Healthcare Provider Update: Healthcare Provider for American Electric Power American Electric Power (AEP) typically collaborates with major health insurance providers for its employee healthcare plans, frequently partnering with organizations such as Anthem Blue Cross Blue Shield. This partnership allows AEP to offer comprehensive healthcare benefits to its employees, including access to various medical services, preventive care, and wellness programs. Potential Healthcare Cost Increases in 2026 Looking ahead to 2026, healthcare costs are projected to rise substantially, driven by a perfect storm of factors. Premiums for Affordable Care Act (ACA) Marketplace plans are expected to see median increases of around 20%, with some states experiencing hikes exceeding 60%. A significant contributor to these increases is the potential expiration of enhanced federal premium subsidies, which could result in more than 24 million enrollees facing out-of-pocket costs rising by over 75%. The combination of rising medical costs, increased demand for healthcare services, and insurer rate hikes paints a concerning picture for consumers relying on these plans in the coming year. Click here to learn more
Given current market volatility, we think now is a good time to revisit important value metrics with American Electric Power employees and retirees in our four-part series. In the second part of this four-part value series, we will look at the Price-to-Cash Flow ratio. Investors are often looking for ways to beat the market. If you're one of those investors, you should consider the following proven strategy that has been implemented by some great investors. Value investors figured out how to beat the average annualized returns of the S&P 500 a long time ago, and many have successful track records spanning several decades to prove it. The most famous value investor, of course, is Warren Buffett, but there are many others, including Benjamin Graham, David Dodd, Charlie Munger, Christopher Browne, and Seth Klarman.
This investment style focuses on four metrics that characterize a value investment. These four metrics include the Price-to-Earnings Ratio, the Price-to-Cash Flow Ratio, High Dividend Yield, and the Price-to-Book Ratio. These metrics, as you will see, are strong indicators of undervalued security. These undervalued American Electric Power securities consistently outperform the market. We will examine the effect of investing based on certain characteristics and how their investment returns are correlated. Today, we will look at the Price-to-Cash Flow ratio (P/CF), which we think can be a valuable tool in planning for American Electric Power employees' retirements.
Many believe that using cash flow, rather than accounting earnings, delivers a more accurate picture of a company’s business performance, which in turn may lead to better investment decisions and investment performance. We understand the importance of researched solutions for American Electric Power employees. Set out below are the results of two Fama and French[1] backtests of the cash flow yield (the inverse of the P/CF ratio) data from 1951 to 2013. As of December 2013, there were 2,526 firms in the sample (Carlisle-PCF, P2). The value decile contained the 269 stocks with the highest cash flow yield, and the glamour decile contained the 311 stocks with the lowest cash flow yield. The average size of the glamour stocks is $4.74 billion and the value of stocks is $4.80 billion. (Note that the average is heavily skewed by the biggest companies.
For context, the smallest company included has a market capitalization today of $272 million, which is much smaller than the average, but still investable for most investors). Stocks with negative cash flow were excluded. Portfolios are formed on June 30 and rebalanced annually. In this backtest, the two portfolios are weighted by market capitalization, which means that bigger firms contribute more to the performance of the portfolio, and smaller firms contribute less. Here we can see that the value decile has comprehensively outperformed the glamour decile, returning 16.7 percent compound (18.6 percent in the average year) over the full period versus 9.3 percent for the glamour decile (11.5 percent in the average year) (Carlisle-PCF, P3).
The reason for the value’s outperformance is simply due to the fact that the value portfolios generated more cash flow per dollar invested; 27.2 percent versus 4.3 percent for the glamour portfolio (Carlisle-PCF, P5). (I used a rolling average.) The “average” I’ve quoted is for the full period. The rolling average has been higher, but it’s rarely been lower. The rolling average is the annualized average return over the 5 yrs following each year-long period (sometimes called a 5-year rolling return).
As we discussed previously, values' outperformance over glamour is not a historical anomaly. If we examine just the period since 1999, we find that, though the return is lower than the long-term average, value has continued to be the better bet. Value has continued to outperform glamour since 1999, beating it by 8.7 percent compounded, and 6.2 percent in the average year (Carlisle-PCF, P7).
