RETIREMENT Staff Workforce Analytics and Trends Report Series

Staff Workforce Analytics and Trends
Report Series
RETIREMENT
Fiscal Year 2012
Produced by Texas A&M University, Human Resources, October 2012
Contents
Executive Summary ..........................................................................................................................................3
University Staff Workforce............................................................................................................................... 5
Retirement Analytics and Analyses
Historical Retirements FY2009 – FY2011 ...............................................................................................6
Projected Retirements University-Wide Through FY2016 .....................................................................9
Projected Retirements by Generations ................................................................................................... 10
Projected Retirements by EEO Job Category ......................................................................................... 11
Projected Retirements by Management Span ........................................................................................ 12
Projected Retirements by Gender ........................................................................................................... 13
Projected Retirements by Race/Ethnicity .............................................................................................. 14
Appendix 1: Overview, Scope and Methodology ........................................................................................... 15
Appendix 2: Number of Employees University-wide for FY2010 – FY2012 by Executive Level .............. 16
Appendix 3: Detailed Data for Analytics and Analyses by Executive Level:
Item 1: Number of Historical Retirements FY2009-FY2011................................................................. 17
Item 2: Number of Projected Retirements Through FY2016 by Executive Level ............................... 18
Item 3: Number of Projected Retirements by Generations .................................................................. 19
Item 4: Number of Projected Retirements by EEO Job Category ....................................................... 20
Item 5: Number of Projected Retirements by Manager/Supervisor/Other ......................................... 21
Item 6: Number of Projected Retirements by Gender .......................................................................... 22
Item 7: Number of Projected Retirements by Race/Ethnicity ............................................................. 23
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 2
Executive Summary
Introduction
The health of an organization depends in large part on the recruitment, retention and leadership of
its single most-valuable resource: its employees. To that effort, the Staff Workforce and Analytics
Trends report series is designed to put informative data and analyses into the hands of Texas A&M
University management. Eight periodic reports provide human
resource-related information on budgeted staff employees and
include relevant metrics, trends and commentary. Information in
Texas A&M University has 170
this Retirement report looks at historical and projected retirements
departments and units with 5,900
as a separation decision from Texas A&M University.
Texas A&M University is one of the largest state employers in the
Brazos and surrounding counties, particularly so when considering
the totality of employees within its structure. The data for this
report is on those employees considered to be budgeted staff
employees; however the university also employs thousands of
faculty, student workers, graduate assistants and even seasonal
employees.
budgeted staff employees, and
2,700 faculty supporting the core
teaching, research and service
mission of the university.
Employees participate in either the Teacher Retirement System (TRS) or the Optional Retirement
Program (ORP) based on job position. Generally, faculty and high-level administrators are eligible
for ORP and may choose to participate as an alternative to TRS. At the end of FY2012, most staff
employees were in TRS-eligible positions (88%) while several hundred staff (12%) were in ORPeligible positions. This Retirement report focuses on the impact of retirement, using the TRS
eligibility rules, on the university’s staff workforce.
Eligibility for retirement is a complicated and complex process and is largely dependent upon when
an employee began working for a TRS employer such as the university. A combination of age and
service time criteria, normal-age or early-age, and with potentials for “purchasing” service time,
retiring under disability rules or including military service all make for a very unique decision
matrix for each employee. Rather than parse through all the various programs under which an
employee met retirement eligibility and then chose to separate employment through retirement,
this report looks at all retirement decisions for both TRS and ORP participants without
disaggregating for normal-age versus early-age or even disability retirement.
In 2007, the first baby boomers received their first benefits payments from Social Security.
According to the U.S. Census Bureau, the baby boomer generation is the largest in the country and
these employees will be leaving the workforce in significant numbers over the next 15-20 years. It
will be a challenge to replace the knowledge and skills of these seasoned workers, but it will also be
an opportunity to proactively develop our internal workforce and enhance our outreach strategies to
successfully recruit and retain a diverse population with new talents and expertise.
To develop our internal workforce, it is critical to create an institutional continuity strategy.
According to the Society for Human Resource Management’s (SHRM) Workplace Forecast report,
72% of the publicly owned, for-profit organizations have a formal strategy to replace their retiring
employees. However, government agencies lag behind at 31% having a formal strategy to replace
the critical skills necessary for the organization’s operation.
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 3
Overall Observations
The historical data on retirements reflect an increase in staff retirements between FY2009 and
FY2010, while FY2011 had approximately the same number of retirements as the previous year.
The average age at retirement was 61 during this three year period. A majority of employees retiring
from the university had approximately 20 years of service, and 13.2% of the employees had more
than 30 years of experience at retirement. While the percentage of FY2011 minority retirements
was lower than the minority representation in the university population, the female retirements
mirrored their representation at the university.
Similar to national trends, the university’s retirements are projected to significantly increase over
