The proportion of older faculty is increasing nationwide. This book offers guidance not only for dealing with the elimination of mandatory retirement in higher education but also for current retirement-related issues facing all colleges and universities.
Ending Mandatory Retirement addresses such questions as: Do the special circumstances of higher education warrant the continuation of mandatory retirement? How would an increase in the number of older faculty affect individual colleges and universities and their faculty members? Where there are undesirable effects, what could be done to minimize them?
The book contains analyses of early retirement programs, faculty performance evaluation practices, pension and benefit policies, tenure policies, and faculty ages and retirement patterns.
- ENDING MANDATORY RETIREMENT FOR TENURED FACULTY
- Copyright
- Contents
- Preface
- Acknowledgments
- Executive Summary
- 1 Introduction: Faculty Retirement and Age Discrimination
- TENURE AND THE FACULTY EXEMPTION
- Tenure in Higher Education
- Age Discrimination in Employment Act and Its Amendments
- THE COMMITTEE'S STUDY: SCOPE AND ISSUES
- The Committee's Activities
- Issues and Report Structure
- Faculty Retirement Behavior and Turnover
- Tenure, Performance Evaluation, and Aging
- Financial and Other Factors Affecting Retirement
- Retirement Incentive Programs
- Eliminating Mandatory Retirement
- 2 Effects of Uncapping on Faculty Retirement
- ESTIMATING THE PROPORTION OF FACULTY WHO WOULD WORK PAST AGE 70
- Faculty Near Retirement Age
- Faculty Likely to Work Past Age 70
- Retirement Patterns at Uncapped Colleges and Universities
- Effects of Raising the Age Cap from 65 to 70
- Conclusions
- VARIATION IN FACULTY RETIREMENT PATTERNS
- ESTIMATING THE EFFECTS OF UNCAPPING AT THREE UNIVERSITIES
- Constant Faculty Size
- Constant Budget
- Constant Hiring
- Analysis of Projected Effects
- Conclusions
- 3 Faculty Performance and Institutional Quality
- EFFECTS OF AGE ON PERFORMANCE
- Overall Abilities and Age
- Measuring Faculty Performance
- Teaching and Age
- Research and Age
- Changing Interests and Age
- Conclusions
- EVALUATION OF FACULTY MEMBERS
- THE EXTREME CASES: FACULTY DISMISSAL
- 4 Pensions, Retirement Programs, and Costs
- PENSIONS
- Goals
- Types of Pension Plans
- Defined Contribution Plans
- Defined Benefit Plans
- Hybrid and Target Benefit Plans
- Incentives to Postpone Retirement
- Conclusions and Recommendations
- The Need for Inflation Protection and Secure Income
- HEALTH BENEFITS
- CONTINUED FACULTY PERQUISITES FOR RETIREES
- RETIREMENT PLANNING
- 5 Retirement Incentive Programs
- TYPES OF FORMAL PROGRAMS
- COSTS AND BENEFITS OF FORMAL PROGRAMS
- INDIVIDUAL BUYOUTS
- CONCLUSIONS AND RECOMMENDATIONS
- 6 Conclusions and Recommendations
- EFFECTS OF ELIMINATING MANDATORY RETIREMENT
- Two Key Conclusions
- Consequences for Institutions and Faculty
- RETIREMENT POLICIES
- Retirement Incentive Programs
- Pensions
- Health Benefits
- Faculty Perquisites for Retirees and Retirement Planning Assistance
- THE ADEA EXEMPTION
- Appendix A Description of Study Methods
- ACTIVITIES RELEVANT TO ALL AREAS OF THE STUDY
- FACULTY DEMOGRAPHICS AND RETIREMENT BEHAVIOR
- FACULTY AGING, PERFORMANCE EVALUATION, AND TENURE
- FINANCIAL AND LEGAL ISSUES
- Appendix B Discussion of National Faculty Data Bases
- THE SURVEY OF DOCTORATE RECIPIENTS
- NATIONAL SURVEY OF POSTSECONDARY FACULTY
- COMPARISON OF THE NSOPF AND SDR
- HIGHER EDUCATION RESEARCH INSTITUTE FACULTY SURVEY
- RECOMMENDATIONS FOR FUTURE FACULTY SURVEYS
- Appendix C Characteristics of Institutions and Faculty
- Appendix D Biographical Sketches of Committee Members and Staff
- References
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