Insights and Perspectives

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.

Celebrating a Milestone with 20 Key Facts About Workforce Development

Wed, 03 Sep 2025 21:02:47 GMT

Workforce Development Month, founded in 2005, celebrates the programs and professionals who connect people with meaningful careers and businesses to skilled talent. This year, it is the 20th anniversary of Workforce Development Month. We are honoring the two-decade tradition of recognizing the impact of workforce development initiatives in shaping careers, strengthening businesses, and building thriving communities. To mark this special occasion, we've compiled 20 facts about Workforce Development Month and the industry it celebrates.

It’s important to understand where this tradition began, so let's hit rewind. The first five facts on our list focus on the history of Workforce Development Month, from its beginning in 2005 to key milestones that have shaped this observance over the past two decades.

#1: The Founding Organization. Workforce Development Month was established in 2005 by the National Association of Workforce Development Professionals (NAWDP). NAWDP is a professional organization that works to connect job seekers, educators, and companies to advance the workforce development community and build innovative partnerships with other industry-leading organizations.

#2: The Month Changed! Workforce Development Month was originally celebrated in May. NAWDP moved the observance to September in 2012.

#3: From WIA to WIOA. The transition from the Workforce Investment Act (WIA) of 1998 to the Workforce Innovation and Opportunity Act (WIOA) was a major change. Signed into law in 2014, WIOA put a greater emphasis on serving individuals with barriers to employment and aligning services more closely with the needs of businesses.

#4: Gaining Official Acknowledgement. Workforce Development Month received official recognition in 2022. The U.S. Senate passed a resolution marking September as National Workforce Development Month, and this designation has been renewed every year since.

#5: State and Local Recognition. While NAWDP started it, its success is a result of widespread support. Every September, governors and mayors across the nation issue official statements, called proclamations, that formally recognize the month.

While workforce development is celebrated in September, the work takes place all year, and American Job Centers are where the action takes place. The next facts are all about American Job Centers (AJC), also known as one-stop shops. These centers are the front lines of workforce development, offering resources and personalized help to job seekers and employers in communities nationwide.

#6: They are Everywhere: There are nearly 2,400 American Job Centers nationwide, with a location in almost every community. They serve as a central hub where people can access a wide variety of career services in one place.

#7: They are a Product of WIOA: The modern American Job Center system exists because of the Workforce Innovation and Opportunity Act (WIOA) of 2014. WIOA requires states to provide an integrated system, ensuring job seekers can access the resources they need to succeed in a competitive economy.

#8: Built on Collaboration: AJCs are a collaborative effort, bringing together a variety of programs and agencies under one roof. They work with mandatory partners, including services for adult education, vocational rehabilitation, and veterans, to provide a coordinated approach to workforce development.

#9: Free and Accessible Help: The services offered by AJCs, such as career counseling, job search assistance, résumé writing workshops, and access to computers and phones, are provided at no cost to the public.

#10: They Are Locally Driven: The American Job Center network is a national system, but it is designed for local needs. State and local workforce development boards, which are made up of community and business leaders, manage the centers in their area. This ensures that the services that are offered align with the specific labor market demands of that community.

The American Job Centers are where workforce development happens, but the professionals and front-line staff make it work. These individuals are responsible for carrying out the mission of workforce development, helping job seekers and businesses in communities nationwide. The following five facts shine a light on those professionals who staff AJCs and other organizations.

#11: A Growing Field: The demand for skilled workforce development professionals is expected to remain strong. According to the U.S. Bureau of Labor Statistics, the employment of Training and Development Specialists is projected to grow 12% from 2023 to 2033, a rate much faster than the average for all occupations. This translates to roughly 48,500 new jobs over the decade.

#12: Certification is Key: Many professionals in the field get certified to demonstrate their skills and expertise. The most recognized credential is the Certified Workforce Development Professional (CWDP), offered by the National Association of Workforce Development Professionals (NAWDP). This certification proves a professional's expertise in key areas like communication, ethics, and job market knowledge.

#13: Leaders in the Industry: NAWDP is a member-driven organization. Its leadership, including the Board of Directors and staff, consists of elected members who represent different regions and states. This ensures the organization’s leadership reflects the interests of workforce development professionals nationwide. The Board and NAWDP staff work together to set goals and support the profession.

#14: Skills for Success: To work as a workforce development professional, certain skills are essential. The top skills requested in thousands of job listings are Workforce Development (53%), followed by Writing (38%), and Management (31%). These are the skills hiring employers look for most often.

#15: Diverse Career Paths: Workforce development professionals hold a wide range of jobs, from career counselors to program managers, and they work in diverse settings, including government agencies, non-profits, and private companies. Their main goal is to identify and address challenges in the workforce, helping people get the skills and support they need to succeed in their careers.

The individuals on the front lines are key, but what do their combined efforts achieve? The final five facts explore the impact of workforce development and why celebrating each September is so important.

#16: Growing Individual Income: Workforce development programs have a tangible impact on the earning potential of participants. People who complete these programs have the potential to earn more, and some participants do see a significant increase in their income. A study by the US Department of Labor on job training found that participants' earnings increased by an average of 49% after finishing their apprenticeship.

#17: Bridging the Skills Gap: The skills gap is a major challenge for businesses, with many employers reporting they cannot find qualified talent. Workforce development helps close this gap. According to a 2024 Workforce Skills Gap Trends survey, 70% of corporate leaders report a critical skills gap, and 63% identify skill gaps as the biggest barrier to business transformation. Programs like apprenticeships and customized training ensure that companies have skilled talent, boosting productivity and innovation.

