MONEY Second Career

Why Elite Colleges Are Targeting Baby Boomers for New Career Programs

Stanford college
Linda A. Cicero—Stanford News

Harvard and Stanford have launched programs for high-level execs seeking to change careers. Other universities are looking to jump in.

Stanford University welcomed 25 unusual students onto its campus this month—all in their 50s and 60s.

They are the inaugural fellows of a new program, the Distinguished Careers Institute (DCI), designed for people who want to follow more than one career path in their lifetimes and who want to go back to a college setting for more training. It is the forefront of a new movement for universities to look beyond typical 19-year-old undergraduates.

“People are finding that their initial careers might last 20 or 30 years, and then they need to prepare for new work that might last another couple decades,” says Dr.Philip Pizzo, the founder of the program and a pioneering oncologist who is a former dean of Stanford’s School of Medicine.

DCI is similar to a Harvard University’s Advanced Learning Initiative, launched in 2009. Both are one-year programs that focus on elite “C-suite” leaders looking to transform the second half of their careers, and both are expensive. DCI costs $60,000, not including housing; tuition and other costs of the Harvard program are similar.

Pizzo, who just turned 70, arguably is launching his own next act with the institute after a distinguished career in medicine that includes stints at the National Institutes of Health and Harvard University.

He is hoping to start something of a movement. Pizzo says he will start talking with other university leaders later this year about what Stanford is learning at DCI and encourage others to embrace its principles.

“We’re an elite program, but not elitist,” he says.

Another group, the non-profit San Francisco-based group’s “EncoreU” initiative is pushing universities to focus on older students making career changes, and it will convene a group of college presidents this fall to talk about how to make it happen.

LIFE ON CAMPUS

Jere Brooks King is a typical mid-career education fellow. She enrolled in Stanford’s DCI program after a 35-year career in sales and marketing roles at high technology companies, punctuated by early retirement from Cisco in 2011 at age 55. She turned 59 just before DCI’s kick-off this month.

King, who has served on the boards of several non-profits and industry associations, is using the DCI fellowship to expand her knowledge of board governance. She hopes to apply that expertise working with entrepreneurial start-ups focused on technology and social innovation.

“It’s really exciting to explore the latest thinking on campus around the connection between technology and social innovation,” she says. “I’m getting the chance to hear from venture capitalists interested in social innovation, and see what students are doing with their own ventures.”

DCI fellows pick an area of academic focus from nine areas, ranging from arts and humanities to engineering, healthcare or social sciences. They also participate in weekly discussion seminars and intergenerational mentoring and leadership sessions.

What kind of reaction are the DCI fellows getting from Stanford undergraduates?

“We think we fit right in, and we’ve been welcomed warmly,” says King. “But I’m sure we stand out, because we all look like someone’s parent—or grandparent.”

Read next: How to Jump from a Second Career to a Dream Encore Job

MONEY Second Career

Why the New Boomerang Workers Are Rehired Retirees

hand holding boomerang
Dragan Nikolic—iStock

How to go back to work in retirement where you had a full-time job.

You’ve no doubt heard about boomerang kids who return to their parents’ homes in their 20s (maybe you have one). But there’s a growing group of boomerangers who are typically in their 60s: retirees who return to work part-time or on a contract basis at the same employers where they formerly had full-time jobs.

If you’ll be looking for work during retirement, you might want to consider avoiding a job search and becoming one.

Employers That Rehire Their Retirees

A handful of employers have formal programs to rehire their retirees. The one at Aerospace Corp., which provides technical analysis and assessments for national security and commercial space programs, is called Retiree Casual. The company’s roughly 3,700 employees are mostly engineers, scientists and technicians, and Aerospace is glad to bring back some who’ve retired.

“With all the knowledge these people have, we get to call on them for their expertise,” says Charlotte Lazar-Morrison, vice president of human resources at Aerospace, which is based in El Secundo, Calif. “The casuals are part of our culture.”

The roughly 300 Aerospace casuals (love that term, don’t you?) can work up to 1,000 hours a year and don’t accrue any more benefits (the company’s retirees already get health insurance). Most earn the salary they did before, pro-rated to their part-time status, of course.

Why Aerospace Corp. Brings Back ‘Casuals’

The “casuals” program lets Aerospace management have a kind of just-in-time staffing system. “It allows us to us to keep people at the ready when we need them,” says Lazar-Morrison.

Ronald Thompson joined Aerospace’s casuals in 2002, after retiring at age 64. He’d worked for the company full-time since 1964, in program management, system engineering, system integration and test and operations support to the Department of Defense. “It’s a really good way to transition to retirement,” he says. “You need both the physical and mental stimulation to keep you young.”

Thompson worked up to the 1,000-hour limit for the first couple of years. Now that he’s in his mid-70s, he’s cutting back to about 10 hours a week, mostly mentoring younger Aerospace employees. I asked Thompson when he planned to stop working. “I guess my measure is when people won’t listen to me anymore,” he laughed. “That will happen.”

At MITRE Corporation, a not-for-profit that operates research and development centers sponsored by the federal government, about 400 of its 7,400 employees are in an optional, flexible “part-time-on-call” phased retirement program. These part-timers can withdraw money from MITRE’s retirement plan while they’re working.

Why Some Employers Don’t Have Rehiring Programs

Why don’t most employers do what Aerospace and MITRE do?

