Required Participation in Plans
Bipasesores employees participate in the following plans, based on eligibility. Employees contribute to PERSI, ORP, Civil Service Retirement System or Federal Employees Retirement System. These contributions are made through payroll deduction on a pre-tax basis. The Bipasesores policy on the retirement plans can be found the Faculty-Staff Handbook, .
The requires participation in the retirement plans as follows:
- Classified Employees are required to participate in PERSI
- Faculty and non-faculty exempt employees are required to participate in ORP
- Faculty and non-faculty exempt employees that elected to remain with PERSI when the ORP was initially rolled out and new employees that are already VESTED with PERSI (either from a previous position with the university or from a prior employer) can choose to continue contributing to PERSI.
Classified staff and temporary hourly employees working 20 hours/week for five or more months are eligible for PERSI benefits. Faculty and Non-Faculty Exempt employees who elected to remain in PERSI when the Optional Retirement Plan (ORP) was first rolled out and those that are already vested with PERSI may continue to contribute to PERSI rather than enrolling in the ORP. PERSI enrollment is automatic for all classified employees and is effective beginning their first pay period.
- Employee contributions: 7.16 percent (Effective July 1, 2019)
- University contributions: 11.94 percent (Effective July 1, 2019)
Employees are vested after 5 years (60 months)
PERSI is a defined benefit plan that is governed by the PERSI plan document. Please refer to the for further details. A is available online.
The 1990 state legislature established the Optional Retirement Plan (ORP) for faculty and non-faculty exempt staff. This is a mandatory retirement program. The ORP is a defined contribution plan and is administered by and .
- Employee contribution: 6.97 percent
- University contribution: 9.255 percent (Effective July 7, 2013)
Employees are immediately vested upon enrollment.
Characteristics of Plans
Both administrators offer diverse investment options for eligible employees. Membership is portable with any other higher education institution offering retirement plans through TIAA or VALIC. Eligibility requirements and benefits are governed by the ORP plan document that can be found on the .
Disability Protection with the ORP
The Bipasesores purchases a retirement deposit protection policy from The Standard Insurance Company that, if approved, continues your retirement deposits in the event of a disability. Your online pay records will reflect the university's contribution for this coverage as ORD.
Supplemental tax sheltered retirement plans are available to benefit-eligible employees. Contributions are not matched by the university, but they are deducted before income taxes and deposited each pay period with the provider or providers chosen by the employee. Changes to contribution amounts can be made at any time by completing and submitting a new salary reduction form.
- Salary Reduction Authorization Form
Vendor List (Once the employee has enrolled with one of the vendors, he or she needs to complete the Supplemental 'Salary Reduction Authorization Form' and return to Payroll or Benefit Services.)
PERSI Choice plans are defined contribution plans available to PERSI participants that are board-appointed or temporary employees working 20 hour/week for 5+ months. The contribution limit for calendar year 2019 is $19,000, with an additional $6,000 for “catch up contributions” for employees age 50 or over. This limit is shared with 403(b) accounts. For more information and enrollment forms, please visit the .
The 403(b) plans are defined contribution plans available to all benefit eligible employees through a select group of vendors (see list above). Once the employee has established a vendor account, he or she needs to submit a completed Supplemental Retirement Salary Reduction Form to Payroll and Benefit Services. The contribution limit for calendar year 2019 is $19,000, with an additional $6,000 for “catch up contributions” for employees age 50 or over. This limit is shared with 401(k) accounts.
The 457(b) is a non-qualified deferred compensation plan that is available to all benefit eligible employees through a select group of vendors (see list above). The contribution limit for calendar year 2019 is $19,000, with an additional $6,000 for “catch up contributions” for employees age 50 or over. This limit is separate from 401(k)/403(b) accounts.
The Civil Service Retirement System and the Federal Employees Retirement System are defined benefit plans available only to those Cooperative Extension employees who transferred to Idaho from another agency where they were enrolled in a civil service or federal employees retirement plan. Eligibility requirements and benefits are governed by the federal government plan document and applicable federal regulations. Please refer to the for further details.