Contact: Vicki Hearing
Email: [email protected]
Phone: (608) 261-2415
Based on Five-Year Performance Above Benchmark Returns and After All Costs
Madison, WI (March 15, 2019) – State of Wisconsin Investment Board (SWIB) Trustees
approved incentive compensation awards based on the five-year investment performance that
generated $224.5 million above benchmark returns after all costs for the fully funded Wisconsin
Retirement System (WRS) Core Trust Fund. The incentive compensation payments total
approximately $9.8 million and are 15 percent less than last year. The 2018 awards are the
lowest amount paid in the past five years and represent only 2.0 percent of SWIB’s overall costs
for managing $110 billion of assets.
SWIB’s investment performance over the past five years has contributed to continued
stable contribution rates for active employees and provided four years of positive Core Trust Fund
annuity adjustments for retirees. The investment earnings combined with SWIB’s cost
optimization strategies and internal asset management are among the reasons the WRS remains
one of the only fully funded public pension systems in the country. SWIB beat both its five- and
ten-year benchmarks (on a gross and net basis) for the Core Trust Fund as of December 31,
2018. The five-year return gross of fees for the Core Trust Fund, the larger of the two WRS trust
funds, as of December 31, 2018, was 5.2 percent; and the ten-year return gross of fees was 8.8
percent, which well exceeds the 7.0 percent assumed rate of the plan.
SWIB Trustees have implemented a plan that targets total compensation at the median pay of
an approved peer group that does not include high paying east and west coast asset managers. The peer group is set by an independent compensation consultant. Incentive compensation is the pay-for-performance part of employee compensation and is based on an employee’s individual
contributions to the success of the organization and trust fund performance. It is earned by staff
primarily for investment performance that exceeds benchmark returns for the previous five-year
period, which is longer term and aligns with calculating retiree adjustments. Performance
benchmarks are set by the Trustees with advice from an independent benchmark consultant.
“SWIB prides itself on its cost-effective internal management program because it provides
significant financial benefit to the WRS,” said David Stein, chair of the SWIB Board of Trustees.
“Having a market-based incentive compensation program allows SWIB to hire and retain top industry talent and dedicated experts needed to maintain the retirement system and manage investment risk.”
“Investment management requires talented professionals with significant industry experience
to manage SWIB’s investment strategies for the WRS trust funds,” said SWIB Executive Director and Chief Investment Officer David Villa. “Wisconsin’s pension system is one of the best in the nation and our goal is to keep it that way. We rely on our award-winning staff to execute robust and complex investment strategies that are designed to provide moderate protection during down markets while targeting long-term growth and reasonable returns that reflect the risk-sharing design of the WRS.”
SWIB optimizes its costs, invests in its infrastructure, and spends less than its peers. According to
CEM Benchmarking, a global cost consultant, SWIB saved approximately $90 million in 2017 and $1.3 billion from 2007 to 2017 compared to peers, which is more than it spent in fiscal years 2016, 2017, and 2018 combined. The savings are driven in part by SWIB managing a majority of WRS funds internally. Internal management costs multiples less than the fees charged for similar services by external managers.