For one thing, it takes a considerable investment in resources to set up a program for former retirees. So the ones who can most afford it are those with skilled workforces who offer customers specialized knowledge.

For another, some employers are wary of getting trapped by complex labor and tax rules. For example, the Internal Revenue Service generally requires firms with retirement plans to delay rehiring retirees for at least six months after they’ve left.

But benefits experts believe boomeranging can make a lot of sense for retirees and the employers where they had worked full-time.

“I think this is really logical away to go back to work, so there is a lot of potential growth if it is made easy,” says Anna Rappaport, a half-century Fellow of the Society of Actuaries and head of her own firm, Anna Rappaport Consulting. “The legal issues need to be clarified and made easy.”

Outsourcing to Bring Retirees In

A growing number of companies are outsourcing the task to bring in some of their retirees. The independent consulting firm YourEncore, created by Procter & Gamble and Eli Lilly, acts as a matchmaker between corporations looking for experts to parachute in and handle pressing problems and skilled “unretirees” wanting an occasional challenge and part-time income. YourEncore has more than 8,000 experts in its network; 65 percent with advanced degrees.

Blue Cross/Blue Shield of America’s “Blue Bring Back” program lets managers request a retired former employee if there’s a project or temporary assignment requiring someone who knows the company’s culture and procedures. Kelly Outsourcing and Consulting Group manages the program.

Tim Driver, head of RetirementJobs.com, plans on getting into the business of making it easier for employers to re-employ their retirees. His research shows that this type of program works best for companies needing ready access to talent with unique, hard-to-find skills and flexible schedules, such as insurance claims adjusters. When a storm hits, Driver says, insurers need to quickly dispatch trained property-damage adjusters who are knowledgeable about their claims processes and policies.

“It’s an attractive approach for companies that want to have people accessible but not on their books [as full-time employees],” he says.

The option of participating in an formal outsourcing arrangement is likely to grow with the aging of the baby boom population and their embrace of Unretirement. In the meantime, this kind of work deal “will be mostly ad hoc,” says David Delong, president of the consulting firm Smart Workforce Strategies.

How to Get Yourself Retired in Retirement

How can you get a part-time gig with your former employer when you retire?

Delong recommends broaching the topic while you’re still on the job. (My dad always used to say that six months after you leave an employer, people start forgetting you; they’ve moved on and have figured out how to get along without you.)

“Raise the idea with the boss,” says Delong. “Don’t assume they wouldn’t be interested in having you back part-time. The worst they can do is say, ‘no.’”

Taking a job with your former employer in your Unretirement can be a win-win situation for you and your once-and-future boss. After all, you have the knowledge and the skills to do the job well and the employer knows who you are and what you can do.

I suspect this kind of boomerang arrangement will become a bigger slice of a boomer movement toward flexible, part-time work in retirement.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes twice a month about the personal finance and entrepreneurial start-up implications of Unretirement, and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org or @cfarrellecon on Twitter.

More from Next Avenue:

Working After 75 and Loving It

Why Phased Retirement May Arrive Where You Work

10 Things Retirees Won’t Tell You

MONEY Social Security

Here’s a Smart Strategy for Reducing Social Security Taxes

Ask the Expert Retirement illustration
Robert A. Di Ieso, Jr.

Q. If I delay filing for Social Security until age 66, can I receive the benefit and continue to work? I’d like to draw Social Security benefits yet keep working until age 75. What are the tax implications of my strategy? —Steven

A. First off, you can always continue to work and draw Social Security benefits. Benefits are reduced temporarily if your outside income exceeds certain levels. But these reductions do not apply for benefits received at age 66 or later, which will be the case with you.

If you work and collect benefits, however, your increased income may push you into a higher tax bracket, which may mean your Social Security income may be taxed. If you haven’t already done so, go online to my Social Security and create an account. You will then be able to see your projected benefits at age 66.

To make an accurate estimate of your federal income taxes, keep in mind that not all of your Social Security income is taxable at the federal level. Social Security uses a measure it calls “combined income” to determine how much of your benefit is taxable, and it’s not intuitively obvious. So work through the numbers carefully—you may need to refer to your most recent tax return to make the calculation.

To determine your combined income, take your adjusted gross income (from your tax return), add any non-taxable interest income you’ve received in the past year, and then add half of your Social Security benefit.

If the total is less than $25,000 ($32,000 on joint tax returns), you will pay no income taxes on your Social Security benefits. If the total is between $25,000 and $34,000 ($32,000 to $44,000 on joint returns), you may have to pay taxes on half your Social Security benefits. People with higher combined incomes may have to pay taxes on 85% of their Social Security benefits, which is the maximum rate.

You also should consider if you can afford to live just on your salary and defer your own Social Security benefits until age 70. This will have two positive impacts:

First, delayed retirement credits will increase your monthly Social Security payments by 8% a year (plus annual inflation adjustments). If you defer for four years, your benefits will rise by 32% compared with their level at age 66.

Second, your tax rate likely will be reduced if you’re only receiving wage income from age 66 to 70. When you do stop working and rely more heavily on Social Security payments, your reduced income may translate into lower taxes on your Social Security benefits as well as a lower overall federal tax rate.

Lastly, if you are single and plan to stay so, you should consider filing and suspending your Social Security benefit at age 66. By doing so, you will have the option of going back to Social Security anytime before age 70 and requesting a lump-sum payment for all the benefits that were suspended. That could come in handy if you face an emergency cash crunch. But there’s a downside: if you request a lump-sum payment, Social Security will erase all your delayed retirement credits. Your lump sum will be valued as if you took benefits at 66, and this also will be the level of your regular monthly benefit going forward.

