CHAPTER ONE

INTRODUCTION

1.0 BACKGROUND

The official written Pension guideline by the federal military Government in

1979, TITLE ( Pension DECREE NO 102) is know today as the only authority
that guides the payment of Pension and gratuity. The difference between
Pension and gratuity is that Pension is based monthly payment while
gratuity is paid at once and in bulk. Furthermore, Pension can be seen as
compensation (payment) to any retired officer or civil servant. Also it can be
seen as regular payment made by the state to somebody old, to a disable or
a widow.

With the Pension decree “NO 102 of 1979” a lot of changes here occurred in
most of the working sectors increasing the number of workers as well as
productivity.

Not only that civil servant here had the privilege of retirement at any time at
any age not exceeding 60 and not below 45 and yet is entitled for gratuity
depend on the rank, years of service and level.

However, according to this decreasethere are a lot of government

establishment like hospital, institutions, industries, firms as well as forces
that are involve in the Pension exercise.

It is obvious that the Pension decree “No 102 Part 1, No 1” it says “Subject
to those decree any person or gratuity granted. Have under to any person on
retirement form the public service of the federation shall be computed on
the June pay or the Pension entitled there to end in accordance with the
provision of schedule I to this decree.” This is a clear description of the only
and final authority over the payment of pension.

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However, there is some Pension enactment that has being in existence
before thy were repaired and were replaced by this current decree. They are
as follows: Pension Act…………………… cap 147 Pension (increase) Act
………….Cap 1478 Pension (Returned and Transferred officers employed by
statutory corporation)Act …………..cap 148 widows and orphans Pension Act
as ………………….cap 220 Amended by widow and orphan Pension decree
1960 No 19,1973 No 20.

Pension (special provision) Act 1961………………….1961 No 15

Pension (special Application) Act 1960……………….1960 No 36

Pension (special corporation services)Act 1961…….1961 No 61

Pension Act 1964 1964 No 10

Pension (transferred services) Act 1965………..…….1965 No 28

Police (Pensions) Decree 1966……………………...….1966 No 74

Pension and Gratuities (war service) Decree 1969…1969 No 49

Pension (increase) Decree 1972………………………..1972 No 41

Finally, although this project work is trying to concentrate on staff pension,

yet there are a lot of areas that Pension are attached.

1.1 STATEMENT OF PROBLEM

It was noted that there are problems, which the workers in the Pension
board do encounter in the processing of the staff pension.

According to the workers in the Nigeria Pension Board NIGERIA, One of the
major problems involve is the presentation of the incomplete being required,
the processing could take place. But this problems is not what we are

2
concerned with, since it is the past of an individual involved to submit all the
necessary requirement. Other problems since there are a lot of document
needed from an individual, then going through all the documents seem to be
a very since there are a lot of document needed from an individual then
going through all the documents seems to be a very tedious exercise to the
worker, problems of manual calculation of the Pension due. Another is
inability to keep accurate record of an individual in this case, a lot of people
normally falsely their age, inability to maintain first serve due to the large
quantity of files.

1.2 PURPOSE OF THE STUDY

How do we then know and expose the capability of computer in problem

solving? Since computer is not a human being and operate on GIGO (Garage
In, Garbage out) what is given is what should be get.

Therefore, it is the purpose of this study to conquer the above mentioned

problems existing in the processing of the staff Pension of NIGERIA Pension
Board NIGERIA.

It is expected that alter this study, accurate record of any individual

involved can always be maintained. Accurate Pension due should always be
given with the use for computer instead of manual. The problem of
maintaining first come, first serve should be maneuver, and lastly age
falsifying will become a past.

Finally, it is our goal to computerized the processing activities of NIGERIA

Pension BOARD, This will quicken the processing rate of Pension system.

1.3 SIGNIFICANCE OF THE STUDY

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Viewing the processing activities of the payment of Pension in Nigeria Staff
Pension Board, it is tedious an uncomfortable task to theworkers. Again, the
pensioners always complain of under Pension and late payment.

Therefore, this study will lessen the burden in processing of the pension, in
the sense that it will expose the fast rate at which computer works, it will
allow the worker to keep accurate record of an individual. Also, this study will
introduce mediation between the pensioners and worker whereby the
Pension earns will always be accurate and should always be paid in time.

1.4 LIMITATION OF THE STUDY:-

This study is limited to NIGERIA Pension BOARD only but can also be use to
other Pension board since there is only one rule that guild the processing
pension. Although, these study is based on NIGERIA Pension BOARD. It does
not cover all the areas of pension. However, it is concentrated on the staff
pension. It does not study widow’s pension.Pension as a result of war
disaster.

1.5 AIM AND OBJECTIVES

The prime objective of this topic “Design and Implementation of Pension

Management System” is to enhance the use and process of the Pension
correctly intelligence quotient (IQ) in individuals.
This project enables an Institution to access the intelligence capabilities
of providing staff their Pension through an efficient way. The aim of this
project is to “Design and Implementation of Pension Management System
where the staff can got their Pension in a simple and easy way.

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5
 CHAPTER TWO
LITERATURE REVIEW

2.0 INTRODUCTION
Pension reform has been a common aspect of public sector financial reform
since the early 1990s. The working lives of employees move continuously
towards a certain direction i.e. from employment, to growth, to retirement.
Some are fortunate to save enough money to take them through the
retirement period or the “rainy day”, while a majority leaves the service with
little or no savings at all. Unless such a situation is arrested, majority of
employees will retire with little or no savings and/or may, through other ways
and means, enrich themselves at the expense of the organisation for which
they work, Kolawole (2003) observed. Ideally, therefore, governments and
organizations need to identify a way of accommodating and adequately
rewarding employees’ past efforts, through organized Pension plans, so that
they can achieve the goals of their existence (Rabelo, 2002). However, some
of the existing Pension schemes seem inadequate and/or ineffective.
Consequently, Pension has in recent times increasingly attracted the
attention of policy makers in many countries as a means of facilitating
privately funded retirement income savings by an ageing workforce (World
Bank, 1994). In addition to directly affecting the financial retirement planning
decisions of a large set of participants, Pension funds are now among the
most important institutional investments in the world capital markets
(Klumpes and Manson, 2000).
Holzmann, Orenstein and Rutkowski (2003) assert that Pension reform has
received receive greater attention in Western, Central and Eastern Nigeria
than any other topic on the economic reform agenda even though the
process in individual countries is uneven. A comprehensive pan Nigeriaan
Pension reform (in the 15 Nigeriaan Union (EU) countries, the 10 Nigeriaan
Union Accession countries of Central and Eastern Nigeria, plus Europe) is

