Greater attention has been focused on the role that employer-sponsored retirement plans and individual savings must play in ensuring retirement income security. Alternative tax retirement planning opportunities currently available to college personnel are explored. (MLW)

A bridge benefit plan designed to provide an adequate income at age 65 so that faculty and senior administrators at Washington University, St. Louis, Missouri, can choose to retire at an early age, while deferring receipt of their TIAA-CREF annuity benefits during the bridge period, is described. (MLW)

A senior research officer of Teacher Insurance and Annuity Association (TIAA) and College Retirement Equities Fund (CREF) discusses the issue of different life annuity benefits to men and women concluding that age and sex are two objective and statistically reliable factors used in determining life expectancy and thus the expected duration of…

An overview of preretirement program models is presented, dealing with such concerns as finances, health, housing, social and personal factors, and use of time. Specific programs are reviewed, and sources for additional information are identified. (LBH)

Personnel management must become cost effective, and cost effectiveness must be balanced with employee relations effectiveness. Special attention must be given to compensation programs and older employees, for whom creative and satisfying programs can be developed. (MSE)

Describes a successful retirement preparation program developed by the University of Wisconsin to help acquaint staff members 55 and over with advantages and pitfalls of retirement. Content of the six 2-hour sessions included financial planning, physical and mental health, housing and living arrangements, leisure time activities and the meaning of…

Declining enrollment and the impact of Proposition 13 are discussed in regard to retrenchment and retention rates. It is suggested that higher education establish meaningful communication and affirmative programming to lessen the effects of retrenchment and cut-backs. (Author/LC)

Withdrawal from social security could be detrimental to the long-range welfare of the institution, its employees, and the society in which they function, suggests the author. Legal and financial complications are considered. (Editor/LBH)

The Retired Operating Staff Employment Services program brings to the University of New Hampshire a pool of skilled, experienced former employees as applicants for temporary employment throughout the campus. The system suits the needs of both the retirees and the university, costs less, and is deemed applicable to all institutions. (MSE)

The development of academic tenure in American higher education is reviewed, based on a study by the College and University Personnel Association. The role of academic tenure as a general concept in the development of the professoriate and in the shaping of major portions of educational policy and practice is explored. (MLW)

An alternative to linear lifetime patterns is a more "cyclic life plan" in which time spent on education, retirement, and non-work time would be redistributed to the center of life in the form of extended periods of leisure or education. Demographic trends, developmental stages of adulthood, method of education, social opportunity and changes,…

Alternatives to faculty retrenchment requiring neither large amounts of added revenue nor plans to increase enrollment are examined. Suggestions include sabbatical leaves, use of part-time faculty, early retirement, and tenure modifications. An excerpt from a faculty contract is provided. (LC)

Projections of student enrollment and faculty employment in Canadian colleges and universities are presented and criteria for decision making are discussed. Recommendations and actions are suggested concerning tenure, early retirement, need assessment, and hiring policy. (Author/LC)

A partial pension plan to encourage part-time employment of persons aged 60 to 70 could provide a more satisfying transition to full retirement. Age structure and the size of the labor force are discussed, along with conditions facilitating work and employment of older people and the effects of the rising cost of energy. (LBH)

Collective bargaining is discussed as a means of resolving the retrenchment issue in future faculty employment problems using the University of Montana as a case study. Areas examined include: retirement, tenure, turnover, rank distribution, resource and position reallocation and financial exigency. (LC)