Current Employee

• 403(b) Retirement Savings Plan, including eligibility, contribution limits, plan features, and enrollment for:
  • Executives
  • Faculty
  • Senior Staff
  • Support Staff
  • Unite Here Bargaining Unit
• Pension and Voluntary 403(b) for:
  • LiUNA Bargaining Unit and
  • Support staff hired prior to July 1, 2009 who opted in
• Income Deferral Plan for qualifying residents, interns, and clinical fellows receiving taxable compensation
• Financial Decision Support and Advice

Starting January 1, 2026, a new federal law (the SECURE Act 2.0) changed how catch-up contributions work for employees who earned more than $150,000 in the prior year. If this applies to you, any catch-up contributions you make will need to be made as Roth (post-tax) contributions instead of pre-tax.

• If you don’t want your catch-up contributions to be Roth, you can change or stop your election at anytime by visiting the TIAA website.
• Catch-up contributions are for ages 50 and over only.

If you are age 50 or older, you may also be eligible to make catch-up contributions of up to $8,000 in 2026.

Participants aged 60, 61, 62, and 63 remain eligible for a higher catch-up contribution limit of $11,250 for 2026, allowing total contributions of up to $35,750 for this age group.

You can contribute to the 403(b) Plan each pay period with pre-tax and/or Roth dollars.

• IRS annual maximum (2026): $24,500

• Minimum contribution: $7.50 per month

If you are age 50 or older, you may also be eligible to make catch-up contributions of up to $8,000 in 2026. If you earned more than $150,000 in the prior year, new SECURE Act 2.0 rules for catch-up contributions will take effect in 2026, more details to come.

The IRS also sets an annual compensation limit of $360,000 in 2026.

How the Plan Works

• The Plan is managed by TIAA.
• You can choose to invest in Target Date Funds (a simple, “set-it-and-forget-it” option) or select from a full list of individual funds to build your own investment mix.
• You may change your contribution amount or investment elections at any time.

Vesting

You are always 100% vested in all contributions — yours and the university’s. “Vesting” means you fully own the money in your account.

Accessing Your Money

After you leave the university
You may withdraw or transfer the full value of your account once you have fully terminated employment (including part-time, limited-term, visiting, or casual-on-call roles).

While you are still employed
You may withdraw:

• Your own contributions and earnings after you reach age 59½.
• Any part of your Plan account, including university contributions and earnings, after you reach age 70½.

For more detailed information, refer to the Summary Plan Description for the university’s 403(b) Plan.

Upon hire, full-time employees in the following categories are automatically enrolled in the 403(b) Plan at a 3% savings rate, invested in an age-based target-date fund:

• Support staff
• Senior staff
• Faculty
• Executives

Part-time, limited, visiting, and casual employees in the above categories, as well as bargaining unit members of LiUNA and Unite Here, can voluntarily contribute to the 403(b) Plan and are not automatically enrolled.

You are eligible to receive the university’s contribution to the Plan if you are age 35 or older; or if younger than 35 have completed two years of service; and you are employed in one of the following categories:

• Support staff: full-time or part-time
• Senior staff: full-time or part-time
• Faculty: full-time or part-time
• Executive: full-time or part-time
• Unite Here bargaining unit: full-time or part-time

LiUNA bargaining unit members who are full-time or part-time can receive the university’s matching contribution only after two years of service, regardless of age.

The following employees are ineligible for employer contributions regardless of age or service:

• Limited or casual support staff, senior staff, or LiUNA bargaining unit
• Visiting, limited, or casual faculty or executive

Auto-enroll

Full-time new hires are enrolled automatically in the 403(b) plan at a 3% savings rate, invested in an age-based target-date fund, if you do not make an election within 60 days of date of hire. After one year of service, your savings rate will increase by 1% each July until you reach a 10% savings rate. If you would like to opt out of auto-enrollment or select a different deferral amount, visit the TIAA website.

