Getting to Equal | International Women’s Day 2019 | Accentureaccenture
Accenture’s “Getting to Equal” gender equality research presentation summarizes the importance of creating a culture of equality to drive innovation. See more.
Organizations are under greater pressure to deliver value for all stakeholders to create a more sustainable and equitable world. Achieving short-term and long-term financial performance while addressing the interests of all stakeholders and wider society requires a wider set of leadership qualities.
The World Economic Forum’s Forum of Young Global Leaders and Global Shapers Community, in collaboration with Accenture, identify the Five Elements of Responsible Leadership that will be critical in the 2020s: Stakeholder Inclusion, Emotion & Intuition, Mission & Purpose, Technology & Innovation, and Intellect & Insight. We show that companies that achieve both top-tier innovation and sustainability & trust enjoy superior financial performance; and that these profitable trusted innovators also commit to the Five Elements of Responsible Leadership.
Read the full report: https://accntu.re/36UC0pq
Driving High Performance Through Finance Workforce Masterycjazh
economic downturn, companies
are readjusting their workforce
priorities.
The preceding, of course, applies
to all workforces but is especially
relevant to the fi nance function.
As it strives to fulfi ll its increasingly
important role in supporting and
guiding the enterprise through
turbulent economic conditions,
the fi nance organization must
rethink how it attracts, retains,
develops and manages its people.
Helping people to be ‘net better off’ with Accenture + WorkdayAccenture Technology
Discover how Accenture and Workday can help seamlessly evolve with your organization and position it as a driver of business growth. Read more: https://accntu.re/34wlYU0
Getting to Equal | International Women’s Day 2019 | Accentureaccenture
Accenture’s “Getting to Equal” gender equality research presentation summarizes the importance of creating a culture of equality to drive innovation. See more.
Organizations are under greater pressure to deliver value for all stakeholders to create a more sustainable and equitable world. Achieving short-term and long-term financial performance while addressing the interests of all stakeholders and wider society requires a wider set of leadership qualities.
The World Economic Forum’s Forum of Young Global Leaders and Global Shapers Community, in collaboration with Accenture, identify the Five Elements of Responsible Leadership that will be critical in the 2020s: Stakeholder Inclusion, Emotion & Intuition, Mission & Purpose, Technology & Innovation, and Intellect & Insight. We show that companies that achieve both top-tier innovation and sustainability & trust enjoy superior financial performance; and that these profitable trusted innovators also commit to the Five Elements of Responsible Leadership.
Read the full report: https://accntu.re/36UC0pq
Driving High Performance Through Finance Workforce Masterycjazh
economic downturn, companies
are readjusting their workforce
priorities.
The preceding, of course, applies
to all workforces but is especially
relevant to the fi nance function.
As it strives to fulfi ll its increasingly
important role in supporting and
guiding the enterprise through
turbulent economic conditions,
the fi nance organization must
rethink how it attracts, retains,
develops and manages its people.
Helping people to be ‘net better off’ with Accenture + WorkdayAccenture Technology
Discover how Accenture and Workday can help seamlessly evolve with your organization and position it as a driver of business growth. Read more: https://accntu.re/34wlYU0
CEOs and HR leaders must be ready to meet the future and foster a workforce that’s agile, skilled and innovative. Culture and people are the key elements to help organizations truly thrive as they undergo digital transformation.
San Francisco Jobs, Skills, and Opportunities in the Age of AIaccenture
Accenture and the SF Chamber released new data to show the readiness of Bay Area-based businesses to develop, grow and adapt as Artificial Intelligence, Augmented Intelligence and Automation become prevalent in the modern workplace. Surveying 250 local business leaders, the results suggest that businesses expect significant changes in the near future as their companies adopt and integrate new technology solutions. The challenge, however, is how to scale the use of these new capabilities and to hire and develop the right talent in an environment where unemployment is at an all-time low and the hiring market is extremely competitive. Review findings and data from the research. Visit https://accntu.re/2VlXrcd to learn more.
