Flexible Work Options: Phased Retirement

This study analyzed Health and Retirement Study (HRS) data from 2004-2014, focusing on a group of people who were born from 1948 to 1953

Harris Poll conducted the Transamerica Retirement Surveys. A 24-minute, online survey was conducted between July 6 –24, 2015 among a nationally representative sample of 2,012 people using the Harris Poll online panel. Retirees met the following criteria: U.S. residents, age 50 or older,Consider themselves to be fully or semi-retired, Worked for a for-profit company employing 10 or more people for the majority of their career. A 25-minute, online survey was conducted between February 18-March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll online panel. Respondents met the following criteria:U.S. residents, age 18 or older, Full-time or part-time workers in a for-profit company employing 10 or more people.

In March 2015, an e-mail that included a hyperlink to the Employee Benefits Survey was sent to 4,000 randomly selected SHRM members. Of these, approximately 3,874 e-mails were successfully delivered to respondents, and 463 HR professionals responded, yielding a response rate of 12%

A 22-minute, online survey was conducted between February 18 - March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll for Transamerica Center for Retirement Studies. Respondents met the following criteria: U.S. residents, age 18 or older. Full-time or part-time workers in a for-profit company employing 10 or more people.

A 22-minute, online survey was conducted between February 18 - March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll for Transamerica Center for Retirement Studies. Respondents met the following criteria: -U.S. residents, age 18 or older. -Full-time or part-time workers in a for-profit company employing 10 or more people.

A 22-minute, online survey was conducted between February 18-March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll for Transamerica Center for Retirement Studies. Respondents met the following criteria: U.S. residents, age 18 or older. Full-time or part-time workers in a for-profit company employing 10 or more people.

The 2014 NSE sample includes 1,051 employers with 50 or more employees; 67% are for-profit employers and 33% are nonprofit organizations; 39% operate at only one location, while 61% percent have operations at more than one location. Families and Work Institute (FWI) designed the questionnaire, and Harris Interactive, Inc. conducted the interviews on behalf of FWI. The results of the survey are being released with the Society for Human Resource Management (SHRM), which also consulted on the survey questions, as an integral part of the FWI-SHRM partnership and When Work Works initiative.

The 2014 NSE sample includes 1,051 employers with 50 or more employees; 67% are for-profit employers and 33% are nonprofit organizations; 39% operate at only one location, while 61% percent have operations at more than one location. Families and Work Institute (FWI) designed the questionnaire, and Harris Interactive, Inc. conducted the interviews on behalf of FWI.2 The results of the survey are being released with the Society for Human Resource Management (SHRM), which also consulted on the survey questions, as an integral part of the FWI-SHRM partnership and When Work Works initiative.

 In the fall of 2013, Aon Hewitt surveyed HR professionals throughout the U.S. to learn what's likely to occur in the coming year regarding the design, management and delivery of their retirement programs--spanning both defined contribution and defined benefit plans. Included in this report are responses from more than 400 employers representing nearly 10 million employees.

The 2014 NSE sample includes 1,051 employers with 50 or more employees-- 67% are for-profit employers and 33% are nonprofit organizations; 39% operate at only one location, while 61% percent have operations at more than one location. Families and Work Institute (FWI) designed the questionnaire, and Harris Interactive, Inc. conducted the interviews on behalf of FWI. The results of the survey are being released with the Society for Human Resource Management (SHRM), which also consulted on the survey questions, as an integral part of the FWI-SHRM partnership and When Work Works initiative.

A 22-minute, online survey was conducted between February 21 - March 17, 2014 among a nationally representative sample of 4,143 workers age 18 or older by Harris Poll for Transamerica Center for Retirement Studies. Respondents were full-time or part-time workers in a for-profit company employing 10 or more people. The base included 1,021 Millennials, 1,120 Generation X, 1,805 Baby Boomers, and 197 who were born prior to 1946.

A 22-minute, online survey was conducted between February 21 - March 17, 2014 among a nationally representative sample of 4,143 workers age 18 or older by Harris Poll for Transamerica Center for Retirement Studies. Respondents were full-time or part-time workers in a for-profit company employing 10 or more people. The base included 1,021 Millennials, 1,120 Generation X, 1,805 Baby Boomers, and 197 who were born prior to 1946.