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motivated by three main factors. They are: high budgetary or expenditure
pressure and the tendency of an aging population; socio economic changes,
which render current provisions inadequate; and Nigeria an economic
integration and common currency, which tend to prompt higher levels of
internal and external migration that current retirement provisions could
hardly support. (Holzmann et al, 2003: 2). The Conference organized by the
World Bank and International Institute of Applied Systems Analysis in 2001
also found that the reform changes in both the EU and EUA countries had
been characterized by claims over the inability to finance prior
commitments, and the need to make Pension systems more sustainable in
terms of a move towards a greater role for privately managed, funded
systems, and the conversion of the pay as you go (PAYG) systems into
defined, contributory systems (Holzmann et al, 2003:8), which are perceived
to be ‘more self sustaining and transparent’. As was the case in Nigeria,
Pension reform in Nigeria was also rationalized by arguments over the
inability of financing prior commitments and the need to make Pension
systems more sustainable in terms of a move towards a greater role for
privately managed funded systems and the conversion of the pay As you go
systems into defined contributory systems.

2.1 LITERATURE REVIEW

Barbone and Sanchez (1999) argued that life expectancy, the main driver of
Pension cost, has been increasing for many decades. Despite this, the right
to pensions and subsequent improvements in the level of Pension provision
was won in almost all countries. It is only recently, as part of what has been
termed Neoliberalism or globalisation, that the argument has changed and it
is now claimed that pensions are no longer affordable and that companies
will only be competitive if regulation on Pension provision is made less
onerous. As regard the custody of the Pension fund, divergent views exist as
to who should be saddled with the responsibility of safeguarding the funds.

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While some contend that Pension funds shall best be located under the
control of the sponsors or the company, others advocate that Pension funds
should be placed under the control of a trustee. In support of their
preferences for one strategy over the other, the proponents of the opposing
views proffer some arguments. For example, those advocating the sponsor
as the custodian of the Pension funds believe that apart from being less
risky, investment in own company will be taken care of them could be under
the custody of a third party. That is to say that the employees being the
beneficiaries would always put in their best because any failure on their part
would jeopardize not only their retirement plans but their positions as well.
Those that favour the custody by a trustee, on the other hand, cite the case
of Enron, World Com and Parmalat where the majority of the employees,
apart from losing their jobs, lost most of their pensions when the companies
crashed.
Pension as a scheme is designed to cater for the welfare of the
personable retired workers had for long gained global recognition and
acceptance. Workers generally whether those in the public and private
sectors are expected to live comfortable life devoid of any form of
dependency after their successful retirement from active service. The
working lives of employees move continuously towards a certain direction
i.e. from employment, to grow, to retirement. Some are fortunate to save
enough money to take them through the retirement period or the “rainy
day” while a majority leaves the service with little or no savings at all.
Ideally, there, governments and organizations need to identify a way of
accommodating and adequately rewarding employees’ past efforts, through
organized Pension plans, so that it can achieve the goals of their existence
(Rabelo, 2002). Essentially, this is often through different retirement policies
which include the Defined Benefit (pay-as-you-go) scheme, the National
provident fund scheme and in particular the new contributory Pension
scheme that is expected to be fully funded.

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However, some of the existing Pension schemes seem inadequate and/or
ineffective. In Nigeria, for instance, SAS 8 was issued in 1991 to direct and
guide businesses on the determination and reporting of Pension and
retirement benefits. Its growing tribute, however, emerges from divergent
schools of thought namely, the contributory, the noncontributory and the
hybrid schools of thought (Kantudu, 2005). The first school of thought,
emphasizing on contribution, is advocated by most accounting standards
setting bodies as well as by writers (Campbell and Feldstein, 2001). These
scholars argued that should the employees contribute a certain percentage
to the plan the employee will be able to receive the entire or part of the
benefits at retirement, or in case of termination of appointment or dismissal.
The hallmark of the contributory theory is operational efficiency in
computation and funding. The second school of thought (the non –
contributory) also advocated by some accounting setting bodies (McGill,
1984; and Byrne, 2003). According to this school, employers alone should
fund the Pension asset. The belief of this school was that the singular
funding made by the sponsor encourages and attracts more qualified and
dedicated employees into the organization. Under this arrangement, the
benefit is defined by a formula, and Pension at retirement is paid either as a
lump sum amount or as a life annuity (SAS 8, 1991). Consequently, Pension
has in recent times increasingly attracted the attention of policy makers in
many countries as a means of facilitating privately – funded retirement
income savings by an ageing workforce (World Bank, 1994).
Managing and administering Pension funds have continued to pose a major
challenge to government in Nigeria. Yet, Pension which guarantees an
employee certain comfort in his or her inactive year is critical to the
sustenance of the life of the individual and the society (Nkanga, 2005). In our
society today, most workers are not covered by any reasonable form of
retirement benefit arrangement while the few schemes suffer from poor
management. According toKomolafe (2004), the Nigerian Pension system in
general is very much fragmented, lacks an adequate overall policy, a legal

9
and regulatory framework and an empowered coordinating body to supervise
it. As stated by Adegbayi (2005), Nigeria must avoid minor Pension reforms
that are repeated periodically because of political problems associated with
such adjustments. Once Defined Benefits schemes are frequently redefined,
they only create uncertainty of retirement benefit. Determined to solve the
numerous problems of the hitherto unfunded benefits Pension system in
Nigeria, the Federal Government in June 2004 through the enactment of the
Pension Reform Act, 2004, introduced a contributory Pension scheme. The
new Pension system is based on individual retirement saving accounts
managed by private financial institutions. Two reform styles have emerged in
both EU and EUA countries. These are the ‘parametric’ and ‘paradigmatic’
styles. Holzmann et al (2003:8 - 9) explain that, a parametric reform is an
attempt to rationalize the Pension system by seeking more revenues and
reducing expenditure while expanding voluntary private Pension provisions.
A PAYG pillar is downsized by raising the retirement age, reducing Pension
indexation, and curtailing sector privilege; and a development of voluntary
Pension fund beyond the mandatory social security system is promoted
through tax advantages, organizational assistance, tripartite agreements,
and other means of administrative and public information facilitation. These
among other things are happening in Austria, the Czech Republic, France,
Germany, Greece and Slovenia (Holzmann et al 2003:8).
There is also the paradigmatic reform which is often called a ‘three-pillar
reform’. A paradigmatic Pension reform is an attempt to move away from
the monopoly of a PAYG pillar within the mandatory social security system. A
paradigmatic reform is a deep change in the fundamentals of Pension
provision typically caused by the introduction of a mandatory funded
Pension pillar, along with a seriously reformed PAYG pillar and the expansion
of opportunities for voluntary retirement savings. Among other measures,
this is what three-pillar Bulgaria, Croatia, Denmark, Hungary, Latvia, the
Netherlands, Poland, Sweden and the United Kingdom decided to do
(Holzmann et al 2003:8-9). Some of the attractions of a paradigmatic reform