Elevate with Intelligent Supply Chain | SlideShare | AccentureAccenture Operations
Accenture's presentation shows CSCOs can accelerate their journey to operational maturity as they embrace the future of supply chain operations. Read more
Federal Technology Vision 2021: Full U.S. Federal Survey Findings | Accentureaccenture
Leaders don’t wait for a new normal, they build it. The Accenture Federal Technology Vision 2021 identifies five key trends that agencies must address to lead in the post-pandemic world. Explore the full survey findings here. https://accntu.re/3sIBI0k
Strategic Enabler: The New Healthcare CFOaccenture
Healthcare CFOs are pivoting to a more strategic and far-reaching role with data and analytics for pricing transparency and boosting revenues. Learn more: https://accntu.re/2UFsx39
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Ready to Thrive: Artificial Intelligence (AI) and the Federal Workforceaccenture
Check out our latest survey results related to AI and the federal workforce. With insights gained from nearly 400 federal employees, we reveal federal workforce AI trends, opinions and potential obstacles for agencies rolling out AI. Read more: https://accntu.re/2tsT0ke
Shaping the Sustainable Organization | Accentureaccenture
Accenture helps companies unlock the business and environmental value of organizational sustainability by strengthening their sustainability DNA. Read more.
CEOs and HR leaders must be ready to meet the future and foster a workforce that’s agile, skilled and innovative. Culture and people are the key elements to help organizations truly thrive as they undergo digital transformation.
San Francisco Jobs, Skills, and Opportunities in the Age of AIaccenture
Accenture and the SF Chamber released new data to show the readiness of Bay Area-based businesses to develop, grow and adapt as Artificial Intelligence, Augmented Intelligence and Automation become prevalent in the modern workplace. Surveying 250 local business leaders, the results suggest that businesses expect significant changes in the near future as their companies adopt and integrate new technology solutions. The challenge, however, is how to scale the use of these new capabilities and to hire and develop the right talent in an environment where unemployment is at an all-time low and the hiring market is extremely competitive. Review findings and data from the research. Visit https://accntu.re/2VlXrcd to learn more.
Elevate with Intelligent Supply Chain | SlideShare | AccentureAccenture Operations
Accenture's presentation shows CSCOs can accelerate their journey to operational maturity as they embrace the future of supply chain operations. Read more
Federal Technology Vision 2021: Full U.S. Federal Survey Findings | Accentureaccenture
Leaders don’t wait for a new normal, they build it. The Accenture Federal Technology Vision 2021 identifies five key trends that agencies must address to lead in the post-pandemic world. Explore the full survey findings here. https://accntu.re/3sIBI0k
Strategic Enabler: The New Healthcare CFOaccenture
Healthcare CFOs are pivoting to a more strategic and far-reaching role with data and analytics for pricing transparency and boosting revenues. Learn more: https://accntu.re/2UFsx39
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Ready to Thrive: Artificial Intelligence (AI) and the Federal Workforceaccenture
Check out our latest survey results related to AI and the federal workforce. With insights gained from nearly 400 federal employees, we reveal federal workforce AI trends, opinions and potential obstacles for agencies rolling out AI. Read more: https://accntu.re/2tsT0ke
Shaping the Sustainable Organization | Accentureaccenture
Accenture helps companies unlock the business and environmental value of organizational sustainability by strengthening their sustainability DNA. Read more.
2011
WORKFORCE
DIVERSITY
PLAN
Table of Contents
Workforce Diversity Policy Statement ........................................................... 1
FY2011 Workforce Diversity Summary ......................................................... 3
FY2012 Workforce Diversity Action Plan ..................................................... 5
Department of Labor and Industrial Relations Overview .......................... 6
Compelling Governmental Interest ................................................................. 7
Disclaimer............................................................................................................. 8
Responsibility for Implementation ................................................................ 9
Dissemination of Equal Employment Opportunity Policy ........................10
Workforce Analysis ...........................................................................................11
Description of Equal Employment Opportunity Job Categories .............12
Job Groups ..........................................................................................................13
Breakdowns .........................................................................................................15
Glossary ...............................................................................................................19
Appendix 1 – Human Resources Policies .....................................................21
Appendix 2 – Other Human Resources Procedures ...................................24
Appendix 3 – Selection Process ......................................................................26
Appendix 4 – Utilization Table .......................................................................27
Appendix 5 – Organizational Chart ...............................................................31
Workforce Diversity Policy Statement
In accordance with Governor Nixon’s Executive Order 10-24, The Missouri Department of Labor
and Industrial Relations shall ensure that all present and prospective employees are afforded equal
opportunity at all levels and phases of employment with respect to, but not limited to, hiring,
recruiting, training, benefits, promotions, transfers, layoffs, demotions, terminations, rate of
compensation, and recalls from layoffs. The Missouri Department of Labor shall work to ensure
that there will be no vestiges of discrimination against persons on account of race, color, religion,
national origin, sex, ancestry, age, sexual orientation, veteran status, or disability; not only in
employment practices but in the provision of services and the operation of facilities.
