Background

Following the Independent Review of Public Service Pensions in 2011, the UK Government brought forward changes to all public sector pensions schemes, designed, in their view, to make such schemes "sustainable, affordable and fair.”

The subsequent Public Service Pensions Act 2013 sets out the new pension arrangements, including the age at which members of public sector pension schemes can access their benefits.  As a consequence the age at which members of the Scottish Teachers’ Superannuation Scheme (STSS) can retire in future will be directly linked to their State Pension Age (SPA). The 2013 Act also sets out terms for "transitional” and "tapered” protection.

The STSS will end on 31 March 2015 although those with full "transitional” protection will continue to enjoy the STSS provision until retirement. Those with "tapered” protection will have their date of entry to the new scheme deferred depending of their age on 1 April 2012.  Details of full and tapered protection are set out in this booklet.

During negotiations through the Scottish Teachers’ Pension Scheme Negotiating Group on new scheme arrangements, the EIS sought to minimise the actuarial impact on those who were being forced to work beyond 65 to the state pension age but who would choose to retire early.  Regrettably, HM Treasury declined these proposals. Therefore, the Scheme adopted in Scotland, the Scottish Teachers’ Pension Scheme 2015 (STPS 2015), is almost identical to the new Teachers’ Pension Scheme which shall operate in England and Wales from that date.

 

Main Changes in the STPS 2015

The new scheme introduces a number of significant changes

  • Retirement Age – currently, schemes can set the retirement date at which pensions can be accessed without any actuarial reduction.  Those in the STSS have a Normal Pension Age (NPA) of 60 (Pre April 2007 members) or 65 (Post April 2007 members).  From 1 April 2015 the scheme is required in law to set the retirement age in accordance with the State Pension Age (SPA).  This is subject to full "transitional” or "tapered” protection.
  • Career Average – In the STSS, pensions are based on final year’s salary or the average of the best three consecutive years in the last ten years.  Those who join the STPS 2015 will have future pension based on a Career Average Revalued Earnings (CARE) basis.  For each year worked 1/57 of earnings will be placed in a pension pot and the pot will increase annually in line with the Consumer Price Index (CPI) plus 1.6%.
  • Accrual rate – the accrual rate is the rate by which pension grows annually.  In the STSS those with NPA60 had an accrual rate of 1/80 but received an automatic lump sum of 3/80 on retirement.  Those who were NPA65 had an accrual rate of 1/60 but were able to commute annual pension into a lump sum (£1 of pension for £12 lump sum tax free) subject to commuting a maximum of 25% of their pension pot.  The STPS 2015 has an accrual rate of 1/57 but there is provision in the new scheme for a faster accrual rate (1/45, 1/50, 1/55). The commutation arrangements remain the same as the STSS NPA65 arrangements.
  • Scheme Governance – from 1 April 2015 Scottish Government will have to put in place a Pension Scheme Board to oversee the operation of the scheme.  The Scottish Teachers’ Pensions Scheme Board is proposed to have 6 employer representatives and 6 representatives nominated by the trade unions.  In addition, there will be a Scottish Teachers’ Pension Scheme Advisory Board with trade union representation, to advise the Board Chair on future Scheme design.  Valuations of the Scheme will be required by statute to take place periodically to inform future decisions on contribution rates and Scheme benefits.

 

What Doesn’t Change

While the principal changes to the Scheme are significant, a number of features will either not change or will change only marginally. The STPS 2015 will remain as a defined benefit, notional scheme.

This means that the benefits which are part of the scheme are set out in the scheme regulations and will not vary according to scheme valuations (as occurs in a defined contribution scheme). A notional scheme is a scheme where contributions made by employers and employees go directly into the Treasury to pay occupational pensions to today’s pensioners.  

This is sometimes referred to as a "pay-as-you-go” scheme. The Government has retained notional scheme provision.The STSS had a number of key provisions as benefits of the scheme – ill health retirement, dependants’ benefits and death in service benefits – which are largely unchanged. The table on the key elements of the Scheme sets out the key features of the Scheme.

 

Contribution Rates

With the introduction of CARE arrangements all part time employees’ contributions will be based on actual salary. This shall also be the case for those with "transitional” or "tapered” protection. 

The employee contribution rates from 1 April 2015 are detailed further below.