A sample of HR professionals was randomly selected from SHRM's membership database, which included approximately 275,000 individual members at the time the survey was conducted. In February 2014, an e-mail that included a hyperlink to the Employee Benefits Survey was sent to 4,000 randomly selected SHRM members. Of these, approximately 3,867 e-mails were successfully delivered to respondents, and 510 HR professionals responded, yielding a response rate of 13%.

This study is based on the Continuous Work History Sample (CWHS) dataset from the Social Security Administration.

The facts provided in this publication by the AARP were acquired through a telephone survey fielded in November 2012 and December 2012 with a national sample of 1,502 adults ages 45-74 who were working full-time or part-time, self-employed, or looking for work.

The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).

The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).

The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).

This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.

This survey was conducted with a sample comprised of 381 randomly selected HR professionals with the job title of manager and above. The survey was fielded July 1--July 16, 2010

This survey of 1003 human resource directors was fielded from May through July 2010, Responses were euqally distributed across four company sizes: 20-99 employees, 100-499 employees, 500-999 employees, and 1000+ employees.

On Oct. 20, 2010 survey invitations were e-mailed to 5,191 WorldatWork members with total rewards as their area of responsibility. The survey closed on Nov. 2, 2010, with 692 responses, a 13% response rate, yeilding 537 total usable responses. Respondents work at the managerial level or higher in the headquarters of companies in North America.

In February 2010, the Society for Human Resource Management (SHRM) conducted its annual survey to gather information on the types of benefits employers offer to their employees. In February 2010, an e-mail that included a hyperlink to the Employee Benefits Survey was sent to 3,000 randomly selected SHRM members. Of these, 2,850 e-mails were successfully delivered to respondents, and 534 HR professionals responded, yielding a response rate of 19%.

The data are based on a stratified random sample of 950 establishments drawn from Dun and Bradstreet's Strategic Marketing Record for December 2000. The survey was executed by the University of Massachusetts Center for Survey Research between June 2001 and November 2002.

A total of 1,048 respondents age 45-70 completed the online questionnaire using Harris Interactive's QuickScreenerSM service from December 14-18, 2009. Responses were weighted to be representative of the population.

MetLife commissioned Asset International to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

MetLife commissioned Asset International to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

MetLife commissioned Asset International (which owns PlanSponsor magazine) to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

MetLife commissioned Asset International to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

MetLife commissioned Asset International (which owns PlanSponsor magazine) to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

MetLife commissioned Asset International (which owns PlanSponsor magazine) to conduct online surveys with 240 employers from companies with at least 1,000 employees. Each respondent is from an organization that offers either a DB or DC plan or both, as well as other employer supported benefits. respondents came from companies that offer at least two of the following employee benefits where the organization pays some or the entire premium: medical insurance, dental insurance, disability insurance or life insurance.

The 7th annual MetLife Study of Employee Benefits Trends is based upon two separate sets of research interviews conducted during August and November 2008 among two distinct respondent groups. The August Study survey comprised 1,524 interviews with benefits decision-makers at companies with staff sizes of at least two employees. The employee sample comprised 1,349 interviews with full-time employees age 21 and over, at companies with a minimum of two employees. The November Study comprised 569 employer and 627 employee interviews at companies with at least two employees.

This reports presents an analysis of data from various years of the Census Bureau's Current Population Survey and the Annual Statistical Supplement to the Social Security Bulletin.

This reports presents an analysis of data from various years of the Census Bureau's Current Population Survey and the Annual Statistical Supplement to the Social Security Bulletin.

"This survey was conducted online within the U.S. by Harris Interactive on behalf of CareerBuilder between May 22 and June 10, 2009 among 921 U.S. workers ages 18 and over who have been laid off in the past 12 months from a full-time position...and 2,667 hiring managers and human resource professionals. The survey included respondents ages 18 and older who were full-time workers in the private sector who were laid off in the last 12 months." The sample included around 200 workers age 55 and older. (Jennifer Grasz, personal communication, July 29, 2009)

The Pew Social Trends Aging Survey obtained telephone interviews with a nationally representative sample of 2,969 adults living in the continental United States. The survey was conducted by Princeton Survey Research Associates International from February 23 to March 23, 2009.

