The debate over whether and how TIAA-CREF should provide equal periodic retirement benefits to men and women despite different life expectancies is discussed, along with the status of court litigation and company action. (MSE)

Coefficient estimates from a model of faculty retirement decision making are used to simulate the impact of financial incentives for early retirement. The results suggest that plans can be designed to induce relatively large numbers of faculty members to retire prior to the mandatory retirement age. (Author/MLW)

The 1978 Amendments to the Age Discrimination in Employment Act establishes the mandatory retirement age at 70. The implications for higher education are discussed, a steady-state model is examined, and an alternative is offered. (Author/MLW)

A limited literature on the retirement of academics suggests that they do not follow the expected pattern of retirement but may be similar to scientists in retirement. Data collected show that to varying degrees they continue to engage in professional activities after retirement. (Author)

Research suggests that professors of educational-leadership who come to university classrooms with broad public school administration experience are perceived by graduate students as more effective in teaching courses in school law, finance, and leadership theory. Retiring superintendents are advised about pursuing college teaching opportunities.…

The development of motivational interviewing (MI) has contributed to a significant change in the zeitgeist of substance abuse treatment. Dr. William Miller has been instrumental in the direction MI has taken. Dr. Miller helped develop MI, guide research and training initiatives, and as a result set a solid foundation for the future of MI. In this…

This proceedings document discusses academic leadership in uncertain times, the need for a cooperative model of collective bargaining to provide administration and faculty the flexibility required to respond to changing times, who should bargain for whom and for what, readiness of the next generation to lead, and retirement issues for college…

Institutions with graduate programs accredited by the National Council for Accreditation of Teacher Education were surveyed for information on administrative practices. Responses were received from 163 schools: 136 public and 27 private. Responses were found to be similar from the two groups, and are reported together. In some ways the…

This study examined retirement and other departure plans of full- and part-time faculty and staff in higher education institutions using data from the 1988 and 1993 National Studies of Postsecondary Faculty. Among the study's findings were: 22 percent of full-time and 38 percent of part-time faculty planned to leave their current position within…

An organization of over 400 retired faculty members from a state university was concerned about the increasing frailty of some of its members and the difficulties some members were expecting in the near future in being able to remain in their present homes. It was suggested that the organization could start to function as a self-help or…

Retirement policies and possible effects on teacher shortages were examined. Information was obtained concerning: a 5-year summary of faculty retirements by age, the age distribution of each institution's full-time faculty by academic area, and changes over the past 5 years in personnel policies and procedures in response to anticipated faculty…

The kind of life led by retired faculty and the benefits of belonging to an Emeritus College are discussed. It is suggested that most retired faculty continue to reside in the communities where they spent many years working. They may use the college library and attend functions at the college. They are candidates for the unique organization that…

A committee report on the Teachers Insurance and Annuity Association College Retirement Equities Fund (TIAA-CREF) is presented, along with a five-page summary of the report. The full report addresses the specifics of various pensions issues, many of a technical nature, and focuses on the flexibility of the plans for TIAA-CREF policyholders. Two…

A comparison of the benefits of participating in TIAA and CREF retirement programs is offered with emphasis on differences in payout rates and in overall financial performance. (LBH)

Retirees and current employees of the University of California were surveyed about their retirement experiences and plans. Employees who retired prior to the mandatory age were more satisfied with their decision and fared better financially than the mandatory age retirees. (Author)