The general disposition and effects of prevailing manpower policies and programs for the elderly in the United States suggest that mandatory retirement will eventually be replaced by flexible retirement with no age limit. Inflationary trends may be possible causal factors which reduce post-retirement incomes, increase the age of the work force, and create public opposition to mandatory retirement. Research on the psychological/occupational capacities of older individuals, necessary because negative stereotypes regarding the abilities of older persons abound, suggests that the occupational capabilities of most workers should not be negatively affected by aging for many years past age 65. Specific personnel policies are needed to deal with an increased use of older workers, including career development programs and flexible work arrangements. Corporate planners should use any future movement to flexible retirement as a stimulus for increased utilization of important formal planning procedures. (Author)