This study from American Century Investments revealed that plan participants acknowledge the importance of saving along with the potential consequences of not doing so. However, they also recognize their own tendencies and habits. Daily life gets in the way of saving for the future. Participants concede that they aren’t saving enough when left to their own devices, and, if their employers establish parameters to foster saving, they would stay within those boundaries.

1. Reflections in the Mirror: Defined contribution plan participants
offer their perspectives and perceptions around retirement savings
2014 FINDINGS OF NATIONAL PLAN PARTICIPANT SURVEY
Non-FDIC Insured • May Lose Value • No Bank Guarantee

2. EXECUTIVE SUMMARY
Policymakers, employers and academics are working to encourage higher savings rates
among working Americans. Defined contribution plans are important retirement savings
vehicles for many employees and may constitute the primary source of retirement
income for a majority of Americans. Through this study, defined contribution plan
participants were questioned about their attitudes around retirement saving. Participants
were broken into two groups, pre-retirees aged 55-65 and workers between 25 and 54.
The primary goal of the study was to better understand why participants delay saving for
retirement, how those barriers can be overcome, and, ultimately, how plan participants can
avoid having regrets about their savings behavior once they reach their pre-retiree years.
The study revealed that plan participants acknowledge the importance of saving
along with the potential consequences of not doing so. However, they also recognize
their own tendencies and habits. Daily life gets in the way of saving for the future.
Participants concede that they aren’t saving enough when left to their own devices,
and, if their employers establish parameters to foster saving, they would stay within
those boundaries.
Hindsight is 20/20
Saving for retirement is a top priority for most people in the study, but they do wish they
could have started earlier or done more to further their preparation. Nearly two-thirds of
55- to 65-year-olds and six in ten 25- to 54-year-olds regret not doing a better job of
saving money for retirement. They also express regret about not studying investing more
or seeking the advice of a financial advisor.
A majority of participants, particularly older participants, have at least
some regret about not doing a better job saving for retirement.
Thinking about the job you have done in saving money for retirement, how much regret
do you have about not doing better?
Large majorities of participants across age groups wish they had saved more in the
first five years of their working lives. Very few express the same regret over any other
time period. Over six in ten 55- to 65-year-olds and half of 25- to 54-year-olds say that
they saved much less than they should have in the first five years they worked.
1 Non-FDIC Insured • May Lose Value • No Bank Guarantee
18%
32%
10%
A great deal Some Little None
43%
41%
55 to 65 (n=1,007) 25 to 54 (n=612)
24%
22%
11%

3. 2
Both older and younger participants identify the first five working
years as the key time that they saved too little for retirement.
In each of the following periods, how would you evaluate your level of retirement savings?
In fact, more than seven in ten 55- to 65-year-olds and over six in ten 25- to
54-year-olds say that they saved as much or more than they should have in the
past five years; close to half feel this way about the in-between years. In general,
three out of four 55- to 65-year-olds and two out of three 25- to 54-year-olds
concede that they underestimated how much they should be saving for retirement.
Roughly half admit that not saving for retirement was one of the biggest
mistakes of their lives.
Expressing self-awareness
A large majority of both age groups say that if they could have talked to themselves
in their early career, they would have advised themselves to save more. However, a
majority admit that they would have been only somewhat likely to listen at that age.
If you could talk to yourself in your early
career, how important would it be to advise
yourself to save more?
How likely do you think your early career self
would have been to listen to that advice?
(If important to advise yourself to save more)
Non-FDIC Insured • May Lose Value • No Bank Guarantee
25 to 54 (n=260)
55 to 65 (n=122)
25 to 54 (n=352)
55 to 65 (n=885)
25 to 54 (n=352)
55 to 65 (n=885)
25 to 54 (n=612)
55 to 65 (n=1,007)The first five years you worked
Saved much less than should have Somewhat less
61% 18%
38% 40%
41% 38%
19% 48%
8%
15%
11%
36%
The years in between
The last five years you worked
Currently
16%
49% 24% 19%
13%
11% 9%
7%
7%
10% 17%
6%
10% 27% 49% 13%
12%
36%
30%
43%
6%
About what you should have Somewhat more
Much more than you should have Did not work
37%
9%
28%
Very
important
Not too
important
51%
35%
55 to 65 (n=1,007) 25 to 54 (n=612)
6%
57%
31%
Somewhat
important
55 to 65 (n=1,007) 25 to 54 (n=612)
Not at all
important
Very
likely
Not too
likely
Somewhat
likely
Not at all
likely
3%2%
14%13%
56%
51%
1%4%

