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The Shortcomings of Pension System in Turkey: Solutions with a New Model Proposed
International Journal of Islamic Economics and Finance Studies, 2019/2: 23-48 The Shortcomings of Pension System in Turkey: Solutions with a New Model Proposed Levent Sumer*, Beliz Ozorhon ** Received: 03.05.2019 Accepted: 19.07.2019 DOI: 10.25272/ijisef.559898 Type: Research Article Abstract Investing for retirement years due to future income concerns is one of the main reasons for people to make savings. Pension funds have always been important tools that match the idea of future investments. Despite the rapid development and increase in the size of the Turkish pension system in the last few years, major improvements and amendments in the current system are required for increasing the total size to OECD level, as well as attracting more participants by increasing the returns and providing alternative investment options. This study investigates the Turkish pension system and suggests a new model to solve the current problems of the system by structuring a sustainable model which may also be applied worldwide. A comprehensive pension system and comparative return analysis of different investment tools are conducted, and the new model is proposed based on creating a new pool of new investment tools consists of asset-based capital market instruments that are issued for long-term specific investment projects financing. While the new model brings a new perspective to the pension system, it also helps to solve the problems of both the current pension system and the financing of investment projects. In the study, policy recommendations and suggestions -
DA Evaluation Guidelines
Development Account Final Report 1. KEY PROJECT FEATURES I. Project title UNECE FAO UNDA 8th tranche project “Sustainable Forest Management for Greener Economies in the Caucasus and Central Asia” II. Project DA code 2013-ROA-3634-2944-6875-0036 III. Implementing UNECE FAO Forestry and Timber Section Entity IV. Start date 08/2013 VI. End date a. Original: 06/2015 b. Actual date: 12/2015 VII. Beneficiary 1. Armenia_________________ 5. Kyrgyzstan countries 2. Azerbaijan 6. Tajikistan (pilot) 3. Georgia (pilot) 7. Uzbekistan 4. Kazakhstan (pilot) VIIII Implementing UN system Other partners partners 1. FAO 1. GIZ 2. UNFF 3. UNDP March 2016 2. SUMMARY OF RESULTS All seven project countries, namely Armenia, Azerbaijan, Georgia, Kazakhstan, Kyrgyzstan, Tajikistan and Uzbekistan completed their activities according to the project workplan. Altogether 2 regional, 7 national, 9 coaching and 28 local capacity-building workshops were organized. The training package including modules on green economy and sustainable forest management, wood energy, forest policy formulation, and forest data collection and reporting, have been produced for the benefits of the participants. In addition, the training package included variety of participatory exercises to better introduce methodology for stakeholder engagement. Based on the workshop evaluations 91% of the participants acknowledged increased knowledge on policy formulation, bioenergy generation and data collection related to sustainable forest management and green economy. Three pilot countries, Georgia, Kazakhstan and Tajikistan made a progress towards inclusion of green economy principles into the national forestry sector’s strategies and programmes. With support of the project, Georgia developed a national action plan for the forest sector in a green economy based on the input received from four local workshops. -
Civil Service Superannuation Board – Pension Benefits
CIVIL SERVICE SUPERANNUATION BOARD PENSION BENEFITS: Can I continue to contribute to my pension while on Maternity Leave? Yes- you must complete an “Election Form to Contribute While on Maternity Leave” form (see link below) and return it to your Pay & Benefits Office. Your contributions will be the same as they would be if you had not been on leave. The cost to purchase is based on your salary as at the date of leave and is calculated on 8% of pensionable earnings up to the Canada Pension Plan Maximum and 9% on any pensionable earnings above the maximum for the period you are on maternity leave. To be eligible you must apply prior to the commencement of your maternity leave. • Election Form to Contribute While on Maternity Leave: http://media.wix.com/ugd/a8e4c9_27caeee2b8d84f6bb8999aa9da6ec39e.pdf Can I continue to contribute to my pension while on Parental Leave? Yes – you must complete an “Election Form to Contribute While on Parental Leave” form (see link below) and return it to your Pay & Benefits Office. Please note that you will be required to contribute both the employee portion and the employer’s portion during Parental Leave. The cost to purchase is based on your salary as at the date of leave and is calculated on 8% of pensionable earnings up to the Canada Pension Plan Maximum and 9% on any pensionable earnings above the maximum PLUS an equal and matching portion for the period you are on parental leave. To be eligible you must apply prior to the commencement of your parental leave. -