the next five years. Nearly 360 employees (6.1% of the current staff workforce) are currently eligible
to retire. An additional 6.3% will reach eligibility between September 1, 2012 and August 31, 2016.
Of the employees currently eligible to retire, 45% are in the Professional Non-Faculty positions, with
18% in Secretarial & Clerical positions.
The university is faced with several challenges:
1. a significant number of staff employees are eligible to retire now and over the next five years;
2. fewer qualified individuals in the pipeline;
3. unique positions within the university; and,
4. the absence of an institutional continuity strategy.
The development and implementation of an institutional continuity strategy will help the university
meet these challenges and it will also support a more efficient transfer of knowledge, provide quick
access to talent (especially in an emergency), and increase employee engagement through
leadership effectiveness.
Historically, institutional continuity has not been embraced by institutions of higher education, but
with over 12% of staff being eligible to retire by 2016, the university needs to create, implement and
integrate a formal strategy to develop employees early in their career, and provide for their
continuous professional development and growth throughout the ranks of the university.
All organizations must take steps to respond to employee separations which results in lost
productivity, and an increase in both direct and indirect costs associated with turnover. The
projected retirement trend provides a unique opportunity for management to be strategic in career
development, knowledge transfer and institutional continuity that minimizes disruption to
productivity and contributes to organizational success.
Report Content
This report’s primary emphasis is to display historical and projected retirements for staff.
Information is first presented on the university’s staff workforce from FY2009 through FY2011,
which is provided as a referent point from which to view data specific to this report. There are seven
data sets in the Analytics and Analyses portion of the report: Historical Retirements, Projected
Retirements, Projected Retirements by Generations, Projected Retirements by EEO Job Categories,
Projected Retirements by Management Span, Projected Retirements by Gender, Projected
Retirements by Race/Ethnicity. Data sets are reported at the University level for three fiscal years,
2009 through 2011, and by Executive Level from 2012 through 2016 for projected retirements.
Following the Analytics and Analyses are appendices: Appendix 1 describes the data sources and
scope; Appendix 2 provides detailed data for the university staff workforce; and, Appendix 3 which
provides detailed data for the data sets by executive level.
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 4
University Staff Workforce
First reviewing a big picture of the staff workforce will help inform the reader of the university’s size
and scope when considering the specific data, observations and recommendations of this report.
Budgeted staff employees make up approximately 70% of the university’s total budgeted workforce,
and are generally employees who do not perform teaching responsibilities in their primary duties.
Staff employees include a vast array of positions, from administrative assistant to nurse, clerical to
technician, manager to director. These employees daily provide the administrative, accounting,
technical, and other support functions in nearly 170 departments that enable the university to fulfill
its core mission of teaching, research and service.
Staff Headcount Trend
6150
6104
6100
6050
# Employees
In the past three fiscal years, the number
of staff employees fluctuated from a low of
5,894 to a high of 6,104. Between FY2009
and FY2010, the total staff workforce
increased 3.56%, but decreased 2.5% in
2011. This shift in overall total headcount
can primarily be traced to financial
constraints felt across the state as higher
education funding was reduced. Texas
A&M was faced with making difficult
budgetary and personnel decisions,
resulting in reduction-in-force actions.
6000
5950
5900
5950
5894
5850
5800
5750
2009
2010
2011
Fiscal Year
Viewing the FY2011 staff workforce by
generally recognized job categories
defined by Equal Employment
Opportunity (EEO) descriptors, the
largest percentage of staff employees are
consistently in the Professional NonFaculty group with just over 45% of the
workforce. During FY2011, Professional
Non-Faculty was at its highest percentage
at 47.5%, with the next two largest
groupings being Service & Maintenance
(15.4%) and Clerical & Secretarial (14.8%).
During the past three years, each of the
EEO job categories has changed relatively
little as a percentage of total staff
employees.
Staff Workforce Analytics and Trends
Retirement FY2012
Staff in EEO Job Categories - FY2011
Service
15%
Exec
9%
Skilled
7%
Tech Para
6%
Secr Cler
15%
Prof
48%
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Page 5
Retirement Analytics and Analyses
1. Historical Retirements FY2009 – FY2011
Historical retirement is a view of the number of employees who retired as a separation decision
from university employment. Retirement as a separation decision is based on whether the employee
met either early or normal-age retirement based on criteria by the Teacher’s Retirement System
(TRS). The eligibility rules for retirement under TRS are complex and take into consideration
original employment dates under state employment, employment at Texas A&M University, age and
number of contributing years in the TRS system. The TRS Rule of 80 is one of the common criteria
which is a sum total of age in years and the number of years as a participating TRS member. In
addition to early or normal-age, disability retirement eligibility rules apply. All retirements, as
recorded in the personnel data system, are considered a separation of employment, regardless of
whether the employee participated in TRS or the Optional Retirement Program (ORP), or the
method by which an employee achieved eligibility, and are presented in these historical data.
Staff Retirement Trend
160
139
138
2010
2011
140
120
# Employees
There was an increase in retirements
between Fy2009 and Fy2010 of 38
(29.7%), with FY2011 seeing closely the
same number of retirements as the
previous year.
101
100
80
60
40
20
0
2009
Fiscal Year
# Employees
The decision when to separate employment through retirement is largely influenced by the point in
time when TRS eligibility criteria for service time has been met, such as the month of January when
typically TRS service credits increase by
Staff Retirements by Month
one increment. Most retirements occur
between January and February because
40
employees receive a full year of TRS credit
35
once they have worked 90 working-days in
30
a fiscal year (between September through
25
August). Another spike in retirements is
20
seen in August and September.


