This information is provided in edited form as a quick reference and is
not intended to replace the Member Handbook
. Additional information
about any benefit can be obtained from the handbook or by contacting the Highway
Patrol Retirement System (HPRS).
The HPRS is a defined benefit plan (401A) that provides pension benefits to retirees from the Ohio State Highway Patrol
(OSHP) and their survivors. The plan operates on contributions from the members during active service, from the
OSHP, and from investment income. Benefit levels are determined by statute (ORC Chapter 5505) and administered by the HPRS Board of Trustees
Final Average Salary (FAS) - A final average
salary is derived from the average of the highest five years of salary.
The FAS represents the base amount upon
which the pension is calculated. The FAS includes hazardous duty, shift
differential, longevity and professional achievement supplements, but does not
include overtime, reportback time and repayment of accumulated leave time.
Service Credit (SC) - Service credit is the total
number of years, or part thereof, of full-time service the member accumulates.
Service credit includes full-time active
service with the OSHP, and can also include military service, or service with
one of the other Ohio public retirement systems.
You can transfer accumulated service that has not been withdrawn from
another system or you can purchase service time that has been withdrawn.
Contact HPRS for the forms necessary to
transfer service or the cost of purchasing service.
Pension Factor (PF) - A pension factor is
determined from the member's total years of service credit. A member receives
2.5% for each of the first 20 years of service, 2.25% for each of the next five
years, and 2.0% for each year in excess of 25, with a maximum of 79.25% or 34
years of service. The FAS is multiplied by this factor to determine the amount
of pension due.
Your pension is calculated using these three components.
While your retirement application is
being processed, HPRS will confirm your service credit, and the exact
service credit number will be used to calculate your PF.
HPRS will then confirm your salary,
calculate your FAS and apply the PF to your FAS.
Age and Service Retirement
- Members accumulating at least 20, but less than 25, years of active service credit with the
OSHP are entitled to a PF of 2.5% of FAS multiplied by the first 20 years of full-time service
and 2.25% PF of FAS for the years between 20 and 25 of full-time service. The pension is payable at age 52, or at a reduced level beginning at age 48.
- Members accumulating more than 25 years of active service credit with the
OSHP are entitled to a PF of 2.5% of FAS for the first 20 years of full-time service, 2.25% PF of FAS for the next five years, and 2.0% PF for the years in excess of 25 accruing to a maximum pension of 79.25% of FAS. The pension is payable beginning at age 48 if at least 25 years.
- For new hires on or after January 1, 2020, the minimum retirement
age is 52 with 20 years of qualifying service unless a reduced amount is
elected as noted above. The Deferred Retirement Option Plan (DROP)
entry age is 52.
- Members accumulating at least 15, but less than 20, years of active service credit with the
OSHP are entitled to a PF of 1.5% of FAS multiplied by the number of years of full-time service. The pension is payable at age 55. A member is not considered a retiree in HPRS when receiving this pension. For instance, a member receiving this type of pension cannot vote for retiree trustees, receive health care benefits, or be eligible for COLA.
- A member disabled due to an injury or illness that is not job related is entitled to a minimum pension benefit of
30% of FAS. If the member has less than 12 years of full-time
active service with the OSHP, the PF is calculated as though he/she had
achieved 12 years of service. Years of service credit accumulated beyond
12 are also calculated into the PF. To be eligible, a member must have at least 5 years of qualifying HPRS service credit.
- A member disabled due to an injury or illness determined to be job related is entitled to a minimum pension benefit of 61.25% of FAS. The PF is calculated as though the member has achieved 25 years of full-time active service with the
OSHP. If the member has accumulated more than 25 years of service, the additional service credit is calculated into the PF.
- By statute, a member receiving disability pension benefits may be required to provide annual information relative to his/her disability status and employment.
- All disability pensions are single life annuities.
- A surviving spouse of a member who retired or entered DROP
before May 11, 2018, will receive an
amount equal to 50% of the retiree's pension benefit or $900.00/month,
whichever is greater.
- A surviving spouse of a member who retired or entered DROP
on or after May 11, 2018, will receive
a set amount ($900.00/month in 2018), but this amount increases annually
by a COLA amount set by the board. The survivor benefit is in
addition to any amount selected through a Joint and Survivor Annuity
- A surviving spouse of an active member who is
not eligible for retirement will receive a set amount
($900.00/month in 2018), but this amount increases annually by a COLA
amount set by the board.
