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THE ADMINISTRATION OF RETIREMENT POLICY IN NIGERIAN PUBLIC SECTOR, IMPLEMENTATION PROBLEMS.

THE CASE OF UNIVERSITY OF NIGERIA NSUKKA.

BY

UKAH, FINIAN OKECHUKWU PG/M.SC/10/52617

DR. C. U. AGALAMANYI SUPERVISOR

DEPARTMENT OF PUBLIC ADMINISTRATION AND LOCAL GOVERNMENT

UNIVERSITY OF NIGERIA, NSUKKA

SEPTEMBER, 2011.

i

TITLE PAGE

THE ADMINISTRATION OF RETIREMENT POLICY IN NIGERIAN

PUBLIC SECTOR, IMPLEMENTATION PROBLEMS. THE CASE OF

UNIVERSITY OF NIGERIA NSUKKA.

BY

UKAH, FINIAN OKECHUKWU PG/MS.C/10/52617

A THESIS PRESENTED

TO THE DEPARTMENT OF PUBLIC ADMINISTRATION AND

LOCAL GOVERNMENT UNIVERSITY OF NIGERIA, NSUKKA

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE

AWARD OF MS.C DEGREE IN PUBLIC ADMINISTRATION

(HUMAN RESOURCE MANAGEMENT)

SUPERVISOR: DR. C. U. AGALAMANYI

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APPROVAL PAGE

THIS PROJECT REPORT HAS BEEN APPROVED FOR THE DEPARTMENT OF PUBLIC ADMINISTRATION AND LOCAL

GOVERNMENT UNIVERSITY OF NIGERIA, NSUKKA.

BY

____________________ ______________________ Dr. C. U. Agalamanyi Prof. Fab. Onah Supervisor Head of Department

____________________________ External Examiner

___________________________ Dean,

Faculty of the Social Sciences

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CERTIFICATION

This is to certify that Ukah, Finian Okechukwu, a postgraduate

student in the Department of Public Administration and Local Government

with Registration Number, PG/M.Sc/10/52617 has satisfactorily completed

the requirements for courses and Research work for the degree of Masters of

Science (M.Sc) in Public Administration and Local Government majoring in

Human Resource/Personnel Management. The work embodied in this thesis

is original and has not been submitted in part or in full for any other

diploma, certificate or degree of this or any other university.

---------------------------- ----------------------------- Dr. C. U. Agalamanyi Prof. Fab. O. Onah Supervisor Head of Department

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DEDICATION

This work is strictly dedicated to God Almighty for his endless

mercies and kindness during this study year. And also to my beloved father

Sir (Prof) M. O. Ukah, you were really a father and a mentor; your memories

shall continue to live in our minds.

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ACKNOWLEDGEMENT

Life is all about stages. Today we have found ourselves in another

stage of life, when it all began eleven years ago, who would have believe

that this was where we were going to be. All the same, I remain ever grateful

to God Almighty for his mercies, kindness in my life and for sustaining me

through to this point. “Thank you Lord”.

Who knows what it would have looked like, if I were not a member of

the Ukah family. I remain ever indebted to you people; Sir (Prof) M. O.

Ukah and Lady (Chief) Mrs. C. S. Ukah. In my next world, may I still

remain your beloved son. Today I belong to the camp of academic brilliance

and intelligence because of the stages I passed through in this department,

and this dream were brought to perfection when you, Dr. C. U. Agalamayi

was made my supervisor. I thank you for your kindness and strict

supervision; you only succeeded in making me academically sound. And to

the entire staff of the department, this is my eleventh year of academic

pursuit; I have no regret working with you all may God continue to

strengthen you all as you ensure academic development in this place (Prof.

Fab, O. Onah HOD).

With immense gratitude I wish to acknowledge all those whose

assistance and encouragement saw me through in this stage of learning, my

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brothers; Nato (Nnamdi Ukah), Odinaka Ukah, Emeh Ikechukwu, Kalu

Onyekachi, Julius Ugwu, Nweke Chikwendu, Eluwa Izuchukwu. All of you

are wonderful and so useful. I thank you all.

I will not forget in a very special way to say a very big thank to you

Mr. Ibeh, Chambers (Chief) for your encouragement, assistance and

guidance. All these I received from you in the cause of preparing this work.

Thank you and May God meet you at the point of your needs.

Miss Lyne Ijeoma Ukah the only sister I had and will ever have.

Although you are not here with us today because of death, I respect and

appreciate you forever. You put forth this challenge for me, may you rest in

perfect peace (Amen). To you my heartthrob (Eberechi E. N.) you brought

peace and happiness back to my life when I felt I had lost it all. May smiles

never live you sight, I thank you and appreciate you. You are a blessing to

me.

All your effort, support and encouragement saw me through and

attained me this present position. Thank you all, God bless you all, I will

always have and remember you all.

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ABSTRACT

It is an obvious fact that retirement is an exercise that awaits every worker; an inevitable stage that every worker must attain. But the exercise in Nigeria is one that is dreaded by all and sundry and this is borne out of the ineffectiveness and inefficiency associated with the implementation of the policy in Nigeria. Therefore, this study carried an in-depth research to examine whether retirement policy in the University of Nigeria, Nsukka is properly implemented and as well as to find out some challenges facing the Pension Act, 2004. The methodology adopted in the conduct of this research was both primary and secondary sources of data collection. 650 questionnaires were distributed to the staff of University of Nigeria Nsukka, while 603 were returned which was the figure that was worked with. The analysis of data showed that the administration of retirement policy in the University of Nigeria, Nsukka is not effective and efficient. Also, it was established that corruption is one of the problems that has hindered the proper implementation of retirement policy in Nigeria. Based on the findings of this study, it was recommended that the Act should be reviewed and that both retirees and potential retirees should form a committee that would monitor the exercise right from Abuja, Federal Government allocation to the University through NICON. In conclusion the improper implementation which is as a result of corruption hence the Act needs urgent review.

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TABLE OF CONTENTS

Title Page: - - - - - - - - - - i Approval Page: - - - - - - - - - ii Certification: - - - - - - - - - iii Dedication: - - - - - - - - - iv Acknowledgement: - - - - - - - - v Abstract: - - - - - - - - - - vii Table of contents: - - - - - - - - viii CHAPTER ONE: INTRODUCTION 1.1 Background to the study: - - - - - - - 1 1.2 Statement of the problem: - - - - - - 3 1.3 Objectives of the study: - - - - - - - 6 1.4 Significance of the study: - - - - - - - 6 1.5 Scope and limitations of the study: - - - - - 7 CHAPTER TWO: LITERATURE REVIEW AND METHODOLOGY. LITERATURE REVIEW 2.1 Concept of retirement: - - - - - - - 9 2.1.1 The origin of retirement in Nigeria: - - - - - 12 2.1.2 Retirement and pension policy in the public sector: - - 13 2.1.3 Challenges of the old pension scheme: - - - - 19 2.1.4 The new pension scheme: - - - - - - 21 2.1.5 Features of the pension reform in Nigeria: - - - - 22 2.1.6 Objective of the pension reform act of 2004: - - - 26 2.1.7 Functions of the commission: - - - - - - 27 2.1.8 Implementation problem of pension: - - - - - 31 2.2 Hypotheses: - - - - - - - - 34 2.3 Theoretical framework: - - - - - - - 34 2.4 Methodology: - - - - - - - - 37 2.4.1 Research design: - - - - - - - - 38 2.4.2 Sources of data collection: - - - - - - 38 2.4.3 Population of the study: - - - - - - - 39 2.4.4 Sample population the study: - - - - - - 39 2.4.5 Method of data Analysis: - - - - - - 40 2.5 Clarification of key concepts: - - - - - - 40

ix

CHAPTER THREE BACKGROUND INFORMATION TO THE STUDY: - - - 42 CHAPTER FOUR DATA PRESENTATION AND ANALYSIS 4.1 Data presentation and analysis: - - - - - 46 4.2 Findings: - - - - - - - - - 59 4.3 Discussion on findings: - - - - - - - 61 CHAPTER FIVE SUMMARY, RECOMMENDATION, AND CONCLUSION 5.1 Summary: - - - - - - - - - 65 5.2 Recommendations: - - - - - - - - 66 5.3 Conclusion: - - - - - - - - - 68

Bibliography

1

CHAPTER ONE: INTRODUCTION

1.1 BACKGROUND TO THE STUDY

The inevitability of ageing has made retirement a natural normal

phenomenon in the world of work. The importance of work lies in the fact

that it determines the social and economic status of an individual and

influences, philosophy, attitude, dressing, behaviour and belief of an

individual. However, despite the magnitude of work to individuals and

wellness of the society in general, work is inexhaustible to individuals,

hence workers must disengage from work (retire). Therefore, retirement is a

stage in life that is normal for any worker (public or private) that do not die

in active service must undergo. The life span of an individual is divided into

three phases, in which retirement is one. The first phase: period of birth up

to time of schooling or training before employment. The second phase:

period of work, an individual at this stage engage in activities for financial

reward. The third phase: the period of retirement is the point of severance

from work, which falls under the ambit of disengagement theory in social

gerontology. Here people must disengage so that the social system will not

be disrupted when an individual dies (Morgan and Kunkel 2001).

