A Federal Family Portrait:

Presented by: Andrew Krzmarzick

Boomers Passing the Torch to Generations X/Y

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!!!

3

Overview

• But imagine…

• Our mission:

Intergenerational harmony and a happy hand-off

4

Agenda

• The Generations• Traditionals• Baby Boomers• Generation X• Millennials

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

• The Solutions • 12 Ideas to Recruit, Retain and Train

Pop Quiz

The Generations

Greatest Generation

SilentGeneration

Baby Boomers GenerationX

Gen Y/Millennials

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

Model-T, First Flight, San Francisco Earthquake, Einstein's Theory of Relativity, Boxer Rebellion, First Silent Movie

World War I, Triangle Shirtwaist Factory, the Titanic, Russian Revolution, Mata Hari, Prohibiton

Women's Suffrage, King Tut's Tomb, Mussolini, J. Edgar Hoover, Mein Kampf, Monkey Trial, Charles Lindbergh

Great Depression, Mohandas Gandhi, Empire State Building, Amelia Earhart, Nazis, "Monopoly," the Hindenburg

World War II, Adolf Hitler, Pearl Harbor, Manhattan Project, Chuck Yeager, Berlin Airlift, Apartheid, Communist China

Hydrogen Bomb, McCarthyism, Korean War, Color TV, Polio Vaccine, Mt. Everest, Disneyland, Rosa Parks, Sputnik

JFK, Martin Luther King Jr., Eichmann Trial, Berlin Wall, Cuban Missile Crisis, Draft Protests, Charles Manson

Vietnam War, Munich Olympic Games, Watergate, Abortion, Patty Hearst, Pol Pot, Star Wars, Disco, Margaret Thatcher

Mikhail Gorbachev, Mount St. Helens, AIDS, Pac-Man, Personal Computers, Ethiopian Famine, Exxon Valdez

Internet, Nelson Mandela, Operation Desert Storm, Waco, O.J. Simpson, Oklahoma City Bombing, Princess Diana, Y2K

5

The Generations

6

Baby Boomers(1946-1964)

Generation Y(1979-2000)

Generation X(1965-1978)

Matures/Traditionals

(pre-1946)

1936 1946

1961

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

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

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

Generational Characteristics

Adapted from © VisionPoint Products, Inc. 10

Generational Characteristics

Adapted from © VisionPoint Products, Inc. 11

VeteransFormal/conservative

Value to team vs. self

Straightforward

Learn privately

Big picture, then detail

Respect for experience

Tie to real-world

Clear and logical facts

BoomersLifelong learners

Well-educated

Interactive, participatory

Non-authoritarian

Networking, teamwork

Make ’em feel important

Real-time application

Be democratic

Gen XEdutainment

Clear expectations

Be efficient

Tie to reality

Use visual aids

Up-to-date technology

Break frequently

Role plays are good

MillennialsTeamwork

Technology

Experiential

Learning communities

Clear structure

Fun and games

Relevant

Short attention span

* Source: Coates, J. Generational Learning Styles. LERN Books. River Falls, WI

Generational Learning Preferences

12

Application

Are you developing training that accounts for these

generational differences and learning preferences?

If so, please share examples.

Exercise 1.2 – 10 mins in groups of 3-4

13

Pop Quiz

Quiz 1

Quiz 2

14

15

The Situation

16

The Situation

Federal Brain Drain

• 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

60%

17

The Situation

Are Boomers Really Retiring?

• 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- Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005.

70%

18

19

The Situation

Is There Anyone Out There (Besides Us!)?

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

15%

• At the “mid-career” level

(GS 12 to 15), government fills

just of vacancies with external

candidates

• Leads to in recruitment isolation

20

The Situation Catch Me If You Can…

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.

2.8 years• Generation X/Y change jobs every

• 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.

21

The Situation

Partnership for Public Service Survey

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

• Only 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.

13

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.

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.

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.

25

The Situation

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

“Federal Pay Outpaces Private-Sector Pay”

• As of 2004: average wage and benefits:

Federal Worker =

Private Sector Worker =

May 2006

$100,178 ($66,558)

$ 51,876 ($42,635)

26

The Situation

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

Why?

May 2006

• General wage increases

• Increased locality pay

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

27

The Situation

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

Attracting the Next Generation

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

• Seek: Job security Flex scheduleTelecommuting

28

The Situation

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

Attracting the Next Generation

29

Application

How do these trends impact your training and personnel development activities?

Exercise 2-1 – 5 mins in small groups

30

Pop Quiz 2

Quiz 1

Quiz 2

31

The Solutions

1. Volunteer or Encore Career

“Get Involved”

“Fed Experience”

32

The Solutions

2. Coaching / Mentoring

2-Way!

33

The Solutions

3. Face-to-Face

Web-Based!

34

The Solutions

4. Podcast Interviews

35

The Solutions

5. Show and Tell

http://www.youtube.com/thecoastguardchannel

36

The Solutions

6. InternshipsFederal Career Intern Program• entry-level positions (GS-5, 7, 9) for a 2-year internship

• eligibility for permanent placement

37

The Solutions

7. Rotational Assignments

Presidential Management

Fellows Program•Attracts graduate, law, doctoral-level students•Rotate assignments within / among agencies

38

The Solutions

8. Dedicated Institution

39

The Solutions

9. Make Government “Cool” Again

40

The Solutions

10. Social Networks

41

The Solutions

11. Social Virtual Networks

42

The Solutions

12. Be Where They Are

“Call to Serve”Links 670 colleges /

universities with 75 agencies

43

Pop Quiz 3

Quiz 1

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!

45

Thank You!Thank You!

For More Information: Andrew Krzmarzick

Senior Project Coordinator(202) 821-6288

Andrew_Krzmarzick@grad.usda.govGraduateSchool.edu

GenerationShift.blogspot.comTwitter.com/krazykriz

LinkedIn.com/in/AndrewKrzmarzickDelicious.com/akrzmarzick

Slideshare.com/akrzmarzick

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.