The reason for lower returns recently may be due to the popularization of simple value strategies. However, I think it’s because the market is still working off the massive overvaluation of the late 1990s Dot Com boom. We think that a value-based strategy is the best course of action for American Electric Power employees and retirees.
Market capitalization-weighted returns are useful for demonstrating that the outperformance of value over glamour is not due to the value portfolios containing smaller stocks. Unless you’re running an index (or hugging an index), they’re not really meaningful. The easiest portfolio weighting strategy is to simply equally weight each position. (If we’re prepared to put up with a little extra volatility for a little extra return, we can also Kelly weight [2] our best ideas). Kelly Weighting is determined by the Kelly Criterion which is a formula used to determine what percentage of capital should be used in each trade to maximize long-term growth. There are two key components to the formula (Kelly % = W- [(1 - W) / R]): the winning probability factor (W) and the win/loss ratio (R). The winning probability is the probability trade will have a positive return.
The win/loss ratio is equal to the total positive trade amounts divided by the total negative trading amounts. The result of the formula will tell investors, what percentage of their total capital they should apply to each investment. The equal weight return statistics for the cash flow yield are displayed below. In the equal weight backtests, the value generated 20.7 percent compounded (23.8 percent on average), beating out glamour’s 9.3 percent compounded return (12.5 percent on average) (Carlisle-PCF, P9). You might note the small advantage for the cash flow yield’s value decile over the earnings yield’s value decile, 20.7 percent versus 20.1 percent. We’ll examine the significance of this small win by cash flow in the coming weeks.
Again, the value portfolios generate more cash flow than the glamour portfolios, generating 24.6 percent on average versus 4.1 percent in the glamour portfolios (Carlisle-PCF, P10).
As we saw last week, the average cash flow yield for the equally weighted value portfolio is slightly lower than the average cash flow yield for the market capitalization-weighted portfolios. This indicates that, over the full period, bigger stocks tended to be a cheaper method for buying cash flow than smaller stocks. That won’t always be the case, but it’s interesting, nonetheless. In the equal-weight portfolios, value has significantly outperformed glamour since 1999, beating it by 11.1 percent compounded, and 10.0 percent in the average year (Carlisle-PCF, P11). Since we value research just as much as American Electric Power employees and retirees, mentioned below is another study analyzing the P/CF metric.
In a Brandes Research Institute study, exhibit 6 on the following page illustrates the global all-cap findings across three price metrics. The results confirmed a consistent value premium across all metrics. We will focus on the P/CF ratio and the outperformance in the decile 10 value stocks. The smallest outperformance between decile 1 glamour stocks and decile 10 value stocks can be observed with the P/B measurement, where the average outperformance was 7.1% (Brandes, p. 8)
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In the same Brandes study, they looked at how the Price-to-Cash Flow held up in the U.S., Non-U.S., and Emerging Markets. Looking at rolling 5-year annualized returns of Price-to-Cash Flow deciles from 1980-2014, it can be seen that the lower price-to-cash flow deciles significantly outperform those in the higher Price-to-Cash Flow deciles. The results can be seen on the graph “Appendix C: Findings by Regions Using P/CF Deciles”. While all of the lowest Price-to-Cash Flow deciles outperform the high Price-to-Cash Flow deciles, the biggest premiums happen outside of the United States. In fact, the largest premium can be seen in emerging markets where companies that generate more cash are better suited to withstand market downturns. We want to emphasize just how valuable P/CF ratio analysis can be as a tool in planning for American Electric Power employees' and retirees' retirements.
Currently, the average Price-to-Cash Flow (P/CF) for the stocks in the S&P 500 is 13.9. But just like the P/E ratio, a value of less than 15 to 20 is generally considered good. A study conducted by Zach’s shows a strong correlation.
