Insights and Perspectives

Driving Workforce Engagement Through Mobile-First Communications

Fri, 20 Feb 2026 17:11:49 GMT

Have you noticed an increase in text messages and mobile engagement? Whether it’s Macy’s, Kohl’s, or simply your family’s dentist, it seems like companies everywhere are using mobile engagement and communications strategies based on Short Messaging Services, or SMS.

There are several types of SMS, including iMessage and Rich Communication Services (RCS). Regardless of the type of messaging, get ready to receive more communications from companies and agencies via text message in 2026. The why is found in recent research from SAP Emarsys’s 2025 Customer Loyalty Index, which surveyed 10,000 consumers across five different countries, showed SMS marketing as a close second to email marketing in terms of usefulness. In late 2025, email and SMS company Sender found that SMS open rates averaged around a 98% open rate. And Business Software and Services Reviews leader, G2, found in original research of their own that consumers were open to hearing from brands several times per week via SMS.

Meeting Job Seekers Where They Are

With all signs pointing to conversational commerce’s rise in the communications world, we invited Engage by Cell’s Senior Mobile Solutions Consultant, Max Schelkopf, to be our guest on Geographic Solutions’ Marketplace webinar series to get to the bottom of the impending text communications revolution.

Great communications in workforce development are key to building successful relationships with job seekers and employers. Some of the biggest challenges for professionals in the workforce development field are overcoming engagement and information accessibility barriers.

“For years, the outreach toolbox has been limited to email and phone calls, but engagement with emails has dropped significantly,” said Schelkopf. “Most of us have tens of thousands of unread emails sitting in our inboxes, and, if we don’t recognize the number, we let it go to voicemail.”

The challenge of engagement is significantly diminished when using a communications tool like Engage by Cell. While email is still a strongly favored way to communicate, this communications avenue typically faces a 20%-or-less open rate. Based on the research previously cited in the opening paragraph of this article, text messages offer the best chance that someone will read and interact with your message at 98%.

What about the second challenge of information accessibility? “Workforce systems are filled with incredible programs and resources, but often have resources scattered across websites, paper, and in-person career centers,” said Shelkopf during the Marketplace webinar. That complexity can be simplified by using a platform like Engage by Cell.

Client Spotlight: U.S. Virgin Islands

When the U.S. Virgin Islands (USVI) Workforce Development Board needed an efficient way to communicate with job seekers, manage client interactions, and share critical workforce information across multiple programs, they contracted with Engage by Cell. Using their platform, in conjunction with VOS Sapphire AI+, they’ve been able to communicate directly with clients, enabling case managers to engage in two-way conversations with job seekers. To date, they’ve sent 56,000 SMS messages, working in partnership with Metrix Learning and Workforce180.

“In the Virgin Islands, we’ve utilized it for everything from hot jobs to events and workshops. It’s such a versatile way to engage the community,” said Mike Fazio, Co-President of Metrix Learning and Workforce180.

By adopting two-way texting, the USVI’s Workforce Development Board has been able to streamline communications and improve engagement across its workforce programs.

SMSing into the Future

The texting revolution is already happening, and in 2026, more workforce programs will adapt to mobile engagement strategies. With the goal of most workforce development programs to create the fastest possible pathway to employment, text communication can be an especially effective channel – offering timely contact, greater accessibility to resources, and consistent engagement across the entire system.

Check your texts and buckle up for more mobile engagement in 2026!

America’s Got the Talent: The U.S. Economy Enters Its Golden Age

Fri, 26 Sep 2025 17:14:38 GMT

America’s Talent Strategy: Building the Workforce for the Golden Age is a framework released in August 2025 by the Trump Administration to equip American workers with skills for future industries, boost national competitiveness, and expand economic opportunity.

The strategy is built around five core pillars:

Industry-Driven Strategies
Worker Mobility
Integrated Systems
Accountability
Flexibility and Innovation

The new framework presents a vision for how the current administration aims to transform the federal government’s approach to workforce development. The strategy defines five strategic pillars that it hopes will equip American workers for the future of work. Additionally, a key tenet of the report shows how our country intends to fight the rise of artificial intelligence within the labor market.

What else does the framework entail? We break down each pillar below:

Increased Focus on Skills Development and Work Based-Learning

An important part of the new framework is co-designing training and apprenticeship programs. In a recent episode of the VOScast Podcast, a show produced by Geographic Solutions in partnership with Workforce180, guest Ron Painter, Principal at Forbes Field Associates, spoke about the importance of skills development and the creation of training programs, especially at the local level.

“We think that it’s going to take tighter collaboration among partners in a region to deliver workforce services and to deliver skill development,” said Painter, on the importance of finding regional partners to create new programs. “It’s going to take all of those organizations in a region to produce that skilled labor force.”

Registered apprenticeships and other work-based learning models will share an equal part of importance in this pillar. Since 2015, the number of apprenticeship opportunities in the U.S. has grown by almost 89%, reaching 678,014 active apprentices in 2025. Maryland, Tennessee, and Missouri, to name a few states, have harnessed the power of apprenticeships in a variety of industries.

In 2022, renewed interest in the practice of apprenticeship had started its ascent towards prominence in employment trends. In February of that year, Geographic Solutions hosted a Pathways to Employment webinar that featured several notable experts in the field, including Indiana Department of Workforce Development’s Associate Chief and Executive Director of Business and Community Engagement, Darrel Zeck.

“Apprenticeships have gained prominence nationally as more employers are recognizing the significance of engaging with the education system to fill their talent needs,” said Zeck, when asked about the impact of work-based learning programs across the Hoosier state at the time.

Zeck’s perspective was later included in a 2024 case study that further examined the apprenticeship’s inclusion in a new era of workforce development.

An Effort to Mobilize Workers

Pillar two of the framework hinges on the critical need for more Americans to be brought into the labor force. It calls for an alternative to the college-for-all approach. And while this pillar is seemingly targeted towards Americans who are reentering the workforce from unemployment or underemployment, another group that should be considered when talking about upward career mobility are those coming home from incarceration.

The North Carolina Department of Adult Correction’s Workforce Development Manager, Torrey Leach, is part of a collaboration between two teams working to provide opportunities to this group of workers before leaving jail or prison. NCJET, or North Carolina Jobs Exploration in Transition, is the employment system that is the fruit of this collaboration. All of this is part of an effort to provide upward mobility for reentry.

