Flexible Work Options: Phased Retirement
Among Early Boomers (aged 61-66) who were still working in 2014, 28% said that they plan to reduce hours as they transition to retirement. 22% said that they would like to reduce hours…
Among Early Boomers (aged 61-66) who were still working in 2014, 28% said that they plan to reduce hours as they transition to retirement. 22% said that they would like to reduce hours even if pay was also reduced. 11% indicated that they were already partly retired, according to a 2017 GAO analysis of data from the Health and Retirement Survey. (fig. 5, p. 16)
US GAO. (2017). Older workers: Phased retirement programs, although uncommon, provide flexibility for workers and employers. Washington DC: US Government Accountability Office. Retrieved from http://www.gao.gov/assets/690/685324.pdf
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
According to a 2015 Transamerica survey, among retirees who were asked to self-identify as either fully retired or semi-retired, "91% of retirees say they are fully retired and they retired at age 62 (median). 61% retired before the age of 65. As for the other 9% of retirees who self-identify as…
According to a 2015 Transamerica survey, among retirees who were asked to self-identify as either fully retired or semi-retired, "91% of retirees say they are fully retired and they retired at age 62 (median). 61% retired before the age of 65. As for the other 9% of retirees who self-identify as semi-retired, they expect to stop working altogether and fully retire at age 70 (median)." (p. 8)
Collinson, C. (2015). The current state of retirement: Pre - retiree expectations and retiree realities. US: Transamerica Cener for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/retirees-survey/retirees_survey_2015_report.pdf
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.
According to the 2015 SHRM Employee Benefits Report, "8% of organizations offered a formal phased retirement program, and 10% offered an informal program." (p. 20)
According to the 2015 SHRM Employee Benefits Report, "8% of organizations offered a formal phased retirement program, and 10% offered an informal program." (p. 20)
SHRM. (2015). 2015 employee benefits: An overview of employee benefit offerings in the United States. Alexandria, VA: Society for Human Resource Management. Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Documents/2015-Employee-Benefits.pdf
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%
According to a 2015 survey by Transamerica, among employed adults age 18+, "eighty-two percent either plan to or are already working past age 65 -- or they do not plan to retire. Half are planning to continue working in retirement, at least part-time, and mostly for reasons of income and health…
According to a 2015 survey by Transamerica, among employed adults age 18+, "eighty-two percent either plan to or are already working past age 65 -- or they do not plan to retire. Half are planning to continue working in retirement, at least part-time, and mostly for reasons of income and health benefits. Forty-two percent are envisioning a phased transition into retirement. Seventy-three percent believe their transition, phased or otherwise, will take place at their current employer. (p. 8)
Collinson, C. (2015). Retirement throughout the ages: Expectations and preparations of American workers. 16th annual Transamerica retirement survey of workers. Los Angeles: Transamerica Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/16th-annual/tcrs2015_sr_retirement_throughout_the_ages.pdf
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.
According to a 2015 survey by Transamerica, among employed adults age 18+, "about half (51 percent) of workers plan to work after they retire, including 39 percent who plan to work part-time and 12 percent full-time. Expectations of working in retirement are generally similar across age ranges…
According to a 2015 survey by Transamerica, among employed adults age 18+, "about half (51 percent) of workers plan to work after they retire, including 39 percent who plan to work part-time and 12 percent full-time. Expectations of working in retirement are generally similar across age ranges." (p. 10)
Collinson, C. (2015). Retirement throughout the ages: Expectations and preparations of American workers. 16th annual Transamerica retirement survey of workers. Los Angeles: Transamerica Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/16th-annual/tcrs2015_sr_retirement_throughout_the_ages.pdf
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.
According to a 2015 survey by Transamerica, among employed adults age 18+, "among workers in their Forties (40 percent), Fifties (54 percent) and Sixties and older (73 percent), many think that they will stay with their current employer while transitioning into retirement. Fewer think they will…
According to a 2015 survey by Transamerica, among employed adults age 18+, "among workers in their Forties (40 percent), Fifties (54 percent) and Sixties and older (73 percent), many think that they will stay with their current employer while transitioning into retirement. Fewer think they will change employers as they transition into retirement, with workers in their Forties (17 percent) and Fifties (16 percent) sharing this expectation. With regard to starting their own business, only 11 percent of workers in their Forties expect to do so, a response that declines to 8 percent among workers in their Fifties and to only 2 percent of workers in their Sixties and older." (p. 11)
Collinson, C. (2015). Retirement throughout the ages: Expectations and preparations of American workers. 16th annual Transamerica retirement survey of workers. Los Angeles: Transamerica Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/16th-annual/tcrs2015_sr_retirement_throughout_the_ages.pdf
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.
According to the 2014 National Study of Employers, 54% of organizations allow at least some employees to "phase into retirement by working reduced hours over a period of time prior to full retirement," while 18% allow all or most employees to do so. Small employers [50-99 employees] are…
According to the 2014 National Study of Employers, 54% of organizations allow at least some employees to "phase into retirement by working reduced hours over a period of time prior to full retirement," while 18% allow all or most employees to do so. Small employers [50-99 employees] are somewhat more likely than large employers [1000+ employees] to allow employees to phase into retirement (19% vs. 12%), although this difference is not statistically significant. (Table 3, p. 21)
Matos, K., & Galinsky, E. (2014). 2014 National Study of Employers. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/2014-national-study-of-employers/
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.
According to the 2014 National Study of Employers, 54% of organizations allow (at least some) employees to phase into retirement by [working reduced hours over a period of time prior to full retirement], compared to 53% in 2008. [difference not statistically significant] (Table 4, p. 23)
According to the 2014 National Study of Employers, 54% of organizations allow (at least some) employees to phase into retirement by [working reduced hours over a period of time prior to full retirement], compared to 53% in 2008. [difference not statistically significant] (Table 4, p. 23)
Matos, K., & Galinsky, E. (2014). 2014 National Study of Employers. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/2014-national-study-of-employers/
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.
According to a 2014 report from Aon Hewitt, when asked about their retirement plan initiatives for 2014, 6% of US employers report that they are very likely to evaluate phased retirement alternatives, while 20% report that they are somewhat likely to do so. Others say that they are somewhat…
According to a 2014 report from Aon Hewitt, when asked about their retirement plan initiatives for 2014, 6% of US employers report that they are very likely to evaluate phased retirement alternatives, while 20% report that they are somewhat likely to do so. Others say that they are somewhat unikely (44%) or very unlikely (30%) to evaluate phased retirement alternatives for their employees. (p. 11)
AonHewitt. (2014). 2014 hot topics in retirement: Building a strategic focus. US: AonHewitt. Retrieved from http://www.aon.com/attachments/human-capital-consulting/2014_Hot-Topics-Retirement_Report_vFinal%281%29.pdf
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.
According to the 2014 National Study of Employers, "relatively few employers (8%) offer both phased retirement and defined-benefit pension plans. Among those that do, small employers are just as likely as large employers to allow employees to phase into retirement without reducing pension…
According to the 2014 National Study of Employers, "relatively few employers (8%) offer both phased retirement and defined-benefit pension plans. Among those that do, small employers are just as likely as large employers to allow employees to phase into retirement without reducing pension payouts." (p 41)
Matos, K., & Galinsky, E. (2014). 2014 National Study of Employers. New York: Families and Work Institute. Retrieved from http://www.familiesandwork.org/2014-national-study-of-employers/
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.
