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Workforce Impact <br />In June 2002, HR prepared a Succession Planning document to help managers prepare for the impact of <br />the expected service retirements of senior employees. This update reflects changes that have occurred in <br />FY 2002 -2003. The most notable change is the reduction in DNB's workforce; as seen in the following <br />table: <br />Division <br />2002 <br />Employees <br />2003 <br />Employees <br />Difference <br />All DNR <br />1417 <br />1373 <br />-44 <br />EDO <br />58 <br />54 <br />-4 <br />DOW <br />644 <br />652 <br />+8 <br />SLB <br />32 <br />30 <br />-2 <br />CWCB <br />36 <br />35 <br />-1 <br />DWR <br />258 <br />244 <br />-14 <br />OGCC <br />31 <br />31 <br />0 <br />CGS <br />39 <br />37 <br />-2 <br />DPOR <br />255 <br />226 <br />-29 <br />DMG <br />64 <br />64 <br />0 <br />Thirty-three percent of DNR employees will be eligible for full service retirement in the next seven years. <br />The average DNR employee is still 45 years old, with 12 years of state service. The following chart <br />shows the average ages of DNR employees, by division. <br />DNR Average Ages <br />50 <br />49 <br />48 <br />47 <br />48 <br />45 <br />44 <br />43 <br />42 <br />41 <br />40 <br />EDO DOW SLB CWCB DWR OGCC CGS DPOR DMG <br />Baby boomers, born between 1946 and 1964, currently comprise 63% of DNR's workforce. The older <br />boomers began retiring seven years ago. In the next eleven years, the younger boomers will reach the <br />minimum retirement age. By 2015, 56% of our current workforce will either be already retired or eligible <br />for retirement. <br />i <br />