The Pew Social Trends Aging Survey obtained telephone interviews with a nationally representative sample of 2,969 adults living in the continental United States. The survey was conducted by Princeton Survey Research Associates International from February 23 to March 23, 2009.

This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.

This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.

This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.

This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.

Hart Research Associates interviewed 427 nonprofit employers by telephone from March 27-April 18, 2008. All respondents worked for organizations with at least 15 employees, and half worked for organizations with more than 100 employees. (p. 33)

Hart Research Associates interviewed 427 nonprofit employers by telephone from March 27-April 18, 2008. All respondents worked for organizations with at least 15 employees, and half worked for organizations with more than 100 employees. (p. 33)

This PPI Research Paper by examines the characteristics of workers who change careers in late life, using data from eight waves of the biennial Health and Retirement Study (1992-2006). A sample of 1,705 workers who were ages 51-55 in 1992 were followed until 2006, when they were 65-69.

This PPI Research Paper by examines the characteristics of workers who change careers in late life, using data from eight waves of the biennial Health and Retirement Study (1992-2006). A sample of 1,705 workers who were ages 51-55 in 1992 were followed until 2006, when they were 65-69.

This PPI Research Paper by examines the characteristics of workers who change careers in late life, using data from eight waves of the biennial Health and Retirement Study (1992-2006). A sample of 1,705 workers who were ages 51-55 in 1992 were followed until 2006, when they were 65-69.

This PPI Research Paper by examines the characteristics of workers who change careers in late life, using data from eight waves of the biennial Health and Retirement Study (1992-2006). A sample of 1,705 workers who were ages 51-55 in 1992 were followed until 2006, when they were 65-69.

This PPI Research Paper by examines the characteristics of workers who change careers in late life, using data from eight waves of the biennial Health and Retirement Study (1992-2006). A sample of 1,705 workers who were ages 51-55 in 1992 were followed until 2006, when they were 65-69.

The sample consisted of 1064 adults ages 55-75, married or living as married and who are retired themselves and/or have a spouse who is retired. Questions were included on a survey administrated by telephone on November 1-26, 2007.

Prescience 2013 is a modified Delphi Study which was conducted in the second quarter of 2008. Fifty-nie retirement plan experts from 45 organizations (US) responded. Survey participants are thought leaders and experienced professional in the retirement plans business. (p. 3)

This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 at establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. The researchers surveyed 950 establishments, generating a response rate of 61% and completing surveys with 89% of the establishments that satisfied the screening qualifications.

This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 at establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. The researchers surveyed 950 establishments, generating a response rate of 61% and completing surveys with 89% of the establishments that satisfied the screening qualifications.

This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 at establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. The researchers surveyed 950 establishments, generating a response rate of 61% and completing surveys with 89% of the establishments that satisfied the screening qualifications.

This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 at establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. The researchers surveyed 950 establishments, generating a response rate of 61% and completing surveys with 89% of the establishments that satisfied the screening qualifications.

This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 at establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. The researchers surveyed 950 establishments, generating a response rate of 61% and completing surveys with 89% of the establishments that satisfied the screening qualifications.

The 2008 National Study of Employers (NSE) sample includes 1,100 employers with 50 or more employees--77 percent are for profit employers and 23 percent are nonprofit organizations; 40 percent operate at only one location, while 60 percent have operations at more than one location. Interviews were conducted on behalf of Families and Work Institute by Harris Interactive, Inc. This is the third NSE; previous studies were conducted in 1998 and 2005.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This survey, conducted from February to April 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.

This survey, conducted from February to APril 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.

This survey, conducted from February to APril 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.

This survey, conducted from February to April 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.

