Ghosts of the forgotten federal workforce

While I’m taking some holiday time off, we have a good group of guest columnists to fill in the blanks. Some are still on the job, some are retired. They come from different agencies, and different places.

Today’s contributor wonders why some federal employees — graying workforce, millennials and veterans — are getting all the attention while mid-career professionals are being treated like proverbial “red-headed stepchildren”.

She writes:

For a number a number of years, we have heard about the escalating crisis occurring within the federal workforce. First, it was the brain drain due to the mass exodus of senior employees or the graying workforce. Next, it was how to attract the “Give it to me now! millennials” and finally, veteran hiring — Hire! Hire! Hire! The only group that hasn’t shown up as even a blip on the radar through all this drama is the federal mid-career professionals — or, the proverbial red-headed stepchildren of the government. This group consists of professionals, usually between the ages of 40 and 54 with between 15 and 25 or so years vested and not yet eligible for retirement. And man, is it an ugly place to be! Let me explain.

Firstly, the proverbial graying workforce is still going strong. This is what happened. In 2008, after riding glittering TSP accounts, all hell broke loose with the economy and beat the crap out of their retirements. With similarly declining prospects for post-retirement private industry employment, they pulled their retirement papers back, hunkered down and prayed hard for a recovery. In 2008, they were in their latter 50s. Today, they are in their mid to upper 60s. Some are well past 70 and have just made their money back. Some are retiring — finally. Some simply “can’t take it anymore” and others are trying to become members of the DIP (dying in place) group. Why they would do that to themselves, I cannot imagine, but there are a lot of them.

Secondly, I don’t mean to sound bitter, but I am, there are the “Give it to me now millennials”. According to recent government statistics, they represent only 16 percent of the government, but many are being treated as the kings and queens they are. The other day, I attended an off-site with a number of executives and a 20-something that was part of the “Rising Executive Program”. Huh???? When I started in my lowly ranking, I was there with a number of other young college grads — some even with political connections. We all had to climb our way out of a very dark deep 5-7-9 hole and it took a while — at great peril. Expensive training programs to handhold the millennials to become GS 15s before their 30th birthday simply did not exist — and I‘m not sure they should now. If you are a 15 before your 30th birthday, where is there to go — out the door to Google? So much for retention.

Lastly, there is the mid-career lot. According to the 2014 Partnership for Public Service, these employees constitute over 45 percent of the workforce, but their voice has virtually disappeared over the past few years. What is in the future for them? Most of these employees neither have the age nor savings needed to leave the federal government, and with so many years invested and Social Security so shaky, most will not sacrifice their pensions. Career opportunities have almost come to a dead stop. Firstly, many employees’ bosses are in the DIP group — you all may just die before they do. Secondly, if your boss is throwing in the towel, rosy days may not be ahead for you either. In my case, my boss is leaving in a few months. Little by little, I am getting more and more of his work, and this would be well and good if it would work out to my advantage, but it will not. Firstly, he has a hateful job I don’t want — no one would, and secondly, there are dropping his position to my level. So, a hateful job with more responsibility, more stress, no promotion potential, and no benefits &mdashl; I can’t wait! Oddly enough, senior management wants to improve morale by dropping grades and promotion potential. Call me stupid, but I can’t see how this would work. So, you are stuck. What do you do?

You go elsewhere.

Years ago, you needed a good resume and a well-placed phone call, and you were in. Now, forget it. Over the past two years, the only people I have seen go from one government position to another are those with veteran preference. You know, I have no problem with that as long as they are the best qualified for the job. Unfortunately, that is not always the case. I’m not sure how much good is done by placing veterans in jobs they are not qualified for. If they have been through the perils of war, how much more stress would be created by doing a job they have no idea how to do? I am sure my view is highly unpopular with many and secretly agreed upon by most.

So, rather than continue my gripe fest, I’m giving management some real solutions for their mid-career professionals. OK, since the federal government is determined to create leaner more private industry-like model, hire the best person for the position. I can dream, right? Secondly, if employees are having no luck getting out, look at creating more details — internally and externally. Now, here is the kicker. Management has to let them go. They cannot be afraid of losing their empire. Think of employee growth. It’s novel, but not new. Thirdly, become a mentor. This could be highly useful for all the millennials that didn’t make it into the “Rising Executive” Club. This is not a new idea; however, this is. Only co-workers are allowed to vote on who is mentor-worthy. This would eliminate the bozos with inflated egos and those with severe emotional imbalances that have found joy in torturing co-workers and underlings for years. Lastly, give the mid-career lot something to look forward to. Send them to training for the real job they would like to have after leaving the government. This will put a spark in their eyes and better prepare them for a more successful chance of success after their departure. Successes trigger stronger economies, and basically, that is what we are after.

I could keep going, but I won’t. Despite getting the short end of the stick, mid-career employees have been and remain productive, benefiting the federal workforce and the people they serve. However, this will not continue indefinitely unless they are nurtured also. There has to be opportunities to shine with tangible results for their efforts. If there are no opportunities to flourish, you will eventually have a dried up workforce. Now, maybe management doesn’t care, but I have news for you. Do you really think the “Give it to me now millennials” will stick around for opportunities that will never materialize? Who would?

— Genieve H.

NEARLY USELESS FACTOID:

Compiled by Michael O’Connell

Millennials make up the largest segment of the U.S. population — 28.7 percent compared to Baby Boomers’ 23.7 percent.

Source: NPR

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