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11 J. Soc. Welfare & Fam. L. 1 (1989)

handle is hein.journals/jnlosclwl11 and id is 1 raw text is: Points of View By John McMaster Directors of Social Services have been in the news recently for a number of reasons-not least the casualty rate. As I understand it, there are 112 Directors in the United Kingdom. In the last year no less than 25 have 'left their posts early in that they have been very far short of normal retirement age. One viewpoint is that this casualty rate is caused by the exceptionally high stress level of the job. Since it is becoming increasingly common for Directors as young as 48 to seek early retirement this merits investigation. Is the job so stressful that, presumably competent and well qualified individuals who have already proved themselves, have had enough by the age of 50 and are no longer able to cope? It seems to me that a number of other occupations could conceivably have as high a stress level, even higher, yet the age of 50 would be considered relatively young. Take a cabinet minister, for example. I may well be wrong but I have the view that this must be a very demanding job involving substantial amounts of frustration, conflict and pressure; the very ingredients of stress. And yet 50 is considered youthful. Or what of Prime Ministers and Presidents? These jobs are surely at least comparable in stress terms to the job of Director of Social Services. Again it is common for leaders in such powerful positions to be in their 60s and 70s and still able to handle the stress factor or, indeed, even appear to thrive on it in the job. I think there is another dimension which is not always spelled out in this equation of early retirement. Which is? You have probably guessed it- MONEY. It is not always understood that early retirement almost inevitably means enhanced contributions through a superannuation scheme and maybe even a direct cash payment from the local authority. What I am really getting at is that early retirement as a result of a high stress factor is one thing- early retirement with a very attractive financial package where the individual concerned is generously recompensed and where the prospect of playing golf, fishing, or even doing some lucrative consultancy work in addition is another. And, of course, the two are by no means mutually exclusive. In fact you can say mutually attractive! What does this mean in practice? I am certain that there are a host of deals where the detail is only available to the main participants, but I can give examples of the straightforward package often on offer. Take the Director who is earning £40,000+ per annum (a not uncommon figure) and has reached 50. Assuming that his or her previous working experience is compatible with the local authority superannuation scheme, it is likely that this will be around 25 years. In addition he or she would normally be credited with an additional 10 years of contributions. What this means in pounds and pence is usually two thirds of the salary, £27,000 in the example quoted. Let us suppose a few consultancy assignments over the year are undertaken; nothing strenuous, perhaps 40 working days, Le 6 weeks of the year. At up to £500+ per day this could mean an additional £20,000 per year. 1

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