GenerationShift:

The Emerging
P bli Sector
Public S
Workforce
Presented by:
Andrew Krzmarzick
Overview

• Boomers are departing in droves!

• Gen X and Y stay six months and leave!

• Veterans: What’s the matter with kids today?

• Conflict
C fli t and
d chaos
h everywhere!!!
h !!!

2
Overview

• But imagine…

• Our mission:

Intergenerational harmony
and a happy hand-off

3
Agenda
• The Generations
• Veterans
V t
• Baby Boomers
• Generation X
• Generation Y

• The Situation
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
The Generations

IMPORTANT CAVEAT!

• Be careful about comparisons

p
• Boomers aren’t done yet;
they still have much to contribute
• Gen X/Y: “Labels are unfair”
and potentially discriminatory
• Measure individual merit

5
The Generations

”Don't
Don t fall prey to stereotypes.
We're all reading a lot of stuff about the millennials
right now, and there's a tendency
to p
paint them with the same brush.
They can be very different…
It's all about going out and finding
people
peop e whoo are
a e a good job fit,t, a
cultural fit and a lifestyle fit.“
- Ed Powell
Di
Director
t off Business
B i Development,
D l t
Monster Government Solutions

6
The Generations

Exercise 1.1 (Handout, p 3)

•How do you define the generations?

• What
Wh t characteristics
h t i ti dod you attribute
tt ib t
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,
Model-T World War Women s
Women's Great World War Hydrogen JFK, Martin
JFK Vietnam Mikhail Internet,
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, "Monopoly," Communist Sputnik Manson Wars, Exxon Bombing,
Movie Charles the China Disco,, Valdez Princess
Lindbergh Hindenburg Margaret Diana, Y2K
Thatcher
8
Veterans/Traditionalists
• Born between 1901-1945 (Youngest = 62 years old)

• “Greatest Generation” (1901-1925)

• Civic virtue/upward mobility
• Joiners
J i – church,
h h clubs,
l b community
it

• “Silent Generation” (1926-1945)

• Too young to fight WWII or remember
depression, but influenced by surge
of patriotism,
patriotism sacrifice
• Allegiance to principle: law, order, faith

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations, Physician Executive. January-February 2000.
9
Baby Boomers
• Born between 1945 and 1964 (ages 43–62)

• Loyal and hardworking – workaholics?

• Autonomy ‐
A t   work it out, persistent
k it  t   i t t

• Educated and Prosperous –
higher income than parents 

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

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations, Physician Executive. January-February 2000.
10
Generation X
• Born between 1965 and 1981 (ages 26–42)

• Value flexibility, balance in work-life relationships

• Sense
S off iinsecurity
it due
d tto rapidly
idl changing
h i world
ld

• Form virtual families “where they are”

• Personal experience
is critical
critical,

Source: Washburn, E. Are You Ready for Generation X? Changing World View –
The Five Generations, Physician Executive. January-February 2000.
11
Generation Y
• Born between 1982 and 2003 (ages 4-25)

• AKA Text Generation, iPod Generation, and Millennials

• Grown up
p with technology;
gy;

• Think in bullet points

• Information gatherers

• Immediate
I di t feedback
f db k

Source: Washburn, E. Are You Ready for Generation X? Changing World View – T
he Five Generations, Physician Executive, January-February 2000.
12
Generation Comparison

13
Generation Comparison

14
Application

Exercise 1-2 ((Handout,, p.

p 6))

• How do these differences have an

impact on your organization?

• What are the most common sources of

conflict and how do you deal with them?

15
 Application

• Golden Rule:
¾ Do unto others as you would have done unto you…

¾ S/he who has the gold makes the rules…

• Titanium Rule*:
¾ Do unto others,, keeping
p g unique
q q qualities in mind

* Claire Raines, Connecting Generations © 2003

16
 Application

• Initiate conversations about generations

• Ask people about their preferences

• Build on strengths

• Recognize that generational differences are good:

¾ All of us are stronger/smarter than each of

us.
us

* Claire Raines, Connecting Generations © 2003

17
Application
Ideas to avert conflict

• Apply/enforce policies consistently

• Create/refine a mentoring program (all ages)

• Provide informal forums to connect

• Begin with business issues (vs. people issues)

• Focus on common goals

• Conduct a survey to learn issues

18
Pop Quiz
Quiz 1

Quiz 2

19
The Situation

20
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
21
The Situation

AARP Survey
y

• 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,
AARP Knowledge
K l d M Management, t Staying
St i Ahead
Ah d off the
th Curve
C 2003:
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 22
- Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005.
The Situation

Frozen and Isolated

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

– government fills just 15% of vacancies

with external candidates

– leads to isolation in job recruitment

Source: Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005
23
The Situation
Moving Quickly…and Attrition
• 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
performance.

