Insights and Perspectives

Your Personalized To-Do List: How Work Items Find You (Instead of You Finding Them)

Mon, 11 Aug 2025 19:55:08 GMT

What if you had a personalized and intelligent to-do list for every unemployment claim and appeal? One that automatically updated, prioritized your work for you, and showed you exactly what to do next?

Geographic Solutions Unemployment System’s (GUS) comprehensive and integrated Workflow Management module, or work items, offers exactly that. Think of it as the central command center for your workday, and no longer worry about digging through emails and spreadsheets to figure out your next steps. Instead, work items will automate and guide you through the process of providing unemployment insurance claims, benefits, and appeal services.

Laura Ragain, Monetary/ICON/SIDES - Team Lead I, or as she is known at Geographic Solutions, as the Work Items guru, explains: "One should think of work items as post-it notes. They are simply a notification to you that something happened in the system that you need to know about and react to. They do not prevent anything from happening, though the work item may be tied to a non-mon (or issue that is considered non-monetary) which may prevent payment on a claim."

A Dashboard Built for You

The dashboard is your home base. It’s the tab you have at the top of your bookmarks and the place you always return to. It displays all work items related to your area of responsibility and updates as new activity is added or when it is completed.

Sort by what matters: It is YOUR dashboard! You can organize it however you want. Need to tackle the most urgent claims first? Sort your dashboard by priority. Is meeting your deadlines most important? Sort your dashboard by due date.

Search like a pro: Need to be even more specific? You can also use the Advanced Search feature to enter specific criteria, such as a claimant name or claim ID, to display only work items tied to a particular claim.

A top priority: One of the most critical parts of the system is the Adjudication Queue, where the highest-priority work items reside. These items are directly tied to issues that could prevent a claimant from receiving payment. This queue ensures that these time-sensitive cases are addressed front and center, so you can quickly resolve any potential payment delays.

Take initiative: If you’ve completed all your assigned tasks, you’re always free to visit the workgroups queue and pull a new item or view unassigned work items and choose to work on them or reassign them. Take those steps to keep your team on track and show initiative!

No More Piled-Up Work Items After Vacation

The system ensures your workload doesn't overload while you're away. Supervisors can use the blocked availability feature to temporarily prevent work items from being assigned to you.

Your queue stays clear, and you can breathe fresh air: On vacation, relax a little and stop worrying about the work you are behind on. The system won't assign you any new work items for the duration of your vacation and instead those new work items will automatically be routed to your available teammates, keeping the workload moving along without any disruption.

Realistic workday due dates: To ensure deadlines are realistic and achievable, the module automatically adjusts due dates that fall on a weekend or holiday to the next business day. However, you maintain full control over all work item configurations. All configurations, including due dates and priority, are set by you in the admin area. Do you want a work item due in 10 days? No problem. Do you want it to generate with a high priority? You've got it.

Now enjoy your time off knowing that everything is under control!

Screenshot of Staff Schedule

Build the Process Your Way

Creating new workflows is easy and intuitive. The system already has predefined workflows that align with your state’s specific needs and regulations, but you have the power to create, edit, and manage work item workflows by defining the steps and setting the rules. The system will handle the rest!

Specify business rules: As shown in the image below, you can determine exactly what needs to happen. The Client Identifier field is completely customizable for your organization to use as a way to organize or refer to certain work items internally, and it has no bearing on the work item itself or how it is routed. Beyond that, you can set rules to assign work items based on staff attributes, such as Staff Workgroup, Areas of Responsibility, availability, and experience level. These are the three core attributes that a work item needs to be assigned automatically. Without a role in the associated workgroup, an area of responsibility, availability in said role, and an experience level, work items will not be auto assigned to a staff member. Pro tip: If you are the manager or supervisor of an area of responsibility and do not want to be assigned any work items but have the ability to work them if you choose, you just need to leave your availability in that role blank.