10
include the possibility of increasing a nation’s savings and investment,
acceleration of the development of a nation’s capital market institutions and
therefore overall economic growth rate, which a funded Pension system
could afford. These advantages are perhaps the reason for the predominance
of paradigmatic reform in the countries than in the EU countries. (Holzmann
et al 2003:10)

In the view of Ndebbio (2000), financial deepening means an increase in the

supply of financial assets in the economy and therefore the sum of all the
measures of financial assets gives us the approximate size of financial
deepening. From this, it is suggested that the financial sector is the conduit
through which financial deepening is manifested. The Department for
International Development (DFID) (2004) defined the financial sector of an
economy as the wholesale, retail, formal and informal institutions in an
economy offering financial services to consumers, businesses and other
financial institutions. It therefore broadly includes everything from banks,
stock exchanges, insurers, credit unions, micro finance institutions and
money holders. Through its contributory features, the funded scheme has
the inherent potential to boost savings. OECD (2005) has observed that
institutional investors, in particular Pension funds, mutual funds and
insurance have enhanced their role as collectors of savings over the past few
decades. It went on to conclude that this trend is likely to continue as
retirement saving grows and the increased Pension saving will augment the
size of capital markets. The large pool of savings which constitutes Pension
funds must be channeled into portfolios for reasonable returns so that old-
age liquidity short term corporate bonds) issuance to GDP. In essence,
issuance of equity and corporate bonds represents the activities of the
capital markets.
Rousseau and Wachtel (2008) in their study of the impact if financial
deepening on economic growth used three measures of financial
development, namely; the ratios to GDP of liquid liabilities (M3), liquid

11
liabilities less narrow money (M3 less M1) and credit allocated to the private
sector. Lastly, Singh et al (2009) in their study of financial deepening in CFA
France Zone captured financial depth as credit to the private sector in terms
of GDP.
Over the years, Nigeria is faced with a lot of challenges among which is
Pension and gratuity of her workers. Both the private and public sector
workers have been faced with this challenge. The public sector workers have
suffered a lot under the Defined Benefit Scheme (DBS) and their private
sector counterparts have been pained owing to different Pension plans by
their respective employers. Retirement benefit paid to retired employees
prior to 2004 Reform Act was gratuity and pension.
Adegbayi (2005) views gratuity as the payment of a lump sum to an ex-
employee at the period of retirement while Pension is the payment of
monthly stipend to a person who has retired from active employment or
business engagement. The payment is sustained by way of deductions from
past entitlements or past earnings, which are saved to provide retirement
benefits. Thus as a tax saving devise, savings toward pensions is quite
encouraging. Equally, since Pension saving is long term, it is also useful as a
macroeconomic tool for national development by enabling money to be in
circulation for long-term investment.
As viewed by Ugwu (2006) in Amujiri (2009) there are four main
classification of Pension in Nigeria. These are retiring pension,
compensatory pension, superannuating Pension and compassionate
allowance. It should also be noted that gratuity is a one-and-for-all lump sum
of money paid to an employee on retirement. A retiring worker can be
entitled to gratuity only or both gratuity and pension. It then means that a
worker who is entitled to Pension is also entitled to gratuity.

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13
 CHAPTER THREE
AN OVERVIEW OF PENSION SYSTEMS IN NIGERIA

3.0 INTRODUCTION
The history of Nigeria’s Pension system dates back to the year 1951 when
the first Pension scheme was inaugurated in the country. According to
Balogun (2006), Nigeria’s first ever legislative instrument on Pension
matters was the Pension Ordinance of 1951 which had a retroactive effect
from 1st January, 1946. The law provided public servants with both Pension
and gratuity. The National Provident Fund (NPF) which was established in
1961, was the first legislation enacted to address Pension matters of private
organizations. of the retirees (former affiliates) and hence their old-age
consumption (welfare) can be assured. This requires a high degree of
financial intermediation in the financial sector. Such a come-together of the
deficit and surplus spending units is likely to result in more deepening of the
financial system (Goldsmith, 1969; Ghani, 1992; Greenwood and Jovanovic,
1990).
Ardic and Damar (2006) in their study of financial sector deepening and
economic growth in Turkey captured financial depth as total bank deposits
divided by Gross Domestic Product GDP. De Jesus Emidio (2007) utilized the
ratio of bank deposits liabilities to nominal GDP to capture information on the
extent of financial intermediation and the savings level in the economy of
Mozambique. McDonal and Schumacher (2007) in their study of financial
deepening in sub-Saharan Africa saw financial depth as the ratio of GDP of
bank credit to the private sector.
Hasan et al (2007) in their study of institutional development, financial a
deepening and economic growth in China, used two measures of financial
deepening. One measure was based on banks alone; which was the ratio of
total bank loans to GDP and the other was the non-bank sources; which was
the ratio of equity and non-financial corporate debt (long term and Pensions

14
Decrees 102 and 103 (for the military) of 1979 were enacted with retroactive
effect from April, 1974
(Ahmed, 2006). The police and other Government Agencies’ Pension
Scheme were enacted under Pension Act No. 75 of 1987. This was followed
by the Local Government Pension Edict which culminated into the
establishment of the Local Government Staff Pension Board of 1987. In
1993, the National Social Insurance Trust Fund (NSITF) scheme was
established by decree No. 73 of 1993 to replace the defunct NPF scheme
with effect from 1st July, 1994 to cater for employees in the private sector of
the economy against loss of employment income in old,
invalidity or death Before 2004, most public organizations operated a
Defined Benefit (Pay-As-You-Go) scheme and final entitlements were based
on length of service and terminal emoluments. The defined benefit Pension
scheme in Nigeria was plagued by many problems among which were poor
funding due to inadequate budgetary allocations [for instance shortage of
budgetary release relative to benefits resulted into unprecedented and
unsustainable outstanding Pension deficit estimated at over N 2 trillion
before 2004 (Balogun, 2006)], weak, inefficient and non-transparent
administration. There was no authenticated list/data base on pensioners and
about 14 documents were required to file for Pension claims. Restrictive and
sharp practices in the investment and management of Pension funds
exacerbated the problems of Pension liabilities and over 300 parastatals’
schemes were bankrupt before the defined benefit scheme was finally
jettisoned and replaced with the funded contributory benefit scheme in July,
2004. The new Pension scheme was established for all employees of the
Federal Public service, Federal Capital Territory and the private sectors
(including informal sector employees) in Nigeria. The major operators under
the scheme are the National Pension Commission (PenCom), Pension Fund
Administrators (PFAs), Closed Pension Fund Administrators (CPFAs) and
Pension Fund Custodians (PFCs). Being a contributory scheme, employees
are to contribute minimum of 7.5 percent of basic salary, housing and