“To me, successful reentry means more than just not recidivating,” said Leach in a recent Pathways to Employment webinar. “It means stability, purpose, and community connection.”

Programs that assist veterans as they reenter the civilian workforce highlight the importance of worker mobility. In a similar vein to the work being done by the NC Department of Adult Correction, Chris Silvers serves as a Regional Analyst at the NC Department of Commerce, Division of Workforce Solutions, where he facilitates connections between employers and veterans. Not only is Silvers a veteran of the U.S. Armed Forces, he works closely with programs, such as the state’s Hire Vets Medallions Program, where employers can signify in job listings that they are veteran friendly.

“We list these employers, as well as the job orders on NCWorks.com, so that veterans can see right which ones are veteran friendly right off the bat,” said Silvers.

As new resources become available, Silvers’ team adds them to the website, updating links and adding new employers on a regular basis.

Bringing Together Disparate Information

Integrated systems that streamline and coordinate what the report calls a fragmented web of duplicative programs will be a best practice of the future, according to the new framework.

In 2022, Nebraska became the first state to fully integrate their labor exchange, labor market information, unemployment insurance benefits, tax, and appeals operations into one singular system for heightened accountability and efficiency.

At the time of the launch, Governor Pete Ricketts had this to say: “Our state’s job creators will benefit from having one primary platform where they interact with the Department of Labor rather than navigating multiple websites and systems.”

Iowa has also integrated its workforce and unemployment insurance services, the result of which has led to shortened unemployment durations, a boost in Iowa’s available workforce, and savings to employers in the form of lower unemployment tax rates. At the end of 2024, Iowa ranked third in the nation for the shortest average unemployment claim durations.

In California, a partnership between the California Prison Industry Authority (CALPIA) and the California Employment Development Department (EDD) yielded the Entry to Employment (E2E) Network. This partnership is part of larger integration with the state’s labor exchange system, CalJOBS.

Creating a Level of Accountability Through Reporting

The fourth pillar of the new strategy involves being able to measure results through accountability. Because many programs are funded by taxpayers, this part of the framework aims to ensure training leads to results. Liliya Tanska, Workforce Business Analyst Team Lead for Geographic Solutions’ Reporting Team, described back in 2024 on an episode of the VOScast Podcast why reporting is a critical piece when talking about accountability for workforce programs.

“All of our clients use our reporting services for their strategic planning, for their performance monitoring, and also for understanding and assessing data or program information to improve various aspects of the services they provide,” said Tanska.

Tanska mentioned that she has seen a higher demand in recent years from not only frontline staff members, but senior-level leaders as well, especially when examining how programs are performing, year after year.

“They want to track them and see how those services were utilized and what effect they had on that client. Have they obtained employment, and have they retained in years or business quarters.”

Tanska estimated that in products such as VOS Sapphire AI, there are more than 180,000 different types of reports, when taking into consideration the many ways a user can filter reports.

Prioritizing AI Literacy

This part of the new framework to bring Americans and the labor market into the golden era has the most focus on AI. The report notes that new models of workforce innovation must be created to match the speed and scale of AI-driven economic transformation. The pace of innovation around AI will require new skills, greater agility, and investment in AI literacy.

For Geographic Solutions, the infusion of AI into the VOS Sapphire platform has already led early adopters to see impressive results. Georgia deployed VOS Sapphire AI in December 2024, and Texas followed suit in March 2025. The number of résumés created with generative AI has increased by 70% since then, with a 74% increase in the number of résumés improved using generative AI. In April 2025, VOS Sapphire AI generated more than 2,300 new résumés and enhanced 3,100 others for both staff members and job seekers.

“AI integration has delivered a measurable impact across our workforce programs in Georgia,” said Damon Weller, Assistant Commissioner at WorkSource Georgia, as quoted in Microsoft’s case study that examined the effectiveness of Azure OpenAI.

Entering America’s Golden Hour

As the Trump Administration implements this framework, leaders in workforce development must keep an eye on trends. How will apprenticeship and work-based learning increase or decrease in year-over-year change? Will worker mobilization programs centered around veteran services and reentry employment initiatives thrive? Does a decreased reliance on ‘college for all’ necessarily mean that less individuals will end up attending universities?

And how will the labor market respond to the fast-paced march of AI? Recent reports from Axios and Fortune paint a stark picture. On the other hand, CNBC’s recent reporting on the subject shows less job elimination and more job evolution.

In terms of this new talent strategy framework, reactions have been mixed, with some praise for its forward-thinking goals, and some criticism mainly centered around concerns with implementation, funding, and the potential impact on existing programs.

However this next strategy shakes out, count on Geographic Solutions to be ready to accommodate and be ahead of change. Our VOS Sapphire software suite is constantly evolving to support organizations across the U.S. with meeting new federal guidelines and embracing the future trends of work.

Understanding Cyber Threats in Workforce Development

Fri, 18 Oct 2024 18:07:00 GMT

In 2004, President George W. Bush declared October as Cybersecurity Awareness Month, which has become over time a way for groups and organizations to raise awareness about the importance of being secure. With cyberattacks occurring every 39 seconds, many organizations, especially those within the workforce development industry, must implement measures and practices that safeguard their computer systems and strong security protocols, complex encryption methods, and proactive countermeasures. Understanding the types of cyber threats and the measures that are needed to safeguard the integrity of workforce data improves the effectiveness of workforce programs for job seekers and employers.

The Importance of Cybersecurity in Workforce Development

Workforce development organizations and agencies serve a pivotal role in connecting job seekers with employers and job opportunities. However, they also handle sensitive data such as personal identification information (PII), employment records, and financial information. Safeguarding this confidential information is a pressing concern across all workforce organizations. In today's interconnected world, cyber-attacks can pose a threat to partners, clients, and even the entire industry, as demonstrated by the WannaCry ransomware attack in 2017 that compromised over 300,000 machines across 150 countries.

