The retirement policy for faculty and staff members is clearly defined at Point Loma Nazarene University.

1. Tenured Faculty
   Normal retirement for tenured faculty is at the end of the academic year during which the 65th birthday occurs. Of course, retirement can occur before age 65. Faculty members wishing to retire should notify their college dean no later than January 1 of their final academic year. If they participate in the PLNU retirement plan, and/or wish to obtain COBRA or Medicare/supplemental health coverage, they should meet with the Associate Vice President for Human Resources a minimum of four months prior to when they wish to begin receiving benefits.

It is possible for employment to continue beyond the normal retirement age of 65 as long as the faculty member demonstrates their ability to satisfactorily perform their responsibilities.

2. Individualized Early Retirement Plan (Partial or Phased Retirement)

1. A faculty member with rank of associate professor or higher may opt for a flexible early retirement program (IRP) at any point after reaching age 55. This provision is designed to permit a faculty member to commit greater time and energy to other areas such as research, writing, lecturing, or traveling as long as the individualized retirement plan does not adversely affect the quality of the academic program.
2. Procedure. The basic framework for the IRP must be worked out between the professor (who initiates the procedure) and the college dean. The appropriate department chair/school dean is then consulted by the college dean. The final program must be approved, in writing, by the Provost.
3. Basic Elements. Each IRP is expected to be unique. However, the following variations are typical of options which might be approved.
   • A leave of absence (one semester to a full year) without salary
   • A partial teaching load with proportionately reduced salary
   • A cooperative employment contract with other appropriate agencies, such as another university, church, social agency, or business
   • A phased reduction of teaching load and salary
4. Conditions. During all phases of IRP the faculty member maintains his/her present rank, though promotion or tenure is not possible. At the inception of the IRP, the faculty member voluntarily gives up tenure and returns to an annual contract, the conditions of which may be specified in the IRP. Throughout the IRP the faculty member, if at least half-time, is eligible for all University-paid benefits, except for long-term disability, on a pro rata basis.
5. Rescission. Should it become apparent that the IRP is adversely affecting an academic program, the IRP recipient is to be given a one-year written notification. At the close of the one-year notice, the IRP recipient may be fully retired by action of the University or may, by mutual agreement, be returned to full-time status on an annual contract. This provision is designed to protect a growing department/ from being locked-in to an adjunct faculty member when a full-time faculty member is needed, and to protect the University in times of program reduction, retrenchment or realignment.
6. Additional Guidelines. The IRP program is designed to maximize a faculty member's contributions to the University and its greater constituencies. It is not designed to phase out weak faculty members. IRP participants are required to continue full participation in the faculty evaluation program and are expected to maintain high standards of excellence in the classroom. Sagging performance, lowering student evaluations, lack of currency and other potential problems of the aging professoriate are dealt with through other specified and appropriate means, not through the IRP.
   
   The IRP is not a "sick leave policy" and should not be used as such. It is appropriate, however, for an individual to elect an IRP in order to conserve energy and thus ensure peak performance up until the normal retirement age. An IRP recipient should not expect to (though they may under some conditions) maintain such amenities as prime office space, preferred class assignments, etc.

3. Post-Retirement Benefits

Full-time faculty who choose to retire after having reached age 59 1/2 and have ten years of continuous full-time service (an official leave-of-absence would not affect continuous service, but would not count toward the ten years of service), are eligible for the following benefits and courtesies:

• A life-time pass to regularly scheduled athletic events
• Faculty privileges in the Nicholson Dining Room
• Library privileges
• Discounts at the University bookstore
• Complimentary tickets to cultural events
  

4. Retirement Fund Seminars

The University makes available to all employees retirement counseling and related seminars as needed to assist in retirement planning.