#18: Driving Economic Growth: Workforce development strengthens local and national economies. Employees with relevant skills contribute more effectively to their industries, earn higher wages, and stimulate economic mobility. A skilled workforce can also quickly change to meet the demands of new industries or adapt to changes, making the economy more resilient.

#19: Employee Retention: Employee retention is directly tied to career development. Businesses that offer opportunities for growth and skill-building are more likely to retain their employees. According to Gallup's 2024 research, 42% of employee turnover is preventable, and career advancement opportunities are crucial. Employees with a clear path for growth and opportunities are more engaged and less likely to look for work elsewhere.

#20: Support for All: Workforce development provides resources for specific groups to help them overcome unique employment challenges. This includes services for veterans transitioning to civilian careers, individuals with disabilities seeking accommodations, youth looking for their first job, and older workers seeking to reskill. These programs ensure everyone has an opportunity to succeed in the job market.

We've covered the history, the professionals, the places, and the powerful impact of workforce development. This work is about more than a single month. It is a year-round commitment to building a more skilled, resilient, and equitable workforce.

Geographic Solutions celebrates this important month and the essential work that happens year-round. We are honored to provide the technology that helps connect job seekers with training and careers, supporting the mission of workforce development professionals every day.

Embracing Change: The Rise of Hybrid Work in a Post-Pandemic World

Fri, 31 Jan 2025 20:15:00 GMT

Since the COVID-19 pandemic, the professional landscape has undergone significant transformation. Back in 2020, many organizations adopted fully remote work. Now, as preferences shift once again, there is a shift toward hybrid work models. This evolution reflects a growing desire among employees for flexibility that accommodates both their professional and personal lives.

This is especially evident across generations. A recent survey by Geographic Solutions of 500 active job seekers sheds light on the shifting attitudes. The findings reveal a noticeable decline in the desire for fully remote roles with only 13% of job seekers across all ages preferring this work model. Instead, the spotlight is firmly on hybrid work models, especially among younger job seekers, such as Gen Z (57%) and Millennials (50%).

Job seekers are placing greater value on flexibility – not just in terms of where they work but how they work. Robert Half’s 2025 U.S. Hiring Outlook underscores this point, stating “Workplace flexibility has become a paramount candidate expectation. Firms that prioritize hybrid work and flexible schedules may have more success in wooing the skilled professionals they need. “

Corporate Resistance to Hybrid Work

Not everyone agrees with this new way of working. Many companies are doubling down on a traditional office setup, expressing concerns over productivity, collaboration, and company culture. Amazon, Dell, and AT&T are a few of the countless other high-profile companies that are mandating a return-to-office policy for their corporate employees. Such moves have sparked debates about the future of work, with many employees pushing back against rigid policies.

Despite this pushback, the momentum behind hybrid work seems unstoppable. Companies that embrace this model are better positioned to meet the evolving expectations of today’s workforce. By offering employees flexible schedules, employers can foster higher job satisfaction, improve mental health, and boost productivity.

A report from McKinsey Global Institute shows that 87% of employees say they would be more productive if they had greater control over their work environments. Additionally, research from ADP shows that flexible work arrangements have helped 36% of employees reduce stress and thrive in their roles.

Strategies for Successful Hybrid Work Environments

For HR leaders, the challenge lies in creating policies and strategies that promote flexibility without compromising productivity. Establishing a successful hybrid work environment requires a thoughtful approach to maintain this delicate balance.

To achieve this, companies should develop comprehensive processes, actively nurture workplace culture, and provide clear guidelines and resources for team collaboration. By implementing intentional strategies that support and empower employees both in the office and at home, organizations can create a solid foundation for effective flexible work arrangements.

According to Chris Lobo, payroll manager at HR Options “…You have to ensure your colleagues have what they need to work effectively in and out of the office. You need to leverage collaboration, task management, and project management tools for people across the organization if you're going to successfully maintain a hybrid work model.”

The Future Landscape of Work

Looking ahead, this trend represents a fundamental shift in how, when, and where work gets done. As the labor market continues to evolve, hybrid work is rapidly becoming less of a trend and more of a fundamental restructuring of how we conceptualize professional productivity and workplace dynamics.

The future of work is not about choosing between remote and in-office arrangements – it’s about creating adaptive, flexible, and human-centric environments that meet the diverse needs of job seekers and employees. As younger generations continue to enter the workforce with their expectations and values, the hybrid work model will likely become the new standard rather than an expectation.

A Day Where We Honor Those Who Served

Mon, 11 Nov 2024 13:39:00 GMT

Did you know that, according to current U.S. Census Bureau data, there are 16.2 million military veterans that call the United States home?

The yearly calendar observance originated as Armistice Day on November 11, 1919, marking the first anniversary of the end of World War I. In 1926, congress passed a resolution to make this day a national holiday, and 16 years later, during President Dwight D. Eisenhower’s presidency, legislation officially changed the name to Veterans Day.

This important day is honored in many ways, including events and parades. At the Tomb of the Unknown Soldier in Arlington National Cemetery in Virigina, there is a ceremony to define the significance of the day.

Which states do the most veterans call home? Interestingly enough, Alaska is the state with the highest population of veterans who have served in the U.S. Military. Following the Northwestern state, Wyoming, Virginia, Maine, and Montana rounded out the top five.

Veterans Portals and Geographic Solutions

At Geographic Solutions, we count many veterans in our ranks. Some of our most important work is created in the form of Veterans Portals, which help when those who have served our country in the armed forces make their way back to the civilian workforce. Over the last year, those portals have accounted for almost 80,000 active users, according to internal data from Google Analytics.