Cyber Threats Facing Workforce Development Organizations

Phishing Attacks: Phishing is the top attack method for social engineers. Phishing attacks are fraudulent communications such as emails, text messages, phone calls, or websites. Although the communications may appear legitimate, they can trick users into downloading malware, sharing information, or taking other actions that expose themselves or their organizations.
Ransomware: Ransomware is a form of malware that encrypts data, effectively holding a user's sensitive data or device hostage until a ransom is paid to unlock the device. However, the financial burden continues after the ransom payment. Additional costs, such as system restoration and data recovery, can escalate the overall cost of a ransomware attack.
In-Person Attacks: In-person attacks can happen when an unauthorized individual gains access to a user's device. Examples include USB attacks when a cybercriminal uses a thumb drive to install malware on your computer, or tailgating, when a hacker bypasses physical access controls by following an authorized person inside.
Data Breaches: Any type of unauthorized access to an organization's database can lead to the theft of sensitive data and information. Workforce development organizations manage databases with sensitive data, making it even more important to implement safeguards and security measures to ensure the safety of all individuals.

Beware of Fake Employer Scams

Beyond the typical cybersecurity threats, workforce development organizations must also implement measures to prevent fake employer scams. This type of scam has existed for a long time, but technology has made it easier to enact. According to the FBI’s Internet Crime Complaint Center (IC3), 16,012 people reported being victims of employment scams in 2020, with losses totaling more than $59 million. Cybercriminals will pose as legitimate employers to persuade victims to provide them with their PII. They can then use it in several ways, such as taking over the victims’ accounts, opening new financial accounts, or using the victims’ identity for another scam.

To spot these scams, remember that legitimate employers will never ask you to pay up-front fees for a job or equipment, and they won’t ask you to pay them using cash, Zelle, or PayPal. Avoid providing any personal information like your driver’s license, social security, or bank account number before researching the company to avoid fake employer scams. Using secure job search sites that take measures to prevent phony job postings and verify employers can help ensure that your personal information remains protected.

These scams not only harm the job seekers but also the workforce development organizations that connect job seekers with employers. The impact on job seekers can be devastating, as they may lose their hard-earned money or become victims of identity theft. It may also make job seekers weary of the job search and become detrimental to their career journey. To combat these scams, strict employer verification processes must be put in place across all workforce development organizations. Regularly monitoring job postings and educating users on how to identify and avoid fake job offers are also crucial steps in protecting job seekers from these scams.

Best Practices for Preventing Cyber Threats

Employee Training: As said by Felipe Medina, Chief Information Security Officer at Geographic Solutions, when asked about the importance of security training: “In the army, we used to say you train as you fight. Your training should be as close to what the real-world battlefield would be like, and cybersecurity is no different.” Trained employees are better prepared to identify and respond to cyberattacks like phishing and malware.
Team of Experts: Cybersecurity professionals can provide organizations with the expertise to secure their systems effectively.
Data Encryption: Encrypting sensitive data ensures that it remains unreadable to cybercriminals, even if it is intercepted or accessed without authorization.
Incident Response Plan: Reassure your team with a well-prepared incident response plan. If there is a cyber-attack, this plan can help organizations quickly respond and prevent damage, instilling a sense of security.
Regular Security Audits: Conducting security audits of current security measures and practices can help identify vulnerabilities and areas for improvement.

As the workforce development industry grows and becomes more digital, understanding and taking measures to prevent cyber threats becomes increasingly essential. By understanding the common security threats a workforce development organization may face and putting measures in place to prevent or respond to any security threats, workforce development organizations can protect individuals' sensitive data, maintain public trust, and continue to help the labor market thrive.

Geographic Solutions is committed to supporting workforce development organizations in navigating these challenges, ensuring they have the tools and knowledge necessary to thrive in a secure, digital landscape.

Celebrating Workforce Development Month: Looking Towards A Stronger Workforce for America Act with Promise and Excitement

Tue, 17 Sep 2024 19:41:20 GMT

What is Workforce Development Month?
Every September, Geographic Solutions celebrates Workforce Development Month and recognizes the importance of workforce development initiatives and professionals within the industry. Workforce Development Month was created in 2005 by the National Association of Workforce Development Professionals (NAWDP) to raise awareness about the importance of the workforce industry and highlight the efforts of organizations, policymakers, and professionals committed to helping prepare the labor force to meet the evolving needs of the labor market. NAWDP celebrates Workforce Development Month with initiatives like the ‘Workforce Heroes’ program, which highlights multiple workforce heroes over the course of the month.

A Stronger Workforce for America Act (ASWA) was recently introduced to build on the foundation of, and reauthorize, the Workforce Innovation and Opportunity Act (WIOA), which has been the grounds of workforce development legislation for the past decade. We interviewed Melissa Robbins, CEO of the NAWDP, to gain further insights on the new legislation. Her wisdom offered a valuable perspective on the importance of Workforce Development Month, the promise of ASWA, and the future of the workforce industry.

Understanding A Stronger Workforce for America Act
A Stronger Workforce for America Act (ASWA) was introduced on December 7, 2023, passed by the House of Representatives on April 9, 2024, and will go to the Senate next for consideration. Since then, ASWA has received support from workforce organizations and policymakers, who view it as essential for meeting the changing needs of the labor market. ASWA aims to build upon the existing Workforce Innovation and Opportunity Act (WIOA). Signed into law on July 22, 2014, WIOA was the first major reform of the public workforce system since 1998, with the goal of helping job seekers access employment, education, training, and support needed to thrive within the labor market and match employers to skilled workers.

Melissa Robbins shared what she thought to be the biggest challenge in workforce development today and how ASWA addresses that challenge. “I think right now the biggest challenge is to make sure that we’re meeting the needs of businesses and job seekers in the current environment,” said Robbins. “WIOA passed in 2014, so we’re ten years from the last legislation passing, and a lot has happened in those years.”

Robbins added that while the workforce system did a wonderful job adapting, especially during the pandemic when we had to find ways to deliver our programs and services without human contact, that the legislation hasn’t changed. It is imperative that the new legislation focuses on flexibility to meet the changing needs of businesses and job seekers. WIOA’s reauthorization via ASWA aims to modernize education and training programs to better align with current and future job market needs.

