Agency hiring – Morrissey Agency http://morrisseyagency.com/ Thu, 25 Nov 2021 12:25:13 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://morrisseyagency.com/wp-content/uploads/2021/11/icon-120x120.jpg Agency hiring – Morrissey Agency http://morrisseyagency.com/ 32 32 Important polls on schedule, EC to hire private company to track own media coverage https://morrisseyagency.com/important-polls-on-schedule-ec-to-hire-private-company-to-track-own-media-coverage/ Thu, 25 Nov 2021 10:10:00 +0000 https://morrisseyagency.com/important-polls-on-schedule-ec-to-hire-private-company-to-track-own-media-coverage/ With no less than five state elections around the corner, the Election Commission is looking to hire a private agency to track the print, TV, digital and social media space for coverage of issues regarding electoral processes and the dog. guard of the ballot itself. The agency will prepare feedback reports based on its findings. […]]]>

With no less than five state elections around the corner, the Election Commission is looking to hire a private agency to track the print, TV, digital and social media space for coverage of issues regarding electoral processes and the dog. guard of the ballot itself. The agency will prepare feedback reports based on its findings.

Sources in the government said this was the first time the Election Commission had hired a separate agency to monitor media coverage. A Request for Proposal (RFP) for this purpose has been issued by the public sector company Broadcast Engineering Consultants India limited (BECIL), which reports to the Ministry of Information and Broadcasting. Eligible businesses will need to submit their offers by November 30.

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In accordance with the RFP, the agency will have to closely monitor all major print, television and online media, as well as social media platforms and the foreign press on the coverage of the Election Commission and voting processes in different states. Based on this coverage, it should generate periodic sentiment analysis reports, categorizing the news stories or opinion pieces into positive, negative and neutral. This analysis can also be based on certain key words put forward by the EC.

In addition, the company will need to create an interactive dashboard for all platforms, where all this related content will be uploaded and can also display real-time notifications on developments related to surveys.

Why is such an agency necessary

The Election Commission’s efforts to seek comments on its decisions and other voting-related matters come against the backdrop of the polls in Uttar Pradesh, Punjab, Uttarakhand Goa and Manipur in the first half of this year. next year.

In the past, the poll watchdog has drawn criticism from various sides for its stance on alleged violations of electoral processes.

EC spokesperson Sheyphali Sharan told News18 that the reason the pollster would want to hire its own agency is because it needs timely feedback from the ground, especially from states. linked to the ballot. She said the list of publications or channels, including regional channels, will need to be adapted according to EC requirements.

READ ALSO | Government’s month-long special drive frees up space the size of 20 football fields and earns Rs 62.54 Cr on sale for scrap

“The list would change periodically depending on which states go to the polls and it is not possible to meet EC requirements with the standard list from the Press Information Office,” she said.

She said that ministries like the MEA have feedback agencies exclusively tailored to their needs and that the EC also felt the need to have a specific agency tailored to their needs.

Earlier this year, the Election Commission asked the Madras High Court for an order to ban media from reporting oral submissions when hearing election-related cases. The Madras High Court refused to hear the petition. Subsequently, the Supreme Court also rejected an EC plea regarding the reporting of certain remarks made by the Madras High Court.

How the agency will operate

The company should analyze major national and vernacular newspapers and magazines, monitor national and regional TV news channels for reporting on EC issues and electoral processes. Based on this, he will have to prepare daily sentiment analysis reports for the EC, summarizing the reports and classifying them as positive, negative or neutral. It should also report the names of the authors of the reports and report specific concerns to the state, if any.

It will also closely follow EC information and survey processes on digital platforms, including online news portals, blogs, international magazines and social media, and use a good standard tool from the industry to prepare perception reports.

For online news platforms, comments would include coverage of relevant news published as well as social media posts by major influencers, including journalists and politicians. In accordance with the EC’s requirement, the agency will have to submit such reports several times during the election season.

The agency will have to set up a dashboard where all the monitored news will be available on a web portal protected by password. The portal should be able to provide real-time notifications and should facilitate the creation of print news kits and provide links for online and social media coverage for easy access.