Veterans Portals are an excellent solution for states that are seeking to help their veterans’ populations find jobs. Some states, such as North Carolina, show medallions next to employers who have been recognized by the Department of Labor as veteran friendly. “It’s a big thing for an employer to take money out of their pocket to apply and be awarded the program showing that they’re vet friendly, that they’ll hire, train, and retain veterans at a certain level,” said North Carolina’s Department of Commerce, Division of Workforce Solutions’ Chris Silvers.

How to Honor Veterans Day

How can we observe Veterans Day? In 2023, we interviewed CareerSource Palm Beach County’s Vice President and Chief Operating Officer, Steven Gustafson. A former member of the armed forces, he offered his thoughts on how to honor the day.

“I think that honoring that spirit of selflessness is a great way to honor our veterans, not only on November 11th, but year-round,” said Gustafson.

A big event that Florida has each year around Veterans Day is Paychecks for Patriots, a joint event coordinated by the Florida Department of Commerce, The Florida National Guard, the Florida Department of Veterans’ Affairs, and participating employers from around the state.

Geographic Solutions is proud to have 39 veterans amongst their workforce’s ranks, making up 12 percent of the total company workforce.

This year, thank a veteran at Geographic Solutions, in your community, your family, or amongst your friend circle for being selfless in their choice to serve the United States.

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.

Inside Look: How VOS Sapphire AI Will Redefine Workforce Solutions

Wed, 31 Jul 2024 17:39:00 GMT

Every year, Geographic Solutions explores how technological advancements can enhance the user experience and add value to our products. Recognizing the value of Artificial Intelligence (AI) and Machine Learning (ML), our team worked tirelessly over the past year to incorporate instances of AI throughout the next generation of our industry-leading software suite, aptly named VOS Sapphire AI.

In this blog post, we’ll explore the many unique features of VOS Sapphire AI and how this version is poised to further streamline the job search process for job seekers and employers.

What is VOS Sapphire AI?

Thanks to a dynamic collaboration between OpenAI, Microsoft, and our own innovative functionality, we’re able to showcase the art of prompt engineering and the transformative potential of reshaped interactions for labor exchange.

This next-gen software builds upon existing infrastructure, incorporating advanced AI and ML capabilities throughout the system to provide end users with a range of innovative AI-assisted features for building résumés, interview preparation, job search, job posting, and more.

With these features, VOS Sapphire AI streamlines the job search process and reduces the time it takes for job seekers to find suitable employment. It also enables employers to quickly identify the most qualified candidates for their job openings.

As a testament to our efforts, the system was recognized by the 2024 Tech Ascension Awards as the Best AI / ML Powered Solution for its modular, customizable design, robust security protocols, and ability to help employers and job seekers in today's competitive job market.

Diving into VOS Sapphire AI’s Key Features

The platform’s innovative features offer a wealth of long-term benefits that not only positively impact employers in recruiting talent but can also aid job seekers in standing out as the best-suited candidates.

Let’s take a look at some of the key features and enhancements that users can utilize.

Bespoke & Professional Résumés and Cover Letters

VOS Sapphire AI enables users to effortlessly generate a new résumé and cover letter using their profile data and AI-generated text - creating a bespoke résumé that perfectly aligns with any requirements and specifications listed in a job description; as well as a cover letter that conveys enthusiasm, experience, and captures the attention of hiring managers.

Interview Preparation with AI-Generated Questions Tailored to User, Company, and Role

VOS Sapphire also helps job seekers prepare for interviews by providing them with details about the employer and position, as well as an AI-centric practice interview platform. Additionally, the system curates a list of AI-generated questions they can use throughout the interview process. VOS Sapphire AI provides similar interview preparation features for employers as well, enabling recruiters to generate a list of interview questions that are specifically tailored to the applicant’s job title and work experience.

Detailed Job Description Creation Based on Role and Company Profile

Recruiters can use AI to optimize existing or generate new job descriptions. Based on the selected role and the employer’s profile, the advanced AI algorithm takes care of the rest; seamlessly merging the position details with the company’s preferences and requirements for a role.

Accurate Job Matching with Reactive Matching Algorithms

VOS Sapphire AI also includes a proprietary Reactive Matching component, which automatically matches job seekers with suitable employment options. By leveraging pattern-matching algorithms, the system automatically extracts key information from a résumé to provide more accurate job matches that perfectly align with a user’s experience, interests, skillset, and background.

Whether it’s generating customized cover letters specifically targeted to jobs, creating a résumé from scratch, or even enhancing preparations for interviews, VOS Sapphire AI offers new and innovative ways to support the end-user throughout the job their search process.

In the coming months, Geographic Solutions’ training team will cover various functionality found in VOS Sapphire AI. Be sure to keep an eye on our Training Opportunities Page to sign up for Geographic Solutions’ next training session. In the meantime, check out our press release and video on VOS Sapphire AI to learn more.

Paul Toomey IT Scholarship Recognizes More Impressive Tech Talent

Fri, 19 Apr 2024 20:55:00 GMT

Each year, money is generously donated by Geographic Solutions’ employees to fund the Paul Toomey IT Scholarship. The amount is then matched by company Founder and President, Paul Toomey. With the money being collected through the end of November 2023, we sent out the call for applications early this year. The application process was open to the children of Geographic Solutions employees and all Hillsborough, Pasco and Pinellas County seniors. This year enough money was raised to award four scholarships – more than ever before! Each scholarship recipient received $3,800 which they can use towards credit hours, housing, or curriculum supplies.

Criteria for the scholarship included the demonstration of above-average achievement and motivation towards advancing his or her education in a computer-related field, outstanding service to their school and the community, involvement in extracurricular events, and admirable character. Each applicant was also required to submit an essay detailing what influenced them to pursue a computer-related field of study.