Even the best of plans could change if you run into financial or health problems, so preserving the right to get a lump-sum payment is a good idea for single persons. For someone who is or has been married, however, spousal benefits can be knocked for a loop if you file and suspend, so think twice about using this option.

Philip Moeller is an expert on retirement, aging, and health. His book, “Get What’s Yours: The Secrets to Maxing Out Your Social Security,” will be published in February by Simon & Schuster. Reach him at moeller.philip@gmail.com or @PhilMoeller on Twitter.

Read next: How to Max Out Social Security Spousal Benefits

MONEY Second Career

How to Build a Second-Act Business with Your Millennial Kid

Combining complementary skills of two generations can be a recipe for success

It’s awesome working with my dad,” says Case Bloom, 30. The feeling is mutual, says his father, David, 58: “We are good complements to one another.”

Among the more striking developments I’ve learned researching my new book, Unretirement, is the rise in boomer parents going into business with their adult children, like the Blooms—co-owners of Tucker & Bloom, a Nashville, Tenn. luggage business.

In the past few years, setting up a multigenerational enterprise has been a mutually savvy way for boomers and their kids to deal with tough economic times. The parents typically have capital and plenty of experience, while their adult children burst with energy and tech skills.

From ‘You’ to ‘We’

The Blooms, and their business manufacturing highly-crafted messenger bags targeted at the DJ market, are a prime example. Before opening shop, David had spent his career in bag design and was director of travel products for Coach in New York City before he lost that job. When Case was in college in Nashville, studying business, he’d offer pointers to help his dad’s venture. “His logo was so bad. Horrible,” laughs Case. “I’d tell him, ‘You’re doing it wrong. Do it like this.’”

Eventually, Case says, it became “We should do it this way. The business happened organically.” Today, father and son each own half of the company, which has seven employees. David handles design and product development; Case is in charge of anything to do with the brand image and online sales. He’s also the one making frequent runs to Home Depot for the business’s factory and to the Post Office for shipments. “I have a different set of skills than my father,” says Case, who is also a part-time DJ.

When Kinship Is Friendship

One reason for the growing second-act-plus-child trend: surveys repeatedly show that today’s young adults generally get along well with their parents—and vice versa. “The key is an attitudinal shift in the relations between generations,” says Steve King, founder of Emergent Research, a consulting firm focused on the small business economy. “Boomers are close to their kids and the kids are close to their parents.”

Take Amanda Bates, a Gen X’er, and her mother Kit Seay, co-owners of Tiny Pies in Austin, Texas. “We’ve always had a close relationship, feeding off one another, finishing each other’s sentences,” says Kit, 73. They’d long wanted to do something together.

Several years ago, Amanda got the idea for making handheld pies from her son’s desire to take pie to school. So she and her mother began selling small pies, based on family recipes, in local farmers markets. They now sell them throughout the state, mostly through specialty stores, and opened a retail storefront at their wholesale facility in March 2014. Kit focuses on the creative and catering side of the business; Amanda’s in charge of the basics of running an enterprise. “The trust is there,” says Kit. Amanda agrees. “Yes, the trust is there. If she says something will get done, it will.”

Teaching Your Child Trust

Trust and complementary skills are also themes for Lee Lipton, 59, and his son Max, 25, and their Benny’s On the Beach restaurant in Lake Worth, Fla.

Lee, the restaurant’s principal owner, came out of the clothing manufacturing business, moving to Florida after the Calvin Klein outerwear line he ran with a few partners was sold. He bought Benny’s a year ago. Max, who’d wanted to get into the food business, is one partner; the other is chef Jeremy Hanlon. Lee’s the deal maker, Max manages the restaurant and executive chef Hanlon handles the kitchen. “The three of us trust each other incredibly and when one person feels strongly about something we tend to do it that way,” Lee says. “Very rarely after talking do we disagree, and that format was identical to my past partners. I want to teach Max and Jeremy that closeness.”

For second-act family businesses, creating boundaries between work and home is advisable, but easier to say than do. Speaking about her current relationship with her mom, Amanda Bates says: “We used to go out together and have fun, go to garage sales, that kind of thing. Now, when we get together, the business always come up. Even at family dinners, we end up talking business.”

The Win-Win of Multigenerational Businesses

But in the end, it’s family that makes these businesses succeed.

Bianca Alicea, 26, and her mom Alana, 46, started tchotchke-maker Chubby Chico Charms. in North Providence, R.I. with $500 and less than 100 charm designs at their dining room table in 2005. They now have roughly 25 full-time employees and sell several thousand handmade charms. Alana is the designer; Bianca deals more with payroll and other aspects of the business. “It’s important to remember you are family,” says Bianca. “Things don’t always go according to plan, but at the end of the day you have to see one another as family.”

Intergenerational entrepreneurship, it turns out, can be a win-win for boomers and their kids. For the parents, it’s the answer to the question: What will I do in my Unretirement? For their adult children, working with mom and dad provides them with greater meaning than just picking up a paycheck.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes twice a month about the personal finance and entrepreneurial start-up implications of Unretirement, and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org or @cfarrellecon on Twitter.