The Department believes that the State of Missouri works best if all of its citizens and employees
are provided an opportunity to work and participate in an environment free from prejudice on
account of race, color, religion, national origin, sex, ancestry, age, sexual orientation, veteran
status, or ...
Ben Wright, Atlas CEO & Guillermo Mazier, Atlas’ Director of Strategic Accounts, cover the latest theories, metrics and best practices to prove that economic development makes a difference for communities.
Michigan’s top economic leaders today issued a series of findings that forecast the state’s readiness to fill high-paying, high-demand jobs with educated and skilled workers.
And, while data show the state is generally prepared to meet the demand for high-wage jobs over the next three years, the ability to meet demand over the long-term is less certain.
DCR Trendline September 2013 – Contingent Worker Forecast and Supply Reportss
We bring you the Trendline Report for September 2013, offering key insights into the temporary staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a pulse of the market. Rigorous examination of contingent workforce supply and demand provides you with predictive forecasts of wage trends and market status.
The Office of Personnel Management's Recruitment, Engagement, Diversity and Inclusion (REDI) Roadmap is designed to make sure we are using the latest data-driven expertise, social media tools, and collaborative thinking to continue to build, develop, and retain a purpose-driven workforce now, and for years to come.
Underscoring this roadmap is a commitment to ensuring that all segments of society are represented and feel included at every level of America's workforce.
SMART CHOICES
Make better use of data to drive accountability, inform what programs are offered and what is taught, and offer user-friendly information for job seekers to choose programs and pathways that work for them and are likely to result in jobs. In order to determine what skills should be taught and to guide job seekers as they choose what to study and where to apply for jobs, programs should make better use of data to understand current and projected local, regional, state, and national labor markets. These data may include information on the number and types of jobs available; projected regional job growth; and specific job characteristics, skills requirements, and career opportunities. These data should be publicly available and easily accessible by job seekers.
Through advances in technology, penetration of broadband infrastructure and the establishment of Rural Opportunity Hubs, Accelerant is opening the way for corporations to leverage new rural labor markets like never before.
Utah is our Pilot, with intentions to save America one Main Street at a time!
Share our mission of #UrbalRemedy (Urban/Rural) and feel free to reach us with any questions or if we can be part of your growth strategy!
Accepting assessments now at http://peopleplacesplatform.com
- Company/Community
- Employer/Employee
- Trainer/Trainee
Pairings!
team@accelerantbsp.com
DCR TrendLine May 2014 - Temporary Workforce Insightss
Can you believe it’s already the second quarter of the year? As the year continues to speed by, this month’s edition of TrendLine focuses on trends and predictions in the talent management industry, by looking at what’s buzzing in HR tech and examining how crowdsourcing is playing a role in the temporary staffing market. Continuing on the theme of technology, we peek at the IT job market to see how and where demand for professionals is growing. We also look into our crystal ball to give you insights into what the staffing landscape will look like in 2022. And this month, we conclude our series on the BRIC countries, by taking a glance at India and it’s potential for temporary work development. At TrendLine, we’re always focused on what’s trending in anything to do with contingent worker supply and demand, and on that note are really excited to unveil a new quarterly topic – What’s Trending in the Temp Market? – that consolidates our research into a short list of critical trends in key talent sectors of the staffing industry. Take a look and let us know what you think!
US Federal Workforce: A Pulse Check on Today’s Human Capital Challengesaccenture
The purpose of the survey was to gain insights into the human capital challenges federal agencies are facing, specifically in the areas of attracting and retaining younger workers, drivers of employee engagement, and the effective use of human capital data and analytics.
