A Guide to Managing an Ageing Workforce - Public Sector ...

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Manager training Age-balance training was conducted on how to accommodate age diversity in the workforce. This focused on overcoming stereotypes about mature workers and their ability and productivity. Employees were trained to understand the implications of an ageing workforce from both a professional and a personal point of view. Senior management support To gain senior management support the short and long term benefits were highlighted. Monitoring and review of age impacts Westpac continues to integrate age diversity and age aware practice into its long term strategies. 44 A Guide to Managing an Ageing Workforce www.publicsector.wa.gov.au
Case Study: Dorset County Council – Retention of Home Care Workers xxvii Challenge: The community care services section had a significant proportion of staff approaching retirement age (60 or 65 years). It was predicted that over 2 to 3 years, approximately 20 per cent of the workforce would retire. Many of these employees nearing retirement were highly experienced and would represent a great loss to the organisation. Response: • The creation of teams of carers provided a more flexible career structure • The council provided a team of carers to look after a group of people who lived together or in close proximity to one another. Instead of providing care in a prescribed manner, the team organised the sharing and pace of work • The creation of another grade of staff was explored in order to retain the current staff and their wealth of experience. This new grade was more senior and took account of and utilised the experience and skills of older staff. These roles were less physically demanding and rewarded staff with an improved career path and better pay. Outcome: This strategy was found to be far less demanding for the team, as it enabled them to share the work. Staff also found it more rewarding. Staff with injuries was able to continue working in this environment, when previously they would have been out of work. www.publicsector.wa.gov.au A Guide to Managing an Ageing Workforce 45
Page 1 and 2: Government of Western Australia Pub
Page 3 and 4: Foreword The ability of the public
Page 5 and 6: • economic activity in Western Au
Page 7 and 8: 2. Meeting the Challenge The challe
Page 9 and 10: The agencies existing communication
Page 11 and 12: Initiatives Increase diversity of c
Page 13 and 14: Initiatives Encourage employee feed
Page 15 and 16: National Awards The Public Service
Page 17 and 18: Initiatives Develop innovative appr
Page 19 and 20: These options can be used as part o
Page 21 and 22: 3.6 Health and Wellbeing Health and
Page 23 and 24: 4. Plan and Implement the Strategy
Page 25 and 26: 5. Monitor and evaluate Any new ini
Page 27 and 28: Appendix B - Agency Age-diverse Ass
Page 29 and 30: Use surveys to assess employee perc
Page 31 and 32: 9. How is the health and wellbeing
Page 33 and 34: Appendix C - Sample Reward and Reco
Page 35 and 36: Appendix D - Project Plan Template
Page 37 and 38: 9. Project responsibilities Role Pr
Page 39 and 40: Appendix F - Better Practice Exampl
Page 41 and 42: Case study: Public Sector Commissio
Page 43: Case Study: Westpac Recruitment Pil
Page 47 and 48: www.publicsector.wa.gov.au A Guide

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