Components of A Stronger Workforce for America Act:

Skills Upgrading: Allocate 50% of funds to upskill workers through Individual Training Accounts (ITAs), on-the-job learning, and prioritizing employer-led programs for skill training.
Efficiency and Accountability: Focus on the Eligible Training Provider List to streamline outcomes and ensure that programs align with employers' demands. Fully implement a performance accountability system to hold states and local workforce boards accountable.
Economic Opportunity: Places a greater emphasis on work-based learning for youth, supports reentry programs, and strengthen workforce education programs at community colleges.
Innovation and Hiring: Provide flexibility to states and local workforce boards to modernize their workforce systems and support skills-based hiring practices.

Differences From WIOA:
When asked about the main differences between ASWA and WIOA, Robbins stated that while the new legislation builds on WIOA, it also introduces the following changes:

Focus on Eligible Training Provider List: The new legislation emphasizes the Eligible Training Provider List (ETPL), a public statewide list of qualified training providers eligible for WIOA worker training funds.
Funding: ASWA addresses fund ceilings and floors. WIOA allocates specific percentages to various programs and activities, compared to ASWA, which allows states and local boards to diversify programs and funds.
Flexibility: Overall flexibility for programs so that they can adapt to the changing needs of the industry.

Potential Challenges, Benefits, and Outcomes
Geographic Solutions President, Paul Toomey shared his insights on the benefits of ASWA in a recent Forbes article where he stated, “This legislation’s renewed vision for creating a stronger, more adaptable workforce offers numerous benefits to not only the economy, but also to dislocated, remote, and future generations of workers.”
ASWA will have short and long-term benefits for job seekers and employers. In the short term, changes will allow state and local workforce boards to take on new initiatives that were not previously possible. “Any kind of change in the legislation, there's going to be things that change quickly," said Robbins.

One of the main challenges in implementing ASWA will be ensuring that everyone is trained on the new compliance requirements. Robbins stated, "Just like WIOA, with any new legislation, there's going to be new compliance issues that are going to be black and white, and we have to make sure that they get rolled out to everybody."

She further explained that workforce organizations need to be aware of the complexity of new legislation as it involves hundreds of pages of laws and regulations. Then states and local boards will add their own additional things particular to their area, further complicating compliance requirements. Workforce organizations will need to be prepared to ensure a smooth implementation.

Workforce organizations may also encounter challenges in balancing innovation with compliance while implementing the new legislation. ASWA aims to create innovative strategies and partnerships. Robbins highlighted the need to balance innovation with compliance:

"How do we strategically impact the new innovative ideas on how we're going to implement… the essence of this new legislation," said Robbins.

The role of NAWDP will evolve with the implementation of ASWA, as it has since the early 80’s and adapting to legislative changes and integrating non-traditional workforce partners. Robbins emphasized that NAWDP will remain committed to meeting the needs of its members and the workforce industry.

Supporting Workforce Development for a Stronger Future
Geographic Solutions is dedicated to supporting workforce development initiatives and providing job seekers with the support they need to succeed within the labor market. As workforce legislation and development change, Geographic Solutions remains committed to building a strong and adaptable workforce.

Workforce development takes a collaborative effort between workforce agencies and service providers to close the skills gap, increase job placements, reduce unemployment durations, and ultimately strengthen economic development initiatives. Workforce Development Month gives us a chance to honor those who go to great lengths to positively impact the workforce. We give our thanks to all workforce professionals, the true heart of workforce development.

Click here to watch the whole interview with Melissa Robbins.

Celebrating Working Women from the Past, Present, and Future

Mon, 18 Mar 2024 20:40:59 GMT

March is Women's History Month, a time to honor women’s contributions to history, culture, and society. The celebration of Women's History Month in the United States dates back to the early 20th century. In 1978, the first celebration of Women’s History Week took place in Sonoma, California. The movement continued to grow, and in 1987, Congress designated March as Women's History Month. Since then, each U.S. President has issued annual proclamations to honor and recognize the contributions of women to American history and society. As we reflect on the progress made, it is essential to shine a spotlight on women in the workforce, acknowledging the major strides women have made in the labor market, and addressing the challenges that they still face.

A Historical Perspective on Women in the Labor Force

The history of women in the workforce highlights their resilience and determination, from the early struggles for basic workplace rights to the present-day pursuit of leadership roles. Women have continuously overcome barriers and reshaped the professional landscape. In the early 20th century, most women in the United States did not work outside of the home and had limited education. According to Janet Yellen, previous chair of the Federal Reserve Board, in the 1930s, the number of women who entered the workforce began to grow with participation rates reaching 50% for single women by 1930 and 12% for married women. During this time, it was still the norm for married women to leave the workforce after marriage.

Between the 1930s and 1970s, women’s participation in the economy continued to rise due to World War II, women's rights movements, and improved educational opportunities. According to Janet Yellen, by 1970, 50% of single women and 40% of married women were participating in the labor force. By the end of the 20th century, women's labor force participation continued to grow, but had not yet reached the same level as men. The labor force participation rate of prime working-age women reached just over 74%, compared with 93% for prime working-age men. Women were increasing their education and joining professions formally dominated by men such as those found in the medical, legal, and education fields. While the gender wage gap began to close, it persisted.

Current Labor Market Barriers

Today women play an essential role in our economy. While many women need to work for their economic security, it has also become a cultural norm for most households to have both partners engaged in the workforce. According to the Center for American Progress, the labor force participation rate for prime-age women hit 77%, exceeding the level in 2019 (76%). The COVID-19 pandemic had a negative impact on women in the workforce, but in post pandemic years, women’s employment has seen significant improvement thanks to a strong post-pandemic recovery. Women with children younger than 18 saw an improvement in employment with 993,000 more mothers working in December 2022 than one year prior. Mothers of children younger than age 5 have seen employment levels recover more slowly than mothers of school-age children, with employment standing at just over 99% of the pre-pandemic level. Despite progress, women with minor children at home face reduced employment opportunities, especially those with the youngest children. Gender gaps in employment rates between mothers and fathers remain significant.

Women still face gender pay gaps despite recent progress, men outearn women within every age group. According to the Center of American Progress, among younger workers, ages 16–24, women’s median weekly earnings are about 8% lower than men’s. The gap is even larger for prime-age workers, with women earning 16% less than men. Earnings gaps are more pronounced for many women of color due to racial bias in the workplace. This wage gap has significant consequences for long-term economic security, contributing to higher rates of poverty in old age, especially for widows, divorced women, or women who never got married.

