Return to Article: Focus shifts to recruiting older workers
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50485
Yes, I tried for years to get to work either straight swings (2pm to midnight) 4 days per week or part time (any 2 or 3 days of a 7 day week) and never could make it. I retired 2 weeks ago, I'll be 66 next year. My pappy worked until 72 and they finally threw him out of J.I. Case Co. Everyone should be given the opportunity to work part time IF they want to.
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45844
As a supervisor and manager I tried to fill 2 positions on my maintenance staff. First applicant turned it down because "no pay to move you", the 2nd "didn't want a pay cut", 3rd took the job and quit 2 months later to work with someone else, the 4th was a "no show" and called 2 weeks later to see if he could still take the job. Now I am starting the whole process over again. I am trying to fill 2 positions and dotting the i's and crossing the t's. 7 months and no one on board yet. What a wonderful hiring system we have. At least under NSPS I could have someone hired in 3 weeks.
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43026
Incredible. I do agree that the barriers to more mature potential employees should be removed. Good workers are good workers; and the mature bring a number of positives AND negatives with them as do all generations passing through our career systems.
But for the federal government to even consider a statistically significant number of recruitments in this age bracket makes no managerial sense whatsoever! One must state their assumptions; so saying, I must assume that the target population of OLDER workers discussed herein must be looking at least at their second career. NORMAL careers last from 20 years, for special or extremely difficult jobs, to 30 years on average. The average college graduate is 23 - 25 years of age; now throw in a couple of transitional years ... That should bring them into the 55 - 59 age range. Please remember, you only have to be employed with the federal government for 5 years to retire at 62.
But to look at a looming retirement crisis, and respond with a recruitment effort that MAY last 5 years and then turn into yet another of the same, is the epitome of ignorance. Perhaps that is why the Administration is pushing the NSPS; to force out their perceived "dead wood" and bring in ex-military, retired military, and those already subsiding on a pension or 401(k). Such employees may consider a secondary career with a lesser income, but a fulfilling mission, to be more than acceptable. Remember, all these new folks won't be getting much at 62; what with salary caps, non-retirement qualifying bonuses, and only 5 years time in service.
But what damage will they do to that next generation of supervisors? The capping effect of military crossing over into high level managerial positions is daunting enough to the civilian employees trying to chart their career progression. Add in some old codgers like myself and there you go; another recipe for migration. One can only hope someone does a business plan to look ahead at the results and possible pitfalls, before we leap.
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42728
I have seen some sterling examples of older workers (if 50+ counts as older) joining the Federal workforce. With several openings, we successfully recruited a mix of proven, successful workers from outside our agency (some on their third careers), along with some out of college and some within agency mid career. I believe that not having a truly accessable and flexible personnel hiring system is the barrier, not the lack of recognition of good talent when it shows up.
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42442
PC has already moved into Treasury with HR 3528(pensions for PCV resident personal contractors and staff resident personal contractors controlled at Treasury by the Director like the five year employment 'opportunity' law). Tax bills 3764 will probably be passed in 3997.
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42434
Due to an outdated public law I am required to retire at age 60 which is now for me. My retirement date is 31 JAN 08 and I DON'T WANT TO RETIRE!!!! They don't have a replacement for my job yet which means the soldier I took care of will be at a disadvantage. For the last 25 years my life has been taking care of my soldiers now I won't be able to. This public law needs to be done away with. I welcome any comments on this situation.
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42356
My job is not perfect and has its drawbacks.... and I wont make it to the top.. however that said....other agencies could learn from Dept of State. They do hire people at the age of 50 and over...they do hire people in a variety of skill sets becuase of our acquired past experience(s). Maybe other agencies could follow suit including the the large ones such as DOD, Treasury etc, and institute a real push to allow cross fertalization of employees with a carrot or two, verses the USAJOBS route where you apply.. apply.. apply &...for the next promotion... etc only to realise that there are many USG positions with an invisable age limitation.
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42297
No one cares about the ATC. There waiting in the wings to come on board
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42284
Seriously, the federal government is too old!!!!!!!!!!!!!!!!!!! We need to let a new generation bring about a new perspective.