Data from the Health and Retirement Survey was used to track and date respondents’ transitions in and out of the labor force over time. The analysis sample of 7000 obervations was composed of members of the initial HRS cohort, who were first interviewed in 1992 when they were between the ages of 51 and 61, and their spouses. Respondents are re-interviewed every two years; therefore thefirst six waves yield data over the period 1992 through 2002.

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work / Workplace Flexibility at Boston College. Data on employer response to the aging workforce was gathered for a sample of 578 nongovernmental organizations with 50 or more employees.

"This Perspective offers additional insight into work at older ages. Data from the 2002 Health and Retirement Study (HRS)1 are used to examine job characteristics and attitudes about work among adults age 60 and older and to explore whether richer and poorer workers differ. Findings include substantial increases in the number of working adults who report being self-employed as age increases." (p.1)

"This paper analyzes a puzzling aspect of retirement behavior known as "unretirement," in which retirees appear to reverse their retirement decisions and return to work."  Data from the Health and Retirement Survey was used to track and date respondents’ transitions in and out of the labor force over time. The analysis sample of 7000 obervations was composed of members of the initial HRS cohort, who were first interviewed in 1992 when they were between the ages of 51 and 61, and their spouses. Respondents are re-interviewed every two years; therefore thefirst six waves yield data over the period 1992 through 2002.

"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."

"AARP conducted a telephone survey of 2,001 individuals between the ages of 50 and 70 years old who are employed on a full-time or part-time basis. Of the individuals interviewed, more than eight in ten (85%) have never retired from a job; and fifteen percent report that they have retired from a job but either remained in the workforce after rehiring or have since returned to the workforce. The phone interviews, which were conducted by RoperASW using random digit dialing, took place from April 9 through June 5, 2003." (p.4)

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” <a href="http://familiesandwork.org/press/2005nserelease.html#nse"></a><br&gt;

"Invitations went out to 2,500 SHRM members with 357 invitations returned. The survey received a 20% response rate, with 428 HR professionals completing it. The following report analyzes the results of the survey. It contains numerous tables and charts that capture the participants&#39; responses...The results are first analyzed by overall resonses and then by industry, size, and sector."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise. The sample included respondents who are working as well as respondents who are retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

"This survey of individuals ages 50 and older was designed to gauge reactions to the concept of phased retirement as outlined and to determine the extent to which phased retirement would encourage workers near traditional retirement age to remain in the workforce longer than they would have otherwise...Conducted from January 6th through January 15th 2005, the survey was fielded to panel members who were ages 50 or older...A total of 2,167 individuals participated in the survey. Of all respondents, approximately one-third were workers between the ages of 50 and 65 who plan to retire by age 65, about one-quarter were workers between the ages of 50 and 65 who plan to continue working beyond age 65, approximately one in ten were workers ages 66 or older, and the remaining one-quarter were individuals ages 50 or older who are currently retired."

Giglio conducted interviews at 16 workplaces to gather information about flexible workplace policies and programs, including phased retirement.

<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; color: black; font-family: Arial;">“In February 2005, the Society for Human Resource Management (SHRM) conducted a survey on the labor pool with HR professionals. The survey explored workforce eligibility for retirement, competencies, school-to-work programs, incumbent worker training programs and dislocated worker training programs.<span style="">&nbsp; </span>At the same time, SHRM conducted a companion survey with individuals 55 or older regarding retirement. The following report provides an analysis of the survey results. Throughout this report, analyses by organization staff size, sector, profit status, industry, gender, current employment status and position are included, when applicable. Copies of both versions of the survey instrument are included at the end of the report.”<o:p></o:p></span></p>

"This report presents key findings from a survey that examines employer reactions to an older white-collar worker&#39;s request for reduced hours...Telephone interviews were conducted, from June 2001 to November 2002 with respondents at 950 establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. "

<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; font-family: Arial;">"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, <span style="font-size: 10pt; font-family: Arial;">Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."</span></span></p>

"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."

"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."

"In this chapter we begin we begin by outlining the economic and demographic realities facing employers and spell out how these change the "retirement promise." To understand the process, we qualify the effect of several factors on older workers&#39; retirement patterns, including early retirement incentives in DB plans, retiree medical coverage, and various work/life benefits including phased retirement and eldercare program."