We’ve all heard a lot about the looming “brain drain” as federal workers retire. This may or may not be a cause for concern in your particular agency, but it can inspire you to plan more creatively for your workforce needs in the future.
It makes a lot of sense to broaden your frame of reference when you think about workforce planning. There are lots of talented and experienced individuals approaching retirement age in careers outside the government. As they transition out of their previous jobs, many are looking for productive employment in a second career to supplement their pensions or 401Ks.
We talk about broadening diversity categories frequently in this blog. Clearing the administrative and procedural barriers to hiring second-career workers into your agency is just one of many ways to make inclusion programming a valuable component in your agency’s operational strategy. Consider the productivity boost and potential cultural enrichment for any agency that does the leg work necessary to make room—part-time or full time— for these talented and experienced baby boomers.