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Pathways to Retirement Program

Pathways to retirement is meant as a retirement incentive, it is not intended for those individuals who already plan on retiring. Retirement plans that include funding or space allocations must be approved by the Executive Vice Chancellor via the Assistant Vice Chancellor, Resource Administration.

The basics involve the Chair addressing a memo to the EVC via the Dean with the particular details of the agreement. Issues concerning space, future recalls etc. are all worked out between the faculty, chair and Dean. Retirement plans that include funding or space allocations must be approved by the EVC via the Assistant Vice Chancellor, Resource Administration. Once the AVC reviews on behalf of the EVC, the dept. obtains the irrevocable separation from the retiree to the chair and also the recall form and sends them to the Dean for approval. Once approved, the final document should then be sent to Academic Compensation and Lynn Field Karsh as notification only. The recall form will need final approval from the EVC as is standard.

Developing a Pathways to Retirement Plan with Faculty Tools for departmental chairs and deans in discussing retirement options

1.            Recalling Faculty: 

Department chairs may enter into pre-separation agreements with faculty 60 years of age or older with at least five years of UCRP service credit for up to three years of recall service after retirement, generally beginning no sooner than 90 days following the retirement date.  Recall appointments may be renewed year by year thereafter.

Faculty may be recalled to teach, conduct research, or provide administrative service. Faculty recalled to teach are typically paid a pre-negotiated by agreement amount; faculty recalled to research or provide administrative service may be paid at their pre-retirement annual salary, up to 43% time. Except for the recall teaching funding as explained above, the recall salary is the responsibility of the department.

The recall need must be based on programmatic need, budgetary capacity, and continued successful performance of duties.  The agreement must specify the course(s) to be taught or other services to be rendered (up to 43% time) and the rate of compensation (per APM-limits); see APM-200, Appendix A and APM-200-22. 

2.            Deferral of Academic Review:  Chairs (with the dean’s approval) may agree to defer an academic review for up to one year immediately preceding separation. This may be advantageous because a review may lead, in cases of reduced scholarly output, to an increase in teaching and service. This deferral may be offered as an exception (with approval by the Senior Vice Chancellor) even if the faculty member is at the end of five years without a review (see APM 200-0).

3.            Teaching Relief:  For up to one year prior to retirement, department chairs may shift or reduce teaching obligations where departmental needs justify such alterations (e.g., the department will benefit if the faculty member engages in curriculum development or co-teaching, provides special administrative services, or concludes unfinished research). 

4.            Summer Ninths:  At the expense of the department and prior to separation, for specific research or other assignments performed during the summer prior to separation, a department may pay (up to two) summer ninths per year for one or two summers prior to separation.

5.            Space:  Consistent with campus guidelines for emeriti/ae offices and laboratory space, the dean, in conjunction with the chair, may approve an allocation of space generally for up to two years, with allocations thereafter subject to availability. (A Pathways to Retirement Plan does not involve any campus augmentation of current departmental space.)

6.            Irrevocable Letter Of Separation:  Plans containing any benefit described above must include an appointee’s letter irrevocably resigning and separating from the University as of a fixed date (often 6/28/xx) no more than two years hence (and preferably one) and stating that the signature on the letter constitutes all that is required to effectuate a separation.  In certain circumstances a more elaborate set of waivers and releases of possible claims may be advised, following your consultation with the Assistant Vice Chancellor, Academic Personnel.

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Example of the irrevocable separation letter (from the faculty member addressed to the chair):

I hereby agree to retire and thereby irrevocably relinquish and separate from my position as a full-time, tenured faculty member at UCSD, effective upon the close of business on ______. The terms of my recall appointment following retirement are set forth in the attached document.

I agree to promptly execute any forms or other documentation required by the University in connection with my retirement. This separation is otherwise self executing and will take place on its own accord at the close of business on the date specified above.

Signature of retiree and also signature of chair stating they accept.

Helpful Links

APM200: http://ucop.edu/academic-personnel-programs/_files/apm/apm-200.pdf 

APM205: http://www.ucop.edu/academic-personnel-programs/_files/apm/apm-205.pdf 

UCSD Academic Recall Appointment Form 

UCSD Academic Recall Guidelines

Questions about this program should be directed towards Mary Baran in AP Compensation.