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Businesses Mixing Older and Younger Partners

Hiring Your Parent

Older Entrepreneurs Are Better Than Younger Ones

MONEY working in retirement

This Is the Toughest Threat to Boomers’ Retirement Plans

Most employers say they support older workers. But boomers don't see it, and age discrimination cases are on the rise.

As the oldest boomers begin to turn 70 in just over a year, an important workplace battleground already has been well defined: how to accommodate aging but productive workers who show few signs of calling it quits.

Millions of older workers want to stay on the job well past 65 or 68. Some are woefully under saved or need to keep their health insurance and must work; others cling to the identity their job gives them or see work as a way to remain vibrant and engaged. At some level, almost all of them worry about being pushed out.

Those worries are rooted in anecdotal evidence of workers past 50 being downsized out of jobs, but also in hard statistics. Age discrimination claims have been on the rise since 1997, when 15,785 reports were filed. Last year, 21,396 claims were recorded. Not every lawsuit is valid. But official claims represent only a fraction of incidents where older workers get pushed out, lawyers say.

One in five workers between 45 and 74 say they have been turned down for a job because of age, AARP reports. About one in 10 say they were passed up for a promotion, laid off or denied access to career development because of their age. Even those not held back professionally because of age may experience something called microaggressions, which are brief and frequent indignities launched their direction. Terms like “geezer” and “gramps” in the context of a work function “affect older workers” and erode self-esteem, write researchers at the Sloan Center.

These are serious issues in the context of a workforce where many don’t ever plan to retire. Some 65% of boomers plan to work past age 65, according new research from the Transamerica Center for Retirement Studies. Some 52% plan to keep working at least part-time after they retire. In a positive sign, 88% of employers say they support those who want to stay on the job past 65.

But talk is cheap, many boomers might say. In the Transamerica survey, just 73% of boomers said their employer supports working past 65. One way this skepticism seems justified: only 48% of employers say they have practices in place to enable older workers to shift from full-time to part-time work, and just 37% say they enable shifting to a new position that may be less stressful. Boomers say the numbers are even more dismal. Only 21% say their employer will enable them to shift to part-time work, and just 12% say their employer will facilitate a move to a position that is less stressful.

These findings seem at odds with employers’ general perceptions about how effective older workers are. According to the survey:

  • 87% believe their older workers are a valuable resource for training and mentoring
  • 86% believe their older workers are an important source of institutional knowledge
  • 82% believe their older workers bring more knowledge, wisdom, and life experience
  • Just 4% believe their older workers are less productive than their younger counterparts

The reality is that most of us will work longer. The Society of Actuaries recently updated its mortality tables and concluded that, for the first time, a newborn is expected to live past 90 and a 65-year-old today should make it to 86 (men) or 88 (women). The longevity revolution is changing everything about the way we approach retirement.

Employers need to embrace an older workforce by creating programs that let them phase into retirement while keeping some income and their healthcare, by offering better financial education and planning services, and by declaring an age-friendly atmosphere as part of their commitment to diversity.

For their part, employees must take steps to remain employable. Most are staying healthy (65%); many are focused on performing well (54%), and a good number are keeping job skills up to date (41%), Transamerica found. But painfully few are keeping up their professional network (16%), staying current on the job market (14%) or going back to school for retraining (5%). Both sides, it seems, could do better.

Read next: How Your Earnings Record Affects Your Social Security

MONEY retirement planning

What Scrooge Can Teach You About Retirement Planning

Scrooge in A Christmas Carol
Scrooge in "A Christmas Carol" © Walt Disney Co.—Courtesy Everett Collection

Sure, he was tight-fisted. But Scrooge's money habits are a useful model for reaching your retirement goals.

I can hear the cries of outrage already. How can A Christmas Carol‘s Scrooge, the character Charles Dickens described as tight-fisted, squeezing, wrenching, grasping, scraping, clutching and covetous, possibly be a paragon of retirement planning? Bah humbug! If anything, he’s a role model for how not to live one’s life!

And I agree, up to a point. But if you’re willing to overlook a few of his, shall we say, flaws, good old Scrooge also possessed some qualities that make him a pretty decent role model for achieving a secure and meaningful retirement. Here are three we may well to emulate, albeit in moderation, to improve our retirement outlook.

1. Scrooge had a phenomenal work ethic. When the novel opens, Scrooge is at work in his counting-house late in the afternoon on Christmas eve. He didn’t duck out early to do some last-minute shopping. He wasn’t posting Happy Holidays photos on Instagram. He was putting in a full day’s work.

Granted, in recent years millions of people who would like to do just that haven’t had the option. Perhaps the recent upbeat employment report signals a more vibrant jobs market ahead. But the fact remains that the commitment to work that Scrooge displays is crucial to a successful retirement for two reasons: you can’t build a nest egg without regular income; and the amount you earn and number of years on the job largely determine the size of a key source of retirement income: your Social Security benefit.

Note too that Scrooge was still working relatively late in life. Dickens doesn’t give Ebenezer’s age, but many people estimate he was in his late 50s or 60s, which is getting up there considering life expectancy in mid-19th century England was about 40. So we can take a cue from Scrooge on this score as well. For example, in their new book Falling Short: The Coming Retirement Crisis and What To Do About It, authors Alicia Munnell, Charles Ellis and Andrew Eschtruth point out that just a few extra years on the job can go a long way toward improving one’s retirement prospects. And if that doesn’t do the trick, you can always supplement your income by working in retirement.

