Another attractive option is outsourcing. But many sponsors are still holding back, often raising three common objections to the outsourcing of DC plans:

1. "The existing staff can handle it."

A total-benefits approach, in which the same team handles DC and DB plans can make sense in cases where a plan sponsor has a large DB staff and the skills and resources to handle DC plans as well.

Of course, not all plan sponsors have substantial DB staffs. And for those that do, it is worth noting that managing a DC plan requires particular proficiencies. The internal team will need to understand the structure of the sponsor's DC plan, and carefully monitor recordkeepers and other providers. In addition, a solid DC operation has a strong educational component, and the staff needs to be skilled at communicating with plan participants about investing and retirement strategies.

2. "My DC plan is good enough."

For many companies, creating a "best-in-class" DC plan seems like an impractical use of resources. After all, isn't a "good-enough" plan, well, good enough? This thought should be closely examined. According to the Federal Reserve, the proportion of American families with a retirement account fell below 50 percent in 2013, and half of those accounts have balances of less than $60,000. Moreover, as workers near retirement, their healthcare cost tends to increase. Such forces can discourage workers from retiring.  

Best-in-class DC plans work to address both of these issues through features like auto-enrollment of new employees, auto-escalation of employee contributions, and shifting investments into default options blessed by the Pension Protection Act of 2006. Not only do employees benefit, sponsors reduce the likelihood of becoming a target of future litigation.

3. "Outsourcing will add costs and complexity while leaving me holding fiduciary responsibility."

A DC vendor will charge fees. But that really isn't the full story. Keep in mind that an in-house DC staff already is incurring costs – some of which may be hidden. 

By outsourcing DC plans, a company can actually reduce the complexity of oversight, so it can focus on core business needs, such as developing new products for customers. Instead of multiple vendors, attorneys and others reporting directly to a DC plan sponsor, outsourcing a plan gives a company a single, expert point of contact for all DC issues. 

Plus, the notion that a plan sponsor can't transfer fiduciary responsibility and reduce legal exposure is incorrect. In fact, the Employee Retirement Income Security Act allows an outsourcing provider to accept most of the fiduciary liability for a DC plan. 

DC plans have a significant challenge ahead of them, and regulators, the media, academics, and plan participants are all watching closely. Many have already started asking whether the 401(k) is up to the task. If participant outcomes don't improve, plan sponsors could lose control to outside intervention. 

DC plan sponsors have an array of alternatives for helping improve the outcomes of their participants. Outsourcing is a valid and prudent choice for some. ERISA grants tremendous flexibility in how a firm can structure their outsourced arrangement. Many plan sponsors outsource investment discretion or administrative functions but retain responsibility for strategy functions, such as core menu design. A combination of outsourcing and in-house resources can allow sponsors to meet the higher standards now expected of DC plans while potentially reducing exposure to litigation risk.