Sent to: Michigan Engineering faculty and staff on May 27, 2025
Dear Faculty and Staff Colleagues:
Thank you to everyone who participated in our most recent faculty meeting and staff town hall. These conversations highlighted both the many accomplishments we can be proud of across the College and the challenges we face while navigating a rapidly shifting landscape.
To proactively position the College, we are taking steps to ensure long-term financial stability and resilience. One such step is the launch of a voluntary Retirement Incentive Program for retirement-eligible staff and tenured and tenure-track faculty members in the College of Engineering.
Shortly, all staff and tenured and tenure-track faculty members will receive a follow-up message with additional information about the program and specific eligibility criteria. The message to T&TT faculty will come from Professor Mingyan Liu, associate dean for academic affairs, and the message to staff will come from Debbie Mero, senior executive director of administration and chief financial officer.
If you have questions after reviewing the follow-up message, please don’t hesitate to reach out to the College’s Resource Planning and Management HR team at [email protected].
Thank you for your dedication, professionalism, and continued contributions during this time.
Sincerely,
Karen A. Thole, Ph.D.
Robert J. Vlasic Dean of Engineering
Follow up: T/TT Voluntary Retirement Incentive Program
Sent to: Michigan Engineering faculty on May 27, 2025
Dear Faculty Colleagues,
I am writing to follow up on the voluntary retirement incentive opportunity that Dean Thole mentioned in her email earlier today. We are grateful for your contributions to Michigan Engineering’s successes. Our aim is to manage this transition thoughtfully and smoothly, benefiting both the organization and our valued employees.
This voluntary retirement incentive program provides four potential options for retirement eligible faculty within the College of Engineering.
Eligibility Criteria:
- You must be eligible to retire as of December 31, 2025 per University policies. Please confirm your eligibility by contacting the Shared Services Center (SSC).
- You have not entered into any existing retirement agreement.
- Option A only: You must be currently eligible for a one-year furlough year per the University’s SPG 201.81.
Optional Faculty Retirement Incentive Program Choices:
- Option A – One-Year Furlough (faculty hired before January 1, 1984):
Faculty members who are currently eligible for a one-year furlough per the University’s SPG 201.81 will take their furlough year in calendar year 2026. In addition, should they elect to participate in the program, they will receive a lump sum payment equivalent to 4.5 months of their current nine-month academic year salary, less applicable withholding. This payment will be made within 30 days of completion of the furlough and formal retirement from the University effective December 31, 2026. - Option B – One-Year Furlough (faculty hired on or after January 1, 1984):
Faculty members who are eligible to retire as of December 31, 2025 and wish to participate in the program will be offered a one-year furlough year for the calendar year 2026 as a transitional period before full retirement. During this time, they will receive their regular nine-month academic year salary and will maintain benefits. Upon completion of the furlough year, the faculty member will be placed on full retirement effective December 31, 2026. This choice is for those faculty ineligible for furlough under SPG 201.81. - Option Fall – Retirement (retirement date: December 31, 2025):
Faculty members who are eligible to retire as of December 31, 2025, may elect to retire as of December 31, 2025. Those individuals who elect to retire without taking the one-year furlough outlined above will receive a lump sum payment equivalent to their current nine-month academic year salary, less applicable withholding. This payment will be made within 30 days of completion of their appointment and formal retirement from the University. Faculty who choose this option will be eligible to be paid to teach in an emeritus appointment (pending Regental approval of their emeritus title, if applicable) beginning winter 2026.
- Option Winter – Retirement (retirement date: May 24, 2026):
Faculty members who are eligible to retire as of December 31, 2025, may elect to retire on May 24, 2026. Those individuals will receive a lump sum payment equivalent to 4.5 months of their current nine-month academic year salary, less applicable withholding. This payment will be made within 30 days of completion of their appointment and formal retirement from the University. Faculty who choose this option will be eligible to be paid to teach in an emeritus appointment (pending Regental approval of their emeritus title, if applicable) beginning fall 2026.
Important Notice:
Participation in this program requires that you relinquish your university-assigned office and/or lab space upon your furlough start date. Exceptions will be made for time required to complete existing funded projects and for existing doctoral students in which you serve as the primary advisor to complete their research. This is to ensure a smooth transition and facilitate the university’s ongoing academic and research efforts.
Faculty members participating in this program must provide a spending plan for any remaining discretionary funds. Spending plans will be reviewed and approved by the College. The use of discretionary funds will not be authorized to purchase equipment. However, funds may be used for items such as student support, computers, travel, professional memberships, etc. Any funds remaining upon retirement or expiration of the spending plan will revert back to the College.