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42255
How demoralizing it must be for rank and file government employees striving to reach the upper levels of the federal bureaucracy. How many times must the same bandaid fix be applied to this age old problem of recruiting competent men and women to fill upper level positions? If the mentoring and executive potential programs of the federal government were functioning properly, there would (and should) be an adequate pool of current public servants available for promotion into these leadership positions. The GS12s and 13s will only tolerate being passed over so many times for the 14 and 15 positions before they feel they have lost the fight to people who have no government experience, no agency experience, and no experience dealing with and navigating the federal bureaucracy. The federal government does not operate like corporate America. So, if you're planning to come over to this side, be prepared to deal with the culture and, potentially, personnel who may resent you for taking their promotion potential away. You may wind up rethinking your decision.
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42235
I am one of the Federal workers who retired as soon as eligible, and am now working for a consulting firm, on-site at a Federal Agency. I get better pay than I ever did with the Government, and much better benefits, plus my Federal retirement! I have consideredreturning to an SES job, but it wouldn't make sense, since the Government benefits for returning workers are not great. I would lose my matching 401 $, since I understand the Government would not fund a "second" retirement for re-hired workers (even in FERS/TSP). It would make no sense to return to the Government, unless they match the benefits private employers offer. However, I have found that there are plenty of jobs in the private sector!
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42186
I agree with the third commentor. I have been applying for jobs in my old careeer field since I retired 3 years and not even a nibble. I guess that comes from the Federal Government agencies especially DOD requiring the date of birth on the resume's or their particular applications. Heck I even submitted a proposal to the Secretary of the Army concerning the Presidential Initiative of volunterism in supporting their EEO program, Of course, Army and other DOD agencies rather hire outside expensive,commercial personnel or agencies who hire retirees, especially those in HR and Security, at a high cost to do the jobs. Just more,"smoke and mirrors", from our industrial/stock market controlled congress and executive govermental agencies.
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42184
This is an absolutely horrible idea. Why should we (former Fed employees) support the idea of hiring people who have never worked for the Federal government? There are plenty of retirees who would be willing to come back to work, provided their annuity wasn't reduced. This clearly smacks of a political payoff to IBM.
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42167
I was a victim of my company hiring two new people in their 20s for my salary. Which may have been a wise business decision, but what about the hard-working and dedicated employee, I was for the company. The problems about age and salary discrimination, it is very hard to prove that the companies are doing it. Keep in mind the person that is a victim leaves with a small severance and unemployment, how can you fight the system with no money? Now, that I'm looking for a job with this new concept of placing your resume on the internet, you never know if someone is reviewing or not (A great way to age, race, and salary discrimination in the job market). I am at the top of my career and I can't find a job at 54. Oh yeah, Staples, Petco, Petsmart, and Walmart will hire us, how sad it has come to this!!
Disgusted!!
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42161
I hgave applied for several jobs through USAJOBS and the Navy. I have never been called on one yet in the 7 months I have been trying. Maybe they should stop all the bureaucratic red tape and start hiring those people who are qualified. I think over 20 years experience in my field makes me qualified for more than a few jobs. I have seen jobs posted on those sites for over 6 months. THe federal gov. should start fixing the problem and not complain about shortages.
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42152
I like the idea of bringing in experienced workers. As a manager I have hired several young just out of college graduates they have a sense of self entitlement want to go straight to the top within a couple years without fully learning the job. We do need a healthy balance of workers. The downside is that the generational divide is real. Having the 20 somethings and the 50-60 somethings working side by side can be a challenge and balancing act for the manager.
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42149
Our agency is only promoting young kids with no experience. Us older folks that are mid career and older planning on staying until we drop are going to be stuck with no promotion potential. They don't seem to think that experience counts!
