Are You a Member of Generation C?

In my journeys across the Web, I have observed a fascinating phenomena: Millennials and Gen X'ers aren't the only ones embracing the power of social media and its potential to create "Government 2.0."

If I had to estimate the average age of guests at virtual venues like GovLoop, Twitter, the blogosphere and beyond, most participants are people in their late 30s through mid-40s.

In case you're wondering, here's a quick breakdown of the generations in the workforce:

Veterans: Born before 1940
Boomers: 1940-1960
Generation X: 1960-1980
Millennials: 1980-2000

Earlier this week, I was posting a PowerPoint on the generations to SlideShare and saw this deck:

Generation C - a look into their world by Dan Pankraz

View SlideShare presentation or Upload your own. (tags: gen co-creation)

But it's the following slide that really caught my attention:



I think this definition is too limiting and would contend that Generation C represents someone of ANY age who is actively using social media and engages others on the Internet with a "2.0" mindset - creative, collaborative and community-oriented. (For a list of "68 Words Beginning with C" that describe social media, see this tag cloud posted by Ari Herzog.)

In delivering workshops and blogging about the intersection of the generations in the workforce, social media and government, I describe the difference between "Web 1.0" and "Web 2.0" in the following way:

Web 1.0 is like a store front where browsers can behold the wares, but the door to the store is locked. With Web 2.0, there is no store front. It's an open market where people exchange and barter to gain better products and ideas.

Members of Generation C operate under this 2.0 mindset, creating marketplaces all over the Web to share and shape information and ideas.

For Boomers (who don't want to admit that you're getting old!), here's your chance to consider yourself part of a "younger" generation. For the Millennials and Gen X'ers, it's our turn to exercise leadership and create the agencies and organizations that we envision by building upon our aptitude with new media. For people of all ages, becoming a member of Generation C presents an opportunity to construct a bridge across the intergenerational divide and create a cohesive community that coalesces around a collection of common goals.

So if you are a member of Generation C (or wannabe), let's get to work! How can we bring other people in our agencies and organizations into the fold, encouraging them to embrace the 2.0 mindset?

Web 2.0 as an enabler Federal Government

Web 2.0: What is it? Who’s using it? How to introduce it in your organization? What to expect from a new national administration in 2009? On October 22, 2008, these questions and more were answered at the Web 2.0 event sponsored by Young Government Leaders (YGL), in coordination with our partners at the National Academy of Public Administration (NAPA), The Public Manager and our corporate sponsor, Cisco Systems.

Our expert panel consisted of Frank DiGiammarino, Vice President of Strategic Initiatives at NAPA; Mary McCaffery, Senior Advisor to the Office of Environmental Information at the Environmental Protection Agency (EPA); Andrew Krzmarzick, Senior Project coordinator in Business Development at the Graduate School, U.S. Department of Agriculture; and Alan Balutis, Director and distinguished fellow of CISCO’s Internet Business Solutions Group.

The mission of YGL is to provide a community and infrastructure for current and future public service leaders that will educate and inspire to transform government. Web 2.0 plays a pivotal role in all of this because it leads to more efficient government by breaking down stovepipes, inspires innovation and serves as an enabler for knowledge sharing and management.

Some highlights of the event were:

- Closing the gap on transformation. NAPA launched a website, http://www.collaborationproject.org/, which is an initiative aimed at leveraging the benefits of Web 2.0 and collaborative technology to solve government’s complex problems.

- Getting to Active Transformation. Discussed how Facebook and TSA blogging were forms of incremental passive and active transformation, respectively. Expanded on Active Transformational Initiatives such as the Pugent Sound and Virtual Alabama.

- Change in your agency. Clear problem, people who care and a real value exchange. Focusing on the ‘who’ by bringing in a wider array of stakeholders and embrace the opportunity. Do not empower the status quo.

- Information sharing and collaboration. Solicit knowledge, tagging and facilitating internet collaboration. Some people want to contribute, but don’t want technology to get in the way.

- Collaboration tools in your agency. Why? Tie it to the mission. Who? Owner/Audience – you need a champion. How? Decide which tools. What? Content is the key to success. When? Create a schedule to implement and evaluate. Andrew explores Web 2.0 in the federal environment in his blog, http://www.generationshift.blogspot.com/. His slide presentation on how Web 2.0 is changing government can be found at http://www.slideshare.net/akrzmarzick/web-20-for-young-government-leaders-oct-22-2008-presentation.

- Culture change. The government needs the ability to actually deliver and embrace collaborative technology. A citizen-centric model of service delivery is critical. Using technology to reach out to the American people for ideas on improving government.

The mixed crowd of over 60 people from both public and private sector took advantage of the opportunity to engage in open discussion with these experts and the event was a complete success. If you are eager to learn from our leaders throughout the private and public sector, have ideas to share or just want to get involved, take a look at some of YGL’s upcoming events by visiting http://www.youngovernmentleaders.org/ or send me an e-mail (shaun.khalfan@navy.mil) for more information.

Shaun Khalfan
Chief Information Officer
Young Government Leaders

Extra, Extra, Read All About It

Alerting members and enticing nonmembers to YGL news and activities – in effort to expand YGL’s membership and effectiveness – is the goal of our public relations activities.

YGL events (speakers, seminars, social activities, etc.) and messaging need to be shared as far and as wide as possible. Whether through major media outlets such as the Washington Post, social media such blogs, campus newspapers or agency-specific leadership development groups, all are value platforms in which to advertise YGL.

But in Washington where it’s easy to lose visibility in a city full of professional and social activities, we want your help and to hear from you on how to best get the YGL word out.

Please send your suggestions (see e-mail below) on the best ways to inform you on upcoming YGL news and events and how to help spread the word to draw in those not yet YGL members. There is no “silver bullet,” we need to include an array of publications, broadcast media, agency mailing lists, etc.

Also, if you would like to directly assist in YGL’s public relations activities, let me know of your interest.

-Chris Vaccaro
YGL Public Relations Manager
christopher.vaccaro@noaa.gov

Is micromanagement killing generation X/Y?

"The best executive is one who has sense enough to pick good people to do what he wants done, and self-restraint enough to keep from meddling with them while they do it."
Theodore Roosevelt

Humans have incredible potential. If you set a path for advancement and challenge people you will often be pleasantly surprised. One of the biggest struggles a senior manager can face is a lower level manager that refuses to allow his or her people to grow. Employee satisfaction will last only so long and management must encourage growth at all levels and hold those accountable.

When an employee feels micromanaged they become pressured and demoralized thereby distancing themselves from work. In the worst scenario, the employee may focus only to earn their salary, leaving motivation at home resulting in little productivity.

To avoid this situation, managers should establish goals with organization mission and employee development plans and each must stay updated and aligned. Otherwise the employee receives a sense of confusion and lack of satisfaction in their work. I recently went through this exercise and had a hard time mapping my personal goals to the organization’s mission so what’s the problem here?

