The Ontario Teacher’s Ponzi Plan

The Ontario Teacher’s Ponzi Plan
Profile photo of Chris Horlacher

The 21st century has been one marked by low interest rates and even lower real interest rates. In response to the dot-com crisis of 2001 Western governments embarked on a policy of low interest rates in order to stimulate the economy. While those on Wall St. praised this move, which allowed them to lever up to new heights at reduced costs, others are suffering greatly from this policy that has now been adopted by central banks and governments worldwide.

Government interventions such as artificially-reduced interest rates upset the natural order of the marketplace. A market is a dynamic and complex system of human interactions that brings forth a structure of production manifested by voluntary interactions and the price discovery mechanism. Interference in this process only directs resources away from their most efficient uses towards politically-expedient ends, often resulting in future turmoil when unsustainable projects must finally be liquidated. There are always winners and losers in any market intervention because no new resources are created, they are only shifted to one party at the expense of another.

Low interest rates may benefit financial institutions such as banks and hedge funds, however insurance and defined-benefit pension funds suffer greatly. Such is the nature of these kinds of organizations, which must anticipate future expenses and set aside enough money in the present to be able to afford them.

How Pensions Work

Pension plans began as an incentive offered by companies looking for the best executives and were initially only granted to the top managers in an organization. This practice continues today under the name of Supplemental Executive Retirement Plans (SERP’s). During the post-war period though, western companies and governments began offering everyone defined benefit (DB) pension plans and many employees happily accepted the promise of a guaranteed retirement income.

In order to provide these benefits, pension plans consult actuaries who calculate the present value of the liabilities these plans are assuming. Such liabilities consist of the obligation to provide future payments of cash, medical and dental services, survivors and death benefits and a host of other features that will all cost the Plan money. These future costs are translated to the present through a process called “discounting”, which relies on a rate of return in order for the calculation to take place. The lower the rate of return, the less of a difference there is between present and future money. Hence, low interest rates increase the present value of the costs these Plans have assumed. When Plan assets no longer outweigh the present value of their liabilities, the Plan is considered underfunded. At the same time, low interest rates reduce the rate of return on Plan assets and thus make it even harder for Plans to balance their assets and liabilities.

The Best Laid Schemes of Mice and Men

The Ontario Teachers’ Pension Plan (OTPP) has its roots back in 1917 and has grown in to the second largest pension fund in Canada (after the CPP).  It provides a particularly illustrative example of the difficulties faced by DB pension plans worldwide. It has over 180,000 active contributors and provides benefits to over 120,000 pensioners. In 1990, changes to the Plan resulted in significant asset diversification away for Ontario Provincial Bonds in to real estate, stocks and even commodities.  This strategy appeared to work for a time, with the Plan reaching 100% funding by 1996.  Since the year 2000 though, the financial health of the OTPP has rapidly deteriorated.

As you can see in the chart above, the OTPP is facing a severe funding problem. It is now over $45 billion behind in its funding requirements. To put the size of this deficit in to perspective, if the OTPP were a Province, it would be the third most indebted Province in the country (after Ontario and Quebec). New Plan members are assuming a $250,000 funding requirement in order to pay for current and soon-to-be pensioners. This is over and above their own personal funding requirements, which are quite significant as the table below indicates.

Such a huge deficit could be indicative of a failure of management to produce adequate investment returns; however this is not the case. The OTPP is actually one of the best performing pension funds in the country, averaging over 10% per year for the last 20 years.

Such nice returns don’t come without a price tag though. Last year Jim Leech, CEO, received compensation totalling over $4.3 million. Neil Petroff, EVP Investments, received $3.5 million. While this is not out of line with compensation received by other fund managers of similar size, one must take note of the fact that the OTPP does not generally outperform the market. Furthermore, as we will soon see, the returns to plan participants are actually far lower. It would seem preferable to simply invest in a market index ETF due to their lower costs as well as the fact that you would enjoy the full benefit of all the funds you invested rather than receiving an annuity that may be worth far less than what you put in. Unfortunately for teachers, enrollment in the OTPP is mandatory.