An average of all retirements in the
past three years indicates 43.4%
occur during January to February
An average of 20.1% of all
retirements occur between August
and September.
Staff Workforce Analytics and Trends
Retirement FY2012
15
10
5
0
Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug
Fiscal Calendar
2009
2010
2011
10/22/2012
Page 6
Employee age is the second half of eligibility criteria for retirement under the TRS Rule of 80. Much
has been discussed in the media, government and labor industries about employees retiring later in
life, and that trend can be seen at the university. The average age of retirement has changed little,
about age 61, during the past three years. Most retirements are by employees in the 60 to 69 age
range.


In each of the three fiscal years,
50% or more of all retirements
were 60 to 69 years of age.
Retirements in the 50 to 59 age
range were about 40% of all
retirements.
Retirements for 40 to 49 and 80 to
89 years of age are few, with 2% or
less of all retirements.
Age at Retirement
100
80
61.3
60.6
61.4
Age

60
40
20
37
56
53
2
8
77
69
51
2
11
1
9
0
2009
2010
2011
Fiscal Year
40 - 49
50 - 59
60 - 69
70 - 79
80 - 89
Average Age
Employees retiring from the university generally have many years of experience and can represent a
significant amount of institutional knowledge walking out the door. Reviewing the average longevity
months of service recorded in the personnel data system, which includes all reported state service, it
appears most employees have about 20 to 21 years in state employment at retirement.


