Return to Article: Generations are in sync on quality of work life, says panel
-
47600
Why do we complain about - long term commitment from younger employees. The government doesn't automatically give employment commitments either. RIFs, Downsizing, BRAC.
-
47591
Glenn you must work at NASA, I've met very few CS folks who know their job and do it well. Heck its tough to get them even to show up for work. Evey study says attendance is the biggest facing supervisors in the govt. So I guess you statement should be qualified that "IF" they show up
-
47464
"In my experience, the younger employees are better educated and more motivated."
Amy, you may be young, but to call you dumb is the flip side of the same ageism your response reflects, and I don't approve of that either. As an older Fed, I take great offense to YOUR comment about education and motivation. I came into Federal service 21 years ago as a highly educated and motivated individual who had already experienced success in the private sector. I still am the "go-to" person in my area if you want to get something done with a sense of urgency, and have it done right.
Please-no genralizations!!!
-
47443
Dear Baby Boomers,
The answer to all of your demands is "No."
Thanks, Generations X, Y and the Kids
-
47356
Retention of younger employees is becoming a huge problem for the Government. The 'new' human resource systems being put in place are not conducive to long term committment of younger employees. Replacement of CSRS with FERS made the retirement system portable. You can leave Federal service with your TSP savings, a very similar system to private industry 401Ks, hence no long term committment. Replacement of the GS pay system with a the private industry similar NSPS pay for performance system makes the Federal employer look very similar to private industry, hence another reason not to stay. Couple these changes with Gen X and Millinials that are the children of Baby Boomers that saw thier parents 'downsized' and 'rightsized' from employers, it is no wonder there is no loyalty and long term committment. Federal Government needs to stop trying to be a private employer and market itself as something different to retain and keep quality employees who value being public servants. In my opinion, working for the Federal Government is a privelege, a sense of duty, and a committment to my country. I do not want the private sector similarities in pay structures and retirement systems.
-
47345
"young, dumb workers it can indoctrinate and manipulate"
As a young federal employee, I take great offense to that statement. In my experience, the younger employees are better educated and more motivated.
-
47339
Dan said "Looks like the new generation is behind NSPS". We are losing our recent hires because they have been through the NSPS BS and see it for what it is, a return to the good ol boy network. It no longer is about knowing your job and doing it well. It is now all about who you know and how much face time you get with the pay pool panel chairman. If DOD was serious about retaining good people and not just reducing payrolls they wouldn't be pushing NSPS so hard.
-
47312
As a 30 year civil servant, I see nothing that I didn't want also once technology made it possible. However, the resistance remains strong. A zero sum redistribution game such as NSPS that is simply an end run around undelivered pay comparability is hardly pay for performance--new workers who think so are simply more naive as I once was. I see limited changes despite 25 years of quality improvement initatives and promises suggesting the same things to no avail. I see management following in the footsteps of earlier management, alwasy frustrating real changes that would empower workers and let them be most productive.
-
47311
Little does the "new generation" know but they are being bamboozled in to "B" scale wages. 5yrs down the road they will figure it out and join a union to fix it.
-
47305
Ask anyone from a generation older than yours "what do you think is important to the people/workers of younger generations?" and a they will be dumbfounded to come up with something. Most simply don't care.
The present system does not allow for the types of things/options that most of us desire. There isn't a reasonable way to provide additional compensation to a high performer without taking it out of the pocket of an average performer. There isn't a way to give a high performer additional leave each year (which is preferred by Gen X'rs because we are all slackers).
As with everything in the Government, we simple suck a defining what we want.
-
47299
'Quality of work life' means allowing employees to have flexible schedules. Many contractors can get away with 80 hour pay periods and put in the time as needed.
Here at the EPA, we can do the same thing as the contractors you are referring to. We have maxiflex, flexitime, and flexiplace (work at home). As long as you total 80 hours in a pay period, you can pretty much write your own schedule. I love it!
