Pensions Liaison Officers Group
Presented by
Catherine Drew
Viv Ray
Emma Shand
Shared Service update
Member Self Service update
Auto Enrolment update
New 2014 LGPS update
Employer Discretions
Shared Service
Peninsula Pensions provides pension administration for the Devon
County Council and Somerset County Council Pension funds.
• Somerset CC staff transferred to Devon CC on 1st September 2013
• Since February 2014 both teams now located at Great Moor House
in Exeter.
• Restructure of section now complete with recent interviews taking
place for vacancies.
• Hopefully section fully staffed by April – training required for new
roles and new staff members.
• Both Altair pension administration systems were merged 21st
February 2014
• One combined system critical to deliver good service
• All members of the team will work on both Devon and
Somerset members
• Integrated workflow and document imaging
Member Self Service (MSS)
• Facility for members to access own pension record – like online banking
Ability to check details held on record
Change postal and email address
Benefit Projector (Deferred, Death Bens & Vol Ret)
Can only view what we allow them to see
Portal now on our website
Currently being rolled out in specific employer order
Devon fund employers only for first batch
Somerset fund employees can assess MSS by getting
activation code on website
• Will be contacting Somerset fund employees soon
Auto-Enrolment update
Changes from 10th February 2014:
Employees with contracts of < 3 months who are Eligible
Jobholders will automatically be brought in to the LGPS on:
o Staging Date if not reached yet if Postponement not
used or
o When becomes Eligible Jobholder if Postponement not
used or
o If using postponement (up to 3 months) at end of period
of postponement or
o When employee opts in
The earliest of the above dates (see next slide for table on
Contract for over
3 months
Staging Date
New employee starts
after Staging Date
Existing employee who
becomes Eligible Job Holder
after Staging Date
Eligible Job Holder joins
LGPS automatically
unless Transitional
Period being used by
employer. If using
Transitional Period then
Eligible Job Holder will
automatically be brought
into LGPS on 1st October
ALL employees join LGPS
automatically (Contractual
Can use up to 3 months
postponement in case of pay ‘spike’.
If postponement not used then must
join LGPS immediately.
Postponement cannot be
Postponement cannot
be used.
Contract under
3 months
(includes casual
Eligible Job Holder joins
LGPS automatically
unless Transitional
Period or Postponement
being used by employer.
If using Transitional
Period then Eligible Job
Holder will automatically
be brought into LGPS on
1st October 2017.
Employees join LGPS
automatically (Contractual
enrolment) unless employer
is using Postponement for up
to 3 months.
Can use up to 3 months
postponement in case of pay ‘spike’.
If postponement not used then must
join LGPS immediately.
New Benefits
Effective from 1st April 2014
Career Average Revaluation Earnings scheme (CARE)
Members will have a personal account
Contribution year will be April to March
Accrual rate is at 49th, better than 60th
Actual pensionable pay used in calculation – not FTE
Accruing pension is increased each year in line with CPI
Nomination of a co-habiting partner no longer an option
New member needs to opt to keep benefits separate if has previous
PB, otherwise automatically amalgamated
• If chooses to keep PB separate can have another opt to
amalgamate on leaving.
• New scheme no longer open to new Councillors and existing
members must end membership at end of current office term
Employee Contributions
• 9 different pay bandings – now confirmed as those
shown in the regulations
• Most members will pay the same or lower contributions
in the new scheme
• Pay bandings based on actual pay not FTE, therefore
part-timers may pay less contributions
• Pay bandings increased each April in accordance with
Pensions Increase
Employee Contributions (cont)
• Employers must inform members of their pay bandings
at 1st April 2014 and any subsequent changes.
• Must include information of where to appeal about pay
bandings within 6 months.
• Employer to decide on how and when they will assess
employees pay banding i.e. Annually, on pay change,
overtime average etc.
• Employer needs to inform their payroll provider of their
decision on rebanding.
Employee Contributions
LGPS 2014
Gross Rate
Up to £13,500
£13,501 to £21,000
£21,001 to £34,000
£34,001 to £43,000
£43,001 to £60,000
£60,001 to £85,000
£85,001 to £100,000
£100,001 to £150,000
More than £150,000
50/50 Option
• New option for member to pay 50% employee
• Employer continue to pay full 100% contributions
• Member cannot elect for 50/50 option on the same day
as electing to join LGPS – can only elect once joined
• Election form and notes will be available on website
• Election form to be returned to employer
• Employer to complete date of entering 50/50 section on
form in space provided
• Form then returned to Peninsula Pensions so that record
can be updated
50/50 Option (cont)
• Benefits for period in 50/50 scheme will be half of full scheme,
• Death Grant and Ill-health cover will remain at full rate
• Member reverts to 100% scheme
o Every 3 years on re-auto enrolment date even if only
elected for 50/50 option in previous 12 months and
o if member goes onto no pay sickness/injury in 2nd month.