Owing to this inevitability, individuals prepare themselves and their

dependents, providing psychological and material needs in order to ensure

2

that the dependents have the ability to support themselves when they die.

Retirement is a major condition through which individuals gradually

relinquish roles and position within the social milieu owing to age.

Retirement is not tantamount to redundancy neither a palliative period, but a

time of self freedom with the compulsion of work dictates in which an

individual is free to spend his/her time as wished (Havighurist, 1968).

But in view of the continual increase in the number of retirees,

comfortable life for retirees is becoming a mirage. This is because it has

become cumbersome for the public and private sector meet financial

commitment for retirement, as payment of benefit is dog with difficulty

owing to increase in number of retirees, which is a direct consequence of

increase in the number of older persons in general. In an attempt to address

the challenges of fiscal distress in retirement, the Federal Government of

Nigeria Introduced the Pension Act of 2004. The act abolished non

contributory pension and introduced contributory pension. Despite the

pension Act, retirees still find it difficult assessing gratuity and monthly

pension.

The public service operates an unfunded Defined Benefits Schemes

and the payment of retirement benefits are budgeted annually. The annual

budgetary allocation for pension has been of the most vulnerable items in

3

budget implementation in the light of resource constraints. Indeed, even

where budgetary provisions are made, inadequate and untimely release of

founds result in delays and accumulation of arrears. As the scheme is

unfounded, there is no opportunity for the accumulation of indivisible

founds. Even when the funds were accumulated, pension fund administrators

will siphon it thereby making it difficult if not impossible for the retirement

benefits provided by the government to reach the supposed beneficiaries

(Amujiri, 2009).

More so, the administration of retirement policy in the University of

Nigeria has been faced with similar problems especially in the area of

implementation. It has even come to the point that pension fund

administration has made retirement so miserable that many workers are now

afraid of retirement in the University of Nigeria. And this goes to agree with

what president Obasanjo (2004) when he noted that over the years,

retirement in Nigeria society has became synonymous with suffering as if

ageing were a curse rather than a blessing.

1.2 STATEMENT OF THE PROBLEM

Currently, pension Act 2004 is faced with a number of challenges.

Such include perception of people about the pension act. Aborishade (2008)

described it as attack on the working class and the poor by successive

4

Nigeria government over the years. The problems of retirement policy in

Nigeria are divided into two: internal and external. External are those

emanating from the management such as pension fund administration and

employer (public and private sector) while internal are those in the domain

of pensioner

In the first instance, some scholars have criticized the issues of

investment of the pension funds in the stock market owing to loss recorded

as a result of crash in the capital market. From the position of Prof.

Oluwafemi Balogun, the Vice-chancellor of University of Agriculture,

Abeokuta as reported by Oni (2009), it was suicidal to invest 60% of

pension funds in capital market in view of the financial loss in the stock

market.

Another contentious issue concerning pension fund is fraud. Sonoyi

(2009) reported an investigated by the Independent Corrupt Practice

Commission (ICPC) in to 90 billion naira fraud as it concerns the pension of

the ministry of health in September 2008. In relation to this, employers

manipulate contributions of their employees by defaulting in payment.

According to (Amujiri, 2009) poor administrations inadequate

delivery structures for payments and lack of a database of pensioners have

resulted in delayed payments of benefits and consequent near destitution of

5

pensioners adverse publicity in the media and portrayal of society and

government as uncaring to the plight of its senior citizen. Such inherent

problems of the old pension scheme in the country have encouraged

corruption in the active work force.

With an estimated outstanding pension liabilities nation wide, about

N2 trillion, according to information from Federal Ministry of Finance, the

defined Benefits pension scheme cannot be sustained. The Nigeria Railway

Corporation is a classic case of unsustainable relationship between the

income generating and non income generating salary earners. According to

Omor (2005), the Nigeria Railway Corporation generates N 30 million every

month, it pays N 250 million to its regular workers. Then there is the

accumulated teachers pension itself a consequence of the same skewed

pension policy.

In fact, in Nigeria today, retirement that is supposed to be a glorious

exit from active service is now seen as a curse. Workers are no longer happy

to retire because there benefits are not paid. Consequently, many workers

prefer to die in office than to retire without being sure of their future. In

addressing the above problems, the following research questions are raised:

• What are retirement and pension all about?

6

• Is the retirement policy properly implemented in the University of

Nigeria, Nsukka?

• Employees of university of Nigeria are satisfied with the pension

scheme?

• What are the challenges facing the pension Reforms Act 2004?

1.3 OBJECTIVES OF THE STUDY.

The general Objective of this study is to examine the problem of

implementing the retirement policy in Nigeria. While the specific objectives

are:

• to find out what retirement and pension are and represent

• to examine whether the retirement policy is properly being

implemented in the university of Nigeria, Nsukka.

• to determine if the employees of the university of Nigeria are at home

with the pension scheme.

• to find out some of the challenges facing the pension Act 2004

1.4 SIGNIFICANCE OF THE STUDY

This research study serves as an appraisal for the administration of

retirement policy in the Nigeria public sector. It bring to the fore some of the

challenges faced in the implementation of pension Act as well as how vast

employees of the university of Nigeria in particular and the public sector at

7

large are with the new pension Act, 2004 and how they have come to

embrace it.

So, theoretically, the study will be of immense benefit to researchers,

writers etc who in the future may want to research for their in similar areas

or to extend the boundaries of this particular topic. The most beneficiaries of

the study are the students of the department of public Administration

students of political science in particular and the student of the social

sciences. It will also enrich both the libraries of the department of public

Administration and that of Nnamdi Azikiwe library, University of Nigeria

Nsukka as well as form a reference point for the entire institution.

Empirically, this research will be of tremendous benefit to policy

planners especially at the National level towards bridging the gap between

policy formulation and policy implementation in order to make sure that the

Nigeria retirees are well taken good care of at retirement and also ameliorate

the tears that have already been built in the mind of these retirees when they

leave active service. The recommendations posted in the study will help both

public and private organization especially private sector towards having

viable plans for their employees after retirement.

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1.5 SCOPE AND LIMITATIONS OF THE STUDY

This research covered various areas of the retirement policy in Nigeria

especially its administration in the area of the problems of implementing the

policy and how well the policy has succeeded in making life worthwhile for

retirees and low potential retirees perceived life after retirement especially

members of staff of the University of Nigeria Nsukka.

The researcher in the course of carrying out this study encountered

many limitations. The major limitation of this study was lack of time. With

the time given for the completion of this work in line with the university

academic session it was not easy for researcher to conduct an exhaustive

study with regard to the administration of the retirement policy in Nigeria.

Another limitation of this study was lack of financial support. A study

of this nature requires enough money to enable the researcher to gather

relevant information materials, cover transportation cost from his institution

to other organizations where relevant data can be generated in order to add

flesh to this study.

Also, it was difficult convincing some of the workers to supply the

needed information through questionnaire administered by the researcher.

Some of the subjected the researcher to rigorous bureaucratic process of

immense challenge was the dearth of information on this topic.

9

However, despite all these limitations, which affected the researchers

holistic approach to the study, the researcher managed to present a work that

will stand the taste of time.

10

CHAPTER TWO: LITERATURE REVIEW AND METHODOLOGY. LITERATURE REVIEW

2.1 CONCEPT OF RETIREMENT

Public servants retiring on the grounds of age should be treated as war

veterans and not as dead woods to be burnt (Ejiofor, 1987:204). Retirement

is the final bus stop in the ascension of the ladder of private or public

service. During this period, a lot of factors come into play which involve

counting of gains and losses, mistakes and exploits, witting and unwitting

actions and in addition during the period of service (Elezue, 1998:6)

Whether one works for the government, a parastatal, a private

concern, a non-organization the church as a priest or a pastor or whether one

work for himself/herself, one day one will eventually withdraw from these

activities for very many reasons to go and have a rest from the particular

activities. This action or process is known as retirement. For Watson

(1982:71) retirement means a voluntary or forced cessation of work in an

occupation for which a person was paid on agreed wage or salary. This

definition implies that a self-employed person cannot retire or is not

included in the list of those who should retire.

Retirement is a significant milestone in life and as such needs for

thought and planning. According to Price (2000), with the creation of social

security a financial incentive or pension was made available in older workers

11

to encourage younger workers take encourage younger workers take their

place, thus stimulating economic growth and progress. Oniye (2001) it is an

indication for of the concluding stage of the occupational cycle at which

certain material, vocational and experimental achievements are expected of

the retiree.

