Staff Workforce Analytics and Trends Report Series RETIREMENT. Fiscal Year 2013

Transcription

1 Staff Workforce Analytics and Trends Report Series RETIREMENT Fiscal Year 2013 Produced by Texas A&M University, Human Resources, May 2013

2 Contents Executive Summary... 3 University Staff Workforce...6 Retirement Analytics and Analyses Historical Retirements FY2010 FY Projected Retirements Projected Retirements by Generations Projected Retirements by EEO Job Category Projected Retirements by Management Span Projected Retirements by Gender Projected Retirements by Race/Ethnicity Appendix 1: Overview, Scope and Methodology Appendix 2: Number of Employees FY2011 FY2013 by Executive Level and EEO Job Category Appendix 3: Detail Data by Executive Level: Item 1: Number of Historical Retirements FY2010 FY Item 2: Number of Projected Retirements Item 3: Number of Projected Retirements by Generations Item 4: Number of Projected Retirements by EEO Job Category Item 5: Number of Projected Retirements by Management Span Item 6: Number of Projected Retirements by Gender Item 7: Number of Projected Retirements by Race/Ethnicity Appendix 4: Supplemental Data for Academic Affairs: Item 1: Number of Historical Retirements FY2010 FY Item 2: Number of Projected Retirements Item 3: Number of Projected Retirements by Generations Item 4: Number of Projected Retirements by EEO Job Category Item 5: Number of Projected Retirements by Management Span Item 6: Number of Projected Retirements by Gender Item 7: Number of Projected Retirements by Race/Ethnicity Retirement FY2013 Page 2

3 Executive Summary Introduction The health of an organization depends in large part on the recruitment, retention and leadership of its single most-valuable resource: its employees. To that effort, the Staff Workforce and Analytics Trends report series is designed to put informative data and analyses into the hands of Texas A&M University management. Nine periodic reports provide human resource-related information on budgeted staff employees and include relevant metrics, trends and commentary. Information in this Retirement report looks at historical and projected retirements as a separation decision from Texas A&M University. Employees participate in either the Teacher Retirement System (TRS) or the Optional Retirement Program (ORP) based on job position. Generally, faculty and high-level administrators are eligible for ORP and may choose to participate as an alternative to TRS. Most staff employees are in TRS-eligible positions, generally 85% during the past several years, while several hundred employees, typically just over 10%, are in ORP-eligible positions. This Retirement report focuses on the impact of retirement, using the TRS eligibility rules, on the university s staff workforce. Eligibility for retirement is a complicated and complex process and is largely dependent upon when an employee began working for a TRS employer such as the university. A combination of age and service time criteria, normal-age or early-age, and with potentials for purchasing service time, retiring under disability rules or including military service all make for a very unique decision matrix for each employee. Rather than parse through all the various programs under which an employee met retirement eligibility and then chose to separate employment through retirement, this report looks at all retirement decisions for both TRS and ORP participants without disaggregating for normal-age versus early-age or even disability retirement. In addition to an employee being eligible to receive retirement benefits from either TRS or ORP, they are also eligible to gain retirement status with The Texas A&M University System (TAMUS). This allows the employee to continue the group insurance benefits and continue to receive the State contribution to apply toward the cost of premiums. Eligibility to retire with benefits eligibility through TAMUS depends on the employee s hire date being before or after September 1, Retirement with Benefits Eligibility Through The Texas A&M University System Eligibility Criteria Hired Before 9/1/2003 Hired After 9/1/2003 Age Plus Service Credit at least age 55 and have at least 5 years of TRS/ORP service credit, or age plus years of TRS/ORP service credit equals 80, or have at least 30 years of TRS/ORP service credit, and at least age 65 and have at least 10 years of TRS/ORP service credit, or age plus years of TRS/ORP service credit equal at least 80, and Years of Service have 3 years of service with The Texas have 10 years of service with The Texas A&M University System (TAMUS), and A&M University System (TAMUS), and Last Employer at Separation TAMUS is last state employer, and TAMUS is last state employer, and Retirement Plan Status have an intact ORP or TRS Account, and have an intact ORP or TRS Account, and TRS Retirement If on TRS, actively retire under TRS and draw annuity. Texas A&M University has 170 departments and units with 4,800 budgeted staff employees, and 2,600 faculty supporting the core teaching, research and service mission of the university. If on TRS, actively retire under TRS and draw annuity. Retirement FY2013 Page 3