15
transport allowances and employers are to also contribute a matching fund.
So the total minimum monthly contribution of a typical employee contributor
under the scheme is 15 percent of basic salary, housing and transport
allowances. PenCom was established to regulate, supervise and ensure an
effective administration of Pension matters. In this regard, the commission is
mandated under the Act to, inter alia, establish standard rules for the
management of Pension funds, approve, license and regulate PFAs, PFCs
and CPFAs, manage national data bank on pension, impose sanctions or fines
on erring employers, PFAs, PFCs and CPFAs and ensure that payment and
remittance of contributions are made and beneficiaries of retirement savings
accounts (RSAs) are paid as and when due. In order to avoid the illiquidity
and unsustainability that plagued the erstwhile defined benefit (PAYG)
system, the Act and subject to enforcement by PenCom, specifically spelt out
the investment of Pension assets.

3.1 OBJECTIVES OF THE NEW Pension SCHEME IN NIGERIA

Objectives of the New Pension Scheme in Nigeria Prior to the new Pension
scheme, Nigeria operated a Pay As You Go defined Benefit Scheme burdened
with a lot of problem. Ahmad (2008) attributed the non-performance of the
define benefit system of Pension to under fund; unsustainable outstanding
Pension liabilities; weak and inefficient Pension administration; demographic
shifts and aging of the scheme; non-courage of workers in the private sector
by any form of compulsory retirement benefit arrangement; and poor
regulation of the hitherto scheme. Due to the above deficiencies, there was
needfor proper and adequate reformation in order to properly cater and
provide for retiree benefit. These identified loopholes necessitated the
ushering in of the modern Contributory Pension Scheme (CPS). The CPS in
the words of Ahmed (2006) is premised on the following:
- To ensure that every workers receives his retirement benefits as and when
due.

16
- To empower the worker and assist workers to save in order to cater for
their livelihood during old age.
- Stem the growth of Pension liabilities.
- Establish uniform rules, regulation and standards for the administration of
Pension matters.
- Secure compliance and promote wider coverage.

TYPES OF RETIREMENT BENEFITS

Retirement is a fluid concept because it connotes different things and is
fraught with different experiences for different people. While some
individuals view it positively and anticipate it with nostalgia others dread its
eventuality with great anxiety. Thus, it could be said that it is not a
homogenous experience for everyone. Retirement is a time of significant
transition as far as the use of time is concerned. However, the importance of
retirement is made more glaring by the fact that the retired person is made
to face some challenges because of his/her new status (as a retired person).
It has been noted that retirement is a stressful experience to many because
of its associated life decision change in the matter of life arrangement
generally. It has been postulated by Elezua (1998) that the moment
retirement comes knocking on the door (of an employee) it enters with
challenges and expectations. Retirement is typically associated with
attendant stress for the average employee especially in a country like
Nigeria with austere economic policies.
Pensions provide income to individuals in their retirement, and just over half
of full-time workers participate in some types of Pension plan at work.
However, the actual rate of participation depends on several things. For
example, older workers tend to have a higher participation rate, and
employees of larger firms have participation rates as much as three times as
high as those in small firms (Dessler, 2003).
Dessler (2003), classified retirement benefits into three basic ways;
contributory versus non-contributory plans; qualified versus non-qualified

17
plans; and defined contribution versus defined benefit plans. The employee
contributes to the contributory Pension plan, while the employees make all
contributions to the non-contributory Pension plan. Employers derive certain
tax benefits from contributing to qualified Pension plans such as tax
deductions for contributions; non-qualified Pension plans get less favourable
tax treatment for employees and employers.
With defined benefit plans the employee knows ahead of time the Pension
benefits he or she will receive. The defined Pension benefit itself is usually
set by a formula that ties the pension’s retirement Pension to an amount
equal to a percentage of the person’s pre-retirement pay, multiplied by the
numbers of years he or she worked for the organisation.
Defined contribution plans specify what contribution the employees and
employer will make to the employee’s retirement or savings fund. Here in
other words, the contribution is defined not the pension. With a defined
benefit plan, the employee knows what his/her retirement benefits will be
upon retirement. With a defined contribution plan, the person’s Pension will
depend on the amounts contributed to the fund and on the retirement fund’s
investment earnings.
According to Gustman et al (1994), many workers want Pension
because;
a) They afford a tax-preferred and convenient means to save for retirements.
In addition, the fact that Pension plans offer scale economies in investment
and record-keeping means that people can save for retirement more cheaply
in a Pension than on their own.
b) Pension plans offer workers another important feature as well, it provide
a form of retirement insurance not readily available to purchase of individual
private annuities. In particular, they may provide insurance against disability,
and frequently some degree of inflation protection.
c) Some Pension plans offer a measure of cross-generational risk sharing,
spreading the chances of low returns to Pension investments across
different employee cohorts.

18
In general, all hypotheses regarding employer motivation for supplying a
Pension rely on the notion that companies or country can use pensions as a
human resource tool. Pensions have been seen as a device for attracting
workers with certain traits, for eliciting greater work effort, for achieving
desired turnover patterns and sometimes for prompting retirement at
particular age and regulate worker’s quality (Kolawole 2003).

