Teachers, higher education administrators and financial planners are well acquainted with the work of TIAA-CREF. The insurance and investment company has been a central player in teacher retirement and financial planning for nearly a century. Twelve years ago, the organization spawned the TIAA-CREF Institute, a research-focused arm that brings…

The purpose of this study was to determine if there was sufficient emphasis on senior college programming in New Mexico public higher education institutions and if that programming should be formalized. It was suggested that an initiative among New Mexico higher education institutions be undertaken to create a statewide network for senior college…

The self-help University of the Third Age (U3A) is an adult education approach for older people in which all the teaching and administration is carried out by unpaid volunteers. The purpose of this study was to reveal some of the successful ageing characteristics of the 205 independent U3As in Australia and the 60 independent U3As in New Zealand…

Community college leadership programs may take a variety of forms, among them university-based programs, leadership institutes, community college-based "grow your own" programs, professional organization-based institutes, or a combination of these. University-based doctorate leadership programs are the principal providers of these…

Reminiscences by the president emeritus of Pacific University provide a short course in how to retire gracefully. (Editor)

Changes in retirement patterns at colleges and universities can be expected because of demographic reasons and because of federal and state legislation uncapping mandatory retirement. Institutional policies that will encourage reluctant older faculty to retire need to address the three fundamental components of successful employee retirement: (1)…

Views of members and key pension plan administrators concerning the Teachers Insurance and Annuity Association-College Retirement Equities Fund (TIAA-CREF) were assessed. Attention was focused on perceptions of the organization's strengths and weaknesses, and the importance of these characteristics in creating its reputation. Telephone interviews…

A policy statement prepared by a joint committee of the American Association of University Professors and the Association of American Colleges about retirement plans and plans for insurance benefits for faculty members and administrators is presented. (MLW)

The likely impact of the new mandatory retirement age of 70 on the future financial situation of the University of the District of Columbia was considered. In order to simulate the policy's effect on the 1979-80 university budget and retirement policies, four alternative plans were developed utilizing three groups of personnel (faculty,…

This paper reports a study of phased retirement--an arrangement whereby a teacher moves from full-time teaching through successive stages of part-time work to ultimate full-time retirement. The 140 questionnaires mailed were sent in each state to a major university, a smaller state institution, and an established private college or university. The…

Retired business executives are providing colleges and universities with expertise by consulting in such areas as image strengthening, board revitalization, reviewing program directions, forging business partnerships, improving multicampus institutions' communication and cooperation, systematizing computers, and examining the scope and direction…

Administrators in higher education disclosed life style patterns for the "retirement period" from ages 65 to 75. Two contrasting patterns are described-Transformers and Maintainers. These groups reported differences in boyhood experiences, attitudes toward retirement, and choices of activity after age 65. (Author)

Presents 1999-00 data for 4- and 2-year college administrator's compensation compared to private-sector executives in the area of base salaries. Surveys show college and university administrative salary increases were lower than private-sector raises and lagged behind school district increases, however, schools are increasingly implementing bonus…

To ensure the quality of school leadership in the future requires the following: (1) improving financial incentives; (2) strengthening administrator training programs; and (3) raising certification requirements. (MLF)

A survey by the Consortium on Financing Higher Education of retirement programs at 36 higher education institutions is described. It was discovered that most institutions have not done much systematic planning and did not know what retirement-related programs cost them. (MLW)