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Reform, Retirement and Hot Air: Will Boomer Retirements Create a Crisis?
Total Comments: 24
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November 21, 2009
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Civilian Leadership Development (CLD) program
DON
Wed Oct 31, 2007 9:54 AM
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Civilian Leadership Development (CLD) Program was to take care of this issue of lost federal employees.
DON & the USMC put together the CLD program to develop existing Federal Employees - so that those Federal Employees could back fill - all of the retiring federal employees, & federal employees leaving the government to go to work for private industry.
The CLD program provided ever kind of training available to civilian personnel (and still does - to develop federal personnel).
I know a lot of personnel who took the courses to include me.
A lot of training: Presentation skills, briefing skills, Speech, Writing skills/techniques, Business Ethics, DOD Regulations/Rules, Mission requirements, Project Management, leadership skills, 7 Habits, etc.
It is odd that the governement forgets what they have put into place & have on hand, & Congress wants to re-create the world again (TAX $s).
I think more training needs to be put into place to get people trng & ready.
Reform, Retirement and Hot Air: Will Boomer Retire
FSA
Wed Oct 31, 2007 10:02 AM
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This was an interesting article about career development but the title doesn't seem to have anything do to with the article that I can see.
Skeptical
DOE
Wed Oct 31, 2007 10:36 AM
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(e.g., details, shadowing assignments, being assigned a mentor, etc.).
To get assigned a detail, there needs to be a need for the detail, and more often than not the needs of the agency come first so one of best persons who can perform the detail is assigned, not the one who could use the experience.
Shadowing assignement? Your agency has extra people to afford shadowing?
Having a mentor, is always a surefire path to career development!. As long as the montor actully does some mentoring, not just a name on paper, and the mentor actually knows what he is doing and how to mentor.
Developemental assignments? I had one listed on my IDT for years. And as expected, one never happened.
As for getting challanging work, maybe if you're lucky. The needs of the organization dictate what gets assigned. Sometimes you're lucky.
As for finding out about opportunities: if you're lucky you can get a shot at something new, but probably they'll pick someone with experience.
Reform, Retirement & Hot Air
USMC
Wed Oct 31, 2007 10:55 AM
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As one of the many baby boomers who will leave in January, I have to say, while the idea is good, implementing it is not quit that easy. Speaking from the experience of working at multiple DOD activities over the course of my career, what is suggested takes time, people, and money. The luxuary of having a mentor or shadowing someone is not feasible when there is so much work that has to be accomplished and not enough people to do the work. When you have an office staff of 5, 1 vacant no funding, 1 micromanager, 2 baby boomers and 2 trainees, it's like swimming upstream. The Mentor Program has been around for over 10 years now and at the 4 commands that I have worked at since it's implementation, not one had a successful program. The mentors are never available, and when they are, they just don't know what it means to mentor. Good luck to you all. My head just hurts thinking about it. At 55 it is time for me to go check out the dark side.
Re: Reform, Retirement & Hot Air
va
Thu Nov 8, 2007 6:53 PM
Shift of Focus Needed
IRS
Wed Oct 31, 2007 11:11 AM
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This story of the "looming retirement bubble" is really old news. It gets recycled on a regular basis. The Government would be better served if the focus were shifted to the "looming brain drain," as Generation X and the Millenials, with their near portable retirement accounts, start jumping ship. Trust me, they shall do so the more they come to realize, as they inevitably will, that pay-for-performance is a smoke and mirrors, thinly disguised means of compressing pay; that it will only get worse; and, that it is a manifestation of bad faith intentions, of the very worst sort, on the part of the administration and a Congress that stands on the sidelines witnessing the "medicine show."
you forgot to mention rigid GS hiring
USAF
Wed Oct 31, 2007 11:23 AM
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Matching employees to mentors is a great idea. If you know what you are doing. In our organization our supervisor is supposed to be a mentor. Wrong. A mentor should be someone who volunteers and has characteristics "like" the protege, and who is not in the hiring chain of command.
That aside, the bigger problem with this scenario is that the rigid hiring under the GS system totally ignores that many skill sets are similar. So what we often see is the mediocre employee who does the time and gets so specialized that they move up the ladder and fight to keep things just as they are for job security; to the exclusion of others that can do the job, yet lack the required "skill codes and subsets" needed to make hiring lists. The younger generations are not going to sit on their hands and grow old waiting for a promotion into a small boxed in job series. Hello! Let's fix this!
Replacing the Lost
DOD
Wed Oct 31, 2007 11:32 AM
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The author is quite right about the need for developmental ("career)" training; it should have been implemented a long time ago, as I've said for years. In regard to the IDP, however, anything I've put down that isn't bare-bones stuff has been denied, every time. The only exception is 1 course this year, which was denied until I stated in writing in the system that I needed it to perform my current duties and that it had been denied. If you are in a favored group you can get things, but otherwise not. There's a lot of ability out there that could be put to better use.