Behind every employment goal is a person with their own talents, priorities, and vision for the future. Vocational rehabilitation counselors help individuals with disabilities turn that vision into a plan, connecting them with services that support their career journey.   

Each October, National Disability Employment Awareness Month (NDEAM) celebrates the contributions of workers with disabilities. The 2026 theme, “Celebrating Value and Talent,” encourages us to recognize those contributions and consider how we can support access to meaningful employment throughout the year. 

Vocational rehabilitation plays an important role in that effort. According to the U.S. Bureau of Labor Statistics, the unemployment rate for people with disabilities was 8.3% in 2025, compared with 4.1% for people without disabilities showcasing the importance of services that help individuals pursue their employment goals.

Through individualized services and guidance, vocational rehabilitation programs help people with disabilities pursue their employment goals. Behind the work are counselors who coordinate resources, develop plans with participants, and support progress through each stage of their career journey. 

At Geographic Solutions, we recognize the importance of this work and the counselors who help individuals turn career aspirations into meaningful opportunities. 

Supporting the Mission of Vocational Rehabilitation

No two career journeys are exactly alike. One individual may need training to enter a new field, another may benefit from assistive technology, while a third may need support returning to a job. Vocational rehabilitation begins with understanding those differences and identifying services that reflect the individual’s goals. 

Supporting that process requires coordination among individuals, counselors, service providers, and employers. In North Carolina and Kentucky, Geographic Solutions develops the technology that supports this work. 

North Carolina's Encore System, used by the Department of Health and Human Services, supports case management for vocational rehabilitation and independent living programs. In Kentucky, Geographic Solutions’ technology supports the Office of Vocational Rehabilitation and its mission to advance independence and economic security through competitive, integrated employment. 

Together, these examples connect two important parts of vocational rehabilitation: personalized guidance, and the organization of services that support it. Counseling, training, transportation assistance, and job coaching can each play a role, depending on the person’s circumstances. 

The Rehabilitation Services Administration provides additional information on how federal support helps state agencies advance employment and independence for people with disabilities. 

Turning Career Goals into an Individualized Plan 

Personalized support requires a clear understanding of both the desired outcome and the steps needed to reach it. 

 An Individualized Plan for Employment (IPE) helps establish that direction. The plan identifies an individual’s chosen employment goal, the services needed to pursue it, and how those services will be provided. It considers a person’s strengths, interests, preferences, and barriers to employment. 

The federal guidance on developing an IPE emphasizes informed choice, giving individuals an active role in selecting their employment goal, services, and service providers. Working with their counselor, participants can explore options and make decisions that reflect what they want to achieve. 

For example, a person interested in a career in office administration might identify occupational training, assistive technology, and job search support as steps toward that goal. Someone seeking to remain in their current position may need support focused on changes to workplace tasks or equipment. 

The individualized approach helps connect each service to a clear purpose. It gives the participant and counselor a shared understanding of what they are working toward and how the planned support contributed to that outcome. 

The IPE also provides a reference point for reviewing progress and discussing changes. As an individual gains experience or their circumstances evolve, those conversations help keep the plan aligned with their career goals. Ultimately, the plan connects day-to-day activities with the individual’s vision for employment and independence. 

Recognizing the Work Behind Each Career Journey 

Vocational rehabilitation begins with a conversation about what an individual wants to achieve. Counselors listen to their interests, explore possibilities, and help identify the support needed to pursue employment. Building that relationship helps ensure that services reflect the person’s priorities and circumstances. Kentucky’s consumer feedback illustrates the importance of that relationship. As summarized in the Office of Vocational Rehabilitation’s 2025 annual report, 92% of respondents to its 2024 consumer satisfaction survey agreed that their counselor understood their disability.

North Carolina’s vocational rehabilitation program offers an example through the story of counselor Daylan Acevedo and participant Cevion Marsh. Acevedo helped Marsh explore his interests, which led him to pursue horticulture training at Alamance Community College. Partnerships with the college and Elon University helped connect that interest with a full-time groundskeeping position. 

The NCDHHS story shows how personalized guidance and community partnerships can connect career exploration, training, and employment. 

Behind that process are referrals, conversations, progress reviews, and next steps. Keeping those details organized helps continuity as individuals move through their employment plans. 

Creating Opportunities Before Graduation

For students with disabilities, career planning can begin while they are still in school. Exploring interests, learning about occupations, and gaining workplace experience can help students make informed decisions about education and employment. Vocational rehabilitation transition services can support the process through collaboration among students, counselors, schools, and community resources. 

The Kentucky Office of Vocational Rehabilitation’s transition services information outlines career assessments, guidance, and individualized planning that help eligible students identify and pursue career goals. After graduation, services may focus on skill development, job placement, and follow-up depending on the student’s needs. 

These experiences give young people opportunities to consider what they enjoy, where their strengths lie, and what support might help them succeed. They also create a foundation for continued collaboration as students move from school into further education, training, or employment. 