- A surviving spouse of an active member who is
eligible for retirement but has not elected to enter DROP or retire will
receive a 50% JSA calculated on what the member's pension would have
been had he/she retired the day after death. In addition, the
surviving spouse will receive the established survivor benefit set for
- Surviving dependent children of retired or active members are entitled to
$150.00 per month until age 18 or age 23 if enrolled as a student in
certain qualified programs.
- Surviving spouses and dependent children, in most instances, are
eligible for health care benefits. Please contact HPRS for further
- Survivors of members whose deaths were duty related might be
entitled to certain death benefits afforded to police and fire
- For a member who retired or entered DROP on or after May 11, 2018,
and marries or remarries after he/she retired, there is no established
surviving spouse benefit, unless a JSA is elected naming the new spouse.
Cost of Living Adjustments
- Each benefit recipient may be eligible to receive a cost of living adjustment (COLA). The amount of COLA is set annually by the
- The date of the first COLA is the anniversary date for all future COLA increases.
- The benefit recipient must have been receiving a pension for not less than twelve months.
- Assuming the other criteria for COLA has been met, the eligibility age is 53 for those members who retired or entered DROP prior to January 7, 2013. For those members retiring or entering DROP on or after January 7, 2013, the eligibility age is 60.
- Any increase in COLA is effective the month following the
- Pension checks are electronically transferred
between the 20th and 25th of each month.
- Single Life Annuity – This option pays the highest amount to the retiree by using the FAS and PF system described previously. Pension payments cease upon the death of the member.
- Joint & Survivor Annuity – This option permits the retiree to defer a portion of the pension benefit to a designated beneficiary after the retiree's death. It results in a lower pension benefit for the retiree during his/her life, but pays a benefit to the beneficiary after the memberís death. Selection of a beneficiary is not limited to spouse or children.
- Life Annuity Certain & Continuous – This option permits the retiree to select a specified time, 5 to 20 years, and allocate the pension benefits to be paid during that period. Upon the death of the retiree, the beneficiary continues to receive the payments until the completion of the specified period. Upon the death of both the retiree and beneficiary, the estate of the last benefit recipient receives the remaining amount. If the retiree lives beyond the certain period specified, the monthly benefit continues until death.
Partial Lump Sum (PLUS)
- The PLUS allows a member the opportunity to withdraw cash or roll over into a qualified tax plan from their pension account. The member would receive a reduced monthly pension for life. It is important the member understands the tax implications if PLUS is selected. Under federal tax laws, lump-sum payments paid directly to
the member are subject to a mandatory 20% federal tax withholding. In addition,
the member may be subject to a 10% penalty for early withdrawal. A PLUS payment is also subject to Ohio
state income tax. It is
recommended that you contact a tax consultant for more information and,
if necessary, instructions on how to file a quarterly estimate. To be eligible for the PLUS, upon retirement a member must have attained age 51 with at least 25 years of total service or age 52 with at least 20 years of total service. The lump sum amount designated by the member may not be less than six times the monthly single life pension and not more than sixty times the monthly single life pension. Lump sum payments paid directly to
the member must be electronically deposited into a banking institution.
- Note: The PLUS option can be taken in addition to one of the
other three options (Single Life, Joint & Survivor, or Life Certain &
Deferred Retirement Option Plan (DROP)
- History: The DROP plan for HPRS was passed by the Ohio Legislature in March of 2006 and became effective on June 17, 2006. At that time, all active members who qualified were eligible to enter the DROP. Thereafter, any member who achieves eligibility may enter the DROP.
DROP plans have been operating in public safety pension plans for several years; however, until the mandatory retirement age was increased in 2004 from 55 to 60, a DROP did not seem practical.
- Eligibility Requirement: To be
eligible to enter the DROP, a member must have 25 years of HPRS service, including credit purchased for prior
or interrupted military service and prior contribution credit with the Ohio Police & Fire Fund, and be at least age 48; OR have at least 20 years of
HPRS service, and be at least age 52.
- DROP Operations: Upon entering a DROP plan, a member will continue to work in his/her present assignment/location as determined by the
OSHP and receive the appropriate compensation for that rank. The member will also continue to receive any salary increases appropriate for that rank. Instead of receiving a monthly pension benefit, however, the member accrues that benefit in a tax-deferred account until he/she terminates employment with the
OSHP. An important fact to remember is that upon entering DROP, a member ceases to accumulate additional service credit. An example is included below that shows the monetary implication of the DROP decision. Another important fact is the member will continue being covered under the employer's health care plan while participating in the DROP.
- A DROP member's employment with the OSHP is unaffected by participating in the DROP. As an active employee of the
OSHP, a member is considered an active member of HPRS. A
member is not retired until he/she terminates employment with the
Assuming a member elects to participate in the DROP, there will
be no interruptions in service with the OSHP.
