The Future of Work: Building a Government Talent Strategy for 2022
What State and Local Leaders Need to Know to Modernize Workforce Planning
Special
Idaho ranked last in the country for physicians per capita before the pandemic and the doctor shortages and an aging workforce have only worsened the situation.
In the last decade, the state’s retention rate of physicians post-residency has declined. The Legislature hopes that funding 700 additional slots for medical school graduates, at $100,000 each, will incentivize the doctors to stay.
With boosts in private capital and federal initiatives, the tech and digital services industry is expanding into a variety of cities across the nation. As growth continues, ancillary industries are also expected to develop.
Nationally, more than a quarter of paramedics leave their jobs every year. Calls for ambulance services in Santa Clara County, Calif., have increased by 25 percent over the past three years.
State officials are worried that under-resourced, low-income young adults may be left behind if not given the proper access and training needed to fill thousands of existing and anticipated jobs.
Wait times to speak to customer service representatives have risen to an average of more than 52 minutes, and as many as 1,500 people are experiencing delays due to the identity verification process.
Proposed legislation that has garnered support from a public employees union would provide greater protection to state workers who file complaints of bullying, which is mostly not illegal in the state.
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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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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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