A read from a colleague that speculated “micromanagement is so prevalent because it passed from generation of leaders that were applauded and promoted in this backwards environment”

If you feel unrestricted and empowered I believe you will hold increase morale and ambition. When this happens, you feel comfortable thinking independently and pitching new ideas fostering performance, innovation, and creativity.

Can you relate to this quote?

John
Chief Information Security Officer (CISO)

OPM and the Federal Hiring Process

It has been said time and time again that one of the best ways to get young people interested in working for the Federal Government is to change its hiring process. It became no longer acceptable to have a Federal Agency take six months or longer to hire a candidate. In that time, potential hires sought other jobs and were hired in no time especially in the private sector.

What this caused was seeing the best and the brightest perceive the Federal Government as a place that is very slow to change, very bureaucratic and a place that is not interested in seeing young blood fill the halls of each agency.

I was one of those people that felt that way. In May of 2005, on the day of my graduation, most of my classmates had been hired by top accounting and marketing firms. I at the time had applied to over 20 federal jobs and had not heard back from any of them. I only began to hear from them in late October, early November of 2005. A good six months from when I first applied. I was pretty disappointed at this and realized that unless you were determined to be as patient as I was, nobody would be willing to go through this process.

I always wondered how hiring mangers felt about the situation. Well I guess they weren’t as happy as I was because the Office of Personnel Management (OPM) is taking an unprecedented step in overhauling the federal hiring process and trying to make it more robust so that people, especially future young Feds, do not get discouraged by the whole process.

OPM on September 5, 2008, presented (in a 59 paged document) steps to cut down the time it takes to recruit at a Federal agency. One of the great initiatives is to cut down the hiring time from infinity to just 80 days or less.

The following links are great articles on this:

From OPM’s website:
http://www.chcoc.gov/Transmittals/TransmittalDetails.aspx?TransmittalId=1513

From the Government Executive Magazine:
http://www.govexec.com/story_page.cfm?articleid=40913&dcn=todaysnews

From the Federal Computer Weekly (FCW)
http://www.fcw.com/online/news/153730-1.html

From the Federal Times:
http://www.fcw.com/online/news/153730-1.html

I believe this initiative is a step in the right direction and I believe more work needs to be done, from having a clear and discernable job description on USAJobs that cuts out the unnecessary agency jargons to setting clear expectations on USAjobs on the expected hiring period.

This new initiative comes at the right time with the impending mass retirement of baby boomers.

I am excited at this hiring overhaul (as I have been a victim of the old process) and I look forward to more changes.

I.J Ezeonwuka
Chapter Liaison- Young Government Leaders 2008-2009

Where does the time go?

Where does the time go?

For many of us young, multi-tasking, information-saturated, new-to-government leaders, the answer probably includes part work, part play, and part procrastination (in fact, isn’t that how the whole blogosphere got started in the first place?) If you have a case of the pokes and can’t seem to focus on the task at hand, here are some tips on time management.

The experts agree: the first step to overcoming procrastination is admitting you have a problem…Wait, wrong self-help program. Recognizing when you start procrastinating and what triggers it, however, is a good start to regaining your focus. (How does the saying go? “We have met the enemy and it is us!”) Acknowledging when and why you are getting sidetracked will help you take the necessary steps to refocus your energy on the right things.

Understanding how you are allocating your time is also helpful. Virginia Tech’s Division of Student Affairs offers a free online time management calculator that will do the math for you. The calculator prompts you for the number of hours you spend on certain activities each day/week/month and then calculates how many hours you have left for “studying” (it’s for college students; substitute “studying” for your favorite pastime, like attending YGL events!). You can find the tool here: http://www.ucc.vt.edu/stdysk/tminteractive.html.

To do lists are another useful tool. Usually people fall into one of two categories when it comes to “to do” lists: they either swear by them or feel they are a waste of time. In fact, when used correctly, a to-do list can actually help save you time. The key is in the Covey…Steven Covey, that is. He made the urgency/importance matrix of time management famous. Covey’s matrix forces you to not only list the tasks you have to complete, but determine whether those tasks are urgent (or not) and important (or not). An example of this matrix can be found here: http://en.wikipedia.org/wiki/Image:MerrillCoveyMatrix.png) The matrix helps you prioritize your efforts by directing your attention to the urgent and important tasks in “Quadrant 1” first before the not urgent and not important tasks in “Quadrant 4”.

Three other techniques may help improve time management include:
1. Delegating work to others. (Share the wealth!).
2. Minimizing interruptions, such as telephone calls, checking email, and unexpected visitors. (MS Outlook users: turn off the sound!)
3. Communicating with coworkers more often. (By keeping your coworkers informed, they will have fewer reasons to interrupt you.)

Finally, when it comes to effective time management, know that a bit of procrastination can be healthy. Taking short breaks periodically helps refresh your mind and body. So, go ahead: grab some coffee, take a lap around the hallway, or chat with a coworker. Jjust don’t come by my cube, I’m trying to concentrate.

-Margie Watson

The Presidential Candidates and the Feds

Hey Young Feds it is less than three months to a historic Presidential Election and I hope that every young Fed will take part in making history happen.

You might have made up your mind on who you will vote for, or are still taking your time to know the candidates; either way I hope that part of your decision will include each of the Candidate’s plan for the federal government including ideas for attracting the best and the brightest to work for the Fed.

Below are great articles from Government Executive Magazine that brings together some of the Candidate’s plan.

For John McCain:
http://www.governmentexecutive.com/features/0908-01/0908-01s1.htm

For Barack Obama:
http://www.governmentexecutive.com/story_page.cfm?filepath=/dailyfed/0607/062207a1.htm

Happy Voting Everyone!!

I.J
Chapter Liaison-YGL National 2008-2009

Service and Giving Back

Being a federal employee allows us to give back and play a vital role in making our nation great. Another way of giving back comes in the form of volunteer work and community service.

A couple of weeks ago I had the opportunity to paint classrooms in an inner-city Washington D.C. school. While I am sure that most of us could have found something else to do on a Saturday morning, here were about 50 people from all walks of life, ready to contribute to the community and improve this school. It is experiences like these that allow us to see the greater good in others and willingness to make our community a better place.

Our mission in Young Government Leaders is to educate, inspire, and transform the current and future leaders of federal government. Part of educating, inspiring, and transforming consists of volunteer work and community service. The benefits of such service are two-fold. Not only does it provide you with an opportunity to better understand others and build interpersonal and teambuilding skills, you will be making a difference in your community. This difference can range from providing a place for kids to learn, food for the poor, or cures to diseases. With this in mind, I encourage you to take part in some sort of volunteer activity, whether you are racing for the cure, serving at a food shelter or cleaning up an elementary school. I believe that giving back not only makes us better as a person, but better as a nation.

Shaun Khalfan, Strategic Planning Committee
Young Government Leaders
2007-2008

Olympic Athletes vs. Young Feds

The 29^th Olympic summer games began August 8^th. I have been diligently watching every night to see every country’s best athletes compete to be the best in the world. These athletes are representing their country and sport with pride. They are competing to make their country proud. Is this the role, we as young federal employees try to play and portray in our respective agencies for the United States of America as well?