According to a 2014 Transamerica retirement readiness survey, "most workers envision a phased transition into retirement; however, few indicate their employers have practices and programs in support of such expectations. Just 21 percent of workers say their employers enable employees to reduce…
According to a 2014 Transamerica retirement readiness survey, "most workers envision a phased transition into retirement; however, few indicate their employers have practices and programs in support of such expectations. Just 21 percent of workers say their employers enable employees to reduce work hours and shift from full-time to part-time, and even fewer (14 percent) say their employers enable employees to take positions which are less stressful or demanding. Baby Boomers (34 percent) are most likely to indicate that their employers do 'none of these' in reference to the listed practices and programs." (p. 37)
Collinson, C. (2014). The retirement readiness of three unique generations: Baby boomers, generation X, and millennials. US: Transamerican Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/tcrs2014_sr_three_unique_generations.pdf
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.
According to a 2014 Transamerica retirement readiness survey, "a strong majority (64 percent) of workers envision a phased transition into retirement during which they will continue working, reduce hours with more leisure time to enjoy life, or work in a different capacity that is less demanding…
According to a 2014 Transamerica retirement readiness survey, "a strong majority (64 percent) of workers envision a phased transition into retirement during which they will continue working, reduce hours with more leisure time to enjoy life, or work in a different capacity that is less demanding and/or brings greater personal satisfaction. Only 22 percent expect to immediately stop working when they retire. Baby Boomers, Generation X, and Millennials share similar expectations." (p. 32)
Collinson, C. (2014). The retirement readiness of three unique generations: Baby boomers, generation X, and millennials. US: Transamerican Center for Retirement Studies. Retrieved from http://www.transamericacenter.org/docs/default-source/resources/center-research/tcrs2014_sr_three_unique_generations.pdf
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.
According to the 2014 SHRM Employee Benefits Report, "overall, 11% of organizations offered some type of phased retirement: 4% offered a formal phased retirement program and 9% offered an informal program." (p. 20)
According to the 2014 SHRM Employee Benefits Report, "overall, 11% of organizations offered some type of phased retirement: 4% offered a formal phased retirement program and 9% offered an informal program." (p. 20)
SHRM. (2014). 2014 employee benefits. Alexandria, VA: Society for Human Resource Management. Retrieved from https://www.shrm.org/Research/SurveyFindings/Documents/14-0301%20Beneftis_Report_TEXT_FNL.pdf
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%.
According to a 2013 analysis of data from the Social Security Administration, "while partial retirement was virtually non-existent for 60-62 years olds in 1960, over the past 20 years more than 15 percent of workers in this age group are categorized as partially retired. For 65-67 year olds,…
According to a 2013 analysis of data from the Social Security Administration, "while partial retirement was virtually non-existent for 60-62 years olds in 1960, over the past 20 years more than 15 percent of workers in this age group are categorized as partially retired. For 65-67 year olds, the recent partial retirement rate is over 20 percent, up from 5-10 percent in 1960. " (p. 2)
Gorodnichenko, Y., Song, J., & Stolyarov, D. (2013). Macroeconomic determinants of retirement timing. (Working Paper No. 2013-281). Ann Arbor, MI: University of Michigan Retirement Research Center. Retrieved from http://www.mrrc.isr.umich.edu/publications/papers/pdf/wp281.pdf
This study is based on the Continuous Work History Sample (CWHS) dataset from the Social Security Administration.
According to a 2013 AARP survey of older workers, among the top factors determining an ideal job, 9 out of 10 older workers said respect in the workplace, a friendly work environment and the opportunity to use their skills. "A majority of older workers also indicated that adequate paid time off…
According to a 2013 AARP survey of older workers, among the top factors determining an ideal job, 9 out of 10 older workers said respect in the workplace, a friendly work environment and the opportunity to use their skills. "A majority of older workers also indicated that adequate paid time off (76%), a flexible schedule (72%), good pension benefits (64%), on-the-job training (58%), a 401k plan (56%), and the opportunity to gradually phase into retirement (53%) are essential elements of their ideal job". (p. 2)
AARP. (2013). Staying ahead of the curve 2013: AARP multicultural work and career study. Snapshot of the wants and needs of older workers -- ages 45-74 (revised). Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2013/Staying-Ahead-of-the-Curve-2013-Snapshot-of-the-Wants-and-Needs-of-Older-Workers-AARP-rsa-econ.pdf
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.
According to a 2012 Conference Board survey, among companies that offer some form of retiree rehiring programs, the types of programs used include special projects (67%), temporary assignments (67%), filling in as needed or on-call (55%); mentoring and training (31%). (p. 6)
According to a 2012 Conference Board survey, among companies that offer some form of retiree rehiring programs, the types of programs used include special projects (67%), temporary assignments (67%), filling in as needed or on-call (55%); mentoring and training (31%). (p. 6)
Levanon, G., Rappaport, A., Abel, A., & Cheng, B. (2012). Recession aftermath: What the delayed retirement of mature workers means for business. (Executive Action Report No. 375). New York: The Conference Board.
The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).
According to a 2012 Conference Board survey, among companies that offer some form of phased retirement, the types of programs used include special projects (82%), advisory positions (65%), filling in as needed or on-call (65%); mentoring and training (59%); temporary assignments (59%). (p. 6)…
According to a 2012 Conference Board survey, among companies that offer some form of phased retirement, the types of programs used include special projects (82%), advisory positions (65%), filling in as needed or on-call (65%); mentoring and training (59%); temporary assignments (59%). (p. 6)
Levanon, G., Rappaport, A., Abel, A., & Cheng, B. (2012). Recession aftermath: What the delayed retirement of mature workers means for business. (Executive Action Report No. 375). New York: The Conference Board.
The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).
According to a 2012 Conference Board survey, "of survey respondents, 11 percent said they offer a phased retirement program and 30 percent said they rehire retirees." (p. 4)
According to a 2012 Conference Board survey, "of survey respondents, 11 percent said they offer a phased retirement program and 30 percent said they rehire retirees." (p. 4)
Levanon, G., Rappaport, A., Abel, A., & Cheng, B. (2012). Recession aftermath: What the delayed retirement of mature workers means for business. (Executive Action Report No. 375). New York: The Conference Board.
The Conference Board surveyed 160 HR professionals and executives of member companies from a variety of industries (May 2011).
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "formal phased retirement programs were deemed 'very important' or 'somewhat important' by the majority of workers (57% and 52%,…
According to a 2012 AARP/SHRM survey of 1004 adults age 50+ who are employed full or part time or who are looking for work, in regard to flexible work arrangements, "formal phased retirement programs were deemed 'very important' or 'somewhat important' by the majority of workers (57% and 52%, respectively). (p. 7)
Brown, S. K. (2012). What are older workers seeking? an AARP/SHRM survey of 50+ workers. Washington, DC: AARP. Retrieved from http://www.aarp.org/content/dam/aarp/research/surveys_statistics/econ/2012/What-Are-Older-Workers-Seeking-An-AARP-SHRM-Survey-of-50-Plus-Workers-AARP.pdf
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.
According to a 2012 SHRM report, "the most popular benefits offered specifically with older workers in mind are flexible scheduling (59%) and retirement savings or pension plans with specific provisions for older workers (52%)." Other frequently mentioned benefits include long-term care benefits…
According to a 2012 SHRM report, "the most popular benefits offered specifically with older workers in mind are flexible scheduling (59%) and retirement savings or pension plans with specific provisions for older workers (52%)." Other frequently mentioned benefits include long-term care benefits (35%) and health care benefits in phased retirement or part-time situations". (slide 23)
SHRM. (2010). SHRM-AARP strategic workforce planning poll. Washington, DC: Society for Human Resource Management (SHRM). Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Pages/SHRMAARPStrategicWorkforcePlanning.aspx
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
According to a 2011 AARP survey of over 1000 HR directors, among steps that employers plan to take to mitigate the potential loss of knowledge as older workers retire, more than half of the employers say that they will try to keep older workers on as part-time workers or consultants (69 percent…
According to a 2011 AARP survey of over 1000 HR directors, among steps that employers plan to take to mitigate the potential loss of knowledge as older workers retire, more than half of the employers say that they will try to keep older workers on as part-time workers or consultants (69 percent). Other steps include use of a knowledge transfer program to allow workers who are approaching retirement age to mentor or transfer knowledge to younger workers (53 percent), and they will use a succession plan for critical positions (51 percent). Almost half (46 percent) will try to entice older workers to remain as full-time employees. (chart 24, p. 30)
Perron, R. (2011). Employer experiences and expectations: Finding, training, and keeping qualified workers. Washington, DC: AARP. Retrieved from http://assets.aarp.org/rgcenter/econ/finding-training-keeping-qualified-workers.pdf
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.
