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Transcript of The Emerging Pension Scenario in India
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A PROJECT ON
THE EMERGING PENSION
SCENARIO IN INDIA
Submitted to
Director General,
Prof. P.V. NARSIMHAM
By:
MS. AYESHA B. GAGRAT
M.M.S. FINANCE
ROLL NO. 15
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
OF THE MASTER OF MANAGEMENT STUDIES (M.M.S.)
DEGREE COURSE 2003-2005
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UNIVERSITY OF MUMBAI
CERTIFICATE
This is to certify that the project titled The Emerging Pension Scenario In
India, been submitted by Ms. Ayesha B. Gagrat, Roll No. 15, towards partial
fulfillment of the requirements of the Master of Management Studies
(M.M.S.) degree course 2003-2005, has been carried out by her under the
guidance of Prof. P.V. Narsimham at the K.J. Somaiya Institute of
Management Studies and Research, Mumbai 400 077, affiliated to the
University of Mumbai.
The matter presented in this report has not been submitted for any other
purpose in this institute.
Prof. P.V. Narsimham,
Project Guide & Director General,
K.J. Somaiya Institute of Management Studies and Research, Mumbai.
15th of March 2005
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Acknowledgements
I would sincerely like to thank my project guide,
Director General, Prof. P.V. Narsimham, for his
valuable support, guidance and encouragement given
to me during the course of this project.
I am grateful to the library staff of the institute for
their timely co-operation. I also thank the
administrative staff members for providing help at
various stages.
I extend my heartfelt gratitude to my colleagues and
other good wishers who contributed towards the
successful completion of my project work
Dated March 15 2005
Ayesha B. Gagrat
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Old age is the most
unexpected of all things that
happen to man.
- Leon Trotsky
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Preface
Preface
As science and medicine become more advanced, all over the world the population of old
people is growing rapidly. Supporting oneself at that age requires considerable savings
that have been got through good intelligent investment practices through the early years.
In India the joint family concept with the Patriarch as the pivot, traditionally provided
Old Age Security. This was adequate in a agrarian & rural society
But as time passed by industrialization and urbanization undermined the traditional
concept. Today, in India, old age seems to be most unanticipated and unfortunately the
groundwork for meeting the financial demand that old age entails is quite inadequate.
This report studies the pension sector in India along with the various reforms undertaken.
It starts by explaining what pensions are along with their characteristics. It throws light
on the current retirement benefit scenario in India, leading to the deficiencies in this
sector, thus the need for reforms. The recent reforms as well as the challenges ahead have
been highlighted in the report at the end.
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Table of Contents
Table Of Contents
1 Executive Summary.. 1
2 Introduction... 4
3 Pension Defined.. 6
3.1 What is Pension 6
3.2 Pension System Characteristics... 6
4 Current Retirement Benefit Scenario & Historical Background. 10
4.1 Current Schemes: For Government and Public Sector Employees. 11
4.2 For the Organised Sector Employees.. 12
4.3 For the Unorganised Sector. 16
4.4 Tax Treatment of Provident Funds, Pension & Regulation of their Funds.. 18
4.5 Latest Investment Guidelines .. 19
5 Need for Pension Reforms.. 21
6 Project O.A.S.I.S. 28
6.1 Introduction... 28
6.2 Goals before the OASIS Committee in framing the New Pension System.. 33
6.3 Features of the Report... 38
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Table of Contents
7 The Indian Pension Reform of 2003.. 46
8 Pension Fund Regulator and Development Authority Ordinance. 56
9 Challenges Ahead 70
10 Conclusion... 73
11 Appendix- A Case Study.... 75
12 References... 86
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Executive Summary
Chapter 1
Executive Summary
In India, retirement benefits consist of three different systems. There is the system of
Provident Fund, Gratuity and Pensions. Pension is a mechanism for saving for the old age
by building a fund during the earning years of individuals, which, if managed properly,
can provide them adequate income in their twilight years.
Everywhere old age is unanticipated but in India the groundwork for it is not enough. The
hangover of the welfare state ideology has resulted in government sponsorship of a
large part of pensions, which are a major part of government expenditure. As of now,
payment of pensions constitutes a large part of the governments expenditure. This is
expected to increase more so in the future as the improvements in health have resulted in
an increased life span of the elderly.
Indias Pension System has a low coverage and there is an under performance of
Provident Fund schemes. Investment restrictions exist along with administrative
difficulties. The private annuity market is underdeveloped and an increase in the informal
workforce is further widening the skew ness in the existing structure of pensions, which
in turn introduces distortions into the labour market. The Social Security system is based
on employer and employee contributions, which largely excludes the unorganised sector.
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Executive Summary
Also the differences in pensions between public and private sector employees as
compared to the public sector are wide. Thus there is an urgent need to reduce
government burden and involve the unorganised sector as at present the pension.
The reason that led to reforms was that the existing retirement benefit schemes suffered
from various drawbacks. Government worried over the ever-increasing cost of the
inflation linked Defined Benefit scheme, which was on a pay as you go basis. Reforms
were also triggered by estimates of the burgeoning pension liabilities of the Government.
Given Indias demographic forecast, life expectancy is increasing while birth rates are on
the decline, that is the share of population above the age of 60 is growing at a rapid rate.
Thus in the last few years, a number of important developments and studies have led the
Government of India to reexamine the various public programs meant to ensure old age
income security for its workforce and consider reform strategies which include an
increased role for privately managed, defined contribution schemes. The OASIS Report
first brought out the possibility of pension reform in India. The Committee presented its
report in January 2000 recommending a system for private-sector management of pension
funds to generate market-linked returns, based on individual retirement accounts, with
product choices, accessible through points of presence, contributions being flexible.
There would be professional funds management, as well as portability through
centralized record-keeping, central depository and administration.
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Executive Summary
While presenting the Union Budget for 2003-04, the Finance Minister announced the
Governments intent to introduce the above, pension system Also the government
proposed to set up a new agency called the Pension Fund Regulatory and Development
Authority (PFRDA) to supervise and regulate the functioning of this new pension system.
This initiative would enable the government to gradually transit to a fully funded pension
scheme for all its employees over the next few decades. It would also, for the first time,
provide a vehicle for informal sector workers to save for their retirement during their
working lives. This will in turn contribute to greater income security in old age for our
workforce as India enters its demographic transition. By reducing fiscal pressures caused
by unfounded or inadequately funded pensions and by channeling long-term savings
effectively, the new pension system will benefit a much wider population in the decades
to come.
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Introduction
Chapter 2
Introduction
It is surprising how the mathematics of compounding can manifest a relatively small
saving today into a sufficiently large pool of resources tomorrow. A countrys pension
system is an attempt at capturing this mathematical phenomenon into its policy initiatives
to ensure that the contributors to the Gross Domestic Product today are not left wanting
tomorrow. The relevance of an efficient pension system is further accentuated in a
developing economy where the smallest of policy changes can have the most complex
trickle down effect.
A formal old age security system has been neglected in India largely because a major part
of the nations population placed reliance on the next generation as an old age support
mechanism. But with the growing westernisation of the country, nuclear families appear
to be the order of tomorrow. With the age-old joint family system undergoing dilution, it
was about time that India formulated a robust pension system to provide adequate
income, to the aged in their twilight years.