2. The man was a prodigious saver. Scrooge definitely knew a thing or two about saving a buck. And he didn’t resort to gimmicks like apps that round up credit card purchases to the nearest dollar and deposit the difference in an investing account, giving you the impression you’re saving while encouraging spending. He did it the old-fashioned way by keeping his everyday living expenses down.

He went way, way too far, of course, what with living in the dark, keeping a very small fire and eating gruel from a saucepan. But he had the right idea—namely, if you live below your means by not splurging on over-the-top vacations, expensive cars and big houses with mortgage payments to match, you’ll have a better chance of saving the 15% a year that can lead to a comfy retirement. And while Dickens doesn’t get into Scrooge’s investing habits, my guess is that ol’ Ebenezer wouldn’t fall for pitches for dubious or expensive investments. I think he’d be an index-fund kinda guy who realizes that reducing investment fees boosts the size of your nest egg and the amount of income you can draw from it.

3. Scrooge (eventually) understood what really matters. This may very well be the most important lesson we can draw from Scrooge. Sure, it took visits from his dead business partner Marley and a few ghosts to transform him. But by the end of the novel, Scrooge has morphed from a pinched and selfish man into a generous and compassionate person who anonymously sends a turkey to the Cratchit home for Christmas dinner and becomes like a second father to Bob Cratchit’s son, Tiny Tim. In short, he realizes that wealth brings happiness only when we share it with our families and others in ways that improve all our lives.

So while it’s important to focus on making good financial decisions, we should never forget that retirement planning isn’t just about the bucks. Ultimately, it’s about creating a retirement lifestyle that has meaning and purpose as well as financial security.

So if your thoughts happen to stray to your retirement over this holiday season and you find yourself wondering how you might improve your planning, ask yourself WWSD—What Would Scrooge Do? Whether it’s the stingy Ebenezer or the more benevolent version, he just might provide the inspiration you need.

Walter Updegrave is the editor of RealDealRetirement.com. If you have a question on retirement or investing that you would like Walter to answer online, send it to him at walter@realdealretirement.com.

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How To Invest In Today’s Topsy-Turvy Market—And In The Year Ahead

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MONEY Second Career

Still Working After 75—and Loving It

Singer Willie Nelson performs during an “In Performance at the White House” series event
One of many working seniors, singer Willie Nelson, 81, is still on the road. Jacquelyn Martin—AP

Growing numbers of Americans in their 70s and 80s love their jobs and have no plans to retire. You might be one of them someday.

Willie Nelson is 81; Warren Buffett is 84; Mary Higgins Clark is 86 and David Hockney is 77. All are still working and going strong. So are more and more Americans 75 and older. You might be one of them someday—and glad of it.

In a recent interview, British painter David Hockney—one of the world’s greatest living artists—captured the joy, meaning and youthfulness he continues to draw from his profession. “When I’m working, I feel like Picasso, I feel I’m 30,” he told Tim Lewis of The London Observer. “When I stop I know I’m not, but when I paint, I stand up for six hours a day and yeah, I feel I’m 30.”

‘It’s What I Enjoy Doing’

I imagine that sentiment rings true for Mark Paper, age 81. He’s President of Lewis Bolt & Nut Company in Wayzata, Minn., a firm owned by his family since 1927. Paper took the helm from his father in 1962 and remains deeply involved in the company’s expanding operations. He gets daily and weekly reports, stays in touch with its executives and flies out to visit the manufacturing plant in La Junta, Colo. several times a month.

“Why not stop working?” I asked Paper. “You have money. You’re 81 years old. Haven’t you heard of retirement?” His answer: “It’s what I enjoy doing.”

Plenty of other septuagenarians and octogenarians feel the same way.

Although people working at age 75 and over are a distinct minority—comprising less than 1% of the total labor force—roughly 11% of American men 75 and older are still at it and 5% of women that age are. By contrast, in 1992, only about 7% of 75+ men and 3% of 75+ women worked.

Indeed, after declining sharply in the early postwar decades, the average age of retirement in America has risen over the past two decades, to 64 for men and 62 for women, calculates Alicia Munnell, head of the Center for Retirement Research at Boston College.

While the labor force participation rate for men 75 and up is currently about double that of the rate for women, the gap is expected to shrink. Boomer and Gen X women are well educated and more attached to their jobs than previous generations.

‘I Can’t Imagine Not Being Employed’

Marilyn Tully, 75, loves working, too. She has been self-employed her entire working life in businesses mostly revolving around the home and interior design. “I can’t imagine not being employed,” she says. “Especially if you still have the energy, which I do and, like me, you have the creative urge.”

That doesn’t mean there haven’t been rough patches. In 2007, she and her husband had to shutter their Naples, Fla. furniture business, a casualty of the housing market implosion, and her interior design company suffered. These days, her design business is picking up, she represents a successful jewelry designer and consults on inventory management for high-end designers. (Her husband handles the administrative and IT sides of her firms.) When they aren’t working, they sail Florida’s gulf coast for two weeks at a time on the trimaran Tully’s husband built. “It’s a good life,” she says.

‘It Keeps Me Young’

Newspaper publisher Jerry Bellune of Lexington, S.C., 77, works at a pace that would leave many younger workers gasping. He says running the Lexington County Chronicle & Dispatch News with his wife, MacLeod, offers him “enjoyment, exhilaration, a strong sense of mission and purpose.” On top of that, says Bellune, “it keeps me young, working with younger people and helping them grow personally and professionally.”

