Jennifer DeLong

Jennifer DeLong

Managing Director, Head—Defined Contribution

18 Years at AB
23 Years of experience

Jennifer DeLong is a Senior Vice President and a Managing Director and Head of Defined Contribution, responsible for leading AB’s business development strategy for defined contribution in North America. This includes all product management and development, and marketing and participant communications, as well as client services for institutional custom target-date clients. Since joining AB in 1999, DeLong has held various senior client relationship management, product management and marketing roles, all primarily focused on defined contribution, 529 college savings plans (including AB’s CollegeBoundfund) and sub-advisory insurance services for both institutional and retail clients. Before joining AB, she worked in various sales, marketing and client relationship management roles for both small- and mega-sized defined contribution plans. DeLong holds a BS in business management with a minor in international business from The College of New Jersey, as well as FINRA Series 6 and 63 licenses. Location: New York

CITs: In the Sweet Spot for Improving DC Plans
When It Comes to Target-Date Funds, You Better Shop Around
Target-Date Fund Diversification: Don’t Settle for Simple
If Retirement Time Is on Your Side, Use It Wisely!
Unlocking Retirement Confidence
Bringing DC Participant Personas into Focus
How Should DC Plans Address the Knowledge Gap?
Making the Connection: Getting Workers into Target-Date Funds
Top Tips for US DC Plan Success
It’s Good to Be Better

It’s Good to Be Better

by Jennifer DeLong

What’s the real point of having a defined contribution (DC) plan in the first place? That’s the big question US plan sponsors needs to ask themselves. If the answer is helping employees achieve better retirement outcomes, then the DC plan can’t just be good: it’s got to be better.

Defined Contribution


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Who’s at Default Here? QDIAs Needed in More DC Plans

Rethinking Revenue Sharing

by Jennifer DeLong

While revenue sharing may be a legitimate way to pay for the costs of operating a plan, both US courts and the Department of Labor (DOL) have made it clear that plan sponsors have a significant responsibility as fiduciaries to fully understand, evaluate and monitor their revenue-sharing arrangements and determine whether they are reasonable. Therefore, the most prudent response for plan sponsors may be to rethink the practice of revenue sharing altogether.

Defined Contribution


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