4 In 2007, the first baby boomers received their first benefits payments from Social Security. According to the U.S. Census Bureau, the baby boomer generation is the largest in the country and these employees will be leaving the workforce in significant numbers over the next 15 to 20 years. In fact, 76 million baby boomers are eligible to retire this year. There are only 46 million Generation X (born from 1965 to 1980) workers available and by 2020, 40% of the workforce will be eligible to retire. The university will follow the national trend and will experience an increase in the number of retirements over the next five years. This is a significant drain of institutional knowledge and it will be a challenge to replace the employees at the same level of skills and expertise. However, it will also be an opportunity to proactively develop our internal workforce and enhance our outreach strategies to successfully recruit and retain a diverse population with new talents and expertise. To develop our internal workforce, it is critical to create an institutional continuity strategy. According to the Society for Human Resource Management s (SHRM) Workplace Forecast report, 72% of the publicly owned, for-profit organizations have a formal strategy to replace their retiring employees; however, government agencies lag behind with only 31% having a formal strategy to replace the critical skills necessary for the organization s operation. Overall Observations The historical data on retirements indicate the number of staff employees separating through retirement decreased 3.6% between FY2010 and FY2012. There were 139 retirements in FY2010, 138 the next year and 134 during FY2012. The average age at retirement was 61 during this three year period. The average number years of service at retirement was between 20 and 22 years of service, and an average of almost 17% of staff had more than 30 years of experience at retirement. Retirement by minority employees was 33.6% which was more than the minority representation in the university staff workforce. Female retirements were 59.7%, more than the female representation in the staff workforce. Similar to national trends, the university s retirements are projected to significantly increase over the next five years. There were 466 employees, 9.65% of the staff workforce, who had met TRS eligibility criteria for retirement at August 31, 2012, i.e., prior to FY2013. An additional 14.1% will potentially reach retirement eligibility during the five year period of September 1, 2013 through August 31, Most employees already eligible or eligible within five years are in positions requiring post-secondary education, with 49.8% in Professional Non-Faculty positions and 19% in Executive/Administrative/Managerial. The university is faced with several challenges: 1. a significant number of staff employees are eligible to retire now and over the next five years; 2. the absence of a strategy to re-employ retirees; 3. fewer qualified individuals in the pipeline; 4. unique positions within the university; and, 5. the absence of an institutional continuity strategy. Historically, institutional continuity has not been embraced by institutions of higher education, but with approximately 24% of staff being eligible to retire by August 2017, it is imperative for the university to proactively and aggressively implement and integrate a long-term comprehensive Retirement FY2013 Page 4

5 strategy to meet these challenges and develop a robust, diverse workforce. This strategy should include mechanisms to 1. develop knowledge transfer programs, 2. rehire retired employees as consultants or temporary employees, 3. develop succession plans, 4. increase recruiting efforts to replace retiring workers, and 5. provide continuous professional development and growth throughout the ranks of the university. All organizations must take steps to respond to employee separations which results in lost productivity and an increase in both direct and indirect costs associated with turnover. The projected retirement trend provides a unique opportunity for management to be strategic in recruiting, career development, knowledge transfer and institutional continuity that minimizes disruption to productivity and contributes to organizational success. Report Content This report s primary emphasis is to display projected retirements for staff. Information is first presented about the university s staff workforce during the fall of FY2011, FY2012 and FY2013 as a referent point from which to view data specific to this report. There are seven data sets in the Analytics and Analyses portion of the report: Historical Retirements, Projected Retirements, Projected Retirements by Generations, Projected Retirements by EEO Job Categories, Projected Retirements by Management Span, Projected Retirements by Gender, Projected Retirements by Race/Ethnicity. Data sets are reported at the University level for FY2010 through FY2012 for historical retirements and FY2013 through FY2017 for projected retirements. Following the Analytics and Analyses is Appendix 1 which describes the data sources and scope, Appendix 2 which provides detail data for the university staff workforce; Appendix 3 which provides detail data by executive level, and Appendix 4 which provides supplemental data for the Academic Affairs divisions and colleges. Retirement FY2013 Page 5