In their testing, they found that a P/CF between 0-10 produced the best results (17.1% over the last 10 years (using a 1-week rebalancing period). The second-best results came in the range of 10-20 with a 10.2% gain (Zacks, L12). However, once you get over 30, the odds point to a loss (-2.8%). And over 40, the odds of loss are even greater at -6.9%. We can clearly see that low-price-to-cash-flow stocks significantly outperform high-price-to-cash-flow stocks.
The Retirement Group is a nation-wide group of financial advisors who work together as a team.
We focus entirely on retirement planning and the design of retirement portfolios for transitioning corporate employees. Each representative of the group has been hand selected by The Retirement Group in select cities of the United States. Each advisor was selected based on their pension expertise, experience in financial planning, and portfolio construction knowledge.
TRG takes a teamwork approach in providing the best possible solutions for our clients’ concerns. The Team has a conservative investment philosophy and diversifies client portfolios with laddered bonds, CDs, mutual funds, ETFs, Annuities, Stocks and other investments to help achieve their goals. The team addresses Retirement, Pension, Tax, Asset Allocation, Estate, and Elder Care issues. This document utilizes various research tools and techniques. A variety of assumptions and judgmental elements are inevitably inherent in any attempt to estimate future results and, consequently, such results should be viewed as tentative estimations. Changes in the law, investment climate, interest rates, and personal circumstances will have profound effects on both the accuracy of our estimations and the suitability of our recommendations. The need for ongoing sensitivity to change and for constant re-examination and alteration of the plan is thus apparent.
Therefore, we encourage you to have your plan updated a few months before your potential retirement date as well as an annual review. It should be emphasized that neither The Retirement Group, LLC nor any of its employees can engage in the practice of law or accounting and that nothing in this document should be taken as an effort to do so. We look forward to working with tax and/or legal professionals you may select to discuss the relevant ramifications of our recommendations.
Throughout your retirement years we will continue to update you on issues affecting your retirement through our complimentary and proprietary newsletters, workshops and regular updates. You may always reach us at (800) 900-5867.
How does the AEP System Retirement Savings Plan compare to other retirement plans offered by AEP, and what are the key features that employees should consider when deciding how to allocate their contributions? In particular, how might AEP employees maximize their benefits through the different contribution types available under the AEP System Retirement Savings Plan?
The AEP System Retirement Savings Plan (RSP) is a qualified 401(k) plan that allows employees to contribute up to 50% of their eligible compensation on a pre-tax, after-tax, or Roth 401(k) basis. AEP matches 100% of the first 1% and 70% of the next 5% of employee contributions, making it a valuable tool for maximizing retirement savings. Employees can select from 19 investment options and a self-directed brokerage account to tailor their portfolios. This plan compares favorably to other AEP retirement plans by offering flexibility in contributions and matching opportunities(KPCO_R_KPSC_1_72_Attach…).
What are the eligibility requirements for the AEP Supplemental Benefit Plan for AEP employees, and how does this plan provide benefits that exceed the limitations imposed by the IRS? AEP employees who are considering this plan need to understand how the plan's unique features may impact their retirement planning strategies.
The AEP Supplemental Benefit Plan is a nonqualified defined benefit plan designed for employees whose compensation exceeds IRS limits. It provides benefits beyond those offered under the AEP Retirement Plan by including additional years of service and incentive pay. This plan disregards IRS limits on annual compensation and benefits, allowing participants to receive higher benefits. Employees should consider how these enhanced features can significantly boost their retirement income when planning their strategies(KPCO_R_KPSC_1_72_Attach…).
Can you explain how the Incentive Compensation Deferral Plan functions for eligible AEP employees and what specific conditions need to be met for participating in this plan? Furthermore, AEP employees should be aware of the implications of deferring a portion of their compensation and how it affects their financial planning during retirement.
The AEP Incentive Compensation Deferral Plan allows eligible employees to defer up to 80% of their vested performance units. This plan does not offer matching contributions but provides investment options similar to those in the qualified RSP. Employees may not withdraw funds until termination of employment, though a single pre-2005 contribution withdrawal is permitted, subject to a 10% penalty. Employees need to consider how deferring compensation affects their cash flow and long-term retirement plans(KPCO_R_KPSC_1_72_Attach…).