Use experience and position to assign work: Are you a newbie or are you seasoned employee? It’s no secret that new employees and employees who have more experience can handle different amounts of work. The system can use a staff member's work item experience level to gauge how much they can take on. For example, a rule can be created to manage how many work items are assigned to a specific user based on their experience level.

Identify required documents: Make sure every piece of information is collected at the right time. No more getting to end of task and realizing that you missed a step, five steps ago. The module won't let the work item move forward until all required documents are attached, which helps you meet your state's documentation standards every time.

Smart automation and scheduling: The module is proactive, not just reactive. Your workflows can be triggered by specific events, such as an exact date. For example, you set up a workflow that automatically begins the review process for seasonal workers on a specific date each year.

Screenshot of Work Item Configuration Details

The Ultimate Toolkit for Your Tasks

Work items gives you more than just a list of tasks, it also gives you the tools to manage them effectively.

View and change status: You can easily see a work item's status and where it is in the workflow. Once you complete an action, the status will update in real time. You can also manually change the status and priority of a work item if needed.

All the info, all in one place: When editing a work item, you can access all the important information, including the claimant's name and claim ID. You can also add notes and attachments directly to the work item and have them automatically linked to the claim, ensuring a complete and accurate history.

Flexible reassignment: Need to reassign a work item? You can easily change the assignment to another staff member or an entire workgroup. Assign a work item to a different workflow, all with a simple drop-down selection.

Screenshot of Work Item Tools

Insight and Analytics

Understanding performance and spotting trends within your workflows is just as important as managing individual tasks. The report component of work items gives you the data you need to see exactly what is happening. You can find reports on key metrics such as work item status, assignments, and time reporting.

For supervisors, the My Staff Workgroups link provides valuable information on staff productivity. Supervisors can see each staff member's workload, how many items are overdue, experience level, and availability. The system even generates an error report to quickly identify and work items with data issues and keep your workflows running smoothly.

What About VOS?

Work items can also be used as an integrates component in our Virtual OneStop (VOS) solution. This module offers the same intelligent workflow management capabilities, but it is designed specifically for the workforce process. It automates and guides the business of connecting job seekers with opportunities, managing training programs, and supporting employers.

Within both our GUS and VOS solutions, work items are a must have to get work done efficiently, with a complete audit trail, and in compliance with your organization's business rules.

Interested in learning more about the Workflow Management Module and how it can revolutionize your workflow? Request a demo today to learn more and see our solutions in action!

Apprenticeship Programs: Creating Wage-Earning Opportunities And Sustainable Careers

Thu, 12 Nov 2020 19:57:00 GMT

Celebrating National Apprentice Week and the Benefits to Our Workforce

National Apprenticeship Week is a week-long celebration that brings together business leaders, career seekers, labor, educational institutions, and other critical partners to demonstrate their support for apprenticeship. Apprenticeship sponsors are also given an opportunity to highlight the programs, facilities, and apprenticeships offered in their community.

The renewed focus on apprenticeships as a career pathway is indeed cause for celebration. Apprenticeships are the very definition of win-win as they benefit employers, individuals, and the community. As employers face dwindling numbers of appropriately skilled workers, they have the opportunity to create the workforce they need by connecting education with the modern workplace. Employees gained through these programs have a 94% retention rate.

For individuals, apprenticeship programs allow them to enter the workforce, earn wages, and obtain specialized knowledge and training that provide a pathway to a long-term career with growth potential. On average, apprenticeship graduates have a beginning salary around $70,000 annually and are able to earn as much as $300,000 more over the span of their career than non-apprentices.

Ultimately, apprenticeship programs benefit communities by creating wage-earning opportunities and sustainable careers for the community members, and by helping businesses thrive.

Building Skills and Expanding Opportunity

In December 2019, Geographic Solutions created an apprenticeship program as a means to prepare local students for the future and build a pipeline of workers. The program rotated apprentices through three departments within the company, giving them well-rounded exposure to core areas of software development.

