If you've moved from Defined Benefit to Defined Contribution I have questions...

~ How long ago did you make the transition? 

~ What Employer contribution % did you go with for the DC plan?

~ Pitfalls? Considerations? Would you do it again?

We have two high multiplier/benefit level DB plans right now. As we look toward the future and make considerations about long-term stability the transition to DC plan makes sense. I do understand that the obligation for DB doesn't go away... and am nervous about the 20+years of paying for both! Just wondering how this transition plays out in the long game...

We've been in touch with our MERS reps, I'm more interested in a boots on the ground perspective. 

Thanks all!

Andrea