Wall Street Journal\u00a0<\/em>column from 2005 commented that even after the 9\/11 crisis new graduates \u201cavoided jobs in the US government.\u201d\u00a0 A 2017 study of the jobs chosen by the new graduates from the country\u2019s best public policy programs found only 34% chose government jobs.<\/p>\nOver the past year frequent columns have focused on how employers are using cash compensation \u2013 salaries, salary increases and bonuses \u2013 to recruit and retain talent in high demand fields.\u00a0 Pay programs based on step or across-the-board increases are out of sync with today\u2019s staffing practices.\u00a0<\/p>\n
The section of the report, \u201cWage and Benefit Competitiveness\u201d, acknowledges public employers are \u201coften constrained by their existing salary structures and the budget processes\u201d.\u00a0 Only 44% indicated \u201cwage compensation as competitive\u201d \u2013 which is the lowest percentage in the seven years this question was asked.\u00a0<\/p>\n
But that\u2019s not a useful question at a time when employers are raising pay levels 8-10 percent or more to compete for high demand job skills.\u00a0 In the report, pay increases are notably missing from a list of over 30 practices used \u201cto encourage employee retention and development\u201d (far down the list, 16% offer \u201cbonuses\u201d).\u00a0 Although a recession is expected, websites over the past year have frequently mentioned companies are relying on aggressive pay practices to attract or retain talent. \u00a0<\/p>\n
As a consultant who has served as an instructor for IPMA-HR workshops on salary management, I can say definitively government pay programs are central to staffing problems.\u00a0 Noncompetitive pay levels as well as the continued reliance on tenure-based increases make it impossible to reward the best workers.\u00a0 There was a time when public agencies could post job openings and wait passively for applicants.\u00a0 That\u2019s clearly not working today.<\/p>\n
But it\u2019s more than pay.\u00a0 In a survey of graduating seniors conducted by the National Association of Colleges and Employers, salary was eighth on the list of desired job attributes.\u00a0 They were looking for an engaging company culture, flexible hours, a collaborative environment, teamwork, respect and \u201cfair pay\u201d.<\/p>\n
Employee benefits are important but the most valuable and costly benefit, a traditional defined benefit pension, is of no value to young, new hires.\u00a0 For them the important \u201cbenefits\u201d are flexible hours, paid time off, work-life balance, development opportunities, etc.\u00a0<\/p>\n
A recent Gallup study, \u201cUnleashing the Human Element at Work: Transforming Workplaces Through Recognition\u201d highlights a core problem.\u00a0 From the executive summary,<\/p>\n
\u201cTo build the right workforce for the future and leverage its capabilities, leaders must take a human-centered approach to building their employee experience and employer brand. It starts by demonstrating to employees they are valued by recognizing their contributions.\u201d<\/p>\n
I doubt if there is much argument \u2014 the least effective HR system in government is employee performance management combined with pay increases based on seniority.\u00a0 At the federal level, performance ratings are badly inflated and have lost credibility.\u00a0 In other sectors, the practice is often criticized but virtually universal. \u00a0The importance of performance feedback and recognition has been the subject of several posts on the\u00a0Forbes\u00a0<\/em>website, e.g.,\u201c Today\u2019s Workers Are Hungry For Feedback; Here\u2019s How To Give It To Them\u201d.\u00a0<\/p>\nThe MissionSquare report also lists eleven \u201csought after skills\u201d \u2013 analytical\/critical thinking, interpersonal, management, etc.\u00a0 New graduates would be unlikely to demonstrate any of the skills except \u201csocial media\u201d.<\/p>\n
If there is a recession, business layoffs could trigger increased interest in government jobs but it\u2019s unlikely private sector employers will make a long term commitment.<\/p>\n
OLDER WORKERS READY FOR HIRE<\/h4>\n
Since the start of the COVID crisis, millions of older workers \u2013 55 and over \u2013 voluntarily or involuntarily left their jobs.\u00a0 In 2020 they were laid off or lost their jobs when their worksite closed.\u00a0 In 2021 they accounted for a growing percentage of the 47 million who quit as the year unfolded.<\/p>\n
For those who switched to working at home \u2014 older and younger workers \u2013 it gave them the time to assess their jobs. \u00a0The increased autonomy, flexibility and work\/life balance working made them hungry for something better.\u00a0 Older workers were glad to get away from the ageist jokes and comments.<\/p>\n
However, countless older workers, after looking unsuccessfully for a new job for weeks and months, gave up and decided to retire. \u00a0As of October 2021, there were 3.3 million more retirees than in January 2020.<\/p>\n
Significantly, employers are able to discriminate, ignoring applicants over age 40, because the courts have ruled the use of the word \u201cemployee\u201d limits the protection of the Age Discrimination in Employment Act to those already on the payroll, not job applicants.<\/p>\n