An average of 13.2% of employees
retiring in the last three years had
more than 30 years of state
service.
An average of 56.3% of employees
had between 16 and 30 years of
service at retirement.
Employees with 15 or fewer years
comprised on average 7.6% of all
retirements.
Average Years of Service at Retirement
# Years

21.4
21.2
21.0
20.8
20.6
20.4
20.2
20.0
19.8
19.6
19.4
19.2
21.2
20.7
20.0
2009
2010
2011
Fiscal Year
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 7
Retirement decisions have an impact on the workforce diversity presence. Historical and projected
data provides management with insight into opportunities for increasing efforts to attract and retain
a diverse workforce.


Retirements by Minority
Staff Retirement Trend - Female and Minority
employees were a high of 34.7% in
2009
2010
2011
FY2009 and a low of 24.6% in
Total Retirements
101
139
138
FY2011 of all retirements, and
Minority
Retirements
35
41
34
comprised approximately 31% of
Percentage Minority
34.7%
29.5%
24.6%
the staff workforce.
Retirements by Female employees Female Retirements
63
80
79
were a high of 62.4% in FY2009 to
Total Retirements
101
139
138
a low of 57.2% in FY2011 of all
Percentage Female
62.4%
57.6%
57.2%
retirements, and comprised
approximately 57% of the staff workforce.
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 8
2. Projected Retirements University-Wide Through FY2016
Projected retirement is a view of the number of employees that will potentially attain normal-age
retirement under the TRS Rule of 80, which is a sum total of their age in years and the number of
years as a participating TRS member. There are other methods to establish eligibility, such as earlyage retirement, disability retirement, or purchasing back previous state service, however, this report
provides the most standard and most-often used calculation for simplicity. Of course, an
employee’s decision to retire is a combination of professional, personal and financial decisions and
typically involves many months or years of advance planning. As the nation’s aging baby boomer
generation cycles through their expected retirement decision timelines, university management can
use these data to evaluate staffing needs in the future and also plan for a changing workforce.
Employees Eligible to Retire
Based on TRS Rule of 80
400
356
350
300
# Employees
Nearly 360 employees have already met
eligibility for retirement as of August 31,
2012, with another 371 attaining
eligibility by FY2016. The total number
of employees who could retire under
normal-age retirement rules is 727,
averaging 145 retirements every year for
five years. If additional retirements
occur for early-age or disability, there is
the potential, even with increasing age
at retirement, that the university could
see a higher turnover from retirements
than historically in the last three years.
250
200
150
100
55
74
76
72
94
50
0

Pre-2012 2012
2013
2014
2015
Employees currently eligible
Fiscal Year
represent 6.1% of the university’s
FY2012 staff workforce.
Another 6.3% will reach eligibility between September 1, 2012 and August 31, 2016.
During the last three fiscal years, the
average age of employees at retirement
has been about 61 years. Actual
retirement eligibility criteria is much
more complex than strictly age, however,
considering age as an indicator of
potential retirements, a total of 1,033
employees have reached, or will reach,
age 61 by FY2016.
2016
Employees Reaching Age 61*
for Potential Retirement
450
416
400
350
# Employees

300
250
200
150
125
131
2013
2014
154
119
88
100
50
0
Pre-2012
2012
2015
2016
Fiscal Year
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 9
3. Projected Retirements by Generations
Projected retirements by generations are the number of employees who attain retirement eligibility
using the TRS Rule of 80 as viewed by a cohort of their cultural generation as defined by year of
birth. Information about workforce generational loss from retirements may also help the
organization develop strategies for institutional continuity management and provide mechanisms to
enhance the transfer of knowledge.



Currently, there are 356 employees
(6.1%) eligible to retire.
There will be very few Matures /
Silent Generation (born before
1946) employees in the workforce
by FY2016.
Baby Boomers (born from 1946
through 1964) will continue to
retire beyond FY2016.
Generation X (born from 1965
through 1980) will be eligible for
retirement beginning in FY2014.
Projected Retirement by Generations
400
350
43
300
# Employees

