With an increasing number of baby boomers retiring across the nation, members of the University community say increased emphasis needs to be made on recruiting quality faculty members — a goal that can be reached by increasing benefits.

Amid difficult economic times, benefit funding has been slashed in the past few years, causing concern for University members who worry this will discourage potential employees from choosing to work at the University, especially with rising competition among rival schools.

Fred Askari, clinical associate professor in the Department of Internal Medicine at the University and director of the Wilson Disease Center of Excellence, said he is concerned that benefits cuts have made the University a less viable option for many talented educators considering engaging in work at the University.

He said that while many University employees often don’t earn as much as they would if they were to partake in careers in the private sector, colleges have historically had exceptional benefits. However, due to recent economic hardships plaguing the state and government pressure to cut costs, he said University benefits have gone from exceptional to ordinary.

“Benefits have been cut to make us average,” Askari said. “And obviously that’s a concern for recruitment and retention.”

According to Askari, a main focus for the University over the next ten years will be replacing upwards of half of its faculty due to retirements and departures. He added the national increase in retirement rates will spur competition for retaining current faculty and hiring employees from younger demographics, and that health benefits will play a key role in determining the schools they chose to work with.

“We do have a great benefits package, it’s more that our goal is not to be average when we’re entering a competition for faculty and for hiring,” Askari said.

Askari acknowledged that difficult economic circumstances in the state make it difficult to simultaneously balance providing employees with great benefits, competing with the best faculty internationally and cutting costs.

“We have competition agendas,” he said. “One is cost containment. What are we doing in the face of budget reductions and a state with a dwindling population … and economic hard times and a state budget?” he said.

Askari added that providing tuition waivers — assistance in the cost of attendance for children of faculty members, currently offered at various schools around the nation — and increased disability benefits for employees is crucial in restoring the University’s reputation as an above average institution in terms of employee benefit programs.

Renee Rivard, director of benefits at Michigan State University, said employer feedback from MSU faculty demonstrates tuition benefits are often a large deciding factor in drawing employees.

“We have a very good tuition waiver program for dependents of employees, and that is one of those benefits that I think brings people to MSU when they’re looking at a benefits package,” Rivard said.

In regards to the value of disability packages for employees in choosing a place of work, Rivard said it depends on the individual whether or not those things are important.

“Disability is something that’s only important to you if you need it,” Rivard said. “As an employer, we believe it’s important to have financial protection in place for employees who work at MSU.”

Timothy Wood, senior director of Human Resources at the University of Michigan, said he doesn’t believe long-term disability benefits are a major decision factor for potential employees considering working at the University.

He said that while benefits do ultimately factor into the decision process for employees, it is not the only factor, though the University does continue to monitor and evaluate peer institutions.