2025 NAGDCA Leadership Award Recipients
Congratulations to the recipients of the 2025 NAGDCA Leadership Recognition Awards! These awards honor the most innovative ideas and impactful solutions from across the public sector defined contribution community. Government member nominations were accepted in five categories: Holistic Financial Wellness, National Retirement Security Month, Participant Education & Communication, Plan Design & Administration, and Technology & Cybersecurity. Each submission was reviewed by the 2025 Awards Committee and evaluated for originality, effectiveness, and measurable results.
Explore the award-winning projects and campaigns below to see how NAGDCA members are leading the way in public sector retirement innovation.
Holistic Financial Wellness
BART offers its full-time employees access to a 457 Deferred Compensation Plan and a 401(a) Money Purchase Pension Plan through MissionSquare Retirement, serving approximately 12,270 participants with $1.5 billion in assets.
To increase retiree engagement and promote proactive financial planning, BART launched “Dive Into Financial Wellness” in June 2024—an in-person event designed to empower participants to make informed decisions and confidently manage their retirement assets. Attendees connected with experts from MissionSquare, T. Rowe Price®, Galliard, Social Security, Medicare, and Bay Area Older Adults™, and received personalized guidance from Certified Financial Planner® Professionals and Retirement Plan Specialists.
The free event featured educational presentations, one-on-one consultations, and networking over lunch. A multi-channel promotional campaign—flyers, postcards, emails, and an RSVP site—helped drive awareness and participation.
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To meet growing demand for financial education, the Employees Retirement System of Texas (ERS) launched Money MattERS, a monthly digital newsletter, and a companion podcast, Money Talks. These resources deliver targeted content on State of Texas retirement benefits and the voluntary savings programs ERS oversees, helping members understand the full value of their employer-sponsored benefits and how to use them to build long-term financial security.
ERS partnered with Empower, the administrator of the Texa$aver 401(k)/457 program, to provide reliable financial education, tools, and short-form videos tailored to members’ needs. By breaking down key financial concepts, the initiative aims to reduce financial stress, promote smart money management, and empower members to budget, manage debt, invest, and plan for a secure retirement.
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The How do I…? campaign targeted all active participants in the State of Michigan 401(k) and 457 Plans, aiming to increase awareness of key retirement planning actions. The campaign covered topics such as understanding plan benefits, healthcare options in retirement, updating beneficiaries, increasing contributions over time, and accessing additional resources.
While most content was delivered via email for easy future reference, the campaign also included dedicated healthcare guide webpages and social media posts to provide a more comprehensive view of participants’ retirement benefits.
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The Island $avings Plan supports the holistic well-being of Hawai‘i’s public employees—addressing both physical and financial health—through its comprehensive Employee Benefits Fairs. Given the geographic challenges of reaching participants across multiple counties and islands, the Plan’s Board of Trustees revived its pre-COVID tradition of hosting two annual Fairs, with a modern upgrade: hybrid delivery.
In 2024, Board staff partnered with Empower to refine the hybrid format, hosting two events on Hawai‘i Island in July and one on O‘ahu in November. Customized communications were developed with county-specific details provided by local employers and shared statewide.
Each Fair offered in-person attendees a one-stop-shop to connect with Plan and State representatives, while live-streamed workshops ensured access for virtual participants. A post-event Lookback page featured digital resources, additional information, and recorded sessions, extending the impact and accessibility of the events. Strong coordination among Plan and State partners was key to the success of the hybrid model.
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The Hoosier START Leader Campaign was designed to empower state leaders with the tools they need to effectively communicate the value of Indiana’s Hoosier START 457(b) and 401(a) retirement plans. Built on the idea that understanding benefits can boost employee morale, the campaign addressed a common challenge with auto-enrolled plans—low engagement—by equipping managers and agency leaders to actively promote participation.
By positioning leaders as plan advocates, the campaign received strong positive feedback and revealed a clear need for continued support beyond onboarding. In response, the program introduced comprehensive guides, digital tools, and personalized assistance to help leaders confidently communicate plan benefits.