This year we received a record 32 applications! Geographic Solutions’ scholarship committee reviewed these applications thoroughly and chose the four students that best represented the criteria and Geographic Solutions' values.

The Four Recipients of the 2024 Paul Toomey IT Scholarship Are:


Justin Heyman – Lutz, FL Justin is a dedicated student at Steinbrenner High School. He serves as the Band Section Leader and the Metropolitan Ministries Event Planner/Coordinator. Additionally, he is an active member of the National Honor Society, has been recognized as a National Merit Commended Student, and received the Quincy Jones Musicianship Award. Justin plans to pursue a career in a computer-related field after high school, driven by his belief that this will allow him to make a meaningful impact in today’s world. Fun fact: Justin joined us many times for Take Your Kids to Work Day where he shadowed our tech team!		Christian Ramos – Riverview, FL Christian is an actively involved student at Riverview High school. He is involved in Buddy Baseball, a recreation baseball league for players with disabilities, the Raspberry Pi Club, a school computer programming club, and FCA, a faith-based athletic club. He excels academically, maintaining high honor roll status and holds a Microsoft Technology Certification. With a passion for technology, Christian plans to become a software developer, and has studied programming languages like Python, HTML, and CSS. Christian dreams of designing an educational software to support individuals with different types of disabilities.


Hanlin Zhang – Valrico, FL Hanlin Zhang is an accomplished and ambitious high school senior at Strawberry Crest High School. Hanlin’s academic success includes top placements in FBLA Computer Game and Simulation Design and MU Alpha Theta Calculus competitions. He is also certified as a Microsoft Office Specialist and Adobe Certified Professional. Hanlin contributes to the community by preparing and delivering meals to the homeless though the Portamento of Hope Cafe. He plans to pursue a career as a software engineer and will begin his journey at the University of Florida, where he has been accepted into the honors program.		Sarthak Gupta – Tampa, FL Sarthak, a senior at Strawberry Crest High School, has an impressive background, including winning first place in the Congressional App Challenge for developing Signify, an AI app that translates American Sign Language to text and speech. He is also a PSAT/NMSQT National Merit Finalist and a state finalist in the 2024 Samsung Solve for Tomorrow competition for his work on a pest-identifying robot. Sarthak is active in school and community activities. He is the captain of the Strawberry Crest Varsity Tennis Team and founded the Artificial Intelligence Club. He also has dedicated over 100 hours to Feeding Tampa Bay. Sarthak plans to pursue a career as a software engineer, aiming to contribute to impactful technological advancements.

Since the scholarship was established in 2016 and first awarded in 2017, the Paul Toomey IT Scholarship has helped 14 high-achieving high school seniors in their pursuit of computer-related degrees. Now, a total of 18 scholarships have been awarded! We want to thank everyone who donated to this worthy cause!

Congratulations to each of the recipients! And thank you to every employee that donated to help make their dreams a reality!

GSI Labor Market Forecast: February 2024

Tue, 05 Mar 2024 14:22:00 GMT

Geographic Solutions derives its employment forecast and unemployment rate forecast from internal data on the number of job openings/searchers/applications and unemployment applications filed on Geographic Solutions' state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Geographic Solutions, Inc. has produced forecasts for the monthly change in employment and the monthly unemployment rate. These are the two most closely watched macroeconomic data series from The Bureau of Labor Statistics' (BLS) monthly surveys that measure labor market trends, The Current Employment Statistics (CES; also known as "the payroll" or "the establishment" survey) and The Current Population Survey (CPS; also known as "the household survey").

GEOGRAPHIC SOLUTIONS PREDICTS:

Jobs are predicted to increase in February by 258,000, in keeping with the strengthening trend seen since October last year.

The Chart shows shaded ranges that represent 80% and 90% probabilities of the actual employment result.
Geographic Solutions' employment forecast is represented by the horizontal blue line to the right.

In Comparison:

Job Creation in the 1st quarters since 2021 has outperformed other quarters. January’s strong result of 353,000 indicate that is continuing in 2024.

GEOGRAPHIC SOLUTIONS PREDICTS:
The unemployment rate will increase to 3.8% for February, which is slightly higher than the 3.7% we saw in January.

This chart shows shaded ranges that represent 80% and 90% probabilities of the actual unemployment rate result.
Geographic Solutions' unemployment rate forecast is represented by the horizontal blue line to the right.

On Friday, March 8th, The Bureau of Labor Statistics (BLS) will release their two monthly surveys,
The Current Employment Statistics (CES) survey and The Current Population Survey (CPS).

After the release of the report, Geographic Solutions will post a full analysis of the results.

GSI Labor Market Forecast for August 2023

Mon, 28 Aug 2023 15:25:00 GMT

The Bureau of Labor Statistics (BLS) will release its monthly Current Employment Statistics (CES) and Current Population Survey (CPS) report for August 2023 on Friday, September 1st. Geographic Solutions, Inc. has produced forecasts of the two most closely watched macroeconomic data series from the report: the monthly change in employment and the monthly unemployment rate.

As seen in the chart below, jobs are predicted to increase in August by 180,000. Geographic Solutions derives its employment forecast from internal data on the number of job applications and job severances filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Portrayed in the chart below is the 3.5% unemployment rate that Geographic Solutions forecasts for August, maintaining its July rate. The unemployment rate forecast uses internal data on the number of job openings, job applicatiobs, job severances, and unemployment applications filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor.

After the release of the report, Geographic Solutions will post a full analysis of the results.

