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Value Series IV: Using P/B Ratio Creates a Solid Investment Foundation for American Electric Power Employees

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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

For American Electric Power employees, understanding and using basic valuation metrics like the Price-to-Book ratio can help you make better decisions and position your portfolio for the long haul - especially during volatile markets,  '  says Kevin Landis, of the Retirement Group, a division of Wealth Enhancement Group.

As a American Electric Power employee or a retired person, data-driven investment strategies like those of great investors can set your portfolio up for growth despite market volatility,  '  says Paul Bergeron, of The Retirement Group, a division of Wealth Enhancement Group.

In this article we will discuss:

1. Important valuation metrics for investors include Price-to-Book and Price-to-Earnings ratios.

2. Value investing strategies versus glamour investing strategies.

3. Equal-weighted portfolios and Kelly Weighting to Maximize Long Term growth.

High volatility in the markets today means it seems like the right time to review key value metrics from our four-part series. We know that as a American Electric Power employee or retiree with little market analysis experience, the valuation process can be confusing. But we are here to tell you that valuation need not be complicated to be successful. Simple valuation techniques like the price-to-book ratio are generally easy to apply and have worked well when done so correctly. And sometimes investors want their clients to beat the market.

You are one of those investors - check out this strategy from investment greats. Some value investors have beaten the average annualized returns of the S&P 500 historically - and many have decades of track record proving it. American Electric Power employees should know the tactics of Warren Buffett, Benjamin Graham, David Dodd, Charlie Munger, Christopher Browne and Seth Klarman. Their investment style focuses on four metrics of a value investment.

These are the Price to Earnings Ratio, Price to Cash Flow Ratio, High Dividend Yield and Price to Book Ratio. These metrics are clear indicators of an undervalued security. Once overvalued security was returned to fair value then we would see positive returns on that security. Those metrics can help you position yourself in the market for higher returns for American Electric Power employees. We will examine the effect of investing based on some characteristics and how their investment returns are correlated. Today, I close out the four-part TRG value Series with the absolute king of metrics, the Price-to-Book Value ratio (P/B) - book value is preferred by many Value investors to cash flow and earnings metrics because Book Value is more stable year over year versus cash flow and earnings which can vary greatly.

Such a property is important to watch for those at American Electric Power who understand that while a business at a cyclical trough with lower cash flow or price-to-earnings might look expensive on price-to-cash flow or price-to-earnings the same business may look cheap on price-to-book value. This is because book value will not drop much or at all in a downturn - and vice versa. Thus, price-to-book value provides a more reliable picture of a company's normal business performance that American Electric Power employees can use to improve their investment decisions and investment performance, the argument goes. Benjamin Graham popularized the indicator in his books Security Analysis and the Intelligent Investor.

Nobel Prize winning Eugene Fama and research partner Kenneth French used the ratio to describe stock returns in their three-and five-factor models. Professor Joseph Piotroski employs the ratio as the only valuation measure in his F-Score methodology. We understand how data-driven research matters to American Electric Power employees and retirees. The results of two Fama and French backtests of the book value-to-market equity (inverse of the PB ratio) data set from 1926 to 2013 are shown below. By December 2013, the sample had 3,175 firms (Carlisle-PB, P2).

Value decile had the 459 stocks with the highest earnings yield and glamour decile had the 404 stocks with the lowest earnings yield. Those glamour stocks average USD 7.48 billion and the value stocks USD 2.54 billion - that average is skewed by the biggest companies. For context the 3,175th company has a market capitalization of USD 404 million today (less than average, but still investable for most investors). Portfolios are formed June 30 and rebalanced annually. When accounting for this backtest, American Electric Power employees may remember that two portfolios are weighted by market capitalization - that is, bigger firms contribute more to the portfolio performance and smaller firms contribute less.

Figure 1 shows that the value decile has outperformed the glamour decile by 12.6 percent compounded (17.7 percent in the average year) over the full period compared with 8.6 percent for the glamour decile (10.9 percent in the average year) (Carlisle-PB, P3). These are far below the returns on the price-to-earnings and cash-flow ratios mentioned earlier. But despite the irregularity, American Electric Power employees need to know that earnings and cash flow backtests went back to only 1951 and book value return data goes back to 1926. The difference is due to the 1929 crash, which inflated returns. The effect of the crash is obvious; the value decile took twenty years to recover.