The Future of Women in the Workforce

The future of women in the workforce is promising, as women continue to break down gender barrier and push for ongoing efforts to promote inclusivity. In the last few years there has been a growing emphasis on diversity and companies are recognizing the value of women's talents and perspectives across all industries. Initiatives for equal opportunities, mentorship programs, and family-friendly policies are becoming more prevalent, creating an environment that allows women to grow professionally.

Remote work has opened more opportunities for women to work from any location giving them more flexibility to seamlessly balance their career aspiration with family life. Women are also obtaining higher levels of education setting them up for leadership positions, higher paying jobs, and roles within male dominated fields. However, barriers still exist including the gender wage gap, stereotypes, and biases. Women must overcome these barriers to create a truly equal workforce. Advocacy for women's rights and ongoing commitment to creating inclusive workplaces will be crucial in shaping a future where women can continue to thrive. The evolving labor market has the opportunity for a future where diversity and gender equality are not just ideals but can be an attainable reality.

Workforce Development Month: An Opportunity To Recognize The U.S. Workforce System

Mon, 13 Sep 2021 15:05:00 GMT

The United States Senate recently passed Resolution 346, which designates September as Workforce Development Month, and pays homage to a system of more than 550 workforce development boards and 2,400 American Job Centers that, according to the National Association of Workforce Boards, interacts with 1 out of 12 citizens in the U.S. each year. The system is part of critical infrastructure that originated with President Franklin D. Roosevelt's New Deal legislation during the Great Depression.

According to the resolution, jobs that require more than a high-school diploma but not a 4-year degree comprise 52 percent of the labor market, a discrepancy that limits career growth since only 42 percent of workers in the U.S have been able to access training at that level. The text of the designation highlights that 76 percent of business leaders noted in surveys and research that greater investment in skills training will help their businesses flourish.

The events of the last 18 months have brought workforce development to the forefront of many initiatives. President Biden is calling on Congress to invest $100 billion in programs that will target underserved groups and students as part of the American Jobs Plan. The Build Back Better Agenda seeks to invest more in workforce development and fill jobs in growing sectors, such as construction and health care, through high-quality career and technical education pathways and registered apprenticeships.

The increased focus on workforce development in 2021 is also our chance to peer into the history and definition of the movement.

The Roots of Workforce Development

In the United States, workforce development’s beginnings can be traced back to 1862 and 1890’s Morrill Acts. These acts funded educational institutions by granting federally controlled land to states to sell, raising funds to establish colleges. Each college would teach practical skills in agriculture, science, military science, and engineering.

In 1913, President William Howard Taft signed the act that established the U.S. Department of Labor. The movement to establish this federal department hinged upon a long-running campaign to establish a voice for the working population. The basis of their platform included needed enhancements to the welfare of working people and an improvement in working conditions.

The New Deal in 1933 allowed the federal government to invest in workforce development services. In 1965, President John F. Kennedy’s Manpower Development and Training Act was designed to provide training to unemployed adults and a small percentage of youth workers whose skills needed upgrading. In 1973, the Manpower Act was revised to implement the Comprehensive Employment and Training Act (CETA).

1982 saw the creation of Regional Service Delivery areas (a predecessor to modern-day Workforce Investment Areas) and a focus on providing training for unemployed adults and youth through a variety of programs with the Job Training Partnership Act (JTPA).

In a Work First Foundation article by Rachel Tropp, a fellow at the organization, workforce development truly matured by the 1990's and now connected skills and vocational training services with industry demand and community-level economic needs.

In 1998, the Workforce Investment Act (WIA) focused on the delivery of workforce development programs and related services through a nationwide network of one-stop career centers. President Obama reaffirmed WIA with the Workforce Innovation and Opportunity Act (WIOA), legislation designed to improve the public workforce system by increasing coordination among federal workforce development and related programs. WIOA’s five titles authorized job training and related services to unemployed or underemployed individuals; authorized education services to assist adults in improving basic skills; amended the Wagner-Peyser Act of 1933 and the Rehabilitation Act of 1973; and provided the needed provisions for transition between WIA and WIOA.

Sustaining Communities with Economic Growth

What does workforce development mean today? The movement is essential for bridging the skills gap that naturally occurs with advancements to technology. Its approach to economic development maintains region’s economic stability and prosperity by focusing on people rather than business. Sector and place-based approaches dictate supply and demand, and modern-day philosophies prefer to blend the strategies together.

The Federal Reserve Bank of St. Louis has a more general definition. According to the financial institution, the phrase describes a “wide range of activities, policies, and programs employed by geographies to create, sustain, and retain a viable workforce that can support current and future business industry.”

Colleen LaRose, President and CEO of the North East Regional Employment and Training Association gets right to the point and succinctly describes workforce development as a government system that helps put people to work.

Reaffirming Our Commitment to Workforce Development

Growth in the workforce requires a collaborative approach between workforce agencies and partner programs to close the skills gap, increase job placements, reduce unemployment durations, and ultimately strengthen economic development initiatives. We support this effort with VOS Sapphire 21, a software solution that has transformed the way career centers deliver services to job seekers and employers.

Join us in celebrating Workforce Development Month, the federally supported workforce system, and its unique partner programs. We’re invested in playing a large part in the effort to rebuild the economy, and provide career pathways that support families and help businesses find the skilled workers they need to get the job done.

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.

Paint By Cluster: How Career Clusters Became More Visually Appealing, And Their Role In Education’s Future

Tue, 03 Dec 2019 14:52:00 GMT

Did you know that there are 16 career clusters and 79 career pathways that help students of all ages navigate their way to success in their college and career journeys?

Following the unified concepts of the National Career Clusters Framework, an organizing tool that began as part of an initiative to create a curricular framework and prepare students for educational transitions, each grouping contains occupations in the same field of work that require similar skills. Students, parents, and educators can use the clusters to focus on the knowledge, competencies, and training necessary for success in a particular pathway.

Source: air.org

Finding a comprehensive list of clusters and pathways online is as simple as visiting the Occupational Information Network’s website, which is perhaps better known by its acronym, O*NET. The online application provides the general public with broad access to the national database of occupational information.

