Skip to main content

Retirement


Benefits

UCF Mandatory Retirement Plans

  1. Florida Retirement System (FRS) Pension Plan (Eligible: A&P, Faculty and USPS)
  2. Florida Retirement System (FRS) Investment Plan (Eligible: A&P, Faculty and USPS)
  3. State University System Optional Retirement Program (SUSORP) (Eligible: A&P and Faculty; Mandatory: College of Medicine Faculty)
  4. FICA Alternative Plan (FAPLAN)/FICA Replacement Plan  (Mandatory: Post-Doctoral Associates, OPS Non-Students, Adjunct Faculty and Medical Residents)

If you are a reemployed retiree returning to work in a SUSORP eligible position, you must enroll in the SUSORP plan. If you are a reemployed retiree returning to work in a non-SUSORP eligible position, you must enroll in the FRS Investment Plan. *Note: The reemployed retiree renewed membership does not apply to retirees of the FRS Pension Plan.

Decision Making Tools

New Hire Resources

UCF Voluntary Retirement Plans

*Please Note: All UCF employees (regardless of their classification) are eligible to participate in the voluntary UCF 403(b) and Bureau of Deferred Compensation 457 retirement plans.

403(b) Plan

Click here to enroll in the UCF voluntary 403(b) plan or to make changes to your UCF voluntary 403(b) plan account

Loans & Hardships

UCF 403(b) Plan Loan Policy

To request a loan or hardship withdraw from your 403(b) account, contact your 403(b) investment provider(s) directly, which the exception of MetLife participants who will need to contact UCF HR Benefits ([email protected] or 407.823.2771).

*Note: Loans/Hardship Distributions are not permitted in the State University System Optional Retirement Program (SUSORP). They are only permitted in the voluntary 403(b) accounts, with the exception of 403(b)(7) accounts with Fidelity, T-Rowe Price & Vanguard.

Additional Voluntary Retirement Plan Resources

Optional Retirement Program (ORP)

The SUSORP is a 403(b), Internal Revenue Code, qualified defined contribution plan that provides full and immediate vesting of all contributions submitted to the participating companies on behalf of the participant. Employees in eligible positions (Faculty and A&P filling line positions) are compulsory participants in the Optional Retirement Program during the first 90 days of employment. If the employee fails to execute the enrollment form ORP-Enroll, choosing SUSORP membership and a provider company during that 90-day period, the employee will be defaulted to FRS membership.

The University of Central Florida contributes on behalf of the participants an amount equal to 5.14% of the participant’s bi-weekly gross salary as required by law. In addition, effective July 1, 2011, each participant is required to contribute 3% of their gross salary. Participants may also contribute a voluntary amount up to 5.14% of their own salary, however they are not required to do so. The mandatory 3% contribution does not count toward any voluntary contributions. Please view the following state website for more information at

http://www.dms.myflorida.com/human_resource_support/retirement/optional_plans/state_university_system_optional_retirement_program

To Enroll:

  • Participants must submit a completed ORP-Enroll form accompanied by a completed application for an ORP provider(s).
  • Note: For College of Medicine Faculty members, the ORP-Mandatory form is required in lieu of the ORP-Enroll form.

To Make Changes to ORP Contributions: 

As a participant of the SUS ORP, you have several options available to you regarding the distribution of your employer-funded benefits. Keep in mind that in order to receive these benefits, you must be terminated from all employment with all Florida Retirement System employers.

Currently, the following options are available:

  1. A lump-sum distribution to the participant;
  2. A lump-sum direct rollover distribution to an eligible retirement plan, as defined in s. 402(c)(8)(B) of the Internal Revenue Code.
  3. Periodic distributions.
  4. A partial lump-sum payment.
  5. Such other distribution options as are provided for in the participant’s optional retirement program contract.

For more information regarding these options, as well as survivor and death benefit options, contact your ORP provider.

Note: These options, as well as all of the regulations governing the administration of the SUSORP, can be found in 121.35, F.S.