And he has no plans to stop. “I’d like to work as long as I’m able and can still make a contribution,” Bellune told me.

Here’s a typical workweek for him: Mondays and Tuesdays, he’s usually at the office, writing, proofing pages and talking with the staff about coverage, and the rest of the week he’s mostly writing and helping with community endeavors. Weekends are busy, too, writing weekly and monthly articles for a business magazine and two trade magazines. (He’s also a consultant and manages a family investment fund. Tired yet?)

The Bellunes do take breaks, traveling abroad several weeks a year and spending time at their vacation home. “We have an excellent staff that permits us that leisure,” he says.

‘It Keeps Me Off the Streets’

Funeral assistant Jerry Beddow, 75, loves working, too. A year after retiring as a high school principal in 1994, Beddow began his current job at Patton-Schad Funeral and Cremation Services in Sauk Centre, Minn. He works about three to four hours a day, helping position caskets at the funeral home, carrying flowers, talking to grieving families and driving the hearse. “It keeps me off the streets,” he laughs.

After researching my new book, Unretirement, I’ve come to believe that the ranks of people 75+ earning a paycheck will expand in coming decades, especially among better educated employees and businesss owners. It isn’t inconceivable that the average retirement age when the youngest boomers reach their 70s in the early 2030s could approach 70.

“Public opinion in the aggregate may decree that the average person becomes old at age 68, but you won’t get too far trying to convince people that age that the threshold applies to them,” notes Pew Research in its report, Growing Old in America: Expectations vs. Reality. “Even among those who are 75 and older, just 35% say they feel old.”

The ones who are able to keep working well into their 70s, I think, will find themselves leading richer lives, both financially and psychically.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes about Unretirement twice a month, focusing on the personal finance and entrepreneurial start-up implications and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org. His twitter address is @cfarrellecon.

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Why Phased Retirement May Become the Hottest Boomer Benefit

Older federal workers will be able to work part-time before retiring. Other employers are likely to follow.

Many Boomers aren’t ready to retire (even if they’re eligible for Social Security and Medicare) but they’re eager to leave behind the demands of the 40-hour workweek, let alone the 50-hour grind.

Little wonder that the concept of phased retirement — gradually trimming back your workdays while holding onto some benefits — is growing in popularity. And the new federal-employee phased retirement program launching this month could make it more widespread, ultimately leading more businesses to offer the benefit.

“Phased retirement allows you to dip your toes into the shallow end of the retirement pool,” says Jessica Klement, legislative director of the National Active and Retired Federal Employees Association. “You get to test it out.”

The Benefit of Flexibility

But an official, employer-sanctioned phased retirement option open to all its near-retirees isn’t a common benefit yet. The 2014 National Study of Employers by the Families and Work Institute and the Society for Human Resource Management says 12 percent of employers with 1,000 or more employees let all or most workers phase into retirement.

“If employers would accelerate the drive for flexible work arrangements, everyone would be better off,” says Richard Johnson, labor market expert at the Urban Institute. “Flexibility is important.”

I particularly like formal phased retirement programs — rather than ad-hoc versions worked out quietly between particular employees and their bosses — because they let near-retirees dip their toe into what they’ll do next. And, when the programs are done right, they also include a mentorship provision, where the older workers phasing into retirement spend some of their last days at their employer passing on their accumulated knowledge and skills to their younger colleagues.

A Federal-Employee Phased Retirement Program Begins

The new federal phased retirement program, which technically began accepting applications Nov. 6, is one such program. To qualify, you must either be covered under the Civil Service Retirement System or the Federal Employees Retirement System. With the former, you must have worked at least 30 years and be at least 55; with the latter, the minimum age for someone with 30 years of service is age 55 to 57.

Federal employees who’ll take phased retirement will work 20 hours a week and receive half their pay and half their retirement annuity payout. They’ll also be required to devote 20 percent of their time mentoring other federal employees, most likely their successors.

The option should “help the federal government attract and retain skilled people,” says Jeffrey Sumberg, specialist leader in Deloitte’s Federal Human Capital Practice. “It’s potentially a win for all.”

Phased retirement has been on the federal government’s human resources wish list for years and the Obama Administration advocated for a program in 2010. The average age of the federal workforce is 47 (four years more than the overall workforce) and the fear has been that decades of accumulated skill and knowledge would leave in a boomer-led “retirement wave.”

Representative Darrell Issa (R-Calif.) proposed federal employee phased-retirement legislation in 2012, which was rolled into a transportation bill that became law. (The estimated cost savings from the program was used to offset the cost of a rural school initiative.)

A Slow Rollout

But government being government, the rollout of the program will be—to put it kindly—gradual. Each federal agency must come up with its own program design. Consequently, the Congressional Budget Office estimates that 1,000 workers will take advantage of the program initially, a small fraction of the federal government’s two million-person workforce.

Still, forecasts are that the phased retirement will become available for many federal near-retirees in 2015 and 2016 and that the program will grow in popularity. The Departments of Defense and Energy, for instance, are expected to let their employees begin applying in early 2015. “Everyone is really excited about this, but we’re waiting for it to get off the ground,” says Klement.

The impact could eventually be huge. The federal government’s program may well lead other industries and companies to add formal phased retirement initiatives to their benefits offerings.

