Vision Capital Management Financial Advisor Portland Oregon

Vision Capital Management has been providing clients financial planning and investment management services since 1999. Visit our site to find out more.

Vision Capital Management Named to 2025 Top Money Managers List for Oregon and SW Washington

 

Vision Capital Management has been named to the Portland Business Journal’s annual “Top Money Managers” list, ranking 23 out of 46 firms.

To be considered for the ranking, firms were required to provide information on total assets under management and the number of clients served, and the number of assets and clients served in Oregon and SW Washington (Clark and Skamania counties). The ranking noted that the firms collectively managed more than $101 billion in assets across Oregon and SW Washington.

“We are thrilled to be recognized as a leading wealth management firm by the Portland Business Journal. This is a testament to the dedication of our entire team and reflects our collective mission of Empowering Financial Wellness. We also acknowledge our clients for their trust and collaboration, which inspires and motivates us every day,” said Sarah Quist, CFP®, managing director and principal of the firm.

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Disclosures
The Portland Business Journal’s Top Money Management list is a ranking based on assets under management for Oregon and SW Washington clients as of May 31, 2025. Vision Capital Management, Inc. (“VCMI”) was ranked in July 2025 by Portland Business Journal. Portland Business Journal’s ranking orders firms from largest to smallest, based on AUM reported by firms that voluntarily complete and submit the survey. To be eligible for the ranking, firms must provide investment management and financial planning services and have an office in Oregon or SW Washington. Vision Capital Management (VCMI) did not pay a fee to Portland Business Journal in exchange for inclusion in the 2025 Top Money Managers list. VCMI is not aware of any conflicts of interest with the Portland Business Journal’s Top Money Management list.

Maximizing Employee Benefits

Over time, the way humans work has evolved, and so have employee pay and benefits. The concept of employee benefits emerged during the Industrial Revolution in response to harsh working conditions when industrialists began offering housing, medical care, and educational opportunities to attract workers. As labor rights developed, benefits became a formal part of the employer structure. In the late 19th century, German Chancellor Otto von Bismarck introduced a formal health insurance system for workers. This watershed moment influenced organizations and governments worldwide and eventually evolved into the employee benefits we know today.

Today, it is estimated that 90% of U.S. companies with 50 or more employees offer healthcare and/or other benefits to their workers. According to one study, benefits account for roughly 30% of an average worker’s total compensation. However, while employers now provide more benefits than ever, employee usage has not kept pace. More than one-third of employees report that they do not fully understand the benefits offered to them, and nearly half (46%) do not take all their paid time off.1, 2

To make sure you are getting the most out of your employee benefits, consider the following best practices:

Understand Total Compensation and Review Annually

Go beyond your base salary to calculate the full value of your compensation package. This may include 401(k) or other retirement account contributions and matches, health insurance premiums, stock options, tuition or continuing education reimbursement, paid time off, and bonus pay or profit-sharing. It is also important to find out if you have left any funds behind with previous employers. As of 2023, there were 29.2 million accounts left behind with approximately $1.65 trillion in forgotten assets, but thanks to SECURE 2.0, the Department of Labor created a database for workers to find old plans.3

We recommend clients review their benefits annually and adjust contributions and expenses as needed.

Max Out Employer Contributions

If your employer offers a 401(k) or other retirement account match, contribute at least enough to receive the full match, otherwise, you are leaving free money on the table and missing out on the power of compound growth. Similarly, if you have access to a flexible spending account (FSA) or health savings account (HSA), use it whenever possible to manage health and childcare expenses while lowering taxable income.

Leverage Equity Compensation Wisely

Stock options and equity-based pay can be a powerful part of your compensation package, but it is important to understand how they work. Do your research and find out your vesting schedules, your options for selling, and the potential tax implications. We recommend collaborating with your advisor at Vision Capital, as well as your tax and legal professionals, to plan for liquidity events such as an IPO or buyout, or personal shifts such as a career change or retirement.

Optimize Benefits Use

Take advantage of preventive care appointments and wellness programs through your insurance plan to reduce long-term healthcare costs. Explore additional benefits such as Employee Assistance Programs (EAPs), which may offer mental health counseling, legal guidance, financial education, and career coaching. And don’t forget to use all your paid time off (PTO); it’s a valuable part of your compensation, essential for career longevity, and critical for preventing burnout.

Sources:

  1. “Voya Survey Finds One-Third of American Workers Don’t Understand the Benefits They Selected During Open Enrollment,” Voya Financial website, January 29, 2021.
  2. Juliana Menasche Horowitz and Kim Parker, “How Americans View Their Jobs,” Pew Research Center, March 30, 2023.
  3. Jessica Kickler, “Forgotten 401(k) Fees Cost Workers Thousands in Lost Retirement Savings,” CNBC, June 7, 2025.