6 # Employees University Staff Workforce Budgeted staff employees make up approximately 65% of the university s total budgeted workforce, and are generally employees who do not perform teaching responsibilities in their primary duties. Staff employees include a vast array of positions, from administrative assistant to nurse, police officer to lab technician, student development specialist to director. These employees daily provide the administrative, accounting, maintenance, and other support functions in nearly 170 departments that enable the university to fulfill its core mission of teaching, research and public service. The university s budgeted staff workforce declined from 5,949 employees in FY2011 to 4,834 by FY2013. The loss of 1,115 employees was a 19% reduction in the staff workforce in three years Headcount Trend A significant portion of the total loss was due to the outsourcing of dining, maintenance, custodial and landscape services, and the administrative staff to manage those services, at the end of FY2012, although there had been a general downward trend in employee headcount for several years % reduction in 3 years Fiscal Year The outsourcing had a significant impact on the types of jobs at the university as a majority of eliminated positions did not require formal degrees and many involved manual skilled labor with on the job education or training. As the workforce size changed, the proportion of employees in jobs with administrative, technical or officebased duties and formal education increased. Considering only the current reporting period in FY2013, Professional Non-Faculty is the largest single group of employees by EEO job categories, one in which employees must generally possess post-secondary degrees or a combination of formal education and experience. Skilled Craft and Service/Maintenance represent the smallest two of six job categories. Executive/Administrative/ Managerial and Professional Non-Faculty combined total 3,363 employees, and now represent nearly 70% of staff positions at the university. Secretarial/Clerical and Technical/Paraprofessional are the third and fourth largest groups with about 14% and 7% of the workforce respectively. The two smallest groups combined, Service/Maintenance and Skilled Craft, represent just over 9% of the workforce. Employees by EEO Job Category - FY2013 Prof 57.8% Sec Cler 13.7% Exec 11.8% Tech Para 7.3% Skilled 3.8% Service 5.6% Retirement FY2013 Page 6

7 # Employees # Employees Retirement Analytics and Analyses 1. Historical Retirements FY2010 FY2012 Historical retirement is a view of the number of employees who retired as a separation decision from university employment. Retirement as a separation decision is based on whether the employee met either early or normal-age retirement based on criteria by the Teacher s Retirement System (TRS). The eligibility rules for retirement under TRS are complex and take into consideration original employment dates under state employment, employment at Texas A&M University, age and number of contributing years in the TRS system. The TRS Rule of 80 is one of the common criteria which is a sum total of age in years and the number of years as a participating TRS member. In addition to early or normal-age, disability retirement eligibility rules apply. All retirements, as recorded in the personnel data system, are considered a separation of employment, regardless of whether the employee participated in TRS or the Optional Retirement Program (ORP), or the method by which an employee achieved eligibility, and are presented in these historical data. There was a 3.6% decrease in the number of retirements during the three years Fy2010 through Fy2012. The number of retirements was nearly the same for FY2010 and FY2011. There were four fewer retirements in FY2012 than the previous year, a 2.9% decrease Staff Retirements % decrease in 3 years Fiscal Year The decision when to separate employment through retirement is largely influenced by the point in time when TRS eligibility criteria for service time has been met, such as the month of January when typically TRS service credits increase by one increment. Most retirements occur between January and February because employees receive a full year of TRS credit once they have worked 90 working-days in a fiscal year (between September through August). On average, more than 40% of retirements occur during the months of January and February. Just over 20% of retirements during FY2012 occurred in the month of May, much higher than the 4% to 7% seen in prior years Staff Retirements by Month Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Fiscal Year Calendar Retirement FY2013 Page 7

