P. 1
American Society of Public Administration - Generation Shift: The Emerging Federal Workforce

American Society of Public Administration - Generation Shift: The Emerging Federal Workforce

5.0

|Views: 588|Likes:
Published by akrzmarzick
Presentation on the impact of generational diversity on the public sector workforce. Answers three questions: 1)Who are the generations? 2) What are the government-related trends? 3) How is government responding?
Presentation on the impact of generational diversity on the public sector workforce. Answers three questions: 1)Who are the generations? 2) What are the government-related trends? 3) How is government responding?

More info:

Published by: akrzmarzick on Mar 29, 2009
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PDF, TXT or read online from Scribd
See more
See less

10/17/2011

pdf

text

original

GenerationShift:

The Emerging
PbliS
Public Sector
Workforce

Presented by:
Andrew Krzmarzick

Overview
Overview

Boomers are departing in droves!

Gen X and Y stay six months and leave!

Veterans: What’s the matter with kids today?

C

flitdh

h

!!!
Conflict and chaos everywhere!!!

2

Overview
Overview

• But imagine…

Our mission:

Intergenerationalharmony
Intergenerational harmony
and a happy hand-off

3

Agenda
Agenda

The Generations

Vt
•Veterans
•Baby Boomers
•Generation X
•GenerationY

Pop Quiz

•Generation Y

The Situation

•Veterans/Boomers:RetiringfromWork?

Pop Quiz

Veterans/Boomers: Retiring from Work?
•Gen X/Y: Rewriting “Work”?
•Key Surveys, Studies and Trends

The Solutions
•Government Initiatives
•Best Practice Research

4

TheGenerations
The Generations

IMPORTANT CAVEAT!

Be careful about comparisons
p

Boomers aren’t done yet;
theystillhavemuchtocontribute
they still have much to contribute

Gen X/Y: “Labels are unfair”
andpotentiallydiscriminatory
and potentially discriminatory

Measure individual merit

5

TheGenerations
The Generations

”Don't fall prey to stereotypes.
Dont fall prey to stereotypes.

We're all reading a lot of stuff about the millennials
right now, and there's a tendency
to paint them with the same brush.

p

They can be very different…

It's all about going out and finding
people who are a good job fit, a
peope

oaeagoodjobt,a
cultural fit and a lifestyle fit.“

-Ed Powell

Dit f Bi

D

l

t

Director of Business Development,
Monster Government Solutions

6

TheGenerations
The Generations

Exercise 1.1 (Handout, p 3)

How do youdefine the generations?

Whth

titid

ttibt
What characteristics do you attribute
to each generation?

7

The Generations

Greatest

Silent

Baby

Generation

Gen Y/

Generation

Generation

Boomers

X

Millennials

1900‐1909 1910‐1919 1920‐1929 1930‐1939 1940‐1949 1950‐1959 1960‐1969 1970‐1979 1980‐1989 1990‐1999