According to Akinade (1993), these include personality conflicts

among colleagues or with a person’s boss employer or with a person’s

spouse, frequent transfers by employers, feeling of being unwanted intense

unhappiness and dissatisfaction in work place. Dischof (1993), included

technological obsolescence, cyclonical unemployment and relocation of

major firms, as some other reasons for voluntary retirement of the part of

some other people.

Also, according to Alutu (1999) it is important to note from the on set

that among the various categories of workers in labour force in Nigeria, the

workers approaching retirement and the restored retired should be our great

concern. Again, Oniye (2001), Retirement generally implies the terminal

cassation, relaxation or change in ones economic activity, social/legally

prescribed for workers in later life. Akinlade (1993) retirement is a final

stage of life when one leaves and occupation which one had been involved

in for a considerable length of ones working life.

12

Oniye (2001) went further to assert that retirement in the opinion of

experts is an inevitable stage of ageing where the individual gradually

disengages from the main stream of active work/social life and is eventually

replaced by a younger person in most cases. He went further to affirm that if

a complex process demanding serious planning.

Atchley (1976) sees retirement as what affords the retiree the

opportunity of making new friend and expanding his social cycle for those

who are politically inclined, retirement is the time to take part in partisan

politics. In agreement, Amadi (1991: 95) agrees with the benefits of

retirement. Retirement affords the retiree more time and leisure opportunity

than usual.

To many people, retirement marks the end of middle age and the

beginning of old age, young people tend to see retirement as a time when

one is forced to leave the workforce and is put out to leave the workforce.

Retirement is a transition. To many a government/employer, the worker is

just like a used up or disused because (not parker ball pen) to be thrown off

or broken anywhere and how, without any second thought.

2.1.1 The Origin of Retirement in Nigeria

The practice of working to earn a wage as a means of existence is a

relatively new phenomenon in most developing countries, particularly

13

African countries like Nigeria. Before the colonization of the African

continent, most Africans engaged in subsistence agriculture on it’s available

vast and virgin farm land. A few engaged in cattle rearing or some form of

cottage industry like waving or blacksmithing. The African people were

mostly self-employed.

The idea of working for another person, no matter his status in the

society, and even for payment, was considered degrading because it was

associated with slavery. With the colonization of the continent, things began

to change. The colonial masters needed has labor to run their administration

and to develop the infrastructure that would facilitate the exploitation of the

natural and agricultural resources that would facilitate the exploitation of the

natural and agricultural resources of the territorial as these were needed in

the industries back home. The people were therefore forced against their will

to work for payment for their colonial governments. For instance, Lord

Frederick resorted to a policy of forced labour with pay in order to secure

sufficient labour needed for railway/road construction in Nigerian in 1918.

Though the forced labour policy was discontinued in the 1930s for a number

of socio-economic reasons, the institution of wage employment had by then

become established fostered by a number of social and economic factors

operating at the time.

14

The foundation for the present labour laws and practices in the

continent was thus laid by the colonial administrators. Thus, the practice

whereby workers in the modern sector of the economy are granted annual or

periodic leave away from their work as well as formal retirement from active

work originated from the colonial period.

2.1.2 Retirement and Pension Policy in the Public Sector

During retirement, a retiree public officer usually receives certain

benefits in the form of gratuity and pension. Gratuity is the sum total lump

paid to a worker on existing from the service either through withdrawal or

retirement, while pension is the sum of annuity paid periodically, usually

monthly to a public servant who disengages from service after attaining a

specified age limit usually 60 years or 35 years of active service.

In other words, gratuity and pension are post-employment benefits.

These benefits are designed to prevent a sudden sharp drop in the financial

capacity and living standard of the worker as would happen with the

stoppage of his monthly salary and allowances after disengagement. The

lump sum or gratuity he is paid is meant to enable the retiree finance any

post-retirement endeavour of his choice while the pension replaces the

monthly salary the retiree gets while he was still in active serve. In this way,

the retiree having spend a substantial part of his productive life working to

15

earn a living, can in his old age, that is, at retirement, sustain and maintain a

standard of living comparable to what he was used to while in active service.

It is based on this that most progressive government enact laws to back up

their policies on employment, retirement and pension in both the public and

private sectors of the economy.

The first pension legislation in Nigeria was enacted in 1951 referred

to then as the pension ordinance. Although the ordinance was promulgated

in 1951, it has retrospective effect from 1st January, 1946. At the attainment

of independence the sections 171,208 and 309 of the constitution of the

Federal Republic of Nigeria, Decree No. 12 of 1989 stipulates the protection

and regulation of the gratuity and pension rights of employees in the public

service at the local, state, and federal government levels and thus, constitute

primary source of pension laws and regulations in the country. The major

statues and statutory regulations for the management and administration of

public service pensions currently in force in Nigeria include:

i. Pension Decree No. 102 of 1979

ii. Armed Forces Pension Decree No. 103 of 1979.

iii. Local government staff pension board edicts enacted by the various

state governments pursuant to a presidential directives of 1987.

16

The Pension Decree No. 102 of 1979

The Pension Decree No 102 of 1979 which took retrospective effect

from 1st April, 1974, is the main legal instrument Governing Public Service

Pension Schemes of the various parastatals or organizations including,

government institution of higher learning as well as research institutes

operating the University Salary Structure (USS) scale are also governed by

the decree.

Consequently, Decree 102 1979 has been subjected to frequent

reviews by way of fresh government regulations, directives and

administrative circulars to bring it up to date with prevailing socio-economic

conditions in the country. For instance, in an attempt to alleviate the

impoverishment of a certain category of pensioners in the face of the

continuous accelerating inflation in the country, the federal government

increases the minimum pension to N2, 400 per annum in line with the level

of the minimum wage effective from 31st December, 1990. The fifteen years

period of qualifying service for pension originally stipulated in the decree

was reduced to ten years, effective from 1st June, 1992. The review also

reduced the period of qualifying service for gratuity from ten to five years.

These changes were converged in an establishment circular released in July,

17

1992. The same administrative circular also increased the Maximum Pension

for thirty-five year of service from 70% to 80% of final salary.

The review in September, 1991 stipulate that the circulation and

payment of retirement benefits be henceforth based on the retiring officer’s

total annual emolument rather than on just the terminal annual salary as

originally provided in the pension decree. There were other reviews which

increased annuities of retirees, taking into consideration inflation and the

increased in the rate of some fringe benefits granted workers in the public

sector. All these were done based on governments concern for retirees to

help sustain and maintain standard of living comparable to what they were

used to while in active service.

Table below shows the component unit of a public officers total

annual emolument.

Salary Grade Level: Component units of total emolument

01 – 09 (i) Annual Terminal Basic Salary.

(ii) Annual Transport Allowance

(iii) Annual Rent Subsidy

(iv) Annual Meal Subsidy

(v) Annual Utility Allowance.


18










17 and above (i) Annual Terminal Basic Salary.




(v) Annual Total Emolument of entire domestic staff (not

exceeding 2 domestic staff for officers on GL. 17 and

4 for officers on consolidated salaries holding

pensionable posts).

Source: Adopted from Federal Ministry of Establishment and Management

Service Circular Letter No. B. 63216/s. 11/x/702 of 25th January 1993.

19

Though the personnel department of University of Nigeria Nsukka, 10th July,

2003.

Certain rules regulate the administration of the pension scheme of

decree 102 of 1979 such as:

1. Public officers are entitled to payment of gratuity and pension under any

of the following circumstances:

i. On the retirement of an officer from service on grounds of ill-health

following the recommendation of a properly constituted medical board.

ii. On voluntary or statutory retirement of an offer from the service.

iii. On the retirement of an officer on grounds of total or permanent

disability while in office.

iv. On the abolition of the office occupied by the officer.

v. On the compulsory withdrawal or retirement of an officer in the public

interest.

vi. On the compulsory retirement of an officer to facilitate the re-

organization of a department or ministry for greater efficiency or on

economic grounds, and

vii. On the death of a serving officer who has served for ten years.

20

2. For all the recorded years of service of an officer to qualify him for

retirement benefits, he must have started work at an age not below seventeen

years.

3. To qualify for voluntary retirement from service an officer must have

served for ten years and above.

4. An officer who voluntarily retires from work will immediately start

earning his pension only if he is already forty-five years of age (45).

However should his retirement be at the instance of government, the

payment of pension will become due immediately, irrespective of whether or

not the retiree is below forty-five years of age.

5. An officer who retirees voluntarily before he is forty-five years of age

attains the age of forty-five years.

6. The upper limit of retirement age for both male and female Public

Servants is sixty (60 years). It is however sixty-two for.

