Agency hiring – Morrissey Agency http://morrisseyagency.com/ Tue, 24 May 2022 16:07:01 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://morrisseyagency.com/wp-content/uploads/2021/11/icon-120x120.jpg Agency hiring – Morrissey Agency http://morrisseyagency.com/ 32 32 Nurses protest the privatization of the hiring process and threaten an indefinite strike | Bombay News https://morrisseyagency.com/nurses-protest-the-privatization-of-the-hiring-process-and-threaten-an-indefinite-strike-bombay-news/ Tue, 24 May 2022 14:13:19 +0000 https://morrisseyagency.com/nurses-protest-the-privatization-of-the-hiring-process-and-threaten-an-indefinite-strike-bombay-news/ Mumbai A government resolution (GR) allowing the hiring of nurses on a contract basis through a private agency caused a stir across the state. Nurses and nursing students in Maharashtra have started symbolic protests since Monday and have threatened to go on an indefinite strike from Saturday if the government does not abandon the new […]]]>

Mumbai A government resolution (GR) allowing the hiring of nurses on a contract basis through a private agency caused a stir across the state. Nurses and nursing students in Maharashtra have started symbolic protests since Monday and have threatened to go on an indefinite strike from Saturday if the government does not abandon the new order.

Nearly 4,500 nursing positions are currently vacant in hospitals under the Department of Education and Medical Research (DMER). The GR published on April 13 indicated that 1,769 of these vacancies could be filled by subcontracting the hiring to an external agency. Nurses and their associations are speaking out against the government for privatizing the hiring process.

“When vacancies are filled on a regular basis, candidates are hired more competitively. On the other hand, when a private agency hires, they get candidates ready to work at low wages and competence will always be secondary,” said Arun Kadam, executive chairman of the Maharashtra State Nurses Association. .

He further added, “The state’s decision to outsource hiring will also lead to the exploitation of nurses. It is a known fact that private agencies earn a lot of money but employees hired on a contract basis earn little. Such a government order also has long-term implications for future nurses,” he said.

Since Monday, the nurses have been boycotting work for an hour between 7:30 a.m. and 8:30 a.m. If the government does not comply with their request, they will boycott work all day Thursday and Friday. “From Saturday, we will go on an indefinite strike across the state,” said Manisha Shinde, president of the association.

Along with the scrapping of the GR, nurses also demanded “on-demand transfers” instead of regular, mandatory transfers. “Transfers deeply affect nurses as they have many domestic responsibilities like caring for children, parents, in-laws, etc. Therefore, nurses should only be transferred if they ask for it,” said Kadam.

The nursing associations had several meetings with the DMER authorities last week. “We met with many of their representatives and asked them to call off the strike,” said Dr Ajay Chandanwale, co-director of DMER. “Outsourcing hiring is a temporary solution to ensure that patient services are not affected. The regular permanent hiring process will begin soon,” he said.

However, Chandanwale did not comment on GR’s withdrawal.

The symbolic strike did not affect work in hospitals, however, patient services are likely to be affected if nurses go on the one-day strike.


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FDIC attorney sues federal agency over gender-based wage discrimination https://morrisseyagency.com/fdic-attorney-sues-federal-agency-over-gender-based-wage-discrimination/ Mon, 23 May 2022 21:10:00 +0000 https://morrisseyagency.com/fdic-attorney-sues-federal-agency-over-gender-based-wage-discrimination/ The Federal Deposit Insurance Corp (FDIC) logo is seen at the FDIC headquarters in Washington. REUTERS/Jason Reed/File Photo Join now for FREE unlimited access to Reuters.com Register Summary Law firms Related documents Megan Borovicka said she was paid less than men in similar positions She also said her superiors repeatedly made sexist remarks to her. […]]]>

The Federal Deposit Insurance Corp (FDIC) logo is seen at the FDIC headquarters in Washington. REUTERS/Jason Reed/File Photo

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  • Megan Borovicka said she was paid less than men in similar positions
  • She also said her superiors repeatedly made sexist remarks to her.

(Reuters) – A former Morgan, Lewis & Bockius lawyer who now works at the Federal Deposit Insurance Corp (FDIC) in San Francisco has sued the federal agency for pay discrimination, saying she was underpaid compared to her male counterparts.

Megan Borovicka filed a lawsuit in federal court in Washington, DC on Friday claiming she was offered a starting base salary of just over $120,000 in 2014, below starting salaries of his male colleagues.

An FDIC spokesperson declined to comment on the lawsuit.

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Prior to starting her position at the FDIC, San Francisco-based Borovicka was paid $265,000 while working as a labor and employment attorney at Morgan Lewis, according to the filing. She said she noted it to hiring managers before taking her job.

FDIC rules state that a new employee will receive a rate above the minimum base salary if the employee “is or was receiving a higher rate of pay (highest previous rate) in a related field,” the filing said. .

