Flexible Work Options: Phased RetirementStatistic # 2245According 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. |
Flexible Work Options: Phased RetirementStatistic # 2197According 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. |
Flexible Work Options: Phased RetirementStatistic # 1686Analysis 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, 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 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. |
Flexible Work Options: Phased RetirementStatistic # 1665According 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. |
Flexible Work Options: Phased RetirementStatistic # 1663According 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. |
Flexible Work Options: Phased RetirementStatistic # 1621Watson Wyatt Worldwide (2004) 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. |
Flexible Work Options: Phased RetirementStatistic # 1614According 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) |
Flexible Work Options: Phased RetirementStatistic # 1611Using Data from the Health and Retirement study, Maestas (2007) 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. |
Flexible Work Options: Phased RetirementStatistic # 1523In 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." |
Flexible Work Options: Phased RetirementStatistic # 2198According 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. |
Flexible Work Options: Phased RetirementStatistic # 2199According 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. |
Flexible Work Options: Phased RetirementStatistic # 2214A 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. |
Flexible Work Options: Phased RetirementStatistic # 2213A 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. |
Flexible Work Options: Phased RetirementStatistic # 2212A 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. |
Flexible Work Options: Phased RetirementStatistic # 2211A 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. |
Flexible Work Options: Phased RetirementStatistic # 2210A 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. |
Flexible Work Options: Phased RetirementStatistic # 2207A 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. |
Flexible Work Options: Phased RetirementStatistic # 2205A 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. |
Flexible Work Options: Phased RetirementStatistic # 2200According 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. |
Flexible Work Options: Phased RetirementStatistic # 1468A 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) |
Flexible Work Options: Phased RetirementStatistic # 1084The 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.” |
Flexible Work Options: Phased RetirementStatistic # 97487% of the 2005 AARP 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." |
Flexible Work Options: Phased RetirementStatistic # 950According to the "Attitudes of individuals 50 and older toward phased retirement" 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." |
Flexible Work Options: Phased RetirementStatistic # 393Information gathered by 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. |
Flexible Work Options: Phased RetirementStatistic # 382Some 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. One recent survey by the Society for Human Resource Management (SHRM) found that 29 percent of the responding companies indicated they provide such opportunities. (p.11) Society for Human Resource Management. (2005, June). 2005 Future of the
“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. 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.” |
Flexible Work Options: Phased RetirementStatistic # 377The 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. |
Flexible Work Options: Phased RetirementStatistic # 376Hutchens found that approximately three-fourths (73 percent) of U.S. workplaces indicate 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, M., R. (2003, October). The Cornell study of employer phased retirement policies: a report on key findings. Ithaca, NY: School of Industrial and Labor Relations at Cornell University. "This report presents key findings from a survey that examines employer reactions to an older white-collar worker's request for reduced hours...It focuses on establishments with 20 or more employees, at least two of whom are white-collar and age 55 or older." |
Flexible Work Options: Phased RetirementStatistic # 365A 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." |
Flexible Work Options: Phased RetirementStatistic # 363A 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. "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." |
Flexible Work Options: Phased RetirementStatistic # 345According 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." |
Flexible Work Options: Phased RetirementStatistic # 951According to the "Attitudes of individuals 50 and older toward phased retirement" 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." |
Flexible Work Options: Phased RetirementStatistic # 953According to the "Attitudes of individuals 50 and older toward phased retirement" 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." |
Flexible Work Options: Phased RetirementStatistic # 973According 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." |
Flexible Work Options: Phased RetirementStatistic # 969In 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." |
Flexible Work Options: Phased RetirementStatistic # 959According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, "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." |
Flexible Work Options: Phased RetirementStatistic # 958According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, "...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." |
Flexible Work Options: Phased RetirementStatistic # 957According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, "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." |
Flexible Work Options: Phased RetirementStatistic # 956According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, "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." |
Flexible Work Options: Phased RetirementStatistic # 955According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, 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." |
Flexible Work Options: Phased RetirementStatistic # 954According to the "Attitudes of individuals 50 and older toward phased retirement" survey conducted by the AARP, "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." |
Flexible Work Options: Phased RetirementStatistic # 344According to Watson Wyatt, "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." |