The Future of Work: Building a Government Talent Strategy for 2022
What State and Local Leaders Need to Know to Modernize Workforce Planning
Inflation, desire for hybrid work and low wages have caused great swaths of workers across Massachusetts to leave their jobs in human services, threatening the industry. Some say the state needs to be proactive.
Cities and counties are still struggling to regain pre-pandemic employment levels. New approaches to hiring and retention could help fill the gap.
The estimated cost of attendance at a University of California is $38,504; California State Universities are expected to cost $30,676. Only 33 percent of Californians said a four-year degree was needed for a successful and profitable career.
The Texas city’s manufacturing jobs reached 52,000 last fall, its highest level in more than two decades; employment in auto manufacturing more than doubled over the last 20 years.
Despite declining COVID numbers, the state’s unemployment numbers remain well above the national average. Businesses are still cautious about hiring and thousands of workers are quitting their jobs.
To combat the continuing labor shortage, many companies are reconsidering hiring requirements and are “downcredentialing” their job openings. Many expect this reclassification to continue beyond the pandemic.
Just as private-sector companies are preparing their organizations for teleworking, state and local governments need to do the same.
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.
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.
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.
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?
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?
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.