1. Ageing Workforce in Local Government
Tony Goode – LGAQ

2. Local government HR Conference 2020

3. Central Queensland Regional Council Staff 2020

4. Ageing Workforce Is there a problem?
Is there a problem for local government?
Is there anything that can be done?
Council
Industry
Government
Seriously – will it be done?

5. Is there a problem? 2015 Intergeneration Report
> Working age to double
Fertility statistic – 1.9 birth per woman
Possible increase migration
Working age people to support >65 decline to 2.7 (annually 5)
Labour market entry / exit Ration goes negative – 2017?

6. Implications Governments spend more per capita on older people
People are living longer
The older a person, the more a government spends.
People choose to retire depending on their circumstances
Older people are staying in workforce longer
Australia does not have a high “older worker” participation rate compared to other OECD countries

7. Problems Yes for State and Federal Government For local government
Aged care 
Income  Expenditure 
Community services – libraries 
Voting power 

8. Local Government Services
Size and Structure Workforce
Skillsets / Skill Gaps
Solution
Research project

9. Local Government Workforce
Worker Reaching Retirement Age (65 +)
Victoria
38.8%
South Austr.
36.6%
Tasmania
NSW
36% WA
35%
Queensland
33.2% NT
25%

10. What is Older Worker? What is older worker? AHRI Pulse survey -
Used to be 50
32% (61-65) 25 % (56-60) 17% (<55)
Reluctant to recruit age (60 +)

11. Across the Nation State % Age 15-29 % Age 30-49 % Age 50-69
Victoria
13.4
46.1
38.8
1.7 SA
14.8
48.1
36.6 .5
Tasmania
14.9
47.9 .6
NSW
14.6
48.9 36 WA
19.3
45.1 35
Queensland
17.8
48.6
33.2 .4 NT
25.1
48.8 25
1.1

12. Across the Nation Similarities Biggest cohort 30-49 Next 50-69
Younger cohort (< 25)
Less than aged cohort (60 +)

13. Differences Northern Territory – Large youthful cohort
General variation
Victoria – lowest youth cohort – largest older working cohort

14. Differences – Gender NSW – men dominate all ages VIC - women
QLD – equal to than men
SA – equal to 40 – than men
WA – Women to 45 – than men
NT - Men

15. Analysis
Nature of community
Nature of work
Evolution of sector

16. Is There a Problem for Local Government?
Our workforce age is above labour market average
Critical timing 15 – 20 years
Youth cohort lower than exiting cohort
Actual number of workers is static
Local government a good employer – not preferred employer

17. CEDA 2015 Australia’s Future Workforce
40% Jobs redundant in years

18. Older Worker
AHRI

19. If you want a reliable, loyal, committed, aware employee who always turns up for work – hire an older worker If you want a creative, energetic, fit, ambitious and adaptable employee who embraces technology – do not hire an older worker If you want a high performing, focussed employee who is able to cope with stress – hire anybody

20. Conclusions Is Northern Territory ahead of the game?
Is local government in fact leading the way with experience pays?
Is the pending exodus an opportunity?
Are transition to retirement strategies counter-productive?

21. Skills Shortage Competitive for new skills / old skills
What to do with redundant skills
Solution
Know your current workforce
Know your future workforce
Plan succession

22. Knowledge Loss Reliance on tacit knowledge
75% Australian HR professionals never pursue knowledge transfer
Solution
Know essential knowledge
Plan succession

23. HR Skills Future-proofing a council Who possesses this skillset?
Solution
Local government associations to develop strategy

24. WH&S Older workers less injuries – longer recovery
Risk assessment not age related
Solution
Introduce intergenerational aspects into risk management

25. Intergenerational Conflict
Good luck!
Diversity Management
Unconscious bias training

26. Summary Is there a problem?
Evidence suggests a threat that needs to be explored exists.

27. At a Council Level Workforce planning is essential
Focus on succession planning
Focus on essential knowledge training??
N.B: “Transfer to retirement” should be the means to this end – not end in itself
Ageing population and local government – implications for services and workforces

28. Industry Level Future-proofing local government – building capability
Scenario development
Workforce information / benchmarking
Lobbying State and Federal Government

29. Government Level Funding apprentices / trainees
Funding workforce development
Targeted skilled migration

30. Challenges