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PAD 771 Advised by Adam Scott Wandt

Presented By Richard P. MartinezJohn Jay College MPA Program

Recruitment & RetentionMulti-Generational Workforce

ABOUT ME

R. Martinez, MPA Program John Jay College

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OUTLINE

Podcast IntroductionRecruitment Strategies Retention StrategiesStatisticsFrequently Asked Questions & AnswersConclusion

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STRATEGICAL APPROACH

Recruitment Strategies Reflect the Government’s Merit Principles Diversity in a Multigenerational Workforce Resource Allocation Evaluation

Retention Strategies Mentoring of a Multigenerational

Workforce Employee Development Resources and Equipment Personnel Recognition Advancement Opportunities

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ALIGNMENT

Identify Agency Goals Implement ObjectivesAlign Workforce Activities

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ANALYZE AND EVALUATE

Baby Boomers 1born between 1946-1964 Workaholics Work efficiency Crusading causes Personal Fulfillment Desire quality, question authority

Generation-X born between 1965-1976 Eliminate the task Self-reliance Want structure and direction

Generation-Y born between 1977-2000 Multi-tasking Tenacity Entrepreneurial Tolerant Goal oriented

Develop & Implement Strategies to Address gaps and Meet Objectives between the multigenerational group

Analyze the recruiters’ impact through feedback & Comments from Correctional Hopefuls

Evaluate the Overall Quality of the Program by Accumulating Data and Document Feedback

Complete the After Action Report, which in part assesses recruitment impact on multigenerational groups

OBJECTIVE: Recruit the Best Possible Pool

of Qualified Candidates

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EQUAL EMPLOYMENT OPPORTUNITY

In 1972, title VII amendedEEO, which was initially aimed at private sector but now extended to State & Federal Gov’t

“Unlawful…to…refuse to hire…or to…discharge an employee…because of…the individual’s race, color, religion, sex,or national origin (Lee, 2005, 180).

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CONCLUSION

Develop and Implement Strategies to enhance Recruitment & Retention Objectives

Solicit feedback and evaluate After Action Reports

Adjust as needed to Address gaps and Meet Objectives between the multigenerational group

Recruit the Best Possible Pool of Qualified Candidates and Emphasize Retention

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REFERENCES Davis, N., & Mirza, B. (2008, September 29). Thought Leaders

Focus on Finding, Keeping Talent. HR Magazine, pp.1Eversole, T. M. (2010, March 18). Global Excecutives Focused

on Retaining Best, Recruiting Less. HR Magazine, pp. 1-4Gurchiek, K. (2010, August 9). Job Security, Company Stability

Are Most Important, Generations Agree. HR Magazine, pp. 4-6

Grensing-Pophal, L. (2009, March 1). Holding Pattern. HR Magazine, Vol.54, No.3, pp. 2-5

Hammill, Greg. (2005) FDU Magazine Online. Retrieved: http://www.fdu.edu/newsbups/mamagzine/05us/generations.htm.

Lee, Yong S. (2005). A Reasonable Public Servant: Constitutional Foundations of Administrative Conduct in the United States, Armonk, New York. Published by M.E. Sharpe, pp.175-80.

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Questions are the creative acts of intelligence — Dr. Frank Kingdon-Ward

Education

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