WATERVILLE -- William McPeck, 58, had planned to retire in August. But with the economy worsening and the prospect of ever-rising heating fuel costs during the winter, he decided against it.

McPeck, director of employee health and safety for the Maine state government, says his decision is becoming more common as aging workers weigh the plusses and minuses of either retiring or working.

"I'm a classic case of that," McPeck said. "Clearly in my case it came down to the present value of working was greater than the prospect present value of retiring."

McPeck's remarks were part of a talk he delivered Thursday morning at Thomas College on Maine's aging workforce. The hour-long address, part of the college's Business Breakfast Series, attracted about 30 people, including employers and community organization leaders.

McPeck offered a laundry list of statistics showing age trends in Maine and the consequences for employers in the public and private sectors. While the trend of an aging workforce is not unique to Maine -- the so-called "baby boomer" generation born following World War II is a key driver -- the state is also projected to see a decline in younger workers, McPeck said.

That's why it's important for employers to anticipate the needs of this growing demographic and adapt to the emerging challenges as job expectations and technology change, he said. For instance, things employers should consider offering include more flexible work hours, worksite wellness programs and opportunities for further training and education.

More elderly people are working later in life, McPeck said, signaling an end to traditional life stages of "middle age" and "retirement age."

"We're moving, or have moved, from manufacturing or physical-type work to more cognitive, sedentary-type work that's less physically demanding," McPeck said, enabling older people to work longer. "Us baby boomers, we are the revolution generation and we've never been content, and we're going to revolutionize retirement as well."

Bottom line, McPeck said, is that employers should understand these changing workforce demographics and review management policies and practices, while recruiting and retaining older workers.

"It's basically attitude. You got to manage, motivate and encourage," McPeck said. "It's not about age."

Carol Brochu, office manager for Eye Center of Central Maine in Waterville, attended the lecture and said afterward that McPeck's statistics and points reinforced much of what she thought. Her office employs 15 people, of which the majority are age 40 or older, and several are over age 50, resulting in a staff that's experienced and dependable.

"In my particular business, we have a workforce that is older and working and that has been a very positive experience," Brochu said.

Scott Monroe -- 861-9253, 487-3288

smonroe@centralmaine.com