2.1.3 Challenges of the Old Pension Scheme

The need for pension reform was necessitated by the myriad of

problems that plagued both the defined benefit arrangement – Pay as You

Go (PAYG) in the public sector and other forms of pension system like

occupational schemes, mixture of funded and DB Schemes that operated in

the private sector.

21

One of the challenges of the public sector DB scheme lied in its

dependence on budgetary provision from various tiers of governments for

funding. The scheme became largely unsustainable due to lack of adequate

and timely budget budgetary provisions. This was the reason for the soaring

gap between pension fund obligations and revenues which threatened not

only economic stability but also crowded out necessary investments in

education, health and infrastructure. This was exacerbated by various

increases in salaries, which ultimately led to increase pensions and hence

undue pressure on government fiscal responsibilities. Pension

Administration has been largely weak, inefficient and cumbersome due to

poor staffing and equipping. This had more often than not led to poor record

keeping at all pension offices throughout the country as a result of which

many pensioners had to spend years before their retirement benefit were

paid.

The exit phase was quite challenging where payment procedure was

of ten very tedious, sometimes the pensioner had to wait for days and years,

to collect their entitlements. Similarly, the reimbursement process for the

split of pension and gratuity payment between federal and state services and

other agencies was very clumsy, untidy and sometimes fraught with bribery

22

and corruption. There were undocumented cases where the reimbursing

agency holds the recipient to ransom.

2.1.4 The New Pension Scheme

The Pension Reform Act 2004 (PRA 2004) is the most recent

legislation of the Federal Government aimed at addressing the associated

problems of the old pension system. It established the Contributory Pension

Scheme (CPS), which is a Uniform Pension System for both the public and

private sectors. Similarly, for the first time in the history of the country, a

single authority, the National Pension Commission (PENCOM) was

established to regulate and supervise all pension matters in the country. The

scheme is being managed by licensed Pension Fund Administration (PFAs),

while the custody of the Pension Fund assets are provided by licensed

Pension Fund Custodians (PFCs).

The move from DB Schemes to Defined Contributory Scheme is now

a global phenomenon following the success stories of the Chilean pension

reform of 1981. The paradigm shift from the DB Scheme to funded schemes

in developed and developing countries was ascribed to such factors as

increasing pressure on the central Budget to cover deficits, lack of long-term

sustainability due to international demographic shifts, failure to provide

promised benefits etc. This developed counties like the USA, UK and

23

emerging market economies of Chilean, Mexico, Nigeria etc adopted the

funded enhances long-term national savings and capital accumulation,

which, if well invested can provide resources for both domestic and foreign

investment.

2.1.5 Features of the Pension Reform in Nigeria

The pension reform has some peculiar features that position it as a

catalyst for sustainable social welfare programme. For example, the fact that

the reform is fully funded ensures that the overall retirement income is

maintained from the onset of the scheme. This ensures that retirement

benefits are paid on sustainable basis because funds are always available to

defray and pension obligation that falls due. The reform has the following

features.

Coverage and Exemption

The law that established the contributory pension scheme mandated

all workers in the Public Service of the federation, Federation Capital

Territory, and the private sector where the total number of employees is 5 or

more to join the contributory scheme. However, existing pensioners and

workers that had 3 years or less to retire in accordance with the terms of

their contract of employment were exempted from the scheme. Also,

24

exempted were the categories of persons under section 291 of the 1999

constitution of the Federal Republic of Nigeria.

Contributory

Under this scheme, public sector workers contribute a minimum of

7.5% of their monthly emoluments but the military contribute 2.5%. The

public sector contributes 7.5% on behalf of its workers and 2.5% in the case

of the Military Employers and employees in the private Sector Contribute a

minimum of 7.5% each. An employer may elect to contribute on behalf of

the employees such that the total contribution shall not be less than 15% of

the monthly emolument of the employees. An employer is obliged to deduct

and remit contributions to a custodian within 7 days from the day the

employee is paid salary while the custodian shall notify the PFA within 24

hours of the receipt of such contribution. Contribution and retirement

benefits are tax-exempt.

Voluntary Contribution

Section 9(4) of the Pension Reform Act 2004 allowed for voluntary

contributions. This has provided an opportunity for the self-employed and

those working in informal sector organizations with less 5 employees to

open KSAs with a PFA of their choice and make contributions. However,

for voluntary contributions the tax relief is only applicable if the amount

25

contributed or part thereof is not withdrawn before five years after the first

voluntary contribution was made.

Individual Accounts

Each employee is required by law to open a Retirement Savings

Account in his/her name with a Pension Fund Administrator of his his/her

choice. This individual account belongs to the employee and will remain

with him for life event if he/she changes employer or Pension Fund

Administrator.

The employee may only withdraw from the account at the age of 50 or

upon retirement thereafter. An employee can withdraw a lump sum of 25%

of the balance standing to the credit of his retirement savings account if

he/she is less than 50 years at the time of retirement and he could not secure

a new job after six months from leaving the last job. Similarly, he can

withdraw a lump sum if he is 50 years or above at the time of retirement and

the amount remaining after the lump sum withdrawal shall be sufficient to

fund programmed withdrawal or annuity that will produce (The Nigeria

Tribune, Friday 30, April, 2010)

The Concept of Pension

Jane (2000: 300) described pension as a method whereby an

individual pays into a pension scheme a proportion of his earnings during his

26

working life. The contributions provide an income (pension) on retirement

that is treated as earned income and is taxed at the investors’ marginal rate

of income tax. Miles (1996: 100) analyzed Pension Fund to represent

savings for payment of employee retire the required vesting period losses all

retirement benefits some plans are immediately vested some required a

period of five or ten years before vesting occurs.

Pension Scheme can be divided into two basic plans; Defined

contribution plans and Defined Benefit plans.

In a defined benefit plan, the retirement benefit is stipulated usually as

a percentage of final average salary, but the contribution will vary according

to percentage of the average compensation a participant receives during his

or her three earning years under the plan. In defined contribution plan, a

contribution rate is fixed, but the retirement benefit is variable and will

depend on the performance of the investment selected. This plan is the one

operating in the new Pension Scheme Reform in Nigeria.

Anthony and David (1997: 575) ascertained that the two types of the

plans created very different investment problems for the plan sponsor. The

defined benefit plan creates a liability patterns that must be anticipated and

funded. Sponsor of this type of plan tend to long-term investments so that

the defined liability can be met with a high degree of certainty. The defined

27

contribution plan on the other hand, creates a liability only as large as

investments happen to be worth at any point in time. With this kind of plan,

it is not necessary to direct investments towards any particular investment.

In fact, the investment decision is often left to the worker who benefits from

decision and suffers from the consequences.

2.1.6 Objective of the Pension Reform Act of 2004.

1. To ensure that every person who worked in either the Public Service of

the Federation, Federal Capital Territory or Private Sector receives his

retirement benefits as and where due;

2. To assist individuals by ensuring that they save to cater for their

livelihood during old age and thereby reducing old age poverty;

3. To ensure that pensioners are not subjected to untold suffering due to

inefficient and cumbersome process of pension payment;

4. To establish a uniform set of rules, regulations and standards for the

administration and payment of retirement benefits for the public service of

the Federation, Federal Capital Territory and the Private Sector; and

5. To stem the growth of outstanding pension liabilities.

28

2.1.7 Functions of the Commission

The Pension Reform Act 2004 established the National Pension

Commission (PENCOM) as the body to regulate, supervise and ensure the

effective administrative of pension matters in Nigeria.

The functions of the commission include:

1. Regulation and supervision of the scheme established under the Act.

2. Issuance of guidelines for the investment of pension funds.

3. Approving, licensing, regulating and supervising pension fund

administrators, custodians and other institutions relating to pension

matters as the commission may from time to time determine.

4. Establishing standards, rules, and guidelines for the Management of the

pension funds under the Act.

5. Ensuring the maintenance of a National Data Bank on all Pension

Matters.

6. Carrying out public awareness and education on the establishment and

management of the scheme.

7. Promoting capacity building and institutional strengthening of Pension

Fund administrators and custodians.

29

8. Receiving and investigating complaints of impropriety leveled against

any pension fund administrator. Custodian or employer or any of their

staff or agents.

9. Performing such other duties which, in the opinion of the commission,

are necessary or expedient for the discharge of its functions under the

Act.

Power of the Commission

The commission shall have the power to:

1. Formulate, direct and oversee the overall policy on pension matters in

Nigeria.

2. Fix the terms and conditions of service including remuneration of the

employees of the commission.

3. Request or call for information for information from any employer or

pension fund administrator or custodian or any other person or

institution on matters relating to retirement benefit.

4. Establish and acquire offices and other premises for the use of the

commission in such locations as it may deem necessary for the proper

performance of its functions under the Act.

5. Charge and collect such fees, levy or penalties, as may be specified by

the commission.