According to a 2011 report on a survey of managers from over 500 different business organizations, "job share, phased retirement and career on/off ramps are the least prevalent of the flexibility programs offered. Nearly three-fourths of organizations do not offer job share or phased retirement…
According to a 2011 report on a survey of managers from over 500 different business organizations, "job share, phased retirement and career on/off ramps are the least prevalent of the flexibility programs offered. Nearly three-fourths of organizations do not offer job share or phased retirement, and 81% do not offer career on/off ramps, or work options that allow for multiple points of exit and re-entry over the course of a career." (fig. 1, p. 5)
WorldatWork. (2011). Survey on workplace flexibility. Washington, DC: WorldatWork.Org. Retrieved from http://www.worldatwork.org/waw/adimLink?id=48161
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.
According to the 2010 SHRM Employee Benefits Survey, 6% or employers reported offering a formal phased retirement program (a reduced schedule and/or responsibilities prior to full retirement) This rate has remained constant since 2008, but is lower than the rates in 2006 and 2007, when 13% and…
According to the 2010 SHRM Employee Benefits Survey, 6% or employers reported offering a formal phased retirement program (a reduced schedule and/or responsibilities prior to full retirement) This rate has remained constant since 2008, but is lower than the rates in 2006 and 2007, when 13% and 12% of employers offered such programs. (p. 19 and table C-2)
Society for Human Resource Management. (2010). 2010 employee benefits: Examining employee benefits in the midst of a recovering economy. Alexandria, VA: Society for Human Resource Management. Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Documents/10-0280%20Employee%20Benefits%20Survey%20Report-FNL.pdf
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%.
According to a 2010 report of a survey of 950 small and large employers, "637 (67%) of the establishments indicated that that phased retirement would be feasible for a generic white collar worker, and another 142 (15%) of the establishments said that phased retirementwas possible in some cases…
According to a 2010 report of a survey of 950 small and large employers, "637 (67%) of the establishments indicated that that phased retirement would be feasible for a generic white collar worker, and another 142 (15%) of the establishments said that phased retirementwas possible in some cases." In most of these establishments, the employer has in mind an informal arrangement that is negotiated with an individual worker and that occurs before official retirement. Formal phased retirement plans are rare, especially in small organizations." (p. 1011)
Hutchens, R. (2010). Worker characteristics, job characteristics, and opportunities for phased retirement. Labour Economics, 17(6), 1010-1021.
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.
According to the 2010 MetLife Retirement Readiness Index, "over half (54%) of the respondents formulated ideas about how much they would like to work in retirement, and decided whether to fully retire, or to work part-time in retirement (53%). Three in 10 (31%) of respondents have explored what…
According to the 2010 MetLife Retirement Readiness Index, "over half (54%) of the respondents formulated ideas about how much they would like to work in retirement, and decided whether to fully retire, or to work part-time in retirement (53%). Three in 10 (31%) of respondents have explored what employment possibilities are available if they want to keep working full- or part-time in retirement. Similarly, one-third (34%) have looked into alternate career or part-time work opportunities for themselves in retirement." (p. 10)
MetLife. (2010). The MetLife retirement readiness index: Are Americans prepared for the transition?. Westport, CT: MetLife Mature Market Institute. Retrieved from http://www.metlife.com/assets/cao/mmi/publications/studies/2010/mmi-retirement-readiness-index-.pdf
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.
According to a 2009 MetLife survey of 240 large employers, "employer familiarity with the PPA [Pension Protection Act of 2006] is high -- 35% of all employers say they are very familiar with provisions that allow for in-service retirement distributions to those who remain in the workforce to age…
According to a 2009 MetLife survey of 240 large employers, "employer familiarity with the PPA [Pension Protection Act of 2006] is high -- 35% of all employers say they are very familiar with provisions that allow for in-service retirement distributions to those who remain in the workforce to age 62 and older and 51% say they are somewhat familiar with that provision." (p. 26)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife survey of 240 large employers, "seven in ten employers (71%) strongly or somewhat agree that regulatory complexities and ambiguities involving federal tax and age discrimination laws impact their organization's ability to offer a phased retirement program. About half…
According to a 2009 MetLife survey of 240 large employers, "seven in ten employers (71%) strongly or somewhat agree that regulatory complexities and ambiguities involving federal tax and age discrimination laws impact their organization's ability to offer a phased retirement program. About half (51%) of employers also strongly or somewhat agree that the retirement plan nondiscrimination rules can be an obstacle to an effective phased retirement program for their organization." (p. 27)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife survey of 240 large employers, among steps being considered to manage the knowledge drain: "four in ten are considering introducing technology as a way to transfer knowledge to younger employees (41%), implementing part-time work programs as a way to help employees…
According to a 2009 MetLife survey of 240 large employers, among steps being considered to manage the knowledge drain: "four in ten are considering introducing technology as a way to transfer knowledge to younger employees (41%), implementing part-time work programs as a way to help employees ease into retirement (39%) and offering pension benefits to partially retired/partially in-service employees (32%)." (p. 14)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife survey of 240 large employers, among employers who offer "DB and DC plans" and those who offer a "DC plan only", 76% of those who offer "DC plans only" believe that regulatory complexities and ambiguities impact their organization's ability to offer a phased…
According to a 2009 MetLife survey of 240 large employers, among employers who offer "DB and DC plans" and those who offer a "DC plan only", 76% of those who offer "DC plans only" believe that regulatory complexities and ambiguities impact their organization's ability to offer a phased retirement program, compared to 65% of employers who offer both DB and DC plans. Similarly, 56% of employers who offer "DC plans only," and 45% of employers who offer both plans, believe that rules prohibiting the modification of plan distribution options (and other features) are a key barrier to phased retirement programs." (p. 21)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife survey of 240 large employers, "while 35% of employers are considering, or have already implemented, phased retirement programs at their organizations, a significant number of employers (50%) have not yet decided whether to implement these types of programs." (p. 6)…
According to a 2009 MetLife survey of 240 large employers, "while 35% of employers are considering, or have already implemented, phased retirement programs at their organizations, a significant number of employers (50%) have not yet decided whether to implement these types of programs." (p. 6)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife survey of 240 large employers, "nearly two-thirds (65%) of employers report that their organization welcomes legislation/regulation that would encourage the implementation of phased retirement programs and create new ways to stem lost talent." (p. 6)
According to a 2009 MetLife survey of 240 large employers, "nearly two-thirds (65%) of employers report that their organization welcomes legislation/regulation that would encourage the implementation of phased retirement programs and create new ways to stem lost talent." (p. 6)
Metlife. (2009). MetLife emerging retirement model study: A survey of plan sponsors. New York: Metlife. Retrieved from http://www.metlife.com/assets/institutional/services/cbf/retirement/EmergRetireModel-Study.pdf
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.