Supporting Success on the Job

Accepting a job is an important milestone, and support may continue as an individual settles into the workplace. Job coaching can help an employee learn job duties, understand workplace routines, and develop strategies for carrying out responsibilities. It may also involve working with supervisors and coworkers to support the employee's integration into the workplace. 

For some individuals, assistive technology or changes to the work environment may also help them perform their responsibilities. The appropriate approach depends on the person, the job, and the situation. 
The Job Accommodation Network (JAN) offers free, confidential guidance on workplace accommodations and disability employment issues. Its resources serve employers, individuals with disabilities, and service providers seeking practical solutions. 

Follow-up creates opportunities to discuss how the job is progressing and whether additional support is needed. As duties or circumstances change, continued communication can help those involved identify the next steps. 

Helping Employers Recognize and Support Talent

Employers are an essential part of the employment journey. Kentucky Career Center Vocational Rehabilitation System highlights ways vocational rehabilitation can support employers, including applicant screening, job training, accessibility assistance, and follow-up services. These activities help businesses consider how to recruit and support employees with disabilities. 

Workplace support does not always require significant financial investment. In the Job Accommodation Network’s employer survey, 61% of respondents who provided accommodation cost information reported no cost. Among those reporting a one-time expense, the median cost was $300.

Employers can also explore the Employer Assistance and Resource Network on Disability (EARN), which provides resources for recruiting, hiring, retaining, and advancing people with disabilities. NDEAM is a good opportunity to begin these conversations and continuing them throughout the year helps keep attention on the full employment experience, from the application process to professional development and advancement. 

Equipping Counselors with Effective Case Management Tools

Geographic Solutions’ Vocational Rehabilitation case management module supports staff in managing the information and activities involved in individualized service delivery. Program registration and eligibility tools support the early stages of the process. IPE functionality captures goals, expectations, next steps, and planned services, while the case notes document interactions and progress. Staff can also access information about approved providers and services. 

Correspondence tools and an integrated appointment scheduler help staff manage communications and meetings. Post-employment functionality supports the documentation of employment information and allows cases to be reopened when additional services are needed. Performance reporting tools support program accountability. 

These capabilities give counselors tools for organizing the details behind each participant’s plan. Keeping goals, services, communications, and progress connected supports the professionals responsible for guiding the process. 

Carrying the Commitment Beyond October 

Celebrating value and talent means recognizing what people with disabilities contribute to workplaces and communities. It also means supporting opportunities for individuals to pursue their own career goals. 

Vocational rehabilitation counselors, service providers, educators, and employers all contribute to that work. Their collaboration helps connect career aspirations with practical support, from initial planning through employment and follow-up. 

NDEAM is a month to recognize those efforts and consider how to strengthen them. Geographic Solutions supports this work by providing case management tools that help vocational rehabilitation professionals coordinate services and guide individuals toward their employment goals. 

To continue the conversation, explore Geographic Solutions’ Empowering Abilities: Innovations in Vocational Rehabilitation and Accessibility webinar, featuring perspectives on technology, employment, training, and upskilling. 

Learn how Geographic Solutions supports vocational rehabilitation programs and the professionals behind them.

Every September, Workforce Development Month provides an opportunity to recognize the professionals, programs, partnerships, and technologies helping people build meaningful careers and businesses find the talent they need.

Created by the National Association of Workforce Development Professionals (NAWDP) in 2005, Workforce Development Month was established to raise awareness about the importance of the workforce development industry to the national economy. Originally observed in May, the designation moved to September in 2012. Today, the month serves as an opportunity to celebrate workforce professionals while highlighting the role their work plays in strengthening individuals, businesses, and communities.

That role has become increasingly important as the workforce development system responds to changing labor markets, evolving technologies, new expectations from job seeker and employers, and continued pressure on public agencies to deliver more services with limited resources.

Few people have witnessed that evolution as closely as Paul Toomey, President and Founder of Geographic Solutions. Since founding the company in 1992, Toomey has watched technology reshape the way workforce services are delivered. His tenure in workforce development has spanned the emergence of the internet and online workforce systems to remote service delivery, integrated platforms, and most recently, artificial intelligence.

During a recording of an upcoming episode of Geographic Solutions’ VOScast Podcast, Toomey reflected on those changes and what they could mean for the future of workforce development.

Doing More With Less

When asked about the greatest challenge facing public workforce development today, Toomey pointed to one familiar to agencies across the country: resources.

“The biggest challenge facing the public sector workforce development industry today is lack of resources,” Toomey said, describing an environment in which agencies are increasingly being asked to do more with less.

That challenge places greater importance on finding ways to make existing resources, particularly staff time, go further.

Technology is increasingly part of that equation. Online service delivery can expand access without requiring every interaction to take place inside a physical workforce center. Automation can reduce repetitive administrative work. And, artificial intelligence can help workforce professionals complete time-consuming tasks more efficiently, leaving additional time for the human interactions that often matter most. 

