Most Underfunded Pension Plans

Plans with the lowest funded ratios face the highest risk of benefit cuts or tax increases.

# Plan Funded Ratio Grade
1 Sioux Falls Fire 24.4% F
2 Providence Employees Retirement System 24.6% F
3 City of Miami Firefighters and Police Officers Retirement Trust 25.8% F
4 Des Moines Water Works 28.0% F
5 Louisiana Teachers Retirement System 28.2% F
6 Chicago Laborers 33.5% F
7 Lexington-Fayette County Policemen's and Firefighters' Retirement Fund 42.4% D
8 Ohio Police & Fire Pension Fund 45.8% D
9 Iowa Public Employees Retirement System 46.0% D
10 Chicago Public School Teachers Pension and Retirement Fund 48.1% D
11 Fairfax County Police 48.4% D
12 Pittsburgh Policemen's Relief and Pension Fund 53.7% D
13 Charlotte (NC) Law Enforcement 54.0% D
14 Bismarck Employees' Pension Plan 54.4% D
15 Contra Costa County Employees' Retirement Association 55.2% D
16 New Hampshire Retirement System 55.3% D
17 New York State and Local Retirement Systems 55.5% D
18 Montana Public Employees Retirement Board and Administration 55.9% D
19 Georgia Employees Retirement System 56.9% D
20 Louisiana State Employees Retirement System 57.2% D
21 Louisiana Municipal Employees 58.2% D
22 Maine Public Employees Retirement System 59.1% D
23 Washington Department of Retirement Systems 59.6% D
24 Minnesota State Retirement System 60.4% C
25 Los Angeles Fire and Police 61.2% C
26 Austin Employees' Retirement System 61.2% C
27 Educational Employees' Supplementary Retirement System of Fairfax County 61.8% C
28 District of Columbia Retirement Board 62.3% C
29 Marion County Law Enforcement 62.8% C
30 Atlanta Fire 62.9% C
31 Illinois Municipal Retirement Fund 63.0% C
32 University of California Retirement System 63.1% C
33 Alabama ERS 63.7% C
34 Austin Fire 63.9% C
35 Burlington ERS 64.4% C
36 Ohio State Teachers Retirement System 64.8% C
37 Texas Municipal Retirement System 64.9% C
38 Tucson Supplemental Retirement System 65.4% C
39 Hartford Municipal Employee Retirement Fund 65.9% C
40 Alabama Teachers 66.1% C
41 Connecticut State Employees Retirement System 66.1% C
42 Connecticut Teachers Retirement Board 66.3% C
43 Baltimore City Employees 66.3% C
44 Charleston, WV Firemen's Pension 66.3% C
45 Ohio School Employees Retirement System 67.2% C
46 Wyoming Retirement System 67.2% C
47 Virginia Retirement System 67.5% C
48 Ohio Public Employees Retirement System 68.0% C
49 Alaska Public Employees Retirement System 68.0% C
50 South Carolina Retirement Systems 68.1% C
51 Pennsylvania State Employees Retirement System 68.3% C
52 New Orleans Firefighters 68.4% C
53 Wisconsin Retirement System 68.5% C
54 Charleston (WV) Police 68.5% C
55 Arkansas Police and Fire 68.5% C
56 Arizona Public Safety Personnel Retirement System 68.6% C
57 North Dakota Teachers Fund for Retirement 68.6% C
58 Pittsburgh Municipal 68.7% C
59 Kansas City Schools 68.8% C
60 Anchorage Police and Fire Retirement System 68.8% C
61 Sioux Falls ERS 68.8% C
62 Greenville Fire Pension Plan 69.1% C
63 Michigan State Employees Retirement System 69.3% C
64 Atlanta General Employees Pension Fund 69.9% C
65 Teacher Retirement System of Texas 70.3% C
66 Knox County Teachers' DB Plan 70.4% C
67 Houston Police 70.4% C
68 Montana Teachers Retirement System 70.6% C
69 Mississippi Public Employees Retirement System 71.2% C
70 Jersey City Municipal Employees Pension Fund 71.3% C
71 California Public Employees Retirement System 71.3% C
72 Los Angeles City Employees Retirement System 71.3% C
73 Little Rock Firemen 71.4% C
74 Massachusetts State Employees' Retirement System 71.4% C
75 Phoenix Employees' Retirement System 71.6% C
76 Connecticut Municipal 72.0% C
77 Wichita Retirement System 72.2% C
78 Omaha Police and Fire Pension FundNew 72.4% C
79 Texas Employees Retirement System 72.4% C
80 Minnesota Public Employees Retirement Association 72.5% C
81 Arizona State Retirement System 72.6% C
82 Tennessee Consolidated Retirement System 72.6% C
83 Bismarck Police Plan 72.7% C
84 Birmingham Retirement & Relief System 72.9% C
85 Chicago Fire 73.2% C
86 Omaha School Employee Retirement System 73.4% C
87 Pennsylvania Municipal Retirement System 73.5% C
88 Miami General and Sanitation Employees 73.5% C
89 Los Angeles County Employees Retirement Association 74.0% C
90 Birmingham Police and Fire 74.0% C
91 New Mexico Educational Retirement Board 74.3% C
92 Austin Police 74.3% C
93 MoDOT & Patrol Employees' Retirement System 74.4% C
94 Milwaukee County Employees Retirement System 74.7% C
95 North Carolina Retirement Systems 75.0% C
96 Dallas ERS 75.0% C
97 Minnesota Teachers Retirement Association 75.2% C
98 New Mexico Public Employees Retirement Association 75.7% C
99 North Dakota Public Employees Retirement System 75.8% C
100 Kentucky Retirement Systems 75.9% C

