Peninsula Pensions Employer

(PLOG) Meeting

Good Morning and Welcome!

Please help yourself to refreshments and find a seat

Introduction to the LGPS to start at 9:15am

Main Presentation starts at 10am

Local Government

Pension Scheme

Mark Griffin

Employer Liaison Officer

Peninsula Pensions

• What is the LGPS?

• 3 Tranches

• Increasing benefits

• Death

• Leaving before retirement age

• Protections

• Summary

• Questions

Overview of the Scheme

• National scheme for all local government

employees under age 75

• Operates under government legislation

• The fund is separate from the council’s budget

• Final Salary Scheme pre 31st March 2014

Career Average Revalued Earnings (CARE)

sc Scheme post 2014

What is the LGPS?

THE 3 TRANCHES

Membership up to 31 March 2008ERD 60 NRD 60 TO 65

Membership from 1 April 2008 to 31 March 2014ERD 60 NRD 65

Membership from 1 April 2014ERD 55 NRD STATE PENAGE

Annual Pension= Membership x Final Pay / 80 +

Annual Pension= Membership x Final Pay / 60 +

Annual Pension= Pensionable pay for each year / 49 (half that if in 50/50 section)

Automatic tax-free cash lump sum = 3 x Annual Pension

No automatic tax-free cash lump sum*

No automatic tax-free cash lump sum*

* Option to convert pension into tax-free cash

Care Calculation

• Normal Retirement Age = State Pension Age (minimum 65)

• Pension calculated as 1/49th of your actual pay for each year in the

scheme.

Scheme Year

Opening Balance

Pension Build upin year

Total Account 31 March

Cost of living adjustment

Updated Total Account

1 £0.00 £24,500/49 = £500

£500 3% = £15 £515

2 £515 £25,333/49 = £517

£1032 3.1% = £32 £1,064

50/50

• Pay half your normal contributions

• Get half your normal pension

• Any member can join this section - Elect in

writing

• Same level of life and ill-health cover as in the

main section

• Short term option (maximum 3 years)

• At retirement you can exchange some of your annual

pension for a tax free lump sum at the rate of £1 pension

for £12 lump sum

e.g. Retirement Pension = £20,000 pa,

and you elect to give up £1,000pa pension, you will receive

a £19,000 pension and a tax free lump sum of £12,000

• There are Maximum lump sum limits set by HMRC.

Tax Free Lump Sum

You have the option to retire from age 55 but there will be a reduction

applied for early retirement.

Flexible Retirement –If you reduce your grade or take a drop in hours

from age 55 with your employer’s consent your pension can be brought

into payment early.

Redundancy from age 55 - Payable immediately with no reduction

applied.

Ill health retirement – Your pension could be brought into payment

immediately and may also be enhanced depending on your ability to

undertake future employment

Early retirement

Early Retirement Reductions

➢ Additional Pension Contributions (APCs) Buy additional pension, to top up your pension by paying

monthly contributions. The maximum pension per annum

that can be purchased is £6822 per annum

(www.lgpsmember.org to apply)

➢ Additional Voluntary Contributions (AVCs) Pay additional contributions into an AVC fund. Then on

retirement this fund is used to purchase an annuity. There is no

limit to how much you can pay in

➢ Transfer previous pension rights into the LGPS

Increasing your benefits

Shared Cost APC

• Periods of:– Unpaid authorised leave and – Unpaid additional relevant child related leave

• Lost Pension

• Shared Cost – Employer 2/3rds, Employee 1/3rd

• Elect within 30 days of coming back to work unless employer allows longer period

• Spouse pension

• based on service/160ths

• Continues after remarriage

• Civil Partners and co habiting partners –

based on post April 1988 service only

• Co habiting partners – we will need

evidence of living together/financially

dependant

• Children’s Pension – payable up to 18 (or max

23 if full time education)

Death benefits

• Death Grant (Death in Service)

3 X pensionable salary

• Death Grant (Death on pension) 10 Years of

pension - less pension already paid if member

has post April 2008 pension service

(Peninsula Pensions has absolute discretion as to

where any death grant is paid. Evidence will and

expression of wish form)

Death Benefits

This Photo by Unknown Author is licensed under CC BY-NC-ND

• If you have been in the scheme less than 2

years you may be entitled to a refund

• If you have been in the scheme more than 2

years, you can -

- Defer your pension, or

-Transfer it to another pension provider

What happens if I leave?

before 1 April 2014

•All pension built up = fully protected

•Benefits up to 31 March 2014 based on final pensionable pay

when you leave

•Final Pay protection for those with a reduction or restriction in pay

In before 1 October 2006

•Rule of 85 - Age plus membership in whole years = 85

•Protection is dependant on your date of birth.