The FDIC’s human resources department initially used this salary-setting policy to recommend that Borovicka be paid a base salary of $150,000, she claimed. His supervisors did not offer him that salary, although they used the policy to determine the salary of male lawyers, according to the filing.

The lawsuit says a male attorney with similar duties to Borovicka earned more than $185,000 from the FDIC after earning $190,000 at his last job. Another with no previous labor law experience earned a base salary at the agency nearly $45,000 higher than Borovicka’s, the filing said.

During her eight years with the FDIC, Borovicka says she always had a lower base salary than all but two of her male counterparts.

She also claimed in the filing that she had been subjected to sexist comments from her superiors.

“We look forward to presenting these comparisons to a jury – and seeing if the FDIC is keen to defend its bias, not to mention the offensive and discriminatory comments made to Megan by management,” said Anita Mazumdar Chambers, director of The Employment. Law. Group and one of Borovicka’s lawyers.

The case is Borovicka v. Federal Deposit Insurance Corp, US District Court for the District of Columbia, No. 1:22-cv-01417

For Borovicka: Scott Oswald and Anita Chambers of the Labor Law Group

For the FDIC: Not available

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Our standards: The Thomson Reuters Trust Principles.

Chinekwu Osakwe

Thomson Reuters

Chinekwu Osakwe covers legal industry news with a focus on mid-sized law firms. Contact her at Chinekwu.osakwe@thomsonreuters.com.


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Scott Keever SEO Highlights the Benefits of Hiring a Professional SEO Agency https://morrisseyagency.com/scott-keever-seo-highlights-the-benefits-of-hiring-a-professional-seo-agency/ Sun, 22 May 2022 07:07:02 +0000 https://morrisseyagency.com/scott-keever-seo-highlights-the-benefits-of-hiring-a-professional-seo-agency/ Scott Keever SEO is a leading SEO company dedicated to delivering quality services. In a recent update, the agency shared the benefits of hiring a professional SEO agency. Tampa, Florida – In an article on the website, Scott Keever SEO described the benefits of hiring a professional SEO company in Tampa. Tampa’s best SEO agency […]]]>

Scott Keever SEO is a leading SEO company dedicated to delivering quality services. In a recent update, the agency shared the benefits of hiring a professional SEO agency.

Tampa, Florida – In an article on the website, Scott Keever SEO described the benefits of hiring a professional SEO company in Tampa.

Tampa’s best SEO agency has experience with many clients and industries and understands the best strategies. They have already gone through years of trial and error and rigorous testing in many commercial environments, so they have a head start on what will drive results.

Professional agencies have a tight-knit team that can develop clients’ SEO strategy and implement it simultaneously. With Tampa SEO professionals, website technicians, and content writers on staff, agencies have the team and resources at their disposal to make seamless changes. Since they are constantly working on the website, updates can be made much faster and any urgent changes can be made on the spot.

SEO is so complex that it is very easy to make mistakes. When people try to do something they don’t know, they make many mistakes. So it is best to leave it to the experts as they are skilled and have in-depth knowledge to handle website SEO, and they will leave no room for error.

About Scott Keever SEO

Scott Keever is a small business SEO store that helps local businesses compete and generate buzz on social media. Serving the Tampa, Florida area, Scott Keever SEO has the industry experience and guarantees successful results. Scott is an SEO and digital marketing expert who has worked hard to earn his reputation as the hottest guy in Miami (seriously, Google).

Media Contact
Company Name: SEO Scott Keever
Contact person: Scott Keever
E-mail: Send an email
Call: (813) 455-1455
Address:3030 N Rocky Point Dr #150a
City: Tampa
State: FL 33607
Country: United States
Website: https://scottkeeverseo.com/seo-tampa/


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Amid EMT shortage, new agency to help Derby Ambulance Corps staff https://morrisseyagency.com/amid-emt-shortage-new-agency-to-help-derby-ambulance-corps-staff/ Sat, 21 May 2022 10:06:29 +0000 https://morrisseyagency.com/amid-emt-shortage-new-agency-to-help-derby-ambulance-corps-staff/ DERBY – A new EMS staffing agency has recently teamed up with the Storm Ambulance Corps in Derby to help provide paid paramedics as the corps responds to an increase in emergency calls. “We’re planning on about 15 employees to help fill the number of positions and shifts the chef is asking us to cover […]]]>

DERBY – A new EMS staffing agency has recently teamed up with the Storm Ambulance Corps in Derby to help provide paid paramedics as the corps responds to an increase in emergency calls.

“We’re planning on about 15 employees to help fill the number of positions and shifts the chef is asking us to cover for them,” said Northeast Fire-Rescue co-founder Tom Varanelli.

Northeast Fire-Rescue and the Ambulance Corps said the additional personnel will help the corps improve response times. Other municipalities, Varanelli said, face similar problems finding qualified personnel.


