Pre Retirement and Exit Planning Programme

• Employees approaching statutory retirement, ideally within one to five years of exit while important decisions can still be changed.

• Staff facing early exit, restructuring or voluntary separation.

• Senior managers and board members managing both personal exit and institutional succession.

• Spouses and partners involved in household financial, health and legacy decisions.

• Pension-scheme sponsors and trustees providing structured preparation as part of their duty of care.

The complete five-day programme delivers six modules in sequence. For a shorter in-house programme, the sponsor can select modules that fit the cohort; modules 2, 3 and 5 form IMED's recommended minimum.

• Facing the transition: identity beyond employment, common retirement failure patterns, family expectations and a personal vision for the next twenty years.

• Entitlements and social security: Tanzania's pension framework, benefit calculations, terminal benefits, tax, claims, timelines and documentation.

• Personal and household finance: reduced-income budgeting, debt, emergency reserves, medical and life cover, and protecting the lump sum.

• Investment options and risk: securities, unit trusts, deposits, property, agriculture, livestock and family lending, including liquidity, return, risk and fraud awareness.

• Enterprise after employment: idea screening, market testing, business models, costing, pricing, licensing, formalization, records and the causes of early business failure.

• Health, family and legacy: physical and mental health, medical cover, wills, succession, family communication and re-engagement through consulting, mentoring or board service.

• Open five-day course for individual enrolment on scheduled dates.

• Three-to-five-day in-house cohort tailored to one employer's scheme rules, exit policy and staff profile.

• Six-part modular series delivered monthly when staff cannot be released for a full week.

• One-to-two-day board and executive exit clinic combining personal exit planning with institutional succession.

• Optional six or twelve months of post-course coaching, IMED HUB access and a 90-day action-plan review.

• Language: English, Kiswahili or both within the same cohort.

• Cohort size: 15 to 30 participants, with 30 recommended as the maximum for effective individual coaching.

• Methods: facilitated sessions, financial worksheets, Tanzanian case studies, specialist guest sessions, individual planning and a dedicated spousal session.

• Materials: participant workbook, action-plan template, budget and investment-appraisal worksheets, and a resource directory.

• Location: IMED in Dar es Salaam, the client's venue or a residential venue arranged for the cohort.

• Certification: a completion certificate for each participant and a cohort completion report for the sponsor.

• A written Retirement Action Plan covering finances, health, enterprise and legacy.

• A statement of expected benefits and an understanding of how each amount was calculated.

• A household budget for the first 24 months after exit.

• A screened and costed enterprise or investment option, or a documented decision not to pursue one.

• A will, or a documented plan and timetable for completing one.

• A named contact for follow-up questions during post-course coaching.

• Staff who approach exit informed rather than anxious.

• Visible evidence of the employer's duty of care to long-serving employees.

• Fewer post-exit disputes caused by misunderstandings about entitlements.

• An anonymized cohort-needs report that protects individual confidentiality.

• Stronger continuity with retirees who may remain advocates, consultants or mentors.

This is IMED's flagship short course and longest-running corporate training product. National Microfinance Bank and Tanzania Cigarette Company Limited engaged IMED through repeat multi-year contracts between 2015 and 2020. The programme has also served employees from major manufacturers, public institutions and Tanzanian businesses.