But, text-based information can only go so far, especially with the next generation of learners more inclined to watch a video, or similar graphic interpretation. Visually seeing what a job’s day-to-day responsibilities entail is much more invigorating than simply reading about it.

Over the last few years, CareerOneStop.com, overhauled their entire library of career pathways videos. Sponsored by the U.S. Department of Labor, the site is a trusted source of employment information and inspiration, and offers tools for job seekers, students, businesses, and career professionals.

The Spark That Started It All

The movement around career clusters began in 1996 as the Building Linkages Initiative, a collaborative effort between the U.S. Department of Education, the Office of Vocational and Adult Education (OVAE), the National School-to-Work Office (NSTWO), and the National Skill Standards Board (NSSB).

The purpose of the initiative was to establish linkages among state educational agencies, secondary and post-secondary educational institutions, employers, industry groups, other stakeholders, and federal agencies. The goal was to create curricular frameworks in broad career clusters, designed to prepare students to transition successfully from high school to post-secondary education and employment within a career pathway.

Source: blogs.uis.edu

What’s in Store for the Future of Education?

Education’s future will continue to retain its BUILD Initiative and career cluster structure, while taking notes from digital transformation.

Based on the results from a recent survey conducted by Ellucian, the future of education will embrace new student values perhaps not considered in the traditional education model, such as personalized pathways, technology-driven advisor relationships, and a friction-free approach to career path selection.

Through 2020, technology will influence several industries, and the education industry is on the cusp of these changes. Although often considered cliché, advancing trends in technology such as voice assistance, predictive analytics, and chatbots will assist in further opening the door to equitable access.

Forbes.com recently wrote that new apps and software will ease learning barriers for students of all learning types. Most notably, video conferencing will play a significant role in accessibility, giving specialized support to even the most remote students.

Enter Virtual Career Center

Geographic Solutions is committed to playing an evolutionary role in education’s advancing future. Virtual Career Center (VCC), our web-based career services portal, is making strides in giving students a personalized career development experience.

CareerOneStop.com’s recent move to visually enhance career pathways has been reflected in VCC. Now, students who are using VCC to map out their school-to-work journey can view all occupational videos within the Occupation Finder.

Source: Virtual Career Center

Meant to give students the opportunity to discover professions that fit their needs, VCC’s Occupation Finder presents results filtering by career path, outlook and demand, wage, education and experience. The occupational profile provides valuable exploration information like top skills, tools and technology, and other competencies required to be successful on the job.

To lessen any doubt about a given profession’s monetary outlook, VCC offers regional labor market information to gauge occupational supply and demand. Students can further explore colleges, programs and current employment opportunities to begin planning their prosperity pathway.

With self-assessments and exploration tools that help learners make key educational decisions, relationship-first technology that drives one-to-one advisor communications, and employer-centric collaboration tools designed to assist in finding reliable, local talent, Virtual Career Center stands at the forefront of the next educational revolution.

Find out if Virtual Career Center is right for your region, state, school, or business by contacting Business Development Executive, Chuck Johnson.

In Their Words: Honoring United States Service Men And Women On Veterans Day

Mon, 11 Nov 2019 18:19:00 GMT

On Veterans Day, we're taking a moment to recognize all veterans, past, present, and future, and thank them for their service.

In the workplace, veterans bring significant value through their education, experience, and leadership skills. For the more than 200,000 service members that return from active duty and transition to civilian life each year, the change in routine can be challenging, however, and often time presents unforeseen barriers. This can be especially true when it comes to finding suitable employment.

As a core part of our product line, we help service men and women find jobs. In Florida and North Carolina, our partners at the Florida Department of Economic Opportunity and the North Carolina Department of Commerce have worked with veterans to launch custom entrances into their workforce systems. These branded micro portals are designed specifically to assist veterans and their families with accomplishing their employment goals.

Geographic Solutions employs many veterans, and each has a unique story that highlights their time in service. In all, we were able to capture the stories of 10 veterans.

We're pleased to present their stories in this video, which is our way of saying thank you to all veterans, past, present, and future.

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.

Filling In The Gaps: How Workforce Agencies Are Using Alison To Fundamentally Change Skills-Based Training

Tue, 04 Jun 2019 16:54:00 GMT

By Dr. Tim Potenz

With more than 13 million users worldwide enrolled in thousands of free online courses, Alison.com has transformed into an industry-leading provider of online education and job skills training. On a global scale, their educational impact has earned them numerous awards from organizations and initiatives such as the United Nations Educational, Scientific and Cultural Organization (UNESCO), the World Economic Forum, and the World Innovation Summit for Education.

In 2007, Alison was launched by founder Mike Feerick, an early pioneer of the Massive Open Online Courseware (MOOC) movement. His vision is responsible for the success of more than 2 million graduates worldwide, with 175 thousand new learners signing up every month.

An Educational Cornerstone

In the United States, hundreds of workforce agency administrators have used Alison.com to develop suites of freely-accessible online courses, forming educational cornerstones key to federally-funded government programs.

When parents or guardians face periods of transition, sometimes due to job loss, programs like Temporary Assistance for Needy Families (TANF), SNAP Employment and Training (SNAP E&T;) and the Florida-centric Welfare Transition Program (WTP) offer needed assistance to qualified participants. This form of help can include time-limited financial assistance for basic needs such as food, clothing, and housing, but also includes transitional services to help families become independent. A significant part of these transitory services include GED prep courses, job training and interview practice, vocational training, classes in basic English, and job retention services.

“In terms of workforce advantages, Alison.com is building inroads in several distinct areas,” says Dan Fitzgerald, a Corporate Workforce Trainer at Geographic Solutions. “It fills the training-related gaps for programs like SNAP E&T; and TANF, offering low-cost alternatives for program participants.

Impacting Training Completion Rates

For CareerSource, Florida’s statewide network of workforce development boards and career centers, program managers have been integrating Alison’s free learning resources into their workforce programs since 2009. Because Alison’s courses are self-paced and time flexible, registered learners can level up their skills anywhere, and at any time. This helps workforce agency administrators spend less resources on scheduling, structuring, and monitoring, and more time on their actual training. Devoting more attention to these critical areas has made a significant impact on training completion rates. And, with Alison’s data-rich user statistics, admins can immediately see how much time a job seeker has spent on training.