Pension systems should be conceived as long-term financial contracts under which
pensioners contributions today are exchanged for benefits tomorrow. Monetary
payments on or after one has ceased to work, can be made in a number of ways, say lump
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Introduction
sum on retirement or regular series of payments for a certain number of years or lump
sum on death or series of payments to dependents etc. These can be in combination of
two or more or on stand-alone basis. All these benefits are known as Pension or
Retirement benefits or Superannuation benefits and exact nomenclature for the same type
of benefits varies form country to country.
In India, as of now, there is no unique definition of pension. What is commonly
understood by pension is the stream of regular monthly payments made till death,
commencing from retirement.
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Pensions Defined
Chapter 3
Pensions Defined
What Is Pension?
Pension is a mechanism for saving for the old age by building a fund during the earning
years of individuals, which, if efficiently and profitably managed by competent people,
can provide them adequate income in their twilight years. Pension systems should be
conceived as long-term financial contracts under which pensioners contributions today
are exchanged for benefits tomorrow.
A countrys pension system is an attempt at capturing this mathematical phenomenon and
when managed by competent people, can provide them adequate income to support
themselves in the latter years of their lives.
Pension System Characteristics
Pension products either individually or in group are placed in two types : the ones which
define or prescribe benefits which are delivered when due but assets are not created to
deliver the same prior to occurrence of the benefits. Necessary resources are arranged as
and when benefits fall due. In the other, assets are created to generate benefits to be
delivered when due, whether benefits are defined / prescribed in advance or not. The
former pension plans are called Un-funded or Pay-as-you-go (PAYGO) system and the
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Pensions Defined
later is called Funded. In either case, the benefits can be pre-defined in which case the
plan is called Defined Benefits (DB) type and in case where the plan is funded and
benefits are not pre defined or prescribed, the same is called Defined Contribution (DC)
type.
The following matrix explains the relationship.
Type DC DB
Funded
Un-funded
The pension products need to incorporate various characteristics so as to capture varying
circumstances. The following matrix attempts to capture the relationship of plan types
with various characteristics.
Characteristics Pay-as-you-go or Un-funded Funded
Financial System A method of financing
whereby current outlays on
pension benefits are paid out of
current revenues.
The accumulation of
pension reserves that
satisfy 100% of the
present value of all
pension liabilities owed to
current members.
Contributions Non Defined
They are neither fixed nor
Defined
A pension plan in which
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Pensions Defined
uniform. At the beginning,
when there are few pensioners,
the contribution is small but, as
the pension system matures
and the population ages, the
contribution must be raised.
the periodical pension is
prescribed and the benefit
depends on the
contribution plus the
investment return.
Benefits Defined
Benefit is regulated by law/
pension scheme, which
establishes its minimum and
maximum, provides a formula
to calculate the pension
according to the years of
service and amount of income.
Non-Defined / Defined
1. Non-defined : the
insured gets the pension
resulting from his / her
contributions (defined
contribution).
2. Defined : Defined
Benefits Plan where the
present values of all
obligations to date are
funded.
It has to be noted that under the DC scheme, the liability of the provider of the pension
scheme is fixed and has to be provided from year to year. Once the defined contribution
is made for the year, the providers liability ceases. Under a DB scheme, since the
ultimate pension payments are linked to the final salary, the liability is very much
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Pensions Defined
dependant on inflation as also the interest earned by the pension fund. If the DB scheme
is inflation linked, then the liability goes on increasing throughout the retired lifetime of
the pensioner.
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Current Scenario & Historical Background
Chapter 4
Current Retirement Benefit Scenario
& Historical Background
To understand the current Retirement Benefit scene a little historical background would
help. The current scene is substantially employee oriented. Also the Indian Pension
market is ring fenced by legislative provisions including taxation.
It has to be noted that in India, retirement benefits consist of three different systems.
There is the system of Provident Fund where the employee contributes a percentage of
his salary to a fund with a matching contribution from the employer. The accumulated
amount is given to the employee on his retirement. The second system is known as
Gratuity. This is a lumpsum payment by the employer on the employee ceasing to be in
service. The lumpsum will be a product of the final salary, the number of years of service
and the rate of payment of gratuity. The third system is the Pensions, a series of payments
made after retirement from service till the end of life.
The system of Pensions in India is a legacy of the British rule. The Civil Service in our
country have always had the Pension System of retirement benefits. In the corporate
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Current Scenario & Historical Background
world, in the early days of independence, this system was hardly in existence. It existed
only in some of the multinationals. The Provident Fund system has been in vogue in India
for a very long time. Some corporates also started giving gratuity over and above the
provident fund. With the two benefits in vogue and later on legislation making these two
benefits mandatory, the Pension system had no chance to grow. However, the first signs
of change did come with the passing of the Payment of Bonus Act, which places a cap on
the payment of bonus. Officers and executives were at the receiving end of this
legislation. To overcome this drawback many corporates started providing pensions as a
third benefit to their officers and executives.
With this background, discussed below is the current retirement system existing in India.
Current Schemes
1. For Government and Public Sector Employees
The Government of India and State Governments administer separate pension programs
for civil employees, defence staff and workers in railways, post, and telecommunications
departments. This is called the Civil Servants Pension Scheme (CSPS). These benefit
programs are typically run on a pay-as-you-go, and are index linked defined-benefit
schemes. The schemes are non-contributory i.e. the workers do not contribute during
their working lives. The entire pension expenditure is charged in the annual revenue
expenditure account of the government. The Government also operates Provident Funds
to which only the employees contribute. The employees are also entitled to gratuity to the
extent of death in service, which is very generous, and also on retirement from service.
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Current Scenario & Historical Background
The basic pension payable to an employee with service of 33 years and above is 50% of
10 months average of final salary, with proportionate amount for service less than 33
years. Basic pension attracts Dearness pension, which is revised form time to time in line
with the revision of D.A. of employees in service. There is also provision for
widows/orphans, pension in case of death of employee and disability pension.
Certain Quasi-Government organizations like Reserve Bank of India and Public Sector
Financial Institutions like banks and insurance companies also have inflation linked
defined benefit pension plans and employee contribution to provident funds.
2. For Organised Sector Employees
Employees' Provident Fund (EPF)
The EPF programme, established through the Employees Provident and Miscellaneous
Provisions Act 1952, is a contributory provident fund providing benefits upon retirement,
resignation or death, based on the accumulated contributions plus interest, from
employers and employees. The Act applies to specific industries and establishments,
employing more than 20 employees. The specified contribution is10-12% of salary from
the employee with a matching contribution from the employer.
Subscribers to the EPF have the option to make partial withdrawals for specified
purposes such as house construction, higher education for children, marriage, and
medical expenses associated with illness. Establishments covered by the EPF can either
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Current Scenario & Historical Background
have the EPFO manage the provident fund, or can undertake processes to qualify as an
exempt establishment, whereby they manage the provident fund themselves. In general,
exempted establishments are large companies. (Private Provident Funds)
In India since withdrawals are permitted from Provident Funds, it negates the purpose for
which it was originally set up for i.e. as a fund that would cover expenditure during the
lifetime after retirement.
There are similar enactments of Provident Funds applicable to specified vocations like
Seamens Provident Fund Act, Coal Mines Provident Fund Act, etc., which operate more
or less on similar lines as Employees Provident Fund and Miscellaneous Provisions Act.
