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Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
Federal Family Portrait: Boomers Passing the Torch to Gens X/Y
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Federal Family Portrait: Boomers Passing the Torch to Gens X/Y

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Presentation delivered at the American Society for Training and Development (ASTD) 2009 International Conference and Exposition in Washington, DC, in June 2009. Addresses the four generations in the …

Presentation delivered at the American Society for Training and Development (ASTD) 2009 International Conference and Exposition in Washington, DC, in June 2009. Addresses the four generations in the workforce, the impact of the changing demographics in government and 12 ideas for government to recruit, retain and train the next generation of public servants. For more information, go to http://generationshift.blogspot.com and http://www.delicious.com/akrzmarzick

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  • 1. A Federal Family Portrait: Boomers Passing the Torch to Generations X/Y Presented by: Andrew Krzmarzick
  • 2. Overview • Boomers are departing in droves! • Gen X and Y stay six months and leave! • Veterans: What’s the matter with kids today? • Conflict and chaos everywhere!!! 2
  • 3. Overview • But imagine… • Our mission: Intergenerational harmony and a happy hand-off 3
  • 4. Agenda • The Generations • Traditionals • Baby Boomers • Generation X • Millennials • The Situation Pop Quiz • Veterans/Boomers: Retiring from Work? • Gen X/Y: Rewriting “Work”? • Key Surveys, Studies and Trends • The Solutions • 12 Ideas to Recruit, Retain and Train 4
  • 5. The Generations Greatest Silent Baby Boomers Generation Gen Y/ Generation Generation X Millennials 1900-1909 1910-1919 1920-1929 1930-1939 1940-1949 1950-1959 1960-1969 1970-1979 1980-1989 1990-1999 Model-T, World War Women's Great World War Hydrogen JFK, Martin Vietnam Mikhail Internet, First Flight, I, Triangle Suffrage, Depression, II, Adolf Bomb, Luther King War, Gorbachev, Nelson San Shirtwaist King Tut's Mohandas Hitler, Pearl McCarthyis Jr., Munich Mount St. Mandela, Francisco Factory, the Tomb, Gandhi, Harbor, m, Korean Eichmann Olympic Helens, Operation Earthquake, Titanic, Mussolini, J. Empire Manhattan War, Color Trial, Berlin Games, AIDS, Pac- Desert Einstein's Russian Edgar State Project, TV, Polio Wall, Cuban Watergate, Man, Storm, Theory of Revolution, Hoover, Building, Chuck Vaccine, Mt. Missile Abortion, Personal Waco, O.J. Relativity, Mata Hari, Mein Amelia Yeager, Everest, Crisis, Draft Patty Computers, Simpson, Boxer Prohibiton Kampf, Earhart, Berlin Airlift, Disneyland, Protests, Hearst, Pol Ethiopian Oklahoma Rebellion, Monkey Nazis, Apartheid, Rosa Parks, Charles Pot, Star Famine, City First Silent Trial, quot;Monopoly,quot; Communist Sputnik Manson Wars, Exxon Bombing, Movie Charles the China Disco, Valdez Princess Lindbergh Hindenburg Margaret Diana, Y2K Thatcher 5
  • 6. The Generations 1936 Matures/ Baby Boomers 1946 Traditionals (1946-1964) (pre-1946) Generation X Generation Y (1965-1978) (1979-2000) 1961 6
  • 7. The Generations Exercise 1.1 – 10 minutes, 3-4 people near you • Name, Organization, Generation • Identify one quality of each generation that you appreciate or admire •Identify one quality of each generation that creates challenges in the workplace 7
  • 8. The Generations IMPORTANT CAVEAT! • Be careful about comparisons • Boomers aren’t done yet; they still have much to contribute • Gen X/Y: “Labels are unfair” and potentially discriminatory • Measure individual merit 8
  • 9. The Generations “Don't fall prey to stereotypes… It's all about going out and finding people who are a good job fit, a cultural fit and a lifestyle fit.” - Ed Powell Director of Business Development, Monster Government Solutions 9
