Retirement Success Profile

The Retirement Success Profile: What It Is , What It Isn’t, and Specifics

WHAT IT IS! – A Non-Financial Analysis of Your Retirement Life

The RSP is a non-financial (as in actual numbers) inventory that reflects your expectations and present behaviors for 15 universal factors or areas of one’s retirement life. It is designed for people over 50 planning their retirement or already retired. These factors can illuminate a person’s readiness for the first phase of retirement. The results provide an accurate and comprehensive picture of your overall readiness for retirement by comparing your scores on the 15 success factors to others who have taken the RSP, and by comparing your own individual Present-Behavior (PB) scores to your own Retirement Expectation (E) scores.

Addressing these factors directly increases and expands your options and likelihood of constructing a happy and personally successful lifestyle in your renewal years. A suggested minimum of one/two sessions is needed for an effective and thorough understanding of your results along with goal setting options.

The factors are:

  1. Work Re-orientation
  2. Attitude Toward Retirement
  3. Directness
  4. Health Perception
  5. Financial Security
  6. Current Life Satisfaction
  7. Projected Life Satisfaction
  8. Life Meaning
  9. Leisure Interests
  10. Adaptability
  11. Life Stage Satisfaction
  12. Dependents
  13. Family/Relationship Issues
  14. Perception of Age
  15. Replacement of Work Functions

WHAT IT IS NOT! – It Does Not Encourage or Discourage Retirement

The RSP neither encourages early retirement nor does it discourage retirement at some future date. The RSP simply provides objective data to the individual about their subjective thinking about their own retirement, as any good personnel instrument provides accurate information. The “posture” of the RSP is neither pro nor anti retirement. Nor does the RSP assume a particular type of retirement. The accent in the RSP is on personal differences, diversity, and neutrality of any expectations as to what type of lifestyle an individual should or ought to pursue in retirement. The RSP encourages personal diversity and empathy for individual variations.

SPECIFICS – Responding To Need for Knowledge of Personal and Social Aspects of Retirement

The Retirement Success Profile (RSP) has its original roots in the work of the life span developmentalists (Levinson, Sheehy, Gould, Valliant and McCory). It was created over 20 years ago by Dr. Richard Johnson, who noticed the abundance of financial planning and a dearth of information about the personal and social aspects of retirement.

Over the years the RSP has had 3 revisions and has been administered to over 20,000 individuals.

The RSP provides objective data to the individual about their subjective thinking around their own retirement. It uses a scientifically designed, valid and reliable 120 item self assessment profile which measures the fifteen factors shown to be crucial for people to come to a dynamic understanding of themselves. The RSP provides an individualized approach that addresses a logical and predictable method to the career/life forces at the core of retirement.

The RSP is taken online. It consists of 120 questions and takes about 20-30 minutes.

Once completed, you will receive a 23 page report that discusses your PB present behavior scores and your E expectation scores. And you will receive a list of strengths to build from and focus factors to review and take action on. As well, you will receive a copy of The New Retirement, a 121 page companion paperback written by Dr. Richard Johnson, the creator of the Retirement Success Profile.

One can take the assessment as early as 15 years before retirement and again 10 years, 5 years and 1 year prior. It is also a quite viable tool taken by someone who has already retired.

The RSP produces three scores for each of the 15 retirement success factors for a total of 45 scores
The three scores are:

1. Expectancy scores or E-scores: E-scores measure the level of preparedness the individual feels he should develop or would like to develop prior to his/her actual retirement date. E-scores give a quantitative measure of one’s general attitudes about retirement. E-scores give precise input to the question, “How prepared do I think I ought to be to enter retirement?”

2. Behavior scores or B-scores: B-scores are a measurement of the individual’s current and actual level of preparation behavior accomplished to date. These scores quantitatively answer the implicit question every person approaching retirement asks, “How prepared am I to enter this new career developmental stage called retirement?”

3. Variance scores or V-scores: V-scores are a second-order score in that they are obtained by subtracting B-scores from E-scores on each of the 15 retirement success factors. V-scores give a quantitative indicator of the amount of energy the individual approaching retirement still needs to focus on in order to be maximally prepared for a personally successful retirement. V-scores answer the questions, 1. In what specific areas of my life do I need to concentrate my energies? and 2. How much of my energy is needed in order to achieve the type and level of preparation I would like to achieve?