There was news this week of the Legislature discussing early-out legislation.
"Rep. Rick Jones (R-Grand Ledge) said in the Maxey case, workers are dealing
with violent offenders and he understood the need for a carve-out. But he
urged the committee to not continue that pattern and instead approve a bill
that provides an early out option for all state employees.
He said that would allow older employees who want to leave the ability to do
so while at the same time hiring younger employees and keeping that talent in
Michigan.
The idea of an early out for all state employees has been kicked around for
some time, particularly with the state in a budget crunch. But no
legislation has made it to Governor Jennifer Granholm's desk. The governor
does not support an early out program for all state employees because of the
lingering brain drain effects the last early out program had."
Question: Who keeps saying the Governor does not support an early out program
because of a brain drain perception?
1) it's been over 6 years since the last early-out. Certainly, one would hope,
that any necessary positions would have been filled by now.
2) This is a natural order of workforce development. People retire and then
you replace them, if necessary.
3) Has the Governor considered the "brain drain" that happens to an employee
after over 30 years of service? Morale, ambition, enthusiasm, career motivated
- these are all typical declining factors that should be considered.
4) Only a fraction of the state workforce would be able to retire. The
remaining "brains" should be able to educate the new highly educated, highly
qualified and extremely motivated replacement employees.
5) These senior employees will have to be replaced sooner or later, so why
would we wait? There is a large and growing state population searching for
long-term career employment. Take advantage of the large hiring pool and give
some of them a job.
Consider the following questions with replacing a senior state employee with a
new state employee.
1) Would this be considerably cheaper? (Might not need to fill the vacating
possibly obsolete position (reorganization?), lowered salary, lower pension
costs, possibly lowered health care).
We need to save anyway possible. If not for the current budget, then certainly
for the rainy day fund.
2) Would the new employee have newer 21st century education training and
skills?
3) Would the new employee be more career-driven?
4) Would the new employee have more ambition, enthusiasm, morale?
Please pass these ideas to the Governor, if possible. I was hoping for more
action from this office, since most early-outs have resulted from an executive
order from the Governor. At least, if the Governor is for early-out, then send
a message to the Legislature to get it done.