For private and independent schools

Public schools have a pension. Now you have an answer.

The Savvly Longevity Benefit gives private schools a way to compete for teachers: a pension-like benefit, funded by you, that doesn’t put a pension liability on your books. You set a monthly amount for each faculty and staff member, on top of your 403b. It’s invested in a low-cost S&P 500 index fund and designed to pay out at 80, 85, 90 and 95. See what it would cost your school in five minutes.

  • See the cost: your contribution plus $5 per employee per month
  • Preview the benefit statement your faculty would receive
  • Get ready-to-use copy for offer letters, your careers page and a faculty announcement
No pension liabilityComplements your 403(b)Built on S&P 500 index fundsRegistered investment fund

Why it works for independent schools

Something to put next to the pension

Public schools recruit with a pension. Most independent schools don’t have one. This gives you something to point to.

No liability on your books

Accounts belong to faculty and staff, not to a plan you have to fund for decades.

A benefit teachers can picture

A 3% match 40 years out doesn’t win hearts. Real money at a real age, funded by you, does.

Easy to say out loud

Hiring teams can use it in offers. Heads of school can point to it in a stay conversation.

How it works

1. You set the benefit

Choose how much to contribute for each eligible faculty and staff member and connect payroll.

2. Faculty and staff opt in

Savvly provides the education and instructions to get started.

3. Contributions begin

Your contributions go into accounts they control, designed to pay out at 80, 85, 90 and 95.

What it costs

There is a PEPM. The only other cost is your monthly contribution to employee accounts.

Their benefit statement

What each employee sees: their monthly benefit, with your company’s name on it.

They keep it

Each employee controls their account, and it goes with them if they leave.

Talk to an expert

Book time with a Savvly expert whenever you’re ready. No pressure.

Letter of intent: founding cohort

Non-binding. It tells us you’d like to offer the Longevity Benefit once it’s available to your organization, so we can reserve your place and plan the launch with you.

Talk to a Savvly expert

Get answers on plan design, cost and how employees enroll.