The uncapping of college faculty retirement age in 1994 has implications for tenure, retirement programs, and potential for age discrimination litigation. Institutions should carefully examine the probable impact of the change on the quality of their academic programs and financial situation and develop contingency plans as early as possible. (MSE)

For colleges and universities, development of underused assets can be compatible with or supportive of the institution's purpose and also be financially rewarding. Providing alumni retirement housing can enhance institutional ties with alumni, in turn boosting recruitment and fund raising. Successful development requires a unique blend of…

College administrators have an obligation to educate faculty and staff as consumers of retirement plan services. Employers can face liability if they limit plan participation to overly restrictive investment alternatives. A task force representing employees should be appointed to make vendor selections. (MSE)

Voluntary severance plans for college employees offer a possible solution to the problem of limiting labor costs in an inflationary economy, particularly when mandatory retirement is eliminated. The severance package must be carefully budgeted, constructed, and communicated to the employees, and the institution must be disciplined in carrying it…

To cope with changing financial and demographic environments, colleges are encouraged to change management strategies. Suggestions are made for policy formation and improved use of human and material resources in the areas of fiscal management, student recruitment, staffing, campus management, academic programing, and links with business,…

A number of economic and social factors suggest that this is an appropriate time for colleges and universities to review employee retirement plans. Information that employees should have for retirement planning is reviewed, and basic principles for institutions to use in selecting a pension company are outlined. (MSE)