According to a 2009 MetLife study, "37% of employers acknowledge that an aging workforce will have a significant impact on their companies, yet only 17% of employers offer resources or programs, such as staged or phased retirement, geared toward the aging workforce." (p. 34)
According to a 2009 MetLife study, "37% of employers acknowledge that an aging workforce will have a significant impact on their companies, yet only 17% of employers offer resources or programs, such as staged or phased retirement, geared toward the aging workforce." (p. 34)
MetLife. (2009). Study of employee benefits trends: Findings from the 7th annual national survey of employers and employees. New York, NY: Metropolitan Life Insurance Company. Retrieved from http://whymetlife.com/trends/downloads/MetLife_EBTS09.pdf
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.
According to a 2009 analysis of US Current Population Survey data, "37% of men and 32% of women aged 55 to 64 who received income from a pension in 2008 were employed in March 2009. (p. 14)
According to a 2009 analysis of US Current Population Survey data, "37% of men and 32% of women aged 55 to 64 who received income from a pension in 2008 were employed in March 2009. (p. 14)
Purcell, P. (2009). Older workers: Employment and retirement trends. Washington, DC: Congressional Research Service. Retrieved from http://lawprofessors.typepad.com/files/crs-rl30629.pdf
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.
According to a 2009 analysis of US Current Population Survey data, show that among men aged 55 to 64 who received pension income in 2008, 37.2% were employed full or part time in March 2009. Relatively few men aged 65 or older who received income from pensions engaged in paid employment: only 10…
According to a 2009 analysis of US Current Population Survey data, show that among men aged 55 to 64 who received pension income in 2008, 37.2% were employed full or part time in March 2009. Relatively few men aged 65 or older who received income from pensions engaged in paid employment: only 10% to 13% were employed, on average, at any point during the period [from 1990 to 2008]. Women who received pension income were less likely than men to be employed. Among women 55 to 64 years old who received income from a pension or retirement savings plan in 2008, 32.2% were employed in March 2009. Among women aged 65 or older who received income from a pension or retirement savings plan, only 6% to 9%, on average, were employed at any time during the period from 1990 to 2008." (p. 9-10)
Purcell, P. (2009). Older workers: Employment and retirement trends. Washington, DC: Congressional Research Service. Retrieved from http://lawprofessors.typepad.com/files/crs-rl30629.pdf
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.
According to a 2009 survey of U.S. workers and employers, "Seven percent of employers reported mature workers have applied for internships at their organizations. Four percent have hired mature workers while 55 percent would be willing to consider mature workers for internships."
According to a 2009 survey of U.S. workers and employers, "Seven percent of employers reported mature workers have applied for internships at their organizations. Four percent have hired mature workers while 55 percent would be willing to consider mature workers for internships."
Careerbuilder.com. (2009). Mature job seekers considering entry-level jobs, internships, relocation and starting their own business, CareerBuilder survey finds. Retrieved July 28, 2009, from http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr512&sd=7/22/2009&ed=12/31/2009&siteid=cbpr&sc_cmp1=cb_pr512_
"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)
According to a 2009 Pew survey, "among those under age 65, nearly four-in-ten (39%) think they will start a new job or second career when they are older. But only 14% of those ages 65 and older say they have actually done this." (p. 29)
According to a 2009 Pew survey, "among those under age 65, nearly four-in-ten (39%) think they will start a new job or second career when they are older. But only 14% of those ages 65 and older say they have actually done this." (p. 29)
Taylor, P., Morin, R., Parker, K., & Wang, W. (2009). Growing old in America: Expectations vs. reality. Washington, DC: Pew Research Center. Retrieved from http://pewsocialtrends.org/assets/pdf/getting-old-in-america.pdf
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.
According to a 2009 Pew survey, "according to a 2009 Pew survey, "women are somewhat more likely than men to say they expect to do volunteer work when they are older (83% of women vs. 77% of men)...men are more likely than women to predict that ...they will start a new job or second career (45%…
According to a 2009 Pew survey, "according to a 2009 Pew survey, "women are somewhat more likely than men to say they expect to do volunteer work when they are older (83% of women vs. 77% of men)...men are more likely than women to predict that ...they will start a new job or second career (45% vs. 32%)." (p. 30)
Taylor, P., Morin, R., Parker, K., & Wang, W. (2009). Growing old in America: Expectations vs. reality. Washington, DC: Pew Research Center. Retrieved from http://pewsocialtrends.org/assets/pdf/getting-old-in-america.pdf
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.
According to a 2008 survey of 140 mid-size and large employers, "more than half (52 percent) believe there are significant legal and regulatory barriers" to implementing a phased retirement program.
According to a 2008 survey of 140 mid-size and large employers, "more than half (52 percent) believe there are significant legal and regulatory barriers" to implementing a phased retirement program.
Hewitt Associates. (2008). Retiring boomers prompt increased employer interest in phased retirement programs, according to Hewitt survey. Retrieved January 28, 2009, from http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=5451
This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.
According to a 2008 survey of 140 mid-size and large employers, "of the companies that already have phased retirement arrangements in place, about one third (32 percent) said they were satisfied with their programs. Ironically, just 14 percent of companies said they actually measure the success…
According to a 2008 survey of 140 mid-size and large employers, "of the companies that already have phased retirement arrangements in place, about one third (32 percent) said they were satisfied with their programs. Ironically, just 14 percent of companies said they actually measure the success of their programs. In fact, nearly three-quarters (70 percent) said they have no measures in place and no plans to implement a measurement strategy in the future."
Hewitt Associates. (2008). Retiring boomers prompt increased employer interest in phased retirement programs, according to Hewitt survey. Retrieved January 28, 2009, from http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=5451
This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.
According to a 2008 survey of 140 mid-size and large employers, "almost three-quarters of employers (72 percent) said that retaining the experience, knowledge and skills of older workers was the most important benefit to them in offering phased retirement programs. Other key employer benefits…
According to a 2008 survey of 140 mid-size and large employers, "almost three-quarters of employers (72 percent) said that retaining the experience, knowledge and skills of older workers was the most important benefit to them in offering phased retirement programs. Other key employer benefits include easing the difficulty of replacing key skills (52 percent) and helping with transfer of key skills from experienced to inexperienced workers (50 percent)."
Hewitt Associates. (2008). Retiring boomers prompt increased employer interest in phased retirement programs, according to Hewitt survey. Retrieved January 28, 2009, from http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=5451
This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.
According to a 2008 survey of 140 mid-size and large employers, "47 percent of companies said they have some type of phased retirement arrangement available to their employees, but very few (5 percent) have actually formalized those programs. Almost 40 percent expressed an interest in…
According to a 2008 survey of 140 mid-size and large employers, "47 percent of companies said they have some type of phased retirement arrangement available to their employees, but very few (5 percent) have actually formalized those programs. Almost 40 percent expressed an interest in establishing a phased retirement program in the future."
Hewitt Associates. (2008). Retiring boomers prompt increased employer interest in phased retirement programs, according to Hewitt survey. Retrieved January 28, 2009, from http://www.hewittassociates.com/Intl/NA/en-US/AboutHewitt/Newsroom/PressReleaseDetail.aspx?cid=5451
This article reports on a 2008 survey by Hewitt Associates of more than 140 mid-size and large employers.
