San Diego, CA Hilton San Diego Bayfront, October 21-24, 2018
MarylandGaylord National Harbor, May 05-08, 2019
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
This study reports findings and analysis of a comprehensive survey of State Chief Information Security Officers (CISOs) conducted by NASCIO in partnership with Deloitte. The results of the 2016 Deloitte-NASCIO Cybersecurity Study confirm the growing importance of cybersecurity for states.
NASCIO Staff Contact: Meredith Ward, Senior Policy Analyst (mward@NASCIO.org)
The NASCIO Enterprise Architecture program was developed to enable the mission of state and local government. Government must continually reinvent itself to remain relevant by effectively and efficiently providing services to the citizens of this country. The path to this continual transformation must embrace leadership, management, coordination, communication and technology throughout government. Enterprise architecture is the discipline to appropriately define and leverage these capabilities within the complexities of government.
Funding to support the NASCIO EA Program and information sharing initiative is provided by a grant from the U.S. Department of Justice, the Bureau of Justice Assistance, Office of Justice Programs.
The enhancements in the third version of the Tool-Kit result from the expertise and continued dedication of enterprise architecture practitioners from all levels of government and the private sector. Version 3.0 incorporates an updated governance architecture framework with added roles and responsibilities and a focus on multi-level communication. Process models with explanatory narrative are included for governance and the architecture lifecycle. The Tool-Kit also includes fully populated security domain and application domain blueprints.