250
200
150
313
100
50
0
Pre-2012
4
51
4
70
2012
2013
2
73
1
2014
2
65
5
2015
2
84
8
2016
Fiscal Year
Generation X
Staff Workforce Analytics and Trends
Retirement FY2012
Baby Boomers
Matures/Silent Generation
10/22/2012
Page 10
4. Projected Retirements by EEO Job Category
Projected retirements by Equal Employment Opportunity (EEO) job category are the number of
employees who attain retirement eligibility using the TRS Rule of 80 as viewed within the six staffrelated job groupings using EEO definitions assigned to each position’s title. This provides a view of
the potential loss of employees with specific levels of responsibility, knowledge and skills integral to
the organization’s mission. A seventh EEO job category, Faculty, is not represented in this report.
Projected Retirement by EEO Job Category
400
350
49
27
16
64
300
# Employees
As would be expected, the largest group of
employees as classified by the EEO Job
categories would also represent the largest
number of employees reaching retirement
eligibility. Professional Non-Faculty
comprise the greatest majority of those
potentially retiring in the next five years,
with Secretarial & Clerical and Service &
Maintenance closely behind.
250
200
150
162
100

45.5% of the 356 employees
currently eligible are Professional
Non-Faculty, 18% are in
Secretarial & Clerical positions,
13.8% in Service & Maintenance.
35
30
20
16
38
2014
2015
2016
15
50
38
20
18
24
Pre-2012
2012
2013
0
Fiscal Year
Exec
Prof
Sec Cler
Tech Para
Skilled
Service
Only numbers =>15 shown in chart data labels.
Of the total 727 eligible and projected
retirements, the greatest portion are
employees in Professional Non-Faculty
job positions.
Projected Retirement by EEO Job Category
5 Year Total
350
309
# Employees
300
250
200
150
100
128
124
66
65
35
50
0
Exec
Staff Workforce Analytics and Trends
Retirement FY2012
Prof
Sec Cler Tech Para Skilled
Service
10/22/2012
Page 11
7. Projected Retirements by Management Span
Projected retirements by management span are the number of employees who attain retirement
eligibility using the TRS Rule of 80 as viewed through their Manager, Supervisor, Other (MSO)
designation. The MSO codes are associated with each position based on scope of responsibility and
can be used to determine an organization's span of control, i.e., the number of employees who
directly report to a single manager or supervisor. A correlation generally exists between the span of
control and the number of layers within an organization and may help identify efficiencies or
improvements in distribution of work.