Demographic Imbalances

Shifting demographics are also playing a large part in increasing Plan liabilities, as the image below indicates.

Increasingly, the burden to support pensioners is falling on the shoulders of a smaller and smaller group of working teachers. Current expectations are that this ratio will continue to decline from the present 1.5:1 to 1.3:1 by the year 2020. As class sizes have not grown significantly it cannot be argued that teachers are becoming more productive and thus able to support these more narrow ratios. The growth in the amount of pensioners has simply been outpacing the growth in the number of active teachers for some time. That may be due to the following factors.

As a result, benefits being paid out of the fund now greatly outpace contributions going in.

All of this indicates that the Plan is suffering from unrealistic assumptions about the amount of retirement benefits that can be sustained by the Plan. Furthermore, the assumptions used in calculating the actuarial liability may be too optimistic. For instance, it is assumed that the inflation rate will remain at 2.15% even though in the past a much higher 4% assumption was used. A higher rate of inflation further reduces the discount rate thus growing the liability all that much faster. In fact, in a sensitivity analysis, the OTPP calculates that a decrease in the discount rate of only 1% would add another $25 billion to their liabilities.

The OTPP is suffering from the same error many DB pension plans have made; promise more than they are able to deliver. As a result, too many teachers are now retiring too early and collecting benefits for much longer than initially anticipated. Without significant changes to when teachers can collect benefits and how much they will ultimately receive, the financial position of the OTPP will continue to deteriorate until it won’t be able to fund anyone’s retirement.

Cost/Benefit Analysis

When making decisions between two or more alternatives it’s instructive to perform a cost-benefit analysis to determine the best course of action. Fortunately when it comes to pensions it’s rather easy to perform the necessary calculations. What we are comparing is the value of the Plan contributions vs. the value of benefits received. To do this we compare the future value of a teaching career’s worth of contributions, to the lump-sum value of that teacher’s pension benefits as of the same date. What we find is rather alarming.

Teachers enrolling in the OTPP in the year 2011 will be trading in a retirement account potentially worth over $1.3 million for benefits worth about $425,000. Such is the cost of the illusion of safety in today’s precarious world of finance.


In ten years, the OTPP has gone from being a fully funded pension to over $45 billion in debt due to deteriorating market conditions, demographics, and a benefit plan that simply cannot be sustained. Teachers just beginning their careers are now being burdened with not only supporting their own retirements, but also filling in for the inadequate contributions of their predecessors. It is a great example of why many employers are now switching to defined contribution plans, which don’t suffer from the same actuarial funding requirements. Unfortunately, these changes are being fought tooth and nail by unions who either don’t understand the implications of these financial problems, or are simply too short-sighted to care about the financial welfare of their youngest members.

  • @FairPensionsCa

    This shows why we need DB plans for ALL Canadians instead of the DC savings plans which is costing the government billions in added AOS and GIS costs every year.
    If you had your employer take 13% of your pay off the top (the employer contribution) and you paid another 13% from your taxable income, added CPP and a 10% annualised return, you too could have a secure and respectable retirement. Instead, this person seems to want people to live in poverty when they retire (if they get to retire) after losing the majority of their retirement funds to the banks through fees and profits.

    Fair Pensions for ALL Canadians – Multi-employer DB plans, portable, efficient, affordable, and accruing money for retirement, not for bank profits.

    • Chris Horlacher

      Oh my… where to begin?

      The amount deducted from your paycheque is NOT the "employer contribution" but the employee one. How you could even mix this up would lead anyone to question your competence in this subject.

      How do you figure I want people to live in poverty? Did you even read the article? This is basic arithmetic. It's clear that teacher's are getting a raw deal on the OTPP and no sane person would participate given the choice.

      There is absolutely no question either that DB plans cost far more to run than a DC plan. DC's don't need actuaries, an accounting team and many of the other things a DB needs. The author of this comment is clearly under some ideological spell here that is blinding them to basic math!

