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![EN] [https://faculty.kfupm.edu.sa/COE/gutub/English_Misc/Retire1.htm Source] | ! width="50%" |[EN] [https://faculty.kfupm.edu.sa/COE/gutub/English_Misc/Retire1.htm Source] | ||
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|By Sing Lin, Ph.D. 林星雄 博士 | |By Sing Lin, Ph.D. 林星雄 博士 | ||
|Par Sing Lin, docteur en médecine 林星雄 | |Par Sing Lin, docteur en médecine 林星雄 博士 | ||
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|Member of National Council of Chinese Institute of Engineers – USA/Greater New York Chapter, and Member of Board of Director of National Taiwan University Alumni Association – Greater New York | |Member of National Council of Chinese Institute of Engineers – USA/Greater New York Chapter, and Member of Board of Director of National Taiwan University Alumni Association – Greater New York | ||
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|Dr. Ephrem (Siao Chung) Cheng provided the important results in the following Table 1 and the associated chart from an actuarial study of life span vs. age at retirement. The study was based on the number of pension checks sent to retirees of Boeing Aerospace. | |Dr. Ephrem (Siao Chung) Cheng provided the important results in the following Table 1 and the associated chart from an actuarial study of life span vs. age at retirement. The study was based on the number of pension checks sent to retirees of Boeing Aerospace. | ||
|Le Dr Ephrem (Siao Chung) Cheng a présenté les résultats importants du tableau 1 suivant et du tableau connexe d'une étude actuarielle sur l'espérance de vie et l'âge à la retraite. L'étude était basée sur le nombre de chèques de pension envoyés aux retraités de Boeing Aerospace. | |Le Dr Ephrem (Siao Chung) Cheng a présenté les résultats importants du tableau 1 suivant et du tableau connexe d'une étude actuarielle sur l'espérance de vie et l'âge à la retraite. L'étude était basée sur le nombre de chèques de pension envoyés aux retraités de Boeing Aerospace. | ||
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| colspan="2" |[[Fichier:Boeing.png|alt=Logo Boeing|centré|vignette|300x300px]] | |||
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|Table 1 – Actuarial Study of life span vs. age at retirement. | |Table 1 – Actuarial Study of life span vs. age at retirement. | ||
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|66.8 | |66.8 | ||
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|[[Fichier:Impact of retirement age.gif|alt=Impact of retirement age|centré|vignette|489x489px|Impact | |[[Fichier:Impact of retirement age.gif|alt=Impact of retirement age|centré|vignette|489x489px]] | ||
|[[Fichier:Impact de l’âge du départ à la retraite.png|centré|vignette|480x480px]] | |||
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|[[Fichier:Actuarial study of age at retirement Vs Life span.gif|alt=Actuarial study of age at retirement Vs Life span|centré|vignette|480x480px| | |[[Fichier:Actuarial study of age at retirement Vs Life span.gif|alt=Actuarial study of age at retirement Vs Life span|centré|vignette|480x480px]] | ||
|[[Fichier:Espérance de vie Vs âge de départ à la retraite.png|centré|vignette|480x480px]] | |||
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|Table 1 and the chart indicate that for people retired at the age of 50, their average life span is 86; whereas for people retired at the age of 65, their average life span is only 66.8. An important conclusion from this study is that for every year one works beyond age 55, one loses 2 years of life span on average. | |Table 1 and the chart indicate that for people retired at the age of 50, their average life span is 86; whereas for people retired at the age of 65, their average life span is only 66.8. An important conclusion from this study is that for every year one works beyond age 55, one loses 2 years of life span on average. | ||
|Le tableau 1 et le graphique indiquent que l'espérance de vie moyenne des retraités de 50 ans est de 86 ans, tandis que celle des retraités de 65 ans n'est que de 66,8 ans. Une conclusion importante de cette étude est que pour chaque année où l'on travaille au-delà de 55 ans, on perd en moyenne 2 ans de vie. | |Le tableau 1 et le graphique indiquent que l'espérance de vie moyenne des retraités de 50 ans est de 86 ans, tandis que celle des retraités de 65 ans n'est que de 66,8 ans. Une conclusion importante de cette étude est que pour chaque année où l'on travaille au-delà de 55 ans, on perd en moyenne 2 ans de vie. | ||
