They can now gather and test hiring data from states and localities.
Original Article Posted on Route Fifty
BY BRUCE STEPHEN, CONTRIBUTOR JULY 15, 2015
Taking effect this month, the Workforce Innovation and Opportunity Act (WIOA) represents the first major legislative reform to the public workforce system in more than 15 years.
It replaces the Workforce Investment Act (WIA) of 1998, which provided the foundation for an unprecedented workforce training and employment system that contributed to many success stories. However, in recent years it has failed to keep pace with changes in a dynamic labor market. WIA’s focus on short-term training and rapid reemployment no longer aligned with current economic conditions, which required longer term education initiatives and an emphasis on high-growth industries and occupations.
Enter WIOA, which has a number of key changes in the way workforce development boards (WDBs) provide services.
View entire article here.
It is no secret that the Department of Defense is concerned about the military “force of the future. ” As the economy improves and the so-called 9/11 generation begins to leave the military, attracting and retaining the best and brightest talent is top priority.
Please join Monster Government Solutions and Defense One on Tuesday, June 9, 2015, for a conversation about building the force of the future with BRAD CARSON, Undersecretary and Chief Management Officer, U.S. Army, and Acting Under Secretary of Defense for Personnel and Readiness.
Immediately following, Roy Wallace, Assistant Deputy Chief of Staff, G-1, U. S. Army and Paige Hinkle-Bowles, Deputy Assistant Secretary of Defense (Civilian Personnel Policy), and VADM Bill Moran, Deputy Chief of Naval Operations (Manpower, Personnel, Training and Education) will discuss ways to recruit, hire, and retain to ensure mission readiness.
For more information and to register for Force of the Future: Recruitment, Retention, and Readiness, please click here.
Increased Opportunities to Connect With Colleagues Over Different Experiences, Backgrounds May Lead to Effective Utilization of Resources
WASHINGTON, DC-(Marketwired - May 14, 2015) - Despite recent diversity initiatives, federal government agencies still struggle with diversity and inclusion in the workplace according to a survey deployed by Government Executive Media Group's Government Business Council (GBC) and Monster, a global leader in connecting people to jobs. Survey results also indicate there may be opportunity to provide resources that better address diversity and inclusion challenges. The full report will be released today at the 2015 Excellence in Government: Agency of the Future summit hosted by Government Executive magazine, where a panel of workforce diversity experts will discuss the findings, and what they mean for today's government agencies.
"Since President Obama's 2011 Executive Order mandating programs for diversity and inclusion in the federal workplace, agencies have only grown more diverse," said Zoe Grotophorst, Manager of Research and Strategic Insights at Government Business Council. "However, fostering such a workforce change is no easy feat, and diversity and inclusion initiatives still face many obstacles. GBC and Monster Government Solutions saw the need for a thorough, candid survey of federal government leaders' thoughts on the current state of diversity and inclusion programs, and partnered on this research to present insight and considerations."
The survey of 752 leaders from more than thirty government departments and agencies asked the diverse group of respondents of varying age, gender, race, ethnicity, LGBT identity, family structure, veteran status, and disability status how these identifying factors contribute to their interactions with colleagues and supervisors. The survey also explores their feelings about diversity and inclusion efforts in their workplaces, and whether existing diversity and inclusion resources are being implemented effectively.
Respondents revealed that despite initiatives to diversify the federal workforce, differences in personal identity can lead to professional misunderstandings. 71 percent of respondents reported having felt misunderstood at work because a part of their identity differed from their colleagues or supervisor, and 62 percent have felt unsure of how best to interact with a colleague of a different background.
"As federal agencies struggle to build and retain diverse, high performing workforces, the need for employee engagement and group intelligence has never been greater," said Susan Fallon, Vice President for Business Development and Global Strategy at Monster Government Solutions. "These survey results suggest that initiatives that foster an understanding of the different dimensions of identity may result in more inclusive work environments, leading to greater organizational performance and overall mission success."
Data from this survey suggests that employees and managers may not be adequately prepared with necessary resources to address diversity and inclusion issues. When confronted with sensitive situations, more than 40 percent of respondents were most likely to turn to informal channels. Rather than reaching out to human resources personnel or consulting organizational diversity educational resources, many consulted the colleague directly or asked others for advice. Nearly one in three respondents avoided mentioning the issue altogether.
Meanwhile, although a majority of managers indicate they have access to the resources needed to effectively resolve sensitive situations in the workplace, only one in three non-managers indicate that managers currently resolve such situations adequately, and only 28 percent of respondents stated that their organization was effectively leveraging diversity to further its goals.
To learn more, see the infographic: http://www.govexec.com/gbc/infographics/3-4-government-employees-feel-misunderstood/112699/
To see the full report and findings, visit govexec.com/gbc/diversity
About Government Business Council:
Government Business Council (GBC), the research arm of Government Executive Media Group, is dedicated to advancing the business of government through analysis and insight. GBC partners with industry to share best practices with top government decision makers, understanding the deep value inherent in industry's experience engaging and supporting federal agencies.
About Monster Government Solutions:
Monster Government Solutions works with government agencies to help them find and hire the right people and develop diverse and inclusive workforces. A division of Monster Worldwide, the company that pioneered online recruiting with Monster.com more than twenty years ago, Monster Government Solutions provides innovative and proven human capital solutions for effective recruiting, hiring, and workforce planning and development. For more information, visit monstergovernmentsolutions.com.
About Monster Worldwide, Inc. :
Monster Worldwide, Inc. (NYSE: MWW) is a global leader in connecting people to jobs, wherever they are. For more than 20 years, Monster has helped people improve their lives with better jobs, and employers find the best talent. Today, the company offers services in more than 40 countries, providing some of the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities. Monster continues its pioneering work of transforming the recruiting industry with advanced technology using intelligent digital, social and mobile solutions, including our flagship website monster.com® and a vast array of products and services. For more information, visit monster.com/about.
The federal workforce is becoming increasingly diverse, but attitudes and opinions still vary widely on the effectiveness of diversity and inclusion (D&I) programs. In a recent Government Business Council research survey underwritten by Monster Government Solutions of 750 federal leaders, nearly three fourths report having felt misunderstood in the workplace due to differences in identity, while fewer than a third say their organization is effective at leveraging diversity.
On Thursday, May 14, 2015, at the Excellence in Government conference in Washington, DC, key findings and trends were explored in the study were discussed by a panel of D&I experts and the complete research report was released.
To learn how Monster Government Solutions can help foster inclusive workplaces and build high performing organizations, please click here.
To download an infographic on the results of the survey and recommendations for success, please click here.
To download your copy of the research report, please click here.