The Future of Work: Building a Government Talent Strategy for 2022
What State and Local Leaders Need to Know to Modernize Workforce Planning
Special
Although they reported more debt, financial concern and greater perceived health risks, Black American state and local government employees were overall more positive about their work during COVID-19, according to a report.
This year’s election will require more than 1 million workers to assist voters. The pandemic was expected to suppress the number of volunteers, but innovative and creative recruiting drives have boosted the supply.
The state’s current jobless claims technology uses 60-year-old computing language and cannot manage taking in new claims and processing payments simultaneously. Lawmakers hope to update the system with next year’s funds.
Last week, the Employment Security Department answered questions about the department’s security glitches, increasing employer taxes and repaying the $576 million lost in the spring’s unemployment fraud.
The state is still down 39 percent in employment since February, the slowest recovery of all the 48 contiguous states since August 2019. Only Hawaii has a worse job decline than New York.
The state’s labor department accidentally overpaid on 30,000 unemployment claims during July, totalling $280 million. To compensate, the state cut workers’ weekly payments until the extra pay was returned.
A recent poll showed that only 39 percent of likely voters would approve California’s Proposition 22, which aims to keep gig workers as independent contractors instead of full-time employees.
At first, the transition to remote work was exciting. But as the distancing continues, many workers struggle with their mental health, job satisfaction and motivation. But some introverted workers are thriving.
The Federal Reserve found that workers with jobs that can be done by machines are experiencing layoffs at a greater rate with the pandemic. Workers of color are especially hard-hit by this trend.
Remote government work can have many benefits, as the last several months have shown. But whether state IT agencies should recruit more remote workers, regardless of where they live, remains an open question.
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The debate over workspace digitalisation and how to promote collaboration is timely, as more companies are completing their digital transformation.
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Just as private-sector companies are preparing their organizations for teleworking, state and local governments need to do the same.
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A cooperative contract is an agreement between a local, state, regional, or federal government and businesses. The contract secures affordable rates and establishes delivery terms on goods that many agencies or offices need to have.
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Whether your agency is already a well-oiled DevOps machine, or whether you’re just in the beginning stages of adopting a new software development methodology, one thing is certain: The security of your product is a top-of-mind concern.
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The World Economic Forum predicts that by 2022, over half of the workforce will require significant reskilling or upskilling to do their jobs—and this data was published prior to the pandemic.
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A new operating model is emerging for state and local government leaders as a result of the COVID-19 pandemic. It’s transforming the delivery of citizen services and engagement in ways that will accelerate resiliency in government. It will also help government attract, support, and retain the next generation of workers. But what changes will it bring and how can you prepare?
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Now that 2021 is upon us and there is a faintly visible conclusion to the pandemic, the question remains — will public-sector contact centers revert to the models they had relied on prior to COVID-19?
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While the key focus on cybersecurity and network safety will remain paramount in 2021, ongoing remote work will present opportunities for training, awareness building and collaboration.
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