The RTP is a collaborative program between Portland State University and the PSU-AAUP designed to provide members with options for a rewarding transition to retirement. By offering flexible work arrangements, the program supports the individual needs of retiring faculty and academic professionals while helping university units plan for long-term employee transitions.
Eligibility Requirements
To participate in the RTP, an employee must meet the following criteria:
- Must be an AAUP-represented employee.
- Must be at least 55 years old on the planned retirement date OR have at least 30 years of uninterrupted service at PSU.
- Must be fully vested in PERS or ORP by the planned retirement date.
Key Dates
Applications must be submitted to your Department Chair or supervisor according to the following schedule:
- For retirements that will occur in 2026-2029: Apply by April 15, 2026.
- For retirements that will occur in 2027-2030 : Apply by March 15, 2027.
- For retirements that will occur in 2028-2031 : Apply by March 15, 2028.
For this academic year (2025-2026), the University and PSU-AAUP have agreed that, if approved, applications are due to the Provost's office from the Dean by May 27, rather than April 30, as stated in the MOA E(8). An exception applies to those in departments identified for potential reduction; such applications are due within 10 working days of a Provisional Plan announcement.
Application Template and Retirement Transition Agreement (RTA)
Summary of Application and Approval Process
Step 1: Preliminary Consultation
- Contact your Department Chair or supervisor at least one month prior to the application deadline to begin an early dialogue about rebalancing or reducing work duties. This discussion is non-binding and does not constitute a formal commitment or approval.
Step 2: Departmental Review
- Submit your formal application (see forms below) by the specified deadline (see key deadlines above). The Chair/supervisor reviews the impact on unit needs and forwards a recommendation to the Dean within 10 working days. The chair/supervisor may request a meeting to discuss the plan, and the employee may elect to revise their application based on that meeting.
Step 3: Dean's Review and Decision
- The Dean will review and consider budgetary impacts, staffing needs, and strategic goals. If approved, you and your Chair finalize the formal Retirement Transition Agreement (RTA). If denied, the Dean provides a written explanation detailing the specific reasons for denial.
Step 4: Provost Review and Approval
- Final RTAs are forwarded to the Provost for review by April 30 of each year. The Provost may request revisions or deny the RTA with a written explanation.
Step 5: Final Signatures and Agreement
- The agreement is routed for signatures from the employee, Chair, Dean, Provost, and Human Resources. The RTA becomes effective only once the last person has signed. The executed agreement is uploaded to your official personnel file.
Summary of Program Options
The Retirement Transition Agreement, once fully executed, is irrevocable and cannot be changed except as expressly set forth below or by mutual agreement of the University and the employee, with notification to the Association. As part of the agreement, the member agrees to relinquish their position/tenure on the chosen retirement date.
Eligible members can choose between two primary paths for their transition period:
| Feature | Option 1: One-Year Effort Redistribution | Option 2: Phased FTE Reduction (One to Three Years) |
|---|
| Eligibility | Tenured faculty
NTTF-I/CA | Tenured faculty
NTTF-I/CA
Academic professionals who have
successfully completed their trial service period |
|---|
| Duration | Final year of service | One to three academic years. |
|---|
| FTE Status | Remains at current FTE (typically 1.0). | Reduced to 0.50 or 0.75 FTE.
The FTE can remain the same during the transition period or
be lowered in the subsequent years
(i.e., can not increase from 1 year to another). |
|---|
| Workload | Up to 50% of teaching/service is redistributed to other duties. | Teaching, research, and service or
work assignment duties are reduced proportionately. |
|---|
| Compensation | Full salary and benefits. | Prorated salary and fringe benefits are to the reduced FTE. |
|---|
| Healthcare Benefits | Full healthcare benefits | Full healthcare benefits |
|---|
| Sabbatical | Allowed during the transition year if previously approved. | Not allowed during the phasing period. |
|---|
| Individual Professional Development Account (IPDA) | Maintain full access, full annual contribution | Maintain full access, annual contributions prorated |
|---|
| Emeritus | Faculty members eligible to seek emeritus status may seek that status in accordance with applicable departmental and University procedures
as part of the final year of their RTP agreement, following the regular promotion and tenure cycle or the November-December cycle. |
|---|
| Reviews | Not required to complete Post-Tenure Review (PTR) or Post-Continuous Appointment Review (PCAR) during the final year. |
|---|
Memorandum of Agreement
FAQs
- Which options are available for my position?
- Tenured faculty and non-tenure-track faculty on continuous appointment (NTTF-I/CA) may elect either Option 1 or Option 2.
- Academic professionals who have successfully completed their trial service period may only elect Option 2.
- Is the Retirement Transition Agreement (RTA) permanent?
- Yes, once a Retirement Transition Agreement (RTA) is fully executed, it is irrevocable.
- It cannot be changed except by mutual agreement between the University and the employee (with notification to the Association) or as specifically outlined in the MOA regarding layoffs.
- Signing the RTA includes an agreement to relinquish your position and tenure or continuous appointment on your retirement date.
- Will I still receive healthcare benefits?
- Yes, employees participating in either Option 1 or Option 2 continue to receive full healthcare benefits.
- How are my salary and other benefits impacted by a reduced FTE (Option 2)?
- For Option 2, your salary, retirement contributions, leaves, and other fringe benefits will accrue at a prorated amount consistent with your reduced FTE.
- Can I still access my Individual Professional Development Account (IPDA)?
- Yes, you will have access to your full IPDA and distributions through your effective retirement date.
- However, if you choose the reduced FTE option, the University’s annual contributions to your IPDA will be prorated.
- Am I still required to complete Post-Tenure Review (PTR) or Post-Continuous Appointment Review?
- No; employees in the RTP are no longer required to complete a PTR or PCAR while in the transition periods. If you are already under review during the same year you apply for the RTP, you will continue the review.
- Can I take a sabbatical during my transition period?
- Option 1: Yes, if you were already eligible and approved through the normal process.
- Option 2: No, participants in the phased FTE reduction may not take a sabbatical during the phasing period.
- If I am approved for a sabbatical, can I still enter the program?
- Yes, you may choose Option 1. If you take a sabbatical during an Option 1 transition year, you are deemed to have satisfied the obligation to return to PSU.
- What if my department is facing potential layoffs or restructuring due to Article 22?
- You cannot be denied participation solely because your program or unit is subject to restructuring or elimination.
- If your position is in a department identified for potential reduction, you may submit a "timely" RTA application within 10 working days of a provisional plan announcement.
- If you are in Option 2 and receive a layoff notice, and you have a completed RTA you may elect to return to your original FTE level for the remainder of your employment.