GSI Labor Market Forecast: July 2023

Wed, 02 Aug 2023 15:40:00 GMT

The Bureau of Labor Statistics (BLS) will release its monthly Current Employment Statistics (CES) and Current Population Survey (CPS) report for July 2023 on Friday, August 4th. Geographic Solutions, Inc. has produced forecasts of the two most closely watched macroeconomic data series from the report: the monthly change in employment and the monthly unemployment rate.

As seen in the chart below, jobs are predicted to increase in July by 244,000. Geographic Solutions derives its employment forecast from internal data on the number of job openings, job applications, job severances, and unemployment applications filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Portrayed in the chart below is the 3.5% unemployment rate that Geographic Solutions forecasts for July, down 0.1% from its June rate. The unemployment rate forecast uses internal data on the number of job openings, job severances, and unemployment applications filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor.

After the release of the report, Geographic Solutions will post a full analysis of the results.

A Tale of Two Surveys in May

Fri, 02 Jun 2023 17:07:00 GMT

The Bureau of Labor Statistics (BLS) released its monthly Current Employment Statistics (CES) report and Current Population Survey (CPS) for May 2023 on Friday, June 2nd. The monthly change in employment given by the CES and the unemployment rate from the CPS are seen as the standard gauges for assessing the health of the U.S. labor market.

Employment in the U.S. rose by 339,000 jobs. The job results were significantly above the Geographic Solutions, Inc. forecast of 189,000 which was virtually tied with the WSJ estimate of 190,000. May’s unexpectedly strong results are compounded by the upward revisions in March and April that totaled 93,000 more jobs than reported last month. Geographic Solutions, Inc. derives its employment forecast from internal data on the number of job counts and job severances filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

The unemployment rate surged to 3.7%. The Geographic Solutions, Inc. and WSJ forecasts had anticipated an uptick to 3.5%. The unemployment rate forecast uses internal data on the number of job openings and gross job posts on Geographic Solutions state client sites.

Job creation was strongest in Education & Health Services (97,000). Professional & Business Services, Government and Leisure & Hospitality sectors were the other major contributors to employment. Manufacturing was flat, and Information was the only major sector to experience notable job loss.

Leisure & Hospitality and Government are the only major sectors to remain below their pre-pandemic employment levels.

Labor force participation maintained its 62.6% rate from the previous two months. The more expansive U-6 unemployment rate counts discouraged workers who are no longer actively seeking work (and therefore no longer in the labor force) and those that have settled for part-time employment but desire a full-time job. This measure of unemployment increased to 6.7%.

The May employment report revealed that payroll jobs continue to grow at a brisk pace, despite the fears of a slowdown as the Federal Reserve tackles inflation. However, the rising unemployment rate from the Household Survey makes labor market conditions less clear. Looking forward, June’s employment report will probably not tell us much because of the standoff over raising the federal debt ceiling between Congress and the Whitehouse. Although a default appears to have been averted, many companies may have made contingency plans after May 12th (when the June survey period starts) which involve a slowdown in hiring. July should reveal more about the resilience of the labor market heading into the 2nd half of 2023.

GSI Labor Market Forecast: May 2023

Wed, 31 May 2023 17:17:00 GMT

The Bureau of Labor Statistics (BLS) will release its monthly Current Employment Statistics (CES) and Current Population Survey (CPS) report for May 2023 on Friday, June 2nd. Geographic Solutions, Inc. has produced forecasts of the two most closely watched macroeconomic data series from the report: the monthly change in employment and the monthly unemployment rate.

Geographic Solutions’ data is signaling further softening in the number of new jobs in May. As seen in the chart below, jobs are predicted to increase in May by 189,000. Geographic Solutions derives its employment forecast from internal data on the number of job counts and job severances filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Portrayed in the chart below is the 3.5% unemployment rate that Geographic Solutions forecasts for May, up 0.1% from its April rate. The unemployment rate forecast uses internal data on the number of job openings and gross job posts on Geographic Solutions state client sites.

After the release of the report, Geographic Solutions will post a full analysis of the results.

Employment Steadily Expands in April

Mon, 08 May 2023 17:22:00 GMT

The Bureau of Labor Statistics (BLS) released its monthly Current Employment Statistics (CES) report and Current Population Survey (CPS) for April 2023 on Friday, May 5th. The monthly change in employment given by the CES and the unemployment rate from the CPS are seen as the standard gauges for assessing the health of the U.S. labor market.

Employment in the U.S. rose by 253,000 jobs. The job results were above the Geographic Solutions, Inc. forecast of 212,000. The forecast outperformed the WSJ estimate of 180,000. April’s unexpectedly strong results are the second disruption to the slowing trend we have seen in hiring, since July 2022. Geographic Solutions, Inc. derives its employment forecast from internal data on the number of job counts and gross posts filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

The unemployment rate declined to 3.4%, tying a 50-year low. The Geographic Solutions forecast had anticipated an uptick to 3.6%. The unemployment rate forecast uses internal data on the number of job openings, unemployment applications, and job severances on Geographic Solutions state client sites. The forecast uses unemployment claims data from the USDOL.

Job creation was strongest in Education & Health Services (77,000). Leisure & Hospitality, Professional & Business Services, and the Government sectors were the other major contributors to employment. All industries saw at least some positive job growth.

Leisure & Hospitality and Government are the only major sectors to remain below their pre-pandemic employment levels.

Labor force participation maintained its 62.6% rate from the previous month. The more expansive U-6 unemployment rate counts discouraged workers who are no longer actively seeking work (and therefore no longer in the labor force) and those that have settled for part-time employment but desire a full-time job. This measure of unemployment declined to 6.6%.