From 1 April 2014

• Underpin protection for those active 31 March 2012 within 10

years of Normal Pension Age

**All above subject to regulatory criteria**

Protections

• Secure Annual Pension

• A Tax free lump sum

• The option to draw your pension from age 55 to 75

• Death benefits cover for your loved ones

• The 50/50 option

Summary of benefits

What is the Member Self Service Facility?

The self service allows all members which covers, active, deferred and

pensioners to view information we hold on them.

Once signed up to the self service you can:-

• Calculate your own estimates/projections

• View annual statements

• Update your contact details

• View your pay advice, P60s and update your bank details once you have

retired

Where can I sign up?

The self Service facility can be found on our website at

www.peninsulapensions.org.uk and you can access by clicking on the below

Icon

Once you have joined the pension scheme we will send you an activation key

to login

Please note all communication we send out at Peninsula Pensions is

electronic, so you will need to sign up to receive your annual statements

from us. If you do not sign up you will not receive any statements from

us.

Contact us

• Website www.peninsulapensions.org.uk

• Email pensions@devon.gov.uk

• Telephone 01392 383000 ask for Pensions

• My details: mark.griffin@devon.gov.uk

• Telephone 01392 385372

Main Presentations

Your Presenters today are:

Mark Griffin – Employer Liaison Officer

Emma Davies – Senior Employer Liaison Officer

Shirley Cuthbert – Employer & Communications Team Manager

Assisted by Richard Tuck – Systems Development Officer

Agenda• Shirley - Senior Management Team

- Changes in regulations

- TUPE’s

Refreshment break at 11:15am

• Mark - Employer’s Guide

- Employer Discretions

• Emma - Employer & Communications Team

- General points to note

- Nice Developments

Expected finish time 1pm

Peninsula Pensions

Senior Management Team

Shirley Cuthbert

Employer & Communications

Team Manager

• New LGPS Regulations wef 1 April 2019

• Current TUPE/Admitted Body process

• January 2019 Fair Deal consultation

LGPS Brain Workout!!

Why?

• The Cost Cap – LGPS Part 3, Regs 115 & 116

• Permit Shadow Advisory Board (SAB) to recommend steps to the Secretary of State

ensuring overall cost of the Scheme back within target

• the Board must make recommendations if the overall cost is above or below by 2% or

more of pensionable earnings of members.

Expected LGPS Regulation Changes 1 April 2019

What does it mean?

• Improvements to the LGPS benefits effective 1 April 2019

• 2018 Autumn Budget announced return to Consumer Price Index Housing (CPIH)

when increasing pensions

• Removal of Tier 3 Ill Health

• Minimum Death in Service lump sum of £75,000 per member (not employment)

• Enhanced Early Retirement factors for all active members on 1st April 2019 to be

applied to all service.

Expected LGPS Regulation Changes 1 April 2019 cont’d

• New Member Contribution rates and bandings

a) A new 2.75% band at pay of £0 to £12,850

b) An expansion in size but reduction in rate for current Band 2 (5.8%) – £12,501

to £22,500 and be at a rate of 4.4%

c) An expansion of the top of current 6.8% band from £45,200 to £53,500

• New bandings take account of varying tax relief

• Move bandings out of regulations into guidance

Expected LGPS Regulation Changes 1 April 2019 cont’d

What does this meant to the scheme employer?

