Retirement Transition Programs for the Public Service

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Government of Canada Pre-Qualified
Supply Arrangement (SA) info: SA # E60ZT-120001/001/ZT

The Retirement Transition Program involves personalized and strategic one-on-one bilingual coaching, either in person at any of our 14 locations across Canada or virtually for more remote and/or international areas. We will help your employee see the bigger picture, beyond their current professional duties, realizing their passions and purpose going forward. With present statistics, the new retirement stage of life could easily be longer than one’s total past career life, so planning ahead of time is essential.

This comprehensive coaching program includes:

  • Abilities Assessment – identify your skill strengths and gaps;
  • Competency Assessment – examine passions, values, ecosystems and lifestyle to identify core competencies, strengths and weaknesses and demonstrate these within the goal of effective transition;
  • Retirement Development Plan – establish concrete goals.

General Benefits to the Employer:

  • Puts Employees at ease and continues a culture of goodwill, eliminating fear so they can stay focused and engaged in their work, knowing that they will be taken care of through their entire career life-cycle.
  • Gives your retiring employee a sense of pride and control until the end of their project, enabling them to more effectively transfer knowledge and mentor individuals taking over their role.
  • Delaying retirement can ‘land lock’ potential new leaders in your company. Retirement coaching creates a clean transition, so that your valued employee and your organization can move on to new and exciting opportunities.
  • Fosters a sense of goodwill for employees going through the retirement process, increases referrals and protects your corporate brand.
  • You have supported this person throughout their career cycle, and now you can give them the benefit of finishing well.

Programs for Individuals

  • One to one personalized coaching sessions with our certified Career Coaches
  • A Leadership Abilities and Competency Profile.
  • Personalized Retirement Development Plan – establishing concrete goals.
  • Leadership & Ability Assessment Tool® – 3-hour online skill benchmarking tool. An in-depth test measuring 19 specific abilities including leadership style, problem solving style, communication style, personality profile, learning style, and motivation style, 35 page results analysis, retirement engagement recommendations report and leadership abilities report. A Retirement Explorations Supplement will be included.
  • The personalized Retirement Options Report® – identifies the full spectrum of your post-retirement career options and highlights those with the greatest potential for you.
  • Our Biographical Career Report® – A 20+ page report providing an accurate and reliable picture of who you are in terms of your best retirement and post-career situation by identifying patterns of success in your previous work history. Analysis conducted by your coach.
  • Retirement Identity Tool including a 360 feedback option – assesses talents, values, passion, lifestyle & ecosystem.
  • Key Competencies Podcasts – CareerJoy™ Podcasts (available anytime, anywhere) and optional leadership/change development (reading & video) curriculum on the Key Competency areas of Values and Ethics, Innovation through analysis and ideas, Engagement.

Group Workshops

General benefits from our interactive workshops include:

  • Renewed purpose, passion and dreams;
  • Discover your authentic self;
  • Identify your areas of strength, those that are satisfactory, and those needing focus;
  • Identify new short and long term goals in all areas of life;
  • Learn how to enjoy a new chapter of life;
  • Determine whether you will work and how it will be structured:
  • Create a balanced lifestyle;
  • Do things never before attempted;
  • Find a rewarding way of giving your talents and gifts in community;
  • Get organized;
  • Clear old clutter (mentally, physically and emotionally);
  • Help you overcome fears and other mental and emotional barriers;
  • Test your assumptions, ideas and models about retirement;
  • Assist you resolving timing issues such as spousal career and children’s stage in life;
  • Brainstorm ideas for entrepreneurship in retirement.

Half Day workshop

  • For 10 – 25 employees.
  • All course materials to be provided by CareerJoy™.
  • Individuals to provide their own notebooks/pens
  • Venue provided by the Department
  • Generally, half day workshops run from 9:00am – 12:00noon or 1:00pm – 4:00pm.

Full Day workshop

  • For 10 – 25 employees.
  • All course materials to be provided by CareerJoy™.
  • Individuals to provide their own notebooks/pens
  • Venue to be provided by the Department
  • Generally, Full Day workshops run from 9:00am – 4:00pm.