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|The Boeing experience is that employees retiring at age of 65 receive pension checks for only 18 months, on average, prior to death. Similarly, the Lockheed experience is that employees retiring at age of 65 receive pension checks for only 17 months, on average, prior to death. Dr. David T. Chai indicated that the Bell Labs experience is similar to those of Boeing and Lockheed based on the casual observation from the Newsletters of Bell Lab retirees. A retiree from Ford Motor told Dr. Paul Tien-Lin Ho that the experience from Ford Motor is also similar to those in Boeing and Lockheed. | |The Boeing experience is that employees retiring at age of 65 receive pension checks for only 18 months, on average, prior to death. Similarly, the Lockheed experience is that employees retiring at age of 65 receive pension checks for only 17 months, on average, prior to death. Dr. David T. Chai indicated that the Bell Labs experience is similar to those of Boeing and Lockheed based on the casual observation from the Newsletters of Bell Lab retirees. A retiree from Ford Motor told Dr. Paul Tien-Lin Ho that the experience from Ford Motor is also similar to those in Boeing and Lockheed. | ||
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===== 3. Changing Trend of US Pension Plans ===== | =====3. Changing Trend of US Pension Plans===== | ||
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===== 3. Évolution de la tendance des régimes de retraite américains ===== | =====3. Évolution de la tendance des régimes de retraite américains===== | ||
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|The traditional pension plans of many major US companies used to place a lot of value on the experience of long-term older employees by increasing the pension money rapidly and nonlinearly for long-term employees as their age + service year increases beyond the threshold of the rule of 75. Most long-term employees cross this critical threshold at about the age of 55. On the other hand, the early retirees incur very heavy penalty in pension and in other associated retiree benefits (e.g., employer paid medical insurance, employer paid life insurance, death benefits for family, etc.) when they retire before they meet the rule of 75. | |The traditional pension plans of many major US companies used to place a lot of value on the experience of long-term older employees by increasing the pension money rapidly and nonlinearly for long-term employees as their age + service year increases beyond the threshold of the rule of 75. Most long-term employees cross this critical threshold at about the age of 55. On the other hand, the early retirees incur very heavy penalty in pension and in other associated retiree benefits (e.g., employer paid medical insurance, employer paid life insurance, death benefits for family, etc.) when they retire before they meet the rule of 75. | ||
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===== 4. Conclusion and Recommendations ===== | =====4. Conclusion and Recommendations===== | ||
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===== 4. Conclusion et recommandations ===== | =====4. Conclusion et recommandations===== | ||
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|The most precious, creative and innovative period in your life is the 10-year period around the age of 32. Plan your career path to use this precious 10-year period wisely and effectively to produce your greatest achievements in your life. | |The most precious, creative and innovative period in your life is the 10-year period around the age of 32. Plan your career path to use this precious 10-year period wisely and effectively to produce your greatest achievements in your life. | ||
|La période la plus précieuse, la plus créative et la plus innovante de votre vie est la période de 10 ans | |La période la plus précieuse, la plus créative et la plus innovante de votre vie est la période de 10 ans autour de l'âge de 32 ans. Planifiez votre cheminement de carrière afin d'utiliser cette précieuse période de 10 ans avec sagesse et efficacité pour produire les plus grandes réalisations de votre vie. | ||
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|The pace of innovations and technology advances is getting faster and faster and is forcing everybody to compete fiercely at the Internet speed on the information super-highways. The highly productive and highly efficient workplace in USA is a pressure-cooker and a high-speed battleground for highly creative and dynamic young people to compete and to flourish. | |The pace of innovations and technology advances is getting faster and faster and is forcing everybody to compete fiercely at the Internet speed on the information super-highways. The highly productive and highly efficient workplace in USA is a pressure-cooker and a high-speed battleground for highly creative and dynamic young people to compete and to flourish. | ||