Millennials prioritize career options

Millennials are set to run career ultramarathons and anticipate taking breaks along the way, according to a ManpowerGroup report out today.

They prioritize job security and the opportunity for new challenges and types of work. Based on a global study of 1,000 Millennials from across the United States, the report provides practical advice to help employers rethink their people practices for attracting, retaining and developing Millennial workers.

To view the full U.S. version of the report, "Millennial Careers: 2020 Vision," visit www.manpowergroup.com/millennials. 

• American Millennials are preparing to run career ultramarathons. Sixty-six percent expect to work past age 65. Thirty-two percent expect to work over the age of 70, and 12% say they will likely work until the day they die.
• American Millennials are working longer and harder than previous generations. Seventy-six percent of American Millennials foresee taking career breaks longer than four weeks. Though women are likely to plan breaks to care for others — children, older relatives, etc. — men and women prioritize leisure-related breaks for themselves equally.
• Globally, Millennials are happy to disrupt and be disrupted by new ways of working. While almost three-quarters of working Millennials are in full-time jobs today, over half say they're open to new ways of working in the future - freelance, gig work or portfolio careers with multiple jobs. Thirty-four percent globally are considering self-employment.
• Ninety-five percent of American Millennials are willing to spend their own time and/or money on further training. The report highlights the positive correlation between people's career success—being more educated, better prepared for employment and higher paid—and their "learnability," or ability and desire to learn.

"Employers need to listen up and get creative. They simply cannot afford not to appeal to Millennials," said Mara Swan, executive vice president, Global Strategy and Talent, ManpowerGroup and Global Brand Lead for Right Management. "Millennials want progression, but that doesn't have to mean promotion. We need new ways to motivate and engage employees, like facilitating on-the-job learning and helping people move around the organization to gain experience more easily. And what works for Millennials works for the rest of the workforce, too."

This is the first in ManpowerGroup's series of reports this year focused on Millennials in the workforce; the next report will cover new strategies for managing Millennials, again offering practical advice for attracting, retaining and developing tomorrow's talent.

About the Research
ManpowerGroup commissioned thought leadership consultancy Reputation Leaders to conduct a quantitative global study of 19,000 working Millennials and 1,500 hiring managers across 25 countries to understand what Generation Y wants now and in the future, and help individuals and organizations succeed in this new world of work. Millennials were identified as those born between 1982 and 1996.

The research population included an independent sample of 11,000 working Millennials equally balanced across age ranges and genders from 18 countries representing all regions. We also surveyed more than 8,000 ManpowerGroup Millennial associate employees and 1,500 hiring managers across 25 countries. Speaking to both groups gave us unique perspectives from both the employers and employees.

The fieldwork took place between February and April 2016. Participating countries included: Argentina, Austria, Australia, Belgium, Brazil, Bulgaria, Canada, China, France, Germany, Greece, India, Italy, Japan, 

Malaysia, Mexico, Netherlands, Norway, Paraguay, Singapore, Serbia, Spain, Switzerland, the United Kingdom and the United States. 

Molly Crusen Bishop: Barker had a Midas touch

I grew up on Barker Avenue on Peoria’s West Bluff. I often wondered as a young girl if my street had been named after the television game show host Bob Barker, and found this quite odd. There wasn’t anything taught or known about his namesake street in my world growing up.

We had all heard about the Moss, Bradley, and Pettengil families but I never imaged the depth and treasure that lies hidden in our West Bluff streets. The more I research about these names, the more I find that Peoria’s past is filled with intrigue, with both wonderful and sad history to tell.

Barker Avenue’s namesake is a bright and successful story.

Gardner Thurston Barker was born in Essex County, New York in 1814. His parents were Gardner T. and Harriet (Lyon) Barker. He was an educated man and eventually came west to the tiny town of Peoria, Illinois in 1838. Peoria’s population was approximately 1,200 around 1844, and by the 1855 census was close to 12,000 citizens.  Quite the population growth in less than a decade.

He married Helen White of Champlain, New York, daughter of Elial and Mary B. (Lewis) White. They had three children. The children were Ellen Barker McRoberts (1843-1923), Walter Gardner Barker (1848-1914) and Jesse Barker Wincup (1856-1877). The family was of the Episcopal faith. They lived near the corner of North Adams and Eaton streets.

Gardner entered into Peoria’s pioneer workforce with Almeran S. Cole in a general mercantile business called Cole & Barker. This later turned into Barker and Stearns, and ultimately with Gardner as the sole proprietor. He entered into the distilling business in the 1860s. He had an intuitive flair for knowing which businesses to embrace, and with all businesses that he took on he had a golden Midas touch financially. Efforts from this one man promoted Peoria commercially, industrially, and financially. His judgment and unbridled energy helped guide Peoria into financial and commercial successes.

Gardner was an intense man with clear and concise scruples, never wavering from his insightful and intellectual business decisions. He helped develop Peoria from a tiny town to the whiskey capitol of the world.

