Qualifying

Start by determining if you are a good candidate for extended work or flexible and phased retirement. A realistic look at your employer and manager attitudes and your own readiness will help you decide how to proceed.

Commitments

Do you and your employer share basic beliefs about the employment bargain, performance expectations and flexibility?

Principles

Are you comfortable with the principles that define successful approaches to extended work and flexible retirement in other settings?

Eligibility

What are common standards of years of service, age and performance history that could help frame your proposal?

BOOMER EXODUS

From 2011 until 2029, 10,000 Boomers a day—or 60 million people—turned and will turn 65.

That’s the equivalent of one-and-a-half Californias.

INCREASED LONGEVITY

Life expectancy is up 20 years, yet workers are discarded at 65 or earlier.

Social Security set the retirement eligibility age at 65 in 1936.

IMPENDING POVERTY

50% of workers 50-64 have less than $14,000 in savings to last 20-30 years.

Invested, that yields $50 per month.

RETIREMENT DEMAND

64% of workers hope to work longer and ease into retirement, while 5% of employers offer formal programs.

The demand increases, but the supply does not.