Sources:
Rummler, L. What Companies Can Do to Survive the Retirement Explosion,
-Rummler,
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. 24
 The Situation
Partnership for Public Service Survey

• 42% of college juniors/seniors were extremely/very

interested in working
g for the federal g
government

• Only 13 out of 3,000 students felt

extremelyy or veryy knowledgeable
g about federal jjobs.

Source:
- Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them.
Found at goveexec.com/dailyfed/0506/0506r1.htm. 25
 The Situation

“Within Reach But Out of Synch” Study

• Surveyed Gen Y, managers in private and non-profit

sector and “Government
Government Go Gets (G3s)
(G3s)”
• G3s = scientists, engineers, lawyers, policy experts

• Asked: What
Wh t d
do you seek
k iin your ideal
id l job?
j b?

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.
26
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.
27
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. 28
The Situation

May 2006

“Federal Pay Outpaces Private-Sector Pay”

• As of 2004: average wage and benefits:

Federal Worker = $100 178 ($66,558)
$100,178 ($66 558)
Private Sector Worker = $ 51,876 ($42,635)

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

29
The Situation

May 2006

Why?
• General
G l wage iincreases
• 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. 30
The Situation

Attracting the Next Generation

• Average Federal New Hire:

9 33 years old
9 1-5 years experience
• Seek:
9 Job security
9 Flex schedule
9Telecommuting

Source: U.S. Merit Systems Protection Board. Attracting the Next Generation: A Look at Federal Entry-
Level Hires. January 2008.
31
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.
32
Application

Exercise 2-1,, p.
p 10
Imagine you work in your organization’s
Human Resources office.

What programs and policies

would you establish to
recruit and retain a diverse,
multi-generational
multi generational workforce?

33
Pop Quiz 2
Quiz 1

Quiz 2

34
 The Solutions
Career Patterns Initiative

– U.S. Office of Personnel Management (OPM)

helping agencies to get creative:
• Alternative work arrangements

• Telework

• Flex schedules

Source: Found at http://www.opm.gov.hcaaf_resource_center/careerPatterns/index.asp

35
 The Solutions

Presidential Management Fellows Program

• Since 1977 : attracts outstanding graduate, law,

and doctoral-level students to the Federal service

• Apply knowledge from graduate study

• Rotate assignments within/among agencies

Source: Found at http://www.pmf.opm.gov/Index.aspx

36
 The Solutions

Federal Career Intern Program

• Intended for entry-level positions (GS-5, 7, 9)

• Appoints individuals to a 2-year internship

• Eligibility for permanent placement

Source: Found at http://ourpublicservice.org/OPS/publications/viewcontentdetails.php?id=121.

37
 The Solutions

USA Freedom Corps

p – “Get Involved” Campaign
p g

• Launched in December 2005 by the

Corporation for National and Community Service

• Encourage 77 million baby boomers to volunteer!

• Bilingual newspaper, magazine, radio, TV

Source: Found at http://www.usafreedomcorps.gov/about_usafc/special/boomers.asp

38
 The Solutions
Fed Experience

• Recruit baby boomers for “ encore careers ”

• Enlist private, non-profit and public sector workers

• Feb ’07
07 White Paper: Are You Experienced? How
Boomers Can Help Government Meet Its Talent Needs

Source: Found at http://ourpublicservice.org/OPS/publications.viewcontentdetails.php?id=89

39
The Solutions

OPM Television Campaign

p g
• May 2006, OPM launches first ever TV ad campaign
targeted at recruiting new federal employees

• Drives individuals to www.usajobs.gov .

• November 2006: Success and expansion

Source: Rutzick, K. OPM Expands Ad Campaign Aimed at Would-Be

Would Be Civil Servants. Government Executive. Found at
http://www.govexec.com/dailyfed/1106/111306r1.htm.