The April employment report is a great sign that the labor market is steadily adding jobs in the face of interest rate increases by the Federal Reserve, even though revisions decreased new job creation by a combined 149,000 in February and March. Additionally, April shows the fallout of the regional bank failures in March which do not seem to have had a dramatic impact. The possibility of avoiding a sustained period of job loss is still a challenge but appears somewhat more feasible after April’s performance.

The Next Generation of Computer Science: Paul Toomey IT Scholarship Recipients

Mon, 01 May 2023 17:50:00 GMT

Each year, money is generously donated by our GSI employees to fund the Paul Toomey IT Scholarship. The amount is then matched by our company Founder and President Paul Toomey himself. With the money being collected through the end of November 2022, we sent out the call for applications early this year. The application process was open to children of Geographic Solutions employees, as well as all Hillsborough, Pasco and Pinellas County seniors. This year enough money was raised to award 4 scholarships – more than ever before! Each scholarship recipient received $3,400 which they can use towards credit hours, housing, or curriculum supplies.

Criteria for the scholarship included the demonstration of above-average achievement and motivation towards advancing his/her education in a computer-related field, outstanding service to their school and the community, involvement in extracurricular events, and admirable character. Each applicant was also required to submit an essay detailing what influenced them to pursue a computer-related field of study.

This year we received 22 applications. The GSI scholarship committee reviewed these applications thoroughly and chose the 4 students that best represented the criteria and Geographic Solutions' values.

The four recipients of the 2023 Paul Toomey IT Scholarship are:


Arossa Adhikary – Land O'Lakes, FL Arossa is graduating from Land O’Lakes high school where she was involved in student government, Future Business Leaders of America and Kode with Klossy, a coding organization for young women and non-binary individuals. After college, Arossa plans to work for the government in cybersecurity or computer science combining her desire to serve the public with her love of technology.		Michael See – Palm Harbor, FL Michael spent his high school career involved in many different clubs and organizations including founding East Lake High School’s Artificial Intelligence Club and the Drone club. Michael placed 1st in the People's Choice Awards' Robofest Online World Championship. His entry was an AI-based hand-controlled landing system for a medical delivery drone that navigates natural disasters. He plans to attend the University of Georgia’s Computer Systems Engineering program.


Evan Vargas – Tampa, FL Evan was the president of the STEM club at Tampa Catholic High School and also played on the Varisty Hockey team. Additionally, he spent many hours volunteering for various organizations throughout high school and was inducted into 8 different honor societies. Evan plans to attend the University of South Florida and pursue his dream of being a robotics engineer. Evan's dad Danny Vargas Jr. works here at Geographic Solutions as a Team Lead for the WF Interfaces Team.		Allen Ho – Land O’Lakes, FL Allen has an impressive background, interning for the United States Campaign for Burma and also started his own successful business, RePho, repairing smartphones, tablets and laptops. Allen plans to attend Massachusetts Institute of Technology with hopes of starting his own sustainable consumer electronics engineering company in the future.

Congratulations to each of the recipients! And thank you to each and every employee that donated to help make their dreams a reality!

Paving The Way For Reemployment

Tue, 23 Aug 2022 14:33:52 GMT

Did you know that the employment rates in many of Connecticut’s industries are higher now than they were before the start of the Covid-19 pandemic? According to Patrick Flaherty, Director of the Office of Research at the Connecticut Department of Labor, job growth has been consistent in 2022 and the unemployment rate is down to its early 2019 level.

This upswing in job growth can be partly attributed to the state’s Jobs First Employment Services Program, or JFES. Each year since 2018, thousands of participants are referred to American Job Centers in cities throughout the region.

The JFES program’s goal is to provide employment services to families receiving Temporary Assistance to Needy Families (TANF) and help parents gain skills to obtain employment. The program gauges success on several elements, including:

Freedom from cash assistance within the 21-month program time limit
Continuous employment and independent from assistance
Increase in basic and occupational skills, job coaching, and work experience

To be eligible for JFES, an individual must be receiving Temporary Family Assistance (TFA). Weekly participation of approximately 20 hours of employment activities is required for any person with children under the age of six, while persons with children over the age of six must participate in 30 hours.

Thanks to added flexibility in participation requirements, if participants perform at least 50% of their required hours, their TFA benefits will not be taken away. CTDOL partners with the Connecticut Council of Family Service Agencies (CCFSA) to aid JFES clients who struggle meeting their participation requirements through intervention and removal services.

“The CTDOL partners with other state agencies and community partners to deliver the JFES program,” said Acting Director of WIOA Administration, Erica Tew during a recent Pathways to Employment webinar. “The Connecticut Department of Social Services (CTDSS) is the agency that administers the benefits, and [partners with] the five workforce development boards that oversee the Employment and Training and case management programs.”

Operating in Covid Times

During the pandemic, the program was suspended, but virtual services were offered to customers. According to Tew, “on average, nearly half of our caseload continued to participate during this time.” In July 2021, the program was reopened and CTDSS referrals were accepted again, but with dramatic changes to the foundational rules of the program.

“We have made many changes to the JFES program over the course of the past 13 months to make it easier for clients to participate,” said JFES Unit Director, Mike Bartley. “About 33% of JFES participants performed work and have overcome significant barriers to employment.

How Do Participants Arrive at the JFES program?

The CTDOL partners with state agencies and communities to deliver the JFES program. Unlike other workforce programs, participants can’t join the program simply by walking into an American Job Center. Those taking part in the program must be referred by a state agency and receiving TFA.

“It’s similar to the Supplemental Nutrition Assistance Program Employment and Training where persons receiving a particular benefit have to participate in some type of employment and training activity for a certain number of hours per week,” said Tew.

The most common referral path happens when a participant applies for benefits through the DSS. Case managers assess each applicant and refer them to their region’s JFES program orientation.