Social Protection and Social Security (Including Social Protection Floors)
Guiding Questions for Defining the Normative Content of the Issues Examined at the Tenth Working Session of the Open-ended Working Group: Social Protection and Social Security (including social protection floors) Definition 1. What is the definition of the right to social security and social protection (including social protection floors) for older persons in the national legislation in your country? Or how should such a right be defined, considering existing national, regional and international legal framework? The Ministry of Social Integration, Social Security and National Solidarity has been set up to provide fair, equitable and responsive social protection in a sustainable manner to citizens of the Republic with special attention to senior citizens, persons with disabilities as well as vulnerable persons and reinforce national solidarity. The National Pensions Act Scope of the right 2. What are the key normative elements of the right to social protection and social security for older persons? Please provide references to existing standards on such elements as below, as well as any additional elements: a) Availability of contributory and non-contributory schemes for older persons Non-contributory Benefits Every Mauritian citizen benefits from the National Pension Scheme (NPS) as from the age of 60, at the monthly rate of Rs. 9,000. A person aged 90 and below 100 years receive a pension of Rs 16,210, while centenarian receives Rs 21,710. 1 Retirement Gratuity Older persons who have been in continuous employment for at least 12 months benefit from a retirement gratuity at retirement age (S49, Employment Rights Act). The retirement gratuity is paid in the form of a one-off lump sum, which is calculated on basis 15 days' remuneration for every 12 months' in continuous employment. -
United Kingdom
United Kingdom United Kingdom: Pension system in 2018 Key indicators: United Kingdom The UK introduced a new State Pension system on 6 United Kingdom OECD April 2016 for people reaching State Pension age from Average worker earnings (AW) GBP 39 328 31 171 that date onwards. It is a flat rate scheme, with some USD 52 467 41 584 transitional arrangements. For people who reached Public pension spending % of GDP 6.2 8.0 State Pension age before that date, the public scheme has two tiers, (a flat-rate basic pension and an earnings- Life expectancy at birth 81.1 80.7 related additional pension). Both are complemented by at age 65 19.8 19.7 a large voluntary private pension sector. An income- Population over age 65 % of working- age population 32.0 31.2 related benefit (Pension Credit) targets extra spending 1 2 http://dx.doi.org/10.1787/888934044214 on the poorest pensioners. Qualifying conditions State Pension age is currently around 65 years and 3 months for men and women, rising to 66 years by October 2020 and to 67 years between 2026 and 2028. The Government has made provision for regular reviews of State Pension age, to take into account changes in life expectancy and other relevant factors. Under the old system (pre 2016), an individual reaching State Pension age qualified for a full basic State Pension by: i) paying; or ii) having been treated as having paid; or iii) being credited with, National Insurance contributions, for 30 qualifying years in their working lives. A proportionally reduced basic state pension was paid to people with fewer than 30 qualifying years, to a minimum of one qualifying year of contribution or credits (for those reaching State Pension age between 2010 and 2016). -
New Legislation in Turkey Requiring Automatic Enrolment in the Voluntary Funded Individual Pension Scheme ESPN Flash Report 2017/10
New legislation in Turkey requiring automatic enrolment in the voluntary funded individual pension scheme ESPN Flash Report 2017/10 SERDAR SAYAN – EUROPEAN SOCIAL POLICY NETWORK MARCH 2017 A new law modifying the Turkish voluntary funded Description pension scheme has Employees have been having access expected remarkable results in terms of come into effect in to an existing supplementary boosting the Turkish people’s propensity January 2017: pension scheme to save, underlining the need for unless they request additional incentives to increase The pension reform process that has to opt out in writing, participation and, hence, contributions. all employees been going on for about 20 years in younger than 45 are Turkey includes enactment of Law No. Additional incentives provided after now automatically 4632 in 2001. This law allows insurance 2012 made purchases of individual assigned to a companies to offer individual retirement pension plans more attractive plans, which has essentially transformed pension plan and There were complicated tax breaks for the single-component pension system in contribute 3% of pension plan purchases right from the Turkey into a two-component system, their taxable outset, but they were not visible or with one compulsory component (pay- earnings. If understandable to most participants. as-you-go statutory public pension individuals do not Law Number 6327 was enacted in June schemes) and one optional component opt out of this 2012 to further promote (savings for) (voluntary funded individual pension automatic purchases of complementary pension schemes). enrolment, the new plans by the working population, by policy will increase The current voluntary funded scheme making the tax benefits and incentives “non-mandatory” enabled all individuals, including those more visible. -