Member can then opt again for 50/50 scheme on return to
• If member elects for 50/50 option, watch if paying any
additional pension contributions as may need to stop – if
applicable check with Peninsula Pensions
New Pensionable Pay definition
• New definition of pensionable pay to include non contractual
• New definition of pensionable pay to include additional hours
• No longer required to uprate pensionable pay to full-time
• Pensionable pay is now applicable to when it was paid, not to the
period of work it relates to.
• If paying Redeployment Allowance employer needs to decide
whether it is pensionable or not – if classed as compensation then
not pensionable.
• There is no pay protection for > April 2014 benefits – however pay
protection for < April 2014 benefits remains if drop within 10 years of
• If member paying additional pension contributions as a % which
started before April 2014 then contributions continue to be deducted
on old definition of pensionable pay
CARE Pension
Pension Calculation
Pension = 1/49th of Actual Pensionable pay
for the year
£15,000(actual PP) x 1/49th = £306.12 pension
(50/50 scheme accrual rate = 1/98th)
Following year in April above pension will increase with revaluation adjustment
(see next slide for examples)
CARE Pension – Year on Year
Year 1
£15,000 X 1/49
Year 2
£306.12 X 0.03
£15,600 X 1/49
£633.67 X 0.03
£16,000 X 1/49
£979.21 X 0.03
£16,000 X 1/49
Year 3
Year 4
Retirement Options
• Normal pension age (NPA) is now the same as the state retirement
pension age. No actuarial reduction or increase.
• Late retirement if taken after NPA the benefits will be increased
(currently 0.014% per day)
• Redundancy and Efficiency retirement – no change
• Flexible retirement – no change except post 2014 benefits will be
actuarially reduced if taken before NPA
• Ill-Health retirement – no change except :
o Tier 1 enhancement is to NPA (new State Retirement
ages)based on benefits calculated using APP
o Tier 2 will be 25% of Tier 1 enhancement.
o Slight change in ill-health certificate wording – wont be able to
except old certificates if dated April 2014 onwards
Retirement Options
• New voluntary retirement option between age 55 – 60, however
member will suffer full actuarial reduction.
• It may be possible for employer to waive actuarial reduction, but
then there will be a Strain Cost.
• 85 year rule not applicable as this is a new retirement option and
therefore protections do not apply.
• Awaiting revised actuarial reduction table from Government Actuary
Department, likely to be the same as now (see next slide) with extra
years added.
Early retirement reductions
Current Actuarial Reductions when retiring before NPA
(Subject to change)
Additional Pension and AVCs
• Member can buy extra pension by paying Additional Pension Contributions
(APC) or to pay for ‘lost’ pension due to unpaid absences(see next slide for
information on absences)
• APC doesn’t include provision for survivor’s pension
• APC calculated in accordance with awaited GAD guidance – not expected
until after Transitional Regulations!
• Member can pay through payroll deduction by either lump sum or regular
• Regular contributions must be paid over a minimum period of 1 year and
multiplies of years
• Additional pension limit is £6,500 p.a. (Increases in line with PI each year)
• Decision being made on medical requirement to buy APC
• Employer can choose to pay the APC in full or part. Will need employer
discretion to be able to do this.
• AVC - Members can now contribute up to 100% of pay (after statutory
Shared Cost APC and APC
• Member no longer required to pay pension contributions for first 30
days of unpaid absence.
• To buy ‘lost’ pension for unpaid absence the member elects to pay
• It is no longer possible for the member to pay the pension
contributions they would have paid for the period
• LGA to produce an on-line calculation for members, with print off
forms for member to send to employer and Peninsula Pensions.
• Employer needs to inform member of Shared Cost APC if elects
within 30 days of return to work – is policy information good
• If member opts to pay for period of unpaid leave/child related leave
within 30 days of returning to work, then employer must pay 2/3rd of
Additional Pension Contribution (APC) costs with employee paying
the remaining 1/3rd.
Absences (cont)
Shared Cost APC and APC
If member elects after 30 days then member pays full amount unless
employer has policy discretion to pay part
APC only applicable to non-statutory unpaid child-related leave.
If member on unpaid absence which spans pre and post April 2014 then
different processes need to apply to each period.
If member doesn’t return to work following unpaid absence then can’t buy
‘lost’ pension
 Member can pay for missed period by paying full APC cost.
 Employer cannot contribute to APC cost
 No longer available for member to pay 16% contributions.