• Recommended benefit improvements estimated increase to total future service cost of

0.5% of payroll

• Within that total reduction in member contributions due to banding changes of 0.8% of

2019/20 potential equivalent increase to employer contributions

• All other things being equal package would see net increases in average employer

future service rates of 0.9% of payroll

Expected LGPS Regulation Changes 1 April 2019 cont’d

However all things are not equal

• Few employers pay average rate

– actual impact will depend on 2019 valuation process

in particular

a) Fund Actuary view on cost of each element

b) Employer’s membership profile

c) Mitigating factors eg life expectancy

d) extent costs amplified by factors such as reductions to future service

discount rates

e) upward/downward pressure of changes to employer deficits on total

employer rate

Expected LGPS Regulation Changes 1 April 2019 cont’d

What’s next?

• A short consultation is due in February and is expected to only be open for 3 weeks

and we will of course notify you of the decisions.

• SAB suggested to MHCLG to issue a comfort letter to enable administering authorities,

employers and software providers to anticipate the changes

• Recommendation, without pre-empting regulatory changes, would be to avoid

changing bands on 1st April until further clarification has been provided.

Expected LGPS Regulation Changes 1 April 2019 cont’d

And Breathe!

2 Main Types of Compulsory Staff transfer

1. Staff moving to a different scheduled employer within same Fund

2. Staff being outsourced to a new provider who become an Admitted Body

Additionally

Staff moving Funds following shared service agreement

Current TUPE/Admitted Body process

• Regulations give scheme members 12 months to elect to transfer benefits

if no decision received records to be joined

• Consulted with other Administration Authorities and decision to follow a simpler

process

1, records will be combined on TUPE

2, Scheme members will be informed this has been done

3, If disagree within 12 months records will be separated

• Benefits to Admin Authority & Employer

eg retirement cases soon after TUPE – no delays

Staff moving to a new scheduled employer within Fund

• Outsourcing employers should obtain actuary report prior to procurement exercise

Ensure that all know cost to be an LGPS Scheme employer

• Inform Peninsula Pensions Employer & Communications team asap who the new

provider will be and confirm staff involved

• Peninsula will provide Admission Agreement and Bond/Guarantor document for

signing

• Once signed Peninsula will arrange execution of the agreement

The Admitted Body route

• Guidance notes will be on the website

• Include Templates for

Staff TUPE details

Admission Agreements

Bond/Guarantor Documents

• Employer Responsibilities

Improving the process

• Consultation runs from 10 January to 4 April 2019

• It seeks views on the following areas:

1. Amendments that would require service providers to offer LGPS membership

to those compulsorily transferred from an LGPS employer (and remove the

option of a broadly comparable scheme).

2. Proposals that would automatically transfer LGPS assets and liabilities when

employers in the scheme are involved in a merger or takeover.

Fair Deal January 2019 Consultation

The background

• The ‘Fair Deal’ policy was introduced in 1999, setting out how pensions issues should

be dealt with when staff are compulsorily transferred from the public sector to

independent providers.

• transferred staff had to be given access to a scheme certified as being ‘broadly

comparable’ to their previous public service pension scheme.

• the Best Value Staff Transfers (Pensions Direction) 2007 covered employees of

English best value authorities

• July 2012 Government announced reforms which would see the removal of broadly

comparable schemes as an alternative to a public sector scheme.

Fair Deal January 2019 Consultation cont’d

The Proposals

• all LGPS scheme employers will be Fair Deal employers with the exception of:

1) further education corporations, sixth form college corporations and higher

education corporations (i.e. post-1992 universities), and

2) admission bodies.

As they do now, contractors providing services to the organisations listed above will be

able to provide access to the LGPS to transferred staff via entering into an admission

agreement with the pension fund (subject to meeting requirements and with the

agreement of the contracting employer), but there would be no obligation for them to do

so under scheme regulations.

.

Fair Deal January 2019 Consultation cont’d

• an LGPS employer must ensure that protected transferees are given access to

membership of the LGPS for so long as they remain a protected transferee and have

an entitlement to membership of the scheme.

• A protected transferee is an active member of the LGPS (or eligible to be one) and

employed by a Fair Deal employer immediately before being tupe’d to a service

provider in relation to the delivery of a service or a function of the Fair Deal employer.

• They will remain a protected transferee for so long as they remain wholly or mainly

employed on the delivery of the service or function transferred, even if the service is

subsequently sub-contracted or otherwise transferred to a different service provider.