 

What the Scheme means for you

Feature

NPA 60 (STSS) 

NPA 65 (STSS) 

STPS 2015 

Scheme Design

Final Salary Scheme

Final Salary Scheme

Career Average Revalued Earnings (CARE) Revalued annually by CPI + 1.6% (CPI only for preserved benefits)

Accrual Rate

1/80 + 3/80 lump sum

1/60

1/57

Tax Free Cash*

Commute up to 19.64% on £1:£12 basis

Commute up to 35.71% of pension on a £1:£12 basis

Commute up to 35.71% of pension on a £1:£12 basis

Tiered Contributions

Based on actual earnings

Based on actual earnings

Based on actual earnings

Pensions in Payment Index

Consumer Price Index

Consumer Price Index

Consumer Price Index

Family Benefits

Pensions payable to widow, widower, civil partner nominated partner and children dependent on qualifying service

Pensions payable to widow, widower, civil partner nominated partner and children dependent on qualifying service

Pensions payable to widow, widower, civil partner nominated partner and children dependent on qualifying service

Death in Service

3x Pensionable Salary

3x Pensionable Salary

3x Full Time Equivalent Salary

Ill Health Retirement

2 tier system

Requirement to provide evidence of permanent incapacity

2 tier system

Requirement to provide evidence of permanent incapacity

2 tier system

Requirement to provide evidence of permanent incapacity

Increasing Benefits

Purchase of additional pension in £250 blocks

Purchase of additional pension in £250 blocks

Facility to purchase faster accrual (1/55, 1/50 or 1/45) on an annual basis

 *Allows members to access 25% of pension pot as per HMRC rules.

 

I am in STSS, what will happen to me on 1 April 2015?

Members who joined the STSS scheme prior to 1 April 2007

1. Born before 1 April 1962

If you were born before 1 April 1962 and you joined the STSS prior to 1 April 2007 you will have full "transitional” protection. You will remain in the current final salary scheme until you decide to retire.  Your normal pension age (NPA) will be 60. When you retire at that age or later you will receive all your benefits calculated on a final salary basis. If you returned to work after 1 April 2007 after a break of more than 5 years, your NPA will be 65. 

2. Born between 1 April 1962 and 30 September 1965

If you were born between these dates you will have "tapered” protection.  This means that you will remain in the current final salary scheme for a limited period after 1 April 2015.  The period of protection you receive will depend on your date of birth.

When your "tapered” protection ends you will move to the new STPS 2015 Career Average Revalued Earnings (CARE) scheme.

If you are in the NPA 60 scheme you can retire at age 60 or after that age and receive all your benefits in STSS the final salary scheme without actuarial reduction.  You will need to decide whether to access your CARE scheme benefits at this point or whether to preserve these until you reach your SPA.  If you access your STPS 2015 benefits before you reach your SPA they will be subject to actuarial reduction.

Appendix 1 sets out the "tapered” protection to which you will be entitled and the date you will move to the new scheme.

3. Born after 1 October 1965

If you were born after the above date you will transfer to the new CARE scheme on 1 April 2015.

You can access your NPA 60 benefits if you retire at 60. However, your STPS 2015 benefits would be subject to actuarial reduction.  It is open to you not to access these benefits until you reach the SPA.  If you are deferring this pension pot the pension will increase in line with the Consumer Price Index.

 

Members who joined the STSS after 1 April 2007

1. Born before 1 April 1957

If you were born before 1 April 1957 you will have full "transitional” protection.  You will retain the right to retire at NPA 65 or later and will remain in the STSS until retirement.

2. Born between 1 April 1957 and 1 October 1961

If you were born between these dates you will have "tapered” protection. This means that you will remain in the STSS for a limited period after 1 April 2015. The period of protection you receive will depend on your date of birth.

When your "tapered” protection ends you will move to the new STPS 2015 CARE scheme.

If you are in the NPA 65 scheme you can retire at age 65 and receive all your benefits in the final salary scheme without actuarial reduction. You will need to decide whether to access your "CARE” scheme benefits at this point or whether to preserve these until you reach your SPA.  

If you access your STPS 2015 benefits before you reach your SPA they will be subject to actuarial reduction.

Appendix 2 sets out the protection to which you will be entitled and the date you will move to the new scheme. 

3. Born After 1 October 1961

If you were born after the above date you will transfer to the new CARE scheme on 1 April 2015.