Why this ranking matters

US public pension systems collectively oversee retirement promises for more than 14 million active workers and 12 million retirees across state, city, county, and special-district plans. The aggregate unfunded liability across the 197 plans tracked in the Public Plans Database sits in the trillions of dollars — a fiscal exposure that influences state credit ratings, municipal borrowing costs, and the tax burden on residents over multi-decade horizons. Rankings like this one give policymakers, journalists, plan participants, and bond analysts a fast read on which systems are pulling ahead and which are slipping further into structural underfunding.

How to read the numbers

Funded ratio is the share of accrued liabilities currently backed by plan assets; 80 percent is the benchmark most actuarial standards consider healthy, while ratios under 60 percent indicate severe underfunding. Annual Required Contribution (ARC) coverage measures the percentage of the actuarially recommended annual payment that the sponsoring government actually makes — chronic underpayment is the single most common driver of widening unfunded liabilities. Five-year investment returns capture portfolio performance net of fees, smoothed across market cycles to dampen single-year noise. Each metric tells a different story: a plan can have strong returns but poor ARC coverage, or excellent ARC discipline but a legacy underfunding gap that takes decades to close.

What drives plan health

Three factors dominate long-run funded-ratio trajectories: (1) actuarial assumptions, particularly the assumed rate of return and mortality tables; (2) contribution discipline, including whether the sponsoring employer pays the full ARC every year; and (3) benefit design, including cost-of-living adjustments, retirement age, and whether new hires are placed into less generous tiers. Plans that have closed defined-benefit accruals to new employees and shifted them to defined-contribution or hybrid designs are gradually reducing future liability growth, though the existing unfunded liability remains for the legacy workforce. Investment performance matters but cannot independently rescue a chronically underfunded plan — the math of compound underpayment eventually overwhelms even strong portfolio returns.

Comparing across states

State-to-state comparisons require care. A plan reporting an 85 percent funded ratio on a 7.0 percent assumed return is not directly comparable to one reporting 85 percent on a 7.5 percent assumption — the lower-discount-rate plan is implicitly using more conservative liability measures. Fiscal-year-end dates also vary (June 30, July 1, September 30, December 31), introducing timing mismatches when market returns swing sharply between cutoffs. The Public Plans Database standardizes wherever it can but underlying actuarial choices remain plan-specific. Cross-reference the methodology notes on each plan profile before drawing direct head-to-head conclusions.

What to look at next

For deeper context, browse the state-level overviews to see how plans within the same fiscal jurisdiction cluster, or review the plan-type rankings to compare teacher systems, general-employee systems, and public-safety plans on equivalent footing. The methodology page documents exactly which series are ingested, how grades are assigned, and how cross-plan comparability is handled. For pension-policy news and academic analysis, the Public Plans Database at the Center for Retirement Research at Boston College, the National Association of State Retirement Administrators, and the Center for Retirement Research are the canonical primary sources.

Frequently asked questions

Is a higher funded ratio always better? Generally yes, but a ratio above 100 percent calculated under aggressive assumptions can mask underlying weakness — actuarial choices matter. Look at the discount rate and asset-smoothing method alongside the headline number.

Why do some plans rank well on returns but poorly on funded status? Investment returns are only one of four levers (contributions, benefit accruals, demographic changes, returns). A plan with strong returns but persistent underfunding usually reflects either chronic ARC shortfalls in past decades or a benefit-design legacy that newer hires no longer accrue toward.

How often does this data update? Most plans publish a comprehensive annual financial report and an actuarial valuation each fiscal year. The Public Plans Database ingests these as they are released, so the reporting year on each plan profile reflects the most recently audited disclosures available at last ingest.

Who maintains the underlying data? The Public Plans Database is a joint project of the Center for Retirement Research at Boston College, the Center for State and Local Government Excellence at MissionSquare Research Institute, and the National Association of State Retirement Administrators. PlainPension ingests, normalizes, and links — we do not modify the underlying figures.

Limitations of this ranking

Rankings of this kind compress a multidimensional picture into a single ordering. A plan's overall fiscal position depends on assumptions, contribution policy, demographic trends, investment strategy, and benefit design — none of which collapses neatly into one number. Use this list as a starting point for further reading, not as a final verdict. The most fiscally consequential decisions a plan, sponsor, or beneficiary makes will involve actuarial analysis that goes far beyond any single headline metric.