Application for Parental Leave Program
APPLICATION FOR PARENTAL LEAVE PROGRAM The Parental Leave Program provides your congregation with a grant of up to $2,500 for the purposes of paying the eligible minister, an interim minister, and/or a pulpit supply during the period of the paid parental leave. Additional assistance of up to $2,500 is payable to the congregation should an unforeseen complication necessitate an extension of the eligible minister's paid parental leave, such as an extended hospital stay or medical complications for the child, minister or spouse. To be eligible for assistance under the Parental Leave Program, the congregation’s pastor must satisfy all of the following criteria: 1. be a credentialed minister in the Christian Church (Disciples of Christ) with standing; 2. serve, in full-time or part-time paid capacity, a congregation that offers paid time off under a parental leave policy (which leave is in addition to vacation time, sick leave, sabbatical leave, and unpaid leave); and 3. be eligible for and take leave under the congregation's parental leave policy. To apply for a grant, provide the following items at least 30 days before the start of the anticipated leave period. Include all attachments (including this form) in a single email and send to [email protected] with “Parental Leave” in the subject line. 1. A letter signed by both the minister and board chairperson, requesting a Parental Leave grant. The letter should address: a. How much money is requested (up to $2,500); b. How the funds will be used; c. Anticipated dates for the paid parental leave; d. -
Freedom to Achieve More
FREEDOM TO ACHIEVE MORE ANNUAL REPORT CONTENTS 3 Message from Management 62 Bank Development Results 4 Message from Ruben Vardanian 63 Key Growth Indicators 6 Message from Artak Hanesyan 67 Assets 8 Major Achievements in 2013 70 Liabilities 12 About Ameria Group 73 Development of Management Systems, 13 Ameria Group of Companies Technologies and Infrastructure 16 Historic Milestones of Development 75 Clients and New Products 20 Global Partners 76 Corporate Banking 22 Philosophy and Values 79 Business Lending 23 Mission and Philosophy 82 Finance Lease 25 Our Values 83 Factoring 25 Strategy 85 Trade Finance 26 Corporate Social Responsibility 86 Retail Banking 28 Corporate Governance and Risk Management 89 Retail Lending 29 Ameriabank Shareholders 94 Payment Cards 29 Ameriabank Management 97 Salary Projects 32 Core Management Principles 97 Money Transfers 33 Organizational Chart of the Bank 98 Investment Banking 35 Corporate Governance and Risk Management and Trading Operations 37 HR Management 99 Financial Institutions 39 Client Relationship Management 99 Corporate Finance 40 Risk Management 101 Capital Markets 44 External Environment 103 Mergers and Acquisitions 45 Macroeconomic Prerequisites 105 Trading 51 Legal Framework, Government Regulations, 106 Ameriabank Strategic Goals and Plans for 2014 Financial Infrastructure 110 Financial Statements 54 Banking Sector of Armenia and Independent Auditors Report 58 Position of Ameriabank in the Banking Sector of Armenia 118 Useful Information about the Bank 2 ANNUAL REPORT 2013 обращение руководства MESSAGE FROM MANAGEMENT Message from Ruben Vardanian Dear Ladies and Gentlemen I am happy to announce that due to trust for the 4th consecutive year has undertaken the Board by engaging independent board members and loyalty of our clients, proficiency of our organization of Christmas charity auction aimed and following corporate governance codes and management team and Board members, as well at medical treatment of 17 kids with various policies. -
Structure of Private Pension Systems
8. PRIVATE PENSIONS AND PUBLIC PENSION RESERVE FUNDS STRUCTURE OF PRIVATE PENSION SYSTEMS Key results The pension landscape includes various types of plan worldwide. Occupational and personal plans coexist in most OECD countries. In 2016, the size of occupational plans in terms of assets varied greatly across countries. In most cases, pension funds would administer these plans although there are some notable exceptions (e.g. Denmark, France). Personal plans and occupational defined contribution plans are gaining importance at the expense of occupational defined benefit plans. The pension landscape includes various types of plan hybrid DB plan) provide benefits based on a fixed worldwide. For example, pension plans may be accessed contribution rate and a guaranteed rate of return (the through employment or by individuals directly without any guarantee is provided by the sponsoring employer, hence involvement of their employers. When plans are