Toomey highlighted AI applications, such as VOS Sapphire AI, that can summarize extensive case notes and help staff develop Individualized Employment Plans. Rather than requiring a case manager to manually review dozens of notes or begin an employment plan from scratch, AI can create a starting point for the professional to review, refine, and apply to the participant’s circumstances. 

Expanding When and Where Workforce Development Happens

Technology is also changing where workforce services can reach people. 

One example Toomey highlighted is the use of workforce technology within correctional institutions. Traditionally, employment services for justice-impacted individuals starts after release. Through new approaches, those services now start before release.

“People within the correctional institution can look at their careers, their skills, jobs that are out there that might match those skills, and create a résumé, all within the confines of the correctional facility,” said Toomey.

It represents a broader shift in workforce development: meeting people where they are instead of waiting for them to find the system. 

Building a More Connected Workforce System

Looking several years ahead, Toomey expects the continued expansion of digital services to be accompanied by another significant trend: greater integration.

Public workforce systems encompass numerous programs, each with its own requirements, services, and terminology. But the person seeking assistance may not know the difference between WIOA (Workforce Innovation and Opportunity Act), SNAP (Supplemental Nutrition Assistance Program), TANF (Temporary Assistance for Needy Families), unemployment insurance, and other programs.

Toomey sees the industry as moving toward a stronger “no wrong door” model in which technology helps guide individuals toward appropriate programs and services through a more unified experience.

“The system will guide you through that process,” Toomey said, envisioning a more seamless experience where individuals can access multiple programs without navigating separate, fragmented systems. 

Making Workforce Services Easier to Find

The industry faces challenges that extend beyond technology to the issue of awareness.

Toomey noted that many people simply don’t realize the breadth of services available through the public workforce systems. Businesses, especially, can turn to workforce agencies for help identifying qualified candidates and connecting with talent, often at no cost to the employer.

“A lot of employers don’t realize the resources that are available to them, essentially free of charge, to help them find correct and appropriate talent,” said Toomey.
Services like these available to business owners makes Workforce Development Month not only valuable to the professionals in the field, but also to the entrepreneurs, the startup founders, and the small businesses trying to make it through their fiscal year.

The People Behind the Technology

Software and hardware alone doesn’t create workforce outcomes.

Behind every platform, program, career plan, training, referral, employer connection, and successful placement are workforce professionals applying their experience and judgement to help people move forward. 

That’s why Toomey’s message to workforce professionals during Workforce Development Month is a simple one:

“Keep up the great work that you’re doing. It’s so important, and we really appreciate everything you do to help individuals and employers every day.”

As new technologies and challenges reshape the labor market, workforce professionals will continue serving as the connection between people searching for opportunity, employers searching for talent, and communities working toward stronger economies.

The tools may change, but the mission remains at the heart of workforce development.

A Look at National vs. International Approaches

Reentry employment is one of the challenges facing workforce development today, and one of the most important. Across the globe, millions of individuals leave correctional systems each year with the same goal: to rebuild their lives. While the goal of helping justice-impacted individuals successfully reintegrate into society is worldwide, available pathways and support systems vary by geography, policy, and access to resources.

There is no single blueprint for reducing recidivism. Instead, success depends on flexible, holistic approaches that reflect local needs while leveraging shared global insights. This is why the truth in workforce development today is that reentry isn’t one-size-fits-all. While the approaches differ, the challenges and opportunities remain the same.

The Scope of the Challenge

Recidivism remains a persistent issue across regions. In North Carolina, for example, a report from the Sentencing and Policy Advisory Commission found that 44% of individuals released from state prisons were re-arrested within two years. Even in states making progress, challenges remain. California’s recidivism rate, for instance, still sits around 39% within three years, though it has declined with expanding rehabilitation programs.

In the United States, national studies indicate that a substantial percentage of individuals are rearrested within three years of release. The Bureau of Justice Statistics (BJS) reported that 66% of released state prisoners were rearrested within three years, and 82% were arrested at least once within the next 10 years post-release. Internationally, similar patterns emerge. In Australia, reconviction rates exceed 50%, while nearly one-third of individuals in the UK return to prison.

The Research is Clear: Employment Changes Outcomes

The difference that employment makes is the factor that stands out across numerous studies. When individuals have access to stable, meaningful work after release, they are much less likely to reoffend. Employment provides financial stability, structure, and routine, and helps individuals rebuild a sense of identity and purpose.

Research shows that employment-focused programs can reduce post-release crime by nearly 8% within 3 years. Work release participants also see good results, with 15.5% lower rearrest rates and 36.9% lower reincarceration rates. In addition, studies have found that education and workforce programs can reduce recidivism by as much as 29%. These findings highlight that helping individuals find work is one of the most effective ways to support successful reentry. However, employment is not just about having a job. It’s about having access to the right opportunities at the right time. Without that access, many individuals still face barriers that prevent them from fully reentering the workforce.