Model-T

WorldWar

Women's

Great

WorldWar

Hydrogen

JFKMartin

Vietnam

Mikhail

Internet

ModelT,
First Flight,
San
Francisco
Earthquake,
Einstein's

World War
I, Triangle
Shirtwaist
Factory, the
Titanic,
Russian

Womens
Suffrage,
King Tut's
Tomb,
Mussolini, J.
Edgar

Great
Depression,
Mohandas
Gandhi,
Empire
State

World War
II, Adolf
Hitler, Pearl
Harbor,
Manhattan
Project,

Hydrogen
Bomb,
McCarthyis
m, Korean
War, Color
TV, Polio

JFK, Martin
Luther King
Jr.,
Eichmann
Trial, Berlin
Wall, Cuban

Vietnam
War,
Munich
Olympic
Games,
Watergate,

Mikhail
Gorbachev,
Mount St.
Helens,
AIDS, Pac-
Man,

Internet,
Nelson
Mandela,
Operation
Desert
Storm,

Theory of
Relativity,
Boxer
Rebellion,
First Silent
Movie

Revolution,
Mata Hari,
Prohibiton

Hoover,

Mein
Kampf
,
Monkey
Trial,
Charles

Building,
Amelia
Earhart,
Nazis,
"Monopoly,"
the

Chuck
Yeager,
Berlin Airlift,
Apartheid,
Communist
China

Vaccine, Mt.
Everest,
Disneyland,
Rosa Parks,

Sputnik

Missile
Crisis, Draft
Protests,
Charles
Manson

Abortion,
Patty
Hearst, Pol
Pot, Star
Wars
,
Disco,

Personal
Computers,
Ethiopian
Famine,

Exxon
Valdez

Waco, O.J.
Simpson,
Oklahoma
City
Bombing,
Princess

Lindbergh

Hindenburg

,
Margaret
Thatcher

Diana, Y2K

8

Veterans/Traditionalists
Veterans/Traditionalists

Born between 1901-1945 (Youngest = 62 years old)

“Greatest Generation” (1901-1925)
•Civic virtue/upward mobility

Ji

h

hlb

it

•Joiners –church, clubs, community

“Silent Generation” (1926-1945)
•Too young to fight WWII or remember
depression, but influenced by surge
ofpatriotismsacrifice
of patriotism, sacrifice
•Allegiance to principle: law, order, faith

9

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations,
Physician Executive. January-February 2000.

BabyBoomers
Baby Boomers

• Born between 1945 and 1964 (ages 43–62)

• Loyal and hardworking – workaholics?

A t

k it t

i t t
• Autonomy ‐ work it out, persistent

• Educated and Prosperous –
higher income than parents

• 60 is the new 30 – 2004 AARP cover
60 is the new 30 2004 AARP cover

10

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations,
Physician Executive. January-February 2000.

GenerationX
Generation X

Born between 1965 and 1981 (ages 26–42)

Value flexibility, balance in work-life relationships

S

fi

itd

t

idlh

i

ld
Sense of insecurity due to rapidly changing world

Form virtual families “where they are”

Personal experience
iscritical
is critical,

11

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations,
Physician Executive. January-February 2000.

GenerationY
Generation Y

Born between 1982 and 2003 (ages 4-25)

AKA Text Generation, iPod Generation, and Millennials

Grown up with technology;
p

gy;

Think in bullet points

Information gatherers

I

ditfdbk
Immediate feedback

12

Source: Washburn, E. Are You Ready for Generation X? Changing World View –T
he Five Generations,
Physician Executive, January-February 2000.

GenerationComparison
Generation Comparison

13

GenerationComparison
Generation Comparison

14

Application
Application

Exercise 1-2 (Handout, p. 6)

How do these differences have an

(

,p)

impact on your organization?

What are the most common sources of
conflict and how do you deal with them?

15

Application

GoldenRule:

Application

Golden Rule:

Do unto others as you would have done unto you…

S/he who has the gold makes the rules…

Titanium Rule*:

Do unto others, keeping unique qualities in mind
,

pg

q

q

16

* Claire Raines, Connecting Generations© 2003

Application

•Initiateconversationsaboutgenerations

Application

•Initiate conversations about generations

•Ask people about their preferences

•Build on strengths

•Recognizethatgenerationaldifferencesaregood:
Recognize that generational differences are good:

All of us are stronger/smarter than each of

us
us.

17

* Claire Raines, Connecting Generations© 2003

Application
Application

Ideas to avert conflict

•Apply/enforce policiesconsistently

•Create/refine a mentoringprogram (all ages)

•Provideinformalforumstoconnect
Provide informal forumsto connect

•Begin with businessissues (vs. people issues)

•Focus on common goals

•Conductasurveytolearnissues

18

•Conduct a surveyto learn issues

Pop Quiz
Pop Quiz

Quiz 1

Quiz 2

19

The Situation

20

The Situation

Federal Brain Drain

of all Federal workers
are eligible to retire by 2015

60%

•90% of 6,000 Federal Executives

•In sum: ~ 1 millionFederal workers eligible to exit

21

Source: Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005

TheSituation
The Situation

AARP Surveyy

of boomers expect to work in their retirement years

70%

•68% expect to neverretire–cycle of work/play

Halfof boomers want second careers that help others

Sources:
AARPK

ldM

tStiAhdfthC

2003

22

-AARP, Knowledge Management, Staying Ahead of the Curve 2003:
The AARP Working in Retirement Study.
-
Harvard School of Public Health-MetLife foundation Initiative on Retirement and Civic Engagement,
Reinventing Aging: Baby Boomers and Civic Engagement, October 23, 2005
-Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005.