Department of Labor Retirement Savings Lost and Found Database:
https://lostandfound.dol.gov/ 

The SECURE 2.0 Act and You: How New Legislation Is Enhancing Retirement Planning

by Maria Malloy, CFP®, Client Relationship Manager

In 2019, Congress passed the Setting Every Community Up for Retirement Enhancement (SECURE) Act, significantly reshaping the retirement landscape for millions of Americans for the first time in many years. The SECURE 2.0 Act was enacted soon after in 2022, expanding upon and enhancing the original legislation. Since its passage, several measures of the SECURE 2.0 Act have already been rolled out while others go into effect this year. This article will highlight several significant provisions of the SECURE 2.0 Act and briefly explain how they may impact those planning for, or already in, retirement.

Required Minimum Distributions

Participants of traditional tax-deferred retirement accounts such as IRAs and 401(k) accounts must take required minimum distributions (RMDs) upon reaching a given age. For nearly 40 years, that age was 70½. It increased to 72 with the 2019 SECURE Act, and the SECURE 2.0 Act pushed it back further still. Today, individuals born between 1951 and 1959 must begin taking RMDs at age 73, and at age 75 for those born in 1960 or after. This allows the funds to remain in the account for additional growth potential and greater flexibility of withdrawals and tax management.

The SECURE 2.0 Act also reduced the penalty for missing an RMD and for taking out less than the required amount. The penalty is now 25% of the shortfall, down from 50% prior to the SECURE 2.0 Act. Furthermore, if a correction is made in a timely manner, the penalty is dropped to 10%.

Changes to Roth Retirement Accounts

  • Elimination of RMDs from employer-sponsored Roth plan accounts – Roth retirement accounts differ from traditional retirement accounts in that contributions are made with after-tax funds. While Roth IRAs are not subject to RMDs during the owner’s lifetime, prior to the SECURE 2.0 Act, employer-sponsored plans such as Roth 401(k) or Roth 403(b) plans were. Effective 2024, that is no longer the case, allowing Roth funds across plan types to be treated the same and lessening confusion for plan participants.
  • Employer contributions – For individuals still working and saving for retirement with an employer-sponsored Roth 401(k) plan, employees can now elect to have employer contributions be made to the Roth side of the plan. While the amount is taxable to the employee in the year the contribution is made, this provision allows employees to accumulate additional Roth savings for tax-free growth and withdrawals in retirement.
  • 529 plan rollover to Roth – Concerned that saving for education expenses with a 529 plan will leave unused funds behind after graduation? A highly anticipated statute of the SECURE 2.0 Act aims to alleviate that concern by allowing a lifetime maximum of $35,000 to be moved to a Roth IRA. This will allow the tax advantages of the 529 plan to be retained while giving a young adult a head start on retirement. Conditions apply however, so it is imperative to discuss this option with your financial professional before initiating any transfers.
  • Opportunities for small businesses and the self-employed – Another change the SECURE 2.0 Act brings is the opportunity for small businesses and self-employed individuals to establish Roth SEP IRAs (Simplified Employee Pension) and Roth SIMPLE IRAs (Savings Incentive Match Plan for Employees). Previously, these types of accounts only allowed pre-tax contributions.

The SECURE 2.0 Act also created three tax credit opportunities for small businesses. These aim to incentivize the implementation of a retirement savings plan for employees; have an automatic enrollment feature; and to make contributions on behalf of employees. Qualifying for the credits is subject to specific requirements, so it would be wise to consult with a licensed CPA to ensure that all conditions are met in order to attain the credit.

Catch-Up Contributions

The SECURE 2.0 Act contains multiple provisions related to retirement plan catch-up contributions, which allows older workers nearing retirement to contribute funds beyond the standard limit.

  • Individuals 50 years and older and earning more than $145,000 in the prior year (adjusted for inflation) must make catch-up contributions to 401(k), 403(b), and 457(b) plans with after-tax dollars to the Roth side of the retirement plan. This does not apply to catch-up contributions to IRAs. Originally set to become effective in 2024, the IRS granted a transition period to allow plans time to make the necessary administrative adjustments.
  • The allowable catch-up contribution limit to IRAs is now indexed for inflation and will adjust annually. This applies to workers aged 50 and above.
  • A “super catch-up” contribution for individuals aged 60-63 goes into effect this year. Applicable to employer-sponsored retirement plans only, it allows the participant to contribute 150% of the normal catch-up limit of $7,500. That means in 2025, individuals in that four-year age range can contribute an additional $11,250 for a total of $34,750.