We work every day to try and play a role in helping our nation. Whether it is by saving taxpayer dollars, defending our homeland, conserving our wildlife, or developing cures for disease. We try to outdo what the last have done, better their strategies, craft new ideas, and be innovative in our way of thinking.

As young feds, we want to inspire those around us, colleagues, potential recruits, citizens, to see the rewarding benefits of representing your country as a government employee. It is just one of many ways to make a difference in our nation, even the world. We may not receive an Olympic medal for our work, but we still should identify with the athletes in that same sense of national pride.

So, are you going to be the Federal Government’s next “Michael Phelps”?

Mary Morrison, Social Committee Chair

Benefits of Working for a Large Government Agency

Six years ago I started working for the Department of the Navy as a Naval Acquisition Intern. This marked the beginning of my Department of Defense career. In the past six years, I worked in six different offices, three at the Washington Navy Yard, two at the Pentagon, and one in Rosslyn, VA. During my tenure I’ve worked in four career fields; acquisition, program management, policy and human resources. The opportunities afforded to you in a large government agency, such as the Department of Defense, are tremendous. If you are feeling stagnant in your current position, there are numerous opportunities available in the department for you to explore. You can change careers or change offices, the choice is yours. Don’t get me wrong, you still have to apply to most of these positions, but you carry with you a working knowledge of the largest organization in the world. As we all know, with good there is bad. On the flip side, you can get lost in such a large agency, so it is important to make your mark by taking advantage of opportunities and networking.

Cara Spiro
YGL Professional Development Committee Co-Chair

GOT(G)V - Get Out The Government Vote!

As federal employees, we have a big stake in the upcoming presidential election. Not only do we share the responsibility with the rest of America to elect a new world leader, but when we go to the polls, we are also voting for our future boss. No matter what agency you work for (federal, state, and local levels included), the president/governor/mayor we elect has the ability to appoint a number of his or her likeminded colleagues throughout the executive branch who will impact the work we do on a daily basis.

Government employees seem to understand the link between voting and their day jobs. Two researchers from Louisiana State University looked at voter turnout in the 1996 Presidential election and found that government employees had a turnout rate that was 12 percent higher than that of non-government employees.[1]

The researchers found that this difference could be attributed, in part, to the fact that government employees possessed certain characteristics normally associated with high voter turnout, such as being older, being female, and having higher levels of education, news readership, social capital, and satisfaction with democracy. Yet, even when the researchers controlled for these factors, they still found a significant correlation between public service and higher voter turnout. That is, there is something unique about public service that makes government employees vote at greater rates than those employed by the private sector. (We always new we were special, now we have the research to back it up!)

So what does this mean for young government leaders, besides the fact that we in the government community are in good company with voters and news junkies? Let’s break it down:

Young: In the 2004 election, turnout was highest among older Americans: about 70 percent of Americans age 45-55 turned out to vote, compared to only 56 percent of 25-34 year-olds and 47 percent of 18-24 year-olds.[2] The good news is that voter turnout among younger Americans has been increasing in recent years. As young government leaders, we have the ability to continue this trend. Our continued turnout will be especially important as the 69 percent of the federal labor force over the age of 40 retires in large numbers over the next few years. It’s our turn to represent, so bring it (well, bring yourself) to the polls this November!

Government: If the trends the LSU researchers observed in the 1996 election hold true, government employees’ votes are actually worth more than face value. Government employees are a smaller segment of the population, yet we turnout in higher rates than the country on average. The more government employees at the polls this fall, the bigger impact the “government vote” will have. So feel confident that your vote counts this Election Day!

Leaders: As leaders, we don’t take responsibility lightly. We embrace any opportunity to make a difference, set a positive example, and empower others to join us. As the current and future strategists, innovators, implementers, and evaluators of our country’s policies, we know that actions speak louder than words. So grab a public service colleague and register to vote, learn about the candidates, and locate your polling place.[3] Lead others to the polls and get out the (government) vote!

Now, before you rush off with American Flag in hand, there are two caveats you should know about as you get energized for Election Day. First, research shows that government employees as a group do not tend to favor one political party more than the other. So the “government vote” is unlikely to produce a mandate for any one candidate this fall. This is not necessarily a bad thing, however, since – second caveat here – the Hatch Act and its 1993 amendments prohibit federal employees from engaging in certain political activities in the workplace (e.g. no soliciting political contributions at work and no wearing political buttons while on duty).[4] So embrace your nonpartisan exuberance for civic duty and, at the very least, celebrate one of the only times when we, as government employees, get a say in picking our new boss.

-Margie Watson

Notes:
[1] This research can be found in Public Choice, Volume 111: pp. 259–283, April 2002.
[2] The Washington Post, May 2005: http://www.washingtonpost.com/wp-dyn/content/article/2005/05/25/AR2005052501965.html
[3] The voter registration deadline for DC and VA is Oct. 6; for MD it is Oct. 14. http://www.rockthevote.com/voting-is-easy/important-dates/
[4] Office of Special Counsel booklet on the Hatch Act: http://www.osc.gov/documents/hatchact/ha_fed.pdf

Government Service Offers Opportunities in a Period of Economic Uncertainty

Over the past few weeks, the news has been dominated by reports of economic decline. Even if American exports are up due to a weak U.S. dollar, it seems that the media and the American people are anticipating the worst: everywhere you turn there is fear - bank failures, an overheated housing market, high inflation and the list goes on. That news is enough to scare any recent graduate or employment seeker. However, for those of you contemplating public service, the time could never be better! There are three reasons why: job security, advancement opportunities and career development.

Government recruiters always tend to focus on the job security component. And given the uncertainty in today’s economy, its one of the best reasons to consider joining the federal workforce. Though most agencies require a probationary period or initial contract, once you’ve proven that you’re a productive member of your team and agency, you have a level of job assurance unmatched in the private sector. Not to say that it’s impossible to lose your job, as RIFs and voluntary early outs are always possible, but the dreaded pink slip generally does not rear its ugly head in the federal workforce.

Career advancement is the second reason for considering a public service career. Annual retirement rates likely surpass the annual rate of inflation! So have no fear, it’s a great time to join the federal workforce. In my organization, the U.S. Postal Service, and across the federal government, baby boomers in management positions are throwing in the towel faster than their critical positions can be filled. That means that management and leadership opportunities for Generation X and Y employees are more plentiful than at anytime EVER.

Finally, federal service offers developmental opportunities unmatched by the private sector. Of course, these depend greatly on the agency, but in an effort to recruit and retain the best and brightest, agencies are instituting tuition reimbursement programs, job rotations, and host of training programs for new employees to match up their talents with skills sets in great demand.

So to those of you considering federal service – now is the time! The private sector may be facing a host of challenges, but the public sector offers security, opportunity for advancement and developmental opportunities currently unrivaled by private employers.

Bruce Marsh

Chairman, YGL Strategic Planning

Take Charge of Your Financial Future!

Numerous studies have found a majority of Americans are not prepared for retirement and face the prospect of having to work longer than they expect. Younger workers today also face a much longer life expectancy. One out of four 65 year olds today can expect to live into their 90s.