Barriers to Employment: Why Opportunity Isn’t Always Accessible

While employment is one of the most powerful drivers of successful reentry, it is not simply about having a job. It’s about having access to the right opportunities. For many justice-impacted individuals, that access remains limited, even when the motivation to work is strong.

As highlighted in Geographic Solutions’ Second Chance Month: Challenges, Misconceptions, and Benefits of Reentry, individuals returning to society often face a combination of barriers that make securing employment difficult. Housing instability and a lack of reliable transportation can make it challenging to maintain consistency, while gaps in digital skills can create obstacles in navigating today’s online job search. Many individuals must also overcome employment gaps and the stigma associated with a criminal record, both of which can impact hiring decisions.

These challenges show that employment is not just about availability. Instead, it’s about accessibility. Without the right support systems in place, even highly motivated individuals may struggle to reenter the workforce, showcasing the need for more inclusive, supportive reentry strategies.

A Global Comparison of Reentry Approaches

While the challenges of reentry are shared worldwide, the solutions vary widely depending on policy, partnerships, and available resources. What remains consistent is the growing recognition that successful reintegration requires a coordinated, holistic effort. As moderator Miguel Peromingo, Researcher and Speaker on the Future of Public Employment Services, stated during Geographic Solutions’ webinar, Holistic, Inclusive, and Digital Approaches to Reduce Recidivism and Reoffending:

“It’s about creating an ecosystem, talking to employers, facilities, and all those that can help make the integration happen.”

There’s also growing agreement that reentry isn’t just a social issue; it’s an economic one. Jeff Korzenik emphasized this point, explaining that

“Reducing recidivism is not just a public safety issue; it’s also very much an economic issue.”

When large groups of people struggle to reenter the workforce, it affects the overall labor supply and economic growth.

United States: Building Integrated Reentry Ecosystems

In the United States, reentry efforts are increasingly focused on collaboration. States are bringing together correction agencies, workforce organizations, and employers to better support individuals as they transition back into society. North Carolina’s Reentry Initiative is one example, connecting individuals with career centers and support services to help them find work.

There’s also a strong focus on preparing individuals before they are released. This emphasis on early preparation is critical because the transition back into society can be extremely challenging. As Suzie Changus, Chief Assistant General Manager, California Correctional Training Rehabilitation Authority (CALCTRA), explained:

“That 30, 60, 90-day period post-release is wildly disorienting, a true point of instability.”

Research from the U.S. Department of Justice supports this, showing that the first few months after release are critical for long-term success. Reentry efforts are often paired with a focus on pre-release job readiness, skills development, and employer engagement, ensuring individuals are better prepared before they return to their communities.

Europe: Rehabilitation and Reintegration First

In many European countries, reentry is embedded directly into the incarceration experience. Systems in countries such as Norway and the Netherlands emphasize education, vocational training, and gradual reintegration, treating incarceration as a period of preparation rather than isolation.

This approach reflects a goal that prioritizes rehabilitation over punishment. Countries that adopt these models tend to have significantly lower recidivism rates; for example, Norway’s recidivism rate is often cited at around 20%, compared to much higher rates in other regions.

Bruce Roch, Global Head of Inclusion and Diversity at Adecco France, highlighted this mindset during the webinar, noting that this approach is rooted in opportunity and inclusion.

“People have a right to work once they are done with their condemnations.”

The United Kingdom has also expanded efforts to involve employers earlier in the process. Initiatives such as Employment Advisory Boards bring businesses directly into correctional settings, ensuring that training aligns with real labor market needs. This employer-led approach helps create clearer pathways from incarceration to employment, reducing the disconnect between training and opportunity.

Australia: Throughcare and Continuity

Australia’s approach to reentry emphasizes continuity of care, often referred to as a “throughcare” model. This means individuals receive support before release and continue to receive it after returning to the community. As described in Australia’s Prison to Work report, effective throughcare “starts in custody well before walking out of the prison gate” and continues with hands-on support during the transition back into the community. This includes case management before release, individualized plans, and continued guidance after release to help individuals navigate employment, housing, and other needs.

Throughcare models have also shown the importance of culturally responsive approaches, particularly for Aboriginal and Torres Strait Islander communities. Community-led, culturally informed programs achieve more engagement and better outcomes. At the same time, challenges remain. Access to stable housing, especially in remote areas, and limited-service availability can make it difficult to deliver support. Yet the throughcare model continues to grow because it addresses that long-term success depends on continued support, not just preparation at the point of release.

Programs such as Work Ready and Release Ready (WRRR) reflect this approach by combining pre-release preparation with post-release mentorship and community-based services. By maintaining engagement over time, these programs help individuals build stability, overcome setbacks, and move toward long-term success.

