Nashville, TN - JW Marriott , October 13-16, 2019
Maryland, MD - Gaylord National Harbor, May 3-6, 2020
In its 10th iteration, the 2019 State CIO Survey, The Responsive State CIO: Connecting to the Customer, takes a deep dive into how state IT leaders are targeting their responses to customer needs, in addition to managing the evolving IT responsibilities of state leaders. The survey is a joint publication of NASCIO, Grant Thornton LLP and CompTIA and includes responses from 49 state and territory CIOs on a range of issues. Two new topics for this year are customer relationship management and state and local collaboration. The 2019 State CIO Survey also highlights CIO business models, IT cost management, workforce, cybersecurity, performance management, acquisition, cloud services, digital government, data management and analytics and emerging technologies.
As more states have adopted an enterprise approach to managing IT and as the role of the CIO has evolved from solely being a provider of services, to a broker of shared services, CIOs have been focusing more on agency customer relationship management. In this publication we discuss current strategies to improve customer/agency relationships and we provide some key steps toward customer relationship success.
During this interactive webinar, Doug Robinson, Executive Director of NASCIO, and Alan Shark, Executive Director of PTI shared their views with regards to the state and local government technology landscape while answering questions submitted by attendees during the Q & A portion.
This is the fourth in our NASCIO series “The CIO Operating System: Managing Change in a Sustainable Way.” It is also the culmination of the work from NASCIO’s project team and a partnership with Integris Applied, Inc., a corporate member of NASCIO, that began in January of 2018. This is a playbook of eleven plays that any state or territory can utilize in order to move into a new operating model. This operating model creates a highly disciplined state CIO organization that proactively engages with state agencies, understands current and emerging program and citizen needs, as well as maintains market awareness of current and emerging trends and offerings. Moving into and maturing this model is essential for each state and territory to effectively map capability demand with capability supply.
This report looks to the past in that it is the highlight and culmination of the first year of this special project, synthesizing all the previous work which includes three reports, a recorded webinar, a survey of state CIOs. It looks to the future in that the plays will be further developed with necessary guidance on how to effectively execute these eleven plays. The next big push in this project will be the development of the “DevOps” for the new multisourcing operating model. This playbook then becomes the launching point for the future. In many ways this report and the project that produced it is an inflexion point coincident with NASCIO’s 50th anniversary. Much has been accomplished within the NASCIO community in the past 50 years. And we celebrate all of that. Then we look to the future and consider “what is possible?” This playbook is the first step into that future. So fasten your seat belts, and get ready for the next major phase. Its going to be a wonderful ride!
This is the first in a series of three, 30-minute webinars. Everyone is asking about scaling Agile, but that's the wrong question. We really need to ask, "How do we lead large, self-organizing teams?" It means strong leadership - just not the kind we're used to. Webinar one explored the forty-year march towards self-organization based on annual Gallup surveys and over two hundred assessments of large agile organizations performed by AgileCxO's partners.
The State of North Dakota sees the safety of the Internet and our citizens’ information as absolutely essential to our collective future. During this webinar, Shawn Riley expounded on how the North Dakota approach to cyber across their educational systems and workforce organizations will be accomplished and details of execution as North Dakota contributes to the cyber moonshot.
Some states are offering flexible work hours, employee development and training, wellness programs and paid family leave to compete with the private sector and rightfully stand on their own in the recruitment and retention workforce game. And still, other states lag behind. We heard from Gerald Young, Senior Research Associate of the Center for State and Local Government Excellence, and Leslie Scott, Executive Director of the National Association of State Personnel Executives (NASPE), on a look at where state government workforce has been and where it might go.
James Collins, State CIO, Delaware, presented Valuing Diversity during Top Ten Talks at the NASCIO 2017 Annual Conference in Austin, TX.
Speaker has just 5 minutes to deliver a focused talk on one of the CIO Top Ten Priorities.
State of Washington: Technology Employer of Choice Initiative
NASCIO 2016 State IT Recognition Award Recipient in the category of State CIO Office Special Recognition
Finding and retaining a cutting-edge technology workforce is the single most important and impactful challenge for the public sector. Moreover, in Washington State, nearly half of the government workforce is eligible to retire within the next five years. For Washington, this challenge is compounded by the fact that state government competes for talent in a region that has some of the biggest technology brand names in the world, including Microsoft, Amazon, Disney, Expedia, Valve, Apple and more.
The state must be able to position itself as a viable competitor of talent in the region so that agencies can hire and retain the technology workforce necessary to do business.Talent competitors have been adapting their workforce strategies to be more competitive. Theyhave aligned their strategies to the needs of the millennial and digital native generations, and state government must do the same. Finding strategies that will work in the public sector means taking risks and piloting new ideas. The state’s consolidated technology agency, Washington Technology Solutions (WaTech), is addressing IT talent management challenges by implementing a diverse set of strategies, including:
Experimenting with self-management (Holacracy)
Piloting physical space changes
Reclassifying state government technology jobs
Hiring for value alignment instead of skills
Finding top talent in innovative ways
Transforming practices in government
Each of these strategies is at a different phase of implementation, but WaTech is already seeing results. By embracing emergent and innovative organizational and recruitment methodologies, WaTech is helping position Washington state government as a technology employer of choice.
*Read full award nomination