4. EXECUTIVE SUMMARY
A significant majority concede that they could have saved at least a little
more in the past and acknowledge that they are currently able to save at
least a little more.
Given your finances…
Over half of 55- to 65-year-olds and six in ten 25- to 54-year-olds note
that they are saving less than they need to. Well over three-quarters of
plan sponsors suggest employees are saving too little.
When looking to your future needs, how would you evaluate your overall level of saving at this time?
3 Non-FDIC Insured • May Lose Value • No Bank Guarantee
28%
32%
27%
55 to 65 (n=1,007)
23%
41%
Much more Somewhat more
9%8%
3%
Over the years, how much more could
you have afforded to save?
A little more No more
25 to 54 (n=612)
25%
33%
20%
2%
40%
38%
31%
39%
55 to 65 (n=1,007) 25 to 54 (n=612)
Would you currently
be able to save?
55 to 65, 2014 (n=1,007) 55 to 65, 2013 (n=1,054)
25 to 54 (n=612) Plan Sponsor* (n=310)
Not sure
Saving a lot less than you need to
Saving a little less than you need to
Saving about what you need to
Saving a little more than you need to
Saving a lot more than you need to
2%
2%
4%
27%
23%
23%
34%
31%
30%
38%
45%
30%
32%
23%
18%
9%
11%
10%
3%
1%
2%
3%
<.5%
*Plan sponsor evaluation of employees

5. Participants give themselves roughly a C+ on putting money away
for retirement and on investing.
Overall, participants give themselves a C+ average in saving. However, the numbers
are slightly higher when asked to grade themselves about investing. Only one in
ten strongly agrees that they knew what they were doing with their investments.
Although, nearly six in ten 55- to 65-year-olds and half of 25- to 54-year-olds agree
that they knew what they were doing at least to some extent.
Thinking about all of your years of employment,
how would you grade the job you did in
putting money away for retirement given
your resources and circumstances?
Thinking about all of your years of investing in
retirement plans, including your current plan
and plans with previous employers, how would
you grade the job you did in investing your
retirement plan money?
To what extent do you agree or disagree with the following statement?
4Non-FDIC Insured • May Lose Value • No Bank Guarantee
F
D
C
B
A
Average 55-65,2014: 3.37 (C+)
Average 55-65, 2013: 3.33 (C+)
Average 25-54: 3.26 (C+)
Average Plan Sponsor: 3.35 (C+)
F
D
C
B
A
Average 55-65, 2014: 3.42 (C+)
Average 55-65, 2013: 3.51 (B-)
Average 25-54: 3.41 (C+)
Average Plan Sponsor: 3.45 (C+)
7%
38%
5%
9%
8%
36%
11%
4%
32%
35%
13%
12%
11%
15%
1%
4%
36%
36%
45%
39%
55 to 65, 2014
(n=1,007)
55 to 65, 2013
(n=1,054)
25 to 54
(n=612)
Plan Sponsor*
(n=310)
7%
43%
2%
10%
7%
37%
11%
4%
36%
42%
8%
9%
7%
11%
1%
3%
37%
38%
42%
37%
*Plan sponsor evaluation of employees
Plan Sponsor*
(n=310)
25 to 54
(n=612)
55 to 65, 2013
(n=1,054)
55 to 65, 2014
(n=1,007)
Strongly agree Somewhat agree
11%
39%
47%
12% 44%
10%
9% 41%
When it came to investing my
retirement plan money, I knew
very well what I was doing
*Plan sponsor evaluation of employees