3.2 THE CONTRIBUTORY Pension

A Pension system is essentially an income security program which provides
benefits to beneficiaries who may be retirees, pensioners or the destitute.
The benefits of a Pension may be flat or defined. A defined benefit is a
benefit whose value payments vary according to established rules for
participation whereas a flat benefit is one that pays a unitary value to
beneficiaries. Furthermore, within Pension programmes, a distinction exists
between a defined benefit plan and a defined contribution plan.
In a defined benefit plan, only the employer is responsible for fueling of the
plan where as in defined contribution plan both the employers and the
employee make defined contributions to fund, the plan. As such, Pension
systems can be broadly categorized as contributory and non contributory.
Contributory pensions are income security programmes linked contribution
histories in that they mostly provide minimum pensions tied to contribution
history. Ako (2006) observes that this implies the criteria for Pension
eligibility include a history of earmarked contribution having been made by
the prospective retirees or their employers. The objective is usually that of
replacing a greater proportion of income for low income workers in what
could be refereed as a form of minimum Pension guarantees. Contributory
Pension system are therefore usually in the form of savings or insurance
schemes. Global Journal of Human Resource Management Vol.1, No. 4,
pp.20-55, December 2013 Published by European Centre for Research
Training and Development UK(www.ea-journals.org) On the other hand, non

19
contributory pensions are pure cash transfers to beneficiaries rather than
savings or insurance schemes (Ako 2006). This implies the prospective
beneficiary is not eligible on the basis of a contribution history but the
eligibility criterion is usually a socio-economic or even political factor such as
poverty old age or political participation. Hence noncontributory Pension are
sometimes called social pensions.
Defined contribution plans according to Mainoma (2005) are those in which
the benefit is defined as the future value of Pension fund contribution made
on an employee’s behalf. The exact value is unknown prior to retirement
because it depends on future earnings of Pension fund investments. Benefits
are solely a function of accumulated contribution, and for this reason the
plans are called defined contribution. The value of benefits is variable; it is
dependent on contribution levels and earnings made on invested
contribution (Mainoima 2005).
Defined contribution plans may be either contributory or non contributory. It
is contributory where fueling is shared by the employer and employee as
provided by the new Pension act 2004 in Nigeria. It is non contributory if all
contributions are made by the employer as the case of Nigeria before the
commencement of Pension Act 25. The benefit is defined either on a specific
amount or by a general formula based on salary. However, non contributory
pensions are very costly affairs and the countries that operate them have
had to battle with unsustainable fiscal deficits on account of several factors,
including rapid demographic changes as well as changes in the age and sex
– specific labour force participates (Ako 2006, Mainnoma 2005).

3.3 THEORETICAL FRAMEWORK

This study will use the social responsibility theory to examine the new
Pension policy and its impact on the civil servants within the context of
democratic governance in Nigeria. Social protection of a population has
always been one of the most important functions of the state. Since ancient

20
times, the powers-that-be have been helping destitute and disabled in the
event of emergency. In the middle Ages, churches and monasteries hosting
free hospitals and asylums supported this activity. Craft and merchant
guilds, as well as municipalities of big cities, also supported and aided
members of their communities. Social protection of populations was not
always systematic and permanent. Assistance was rendered through various
channels and included such forms as free medical treatment and material
support of widows and orphans, and allocation of money, clothes and food to
people who were homeless. The goal of this assistance was determined not
only by the Christian goodwill traditions, but also by the pure economic
necessity. The situation when European countries were depleted by
epidemics and wars made each governor take care of his population, as its
preservation and accrual was the source of tax and revenues.
The complex of various forms of maintenance in old age or in the event of
disability is called social security. The social responsibility theory is originally
a theory of press freedom. It was first introduced in the United States of
America in 1947 when the commission on freedom of the press headed by
Robert Hutchins recommended that:
 The press has a responsibility to society; and
 Because the libertarian press of the U.S. is not meeting this
responsibility, there is a need for a press theory (Lloyd; 1991:199).
The result was a proposal favoring a socially responsible press. It is an
outgrowth of the libertarian theory whose basic tenets centered on man’s
rationality and lethargy.
The demand for social responsibility underscores the fact that there is
inequality in society and the need to set up the institutional means to
fulfilling the acclaimed responsibilities. Global Journal of Human Resource
Management Vol.1, No. 4, pp.20-55, December 2013 Published by European
Centre for Research Training and Development UK(www.ea-journals.org) This
theory presupposes that different entities have different responsibilities.
While the social responsibility of the states is to ensure the civil rights of

21
their citizens, corporations to respect and encourage the human rights of
their employees, that of the citizens is to abide by the written laws. This
brings to the fore the element of reciprocity in social responsibility. Today,
the dynamic role of the state and its institutions has broadened the concept
of social responsibility. Flowing from this thought, Non Governmental
Organisations (NGOs), have identified their role and responsibility to help
improve society. This is under the guise of corporate social responsibility,
where corporate institutions have implicit responsibility to give back to
society what they get from society. This implies that it is voluntary and
beyond what is called for by law. The derivative is that social responsibility
has a legal responsibility.
Social responsibility assumes that it is better to be proactive towards a
problem than reactive to a problem. It therefore calls for the elimination of
corrupt, irresponsible, or unethical behaviour that might bring about harm to
the work place, its workers or retirees or the environment. It underscores the
point that ethical behaviour is at the root of social responsibility. The
problem affecting the management of the defined benefit schemes is as a
result of the unethical behaviour (corruption and mismanagement of
Pension funds) engaged in by the traditional Pension fund manager. Most
often, pensions funds are not released on time and when released it is often
diverted for selfish ends. The arrears of unpaid Pension funds are a fall out
of the unethical behaviour indulged in by Pension fund administrators under
the traditional scheme. To this end, for Pension funds to be successfully
managed either under the defined benefit scheme or the contributory
scheme, ethical principles must be maintained y the stakeholders.
While social responsibility has a moral value, it has economic value as well.
The economic value is the total amount of money individual employee is
mandated to contribute or invest in socially responsible goods or services. In
relation to the contributory Pension scheme, it has to do with the amount of
money individual employee is willing to contribute to his retirement savings
account. In this case, the responsibility of individual employee is to pay 7.5%