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TSA wants to hire agents at airports in upstate New York https://morrisseyagency.com/tsa-wants-to-hire-agents-at-airports-in-upstate-new-york/ Thu, 25 Nov 2021 01:40:12 +0000 https://morrisseyagency.com/tsa-wants-to-hire-agents-at-airports-in-upstate-new-york/ A female passenger scans her electronic boarding pass at a Transportation Security Administration (TSA) security checkpoint. The TSA says it is looking to hire airport security officers at airports in upstate New York. (PHOTO CREDIT: TRANSPORT SECURITY ADMINISTRATION) Ttransport safetyThe administration (TSA) has a jobvacancies at airports in upstate New York and seeking candidates to […]]]>
A female passenger scans her electronic boarding pass at a Transportation Security Administration (TSA) security checkpoint. The TSA says it is looking to hire airport security officers at airports in upstate New York. (PHOTO CREDIT: TRANSPORT SECURITY ADMINISTRATION)

Ttransport safetyThe administration (TSA) has a jobvacancies at airports in upstate New York and seeking candidates to become TSA agents.

Airports include Syracuse Hancock International, Ogdensburg International, Ithaca Tompkins International, Greater Binghamton, and Watertown International over the coming months. TSA is also hiring at airports serving Albany, Buffalo, and Plattsburgh.

Some airports have a vacancy and others have a “handful of openings,” the agency said.

Individuals who join the TSA will receive a hiring bonus of $ 500 and an additional bonus of $ 500 after one year of service with the TSA.

The starting salary “differs slightly” in each region due to local salary initiatives. The TSA offers new employees opportunities for a salary increase after six months.

The benefits of the TSA for part-time and full-time employees include paid training, annual and sick leave, and “solid” health care plans.

TSA agents screen thousands of air travelers on a daily basis. The agency plans to regularly screen more travelers by next summer and needs additional agents to support its security mission, the agency said.

Based on seasonal travel trends planned in the coming months and progress in COVID-19 vaccinations for the general public, the TSA has launched efforts to recruit new staff to support screening operations at airports in New York in addition to many of the agency’s other airports. at national scale.

“Applicants do not need previous work experience in security or law enforcement. Our officers will receive extensive training at the Federal Law Enforcement Training Center, and they are paid during their training, ”said Bart Johnson, TSA federal director of security for airports in upstate New York.


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Biden’s DEIA Strategy Seeks to Better Understand the Challenges of Federal Employees https://morrisseyagency.com/bidens-deia-strategy-seeks-to-better-understand-the-challenges-of-federal-employees/ Wed, 24 Nov 2021 17:41:02 +0000 https://morrisseyagency.com/bidens-deia-strategy-seeks-to-better-understand-the-challenges-of-federal-employees/ The Biden administration, in its effort to make the federal government a model employer for the rest of the country, seeks to better understand the workplace experiences of federal employees. To achieve this goal, the administration on Tuesday released the first government-wide diversity, equity, inclusion and accessibility strategy in a decade. The administration, as part […]]]>

The Biden administration, in its effort to make the federal government a model employer for the rest of the country, seeks to better understand the workplace experiences of federal employees.

To achieve this goal, the administration on Tuesday released the first government-wide diversity, equity, inclusion and accessibility strategy in a decade.

The administration, as part of the strategy, will elevate the role of diversity officers within each agency, who in turn will help lead the dedicated agency’s DEIA implementation teams and perform updates. quarterly to track progress towards achieving government-wide goals.

To better understand the challenges faced by federal employees and those looking to join the federal workforce, each agency implementation team will release their own DEIA strategic plans by March 23.

“Even with decades of progress in building a federal workforce that taps into all of the nation’s diversity, many underserved communities remain under-represented in the federal workforce, particularly in the nation’s workforce. management positions, ”indicates the strategy.

DEIA’s government-wide strategy builds on the momentum of an executive order President Joe Biden signed in June to promote those same principles throughout the federal workforce.

The decree asked agencies to identify barriers that prevent the recruitment, hiring, retention and promotion of individuals from underserved populations. He also asked agencies to report barriers these same people might face in terms of professional development, pay and compensation, or training and reasonable accommodation.

The strategy is the government’s most recent approach to diversity and inclusion since the Obama administration launched its vision to achieve these goals ten years ago.

The strategy calls on agencies to use tools developed under the Federal Data Strategy and Evidence Law, which have mandated each agency’s data and evaluation officers, to implement a “DEIA data-driven approach”.