This strategic shift created knowledgeable internal champions, leading to greater employee engagement, improved savings behaviors, and stronger plan retention. The campaign ultimately helped strengthen the connection between employees and their retirement benefits, building a more informed and financially secure workforce.
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National Retirement Security Month
For its 2024 National Retirement Security Month (NRSM) campaign, the County of Los Angeles aimed to move the needle on key retirement metrics—enrollment, contributions, and asset allocation—while placing special focus on supporting retired participants. The goal was to highlight the importance of continued engagement and planning at every stage of the retirement journey, from enrollment through retirement and beyond.
In collaboration with Empower, the County launched a multi-faceted campaign featuring a series of webinars tailored to different phases of retirement: enrollment, contribution increases, pre-retirement, and, for the first time, retiree-specific planning. Each session included actionable steps to help participants strengthen their financial future.
The campaign theme, “Living in LA,” tied messaging to the iconic energy of Los Angeles, helping bring retirement planning to life through creative emails and promotional materials. In-person outreach by local Retirement Plan Counselors during NRSM further enhanced engagement by providing employees with personalized guidance and support.
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To help bring awareness to National Retirement Security Month and encourage state of Missouri employees to save for retirement, the deferred comp team created the Scary-Smart Retirement Savings campaign. This campaign ran during October 2024. Each week throughout the month, the team highlighted different savings tools or features and encouraged employees to take control of their financial situation, no matter how scary it may be. Weekly topics included compounding interest, automatic increase, percent-based contributions, setting retirement ghouls goals, and plan resources. The most memorable piece of the campaign was a Monster Mash parody that had state employees singing about the state match. The campaign utilized several marketing avenues, but heavily relied on videos and email to reach participants.
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DST has supported NAGDCA’s retirement savings initiatives since 2006, beginning with National Retirement Security Week and continuing through the expansion to National Retirement Security Month (NRSM) in 2020.
In 2024, DST and Empower partnered to launch the HILL campaign—focusing on Health, Income, Longevity, and Legacy—to help North Carolina’s public servants take meaningful steps toward holistic retirement planning. The campaign encouraged participants to engage through social media, take action through educational opportunities, and increase contributions to better secure their future.
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Participant Education & Communication
The City of Oakland offers a voluntary 457 Deferred Compensation Plan through MissionSquare Retirement to all full-time employees. As of 2024, the plan included approximately 4,477 participants and $687 million in assets.
To boost engagement and promote long-term financial wellness, the City launched the Grand Prix Race Challenge during National Retirement Security Month. This interactive campaign used racing-themed elements—including a series of emails, a flyer, and a dedicated microsite—to inform participants about valuable plan resources such as access to Certified Financial Planner® Professionals, Retirement Plan Specialists, educational webinars, and available financial services.
Participants from different bargaining groups competed by completing engagement activities—like attending webinars or meeting with plan advisors—to earn points and race toward the finish line. The competition added a fun and motivational element while reinforcing key retirement planning behaviors.
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The Ohio Deferred Compensation (Ohio DC) Employer Recognition Program honors employers who excel in supporting their employees’ retirement planning. This program acknowledges employers who show significant improvements in participation and contributions through educational initiatives. Recognition of both small and large employers include growth in new enrollments, increase in active participants, growth in SMarT Plan (Save More Tomorrow automatic contribution increase) enrollments, and increase in total contributions.
Award-winning employers are featured on the Ohio DC website and in newsletters highlighting their dedication to their employees’ financial futures. This recognition not only celebrates their efforts but also encourages other employers to adopt similar strategies, enhancing retirement preparedness for employees across the state.
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The Port of Seattle offers full-time employees access to voluntary 457 Deferred Compensation and 401(a) Money Purchase Pension Plans through MissionSquare Retirement, serving over 4,000 participants with $400 million in assets.
