benefit percentages are:
a. General Employees
b. Police Officers
For Credited Service
Through September 30, 1999
October 1, 1999 through September 30, 2011
October 1, 2011 and thereafter
For Credited Service
Through September 30, 1995
October 1, 1995 through September 30, 1996
October 1, 1996 through September 30, 1997
October 1, 1997 through September 30, 2001
October 1,2001 through September 30, 2002
October 1, 2002 through September 30, 2003
October 1, 2003 and thereafter
Percentage
2.50%
2.75%
2.25%
Percentage
2.00%
2.25%
2.50%
2.75%
2.80%
2.90%
3.00%
F. Supplemental Benefit:
A cost-of-living supplemental benefit based upon the consumer price index is provided upon
retirement. The annual increase is limited to 3%.
For General Employees the cost-of-living supplemental benefit is only provided on the
accrued benefit as of September 30, 2011 and does not apply to increases in this accrued
benefit due to increases in the Final Average Compensation.
G. Early Retirement:
1. Eligibility:
2. Benefit:
Attainment of age 50 and completion of 15 years of credited service
for Police Officers.
Accrued benefit based upon FMC and credited service as of early
retirement date, reduced 3% for Police Officers for each year that the
benefit commencements date precedes Normal Retirement.
H. Delayed Retirement:
1.
2.
GRS
Eligibility:
Benefit:
Retirement subsequent to normal retirement date.
Accrued benefit based upon FMC and credited service as of delayed
retirement date.
Gabriel Roeder Smith & Company -17 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
I. Disability Retirement:
1. Eligibility:
2. Benefit:
Totally and permanently disabled for a SIX month period while
actively employed.
Accrued benefit based upon FMC and credited service as of date of
disability, actuarially reduced as for early retirement for early
commencement.
J. Pre-Retirement Death Benefit:
The beneficiary shall receive the member's accumulated employee contributions.
K. Benefit Upon Termination of Service:
1. Benefit payable at normal retirement equal to the greater of:
a. Accrued benefit based upon FMC and credited service as of date of termination
times the vesting percentage shown below, or
b. Benefit which can be supported by the accumulated member contributions with
interest to normal retirement date.
No Supplemental benefit shall be payable to vested terminees.
2. Vesting Schedule:
Years of Credited Service
3. Refund Options:
Less than 10
10 or more years
Vesting Percentage
0%
100%
A terminated member may elect to receive a refund of accumulated contributions without
interest in lieu of receiving any other plan benefits.
L. Member Contributions:
GRS
Members contribute 7.0% (7.5% for Police Officers) of member's basic annual
compensation. Should the City contribution for General Employees be actuarially determined
to exceed 7.0%, not including expenses, both the City and the General Employees will share
equally in the amount in excess of7.0%.
Gabriel Roeder Smith & Company -18 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
Should the City contribution for Police Officers be actuarially determined to exceed 7.5%,
not including expenses, both the City and the Police Officers will share equally in the amount
in excess of 7.5%.
M. Normal Form of Retirement Income:
GRS
The normal form of payment shall be a life annuity with a guarantee of a refund of
accumulated employee contributions.
Gabriel Roeder Smith & Company -19 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
ACTUARIAL ASSUMPTIONS AND METHODS I
A. Mortality
GRS
For October 1,2014 and 2015 the following rates of mortality were utilized:
For healthy General Employee participants, RP-2000 Mortality Tables, separate rates for
males and females and for annuitants and non-annuitants, with fully generational
mortality improvements projected to each future decrement date with Scale AA.
For healthy Police Officer participants, RP-2000 Combined Healthy Participant Mortality
Tables, separate rates for males and females, with Blue Collar Adjustment and fully
generational mortality improvements projected to each future decrement date with Scale
AA.
For disabled participants, RP-2000 Disabled Mortality Tables, separate rates for males
and females, with fully generational mortality improvements projected to each future
decrement date with Scale AA.
For October 1,2016 and thereafter the following rates of mortality were utilized:
For healthy General Employee male participants, 50% of the RP-2000 Annuitant
Mortality Table with White Collar Adjustment -50% of the RP-2000 Annuitant Mortality
Table with Blue Collar Adjustment, with fully generational mortality improvements
projected to each future decrement date with Scale BB.
