When Pitkin County, a local government in western Colorado that serves Aspen and surrounding mountain communities, looked at its workforce, leaders noticed something important: close to 40% of the employees were 50 or older, and many had been with the county for decades. These workers had deep knowledge, strong relationships, and years of experience supporting essential county services like public health, transportation, senior services, and emergency response.
But no one was planning for the future retirement of these key employees.
That changed thanks to Melissa Knight, the Director of Human Resources and Risk Management for the county. Melissa and her team decided to act to protect the county’s future, ensuring smooth operations, and supporting older employees as they maneuver the latter part of their careers at the company.
They took a deep dive into what their employees wanted by doing a detailed survey of employee interest in phased retirement, accompanying benefits for less than 40-hour work weeks, focus groups of 50+ employees, and discussions with leadership. Based on the results, they launched a range of programs designed to help employees prepare for retirement and keep the county and all its programs and services operating efficiently.
It is a win-win approach. Employees feel supported and better prepared, and the county retains vital knowledge. The county developed programs to create knowledge exchange from older to younger employees, reducing disruptions as older adults transition out of work.
Key retirement planning strategies in Pitkin County
Here are the programs that Melissa and her team put into place:
> Retirement Boot Camp: One of their most successful ideas is a Retirement Bootcamp. This program is a series of about a dozen different sessions for workers over 50 (though any employee may attend). Topics include Medicare, what retirement might look like, staying socially and mentally engaged, continued work options at Pitkin County, and more. It gives employees time and tools to think through their next steps.
Phased Retirement Options: Pitkin County also offers phased retirement, allowing employees to shift to part-time or project-based roles as they near retirement. This helps the county keep valuable employees longer while giving workers more control over their schedules. Some even return later to temporary roles or as advisors.
> Normalized Planning and One-on-One Support: To encourage early planning, the county gives employees a helpful retirement book called Designing Your Retirement and offers one-on-one meetings. These efforts make it easier for employees to talk openly with HR and their managers about retirement goals.
> Preparing for the Future: Helping Employees Build a “Retirement Playbook” and Ensure Company Success: The county helps people think ahead and plan for life after retirement or full-time work. Participants start to build their own “retirement playbook” that helps them decide what comes next while making sure their skills and expertise are passed on to others. By planning this way, both employees and organizations are better prepared for a smooth and successful transition.
The bottom line…
Employees appreciate the support and feel respected and valued for their expertise. The county keeps essential knowledge in-house, maintains smooth operations, and avoids sudden, potentially problematic staffing gaps.
Is your organization future-proofed? These programs have proven successful for Pitkin County and they stand as a model for others who seek to preserve knowledge while offering a predictable pathway to retirement.
Karen M. Brown is CEO, iAging & Partner, Age Inclusive Management Strategies (AIMS) Initiative. In collaboration with Dr. Brian Kaskie (AIMS), Karen supported Pitkin County in assessing opportunities to retain and engage its 50+ workforce, designing and implementing the employee survey, analyzing the results, preparing presentations for county leadership, and contributing to the development of the Retirement Bootcamp program. Karen specializes in workforce innovation, public-private partnerships, and age inclusive strategies that help employers and policy makers tap into the value of experienced talent and prepare for continued demographic shifts. She is a member of The Encore Network.