From March 4–25, 2025, the Port launched the Sail Towards Your Financial Future campaign to educate participants about key plan features and encourage smart retirement planning. The initiative promoted retaining assets in the plan, scheduling consultations with financial professionals, attending webinars, increasing contributions, and using financial wellness tools.
Partnering with MissionSquare, the interactive Travel Campaign engaged participants through online resources, quizzes, and personalized support to boost awareness, improve engagement, and encourage proactive financial behaviors—all aimed at strengthening long-term retirement security.
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A national opinion poll revealed that 79% of Americans believe the nation faces a retirement crisis, with 55% concerned about achieving financial security in retirement. This highlights the critical need for robust retirement education and support. Financial literacy is essential for financial wellness, yet only 27% of Americans correctly answered five or more questions on a financial knowledge quiz. In response, Savings Plus launched a series of comprehensive financial education and communication efforts throughout 2024. These initiatives strategically aligned with key periods such as Financial Literacy Month and National Retirement Security Month, ensuring timely and relevant support. By leveraging multiple channels and industry campaigns, Savings Plus aimed to empower participants to make informed decisions about their retirement planning and overall financial wellness, ensuring they feel supported and confident in their financial journeys.
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In July 2024, County staff identified the Sheriff’s Department as having the largest concentration of employees fully invested in the Stability of Principal investment option. Under the direction of the County’s Deferred Compensation Committee and staff, Voya conducted a targeted mailing to 257 affected accountholders within the Department. Following this outreach, the number of employees solely invested in the Stability of Principal option decreased to 196, resulting in 61 employees diversifying their portfolios—reflecting a 24% improvement in investment diversification within the Department.
Encouraged by these initial results, the County chose to expand the diversification initiative to include all active and inactive participants in both the 457 and 401(a) Plans.
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Plan Design & Administration
After the SECURE 2.0 Act of 2022 was signed into law, CalPERS changed their CalPERS 457 Plan Roth contribution option from an optional feature that was adoptable at the agency level to a contribution source available to all current and future participants in the Plan. As part of its ongoing commitment to public employers and their employees, CalPERS further evolved its 457 Plan offering by adding online enrollment capabilities in late 2024 to make it even easier for employees to join the Plan and start saving to achieve their retirement goals. To announce and roll out both initiatives, CalPERS developed a strategic communication plan to increase Roth awareness and savings from existing participants and simplify the enrollment process for those who were interested in saving for retirement to the CalPERS 457 Plan.
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Historically, Prince George’s County administered its deferred compensation plans through multiple providers, which resulted in fragmented participant experiences, paper-heavy processes, and administrative inefficiencies. Following a thorough RFP process, the County made a strategic decision to consolidate from two recordkeepers to a single provider. In 2024, the plan completed the implementation of key enhancements identified during its initial evaluation.
These improvements included a streamlined, cost-effective investment lineup that replaced underperforming funds and a more transparent, participant-friendly fee structure. The plan also introduced Roth contributions to offer flexible, tax-efficient savings options. Outdated paper-based processes for enrollment, deferrals, and contribution changes were eliminated, overcoming previous HRIS limitations that restricted deferrals to fixed dollar amounts by adding a percentage-based deferral option. Participants gained greater control over their investments through the addition of a self-directed brokerage account, along with access to fiduciary advice and one-on-one consultations with Certified Financial Planners.
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In early 2024, staff of the Island $avings Plan Board of Trustees were informed that several State and county employee unions had negotiated Temporary Hazard Pay (THP) Settlements for their members for work performed during the COVID-19 pandemic. They reached out to Empower to research whether deferrals of similar payments were allowed in the Plan’s history and to determine the programing needed to allow a THP deferral into the Plan. The Board of Trustees agreed to allow participants to defer their THP into the Plan and Board staff worked with Empower, State departments, and counties to plan and program for the multiple THP Settlements that were negotiated. Multiple communication pieces were created to inform employees of this THP deferral opportunity and to provide more information about specific settlement details and instructions.