- The member will continue to work, draw a salary, and receive benefits.
- The member's monthly gross retirement benefit will be accrued to a tax-deferred account.
- The member will continue to make a bi-weekly employee contribution to HPRS which will also accrue to the tax-deferred DROP account. This contribution is set at 10% of pay.
- The contributions in the DROP account will accrue interest at a
rate set by the board.
The minimum participation period in DROP depends on age. It is either three years for those entering before age 52 or two years for those entering at age 52 or older. A member may participate in the DROP for up to 8 years, or until he/she reaches age 60, whichever comes first. If a member discontinues DROP participation before the minimum number of years, the member will receive the total amount of DROP contributions, less accumulated interest, but he/she will not have access to those funds until the minimum participation period has been met.
Special provisions have been made for those eligible for disability retirement. If a member is injured or becomes ill as the result of a job-related cause while participating in the DROP plan, he/she will be able to withdraw all DROP contributions, including accumulated interest; OR the member may request to have the disability calculated as though he/she continued in active service without participating in the DROP. If the disability results from a non-job-related cause, the member may withdraw all DROP contributions, including accumulated interest.
In the event a member dies while participating in the DROP, the proceeds of the DROP account will be paid to the surviving spouse,
designated beneficiary, or the estate. A surviving spouse is also entitled to a survivor benefit
as described in the "Survivor Benefits" section.
When a member terminates service with the OSHP, the total accumulation in the DROP account will be distributed as allowed by the Internal Revenue Service
(IRS). Currently, the IRS provides for lump sum and partial lump sum payments, monthly payments, or rolling over the contributions into a tax-qualified plan (Deferred Comp., IRA, etc.). Provided the minimum DROP participation period has been met, a direct distribution to a DROP participant is taxed as ordinary income and is not subject to an IRS penalty.
If entry into the DROP was prior to January 7, 2013, a member is entitled to COLA, if it is authorized by the
board and provided the member is at least 53 years old and has been in DROP at
least twelve months.
|A 48 year old trooper with 27 years of service and a FAS of $70,000/year
decides to enter the DROP. Remember once DROP is elected, a member can only stay eight years, or in this case, age 56.
This example does not take into consideration promotions or raises during
the DROP period which would result in additional employee contributions not
FAS = $70,000
Pension calculation = $45,675 at age 48 (65.25%)
- Year 1 = $45,675 +$7,000 (employee contribution) + interest
- Year 2 = $91,350 + $14,000
(employee contribution) + interest
- Year 3 = $137,025 + $21,000 (employee
contribution) + interest
- Year 5 = $228,375 + $35,000 (employee
contribution) + interest
- Year 8 = $365,400 + $56,000 (employee
contribution) + interest
If this trooper stayed the entire eight years, at age 56 he/she would accumulate $421,400 + interest + additional employee contributions if raises are received. In addition, the trooper would still be receiving a paycheck from the
The same trooper decides not to enter the DROP but retires at age 51 with 30 years of service and a FAS of $72,000 (this assumes a raise has occurred.)
FAS = $72,000
Pension calculation = $51,300 at age 51 (71.25%)
DROP accumulation = 0
What is the difference between the two examples? You should consider the additional pension benefits over your expected lifespan vs. the accumulation of the separate DROP account and future interest/investment income you will receive.
The trooper in the DROP example accepts a lesser annual pension
benefit but accumulates a separate account that can be liquidated or
reinvested in a tax-deferred investment. Any salary increases/job reclassifications/promotions that occur
during the DROP period do not increase the annual pension benefit.
The trooper in the non-DROP example accumulates a greater annual
pension but does not establish a separate account. Any salary increases/job reclassifications/promotions that occur
during the additional three working years will increase the annual
The trooper in DROP will accumulate approximately $158,025 + interest in the first three years. The trooper who did not enter DROP would receive $5,625 more annually in pension benefits. If the DROP trooper retired after three years and rolled over his/her DROP account to Deferred Comp., even at 3% interest, he/she would accumulate approximately $4,740 of interest income in the first year alone. The difference between the additional pension benefit for the non-DROP trooper compared to the DROP trooper is only $885/year. But remember, the DROP trooper still has an original DROP amount of $158,025.
This is a simplistic example; each memberís circumstances will be different. When considering DROP or other retirement plans, please contact HPRS to help guide you in making the best decision for you and your family.
To estimate your pension benefit or DROP benefits, please go to the secure Participant Login area. Once logged in, the calculator
buttons will appear on the lower right of the page. If you are not
already registered with a user ID and password, please click