DOI
10.3386/w17538
Abstract
We evaluate potential determinants of enrollment in an early retirement incentive program for non-tenure-track employees of a large university. Using administrative record on the eligible population of employees not covered by collective bargaining agreements, historical employee count and layoff data by budget units, and public information on unit budgets, we find dips in per-employee finance in a budget unit during the application year and higher recent per employee layoffs were associated with increased probabiliites of eligible employee program enrollment. Our results also suggest, on average, that employees whose salaries are lower than we would predict given their personal characteristics and job titles were more likely to enroll in the early retirement program. To the extent that employees' compensation reflects their productivity, as it should under a pay system in which annual salary increases are based on merit, this finidng suggests that adverse selection was not a problem with the program. That is, we find no evidence that on average the "most productive" employees took the incentive.
Document Type
Restricted Working Paper: Campus only access
Publication Date
10-2011
Publisher Statement
Copyright © 2011, NATIONAL BUREAU OF ECONOMIC RESEARCH.
DOI: https://doi.org/10.3386/w17538
The definitive version is available at: https://www.nber.org/papers/w17538
Recommended Citation
“Adverse Selection and Incentives in an Early Retirement Incentive Program,” (with Kenneth Whelan, Ronald Ehrenberg and Ronald Seeber), Research in Labor Economics, Volume 36, 159- 190, 2012. https://www.nber.org/papers/w17538