For healthy Police Officer male participants, 10% of the RP-2000 Annuitant Mortality
Table with White Collar Adjustment -90% of the RP-2000 Annuitant Mortality Table
with Blue Collar Adjustment, with fully generational mortality improvements projected
to each future decrement date with Scale BB.
For healthy General Employee and Police Officer female participants, 100% of the RP-
2000 Annuitant Mortality Table with White Collar Adjustment, with fully generational
mortality improvements projected to each future decrement date with Scale BB.
For disabled General Employee participants, 100% of the RP-2000 Disabled Mortality
Table with separate rates for males set back four (4) years and females set forward two
(2) years, and no future mortality improvement.
For disabled Police Officer participants, 60% of the RP-2000 Disabled Mortality Table
with separate rates for males set back four (4) years and females set forward two (2) years
-40% of the RP-2000 Annuitant Mortality Table with White Collar Adjustment, and no
future mortality improvement.
These are the rates of mortality used in the July 1, 2014 FRS Actuarial Valuation.
Gabriel Roeder Smith & Company -20 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
B. Investment Return to be Earned by Fund
7.3750/0, compounded annually.
C. Allowances for Expenses or Contingencies
Actual expenses paid in previous year.
D. Employee Withdrawal Rates
Withdrawal rates for males and for females were used in accordance with the following
illustrative example based upon number of years of service:
Service
1-2
3-6
7 -10
11 & Over
Withdrawal Rates
Per 100 Employees
Police General
12.00
8.00
8.00
3.50
20.00
9.25
5.00
5.00
E. Dis·ability Rates
1985 Disability Study, Class 1 with separate rates for females was used.
F. Martial Assumptions
100% of active members are assumed to be married. Where applicable, females are assumed
to be three years younger than their male spouses.
G. Salary Increase Factors
GRS
Current salary is assumed to increase in accordance with the following table based upon
number of years of service.
Service Police General
0-9 5.25% 5.25%
10 -14 3.75% 4.75%
15 -19 3.75% 4.25%
20 & over 3.75% 3.75%
Gabriel Roeder Smith & Company -21 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
H. Increase in Covered Payroll
4.0% per year, limited to average annual increase over most recent ten years (0.9%) but not
less than 0.0% for Police Officers. No increase in covered payroll is assumed for General
Employees -Plan was closed to newly hired General Employees October 1,2011.
I. Retirement Rates
Rates of early retirement for Police Officers were used in accordance with the following
table.
Years Preceding
Normal Retirement
1-6
7 -10
Police
5%
10%
Rates of normal retirement were used in accordance with the following tables.
Age Police General
55 -59 N/A 10%
60 -61 25% 10%
62-64 40% 25%
65 -66 100% 25%
67 & above 100% 100%
Date of Hire Service Police
Prior to October 1,2014 25 Years 100%
On or after October 1, 2014 30 Years 100%
General Employees who retire prior to age sixty (60) but after attainment often (10) years of
service (55 & 10) are assumed to receive an actuarially reduced benefit payable immediately
upon retirement.
I. Cost of Living Increases
Future cost of living increases are assumed to be 3.0% per annum.
J. Valuation of Assets
GRS
The method used for determining the actuarial value of assets phases in the deviation
between the expected and actual return on assets at the rate of 20% per year. The actuarial
value of assets will be further adjusted to the extent necessary to fall within the corridor
whose lower limit is 80% of the fair market value of plan assets and whose upper limit is
120% of the fair market value of plan assets.
Gabriel Roeder Smith & Company -22 -
SOUTH MIAMI PENSION PLAN
ACTUARIAL PROJECTION STUDY AS OF OCTOBER 1, 2014
K. Cost Methods
GRS
Normal Retirement, Termination, Disability and Pre-Retirement Death Benefit:
Entry-Age-Actuarial Cost Method
Under this method the normal cost for each active employee is the amount which is
calculated to be a level percentage of pay that would be required annually from his date of
hire to his retirement age to fund his estimated benefits, assuming the Plan had always been
in effect. The normal cost for the Plan is the sum of the individual normal costs for all active
participants. The actuarial accrued liability as of any valuation date for each active employee
or inactive employee who is eligible to receive benefits under the plan is the excess of the
actuarial present value of estimated future benefits over the actuarial present value of current
and future normal costs. The unfunded actuarial accrued liability as of any valuation date is
the excess of the actuarial accrued liability over the actuarial value of assets of the plan.
Gabriel Roeder Smith & Company -23 -