  • 10. Generational Characteristics Adapted from © VisionPoint Products, Inc. 10
  • 11. Generational Characteristics Adapted from © VisionPoint Products, Inc. 11
  • 12. Generational Learning Preferences Veterans Boomers Gen X Millennials Formal/conservative Lifelong learners Edutainment Teamwork Value to team vs. self Well-educated Clear expectations Technology Straightforward Interactive, participatory Be efficient Experiential Learn privately Non-authoritarian Tie to reality Learning communities Big picture, then detail Networking, teamwork Use visual aids Clear structure Respect for experience Make ’em feel important Up-to-date technology Fun and games Tie to real-world Real-time application Break frequently Relevant Clear and logical facts Be democratic Role plays are good Short attention span * Source: Coates, J. Generational Learning Styles. LERN Books. River Falls, WI 12
  • 13. Application Exercise 1.2 – 10 mins in groups of 3-4 Are you developing training that accounts for these generational differences and learning preferences? If so, please share examples. 13
  • 14. Pop Quiz Quiz 1 Quiz 2 14
  • 15. The Situation 15
  • 16. The Situation Federal Brain Drain • 60% of all Federal workers are eligible to retire by 2015 • 90% of 6,000 Federal Executives • In sum: ~ 1 million Federal workers eligible to exit Source: Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005 16
  • 17. The Situation Are Boomers Really Retiring? • 70% of boomers expect to work in their retirement years • 68% expect to never retire – cycle of work/play • Half of boomers want second careers that help others Sources: - 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 17 - Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005.
  • 18. 18
  • 19. The Situation Is There Anyone Out There (Besides Us!)? • At the “mid-career” level (GS 12 to 15), government fills just 15% of vacancies with external candidates • Leads to isolation in recruitment Source: Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005 19
  • 20. The Situation Catch Me If You Can… • Generation X/Y change jobs every 2.8 years • Typical cost to recruit/train new employee: 70% - 200% of an annual salary • New workers can take 12-18 months to reach acceptable levels of competence and performance. Sources: -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. 20
  • 21. The Situation Partnership for Public Service Survey • 42% of college juniors/seniors were extremely/very interested in working for the federal government • Only 13 out of 3,000 students felt extremely or very knowledgeable about federal jobs. Source: - Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them. Found at goveexec.com/dailyfed/0506/0506r1.htm. 21
  • 22. The Situation “Within Reach But Out of Synch” Study (January 2007) • Surveyed Gen Y, managers in private and non-profit sector and “Government Go Gets (G3s)” • G3s = scientists, engineers, lawyers, policy experts • Asked: What do you seek in your ideal job? 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. 22
  • 23. The Situation 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. 23
  • 24. The Situation 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. 24
  • 25. The Situation May 2006 “Federal Pay Outpaces Private-Sector Pay” • As of 2004: average wage and benefits: Federal Worker = $100,178 ($66,558) Private Sector Worker = $ 51,876 ($42,635) Source: Edwards, C. Tax and Budget Bulletin, Cato Institute, No. 35, May 2006. 25
  • 26. The Situation May 2006 Why? • General wage increases • Increased locality pay • Expansion of benefits • Growth in high-paid jobs, extended careers Source: Edwards, C. Tax and Budget Bulletin, Cato Institute, No. 35, May 2006. 26
  • 27. The Situation Attracting the Next Generation • Average Federal New Hire:  33 years old  1-5 years experience • Seek:  Job security  Flex schedule Telecommuting Source: U.S. Merit Systems Protection Board. Attracting the Next Generation: A Look at Federal Entry- Level Hires. January 2008. 27
