Stable Workforce at Government Presidencies: Staff Assessed as Content
Baden-Württemberg's government presidencies are grappling with a significant staffing crisis, primarily due to the demographic change and the retirement of the baby boomer generation. This cohort, born mainly in the 1960s, is now entering retirement, leading to a notable decrease in experienced public sector employees, including key professions such as civil engineers, IT specialists, and doctors.
The impact of this retirement wave, particularly in Stuttgart, Tübingen, and Freiburg, is significant. The overall working-age population in Germany decreases by around 1% annually due to demographic shifts alone, reducing the pool available for public sector roles. At the same time, Germany's youth population is at a historic low, with only about 10% aged 15-24, including in Baden-Württemberg where the figure is just over 11%.
This staffing shortage is compounded by several challenges. The specialized nature of professions like civil engineers, IT specialists, and doctors makes them in high demand and difficult to recruit for in the public sector. The competition from the private sector and healthcare institutions, combined with the public sector’s slower adaptation pace, further complicates matters.
Another issue is the generational contract strain. The baby boomer generation has fewer children on average, which further exacerbates workforce replacement issues in public service. Additionally, women, an important talent pool, are often underrepresented in full-time or leadership roles due to prevailing social factors such as caregiving responsibilities and availability of full-day care for children, affecting recruitment and retention in public offices.
The digital transformation also presents its own set of challenges. Increasing digitalization means IT specialists are critical, but retaining them is challenging due to private-sector wage competition and the public sector’s slower adaptation pace. The implementation of the Online Access Act (OZG) and the introduction of modern IT systems require significant investments.
Ministerial Director Reiner Moser (CDU) describes the staffing situation in the four government presidencies of Baden-Württemberg as satisfactory. However, he acknowledges that the loss of long-standing administrative experience due to age-related departures is a concern. In Karlsruhe, where he expects no high and simultaneous departures, the staffing situation has been previously mentioned.
To address these challenges, targeted recruitment strategies, improved childcare and work-life policies, competitive compensation, and enhanced training and career development opportunities within the public sector are needed. Attracting qualified young talent, particularly for professions such as civil engineers, IT specialists, or doctors, remains a difficult task, but one that is essential for the continued operation of Baden-Württemberg's government presidencies.
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