As part of this data work, the administration is asking agencies to conduct an analysis of workforce demographics and evidence gathered at all stages of the hiring process, including recruiting, l advancement and retention.

The Office of Personnel Management, meanwhile, helps agencies understand their own DEIA workforce data, a process some have found difficult.

Some agencies ask their employees or job applicants to identify themselves on certain demographic details, but the federal government as a whole lacks a systematic way to collect this data accurately.

The administration, on the other hand, associates the progress made in improving diversity and inclusion in the federal workforce as having a direct impact on its related priority of promoting equity in the workplace. public government services.

OMB Acting Director Shalanda Young in a blog post this summer said the federal government, as the nation’s largest employer and buyer of property, needs better data to understand its blind spots and to empower the federal workforce to “be agents of change for equity.” “”

Young was actually nominated to be the first black woman to lead the OMB today, the Biden administration announced.

The strategy calls on agencies to include DEIA implementation teams in drafting planning documents such as their annual budget requests, strategic plans, and upcoming learning programs.

“Ensuring the implementation and evaluation of DEIA is the responsibility of all staff, not the work of an individual or an office,” the strategy states.

To this end, the administration’s strategy directs agencies to involve their CIOs and purchasing managers with the work of DEIA implementation teams.

The strategy also reflects the administration’s vision for its president’s management program.

The PMA’s vision outlines strengthening and empowering the federal workforce as one of the top three priorities, along with improving the equity of delivery of government customer experiences and empowerment. government services to “build back better”.

Administration officials said the values ​​of fairness, dignity, accountability and results will underline all of the PMA’s priorities.

The strategy sets goals for the federal government to be a model workplace for LGBTQI + employees and workers with disabilities. It is also looking to expand federal hiring options for those formerly incarcerated.

The OPM, to this end, recently published a notice in the Federal Register that would allow same-sex spouses of deceased federal employees to apply for survivor benefits.

As for those formerly incarcerated looking for federal employees, the OPM finalized a rule in 2016 that, with certain limitations and exceptions, would delay criminal background checks of prospective federal employees until a agency has issued a conditional job offer to a candidate. The Obama administration has said that changing the “ban the box” rule would prevent candidates from being screened out before they have had a chance to demonstrate their qualifications.

In 2019, the House Oversight and Reform Committee advanced the Fair Chance Act, which would codify the “ban the box” regulation into law. The bill, however, never received a vote in the House or Senate.

The administration as part of this strategy will also create a framework to address workplace harassment and sexual harassment in the federal workforce. The agency’s strategic plans will include comprehensive reviews of agency policies and processes for responding to harassment and supporting federal employees who have been victims of domestic violence, sexual assault or criminal harassment.

As part of these reviews, the strategy asks agencies to update their policies and training within 120 days of submitting their DEIA plans.

In order for the federal government to become a model employer for all demographics, the strategy outlines a series of roadmaps for agencies to follow:

  • Diversity goals include creating multi-year hiring plans based on agency hiring needs and developing a diverse pool of candidates based on those needs.
  • Equity objectives include performing pay equity audits to ensure that employees are doing their jobs fairly.
  • Inclusion goals include providing reasonable accommodations for employees with disabilities and accessibility to the “central design element” of federal buildings and websites.

As part of its accessibility goals, the OMB is working with the General Services Administration, the US Access Board, and the Chief Information Officer Council to review and update existing accessibility guidelines and help agencies “build and maintain an accessible technological environment ”.

This interagency work would include ensuring that all technologies, whether developed internally or externally, comply with Section 508 of the Rehabilitation Act before they are used by federal employees.


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Sioux City Community School District votes to delay discussion of partnership with external recruiting agency https://morrisseyagency.com/sioux-city-community-school-district-votes-to-delay-discussion-of-partnership-with-external-recruiting-agency/ Wed, 24 Nov 2021 02:09:32 +0000 https://morrisseyagency.com/sioux-city-community-school-district-votes-to-delay-discussion-of-partnership-with-external-recruiting-agency/ The Sioux City Community School District voted to suspend discussions about hiring an external recruiting agency to address the district’s severe shortage of substitutes. At a board meeting on Monday, district leaders voted 4 to 3 to wait 90 days before deciding to partner with ESS, an agency specializing in recruiting. The Knoxville, Tennessee-based company […]]]>

The Sioux City Community School District voted to suspend discussions about hiring an external recruiting agency to address the district’s severe shortage of substitutes.