“Investing in apprentices provides invaluable opportunities for those who are willing to learn,” said Geographic Solutions’ HR Training Coordinator, Jenna Silva. “We can recruit an apprentice and train them to suit roles that we will need filled in the future. Success is defined by placing the apprentices once the program has ended; if we only hire one apprentice post program, it is still a success.”

Kyleigh Ross, one of the inaugural participants, praises the program because it gave her an opportunity to earn a livable wage while receiving hands-on training, establishing a work history, and making valuable industry connections. As Ross reflects on her time in the program, she had this to say about what she’s learned:

“I have obtained two certifications: Certified Tester Foundation Level (CTFL) and Microsoft Technology Associate SQL Fundamentals. I also learned how to test software; working within the Agile framework; how to write Agile Requirement Documents (ARD); and other aspects of development including how to move code.”

Ross went on to say her experience completing the apprenticeship during a global pandemic was one of the most positive experiences she’s had. “All of my mentors at Geographic Solutions have gone above and beyond to ensure that I still got the most out of my experience.”

Geographic Solutions looks forward to welcoming the next wave of apprentices, and we value the time spent with our inaugural participants. Recently Geographic Solutions has partnered with Tampa Bay Tech as well as 15 other local tech companies to form a new apprenticeship network, which is set to launch on January 1, 2025. This initiative aims to cultivate local talent, bridge the skill gap, and ultimately build a stronger tech community within the Tampa Bay area.

Curious about the opportunities we offer? Send an email to Human Resources.

Integrating the Value of Apprenticeships into Virtual OneStop®

Prior to the USDOL apprenticeship initiative, Geographic Solutions proactively developed an Apprenticeship Module to monitor and track Registered Apprenticeships (RA), Industry-Recognized Apprenticeship Programs (IRAP), and other programs that incorporate on-the-job training and instruction. The module, offered as part of Virtual OneStop, serves as a case management conduit between individuals, providers, and agency staff.

A standalone or integrated module — this solution captures necessary data regarding programs and participants and compiles the data for federal reporting. Reports can ascertain the extent to which states' goals have been achieved and identify areas for improvement.

The module is currently in use in numerous states including Alabama, Maryland, Missouri, and more. Check out our Pathways to Employment: Trends in Apprenticeship webinar that featured a panel discussion with industry experts from Tennessee, Missouri, and Maryland, who discussed the evolving landscape of apprenticeships, valuable insights on current trends in apprenticeships, career pathway growth, state and federal statistics, and the utilization of expansion grants. For more information on Geographic Solutions’ Apprenticeship Module, contact us for a demo or quote.

Year Of The Apprentice: How States And Employers Are Creating Apprenticeship Programs

Wed, 31 Jul 2019 17:05:00 GMT

You’re likely to find them in all walks of life: soccer fields, machine shops, artisan studios, and multinational corporations.

Throughout history, some of the most influential and well-known individuals began their careers as apprentices. Soccer great David Beckham started as one before joining Manchester United Football Club. Automobile manufacturer Henry Ford left home at 16 to become an apprentice machinist before eventually founding his namesake company. Stella McCartney, daughter of musical legend Paul McCartney, completed an apprenticeship with world-renowned suit maker, Edward Sexton. Leonardo Da Vinci went on to become one of the greatest painters, sculptors, and inventors of all time after apprenticing.

Loosely following a practice of supervisory teaching and skills transfer that dates back to the Babylonian Code of Hammurabi, an apprentice would typically receive on-the-job training from employers as they learned crafts or trades. The length of an apprenticeship would change to meet the needs of each profession and differ in terms of success factors and goals.

The Modern-Day Apprentice

Fast forward to 2019, where apprenticeship is still a crucial part of skills-based training, and on-the-job learning. In June, the U.S. Department of Labor (USDOL) announced their highly anticipated plans to expand apprenticeships in the United States, establishing a process for the development of high-quality, industry-recognized programs, and creating a new system that will pave the way for educational institutions to receive grants when they partner with employers.