American Electric Power employees should also note that the glamour decile hasn't grown since 2000. To make a comparison possible of the performance of the book value with that of earnings and cash flow over the same period I also measured returns starting in 1951. Since 1951, the low P/B value decile has produced a compound annual growth rate of 15.0 percent and an average annual return of 17.9 percent. The glamour decile delivered a 9.6 percent CAGR and an AAR of 12.6 percent over the same period (Carlisle-PB, P5). Such returns approximate those of the low P / CF and P / E studies over the same period. In their study, the quintile of the lowest P / E stocks outperformed the high P / E quintile.

Its portfolio with the lowest P / E stock returned 11.61% annualized versus 4.83% for the highest P / E portfolio and 7.55% for the used universe of stocks. This graph shows how the cumulative returns fare (not even close). American Electric Power employees can use this information to avoid investing in underperforming assets and to identify economic trends driving higher ROI. They mean absolutely nothing unless you're running an index or hugging an index. The simplest portfolio weighting scheme is to equally weight each position (and If we're willing to take a little more volatility for a little more return, we can also Kelly weight our best ideas). The Kelly Weighting is determined by the Kelly Criterion - a formula for determining what percentage of capital should be invested in each trade to maximize long-term growth.

The two components of the formula (Kelly% = W-[(1 - W) / R]) are the winning probability (W) and the win / loss ratio (R). The win/loss ratio is the sum of the positive trade amounts minus the negative trading amounts. Its result will tell investors how much of their total capital to invest. Through Kelly Weighting, employed or retired investors from American Electric Power can understand their exposure to each asset in their portfolio and make better asset allocation decisions. American Electric Power employees should also include equal weight return statistics for book value. On average, the value generated 20.2 percent compounded return (27.3 percent on average) over glamour's 6.3 percent compounded return (10.4 percent on average) in the equal weight backtest (Carlisle-PB, P10).

From 1951 onwards the equally weighted P/B value decile has generated a compound annual growth rate (CAGR) of 20.0 percent and an average annual return (AAR) of 25.4 percent (Carlisle-PB, P11). The glamour decile returned a CAGR of 6.4 percent and an AAR of 10.8 percent over the same period. Those returns approximate those of the low P / CF and P / E studies during the same period. With this information in mind, American Electric Power employees have to understand that the value portfolios delivered better book value per dollar invested versus the glamour portfolios (4.57x average versus 0.25x in the glamour portfolios) (Carlisle-PB, P12). Value outperformed glamour since 1999 by 15.9 percent compounded and 16.1 percent in the average year in the equal-weight portfolios (Carlisle-PB, P13).

We know how data-driven solutions are for our American Electric Power employees and retirees so here is another study on P/CF ratio. Exhibit 6 below shows global all-cap results across three price metrics in a Brandes Research Institute study. They confirmed a consistent premium across all metrics. Focus is on P/CF ratio and outperformance in decile 10 value stocks. The smallest outperformance between decile 1 glamour stocks and decile 10 value stocks was observed with P/B measurement, where the average outperformance was 7.1% (Brandes, p. A nationwide Group of financial advisors known as The Retirement Group.

We only plan for and design retirement portfolios for transitioning corporate employees. And each representative of The Group has been handpicked by The Retirement Group in select cities throughout the United States. Each advisor was screened for pension expertise, financial planning experience and portfolio construction knowledge. TRG believes in teamwork to find solutions to our clients' problems. A conservative investment philosophy guides the team in constructing client portfolios with laddered bonds / CDs / mutual funds / ETFs / Annuities / Stocks and other investments.

They handle Retirement / Pensions / Tax / Asset Allocation / Estate / Elder Care issues. This document uses different research tools and techniques. All attempts to estimate future results involve assumptions and judgments and are therefore only tentative estimates. The law, investment climate, interest rates and personal circumstances will all change and will affect how accurate our estimations are and how appropriate our recommendations are. Such a plan requires ongoing change sensitivities as well as constant re-examination and alteration of the plan.

So update your plan a few months before your expected retirement date and do an annual review. Nothing contained herein shall be construed as an attempt by The Retirement Group, LLC or any of its employees to practice law or accounting. We look forward to speaking with any tax and/or legal professionals you may select regarding the implications of our recommendations. Through your retirement years we will continue to update you on issues affecting your retirement via our complimentary and proprietary newsletters, workshops & periodic updates. Or call us at (800) 900-5867.

