The golden age of retirement is not what it used to be when employees exited the workforce in their mid-60s to travel, volunteer and help out with their families. More baby boomers are choosing not to retire but to remain in the workforce, often changing career paths later in life.

Of course, the Baby Boom was a 15-year splurge of births that emerged following World War II. About 76 million people born between 1946 and 1964 are typically in the group referred to under the familiar moniker. The overall number of U.S. births per year had dropped below 2.5 million in the late 1930s and stayed low until after World War II, when it climbed steeply - presumably due to the soldiers' homecoming and the relief felt for what was to be the beginning of a fresh start - a supposed bright, post-war era in America.

But understanding who comprises the generation and its cause does little to shed light on its members' apparently strong work ethic. Why would someone choose to clock in rather than clock out?

One reason is that baby boomers are living longer than previous generations, with an average lifespan of 77 years. The standard of living has become increasingly high, and pension plans are not what they once were.

Put all those factors together, and you have employees who are not quite ready for retirement, whether because of financial concerns or out of a desire to remain "plugged in" to the workforce.

Currently, the boomer workforce makes up about one-third of employed age groups. However, according to the Bureau of Labor Statistics (BLS), it is projected that by 2014 the number of workers age 55 and older will equal the number of workers ages 35-44 and will be higher than the number of workers ages 16-24.

Older workers reentering the workforce or changing careers altogether will need training. This presents a great opportunity for career colleges to attract this important demographic.

Because career colleges usually offer more general education - versus strictly skilled - than traditional trade schools, they are perfect for older workers. Developmental skills that are generally taught to prepare students for the world outside the classroom are just as important for older workers as for those just entering the workforce. Older workers need guidance with non-skilled functions such as writing resumés and navigating the world of online job boards. And, just like new entrants into the workforce, they need training on how to interview for a job and how to manage their careers.

But skills training is not lost on the older worker. According to the BLS Occupational Outlook Handbook, most of the fastest-growing occupational fields (projected from 2004 to 2014) do not require a traditional four-year degree. Workers can enter these fast-growing occupations with postsecondary vocational awards earned at career colleges.

The booming healthcare industry needs surgical technologists, emergency medical technicians/paramedics, and nursing aids. Other occupations in need of workers include non-special-education preschool teachers, gaming dealers and fitness trainers. Areas particularly complementary to the older worker include allied medical, legal administration and business administration.

In some cases, there is almost a dire dependence on career training-oriented colleges and related education options. Manufacturing companies, for example, are also desperately looking for skilled workers. And, many of them see technical colleges as invaluable resources in helping combat a labor shortage.

In the last few years, most career colleges have seen enrollment increase in programs that require less than two years to complete and higher completion rates than community colleges or other two- or more-year programs. Career colleges know they can reach more students by offering online programs, flexible course loads and rapid completion dates. Many of these programs are designed with an already-employed student in mind, or for students with a more aggressive need to get through the schooling and into the job. This is appealing to a younger audience, and it's likely to be even more appealing to an older audience. While an 18-month course may seem short to a younger demographic, the older worker will view it as even shorter - as merely a bridge to a new skill set.

"In years past, career colleges have targeted students who are fresh out of high school for enrollment," said Jim Seith, Director of National Programs with the AARP Foundation. "With the baby boomers looking for different employment and lifestyle options, career colleges provide a fresh perspective. Many baby boomers seek career paths in different fields or are looking for a career that can give them more freedom and flexibility."

The next decade will be critical in preparing employees for skilled trades, especially in fields that make up some of the fastest-growing occupations. Career colleges can provide a much-needed bridge to new careers for workers age 55 and older. By continuing to provide general education along with skilled training, career colleges will help meet the demands of a growing workforce - whether it be young or old.

"Career colleges are a great place for these boomers to refresh old skills or learn new skills," said Seith. "These skills, added to their years of real work experience, make them a very smart choice for employers looking for reliable and dedicated staff." ■