However, departmental policy and guidance must be designed to assist managers and supervisors to handle situations when this does not happen. We should explore and seek further legislative and policy changes that allow additional flexibility's to managers to provide meaningful recognition to their employees. We must be able to quickly react to new skill and workforce requirements. This means shaping the workforce to meet the needs of an ever changing environment. As employee skills and mission needs change, having the tools to retain employees with needed skills and transfer or retrain employees with obsolete skills is imperative.
Retirement is a rite of passage for many employees.
Current regulations require salary reduction for individuals who retire and come back to work for the government. Changing appropriate laws and regulations so employees are not financially penalized for nontraditional approaches to retirement, such as returning as a re-employed annuitant and allowing phased retirement are ways to facilitate the transfer of critical expertise to new individuals and allow senior employees to make an easier transition into retirement. This approach would permit individuals who are close to retirement to complete a project or activity or to work part-time while providing training to their replacement.