In a 2008 MetLife/Civic Ventures survey, "half of nonprofit employers (50%) see encore workers as highly appealing (rating them 8-10 on a 10-point scale), with an additional 39 percent finding them moderately appealing (rating them 5-7). Only 10 percent said that the idea of hiring encore…
In a 2008 MetLife/Civic Ventures survey, "half of nonprofit employers (50%) see encore workers as highly appealing (rating them 8-10 on a 10-point scale), with an additional 39 percent finding them moderately appealing (rating them 5-7). Only 10 percent said that the idea of hiring encore workers was not appealing (rating them 0-4). (p. 8)
MetLife Foundation, & Civic Ventures. (2008). Tapping encore talent: A MetLife Foundation/Civic ventures survey of nonprofit employers. San Francisco, CA: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/employerssurvey08/employsurvey_fln_web_oct9.pdf
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)
In a 2008 MetLife/Civic Ventures survey, "more than two out of three nonprofit employers (70%) say that they have hired encore workers, while nearly all (95%) have employed younger workers just starting out in their careers." (p. 8)
In a 2008 MetLife/Civic Ventures survey, "more than two out of three nonprofit employers (70%) say that they have hired encore workers, while nearly all (95%) have employed younger workers just starting out in their careers." (p. 8)
MetLife Foundation, & Civic Ventures. (2008). Tapping encore talent: A MetLife Foundation/Civic ventures survey of nonprofit employers. San Francisco, CA: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/employerssurvey08/employsurvey_fln_web_oct9.pdf
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)
According to a 2009 analysis of HRS data, "many older workers lose pension coverage when they switch careers. The employer-sponsored pension coverage rate for workers who change occupations after age 51 falls from about 61 percent on the old job to about 20 percent on the new job." (p. 18)
According to a 2009 analysis of HRS data, "many older workers lose pension coverage when they switch careers. The employer-sponsored pension coverage rate for workers who change occupations after age 51 falls from about 61 percent on the old job to about 20 percent on the new job." (p. 18)
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life (Research Report No. 2009-08). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2009_08_recareering.pdf
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.
According to a 2009 analysis of HRS data, "nearly a quarter of career changers lose health insurance when they change jobs; only about 10 percent gain insurance." (p. x)
According to a 2009 analysis of HRS data, "nearly a quarter of career changers lose health insurance when they change jobs; only about 10 percent gain insurance." (p. x)
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life (Research Report No. 2009-08). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2009_08_recareering.pdf
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.
According to a 2009 analysis of HRS data, only about 14 percent of workers employed full-time at ages 51-55 in 1992 remained with their baseline employers in 2006. (p. 11)
According to a 2009 analysis of HRS data, only about 14 percent of workers employed full-time at ages 51-55 in 1992 remained with their baseline employers in 2006. (p. 11)
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life (Research Report No. 2009-08). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2009_08_recareering.pdf
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.
According to a 2009 analysis of HRS data, "nearly two-thirds of workers who changed jobs (and 27 percent of all older workers) switched occupations." (p. ix)
According to a 2009 analysis of HRS data, "nearly two-thirds of workers who changed jobs (and 27 percent of all older workers) switched occupations." (p. ix)
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life (Research Report No. 2009-08). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2009_08_recareering.pdf
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.
According to a 2009 analysis of HRS data, "hourly wages are substantially lower on new jobs than former jobs for all older career changers. Median wages fell by 57 percent for retirees, 22 percent for those who were laid off, and 5 percent for those who quit their former jobs." (p. x)
According to a 2009 analysis of HRS data, "hourly wages are substantially lower on new jobs than former jobs for all older career changers. Median wages fell by 57 percent for retirees, 22 percent for those who were laid off, and 5 percent for those who quit their former jobs." (p. x)
Johnson, R. W., Kawachi, J., & Lewis, E. K. (2009). Older workers on the move: Recareering in later life (Research Report No. 2009-08). Washington, DC: AARP Public Policy Institute. Retrieved from http://assets.aarp.org/rgcenter/econ/2009_08_recareering.pdf
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.
According to the results of a 2007 survey on retirement, "nearly one in four (24%) respondents ages 55 to 75 went back to work after their retirement. Three-fourths (76%) stayed retired and did not re-enter the workforce. A third of those who started working again after retirement have stayed…
According to the results of a 2007 survey on retirement, "nearly one in four (24%) respondents ages 55 to 75 went back to work after their retirement. Three-fourths (76%) stayed retired and did not re-enter the workforce. A third of those who started working again after retirement have stayed in the workforce, while the majority (65%) have now stopped working." (p. 7)
Koppen, J., & Anderson, G. (2008). Retired spouses: A national survey of adults 55-75. Washington, DC: AARP. Retrieved from http://assets.aarp.org/rgcenter/general/retired_spouses.pdf
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.
In a 2008 survey of retirement plan experts, respondents project that within 5 years, 40% of retirement plans will include a lifetime benefit option, such as an annuity. It was also projected that 32% of employers will offer phased retirement plans, which allow aging participants to remain…
In a 2008 survey of retirement plan experts, respondents project that within 5 years, 40% of retirement plans will include a lifetime benefit option, such as an annuity. It was also projected that 32% of employers will offer phased retirement plans, which allow aging participants to remain employed after they start taking distributions from retirement plans. (p. 11)
Diversified Investment Advisors. (2008). Prescience 2013: Expert opinions on the future of retirement plans. Purchase, NY: Diversified Investment Advisors, Inc.
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)
According to a 2003 survey of over 500 employers, "if phased retirement is defined as permitting older workers to shift from full-time to part-time work before official retirement, without job sharing, with no change in health insurance, with pension payments that supplement salary, and consent…
According to a 2003 survey of over 500 employers, "if phased retirement is defined as permitting older workers to shift from full-time to part-time work before official retirement, without job sharing, with no change in health insurance, with pension payments that supplement salary, and consent to return to full-time work if desired, then only 6 percent of the establishments permit phased retirement." (p. 6)
Hutchens, R., & Chen, J. (2004). Role of employees in phased retirement: Opportunities for phased retirement among white collar workers. Ithaca, NY: Cornell University, School of Industrial and Labor Relations. Retrieved from http://digitalcommons.ilr.cornell.edu/articles/48
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.
According to a 2003 survey of over 500 employers, "of those establishments that permit an older employee to reduce hours before official retirement, 26% would not alter health insurance benefits, and 40% would permit the employee to draw pension benefits. (p. 3)
According to a 2003 survey of over 500 employers, "of those establishments that permit an older employee to reduce hours before official retirement, 26% would not alter health insurance benefits, and 40% would permit the employee to draw pension benefits. (p. 3)
Hutchens, R. (2003). The Cornell study of employer phased retirement policies: A report on key findings. Ithaca, NY: Cornell University, School of Industrial and Labor Relations. Retrieved from http://digitalcommons.ilr.cornell.edu/lepubs/1/
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.
According to a 2003 survey of over 500 employers, "the majority of establishments offer opportunities for some kind of phased retirement: fully 73% of the establishments indicated that 'yes,' something could be worked out, while another 14% said that something could be worked out 'in some cases…
According to a 2003 survey of over 500 employers, "the majority of establishments offer opportunities for some kind of phased retirement: fully 73% of the establishments indicated that 'yes,' something could be worked out, while another 14% said that something could be worked out 'in some cases.' (p. 5) When asked whether in the last three years a white-collar worker age 55 or over had actually shifted from a full-time to a part-time work schedule, fully 36% said 'yes' " (p. 7)
Hutchens, R., & Chen, J. (2004). Role of employees in phased retirement: Opportunities for phased retirement among white collar workers. Ithaca, NY: Cornell University, School of Industrial and Labor Relations. Retrieved from http://digitalcommons.ilr.cornell.edu/articles/48
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.