Auto-save

All employees currently participating in the 403(b) plan are eligible to enroll in the Auto-Save program, which allows you to boost your savings rate automatically on a schedule of your choice. To take advantage of this benefit, you must sign up and select the amount (1%, 2%, or more) and the timing for your increases (annually, quarterly, or monthly). Automatic increases can help you grow your retirement savings steadily, until you reach your desired contribution rate.

You can opt out of auto-enrollment or adjust your savings rate at any time. Whether you want to increase, decrease, or completely stop your contributions, the choice is yours. All 403(b) elections are prospective, and the payroll cut-off calendar is available to show when your elections will take effect.

• 403(b) Payroll Cut-Off Calendar (faculty and staff)
• 403(b) Payroll Cut-Off Calendar (JHPD and bargaining unit)

Video: All About 403(b) Retirement Benefits

Join the Marsh McLennan Agency, an independent investment advisor, to hear about the features of JHU’s 403(b) Retirement Savings Plan including auto-enroll and auto-save.

Watch the video Passcode: =80Wrw5%

More Information About Investment Plan Options

Review your 403(b) plan eligibility and learn more about the plans by exploring this page. Here’s information about investment options:

• Age-Based Target-Date Funds, including TIAA annuities and mutual funds
• Brokerage Services through TIAA, Thousands of additional mutual funds
• Follow the New Hire Quick Start Guide for simple step by step instructions for using the TIAA online portal.
• To learn more about Roth after-tax contributions in the 403(b) plans, go here or review the Roth Flyer.
• Review the Notice of Default Investments which describes the treatment of 403(b) retirement plan contributions if you fail to direct the investment of all (or any portion) of your retirement plan account.
• The Plan and Investment Notice contains important information regarding your plan’s services, investments and expenses to help you make informed decisions when managing your retirement account.

Executives will receive contributions from the university beginning at age 35, or if younger than 35 after completing two years of service.

6/12 Plan

Executives hired prior to July 1, 2011 receive contributions equal to 6% of your base salary after 2 years of service, increasing to 12% when you reach age 35.

Executives hired July 1, 2011 or later are 6/12 Plan participants if your position is on the list below. You’ll receive contributions equal to 6% of your base salary after 2 years of service, increasing to 12% when you reach age 35. 

Executives who are eligible for the 403(b) 6/12 Plan are Johns Hopkins University benefits-eligible employees who are Officers designated in the By-Laws of the University Board of Trustees or who hold officer titles approved by and whose appointments are approved by the Johns Hopkins Medicine Board; the Deans and Directors of the ten academic divisions whose appointments are approved by the Board of Trustees; and individuals appointed by the Provost or President to direct academic centers and enterprises reporting directly to the Provost or President. 

All other Johns Hopkins University benefits eligible executives are eligible for the Johns Hopkins University 403(b) 4/8 Plan.

4/8 Plan

Executives hired July 1, 2011 or later who are not on the list above, will receive contributions equal to 4% of your base salary after 2 years of service, increasing to 8% when you reach age 35.

Faculty will receive contributions from the university beginning at age 35, or if younger than 35 after completing two years of service.

6/12 Plan

Faculty hired prior to July 1, 2011 receive contributions equal to 6% of your base salary after 2 years of service, increasing to 12% when you reach age 35.

Faculty hired July 1, 2011 or later are 6/12 Plan participants if your position is on the list of 6/12-eligible tenured/tenure-track and core faculty. You’ll receive contributions equal to 6% of your base salary after 2 years of service, increasing to 12% when you reach age 35.

4/8 Plan

Faculty hired July 1, 2011 or later whose position is not on the list of 6/12-eligible tenured/tenure-track and core faculty, you’ll receive contributions equal to 4% of your base salary after 2 years of service, increasing to 8% when you reach age 35.

Full-time and part-time senior staff will receive contributions from the university beginning at age 35, or if younger than 35 after completing two years of service.

6/12 Plan

Senior staff hired prior to July 1, 2011 receive contributions equal to 6% of your base salary after 2 years of service, increasing to 12% when you reach age 35.

4/8 Plan

Senior staff hired July 1, 2011 or later receive contributions equal to 4% of your base salary after 2 years of service, increasing to 8% when you reach age 35.