The Ambulance Corps announced the partnership on May 14, but Chief Javonte Ramos said the decision to partner with a new staffing agency came sooner because their current partner was unable to provide enough staff to meet their needs.

“We believe they are going to provide the services we need to members and the community,” Ramos said.

While the ambulance corps has 69 members on its roster, Ramos said there are currently 25 active members.


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Hiring an e-commerce SEO company can improve the organic website https://morrisseyagency.com/hiring-an-e-commerce-seo-company-can-improve-the-organic-website/ Fri, 20 May 2022 16:00:00 +0000 https://morrisseyagency.com/hiring-an-e-commerce-seo-company-can-improve-the-organic-website/ PHILADELPHIA, May 20, 2022 (GLOBE NEWSWIRE) — For many online merchants, the organic ranking increases offered by e-commerce referencing are critical to long-term success. Some online businesses could not sustain their operations without it. Many online businesses work closely with E-commerce SEO agencies like 1DigitalⓇ Targeted organic digital marketing services agency. Unlike paid marketing channels […]]]>

PHILADELPHIA, May 20, 2022 (GLOBE NEWSWIRE) — For many online merchants, the organic ranking increases offered by e-commerce referencing are critical to long-term success. Some online businesses could not sustain their operations without it. Many online businesses work closely with E-commerce SEO agencies like 1Digital Targeted organic digital marketing services agency.

Unlike paid marketing channels like paid social media marketing or pay-per-click marketing, e-commerce referencing the Services are intended to generate organic ranking increases. These services increase organic keyword rankings on search engine results pages which translate to higher impressions, traffic, conversion rates and sales over time.

Digital Marketing and Ecommerce SEO Companies that offer SEO services target a series of specific keywords that are positioned with a unique balance of volume, competitive density, and difficulty. To do this, they take into account the current position of an e-commerce customer as well as the position of major competitors.

Of the, E-commerce SEO agencies Systematically optimize their clients’ e-commerce websites, improving site speed, security, and other technical ranking factors such as site structure. They also optimize on-page SEO ranking factors, such as metadata, titles, product descriptions, and content, for keyword density and other factors.

Experimented Ecommerce SEO Companies like 1Digital The agency, which has proven processes in place, also creates content delivery schedules and builds a series of backlinks to their e-commerce business partners’ websites to drive the biggest payoffs.

As there are a number of factors related to web design and online store development that also impact e-commerce referencingas well as the user experience, the most qualified e-commerce referencing experts also bring in technical specialists and developers who can make necessary adjustments where there are obstacles in SEO strategies.

For online businesses investing in e-commerce referencing, the benefits are considerable. Efforts accumulate over time, generating steady ranking increases. In fact, SEO is unique among marketing strategies in that efforts invested today won’t show up for months or more — but even after the official shutdown, organic traction continues to pick up.

This makes SEO one of the most sustainable digital marketing strategies because the efforts accumulate on themselves. Investing in SEO is an investment in long-term organic growth that will attract new customers for months or years, expand brand awareness, improve credibility, generate new leads, and improve engagement with customers. existing customers.

Learn more about 1Digital Agency e-commerce referencing services, visit their website, 1DigitalAgency.com, or contact them directly at 888-982-8269 or Info@1DigitalAgency.com.

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Ecommerce SEO experts can generate substantial organic ranking increases for their clients.

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After high staff attrition, USDA seeks to rebuild with ‘robust’ hiring https://morrisseyagency.com/after-high-staff-attrition-usda-seeks-to-rebuild-with-robust-hiring/ Thu, 19 May 2022 22:33:49 +0000 https://morrisseyagency.com/after-high-staff-attrition-usda-seeks-to-rebuild-with-robust-hiring/ More than two years after the Department of Agriculture moved two major research facilities to Kansas City, Missouri, disrupting much of the workforce, staffing levels are approaching normal. After the Economic Research Service (ERS) and the National Institute of Food and Agriculture (NIFA) faced high staff attrition following their move, the offices hired a combined […]]]>

More than two years after the Department of Agriculture moved two major research facilities to Kansas City, Missouri, disrupting much of the workforce, staffing levels are approaching normal.

After the Economic Research Service (ERS) and the National Institute of Food and Agriculture (NIFA) faced high staff attrition following their move, the offices hired a combined total of about 450 new employees.

With 450 new hires following the relocation, ERS and NIFA reached a combined total…

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More than two years after the Department of Agriculture moved two major research facilities to Kansas City, Missouri, disrupting much of the workforce, staffing levels are approaching normal.

After the Economic Research Service (ERS) and the National Institute of Food and Agriculture (NIFA) faced high staff attrition following their move, the offices hired a combined total of about 450 new employees.

With 450 new hires after the relocation, ERS and NIFA have reached a combined total of 650 workers, USDA Secretary Tom Vilsack said during a May 10 Senate Appropriations Committee hearing.