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Sources:

1. Investopedia. 'Using the Price-To-Book (P/B) Ratio to Evaluate Companies.'   Investopedia , 7 Mar. 2018,  https://www.investopedia.com/investing/using-price-to-book-ratio-evaluate-companies/?utm_source=chatgpt.com .

2. Investopedia. 'Warren Buffett's 90/10 Strategy: A Simple Guide for Investors.'   Investopedia , 18 Dec. 2015,  https://www.investopedia.com/articles/personal-finance/121815/buffetts-9010-asset-allocation-sound.asp?utm_source=chatgpt.com .

3. Investopedia. 'Price-to-Book (P/B) Ratio: Meaning, Formula, and Example.'   Investopedia , 21 Mar. 2003,  https://www.investopedia.com/terms/p/price-to-bookratio.asp?utm_source=chatgpt.com .

4. Dadisfire.com. 'Warren Buffett's Wisdom on Frugality and Financial Freedom.'   Dadisfire.com , 5 Feb. 2025,  https://dadisfire.com/warren-buffett-financial-wisdom/?utm_source=chatgpt.com .

5. Yingyushijie.com. 'The Winning Investment Strategies of Bogle, Buffett, Graham, and Others.'   Yingyushijie.com , 18 Jan. 2025,  https://yingyushijie.com/business/detail/id/7735/category/46.html?utm_source=chatgpt.com

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…).

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
American Electric Power (AEP) offers a "cash balance" pension plan called the AEP Retirement Plan. Employees are eligible after one year and fully vested after three years. The plan grows with annual interest and pay credits based on the employee’s salary. AEP also offers a 401(k) plan, matching 75% of contributions up to 6% of salary, with immediate vesting. The 401(k) plan includes traditional and Roth options, providing employees with various tax advantages. [Source: AEP Benefits Handbook, 2022, p. 15]
News: AEP announced a voluntary severance program and the layoff of 270 workers, including 170 in Ohio, to streamline operations. Additionally, AEP reaffirmed its 2024 earnings guidance and retained its retail energy business. Importance: These changes reflect AEP's strategic response to economic pressures, emphasizing cost management and operational efficiency. In the current investment climate, such restructuring is crucial for maintaining shareholder value. The layoffs and operational changes also highlight the impact of regulatory and political dynamics on utility companies​ (The Layoff)​.
American Electric Power (AEP) grants stock options and RSUs to incentivize employees. Stock options allow employees to buy shares at a set price after vesting, while RSUs are awarded with vesting conditions such as tenure or performance. In 2022, AEP focused on RSUs to retain talent and align with strategic goals. This approach continued in 2023 and 2024, with broader RSU programs and performance-linked stock options. Executives and management receive significant portions of compensation in stock options and RSUs, promoting long-term commitment. [Source: AEP Annual Reports 2022-2024, p. 48]
In 2022, American Electric Power updated its healthcare benefits with improved access to specialized care and new wellness initiatives. The company expanded telehealth services and mental health resources in 2023. By 2024, American Electric Power continued to emphasize comprehensive healthcare coverage and innovative health management solutions. The company aimed to integrate new technologies and maintain strong employee support programs. Their strategy focused on addressing the evolving needs of their workforce. American Electric Power's updates were designed to enhance overall employee well-being and engagement.
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For more information you can reach the plan administrator for American Electric Power at 7 longs peak dr Broomfield, CO 80021; or by calling them at 1-303-939-6100.

https://aep.com/investors/financialreportsandreleases/AnnualReportsProxies/AEP_AnnualReport_2022.pdf - Page 42 https://aep.com/investors/financialreportsandreleases/AnnualReportsProxies/AEP_AnnualReport_2023.pdf - Page 39 https://aep.com/about/businesses/AEP_PensionPlan2024.pdf - Page 23 https://aep.com/about/businesses/AEP_401kPlan2023.pdf - Page 17 https://aep.com/about/businesses/AEP_RSUs2022.pdf - Page 14 https://aep.com/about/businesses/AEP_HealthcareOptions2024.pdf - Page 11 https://aep.com/about/businesses/AEP_StockOptions2023.pdf - Page 19 https://aep.com/about/businesses/AEP_AnnualReport2022.pdf - Page 28 https://aep.com/about/businesses/AEP_EmployeeHandbook2023.pdf - Page 32 https://aep.com/about/businesses/AEP_AnnualReport2024.pdf - Page 21

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