Part of their campaign includes the availability of grant funding to engage employers nationwide in creating new apprenticeship opportunities across a wide range of occupations and industry sectors. Eligible grant applicants will include nonprofit trade organizations, industry and employer associations, educational institutions, labor unions, and more.

The Labor Department will support local efforts with the availability of Apprenticeship State Expansion Grants. Their hope is to expand the number of Registered Apprenticeship Programs nationwide, supporting and encouraging program diversification, increasing the diversity of apprentices, and growing apprenticeships across industry sectors. Together, these program goals have the potential to advance the integration of Registered Apprenticeship Programs into state workforce development, education, and economic development strategies and programs.

Rising to the Occasion

As part of USDOL’s renewed investment in on-the-job training, several states have moved to add robust apprenticeship programs to their workforce program repertoire.

Out west, the California Workforce Association’s Executive Director, Bob Lanter, shared with attendees at the 2019 Workforce Technology Conference that members of his state’s workforce development, education, training, and employment industries have joined forces to form the California Youth Apprenticeship Coalition (CAYAC). The group will work alongside statewide subject matter experts to build an integrated and universally accessible youth apprenticeship system, potentially open to as many as 500,000 Californians by 2029.

Considered one of the state’s “best kept secrets,” apprenticeships have grown by over 50 percent since 2014. If CAYAC’s plans succeed, the group expects to see California’s apprenticeship pool grow to 750,000, a reduction in student debt by $16 billion, and a decline in youth unemployment by 3 percent.

In Missouri, there are already 500 registered programs, and almost 15,000 active apprenticeships. Through a highly flexible, “earn while you learn” model, the Missouri Registered Apprenticeships program pays more as a worker, or apprentice, reaches higher productivity levels.

In Maryland, the state’s Department of Labor announced their recently approved grant will help the Maryland Apprenticeships and Training Program (MATP) continue their mission, which this year reached a noteworthy accomplishment of 10,000 apprentices statewide. The MATP reported that the number of apprenticeships has increased by 30 percent since 2016.

And, in South Dakota, there are 600 apprentices in 154 programs across the state. They plan to increase these numbers through 2022, especially in key industries such as healthcare, manufacturing, food service, computer science, and information technology.

Employers Stake Their Claim

Many employers have followed suit, rising to the occasion with their own programs. Agricultural machinery giant John Deere launched theirs in July to fill a widespread shortage of service technicians, and Allied Health West recently launched their Registered Medical Assistant Apprenticeship in Oregon, which also employs the “earn-and-learn” model.

To complement this major policy announcement from the USDOL, Geographic Solutions has created the new Registered Apprenticeship Module, which will provide full case management for the employment and training requirements of registered apprenticeship expansion grants. Contact us to learn more

The Next Da Vinci

A critical component in workforce development even in the 21st century, the USDOL’s most recent strategy ensures that apprentices will continue to get their start learning from influential leaders. Future generations will get to see the next Ford, Da Vinci, or McCartney rise from student to teacher.

Top 10 Reasons To Attend The 2019 Workforce Technology Conference

Thu, 28 Feb 2019 16:20:00 GMT

While parts of the country are still locked in the throes of winter, we’re already dreaming of warmer temperatures in the seasonable summer climate of coastal California. This can only mean one thing – it’s almost time for Geographic Solutions’ 2019 Workforce Technology Conference!

Held annually for the last 16 years, our client summit doubles as a big reveal where our staff members can demonstrate their hard work and dedication to our product development.

In 2019, we’re eager to present our newest developments for Virtual OneStop®, our flagship software suite. The all-in-one modular system features a component library that is customizable to meet the needs of several industries, including case management, vocational rehabilitation, unemployment insurance, higher education, human services, and corrections.

