Washington, DC, December 31, 2021 (GLOBE NEWSWIRE) – As state and local governments, along with other public service organizations, emerge from two difficult years in 2022, they continue to gain valuable insight into how whose public employers can manage and support their current workforce while positioning themselves to attract new talent. Recent research from the MissionSquare Research Institute (formerly the Center for State and Local Government Excellence) highlights strategies and actions governments can take to be employers of choice.

Based on its research, the Institute suggests six workforce trends to watch in 2022:

  1. Show the importance of public sector roles – Throughout the pandemic, the public has learned a great deal about the crucial roles that public health, education and other key state and local government agents fulfill every day. The pandemic’s toll on essential workers, especially teachers, has been considerable. At the same time, there has been a renewed pride in the public service and increased recognition of the essential work accomplished by these employees. Public sector employers in 2022 can use this pride and appreciation to attract new employees, including those who would never have considered a career in government.
  2. Burnout Tracking – Employers will need to support staff with Employee Assistance Programs (EAPs), wellness programs, flexibility in working arrangements, training and development opportunities, surveys impulse or maintenance talks on morale and job satisfaction, and strategies to alleviate stress. Otherwise, senior officials could join the ranks of the Great Resignation at a time when 31% of officials say the pandemic has prompted them to consider changing jobs.
  3. Support sustainable pension benefits – Given the efforts of many governments to make the required annual contributions to their pension plans, along with healthy investment returns, public pension plans are broadly stable and well positioned. approaching the new year. In addition, defined contribution plans continue to play an important role in supporting retirement security in the public sector, both as primary and complementary savings.
  4. Think beyond traditional benefits – While pension and health benefits will continue to be a central part of public sector benefit offerings, innovative public employers will also explore in 2022 how to help their employees build up savings. emergency and embrace other non-traditional benefits such as student loan repayment and holistic health and financial wellness programs.
  5. Prioritize Diversity, Equity and Inclusion (DCI) Goals – In addition to helping public employers better reflect the communities they serve, maintaining a diverse workforce and engagement people hired as valuable contributors to the team can help with retention and morale and foster creativity, productivity, and improved organizational performance. As with many aspects of management, the collection and analysis of DCI data will be critical to recruiting, staff development, succession planning, and adjusting to ongoing waves of retirements and changes. emerging impacts of automation.
  6. Focus on the drivers of the big resignation – Employees are reassessing their career goals and when, how and where they want to work. While this is certainly of concern for the public sector (which was already facing recruitment and retention challenges), it is also an opportunity to focus on what gives public sector employers a competitive advantage and on how they can respond to the issues that have come to the fore during the pandemic. (eg flexibility, remote working, childcare, paid family leave and mental health).

The MissionSquare Research Institute expresses its gratitude to the efficient and capable professionals who make up the public service workforce. Their dedication to the public throughout the pandemic and during the recovery is deeply appreciated and appreciated. The Institute wishes a happy, healthy and safe New Year to state and local workers and their families.

MissionSquare Research Institute (formerly the Center for State and Local Government Excellence of ICMA-RC) promotes excellence in state and local governments and other public service organizations to attract and retain talented employees. The organization identifies best practices and conducts research on pensions, health and wellness benefits, workforce demographics and skills needs, workforce development work and topics facing the nonprofit industry and the education sector. The MissionSquare research institute brings together respected leaders and researchers. More information and access to research and publications are available here.


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