• Transitional arrangements will cover staff already outsourced

Fair Deal January 2019 Consultation cont’d

• Where an employee is tupe’d to another public service pension scheme, the draft

regulations state they would not be eligible for the LGPS but would remain a protected

transferee. If following a re-tender, they are subsequently transferred to a new provider

which does not offer a public service pension scheme, they do not lose their

protection.

• Service providers and Fair Deal employers may wish to consider offering the same

status and protection to all staff who are providing a service as part of contract

negotiations, whether or not they were previously employed by the Fair Deal employer.

Fair Deal January 2019 Consultation cont’d

• Some LGPS employers already use pass-through arrangements with their service

providers where greater flexibility assists outsourcing.

• Consultation proposing that service providers do not necessarily need to become

admission bodies in the LGPS to participate in the scheme. Instead, ‘deemed

employer’ status could be used instead.

• Deemed Employer means that, for specific groups of employees, their ‘scheme

employer’ in the LGPS is not their employer in employment law, but is the ‘deemed

employer’ instead.

• The draft regulations also provide that the deemed employer approach can only be

used by academy where they follow DfE guidance on the use of the deemed employer

approach.

Fair Deal January 2019 Consultation cont’d

What does this mean?

• The service provider would not have full scheme employer responsibilities under the

LGPS Regulations 2013.

• Default position would be Fair Deal employer retaining majority of scheme employer

responsibilities (including contributions and funding risk).

• The service contract between the parties to cover the detail of the pensions

relationship, including the sharing of risk. Guidance to be provided by SAB

• The service provider will retain an administrative role in relation to the pensions of their

employees including strain costs

Fair Deal January 2019 Consultation cont’d

“

Fair Deal January 2019 Consultation cont’d

“Our Fair Deal proposals will strengthen the pensions protections that apply following an outsourcing

and it is intended that all transferred staff of relevant LGPS

employers will benefit equally from the new provisions.”

Time for a break

Back in 15 minutes please

Employer and Webpage Guide

www.peninsulapensions.org.uk

What are the Employer Web pages?

• Contact information for Peninsula Pensions

• Access to forms for updating employer information

• Request training and Employee pension talks

• Access to the employer guide

• View employer newsletters and latest news

• Portal to further information on the LGPS

Contact Information

• Employer based Teams

• Devon schemes (not including DCC, Police & Fire non-officer schemes, and Plymouth University) - Chris Collyer

• Somerset schemes (not including Police & Fire non-officer schemes) – Annette Wass

• Devon County Council, Police & Fire non-officer schemes, and Plymouth University – Fiona Samways

• Employer Team Contacts

Update Employer Information

• Our contacts with you

• Authorised signatories

• Delegation to payroll providers

• Changes to your IDRP officer

• Link to sign up to employer self service

Training And Employee Talks

• Training on your responsibilities and information we require as an employer in the LGPS, via Skype or visits.

• Employer training sessions on a particular topic ie final pay, assumed pensionable pay etc.

• Employee talks on the Local Government Pension Scheme

• Audio guide to LGPS

New Employer Guide

• Aims to be a one stop shop for what we expect from you as an employer. Covers every process from a new entrant to a leaver and what you need to do

• Available on website in the next 2 weeks and will be updated regularly

Employer Newsletters and latest news

• Access to previous Pensions Line’s and latest employer news.

• Update on important issues, regulation changes.

• Sign up on website.

Other Information available

• Website holds guides on particular topics

• Retirement FAQ

• Admin strategies

Discretions Reminder

• Reg Changes to the Discretions in May 2018

• New mandatory discretions• Whether to switch on the 85 year rule upon the early voluntary payment of a

member’s deferred benefits.

• Whether to switch on the 85 year rule upon voluntary payment of a suspended ill-health tier 3.(ceased active membership 1st April 2008 to 31st

March 2014)

• New template and guidance notes available in the next 2 weeks.

Required by law to formulate, publish and keep under review a pension policy confirming your decisions (Publish via staff intranet/notice board)

Copy should be sent to Pensions within 3 months of becoming a new employer within DCC or SCC Funds - within 1 month of any subsequent changes.