30

6. Establish standards, rules and regulations for the management of the

pension fund under the Act.

7. Investigate any pension fund administrator, custodian or other party

involved in the management of pension funds.

8. Impose administrative sanctions or fines on every employers or pension

fund administrators or custodian

9. Order the transfer of management or custody of all pension funds or

assets being managed by a pension fund administrator or held by a

custodian whose license has been revoked under this Act or subject to

insolvency proceedings to another pension fund administrator or

custodian, as the case may be.

10. Do such other things which in its opinion are necessary to ensure the

efficient performance of the functions of the commission under the Act

(National Pension Commission, 2009).

The National Pension Commission (PENCOM)

The Pension Reform Act 2004 has established pencom to regulate,

supervise and ensure the effective administration of Pension Matters in

Nigeria. The commission will achieve the above by ensuring that payment

and remittance, of contributions are made and beneficiaries of retirement

savings accounts are paid as at when due.

31

Pension Fund Administrators (PFAS)

PFAs are limited liability companies duly licensed by PENCOM as

special purpose vehicles to carry out pension business only. The PFAs open

retirement savings account for employees, manage the person fund as the

commission may from time to time prescribe, maintain books of accounts on

all transactions relating to the pension fund under there management.

Pension Fund Custodians (PFCs)

PFCs are appointed by PFAs. They are responsible for the

warehousing of the pension fund assets. The employer sends the

contributions directly to the custodian, who notifies the PFA of the receipt of

the contribution and the PFA subsequently credits the Retirement Savings

Account of the employee. The custodian would execute transactions and

undertake activities relating to the administration of Pension Fund

investments upon instruction by the PFA.

Closed Pension Funds Administration (CPFAs)

In addition to the approval for continuation of the existing schemes,

organizations who would like to manage their existing schemes shall apply

to National Pension Commission for license to operate as CFPA. The asset

of the pension fund must be at least N500, 000,000. In case the assets of the

32

scheme are less that N500, 000,000 such scheme should be managed by a

PFA.

2.1.8 Implementation Problem of Pension

Composition Issues

This is about the composition of the commission. It must be noted

here that most of the members of the commission are government appointees

or representatives and hence its affairs would be subject to government

control and influence (Ojugoh, 2005). This is a challenge for the commission

because the Act covers both the public sector and the private sector hence

there might be no balanced decisions from the commission especially with

regard to the private sector of the country which is supposed to be the engine

of economic development in the country.

Data Gathering Challenges

Among the functions of the commission it is required to maintain a

data bank for pension matters in the country. This is an onerous challenge

for the commission. In a country with scanty data infrastructure and

inefficient electrical facilities and a thriving civil service population-over

260,000 of them (World Bank, 2005) couple with other personnel such as

the military, and ghost worker problems, managing data gathering and

regulation at the same time may be quite a challenge for the commission.

33

The reform also requires that any employer with 5 or more staff can join the

scheme this according to the World Bank (2005) membership from the

informal and formal sectors is not expected to be less than 25million.

PENCOM as of today does not have the capacity to deal with that number.

Enlightenment Problems

As noted earlier many workers are not aware about the commission’s

activities and duties. Also many employees and employers likewise do not

understand the provisions of the Pension Reform Act, 2004 its implications

and obligations. There are also some ambiguities in the Act that needs

clarification like: questions as to whether expatiate are covered; transfer of

old scheme and tax status of payments made from old scheme after they

have been transferred to the new scheme. Others include the lack of specific

minimum percentage of remuneration that must be represented by the

components of emolument defined as basic, housing and transport

allowance. It is the job of the commission to educate the members of the

public on these issues. Doing this is a daunting task which the commission

needs to face with a lot of zest and courage.

Monitoring and Transitional Challenges

The Act took effect in 2005 without any period of adjustment from the

old provisions. This is a challenge for the commission because it takes time

34

to learn and master a new system. Most of the licensed PFAs and custodians

would challenge the commission in terms of how their affairs are monitored

and evaluated. Also the commission roles although spelt out by the Act

would be tested by the reality of practice. The issue of contribution evasion

is a paramount challenge because some employers would want to evade the

scheme by not been registered or not register all of their employers

portraying some as contract, workers or belonging to other categories that

may be considered as non-workers. (Oyedele, 2007).

Also, implementing sanctions to erring agencies by the commission

would bring out whether the commission is actually internally strengthened

to deliver the needed oversight function it is mandated by the Act to

perform.

Corruption

Again, in a country where corruption has eaten deep into the public

and private sectors. It is false to think that one regulatory body like

PENCOM could check fraud by PFAs. To this extent, hundreds of millions

being ranked in on a monthly basis could be devoured by these private

individuals managing pension and or in collaboration with PENCOM

officials. Moreover, in a country where businesses are dying as a result of

collapsed infrastructure, it will not be easy for PFAs to invest these monies

35

and may therefore run into overheads cost as a result of administrative and

other costs, which may eventually collapse the scheme.

2.2 HYPOTHESES

To achieve the objective of the study, the follow hypotheses will

guide the study:

• Improper planning affects the implementation of retirement policy in

the University of Nigeria, Nsukka.

• Employees of the University of Nigeria, Nsukka are not satisfied with

the Pension Scheme because of its poor implementation process.

• Data gathering challenge is one of the problems in facing the Pension

Reforms Act of 2004.

2.3 THEORETICAL FRAMEWORK

In this research, David Easton’s system theory shall be the theoretical

tool to give this work a foundation. The proponents of systems theory are

David Easton, Talcott Parson, and Gabriel Almond. Systems theory as a tool

of analysis has been applied in the study of events by social scientists.

Systems theory is a theoretical framework for analyzing the interplay of

socio-economic variables in an organization in the face of changing and

36

challenging circumstances within and outside the organizational boundary.

Systems theory views phenomena as parts of whole.

Easton introduced five concept in order to explain his system theory:

• The conversion process,

• The environment,

• The input channel, and

• The feedback process.

The theory explains the interdependence of the system like the

administration of the retirement benefits in that any dysfunction of the parts

affects the whole. There has been long lingering agitations in the Pubic

Sector resulting from the demands of worker not only for better

remuneration but improvement on their retirement benefits. The actions of

employers or the management to these demands have varied in different

times with various implications. Easton (1965) states that the main features

that distinguish the political system from other system is that interactions

within it are oriented towards the authoritative allocation of values for a

society”. And whenever the management fails to allocate values that will

address any negative situation, there is always a conflict and more especially

in the dimension of retirement benefit/pension scheme administration. In

containing the conflict, David Easton (1965) contends that the political

37

system is characterized by the cooperative efforts of employees and

government to resolved conflicts with the organization. Parson (1951) is

concerned with the various structures or institutions perform within the

system. Political system for him is comparable to living organism which is

made up of independent part or structures. He categorized the functional

structures of the political system into input-making functions and the output-

making functions.

Input-making functions are:

• Political socialization and recruitment,

• Interest articulation.

• Interest aggregation, and

• Political communication.

Output-making are:

• Rule making

• Rule application, and

• Rule adjudication.

This analytical method utilizes the input, output approach to explain

how political system responds to the wishes and demands of the employees.

Inputs are demands made on government by the employees. They could be

resource allocation improved conditions of services, improved retirement

38

benefits among others. Outputs are decisions of policies of the government

as responses to the demands of the employees. The output or decision could

be positive or negative. The nature of the output could lead to equilibrium or

disequilibrium of the system. If outputs are positive and favour able to the

employees, they will in turn be obliged to give a total support to

government.

Application of Theory to the Study

The systems theory is more favourable to this study when viewed

from the point of the fact that the Pension Scheme is a fall-out of employee

demand (inputs) on the parts of the government. However, the output of the

government have not addressed the retirement benefit problems that are

observable in society and the employees are disenchanted with the

government with regard to this, the system theory is used to determine the

extent of the problems that have had negative response to government output

on the administration of the retirement benefits and corporative effort of

government and employers as an aid in addressing the problems.

2.4 METHODOLOGY

According to (Odo, 1990: 40) method of study is the authority base

for a research. The following steps were taken in carrying out this research

study.

39

2.4.1 Research Design

Research design according to Nwana (1985: 34) relates to the general

approach adopted in executing a study. This research is a descriptive study

designed to investigate into the administration of retirement policy and its

implementation problem in the University of Nigeria, Nsukka. A statistical

method will also be used in the analyses.

2.4.2 Sources of Data Collection

The data used in this study were sourced from published works such

as textbooks, journal, magazine, newspaper, conference papers, monographs

and government gazette, internet materials and other non-internet material

found relevant on the subject of this study.

On the other hand, the use of oral interview and personal observation

were considered necessary as supplement to the secondary sources of data

collection. Our aim for the adoption of oral interview is to elicit more

reliable information from some retiree of the University of Nigeria, Nsukka.