Program Innovations

Over the last few years, the JFES program has relied on several innovations to succeed.

Family Centered Coaching: This is an approach that helps case managers engage with the whole family, rather than just the individual participants. It takes into account that one approach does not fit all families, considering that families may address challenges in different ways. It helps to create customized solutions for each family.
Financial Literacy: The second innovation was established with the Connecticut Association for human services, or CAHS, which provides financial literacy education classes. These sessions are provided to the public by a network of volunteers who have worked in the financial services industry. And these workshops denote the first introduction to the concept of saving and budgeting for many clients.
Refugee Resettlement: In addition, a pilot program was launched that partners with Workforce Alliance and the Refugee Resettlement Agency. JFES case managers are embedded within families to address some of the historical issues that refugees have had in connecting to our jobs first program. Originally, multiple organizations helped the refugee and there tended to be miscommunication between them all. Placing a JFES case manager at the refugee resettlement agency has helped to cut out miscommunication and make the clients feel safe and comfortable while trying to transition into getting employment support and services.

Inspiring success stories

Geographic Solutions supports the efforts of the Connecticut Department of Labor as they provide employment services to people. Their work encourages skills gain in the name of employment, lays the groundwork financial independence. See inspirational JFES success stories by clicking here.

A Fair Chance at Reentry: The Case for Employers to Consider Second Chance Hiring Practices

Mon, 11 Apr 2022 12:44:00 GMT

A record of involvement with the criminal justice system in the United States can pose significant barriers to employment, housing, education, and other things necessary for a productive, stable life. It also carries a widespread social stigma. All of this contributes to a ‘second prison,’ essentially sentencing affected individuals and their families to a life of poverty, and creating favorable conditions for the individual to return to criminal activity. And in some cases, these instances of recidivism trickle into the next generation.

Justice-involved individuals who establish employment and self-sufficiency are less likely to recidivate. According to research published by the National Association of Counties, employment has a positive effect on individuals released from incarceration by providing a source of income, transferable skills and experience, a defined routine, and a stable environment. It also creates a stronger bond for individuals within their communities.

More Common Than You Think

Nearly 1 in 3 Americans has some sort of criminal record – obviously to varying degrees of severity – all of which carry a certain level of stigma. Approximately 600,000 inmates are released from state and federal prisons each year, with millions more from county jails. It is in the best interest of the United States to provide these people with a fair chance at obtaining the employment for which they are best qualified — both for public safety and for the fiscal health of the nation.

Collectively, state governments spend billions annually to house and provide for inmate populations, averaging an annual cost of $25,000 to $30,000 per individual. The average cost of incarceration for a federal inmate is $39,158. Combined with the loss of revenue due to these individuals not earning income on which they pay taxes, the financial strain becomes apparent, and the need for a fair chance to reenter the labor market is clear.

What’s Being Done

The Second Chance Act was signed into law in 2008 to provide federal grants in support of government and nonprofit programs geared towards reducing instances of recidivism and improving the reentry experience for justice-involved individuals. And, the more recent addition of Fair Chance laws enacted at the municipal, county, or state level further these efforts by levelling the playing field for applicants.

To date, 37 states, including California, Louisiana, and Pennsylvania, and approx. 150 cities and counties across the United States have adopted Fair Chance or ‘Ban The Box’ policies that stipulate the removal of conviction and arrest history questions from job applications. The policies also delay background checks until later in the hiring process. Policies of this nature oblige employers to consider an applicant’s qualifications without the stigma of a conviction on record.

The National Employment Law Project highlighted a study that shows hiring discrimination is likely to occur during the application review, and the negative effect of carrying a criminal record was reduced by almost 15 percent when the employer experienced personal contact with the justice-involved applicant. In a 2021 Literature Review from the Sol Price Center for Social Innovation at the University of Southern California, the authors found that Fair Chance hiring laws have been successful in increasing the number of justice-involved new hires by reducing criminal stigmatization from the initial recruiting process.

Benefits For Everyone

The individual isn’t the only one to benefit from second chance hiring practices. Data company Evolv calculates that justice-involved individuals are 1 to 1.5 percent more productive than employees without the same kind of history; and a 2018 study from the IZA Journal of Labor Policy found second chance hires have a longer tenure and are less likely to quit their job. The Second Chance Business Coalition reports that 82 percent of managers and 67 percent of HR professionals value what second chance employees bring to their organization -- as high as, or higher than, that of workers without records.

Employers are discovering a previously ignored pool of qualified talent by offering opportunities to those with a record. In 2012, CEO of Red Restaurant Group Brad Friedlander said, “In my experience, people with criminal records are often model employees. They are frequently the most dedicated and conscientious. A lot of doors are shut to them, so when someone gives them an opportunity, they make the most of it.”

Marking April as Second Chance Month

In 2017, Prison Fellowship, the nation's largest nonprofit serving prisoners, former prisoners, and their families, and an advocate for justice reform, founded Second Chance Month® in an effort to raise awareness, improve perceptions of people with a criminal record, foster second-chance opportunities, and drive momentum for policy change.

To further support second chance hiring practices and provide a secure way for justice-involved individuals to engage in job search activity, Geographic Solutions developed Virtual OneStop Reentry Employment Opportunities (Virtual OneStop REO® or VOS REO). This system offers a secure environment for pre-parole individuals to line up employment prior to release, as well as make use of resources key to establishing stability in their lives. VOS REO also highlights employers and jobs that are identified as ‘offender-friendly’ and second-chance jobs. The system also seamlessly transitions the individual’s account, resource registration, and job search history to the state's workforce system.

If you would like to learn more regarding the unique features offered by this one-of-a-kind solution, please visit our VOS REO webpage.