“We have a target of approximately 750 personnel between the ERS facility and the NIFA mission area. Hiring has been, I think, robust,” Vilsack said.

But the Government Accountability Office said the agency could have avoided some staff attrition if it had included the loss of employees as a potential factor for relocation in the first place.

Besides attrition costs, several other key considerations were missing from the USDA’s method for refining and selecting a final relocation site, the GAO said in an April 21 report. In particular, the USDA also omitted factors such as business disruptions.

The USDA strayed from its own evidence-based process and ignored important findings from its own analysis to get the answer it wanted, said Susan Offutt, former ERS administrator and former chief economist. of the GAO, in an interview with Federal News Network.

“Instead of following their own roadmap to do this analysis, they threw punches. They eliminated some cities, especially in the DC area, that for some reason didn’t fit their preferences, even though they might meet the criteria they advertised,” Offutt said.

The USDA’s omissions may contribute to an unreliable estimate of how much money the agency actually saved by moving, GAO Chief Executive Lawrance Evans, author of the report, told Federal News Network.

“Think of the human capital losses,” Evans said. “The institutional knowledge that you lose when new employees replace experienced employees. Costs of hiring and training new employees. Reduced productivity due to loss of experienced employees.

The move compounds an already difficult hiring process for facilities.

“Recruiting is hard work at first, but it’s even harder if you’re not in a place that meets the expectations of the people you interview,” Kitty Smith Evans, former ERS administrator and current director of government relations for the American Economic Association, told Federal News Network.

With many new employees, Smith Evans said operations can get chaotic.

“There is no institutional memory. There is no ability to draw on past experience with the agency or with the USDA,” she said.

Make transparent agency decisions

The USDA has outlined three main goals for relocation: improving staff recruitment and retention, bringing resources closer to stakeholders and consumers, and reducing costs to taxpayers.

But Evans, the report’s author, said the agency had focused heavily on one priority – cutting costs – rather than the other two. This limited balance in decision-making, Evans said. For example, the USDA eliminated areas with higher cost of living if locations did not have the space to co-locate facilities.

The USDA started with a list of 139 locations, then narrowed it down to about 26. The agency then narrowed the list further using certain criteria, ending with four options and finally deciding on Kansas City.

Since the USDA move, the Office of Management and Budget has released a framework to help agencies make cost analysis decisions more transparently.

The GAO report analyzed the effectiveness of USDA decision-making using guidance from the OMB, which stems from the Foundations of Evidence-Based Policymaking Act of 2018. The law directs agencies to use good quality evidence when making decisions, and to collect and analyze evidence in a transparent manner involving stakeholders.

The end goal is “to maintain accountability and ensure that it is not tailored to generate specific results,” the GAO report says.

At the time the USDA made the relocation decision, the agency was not required to comply with the OMB guidelines, as they were issued after the relocation decision.

The GAO said it recognized the USDA was not required to comply with OMB guidelines at the time, but said the framework was still relevant post-decision analysis.

“We expect evidence-based decision-making and agencies using the highest quality available evidence that incorporates stakeholder participation,” Evans said.

Current USDA management has challenged GAO’s use of the framework.

“The GAO report reflects at best an inapplicable analytical framework or at worst the ex post facto application of OMB guidelines on the act as a sort of ‘test case,’ guidelines which the GAO says could address weaknesses it finds in the USDA’s relocation decision in future such decisions,” the USDA wrote in a March 18 letter to Evans after receiving the preliminary report.

But Offutt, a former ERS administrator, called the USDA’s response “disappointing and misleading.” She said the USDA should have welcomed the GAO report as a guide to ensure better outcomes for future decision-making on the relocation of federal agencies.

“The fundamental point that GAO makes is that you have to do a rigorous analysis. It has to be evidence-based,” Offutt said.

Despite the report’s claims, the GAO made no recommendations to the USDA, in part because the agency had already completed the relocation when the report came out.

Evans said there are still takeaways from the report for the USDA and other federal agencies. Agencies should use cost-benefit analyzes as a framework for understanding impacts, expected costs and benefits, and unintended consequences when making policy decisions.

“You should communicate the sources of uncertainty. You need to think not only about expected results, but also about best and worst case scenarios. Cost-benefit analysis is a framework that aims to conduct rigorous analysis and produce high-quality evidence. This will improve decision-making in government,” he said.

The Future of ERS and NIFA Staffing

Even as ERS and NIFA continue to rebuild their workforces, a USDA spokesperson told Federal News Network that federal hiring and retention is still an ongoing process.

“Since 2021, USDA has maximized flexibilities to allow us to source top talent wherever it exists, and ERS and NIFA have leveraged that flexibility to achieve impressive results,” the spokesperson wrote.

To support hiring goals, the USDA’s fiscal year 2023 budget request proposes more investment in the agency’s research facilities, aimed at rebuilding capacity and credibility in these areas following loss of personnel.