40
The Solutions

IAmPublicService.org
g
• Created to honor/highlight the stories of public servants
• Goals:
G l 1) change
h perception,
ti 2) promote
t public
bli service
i
• Results:
– Received
R i d 50 submissions
b i i iin 6 weeks
k (W
(Web-based
bb d promotion)
ti )
– Selected 34 stories to include in a free ebook
– 1,100 views across the Web
– P
Press: W
Washington
hi t Post,
P t Federal
F d l News
N Radio,
R di Huffington
H ffi t P Post,
t
Craig Newmark’s blog (Craigslist) .

Source: Rutzick, K. OPM Expands Ad Campaign Aimed at Would-Be

Would Be Civil Servants. Government Executive. Found at
http://www.govexec.com/dailyfed/1106/111306r1.htm.

41
42
The Solutions

Young Government Leaders

• Website: www.younggovernmentleaders.org

• Mission: educate, inspire, and transform the current

and future leaders of the Federal Government.

• For Federal employees who are young in their

service and/or fresh in their perspective.

• Membership is over 1300 young feds at more than

thirty U.S. departments and agencies.
43
The Solutions

US Public Service Academy

• National civilian universityy –

counterpart to military academies

• Obtain undergraduate
g degree
g on full scholarship
p

• Five 5 years of public service upon graduation

Source: Found at http://www.publicserviceacademy.org

44
The Solutions
“Call to Serve” Initiative

• In 2002, Partnership for Public Service joined forces with

Office of Personnel Management

• Fall 2006: recruit at 574 college and university campuses

• Oct 2007 White Paper: Making the Difference: A Blueprint
for Matching University Students with Federal Opportunities

Source: http://ourpublicservice.org/OPS/publications/viewcontentdetails.php?id=121

45
The Solutions
Veterans Health Administration

• Studied other organizations and the private sector

• C
Created d a succession
i plan
l for
f needs d in
i hi
hiring
i and
d
knowledge retention through 2013
• Activities include:
¾ Video presentations on various topics
¾ Podcasts posted on the Web

¾ Intranet – links to every VHA facility in the US

Source: Ballenstadt, B. The Replacements. Government Executive, February 27, 2008. 46

The Solutions
Veterans Health Administration
More activities:
¾ Mentorship p program
p g training
g senior leaders
to coach new/young employees
¾ Leadership development programs
¾ Entrance and exit surveys
¾ Student loan repayment
¾ Post
ost jobs o
on Monster.com
o ste co
¾ Emergency Reserve Corps – retirees return
in the event of a disaster

Source: Ballenstadt, B. The Replacements. Government Executive, February 27, 2008. 47

The Solutions

• Educate managers/supervisors/employees
about generational differences (i.e. people quit a boss,
not a job or company)

• Create an alumni network to stay in touch with past

employees, bring back high performers

• Enhance relationships with colleges/universities; form

links to p
professors and create specific
p curriculum

48
Application

What 2 things will you do when you

return to the office to create
a harmonious
harmonious, intergenerational
environment?

Personal?

Organizational?

49
The Solutions

• Leadership Development Programs

9 Aspiring Leader Program (GS 5-7)
9 New
N L
Leader
d P Program (GS 7
7-11)
11)
9 Executive Leadership Program (GS 11-13)
9 Executive Potential Program (GS 13-15)

• Certified Public Manager Program

• Pre-Retirement Courses ((FERS and CSRS))
• Leadership 10 (power-packed, one-day courses)

50
The Solutions

Organizational Development
Solutions Center

51
Pop Quiz 3
Quiz 1

52
Conclusion
You learned about:

• The Generations and their unique qualities.

• The Situation that is changing the face of the Federal
workforce .

• Some
S off The Solutions that
h are being
b i implemented.
i l d

• Now:
Let’s work together to meet the needs
of the emerging Federal Workforce!

53
 Thank You!

For more information:

graduateschool.edu
Andrew P. Krzmarzick
Phone: (202) 821-6288
Email: andrew
andrew_krzmarzick@grad.usda.gov
krzmarzick@grad usda gov
Blog: generationshift.blogspot.com
Twitter: @krazykriz
Li k dI
LinkedIn.com/in/AndrewKrzmarzick
/i /A d K i k
54
References/Resources
• Branham, F.
Branham F L.
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
Tomorrow s Government Workforce
Workforce. December 2006
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. 55