8 # Years Age Employee age is the second half of eligibility criteria for retirement under the TRS Rule of 80. Much has been discussed in the media, government and labor industries about employees retiring later in life, and that trend can be seen at the university. The average age of retirement has changed little, about age 61, during the past three years. Most retirements are by employees in the 60 to 69 age range. In FY2010, 49.6% of retirements were 60 to 69 years of age, increased to 55.8% in FY2011, and decreased to 50.8% in FY2012. Retirements in the 50 to 59 age range were 40% of retirements in FY2010, and 36.6% in FY2012. Retirements for 70 to 79 years of age were about 7% to 8% infy2011 and FY2012, and increased to 10.5% in FY Age at Retirement Fiscal Year Average Age Employees retiring from the university generally have many years of experience and can represent a significant amount of institutional knowledge walking out the door. Reviewing the average longevity months of service recorded in the personnel data system, which includes all reported state service, it appears most employees have more than 20 years in state employment at retirement. The number of years of service at retirement has increased during each of the last three years, from 20.7 years to 22.1 years. An average of 53.8% of employees had 21 or more years of service at retirement during the last three years. Employees with between 26 and 30 years of service are the largest group of retiring employees, representing an average of 20% of retirements Average Years of Service at Retirement Fiscal Year Retirement FY2013 Page 8

9 Retirement decisions have an impact on the workforce diversity presence. Historical and projected data provides management with insight into opportunities for increasing efforts to attract and retain a diverse workforce. Retirements attributable to Female employees were 57.6% in FY2010 and 59.7% in FY2012. Retirements Attributed to Female Employees FY2010 FY2011 FY2012 Number of Retirements by Female Retirements Percentage Female 57.6% 57.2% 59.7% Retirements attributable to Minority employees were 29.5% in FY2010 and 33.6% in FY2012. Retirements Attributed to Minority Employees FY2010 FY2011 FY2012 Number of Retirements by Minority Retirements Percentage Minority 29.5% 24.6% 33.6% Retirement FY2013 Page 9

10 # Employees # Employees 2. Projected Retirements Projected retirement is a view of the number of employees that will potentially attain normal-age retirement under the TRS Rule of 80, which is a sum total of their age in years and either the number of years as a participating TRS member or the number of longevity years of service for employees participating in the ORP retirement plan. There are other methods to establish eligibility, such as early-age retirement, disability retirement, or purchasing back previous state service, however, this report provides the most standard and most-often used calculation for simplicity. Of course, an employee s decision to retire is a combination of professional, personal and financial decisions and typically involves many months or years of advance planning. As the nation s aging baby boomer generation cycles through their expected retirement decision timelines, university management can use these data to evaluate staffing needs in the future and also plan for a changing workforce. Just less than one quarter of staff employees have either met or will meet eligibility for retirement using TRS Rule of 80, i.e., normal-age retirement, by FY2017. If additional retirements occur for early-age or disability, there is the potential, even with increasing age at retirement, that the university could see a higher turnover from retirements than historically in the last three years. The number of employees who could retire by FY2017 is 1,148, averaging 229 retirements every year for five years. 466 employees have already met eligibility for retirement as of August 31, employees will meet eligibility between FY2013 and FY Employees Eligibile to Retire Based on TRS Rule of Pre Fiscal Year During the last three fiscal years, the average age of employees at retirement has been about 61 years. Actual retirement eligibility criteria is much more complex than strictly age, however, considering age as an indicator of potential retirements, a total of 939 employees have reached, or will reach, age 61 by FY Employees Reaching Age 61 for Potential Retirement Pre Fiscal Year Retirement FY2013 Page 10