Until about two years ago, I was like the majority of Americans; I had given little thought to my retirement investments and could think of a million better things to do with my Sunday afternoons than figure out how I would support myself in my old age. But as the big 3-0 loomed closer and closer, retirement started to seem like something I needed to think about now rather than the far distant future. To educate myself, I signed up for a course in financial management through Arlington County and started to dig around the National Finance’s Center’s Employee Personnel Page and the TSP website. Embarrassingly, at the time, I had no idea how much I was contributing (somewhere around 10 or 11 %?) or to which fund I was contributing. I found out that I was contributing the maximum percent allowable (15%) in the G fund. Bonus points for contributing the maximum percent allowable. Negative points for contributing to the G fund in my 20s.

For those of you that have no idea why contributing to the G fund in your 20s is not the best idea, this blog is for you. Below are some basics that will start you on your path to financial security.

What is the TSP?
The Thrift Savings Plan (TSP) is a retirement savings and investment plan for Federal employees. These funds are for your retirement and you cannot withdraw them without penalty until you leave Federal service. You pay no taxes on TSP contributions or earnings until you withdraw your account. TSP is voluntary. You don’t have to contribute anything. There are limits to the amount you can contribute to TSP, however. The federal government matches contributions to TSP from one to five percent, depending on the amount you contribute to TSP.

TSP is only one aspect of your retirement savings…depending on whether you fall under FERS or CSRS, you also receive set benefits, including (1) a FERS or CSRS annuity based on your years of service and your salary and (2) Social Security (who knows if it will be around when you decide to retire). Both of these benefits are made on your behalf by your agency and are mandatory.

What’s so bad about the G fund?
The G fund is GREAT…if you are only a couple of years away from retiring. If you are like me, however, and just beginning your federal career, putting all your $$ into the G fund just doesn’t make much sense because of its low return on investment. The most difficult aspect of investing is figuring out your risk profile (and your tolerance for risk) and how that relates to your age.

The TSP offers all participants a choice of six investment funds:
1. Government Securities Investment (G) Fund - invested in short-term, risk-free government securities. (In other words, the really safe fund. Of note, this is also the default fund. If you do not remember selecting a fund, as I did, this is most likely the fund to which you are contributing.)
2. Fixed Income Index Investment (F) Fund - invested in fixed income securities from the Lehman Aggregate Bond Index. (Reliable fund, with minimal risk of investment loss, but is not a big earner.)
3. Common Stock Index Investment (C) Fund - invested in Standard & Poor’s 500 index, which includes some of the largest companies in the country, such as Coca-Cola, Ford, and McDonald’s. (Riskier than the G or F fund, but still a good long-term growth fund.)
4. Small Capitalization Stock Index Investment (S) Fund- invested in small and mid-sized companies from the Wilshire 4500 Index. (Another good long-term growth fund; tends to be more volatile and aggressive than the G, F, or C funds.)
5. International Stock Index Investment (I) Fund- invested in international stocks indexed from Morgan Stanley's Europe, Australasia, Far East, or EAFE, Index of large-company foreign stocks. (Again, good long-term growth fund; tends to be more volatile and aggressive than the G, F, or C funds.)
6. Lifecycle (L) Funds- These funds balance your contributions among the five funds based on your projected retirement date. Thus, those closer to retirement would chose the 2010 mix, which would put a higher percentage of contributions in the safer, more reliable G fund. Those further away from retirement such as me would invest in the 2030 or 2040 model, which has a larger percentage of funds in higher yielding, but more volatile options.

Your Next Steps
1. Go to http://www.tsp.gov/account/index.html to learn more about your TSP account.
2. Attend YGL’s upcoming event: Success with your Money with Janet Bodnar, Kiplinger Personal Finance Magazine on July 30, 2008 from 11:30 to 12:30 pm. For more details, check out our event calendar!
3. Take control of your financial future!

Kate Walker, President
Young Government Leaders

Technically Speaking...

I heard something the other day which I thought was quite interesting. Before I get into that I will stray for a moment. How important do you think computers and technology are? I think so much revolves around technology nowadays whether an individual is a public or private worker, a student in college or just starting kindergarten, and even for those who are retired or stay-at-home parents. My hope is that affluent people and high level politicians would fall into the same category as well. Technology such as computers is a basic staple in the daily activities of most offices. Of course there have been times in the past where I was more familiar and/or skilled with a system or a program than my supervisor, but never have I seen a Director or those in main leadership positions to be completely and utterly computer illiterate, unable to independently work on computers at a very basic level (i.e. email, Word, or some other basic computer function relevant to their work). It’s okay if you have a supervisor who doesn’t know the intricate details of how you do your job, after all that’s why they hired you and there needs to be something that you’re indispensable and best skilled for. However, to have a leader who has the basic knowledge and ability to understand and use a computer as relevant to the surrounding work environment may alleviate some thoughts of general incompetence at the top. If your boss didn’t dedicate time to have an understanding at this very basic level, what would that say about their commitment for bigger and much more complicated things? Wouldn’t there be some concern as to how they even worked their way up to that level without knowing the basics? Hopefully this sounds strange, although we see something similar when children slip through the cracks and never learn to read. They continue into adulthood and somehow are able to remain illiterate. Now of course reading in some form has always been around and computers have not, but if you have remained in the workplace especially in high level positions throughout this technology era you should have picked up something just as your subordinates and your peers around you have done. How would you feel with having a commander-in-chief in this day and age who may be brilliant, but to-date hasn’t learned the basics of the growing technology in their surrounding environment? Maybe you haven’t noticed but technology is shaping the world and most certainly the federal workplace. We all know that learning something through a book or some other second hand source is no match for the real world hands-on experience. So although this may not be a matter of substantial debate, I found it quite interesting when I heard that someone running for one of the most esteemed positions – the 2009 Presidency of the United States of America - didn’t possess these basic skills. I have spoken to some people who find this to only be a minor concern for what would make an effective President. However, I believe that these kinds of skills are important in a candidate - don’t you?

Marissa Pretto, Treasurer
Young Government Leaders

Dedicated to the Mission

Last month I had the opportunity to work with Federal employees at Camp Arifjan, Kuwait. The thought of working in a potentially hostile environment would make some people uneasy, but it was definitely not the case with the personnel I had met. These Federal employees, both male and female, were motivated, had a strong work ethic and were dedicated to the mission.

The fact that these employees had volunteered to live and work in such austere conditions immediately displayed a certain level of motivation in my eyes. These men and women are vigilantly working alongside our members of the Armed Forces to ensure the mission is accomplished. From the moment I landed, I found myself working 12-13 hour days just trying to understand the dynamics of the mission and some of the tasks the organization was trying to accomplish. It appeared as if they were trying to complete so much with such limited resources, yet somehow managed to get them done.