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On July 1, 2024, automatic contribution escalation was added to the already existing automatic enrollment program. In addition, those who had been automatically enrolled since the DCP added automatic enrollment on July 1, 2023, were retroactively enrolled in automatic contribution escalation, effective July 1, 2024. Members didn’t need to take any action to keep their automatic enrollment settings. By default, 3% of their pay was deducted before taxes and contributed to their account. This amount was automatically increased by 1% each year until it reaches a maximum of 10%. Their money was invested in the SURS Lifetime Income Strategy (LIS), a professionally managed target date portfolio designed to help them grow their retirement savings while working and provide guaranteed income for life in retirement. As they near retirement, part of their savings can be moved into a Secure Income Portfolio (SIP), which ensures a steady monthly income they won’t outlive. This transition happens automatically. Members could also choose their own contribution rate and investment options or opt out of the automatic settings within 30 days.
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The STARS project is the creation and implementation of SUNY’s custom target date fund designed to address the unique needs and varied demographics of their participants. By implementing a customized glidepath and a lifetime income solution, STARS provides tailored investment options that enhance both security and growth opportunities throughout an individual’s career. This project ensures a more effective and rewarding investment experience, providing participants with the tools to achieve their retirement goals.
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Technology & Cybersecurity
Built on SurveyMonkey, the DCP Cybersecurity Assessment consisted of seven yes/no questions based directly on the U.S. Department of Labor’s Online Security Tips for Retirement Plan Participants. These questions were carefully chosen to focus on the most critical behaviors participants should adopt to protect their accounts and identities, such as creating strong, unique passwords, recognizing phishing attempts, installing anti-virus software, and understanding how and where to report a suspected breach.
Designed with simplicity and approachability in mind, the campaign acknowledged that retirees may not frequently engage with digital learning tools. To build participant confidence, the tone was empowering rather than intimidating, the language was free of jargon, the experience was mobile-friendly, and the branding aligned with other trusted DCP communications.
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To enhance the user experience for state employees enrolling in retirement plans, Savings Plus partnered with Nationwide to streamline the online enrollment process. Recognizing that a simplified and intuitive enrollment experience can significantly boost adoption rates, the project aimed to remove barriers and confusion. By redesigning the enrollment process, implementing targeted email campaigns, and creating a comprehensive onboarding experience, Savings Plus ensured that employees felt supported and confident in their retirement planning. Additionally, personalized web banners and educational workshops were introduced to further encourage participation and informed decision-making. These efforts collectively aimed to empower state employees to take proactive steps towards securing their financial future.
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In 2024, the Bureau of Deferred Compensation launched the One Voice Initiative. Holistically, the One Voice Initiative is a multi-phase approach to unify what and how all stakeholders communicate to Plan participants. The first phase of the One Voice Initiative focused on creating and improving procedures and tools that support the Bureau’s Operations Team which provides front line customer service for the Florida Deferred Compensation Plan. Foundational to this effort was a review of the fraud prevention methods utilized by the bureau and the implementation of new training tools to teach, track and continuously train Operations team members to identify and prevent fraud. Simple but effective tools in combination with technologically advanced fraud prevention methods, are key to fraud prevention.
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The MO Deferred Comp Plan has three websites: their primary website (www.modeferredcomp.org), a college and university specific website (www.mo457.com), and a site dedicated to their comprehensive financial workshop
(www.mopocketchange.org). All of these websites were built in or prior to 2016 and were coded in raw HTML, CSS, and JavaScript. They also lived on the organization’s servers. While the websites functioned, the look and feel was dated and it was getting harder to maintain the programming as internet requirements evolved rapidly. In addition, server space was limited and the decision to move all websites within a cloud-based environment was made by the organization. The MO Deferred Comp Plan was tasked with selecting a CMS vendor and rebuilding the three sites. While this endeavor was quite tedious, the results positively impacted the plan’s staff and participants.