You can access your NPA 65 benefits if you retire at 65. However, your STPS 2015 benefits would be subject to actuarial reduction.  It is open to you not to access these benefits until you reach the SPA.  If you are deferring this pension pot the pension will increase in line with the Consumer Price Index.

 

Members who joined the STSS after 1 April 2012

If you joined the STSS after 1 April 2012, irrespective of your age, you will join STPS 2015 on 1 April 2015.

There will be no protection either "transitional” or "tapered”.

 

How Are My Benefits Calculated?

From April 2015 the way your benefits will be calculated will depend on the scheme in which you are a member.

Normal Pension Age (NPA 60)

If you retain the right to remain in the NPA 60 scheme your benefits will be calculated as follows:-

  • Annual Pension = (Pensionable Service x Pensionable Salary)/80

  • Tax Free Lump Sum = Annual Pension x 3

For Example

  • Annual Pension: £12,636 (25 years 100 days x £40,000/80)

  • Tax Free Lump Sum: £37,908 (3 x pension)

At retirement all members of the NPA 60 scheme have an option to give up part of their annual pension to increase their tax free lump sum. This is known as "commutation”. You can commute up to 19.64% of your pension on a £1:£12 basis.

Using the above example, maximum commutation (£2,481) would reduce your annual pension to £10,155 but increase your tax free lump sum to £67,680.

If you access benefits before your NPA they will be actuarially reduced for early payment.

 

Normal Pension Age (NPA 65)

If you retain the right to remain in the NPA 65 scheme your benefits will be calculated as follows:-

  • Annual Pension = (Pensionable Service x Pensionable Salary)/60

For example

  • Annual Pension: £16,848 (25 years 100 days x £40,000/60)

If you wish to receive a lump sum you must commute your pension. The maximum amount you can commute is 35.71% of your pension. For every £1 of annual pension you commute you receive £12 lump sum.

Using the above example, maximum commutation (£6,016) would reduce your annual pension to £10,832 and give you a tax free lump sum to £72,192.

 

Normal Pension Age linked to State Pension Age

If you are a member of the CARE scheme your benefits are calculated as follows:-

Every year (April to March) 1/57 of your pensionable earnings are put in your pension pot. This is revalued every year by the Annual Pension Increase (PI) factor plus 1.6% to your retirement. The annual amounts are then totalled to provide your annual pension. The annual PI factor set out in the Pensions Act is currently based on the Consumer Price Index (CPI).

For example

If you were a scheme member for your final 5 years of teaching and the annual Pension Increase (PI) factor was 2% over this period you would receive:

 Annual Earnings

 Accrual 1/57

 PI + 1.6%

Pension 

 £34,000

 £596.49

 1.1519

 £687.10

 £34,500

 £605.26

 1.1119

 £672.99

 £35,000

 £614.03

 1.0733

 £659.04

 £35,500

 £622.80

 1.0360

 £645.22

 £36,000

 £631.57

 1.0000

 £631.57

   

 Total Pension

 £3,295.91

(This assumes pay rises of £500 per annum. In your last year of service there is no indexation.)

 

Commutation

Commutation enables you to receive a maximum of 25% of your "pension pot” as a tax free lump sum. This rule applies to members of all pension schemes. The amount you can commute depends on which scheme you are a member.

  • Members of the NPA 60 scheme can commute up to 19.64% of their pension on a £1:£12 basis.

  • Members of the NPA 65 scheme can commute up to 35.71% of their pension on a £1:£12 basis.

  • Members of the CARE scheme can commute up to 35.71% of their pension on a £1:£12 basis.

The reason for the different rates is that the NPA 60 members already receive some tax free cash in the automatic lump sum.

These are the current limits set by HM Revenue and Customs and represent 25% of your "pension pot”. In the NPA 60 scheme this is 20 x your pension plus your lump sum. In the NPA 65 and CARE scheme this is 20 x your pension.

 

Pensionable Salary

In the STSS final salary scheme (NPA 60 or 65) your pensionable salary is the higher of either the salary received in your last 365 days before retirement or the average of your best consecutive 1095 days in the last 10 years revalued by the annual pension increase factor. Pensions are revalued from a date in April each year.

In the STPS 2015 CARE scheme your benefits build up based on your pensionable remuneration and the relevant accrual rate. The standard accrual rate is 1/57 + (CPI + 1.6%).