Why do young folks think they are the only ones needing or wanting flexibility? I am 52, and raised my daughter while working for the Fed as a single parent. Now, my mother is 81 and I still need flexibility to attend to her needs.
I said it before and I will say it again-I am really tired of agesim.
-
47298
"Looks like the new generation is behind NSPS, good for them its about time we get rid of the old attendence program and reward talent and hard work"
The "new generation" is behind NSPS because it is lacking wisdom and has not had enough experience with the beast to know when they are being fed a bunch of crap.
Talent and hard work HAVE ALWAYS been rewarded by capable supervisors and managers. Lazy supervisors and managers will no more reward talent nd hard work under NSPS than they did under GS. Get real. Why am I responding to a phantomm anyway?
-
47296
The new generation "may" be behind NSPS until they get older and realize how bad their retirement was impacted. Come on, the Government is not going to change a pay system for the sole benefit of the employee. They will change it to save money first and then sell it as "Great for Employees". FERS was marketed the same way and so has NSPS. NSPS counts on the short sightedness of the American People who are bad at doing long term math.
-
47284
The premise here is that agencies want or need to retain their experienced older workers. DHS wants its older workers gone, so it can hire young, dumb workers it can indoctrinate and manipulate. That will make it easier to get rid of the unions. Another phase of the Shrub's management agenda....
-
47277
Looks like the new generation is behind NSPS, good for them its about time we get rid of the old attendence program and reward talent and hard work
-
47271
'Quality of work life' means allowing employees to have flexible schedules. Many contractors can get away with 80 hour pay periods and put in the time as needed. That makes a lot more sense. People will produce more when they are happy than when they are cornered into routines that work only for management. Telecommuting shouldn't be a secret of the priviledged few. Telecommuting is an obvious step towards quality of life. The "new" generation realizes that there is no gain in forcing yourself to be at the office every day when in reality it's not necessary. Retaining the best and brightest may not be in direct dollars either. For example, one idea is giving time off (or allowing flexible schedules) to exercise daily (because "after or before work" is just not realistic for many people). That would be a HUGE boost in 'quality of work life' getting employees energized and healthy (not to mention lowering medical costs and sick leave.) 'Quality of work life' can also mean allowing employees to cross-train in areas that may not be obvious to the employer , or again, allowing employees flexible schedules to obtain training in areas that are not directly work-related. If employees completing your work within pay periods, and they are allowed work time flexibilities to fit in "life", they will be a better employees... and willing to give more, when the time comes to give more because they konw they're being treated well.
-
47243
Carol, I completely agree. Frankly, I would be willing to accept lower pay at another agency if I knew that I would be working for someone effective, competent, and respectable.
-
47239
Robert Tobias' statement, "When leaders are credible, when they empower those they lead, when they act with integrity... employees will not only stay, they'll max their contribution to the organization.", is the truest and most common sensical statement that I have heard in a long time. It is a shame that the practices he describes are not used more by our leadership in civil service. Too many times the opposite is true and then 'they' wonder why so many government employees main goal is to retire. Why is it so hard to practice integrity and respect?
-
47206
The government should also think about having part time jobs for the older work force. There would be less Baby Boomer workers leaving if they were allowed to go part time.
PROMO RIGHT: EVENTS
UPCOMING WEBINARS
NOVEMBER 18
Speed bumps for Teleworking: What are they and how to avoid them?
DECEMBER 3
Achieve Program Success: Unlock the Management Information in Your Data
DECEMBER 10
Practical Transparency: Applying Exchange Networks for Mission Results
PROMO RIGHT: DIRECTORIES
Post a Comment
To post a comment, you must provide a name and a valid e-mail address. Messages must be limited to 400 words. By using this Service you agree not to post material that is obscene, harassing, defamatory, or otherwise objectionable. Although Government Executive does not monitor comments posted to this site (and has no obligation to), it reserves the right to delete, edit, or move any material that it deems to be in violation of this rule.