Employees' Pension Scheme (EPS)
The EPS, established in 1995, provides for the payment of a members pension upon the
members superannuation/retirement, disability, and widow/widower pension, and
children's pension upon the members death. The EPS program has replaced the erstwhile
Family Pension Scheme (FPS). Employers that are not mandated to be covered may
voluntarily apply for coverage. The new scheme, known, as the Employees Pension
Scheme (EPS), is essentially a defined-benefit program providing earnings related
pension on superannuation, disability or death. Thus, EPF members are now eligible for
two benefit streams on superannuation a lump sum EPF accumulation upon retirement
and a monthly pension from the EPS. The amount of the pension benefit is based on the
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Current Scenario & Historical Background
employee's average salary during the final year of employment and the total number of
years of employment. Under the EPS, members must have completed a minimum of ten
years of service and must be atleast 58 years old. However, if an employee has completed
twenty years of service, he/she may obtain an early pension from age 50. Under this
provision, the amount of pension benefit is reduced by 3 per cent for every year falling
short of 58. Exemption from the EPS is allowed, but in this event, the employer will have
to cover the government's contribution.
However, participation to the EPS program was voluntary for the existing workers as on
1995 but mandatory for the new workers whose monthly pensionable earnings did not
exceed Rs. 5000, now Rs. 6500. Aggrieved workers alleged that the pension from the
EPS was substantially inferior compared to the public pension schemes and that the
return from the scheme was even lower than the provident fund arrangement. The debate
surrounding the EPS continues unabated till today, with many trade unions filing
litigations against the scheme.
This programme is funded by utilizing a part of the employers contribution to EPF
(namely 8 1/3% of the salary, with a cap on salary of Rs. 6500) The Government also
contributes 1.16% of the salary, the amount that they were contributing to the erstwhile
Family Pension Scheme. In a way this is defined benefit pension scheme with a defined
contribution. The E.P.F.O, which manages the scheme, gets an actuarial valuation
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Current Scenario & Historical Background
conducted form time to time. The latest actuarial report reveals a deficit in the fund of
Rs. 17,000 crores as revealed in the newspapers.
Employees' Deposit Linked Insurance Scheme (EDLI)
The EDLI programme was established in 1976. This programme provides lump sum
benefits upon the death of the member equal to the average balance in the members EPF
account for the 12 months preceding death, up to Rs. 25,000 plus 25 per cent of the
amount in excess of Rs. 25,000 up to a maximum of Rs. 60,000. This programme is
funded by contributions from the employer at the rate of 0.51% of salary.
Payment of Gratuity Act, 1972
In addition to the provident fund, workers in both public and private sectors receive a
second tier of lump sum retirement benefit known as gratuity. It is paid to the workers
who fulfill certain eligibility conditions like a minimum qualifying service period of five
years. It is equivalent to 15 days of final earnings for each years of service-completed
subject to a maximum of Rs. 350,000. The cost of gratuity is entirely borne by the
employer.
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Current Scenario & Historical Background
Pensions
For a very small minority of employed population, there are pension schemes also.
MNCs and large Indian industrial houses have designed a voluntary pension scheme for
the benefit of their staff (in most cases management staff). Most of these schemes are
non-contributory.
3. The Unorganised Sector
The Public Provident Fund (PPF) scheme, introduced about three decades ago, is meant
to provide unorganised sector workers with the facility to accumulate savings for old age
income security. Under the scheme, amounts between Rs 100 to Rs 60,000 per annum,
now RS. 70,000 can be deposited into the PPF account. These investments are eligible for
tax rebate under Sec 88 of the Income Tax Act and the interest is fully tax-exempt
under Sec 10.
The scheme has poor coverage because of ineffective marketing and the service delivery
is grossly inadequate. Being largely urban centric, the scheme is used more as a tax
planning vehicle by high-income savers than an old age income security plan.
In an effort to widen the reach of the social safety net for the aged poor, the central
government, in 1995, introduced a more comprehensive old age poverty alleviation
program called the National Old Age Pension (NOAP) under the aegis of the National
Social Assistance Programme (NSAP). The scheme aims to provide monthly pension to
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Current Scenario & Historical Background
thirty percent of the poorest elderly. This programme provides benefits for poor people
above the age of 75 years. Under the programme a pension of Rs. 75/- per month is
provided to eligible persons.
Besides the above there are many pension products of insurance companies and mutual
funds, which are essentially, tax centric. Tax benefits are available for investment in such
plans. Sec 10(23AAB) read with 80CCC of the Income Tax Act 1961 and Sec 10(23D)
along with Sec. 88 (2)xiii(c) provide tax relief for such schemes. To name a few schemes:
Jeevan Suraksha of LIC
ICICI Pru Forever Life of ICICI Prudential Life Insurance Co Ltd.
Retirement benefit plan form UTI
Kothari Pioneer Pension Plan from Kothari Mutual Fund
The formal old age income security system in India can thus be classified into three
categories:
The upper tier consists of statutory pension schemes and provident funds for the
organised sector employees.
The middle tier is comprised of voluntary retirement saving schemes for the self-
employed and unorganised sector workers.
The lower tier consists of targeted social assistance schemes and welfare funds for
the poor.
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Current Scenario & Historical Background
Tax Treatment of Provident Funds, Pensions & Regulation
of their Funds:
Under the present system, a beneficiary is entitled to a limited relief on the contributions
that he makes to Provident Fund and Superannauation Fund. Contributions made by the
employer are not taxable in the hands of the employee. Interest credited to the account of
the beneficiary is not taxed .On cessation of employment, accumulations from Provident
Funds are completely tax free (subject to a five year vesting).
In case of superannaution funds, the accumulations are permitted to be utilized to pay a
monthly/periodical income, which is taxable as salary. A part of this monthly income is
permitted to be commuted for a tax-free lump sum. The above mentioned position exists
for both the private funds as well as the statutory funds.
Private Pension/ Gratuity/ Provident Funds in order to qualify for tax benefits have to
obtain approval of their scheme form the Income Tax Department. The IT department
when granting recognition to the scheme imposes many conditions. The most important
is the imposition of the pattern of investments, which must be followed by the funds.
There is also a ceiling to the contribution that can be made. One provision for approval of
pension schemes is that on cessation of service, the fund must purchase the annuity from
LIC. This has been one of the factors, which has hampered the growth of Pension
Schemes in India.
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Current Scenario & Historical Background
The Government from time to time alters the guidelines on investment. The bias in
investment is more on Government Securities. Recently on revising the guidelines, the
Government has allowed investment in corporate equities for the first time.
Latest Investment Guidelines:
The latest guidelines to be followed from 1 st April 2005 for investment announced by the
government which are to be followed by non-Government, Superannuation Funds and
Gratuity Funds are as given below:
% amt to be
invested
(i) Certain defined Central Government securities and /or units of
such mutual funds which have been set up as dedicated funds for
investment in Government securities regulated by the Securities
and Exchange Board of India
25%
(ii) (a) Government securities as defined by any State Governments
and /or units of such mutual funds which have been set up as
dedicated funds for investment in Government securities
regulated by the Securities and Exchange Board of India and/or
(b) Any other negotiable securities where the principal and interest
is fully guaranteed by the Central Government or specified State
Governments.
