My own situation was a good one, and I am grateful that my University of Connecticut planned it as they did. To encouragement retirement in 2002, the university gave retirees two years of extra employment credit in calculating the pension. Additional incentive came when I was invited to teach three more years at high Adjunct pay as a transition to no teaching at all. Now, 12 years after retiring, I devote all working hours to research, and have published book after book-- whatever I have wanted to write but never had the time while teaching--. In addition, this university awards half airfare to emeriti who give papers at professional conventions.

It is argued that e-Learning and Wired University can help but recent legal issues cast some doubt.

Rather than planning when the faculty retires, the department head should plan for a slow 'successor' take over at least 4-5 years ahead. It would be ideal if the department finds a young faculty member with similar research interests /specialization to be associated with the outgoing faculty.

Alas I have seen world class labs perish because of unavailability of a suitable professor to manage it. This usually happens to traditional subjects like process metallurgy, casting, welding etc., which are considered 'saturated' by the scientific community but at the same time there is a strong need for industrial R&D.

I agree. e-Learning can help but there are limitations to telematic systems in education. Nothing can really replace highly capable young faculty. We should take advantage of Young Investigator Awards to grant supportive resources for exceptional young faculty.

The department can still tap the experience of the retiring faculty members on contract and part time basis until new members are employed.

Yes, it is true. However, in Greece it is not allowed to pay the retired faculty. They are allowed to offer their services for free, which some do out of personal dedication.

Succession planning is key, rather than trying to 'lock the door after the horse has bolted' as it were. Well-functioning departments need to have a strategic plan for such eventualities.

My own situation was a good one, and I am grateful that my University of Connecticut planned it as they did. To encouragement retirement in 2002, the university gave retirees two years of extra employment credit in calculating the pension. Additional incentive came when I was invited to teach three more years at high Adjunct pay as a transition to no teaching at all. Now, 12 years after retiring, I devote all working hours to research, and have published book after book-- whatever I have wanted to write but never had the time while teaching--. In addition, this university awards half airfare to emeriti who give papers at professional conventions.

@Yorgos, this is an important issue that I am faced to in Serbia! Money shortage as elsewhere, the law forbids the engagement of retired professors. Private Universities are not faced to that problem as State Universities. Resorting to breaking the law, and the case that subjects taught by retired professor are shared among the younger professors. This reduces the quality of education! The solution is state intervention over budget if the government realizes the importance of the problem!

Dear Ljubomir,

Who cares for the quality of education in certain countries?

@Andras, conscientious individuals and responsible government, in a word STATE, care about the quality of education! We see that sometimes, quite often,in the Ministry of Education are "working and decide" mediocre! What do you think?