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北京：CGA的Key Report Highlights

来源：高顿网校 2014-07-04

　　为了帮助和促进会计行业在中加两国的发展，培养下一代会计师，以促进全球会计事业的发展，CGA在加拿大国家发展署的资助下进入中国。CGA在中国发展的这段日子里获得了高度认可，因此报考CGA的中国学生也日益增多。下面，高顿网校小编为北京的同学介绍一下关于CGA的Key Report Highlights内容。

　　Key Report Highlights

　　Pension plan challenges deepening and funding deficits intensifying

　　The ability of Canadians to maintain a financially comfortable and healthy lifestyle after retirement has become one of the nation’s most vexing challenges.

　　Pension plan challenges have deepened and funding deficits have climbed from $160 billion in 2003 to an estimated $350 billion in 2008.

　　The overall funding position of DB plans has significantly deteriorated since December 31, 2004 with the vast majority (92%) of private sector pension plans in a deficit position as at December 31, 2008.

　　There are an estimated 7,000 private DB plans and an estimated 8,000 DC plans having an estimated 4.5 million and 0.8 million members respectively. DB assets exceed $550 billion while DC assets represent an estimated $50 billion.

　　According to estimates performed by Mercer, 71% of Canadian defined benefit pension plans were in a solvency deficit position at the end of 2007. By the end of 2008, that statistic had risen to 92%. At the end of 2008, almost 40% of defined benefit plans had solvency ratios under 70%, and over 70% of defined benefit plans had solvency ratios under 80%.

　　With escalating entitlements (pensioners), funding deficits can only be exacerbated by a declining contributor (worker) base.

　　Financial crisis highlights need for fundamental reform

　　The recent financial crisis accompanied by a chain of high-profile bankruptcies highlighted the need for broader, more far-reaching and fundamental reforms to pension legislation and the other side of defined-benefit pension plans – the risk that an employer fails to fulfill its pension obligations i.e. Nortel.

　　Typical pension plan lost 20% of its asset value, measured on a market value basis during the six months from September 2008 to February 2009.

　　The crisis has raised awareness of, and interest in, pension issues among sponsors, members, and regulators. Most of these issues have existed for decades, but have not been fully appreciated by most stakeholders; or perhaps have been beyond immediate reach.

　　Boomers to place enormous demands on retirement system

　　Post retirement expectations and needs of the “boomer” generations will place enormous demands on the country’s health and social support systems.

　　Long term demographic trends challenge the Canadian retirement system – the working age population will conceivably shrink further in the years to come and baby-boomers will progressively leave the workplace.

　　Decline in the numbers of the working-age population will inflict constriction of funding into the retirement system.

　　Unless this dual pressure on the system is otherwise relieved and counterbalanced by prudent regulatory and pecuniary policies, steady disintegration will befall Canada’s retirement system(s).

　　Employers favour defined contribution pension plans over defined benefit pension plans

　　There is a shift among employers towards DC plans and away from DB plans.

　　The private sector stimulated the build of increased activity in defined contribution plan participation.

　　By 2006, DB pension plans represented 81% of the workers participating in registered pension plans while DC plans represented a more conservative 16%.

　　There was a noticeable rise in DC plans between 1991-2006 and this number continues to rise.

　　DC plan membership in the private sector nearly doubled over the same period (1991-2006) increasing the coverage rate from 14% to 27%.

　　Unlike a DB plan, DC plans afford certainty of expense and cash flow for the employer and hence assists in planning controlling and monitoring risk.

　　DC plans allow the employee to exercise greater control over retirement planning and increased adaptation to their own individual circumstances and lifestyle.

　　DC plans impose ownership responsibilities on the participants for shaping their working lives and retirement expectations.

　　Private savings cannot outperform defined benefit pension plans

　　Private savings done outside of retirement savings vehicles would hardly reach half of the benefits level offered by the defined benefit plan, particularly in the public sector. For this reason, declining defined benefit pension plan coverage is received as bad news to many.

　　It is simply not possible under the current tax rules to generate or to mimic the benefits bestowed by public-sector DB pension plans.

　　Maximizing RRSP contributions does not lead to achieving a level of pension benefits similar to that of defined benefits pension plans.

　　CGA-Canada contends that private savings would have to be undertaken outside of tax-preferred saving instruments to produce similar benefits.

　　Private sector carries the burden of public sector pension plans

　　The present pension system in Canada has produced pension “haves” and “have-nots” – at one end of the spectrum are public sector employees who enjoy the security of government-guaranteed DB pension plans and on the other end of the spectrum are some private sector employees having no income or retirement security whatsoever.

　　The asymmetrical coverage of working Canadians can be rectified by making enrolment in workplace pension plans mandatory for all employees while also re-pricing public sector pension plans.

　　高顿网校小编真诚希望以上信息对您能有所帮助！

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