87.9% of the 356 employees
currently eligible to retire are nonmanagement or non-supervisory.
Over the next five years, 91.9% of
projected retirements are
employees coded as Other by MSO
definitions.
Projected Retirement by Management Span
400
350
300
# Employees
The number of university staff employees
classified as Other (non-management or
non-supervisory) in MSO coding
represent about 89% of the total
workforce and as would be expected,
represent the largest group of employees
expected to retire in the next five years.
250
200
313
150
100
50
0
52
3
68
6
67
9
68
4
86
43
Pre-2012
2012
2013
2014
2015
2016
8
Fiscal Year
Manager/Supervisor
Of the total 727 eligible and projected
retirements, the greatest portion are
employees in non-management or nonsupervisory roles.
Other
Projected Retirement by Management Span
5 Year Total
700
654
# Employees
600
500
400
300
200
100
57
16
0
Manager
Staff Workforce Analytics and Trends
Retirement FY2012
Supervisor
Other
10/22/2012
Page 12
7. Projected Retirements by Gender
Projected retirements by gender are the number of employees who attain retirement eligibility using
the TRS Rule of 80 as viewed by either female or male gender categories identified from employee
personnel records. This information is useful to evaluate strategies that can successfully recruit,
retain, compensate and develop employees in collaboration with outreach initiatives contributing to
the university’s diversity goals.
Projected Retirements by Gender
400
350
300
# Employees
In FY2011, 57.2% of the staff workforce
was female. For the next five years
females are projected to retire at a
significantly higher proportional rate than
their presence in the university
population, with the exception of FY2014.
128
250
200
150
100
228
50
0
Pre-2012
21
34
23
51
33
43
28
44
2012
2013
2014
2015
37
57
2016
Fiscal Year
Female
Of the total 727 eligible and projected
retirements, the greatest portion are
Female.
Male
Projected Retirement by Gender
5 Year Total
500
457
450
# Employees
400
350
300
270
250
200
150
100
50
0
Female
Staff Workforce Analytics and Trends
Retirement FY2012
Male
10/22/2012
Page 13
7. Projected Retirements by Race/Ethnicity
Employees by race/ethnicity (referred hereafter as race) are the number of employees who attain
retirement eligibility using the TRS Rule of 80 as viewed by one of eight race categories identified
from employee personnel records. This information is useful to evaluate strategies that can
successfully recruit, retain, compensate and develop employees in collaboration with outreach
initiatives contributing to the university’s diversity goals.
Projected Retirement by Minority Status
400
350
# Employees
In FY2011, 31% of the staff workforce was
Minority. With the exception of FY2012
and FY2014, the projected retirements by
Minority employees are slightly lower
than their presence in the university
population.
300
250
200
265
150
100
50
91
0
Pre-2012
37
18
53
21
50
26
51
21
2012
2013
2014
2015
65
29
2016
Fiscal Year
Minority
Of the total 727 eligible and projected
retirements, the greatest portion are
White.
White
Projected Retirement by Race/Ethnicity
5 Year Total
600
521
# Employees
500
400
300
200
100
1
12
Other
Asian
90
103
Black
Hisp
0
White
Race / Ethnicity
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 14
APPENDIX 1
Overview
Texas A&M University is the flagship institution of The Texas A&M University System, with $1 billion budget
and an endowment that typically ranks in the top five nationally among public universities. Playing a key role
in the day-to-day operations of the university are about 5,900 staff who provide administrative service and
support to future, current and former students, as well as faculty, researchers and campus visitors.
The Staff Workforce Analytics and Trends is a series of reports developed by the Texas A&M University
Human Resources organization to provide human resource-related information on budgeted staff employees
at Texas A&M University–College Station and Qatar. The reports include metrics on a variety of demographic
and position-related data and commentary and are provided to university management to increase awareness
of the make-up of their organization, recognize efficiencies and take advantage of opportunities to build a
productive and successful organization.
The report series will include: Demographics; Generations in the Workplace; Leave Benefits: Recruitment;
Retirement Trends; Compensation; Training; and, Turnover.
Scope of Retirement Report




Data are a snapshot of employee information at November 30 for the fiscal years 2009, 2010 and 2011.
Data are for Part 02 ADLOC’d active budgeted positions and employees.
Data for employee and position-related data are from The Texas A&M University System DataWarehouse.
Data presented in this report are for the university as a total and further displayed for numerical counts
by Executive level reporting units. The executive level reporting units include all the colleges, divisions,
departments and center that report within that unit and displayed as follows:
1) President
2) Executive Vice President and Provost – Academic Affairs
3) Vice President – Administration
4) Vice President – Marketing & Communications
5) Vice President – Research
6) Vice President – Student Affairs
7) Vice President & CFO - Finance
Methodology for Retirement Report