Canada: Structured Reintegration and Community Support

Canada’s approach to reentry balances support and structure. The Correctional Service of Canada (CSC) places a heavy focus on gradual reintegration, often using parole and supervised release to help individuals transition back into society step by step. A key part of this model is individualized planning. Many individuals work with case managers to create reentry plans that include job goals, training, and support services. This helps ensure they are better prepared for life after release.

Canada also relies heavily on community partnerships. Nonprofits, local organizations, and employers play an important role in helping individuals find work and rebuild stability. In addition, there is a strong focus on culturally responsive programs, especially for Indigenous populations, to better address specific needs. Overall, Canada’s model shows that combining structure with support can create a smoother, more stable reentry process.

Technology: Bridging the Gap Between Systems

While policies and programs vary across regions, technology is transforming reentry everywhere. Workforce platforms are changing what’s possible by giving individuals access to tools and resources before they are released. Solutions like Geographic Solutions’ VOS REO allow individuals to create résumés, search for jobs, explore career pathways, and connect with employers while still incarcerated.

In the past, job searching often didn’t begin until after release, when individuals were already facing instability and time-sensitive challenges. Now, individuals can start to prepare earlier, build skills, find opportunities, and even secure interviews before they leave prison. This is where technology plays a critical role. Through partnerships with Geographic Solutions, programs like California’s are using tools that allow individuals to begin preparing for employment while still incarcerated. As Suzie Changus shared, these platforms:

This early engagement is even more effective when it continues after release. Tools like VOS REO can connect directly with state workforce systems, allowing individuals to transition seamlessly into public workforce services such as American Job Centers. This means they can continue updating résumés, applying for jobs, accessing training programs, and receiving support from workforce staff without starting over.

By reducing the gap between incarceration and employment, this proactive approach helps create a more stable transition and improves the likelihood of long-term success.

This early engagement is even more effective when it continues after release. Tools like VOS REO can connect directly with state workforce systems, allowing individuals to transition seamlessly into public workforce services such as American Job Centers. This means they can continue updating résumés, applying for jobs, accessing training programs, and receiving support from workforce staff without starting over.

By reducing the gap between incarceration and employment, this proactive approach helps create a more stable transition and improves the likelihood of long-term success.

Why One-Size-Fits-All Doesn’t Work

Because reentry looks different in every region, a single approach won’t work everywhere. Programs need to consider local job markets, policies, available resources, and even how communities view the justice system.

What works in one place might not work in another, not because it’s a bad idea, but because the situation is different. Each region has its own challenges and opportunities.

That’s why flexibility matters. The most effective reentry programs are able to adapt to local needs while still focusing on what works.

What Successful Reentry Systems Have in Common

Despite these differences, the most effective approaches share key principles:

1. Start Early - Engage individuals before release, not after.

2. Think Holistically - Address employment, housing, health, and stability.

3. Leverage Technology - Provide accessible tools for job readiness.

4. Engage Employers - Align training with real workforce demand.

5. Build Partnerships - Connect public, private, and nonprofit stakeholders

6. Focus on Outcomes - Measure success beyond recidivism, such as employment, stability, and quality of life.

The Path Forward

The most effective reentry strategies go beyond simply reducing recidivism. They create real opportunities. They build systems that recognize potential, remove barriers, and help individuals move forward. There may not be a single solution that works everywhere, but by combining ideas from different regions, local innovation, and technology, we can build stronger, more effective reentry systems.

Reentry isn’t one-size-fits-all, and that’s what makes it work. Different approaches reflect different needs, and that flexibility creates better outcomes. When individuals succeed after incarceration, the impact extends beyond a single person. It helps families, supports employers, and leads to stronger, safer communities.

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!

Every February, we take time as a team to recognize and honor the contributions and sacrifices of African Americans who have helped shape our nation. Black History Month gives us an opportunity to celebrate a rich cultural heritage, reflect on both achievements and challenges, and learn from the stories that continue to influence who we are as a society.

Black History Month is often associated with well-known figures like Martin Luther King Jr., Rosa Parks, Malcolm X, and Harriet Tubman. But, more importantly, it’s about broadening our understanding by recognizing many others, including scientists, entrepreneurs, artists, academics, inventors, policy leaders, soldiers, and everyday people, whose contributions helped make our country what it is today.

Happy 100th Anniversary! Black History Month 2026 marks an important milestone — the 100th anniversary of the first Black History Week. This year’s theme, “A Century of Black History Commemorations,” honors 100 years of recognizing Black life, resilience, and contributions to American society. 

Early Beginnings: What began as a single week of recognition in 1926 has grown into a month-long observance of Black history each February. Led by historian and educator Dr. Carter G. Woodson, the son of formerly enslaved parents, the movement was rooted in a powerful belief: that knowing and honoring one’s history is essential to recognizing one’s humanity. 

Known as the "Father of Black History," Dr. Woodson intentionally chose the month of February because it commemorates the birthdays of two men who greatly affected the Black community: Abraham Lincoln (Feb. 12) and Frederick Douglass (Feb. 14).