It was extremely difficult to pinpoint one singular reason you should join us this year, and it was even more challenging to stop at 10. With that said, here are 10 of our favorite reasons to say, “See You in Monterey!”

Sneak Peek of Virtual OneStop Version 20!

The cornerstone of our conference is your chance to hear from our president, Paul Toomey, about what we’re cooking up for Virtual OneStop Version 20.

Pre-Conference Training and Countless Breakout Sessions on Reports

We know that reporting is a critical part of your role. That’s why we’re dedicating half of our pre-conference training to ensuring you return to your agency or board with the latest Virtual OneStop reporting tips and tricks. To sweeten the deal, we’ll have multiple sessions throughout the week that focus solely on reports.

Keynote Speaker Maria Smith

We’re excited to welcome Bounce Australia’s Maria Smith to the main stage at the 2019 Workforce Technology Conference! With over 15 years of experience in business management, client engagement, training the highly disengaged, and creating tailored programs, Smith’s vision and attitude is contagious. Her mantra is “Everything is Possible,” and you’ll find out why this summer.

Ways to Make Your Job Easier with the Latest Efficiency Tools

If you love learning ways to work smarter, not harder, we have the tools for you. Hear from our experts how Staff Efficiency tools will make your life easier.

Networking With Agency Staff from All Over the Country

Reading about best practices or participating in an online webinar are invaluable resources. However. the 2019 Workforce Technology Conference gives you the opportunity to meet face-to-face with hundreds of industry professionals and pick their brains about what’s working and not working back at their agency or board.

Voting for Future Product Enhancements and Roundtable Discussions

We want to know how we can help you do your jobs better, and we’re inviting you to tell us at our yearly enhancements voting session. Submit your enhancements requests before the conference, and we’ll conduct live voting with a group of your peers.

One-On-One Meetings with Geographic Solutions Staff Members

Nothing beats collaborating in person with a subject matter expert. At the 2019 Workforce Technology Conference, we’ve carved out a three-hour block after the summit’s closing remarks to meet with Geographic Solutions’ staff members.

The Client Awards Luncheon

Perhaps more significant (and more important) than the Oscars, our client awards ceremony is a chance for you and your agency to earn bragging rights in multiple categories. Plus, enjoy a free lunch on us!

WID Geeks Unite Chat With our LMI Data Experts

Come together, right now…WID geeks! New to the conference in 2019, labor market information specialists will be able to meet with our data experts to discuss all things related to the Workforce Information Database.

Monterey Otters!!!

With up to a million hairs per square inch of fur, Monterey’s Sea otters are often seen floating near the shore, searching for clams, mussels, urchins, and crabs. Ubiquitous along the Central Coast, the largest members of the weasel family are numerous in places such as Moss Landing, Fisherman’s Wharf, and Cannery Row.

What are your favorite reasons to attend the Workforce Technology Conference? Want to share a fun story describing your experiences? Tell us in the comments below!

Haven't registered yet? Visit the conference registration page to join us this summer!

4 Strategies Your Agency Can Use To Be Successful With The Hard-To-Employ

Wed, 13 Feb 2019 14:39:00 GMT

As part of an ongoing series called #WkdevWednesdays, each week, we’ll post guest articles authored by internal subject matter experts at Geographic Solutions and leaders throughout workforce development and case management-related fields each week.

This week, Larry Robbin, Executive Director of Robbin and Associates, contributed to our guest blog. Robbin has worked with over 1,000 workforce organizations, trained more than 100,000 people, and is widely regarded as a leader in developing strategies to improve employment outcomes of the hard-to-employ

By Larry Robbin

For the purposes of this article, the hard-to-employ are defined as individuals who have little or no interest in going to work. They can be found in the ranks of people that are on some form of government subsidy, the recently incarcerated, at-risk youth, the long-term unemployed, and many other populations. While they have many assets and strengths, becoming employed is not one of them.