accessed these plans are classified as DB). Such plans are part of the through employment and were established by employers or pension landscape in Belgium (where by law, employers social partners on behalf of their employees, these plans are must provide a minimum return guarantee), Japan and the considered as occupational. The OECD taxonomy classifies United States. Mixed plans are those where the plan has plans as personal when access to these plans does not have two separate DB and DC components which are treated as to be linked to an employment relationship and these plans part of the same plan. For instance, the plan may calculate are established directly by a pension fund or a financial benefits under a DC formula up to a certain age before institution acting as pension provider without any retirement and apply a DB formula thereafter. -
Reforming Kazakhstan's Pension System
Social Protection Project Briefs Reforming Kazakhstan’s Pension System azakhstan was the last republic to declare weaknesses and poor management resulted in its independence from the former Soviet shortfalls in the collection of contributions. Pension Union in 1991. The severing of economic links payment arrears were at $398 million at the beginning led to a decrease in the real gross domestic of 1996 and peaked at $474 million (about 2.5% of GDP) Kproduct (GDP) of more than 50% from 1990 to 1995. The by the end of June 1996.3 transition period was accompanied by declining average By end-1996, Kazakhstan’s pension system was incomes, increasing unemployment, deteriorating social close to breaking down. The build-up of back pensions services, and decreasing standards of living. The impact had begun to be a focal point for social unrest. As an had been most severe on vulnerable groups, such as immediate response, in June 1997, the Government families headed by women, the children, and the elderly. enacted the “Law on Pension Provision in the Republic As the country gradually recovered from the slump of Kazakhstan” that became effective in 1998. The in 1996 with a real GDP growth of 1.4%, reforms were reform immediately transformed the pension system implemented to ensure macroeconomic stability and from an expensive pay-as-you-go (PAYG)4 system to improvement in social services, including privatization one that was fully funded through defined contribution of state enterprises, private sector development and accounts where workers and/or -
Civil Service Pension Schemes
Civil-Service World Bank Core Course on Pensions Washington, May 2015 Agenda Institutional arrangements for public-sector workers’ pensions Demographic pressures on finances Flexibility and portability of civil-service pensions Origins Civil-service pension schemes usually set up before national programmes independence of civil servants make working for the public sector attractive shift the cost of remunerating civil servants into the future Separate schemes then often persisted after national schemes established: ‘dualism’ Institutional arrangements around the world South Asia 7 Africa 32 7 Middle East/ North Africa 7 4 Separate East Asia 9 6 Integrated OECD 13 12 Latin America/ Caribbean 12 15 Eastern Europe/ Central Asia 27 0 25 50 75 100 Institutional arrangements Fully Institutionally Fully integrated Partially Entirely separate integrated separate with with top-up integrated with institutions and similar benefits arrangements top-up scheme benefits Chile Denmark Australia United Kingdom Austria Czech Republic Finland Canada Belgium Estonia Iceland Ireland France Hungary Israel Italy Germany Mexico Netherlands Japan Greece Poland New Zealand Korea Slovak Republic Norway Luxembourg Slovenia Portugal Spain Turkey Sweden Switzerland United States Institutional arrangements Separate Partially integrated 1 Integrated Angola Botswana Cape Verde Benin Lesotho Central African Republic Burundi Mauritius Chad Cameroon Namibia Ethiopia Congo, DR South Africa Ghana Congo, R Swaziland Nigeria Cote d’Ivoire Rwanda Gambia Sao Tome e Principe -
Gender Dimensions of Inequality in the Countries of Central Asia, South Caucasus, and Western CIS
A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Khitarishvili, Tamar Working Paper Gender dimensions of inequality in the countries of Central Asia, South Caucasus, and Western CIS Working Paper, No. 858 Provided in Cooperation with: Levy Economics Institute of Bard College Suggested Citation: Khitarishvili, Tamar (2016) : Gender dimensions of inequality in the countries of Central Asia, South Caucasus, and Western CIS, Working Paper, No. 858, Levy Economics Institute of Bard College, Annandale-on-Hudson, NY This Version is available at: http://hdl.handle.net/10419/173467 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. www.econstor.eu Working Paper No. 858 Gender Dimensions of Inequality in the Countries of Central Asia, South Caucasus, and Western CIS* by Tamar Khitarishvili Levy Economics Institute of Bard College January 2016 * Background paper prepared for the United Nations Development Program’s 2016 Regional Human Development Report for Europe and Central Asia.