“In 2021, the Research, Education and Economics mission area managed to hire above its 2020 workforce, but is still significantly understaffed to meet current and emerging challenges,” Vilsack wrote in his testimony at the May 10 hearing.

Morale is low at ERS and NIFA, but hiring more people will help alleviate that problem, Vilsack told the hearing.

Looking at direct feedback from employees, the USDA scores about average on questions related to morale. For example, in the 2021 Federal Employee Views Survey, 71.3% of USDA employees agreed that their work gave them a sense of personal accomplishment, compared to a government average of 71.1. %.

The third round of federal flash surveys show similar average responses. For the USDA, 45.6% of employees reported feeling exhausted in the morning at the thought of another day at work.

Consistent with hiring goals, increasing resources for human resource management was a key part of Vilsack’s testimony — he said it was critical to achieving the USDA’s mission.

“You might expect an agency the size and scope of USDA to have a strong training division – a team focused on workplace wellness, employee engagement and recruiting the next generation of USDA employees and 10 leaders in rural America. But you would be wrong,” Vilsack wrote.


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CMS is holding a job fair to fill positions on the operations side https://morrisseyagency.com/cms-is-holding-a-job-fair-to-fill-positions-on-the-operations-side/ Wed, 18 May 2022 10:08:00 +0000 https://morrisseyagency.com/cms-is-holding-a-job-fair-to-fill-positions-on-the-operations-side/ CHARLOTTE, North Carolina (WBTV) – Charlotte-Mecklenburg Schools is hosting a job fair on Wednesday that seeks to fill positions in everything from transportation to nutrition and caretakers. These positions are on the operations side. Job fair organizers describe the jobs as the backbone of the neighborhood, those who get kids to school, feed them and […]]]>

CHARLOTTE, North Carolina (WBTV) – Charlotte-Mecklenburg Schools is hosting a job fair on Wednesday that seeks to fill positions in everything from transportation to nutrition and caretakers.

These positions are on the operations side. Job fair organizers describe the jobs as the backbone of the neighborhood, those who get kids to school, feed them and care for them after school.

The hiring event takes place at EE Waddell High School, located at 7030 Nations Ford Road in Charlotte, from 8 a.m. to 6 p.m. on May 18.

Currently, there are 18 vacancies in the transportation department; 55 people are on leave of absence The district also needs about 250 full-time and part-time workers in the nutrition department. For many of these positions, experience or even education is not necessarily required.

“Most of these positions would be a high school diploma and depending on what field you are interested in – if it was a maintenance position – it might be necessary to have some expertise in a trade, but otherwise “We’ll train you to work in our cafeteria. We can train you to be a bus driver or in a warehouse. We can train you or help you get your CDLs,” said Catherine Essick, executive director of CMS School Nutrition Services.

For those who apply before July 31 and are hired full-time or part-time, the district will pay a retention allowance. This represents $650 for part-time employees and $1,250 for a full-time position.

To apply online, go to neighborhood website.

Copyright 2022 WBTV. All rights reserved.


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Michigan unemployment agency did not restrict access to sensitive data, audit finds https://morrisseyagency.com/michigan-unemployment-agency-did-not-restrict-access-to-sensitive-data-audit-finds/ Tue, 17 May 2022 13:46:33 +0000 https://morrisseyagency.com/michigan-unemployment-agency-did-not-restrict-access-to-sensitive-data-audit-finds/ Michigan’s Unemployment Insurance Agency failed to properly restrict access to sensitive information contained in state systems used to collect, pay and receive unemployment benefits, Auditor General Doug Ringler said in an audit report on Tuesday. The agency’s failure to ensure effective access and security controls in the Michigan Integrated Data Automated System and Michigan Web […]]]>

Michigan’s Unemployment Insurance Agency failed to properly restrict access to sensitive information contained in state systems used to collect, pay and receive unemployment benefits, Auditor General Doug Ringler said in an audit report on Tuesday.

The agency’s failure to ensure effective access and security controls in the Michigan Integrated Data Automated System and Michigan Web Account Manager came as the state paid record unemployment benefits during the COVID-19 pandemic. 19.

During the period examined in the audit – March 15, 2020 to June 28, 2021 – the state processed $36.5 billion in unemployment benefits.

The record payouts were accompanied by record problems at the Unemployment Insurance Agency, as the department juggled huge increases in claims, relentless attempts at fraud, months-long delays in awarding the unemployment and state-induced errors in determining eligibility.

Overall, Tuesday’s audit found the Unemployment Insurance Agency was not effective in ensuring adequate access controls for employees during the pandemic and noted three material conditions – the findings of most serious audits – that the agency had to deal with.

Tuesday’s audit report overlaps to some extent with a March staff audit from the Office of the Auditor General that highlighted the Unemployment Insurance Agency’s failure during the pandemic to conduct background checks on more than 5,500 employees. Of these, the audit found that 169 workers had previously committed crimes that included financial crimes.