How can AEP employees achieve their retirement savings goals through the other Voluntary Deferred Compensation Plans offered by AEP? In addressing this question, it would be essential to consider the specific benefits and potential drawbacks of these plans for AEP employees in terms of financial security during retirement.
AEP's other Voluntary Deferred Compensation Plans allow eligible participants to defer a portion of their salary and incentive compensation. These plans are unfunded and do not offer employer contributions, making them ideal for employees seeking additional tax-advantaged retirement savings. However, since they are not funded by the company, participants assume some risk, and the plans may not provide immediate financial security(KPCO_R_KPSC_1_72_Attach…).
What options are available for AEP employees to withdraw funds from their accounts under the AEP System Retirement Plan, and how do these options compare to those offered by the AEP System Retirement Savings Plan? AEP employees need to be informed about these withdrawal options to make effective plans for their post-retirement needs.
Under the AEP System Retirement Plan, employees can access their funds upon retirement or termination, with options including lump-sum payments or annuities. The AEP System Retirement Savings Plan offers more flexibility with in-service withdrawals and various distribution options. Employees should carefully compare these withdrawal choices to align with their retirement needs and tax considerations(KPCO_R_KPSC_1_72_Attach…).
In what scenarios might AEP employees benefit from being grandfathered into their retirement plans, and how does this affect their retirement benefits? A comprehensive understanding of the implications of being grandfathered can provide significant advantages for eligible AEP employees as they prepare for retirement.
AEP employees grandfathered into older retirement plans, such as those employed before 12/31/2000, benefit from higher retirement payouts under previous pension formulas. This offers a significant advantage, as employees can receive more favorable terms compared to newer cash balance formulas. Understanding these grandfathered benefits can help eligible employees plan for a more secure retirement(KPCO_R_KPSC_1_72_Attach…).
How can AEP employees take advantage of the matching contributions offered under the AEP System Retirement Savings Plan and what strategies can be implemented to maximize these benefits? Understanding the contribution limits and matching algorithms of AEP is crucial for employees aiming to enhance their retirement savings.
AEP employees can maximize matching contributions under the AEP System Retirement Savings Plan by contributing at least 6% of their compensation, receiving a 100% match on the first 1% and 70% on the next 5%. To enhance savings, employees should ensure they are contributing enough to take full advantage of the company's match, effectively doubling a portion of their contributions(KPCO_R_KPSC_1_72_Attach…).
What are the key considerations for AEP employees regarding the investment options available in the AEP System Retirement Savings Plan, and how can they tailor their portfolios to align with their long-term financial goals? Employees should be equipped with the knowledge to make informed investment decisions that influence their retirement outcomes.
The AEP System Retirement Savings Plan offers 19 investment options and a self-directed brokerage account, providing employees with a variety of choices to build their portfolios. Employees should evaluate these options based on their risk tolerance and long-term financial goals, aligning their investments with their retirement timeline and desired outcomes(KPCO_R_KPSC_1_72_Attach…).
As AEP transitions into more complex retirement options, what resources are available for employees seeking additional assistance with their benefits, particularly regarding the complexities of the AEP Supplemental Retirement Savings Plan? It’s essential for AEP employees to know where and how to obtain accurate support for navigating their retirement plans.
As AEP introduces more complex retirement options, employees can access resources such as financial advisors, internal retirement planning tools, and educational webinars to navigate their benefits. Understanding these resources can help employees make informed decisions, particularly when dealing with the intricacies of the AEP Supplemental Retirement Savings Plan(KPCO_R_KPSC_1_72_Attach…).
How can AEP employees contact the company for more information regarding their retirement benefits and plans? Knowing the right channels for communication is important for AEP employees to gain clarity and guidance on their retirement options and to address any specific inquiries or uncertainties they may have about their benefits.
AEP employees can contact the company’s HR department or use online portals to access information about their retirement benefits and plans. Timely communication through these channels ensures employees receive support and clarity regarding any concerns or inquiries related to their retirement options(KPCO_R_KPSC_1_72_Attach…).