“Hopefully the federal government will encourage more companies to be more supportive of the phased retirement option,” says Anna Rappaport, a Fellow of the Society of Actuaries and head of her own firm, Anna Rappaport Consulting. Adds Deloitte’s Sumberg: “The federal government gets a bad rap on many things, but when it comes to work flexibility they have been ahead of the curve. To the extent the government can be a model, it could encourage private industry.”

What Two Phased-Retirement Workers Say

What is it like holding down a job in a phased retirement program? To find out, I spoke with two employees of Herman Miller, the office furniture manufacturer based in Zeeland, Mich.

At Herman Miller, employees who are 60 or older with at least five years of service at the company qualify. They can phase into retirement over a period of six months to two years, keeping their full-time benefits all the while and receiving take-home pay based on the number of hours they work. As with the federal program, phased retirement employees at Herman Miller must mentor younger workers — in this case, their eventual replacements.

Tony Cortese, senior vice president of people services at Miller, says his firm’s employees who sign up for phased retirement have the view that “I’m ready to retire, but I’m not ready to go today.”

Jake Boeve retired from Herman Miller at 68 in June, where he was in charge of information technology inventory management, after entering the phased-retirement program two years earlier. A nearly 49-year Miller vet, Boeve worked four days a week the first year of his phased retirement and three days the next.

The transition helped him get into a retirement mindset, he says. “You have to be physically, mentally and financially ready for retirement,” Boeve says. “I would highly recommend phased retirement.”

Tom Riemersma, 64, has six months left in his Herman Miller phased retirement. For much of his 46-year career there, he worked in the model shop, creating prototypes. He says his life has been so structured around hard work at Herman Miller that he wanted to ease into retirement. “Phased retirement has worked well for me,” he says.

Riemersma enjoyed training his replacement, though he says that did lead to a few “awkward moments” personally. “You’re phasing yourself out. Not always easy to do,” he notes.

He’s now working three days a week, down from four during his first year in the program. “Now, I find my weekends are too short,” he says.

That’s just a phase he’s going through. It’ll end soon.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes about Unretirement twice a month, focusing on the personal finance and entrepreneurial start-up implications and the lessons people learn as they search for meaning and income. Tell him about your experiences so he can address your questions in future columns. Send your queries to him at cfarrell@mpr.org. His twitter address is @cfarrellecon.

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What Are the Biggest Surprises in Retirement? The Experts Weigh In

141106_RET_Surprise
David Clapp—Getty Images

Retirement is a major transition—and not just financially. Here are some lifestyle changes you may not be planning for.

The Great Recession served up some nasty financial surprises to people approaching retirement—the housing crash, job loss and shrunken 401(k)s, for starters.

But retirement can bring lifestyle surprises, too. It’s one of life’s biggest transitions, and a major leap into the unknown. Hoping to lessen the guesswork for people who aren’t there yet, I asked experts who work with people transitioning to retirement about the surprises they hear about most often.

“Time freedom” is a shock for many, says Richard Leider, an executive career coach and co-author of Life Reimagined: Discovering Your New Life Possibilities (Berrett-Koehler Publishers, 2013).

“Without the time structure of working, folks often go on autopilot, the default position of repeating old patterns,” he says. “However, there is no status in the status quo. So, at about the one-year mark, they realize that time is their most precious currency. Often a wake-up call—health, relationships, money or caregiving—forces reflection and helps them to say ‘no’ to the less important things that simply clutter up a life and ‘yes’ to the more important things that define a purposeful life. They choose fulfilling time.”

Wealth psychology expert Kathleen Burns Kingsbury also sees people struggling to structure their new lives. “One of the biggest surprises retirees face is the adjustment to not working full-time,” says Kingsbury, author of How to Give Financial Advice to Couples (McGraw-Hill, 2013). “While people typically fantasize about what life will be like without a job, the reality is sometimes it’s a bit of a shock to the system.

“Work provides structure, social connections and a sense of purpose. It is important for pre-retirees who are not going to work in retirement to consider how they will meet these needs outside of a work environment,” she adds.

Sometimes, that leads to greater spirituality, says Carol Orsborn, editor-in-chief of FiercewithAge.com and author of 21 books about the baby boomer generation.

“The heightened search for meaning in the face of mortality comes as no surprise,” she says. “The bigger surprise is that as it turns out, many of the things we most fear—loss of identity, erosion of ego, increased marginalization—hold the potential to transform aging into a spiritual path.

“Many retirees report that they are achieving levels of fulfillment, peace and joy not despite the things that happen to them as they age, but because of them. This transcends individual experience, with sufficient mass to constitute what is being termed ‘the conscious aging movement.’ ”

Not that there aren’t earth-bound worries. “The biggest surprise is about money,” says Helen Dennis, a specialist in aging, employment and retirement. “This is true particularly among women who have earned a good income and find that eight or 10 years into retirement, they fear running short and need to change their lifestyle, all within an uncertain economy. Add to this their surprising initial discomfort in spending their retirement income without depositing a work-earned check.”

Changing housing needs also can surprise, especially for single retirees. “For single retirees, recognizing that their current home or location no longer ‘works’ is a common surprise,” says Jan Cullinane, author of The Single Woman’s Guide to Retirement (AARP/John Wiley, 2012). “Upon leaving a primary career, the daily social support built into a job is yanked away. Pairing that with becoming suddenly single through divorce or widowhood, the home that served them well may no longer be appropriate.”

