The younger workforce is at an all time low . compared to 16% at NASA . 47% of the US workforce is under age 40. compared to 4% at NASA . 25% of the US workforce is under age 30. A hiring “freeze” resulted in an 8 year gap in the 1970’s (~1971-1979) . We’re currently 15 years into what may be a 22 year gap (1993-2015) .
45-54 55-64 # of employees For example, here’s the profile at NASA Johnson Space Center for the workforce ages 45-64…
30-34 25-29 <24 # of employees … compare that with the profile of the younger workforce ages <34. Gen Y starts entering work force
And NASA is Notably Different… <ul><li>The data is hard to break down by specific “hi-tech” industries, but available data does show that NASA is old by comparison </li></ul>
No NASA Center Breaks the Trend <ul><li>All centers have nearly identical age profiles </li></ul>
NASA is Hiring Older Employees <ul><li>Despite best efforts, is next-generation hiring actually a priority? </li></ul>
Too Long for Management Experience? <ul><li>Today’s workforce needs 10 years more time in NASA to get management experience (compared to the workforce just 15 years ago) </li></ul>
We recognize that there is always the tyranny of the urgent . NASA faces major challenges with the STS retirement, startup of the Constellation Program, and follow through with the Exploration Mission.
But we need to focus on strategic workforce issues. The agency is facing a human spaceflight gap and we are heading into that gap with a young workforce that has it’s own experience gap. Combined, these respected gaps constitute a unique coupling of problems; the 1970’s experience gap could pale in comparison to the impact of today’s gap.
Wired Mobile Global Multi-tasking Expecting Instant Information Empowered Likes Mentors Quickly Bored Interdependent Impatient if delayed… … but highly adaptable Attracted to large social movements
And there are a lot of things that made us the way we are.
We were the first generation to grow up with cable in our homes … Studies say this leads to shorter attention spans … And chronic boredom .
We are used to DIVERSITY … after all, we grew up in diverse environments.
Civil Rights The Feminist Movement Gay Rights Handicapped Rights The Right to Privacy And, Vietnam The Cold War The “Big Three” TV networks The Kennedy and King Assassinations Baby Boomers were shaped by: Rock Music
Generation Y has been shaped by: Columbine The 2000 Election Crisis 9-11 Cable Reality TV The Iraq War Terrorism Internet Columbia Accident Cell Phones Gaming Starbucks
And those life experiences made us: Lack trust in corporations and government Focus on personal success Have a short-term career perspective Gets easily bored Extremely independent See no clear boundary between work and life Empowered and optimistic Sacrifice economic rewards for work-life balance Expect to work anytime, anyplace Connect with people in new and distinctive ways Comfortable with globalization Racially and culturally diverse
Just some NextGen’rs who got hooked by the space bug and want to help.
What does your local NextGen’r think about the future?
There isn’t one ultimate communications strategy to solve workforce issues once and for all. … it’d be a lot easier if there was.
So the challenge is to take this and create new ideas. Creative Collaborative Open Purposeful Because the industry we want to work for and connect to is like us: Participatory Bold Exciting Innovative Timely Connected
And we – our generation – want to be a part of the solution.
And it is OUR future . Because space exploration is the future .