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Mary Erickson of the National Weather Service talks about organizational culture, women in STEM and the future of the National Weather Service https://morrisseyagency.com/mary-erickson-of-the-national-weather-service-talks-about-organizational-culture-women-in-stem-and-the-future-of-the-national-weather-service/ Mon, 16 May 2022 21:26:59 +0000 https://morrisseyagency.com/mary-erickson-of-the-national-weather-service-talks-about-organizational-culture-women-in-stem-and-the-future-of-the-national-weather-service/ Earlier this year, the National Weather Service bid farewell to its longtime chief, Louis W. Uccellini, who retired after a career in meteorology. Uccellini guided the agency through organizational change and positioned its workforce for future success. And at his side, for 5 years, to ensure that everything goes well, is the deputy director of […]]]>

Earlier this year, the National Weather Service bid farewell to its longtime chief, Louis W. Uccellini, who retired after a career in meteorology. Uccellini guided the agency through organizational change and positioned its workforce for future success. And at his side, for 5 years, to ensure that everything goes well, is the deputy director of the agency, Mary Erickson. In this interview, we talk with her about this small government agency with a big mission.

The National Weather Service has seen monumental change in the face of increasingly extreme weather events over the past two years. We have seen a record number of billion dollar disasters and two of the most active hurricane seasons on record. The National Weather Service has responded by adding stronger warning language to weather forecasts, improving decision support services for public safety officials, and beefing up your models and supercomputers. What remains to be done?

These advancements have made the National Weather Service stronger and better equipped to fulfill its public safety mission. Each experience serves as a lesson learned and fuels our continued drive to innovate. Several initiatives on the horizon will strengthen our science and service capabilities:

  • A top priority is to transform our service delivery. Last year, we conducted an equity assessment, pursuant to President Biden’s Executive Order 13985. We asked the tough questions: Are our products and services available to everyone in the United States? Are vulnerable populations benefiting from the services we provide, and if not, how do we need to improve? Our research has indicated that we still have work to do to make our services equitable and accessible to everyone. We are developing an action plan for service equity, which draws heavily on social science, involves new products and requires new forms of staff training.
  • We are also laying the groundwork for future forecast improvements. This summer, new supercomputers will provide greater computing power to support planned model upgrades and more sophisticated Earth observations. And NOAA has just launched a new geostationary weather satellite called GOES-T, which will track destructive wildfires, lightning, Pacific Ocean-based storms, dense fog and other hazards threatening the US West Coast. United States, Hawaii and Alaska. It will also monitor solar activity and space weather to provide early warnings of disruptions to power grids, communications and navigation systems.
  • Addressing climate change is a top priority for the Biden administration and NOAA leadership. One of the objectives is to improve the resilience of communities to the impacts of climate change. NOAA is preparing to launch a new Climate-Ready Nation initiative, and with our long history of delivering services at the national, regional and local levels, the National Weather Service will be a key climate service outlet and contributor to this effort. .

You’ve fought your way to the top of a traditionally male-dominated field. What barriers for women still exist in STEM careers, and how are you working to remove those barriers?

I have mentored young female scientists throughout my journey to Senior Executive Service, to ensure that the rungs of the ladder are secure for the women who come up behind me. Part of what drives my passion in this area is the knowledge that diverse teams – which include gender diversity – excel at far higher success rates than homogeneous teams. Women are a valuable and integral part of the National Weather Service family, and we make tremendous contributions in atmospheric science and adjacent STEM fields that support NOAA’s growth and success.

I championed an effort led by women leaders in the National Weather Service to identify ways to improve the recruitment, retention, and inclusion of women in our workforce. Our first step was to listen and learn in order to better understand where our organization falls short in providing an inclusive environment. The group identified a number of steps we can take, such as increased schedule flexibility and job sharing. They also recommended that we conduct “stay interviews” to better understand the barriers so that we can overcome them. We quickly developed an action plan for these changes and are in the process of implementing them. In addition, NOAA is actively addressing barriers through programs and increased accountability against sexual harassment.

The senseless killing of George Floyd has been a national catalyst for change, including a renewed focus on diversity, equity, inclusion and accessibility in socially conscious organizations. How did this national movement influence the organizational culture of the National Weather Service?

We take steps to ensure that the National Weather Service is a diverse, equitable, inclusive, and accessible place to work, and that all of our employees feel safe and supported. Unequivocal.

National Weather Service employees are part of the fabric of every American community, and we have been deeply affected by the death of George Floyd and the national events that followed. To begin to heal from this trauma, last summer we started a national conversation about race and diversity through a program we called “Can we talk?” which brought together people from all walks of life to discuss diversity and race.

We followed these conversations with an organization-wide team of Tigers to explore how to improve diversity and better understand the challenges faced by Black and Indigenous people of color within our organization. brave honesty.