For married couples, the surprise might be a desire to get away from one another. “Many retirees end up bored with too much free time and often discover, if they’re in a relationship, that they get on each other’s nerves and want some space and time apart,” says Dorian Mintzer, a coach and co-author of The Couple’s Retirement Puzzle: 10 Must-Have Conversations for Creating an Amazing New Life Together (Lincoln Street Press, 2012).

“They often haven’t thought about the role work played—providing structure, self-esteem, time together and time apart from a partner as well as connection engagement and purpose and meaning. Each partner may experience the transition differently, and they may be ‘out of sync’ with each other. For example, one may want to travel and the other wants to start an encore career.”

I received many more comments about retirement surprises than fit here. You can find thoughts from a broader array of experts on my website.

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Ranger with snowmobile, Yellowstone National Park, Wyoming.
Ranger with snowmobile, Yellowstone National Park, Wyoming. Blickwinkel—Alamy

These retirees found a way to spend all their time on pursuits they love.

“Damn the submarine. We’re the men of the Merchant Marine!” That singsong phrase woke me up every morning for seven months on my first ship, the SS San Francisco. I went to sea after graduating from college. For four years, I worked on ships, mostly tankers, steaming through the Suez and Panama canals, past the Rock of Gibraltar at midnight under a full moon, stopping in ports like Athens, Dubai, and Yokosuka. A number of my peers had similar adventures after college, including leading wilderness trips, tending bar, teaching English overseas and traveling around Europe picking up odd jobs. Ah, those were adventurous days before the desire for a career and family responsibilities took over.

Peter Millon is living the adventure, too—in his Unretirement, at age 69. Last year, he spent about 70 days skiing the slopes in Park City, Utah, when he wasn’t working four days a week for ‎Rennstall World Class Ski Preparation, repairing skis and waxing skis for racers. Essentially, he split his retirement time 50/50: working half-time and pursuing his passion the other half. In the off-season, Millon plays golf with his oldest son who lives in Salt Lake, fishes and takes target practice. Not bad.

Leading a Wealthy Life

A wealthy industrialist? A Wall Street master of the universe? A high-tech titan of business? Hardly. Millon isn’t wealthy, but he leads a wealthy life. “Do something you love, something for you,” he says. “Don’t do it for anyone else.”

Millon began his career working at a small ski maker in St. Peter, Minn. He then spent decades as a technical director at Salomon North America and its various competitors. During the real estate bubble years, Millon was selling high end appliances for the home, living in a townhouse in Massachusetts. Business tanked when the bubble burst, and he took advantage of an early retirement package. Three years ago, he sold the townhouse and moved to Utah where he was known in the ski community, picking up a condo on the cheap. These days, Millon lives comfortably off Social Security, some investments and the income from his part-time job.

The ‘World’s Oldest Intern’

John Kerr is living the 50/50 life in his Unretirement, too, working as park ranger in Yellowstone between May and September. He didn’t plan on becoming a ranger, though. Kerr had a four-decade career at WGBH as a marketing and fund raising executive, retiring at 65. “It took the shock of the change to rattle my bones a bit,” says John Kerr. “I had way too much energy and experience to sit around.”

His exploration took him out to Jackson Hole, Wyo., where Kerr has a small condo. While walking around Bozeman, Mont., he saw a sign for the Yellowstone National Foundation, which supports Yellowstone National Park. He walked in unannounced and from an off-hand remark during a conversation with the organization’s head, he learned it had an internship opening. Kerr applied and for the next year he was “world’s oldest intern,” talking to visitors about wolves.

Kerr became a Yellowstone ranger five months a year for the next nine years, living close to Jackson in the winters and using his time off to visit family. Now 76, he recently moved back to New England to be near family. Still, he expects next season he’ll return to Yellowstone. “It has been a great adventure,” he says.

Advice for Your Unretirement

When I asked Kerr and Millon what advice they’d give to others in their 60s and 70s eager for adventure, Kerr emphasized the importance of an open mind. “You have to have your eyes open and your ears flapping,” he chuckled. Millon suggested drawing on the relationships you’ve made over the years and the skills you’ve developed without trying to compete for the kind of job you had earlier in your career.

What I took away from both men is that the financial penalty of working fewer hours and doing more of what you love can be much less than you might think.

“The key is that when your interests align with your work, there is nothing from which to retire,” says Ross Levin, a certified financial planner and head of Accredited Investors in Edina, Minn. “We save money to ultimately create a lifestyle. If that lifestyle doesn’t need much money, then we need to save less.”

Think of it this way, says Levin: You earn $10,000 a year in your fulfilling work on a ski slope or in national park or down in the Florida Keys. That’s the equivalent of having $250,000 in investment assets, assuming the 4% withdrawal rule (a standard guideline for safely taking money out of retirement savings). A $20,000 income is the equivalent of $500,000 in assets, and so on.

Much of the conversation about prospects in the traditional retirement years often forgets how creative people are at coming up with solutions. Many Unretirees I’ve interviewed over the years have found they made significant cuts in expenses without slashing their standard of living.

So, if your career didn’t leave you with the kind of portfolio that pushes you into the ranks of the wealthy, that doesn’t mean you can’t construct a comparable lifestyle. The question is: What’s your adventure?

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes about Unretirement twice a month, focusing on the personal finance and entrepreneurial start-up implications and the lessons people learn as they search for meaning and income. Tell him about your experiences so he can address your questions in future columns. Send your queries to him at cfarrell@mpr.org. His twitter address is @cfarrellecon.

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