However, there are four strategies that your workforce program can use to improve their motivation.

Start a Role-Model-Driven Program: One of the most effective strategies is making your workforce program a role model, not information-driven. Information about work is of little interest to the hard-to-employ. What gets their attention is learning about people who were once just like them but are now working. They are curious about the lives of these individuals. Formerly hard-to-employ people from your program who are now working are your most powerful allies in helping to increase employment motivation in your current program participants. There are various ways to use the power of these role models.

Your working program alumni who were once hard-to-employ can return to the program on their day or shift off to talk with your current participants. Working alumni who cannot come in can call in on their lunch hour. You can put them on a speakerphone to talk with people in a Job Club or Job Search Workshop.
You can conduct video interviews with your working alumni. They can talk about the struggle to change their anti-work thinking and the benefits of going to work. Show these videos in your orientation, group and individual sessions. Engage people watching the videos in a dialog about the connections between the alumni's lives and their lives.

Create an Alumni Hall-of-Fame: Decorate your entrance hallway and lobby with pictures of formerly hard-to-employ people who are now working. Put up brief biographies in the appropriate language below each image. Take your program participants on a tour of this gallery and talk about what influenced these working heroes to reinvent their lives. Make sure you have signed releases of information before you discuss this information.

Put up a mini-Hall-of-Fame of pictures in your cubicle of people you have helped and refer to these people as you do your employment counseling. This will give your clients proof that people just like them went to work and that it has changed their lives for the better.
With management approval, pair up your current program participants with working alumni that share similar history and demographics for informational interviews.

Rely on Mentorship for Encouragement: One of the most powerful strategies is to develop a mentoring program that pairs up the formerly hard-to-employ with people that are currently in your program.

Instead of lecturing people about working, tell moving and powerful stories of people that were once hard-to-employ and their struggles to find their pathway to employment. This strategy will work for all your clients, but it will be especially powerful for people that come from cultures where information is passed on by storytelling instead of written documents.
One common characteristic of this population is their low vocational self-efficacy. Vocational self-efficacy is a term I developed to explain the cynicism people have that leads them to believe that no one would hire them, and that they have no place in the world of work. This negative self-talk is one of the factors that contributes to their anti-work attitudes. It is very important to prove to them that people coming from similar circumstances that have done some work on their barriers to employment are in fact being hired.

Recognize their Achievements: Design a ritual of celebration that occurs when people get job offers and takes place before they start work.

The ritual should be festive, noisy, and commemorative. It should get across the message that people are being hired. In one program, they gather all the people that have job offers but have not started work in their lobby and ring bells, throw confetti, eat cake, and sing songs.
People get a certificate signed by a local elected official, gift cards donated by local businesses, and congratulation cards signed by staff. They talk about their journey to employment. They often invite family and friends. Hard-to-employ people that are not working are invited to participate in this important event. Seeing people like themselves get jobs can have a profound impact on raising their vocational self-efficacy, which can lead to increased employment motivation.

One reason the hard-to-employ have these attitudes is a lack of positive vocational role models in their lives. They often live in communities with high levels of unemployment, and they have been cut off from the labor market. They lack the social capital that many people use to get jobs. They also face other barriers to employment. Substance abuse, mental health issues, disabilities, and a lack of good schools can all contribute to their situation.

If workforce programs use the power of role models who have pioneered out of these circumstances as inspiring teachers and guides, a great deal of vocational progress will take place, and the hard-to-employ can go to work!

Larry Robbin, Executive Director of Robbin and Associates, has over 45 years of experience in workforce development. He has worked with over 1,000 workforce organizations and trained more than 100,000 people. He is widely regarded as an expert on strategies to improve employment outcomes of the hard-to-employ. Over 60 of his articles and interviews appear in workforce publications. For more information about his work and to get handouts and resources that you can use with your job seekers, go to www.LarryRobbin.com or email him at Larry@LarryRobbin.com.