Leaving a Legacy that Works: Honoring the Contributions of Frances Perkins

Tue, 08 Mar 2022 14:59:00 GMT

The first woman to ever serve in a cabinet position in the United States was also the longest serving: Frances Perkins, appointed U.S. Secretary of Labor under President Franklin D. Roosevelt. As we celebrate International Women’s Day and Women’s History Month, we salute her lifelong work and honor the legacy she left to the American people.

Responsible for so many of the elements of our modern work life, when President Roosevelt offered Perkins the position of Secretary of Labor, she gave him a list of policy priorities that included:

•   Social Security
•   A 40-hour work week
•   A minimum wage
•   Unemployment compensation
•   Worker’s compensation
•   Abolition of child labor
•   Direct federal aid to the states for unemployment relief
•   A revitalized federal employment service
•   Universal health insurance

Within 12 years, Perkins had accomplished eight of her nine policy goals. But her work began many years before her time in Washington, D.C.

Perkins attended Mount Holyoke College. After visiting the mills along the Connecticut River to observe the working conditions for a class she took her senior year, Perkins, horrified at what she witnessed, later said, “There were absolutely no effective laws that regulated the number of hours they were permitted to work. There were no provisions which guarded their health nor adequately looked after their compensation in case of injury. Those things seemed very wrong.” This experience played a formative role in Perkins’s career as she worked to reform these conditions.

Further inspiration came when Florence Kelly, then executive secretary to the National Consumers League, came to speak at the local chapter. Of Kelley’s speech, Perkins was quoted as saying it “first opened my mind to the necessity for and the possibility of the work which became my vocation.”

A Path of Reform

Perkins graduated from Mount Holyoke, and what followed was a long and storied career. From a modest beginning as a teacher in Lake Forest, Illinois, Perkins began her social work as a volunteer, earned a Master’s degree from Columbia University, and, after witnessing the tragic Triangle Shirtwaist Co. Factory fire, began working with the newly created Factory Investigating Commission, empowered to investigate and make legislative recommendations, whose work ultimately resulted in the nation’s most comprehensive set of laws governing workplace health and safety.

It was former New York Governor Al Smith who first appointed Perkins to public office, a seat on the New York State Industrial Commission. She was the first woman appointed to an administrative position in New York state government, and the highest paid woman to ever hold public office in the United States. Smith was succeeded as governor by Franklin D. Roosevelt who appointed Perkins as New York’s Industrial Commissioner. As she became the most prominent state labor official in New York, she worked with Roosevelt to find ways to stem the rising tide of unemployment within the U.S.

After Roosevelt’s election to the Presidency in 1932, Frances Perkins began her work on a national scale. Roosevelt endorsed all of her policy priorities, and for the next 12 years she worked to shape and enact the legislation that frames our current working environment.

A National Legacy

Along with the passage of the Social Security Act, a landmark law establishing old age pensions, unemployment insurance, survivor benefits, Perkins was also instrumental in creating major New Deal jobs programs, the U.S. Employment Service which was revitalized by the Wagner-Peyser Act, the passage of the Fair Labor Standards Act, the Bureau of Labor Standards, the National Labor Relations Act. She coordinated the effort for U.S. membership to the International Labor Organization, and saved thousands of lives by limiting deportations to Nazi Germany.

Frances Perkins worked her entire life to improve the conditions of others. When a worker is guaranteed retirement income, protected at work from injury, or provided monetary compensation when laid off from their job, it is the legacy of Frances Perkins holding that worker.

GSI Labor Market Forecast: February 2022

Tue, 01 Mar 2022 14:01:00 GMT

The Bureau of Labor Statistics (BLS) will release its monthly Current Employment Statistics (CES) and Current Population Survey (CPS) report for February 2022 on Friday, March 4th. Geographic Solutions, Inc. has produced forecasts of the two most closely watched macroeconomic data series from the report: the monthly change in employment and the monthly unemployment rate.

January employment came in strong partly due to population revisions in the BLS calculations. As the effects of the Omicron variant ebbed in February, Geographic Solutions indicators are pointing towards the continuation of solid employment growth. However, it is important to keep in mind that employment has been extraordinarily volatile over the last 12 months and has responded differently to the high number of job openings both from Geographic Solutions and the BLS Job Openings and Labor Turnover Survey. As seen in the chart below, jobs are predicted to increase in February by 507,000. Geographic Solutions derives its employment forecast from internal data on the number of job searchers, job applications, job severances, and applications for unemployment benefits filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the U.S. Department of Labor (USDOL).

Portrayed in the chart below is the 3.9% unemployment rate that Geographic Solutions forecasts for February, a decline from the 4.0% rate in January. The unemployment rate forecast uses internal data on the number of job openings, job searchers, job applications, job severances, and the number of applications for unemployment benefits filed on Geographic Solutions state client sites. The forecast uses unemployment claims data from the USDOL.

After the release of the report, Geographic Solutions will post a full analysis of the result

Cisco Cites Geographic Solutions As Defining Example Of Extraordinary Infrastructure-Scaling Event

Fri, 04 Feb 2022 14:25:00 GMT

In their recent blog post, Cisco asks companies, “If you needed to double the capacity of your data center in a matter of weeks, could you do it?” The short article covers the inevitability of need for scalability with haste, and provides the foundation for how companies can manage.

Geographic Solutions has served as an example for rapid scalability ever since the global pandemic caused massive unemployment across the USA. Our systems experienced a 5000% increase in traffic during the early days of the COVID-19 economic shutdown.

Read the steps Cisco suggests to prepare companies for what they call “an unexpected and urgent ‘scaling event’.”

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!