This document discusses challenges in the federal workforce as baby boomers retire and attracting younger generations. It notes that 60% of federal workers will be eligible for retirement by 2015, creating a potential "brain drain." Younger generations have different expectations of work, seeking flexibility, meaningful work, and opportunities to advance. The document outlines characteristics of different generations and presents 12 potential solutions to address recruitment and retention, such as internships, rotational assignments, social networking, and making government service appealing. The goal is developing strategies to transition responsibilities to new generations and maintain institutional knowledge.

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.
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