11 # Employees 3. Projected Retirements by Generations Projected retirements by generations are the number of employees who attain retirement eligibility using the TRS Rule of 80 as viewed by a cohort of their cultural generation as defined by year of birth. Information about workforce generational loss from retirements may also help the organization develop strategies for institutional continuity management and provide mechanisms to enhance the transfer of knowledge. Most of the 1,148 employees potentially eligible to retire by FY2017 are in the Baby Boomers generation and surprisingly, there are potential retirements for employees in Generation X already on the near horizon. Nearly all employees in the Matures/Silent Generation will be retiring in the next five years or have already retired and are currently a working retiree at the university. 91% of employees eligible to retire are Baby Boomers (born from 1946 through 1964). 6.6% of eligible employees are in the Matures/Silent Generation (born before 1946). Generation X (born from 1965 through 1980) represents 2.4% of those eligible for retirement in five years Projected Retirement by Generations Pre Fiscal Year Matures/Silent Generation Baby Boomers Generation X Retirement FY2013 Page 11

12 # Employees # Employees 4. Projected Retirements by EEO Job Category Projected retirements by Equal Employment Opportunity (EEO) job category are the number of employees who attain retirement eligibility using the TRS Rule of 80 as viewed within the six staffrelated job groupings using EEO definitions assigned to each position s title. This provides a view of the potential loss of employees with specific levels of responsibility, knowledge and skills integral to the organization s mission. A seventh EEO job category, Faculty, is not represented in this report. As would be expected, the largest group of employees as classified by the EEO job categories would also represent the largest number of employees reaching retirement eligibility. Professional Non- Faculty comprises the greatest majority of those potentially retiring in the next five years. 52.8% of employees already eligible to retire are Professional Non-Faculty; over the next five years, Professional Non-Faculty continues to be the largest group of potential retirements. 27.5% of employees already eligible to retire are in the Executive/ Administrative/Managerial job category; these represent about 10% to 17% of retirements over the next five years. 10.3% of employees already eligible to retire are in Secretarial/Clerical positions; over the next five years, Secretarial/Clerical represent 13% to 20% of potential retirements Projected Retirement by EEO Job Category Pre Fiscal Year Exec Prof Sec Cler Skilled Tech Para Service Only numbers =>15 shown in chart data labels. Of the 1,148 eligible and projected retirements, nearly half of the employees are in Professional Non-Faculty job positions. 49.8% of potential retirements by FY2017 are employees in Professional Non-Faculty positions. 19% are in Executive/Administrative/ Managerial positions. 14.1% are in Secretarial/Clerical positions Projected Retirement by EEO Job Cateory 5 Year Exec Prof Sec Cler Tech Para Skilled Service Retirement FY2013 Page 12

13 # Employees # Employees 7. Projected Retirements by Management Span Projected retirements by management span are the number of employees who attain retirement eligibility using the TRS Rule of 80 as viewed through their Manager, Supervisor, Other (MSO) designation. The MSO codes are associated with each position based on scope of responsibility and can be used to determine an organization's span of control, i.e., the number of employees who directly report to a single manager or supervisor. A correlation generally exists between the span of control and the number of layers within an organization and may help identify efficiencies or improvements in distribution of work. The number of university staff employees classified as Other (non-management or non-supervisory) in MSO coding represent about 87% of the total workforce and as would be expected, represent the largest group of employees expected to retire in the next five years. 72.5% of employees already eligible to retire are non-management or nonsupervisory; this group represents between 83% and 90% of retirements in the next five years. 27.5% of employees already eligible to retire are in management positions; during the next five years, Managers/Supervisor are 11% to 17% of retirements each year Projected Retirement by Management Span Pre Fiscal Year Manager Supervisor Other Only numbers =>15 shown in chart data labels. 17 Of the 1,148 eligible and projected retirements, nearly three-fourths of the employees are in non-management or nonsupervisory roles. 80.5% of potential retirements by FY2017 are employees in positions coded as Other. 19.5% are in Manager or Supervisor positions Projected Retirement by Management Span 5 Year Manager Supervisor Other Retirement FY2013 Page 13