  • 28. The Situation Attracting the Next Generation Source: U.S. Merit Systems Protection Board. Attracting the Next Generation: A Look at Federal Entry- Level Hires. January 2008. 28
  • 29. Application Exercise 2-1 – 5 mins in small groups How do these trends impact your training and personnel development activities? 29
  • 30. Pop Quiz 2 Quiz 1 Quiz 2 30
  • 31. The Solutions 1. Volunteer or Encore Career “Get “Fed Involved” Experience” 31
  • 32. The Solutions 2. Coaching / Mentoring 2-Way! 32
  • 33. The Solutions 3. Face-to-Face Web-Based! 33
  • 34. The Solutions 4. Podcast Interviews 34
  • 35. The Solutions 5. Show and Tell http://www.youtube.com/thecoastguardchannel 35
  • 36. The Solutions 6. Internships Federal Career Intern Program • entry-level positions (GS-5, 7, 9) for a 2-year internship • eligibility for permanent placement 36
  • 37. The Solutions 7. Rotational Assignments Presidential Management Fellows Program •Attracts graduate, law, doctoral-level students •Rotate assignments within / among agencies 37
  • 38. The Solutions 8. Dedicated Institution 38
  • 39. The Solutions 9. Make Government “Cool” Again 39
  • 40. The Solutions 10. Social Networks 40
  • 41. The Solutions 11. Social Virtual Networks 41
  • 42. The Solutions 12. Be Where They Are “Call to Serve” Links 670 colleges / universities with 75 agencies 42
  • 43. Pop Quiz 3 Quiz 1 43
  • 44. Conclusion You learned about: • The Generations and their unique qualities. • The Situation that’s changing the Federal family. • Some of The Solutions for recruitment and retention. • Now: Let’s work together to meet the training and development needs of the emerging Federal family! 44
  • 45. Thank You! For More Information: Andrew Krzmarzick Senior Project Coordinator (202) 821-6288 Andrew_Krzmarzick@grad.usda.gov GraduateSchool.edu GenerationShift.blogspot.com Twitter.com/krazykriz LinkedIn.com/in/AndrewKrzmarzick Delicious.com/akrzmarzick Slideshare.com/akrzmarzick 45
  • 46. References/Resources • Branham, F. L. Keeping the People Who Keep You in Business: 24 Ways To Hang On To Your Most Valuable Talent. AMACOM, October 2000. Found at www.amanet.org. • Corporate Executive Board. Fact Brief: Succession Planning in the Federal Government, January 2004. • 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.excelgov.org/. • Government Executive, Students Eager for Government Jobs, Unsure How to Get Them, Karen Ruzick. Found at http://www.govexec.com/dailyfed/0506/050206r1.htm. • Office of Personnel Management, Presidential Fellows Program. https://www.pmf.opm.gov/Index.aspx • Office of Personnel Management. Career Patterns Initiative. Found at http://www.opm.gov/hcaaf_resource_center/careerPatterns/index.asp • Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005. Found at http:// www.ourpublicservice.org/research/research_show.htm?doc_id=153769 • Resto, C., Ybarra, I., Sethi, R. Recruit or Die: How Any Business Can Beat the Big Guys in the War for Young Talent. The Penguin Group. 2007. • Rummler, L. What Companies Can Do to Survive the Retirement Explosion, Talent Management Magazine, January 2007. • Ruzick, K. OPM Expands Ad Campaign Aimed at Would-Be Civil Servants, Government Executive, Found at http://www.govexec.com/dailyfed/1106/111306r1.htm. • Tandberg Corporation. See: Future of Government. Found at http://www.tandberg.com/collateral/ future_of_government_study_2007.pdf • Thompson, N. Finding The Civil Service's Hidden Sex Appeal: Why the Brightest Young People Shy Away from Government, The Washington Monthly, November 2000. • USA Freedom Corps. Found at http://www.usafreedomcorps.gov/about_usafc/special/boomers.asp. • Washburn, E. Are Your Ready for Generation X? - Changing World View - The Five Generations, Physician Executive, January-February 2000. 46

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