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42148
I thin to give anyone ike IBM personnel unfair advantasge, even with Congressional help, violates EEO. With the federal Government recruiting younger folsk straight out of college, "Leader's In Motion" some call it, anyone in federal government positions now, are ignored; regardless of experience and education. Everyone always thinks the grass is greener, but there is a reason why the IBM personnel are staying employed at IBM and why so many folks are leaving the federal service. Mostly it's the law, or draw downs, or cut backs, or consolidsation; it has many names.
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42141
What retirement wave? Nobody is leaving - why should they?
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42135
I could be wrong, but if they're so interested in recruiting older, retired workers from private industry to replace retiring feds, then maybe they should also entice the older feds into staying.
Of course, this destroys any chance to move forward for any younger feds and there won't be any openings for new people to come in, but they wouldn't be losing all the knowledge and experience that comes with age.
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42127
It is a shame that management does not look to promote people internally. Management should have the authority to promote workers with known ability rather than go to the outside.
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42123
I think the hiring of "older and more experienced" workers is a great idea. As a retired Federal manager, I would embrace the opportunity of returning part-time to Federal employment but ONLY if not effecting my annuity payments. It seems, as usual, that non-gov't workers always get the better deal--coming in at higher positions, more pay, more benefits; govt. workers portion vetoed; current Fed employees denied seniority and positions due to non-govt workers coming in after they main employment; and, more costly.
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42122
They could also try promoting some of the "older" internal employees, in an effort to retain them longer. When the people who manage you are younger than you and will retire long after you, there is no protmotion potential or incentive to bother staying. That's why so many experienced front line managers are leaving as soon as they can.
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42114
Why not consider promting those who currently work for Fed/DoD thereby leveraging their corporate knowledge and functional experience to maintain mission continuity and train/mentor the incoming workforce. Many are retiring because they can't get promoted, their Fed/DoD careers have dead-ended. Military retirees are taking the top slots and bumping out career employees. Much of the brain drain damage is self inflicted via poor HR management practices and cronieism. Don't look for diamonds elsewhere when they are in the fields of your own yard.
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42112
Where are the majority of the jobs and positions in the Federal Government going to be created. There is a growing pool of personnel leaving the military that would make great federal employee's! Where is the best place for them to look? Where are the holes going to be left in middle and upper management? Would love to see an article!
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42105
This is interesting: a push to hire older, more experienced people. I am an older, more experienced person with an exceptional work record who has been trying for years to move into the IT department at my own agency. I have the skills and the education, but can't get past the ridiculous personnel process to transfer. I am forced to leave the agency to which I've devoted my career, or retire. If I retire, I will immediately go to work in IT for private industry. Do you see the irony here?
If we actually fixed the federal personnel system perhaps older workers would stay on to do the work they love. FedExperience Transitions sounds like a great way to kick veteran employees to the curb and bring in all those brilliant folks from Big Blue. Good luck.
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42103
So, instead of training youger employees to get hired in front of them management is going to hire older workers at a higher level for current feds to train instead of promoting from within and hiring behind. That makes perfectly good snese to me! We might want to hang around after retirement eligibility if we get paid in accordance with the promises made and laws passed by past administrations and congresses (like enforcing the FEPCA 1990). Me I'm going the day I'm eligible! I have been promised to and lied to and treated like a second class citizen (no tax exemption for service in a war zonew for instance) long enough! Just make sure you hire enough folks to ensure my retirement checks get sent every month is all I ask. And they probably won't even get that right!
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42101
That's great, recruit older people to fill senior positions that career federal service employees have been working towards, forcing them to to the private sector for better pay and benefits, further glutting the government of its experience and knowledge. Plus, in my experience the private sector "recruits" do not last very long because of their frustration with a cumbersome beauracracy, and inability to make necessary changes due to statue, presidential, or congressional limitations.
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42087
Maybe if the FAA did not IMPOSE a contract on the Air Traffic Controllers there would not have been mass retirements. You cannot have it both ways.
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42083
As a retired federal employee, my choices were stay a GS-12 Step 10 until I was ready to quit working (I have two children 7 & 10) or retire and work for someone else (in this case the City of Woodland). The economics made this a no brainer. I encourage others I meet to go the other way. Or as the say, "The door swings both ways!"
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