A newer feature in Alison’s arsenal is the Career Guide, which ushers job seekers towards the right courses, catered towards specific career paths. These courses are laid out on different skill levels, and learners are guided through each course appropriately. The time needed to structure training is therefore taken on by experts, which allows more job seekers to get the most out of their activity, helping them stick with the program.

Expanding Job Ready Initiatives

Looking towards 2020 and beyond, Alison plans to expand their Job-Ready initiatives to workforce-industry professionals striving to create their own suite of free online courses and certifications. You can hear more about essential free learning at the 2019 Workforce Technology Conference.

About the Author: Dr. Tim Potenz is the Editor at Alison.com, where he's responsible for the Careers section of the platform.

Skills-Based Workforce Development: Building Career Pathways To Real-World Jobs

Tue, 30 Apr 2019 15:53:00 GMT

By Christine Peng

In education and workforce development, the consensus is that there is a shift happening. States are reexamining their requirements for graduation and the associated coursework. Schools are now being tasked with equipping students with essential workplace skills, or soft skills, to boost their future employment prospects. With low unemployment, employers are looking to hire but can’t find skilled candidates. This is where skills-based training and career pathways models can help.

The Skills Economy

With the changing landscape of education and workforce, an emphasis on skills competency has emerged as a model for the future. How can you take today’s job seekers and quickly train them with the skills employers need? Skills-based training. How can you ensure that students today are prepared for the jobs of the future? Stackable credentials and transferable skills.

This forms the basis of career pathways training and education. Career pathways break down industries and occupations into knowledge and skills competencies. At the center of this are foundation skills, such as academic, personal, and workplace. From there, it branches out into industry and occupation-specific skills.

Why have skills competencies and stackable credentials become the currency of training? For workforce and human resources professionals, this is no surprise. Employers are challenged with finding skilled workers to fulfill the seven million job openings across the United States today. Some skills may be specialized, while others may apply to different pathways. But the quickest way to fill positions is to validate an applicant’s exact skills through stackable credentials such as digital badges and industry-recognized certifications.

Short-Term Training Solutions as the New Norm

Employers are looking for trainable workers, people who have core skills that can adapt to their needs. Micro-credentialing programs are attractive to employers because of time and solid proof of skills. Programs in IT, such as coding and development, have delivered quick results to employers through boot camps both in-person and online. Skills-based training models can be applied to any industry in the same way.

Written up in the Wall Street Journal, the Eastern Connecticut Workforce Investment Board (EWIB) has perfected their training model for manufacturing through their “Eastern CT Manufacturing Pipeline” program. Funded by the US Department of Labor Workforce Innovation Fund in partnership with the CT Department of Labor, EWIB works directly with Electric Boat, a division of General Dynamics, to source 5,000 applicants over the next few years for entry-level positions.

The program is designed for job seekers with no experience to take short-term classroom training and online training to get hired within 12 weeks. Job seekers are screened with assessments evaluating their core knowledge (basic math and reasoning, safety skills). If needed, remedial training is offered to bring their skills up to par. For those passing the assessments, they attend a custom 5-10 week hands-on program at Three Rivers Community College, Quinebaug Valley Community College, or Community College of Rhode Island. In addition to hands-on training, participants also have access to Metrix Learning where they can brush up through online courses. Over the past year, more than a thousand participants have been hired by Electric Boat and other local manufacturers.

The success of the "Eastern CT Manufacturing Pipeline" program hinges on job seekers gaining the exact skills the employer needed. The workforce board sat down with their local employers and outlined the immediate needs, developed a quick solution, and implemented it for stellar results. Where there were skill gaps, hands-on and online training filled it in. The flexibility of online and short-term training helps benefit the employer, the community, and the economy. The new hires will then gain work experience and continue building their skills directly through the employer. This skills-based model can be replicated with other industries as well. The program has been so successful that EWIB is developing their health care pipeline program next.

Developing Your Own Career Pathways

You can follow EWIB's example to develop career pathways for your own community. Take the reins and invite employers to speak with you on their hiring needs. Sit down with industry groups or individual employers to find out what's relevant to your city. Attend community meetings to find out what's happening on the ground. Look at labor market data and employment trends to identify needs. Think about your current job seekers and barriers they may face. Consider how to address these challenges and create new opportunities.

To build your own workforce pipeline program, consider these steps:

You can focus on pre-existing partnership and develop new connections to form your local pathways. Consider what assets exist today (trade schools, community colleges, etc.) and how to bridge any gaps in your training pipeline. Are there opportunities to fill in gaps?

Looking for advice on developing your career pathways? Need fresh ideas on skills-based training programs? Join Metrix Learning at the 2019 Workforce Technology Conference to find out more.

About the Author: Christine Peng is a Metrix Learning workforce solutions consultant working closely with clients from 15 states to customize and implement workforce development and training portals. Her experience includes in-depth career pathways analysis and learning management system design.

Three Sessions You Can't Miss At The 2019 Workforce Technology Conference

Sun, 21 Apr 2019 15:44:00 GMT

This year's Workforce Technology Conference is less than two months away, and we're excited to deliver an agenda full of new ideas, innovations, and training opportunities.

To save you from a severe case of FOMO (fear of missing out), here are three "can't miss" sessions you'll definitely want to attend.

The Next Steps

What does the future hold for Geographic Solutions' product line in 2020 and beyond? Hosted by President Paul Toomey, this session will give you an inside look at what's new and what's changing throughout our software suite. As part of the presentation, hear from our senior-level product architects about cutting-edge features currently in development.

The State of Recruitment Advertising

Recruitment advertising used to be Monster, CareerBuilder, whatever niche sites an employer used, and potentially a state or local workforce site. But, with the growth of Indeed, the development of Google Jobs, the use of LinkedIn for networking and recruitment, and the forthcoming effect of artificial intelligence, the landscape has changed. Join Advanced Interactive Media Group's Peter Zollman for an open discussion on these trends and more.

Best Practices and Enhancements

Don't miss your chance to have an active role in enhancing the user and customer experience. Broken out into three separate tracks, join subject matter experts from Geographic Solutions' workforce development, unemployment insurance, and labor market information teams to vote in real time on potential enhancements to our product line.