Dr. Woodson’s goal was simple, but impactful: he wanted to ensure Black history was taught and shared in classrooms, public libraries, churches, and communities across the country. Over the next four decades, educators embraced the effort, churches helped amplify it, and civic groups built meaningful programming around it.

As the Civil Rights Movement gained momentum in the 1960s, this work continued to grow. In 1976, the United States formally expanded the week-long observance into Black History Month, carrying forward the core of Dr. Woodson’s vision.

Engaging During Black History Month: This month offers opportunity to learn, reflect, and take meaningful action. Consider exploring Black history through books by Black authors, local museums, and community resources. Support Black-owned businesses to help advance economic equity and learn about Black leaders whose contributions continue to shape society.

You can also engage by watching films and documentaries by Black filmmakers or participating in educational events such as discussions, guest speakers, or community service projects. While February offers a focused time for recognition, continued learning and engagement beyond this month creates lasting impact.

 

Every year, hundreds of thousands of dedicated service members transition from military service to civilian life, bringing with them unparalleled discipline, leadership, and technical skills. However, the process of translating those achievements into a successful civilian career is often complex. Veterans frequently face challenges like deciphering their military experience for civilian resumes and navigating a new professional culture. This Veterans Day, we explore how government programs can address veterans' needs, such as skill transfer, job search assistance, and access to training programs, ensuring a smooth transition to civilian life.

This Q&A from a recent webinar hosted by Geographic Solutions focuses on the North Carolina Works Veteran Portal, which assists veterans transitioning to civilian jobs. Chris Silvers and Amy Pritchett from the North Carolina Department of Commerce discussed the portal's development, challenges, and features such as the military occupational code (MOC) job search, Veterans Crisis Line, and HIREvets Medallion program. They highlighted the portal's accessibility to veterans and their spouses, along with the importance of personalized resources and collaborative efforts. 

SPEAKERS

Q: Among the key challenges in designing and launching the NC Works veterans portal, what are some of the main issues you’re encountering while working with veterans in North Carolina?

Chris Silvers:

One of our challenges was developing the overall concept. Initially, we started with a mobile app designed exclusively for veterans to provide support. This app was our initial approach before we transitioned to what is now known as our veterans portal. Creating and refining this concept was a key part of our process. 

The other challenge was the content. We aimed to deliver all essential information to veterans without overwhelming them. Given the vast amount of information available today, we wanted to share it all, but in a manageable way. It took nearly 10 months from initial mock-up to go into production, giving us ample time to address many challenges. However, some issues persist, such as keeping resource links current. We provide numerous resources to veterans, but sometimes these links become inactive, their certificates expire, or the websites themselves go offline. We typically review them quarterly, but whenever our staff identifies issues, we aim to get them fixed as soon as possible. 

Another challenge we sometimes mention, especially for anyone planning to do this in the future, is that we often have trouble agreeing on logos or colors. That was one of the hurdles we encountered, but we finally resolved those issues, and I think it looks good now. Those were our biggest challenges.

Q: We know that the NC Works general site is for all job seekers, but the veteran site is tailored to their specific needs. So how does the portal specifically address those unique needs compared to the general NC Works site?

Amy Pritchett:  

Yes, as you mentioned, our NCWorks site covers all the needs of individuals and employers for workforce activities, including job connections, training, and Labor Market Information (LMI) data access. With the NC Works veterans portal, we've adapted this concept specifically for veterans and employers hiring veterans. Essentially, the veterans portal builds on our NCWorks platform, providing the same features but tailored to veterans' needs. When veterans visit the portal, they should feel it's designed for them. We've added a Military Occupational Code (MOC) search feature to the homepage for job searches. This MOC job search is also accessible under the Employment tab of the Veterans Portal. 

To better serve veterans, we've also added the Veterans Crisis Line to the footer of every page on the portal. We believe it's important to provide a quick link or contact number for them, which is accessible on all pages. Additionally, veterans can view the portal without logging in, which includes access to all our resources and links. Overall, while it offers the same functionalities as NCWorks, we tailored it more specifically to meet veterans' needs and provide relevant resources.

Q: We understand the Florida Veterans Portal may have inspired the North Carolina version. Could you specify which features you adopted from Florida and outline the innovations North Carolina added to improve that model?

Chris Silvers:

Our initial inspiration came in 2017 when our Employment Services Director saw the Florida site and recognized its potential. We adopted the Geographic Solutions general portal structure and many of the default resources, such as employment links for job seekers and employers. Where we really focused our innovation was in creating specialized tools and localized content to better serve our specific veteran population. 

One of our most significant additions is the feature sometimes called the MOC crosswalk, which Amy previously mentioned. This tool allows veterans to input their MOC and automatically translate those military skills into corresponding civilian job skills; this is essential during the transition phase. recognizing that many service members may be new to the civilian job market, we created direct, highly visible links to local and regional job fairs specific to where they are transitioning, alongside ensuring easy access to links for utilizing the GI Bill and other education/training programs.