      • Jerry

        Usually the amount deducted from the employee's check is matched by a similar matching amount from the employer right? At least it is with those people I'm familiar with. The two amounts should really be considered the employee's contribution since it all forms part of his salary. The full amount could be paid directly to the employee and the employee invest into the fund(s). It's immaterial to the employer how the the payments are made. It's the cost of doing business to the employer. The cost is the same. Trying to separate the two contributions is just semantics.

    • Jerry

      All these plans fail to take into account the effects of inflation. Especially DB plans. DB plans pay out based on highest salary of a given number of years average. They pay out in CDN$ (or US$ perhaps, whatever the currency is. Sure there are adjustments indexed to inflation but the CPI used is a joke. Also don't forget every increase is taxed at the highest marginal tax rate of the individual. That means if the pensioner gets 2% based on 2% CPI he gets LESS than 2%. He is slowly slipping behind. The government is taking a chunk of his increase!!! His standard of living is falling over time. That doesn't even allow for the skewed inflation numbers. The same happens with CPP. DC savings plans MAY be able to avoid this ersion of pension IF the person's account has good gains but these gains MUST exceed the true inflation figures to allow for the tax take. Show me someone who is that good a manager with the pension account. Few are.

  • Mark Alexander

    The answer is already here. New Brunswick has adopted the shared risk plan. It has come over for Europe and would make our pensions sustainable. Unions have bought in out there. It is a plan that companies may be willing to get into for more people. It shares risks with retired and those contributing (this must happen in Ontario). It is much better for people then a DC plan. People just need to get there head around the fact that the old overly generous DB plans are not sustainable. And yes I am a teacher, but understand the situation.

  • Patrick

    What about the return on current investments, the plan has made over 10% pa. for the past 20 years. this would should equate to around $85,000 per retiree.
    I imagine the overheads would take a slice of the pie but not all of it. so why are we ignoring the contributions already made by the retiree?

  • John Doe

    So average age of retirement is 59 and the expected collection period is 30 years, making the average life expectancy 89 years. Wow, I'm in the wrong line of work. Benefits aside, if being a teacher means 10 extra years beyond the life expectancy of the average Canadian where do I sign up?

    Who comes up with these numbers?

    • Jerry

      That number of 89 may not be that far out of line. I believe the average life expectancy is calculated across the whole population. I'd argue that low income and poor on average don't reach the same advanced ages as do better educated people (teachers would be the later of course) do. In fact I think I saw and article recently supporting that argument. That article could have been in the Mises forums. That would tend to distort the average age of life expecantancy figures which if I recall are about 80 years for women and 79 for men. Numbers can be deceiving and often made to read what you wish.

  • Guest

    The analysis is informative, and interesting. As an opener, we have the shock and awe without a useful examination of constructive prescriptions. Alarm is provided for free, one must pay the professional service provider for the fire extinguisher suggestions. At minimum, let us have a follow on article outlining a few strategies that might make the situation better for taxpayers. After all, the taxpayer is still bellying up a substantial amount of money matching the supporting member’s contributions.

    • JayJ

      The solution is simple — privatise.

      Clearly, new teachers are better off in their own individual contributions based retirement plans — at least its theirs.

      Those who have contributed but are still working get proportioned benefits – they move to a contributions plans right away as well.

      Govt pays into fund to bring balance the books and then all retirees are paid accordingly. Existing retirees will get reduced pensions.

      But this is politically untouchable so as a tax payer, you'll have to keep paying — firstly the regular contributions but ultimately as a 'provider of last resort' when the fund goes broke.

      That's the price of 'democracy'.

  • Patty Handysides

    Excellent read! I spread it to a teacher group online.

Profile photo of Chris Horlacher

Chris began his career as an auditor at a Big 4 firm and before the age of 30 was the CFO of a start-up stock brokerage that now manages over $4 billion in assets. He went on to found his own management consulting firm and has been instrumental in numerous successful multi-million dollar start-ups and strategic initiatives for Canada’s largest companies, SME's and non-profits. Possessing Chartered Accountant and Chartered Professional Accountant designations, Chris is also certified by the Canadian Securities Institute as a partner, director and chief financial officer. His company website is

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