Regular Registration Closing Soon

If you haven't already registered, now is the time! We're looking forward to seeing you this summer in California for four immersive days of training, learning, and networking. Prices will increase on May 4, 2019, so act now, and take advantage of our regular registration rate.

Painting It Gold: Mining Data From The PIRL To Make Informed Decisions

Sat, 23 Mar 2019 15:25:00 GMT

This article is part of a series where we periodically feature guest-authored blog posts from leaders within workforce development to share their insights and perspective. This week, we hear from Geoff Smith of FutureWork Systems. Since the early 2000s, Smith has helped states and workforce development boards manage, track, report, and analyze performance data.

By Geoff Smith

Did you know that there are 488 data fields in the Workforce Innovation and Opportunity Act’s (WIOA) Participant Individual Record Layout (PIRL)?

Created through a collaborative partnership between the U.S. Departments of Labor and Education, the PIRL is a common set of definitions that are shared across multiple programs for performance reporting.

Within the almost 500 fields of data are irresistible nuggets of gold that can be mined to paint colorful -- and powerful -- performance pictures. These visualizations can be used by a diverse set of organizations, including all DOL regions, individual states, workforce development boards, American Job Centers, and eligible training providers, to go above and beyond the required WIOA performance indicators.

And while the PIRL data allows us to adequately report on the essential WIOA performance indicators, we can dig much deeper by using advanced business intelligence (BI) tools. Using these tools allows us to gain greater insight into participant activities, characteristics, and outcomes which ultimately help inform our program and policy decisions.

For example, data is collected on participants who receive training services funded by the WIOA. When participants receive training, we record in the PIRL the occupation that best applies to the training they receive. By recording that information, we can not only see how we are performing on the WIOA indicators by those trained for certain occupations, but we can also monitor the participant flow activity within these occupations trained, and even calculate new, custom indicators, such as training completion rates by occupations trained.

The number and variety of questions we can explore just by focusing on 1 of the 488 PIRL data fields can be eye opening. Are people being trained in occupations that are part of their sector strategy? Are they getting the outcomes they want or expect? How many are completing training? How many withdrew? How does this break down by demographics?

It’s easy to see that many paths of analysis can be explored and examining specific fields within the PIRL data such as Occupational Information Network (O*NET) Training 1, can yield exciting insights.

To illustrate this point, we created the following interactive dashboard by tapping into the DOL’s national PIRL data and using FutureWork Systems’ Performance Matters National BI Application. It examines WIOA Title I participants who received training services from April 1, 2017 through March 30, 2018, and cross references the occupation code classification of the training they received.

The dashboard displays the top 25 occupations trained by state, including the top 10 job families. You can use the state drop down list to choose the state(s) that interest you, adjust the veteran filter to focus on veteran vs non-veteran, or leave the data unfiltered to see data for the entire population.

Filter settings and state selections carry over into the WIOA Training Grid tab on the dashboard. The grid shows the percent share and total count of WIOA program participants who exited the WIOA program from April 1, 2017, through March 31, 2018, and who received training services by these job families and occupations.

Click below to interact with the dashboard in a new browser tab:

Open Top 25 WIOA Occupations Trained Dashboard

This dashboard is just one example of how data mined from the PIRL can yield valuable insights. See more examples of how BI tools can radicalize the data by attending this year’s Workforce Technology Conference.

About the Author: Geoff Smith has spent his career advocating for the use of advanced web-based technology tools and services that can leverage data to inform program and policy decision-making in workforce development. He has assisted numerous state and local boards in their move from a reports-driven culture, to one of democratized data and evidence-based decision support. He continues to play an active role in FutureWork Systems’ marketing, business development, client relations, product design, and development.

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.

16th Annual Workforce Technology Conference Set For June At The New Monterey Conference Center

Wed, 16 Jan 2019 14:37:00 GMT

The 16th Annual Workforce Technology Conference takes place this June in Monterey, California, and we're in a brand-new, state-of-the-art meeting facility.

Celebrating its grand reopening in January of 2018, the Monterey Conference Center is at the center of the city's cultural and economic prosperity, adjoins the Monterey Marriot and Portola Hotel & Spa, and offers more than 40,000 square feet of meeting space.

2019's client summit is poised to deliver the familiar feel that it has each year since its inception in 2003. Our conference planning staff is gearing up to welcome 100+ distinct agencies with 45+ engaging sessions, hosted by 80+ industry and staff speakers.

Regular registration is now open! Visit our new conference page and save your seat today!

Sun, Surf, and Workforce Tech

Mon, 02 Jul 2018 01:05:00 GMT

Earlier this summer, we hosted the 2018 Workforce Technology Conference at the Wyndham Grand Resort on Clearwater Beach. Our annual client summit attracted more than 220 workforce development professionals, representing 98 distinct agencies in 30 states from across the United States. A group of 80 attendees also participated in pre-conference training on Virtual OneStop® reporting and labor market tools.

This year, attendees had more presentations to choose from than ever before. Industry leaders and Geographic Solutions subject matter experts presented on a variety of topics, including unemployment insurance, labor market data, case management, current legislation, career tools for students, staff efficiency, and more.

And where one conference sails into the horizon, another appears. We've already set the gears in motion for 2019's client summit, taking place in Monterey, California. Stay tuned for more information in the next few weeks announcing the opening of registration.

To our guest speakers: we'd like to extend a warm thank you for not only traveling to speak at the conference, but also taking the time to share your knowledge and expertise with our attendees. We hope to have you join us as a speaker again at one of our future conferences.

Reaching The Peak: The 2017 Workforce Professional Development Summit

Wed, 25 Oct 2017 17:38:00 GMT

Geographic Solutions recently attended and exhibited at the 2017 Florida Workforce Professional Development Summit, held in Orlando, Florida.

As part of the three-day conference, we hosted two separate meetings. The first, facilitated by Florida Project Manager Charlotte Hearn, spoke to attendees about recent changes in Virtual OneStop®, the internet-based software that powers Employ Florida. In Tuesday's session, Staff Efficiency Business Analyst, Mac McCarthy, showcased several tools that help to not only streamline job centers, but also to track and quantify services they provide.

We'd like to thank all attendees that participated in a session, stopped by our booth to say "hello," or did both! Keep an eye on our Twitter, Facebook, and LinkedIn accounts to see where you can find our team next.