3. Silents Born between 1925 - 1946 Baby Boomers Born between 1946 - 1964 Generation Xers Born between 1965 -1980 Millennials Born After 1980 Generations in the Work Force

4. Today’s Workforce Reality Four Generations Silents Baby Boomers Gen Xers Gen Ys Four Generations Silents Baby Boomers Gen Xers Gen Ys Aging Workforce   Shrinking Labor Pool   Need for Integrated People Strategies Need for Integrated People Strategies = =

5. A workforce comes in many years, makes and models…

6. Translate this to year of birth…. 194819501955 1965 1970 1975 1980 1990 1985

7. Baby Boomers Baby boomers retiring have been keeping Recruiters busy and local government organizations scrambling for talent…..

8. The Power of the Baby Boomers Baby boomers were born during the years between 1946 and 1964 – and have made up as much as 40% of the U.S. workforce

9. Fifteen Years from now 1 IN 5 AMERICANS WILL BE OLDER THAN 65

10. Labor Market Composition

11. Most Public Agencies are unprepared to lose 1/3 of their staff

12. Lack of College Graduates By 2020 – The U.S. labor market needs one million more college graduates to fill the demand of vacancies

13. WSJ Article (Jan 16, 2015) – Survey of 32,000 students at 169 colleges and universities - Forty percent of students seen as iIl prepared to enter work force due to lack of critical thinking skills

14. California Centric Issues High cost of housing in some areas Out-of-State Candidates High cost of housing market State Income Tax Property Tax Fear of earthquakes! And, four year drought!

15. Pension Reform Promotes Internal Hires PEPRA – New Employees for CalPERS Plan – 2%@62 – Changes to Employee Share Some Employers still paying full or significant portion of Employee Share Two and Three Tier Structure

16. Talent Wars Public Agencies in Search of Talent

17. Who Is Driving this War for Talent? 83% of Employers and Recruiters would say the war for talent is primarily candidate-driven

18. Play Defense

19. Deflate the Situation

20. Defensive Strategies Grow your staff organically ……from the inside

21. More Defensive Strategies Be an Employer of Choice Positive organizational branding Create a culture of HPO Use data-driven metrics

22. More Defensive Strategies Vigorously promote success Require and review staffing stats Mentor the next generation Look internally first!

23. Tap the Private Sector Potential source for variety of positions (i.e. engineering, public works, accounting) Promote stability of the organization Highlight long-term career potential of public service Career Ladders / Upward mobility

24. Tap the Private Sector It’s not just – all about the base (salary) - Talk “Total Comp” “Defined Benefit” Retirement Plan is still a huge plus! Explore motivation and culture fit

25. Assess Your Strategy Annually Evaluate hiring process – Soup to Nuts Cross-train on organization-wide basis Restore funding for training Encourage professional development Institute a formal rotation program Vigorously promote seeking outside opportunities

26. Add Immediate Value Promote stability of leadership – Elected Officials – Executive Level + Entire Team Promote servant leadership Social Media / Communication Strategies Always an Ambassador

27. Use Technology - Recruit & Retain

28. Holistic Approach

30. Internal Staff vs. Search Firm HR Employees are often forced to multi-task normal job responsibilities plus handle the stress of recruiting. Experience, Expertise, and a full team with only one purpose. Finding the right talent for your organization

33. Skills and Experience TALENT Look for people that make best use of their skills and experience

34. Standard Job Spec vs. Performance Profile Job Description Skills Performance Profile Knowledge Skills Abilities Experience Competencies Leadership Strategic Vision Record of Success Career Path Lead & Team Examples

35. A ChampionA Tennis Player HAVING DOING

36. Strategic Recruiting Positive Branding Search Process Timing / Targeted Holistic Approach Technology

37. Sustainable organizations are built through a focus on workforce development E thnic G ender G enerations S kills

38. “Today your success depends on retaining experienced employees and transferring their knowledge to a new generation of leaders.” The Society for Human Resource Management