The common problem is the ageist, biased stereotypes that emerged decades ago but today are no longer accurate or relevant. Jobs requiring strength and agility have declined steadily in the US economy. (BLS reports only 3.4% of civilian jobs require \u201cvery heavy\u201d lifting.)\u00a0 The years of experience of older workers makes them better at solving problems. Studies confirm older workers often perform better than younger workers, and with their work ethic are far less likely to quit.<\/p>\n
Forbes, 10\/31\/2017, \u201cWhy Older Workers Are A Major Value Added To The Workforce\u201d<\/strong><\/p>\nPrior to the COVID crisis, there was a trend for older workers to defer retirement and work into their late 60s and 70s. Thousands of physicians, lawyers, professors, consultants, and entrepreneurs continue to work in part because they find great satisfaction in what they do.\u00a0 It gives them purpose and identify, and a good income.\u00a0 The pandemic altered the trend somewhat but it shows clearly older workers can be fully productive.\u00a0 Their independence enables them to do that.\u00a0<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f7f7f4″ custom_margin=”-641px|||||” custom_padding=”0px||0px|||” global_colors_info=”{}”][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.16″ custom_padding=”0px||0px|” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/08\/2-10.jpeg” title_text=”African,American,Man,Working,From,His,Home,Office.” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.17.3″ custom_margin=”-1px|||||” animation=”off” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/08\/3-10.jpeg” alt=”video presentation” title_text=”Work,Or,Retire,the,Decision,An,Aging,Worker,Must,Make,Between” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.17.3″ animation=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.17.3″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”5.7%|10%||10%||” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n
An important early step is acknowledging and working to erase age bias.\u00a0 It\u2019s often subtle but, unfortunately very common.\u00a0<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”4.16″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]HOWARD RISHER[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”0px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.17.3″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”19px||0px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
The experience of millions of older \u201cemployees\u201d is very different. \u00a0Millions, going back decades, have been encouraged or forced to retire before they planned. Many would like to work; many need the added income.\u00a0 Vanguard data shows the median \u2013 half above, half below \u2013 savings at retirement is only $33,472.\u00a0 That\u2019s far below what\u2019s need to retire and live comfortably<\/p>\n
The latest Social Security data show there are 50 million retirees and their spouses receiving benefits \u2014 an average $20,000 a year.\u00a0 Significantly, if they did not receive the benefits, nearly 38% of the country\u2019s retirees would have incomes below the official poverty line.\u00a0 With the benefits, about 10% have that problem.<\/p>\n
To put that into perspective, the 2022 poverty line income for a couple is only $18,310.\u00a0 The U.S. has over 60 million individuals 62 and older, the age when workers are eligible for Social Security.\u00a0 That means as many as 6 million \u201celderly\u201d are living below the poverty level. \u00a0That should be unacceptable.<\/p>\n
There also countless others who have been unable to find work but not yet eligible for federal benefits.\u00a0 Many need to augment their income and would love to find a job.<\/p>\n
Significantly, when workers defer their retirement, they continue to participate in employer-provided benefits and that helps to ease the political pressure to reduce the costs of Social Security and Medicare.<\/p>\n
RETHINKING WORK OPPORTUNITIES TO ATTRACT OLDER WORKERS<\/h4>\n
There are three traits that differentiate older workers from other job seekers.\u00a0<\/p>\n
First, they are not looking for long term career building opportunities.\u00a0 A common goal is to secure a \u201cbridge\u201d job until they reach the point when they are ready to stop working.\u00a0 In those roles, they are not barriers to the careers of younger workers.\u00a0 The CBS Evening News report of a former FBI executive now driving a school bus is a great example.<\/p>\n
Second, many are already working as \u201c1099\u201d or \u201cgig\u201d workers.\u00a0 Paying workers outside of the rules of government pay programs gives them and employers flexibility in how they are used. \u00a0If they already receive Social Security and Medicare benefits, they typically agree to work for salary only, saving the cost of benefits.<\/p>\n
Third, their experience enables them to work with minimal supervision, including remotely.\u00a0 Managers can prescribe job responsibilities and then back away, monitoring work results with metrics.\u00a0 Older workers can also serve as mentors for less experienced workers.<\/p>\n
A fourth trait that should not be ignored is their work ethic.\u00a0 It makes them more valuable and diminishes the possibility they will leave for a better job.\u00a0 When employees quit, it\u2019s costly.<\/p>\n