22
of his salary and allowances to his retirement saving account. The proactive
stance of both employee and employers to fulfilling this social responsibility
will determine the success of the contributor Pension scheme. One could
therefore contest that, the major weaknesses of the defined benefit scheme
was government inability to finance the scheme. Negative social
responsibility became the vogue hence the need to reform the system in line
with global demands.
In another admission, social responsibility means being responsible to
people, for the actions of people and for actions that affect people. This is
the challenge for federal ministries and PENCOM as it was responsible for
managing the Pension fund and the record of her pensioners. In this
instance, social responsibility deals with holding federal ministries, a group,
organisation or company accountable for its actions and is effect on the
people around it – the pensioners. The import of the social responsibility
theory lies in the fact that Pension administration is a social responsibility of
government to provide for her employees. In this regime of Pension
privatisation the responsibility has devolved on employees and employers to
make contributions to the retirement savings account of individual employee
to insure them against old age poverty. Proactively the various stakeholders
are to make their statutory contributions to the effective management of the
Pension scheme. While the social responsibility of ministries is to process the
Global Journal of Human Resource Management Vol.1, No. 4, pp.20-55,
December 2013 Published by European Centre for Research Training and
Development UK(www.ea-journals.org) retirement files of employees
promptly and forward the record to PENCOM, the various MDAs should
promptly furnish ministries with names of staff that are due for retirement. In
another instance, the social responsibility of the Pension fund administrator
and custodians is to manage and invest the Pension fund in a way that will
yield much profit into the individual workers retirement savings account.
PENCOM in this stead is to enhance its supervisory roles. These are the social
responsibility of these institutions involved in Pension fund management.

23
The contention is that their approach should be proactive and not resistant in
nature if much success is to be recorded. A responsible government is
measured against the degree of social services provided for her citizens.
While this is a mark of social responsibility demonstrated by government it
shores up the legitimacy profile of the said government. Given the relevance
of the social responsibility theory to the subject matter of this research, it is
therefore adopted as the theoretical framework for this study.

3.4 SYSTEM DESIGN

The system is a Database Management System (DBMS) that will contain
available records of Staff, and a procedure that contains some query to the
database so as to access some specific records. It is imperative to state, only
the system administrator has the right to modify
(add, edit) records. He/She must also receive a high level clearance before
he/she can modify any record. A DBMS is a system software package that
helps the use of integrated collection of data records and files known as
databases. It allows different user application programs to easily access the
same database (wikipedia). Queries allow the user to describe desired data,
leaving the DBMS responsible for planning optimizing, and performing the
physical operations necessary to produce that result as it chooses. A query
includes a list of columns to be included in the final result immediately
following the SELECT keyword. An asterisk ("*") can also be used to specify
that the query should return all columns of the queried tables. SELECT is the
most complex statement in Struc tured Query Language (SQL), with optional
keywords
and clauses that include:

§ The FROM clause which indicates the table(s) from which data is to be
retrieved. The FROM clause can include
optional JOIN subclauses to specify the rules for joining tables.

24
§ The WHERE clause includes a comparison predicate, which restricts the
rows returned by the query. The WHERE clause eliminates all rows from the
result set for which the comparison predicate does not evaluate to True.

§ The GROUP BY clause is used to oroject rows having common values into a
smaller set of rows. GROUP BY is often used in conjunction with SQL
aggregation functions or to eliminate duplicate rows from a result set. The
WHERE clause is applied before the GROUP BY clause.
INPUT, PROCESS, OUTPUT ANALYSIS
This highlights in detail the processing steps which convert input into output.
The processing tasks to be carried out by the Investigation System are
basically the entering of Staff details into the database.
To enter a Staff’ detail into the database file, the user have to enter basic
information about the Staff, upload passport, capture and load finger prints
and submit to the database file by saving changes.
To retrieve a Staff’ detail, the user will have to enter a specific search criteria
and click on search, the system then searches through the database file for a
record that matches the given criteria. If a match is found, the record is then
displayed. Otherwise, the system should display a message saying such
record does not exist.
To retrieve all existing Staff details in the database, the user should click on
the “Full Records” button, the system the retrieves the records of all existing
Staff. To access the full detail of a Staff as well as all information about the
crimes committed, user will then click on any part of the retrieved Staff
detail and click on open records. The system then displays the full record of
that particular Staff.
Another processing task involves comparing Finger prints. Suppose a Staff’
finger print was recovered from a crime scene, the user loads this print into
the system and searches for a match. This can be achieved by clicking the
“Local Check” button on the Investigation System Main Menu, the system
then pops up the window where the search for a match will be made, the

25
user should click on the “Load Finger Print” button to load the recovered
print into the system, then he/she should click on “Direct Compare”.
Following a sequential order, the systems searches the available finger prints
in the database for a match and if a match is found it pops up a box that
displays “A direct match was found with the Staff’s convict number and the
finger id”. The user should then click on the “ok” button, the Staff convict
number and names will be displayed. To have full access to such Staff
details.

26
 CHAPTER FOUR
DESIGN AND IMPLEMENTATION OF THE NEW SYSTEM

4.1 SYSTEM IMPLEMENTATION

System implementation is the delivery of fully tested system into production
for its daily operation. The purpose of this phase is to smoothly changeover
from the old existing system to a new system.
The purpose of “System Implementation” can be summarized as follows:
making the new system available to a prepared set of users (the
deployment), and positioning on-going support and maintenance of the
system within the Performing Organization (the transition). At a finer level of
detail, deploying the system consists of executing all steps necessary to
educate the Consumers on the use of the new system, placing the newly
developed system into production, confirming that all data required at the
start of operations is available and accurate, and validating that business
functions that interact with the system are functioning properly.
Transitioning the system support responsibilities involves changing from a
system development to a system support and maintenance mode of
operation, with ownership of the new system moving from the Project Team
to the Performing Organization.

4.2 SYSTEM FLOW CHART

A flowchart is a diagrammatic representation of the (finite) sequence of steps
to be followed or sequence of operations to be executed in other to solve a
problem. This tool is especially useful in the system analysis and design
phases of the software development process. It is used to represent the
algorithm of the old system being studied (during analysis), or the new
system being developed (during design). The system flowchart gives a
summary representation or specification of the overall system while the
program flowchart gives detail representation of the overall system.