14 # Employees # Employees 7. Projected Retirements by Gender Projected retirements by gender are the number of employees who attain retirement eligibility using the TRS Rule of 80 as viewed by either female or male gender categories identified from employee personnel records. This information is useful to evaluate strategies that can successfully recruit, retain, compensate and develop employees in collaboration with outreach initiatives contributing to the university s diversity goals. Female employees represent about 57% of the workforce, and as would be expected, represent the greater portion of employees eligible to retire in five years. 54.3% of employees already eligible to retire are Female; during the next five years, Female employees represent from 54% to 66% of retirements each year. 45.7% of employees already eligible to retire are Male; during the next five years, Male employees represent from 34% to 46% of those eligible to retire each year Projected Retirement by Gender Pre Fiscal Year Female Male Of the 1,148 eligible and projected retirements, more than half of the employees are Female and closely mirror their representation in the staff workforce. 700 Projected Retirement by Gender 5 Year % of potential retirements by FY2017 are Female employees. 42.2% of potential retirements are Male employees Female Male Retirement FY2013 Page 14

15 # Employees # Employees 7. Projected Retirements by Race/Ethnicity Employees by race/ethnicity (referred hereafter as race) are the number of employees who attain retirement eligibility using the TRS Rule of 80 as viewed by one of eight race categories identified from employee personnel records. This information is useful to evaluate strategies that can successfully recruit, retain, compensate and develop employees in collaboration with outreach initiatives contributing to the university s diversity goals. Due to small numbers in several race categories, Other represents aggregated headcount for Native Hawaiian or Pacific Islander, American Indian or Alaska Native and Two or more races. Minority represents aggregated data for employees who self-identified as Black, Hispanic, Asian, American Indian, or Two or More Races; Non-Minority represents employees who self-identified as White. Minority employees represented about 30% of the workforce for many years, although that representation dropped to about 25% following the outsourcing of some campus functions at the end of FY2012. Over the course of the next five years, Minority employees eligible to retire are less than their representation in the workforce each year except for FY2013. Projected Retirement by Minority/Non-Minority 13.7% of employees already eligible to retire are Minority; during the next five years, Minority employees represent from 15% to 34% of retirements each year. 86.1% of employees already eligible to retire are Non-Minority; during the next five years, Non-Minority employees represent from 66% to 85% of those eligible to retire each year Pre Fiscal Year Minority Non-Minority Not Specified Of the 1,148 eligible and projected retirements, most employees are White and higher than their representation in the staff workforce of 74%. White are 81.5% of potential retirements by FY2017. Both Black and Hispanic are 7.8% of those eligible to retire in five years. Asian represent 2% of those eligible to retire Projected Retirement by Race/Ethnicity 5 Year White Black Hispanic Asian Am Ind Two+ Not Specified Retirement FY2013 Page 15

