In order for the Office of Academic Affairs to approve a phased retirement, we need two things:

• The Phased Retirement form, found on the HR website: http://hr.iu.edu/benefits/phasedretire.html
  • This form will indicate a percent of leave without pay: between 30% and 50% during the 12 months to 36 months of the phased retirement period. 
• Something that shows an explicit understanding between the chair and the faculty member about the responsibilities of the remaining percent effort (50% to 70%); the format can be an email cc’d to both parties, or it can be typed into the phased retirement form. This will go in the faculty member's file. 

Key points to consider:

• Expected teaching load:
  • number of courses or sections
  • graduate student advising
  • service on thesis or dissertation committees
• Expected departmental service:
  • Attendance at department and school committees or functions
  • Work on special projects
  • Physical presence on campus
• Expected research:
  • Grant proposal activity
  • Concluding existing grants

The wording can be flexible and there can be changes as long as it is indicated that the conditions need to be satisfactory to the chair.

For example:

• We anticipate starting with a teaching load of…. Changes can be mutually agreed upon by Dr. X and the chair.

Example broad wording for 50% retirement for a tenure faculty member:

We anticipate that your teaching load will consist of one section per semester; you will continue to advise graduate students; you will attend all departmental meetings and some school activities; during this period you will phase out grant proposal submission, concentrating on concluding existing research projects and transitioning advisees to other advisors. 

Changes in the relative work done in teaching research and service can be arranged by mutual agreement by faculty member and chair. 

Key situation to avoid:

• Dr. X teaches one class, online, does no other work, and is paid 70% plus benefits.

Key situations to take advantage of:

• Using Dr. X’s expertise for mentoring new faculty and graduate students; spending time on curriculum development.
• The flexibility to assign more classes if the faculty member doesn’t want to focus on service; the ability to have the faculty member focus on projects that need doing in the department.

Reviewed and Revised: 7/10/2020