Also, the use of questionnaires, were used on the staff of the

institution.

40

2.4.3 Population of the Study

The term “population” has been defined by (Odo 1992: 40) as “the

entire number of people, objects events and things that all have one or more

characteristics of interest to study”. The population of this study is drawn

from the University of Nigeria, Nsukka. More so, the information given by

the personnel service department of the University showed that there are

about 6,488 workers as its total staff strength.

2.4.4 Sample Population the Study

Samples are normally used in studies that involve large population.

The reasons for using sample include: the desire to adequately manipulate

the enormous population in order to avoid errors due to the calculation of

large numbers and the desire to reduce the cost producing the questionnaires

that will cover the entire population.

Odo (1992: 47) defines a research sample as a process of selecting a

proportion of the population considered adequate to represent all existing

characteristics within the target population”. To draw a sample size, the

researcher selected sampling method. However, effort was made to ensure

adequate representation from all the faculties of the University of Nigeria,

Nsukka.

41

2.4.5 Method of data Analysis

Our analysis adopted mainly quantitative and content analysis. The

quantitative method of data analysis will immensely assist in presenting and

analyzing the information generated from the distributed questionnaires.

2.5 CLARIFICATION OF KEY CONCEPTS

Administration

Administration has to do with cooperative human endeavour to

achieve set objectives. It is defined as the activities of a group cooperating to

accomplish common goals. White (1926) defined administration as the art of

administration, direction, coordination and control of many pension to

achieve some purpose or objective. It is important from the above reviewed

definition to underscore that administration is not just cooperation to achieve

set goals, but achieving the goals in the best economical and efficient

manner possible.

Retirement

According to Alan Murphy, retirement is a significant milestone in

life and as such needs for thought and planning. Ogbuagu (1990), in her

view states that, “retirement is something that is gradual, but sure, it must

happen one day”. Obi (1999) in her view states that “retirement can be seen

42

as separation of an employer from active service or the attainment of golden

age in ones workplace which necessitates his being separated from his job”.

Benefits

Benefit is an entitlement that is given to a retiree which can be

pension and gratuity. According to Oxford Advanced Learners’ Dictionary,

Benefit is an advantage that something gives you help and useful.

43

CHAPTER THREE BACKGROUND INFORMATION TO THE STUDY

The University of Nigeria Marks its origins with the passing of a law

in 1955 to establish a university in the Eastern Region of Nigeria. As part of

the first steps to launch the university, the Eastern Nigeria Government

invited advisers from both the United States of American and the United

Kingdom to assist in the planning of the facilities and educational programs.

The university was formally opened in 1960 with 220 student and 13

instructors. Recent enrolments have been over 20,000 students

The institution notes that its courses of study are designed to be

relevant to the day-to-day life of Nigeria with a focus on addressing social

and economic issues facing the country. Admission is open to men and

women from all nations, religion, and political beliefs. Areas of study

include programs related to agriculture, industry, the classics the arts, and

the sciences.

The main campus of the university is located on 871 hectares of hilly

savannah in the town of Nsukka, which is located about eighty kilometers

north of Enugu. The school has 209 hectares of arable land use for

experimental agricultural farm. The town of Nsukka is accessible from all

parts of Nigeria. There are modern shopping facilities and a large market in

Nsukka town.

44

Another University of Nigeria campus is in Enugu. This campus was

formerly the Nigeria college of Arts, Science and technology, Enugu, and

was incorporated into the University in 1961. The Enugu Campus (2000

hectares) is in the heart of Enugu State of Nigeria. Enugu is a modern city

accessible by air, rail and road. The University’s College of Medicine and

the faculties of Business located at the Enugu Campus. A third campus was

opened in 1973 in Calabar, Cross-River State. The campus at Calabar

became a university of Calabar in 1977.

The University of Nigeria was the first full-fledged indigenous and

first autonomous university in Nigeria, model upon the American

educational system. The University has 15 faculties and 102 academic

departments. The University offers 82 undergraduate programmes and 211

postgraduate programmes. The University celebrated its 50th anniversary in

October 2010.

Staff Strength

Bursting with the energy that is found within every iconic idea, the

university has consistently blossomed and grown over the ensuing years

from just a seedling that began its baby steps with 220 obviously optimistic

students, who were committed to the care of 13 staff members with a

longing and a keen resolve to impart, impact and pioneer.

45

The growth continued in the personality of tremendous evolution in

the course of a teenage session that broadly produced an enrolment total of

20.747 students in the 1995/96 calendar, who were beautifully chaperoned

by a goodly staff of 1,213 personnel. Consequently, we emerged into astute

dominance with a student body that currently sits at a whooping excess of

36,000 students, with a healthy mix of undergraduates, post-graduates, sub-

degree and even sandwich scholars. Even our workforce of some 1,700

senior administrative, senior technical and other ardently functional offices

keep the academic motivation at the optimal high.

Finally, according to the Personnel Services Department of the

University of Nigeria, Nsukka, the following are the breakdown of the

population of Academic, Senior Administration and Technical Staff and

Junior Staff Establishment on Ground as at 31st August 2010.

Staff Category No. of Staff on Ground

Academic staff 1,648

Non-Academic Staff:

Senior Staff 2,324

Junior Staff 2,516

Total 6,488

Sources: Personnel Services Department, University of Nigeria, Nsukka.

46

ORGANIZATIONAL CHART OF UNIVERSITY OF NIGERIA

VISITOR NUC

CHANCELLOR

COLLEGE BOARD

PRO-CHANCELLO

R

GOVERNING COUNCIL

COUNCIL COMMITTEE

COUNCIL AD-HOC COMMITTEE

SENATE AD-HOC COMMITTEE SENATE

VICE-CHANCELLOR

SENATE COMMITTEE

COMMITTEE OF DEANS

AD-HOC COMMITTEE

PROVOST COLLEGE OF MEDICINE

ACADEMIC BOARD

PRINCIPAL OFFICERS

MANAGEMENT COMMITTEE

DEANS

ACADEMIC BOARD

FACULTY BOARDS

DEPARTMENTAL BOARDS

UNIT COMMITTEES

HEADS OF UNIT

HEADS OF ADMIN DEPARTMENT

UNIT COMMITTEE

HEADS OF UNIT

DIRECTORS

47

CHAPTER FOUR DATA PRESENTATION AND ANALYSIS

4.1 Data Presentation and Analysis

The data collected from the respondents will be critically presented

and analyzed using simple percentage method so as to clearly present the

responses of our respondents.

Number of Returned Questionnaires

A total of 650 questionnaires were distributed, 603 were returned. The

table below shows the number of returned questionnaire.

Table 4.1.1: Number of returned questionnaire

Status No of Distributed questionnaires

No of returned questionnaires

%

Academic staff 317 298 48.8

Non-academic staff

333 305 51.2

Total 650 603 100

Source: Field work, 2011.

The table above shows that 317 questionnaires were distributed to

academic staff and 298 were returned. While 333 were distributed to non-

academic staff, while 305 were returned. Thereby, leaving us with a total of

603 to use for analyses.

48

Table 4.1.2: Table for sex of respondents

Sex No of respondents Percentage (%)

Male 381 63.2

Female 222 36.8

Total 603 100

Sources: Field work, 2011.

The table above shows that 381 of our respondents representing

63.2% are male. While 222 representing 36.8% were female. Therefore

greater number of our respondents are male.

Table 4.1.3: Table for age range

Age range No of respondents Percentage (%)

20 – 39 78 12.9

40 – 59 347 57.5

60 and above 178 29.5

Total 603 100


The table above shows that 78 of our respondent representing 12.9%

are between 20 – 39 years, 347, representing 57.5% are between 40 – 59,

while 178, representing 29.5% are between 60 and above. Therefore greater

number of our respondent falls between 40 and 59 years of age.

49

Table 4.1.4: Table for education qualification

Educational Qualification No of respondents Percentage (%)

O’ level 98 16.2

OND 60 10

HND/B.Sc. 114 19

Ph.D and above 118 19.5

Total 603 100


From the table above, it can be deduced that 98 of our respondent

representing 16.2% possess O’ level. 60, representing 10% possess OND.

114, representing 19% possess HND/B.Sc 213, representing 35.3% possess

M.Sc while 118, representing 19.5% possess Ph.D and above. Therefore,

greater number of our respondent are educated.

Table 4.1.5: Table for Marital Status

Marital status No of respondents Percentage (%)

Single 35 5.8

Married 568 94.2

Total 603 100


The table reveals that 35 of our respondents, representing 5.8% are

single. While 568 representing 94.2% are married. Therefore, greater

number of our respondents are married.

50

Table 4.1.6: Table for weather in active service or retire.

Options No of respondents Percentage (%)

Active services 571 94.7

Retiree 32 53

Total 603 100


From the table above, it can be deduced that greater number of our

respondents are in active services -571, representing 94.7%

Table 4.1.7: For whether the administration of retirement policy in the

University of Nigeria, Nsukka is effective and efficient.


