AAC F A M I L Y & F R I E N D S
doing for them. Various auditors around the state say the loss of institutional
knowledge and the total dependence on computer software is the greatest weakness in county government with the chang- ing of the guard — Baby Boomers leaving while Generation X and the Millennials move in. Computerization, although a wonderful tool, is no replacement for the flexibility of the “human mind.” Arkansas’ county government operations have seen a great
increase in the number of retirements in the last few years, and it’s not over. Te pace will increase during the next few years as the remaining Baby Boomers head quickly toward that magic number of 65. In fact, the magic number is less than 65 for some. Having a “defined benefits retirement plan” in Arkansas government allows for earlier than normal retirement if a per- son gets started in the arena of public service soon enough. How have we handled the transition so far? Rather well I
believe. Most Arkansas counties are small and rural. In the smaller counties in particular, county government employment is per- ceived as being desir- able; jobs are stable and the jobs come with a defined benefits retirement plan — something that is not a benefit of most jobs in today’s market. Pay is not usually a draw- ing card for a county government job, but job stability and a retirement benefit are good draws. Many counties do have trouble recruiting and retaining
it’s not over. Te pace will increase during the next few years as the remaining Baby Boomers head quickly toward that magic number of 65. In fact, the magic number is less than 65 for some.
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Another reason the transition seems to be going smoothly is that some Baby Boomers have done a little succession plan- ning. Tey have hired wisely and then mentored a quality staff member to run for that position upon their retirement. It is true that the electorate has the final say on who fills an elected of- ficial position of trust, but it is also true that a large percentage of the electorate has come to realize that “county constitutional officers” are “working officers” and they understand the need to elect someone who knows and understands the intricate opera- tion of any particular office.
rkansas’ county government operations have seen a great increase in the number of retirements in the last few years, and
Te transition is also going smoothly because more part- time positions have been created to attract non-traditional type workers — retired Baby Boomers. By hiring the Boomers, you reduce benefit costs but you get a good work ethic. Many Boomers get back into the work force after retirement — not just for extra money, but because they want to be useful. Vari- ous surveys show that a majority of Baby Boomer retirees don’t want a traditional retire- ment because of a strong interest in public service. Tey want to work in places where they can make a difference. I am a Baby Boomer
that retired 5 ½ years ago. Guess what? I’ve been back in the work force for five years. I flunked retire- ment. I just don’t know how to do it. I love to work. I want to feel useful and be useful. I believe older workers enrich the workforce. After retire- ment I almost immedi- ately had the opportunity
employees for certain positions, mainly because of pay — or the lack thereof. Arkansas counties have trouble keeping law en- forcement employees because law enforcement jobs with many cities and the state pay more. We have become the training ground for law enforcement personnel, but we need to retain those trained officers. Counties have also had difficulty recruit- ing IT workers for the same reason — pay scale. However, with the deluge of technology and technology delivered services in the county courthouse, it is becoming increasingly more impor- tant for counties to have IT personnel on staff. Listen to me! Te tax bases of our counties are limited. We must learn to accomplish the job with fewer employees so that we will be in a fiscal position to pay more per employee. One way to accomplish that is to make sure you are a “work- ing” county official and not just a figurehead … not someone just watching the others work. And always be working toward increased efficiencies.
COUNTY LINES, FALL 2015
to get into banking or back into broadcasting, a field in which I had many years of experience. But when county government came knocking on my door I could not resist. I was formerly the “boss” — although I never liked being referred to in that manner. Now I’m bossed by a Gen Xer. And it works just fine. Retired Baby Boomers provide a pool of experienced labor and institutional knowledge. Tey have proven to be productive, dedicated and loyal. Yes, it was the Baby Boomers that made the conversion from manual systems to electronic systems in county government. But we want it both ways. We like to run dual systems — man- ual and electronic. It is simply our nature. We have lived in both worlds, and we like to keep a foot in both worlds. But it cannot always be that way. We have been turning the reins over to the leaders of Genera- tion X the last few years, and the transition will continue over the next few years. Te timing is perfect. Gen Xers are seeking
See “BOOMERS” on Page 22 >>> 21
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