6. EXECUTIVE SUMMARY
Life gets in the way
Not earning enough at their jobs, debt, and unexpected expenses are the biggest
reasons participants do not save more. Participants identify a wide range of expenses
that impede saving, including those associated with children, vacations, eating out
at restaurants, and everyday items. Those 55-65 are more apt to point to expenses
associated with children as being top reasons, while those 25-54 are more likely to
name dining and everyday expenses as the key barriers to saving.
Please indicate if the following are reasons for you (and your spouse/partner) not saving more
money now (among those who reported saving less or not sure level of saving).
Looking back, how big a factor was each of the following priorities in preventing you from saving
more for retirement?
5 Non-FDIC Insured • May Lose Value • No Bank Guarantee
You are not getting good advice
about how much to save
You are unsure about how to invest the money
You have simply put it off
You are more focused on enjoying
today than on saving for the future
You have had unexpected expenses
You have to pay off debts
You do not earn enough at your job
55 to 65 (n=509) 25 to 54 (n=358)
80%
81%
86%
76%
74%
75%
69%
51%
54%
46%
50%
35%
38%
27%
Primary
Reason
38%
27%
35%
41%
10%
10%
6%
8%
4%
5%
3%
5%
<.5%
1%
Spending on more expensive
clothes than you should have
Having more house than you could afford
Paying more for cars than you should have
Paying too much on everyday expenses
such as coffee, movie rentals, etc.
Spending on restaurants
Saving for/spending on a child's college education
Spending on vacations
Living expenses associated with your children
25%
43%
48%
37%
32%
61%
48%
67%
48%
36%
51%
60%
57%
62%
48%
37%
55 to 65 (n=1,007) 25 to 54 (n=612)

7. Despite having conflicting financial priorities, participants realize the importance of
saving for the future, and most are more concerned about not having enough money
in retirement than they are about enjoying today less. Approximately two in three
express more concern about not having enough money in retirement.
Perhaps not surprisingly, more than eight in ten of those aged 55-65 see retirement
as either the biggest or one of the biggest goals, while fewer, seven in ten 25- to
54-year-olds feel this way.
When you think about saving for future goals, how big a goal is retirement savings to you?
More than nine in ten agree that saving more for retirement will allow them to better
handle the challenges they face when they get there, including nearly half who
strongly agree.
To what extent do you agree or disagree with the following statement:
“If I save more for retirement, I will better handle the challenges I might face when I get there.”
6Non-FDIC Insured • May Lose Value • No Bank Guarantee
Not an
important goal
A fairly
important goal
One of the
biggest goals
The biggest goalThe only goal
18%
2%
55 to 65 (n=1,007) 25 to 54 (n=612)
27%
7% <0.5%
18%
28%
<0.5%
47%
52%
25 to 54 (n=612)55 to 65 (n=1,007)
47%
Strongly agree Somewhat agree
48%
45% 45%

8. EXECUTIVE SUMMARY
Setting expectations about retirement
Most participants do not anticipate a serious decline in their standard of living in
retirement; instead, most expect to take steps to improve their retirement prospects,
suggesting that perhaps the nest egg alone might not be enough. Two out of three
55- to 65-year-olds and three out of four 25- to 54-year-olds believe that their standard
of living in retirement will be as least as good as it is now. By an overwhelming margin,
participants think it is far worse to have too little money in retirement than to lose
the opportunity to enjoy money today.
Financially speaking, do you expect your standard of living in retirement will be…?
Still, most say it is at least somewhat likely they will take a number of steps to improve
their prospects. Paying off loans and mortgages are the most common strategies.
Significant majorities also say that it is at least somewhat likely they will work longer,
work part-time, or cut back on spending.
How likely are you to do each of the following to improve your retirement prospects?
The 55- to 65-year-old participants are a little more worried about unexpected life
events affecting them than they are about the economy, while 25- to 54-year-olds
worry equally about both.
7 Non-FDIC Insured • May Lose Value • No Bank Guarantee
Much worse than it is now
A little worse than it is now
About the same as it is now
A little better than it is now
Much better than it is now
55 to 65 (n=1,007) 25 to 54 (n=612)
10%
2%
18%
8%
49%
57%
29%
18%
5%
4%
25 to 54
55 to 65
25 to 54
55 to 65
25 to 54
55 to 65
25 to 54
55 to 65
25 to 54
55 to 65
25 to 54
55 to 65
25 to 54
55 to 65
13%37%
37%
39%
26%
20%
13%19%25%
26%
30%
44%
54%
22%
Very likely Somewhat likely
Not too likely Not at all likely
49%
45%
20%
17%
19%
20%
8%
10%
31%
24%
42%
40%
19%
19%
29%
31%
10%
10%
21%
23%
35%
35%
30%
27%
13%
15%
17%
16%
43%
39%
32%
34%
7%
11%
5%
5%
5%
8%
4%
7%
Pay off loans and household debts
Work part time in retirement
Pay off your mortgage
Work longer
Cut back on daily spending now to get
used to a more modest standard of living
Downsize big ticket items
like houses or cars
Cut back on daily spending now to
increase retirement savings