Paramount in their job search is flexibility.\u00a0 That can be hours per day, days per week, where they work, and\/or the discretion to take time off as needed (e.g., to care for a spouse).\u00a0 A core question for all employers is:\u00a0 Does a job truly need a worker to commit to 8 hours a day, 5 days a week?<\/p>\n
Significantly, the report,\u00a0State and Local Workforce 2022<\/em>, makes it clear public agencies are already contracting with gig workers, often in roles that older workers can fill with little training.\u00a0 The practice needs to be expanded significantly.\u00a0 Are there additional jobs that can be performed part time?\u00a0 Working remotely?\u00a0 Job sharing?\u00a0 Job sharing between two or three agencies?\u00a0 Relying on traditional civil service staffing practices will limit the possibilities.\u00a0<\/p>\nTennessee provides a practical answer to this problem.\u00a0 The state\u2019s retirement system created a mechanism that allows retirees to return to work at a TCRS-covered employer for 120 days without losing their retirement benefits.\u00a0 Rebecca Hunter, the state\u2019s former HR commissioner, commented, \u201cThis benefit has worked effectively for both the state and the retiree. \u00a0It has helped older workers phase into retirement as it allowed them to work part-time, while allowing the agency to benefit from their continuing knowledge.\u201d<\/p>\n
An important early step is acknowledging and working to erase age bias.\u00a0 It\u2019s often subtle but unfortunately very common.\u00a0 It varies by level and across teams, locations and occupations.\u00a0 The problem is closely related to the goal of DEI advocates (who often fail to acknowledge more than half the older workforce are women and minorities).\u00a0 It\u2019s important to make leaders aware of the problems.<\/p>\n
The first step is developing a data-driven understanding of the current over-55 workforce \u2013 where they work, their years of service, their occupations, and the gender\/minority makeup of the group. \u00a0The analysis should also compare their work status against other age groups for promotions, hiring, pay increases, ratings and turnover. \u00a0That\u2019s basic to understanding where problems exist.<\/p>\n
That analysis should be linked to data related to performance problems, and analyzed further to determine if the vacancies, performance problems and evidence of discrimination are related.\u00a0 That will help convince leaders where fresh thinking is needed.\u00a0 They need to support change initiatives.<\/p>\n
It would be valuable to follow the analyses with group discussions of what the data show.\u00a0 Mixed age and service groups would be ideal although that could trigger conflicting ideas.\u00a0 Groups limited to older workers would raise the prominence of problems.\u00a0 They know where problems exist and would like to see them addressed.\u00a0 A key is creating a workplace where older workers feel valued and respected.<\/p>\n
Older workers would also be helpful in contacting their local counterparts along with the places and websites valuable for recruiting.\u00a0 Local unions are an example. \u00a0Contacting groups like AARP Foundation\u2019s Senior Community Service Employment Program could be productive.<\/p>\n
These are steps individual agencies could undertake to address specific vacancy problems<\/p>\n
HR specialists should begin a review of job descriptions for education or skill requirements.\u00a0 This would be a great reason to shift to documenting essential job skills.\u00a0 Professional associations often show key skills on their websites. \u00a0\u2018Competency-based management\u2019 is emerging as an HR best practice idea. \u00a0It\u2019s an important trend that supports both DEI and older worker goals.\u00a0 Key skills should be prominent in job postings.\u00a0 That opens the recruiting to applicants from different career paths requiring the same skills.<\/p>\n
All the evidence confirms there are millions of older, sometimes \u201cretired\u201d workers who have needed skills and are interested in continuing or restarting their work lives.\u00a0 The income is important but many simply enjoy what they do or the people they work with.\u00a0 It enables them to feel useful and productive.\u00a0 Society benefits because it reduces the need for government-funded benefits.\u00a0 Job boards like\u00a0Careers in Government\u00a0<\/em>are ready to support strategies to fill those mounting vacancies.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.0″ custom_margin=”-17px||20px||false|false” custom_padding=”0px|0px|24.625px|0px||” global_module=”37900″ collapsed=”on” global_colors_info=”{}”][et_pb_row column_padding_mobile=”on” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”780px” custom_padding=”0px|0px|73.90625px|0px” use_custom_width=”on” custom_width_px=”780px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” text_font_size_tablet=”26″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”] Want new articles before they get published? 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Since the start of the COVID crisis, millions of older workers \u2013 55 and over \u2013 voluntarily or involuntarily left their jobs. <\/p>\n","protected":false},"author":3346,"featured_media":42352,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13],"tags":[35],"class_list":["post-42358","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-gov","tag-government-trends"],"acf":[],"yoast_head":"\n
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