16 APPENDIX 1 Overview Texas A&M University is the flagship institution of The Texas A&M University System, with $1 billion budget and an endowment that typically ranks in the top five nationally among public universities. Playing a key role in the day-to-day operations of the university are about 4,800 staff that provide administrative service and support to future, current and former students, as well as faculty, researchers and campus visitors. The Staff Workforce Analytics and Trends is a series of reports developed by the Texas A&M University Human Resources organization to provide human resource-related information on budgeted staff employees at Texas A&M University College Station and Qatar. The reports include metrics on a variety of demographic and position-related data, relevant metrics, trends and commentary, and are provided to university management to increase awareness of the make-up of their organization, recognize efficiencies and take advantage of opportunities to build a productive and successful organization. The focus of these reports is on those employees considered to be budgeted staff employees; however the university also employs thousands of faculty, student employees, graduate assistants and seasonal employees. The report series include: Climate; Compensation; Demographics; Generations in the Workplace; Leave Benefits; Recruitment; Retirement; Training; and, Turnover. The reports are disseminated to selected university leadership and posted online on the Human Resources website. Scope of Retirement Report Data for historical retirements are transactional activity during the twelve months of fiscal years 2010, 2011 and Data for projected retirements are a snapshot of relevant information at October 31 of FY2013. Data are for active budgeted staff (non-faculty) positions in Part 02 ADLOCs and the current reporting executive and division/college levels. Data for employee and position-related data are from The Texas A&M University System DataWarehouse. Data presented in this report are for the university as a total and further displayed for numerical counts by Executivelevel reporting units and, if shown, Division/College level units. Executive-level reporting units include the colleges, divisions, departments, centers and/or other units that organizationally report directly to one of the eight units listed below: 1) President 2) Executive Vice President and Provost Academic Affairs 3) Vice President Administration 4) Vice President Marketing & Communications 5) Vice President Research 6) Vice President Student Affairs 7) Vice President & CFO Finance 8) University Accounts (temporary executive level as a result of FY2012 outsourcing of dining, maintenance, custodial and landscape services) Division/College level reporting includes all the departments, centers and/or other units that organizationally report directly to the Division/College. Methodology for Retirement Report TRS service was calculated at August 31 of each fiscal year. Working retirees on the A&M payroll were not included in projected retirement numbers. Employees who met or exceeded TRS Rule of 80 eligibility criteria at August 31, 2012 were categorized as eligible Pre- 2013; all other projected retirements were based on meeting the TRS Rule of 80 at August 31 of the five years FY2013 through FY2017 regardless whether the employee was on TRS or ORP retirement plans. Generational groups are defined by month and year of birth as follows: Matures/Silent Generation born before 01/1946; Baby Boomers born from 01/1946 through 12/1964; Generation X born from 01/1965 through 12/1980; Generation Y/Millenials born from 01/1981 through 12/1999. Retirement FY2013 Page 16

17 APPENDIX 2 - Detail Data for University Staff Workforce Number of Employees FY2011 FY2013 by Executive Level and EEO Job Category Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts EEO Job Category President FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint Retirement FY2013 Page 17

18 APPENDIX 3 - Detail Data by Executive Level Item 1 Number of Historical RetirementsFY2010 FY2012 EEO Job Category President Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof 6 6 Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint Retirement FY2013 Page 18

19 APPENDIX 3 - Detail Data by Executive Level Item 2 Number of Projected Retirements 1 Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts Fiscal Year President Pre-FY FY FY FY FY FY (1) Projected retirement is a view of the number of employees that will potentially attain normal-age retirement under the TRS Rule of 80, which is a sum total of their age in years and either the number of years as a participating TRS member or the number of longevity years of service for employees participating in the ORP retirement plan. Retirement FY2013 Page 19

20 APPENDIX 3 - Detail Data by Executive Level Item 3 Number of Projected Retirements by Generations Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts Generations President Pre-FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials FY2013-FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials Retirement FY2013 Page 20

21 APPENDIX 3 - Detail Data by Executive Level Item 4 Number of Projected Retirements by EEO Job Category Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts EEO Job Category President Pre-FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint Retirement FY2013 Page 21

22 APPENDIX 3 - Detail Data by Executive Level Item 5 Number of Projected Retirements by Management Span Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts MSO Category President Pre-FY Manager Supervisor Other FY FY Manager Supervisor Other Retirement FY2013 Page 22

23 APPENDIX 3 - Detail Data by Executive Level Item 6 Number of Projected Retirements by Gender Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts Gender President Pre-FY Female Male FY FY Female Male Retirement FY2013 Page 23

24 APPENDIX 3 - Detail Data by Executive Level Item 7 Number of Projected Retirements by Race/Ethnicity Race/Ethnicity President Exec V.P. & Provost - Acad Affairs Admin Mar & Comm Research Student Affairs V.P. & Cfo - Finance Univ Accounts Pre-FY White Black Hispanic Asian American Ind 1 1 Hawaiian Two or More Not Specified 1 1 FY FY White Black Hispanic Asian 9 9 American Ind Hawaiian Two or More Not Specified 2 2 Retirement FY2013 Page 24