According to a 2003 survey of over 500 employers, "when phased retirement takes the form of reduced hours before official retirement, fully 34% of the establishments report that health insurance coverage would cease, and another 26% report that coverage would depend on hours worked. When phased…
According to a 2003 survey of over 500 employers, "when phased retirement takes the form of reduced hours before official retirement, fully 34% of the establishments report that health insurance coverage would cease, and another 26% report that coverage would depend on hours worked. When phased retirement takes the form of returning to work as a part-timer after official retirement, 31% of the establishments report that the rehired retiree would receive no health insurance benefits, and another 18% say "don't know" or "depends." (p. 3)
Hutchens, R. (2003). The Cornell study of employer phased retirement policies: A report on key findings. Ithaca, NY: Cornell University, School of Industrial and Labor Relations. Retrieved from http://digitalcommons.ilr.cornell.edu/lepubs/1/
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.
According to a 2003 survey of over 500 employers, "less than 10% of white collar employees have an opportunity for phased retirement that does not necessitate a loss of, or change in, health insurance; does not require taking on a different job; and does not entail retiring and subsequent…
According to a 2003 survey of over 500 employers, "less than 10% of white collar employees have an opportunity for phased retirement that does not necessitate a loss of, or change in, health insurance; does not require taking on a different job; and does not entail retiring and subsequent rehiring." (p. 2)
Hutchens, R., & Chen, J. (2006). Phased retirement: Opportunities for some, but not for all. (ILR Impact Brief No. 3). Ithaca, NY: School of Industrial and Labor Relations, Cornell University. Retrieved from http://digitalcommons.ilr.cornell.edu/impactbrief/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.
According to the 2008 National Study of Employers, 14% of employers allow phased retirement and offer defined-benefit pension plans. Among those, 78% allow employees to phase into retirement without reducing their pension payouts. (Table 19, p. 30)
According to the 2008 National Study of Employers, 14% of employers allow phased retirement and offer defined-benefit pension plans. Among those, 78% allow employees to phase into retirement without reducing their pension payouts. (Table 19, p. 30)
Galinsky, E., Bond, J. T., & Sakai, K. (2008). 2008 national study of employers. New York, NY: Families and Work Institute. Retrieved from http://familiesandwork.org/site/research/reports/2008nse.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "forty-three percent of older workers who left long-term jobs worked part-time on their new jobs, 25 percent were self-employed, and 50 percent worked in flexible jobs." By comparison, only 15 percent worked part-…
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "forty-three percent of older workers who left long-term jobs worked part-time on their new jobs, 25 percent were self-employed, and 50 percent worked in flexible jobs." By comparison, only 15 percent worked part-time and 28 percent had flexible work arrangements at their previous jobs. (p. v)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "only about 23 percent of older job changers who left long-term employers remained in the same detailed occupation category on their new jobs... More than half moved into different broadly defined occupations." (p…
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "only about 23 percent of older job changers who left long-term employers remained in the same detailed occupation category on their new jobs... More than half moved into different broadly defined occupations." (p. iv)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 93 percent of employed retirees who left long-term employers said they enjoyed their new jobs, whereas only 77 percent said they enjoyed their old jobs." (p. v)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 93 percent of employed retirees who left long-term employers said they enjoyed their new jobs, whereas only 77 percent said they enjoyed their old jobs." (p. v)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "average wages for retirees from long-term jobs (with more than 10 years of service) who continued to work declined by about 39 percent, and median wages plunged by 53 percent. Older people displaced from long-…
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "average wages for retirees from long-term jobs (with more than 10 years of service) who continued to work declined by about 39 percent, and median wages plunged by 53 percent. Older people displaced from long-term jobs who found other employment experienced average wage losses of about 19 percent." (p. iv)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 43 percent of employed retirees who left long-term jobs and 29 percent of workers who had been laid-off from long-term jobs said their old jobs were stressful but their new jobs were not." (p. 27)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found "about 43 percent of employed retirees who left long-term jobs and 29 percent of workers who had been laid-off from long-term jobs said their old jobs were stressful but their new jobs were not." (p. 27)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "about 71 percent of older workers who left long-term jobs received health benefits at their old jobs, and 55 percent received benefits at their new jobs." (p. v)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "about 71 percent of older workers who left long-term jobs received health benefits at their old jobs, and 55 percent received benefits at their new jobs." (p. v)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "about 85 percent of older people who worked after retirement changed occupations, and about 80 percent changed industries." (p. 2)
A 2007 analysis of Health and Retirement Study data for Americans 45-75 found that "about 85 percent of older people who worked after retirement changed occupations, and about 80 percent changed industries." (p. 2)
Johnson, R. W., & Kawachi, J. (2007). Job changes at older ages: Effects on wages, benefits, and other job attributes. Washington, DC: Urban Institute. Retrieved from http://www.urban.org/UploadedPDF/311435_Job_Changes.pdf
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.
According to a 2008 Metlife survey, "those in encore careers are working in education (30%), health care (23%), government (16%), other nonprofit organizations (13%), and for-profit businesses that serve a public good (9%)." (p.9)
According to a 2008 Metlife survey, "those in encore careers are working in education (30%), health care (23%), government (16%), other nonprofit organizations (13%), and for-profit businesses that serve a public good (9%)." (p.9)
Metlife Foundation, & Civic Ventures. (2008). Encore career survey. San Francisco: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/encore_career_survey/Encore_Survey.pdf
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.
According to a 2008 Metlife survey, "Most in encore careers (59%) work 40 hours per week or more, with three-quarters (73%) saying that they have the flexibility they need and want, and more (85%) saying they have the time to do the things outside of work that are important to them." (p.9)
According to a 2008 Metlife survey, "Most in encore careers (59%) work 40 hours per week or more, with three-quarters (73%) saying that they have the flexibility they need and want, and more (85%) saying they have the time to do the things outside of work that are important to them." (p.9)
Metlife Foundation, & Civic Ventures. (2008). Encore career survey. San Francisco: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/encore_career_survey/Encore_Survey.pdf
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.
According to a 2008 Metlife survey, "most of those in encore careers come from professional and white-collar jobs (88%), have at least a college education (67%), and tend to live in cities and their surrounding suburbs (72%). In contrast, of those in encore careers, three in 10 never graduated…
According to a 2008 Metlife survey, "most of those in encore careers come from professional and white-collar jobs (88%), have at least a college education (67%), and tend to live in cities and their surrounding suburbs (72%). In contrast, of those in encore careers, three in 10 never graduated from college, three in 10 live in small towns and rural areas, and nearly two in 10 (18%) worked in a blue-collar job before making the switch to an encore career." (p. 5)
Metlife Foundation, & Civic Ventures. (2008). Encore career survey. San Francisco: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/encore_career_survey/Encore_Survey.pdf
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.
According to a 2008 Metlife survey, "the majority (about 60%) of those currently in encore careers are between 51 and 62. About one quarter (24%) are between the ages of 44 and 50, while another 16 percent are between 63 and 70." (p.9)
According to a 2008 Metlife survey, "the majority (about 60%) of those currently in encore careers are between 51 and 62. About one quarter (24%) are between the ages of 44 and 50, while another 16 percent are between 63 and 70." (p.9)
Metlife Foundation, & Civic Ventures. (2008). Encore career survey. San Francisco: Civic Ventures. Retrieved from http://www.civicventures.org/publications/surveys/encore_career_survey/Encore_Survey.pdf
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.
A 2007 analysis of data from the Health and Retirement Survey showed that nearly 50 percent of retirees follow a nontraditional retirement path that involves partial retirement or unretirement, and that 26 percent of retirees later unretire, most commonly about two years after retirement. The…
A 2007 analysis of data from the Health and Retirement Survey showed that nearly 50 percent of retirees follow a nontraditional retirement path that involves partial retirement or unretirement, and that 26 percent of retirees later unretire, most commonly about two years after retirement. The unretirement rate is even higher among younger retirees (as high as 35 percent among those retiring at ages 53-54). (p. 28)
Maestas, Nicole. (2007). Back to work: Expectations and realizations of work after retirement. Rand Working Paper WR-196-2. Retrieved July 5, 2007 from http://www.rand.org/pubs/working_papers/2007/RAND_WR196-2.pdf
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.