What also surprised me was how much more money contracted personnel made in these high threat areas. They would make two or three times more than the average Fed, have much of that tax free and enjoy plenty of perks. Taking all of this into account, I realized that these Federal employees believed in public service and were dedicated to the mission. They had a vested interest in seeing their organization succeed and the mission accomplished. The operations tempo is always high in Southwest Asia and many Feds in the theater, similar to our Armed Forces, are away from their families and work long hours for 6 or sometimes 7 days a week. I hope others will take note as this experience speaks volumes about our deployed Feds/Service Members and the kind of people who are dedicated to the mission and their country.

Shaun Khalfan, Strategic Planning Committee
Young Government Leaders
2007-2008

A Week of Training

As part of the GSA program, twice a year, the agency brings together all the “interns” (full time employees that are on a 2-3 year career track and rotate throughout the agency) for a week of professional development. All 80 or so individuals get together in a L’enfant Plaza Conference room and look forward to a week of lecture, interaction, and socialization away from the cube. I, for one, think this is a great experience. Each of us has the opportunity to network with employees, find out what others are currently doing in their rotations or tracks, discover previously unearthed information about the agency that you had no idea about, and gain leadership skills - all at the same time!

We had Management Concepts present lessons on both hard and soft skills, such as Professionalism in Communication and Building and Sustaining Relationships in the workplace. The agency also had employees across the divisions come in and give presentations on useful information like Writing in PBS and an in depth Who’s Who?

After a week of opportunities to converse with the Executive Team and other interns, I felt energized and more aware of my mission.

Does your agency organize conferences like this for young employees? Do they have team building training opportunities? Are there other avenues that your agency builds on employees’ relationships or morale?

Mary Morrison
YGL Social Networking Chair

The Importance of Mentors

Throughout your career, regardless of private or public employment, it is important to think about your mentors. Who are your mentors? Do you have mentors? What role are they playing in your career?

Mentors play a vital role shaping and influencing their mentees’ careers. A mentor can help you decide if you are in the right job or position. These individuals can help you decide whether making a career change is the right choice for you. Mentors can make sure that you are making the most of the opportunities available to you in your current position.

Often people think that mentors must lie within their organization or company. This isn’t necessarily true. As a young employee, you should have a variety of mentors. I recommended that you have multiple mentors both within and outside of your organization to help guide you through your career. Here are some people that might be great mentors---

1. Your previous supervisors
2. A professor from your graduate program
3. A higher level employee within your organization that doesn’t directly supervise you
4. A person in your career field or your career field of interest
5. A relative who cares about your advancement
6. A close friend

As you can see, when talking about a mentor it is important not to limit your options. Your potential list of mentors is limitless; just make sure you have variety in your selections. Each person brings a different perspective; ideas about how to handle situations; and suggestions for opportunities that you should experience.

Take some time in the near future to assess your mentor network. If you don’t have at least one mentor, think of a person that could serve that role for you and ask them to serve as your mentor. Don’t be afraid to ask somebody you see as a role model or a coworker. You will never know what they will say until you ask!

Good luck picking a mentor in the next few months. These will truly prove to be an asset for the rest of your career.

Cara Spiro
Professional Development Co-Chair

“Around the Fed in 80 days...”

We all know the concept behind the movie or book "Around the World in 80 days". What if as a young Fed we could apply this concept to our career?

Gone are the old days when a Federal Employee spent their entire career in one agency. Previously, it was considered a sign of experience or loyalty. Today a young Fed can be seen equally as knowledgeable or experienced having done various stints at different agencies. In some cases, even be considered a subject matter expert after spending only 2 1\2 years at an agency. Gone are the days of appearing like a job hopper after spending as little as 2 to 5 years at an agency and then deciding to move to another.

With this in mind, I implore young Feds to take the chance and work at different agencies they have been dreaming about. It would be almost like traveling to different foreign countries you've always wanted to visit. There are hundreds of different agencies and sub-agencies. These agencies all have different missions, cultures and ways they serve the public.

Since leaving college in May of 2005, I have now spent almost three years in the Federal Government. I have worked for the Smithsonian Institution and I am currently working for the United States Coast Guard. I'm sure what I learned at the Smithsonian has helped me in my current position.

There are, however, many other exciting agencies: Customs and Border Protection, Immigration and Customs Enforcement, Department of Homeland Security, Office of the Comptroller of Currency, Peace Corps and the Department of State. I hope all young Feds take the time to prepare a list of dream agencies they would like to work for.

It is true spending an entire career in one agency is very safe. However, spicing it up and taking a risk of going "Around the Fed in 80 days" may be just the ticket to career advancement!

I.J Ezeonwuka,
YGL Chapter Liaison, 2007-2008

Reinventing Government: Inside and Out

T.S. Elliot called April “the cruelest month.” Even disregarding Tax Day, April was a cruel month for me this year. It was the month I choose to leave the federal government. Two weeks ago I officially decided that instead of converting to the civil service at the end of my PMF in the fall, I will be attending Rice University to complete my PhD in Political Science (hey, at least it’s related).

It is with great sadness that I leave the government. Although I have occasionally had Kafkaesque experiences, the time I have spent in the government has, in large part, been personally and professionally fulfilling. Not to mention my time with the excellent members of YGL. I’m extremely sad that I won’t be around to see my fellow Gen Y’ers will step up to the challenge of reinventing the government during the next administration.

The reinvention of government is not an option, but a necessity. However, it will not be accomplished solely by current feds. To succeed, it must be a collaborative effort by groups and individuals across the country. It will take former feds (like I soon will be), academics, grassroots activists, non-profits, state and local governments, and countless others to force the federal government to flatten its organization and breakdown barriers to progress. Right now some of the most innovative projects in the public sector are taking place at the state and local level. They are partnering with private enterprise and non-profits, exploiting existing opportunities as well as creating their own. They are combating issues like global warming and the housing crisis, occasionally hitting a home run, frequently striking out. But they are trying and innovating, while the federal government often acts like a pitcher on the disabled list.

As the 21st century progresses and Gen Y and Gen X begin to move into positions of influence, the government will not have the luxury of watching from the sidelines. If we fail to act, action won’t fail to be taken. We will be forced to act quickly and decisively, or watch the federal government’s influence diminish and its power for positive change shrink. A void will be left that other stakeholders - state and local governments, non-profits, private enterprise, even foreign countries - will fill, but only the federal government can act with the best interests of the whole nation in mind.

So what can we do to prepare for our inevitable roles as leaders in the federal government over the next few years of our careers? I have a few suggestions:

1. Focus on collaborative efforts
Collaboration will be even more important in the century to come than it is now. Everything is interconnected from environmental issues and urban planning, to homeland security and agriculture. The government will need outside actors (such as academics as I hope to be) to accomplish its goals, not just as regulated entities, but as partners and allies.

2. Be prepared and empowered to act
One of the major factors promoting intractability in the federal government is the constant quest for ‘more data’ or ‘more information.’ While the accurate information is priceless to a decision maker, demanding ‘further study’ is often simply an excuse for delay and inaction. Inaction is safer; the status quo is always comfortable. But neither accomplishes our primary goal of better serving the public. We need to become significantly more comfortable with risk and dismiss the “manufactured uncertainty” that so often plagues our policy debates. “There are risks and costs to action. But they are far less than the long range risks of comfortable inaction.”