Age and years of TRS service were calculated at August 31 of each fiscal year.
Working retirees on the A&M payroll were not included in any projected retirements.
Employees who had exceeded TRS Rule of 80 eligibility criteria at August 31, 2012 were categorized as
eligible Pre-2012; all other projected retirements were based on meeting the TRS Rule of 80 at August 31.
Generational groups are defined by month and year of birth as follows: Matures/Silent Generation – born
before 01/1946; Baby Boomers –born from 01/1946 through 12/1964; Generation X –born from 01/1965
through 12/1980; Generation Y/Millenials – born from 01/1981 through 12/1999
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 15
APPENDIX 2
Detailed Data for University Staff Workforce
Headcount FY2009 – FY2011 by EEO Job Category and Executive Level
EEO Job
2009
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2010
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2011
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
President
268
39
189
24
1
10
5
235
28
174
19
1
9
4
241
33
173
21
1
8
5
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
3025
296
1813
577
285
19
35
3187
322
1919
602
290
18
36
3140
330
1895
582
287
14
32
Staff Workforce Analytics and Trends
Retirement FY2012
1489
33
181
117
39
362
757
1552
41
205
120
39
389
758
1434
33
199
108
37
331
726
26
16
10
0
0
0
0
28
17
11
0
0
0
0
29
16
13
0
0
0
0
V.P. Research
V.P. Student
Affairs
V.P. & Cfo Finance
Total
147
21
87
8
19
1
11
139
17
87
5
17
1
12
143
19
91
4
21
0
8
652
83
287
91
25
41
125
666
85
305
86
25
44
121
674
84
310
82
23
44
131
287
40
144
81
6
0
16
297
39
148
88
5
0
17
288
38
145
84
6
0
15
5894
528
2711
898
375
433
949
6104
549
2849
920
377
461
948
5949
553
2826
881
375
397
917
10/22/2012
Page 16
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 1
Number of Historical RetirementsFY2009 – FY2011
Retirements
2009
2010
2011
President
6
1
4
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
42
58
65
38
59
46
V.P. Research
V.P. Student
Affairs
V.P. & Cfo Finance
Total
1
1
2
9
13
16
5
7
5
101
139
138
Note: Historical retirement details referenced in the report Analytics and Analysis section on age, years of service, gender
or race/ethnicity are not presented in the Appendix to stress the importance of looking strategically at projected trends.
Staff Workforce Analytics and Trends
Retirement FY2012
10/22/2012
Page 17
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 2
Number of Projected Retirements Through FY2016 by Executive Level
Average
Age at
Retirement
President
Pre-2012
2012
2013
2014
2015
2016
9
1
1
2
2
3
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
183
30
32
32
30
48
Staff Workforce Analytics and Trends
Retirement FY2012
86
21
23
26
21
32
1
V.P. Research
5
1
1
2
V.P. Student
Affairs
46
2
12
12
14
5
V.P. & Cfo Finance
26
5
4
3
6
Total
356
55
74
76
72
94
10/22/2012
Page 18
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 3
Number of Projected Retirements by Generations
Generations
Pre-2012
Generation X
Baby Boomers
Matures/Silent
2012
Generation X
Baby Boomers
Matures/Silent
`
Generation X
Baby Boomers
Matures/Silent
2014
Generation X
Baby Boomers
Matures/Silent
2015
Generation X
Baby Boomers
Matures/Silent
2016
Generation X
Baby Boomers
Matures/Silent
President
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
V.P. Research
V.P. Student
Affairs
V.P. & Cfo Finance
Total
9
183
86
1
5
46
26
356
8
1
1
160
23
30
71
15
21
1
5
26
1
42
4
2
313
43
55
1
27
3
32
20
1
23
1
2
31
1
32
22
1
26
31
1
30
1
27
2
48
6
42
25
1
21
3
18
1
1
2
2
2
2
3
1
2
Staff Workforce Analytics and Trends
Retirement FY2012
