Maryland: Census Bureau Issues Profile of the Older Worker

In a continuation of its partnership with 31 states on a series of reports on workers 55 and older, the Census Bureau has released its report on Maryland, the 11th state to be released in the series.Among the highlights of the report--"The Geographic Distribution and Characteristics of Older Workers in Maryland: 2004":

• 14.6% of workers were 55 and older, while 3.4% were 65 and older;
• the mining industry was the only industry to have more than 20% of its workers 55 and over (20.6%); in metropolitan areas, the educational services industry had the the largest percentage of workers 55 and older (25.5%); and
• the state's health care and social services industry employed the greatest number of older workers, with about 15.2% of the workers 55 and older being in that sector.

Source: U.S. Census Bureau Longitudinal Employer-Household Dynamics What's New (June 19, 2008)

Civic Ventures Report Highlights State Initiatives on Capturing Boomer Energy

A report issued by Civic Ventures shows that leaders of several state governments are taking the initiative to develop policies and programs that make the best use of boomer experience. The report--"Building an Experience Dividend: State Governments Lead Call to Engage Boomers"--focuses on developments in five states:

• Arizona and its Mature Workforce Initiative to develop policy recommendations and launch new programs, such as a certification program given to businesses deemed "mature-worker friendly."
• California, whose eServices offices focus on matching boomers’ desire to serve with specific labor shortages, such as the demand for math and science teachers and qualified managers in the public sector.
• Maryland, which enacted a Baby Boomer Initiative Act in 2007, creating the Boomer Initiative Council, which is tasked with developing a strategy to keep boomers engaged in their communities through work and volunteer opportunities.
• Massachusetts, whose governor has called for the creation of a Commonwealth Corps to give residents new opportunities to make significant commitments to service and in which legislation
  is being advanced that would create a Mature Worker Council.
• New York, where a package of eight bills has been introduced that are hoped will jumpstart the state’s efforts to prepare for an aging workforce.

In addition, eight states are participating with the National Governors Association and Civic Ventures in a year-long program to find ways to tap skills of older workers.

Source: Civic Ventures News Release (February 7, 2008)

Additional Source: USA Today "No time to relax: States want new retirees' experience" (February 22, 2008)

County Governments To Be Hard Hit by Aging Workforce

Two articles speak to the financial dilemmas facing county governments in the comng years as their workforces age. In Ocean City Today, Christine Cullen writes that while unfunded retirement benefits ended years ago for private employers, only now is the Governmental Accounting Standards Board requiring local governments to fund post-retirement insurance costs during the tenure of the employee. Thus, governments will have to set aside millions of dollars in segregated funds to cover the liability. Thus, for example, while Ocean City, Maryland, paid approximately $200,000 in retiree health benefits in 2003, and in 2005 the county paid close to $2 million, when the new system is in place, the city will pay $2 million annually, while the county would have to come up with $14 million, or nearly eight times the current amount.

Simiilarly, Bill Turque writes in The Washington Post about the job losses governments are facing. "Montgomery County estimates that 50% of its senior managers will be eligible for retirement by 2010. By next year, more than 70% of Fairfax's top officials will be able to leave and collect benefits." His story points out differences fro for public sector managers. For example, while private corporations have long used "succession planning" as a tool to groom executive talent, civil service regulations place sharp restrictions on designating heirs apparent. In addition, not only is the post-baby boom workforce smaller, but it also tends to hold government service in lower esteem than those who came of age in the 1960s and 1970s.

Source: "Health benefit costs could hit hard for governments" Ocean City Today (February 24, 2006)

Source: "Graying of Workforce Troubles County Governments"The Washington Post (February 26, 2006)