TheSituation
The Situation

FrozenandIsolated

•At the “mid-career” level (GS 12 to 15):

Frozen and Isolated

–government fills just of vacancies

with external candidates

15%

–leads to isolationin job recruitment

23

Source: Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005

TheSituation
The Situation

Moving Quickly…and Attrition

•Generation X/Y change jobs every2.8 years

•Typical cost to recruit/train new employee:
70% -200%of an annual salary

•New workers can take 12-18 monthsto reach
acceptablelevelsofcompetenceandperformance
acceptable levels of competence and performance.

Sources:

-Rummler,L.WhatCompaniesCanDotoSurvivetheRetirementExplosion,

24

Rummler, L. What Companies Can Do to Survive the Retirement Explosion,
Talent Management Magazine, January 2007.

-Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them.
Found at goveexec.com/dailyfed/0506/0506r1.htm.

TheSituation
The Situation

Partnership for Public Service Survey

42%of college juniors/seniors were extremely/very
interested in working for the federal government
g

g

•Only out of 3,000 students felt
extremely or very knowledgeable about federal jobs.

13

y

y

g

j

25

Source:

-Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them.
Found at goveexec.com/dailyfed/0506/0506r1.htm.

TheSituation
The Situation

“Within Reach But Out of Synch” Study

•Surveyed Gen Y, managers in private and non-profit
sectorand“GovernmentGoGets(G3s)”
sector and Government Go Gets (G3s)

•G3s = scientists, engineers, lawyers, policy experts

Whtd

ki

idljb?
•Asked: What do you seek in your ideal job?

26

Source: Council for Excellence in Government. Within Reach…But Out of Synch: The Possibilities and
Challenges of Shaping Tomorrow’s Government Workforce
. December 2006. Found at http://www.excel.gov.

TheSituation
TheSituation

27

Source: Council for Excellence in Government. Within Reach…But Out of Synch: The Possibilities and
Challenges of Shaping Tomorrow’s Government Workforce
. December 2006. Found at http://www.excel.gov.

TheSituation
The Situation

28

Source: Council for Excellence in Government. Within Reach…But Out of Synch: The Possibilities and
Challenges of Shaping Tomorrow’s Government Workforce
. December 2006. Found at http://www.excel.gov.

TheSituation
The Situation

May2006

“Federal Pay Outpaces Private-Sector Pay”

May 2006

As of 2004: average wage and benefits:
FederalWorker=

$100178($66558)

Federal Worker
Private Sector Worker =

$100,178 ($66,558)
$ 51,876 ($42,635)

29

Source: Edwards, C. Tax and Budget Bulletin, Cato Institute, No. 35, May 2006.

TheSituation
The Situation

May2006

Why?

May 2006

G

l

i
•General wage increases

•Increased locality pay

•Expansion of benefits
•Growth in high-paid jobs, extended careers

30

Source: Edwards, C. Tax and Budget Bulletin, Cato Institute, No. 35, May 2006.

TheSituation
The Situation

AttractingtheNextGeneration
Attracting the Next Generation

•Average Federal New Hire:
33years old
1-5years experience

•Seek:
•Seek:

Job security
Flex schedule
Telecommuting

31

Source: U.S. Merit Systems Protection Board. Attracting the Next Generation: A Look at Federal Entry-
Level Hires. January 2008.

TheSituation
The Situation

AttractingtheNextGeneration
Attracting the Next Generation

32

Source: U.S. Merit Systems Protection Board. Attracting the Next Generation: A Look at Federal Entry-
Level Hires. January 2008.

Application
Application

Exercise 2-1, p. 10

Imagine you work in your organization’s
HumanResourcesoffice.

,p

Human Resources office.

What programs and policies
would you establish to
recruit and retain a diverse,
multi-generationalworkforce?
multigenerational workforce?

33

You're Reading a Free Preview

Download
scribd
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->