Leaver Options
• Refund of contributions can now be paid if member has under 2
years service.
• Employer still refunds through payroll if member has < 3 months
service; over 3 months service Peninsula Pensions will refund.
• Member can’t have refund if has another continuing concurrent
• Members with > 3 months and < 2 years service have choice of
refund or deferred benefit, however must claim refund within 12
months of leaving or defaults is deferred benefit.
• New < 2 years service refund option only available to those that
leave from April 2014.
• Member with pre 2014 service will have full protection on < 2014
benefits including the age they can take them unreduced.
• Pre 2014 protection doesn’t apply to those taken Voluntary Early
Retirement before age 60 as this is a new option.
• Protection can be lost if member has break in any public service
pension scheme > 5 years and then joins former DB benefits with
current membership.
• Still awaiting final Transitional Regulations which will confirm exactly
what 85 year protection applies to.
• If member suffers drop in pensionable pay within 10 years of leaving
then continues to have pay protection.
• Any Certificates of Material Change will still apply on leaving < 2014
benefits if within time limit of 10 years from issue.
UNDERPIN – Members who meet following criteria get highest benefits
between 2008 and 2014 scheme:
o Active member on 31st March 2012, and
o Within 10 years of NPA on 1st April 2012, and
o Receive benefits on or after NPA, and
o No break > 5 years from any public service pension scheme
o Has not received payment of any > 2014 benefits before NPA
However, as post 2014 benefits based on accrual rate of 1/49th, unless
big change in pensionable pay, new 2014 scheme benefits likely to be
Pensionable Pay on leaving
Post April 2014
• New definition of pensionable pay
• Employers need to provide actual pensionable pay for each
contribution year (April to March) or part thereof if left during year.
• Any Assumed Pensionable Pay (APP) must be included in the
figures provided to Peninsula Pensions (see slide on APP)
• Employers no longer required to uprate pensionable pay to full-time
• Need to exclude any pay that relates to pre April 2014.
• Payment after leaving must be notified to Peninsula Pensions to
include additional pensionable pay amount and date when it was
• APP not required to be recalculated if payment after leaving made.
Pensionable Pay on leaving
Pre April 2014
• Old pensionable pay figure still needed to calculate pre 2014
• Need to check best of last 3 years and if pay reduced in previous 10
years the best 3 year average in last 13 years.
• On leaving inform Peninsula Pensions if Certificate of Material
Change effective.
• Pensionable pay figure remains as 2008 regulation definition
• Employers therefore will need to hold 2 different pensionable pay
figures for employees with pre 2014 service.
• New LEAVERS FORM (new names!) being created to include all
information needed. Likely to have separate remuneration form.
• Still need to inform Peninsula Pensions of any payments after
leaving so that benefits can be recalculated
Assumed Pensionable Pay (APP)
• If member on reduced or no pay due to sickness, injury; or on
statutory child related leave (CRL) or reserve forces leave, employer
needs to calculate Assumed Pensionable Pay (APP) for the
applicable period.
• APP is calculated at an annual rate based on the pensionable pay
received in the 3 complete months before the start of the applicable
• The annual figure is then apportioned to the applicable period and
replaces any pay received in that period.
• Even if member on CRL and receiving full pay APP average is
previous 3 complete months before CRL starts.
• When calculating 3 month APP include any APP that was applicable
for that 3 month period.
Assumed Pensionable Pay (cont)
• If the 3 months pay being used to calculate APP includes period
before 1st April 2014 then 2008 definition of pensionable pay is used
for the period before 1st April 2014.
• Once APP has been calculated then it doesn’t get recalculated if the
employee received back dated pay.
• Ignore any lump sum payments made in the previous 3 month as
will already have been included in PP.
• APP calculations need to be done each month so that it is included
in the new monthly returns and end of year annual pensionable pay
for members.
• Examples in LGA payroll guide
New Data requirements
New data requirements in addition to what is currently provided
Data for 2013/14 will be same as previous years
Need to provide separate data for each job
Need to provide separate data for MAIN scheme and 50/50 scheme
Provide actual pensionable pay figures to include any assumed pay
Peninsula Pensions has recently sent out email to all employers
requesting pay data on a monthly basis from April 2014
Email included examples of data required.