SA 29 48

A 28 4.6

UD 99 16.4

D 227 37.6

SD 220 36.5

Total 603 100


From the table above, 29 of our respondents representing 4.8%

Strongly Agreed, 28, representing 4.6% Agree, 99 representing 16.4% were

undecided, 227 representing 37.6% disagreed 220, representing 36.5%

strongly disagreed. Therefore, greater number of our respondents disagreed.

51

Table 4.1.8: Four whether improper planning affects the implementation of

retirement policy in the public sector of Nigeria.


SA 497 82.4

A 66 10.9

UD 40 6.6

D - -

SD - -

Total 603 100


From the above table, 497 of our respondent representing

82.4%strong agreed, 66 representing 10.9% Agreed, 40 representing 6.6%

were undecided while 0 representing 0% disagreed 0 representing 0%

strongly disagreed. Therefore, greater, greater number of our respondents

strongly agreed.

Table 4.1.9: Whether corruption is one of the problems of the

implementation of retirement policy in Nigeria.

Option No of respondents Percentage (%) SA 364 60.4

A 116 19.2

UD 49 8.1

D 36 6.0

SD 38 6.3

Total 603 100


52

From the above table, it can be deduced that 365 of our respondents

represent 60.4% Strongly Agreed. 116 representing 19.2% Agree. 49

representing 8.1 were undecided. 36 representing 6.0% disagreed, 38

representing 6.3% strongly disagreed. Therefore, greater number of our

respondents strongly agreed.

Table 4.1.10: for whether experts are used in the implementation of pension

and gratuity in the Nigeria Public Sector.


SA 121 20.1

A 129 21.4

UD 238 39.5

D 31 5.1

SD 84 13.9

Total 603 100



strongly agreed, 129 representing 21.4% agreed, 238 representing 39.5%

were undecided. 31 representing 5.1% disagreed while 84 representing

13.9% strongly disagreed. Therefore, greater number of our respondents

were undecided.

53

Table 4.1.11: For whether employees of the University of Nigeria, Nsukka

are not satisfied with the introduction of the new pension scheme.


SA 489 81.1

A 34 5.6

UD - -

D 51 8.4

SD 29 4.8

Total 603 100


From the above 489 of our respondents representing 81.1% strongly

agreed, 34 representing 5.6% Agreed, 0 representing 0% were undecided 51

representing 8.4% disagree, while 29 representing 4.8% strongly disagreed.

Therefore greater number of our respondents strongly agreed.

Table 4.1.12: Whether employees and beneficiaries of the policy are not

well enlightened on the retirement policy.


SA 523 86.7

A 52 8.6

UD - -

D 17 2.8

SD 11 1.8

Total 603 100


54

From the above table, 523 of our respondents representing 86.7%

strongly agreed, 52 representing 8.6% agreed, 0 representing 0% were

undecided, 17 representing 2.8% disagreed, while 11 representing 1.8%

strongly disagreed.

Therefore greater number of our respondents strongly agreed.

Table 4.1.13: For whether employees are afraid of retirement because of the

problems associated with the pension scheme.


SA 499 82.7

A 37 6.1

UD 13 21

D 21 3.5

SD 33 5.5

Total 603 100



strongly agreed, 37 representing 6.1% agreed, 13 representing 2.1% were

undecided, 21 representing 3.5% disagreed, while 33 representing 5.5%

strongly disagreed. Therefore, greater number of our respondent strongly

agreed.

55

Table 4.1.14: For whether retirees of university of Nigeria, Nsukka receive

their pension and gratuity promptly


SA 18 3.0

A 49 8.1

UD 121 20.1

D 137 22.7

SD 278 46.1

Total 603 100


From the table above, 18 of our respondent representing 3.0%

strongly agreed, 49 representing 8.1% agreed, 121 representing 20.1% were

undecided, 137 representing 46.1% strongly disagreed. Therefore, greater

number of our respondents strong disagreed.

Table 4.1.15: For whether most beneficiaries of the new retirements policy

do not know all the details in the policy as it concerns the calculations of

their pension and gratuities.


SA 555 92.0

A 31 5.1

UD 17 2.8

D - -

SD - -

Total 603 100


56

From the table above, it can be deduced that 555 of our respondents,

representing 92.0% strongly agreed, 31 representing 5.1% agreed, 17

representing 2.8% were undecided 0, representing 0% disagreed, while 0,

representing 0% strongly disagreed. Therefore, majority of our respondents

strongly agreed.

Table 4.1.16: For whether data gathering is a major challenge facing the

Pension Reform Act 2004.


SA 429 71.1

A 112 18.6

UD 27 4.5

D 13 2.1

SD 22 3.6

Total 603 100


From the table above, it can be deduced that 429 of our respondents

representing 71.1% strongly agreed, 112, representing 18.6% agreed, 27

representing 4.5% were undecided, 13 representing 2.1% disagreed, while

22 representing 3.6% strongly disagreed. Therefore, majority of our


57

Table 4.1.17: Whether inadequate statistics of retirees has been a cog in the

wheel of success of the new retirement policy.


SA 429 71.1

A 112 18.6

UD 27 4.5

D 13 2.1

SD 22 3.6

Total 603 100


From the table above, it can be deduced that 429 of our respondents



22 representing 3.6% strongly disagreed. Therefore, majority of our


Table 4.1.18: Whether the new contributory pension scheme has helped

retirees to enjoy their retirement days adequately.

Options No of respondents Percentage (%) SA 22 3.6

A 21 3.5

UD 119 19.7

D 222 36.8

SD 219 36.3

Total 603 100


58

From the table above, 22 of our respondent, representing 3.6%

strongly agreed, 21 representing 3.5% agreed, 119, 19.7% were undecided,

222 representing 36.8% disagreed, while 219 representing 36.3 strongly

disagreed. Therefore, greater number of our respondents disagreed.

Table 4.1.19: Whether retirees in the Nigeria Public Sector are most time

underpaid what is due them.


SA 117 19.4

A 98 16.2

UD 303 50.2

D 52 8.6

SD 33 5.5

Total 603 100


From the above table, it can be deduced that 117 of our respondents



33 representing 5.5% strongly disagreed. Therefore, greater number of our

respondents were undecided.

59

Table 4.1.20: Whether the new contributory Pension Scheme needs to be reviewed. Options No of respondents Percentage (%)

Yes 580 96.2

Total 603 100



answered yes, while 23 representing 3.8% answered no. Therefore greater

number of our respondents answered yes.

TEST OF HYPOTHESES

Hypothesis One:

Improper planning affects the implementation of retirement policy in

the University of Nigeria, Nsukka.

Based on the responses of our respondents, where 497 representing

82.4% strongly agreed we therefore accept the hypothesis.

Hypothesis Two:

Employees of the University of Nigeria, Nsukka are not satisfied with

the introduction of the new Pension Scheme.

From the responses generated from our respondents 489 of our

respondent representing 81.1% strongly agreed, 34 representing 5.6%

agreed, 0 representing 0% were undecided, 51 representing 8.4% strongly

disagreed. Based on the responses, we therefore accept the hypothesis.

60

Hypothesis three:

Data gathering challenge is one of the problems facing the proper

implementation of the pension Reforms Act 2004.

From data generated from our respondents. 429 of our respondents

representing 71.1% agreed, 27 representing 4.5% were undecided, 13

representing 2.1% disagreed, while 22 representing 3.6% strongly disagreed.

Based on the above, we therefore accept the hypothesis.

4.2 FINDINGS

Based on the responses of our respondents, we made the following

findings:

• That the administration of retirement policy in the University of Nigeria,

Nsukka is not effective and efficient.

• We also discovered that improper planning affects the implantation of

retirement policy in the public sector of Nigeria.

• Again we discovered that corruption is another problem that has been

hindering the proper implementation of retirement policy in Nigeria.

• More so, it was discovered that the beneficiaries of the policy do not even

know if the government employs experts both in the formulation and the

implementation of pension and gratuity in Nigeria.

61

• Furthermore, we discovered that employees of the University of Nigeria,

Nsukka are not satisfied with the introduction of the new pension

scheme.

• We also discovered that both employees and retirees who are the

beneficiaries of the policy are not well enlightened on the policy hence

their being ignorant of how the policy is being administered.

• We found out that potential retirees are afraid of retirement because of

the problems associated with the policy on pension and gratuity.

• We were able to establish that retirement benefits in the University of

Nigeria, Nsukka are not paid promptly and as when due.

• Also, our discovery on data gathering is that it is a major challenge facing

the proper implementation of the pension reform Act, 2004.

• We again discovered that the new contributory pension scheme has not

helped retirees to enjoy their retirement days adequately as it suppose to

be.