In September 2021, we added a feature that integrates direct links and search capabilities for employers participating in the Department of Labor’s HIREVets Medallion Program, helping veterans specifically target demonstrably vet-friendly employers. Finally, to make the portal feel truly ours, we replaced the generic stock photos with high-quality, personalized images taken directly from the various military bases across North Carolina, creating a much more relatable and welcoming aesthetic compared to other representative portals.

Q: What do you think are some challenges veterans encounter when transitioning from military service to civilian employment? Additionally, how does the NC Works veterans portal assist in addressing these challenges?

Amy Pritchett:

Veterans encounter many challenges when transitioning from military to civilian employment. These include translating military skills into civilian language, navigating unfamiliar job markets, figuring out hiring processes, and understanding the differences between corporate culture and military culture. They may also have difficulty or face challenges in identifying career pathways that match their military experience, accessing training or certification programs, or building professional networks outside of their military community.

The NC Works veterans portal is designed to help address these challenges by providing a centralized platform specifically for veterans and their families. It offers tools like the MOC search to help transfer military skills to civilian roles, along with career counseling, job search support, resume translation, training resources, and connections to employers who value military experience. Additionally, it links veterans to supportive services such as education, employment workshops, and partner agencies, ensuring they receive the guidance and resources needed for a successful transition to meaningful civilian careers. 

Q: What kind of incentives or benefits do employers receive, besides the exceptional employees they gain from participating in the medallions program?

Chris Silvers:

The program has been very successful, and our veterans portal specifically targets employers that qualify for the HIREVets Medallion program and their job listings. This program is the Department of Labor's only federal award recognizing a company's commitment to hiring, retaining, and supporting veterans in professional development. What's interesting is that employers participate primarily for visibility, as there are no direct monetary incentives offered. Their main benefit, besides gaining great employees, is the prominent recognition on our site. 

The medallion structure itself is tiered based on employer size—small, medium, and large—with varying eligibility criteria for each. Employers can strive for either Platinum or Gold status, each requiring them to meet specific benchmarks regarding the number of veterans hired, retention rates, and the frequency and depth of professional development offered. In our system, we visually represent this by displaying the actual medallions directly next to the employer names and their job listings. This instantly signals to veterans, and frankly to any job seeker, that these employers are highly regarded and committed to a veteran-friendly workplace.

Final Thoughts:

We want to thank Amy and Chris again for taking the time to join us today, and a special thank you to all of our veterans. We truly appreciate your service and are excited to showcase your contributions. We're also proud to highlight our partner’s NC Works veteran portal, which offers vital resources to help individuals transition seamlessly to civilian life. 

Follow the link here to listen to the full webinar 

 

National Career Development Month is an annual observance that emphasizes the importance of career development and planning. National Career Development Month has been observed every November since 1967, when the National Career Development Association first began promoting it. The National Career Development Association (NCDA) is a leader in advancing career development initiatives across the U.S. The NCDA has stated that one of their primary focuses is building early career awareness in young students, starting as early as elementary school. 

For professionals, this is a moment to reflect on training and advancement within their careers, but for students, this is a critical time for them to start mapping their future based on the real world and the current labor market. 

This year, to celebrate National Career Development Month, we’re spotlighting an innovative initiative from the Kansas Department of Labor (KDOL). They are successfully tackling a long-standing challenge in workforce development, which is making complex Labor Market Information (LMI) engaging and accessible for young individuals. 

The Challenge: Turning Spreadsheets into Career Intelligence

National Career Development Month is all about taking proactive steps toward your goals. This involves self-reflection, research, and setting up a clear action plan. The T.O.T.O platform is designed to facilitate all three, transforming raw Labor Market Information (LMI) data into what KDOL calls "career intelligence" for learners of all ages. Labor Market Information includes data on wages, job demand, and required education. Understanding LMI data is the foundation of making smart career decisions.

 

However, as KDOL’s Deputy Director for LMI, Laura Crosswhite, noted during our recent Pathways to Employment webinar, “This data is often not presented in a way that resonates with its most crucial audience, which is students. Middle school kids and high school kids may not be able to utilize a lot of Excel spreadsheets or things like that to really make smart decisions about their future."

Kansas’s solution was a dedicated, creative platform called T.O.T.O., which stands for “Today’s Occupations and Tomorrow’s Opportunities.” The goal of T.O.T.O. was to create a Kansas-themed platform that makes career exploration interactive, creative, and accessible, transforming LMI data into career intelligence for learners of all ages, built on Geographic Solutions’ Virtual Career Center Portal. 