ORP Participating Companies

The approved participating companies (and local representatives) with which participants must invest their ORP funds are:

FICA Replacement Plan

The Omnibus Reconciliation Act of 1990 (OBRA 90) introduced into the law IRS Section 3121(b) (7) (f). As a result, temporary employees of a government entity may deposit money into a private retirement plan instead of Social Security. Under the UCF 401(a) FICA Replacement Plan, participants contribute 7.5% of their compensation to an account in their name. Enrollment in the plan is mandatory and automatic for all OPS non-students, Medical Residents, Post-Doctoral Associates and Adjunct Faculty. Full-time student employees, Graduate Assistants, Graduate Teaching Assistants, Graduate Research Assistants, and employees holding dual compensation positions do not currently pay Social Security taxes and will not be enrolled in the plan.

Please be advised that the FICA Replacement Plan is considered to be a “tax qualified plan” for purposes of determining your ability to make before-tax contributions to an individual retirement account (“IRA”). If your total income (or, if married and filing a joint return, the total income of you and your spouse) exceeds certain levels you may not be eligible to make before-tax contributions to an IRA due to your participation in the FICA Alternative Plan. Accordingly, you may want to seek the advice of your individual tax advisor before making IRA contributions.

Benefits of the Plan

Contributions to the plan are made on a pre-tax basis. This is the least expensive way to save for retirement, and allows participants to accumulate a higher retirement benefit. Participants pay no taxes on their earnings or contributions in their accounts until retirement. Both UCF and participating employees permanently save the 6.2% Social Security tax. Any benefits which the participant has earned under Social Security or any other retirement plan will not be reduced by participating in this plan.

How The Plan Works

Participation in the plan is mandatory. Eligible employees will be automatically enrolled in the plan as of their first paycheck. Once a contribution has been made to the plan, the employee will receive an Enrollment/Designation of Beneficiary form and an introduction letter from TIAA, the plan Administrator. The plan is funded with TIAA’s Life Cycle fund. However, employees can opt to diversify their funds among other investment options with TIAA. Click here to read the FICA Replacement Plan Summary Plan Description (SPD).

Withdrawal Periods

Withdrawals from the plan may be made at the following times:

  1. Termination of employment (including retirement)
  2. Retirement
  3. Participant’s total disability
  4. Participant’s death

Withdrawals from your account may be made in a lump-sum cash payment (IRS 10% penalty on early withdrawals may apply) or plan balances may be rolled over to an IRA or other eligible retirement plan. No IRS penalty applies to these transfers.

Who is the Plan Administrator?

TIAA CREF (Teachers Insurance and Annuity Association, College Retirement Equities Fund) is the recordkeeping and administrative firm that specializes in qualified retirement plans. They offer a wide range of investment products and services designed to meet specific financial needs. For more information, participants can contact TIAA CREF at 1-800-842-2776 or by accessing their website at http://www1.tiaa-cref.org/tcm/ucf/.

Bencor was the recordkeeping and administrative firm prior to April 13, 2007. These duties have been transferred to VALIC. For account information and distribution requests prior to this date, please contact VALIC at 1-800-448-2542 or visit their website at www.valic.com

Pre-Tax Investments

One way to meet long-term financial goals is to participate in tax-deferred programs that serve to supplement employer-sponsored retirement plans. The IRS defines the 403(b) and 457 plans that are available to all UCF employees as retirement plans. This designation brings with it specific rules regarding but not limited to loans, hardship distributions, rollovers, in-service distributions, and plan-to-plan transfers.

Given that 403(b) and 457 plans are designed for long-term planning, employees should consider alternative options to save for immediate needs.

 

Participating 403(b) Companies

*ROTH option available through all participating 403(b) companies. 

Inactive 403(b) Provider Contact List

457 Deferred Compensation

The 457 plan is administered by the State Office of Deferred Compensation; employees interested in more information may call 1-877-299-8002 or visit their web site at www.myfloridadeferredcomp.com.