The pension increase factor is currently based on the Consumer Price Index (CPI) figure in the September prior to the increase.

Please note that if you receive a salary increase of more than 10% in your last 3 years of service your pensionable salary may be capped. This does not apply to members of the CARE scheme or if the 3 year average is used to calculate your benefits.

 

Contribution Rate

Employees

From 1 April 2015, your contribution will be linked to your actual salary as per the following table.

 Salary Band

 Contribution Rate

 Up to and including £26,259

 7.2%

 £26,260 - £35,349

 8.7%

 £35,350 - £41,914

 9.7%

 £41,915 - £55,549

 10.4%

 £55,550 - £75,749

 11.5%

 £75,750 + 

 11.9%

For Example

  • If you work full time and earn £34,887 your percentage contribution will be 8.7%.

  • If you work part time (0.5fte) on a salary of £34,887 your contribution rate will be 7.2%.

Employers: The Employer contribution rate is 17.2%.

 

Death In Service

Members of the Final Salary Scheme (NPA 60 or 65)

If a teacher dies whilst in active service, i.e. contributing to the pension scheme, a lump sum equivalent to 3 times pensionable salary is payable to their estate. It is possible to nominate a person/s to receive this. An SPPA Death Grant nomination form should be completed and returned to them. You will also be treated as a "death in service” if you die within 2 months of leaving active service.

Members of CARE Scheme

If a teacher dies whilst in active service, a lump sum equivalent to 3 times their full time equivalent contributing salary rate is payable to their estate.

Members can nominate a person/persons to receive their death grant should they die in service. You can download a copy of the necessary form from the SSPA website.

 

Ill Health Retirement

There will be no change to the current qualification rules. However, the enhancement to which a member is entitled will depend on their retirement age. 

 

Dependants Benefits

There will be no change from the current arrangements.

 

Returning To Work After Retirement

Members of the NPA 60/65 schemes who return to work after retiring on age grounds or under the Premature Retirement Compensation (PRC) Regulations have a limit to the amount you can earn in re-employment.  It is roughly the difference between your pensionable salary at retirement and the pension you are receiving.  This includes any pension paid by your employer but not your State Pension.  If you earn over your limit the SPPA will seek to claw this back.  This is known as "abatement”.

There will be no abatement provision in the CARE scheme.  This means there are no tax implications from working as a teacher after retirement.

 

Returning To Work After A Break In Service

If you return to work within five years of leaving you will return to the scheme of which you were a member but only until the new provisions apply to you. For example, if you were aged 52 and a member of the NPA 60 scheme when you left in November 2011 as long as you return before November 2016 you will have "transitional” protection. This means you can retire at age 60 and access all your scheme benefits without actuarial reduction.

 

Buying Additional Benefits

Members of the NPA 60 and 65 schemes will still have an opportunity to purchase Additional Pension Benefits.  A calculator is available on the SPPA website.

You can purchase additional pension benefits in blocks of £250. The cost is dependent on your age at the start of the contract and whether you decide to buy through payment of a lump sum or monthly payroll deductions. Tax relief may be available on payments. It would be our advice to discuss this option with an independent financial adviser.

This option is also available in the new scheme.

 

Additional Voluntary Contributions (AVCs)

Members can also top up their pensions with AVCs. The Prudential operates an in-house AVC provision through the three UK teachers pensions schemes. Deductions are made from pay. You can also purchase a free standing AVC and pay for this separately. There are improved pension flexibilities available for those with AVCs.

 

Faster Pension Accrual

Members of the CARE scheme will have an option to purchase a faster accrual rate. Each April you can decide whether you wish to retain the 1/57 accrual rate or whether you wish to make additional contributions to increase your accrual rate for the following year to 1/55, 1/50 or 1/45.

At the time of writing no details on the costs of this option are available.

Further details will be available on the SPPA website.

 

Early Retirement Reduction Buyout Option (ERRBO)

Members in the STPS 2015 who have a retirement age over 65 will have an option to make additional contributions to "buy out” the actuarial reduction in their benefits for the period over this age. The actuarial reduction for each year after 65 will be 3%.

Members need to decide on whether to exercise this option within 6 months of joining the scheme. 

 

Retirement Options

The following are some of the options available. 

Winding Down

This is an option for members within 4 years of retirement who meet certain rules to reduce their hours in the lead up to retirement. 