May wish to consult employees/unions before making or changing your policy

Academies need their own policy – can use LA’s Policy

one policy for Multi-Academy Trust to cover all Academies

If your policy is to allow flexible retirement you must also have a separate policy document

Emma Davies

Senior Employer Liaison

Officer

Employer & Communications

Team

Shirley Cuthbert

Employer & Communications Team Manager

Mark Griffin

Employer Liaison Officer

Bev McCarthy

Pensions Assistant

Emma Davies

Senior Employer

Liaison Officer

Employer

Training &

Guidance

Complaints

and issues

Member

Talk’s and

121’s

Process

development &

improvement

To Note…• Term-time employee’s – please remember:

(See Appendix and Pensionable Pay guidance on website)

• APP for Tier 1 & 2 Ill Health Retirements and Death in Service - calculate in usual way but

using the average of 3 complete pay periods prior to the date of retirement/death (More guidance

within LGA Payroll Guide and on our website – APP Guide and Quick Guide to APP)

• Employee’s aged 75 & Over – Not eligible for LGPS membership. Please check an employee’s

age before you automatically enrol them into the Scheme.

• ‘Pensions Line’ – Employer e-zine main way of communication and helps to keep employers

updated.

• End of Year Reporting - Systems Team will be contacting employers early March

• Date for the diary - Friday 22nd February 2019 - Devon Fund Investments

Annual Consultative Meeting County Hall Exeter (Daw Room)

Devon Fund

Weekly hours are adjusted to equate to a

full year using the weeks factor.

Full-time equivalent (FTE) pay = actual pay

uprated by adjusted hours

Somerset Fund

No adjustment to weekly hours

FTE pay reduced in relation to number of

weeks worked per year.

Data Quality ExerciseValidation of personal and financial data we hold for all active members.

Pension Regulator specification - Areas for analysis:

• Temporary NI Numbers • Missing starters and leavers

• Missing Payroll References • FTE salaries and dates

• CARE Pay • Hours worked

• Home addresses

Report provided detailing the active employment records we hold, highlighting any areas

which require attention.

Once process is complete, data to be sent electronically a monthly basis via interfaces or

Employer Self Service (ESS)

Will not replace the Annual Return – aim to improve process and queries arising.

Launch next few weeks – starting with smaller employers.

More information on the website next week

InterfacesRoutine exchange of common data in a pre-determined format (Excel)

5 primary interfaces:

1. CARE Pay (Career Average Revalued Earnings) *

2. Starters

3. Address Changes

4. Hour changes

5. Service breaks

*CARE Pay – needs to include all casual employees regardless of whether actually claim – not listed we assume leaver

Pensions Interfaces mailbox: pensionsinterfaces-mailbox@devon.gov.uk

Benefits to Employer

• Standardised data format

• Instant & secure delivery

• Quicker completion than individual

forms

• Possible to extract from payroll

• One method of providing data

Benefits to Peninsula Pensions

• Regular and predictable flow of data

• Quick and efficient record amendment &

creations

• Data higher quality

• Easy to archive

• Satisfy audit requirements

Monthly Interfaces

This Photo by Unknown Author is licensed under CC BY-NC

Introduction Thank you for choosing to use interfacing as a means to provide Peninsula Pensions with your pension data. Using interfaces has benefits for you the employer, mainly these are :-

1. The Data is in a standardised format. 2. Instant and secure delivery via email 3. Quicker to complete for large volumes of data as opposed to individual forms.

4. The Data extracted directly from payroll means less human error. 5. One point of contact for you to provide the data to, which is the Systems Team, and one method of providing the data, email Benefits for PP are:- Regular and predictable flow of data. Easier to create and maintain large volumes of member data Data generally of a higher quality in a legible easy to follow format. Interfaces are easy to archive, to meet internal and external audit requirements. There are five main interfaces used together with two additional interfaces. CARE Pay. This details cumulative pay to date, PLUS any assumed pensionable pay, for every employee currently on payroll including casuals, regardless of whether they have been paid in that month or not. Starters. New entrants to the pension scheme in any given month. Address changes. For all employees who have changed their address. Hour changes. For part-time employees who have changed their hours, including full to part time and vice versa. Service breaks. For employees who have gone on parental, leave, or a leave of absence. The two additional interfaces are for Name Changes and Pay Reference changes.