Inspired by the team’s recommendations, we have drawn up an action plan which is currently being rolled out. As an exciting first step, we released agency-wide guidelines on creating various hiring panels to improve the quality of hiring decisions and reduce bias in the hiring process. For all NWS job interviews, we require that at least one question posed to applicants focuses on diversity and inclusion, and all supervisory performance plans reflect responsibility for fostering an inclusive workplace where diversity and individual differences are valued and leveraged to achieve organizational goals.

Extreme weather conditions are undeniably on the rise. The US weather industry is experiencing historic expansion. With these external pressures and demands, how is the National Weather Service meeting the challenge?

We remain focused on our core mission of providing reliable and accurate weather forecasting and decision support services to the United States, even as we continue to transform the way people receive, understand and act on information. The advancements we are working on today through continued investment in our people, technology and partnerships will enable us to respond to the present moment over time and as societal needs grow and change. Extreme weather in a changing climate creates new societal challenges, and we recognize that partnerships are our most valuable tool for advancing new science and transforming our capabilities and services for a more informed and safer country.

What is the return on taxpayers’ investment in the National Weather Service?

The Americans fund the National Weather Service at about three dollars per person per year. In return, we provide advanced knowledge about dangerous weather conditions so people can prepare for them and stay safe. We also provide year-round weather, water, and climate forecasts, outlooks, and scientific data to inform business planning and operations to support the U.S. economy. We provide this service 24 hours a day, 7 days a week, in every county nationwide. The decision support we provide to public safety officials helps them make tough calls faster and more efficiently. The National Weather Service also enables the growth and success of the entire US weather industry – from your favorite forecasting app to your favorite TV weatherman – the foundation of US weather and climate forecasting begins with investment of the public in science, technology and research. at NOAA.

Yet the United States experienced $20 billion weather and climate disasters in 2021 that killed 688 people. The staggering cost of these disasters amounted to more than 145 billion dollars in total damage. We still have a lot of work to do, which is why it is essential for the safety and economic security of the country to continue to prioritize the transition of innovation in forecasting science to our operations.

What is the future of the National Weather Service? What will its products, services and workforce look like in 10 years?

We are building a workforce that reflects the communities we serve, is interdisciplinary to address a wide range of weather, water and climate challenges, and remains grounded in public service. Over the next decade, we will lean forward to ensure that we are recognized as a science-based service agency with a people-centric approach. We know there are gaps today to ensure that our services are equitably available and usable, and we are committed to addressing these issues. We will continuously evaluate services and assess gaps to ensure that our staff and services are available when and where you need us to meet new and changing community needs while ensuring that we provide forecasts and timely, accurate and robust decision support services.

This vision will be supported by flexible and innovative working tools and paradigms, and our observation, modeling and dissemination infrastructure will intelligently embody the flexibility of next-generation technologies to take a detailed “pulse of the planet” and transform it. into forecasts that provide a clear view. image of upcoming weather events…. days, weeks and months in advance. Cloud-based tools will allow centralized experts and community forecasters to deliver the “one NWS forecast” when and where you need it to save lives.


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Commonwealth Magazine https://morrisseyagency.com/commonwealth-magazine/ Mon, 16 May 2022 01:00:27 +0000 https://morrisseyagency.com/commonwealth-magazine/ MASSACHUSETTS STATE GOVERNMENT lost the equivalent of 1,409 full-time employees in a year during the pandemic, the largest drop in state government employment since the Baker administration intentionally downsized the state’s workforce in 2016. The decline was felt most strongly in higher education, but also extended to executive and judicial branch agencies. State officials say […]]]>

MASSACHUSETTS STATE GOVERNMENT lost the equivalent of 1,409 full-time employees in a year during the pandemic, the largest drop in state government employment since the Baker administration intentionally downsized the state’s workforce in 2016.

The decline was felt most strongly in higher education, but also extended to executive and judicial branch agencies. State officials say there hasn’t been a major concerted effort to reduce the state’s workforce, but there has been a mix of attrition, unwillingness to hire and inability to hire, similar to what happens in the private sector.

“There have been a lot of retirements, like in a lot of other industries,” said Vincent Pedone, executive director of the Council of Presidents of State Universities, which represents public universities other than UMass. “There is the problem of the difficulty in finding people capable of filling positions. Many positions that I know of are available and campuses want to fill them, but they are unable to find the talent ready to accept these positions.

The 2021 exercise of the State controller Annual Report, published last week, examined the period between June 30, 2020 and June 30, 2021. During this period, the number of full-time employees working for the state fell from 86,583 to 85,174, a decrease 1.6%. This figure represents the smallest workforce in the state of Massachusetts since 2012.

The only other time in the past decade when the state government cut its payroll by 1.6% or more was from 2015 to 2016, when the Baker administration offered a retirement incentive executive agencies to reduce the size of government and save money, and employment fell by 1.8%.

