Public Service: Get a Job, Get a Career (or Get a Clue?) - Nonprofit Issues

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Published: 06/16/2003

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Public Service: Get a Job, Get a Career (or Get a Clue?)

A recent survey conducted by the Center for Public Service at the Brookings Institution offers some telling lessons for organizations interested in attracting the oft-cited but difficult to attract "next generation of public service leadership."

The survey findings-- drawn from a random sample of 1,002 college seniors pursuing degrees in liberal arts, social work, and human services fields-- indicates that the nature of the work and the satisfaction it entails plays an important role in determining what they look for in potential jobs. It also underscores that even during a time in which government institutions, service providers, and charities face economic difficulties and issues around credibility and accountability, college seniors are still interested in following through on a commitment to public service.

The "Internet Self Organizing Survey" is seeking participants ages 14-24 to answer questions regarding the types of online activities that are most effective to encourage greater political and civic participation in the United States. The survey will be available until June 27, 2003.

The perception of public service, by this population, is indeed broad; it encompasses helping individuals, a community, the nation, or society, volunteering, voting, and donating to charity. Just 2% of those surveyed felt "public service" means working for a nonprofit, and only 5% of those surveyed believed it means working for government (coincidentally the same number that considered donating to a political campaign as a form public service). Yet 58% considered nonprofit work to be "completely public service in nature", compared to 28% who held that view towards government work.

Roughly a quarter of those surveyed gave serious thought, and 36% gave somewhat serious thought to working in the public sector, broadly defined. A further cut revealed 20% of all seniors gave very serious consideration to taking a nonprofit job, 18% in the federal government, 19% to state or local government, and 13% to a government contractor. Moreover, 42% expressed a stronger preference for nonprofit sector work, versus 37% for work with the government and 19% for jobs with a government contractor.

When the reputation of each sector is considered, some startling differences appear. For example, 76% of respondents thought nonprofits to be strong with respect to helping other people, compared to 16% for government, and just 4% for contractors. Moreover, 60% thought nonprofits spend money wisely versus 29% of contractors, and just 6% of government. In terms of fairness in the workplace, 61% felt nonprofits were better, versus just 22% for government and 10% contractors.

Tied to these perceptions, however, is a great sense of confusion, if not frustration, about how to actually land a "public service" job. Only 44% felt they knew how to secure a job in government, with 63% calling the application process confusing and 78% considering it slow, though 77% thought it fair. By comparison, 44% knew about nonprofit opportunities, with 69% considering the process for finding nonprofit work simple, 89% fair, but only 56% considering it fast. Somewhat ironically, 62% of seniors felt that finding a nonprofit job would be easy, compared to 34% for contractors, and 28% for government.

The findings raise questions as to where students form their perceptions about public service work. Encouragingly, 85% of those first exposed to nonprofit work before their senior year -- whether through volunteering or internships -- were more interested in pursuing public service jobs, compared to 68% pursuing government work, and 66% pursuing contractor work. While 54% of those surveyed have volunteered for a nonprofit, only 8% ever volunteered, interned, or worked in federal government, 11% in state or local government, or 10% for a contractor. Whether this is because of a lack of interest on the part of students, a lack of opportunities among organizations, or both, is not clear.

If perceptions are based on limited interaction with the very organizations with which seniors want to work, then where is their interest stoked? Some 42% of seniors claimed they received career advice from their parents, 22% from professors, and 10% from peers. Only 8% sought or followed advice from both past professional contacts or current workplace associates, 6% from a college career services office, and just 5% from a volunteer/service learning office.

The role of parents matters more than organizations may realize, as they proved to be the most important source of information and advice among college seniors. Over 50% of seniors who took jobs with contractors (considered best in terms of pay), did so on the advice of parents. By comparison, parents influenced 42% of seniors who considered government jobs, though that sector was viewed best overall in terms of benefits and "serving one's country". Strangely enough, though parents influenced 32% who considered nonprofit work, the nonprofit sector was considered best, overall, in terms of helping others, making a difference, and helping seniors to achieve respect in the eyes of their peers and parents.

The level of satisfaction with respect to one's work also plays a big role in determining job choices. Over 60% of seniors considered nonprofit jobs to offer a greater sense of "value," compared to 43% for government and contractors. Some 50% considered the work of government contractors more "challenging", compared to 48% for nonprofit and 38% for government work. Moreover, 13% thought contractor work to be frustrating, versus the 24% for nonprofits and government.

This survey suggests that though young people value a dedication to work that helps others, engages their skills and talents, and affords a level of self-satisfaction, when it comes to practical matter like pay and benefits, they rely less on appeals through school resources, and more on the advice of people who have experience interacting with organizations in their prospective sectors of choice-- if not actual experience with those actors themselves.

Whether any organization can meet the expectations of young workers desiring to "do public service", if indeed the ability and inclination to do so are genuine, remains to be seen. For prospective employers, the survey raises questions with which organizations have long struggled. Nonprofits constantly address issues of low pay, job security, and benefits. Contractors face questions about the nature of the work associated with potentially lucrative pay levels. Government navigates between attracting those with lofty ambitions to serve, and to retain talent in areas marked by challenges in actually delivering services to people.

It is clear, however, that the eagerness of new public service workers, and those actors who influence them, need to be engaged and informed about the nature of what is available, before they can deliver on their promise to serve.