All interfaces share some common data: • NI Number. Nine characters in length, adhering to the format XX000000X. Unique to a given employee and the primary identifier used within Peninsula Pensions. • Surname/Forenames. Employees full name in capital letters and long-form where possible (i.e. no initials). • Job Reference. (optional field). While not unique in itself, used in together with an employee’s Payroll Number it ensures that the correct record is updated (particularly important if the employee has multiple employments). If you make use of this field (strongly advised), it’s equally important to inform us whenever the employment/number changes. • Payroll Number. A unique identifier for each employee. No set format. • Scheme. A three digit number, indicating which pension fund the employee contributes to: 001 Devon County Council; 004 Somerset County Council; 601 Police Officers (new scheme); 801 Firefighters (new scheme). • Employer Number. A unique five digit number, assigned to every employer contributing to the pension fund(s). Contact Peninsula Pensions if you require confirmation of your number. You then have data which is pretty self-explanatory, though isn’t present on every interface: • Title. Mr/Mrs/Miss/Ms/Dr • Sex. Male/Female • DOB (Date of Birth).Short Date Format e.g. 04/05/1977. • Address Line/Post Code. Presented sequentially so please try to avoid data in Address Line 1, empty Address Line 2, data in Address Line 3. Do not include punctuation marks (esp. hyphens and commas) and abbreviations (e.g. FFF – First Floor Flat). Proper UK post code where appropriate. • Job Title. (optional field) A brief description of the employment in question. Useful to identify the members record , when used with NI Number & Payroll Number

Completing an Interface Template In our introduction we introduced 5 main, plus 2 additional templates that are used for interfacing. We will provide you with a copy of each of these templates, and they can also be found on our website. Key Points about your data.

• It is important that your data adheres to any criteria that we have referred to during this presentation, so where applicable, Capital Letters, Short Date Format, and Long Form for members names.

• After you have extracted the data from your payroll, please ensure the data is ‘clean’ before pasting in to the relevant template, we advise exporting your data to Excel, removing all calculations, links and formulae, and then pasting ‘values’ in to the template. Data that contains incorrect formatting, links and formulae will be returned.

• Please include only the data that has been asked for. So, no additional comments, calculations or information.

• There are several processes we need to undertake between receiving your data and it appearing on the members record, so following the points above, and providing us with a ‘clean’ template helps make that process so much easier.

For the purposes of this presentation we are only going to look at the 2 main Interface templates, CARE Pay and Starters. So, lets have a look at our first template CARE Pay.

CARE Pay (Career Average Revalued Earnings)

Starters

Further Information & Contacts Further information on Interfaces can be found on our website, where there is a useful guide which accompanies this presentation. Once you have completed your Interfaces these need to be sent to: pensionsinterfaces-mailbox@devon.gov.uk The Pensions Interfaces Mailbox is monitored throughout the working day, so may be used as a method of contacting the Systems Team with queries/general questions about interfacing. Feel free to address your email to the individual responsible for your employer: • Tom Bird – Devon County Council + Devon fund employers (non-schools) tom.bird@devon.gov.uk • James Dyche – Devon fund schools james.dyche@devon.gov.uk • Sophie Downer – Somerset County Council + Somerset fund employers (non-schools) sophie.downer@devon.gov.uk • Steve Bradford – Somerset fund schools, Police Officers, Firefighters steve.bradford@devon.gov.uk • Edward Hipkiss – District, Borough, City, Parish, Town Councils edward.hipkiss@devon.gov.uk Please note that the team should only be contacted specifically regarding the interface process/contents; general queries should continue to be raised through existing established channels. If you would like to speak to the member of the Systems Team responsible for your employer then please call 01392 383000 and ask for them by name. We hope you find this guide useful and look forward to receiving your monthly interfaces soon. Thank you.

Nice Developments

Listened to feedback

Request to make processes easier and more efficient

How can we improve they way you submit data to us?

We are making

Progress!