According to a 2007 national study of employers, 24.7% of the respondents indicated that most/all of their full-time employees have the option of transfering to jobs with reduced pay and responsibilities if employee wants to. (p. 16)
According to a 2007 national study of employers, 24.7% of the respondents indicated that most/all of their full-time employees have the option of transfering to jobs with reduced pay and responsibilities if employee wants to. (p. 16)
Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf
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.
According to a 2007 national study of employers, 25.6% of respondants reported that most/all of their employees have the option to phase into retirement. (p. 16)
According to a 2007 national study of employers, 25.6% of respondants reported that most/all of their employees have the option to phase into retirement. (p. 16)
Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf
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.
A 2004 survey by Watson Wyatt Worldwide found that 57% of those workers currently in phased retirement entered into an arrangement voluntarily to have more leisure time. (p.4)
A 2004 survey by Watson Wyatt Worldwide found that 57% of those workers currently in phased retirement entered into an arrangement voluntarily to have more leisure time. (p.4)
Watson Wyatt Worldwide. (2004). Phased retirement: Aligning employer programs with worker preferences (2004 survey report). Washington, DC: Author.
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.
According to a 2006 Urban Institute report, "close to 50 percent of workers age 60-64 either want to stop working or change their current work, compared with 30 percent of workers 65-69 and only 15 percent of workers age 70 and older." (p.3)
According to a 2006 Urban Institute report, "close to 50 percent of workers age 60-64 either want to stop working or change their current work, compared with 30 percent of workers 65-69 and only 15 percent of workers age 70 and older." (p.3)
Butrica, B., Schaner, S.G., & Zedlewski, S.R. (2006). Enjoying the golden work years: Perspectives on productive Aging. Policy Brief 6. Washington, DC: Urban Institute. Retrieved June 6, 2007 from http://www.urban.org/UploadedPDF/311324_golden_work_years.pdf
"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)
A 2007 study based on data from the Health and Retirement study found that 55 percent of older workers (born between 1931and 1941) had accurate expectations about post-retirement work [i.e., expected to work and did work after retirement], compared to 37 percent who expected to work but did not…
A 2007 study based on data from the Health and Retirement study found that 55 percent of older workers (born between 1931and 1941) had accurate expectations about post-retirement work [i.e., expected to work and did work after retirement], compared to 37 percent who expected to work but did not and 8 percent who did not expect to work but did. (Table 3)
Maestas, Nicole. (2007, April). Back to work: Expectations and realizations of work after retirement. Rand Working Paper WR-196-2. Retrieved July 5, 2007 from http://www.rand.org/pubs/working_papers/2007/RAND_WR196-2.pdf
"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.
In a 2004 survey on phased retirement preferences, older workers said they hoped to work part-time (63 percent) or more flexible hours (48 percent). Sixty-three percent of currents workers aged 50 and older want to phase in an entirely different career. There is a gap between employee…
In a 2004 survey on phased retirement preferences, older workers said they hoped to work part-time (63 percent) or more flexible hours (48 percent). Sixty-three percent of currents workers aged 50 and older want to phase in an entirely different career. There is a gap between employee preferences and what their current employers allow.
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
"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."
A 2003 AARP study found that when asked what they plan to do in retirement, nearly 70% of 50-70 years olds who have not yet retired reported that they planned to work in their retirement years or never retire, and almost half indicate they envisioned working into their 70s or beyond. (p.4)
A 2003 AARP study found that when asked what they plan to do in retirement, nearly 70% of 50-70 years olds who have not yet retired reported that they planned to work in their retirement years or never retire, and almost half indicate they envisioned working into their 70s or beyond. (p.4)
Brown, S.K. (2003). Staying ahead of the curve 2003: The AARP Working in Retirement Study (Executive Summary). Washington, DC: AARP Knowledge Management. Retrieved June 6, 2007 from http://assets.aarp.org/rgcenter/econ/multiwork_2003_1.pdf
"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)
The 2005 National Study of Employers, which surveyed workplaces with 50 or more employees, found that 50% of employers allow some employees to phase into retirement, in comparison to 28% of employers that allow all or most employees to phase into retirement. (Table 3, p.6)
The 2005 National Study of Employers, which surveyed workplaces with 50 or more employees, found that 50% of employers allow some employees to phase into retirement, in comparison to 28% of employers that allow all or most employees to phase into retirement. (Table 3, p.6)
Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse
“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>
According to the 2003 SHRM Older Workers Survey, organizations are preparing for the possibility of a shortage of workers due to the retiring baby boom generation by: increased training (36%), succession plans/replacement charts (29%), flexible scheduling (21%), created bridge…
According to the 2003 SHRM Older Workers Survey, organizations are preparing for the possibility of a shortage of workers due to the retiring baby boom generation by: increased training (36%), succession plans/replacement charts (29%), flexible scheduling (21%), created bridge employment (20%), capture institutional memory/organizational knowledge (18%), increased recruiting (16%), phased/gradual retirement (10%), and doing nothing (32%). (p.9, Chart 13).
Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E.M.
"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' responses...The results are first analyzed by overall resonses and then by industry, size, and sector."
According to a 2005 AARP survey of adults aged 50 and older, 87% of the survey respondents view continuing pension benefits accruals as an important ingredient in any phased retirement arrangement. 63% said that phased retirement would be less attractive if it meant their final pension benefits…
According to a 2005 AARP survey of adults aged 50 and older, 87% of the survey respondents view continuing pension benefits accruals as an important ingredient in any phased retirement arrangement. 63% said that phased retirement would be less attractive if it meant their final pension benefits would be reduced. (p.4)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006 from http://www.aarp.org/research/work/retirement/Articles/attitiudes_of_individuals_50_and_older_toward_phase.html
"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."
In a 2005 AARP survey of Americans age 50 and older, 38% expressed interest in the concept phased retirement. In addition, 78% of those surveyed interested in phased retirement stated the availability of such programs would encourage them to work beyond their anticipated retirement age. (p.3)…
In a 2005 AARP survey of Americans age 50 and older, 38% expressed interest in the concept phased retirement. In addition, 78% of those surveyed interested in phased retirement stated the availability of such programs would encourage them to work beyond their anticipated retirement age. (p.3)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, S.K. Retrieved June 1, 2006 from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, "only 19% of survey respondents reported that they had heard of the term 'phased retirement'." (p.9)
According to a 2005 AARP survey of adults aged 50 and older, "only 19% of survey respondents reported that they had heard of the term 'phased retirement'." (p.9)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 survey conducted by the AARP, "more than four in five (86%) workers 50-65 who plan to retire by age 65 are currently working for someone other than themselves, and 14% are either self-employed or an owner or partner in a small business or farm." (p.6)
According to a 2005 survey conducted by the AARP, "more than four in five (86%) workers 50-65 who plan to retire by age 65 are currently working for someone other than themselves, and 14% are either self-employed or an owner or partner in a small business or farm." (p.6)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, "...one-third (33%) of retirees indicated that they would have remained in the workforce longer if such a phased retirement plan had been offered to them."
According to a 2005 AARP survey of adults aged 50 and older, "...one-third (33%) of retirees indicated that they would have remained in the workforce longer if such a phased retirement plan had been offered to them."