The three approved participating companies (and local representatives) with which participants must invest their 457 funds are:

Planning to Retire

RETIREE BENEFITS GUIDE

 

OTHER INFORMATION

  • 401(a) Special Pay Plan: The UCF Special Pay Plan (SPP) is a mandatory retirement plan for USPS, A&P, and Faculty receiving annual leave and/or sick leave and/or compensatory leave upon separation of employment, entering DROP, or changing from a 12-month contract to a 9-month contract. The Special Pay Plan is authorized under Section 401 (a) of the Internal Revenue Code and provides the maximum tax advantages for leave payouts to the University and its employees. TIAA-CREF is the plan administrator for the University of Central Florida and handles all asset allocations, loans and distributions.
  • The Deferred Retirement Option Program (DROP): The Deferred Retirement Option Program (DROP) provides you with an alternative method for payment of your retirement benefits for a specified and limited period if you are an eligible Florida Retirement System (FRS) Pension Plan member. Under this program, you stop earning service credit toward a future benefit and your retirement benefit is calculated at the time your DROP participation begins. While you are in the DROP, your monthly retirement benefits accumulate in the FRS Trust Fund earning interest while you continue to work for an FRS employer. Upon termination, your DROP account is paid to you as a lump sum payment, a rollover or a combination partial lump sum payment and rollover. Monthly benefits are paid to you in the amount as calculated upon entry into DROP, plus any applicable cost-of-living adjustments for intervening years. For more information, see the latest version of the DROP guide.
  • Transition to Retirement Program (T2RP)

RETIREE RESOURCES

UCF Retirement Association: The UCF Retirement Association (UCFRA) was established as a non-profit organization in 1989 through the efforts of recently retired personnel and the Human Resources Office, along with the support of Presidents Trevor Colbourn and Steven Altman. The Association was established to promote the general welfare of retirees and the campus community. The Constitution and By-laws of the Association were originally adopted on September 29, 1989. The Association has two representatives on the UCF Benefits Committee – one representing faculty and one representing staff – to monitor proposed changes that may affect retirees.

LIFE at UCF: LIFE at UCF provides non-credit lifelong learning experiences for older adults aged 50 and over, within the context of a major university. It is unique among the more than 400 lifelong learning institutes nationwide, in that it is a privately incorporated 501(C)3 organization that is hosted by UCF.

Social Security Administration

FREQUENTLY ASKED QUESTIONS

  • Can I be reemployed after I retire?

    If you are retired from the FRS Pension, FRS Investment or SUSORP retirement plans, a minimum of six full calendar months from the date of the first distribution is required before you can be rehired. If you come back before the six month minimum, you will be financially liable for repayment if in violation. If reemployed, monthly benefit/distribution will be suspended during months 7 through 12.

  • Do I have to enroll in Medicare when I turn 65 years old?

    If you are actively employed with group health insurance from an employer for which you or your spouse actively works after you turn 65, you can delay enrolling in Medicare until the employment ends or the coverage stops (whichever happens first), without incurring any late penalties if you enroll later. When the employer-tied coverage ends, you’re entitled to a special enrollment period of up to eight months to sign up for Medicare. Contact your assigned Benefits Coordinator to discuss Medicare and its impact on your benefits.

  • How do I update my address with People First?

    You can update your address on the People First website or call the People First Service Center at (866) 663-4735.

  • What are my options when I decide to retire?

    For additional information regarding what benefits are available to UCF Retirees, review the applicable Retiree Benefit Guide.

  • What can I do with my retirement accounts after I leave UCF?

    For information regarding how to request distributions from your retirement account, review the Retirement Plan Options portion of the UCF Offboarding Guide.

  • What is the difference between COBRA and retiree health insurance?

    COBRA coverage is only up to 18 months, and retiree health insurance can be indefinite. To be eligible to continue State Group health insurance as a retiree, you must be insured at the time of retirement and immediately begin receiving your retirement benefit.

  • Who can I contact to see if my premium has been received?

    Call the People First Service center at (866) 663-4735 to verify receipt of your premium.