Employer Self ServiceRe-launch of ESS

https://employers.peninsulapensions.org.uk/employerservicesweb/login

Need to register for activation key – authorised at PP and access levels set

(registration guide on website: https://www.peninsulapensions.org.uk/lgps-employer/)

ESS Provides:

• Direct access to members pension record

• Ability to create a new starter – replaces word starter form

• Ability to notify PP of change in hours

• Ability to update changes in details – name, pay ref and address

• Perform estimates to clarify strain costs

Check members records before using any forms to ensure no missing info.

Complete on screen and press submit – we do the rest!

Employer Self Service

Leaver form – not quite ready via ESS

but working on it!

More compact form in development to capture necessary information

Any changes must be done before via ESS or interfaces

Hope to be available via ESS very soon

Watch this space!

https://employers.peninsulapensions.org.uk/employerservicesweb/login

Link at the top of the slide – Register and Log in from this screen

Member search screen is self explanatory – type in NI Number for example and press search

Once member details shown, the menu choices on the left have expanded – if lots of hour changes, there will be a ‘Membership Details’ option

Choose ‘Member Update’ for amendments to the pension record – select ‘Member PT Hours Update’

Latest hours will be shown at the top of the screen. Simply input date of change and the new percentage then press ‘Save Changes’ and that’s it

To amend name, address, DOB, Pay ref etc, select ‘Member Update’, ‘General Amendments’. Input the details and press ‘Save Changes’

To notify us of a new member, select ‘New Starter Creation’ and you will be prompted to input the NI Number – press ‘Submit’

Same as the word version on the website – complete all the relevant fields and press ‘Save’

For Estimates, choose ‘Benefit Calculation’

Choose quotation, input estimated date of leaving and select the reason for leaving (example we will see is for Redundancy) – then press ‘Proceed’

From summary screen, confirm reason for leaving then press ‘Proceed’

Input correct CARE pay estimated to DOL. Choose APB option if applicable. Press ‘Proceed’

FTE Pay will generate from the last annual return so check and change accordingly. Press ‘Proceed’

Summary/Results screen of member’s benefits – scroll down

Details of the strain cost payable is shown – press proceed to write the quotation back to the members record.

NB: Members will not be able to view any redundancy calculations produced

The quote can be viewed via ‘Documentation’

Important Date

Re-launch of Employer Self Service

(ESS)

• All starters and changes forms through

ESS or Interfaces only

• No paper versions available on website

• Need to register for ESS if not already

New Page on the website

• Systems team section to include guidance

for:

• Interfaces

• Data quality

• Employer Self Service (ESS)

11th

Following shortly….

Proposed combined on-line form

Work in progress….

• Continue to develop the Leaver form – review remaining pension forms

• Development of Workshops:

Pensionable Pay

Assumed Pensionable Pay (APP)

Ill Health

Suggestions will be captured vie employer survey

• Development of video tutorials

• Review of interfaces – possibly combined? Leaver information to be captured?

Consistency checks to be introduced

• On-going training sessions as requested by individual employers

• Website – Employer portal

• Communication - Pensions Line or instant message’s from website?

Need Help?

Contact the Employer & Communications team

direct via email at peninsulaemployers@devon.gov.uk

Website: https://www.peninsulapensions.org.uk

Mark Griffin, Employer Liaison Officer Tel: 01392 385372

Email: mark.griffin@devon.gov.uk

Emma Davies: emma.davies@devon.gov.ukShirley Cuthbert: shirley.cuthbert@devon.gov.uk

Thank you for listening!

Any Final Questions?

Disclaimer• The information contained in these slides are the authors interpretation of

the current regulations.

• The information is subject to change due to various factors including, but

not limited to, changes to rules and regulations introduced by the

Government Actuary's Department, HMRC and/or the CLG. Changes can

happen at short notice and may be implemented prior to the Council issuing

any future revised documentation.

• Readers should take their own legal / financial advice on the interpretation

of any particular piece of legislation.

• No responsibility whatsoever will be assumed by Peninsula Pensions for

any direct or consequential loss, financial or otherwise, damage or

inconvenience, or any other obligation or liability incurred by readers relying

on information contained in these slides.