Those wishing to use spreadsheet a more detailed example will
follow shortly
Peninsula Pensions will create an employer guide on data issues
Any problems please contact Peninsula Pensions asap
Comparison Table
Basis of Pension
LGPS 2014
LGPS 2008
Career Average Revalued Earnings (CARE)
Final Salary
Accrual Rate
(1/98th for 50/50 scheme)
Revaluation Rate
Revaluation adjustment
(section 9(2) of the Public Service
Pensions Act 2013)
Based on Final Salary
Pensionable Pay
Pay including non-contractual overtime
and additional hours for part time staff
Pay excluding non-contractual overtime and non-pensionable additional
Employee Contribution Rates
See LGPS 2014 Employee Contribution
Rate on next page
See LGPS 2008 Employee Contribution Rate on next page
Contribution Flexibility
Normal Pension Age
members can pay 50% contributions for
50% of the pension benefit – death grant
and ill-health benefits paid at 100%
Equal to the individual member's State
Pension Age
Comparison Table (cont)
LGPS 2014
Voluntary Early Retirement
Age 55 – 60
(Full actuarial reduction)
LGPS 2008
Age 60 earliest can retire
Full protection for all < 2014 benefits
Protection and underpin
Lump Sum Trade Off
Underpin if within 10 years of NPA at 31/03/2012
(comparison between old and new scheme)
Trade £1 of pension for £12 lump sum
Trade £1 of pension for £12 lump sum
3 x Actual Pensionable Pay
3 x Actual Pensionable Pay
Death in Service Survivor Benefits
1/160th accrual based on Tier 1 ill health
pension enhancement
1/160th accrual based on Tier 1 ill health pension enhancement
Ill Health Provision
Tier 1 - Immediate payment with service
enhanced to Normal Pension Age
Tier 2 - Immediate payment with 25%
service enhancement to Normal Pension
Tier 3 - Temporary payment of pension
for up to 3 years
Tier 1 - Immediate payment with service enhanced to Normal Pension
Age (65)
Tier 2 - Immediate payment with 25% service enhancement to Normal
Pension Age (65)
Tier 3 - Temporary payment of pension for up to 3 years
CPI (RPI for pre-2011 increases)
2 years
3 months
Death in Service Lump Sum
Indexation of Pension in Payment
Vesting Period
Action List
Ensure payroll system is able to deal with the following required data:
 New pay bandings
 New definition of pensionable pay and 2008 definition of
pensionable pay
 Separate data for MAIN and 50/50 pension sections
 Calculation of Assumed Pay each month
 Monthly data return
 Shared Cost Additional Pension Contributions
Employer Discretions
• Employers must publish new discretions by 1st
July 2014 for the following:
a) Funding of additional pension (Reg 16(2)(e) &
16(4)(d)) Employer can choose to pay for APC in
whole or part
b) Flexible Retirement (Reg 30(6)) Same as
existing discretion
c) Waiving of actuarial reduction (Reg 30(8))
Flexible Retirement and Early retirement (55-60)
d) Award of additional pension (Reg 31) Employer
APC for active member or member leaving on
Employer Discretions (Cont’d)
• Draft transitional regulations also state employer
needs policy on:
– Whether, in respect of pre 1/4/2014
membership, to “switch on” 85 year rule for
members voluntarily retire on or after age 55
and before age 60
– whether to waive, on compassionate grounds,
the actuarial reduction applied to benefits
from pre 1/4/14 membership where 85 year
rule “switched-on”
Employer Discretions (Cont’d)
• Employers must still retain old discretions to
cover pre 2014 benefits
• Employers must regularly review discretions
• Don’t forget to send copy of discretions to
Peninsula Pensions
Template and guidance notes will be on our
website from April 2014
Why use it?
Provides guidance on procedures and regulations
Dedicated Employers section
Links to Employers newsletters “Pensions Line”
Latest news
Employers forms
Ability to confirm monthly contribution details on-line
(DCC Fund only)
• Contact details for Peninsula Pensions staff
Employers Section of Website:
• Notes and checklists for new Employers and
• Access to all information on Auto-enrolment
including letters and flowcharts
• Documents and Forms For Employers
Must have a login and password to complete forms
• Links to Employers newsletters “Pensions Line”
For access to website and to receive Pensions Line
email [email protected]
• Pensions Forms – Names have been changed
mirror their function
– Always use forms on website as latest versions
• Employers Guide/Training Pack – slightly delayed
but will be updated for new scheme. Plan for “How
to…. Section”
• CARE Guide – In development to provide guidance
on data required for new scheme.
• Annual return letters going out shortly
• Discretions policy template to be revised and bulk
exercise to contact employers
• Member roadshows/seminars planned for May/June
• Employer Self Service (ESS) – facility to process
estimates, check records & interfacing of information
for current employees. Still under development.
• Feedback forms
Useful Links
LGA Website
LGA Payroll Guidance on LGPS 2014
LGA HR guidance on LGPS 2014
LGPS 2014 Website
LGPS regulations and guidance
Peninsula Pensions website
Contact Details
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
Telephone: 01392 383000 and ask for Pensions/contact’s
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