• Other findings made are that retirees in the Nigeria public sector are not

even aware if they are well paid or underpaid what is due them. This is

because of the lack of enlightenment of the retirees by the commission

that sees to the administration of the policy.

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• We were able to establish that almost all retirees and potential retirees are

of the view that policy should be reviewed.

4.3 DISCUSSION ON FINDINGS

The new scheme was borrowed from Chile where life expectancy is

76 to a country, Nigeria where life expectancy is 43, where majority of

people will need their pension at earlier stages of their lives to take care of

their financial needs like children’s school fees, illness and other essential

socials service which used to be taken care by government but have been

relinquished by the present ruling elite. Courtesy of neo-liberal policies of

privatization and commercialization of everything except air we breathe.

Again in country where corruption has eaten deep to public and

private sectors, it is false to think that one regulatory body like PENCON

could check fraud by PFAs. To this extent, hundreds of millions being raked

in on a monthly basis could be devoured by these private individuals

managing pension and in collaboration with PENCON officials. Moreover,

in a country where businesses are dying as a result of collapsed

infrastructure, it will not be easy for PFAs to invest these monies and may

therefore run into other cost, which may eventually collapse the scheme.

Under the new scheme, workers are to choose their own PFAs but in

reality, employers choose PFAs for workers on the one hand and PFAs have

63

been complaining of non-remittance of 7.5% employers portion to them on

the other hand.

There is absolutely nothing wrong with the old pension scheme. It is

the ruling class that has rubbished its efficacy. As presently constituted, the

present ruinous capitalist ruling class cannot fix anything right in Nigeria.

Unfortunately, the labour leaders have accepted this privatized new scheme

without deeply examining what went wrong with the old scheme. This

should however not be surprising to every keen follower of their orientation

in the last period. Just like the privatization and commercialization that is a

wild wind that will blow off the neck of the poor working people at all

times. What is therefore required is a system and regime that will expend

collective resources for the benefit of all. A regime that will invest on its

people, that will invest on social services, education, health, electricity,

roads and social security for unemployed, disabled and the old people. It is

this type of regime that can make Nigeria a better place for every citizen,

old, young and pensioners.

It is an established fact that corruption which has remained the bane of

Nigeria has ravaged the average pensioner. The Nigerian ruling class has,

over the years, refused to pay pensioners as at when due. In this

circumstance, pensioners are owed between two and four years in arrears

64

under the guise of paucity of funds. When they are eventually paid there had

been reported cases of pensioners dropping deed on the queen. Meanwhile

Nigeria have been raking in millions of dollars everyday from the sales of

crude oil alone. Instead of utilizing these resources to improving the

condition of the people, these monies are being stolen while collective assets

are sold at give away prices.

Sadly enough, it becomes a thing of worry that the beneficiaries of the

pension scheme no little or nothing on how whatever that is paid than is

arrived at all they know is that a certain amount has been paid to them after

passing through harrowing experiences. This becomes more worrying owing

to the fact that we are in the computer age yet government tend to pretend

that the well-being of the masses are their major interest.

Again, how does one explain the fact that government does not have

accurate data of both retirees and potential retirees. Things are being

muddled up which at the end of the day, government just would come up

with anything or figure and present. Then in the bid to prolong their dooms

day, workers in the Nigerian public sector in general and University of

Nigeria in particular falsity their age because they are all afraid of

retirement. Retirement which is suppose to be a thing of joy has turned out

65

to be a thing of sadness because an average worker dread this period as he

sees it as a death sentence.

This simple question that comes to mind is, does it mean that the

Nigeria government can never get it anything that concerns her citizen right

yet they preach the gospel of welfarism when in the real sense, what is

operational is the government of the elite class where everything is deter

mined by the elite class. Any policy that does not satisfy their interest would

never see the light of the day. And all these are done at the expense of the

masses who have always been at the receiving end.

Furthermore, programme implementation has remain a challenge to

Nigerians have been known to be good formulators of programmes, policy,

and project but have been rated zero in the area of implementation. No

programme that has been initiated in Nigeria has score high in the area of

implementation. Hence the problems associated with the implementation of

retirement policy do not appear strange to anyone in Nigeria. What would

have come as a surprise to Nigerians, is if the policy comes without

problems being attached to it by any means.

Finally, for the retirement policy to see or achieve its objective, the

government needs to review the policy ones again.

66

CHAPTER FIVE SUMMARY, RECOMMENDATION, AND CONCLUSION

5.1 SUMMARY

The main purpose of this study is to examine the administration of the

retirement policy and the problems associated with its implementation in the

University of Nigeria, Nsukka. It has been stated that retirement is a

transitory stage in human existence. It is a period in life when one

disengages from active work. It is a moment in one’s life that should be

celebrated with joy and a banquet of flowers. Again it is a period in life that

everyone should look forward to. But this has not been the case with the

retirees in Nigeria, particularly the retirees of University of Nigeria, Nsukka.

The character of both the Government and the University

administrators which is shaped by Karl Marx’s theory of capital

accumulation goes a long way in impinging on the effective implement of

retirement policy. The retirement policy in the University of Nigeria,

Nsukka has with it, an attendant problem in its implementation when a

retiree is suppose to be paid his gratuity and pension which are suppose to

come within the first one or two months, or immediately in the month

following disengagement, but the reverse has always been the case. Retirees

of the University of Nigeria, Nsukka. according to reports from the pension

unit of the University and responses of our respondents are been owed 20

67

months entitlement, retirement that is suppose to be joyous and tasteful turns

sour over night.

Based on the situations associated with the implementation of

retirement policy in Nigeria public sector, this research was done by

administering questionnaires on the entire staff of the University to seek

their view on the retirement policy and how is being administered in Nigeria

and in the University. Their responses clearly revealed that the

implementation of retirement benefits has become a nightmare that is being

dread by all and that they are not been properly enlightened on the details of

the New Pension Scheme. Hence they are left in the dark.

5.2 RECOMMENDATIONS

In the new contributory pension scheme, workers of University of

Nigeria, Nsukka makes some contribution towards their retirement, yet are

not being paid as should when retired. This is because, as a result of the

embezzlement of pension funds right from the federal level to the state level

and then to the University by those who are directly or indirectly responsible

for the payment of pension. This clearly explain the Marxian theory of

primitive accumulation of capital in which the powerful few who own and

control the major means of production use both their economic and political

power to accumulate wealth to their own use against the rest of the society.

68

The capitalist system, in which Nigeria was forced into as a result of the

nature of production and consumption prevalent in the global system, is

basically characterized by continuous struggle, struggle between the haves

and have not. And it is a struggle that leads to the overthrow of the dominant

class by the dominated class of each epoch, thereby, enabling the oppressed

achieve their desires. As the saying goes, there is no victory without a war.

So also there can be no success without a struggle. Hence the agonies of the

retirees of today, most especially, those of the University of Nigeria, Nsukka

can be brought to a minimal or to an abrupt end and if both the retirees and

potential retirees puts into consideration the following recommendations.

• The retirees of University of Nigeria, Nsukka must come together and

form organized and unified group with articulated interest and elect one

who is very much recognized in terms of the level of education attained

and who highly influential and also one who has the knowledge of what

retirement is all about. The person must be a fellow retiree free from

corruption and willing to represent the interest of the pensioners.

• The retirees when organized must put up a struggle against the

government and the administrator. It must not necessarily be a violent

struggle but a non-violent one that will enable them agitate for their

rights

69

• The retirees should form a group or committee among themselves that

will monitor right from Abuja, the federal Government allocations to the

University through NICON, the amount being distributed usually by

NICON to the University so as to know where and when the

embezzlement occurs.

• Government should as a matter of urgency, constitute a committee that

will see to the review of the policy and re-address salient areas of the

scheme.

• Potential and active retirees must be enlightened in order to know all that

pension entails.

5.3 CONCLUSION

The research has revealed that the administration of retirement policy

in Nigeria public sector and University of Nigeria in particular has with it, a

lot of implementation challenges. Ranging from corrupt practices on the part

of policy implementers who engage in reducing the benefits accruable to

retirees, and delay in the payment of the benefits of retirees. The income of

retirees barely comes, and when it does, it is reduced that it hardly meets

their basic needs in relation to the economic situation of the country.

Also, retirees and potential retirees live in palpable fear and are

ignorant of how what is payable to them are arrived at. This is as a result of

70

lack of enlightenment on the part of government and it is believed that the

reason for this anomaly is to create room for government officials to find a

loophole of tampering with the benefits of retirees. Based on this, retirees

dread the days of retirement as it draws near and are willing to do anything

to extend their days in active service.

However, for all these to be repositioned and the objective of the

policy to be achieved, the policy needs urgent review and the committees

will be made of government representatives, retirees, representatives private

sector representative, and as well as PFAs representatives.

71

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