At a board meeting on Monday, district leaders voted 4 to 3 to wait 90 days before deciding to partner with ESS, an agency specializing in recruiting. The Knoxville, Tennessee-based company has worked with more than 800 school districts nationwide.

Board chairman Dan Greenwell said he didn’t think the school district had done enough on its own. He said the district should increase the remuneration of temporary instructors before considering a contract with ESS.

“We are not competitive. Why are we throwing in the towel and saying that outsourcing is our windfall and our solution to this problem when we really haven’t tried anything ourselves? Greenwell said.

Pay rates for substitute teachers in surrounding school districts currently exceed salaries in the Sioux City Community School District. The district increased his daily salary by $ 5 this year, but Greenwell said he believes more needs to be done.

The outside agency’s pension benefits were also a big factor in delaying a vote. Beth Armstrong, a current substitute teacher, opposed the partnership with ESS.

She said she was concerned about the impact of the partnership on her state pension benefits, known as IPERS.

“I can tell you that you will lose subscribers if you switch to this business. A lot of them have told me “I’m going to go to Hinton, I’m going to see Sergeant Bluff, I’m going to do something” because we don’t want to lose our IPERS, “said Armstrong, who taught the neighborhood. For more than 20 years.

Other district leaders fear that the breakdown in talks with the recruiting agency will only delay assistance to struggling teachers. Board director Monique Scarlett, who voted against the delay, said action needed to be taken immediately.

“It’s like saying I want help, I’m drowning, but I’ll wait for the next boat to arrive in 90 days,” said Scarlett. “As this boat continues to sink, where is the lifeline for our teachers? “

Greenwell proposed cutting teaching cycles for teachers and placing more administrators in classrooms.

A district survey found that more than 83 percent of qualified administrators already act as back-ups in the classroom, Superintendent Paul Gausman said.

Gausman said he didn’t think the increase in compensation alone would be enough to stem the shortage.

“I am convinced that we cannot continue to wait,” he said.

If none of the proposed solutions work, the board could review the partnership in February.


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USE OF FORCE | East Hempfield Township Police Department https://morrisseyagency.com/use-of-force-east-hempfield-township-police-department/ Tue, 23 Nov 2021 20:08:50 +0000 https://morrisseyagency.com/use-of-force-east-hempfield-township-police-department/ USE OF FORCE In the performance of their duties, police officers are sometimes faced with situations where, in order to protect public safety, control must be exercised to make arrests, overcome active physical resistance and neutralize attacks. Control can be achieved through verbal discussion, persuasion and warnings, or through the use of physical force. Obviously, […]]]>

USE OF FORCE

In the performance of their duties, police officers are sometimes faced with situations where, in order to protect public safety, control must be exercised to make arrests, overcome active physical resistance and neutralize attacks. Control can be achieved through verbal discussion, persuasion and warnings, or through the use of physical force. Obviously, there are varying degrees of strength that can be justified, depending on the dynamics of the situation. In order to provide East Hempfield Township Police Department officers with a clear understanding of their performance expectations while carrying out any use of force, a policy has been established. Our policy also details ministry-authorized weapons, training in their use, and reporting requirements when use of force is asserted.

The East Hempfield Township Police Department meets or exceeds Pennsylvania and federal government requirements and recommendations for policies on the use of force by police officers. Justice. This certification confirms that the agency maintains use of force policies in accordance with all applicable federal, state and local laws. In addition, the agency maintains use of force policies that prohibit the use of choke holds except in situations where the use of lethal force is permitted by law. The following police safety principles are incorporated into our policies and procedures:

Use of force and de-escalation techniques

Cessation of the use of force

The agency maintains use of force policies and procedures that specify when force against individuals who fail to comply with legal orders must end, including the following requirement: when it is objectively reasonable that a subject is entirely under the control of law enforcement, then the force must cease.

Obligation to intervene

The agency maintains policies and procedures that include the duty and obligation to intervene to prevent or stop the known and apparent use of excessive force by another officer when it is objectively reasonable to do so.