3. Get out more
Compared to previous generations, ours is much more comfortable with change and movement. Take this with a grain of salt if you must from someone leaving the federal government, but we must bring that mindset to reinventing government. The old model of federal employment where people spent 30-40 years at the same agency is no longer viable. Federal employees need rotational opportunities, exchange programs, sometimes even new jobs. To properly collaborate with and even understand our clients, we will need to move in and out of government, to the non-profit, private, and even contracting sectors, to learn the skills we will need to serve the public.

What is needed to reinvent the government is not so much new policies and procedures as it is a new mindset, a new outlook. Many might argue that some of the things I’ve suggested are already being done. Multiple agencies have private sector advisory councils; rotations are available to certain employees, etc. But it’s the difference between embracing change and being forced into it. It’s the difference between being reactive and proactive. A reactive government is no longer viable. We need a proactive, responsive government. To get that, we need an adaptable, knowledgeable workforce that has seen and done more than sit inside a federal building. So, while soon I will no longer be a public servant in fact, I’ll still be one in spirit. Hope to see some of y’all out in the world.

I’m Just a Bill Sitting Here on Capitol Hill

Part of YGL’s mission and intent is to educate our members about matters impacting them in the federal government. Our prior blogs have talked at length about issues related to professional and personal management. In this blog, however, I want to explore some bills currently on the Hill that might be of interest to you and your colleagues.

Generating Opportunity by Forgiving Education Debt for Service Act (GO FEDS), H.R. 2363/S.1047
Got student loan debt? If you are the average undergraduate, you probably owe nearly $19,000 for your college education. While some agencies in the federal government currently offer loan repayment, this loan repayment must be included in taxable income. This bill would amend the tax code so that student loan repayments made on behalf of federal civilian employees and active military service members would be deemed non-taxable. That’s a little extra jingle in the pockets of money-strapped recent college graduates that could make the difference between noshing ramen noodles for dinner every night or deluxe dinning at Whole Foods.

The Federal Employees Paid Parental Leave Act of 2007, H.R. 3799
Now, many of you may not be thinking about babies anytime soon…but if you plan on having them anytime in the future, this is an important bill to consider. Under current federal law, there is NO MATERNITY LEAVE POLICY. Instead, employees can use 6-8 weeks of sick leave following the birth of their child. It takes employees 3 years on average to accrue 8 weeks of sick leave. Any additional time the employee wishes to take off has to come from annual or unpaid leave. Originally calling for 8 weeks of paid leave for new mothers (by birth or adoption), the bill was recently halved to 4 weeks out of concerns regarding cost.

United States Public Service Academy, H.R. 1671/S.960
This bill introduced last spring would establish a 5,000-person undergraduate university to attract a new generation of students to civil service employment. The new Academy, likened to the Naval and Air Force academies, would offer students a free education in exchange for at least five years of civil service at the local, state, or federal level. In order to attend, students at the academy would have to be nominated by members of Congress and would be required to study abroad and complete internships in the non-profit or military sector. There has been must dissent as to whether the Academy would be the best way to attract and retain young people, but I’ll let you all draw your own conclusions.

For those of you that remember the BEST Schoolhouse Rock EVER, check out “I’m Just a Bill” on YouTube: http://www.youtube.com/watch?v=mEJL2Uuv-oQ.

Kate Walker
President, Young Government Leaders

YGL: The Key to Establishing A Professional Organization in Your Agency

When I started work at United States Postal Service four years ago, I discovered that there was no real forum to meet other new professionals at our massive Headquarters facility. And while we had an official orientation and I was welcomed warmly by my colleagues in the Global Business Group, I felt that there was a real opportunity to build an organization where new employees could meet counterparts from across the organization’s many functional areas. It was about that time that I heard about YGL… here was an organization with members from across government with a mission of bringing together young feds and offering professional development opportunities. Here was an organization doing exactly what I was interested in doing at the agency level.

While the Postal Service is different in many ways from your traditional federal departments and agencies, employees have many of the same needs and goals. By bringing together a number of interested and energetic employees and leveraging my involvement in Young Government Leaders, we have now established a group at Headquarters called Emerging Postal Leaders (EPL). The groups are not mutually exclusive and, in fact, the EPL group complements YGL by taking advantage of many of YGL’s activities and creating opportunities to host joint events.

With the wave of federal retirements continuing, agencies will be recruiting large numbers of entry and mid-level professionals to fill the gap and that means great opportunities for YGL. But it also means opportunities for motivated individuals to start professional organizations in their respective agencies. The need is great! And there are already great examples of success such as the State Department’s YPro (the Society of Young Professionals). But I encourage new federal employees to take the initiative and seek out like-minded colleagues interested in learning more about the various parts of your agency and interested in climbing the management ranks. And while you’re at it… encourage your peers and colleagues to attend YGL’s diverse professional, social and community events as we work jointly to attract and keep our Nation’s best and brightest.

Bruce Marsh
Chairman, YGL Strategic Planning Committee
2007-2008

LEADERSHIP

While my fellowship experience in the Presidential Management Fellows (PMF) Program is coming to a close (graduating this summer!), I will carry with me important life lessons on leadership. In fact, I keep them posted at my desk as daily reminders. They originated from daily observations of federal leaders and mentors that I deeply admire and respect. These extraordinary folks taught me that…

The workplace ought to be the most creative place on the planet;

Everything is an experiment;

Expect the unexpected;

Everyone is invaluable and irreplaceable;

Give people respect when they least expect it and least deserve it;

Playing it safe is risky (never be afraid of change – don't become complacent); but

Maturity does not equal conformity;

Go the extra mile; and

Leadership is an action, not a position or title.

Young feds, what are you learning about leadership? How will you apply those lessons in your life and career? Whether surrounded by good or bad leaders in the workplace, I encourage you to write down your observations on leadership. You'll be surprise by your list, and hopefully inspired and transformed.

Lora L. Allen

Young Government Leaders, Membership Committee Chair, 2007-2008

Presidential Management Fellow, 2006-2008

Beyond the Office

I believe there is harmony in seeking to be well-rounded. We are whole individuals and should not be summed up solely by the positions we hold. It is a part of us, and everything we do in one aspect of our lives contributes to another aspect of our lives, i.e. our work in the federal government. Allow me a moment to reflect on some aspects of life outside our federal employment that in turn contributes to our overall productivity and well-being.

Challenge
Aside from at work, are you challenging yourself in other aspects of your life? You work approximately a 40 hour work week. Well there’s 168 hours in a week and if you deduct sleep, travel and work time, there’s still over 60 hours left in your week. That leaves at least 8 ½ hours a day- that’s enough for a whole other work day! What in the world are you doing with it? Get involved. Do you participate in outside social and/or professional organizations such as YGL, volunteer, or take up special interests or hobbies, etc. Is there somewhere you’d like to be professionally 5-7 years from now? If so, and it’s not in line with what your current job entails, what are you doing to get there? Make yourself more competitive. Want to do communications, but it doesn’t seem to fit into any of the requirements of your current position? Take an advanced writing class, a class in journalism, or look into your local Toastmasters. International work? Expose yourself to different cultures, take a course in Governance, or learn a new language. Be creative, be proactive, and whatever you do, don’t just let life just pass you by.