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, more men respondents (21%) had heard of phased retirement than women respondents (17%). (p.9)
According to a 2005 AARP survey of adults aged 50 and older, more men respondents (21%) had heard of phased retirement than women respondents (17%). (p.9)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 survey conducted by the AARP, "three in four (75%) [workers 50-65 who plan to work beyond age 65] are working for someone other than themselves, and approximately one-quarter (24%) are either self-employed or an owner or partner in a small business or farm." (p.6)
According to a 2005 survey conducted by the AARP, "three in four (75%) [workers 50-65 who plan to work beyond age 65] are working for someone other than themselves, and approximately one-quarter (24%) are either self-employed or an owner or partner in a small business or farm." (p.6)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, "nearly half (46%) reported that they would like to start phased retirement between 60 and 64. Another 29% would like to start before the age of 60, while 25% would like to start at the age of 65 or later." (p.12)
According to a 2005 AARP survey of adults aged 50 and older, "nearly half (46%) reported that they would like to start phased retirement between 60 and 64. Another 29% would like to start before the age of 60, while 25% would like to start at the age of 65 or later." (p.12)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, compared to other respondents, respondents with low incomes (under $25,000) were significantly less likely to have heard of phased retirement while respondents with high incomes ($75,000 and above) were significantly more likely." (p.9…
According to a 2005 AARP survey of adults aged 50 and older, compared to other respondents, respondents with low incomes (under $25,000) were significantly less likely to have heard of phased retirement while respondents with high incomes ($75,000 and above) were significantly more likely." (p.9)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 survey conducted by the AARP, "approximately two in three (66%) workers ages 66 and older are working for someone other than themselves, and nearly one in three (32%) are either self-employed or an owner or partner in a small business or farm." (p.6)
According to a 2005 survey conducted by the AARP, "approximately two in three (66%) workers ages 66 and older are working for someone other than themselves, and nearly one in three (32%) are either self-employed or an owner or partner in a small business or farm." (p.6)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
According to a 2005 AARP survey of adults aged 50 and older, "workers between the ages of 50 and 65 who plan to retire by age 65 (43%) were more likely than those who plan to work beyond age 65 (37%) to express interest [in a phased retirement plan]." (p.10)
According to a 2005 AARP survey of adults aged 50 and older, "workers between the ages of 50 and 65 who plan to retire by age 65 (43%) were more likely than those who plan to work beyond age 65 (37%) to express interest [in a phased retirement plan]." (p.10)
AARP. (2005, March). Attitudes of individuals 50 and older toward phased retirement. Research report. Washington, DC: Brown, K.S. Retrieved June 1, 2006, from http://www.aarp.org/research/work/retirement/Articles/attitudes_of_individuals_50_and_older_toward_phase.html
"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."
A 2006 analysis of data from the National Study of the Changing Workforce, conducted by the Families and Work Institute, indicates that workers in the 55-64 age group - older workers who are often at a critical point in their lives for making decisions about retirement - are less likely than…
A 2006 analysis of data from the National Study of the Changing Workforce, conducted by the Families and Work Institute, indicates that workers in the 55-64 age group - older workers who are often at a critical point in their lives for making decisions about retirement - are less likely than those over 65 years to feel that options for reducing their work hours are available to them.
Pitt-Catsouphes, M. (2006). [Analysis of data from the National Study of the Changing Workforce data, 2002]. Unpublished raw data.
According to a 2006 report, the University of North Carolina established a phased retirement program for full-time tenured faculty, and since 1998, 524 faculty members have participated. This program is rated favorably by the faculty members; ninety-three percent of those who used it indicated…
According to a 2006 report, the University of North Carolina established a phased retirement program for full-time tenured faculty, and since 1998, 524 faculty members have participated. This program is rated favorably by the faculty members; ninety-three percent of those who used it indicated that they would use it again.
Giglio, K. (2006). Workplace flexibility case study. The University of North Carolina and phased retirement. Chestnut Hill, MA: Sloan Work and Family Research Network. Retrieved July 26, 2005, from http://wfnetwork.bc.edu/template.php?name=casestudy.
Giglio conducted interviews at 16 workplaces to gather information about flexible workplace policies and programs, including phased retirement.
According to a 2005 survey from the Society for Human Resource Management, some older workers want to devote their later career years to jobs that either allow them to develop new competencies or are less demanding. These older workers employees may be interested in making transitions to…
According to a 2005 survey from the Society for Human Resource Management, some older workers want to devote their later career years to jobs that either allow them to develop new competencies or are less demanding. These older workers employees may be interested in making transitions to different jobs within the company. Sometimes, these are either lateral moves or even moves to positions that result in a pay decrease. The SHRM survey indicates that 29 percent of the responding companies indicated they provide such opportunities. (p.11)
Collison, J. (2005). 2005 Future of the
<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=""> </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>
In a 2003 survey of over 500 employers, approximately three-fourths (73 percent) of the respondents indicated that they would allow an older employee to reduce the number of work hours before their official retirement. However, only 14 percent report having a formal phased retirement policy that…
In a 2003 survey of over 500 employers, approximately three-fourths (73 percent) of the respondents indicated that they would allow an older employee to reduce the number of work hours before their official retirement. However, only 14 percent report having a formal phased retirement policy that applies to all employees. (Figure 5, p. 8 & Figure 3, p. 6)
Hutchens, R. (2003). The cornell study of employer phased retirement policies: A report on key findings. Ithaca, NY: Cornell University, School of Industrial and Labor Relations. Retrieved from http://digitalcommons.ilr.cornell.edu/lepubs/1/
"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 with respondents at 950 establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older. "
A 2004 survey of older workers conducted by Watson Wyatt Worldwide found that "more than 60 percent of surveyed workers are interested in working fewer hours late stages of their careers, but less than half of them expect…
A 2004 survey of older workers conducted by Watson Wyatt Worldwide found that "more than 60 percent of surveyed workers are interested in working fewer hours late stages of their careers, but less than half of them expect their employers to provide this flexibility." (p.1)
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
<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>
A 2004 Watson Wyatt Worldwide survey of older workers (50-70 years old) found that one-third of the respondents said they would postpone retirement if they were offered phased retirement. (p.1)
A 2004 Watson Wyatt Worldwide survey of older workers (50-70 years old) found that one-third of the respondents said they would postpone retirement if they were offered phased retirement. (p.1)
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
"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."
According to a 2004 Watson Wyatt survey, "phasing after age 65--typically considered normal retirement age--is not uncommon, with 17 percent of phasers being age 65 or older. Women--who are more likely to phase than men--make up 60 percent of all phasers, even though they represent less than…
According to a 2004 Watson Wyatt survey, "phasing after age 65--typically considered normal retirement age--is not uncommon, with 17 percent of phasers being age 65 or older. Women--who are more likely to phase than men--make up 60 percent of all phasers, even though they represent less than half of older workers." (p.5)
Mulvey, J. (2004). Phased retirement: Aligning employer programs with worker preferences - 2004 survey report. Washington, DC: Watson Wyatt Worldwide.
"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."
According to a 2004 analysis by Mulvey, "... the existence of a phased retirement program increases the average retirement age among women by 21 months. For men, phasing increased average retirement age by about 5 months."(p.16)
According to a 2004 analysis by Mulvey, "... the existence of a phased retirement program increases the average retirement age among women by 21 months. For men, phasing increased average retirement age by about 5 months."(p.16)
Mulvey, J., & Nyce, S. (2004). Strategies to retain older workers. (Pension Research Council Working Paper No. 2004-13). Philadelphia, PA: The Wharton School, University of Pennsylvania. Retrieved from http://rider.wharton.upenn.edu/~prc/PRC/WP/WP2004-13.pdf
"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' retirement patterns, including early retirement incentives in DB plans, retiree medical coverage, and various work/life benefits including phased retirement and eldercare program."