9. Which do you think is the biggest factor in not being able to predict how much money
you will need in retirement?
Which statement comes closest to your belief about these consequences?
Evaluating employers
Overall, participants give their employer a grade of B- when it comes to providing a
plan that gives them the opportunity to save, invest, and accumulate retirement savings.
Participants generally value the availability of a defined contribution plan as an
important vehicle to prepare for the future.
Nearly seven in ten 55- to 65-year-olds and three in four 25- to 54-year-olds give their
employer a “B” or “C” in this area. Less than one in five 55- to 65-year-olds and one
in eight 25- to 54-year-olds give their employer an “A.” The 55- to 65-year-olds group
tends to give somewhat higher grades in general. Plan sponsors give themselves higher
grades than participants do. One-fifth gives themselves an “A” and another 63% give
themselves a “B.”
8Non-FDIC Insured • May Lose Value • No Bank Guarantee
N/A, I can predict my retirement
funds accurately
Other
Government policy on taxes and healthcare
The economy and the financial markets
Unexpected life events such
as health and longevity
55 to 65 (n=1,007) 25 to 54 (n=612)
43%
48%
41%
37%
12%
11%
2%
2%
1%
2%
B is far worse than A
B is somewhat worse than A
Both are equally bad
A is somewhat worse than B
A is far worse than B
55 to 65 (n=1,007) 25 to 54 (n=612)
2%
4%
6%
5%
25%
28%
23%
26%
41%
40%
A: You can save too much and lose the
opportunity to enjoy your money now
B: You can save too little and not
have enough money in retirement

10. EXECUTIVE SUMMARY
How would you grade the job that your employer has done providing a retirement plan that offers
you the opportunity to save, invest, and accumulate retirement savings?
Looking to employers for at least a nudge
Only a minority of participants report that companies have, to a large extent, done
what they could to encourage savings; a majority suggest they would save more
if the employer did more to encourage them.
Less than two in five 55- to 65-year-olds and roughly one in three 25- to 54-year-olds
report that their companies, either to a large extent or completely, have done everything
they could to encourage them to save for retirement.
To what extent do you feel your employer
or employers have done everything you
needed them to do to encourage you
to save for retirement?
Assuming your employer had done everything
you felt was important to do, how much more
might you now have in retirement savings?
(Among those who do not feel employer
has done everything needed to encourage
saving for retirement)
Perhaps in recognition of their own behaviors, participants look to their employers to
set up some boundaries to help them save. When asked what role they would like
employers to play in encouraging them to save for retirement, two in five ask for “a
slight nudge,” while an additional two in five prefer either “a strong nudge” or a
“kick in the pants.” Only one in six would like the employer to “leave [them] alone.”
9 Non-FDIC Insured • May Lose Value • No Bank Guarantee
Not at all
Slightly
To some extent
To a large extent
Completely
55 to 65 (n=1,007)
25 to 54 (n=612)
8%
9%
23%
30%
38%
34%
18%
24%
7%
9% No more than
you have now
Slightly more than
you have now
Somewhat more
than you have now
A great deal more
than you have now
55 to 65 (n=918)
25 to 54 (n=561)
15%
17%
39%
38%
27%
24%
21%
18%
FDCBA
12%
22%
41%
18%
2%
39%
63%
7%
13% 11%
0%2%
Average 55-65: 3.61 (B-)
Average 25-54: 3.49 (C+)
Average Plan Sponsor: 4.06 (B+)
28%
5%
35%
55 to 65, 2014 (n=1,007) Plan Sponsor* (n=310)25 to 54 (n=612)
*Self rating on job managing defined contribution plan

