In mid-November, Morningstar will begin publishing Analyst Ratings for a segment of the mutual fund universe. These will replace and go beyond the current Analyst Picks and Pans, assigning one of five ratings (Gold, Silver, Bronze, Neutral, and Negative.) Three of the ratings are positive and only one is neutral and one is negative because Morningstar reasonably assumes investors want more granularity in evaluating positively ranked funds. The goofy Olympic medal scale is used to avoid confusion with quality rankings or Morningstar’s traditional “star ratings”.
This naturally brings up the question, “If the star ratings are so pervasive and so well known, why introduce another set of ratings?” Morningstar addresses this in their FAQs:
The Morningstar Rating, most commonly referred to as the “star rating,” is a purely quantitative, backward-looking measure of past performance. It is based on a fund’s risk- and cost-adjusted performance over three-, five-, and 10-year periods and helps investors to quickly and easily assess a fund’s track record relative to its peers. However, the Analyst Rating is a qualitative, forward-looking measure, based on analyst research, and can be used in conjunction with the quantitative Morningstar Rating. Together with the fund reports, they provide investors with a powerful tool to assess funds and make informed decisions.
It’s always interesting to see Morningstar deny the predictive ability of the star rating. They often do when questioned about the generally mediocre return of four- and five-star funds. Nevertheless, there’s never been a concerted effort to correct investors’ mistaken belief that star ratings are predictive of future performance. As a consequence, many advisors report that despite the level and quality of their research, clients still balk at owning funds that aren’t four- or five-star rated.
Perhaps we’ll hear more about this distinction now that Morningstar is launching its “forward-looking measure, the Analyst Ratings. The differentiating factor appears to be the fact that the latter is “qualitative” rather than strictly quantitative like the star rating. Let’s see how this works. Again from the FAQs:
The Morningstar Analyst Rating evaluates funds on five key pillars, considering both numeric as well as analyst-driven factors. This approach notably puts only partial weight on past performance and backward-looking risk measures and does not dismiss funds that have underperformed or have limited track records. It will also be more responsive to significant changes at a fund or parent organization. The five pillars are:
• People: Quality of a fund’s investment team, based on factors including its experience, stability, structure, communication, and alignment of interests with fund shareholders;
• Process: Quality of investment process—in terms of both security selection and portfolio construction—and whether it is sensible, clearly defined, and repeatable. Also judges whether the process is effectively implemented and whether the portfolio is consistent with the stated process;
• Parent: Quality of the parent organization, including capacity and risk management, recruitment and retention of talent, incentive pay, and culture of stewardship;
• Performance: Evaluation of long-term returns, consistency of performance in different market conditions, and performance relative to manager changes and changes in asset size; and
• Price: Evaluation of annual expense ratios, and performance fees if appropriate, within the context of the relevant market or cross-border region.
OK, the first thing to note is the last two “pillars”, Performance and Price, are strictly quantitative. They are already considered in the star ratings and receive no qualitative enhancement. The differentiating factors must therefore be in the first three items.
Pillar 1 is People. Analysts often visit money managers to get a feel for the investment team and how well they work together. This is truly a qualitative measure. Teams that work well together tend to stay together, providing a consistent approach. But a quantitative measure known as “manager tenure” also addresses this and, not surprisingly, can be quantified. The “Alignment of interests with fund shareholders” can best be evaluated by compensation schemes and ultimately the fund’s expense ratio – both highly quantitative factors. Maybe that qualitative insight is in the remaining two pillars.
Pillar 2 is Process. Is there a clearly defined repeatable approach to security selection and portfolio construction? Again, this is often emphasized by analysts seeking qualitative information from investment managers. Essentially it’s an effort to determine if performance up to this point has been the result of skill or luck. Most investment managers will be able to provide a written security selection and portfolio construction policy. Speaking from experience, in creating it, the goal is to make it sound as specific as possible while not limiting the managers’ options. This results in general statements that do little to cast much light on the actual investment process – particularly in turbulent markets. Arguably, the best way to measure this is by looking back at how the fund’s holdings and portfolio actually changed during periods of market stress. This, by the way, also helps assess “whether the portfolio is consistent with the stated process” and is – you guessed it – a quantitative factor.
That leaves the final pillar, Parent. This one’s a real head-scratcher for quants. It’s hardly arguable that you don’t want to place money in a fund with a parent on the verge of going under, but does this really take a major investigation? Presumably the “capacity and risk management, recruitment and retention of talent” refers to administrative staff because these factors were already considered in the other pillars for the investment team. How’s that helpful? Incentive pay should also be covered in Price and People pillars. Finally, the “culture of stewardship”: How does that possibly help the fund investor? Does the highly rated parent firm send excess profits to the fund as a charitable contribution?
At this point it’s hard to see what benefits the qualitative factors in the Analyst Ratings add over purely quantitative approaches such as the traditional star rating. Perhaps more puzzling is why the former is expected to be more predictive than the latter? On the contrary, one might reasonably conclude one is not more predictive than the other because neither is.