Full-time and part-time support staff will receive contributions from the university beginning at age 35, or if younger than 35 after completing two years of service.

4/8 Plan

Support staff who selected the 403(b) Plan as part of Retirement Choice or were hired July 1, 2009 or later receive contributions equal to 4% of your base salary after 2 years of service, increasing to 8% when you reach age 35.

Support staff members hired before July 1, 2009 are eligible for the Pension and Voluntary 403(b) if they opted in as part of Retirement Choice.

Full-time and part-time Unite Here bargaining unit members will receive contributions from the university beginning at age 35, or if younger than 35 after completing two years of service.

4/8 Plan

Unite Here bargaining unit members receive contributions equal to 4% of your base salary after 2 years of service, increasing to 8% when you reach age 35.

Support Staff

• If you are a full- or part-time member of the support staff hired between July 1, 1989 and June 30, 1993, you were considered a participant in the Pension Plan immediately upon employment.

• If you were hired between July 1, 1993 and June 30, 2009 you are a participant in the Pension Plan once you complete two continuous years of full-time or part-time service.

Support staff members hired on or after July 1, 2009 are not eligible for the Pension Plan.

LiUNA Bargaining Unit

• If you are a LiUNA bargaining unit employee who was hired before January 1, 2002, you are eligible for this Plan.

• If you are a LiUNA bargaining unit employee who was hired on or after January 1, 2002, you become eligible for this plan once you complete two years of service.

The monthly retirement income you’ll receive from the Plan is based upon:

• Your length of service with the university;
• Your earnings and salary history while at the university; and
• Your age when retirement income payments begin.

You can obtain an estimate of your pension benefits from the Empower Online Retirement Center or by calling customer service at 800-338-4015.

Empower Online Retirement Center

When you can retire:

• Normal retirement date: The first day of the month or following your 65^th birthday.
• Early retirement: As soon as you reach 55, provided you are fully vested.
• Late retirement: Generally, any time after your normal retirement date.

When you’re vested:

Support Staff

• 100% vested after five years of service, if you were first employed prior to July 1, 1993.
• 100% vested immediately upon becoming a participant, if you were first employed between
  July 1, 1993 and June 30, 2009.

LiUNA Bargaining Unit Employees

• 100% vested after five years of service, if you were first employed prior to January 1, 2002.
• 100% vested immediately upon becoming a participant, if you were first employed on or after January 1, 2002.

“Vesting” refers to your ownership of your Plan benefit.

You are eligible to immediately make voluntary pre-tax and/or Roth contributions to the Plan if you are a full-time, part-time, limited, or casual support staff or LiUNA bargaining unit member.

You may receive the university’s matching contribution if you are a full-time or part-time support staff or LiUNA bargaining unit member after two years of service.

The same rules outlined in the above section, About the 403(b) Plan apply for the 403(b) Voluntary Plan.

After two years of full-time or part-time service, you are eligible to receive matching university contributions of 20% on the first 3% of base salary that you contribute.

To qualify for the Income Deferral Plan, you must be a resident, intern, or clinical fellow receiving taxable compensation.

To receive university contributions to the Plan of up to 2% of your annual base salary, you must be in one of the following eligible classifications:

• Resident
• Intern
• Clinical fellow (other than an individual who is providing services on a T32/NRSA) at the School of Medicine, effective July 1, 2025.

You can make pre-tax and/or Roth contributions to the Plan each pay, from a minimum of $7.50 per month up to the annual maximum established by the IRS, which is $24,500 in 2026.

If you are age 50 or older, you may also be eligible to make “catch-up” contributions of up to an additional $8,000 in 2026.

The IRS has imposed an annual compensation limit of $360,000 in 2026.

You are always 100% vested in all contributions, including those from the university. “Vesting” refers to your ownership of your Plan account.

Plan and Investment Notice

• TIAA Portal (403b)
• 403(b) Payroll Cut-Off Calendar (faculty and staff)
• 403(b) Payroll Cut-Off Calendar (JHPD and bargaining unit)
• 457(b) Payroll Cut-Off Calendar
• Empower Online Retirement Center (Pension)