For more information, please contact Mark Glendenning:

mark.glendenning@careerjoy.com or 1-877-256-2569 x 600

or submit the form below:

Exploring the myths around retirement: We call this the “Freedom 55 Myths.” “Work and Retirement: Myths and Motivations” (Merrill Lynch, 2014)

Myth 1: Retirement means the end of work.

Reality: During prior decades, workforce growth was driven by the influx of younger workers. During the last seven years, however, workers age 55+ accounted for virtually all workforce growth. 40% of people age 55+ are working – a level among this age group not seen since the 1960s. 80% of working retirees say they’re doing so because they want to; not because they have to (20%).

 

Myth 2: Retirement is a time of decline.

Reality: A new generation of working retirees is pioneering a more engaged and active retirement. 83% of retirees agree that working in retirement is a kind of antidote to aging because it helps people stay more “youthful,” while 66% say that when people don’t work in retirement, their physical and mental abilities decline more rapidly.

 

Myth 3: People primarily work in retirement because they need the money.

Reality: While a large number of retirees are definitely working for money to pay the bills, many more are motivated by non-financial reasons. When working retirees were asked what they feel is the most important reason to work, they were twice as likely to say, “staying mentally active” (62%) as they were to say for “the money” (31%).

 

Myth 4: New career ambitions are for young people.

Reality: Nearly three out of five (58%) working retirees transition to a different line of work in retirement, and are three times more likely than younger workers to be entrepreneurs – or “retire-preneurs” as the study describes. Most retirees who moved into a new line of work did so to have a more flexible (51%) career with more fun and less stress (43%).This wave of your life involves different phases. We tend to see this as one stage, when it actually involves a set of different seasons. According to research by Merril Lynch in their landmark Age Wave Study:

Pre-retirement – Five years before retiring, 37% of pre-retirees who want to work in retirement will have already taken some meaningful steps to prepare for their post-retirement career; this rises to 54 percent among those within two years of retirement.

Career intermission – Most pre-retirees do not seek to go directly from pre- retirement work to retirement work. They want a break, a sabbatical: they need some time to relax, recharge and retool. More than half (52%) of working retirees say they took a break when they first retired. These career intermissions average 2.5 years.

Reengagement – The study found that, on average, this phase lasts nine years and includes a new balance of work and leisure. Compared to those in their pre- retirement careers, people working in these “FlexCareers” are nearly five times more likely to work part-time (83% vs. 17%) and three times more likely to be self-employed (32% vs. 11%.)

Leisure – In the fourth phase of retirement, people welcome the opportunity to rest, relax, socialize, travel and focus on other priorities. Working retirees expect health challenges (77%) or simply not enjoying work as much (61%) to be the most likely causes of their stopping work permanently.

 

There are different types of Retirees. Most Professionals will identify with one of these three:

  1. Driven Achievers tend to be workaholics, even in retirement, and feel they are at the top of their game and dread slowing down.
  2. Caring Contributors are motivated primarily by their desire to give back and make a difference, either through volunteering or paid work.
  3. Life Balancers have discovered a less-stressful, more flexible way of working that allows them to keep their valued social connections, while maintaining much needed income.

 

For more information, please contact Mark Glendenning:

mark.glendenning@careerjoy.com or 1-877-256-2569 x 600

or submit the form below:

We are proud to have partnered with individuals and/or teams at the following Federal departments:

Office of the Prime Minister of Canada (PMO)
Privy Council Office (PCO)
Office of the Auditor General of Canada (OAG)
Canadian Border Services Agency (CBSA)
National Defence (DND)
Industry Canada (IC)
Global Affairs Canada (GAC)
Public Safety Canada (PS)
Department of Justice (DOJ)
Agriculture & Agri-Food Canada (AAFC)
Canada Economic Development for Quebec Regions (CED)
Office of the Superintendent of Financial Institutions (OSFI)
Status of Women Canada (SWC), Veterans Affairs Canada (VAC)
Atlantic Canada Opportunities Agency (ACOA)
Employment & Social Development Canada (ESDC)
Fisheries and Oceans Canada (DFO)
Natural Resources Canada (NRCan)
Transport Canada (TC)
Western Economic Diversification (WD)
Citizenship & Immigration Canada (CIC)
Canadian Heritage (PCH)
Environment Canada (EC)
Public Works and Government Services Canada (PWGSC)
Department of Foreign Affairs & International Trade (DFAIT)