Participation in this program is entirely voluntary. I encourage you to consult with the SSC-Benefits team, your supervisor, and your attorney/financial advisor as you consider this opportunity.
Questions about the program should be directed to [email protected]. If you would like to request an individualized meeting to discuss the program, RPM HR will make arrangements to schedule the meeting within 48 business hours of the request. Please note that local HR representatives can not advise on retirement income or staff benefits in retirement. Questions related to eligibility, income and benefits should be directed to the Shared Services Center (SSC) or the appropriate retirement investment firm.
If you are interested in participating in the CoE Faculty Voluntary Retirement Incentive Program, please confirm your retirement eligibility with the SSC and complete the Voluntary Retirement Incentive Program Form by July 14, 2025. Once you have completed this form, you will receive a retirement incentive letter and an Acknowledgment and Release of Claims form that must be signed and returned no later than July 28, 2025. For your reference, attached to this email is the Acknowledgement and Release of Claims document all program participants will be required to sign.
We hope this program provides you with valuable options and support as you plan your future. We are thankful for your dedicated service to the College of Engineering and the University of Michigan.
Sincerely,
Mingyan Liu
Associate Dean for Academic Affairs
Staff Retirement Incentive Program
Sent to: Michigan Engineering staff on May 27, 2025
Dear Valued Colleague,
I am writing to follow up on the voluntary retirement incentive opportunity that Dean Thole mentioned in her email earlier today. We are grateful for your contributions to Michigan Engineering’s successes. We aim to manage this transition thoughtfully and smoothly, benefiting both the organization and our valued employees.
In this light, we are presenting a voluntary retirement incentive program for non-bargained-for personnel who are retirement-eligible as of June 30, 2025, who are paid at least 60% of their effort from non-sponsored funds, and belong to any staff career family in the College of Engineering. Staff who have already submitted a formal notice of intent to retire are not eligible to participate. This program consists of two parts: one targeted at leadership and research administrative staff, and another for all other eligible College of Engineering staff.
Questions about the program should be directed [email protected]. If you would like to request an individualized meeting to discuss the program, RPM HR will make arrangements to schedule the meeting within 48 hours of the request. Please note that local HR representatives can not advise on retirement income or staff benefits in retirement. Questions related to eligibility, income, and benefits should be directed to the Shared Services Center or the appropriate retirement investment firm.
Program Details:
For Non-Leadership and Non-Research Administrative Staff:
Non-leadership staff are defined as those who do not serve as the senior staff person in a department, unit, lab, or program.
- Eligible staff in these roles will retire effective August 31, 2025.
- These employees will receive a severance package equivalent to nine months’ salary (less applicable taxes) by September 30, 2025, contingent on completing offboarding responsibilities.
- Employees are not eligible to be rehired as regular employees for a period of two years post-retirement.
- Rehiring decisions will adhere to standard departmental policies.
For Leadership and Research Administrative Staff:
Leadership staff are defined as those who serve as the senior staff person in a department, unit, lab, or program.
- Staff in these roles are expected to assist with transitioning processes, including replacing key retiring employees, reorganizing and transitioning work, and helping recruit and hire their successors.
- Research administrative staff need to ensure a smooth transition of duties, as determined by department or unit leadership.
- Eligible staff in these roles will retire between October 31, 2025, and December 31, 2025.
- They will receive a severance package equivalent to nine months’ salary (less applicable taxes) within thirty days of their retirement effective date, after completing their offboarding responsibilities.
- Employees are not eligible to be rehired as regular employees for a period of two years post-retirement.
- Rehiring decisions will follow standard departmental policies.
If you are interested in participating in the CoE Voluntary Staff Retirement Incentive Program, please confirm your retirement eligibility with the SSC and complete the 2025 College of Engineering Staff Retirement Incentive Program Request Form by July 14, 2025. Once you have completed this form, you will receive a retirement incentive letter and your Acknowledgment and Release of Claims form that must be signed and returned no later than July 28, 2025. For your reference, attached to this email are the Acknowledgement and Release of Claims document, which all program participants will be required to sign.
Participation in this program is entirely voluntary. I encourage you to consult with the SSC-Benefits team, your supervisor, and your attorney/financial advisor as you consider this opportunity.
We deeply value your contributions to the College of Engineering and wish you every success in your future endeavors.
Questions about the retirement incentive program can be directed to [email protected].
Sincerely,
Debbie Mero
Senior Executive Director of Administration and Chief Financial Officer