He was elected to the city council in 1852, and then elected Mayor of Peoria in 1856, 1857, 1862, and again to a two year term in 1870. He was a part of the Democratic Party and led Peoria politically with a business mind and a progressive view. He held a deep love for Peoria and its welfare and he helped get rid of useless spending.

Garnder retired from most of his businesses in 1887 and became president of Commercial National Bank  and of Allaire-Woodward Chemical Company. Gardner helped guide Peoria when the city took up bonds and borrowed large sums of money from New York, and helped negotiate it wisely.

In the 1870 Census it lists Gardner Barker as the city mayor, real value as $40,000, personal value as $10,000.

Gardner Thurston Barker passed away on October 26, 1894, leaving his son Walter as the new president of Commercial National Bank. His wife Helen White Barker had passed away in 1891.

He was in Peoria 56 years and saw it when it was little more than mud and a few wooden structures and wooden planks randomly placed along the roadways to a boomtown river city and the whiskey capitol of the world.  In 1866 Peoria’s population was around 25,000 and growing rapidly.

Park district looking for new leader... again

Susan Knoblauch has decided against taking the position of executive director of the Peoria Park District, less than a week before she was to begin the job.

A Park District news release said Knoblauch, of Washington, cited personal and family reason for her decision. She was scheduled to begin the job on June 1.

“We respect Susie’s decision and wish her the very best in the future,” Park Board President Tim Cassidy said in the news release.

Emily Cahill will continue to serve as the park district’s interim executive director until a permanent director is named, the release said.

Knoblauch was announced as the replacement for long-time executive director Bonnie Noble after an extensive search. One of the keys to her hiring was her experience directing athletic activities at the state and federal levels. Before being named to replace Noble she was director of activities and sports at the National Federation of State High School Associations, based in Indianapolis.

Prior to that she was head of several programs at the Illinois High School Association.

What's the reason for the strong chemical smell of a pool? You sure you want to know?

 As Americans jump into another fun-filled summer of swimming, a new survey finds that most don't know the real reason why some pools have a strong chemical smell. A survey conducted on behalf of the Water Quality and Health Council found that three-quarters of Americans incorrectly believe that the chemical odor they smell at pools is a sign that there's too much chlorine in the water.

Experts at the Water Quality and Health Council, U.S. Centers for Disease Control and Prevention (CDC), and the National Swimming Pool Foundation® (NSPF®) said properly treated swimming pools do not have a strong chemical smell. However, when chlorine in pool water combines with pee, poop, sweat, and dirt from swimmers' bodies, chemical irritants called chloramines¹ are produced. These chloramines give off a chemical odor, cause eyes to get red and sting, and use up the chlorine, meaning there is less to kill germs.

"It's understandable why most people think that a chemical smell means there is too much chlorine in the pool, but the truth could be the opposite," said Chris Wiant, chair of the Water Quality and Health Council. "To help prevent chloramines from forming where you swim, shower before swimming and take little swimmers on regular bathroom breaks."

Experts from the Water Quality and Health Council, CDC, and the NSPF are advising swimmers to use a "Sensible Checklist" to ensure a fun and healthy swimming experience:

• Are the pH and chlorine level correct? Use a test strip to check.
• Standing at the edge of the pool, can you see the drain in the bottom of the deep end?
• Do drain covers on the bottom of the pool appear to be secure and in good repair?
• Is a lifeguard on duty? If a lifeguard is not on duty, is safety equipment (for example, a rescue ring or pole) available?
• Is the area around the pool free of strong chemical odors?

If you answer no to any of the questions, do not get into the water because the conditions could lead to illness or injury.

"If you identify any health or safety issues, tell the pool operator, so the problem can be fixed," said Michele Hlavsa, chief of CDC's Healthy Swimming Program. "If the pool operator does not fix the problem, contact your local or state health department and report the problem."

Doing your own inspection can help you decide whether a pool is healthy and safe or not, but that refreshing feeling when you first jump in can be an incentive to enjoying a lifetime of exercise.  The survey, conducted by Survata², found that four in five American adults swim more for fun than they do for exercise. In fact, Americans feel that summertime swimming (54%) is more enjoyable than either running (9%) or biking (14%).

"Swimming is proof that exercise can be fun if you just add water," said Thomas M. Lachocki, Ph. D., CEO of NSPF. "It's not just a form of fun exercise though. Swimming is a lifetime survival skill. Learning to swim should become a priority for all parents and adults, not only could their children become healthier for it, but they could also save someone's life someday."

The Water Quality and Health Council is once again making free test kits available this summer through their Healthy Pools campaign. Swimmers can test their backyard or community pool to ensure it has proper pH and chlorine level. To order a free test kit offered as part of the Water Quality and Health Council's award winningsummer Healthy Pools campaign, please go to www.healthypools.org.

The National Swimming Pool Foundation would like to encourage adults to find swimming classes for themselves and their children through swimtoday.org. Learning to swim today, can improve your health and save a life tomorrow.

To learn more about healthy and safe swimming, check out CDC's new Healthy Swimming website at www.cdc.gov/healthyswimming.