11. In contrast, plan sponsors greatly underestimate the employee interest in garnering
more encouragement. Plan sponsors believe three in ten employees want to be
left alone, and only one-quarter desire more than a slight nudge.
Which best describes what you would like your employer to do for you when it comes
to encouraging you to save more for retirement?
Participants are very receptive to automatic enrollment. A majority recognize that
having automatic enrollment would result in at least some increase in savings,
including roughly two in five who believe it would have caused at least a moderate
increase in their savings.
Imagine all of the retirement plans you were eligible for had automatic enrollment. How would
that have changed the amount of your retirement savings today? Would it have led to:
Both pre-retirees and the broader participant group favor a higher default
contribution rate. More than six in ten agree that the company they work for
should have a 6% automatic enrollment.
Suppose the company you worked for has an automatic enrollment option where 6% got taken out
of employees’ paychecks automatically for their retirement plans. Is this something the company:
10Non-FDIC Insured • May Lose Value • No Bank Guarantee
“Leave you alone”“A slight nudge”“A strong nudge”“A kick in the pants”
17%
55 to 65 (n=1,007) 25 to 54 (n=612)
10%
15% 16%
30%
32%
25%
20%
5%
41%
44%
25%
Plan Sponsor* (n=310)
*Median % of employees plan sponsors believe want each level of encouragement
A decreaseNo impactA minor
increase
A moderate
increase
A major
increase
1%
55 to 65 (n=1,007) 25 to 54 (n=612)
17%
12%
1%
25%
22%22%
25%
35%
39%
Should do
Should not do
55 to 65 (n=1,007)
63%
37%
25 to 54 (n=612)
62%
38%

12. EXECUTIVE SUMMARY
More than four in ten participants estimate that automatic enrollment would have a
bigger impact on employee savings than requiring non-contributing employees to
check off a box as to whether or not they want to contribute. Less than a quarter feel
the other way, but over one-third suggest both would have equal impact. Plan sponsors
are also more likely to say automatic enrollment is more effective than checking off
a box, but the difference between the two options is much smaller (four in ten,
compared with three in ten).
A different way to encourage participation is to require the employees who do not contribute to
check off a box each year as to whether or not they want to participate in their company’s 401(k)
plan. If they check “yes” they can either allow a default amount to be put in or specify an amount
they would like.
Which do you think will do more to encourage employees to participate?
Furthermore, automatic increase is an attractive feature to participants. Seven in ten are
at least fairly interested in having a program that would increase their savings by 1%
every year. Roughly eight in ten note that if they had automatic increases, it would have
increased their retirement savings. A somewhat smaller percentage of plan sponsors
find automatic enrollment and automatic increases to be important.
A large majority underscore the importance of employers showing them the income
that savings can produce, annual reviews, retirement accumulation projections,
and projection calculators. However, only about half say that their employers offer
projections, calculators, or educational seminars.
11 Non-FDIC Insured • May Lose Value • No Bank Guarantee
Both would have
an equal impact
Requiring non-contributing
employees to check off a
box each year as to whether or
not they want to contribute
Automatic enrollment where
an amount will be put in
the plan unless the employee
specifies otherwise
34%
55 to 65 (n=1,007) 25 to 54 (n=612)
45%
40%
29%
25%
20%
42%
29%
35%
Plan Sponsors (n=310)

13. How important do you think each of the following employer actions are in encouraging employees
to save more for retirement?
Plan sponsors view model portfolios and seminars as slightly more
important than employees do. Employees place more importance
on automatic enrollment and increases than employers.
How important do you think each of the following employer actions are in encouraging
employees to save more for retirement?
Two in three wish the plan provider would make a greater effort to come to the
workplace and educate them.
12Non-FDIC Insured • May Lose Value • No Bank Guarantee
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
30%
24%
34%
32%
46%
32%39%23%
25%
27%
25%
22%
Extremely important Very important
Somewhat important Not important
42%
45%
41%
44%
7%
23%
31%
33%
28%
21%
25%
36%
32%
21%
18%
31%
29%
40%
38%
17%
19%
34%
35%
34%
35%
30%
27%
27%
Providing model portfolios that show how
employees with different risk appetites
and age might invest their money
Providing educational
seminars and materials
Having automatic enrollment
Having automatic increases
each year in amount invested
Having automatic investment portfolio
that employees will be placed in
unless they specify otherwise
13% 28% 35%
25%
6%
4%
3%
31% 3%
3%
16%
31% 12%
7%
11%
15%
24%
8%
11%
15%
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
Plan Sponsor
25 to 54
55 to 65
43%
36%
39%
20%
42%
22%42%33%
32%
35%
37%
29%
Extremely important Very important
Somewhat important Not important
45%
42%
47%
41%
38%
35%
41%
40%
34%
37%
23%
21%
30% 44% 22%
20%
20%
20%
Showing the income that various levels
of savings will produce in retirement
Providing annual reviews that show
how on track employees are toward
their retirement goal
Providing projections of what
employees might accumulate
by the time they retire
Providing retirement calculators that
employees can use to test out what
various contributions and returns
will produce in retirement 31% 45% 22%
20%
4%
20%
20% 4%
4%