15%
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Current Scenario & Historical Background
The exposure of a trust to any individual mutual fund, which ahs been set up as a
dedicated fund for investment in Government securities should not be more than 5% of
its portfolio at any point of time.
(iii) (a) Bonds/Securities of Public Financial Institutions, Public Sector
Companies and Public Sector Banks; and/or
(b) Term Deposit Receipts upto 3 years issued by public sector banks
(c) Collateral Borrowing and Lending
25%
(iv)
(v)
(a) To be invested in any of the above three categories as decided
by their Trustees
(b) Shares of companies that have an investment grade debt rating
from at least two credit rating agencies
30%
5%
(vi) The trustees, may invest upto 1/3rd of (iv) above, in private sector
debt instruments and/or in equity-linked schemes of mutual funds
regulated by the Securites and Exchange Board of India.
Any money received on the maturity of earlier investments reduced by obligatory
outgoing has to be invested in accordance with the investment pattern prescribed in the
notification
In case the rating of any of the instruments mentioned above falls below the investment
grade, confirmed by two credit rating agencies, the exit option can be exercised.
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Need for Pension Reform
Chapter 5
Need For Pension Reform
India A Demographic Analysis
Necessity is the mother of invention; this may be true of policy reforms also. The necessity for
pension reforms was triggered by estimates of the burgeoning pension liabilities of the
Government, given Indias demographic forecast. India is in the phase of a rapid
demographic transition. Life expectancy is increasing while birth rates are on the decline.
As per the report submitted by the Old Age social and Income Security Committee (OASIS),
global demographics suggest that the population of the world is ageing with about one-eighth of
the worlds elderly living in India. The share of population above the age of 60 is growing at
a rapid rate. Those who cross the age of 60 are expected to live till or beyond the age of
75. This has not sufficiently dawned in the minds of our people. They tend to be myopic
and are not saving sufficiently for old age, a period of 15 to 17 years beyond the age of
retirement. There is a serious threat that persons who were not below the poverty line,
might sink below the poverty line in their old age, since not enough savings have been
made by them. On the other hand, they have to incur heavy expenditure on health, neglect
of which will only worsen their quality of life. Destitution and ill health could lead to
rampant devastation of life of aged people under such circumstances.
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Need for Pension Reform
Populations, worldwide, are ageing. In India, while the total population is expected to rise
by 49% (from 846.2 million in 1991 to 1263.5 million in 2016), the number of aged
(persons aged 60 and above) is expected to increase by 107%, from 54.7 million to 113.0
million, in the corresponding 25 year period. In other words, the share of the aged in the
total population will rise to 8.9% in 2016 (from 6.4% in 1991). Population estimates
further suggest that the number of the aged will rise even more rapidly to 179 million by
2026 - or to 13.3% of the total Indian population of 1331 million.
Today, males and females in India at age 60 are expected to live beyond 75 years of age.
Thus, on an average, an Indian worker must have adequate resources to support himself
for approximately 15 years (and his wife for an even longer duration) after his retirement.
Traditionally, governments and societies provide economic security during old age
through pension provisions. Sound pension systems form a social safety net for reducing
poverty during old age. However, a rise in the number of older persons often causes a
corresponding increase in government expenditure on non-contributory pensions and
health services - since health and pension spending rise together. Higher government
spending on old age security has often been at the cost of expenditure on other important
public goods and services and has increasingly been a serious drain on government
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drawing a monthly salary of 6500 or more have the option to opt out from contributions
to Provident Fund.
Over 28% (13 million) of the salaried employees and approximately 89.2% (280 million)
of the workers (including self-employed and farmers) are not covered by any pension
scheme that enables them to save for economic security during old age. Though the
Public Provident Fund (PPF) was introduced in 1968-69 to provide a facility to self
employed persons to save for old age, it today serves only as a medium term savings
instrument with liberal withdrawal facilities and tax benefits. Thus, the present formal
provisions for old age income security in India cover less than 11% of the estimated
working population.
However, even for these individuals, incomes generally fall below poverty line during old
age despite the high levels of contribution (over 24% - among the highest in the world)
prevailing in India. This is primarily due to low real returns and generous withdrawals.
For instance, in 1996-97, Rs.2047 crores was prematurely withdrawn by 1.20 million
provident fund members to fund marriages, illness, housing and purchase of insurance
policies. In the same period, a total of Rs.3306.15 crores was paid out to 1.32 million
outgoing provident fund members on account of retirement, death or leaving service -
indicating an average lump-sum accumulation of Rs.25,000 per member.
Over the last decade, provident funds in India have earned a return of little over 2.5%
over inflation for their members (as against 11% in Chile). On the other hand, the long-
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run average rate of return on the equity index in India is 18.5%, which has the potential to
revolutionize the wealth accumulation over a worker's lifetime. The average wealth that
is obtained by investing Rs.5 per working day into the equity index, from age 25 to age
60, works out to Rs.36,00,865. Over such a long term horizon, there is a 99% chance that
equities outperform bonds.
While we witness an increase in the number of aged, and insufficient accumulations for
old age, the traditional, informal methods for income security, such as the joint family
system in India, are increasingly unable to cope with the enhanced life span and medical
costs during old age.
There is growing stress in the family system and there is an immediate need for
introduction of formal, contributory pension arrangements, which can supplement
informal systems. This problem is particularly important in India, which will enter its
demographic transition into increasing number of aged persons at lower income levels
than those seen in other countries which have since long introduced systems to cope with
the problems of an ageing population.
India has been among the enlightened nations, which recognised the need for social
security during old age quite early. The Provident Fund Act was introduced way back in
1925 for select public enterprises. We have the Employees Provident Fund and
Miscellaneous Provisions Act (EPFMP) of 1952 which covers 177 industries today. From
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1995, workers covered under the EPFMP Act, 1952 are also covered by the Employees
Pension Scheme. While these have been laudable steps, and are serving the working class
well, their coverage is woefully small, with only 11 percent of the working population in
India covered by them.
There is also the Public Provident Fund (PPF) scheme for self employed and those not
covered by the EPFMP Act. Though good in intention, the PPF has not been well
publicised, and as a consequence, its clientele is basically confined to large cities. It is not
easily accessible either.
The final reason as to why India needs reforms in its pension sector is that formal systems
of retirement income provision suffer from three major weaknesses problems of
funding, problems of investment restrictions and administered rates, and problems of
mismanagement of funds. Each of these problems is present to varying degrees in many
of the pension and provident funds in India. The ultimate impact of these problems will
be to place greater demands for taxpayer-financed bailouts of these funds a solution that
is not sustainable in an already difficult fiscal situation. This point has been illustrated in
the Seamans Provident Fund case attached in the appendix.
Thus to conclude, projections suggest that the number of aged will rise more rapidly to
176 million by 2026; i.e. by 2025, it is anticipated that about 13.3 percent of Indias
population will be above 60 years of age. This in monetary terms would mean that where
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the Government has to provide a lowly amount of Rs 100 per month as pension to the
projected 175 million elderly, it would translate into a whooping annual outflow of over
Rs 210 billion (about USD 4.7 billion). This figure may increase further if the increasing
average life expectancy is factored in the years to come. The proposed pension reforms
suggested to address this change in Indias demographics should be viewed in the context
of the existing pension system in India and its deficiencies.
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Chapter 6
Project O.A.S.I.S.