Relax
When you take vacation time from work…take a vacation!!! Don’t just stay home to run errands and work on “home projects”, that’s what the weekends are for. Nothing is worse than burnout, and it can happen even in a job that you ab-so-lute-ly love. When you return to work, you will be refreshed, and may approach your job responsibilities and future goals with a new positive perspective. I prefer to hop on a plane and travel somewhere distant and unknown, but a vacation can be just as simple and effective as taking a relaxing road trip a few states away to a quaint town, getting geared up for the outdoor adventures of picturesque mountains or woods, or the liveliness of an upbeat city that never sleeps. Whatever’s your pleasure, just take your pick and GO.

Save, Save, Save!!!
If you can save, even if only a little, it will make you feel more in control. It can’t be a good feeling to have to live paycheck to paycheck. If you can save a little each check, you can start to build a nest egg. Yes, of course many of us will say “my job doesn’t pay enough”, and unless your up for a promotion, that’s probably not going to change tomorrow. Above all else, you should be happy with what you’ve chosen to do professionally and until you can make the money that makes you comfortable, work with what you’ve got. Try cutting back on some things that aren’t necessities right now. If things are tight, you may want to make some adjustments like consolidating your student loans or putting them into deferment. Contribute to your 401K, most agencies will match up to 5%. That’s free money in addition to your paycheck; don’t let it pass you by. Put forth some effort in trying to save and invest, and you’ll probably find yourself less stressed over what your paycheck looks like today, because you’ll know soon it will look much better.

Strengthen your Network
All of us know about professional networking, but don’t forget about making time to nurture relationships with family and friends. This is a strong network, one that will follow you throughout your life and therefore throughout your careers. Treat this network as an investment in your personal well-being.

We are Young Government Leaders, and when I think of a leader, I think of a person who has a passion for what they do and work hard to be good at it. They work hard by taking initiative, constantly challenging themselves as well as those around them, and they seek to be positive well-rounded individuals, who know the value of nurturing strong networks both professionally and personally. It’s important to have an interest in what you do, and know your limits. Then push yourself beyond your “comfort zone”, and as you blaze your trail to success, remember to encourage and guide those following.

Marissa Pretto, Treasurer
Young Government Leaders
2007-2008

Success in Government

I am sure there are plenty of articles on how to be successful in the Federal Government, but I believe that relationship management, taking ownership and how you dress are key components to being successful.

Throughout our careers we will work with, for, and supervise numerous people. Effectively managing those relationships are critical to success in the Federal Government. Whether you are setting the agenda or playing a support role, developing and maintaining a healthy relationship with others in the workplace will lend to your credibility and character. Communication plays a key role in relationship management as well. Talk with your coworkers, supervisors and subordinates. What are their goals? What can you learn from each other? Maintaining that communication after you depart the organization is equally important, whether it is through a simple e-mail during the holidays or meeting up for lunch. While communication is imperative to maintaining a healthy relationship, the crucial component is honesty and trustworthiness. You should always do the right thing and be dependable. When you walk into a room, you should be able to hold your head up high, because no one can point at you and say that you could not be trusted or that you were not dependable.

As we begin our career, some may find it difficult to exercise leadership and management skills in the workplace. Whether you are an intern or just new to Federal Government, you may feel that you are not able to display your potential for greater responsibilities to your supervisor and senior managers. While you may not be running your department anytime soon, I believe that you can display your potential by taking ownership of smaller projects within your organization. Look for projects you can run such as a holiday party or summer social. These events have the same basic components of any other project: coordination, planning, scope definition, budget and time management. Take ownership of these projects and give them your very best. Not only will you receive recognition, your supervisors and senior managers will know what you are capable of and consider you for roles of greater responsibility.

While the old saying “Don’t judge a book by its cover” rings true, it is unfortunately not the case as we initially judge others by their appearance. How you dress can definitely send the wrong signals as a sloppy appearance may lead colleagues to believe that you do not care, or pay attention to detail. It may be that your peers or supervisors might not take you seriously. A mentor once shared a story from early in her career on dressing. She was in her twenties and dressed stylishly, but as a mid-level manager, her colleagues and subordinates did not take her seriously as she was sending off all the wrong signals. Fortunately, her mentor soon pulled her in and shared with her the importance of dressing for success. As you progress throughout your career, it is important to dress for the job you want, not the job you have.

There is no one road to success as we all take different paths to reach our goals. I wish you the best of luck in your career and may you become a future leader in Federal Government.

Shaun Khalfan, Strategic Planning Committee
Young Government Leaders
2007-2008

A Governmentesque Reality

"Ask not what your country can do for you-ask what you can do for your country." These words were said by the late President John F. Kennedy to provoke people to become federal employees. Max Stier, president of the nonprofit Partnership for Public Service,believes it is the opposite for today’s generations. Max states in “C’mon and Be a Bureaucrat” article featured in Newsweek,”It’s not about what you can do for government. We need to convey what government can do for you.” The article was based on the usual stereotypes of government work and how it’s hard to recruit for the 50% of its workforce retiring by 2012.

The main interviewee that concerned me was an ex-government employee, who worked for my agency, GSA, whom I remember. I think this is an example of people not taking advantage of what the government is doing for “you.” He referred to his experience and his understanding of his job as a “Kafkaesque nightmare”. (Side note to let me save you time: Kafkaesque, Adjective: 1. Of or relating to Franz Kafka or his writings. 2. Marked by surreal distortion and often a sense of impending danger The American Heritage Dictionary of the English Language: Fourth Edition. 2000.) He was in the career development program. The program is geared toward recruiting Generation Y’s at an entry level position. It provides an opportunity to rotate throughout all of GSA’s departments. The program also offers a promotion in grade scale every year completed of the program. It offers the opportunity to network, understand the agency’s process, and an overview of its clients and inventory. After finishing the program at a GS-12, you head back to your “home base” in GSA and permanent position with a wealth of knowledge. I’m going to have to comment on my experience. My job, anyone’s job, is to find out how you can better yourself, your position, and your agency’s/business’s mission. This is something that a government job offers; dynamics to take your career on a path you choose. Also in building your career, you have work/life balance with a competitive benefit and retirement plan, flexible work schedule, and 40 hour work weeks(usually). The pay scale salary is something not to forget to mention. No, we are not making millions in bonuses and stock options, but we know we are making a difference in this nation. I’m not sure the ex-government employee applied himself enough to reap all the benefits of his job and what the surrounding city was offering.

The Federal Government is portraying these positive truths to recruit and retain employees. It is trying to convey what the government can do for you. I think we are living examples. It’s something like a “governmentesque” reality.

I do wish the ex-government employee all the best in his aspiring actor career. I never said I don’t believe in following your dreams.