Charitable Giving

For older individuals who are charitably inclined, qualified charitable distributions (QCDs) have been a great way to support a charitable cause while also reducing one’s taxable income. Upon reaching age 70½, individuals can gift directly from their IRA and have the amount count towards their RMD and be excluded from income.

The SECURE 2.0 Act changed the annual allowable QCD amount to now be indexed for inflation ($108,000 in 2025) and grants a one-time allowance to use $50,000 of the QCD limit to fund a charitable trust or annuity as an alternative to gifting directly to a charity.

Other Notable Provisions

  • A special needs trust that is a beneficiary of an IRA is now considered an eligible beneficiary. Therefore, the inherited assets do not need to be distributed within 10 years as is required for noneligible beneficiaries.
  • Student loan payments may now be treated as elective deferrals for employer-matching purposes in workplace retirement accounts. This enables the employee to make payments towards their student loans and receive the employer match contribution to their retirement account.
  • A surviving spouse who is a beneficiary of a retirement account can now choose to be treated as the deceased spouse for RMD purposes. Particularly if the deceased spouse is younger, this allows the surviving spouse beneficiary to delay RMDs until the deceased spouse would have been RMD age. The calculated RMD amount is also based on the deceased spouse’s younger age, making the RMD amount smaller.

These are just a few of the key changes introduced by the SECURE 2.0 Act. While the legislation presents exciting opportunities for nearly all Americans, its complexity necessitates careful interpretation and application. To make the most of these provisions, and to avoid unintended consequences, it is important to collaborate closely with a trusted financial advisor and tax professional. With proper planning, the SECURE 2.0 Act can be a valuable tool in helping Americans achieve their long-term retirement goals.

Sources:

  1. Fidelity Viewpoints, “SECURE 2.0: Rethinking Retirement Savings,” Fidelity.com, May 20, 2025.
  2. “H.R. 2954 – Securing a Strong Retirement Act of 2022,” Congress.gov, March 30, 2022.
  3. Levine, Jeffrey, “SECURE Act 2.0: Later RMDs, 529-to-Roth Rollovers, and Other Tax Planning Opportunities,” Kitces.com, December 28, 2022.

Vision Capital Management Named to FA 2025 RIA Ranking

Vision Capital Management has been named to the FA 2025 RIA Ranking by Financial Advisor magazine, an annual list that recognizes top independent registered investment advisors (RIAs) across the nation based on assets under management (AUM).

To qualify for the ranking, firms must be independent, file their own ADV with the SEC, and offer comprehensive financial planning services. Hybrid RIA firms, broker-dealers, corporate RIAs, and investment advisor representatives are not eligible for inclusion. Vision Capital was one of only four firms from Oregon to earn a spot on the list.

“We are delighted to be recognized by Financial Advisor,” said Marina Johnson, CFA, managing director and principal. “It is a tremendous honor to be trusted by our clients and their families and help them navigate their financial futures.”

The accompanying article noted the significant growth in recent years among fee-based advisors, with assets under management increasing from $150 billion in 2015 to $260 billion in 2024. It also explored how artificial intelligence (AI) could reshape the industry by streamlining administrative tasks like client onboarding, data gathering, and compliance. While AI promises greater efficiency, the article emphasized the importance of human advisors to interpret regulations, offer insight, and maintain trust.

 

About Vision Capital Management
Serving both individuals and institutional investors since 1999, Vision Capital Management is a women-founded, employee-owned financial advisory firm based in Portland, Oregon. We are independent, fee-only financial advisors because we believe our clients’ interests should come first and foremost.

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Disclosure:
The Financial Advisor Magazine’s (“FA Mag”) RIA survey is a ranking based on assets under management at year-end of independent RIA firms that file their own ADV with the SEC. Vision Capital Management, Inc. (“VCMI”) was ranked in July 2025 by FA Mag, based on data as of December 31, 2024. FA Mag’s RIA ranking orders firms from largest to smallest, based on AUM reported by firms that voluntarily complete and submit the survey. To be eligible for the ranking, firms must be independent registered investment advisers filing with the SEC and providing financial planning and related services to individual clients. VCMI did not pay a fee to FA Mag in exchange for inclusion in the 2025 RIAs Survey & Ranking list.

Certifications and Associations

Certified Women Owned Business
Certified
Private Wealth Advisor
Certified Financial Planner
CFA Institute
Certified Divorce Financial Analyst
Financial Planning Association Member
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