27
4.3 HISTORY OF JAVA
In 1991, a group of Sun Microsystems engineers led by James Gosling
decided to develop a language for consumer devices (cable boxes, etc.).
They wanted the language to be small and use efficient code since these
devices do not have powerful CPUs. They also wanted the language to be
hardware independent since different manufacturers would use different
CPUs. The project was code-named Green. These conditions led them to
decide to compile the code to an intermediate machine-like code for an
imaginary CPU called a virtual machine. (Actually, there is a real CPU that
implements this virtual CPU now.) This intermediate code (Called byte code)
is completely hardware independent. Programs are run by an interpreter that
converts the bytecode to the appropriate native machine code. Thus, once
the interpreter has been ported to a computer, it can run any byte coded
program. Sun uses UNIX for their computers, so the developers based their
new language on C++. They picked C++ and not C because they wanted the
language to be object-oriented. The original name of the language was Oak.
However, they soon discovered that there was already a programming
language called Oak, so they changed the name to Java. The Green project
had a lot of trouble getting others interested in Java for smart devices. It was

28
not until they decided to shift gears and market Java as a language for web
applications that interest in Java took off. Many of the advantages that Java
has for smart devices are even bigger advantages on the web. Currently,
there are two versions of Java. The original version of Java is 1.0. At the
moment (Nov. 1997), most browsers only support this version. The newer
version is 1.1 (in addition 1.2 is in beta). Only MS Internet Explorer 4.0and
Sun's Hot Java browsers currently support it. The biggest differences in the
two versions are in the massive Java class libraries. Unfortunately, Java 1.1
applets will not run on web browsers that do not support 1.1. (However, it is
still possible to create 1.0 applets with Java 1.1 development systems.)
There are 2 basic types of Java applications:
I. Standalone: These run as a normal program on the computer. They may
be a simple console application or a windowed application. These
programs have the same capabilities of any program on the system. For
example, they may read and write files. Just as for other languages, it is
easily to write a Java console program than a windowed program. So
despite the leanings of the majority of Java books, the place to start Java
programming is a standalone console program, not an Applet.
II. Applets: These run inside a web browser. They must be windowed and
have limited power. They run in a restricted JVM (Java Virtual Machine)
called the sandbox from which file I/O and printing are impossible. (There
are ways for applets to be given more power.)

4.3.1 THE STRENGTH AND WEAKNESSES OF JAVA

I. Libraries
The availability of libraries of code for common tasks is a major factor which
is how easy to use a language. If there is a pre-packaged and thoroughly
tested solution to a programming problem, a lot of time and money can be
saved by using these standard components instead of reinventing the wheel.
Both C++ and Java contain at least some sort of standard libraries. In C++
this is limited to the basic (though extremely well tested) Standard Template

29
Library which is a set of containers and other relatively simple classes.
Because C and C++ leave a lot of 3 functionality up to the specific system
we are working on, it is very difficult to provide more complex libraries that
would be cross-platform compatible. Java, on the other hand, contains many
built in libraries for networking, multi-threading, cryptography, xml parsing,
database connectivity, graphical user interfaces and much more. This is
made possible by design. Java was built from the ground up to be a system
independent language and because of that, it is much easier to create
standard libraries across different platforms. A good example of the ease of
use provided by language libraries is creating a simple HTTP server
application. Since C++ is so system dependent, the easiest solution is to use
a specific library for that system (in this case Microsoft C++ .NET) or connect
to existing system utilities to do the work (as can easily be done on UNIX
systems). The same program can be developed quickly in Java and still be
cross platform compatible simply by using the included standard networking
libraries. Java indisputably wins any debate between it and the standard C+
+ language as far as networking libraries are concerned

II. Garbage Collection

If we assume that automated garbage collection is generally a good thing,
this is another area Java decidedly comes ahead comparinmg with C/C++. In
C++ no garbage collecting is done for us, so all objects that are created
must be deleted to avoid memory leaks. Because all objects need to be
deleted when they are not being used, all objects must also have
constructors written for them. This level of control over an object's memory
allows programmers to create highly optimized programs. More often though
it seems to make it extremely easy to cause an error by leaving dangling
points or unreachable objects and of course memory leaks. Memory leaks
are especially important in networking hardware where other systems are
depending on as much up-time as possible in the software, and the user
cannot afford to restart the system often to clear the memory after leaks.

30
Java reduces the occurrences of such inconveniences by automating garbage
collecting. Instead of de-allocating memory by hand when we are finished
with the object, the system will do it for us. This is a definite increase in
usability as compared with most systems, but does increase the
requirements on the system needed to run a Java program.
III. Compilation
Unlike many newer scripting languages such as Python, Perl, or Ruby; both
C/C++ and Java must be compiled before they can be run on a machine. C
and C++ source code must be compiled separately for different machines
since it compiles straight into machine code. Java on the other hand can be
compiled from the source code into byte
code once, since the byte code is cross platform compatible. The downside
here is that the byte code must still be translated into machine code before
it can be run, and this processing work has now been moved to run time. The
trade off for this extra portability in Java is the requirement for a Java "virtual
machine" to be installed on the system to translate the byte code into
machine code at run time. Though this does add extra system requirements
and has the potential to decrease the performance of a program at run time,
it increases the ease of use for programmers and by a large factor. From a
pure usability point of view, Java will again win over C/C++ in the area of
compilation simply because of its cross platform compatibility.
IV. File Structure
There are no header files in Java. This can be a blessing or a curse,
depending how the programmer is accustomed to writing code. In C++, the
header files are often used as a reference for the rest of the code. The
single .h file can be opened to view all attributes and functions of an object.
When this header information is combined with the main body of code as in
Java, the programmer must view all the code in the file instead of only the
basic header information. Of course, the advantage is that instead of dealing
with two separate files for each object as in C++, we now only need to
manage one file per object. This issue of documentation in Java has also

31
been addressed by the standard "javadoc" application. This application reads
java class files and automatically produces HTML documentation for them;
removing any need for the use of header files for documentation.

4.3.2 FEATURE OF JAVA

I. Platform Independent : Java is platform independent because it is

different from other languages like C, C++ etc. which are compiled into
platform specific machines while Java is a write once, run anywhere
language. A platform is the hardware or software environment in which a
program runs. There are two types of platforms software-based and
hardware-based. Java provides software-based platform. The Java
platform differs from most other platforms in the sense that it is a
software-based platform that runs on the top of other hardware-based
platforms. It has two components: a) Runtime Environment )b
API(Application Programming Interface).

Java code can be run on multiple platforms e.g. Windows, Linux, Sun Solaris,
Mac/OS etc. Java code is compiled by the compiler and converted into
bytecode. This bytecode is a platform-independent code because it can be
run on multiple platforms i.e. Write Once and Run Anywhere(WORA).

II. Secured: Java is best known for its security. With Java, we can develop
virus-free systems. Java is secured because:

a. No explicit pointer
b. Java Programs run inside virtual machine sandbox

III. Class loader: Class loader in Java is a part of the Java Runtime
Environment (JRE) which is used to dynamically load Java classes into the
Java Virtual Machine. It adds security by separating the package for the

32
 classes of the local file system from those that are imported from
network sources.