Mary Morrison, Social Networking Chair
Young Government Leaders
2007-2008

Taking Control of your Federal Career

Have you ever wondered if working for the Federal government is the best fit for you professionally? If you are currently pondering your “Federal” existence, I recommend you take some time to really pinpoint what you don’t like or enjoy about your current job situation. Often, many people unilaterally dismiss working for the Federal government, when the issue is actually that their agency, job series, or team is not the best fit. As young government professionals, it is important to think about the root of your professional unhappiness before taking a leap to your next job. Otherwise, you will find yourself continually in the wrong position. Once you have figured the real reasons you are unhappy in your job and what you would like to have in your next job, you can begin to take control of the situation.

Here are some questions to ponder when trying to figure out what you need to change or want in your future position:

1) Do you love the mission of your particular agency? If not, there are plenty of other federal agencies that might have a mission more in line with your own interests, cares and concerns. Do some research and find a good fit for you.

2) Do you enjoy how you spend you days at work? Do you like the activities your job requires of you? Do you feel tied down by your job series or interested in exploring another job series? If so, don’t be afraid to ask your agency for developmental rotations outside of your typical line of work. Keep in mind, this might result in putting in some extra hours and doing additional work, but it will be worth finding your job bliss in the long run. If you are curious about other job series, be sure to network with recognized people in your field of interest; you never know who you will meet or the opportunities that will arise as a result of a mere conversation.

3) Are you enjoying your job but just don’t like your team? If so, don’t be afraid to tell your boss you need a change and would like to work on a different team. You will never have new opportunities if you don’t ask for them and I’m sure your boss has been in your situation at some point in his/her career.

When considering whether to take the leap to another agency or whether you should stay in government, remember that many of the most successful Government leaders have taken a unique approach to their Government career and stepped outside the typical tenured employee. My advice to each of you is to follow in these leaders’ footsteps and take control of your career. Explore different agencies and jobs throughout your time in the Federal Government. Enjoy ever minute that you have the opportunity to serve your country. And, don’t assume that just because your current job isn’t working for you that your perfect job doesn’t exist in the Federal Government.

Cara Spiro, Professional Development Co-Chair

Barack Obama.....Generations X and Y….Young Feds (What do they have in common?)

Not to get political here but I think that the young people’s credibility is on the line if Barack Obama is elected as the President and does not set out to accomplish his campaign promises.
It has been said that from coast to coast young people have been showing up in droves to hear him speak and in turn vote for him at the various primaries and caucuses held around the country.

If elected he would be the sixth youngest President of the United States and this achievement will be mainly driven by the young voters.

So how does this tie in with Generation X and Y and the Young Feds? Well the Federal Government is prime for a mass retirement wave of the baby boomers leaving us the Gens X and Y prime for taking higher senior leadership positions at our agencies at a very young age.

If this happens and Obama is President and does well in Office, the young folks would have nothing to worry about because if and when we are questioned on our experience or lack thereof we can always say that Obama was given a chance and he’s done great things for the country. This obviously will not be true if the opposite were to happen.

Just Saying…

I.J Ezeonwuka, Chapter Liaison
Young Government Leaders
2007-2008

The State of Public Service

On Monday [original post 1/30/08], our boss delivered his final State of the Unions address. Thankfully, it was no swan song, no backward-looking quest for legacy. The speech was about the future, work still to be done, goals to be achieved. The President proposed a laundry list of new programs including housing reform, funding for basic scientific research, an economic stimulus package, and aid to foreign countries, just to name a few. Almost every issue was mentioned from the immediately important (the economy, Iraq) to the somewhat trivial (earmarks, medical lawsuits). But in this whirlwind of legislative priorities there was one glaring omission: government reform.

Whatever your favorite flavor of government reform is – recruitment of Generation Y (that would be most YGLers), the retirement wave, the Public Service Academy, or student loan repayment – not one was mentioned in the State of the Union. This is a remarkable omission considering the challenges our nation will face in the coming years and the role government is expected to play. According to the Bureau of Labor Statistics, over 50% of the federal workforce will be eligible for retirement by 2010, and the government is not hiring enough of us to replace them. On an issue like global warming, who do they expect to monitor emissions? Who do they expect to audit the energy companies and write the regulations? Who will be here to allocate the $300 million in new early-childhood education funds the President proposed? Who will protect the nation’s borders, initiate recalls, or help low-income Americans buy their first home?

In a nation as complex and diverse as ours, there are countless missions that are vital to our continued health, safety, and prosperity. Someone has to implement these programs. The YGL has a membership of over 1300 energetic, educated, and motivated young feds representing almost every federal agency, and chapters are springing up around the country. However, if we don’t find more young people to join us in public service, even that won’t be enough to accomplish all that the government is expected to do. But it just might be enough to begin to solve the problem.

Since the push for government reform isn’t coming from the top down, we must push it from the ground up, from the “grassroots” level. The retirement wave is an opportunity as much as it is a problem. It will open up positions to young feds throughout the government, bringing much needed innovation to bear on our nation’s challenges. It’s up to all of us to take advantage of that opportunity. The government needs innovative thinkers to question policies and procedures, to look at things with fresh eyes and ask why. Make your voice heard. Fix problems and offer solutions. If our supervisors see how well our generation can solve complex problems, they’ll want more of us.

The theme of the President’s speech was all about putting trust in the skill and determination of our people. That includes young public servants. He said, "In all we do, we must trust in the ability of free people to make wise decisions, and empower them to improve their lives and their futures." Sooner or later, the nation will be putting its trust in all of us, in our ability to make wise decisions to improve our country. We are in the forefront of a changing of the guard. Let us pave the way and show the promise of a new generation of young government leaders.

James Hedrick, Vice President
Young Government Leaders
2007-2008

Vision Blog

“The minute you involve others in your vision, the minute your desire impact others, all your personal power factors will benefit from the multiplier effect. This is real leverage. It is obvious that, when you alone hold a vision, you speak with one small voice. When you recruit others to the cause, you speak with a high fidelity, mega-watt sound system.” Darby V. Checketts

I am not sure that Megan Quinn, the founder of Young Government Leaders (YGL), envisioned that the happy hour crew of ten colleagues and friends she started in 2003 would eventually become 1300+ members strong and a full service professional organization offering professional development events, social events, volunteer opportunities, job listings, etc. YGL is a testament to the impact that one person can have and the importance of giving voice to your concerns. It is important for us, the future leaders of the federal government, to continue this discussion and speak about what we think are the problems in the federal government and how we believe it can be improved. YGL strives to be a vehicle for this discussion and provide opportunities for government employees regardless of title or GS level to grow personally and professionally.

In the spirit of creating a vision and contributing to the development of future leaders, YGL Chairs and members will be hosting a weekly blog with our perspectives on the workings of government and tips for professional development. These blogs will be our own personal opinions and not reflective of the organizations which we work or YGL as a whole. If you are interested in posting a blog or have a topic that you would like us to explore, drop me an email at execboard@youngovernmentleaders.org. We hope that these blogs will incite debate and provide insight. We welcome your comments.

Happy blogging.

Kate Walker, President

Young Government Leaders

2007-2008