(Old Age Social And Income Security)
Introduction
The least noticed of the destitute in India are the elderly. Millions of elderly in India are
trapped in misery through a combination of low income and poor health.
The traditional support structure of the family is increasingly unable to cope with the
problem. In a world where the joint family is breaking down, and children are unable to
take care of their parents, millions of elderly face destitution. The emerging demographic
profile and socio-economic scenario of the country indicate that matters will worsen
dramatically in the years to come.
While there is a need to initiate poverty alleviation programs designed to support the
elderly, the gigantic dimensions of the problem defy an easy solution. The steady
elongation of life expectancy and declining birth rates are inexorably taking us towards
an India where there will be such a large number of aged persons, that a poverty
alleviation programme, which aims to pay even a modest subsidy would require a
staggering expenditure much beyond the capacity of the government.
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In this situation, the Government realises that poverty alleviation programmes directed at
the aged alone cannot provide a complete solution to the problem. Faced with such large
numbers, it is apparent that the problem will have to be addressed through thrift and self-
help, where people prepare for old age by savings accumulating through their decades in
the labour force. The role that the Government can play in this enterprise is to create an
institutional infrastructure to enable and encourage each citizen to undertake this task.
Project OASIS, the first comprehensive examination of policy questions connected with
old age income security, took birth in this background. The basic mandate of the Project
is to make concrete recommendations for actions, which the Government of India can
take today, so that every young person can genuinely build up a stock of wealth through
his or her working life, which would serve as a shield against poverty in old age.
It is interesting to note that India already has a high contribution rate to the provident
fund system from amongst salaried employees in large establishments. The challenge
therefore is not so much to ask workers to save more but to convert high saving rates into
old age security.
The inefficiencies of the pension system and Indias precarious pension liability was first
recognised by the Government in 1998. Consequently, the Government commissioned a
national project titled OASIS and nominated an eight member expert committee that
constituted of representatives from the Ministries of Finance, Labour and Social Justice
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chaired by Mr. S.A. Dave to suggest policy changes to the existing pension framework.
Thus the OASIS Project was commissioned as the first comprehensive study of Indias
pension sector by the Ministry of Social Justice and Empowerment, Government of India,
to Invest India Economic Foundation (IIEF) in August 1998. The OASIS Committee
commissioned over 25 research papers and studies to domestic and overseas experts and
conducted several technical consultations to elicit opinions and create policy awareness
and consensus on the core principals of pension system design. During the process, the
OASIS Committee also received inputs from a team of experts from The World Bank.
The final OASIS report was submitted to Indias Prime Minister on January 14, 2000 at
New Delhi.
While the original mandate and focus of the Project OASIS Expert Committees report
was on the ninety-percent of workers that are not covered by any pension scheme in
India, it eventually raised awareness regarding the overall state of the pension system. Its
proposals are now seen as an option to be considered beyond the informal sector.
Specifically, as the pressure on government finances due to an aging civil service grew,
the paradigm shift advocated by the OASIS report gained support.
Part of the awareness that was created by the OASIS Project and other efforts was
recognition of the deficiencies of the existing system that provided strong rationale for
reform. Low coverage, flaws in the benefit formula and indexation procedures that
produce inequities between and within generations, and most notably, the risk that
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promises could not be kept in light of projected pay-as-you-go deficits were found to
undermine the social objectives of the existing system. In fact, it was not clear that those
social objectives had ever been clearly defined and in this way, the OASIS Project helped
raise fundamental questions as to the objectives of the system itself.
Importantly, the OASIS Project brought the debate on pension system design and reform
into the public domain. However, even from the outset, the policy discussion was not
limited to the internal workings of the pension system. The fact that fewer than one in
ten workers are covered by a pension system in a country with high levels of absolute
poverty makes the indirect impact of the pension system on the economy more important
than usual. Such indirect effects could be positive for example, when a pool of long
term savings is created and is effectively channeled into projects that increase economic
growth, or when pension funds contribute to greater liquidity and depth in domestic
capital markets. However, these indirect effects can also be negative, as is the case when
governments use the savings to increase wasteful public consumption or when high
contribution rates add to the incentives for small firms to remain in the informal sector.
In the case of civil service pensions, the program may also begin to crowd out other
social programs as the pension bill eats up a rising share of tax revenues.
As the national dialogue on pension policy progressed, it was also important to recognize
the opportunities and constraints for pension reform created by changes in other parts of
the economy. There were important developments in the financial sector that improved
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the prospects of a funded pension system including the end of the 50 year monopoly of
the Life Insurance Corporation of India and the introduction of modern technology in
Indias securities markets. The growth of the private mutual fund industry, including
partnerships with foreign firms, is especially relevant to the proposed reform.
Meanwhile, the presence of new, voluntary private pension products provided additional
rationale for the creation of a specialized pension regulator. These developments made it
more likely that a defined contribution scheme of the type advocated by OASIS could
succeed.
The Ministry of Social Justice and Empowerment is entrusted with the nodal
responsibility for care of older persons. The Ministry has been increasingly concerned
with the issues of ageing, health and income security during old age as well as its close
links to mental and emotional well-being.
As a culmination of this growing concern, and coincidentally with 1999 being declared
the "International Year of Older Persons", the Ministry commissioned the national
Project titled "OASIS" (an acronym for Old Age Social and Income Security) and
nominated an 8-member Expert Committee to examine policy questions connected with
old age income security in India. The Project OASIS Expert Committee was mandated to
make concrete recommendations for actions that the Government of India can take today,
so that every young worker can build up a stock of wealth through his or her working life,
which would serve as a shield against poverty in their old age.
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The research and recommendations under Project OASIS have a twin focus: that of
further improving existing provisions, and, to devise a new pension provision for
excluded workers who are capable of saving even modest amounts and converting this
saving into an old age income security provision. The Report on reforms to the existing
provisions was submitted to the Ministry of Social Justice and Empowerment
in February 1999.
The objective of this Report is to recommend a pension system which can be used by
individuals spread all over India, which enables them to attain old age security at the
price of modest contribution rates through their working career. It is simple and
convenient to use and has the capability for converting modest contributions into
reasonably large and comfortable sums in an almost risk-free manner for old age security.
Goals before the OASIS Committee in framing the New Pension System
(a) Today, we in India face severe problems in the form of poverty amongst the elderly.
In addition, three powerful forces are at work which ensure that the problem will worsen
in the years to come:
Improvements in health are increasing longevity, which means that more people are
living to ever-longer life spans. Present demographics suggest that a person who survives
to age 60 has, on average, 17 years ahead of him. This number may rise to 25 years in the
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coming decade. This would mean that a person who retires at the age of 60 has to plan to
live for a quarter century without a wage income.
Families are becoming smaller as people have fewer children. Geographical labour
mobility implies that children are increasingly likely to be geographically separated from
their parents. Individual and social values are changing so that the joint family is
increasingly considered unattractive. All these factors are leading to a situation where the
young are increasingly unable or unwilling to have parents living with them.
Improvements in education and health are generating new expectations on the part of the
elderly for the minimal level of consumption that is considered acceptable.
(b) In the face of this problem, it is clear that anti-poverty programs will simply not
suffice in addressing the problem. The sheer number of the elderly is too large, and the
resources with the State are too small, to make anti-poverty programs the central plank in
thinking about the elderly.