14. EXECUTIVE SUMMARY
Advisors play a role, especially going forward
Close to half of 55- to 65-year-olds and a quarter of 25- to 54-year-olds report that
they currently have a financial advisor. Among those who have an advisor, only about
three in ten have relied on the advisor a great deal. However, roughly two-thirds in
each age group expect the advisor to play a major role going forward when it
comes to preparing for retirement. However, similar numbers of participants also point
to their own research as playing a major role, particularly among younger participants.
Going forward, how big a role will each of the following play in providing information and support
that will help you prepare for retirement?
Summary
Plan participants recognize the importance of saving for the future and the risks of
not having enough in retirement. At this point, however, other more immediate financial
priorities present barriers to saving. As a result, participants support their employers
establishing a solid framework for saving including automatic enrollment at a 6%
contribution rate coupled with automatic increase to encourage saving. They are self-
aware and realize the “nudge” from their employers will help them succeed, although
employers are less likely to feel the same way. In the future, they will look to financial
advisors along with their own research to ensure a successful retirement.
13 Non-FDIC Insured • May Lose Value • No Bank Guarantee
25 to 54 (n=612)
55 to 65 (n=1,007)
25 to 54 (n=612)
55 to 65 (n=1,007)
25 to 54 (n=612)
55 to 65 (n=1,007)
25 to 54 (n=612)
55 to 65 (n=1,007)
25 to 54 (n=612)
55 to 65 (n=1,007)
25 to 54 (n=177)
55 to 65 (n=500)
59%
24%
45%
90%
59%
95%24%71%
61%
67%
64%
Major role Minor role
35%
34%
30%
19%
32%
54%12% 66%
12%
6%
39%
50%
51%
56%
12% 48% 59%
98%
98%
83%
A professional financial advisor
Your own research
Your employer
Family
The government
12% 54% 66%
96%
56%
Friends and colleagues

15. 14Non-FDIC Insured • May Lose Value • No Bank Guarantee

16. IN-BRO-82091 1405
American Century Investment Services, Inc.
©2014 American Century Proprietary Holdings, Inc. All rights reserved.
P.O. Box 419385 | Kansas City, MO 64141-6385 | 1-800-345-6488 | americancentury.com
Survey Methodology
The survey was conducted between February 8 and 18, 2014. Respondents included full-time workers between ages 25 and 65,
participating in their employer’s retirement plan for at least the past 5 years, intending to retire at some point and not working for the
government. A total of 1,619 respondents completed the survey. The data were weighted to reflect the makeup of key demographics
(gender, income, and education) among all American private sector plan participants between the ages of 25 and 65 (according to
estimates from the 2012 U.S. Consumer Population Survey). Data collection and analysis were completed by Mathew Greenwald and
Associates, Inc., of Washington, D.C.
This material has been prepared for educational purposes only. It is not intended to provide, and should not be relied upon for,
investment, accounting, legal or tax advice.
Actively Investing in Your SuccessSM
Performance is what our clients expect, and we believe the ultimate measure of our performance
is the quality of the relationship with our clients. Our culture is firmly rooted in the principles
of discipline, integrity and teamwork. We relentlessly focus on delivering superior investment
performance and building long-term client relationships. Four foundational characteristics help
us deliver on our commitment:
• Performance focus for 55 years
• Pure play business model
• Privately controlled and independent
• Profits with a purpose
Non-FDIC Insured • May Lose Value • No Bank Guarantee