From Spark to System: The TOTO Story

The idea for a site called Todays Occupation and Tomorrows Opportunities (T.O.T.O.) with a Wizard of Oz theme was initially intended for Kansas’s Labor Market Information Platform. The LMI platform was called KLIC, or “click” instead. The team still wanted to use the name T.O.T.O. and decided to use it for a single page on the LMI site, which contained career exploration and planning materials. But it truly took off after Laura and the KDOL LMI team saw a similar system in New Mexico and realized the potential for a dedicated Virtual Career Center.   
For the Kansas LMI team, the platform’s creation was a proud, in-house effort. According to Laura, her team, including Gideon Hockenberger, Data Analyst, and Rosy Marquez, LMI Publications and Outreach Specialist, who joined Laura on the Pathways to Employment webinar was key in the creation and made the build of the system almost effortless, She described the alignment of skills as being "so cliche, it was just kind of magical, and everything just kind of fell into place." This internal capacity meant, as Gideon Hockenbarger put it, "The Kansas LMI shop finally had the resources available to actually do a project that they've been wanting to do for a long time."

Putting Data to Work: TOTO’s Key Features

The TOTO platform integrates all essential career resources and LMI data in a meaningful, simplified way, directly supporting the key aspects of Career Development Month. 

1.    Fostering Self-Awareness and Exploration
A core activity during Career Development Month is helping individuals, especially students, understand where their talents and interests align within the workforce. 
TOTO’s built-in assessments turn this step into an efficient process.

Assessment Linkage: T.O.T.O. offers interests and values assessments, which Laura called one of her favorite features, detailing "How it links all that information together for kids after they take those assessments, and it links them up with the careers that really match their interests". This powerful linkage is key to "simplifying that process of career exploration and cutting out some of that extra work."

Path Planning: The system integrates directly with state educational goals, supporting the requirement that “Every student in Kansas has to have what they call an individual plan of study before they can graduate, and that’s something that T.O.T.O. can help with," according to Laura. 

2. Realistic Financial Literacy: The Wizard of Jobs

Career planning requires an understanding of the financial realities of various professions. Rosie emphasized the tool's value, saying, “LMI data tells you what occupations pay, and that's important to know, so that way you can live the life that you want.” 

The TOTO platform’s Wizard of Jobs application is a powerful lifestyle budgeting tool that makes these realities tangible. Recounting the proud experience of testing with students, Laura explained the tool's impact. 
“The Wizard of Jobs tool has been a fun one to test with kids. It tells them how much you need to earn to afford the lifestyle that you've chosen. We ask them, ‘What do you think about that? Do you think it's high or low?’”
The tool prompts a necessary conversation about wages, cost of living, and expectations, a critical component of career development.

3. Addressing Skill Gaps and Future Outlook

National Career Development Month is also about setting actionable goals for education and training. T.O.T.O. uses LMI data to give users the facts about their job's outlook. Laura detailed how the system makes the links for users. 

Projections: Users can find out the “employment projections data, so they can understand whether their occupation might be growing or declining." This helps determine if they will "be able to get a job in this career field when I graduate from school."

Training and Education: Once a career is chosen, the platform shows them "Where in Kansas, specifically, they can get that education or training that they need."

Non-Traditional Paths: KDOL creates guides on the T.O.T.O. site, including one on “high demand, high wage jobs that require less than a bachelor’s degree” to help students who may not see a four-year degree as the right path. They also support students who are interested in hands-on learning, for example, the site can help by "linking up students with the Kansas registered apprenticeship program", supporting all forms of professional development and growth.

Success Through User Feedback

The ultimate measure of a Career Development resource is its adoption by the end-user. The T.O.T.O. team recognized that a digital tool must be continually shaped by its users. 

The team conducted extensive end-user testing with schools and students. As Rosie noted, this included visiting schools and observing reactions in real-time, because "it's interesting to see what kids pick up on and what they don't pick up on."

They worked hard to walk the line between being engaging and being "too kiddy". Gideon explained that they couldn't use "overly cartoon graphics" or “overly simplified language” to ensure they were not treating teenagers like children. 

The ultimate reward was positive feedback from the end-users. Laura recalled her "proud mom moments" when kids told them, "Oh, this is way better than Zella or way better than Naviance.” She summarized this celebration by saying, "I feel like I did it. I won"

Take Charge of Your Future This November 

National Career Development Month is a great time to launch or refine your own career plan. Whether you’re a parent, educator, job seeker, or professional, explore the resources available to you.

This November, use TOTO’s example as inspiration. The Kansas T.O.T.O. platform is an excellent example of what happens when state agencies and technology align to deliver career development resources, helping every student find their “Pathways to Employment.”
 

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.

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.

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

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

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

A Dashboard Built for You

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

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

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

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

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

No More Piled-Up Work Items After Vacation 

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

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

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

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

 

Screenshot of Staff Schedule

Build the Process Your Way 

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

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

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

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

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

 

Screenshot of Work Item Configuration Details

The Ultimate Toolkit for Your Tasks

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

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

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

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

 

Screenshot of Work Item Tools

Insight and Analytics

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

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

What About VOS?

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

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

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