Actuarially Reduced Pension

See the separate leaflet which sets out the rules applied and the factors by which your benefits will be reduced depending on the scheme to which you contribute.

Premature Retirement Compensation (PRC) Regulations

In the short term there will be no change to the PRC rules. This is an option available to employers to allow members to retire before their normal pension age.

Phased Retirement

"Phased retirement” was introduced from 1 April 2007. This option allows members to work on a part time basis and to access part of their benefits at the same time.

 

Opting Out/Auto Enrolment

The 2008 Pensions Act requires every employer to automatically enrol employees into a qualifying pension scheme. The STSS and the STPS 2015 both meet the minimum standards of a "qualifying pension scheme". In any event automatic enrolment has been a feature of STSS since 1999.

You can "opt out" if you wish. However, you will be automatically re-enrolled every 3 years unless you elect to "opt out" again. It is the advice of the Institute that members should remain as members of the scheme.

If you wish to "opt out" you have 3 months to do so from the start of that employment. Refunds cannot be processed after this period. Any service accrued would be added to your total service or if you are already in receipt of a pension you will receive a "short service annuity” for this period.

 

State Pension Scheme

From April 2016 the state pension system changed.  The previous system was made up of two parts: the basic state pension and the additional state pension (sometimes called SERPS or S2P).

Members of the STSS were "contracted out" of the additional state pension and paid less National Insurance (1.4%) than those who weren't. From April 2016 "contracting out" ended and you no longer receive the rebate.

To check your state pension entitlement, visit https://www.gov.uk/check-state-pension

When considering options around retirement, particularly around commutation of pension to lump sum, members should consider taking independent advice. EIS Financial Services can be contacted on 0141 332 8004.

This briefing is a general guide but it s not a binding statement on the Regulations which govern the Scheme. You are also advised to check scheme information on the SPPA's website. If you remain unsure on how your benefits are calculated you can contact SPPA or register for access to My Pension online on the SPPA website.

Working Longer and Early Retirement Group – Outside the formal pension scheme discussions a separate Scottish Government, COSLA and union working group has been looking at options to assist those who had a NPA 60 who will be required to work to 67 or 68 to leave the profession early with minimum actuarial impact. These discussions stalled initially because COSLA left the working group. Under pressure from the EIS all parties are now involved in the group and discussions are continuing.

 

Terms Explained

Accrual Rate

Sets out how much pension you earn in any one year. The accrual rate in the Teachers’ 2015 scheme is 1/57 of pensionable earnings each year.

Active Member

You are an active member if you are paying into the scheme.

Commutation

This is an option to exchange some of your pension for a lump sum (which is currently tax free).

Deferred Member

You are a deferred member if you leave the scheme before your retirement date.

 

 

Appendix 1

How Tapered Protection Will Apply: NPA 60

 Age at 1 April 2012

 Period of protection from 1/4/2015

Protection date ends 

Age at end of protection 

 Years

 Months

   