The state executive branch’s COVID vaccine mandate, which has forced over 1,000 unemployed people in state government, has not been a factor in these numbers since it came into effect in October 2021.

According to the comptroller’s report, the biggest decline occurred at the University of Massachusetts, which lost 483 full-time employees. UMass spokesman John Hoey said the decline was likely related to the pandemic, as most university housing and dining services have closed for an extended period. Staff numbers did not increase again until September 2021, when operations returned to normal.

At UMass’ flagship campus, UMass Amherst, spokesman Ed Blaguszewski said the cuts were primarily to staff, not faculty, and came after the university urged people to leave in the part of a budget reduction strategy. “Many positions will be reconfigured or refilled, but it will be slow as we face the same challenges finding talent as most sectors of the economy,” Blaguszewski said.

Other public higher education institutions were also among those that lost large numbers of employees – 205 at community colleges and 192 at state universities. One of the reasons for these higher numbers is that public higher education comprises a large part of the public workforce, with around 25,000 employees.

Pedone said state universities have not had significant layoffs during the pandemic. But the “big resignation” had an impact as people chose to retire. Uncertainty about the future at the start of the pandemic meant that universities were not quick to fill many of these openings. And now many job seekers are looking for higher salaries than universities can pay.

Pedone also said the university system is looking to “adjust” its workforce as college enrollment declines across the Northeast due to changing demographics.

Sarah Yunits, deputy executive director of the Massachusetts Association of Community Colleges, said the drop in community college staff is likely tied to a drop in courses taught by adjuncts, which is tied to a drop in enrollment that community colleges in Massachusetts — and of the country – have recently experimented.

“We believe this is related, in part, to the pandemic,” Yunits said. “In addition to the general challenges of the pandemic, we know that COVID has had a disproportionate impact on students of color and low-income students who attend community colleges in greater numbers.”

The two executive branch agencies that saw the most job losses were the Executive Office of Health and Human Services (232 full-time equivalents) and the Executive Office of Public Safety (106 FTEs).

The judiciary also topped the list, with the loss of 156 full-time equivalent positions, or about 2.2% of its 7,200 workforce.

Health and Human Services is the largest executive branch agency, with more than 20,000 employees. Agency officials note that tpersonal services and direct care FThe fields have been hit hard by employment challenges more broadly, so it is no surprise that there has been attrition among those working in these fields for the state government. This spring, Baker signed a supplementary budget that included $400 million in rate improvements for social service providers to help recruit and retain staff.

The public safety agency says the job loss is about 1% of its total workforce, and the agency continues to prioritize recruitment and retention.

Meet the author

Journalist, Commonwealth

On Shira Schoenberg

Shira Schoenberg is a reporter for CommonWealth magazine. Shira previously worked for over seven years at Springfield Republican/MassLive.com where she covered state politics and elections, covering topics as diverse as the launch of the legal marijuana industry, issues with the state’s foster care system and the elections for US senators. Elizabeth Warren and Governor Charlie Baker. Shira won the Massachusetts Bar Association’s Excellence in Legal Journalism Award in 2018 and several articles have won awards from the New England Newspaper and Press Association. Shira covered New Hampshire’s 2012 presidential primary for The Boston Globe. Prior to that, she worked for the Concord (NH) Monitor, where she wrote about state government, City Hall, and Barack Obama’s 2008 primary campaign in New Hampshire. Shira holds a master’s degree from Columbia University’s Graduate School of Journalism.

On Shira Schoenberg

Shira Schoenberg is a reporter for CommonWealth magazine. Shira previously worked for over seven years at Springfield Republican/MassLive.com where she covered state politics and elections, covering topics as diverse as the launch of the legal marijuana industry, issues with the state’s foster care system and the elections for US senators. Elizabeth Warren and Governor Charlie Baker. Shira won the Massachusetts Bar Association’s Excellence in Legal Journalism Award in 2018 and several articles have won awards from the New England Newspaper and Press Association. Shira covered New Hampshire’s 2012 presidential primary for The Boston Globe. Prior to that, she worked for the Concord (NH) Monitor, where she wrote about state government, City Hall, and Barack Obama’s 2008 primary campaign in New Hampshire. Shira holds a master’s degree from Columbia University’s Graduate School of Journalism.

Jennifer Donahue, Spokesperson For the trial court, said that, like other agencies, the judiciary slowed its recruitment during the early stages of the pandemic, due to uncertainty about the fiscal impact of the pandemic on the statewide and the difficulties encountered in the operation of the courts.

A separate report put through the crazy justice systemn/a that there were more employees who left the courts in 2021 compared toD in each of the previous two years – 478 Ddepartures compare to around 415 per year in 2019 aD 2020. There were also fewer hires, with 493 people hired in 2019, 410 in 2020 and just 324 in 2021.

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