International experiences, and common sense, suggest that Government dole is not
sustainable on a significant scale, that economic security during old age should
necessarily result from sustained preparation through lifelong contributions and the
central values that a pension system should emphasise are self-help and thrift.
(c) Hence, the need to establish an institutional infrastructure through which individuals
can prepare for old age while they are in the labour force, i.e. an efficient pension system.
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The role of the pension system is to encourage and enable old age preparation on the part
of a large fraction of individuals presently working in India.
(d) Most individuals in India are outside the organised sector. Thus the concept of a
"regular monthly salary" is alien to most of India, and hence the concept of a "monthly
pension contribution" is equally alien. The large number of workers who are agricultural
labourers or construction workers falls in this category. Unorganised sector workers may
change jobs, opt for spells of self-employment, move from one location to another and
also face temporary unemployment during their working lives. A pension system for
India should thus be flexible and useful to this mass of individuals; not just to the small
fraction of people in India who work in the organised sector, have a "regular monthly
salary", and undergo very little job mobility.
(e) Tax incentives are more or less synonymous with old age income security savings in
India. However, most individuals in India are not taxpayers, hence an exclusive focus on
tax incentives as a vehicle to encourage pension savings is misplaced. Indeed, in a
situation where the rich in India pay taxes while most do not, tax incentives which benefit
the rich may often prove to be regressive, as the revenue forgone may be made good by
some other form of commodity taxation.
(f) From a financial perspective, sound pension planning can be achieved by two factors:
(i) by obtaining continuous, uninterrupted accumulations and (ii) by using sound fund
management to achieve the highest possible rates of return. Once these two ingredients
are in place, the arithmetic of compound interest over multiple decades generates
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remarkable income security from even modest flow of savings. A rupee saved at age 25
turns into Rs 7.68 at the end of 35 years with a real rate of return of 6%. When either of
these two features are absent, old age income security is lost. If the accumulation is
broken by withdrawal, or if low interest rates are obtained through weak fund
management, then a much higher savings rate is required in order to avoid poverty
in old age.
(g) The terminal wealth at age 60 is highly sensitive to the rate of return. An
improvement of one percentage point in the rate of return -- i.e. from 12% to 13% - has
the potential to yield a 20% higher corpus at age 60. If the interest rate goes up from 12%
to around 15%, it can double the terminal accumulations. Improving the rate of return by
such percentage points, without sacrificing long-term safety of funds, is possible by
appropriate modifications in investment guidelines, and by entrusting funds to
professional managers.
(h) From a political economy perspective, a large stock of pension assets is a dangerous
thing. Pension programs face large political risk. Pension systems in all countries have
faced pressures from a host of special interest groups who seek to obtain "minor"
alterations of pension-related policies in order to benefit themselves. This has ranged
from buying shares of public sector companies, financing the Government debt,
transferring resources to states, financing infrastructure, subsidising inefficient financial
sector entities all the way to directed credit to "priority" sectors. Regardless of the merits
of any of these claims, the only goal that the pension system should serve is the well
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being of individuals who are the contributors and hence preparing themselves for old age.
This requires sound governance and sound pension system design. Individuals
participating in the pension system should have incentives to take interest in the
functioning of the system and block appropriation of their retirement savings by such
special interest groups.
(i) The challenge in building a pension system also lies in obtaining low administrative
costs, nation-wide collection, and adequate simplicity for participation by millions of
people with highly limited financial sophistication. The challenge also lies in obtaining
freedom from fraud, and in resisting the pressures which seek to apply pension assets to
further any agenda other than that of old age income security of members.
(j) Research commissioned by Project OASIS shows that regular savings at the rate of
between Rs 3 and Rs 5 per day through the entire working life easily suffice in escaping
the poverty line in old age provided the pension assets are invested wisely. This is an
extremely heartening feature of pension system design in India, since we can visualise an
extremely large number of people in India today who can save between Rs 3 and Rs 5 per
day and thus prepare themselves for old age income security. These numbers also remind
us that low contribution rates are not the essence of the problem.
(k) Systemic distortions and preferential treatment to certain provisions is undesirable
and we need to strive towards creating an equitable environment and simplified
provisions to encourage universal coverage both for salaried employees as well as self-
employed persons.
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(l) The pension system recommended in this Report can make an enormous difference in
the form of removing millions of people from the ranks of the destitute elderly in the
years to come. Each additional person who is able to plan for old age income security is
one less from the ranks that require the minimum support safety net in old age. This
powerful motivation is the central inspiration for the Report of the O.A.S.I.S. Committee.
Features of the Report
The Committee presented its report in January 2000 recommending a system for private-
sector management of pension funds to generate market-linked returns with, inter-alia,
the following features given in brief as below:
The pension system would be based on individual retirement accounts with full
portability across geographical locations and job changes.
The account would be accessible on a nationwide basis through points of presence
such as post-offices, bank branches, depository participants, etc.
Contributions to the pension account would be flexible; though pre-mature withdrawals
will not be permissible, micro-credit facility would be available against the pension
account.
Six pension fund managers would be appointed
to manage the pension funds based on the lowest fee bids.
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Each pension manager would offer three schemes, viz safe income, balanced income
and growth plans of which the pension account holder could select any one; further the
pension account holder would be free to switch between pension schemes.
Records of the pension accounts would be centralised with a central depository to
minimise overheads.
A separate Pensions Regulatory Authority would be set-up to regulate the pension
system.
Funds accumulated by the pension provider would be handed over to an annuity
provider on the pension account holder attaining retirement age.
A detailed explanation of the main points covered by the report is as under:
The new pension system should be based on individual retirement accounts. An
individual should create this account; have a passbook where he can see a balance that is
his notional wealth at that point in time; he should control how this wealth is managed;
this account should stay with him regardless of where he is or how he works. He would
make contributions towards his pension into this account through his working life
(whether employed in the organised sector or not), and obtain benefits from it after
retirement for the rest of his life. A heuristic sketch of the operations of this system may
be offered here.
(a) A person will open a single Individual Retirement Account (IRA) with the pension
system at as early a point in his life as possible. The account will provide the individual
with a unique IRA number that will stay with the individual through life. The individual
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would save and accumulate assets into this account in his working life, subject to a
minimum of Rs 100 per contribution and Rs 500 in total accretions per year. Individuals
would be free to decide the frequency of accretions into their accounts; there will be no
pressure to make a fixed monthly contribution. The account would stay with the
individual across job changes, spells of unemployment, and can be accessed at any
location in India. The individual would always have access to an account balance
statement showing his assets. All through, the individual would be empowered in having
control of how his pension assets should be managed. Finally, upon retirement, the
individual would be able to use his pension assets to buy annuities from annuity
providers, and obtain a monthly pension.
(b) In this entire process, a sound regulatory framework would give individuals an
umbrella of safety with respect to problems of risk management and prevention of fraud.
c) A key feature of the system described ahead is a high ease of access to the pension
system through myriad Points of Presence (POPs) which would be located all over India
and will include post offices, bank branches, etc. The individual would be able to visit
any POP in India (not just the POP where he had opened the IRA) and conduct
transactions on his individual retirement account. Every POP would exhibit identical
features, processes and procedures. These transactions would be extremely simple and
convenient, so as to require minimal knowledge about the financial sector.