25 APPENDIX 4 Supplemental Data for Academic Affairs Item 1 Number of Historical Retirements FY2010 FY2012 Executive VP & Provost / Colleges EEO Job Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Science Tamu Qatar Veterinary Medicine FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint 1 1 FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft 1 1 Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft 1 1 Service/Maint Executive VP & Provost / Non-College Divisions Div: Asso Prov Div: AA Undergrad Admin- Pgm & Acad Prov & Dean Prov-Grad EEO Job istration Srv Of Faculties Studies Vp External Affairs Vp For Acad Services Div: Library Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint Retirement FY2013 Page 25

26 APPENDIX 4 Supplemental Data for Academic Affairs Item 2 Number of Projected Retirements 1 Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine Fiscal Year Science Pre-FY FY FY Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology Fiscal Year Div: Library Pre-FY FY FY (2) Projected retirement is a view of the number of employees that will potentially attain normal-age retirement under the TRS Rule of 80, which is a sum total of their age in years and either the number of years as a participating TRS member or the number of longevity years of service for employees participating in the ORP retirement plan. Retirement FY2013 Page 26

27 APPENDIX 4 Supplemental Data for Academic Affairs Item 3 Number of Projected Retirements by Generations Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine Generations Science Pre-FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials FY FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology Generations Div: Library Pre-FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials FY FY Matures/Silent Gen Baby Boomers Generation X Gen Y/Millenials Retirement FY2013 Page 27

28 APPENDIX 4 Supplemental Data for Academic Affairs Item 4 Number of Projected Retirements by EEO Job Category Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine EEO Job Category Science Pre-FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint FY FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof Skilled Craft Service/Maint Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology EEO Job Category Div: Library Pre-FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof 7 7 Skilled Craft Service/Maint FY FY Exec/Admin/Mgr Prof Non-Faculty Secr/Clerical Tech/Paraprof 5 5 Skilled Craft 1 1 Service/Maint Retirement FY2013 Page 28

29 APPENDIX 4 Supplemental Data for Academic Affairs Item 5 Number of Projected Retirements by Management Span Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine MSO Category Science Pre-FY Manager Supervisor Other FY FY Manager Supervisor Other Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology MSO Category Div: Library Pre-FY Manager Supervisor Other FY FY Manager Supervisor Other Retirement FY2013 Page 29

30 APPENDIX 4 Supplemental Data for Academic Affairs Item 6 Number of Projected Retirements by Gender Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine Gender Science Pre-FY Female Male FY FY Female Male Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology Gender Div: Library Pre-FY Female Male FY FY Female Male Retirement FY2013 Page 30

31 APPENDIX 4 Supplemental Data for Academic Affairs Item 7 Number of Projected Retirements by Race/Ethnicity Executive VP & Provost / Colleges Agriculture And Life Sciences Architecture Bush School Of Gov't & Public Srv Education Engineering Geosciences Liberal Arts Mays Business School Tamu Qatar Veterinary Medicine Race/Ethnicity Science Pre-FY White Black Hispanic Asian American Ind Hawaiian Two or More Not Specified FY FY White Black Hispanic Asian American Ind 1 1 Hawaiian Two or More Not Specified 1 1 Executive VP & Provost / Non-College Divisions Div: AA Administration Div: Asso Prov Undergrad Pgm & Acad Srv Prov & Dean Of Faculties Prov-Grad Studies Vp External Affairs Vp For Acad Services Div: Vice Provost For Acad Affairs Div: Vp & Assoc Prov - Instit Diversity Div: Vp & Assoc Prov- Info Technology Race/Ethnicity Div: Library Pre-FY White Black Hispanic Asian American Ind 1 1 Hawaiian Two or More Not Specified 1 1 FY FY White Black Hispanic Asian American Ind 1 1 Hawaiian Two or More Not Specified 1 1 Retirement FY2013 Page 31