Engineering Services: con gli ingegneri per creare valore sostenibileaccenture
Collaboriamo con gli ingegneri di aziende capital intensive per combinare tecnologie innovative con un approccio pragmatico che aiuti a raggiungere risultati aziendali migliori.
UiPath Test Automation using UiPath Test Suite series, part 5DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 5. In this session, we will cover CI/CD with devops.
Topics covered:
CI/CD with in UiPath
End-to-end overview of CI/CD pipeline with Azure devops
Speaker:
Lyndsey Byblow, Test Suite Sales Engineer @ UiPath, Inc.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
Discover how Standard Chartered Bank harnessed the power of Neo4j to transform complex data access challenges into a dynamic, scalable graph database solution. This keynote will cover their journey from initial adoption to deploying a fully automated, enterprise-grade causal cluster, highlighting key strategies for modelling organisational changes and ensuring robust disaster recovery. Learn how these innovations have not only enhanced Standard Chartered Bank’s data infrastructure but also positioned them as pioneers in the banking sector’s adoption of graph technology.
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
How to Get CNIC Information System with Paksim Ga.pptxdanishmna97
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!SOFTTECHHUB
As the digital landscape continually evolves, operating systems play a critical role in shaping user experiences and productivity. The launch of Nitrux Linux 3.5.0 marks a significant milestone, offering a robust alternative to traditional systems such as Windows 11. This article delves into the essence of Nitrux Linux 3.5.0, exploring its unique features, advantages, and how it stands as a compelling choice for both casual users and tech enthusiasts.
Unlocking Productivity: Leveraging the Potential of Copilot in Microsoft 365, a presentation by Christoforos Vlachos, Senior Solutions Manager – Modern Workplace, Uni Systems
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
Job One: Reimagine Today's State Government Workforce
1. Research Findings and Recommendations
REIMAGINE
TODAY’S STATE
GOVERNMENT
WORKFORCE
JOB ONE:
MARCH 2019
2. 2
Competing for
talent has long
been challenging
for state
governments.
Today’s leaders
recognize the
obstacles—but
are not doing
enough to
overcome them.
Research by
NASCA, Accenture
and NEOGOV
underscores why
it’s time for
bold action.
9. 9
02
It’s Time for Bold Action:
The Case for Change
TRANSFORM
EMPLOYEE
EXPERIENCE
• Streamline the Search
• Improve Experience
Through Automation
• Modernize Job Evaluations
• Get Serious About
Succession
RESHAPE
RECRUITING
• Modernize Job
Descriptions
• Develop Your People
• Build Your Brand
01
14. Job Description Examples: Nurses
RESHAPE RECRUITING
Written from the perspective of the
employer with limited value proposition
for the job seeker other than a job.
Agency Focused Job Description Job Seeker Focused Job Description
Nurse Practitioner I
Department of Mental Health, State Agency
JOB RESPONSIBILITIES
The department of Mental Health is a drug-free workplace. All candidates
will be required to pass a mandatory pre-employment drug test
JOB PURPOSE
Under clinical supervision of Medical Director, provides direct patient care
and evaluations (PMA’s, etc.) within the scope of Nurse Practitioner
authority, coordinate care, supervise treatment team and provide direct
supervision where applicable.
Nurse Practitioner I
Department of Mental Health, State Agency
JOB DESCRIPTION
Want to do meaningful work that has a real impact on the community?
Please come join the very tenured Nurses at the Department of Mental Health.
Our mission is to service those who aren’t being served which not only
benefits the community greatly but also delivers great benefit packages to
you! It’s a win-win for everyone. Our Nurses average tenure is over 10 years
which allows for consistent service to those in need. Under the supervision of
talented professionals, you will provide direct patient care and evaluations,
coordinate critical care and provide supervision of treatment and team members,
We would be honored to have you join our team.
Written from the perspective of the job
seeker, incorporating the highest priority
motivators for that position
14
16. TENNESSEE:
Developing the State Workforce
The Alternate Workplace Solutions (AWS) program, which provides
employee flexibility and control over their work locations, is proving
to be a powerful tool for recruiting younger workers and for
retaining experienced employees, and it is a valuable asset in
our competition for talent with the private sector.