(d) Individual accounts imply full portability: i.e. the individual would hold on to a single
account across job changes across geographical locations. Individual accounts will also
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give individuals the opportunity to alter their risk profile in the life cycle in an optimal
fashion (from high-risk, high-return investments at a young age to a low-risk, low-return
portfolio when approaching retirement) if they so desire, while allowing them full
freedom and flexibility in making their own choices. Individual accounts also interpret
individual accumulations as individual wealth; they eliminate the free-rider problem of
collectivist programs. The accumulation of retirement assets, in a form which is
manifestly visible as individual wealth, helps reduce the political risks that many pension
systems have suffered from.
Service delivery
(a) Individuals should be able to access and operate their retirement accounts from
"Points of Presence" (or POPs) located all over India. Any individual would be able to
obtain identical services from any POP located anywhere in India.
The facilities that individuals should be able to access are extremely simple :
Open an individual retirement account and obtain a permanent and unique IRA number
Submit contributions into this account
Obtain an account balance statement, and
Submit instructions governing pension fund management
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(b) The committee proposed a two-tier system where POPs with good information
technology and telecommunications facilities would offer better services than other
technologically constrained POPs. At a POP that has IT and telecommunications
facilities, all these transactions would be satisfactorily completed instantaneously. At
other POPs, there would be delayed responsivity: for example, when the individual asks
for an account balance statement, he would get it a few days later.
(c) The committee emphasized a need to harness the largest number of POPs possible,
while preferring POPs that have IT and telecommunications facilities. The universe of
POPs would include: Bank branches, Post offices, Depository participant offices.
Any other location from which electronic connectivity into a central computer system is
possible .
Centralisation of record-keeping and individual access
(a) The committee recommended that the Government should obtain centralisation of
record-keeping and individual transactions through a centralised depository. The
depository would be connected to the myriad POPs spread across the country. An
individual would be able to access any POP and conduct all transactions. Individuals
would be able to submit instructions with any POP which would transmit these to the
depository, which would in turn implement them with the relevant Pension Fund
Managers (PFMs). The accent on modern IT and communications, with a modern
depository, would yield superior services and a reduced risk of fraud, at a lower cost.
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(b) The basic architecture of the system is hence one where individuals deal with POPs,
which carry these instructions to the depository. The depository would maintain the
database of all individual accounts as well as the instructions given by each individual.
The depository would consolidate individual instructions into blocks of funds, which will
be handed over to PFMs. In this system, PFMs would be able to focus purely on what
they do best -- i.e. Fund Management. They would only obtain a single instruction from
the depository everyday, which will drive the assets under their management. This would
make it possible to sharply drop the fees and expenses in fund management.
(c) PFMs would be provided the database of individuals who have chosen them. This
would make it possible for PFMs to understand their user profiles, optimise sales
strategies, and offer improved services directly.
(d) The Depository will provide an IRA balance statement to each individual once every
six months. This statement will be forwarded at no cost to the individual through the POP
located closest to the individuals contact address.
The role for IT in lowering transactions costs
Technology-intensive solutions are often conceived to be expensive. However, an
essential insight into the problem of transactions costs is that the deployment of
computers and telecommunications is the essence of lowering transactions costs.
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The OASIS report was followed up by the World Bank report on pension reforms in
April 2001. The World Bank report critically reviewed the OASIS report and endorsed
that privatisation of pension sector was the need of the hour.
While the OASIS report suggested a pension framework for the organised sector, the
Finance Minister in his Budget speech for 2001 acknowledged that the Central
Governments pension liability had reached unsustainable proportions and announced
that a high level committee would be formulated to design a contribution based pension
scheme for new Government recruits. Further, the Finance Minister required the
Insurance Regulatory and Development Authority (IRDA), the Indian insurance
industry regulator, to devise an implementation plan for the OASIS report so as to
formulate a pension scheme for the unorganized sector.
As requested, the IRDA submitted its report in October 2001 in which it examined
various aspects of the OASIS report and suggested, inter-alia, the following:
Pension fund managers should constitute a separate legal entity to conduct pension
business.
The IRDA should regulate the pension sector since international experience suggests
that pension and life insurance industry is regulated by a common regulator due to
similarities in the sector.
There should be no ceiling on the number of pension fund managers.
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The pension fund managers should be vertically integrated to offer the full lifetime
process of fund management and annuities, though the pension account holder would
have the option of choosing an annuity provider of his choice.
Fund management would be on a passive basis so as to minimise transaction costs.
For about a year and a half after the IRDA submitted its report, no announcement was
made as regards either the policy on pension reform or the mechanism to implement the
suggested reforms.
Finally, the Finance Minister in his Budget speech for 2003 announced that the
restructured pension scheme in respect of new entrants to Government service was being
finalised and would soon be introduced. The Finance Minister also indicatedthat the
scheme would be available to all employers for their employees and to the self-employed
on a voluntary basis.
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A major change did occur in 1995 however, with the conversion of part of the defined-
contribution, EPF scheme to a defined benefit scheme in the form of the Employees
Pension Scheme. This was an important break with previous policy in two ways. First, it
extended the concept of a mandated annuity to the private sector for the first time.
Second, it added a new pension liability to the one that already existed with regard to
civil servants. In doing so, India became one of the last countries to join the century-long
march to dependence on publicly-managed, defined benefits schemes that are financed on
a pay-as-you-go basis.
India, however, can exhibit stark contrasts at times. Satellites and firms producing the
cutting edge of information technology are juxtaposed with brown-outs in the capital and
hugely inefficient state enterprises. While reforms open the insurance sector for the first
time in five decades to competition and set up a new insurance regulator, the government
is forced to bail out a quasi-public sector mutual fund. The introduction of a new, public
DB pension scheme in 1995 is followed a few years later by proposals for introducing the
first privately-managed, defined contribution pension provision in South Asia. The latter
pension reform was first proposed in 1998 by a special commission known as the Old
Age Security and Income Security (OASIS) Project.
In his annual budget speech in February 2003, Indias Union Finance Minister,
Mr. Jaswant Singh, announced a bold and progressive pension reform initiative with the
core elements of a privately-managed, defined contribution scheme that would eventually
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replace the non-contributory, defined benefit scheme of the civil service. In his Budget
speech, the Finance Minister said :
My predecessor in office had, in 2001, announced a road map for a restructured pension
scheme for new Central Government employees, and a scheme for the general public.
This scheme is now ready. It will apply only to new entrants to Government service,
except to the armed forces, and upon finalization, offer a basket of pension choices. It
will also be available, on a voluntary basis, to all employers for their employees, as well
as to the self-employed. This new pension system, when introduced, will be based on
defined contribution, shared equally in the case of Government employees between the
Government and the employees. There will, of course, be no contribution from the
Government in respect of individuals who are not Government employees. The new
pension scheme will be portable, allowing transfer of the benefits in case of change of
employment, and will go into individual pension accounts with Pension Funds. The
Ministry of Finance will oversee and supervise the Pension Funds through a new and
independent Pension Fund Regulatory and Development Authority.
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The key feature of this new system is the individual, defined contribution account. This
is a fundamental change and the first system of its kind in South Asia. The details of the
proposal began to emerge in the following months and included the following:
Reliance on private asset managers to be selected through a bidding process.