Byte code Verifier: It checks the code fragments for illegal code that can
violate access right to objects.

IV. Security Manager: It determines what resources a class can access

such as reading and writing to the local disk. These securities are
provided by java language. Some security can also be provided by
application developer through SSL, JAAS, Cryptography etc.
V. Robust: Robust simply means strong. Java is robust because:

 It uses strong memory management.

 There are lack of pointers that avoids security problems.
 There is automatic garbage collection in java which runs on the Java
Virtual Machine to get rid of objects which are not being used by a Java
application anymore.
 There is exception handling and type checking mechanism in java. All
these points makes java robust.

VI. Architecture-neutral: Java is architecture neutral because there is no

implementation dependent features e.g. size of primitive types is fixed. In
C programming, int data type occupies 2 bytes of memory for 32-bit
architecture and 4 bytes of memory for 64-bit architecture. But in java, it
occupies 4 bytes of memory for both 32 and 64 bit architectures.
VII. Portable: Java is portable because it facilitates you to carry the java
bytecode to any platform. It doesn't require any type of implementation.
VIII. High-performance: Java is faster than other traditional interpreted
programming languages because Java byte code is "close" to native
code. It is still a little bit slower than a compiled language (e.g. C++).
Java is an interpreted language that is why it is slower than compiled
languages e.g. C, C++ etc.

33
IX. Distributed : Java is distributed because it facilitates users to create
distributed applications in java. RMI and EJB are used for creating
distributed applications. This feature of Java makes us able to access files
by calling the methods from any machine on the internet.
X. Multi-threaded: A thread is like a separate program, executing
concurrently. We can write Java programs that deal with many tasks at
once by defining multiple threads. The main advantage of multi-threading
is that it doesn't occupy memory for each thread. It shares a common
memory area. Threads are important for multi-media, Web applications
etc.
XI. Dynamic: Java is a dynamic language. It supports dynamic loading of
classes. It means classes are loaded on demand. It also supports
functions from its native languages i.e. C and C++. Java supports
dynamic compilation and automatic memory management (garbage
collection).

4.4 AN OVERVIEW OF MYSQL

MySQL is a very fast, robust, relational database management system
(RDBMS). A database that enable efficient store, search, sort and retrieve
data.
According to John Smith, MySQL" is the most popular open source SQL
database management system, is developed, distributed, and supported by
MySQL AB. MySQL AB is a commercial company, founded by the MySQL
developers. It is a second generation open source? company that unites
open source values and methodology with a successful business model".
MySQL is a database management system. A database is a structured
collection of data. It may Be anything from a - simple shopping list to a
picture gallery or the vast amount of information in a corporate network.
Database management systems play a central role in computing, as
standalone utilities or as parts of other applications.

34
MySQL is a relational database management system. A relational database
stored data in separate tables rather than putting all the data in one big
storeroom, this adds speed and flexibility. The SQL part of "MySQL" stands
for "Structured Query Language:. SQL is the most common standardized
language used to access database and is been
defined by the ANSI/ISO SQL standard.(http:/ / vvww. pchighway.com).
Robert however considered "MySQL database software as a client/server
system that consist of a multithreaded SQL server that supports different
back ends,several different client programs and libraries,
administrative tools, and a wide range of application programming interfaces
(APIs)". (Robert Schneider June 24, 2005).
MySQL database package consist of the following i. The MySQL server: This is
heart of MySQL. It can be considered as a program that stores and
manages databases, if. MySQL Client programs: MySQL comes with many
client programs. The one that is mostly used is called
MySQL. This provides and interface through which SQL statements are
issue and have the result displayed.
Finally, since both efforts are collaborative in nature, there's always
plenty of support from documentation and mailing lists.

35
 CHAPTER FIVE
(Summary,Conclusion and Recommendation )

5.1 SUMMARY

According to the workers in the Nigeria Pension Board NIGERIA, One of the
major problems involve is the presentation of the incomplete being required,
the processing could take place. But this problems is not what we are
concerned with, since it is the past of an individual involved to submit all the
necessary requirement. Other problems since there are a lot of document
needed from an individual, then going through all the documents seem to be
a very since there are a lot of document needed from an individual then
going through all the documents seems to be a very tedious exercise to the
worker, problems of manual calculation of the Pension due. Another is
inability to keep accurate record of an individual in this case, a lot of people
normally falsely their age, inability to maintain first serve due to the large
quantity of files.

5.2 CONCLUTION
Conclusively, at the end of this research work, it was theoretically and
practically figured out that an “Asset management system” with less or no
human intervention provides more efficiency in declaring an asset within
Code of Conduct Bureau. It can also concluded that the accuracy and
integrity of data or information is much more better with an automated
system, as the safety of the data is guaranteed because an access to the
system is controlled by an admin, it is also easier and faster to use.

The user friendliness of the system implies easy usage with little or no help
from experts, proper and effective automation would virtually eliminate the
problems of the existing system of declaring an asset or updating an asset.
The security features imply authorization only to legal users. This project
work has fulfilled a vital need for the Code of Conduct Asset management

36
system by designing a Web based program to replace the current manual
system.

The system when fully implemented will replace the manual system and
enhance the process of data storage in the Code of Conduct Bureau.

5.3 RECOMENDATIONS
Having met the specified objective of the proposed project and after a
profound evaluation of the developed system,the following recommendations
should be considered for further research work and improvement
opportunities.

It’s highly recommended that Code of Conduct Bureau that runs their
operations manually should try and own an automated system in place as it
is a single and most important key that helps towards achievement of the
mission and vision of Code of Conduct bureau.

Additional research could be carried out on this work so that necessary

amendments and improvement can be made in other to have a more
dynamic and customizable system for the whole Code of Conduct Bureau.

37
 PROGRAM SCREEN SHOT

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38
Holcombe, R. G (1997). “A Theory of the Theory of Public Goods”. IN: Review
of Austrian Economics l.10 (1)1-22
Bailey, S. J. (2002) Public sector economics: Theory, Policy and Practice. (2nd
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Tapang A. T (2012) The impact of PenssionBase on Local Government Social
Assets in Cross River State Nigeria: 1996 -2010. International Journal of
Physical and Social Sciences. Volume 2 issue 3.
Abubakar Halidu (1999) National Orientation Workshops For Local
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Councilors. Training Manual P. 8
Yunusa, A.A (2003) Understanding the Principles of taxation in Nigeria,
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Kiabel.B.D and Nwokah, N.G (2009) Boosting Penssion Generation by
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