32
1
29
2
1
12
5
12
4
1
4
1
12
1
11
2
2
4
14
1
13
3
5
6
5
6
3
51
4
74
70
4
76
1
73
2
72
5
65
2
94
8
84
2
10/22/2012
Page 19
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 4
Number of Projected Retirements by EEO Job Category
EEO Job
Pre-2012
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2012
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2013
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2014
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2015
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
2016
Exec
Prof
Secr Cler
Tech Para
Skilled
Service
President
9
2
5
2
1
1
1
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
183
22
102
41
16
2
30
2
16
7
5
32
1
17
11
3
1
2
1
1
2
1
32
3
21
7
1
30
2
21
4
2
1
3
1
1
1
48
4
29
12
2
1
1
Staff Workforce Analytics and Trends
Retirement FY2012
86
5
16
6
1
1
5
5
21
38
21
1
2
3
5
11
23
1
1
5
1
5
10
26
V.P. Research
V.P. Student
Affairs
V.P. & Cfo Finance
46
5
22
8
26
3
12
7
4
7
2
4
1
1
1
12
3
3
2
1
1
1
2
3
12
1
8
2
8
14
21
1
3
2
2
1
14
3
4
4
6
9
32
4
2
9
17
2
1
1
3
5
1
2
5
1
3
1
4
1
3
3
1
1
1
1
6
1
2
1
1
1
1
Total
356
38
162
64
16
27
49
55
2
20
11
5
5
12
74
7
24
18
5
6
14
76
6
35
7
3
10
15
72
7
30
12
2
7
14
94
6
38
16
4
10
20
10/22/2012
Page 20
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 5
Number of Projected Retirements by Management Span
MSO Code
Pre-2012
Manager
Supervisor
Other
2012
Manager
Supervisor
Other
2013
Manager
Supervisor
Other
2014
Manager
Supervisor
Other
2015
Manager
Supervisor
Other
2016
Manager
Supervisor
Other
President
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
9
2
1
6
1
183
4
16
163
30
86
2
7
77
21
1
1
3
27
32
21
23
1
2
32
32
1
22
26
1
1
2
4
28
30
1
25
21
2
3
3
1
29
48
1
3
44
Staff Workforce Analytics and Trends
Retirement FY2012
21
32
2
30
1
V.P. Research
5
1
5
1
1
1
1
V.P. Student
Affairs
46
1
7
38
2
2
12
3
9
12
1
2
2
11
14
1
2
11
5
1
4
V.P. & Cfo Finance
26
2
24
5
1
4
4
2
2
3
3
6
1
5
Total
356
9
34
313
55
3
52
74
4
2
68
76
1
8
67
72
1
3
68
94
1
7
86
10/22/2012
Page 21
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 5
Number of Projected Retirements by Gender
Gender
Pre-2012
Male
Female
2012
Female
Male
2013
Male
Female
2014
Male
Female
2015
Male
Female
2016
Male
Female
President
9
5
4
1
1
1
1
2
2
2
1
1
3
2
1
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
183
134
49
30
22
8
32
24
8
32
22
10
30
20
10
48
33
15
Staff Workforce Analytics and Trends
Retirement FY2012
86
38
48
21
8
13
23
13
10
26
10
16
21
9
12
32
14
18
1
1
V.P. Research
V.P. Student
Affairs
5
4
1
1
1
46
26
20
2
2
26
20
6
12
11
1
12
9
3
14
10
4
5
2
3
5
3
2
4
2
2
3
2
1
6
6
1
1
2
2
V.P. & Cfo Finance
Total
356
228
128
55
34
21
74
51
23
76
43
33
72
44
28
94
57
37
10/22/2012
Page 22
APPENDIX 3
Detailed Data for Retirement Report Analytics
Item 6
Number of Projected Retirements by Race / Ethnicity
Race/Ethnicity
Pre-2012
White
Black
Hisp
Asian
Other
2012
White
Black
Hisp
Asian
Other
2013
White
Black
Hisp
Asian
Other
2014
White
Black
Hisp
Asian
Other
2015
White
Black
Hisp
Asian
Other
2016
White
Black
Hisp
Asian
Other
President
9
8
1
Exec V.P. &
Provost V.P. - Mar &
Acad Affairs V.P. - Admin
Comm
183
154
10
15
3
1
30
22
2
4
2
86
42
18
23
3
32
29
3
23
9
5
9
2
2
32
21
7
2
2
26
13
4
8
1
2
1
1
30
26
3
1
48
21
11
4
6
32
48
42
2
4
32
14
8
10
1
1
1
1
3
3
1
2
Staff Workforce Analytics and Trends
Retirement FY2012
1
1
21
12
4
4
1
V.P. Student
Affairs
V.P. & Cfo Finance
5
5
46
35
7
4
26
20
1
5
1
1
2
1
1
356
265
37
47
6
1
55
37
7
8
3
12
9
2
1
5
4
1
74
53
8
13
12
10
2
4
4
76
50
13
10
3
14
9
2
3
5
3
2
1
6
72
51
11
10
94
5
4
1
6
4
1
1
94
65
14
15
V.P. Research
1
1
2
2
Total
10/22/2012
Page 23