Centralized record-keeping and administration of individual retirement accounts.
Limited choice among investment portfolios.
Contribution rates set with the intention of providing roughly the same
replacement rate as current levels to a central government worker with a full
contribution history.
Also important is the population targeted for coverage by this new pension system. To
start with, only new entrants to central government service would be obliged to join the
new DC scheme while other workers would be allowed to do so on a voluntary basis, but
without contributions from the state. While this strategy avoids difficult issues related to
those civil servants that already have acquired pension rights in the old system, it also
prolongs the transition period and results in relatively small numbers of contributors in
the early years of the scheme.
Another significant element in the new system is the new pension fund supervision
agency. The first of its kind in the region, the Pension Fund Regulatory and
Development Authority (PFRDA) would be responsible for enforcing a set of regulations
which have yet to be issued. Presumably, the rapidly growing voluntary private pension
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sector as well as the enterprise-based schemes that operate in parallel, such as the
electricity board pension plans, would also fall under the new regulatory framework.
Finally, following recommendations by The World Bank and the Asian Development
Bank in two major studies, this new agency may eventually be charged with oversight of
the schemes currently supervised by the EPFO. In short, the PFRDA could bring the
entire pension sector under one supervisory umbrella for the first time in Indias history.
While the broad policy framework of the reformed civil service scheme has been
described, a plethora of design and implementation questions remain. Among the most
pressing are the following :
How soon can the appropriate information technology for collection and record-
keeping be constructed ?
What is the required size and budget of the new supervisory agency ?
What regulations must be issued and how are these to be coordinated with those
falling under the securities and insurance sectors (SEBI and IRDA, respectively).
How will the fund managers be selected and on the basis of what criteria ?
These are only a few of the several challenging issues facing public officials responsible
for implementing the reform, and the list of policy decisions to be made is much longer.
For example, the rules regarding the payout period have yet to be defined. Each of these
questions requires discussion about policy objectives as well as analytical work to spell
out the possible solutions.
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While a daunting task, there is ample international experience that shows systemic reform
is possible. Roughly a dozen Latin American countries have already introduced
individual account schemes and have managed (some better than others) the transition
from an unfounded, DB scheme to a funded, DC scheme. With regard to civil service
schemes in particular, most of the Latin American reformers have integrated their civil
service pension schemes with those of the private sector. In Eastern Europe, special
schemes for civil servants had already been eliminated during the socialist period.
While India will become the first South Asian country to introduce a privately-managed,
defined contribution scheme for its civil servants, there is some precedent elsewhere. A
similar arrangement to the one proposed, known as the Thrift Savings Plan (TSP), was
introduced for federal government workers in the United States after 1984 and has been
deemed a success after almost two decades. More recently in 2000, HongKong required
new civil servants to join the Mandatory Provident Fund system, a privately-managed,
employer-based, DC scheme that covers the entire labour force. Interestingly, the
pension scheme being replaced is essentially the same type of scheme as that found today
in India having been inherited from the colonial period.
In short, while this is a bold reform with far-reaching implications, it is a reform that is
demonstrably feasible. However, the task is huge and will take some time to implement
even under the best of circumstances.
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The New Pension Scheme
As promised by the Finance Minister in his Budget speech, the Government on August
23, 2003 approved contours of the radical transformation of Indias pension sector; the
pension scheme would initially be available to central Government employees. The
service delivery features of the new pension scheme are broadly based on the
recommendations of the OASIS report complemented by certain suggestions made in the
IRDA report, as illustrated in the following diagram.
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Indian Pensions
Authority
Depository
PFM
POPs
Annuity
Providers
POPs
PFM
PFM
POPs
POPs
I
N
DI
VI
D
UA
L
W
O
RK
ER
S
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While exiting at the age of 60 years or above, the individual would have to mandatorily
invest atleast 40 percent of the pension money to purchase annuity from an IRDA
regulated life An interim Pension Fund Development and Regulatory Authority
(PFRDA) will be set up to regulate the pension industry.
The Government has constituted the PFRDA on October 11, 2003 and proposed to put in
place the central registry and other necessary legislation/regulations, such that the new
pension scheme could be launched effective January 1, 2004.
On the other hand, the short-term fiscal pressures partly due to pension payments
made it more difficult to move quickly from an unfunded to a funded pension scheme.
The Union government as well as state governments have grown dependent on an
automatic source of deficit finance by way of the EPFO schemes, and the introduction of
an employer contribution to the new civil servants scheme would require additional
resources.
After several years, the rationale for pension reform, the cost of inaction and the
constraints to be taken into account, have percolated to the higher levels of government
and public awareness has increased. Even so, the reform announced by the Minister of
Finance in March 2003 represents but the first step in the proverbial thousand mile
journey.
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Pension Fund Regulator & Ordinance
Chapter 8
Pension Fund Regulator & Development
Authority Ordinance 2004
As the Government decided to have a defined contribution pension scheme for all their
recruits, steps had to be taken to implement the scheme. The Government has passed an
Ordinance titled The Pension Fund Regulator and Development Authority Ordinance
2004. this Ordinance lays down the framework for the operation of the defined
contribution scheme for the civil service recruits as also for any other pension scheme
which is not regulated by any other enactment. The salient features of this Ordinance are
reproduced below:
Objects:
An Ordinance to provide for the establishment of an Authority to promote old age income
security by establishing, developing and regulating pension funds, to protect the interests
of subscribers to schemes of pension funds and for matters connected therewith or
incidental thereto.
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Pension Fund Regulator & Ordinance
Short title, extent and commencement:
(1) This Ordinance may be called the Pension Fund Regulatory and Development
Authority Ordinance, 2004.
(2) It extends to the whole of India.
(3) It shall come into force at once.
Definitions:
(1) In this Ordinance, unless the context otherwise requires,
(a) Authority means the Pension Fund Regulatory and Development Authority
established under sub-section (1) of section 3;
(b) central record keeping agency means an agency registered under section 24 to
perform the functions of record keeping, accounting, administration and customer service
for subscribers to schemes;
(c) Chairperson means the Chairperson of the Authority;
(d) individual pension account means an account of a subscriber, executed by a
contract setting out the terms and conditions under the New Pension System;
(e) intermediary includes pension fund, central record keeping agency, pension fund
adviser, retirement advisor, point of presence and such other person or entity connected
with collection, management, record keeping and distribution of accumulations;
(f) member means a member of the Authority and includes its Chairperson;
(g) New Pension System means an the contributory pension system
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referred to in section 20 whereby contributions from a subscriber are collected in an
individual pension account using points of presence and central record keeping agency
and accumulated by pension funds for pay offs as specified by regulations;
(h) notification means a notification published in the Official Gazette;
(i) pension fund means an entity registered with the Authority under subsection (3) of
section 24 as a pension fund for receiving contributions, accumulating them and making
payments to the subscriber in the manner specified by regulations;
(j) Pension Regulatory and Development Fund means the fund constituted under sub-
section (1) section 37;
(k) point of presence means an entity registered with the Authority under
sub-section (3) of section 24 as a point of presence and capable of electronic connectivity
with the central record keeping agency for the purposes of receiving and transmitting
funds and instructions and pay out of funds;
(l) prescribed means prescribed by rules made under this Ordinance;
(m) regulated assets means the assets and properties, both tangible and intangible,
owned, leased or