BOB OGLESBY
Commissioner of General Services
State of Tennessee
16
“
20. State government has an advantage over private
industry when it comes to offering a wide range of
career opportunities—especially opportunities that provide
meaningful work. Our goal is to connect that meaning with
our job candidates.
BYRON DECOTEAU
State Civil Service Director
State of Louisiana
20
LOUSIANA:
Highlighting Social Impact
“
21. We encourage agencies to understand and use telework when
appropriate to enhance their ability to recruit and retain the best
candidates. In Florida, our population and therefore our talent, as well
as the people we’re working to serve, is spread throughout the state in
cities, suburbs and rural areas. It’s incumbent upon agencies to be
prepared with telework arrangements when the agency mission and
position duties can accommodate it.
ERIN ROCK
Secretary
Florida Department of Management Services
21
FLORIDA:
Tapping the Power of Telework
“
22. MINNESOTA:
Unifying the State’s Brand
Having one clear and consistent
brand supports the state’s work to
recruit and retain the best talent.
It also helps shape the story of what
makes Minnesota the best state to do
business, visit and live.
22
26. OHIO STATE HIGHWAY PATROL:
Putting New Talent in the Fast Lane
The Ohio State Highway Patrol (OSHP) leadership organized a
Kaizen team of 14 from different parts of the processes—including
sergeants, lieutenants, troopers, recruitment specialists, health
and wellness coordinators, trainers and deputy directors. Over five
intensive days of meetings, the team remapped the entire
application process.
Today the process moves three times faster—decreasing
from an average of about 181 days to a projected 61 days.
26
29. We freed up staff from performing routinized, time-consuming
administrative tasks so they could provide more value-added analysis
and support for our Office of Administrative Hearings. This effort was
‘win-win-win’ insofar as it gave our end users (that is, the general
public) customer service self-help tools, it let our administrative staff
focus on more value-added functions and develop their own
professional skills, and it provided greater analytic support for our
Administrative Law Judges.
DANIEL C. KIM
Director
California Department of General Services
29
CALIFORNIA:
Automating Process Improvements
“
32. OREGON:
Taking a Disciplined Approach
to Succession Planning
Across state government, our most important asset is our people—and succession
planning is key to state government’s future workforce. This is why Oregon’s Department
of Administrative Services is pleased to have rolled out a succession planning strategy
and framework to assist state agencies with succession management.
DAS is uniquely positioned as the hub of state government, allowing us to provide
consistent succession planning guidance while also allowing agencies the
flexibility to manage within their unique environments.
KATY COBA
Chief Operating Officer
Oregon’s Department of Administrative Services
32
“
34. 34
About the Research
Accenture, NEOGOV and NASCA launched
multiple research projects to provide a
well-rounded view of the challenges facing
state governments:
• From August to October 2018, Accenture
and NASCA surveyed state chief
administrators and HR directors in 33
states on the future of their workforce.
The survey included questions that
aligned with Accenture’s global study as
reported in Reworking the Revolution,
enabling comparison between state
government executives and commercial
C-suite leaders.
• From September to October 2018,
NEOGOV survey 2,959 job seekers
across multiple age groups seeking jobs
across all major job classes in state
government.
• From 2013 to 2018, NEOGOV analyzed
the recruitment data from 27 state
agencies representing 259,911 job hires
with 14,910,284 applicants. For further
details and insights on this study see
NEOGOV’s Job Seeker Report.
We would like to thank the leaders who
shared examples of the workforce
initiatives underway in their respective
states. Their stories are intended to
serve as illustrations and in no way
represent a comprehensive view of the
work underway across state
governments. Finally, we would like to
acknowledge the National Association
of State Personnel Executives (NASPE)
for their assistance in the dissemination
of the survey to HR executives,
reviewing multiple drafts, and allowing
NASCA to workshop the findings at the
2019 Mid-Year Conference where over
20 states were represented.
WHAT WE DID:
o Surveyed 33 Chief
Administrative
Officers
o Surveyed ~3,000
Public & Private
Sector Job Seekers
o Analyzed 14M+ Job
Postings to Compare
the Number of
Applicants