 Years

 Months

 49

 11

 6 years 10 months

1 February 2022

 59

 9

 49

 10

 6 years 8 months

1 December 2021

 59

 6

 49

 9

 6 years 6 months

1 October 2021 

 59

 3

 49

 8

 6 years 4 months

1 August 2021

 59

 0

 49

 7

 6 years 2 months

1 June 2021

 58

 9

 49

 6

 6 years

1 April 2021

 58

 6

 49

 5

 5 years 10 months

1 February 2021

 58

 3

 49

 4

 5 years 8 months

1 December 2020

 58

 0

 49

 3

 5 years 6 months

1 October 2020

 57

 9

 49

 2

 5 years 4 months

1 August 2020

 57

 6

 49

 1

 5 years 2 months

1 June 2020

 57

 3

 49

 0

 5 years

1 April 2020

 57

 0

 48

 11

 4 years 10 months

1 February 2020

 56

 9

 48

 10

 4 years 8 months

1 December 2019

 56

 6

 48

 9

 4 years 6 months

1 October 2019

 56

 3

 48

 8

 4 years 4 months

1 August 2019

 56

 0

 48

 7

 4 years 2 months

1 June 2019

 55

 9

 48

 6 

 4 years

1 April 2019

 55

 6

 48

 5

 3 years 10 months

1 February 2019

 55

 3

 48

 4

 3 years 8 months

1 December 2018

 55

0

 48

 3

 3 years 6 months

1 October 2018

 54

 9

 48

 2

 3 years 4 months

1 August 2018

 54

 6

 48

 1

 3 years 2 months

1 June 2018

 54

 3

 48

 0

 3 years

1 April 2018

 54

 0

 47

 11

 2 years 10 months

1 February 2018

 53

 9

 47

 10

 2 years 8 months

1 December 2017

 53

 6

 47

 9

 2 years 6 months

1 October 2017

 53

 3

 47

 8

 2 years 4 months

1 August 2017

 53

0

 47

 7

 2 years 2 months

1 June 2017

 52

 9

 47

 6

 2 years

1 April 2017

 52

 6

 47

 5

 1 year 10 months

1 February 2017

 52

 3

 47

 4

 1 year 8 months

1 December 2016

 52

 0

 47

 3

 1 year 6 months

1 October 2016

 51

 9

 47

 2

 1 year 4 months

1 August 2016

 51

 6

 47

 1

 1 year 2 months

1 June 2016

 51

 3

 47

 0

 1 year

1 April 2016

 51

 0

 46

 11

 10 months

1 February 2016

 50

 9

 46

10 

 8 months

1 December 2015

 50

 6

 46

 9

 6 months

1 October 2015

 50

 3

 46

 8

 4 months

1 August 2015

 50

 0

 46

 7

 2 months

1 June 2015

 49

 9

 

Appendix 2

How Tapered Protection Will Apply: NPA 65

 Age at 1 April 2012

 Period of protection from 1/4/2015

Protection date ends 

Age at end of protection 

 Years

 Months

   

 Years

 Months

 54

 11

 6 years 10 months

1 February 2022

 64

 9

 54

 10

 6 years 8 months

1 December 2021

 64

 6

 54

 9

 6 years 6 months

1 October 2021 

 64

 3

 54

 8

 6 years 4 months

1 August 2021

 64

 0

 54

 7

 6 years 2 months

1 June 2021

 63

 9

 54

 6

 6 years

1 April 2021

 63

 6

 54

 5

 5 years 10 months

1 February 2021

 63

 3

 54

 4

 5 years 8 months

1 December 2020

 63

 0

 54

 3

 5 years 6 months

1 October 2020

 62

 9

 54

 2

 5 years 4 months

1 August 2020

 62

 6

 54

 1

 5 years 2 months

1 June 2020

 62

 3

 54

 0

 5 years

1 April 2020

 62

 0

 53

 11

 4 years 10 months

1 February 2020

 61

 9

 53

 10

 4 years 8 months

1 December 2019

 61

 6

 53

 9

 4 years 6 months

1 October 2019

 61

 3

 53

 8

 4 years 4 months

1 August 2019

 61

 0

 53

 7

 4 years 2 months

1 June 2019

 60

 9

 53

 6 

 4 years

1 April 2019

 60

 6

 53

 5

 3 years 10 months

1 February 2019

 60

 3

 53

 4

 3 years 8 months

1 December 2018

 60

 0

 53

 3

 3 years 6 months

1 October 2018

 59

 9

 53

 2

 3 years 4 months

1 August 2018

 59

 6

 53

 1

 3 years 2 months

1 June 2018

 59

 3

 53

 0

 3 years

1 April 2018

 59

 0

 52

 11

 2 years 10 months

1 February 2018

 58

 9

 52

 10

 2 years 8 months

1 December 2017

 58

 6

 52

 9

 2 years 6 months

1 October 2017

 58

 3

 52

 8

 2 years 4 months

1 August 2017

 58

0

 52

 7

 2 years 2 months

1 June 2017

 57

 9

 52

 6

 2 years

1 April 2017

 57

 6

 52

 5

 1 year 10 months

1 February 2017

 57

 3

 52

 4

 1 year 8 months

1 December 2016

 57

 0

 52

 3

 1 year 6 months

1 October 2016

 56

 9

 52

 2

 1 year 4 months

1 August 2016

 56

 6

 52

 1

 1 year 2 months

1 June 2016

 56

 3

 52

 0

 1 year

1 April 2016

 56

 0

 51

 11

 10 months

1 February 2016

 55

 9

 51

 10 

 8 months

1 December 2015

 55

 6

 51

 9

 6 months

1 October 2015

 55

 3

 51

 8

 4 months

1 August 2015

 55

 0

 51

 7

 2 months

1 June 2015

 54

 9