Deloitte Millennial Model
An Approach to Gen Y Readiness
The writing is on the wall that the ederal workorce willsoon undergo a transormation. First, the Baby Boomerswill rapidly begin leaving the Civil Service as 40 percent othe ederal workorce is slated to retire within the next veyears, according to the Oce o Personnel Management.Meanwhile, a 2009 report published by the non-protPartnership or Public Service predicts that the FederalGovernment will make nearly 273,000 hires in mission-critical elds by the year 2012, adding to the magnitudeand diculty o the imminent ederal workorce transition.
This looming talent crisis is oten described as a tsunamiheaded towards the U.S. Government, threatening to washaway critical institutional knowledge and manpower. TheFederal Government already has a grayer workorce thanthe private sector – workers over age 40 represent 74percent o ederal sta, while those under 30 represent just eight percent. Comparatively, in the private sector,25 percent o workers are under the age o 30.
With asignicant percentage o the ederal workorce alreadynearing retirement, now is the time to capitalize onopportunities to recruit, develop and retain top talent romthe younger generations.
1 “Where the Jobs Are 2009.” http://wherethejobsare.org Partnership orPublic Service. 2009.2 “Annual Report 2008.” http://ourpublicservice.org Partnership or PublicService. 2009.
Generation Y – reerring to people born between thelate 1970s and the early 2000s, who are also knownas “Millennials”
– is the largest young generation romwhich the Federal Government can and should recruit.But recruiting, retaining and developing this generation issomething that the government has had diculty doingusing current methods and practices. Consequently,government aces two linked challenges: dealing with theretirement o the Baby Boomers and updating its practicesto attract their replacements.
3 The book-end years o Generation Y are loosely dened acrossbodies o literature, so we dene Generation Y’s boundarieswithout exactitudes
Age RangeFederal Workforce Age DistributionPrivate Sector Workforce Age Distribution
Under 30 8% 25%30–39 18% 24%40–49 31% 25%50 and over 43% 26%