Use of force and de-escalation training protocols

The agency maintains training protocols that meet or exceed applicable state laws to become and remain in good standing as law enforcement officers. Agency training protocols include instructions on agency use of force policies and procedures, de-escalation techniques, and related legal updates.

Appropriate medical care

The agency maintains policies and procedures that address when it is appropriate for an officer to provide medical care consistent with their training to any person. Medical care may include providing basic first aid, requesting emergency medical services, and / or arranging transport to a medical facility.

Warn before firing

The agency maintains use of force policies and procedures that encourage staff, if circumstances permit and when reasonably possible, to identify themselves as law enforcement officers and to verbally warn of their intention to use lethal force.

Shooting at or from a moving vehicle

The agency maintains use of force policies and procedures regarding firing at or from a moving vehicle.

Warning shots

The agency maintains policies and procedures regarding warning shots.

Non-shock mandate

The agency maintains policies and procedures regarding the use and enforcement of no-strike warrants.

Performance management tools

Early intervention systems

The agency regularly performs internal audits of its training policies, procedures and protocols, as well as agent safety and well-being programs or initiatives. Where resources permit, the agency maintains human resource policies and procedures that contribute to human capital development, protect due process for officers, and encourage the identification and assistance of staff responsible for the job. law enforcement that risks or may become likely to violate use of force or other agency policies or procedures.

Hiring of staff

The agency maintains policies, procedures and training protocols to hire and promote only employees, or others (such as independent contractors), who are the best available candidates for a position according to accepted standards of objectivity and of merit.

Community engagement

The agency implements community engagement plans that meet the specific needs of the community served.

The department also adheres to all use of force standards set out by the Pennsylvania Law Enforcement Accreditation Commission. The agency’s policies and procedures clearly define the policy on the use of force, including lethal force, which complies with the provisions of Chapter 5 of the Pennsylvania Crimes Code (18 Pa. CSA§ 501, et seq.) , decisions of state and federal courts, and other legal provisions.

Section 508, subsection (a) of the Pennsylvania Crimes Code (18 Pa.CSA), provides for the lawful and justified use of lethal force by a “peace officer”. The use of force and lethal force may also be justified under the provisions of section 505, “Use of force for self-protection” and section 506, “Use of force for the protection of others. Of the Pennsylvania Crimes Code. (04/14) The agency has a clearly defined and easy to understand policy, which complies with the law, regarding the use of lethal force by its law enforcement officers.

See attached Use of Force Policy.


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Middlesex County Domestic Violence Organization Receives $ 1 Million Federal Grant https://morrisseyagency.com/middlesex-county-domestic-violence-organization-receives-1-million-federal-grant/ Tue, 23 Nov 2021 06:24:26 +0000 https://morrisseyagency.com/middlesex-county-domestic-violence-organization-receives-1-million-federal-grant/ Women Aware, one of the leading domestic violence agencies in Middlesex County, recently received an unprecedented $ 1 million grant from the US Department of Justice Office on Violence Against Women (OVW) to fund the establishment of the Middlesex County Family Justice Center (FJC). This is the organization’s first OVW grant, its goal being to […]]]>

Women Aware, one of the leading domestic violence agencies in Middlesex County, recently received an unprecedented $ 1 million grant from the US Department of Justice Office on Violence Against Women (OVW) to fund the establishment of the Middlesex County Family Justice Center (FJC).

This is the organization’s first OVW grant, its goal being to create a coordinated response to domestic violence, said Maria Betanzos, director of operations for Women Aware. Grant funding will provide four years for the organization to work in partnership with first responders, justice, lawyers, medical teams, forensics, social services and more, to respond to every victim.

Betanzos said she was delighted and looking forward to receiving a grant of this nature, as it will greatly contribute to the organization’s efforts.

“This grant is very special because it offers a chance to change the community’s response to domestic violence,” she said. “The grant represents an investment in how we envision our collective response to domestic violence in our county and create a better system for survivors.

Betanzos said the organization recognizes the diversity of Middlesex County and wants the grant to serve everyone, especially as the FJC will be the first of its kind in Middlesex County and the fifth in the state. .

She also said that as a centralized resource, the FJC will benefit other organizations and programs. For example, survivors of domestic violence in Middlesex County will have access to training, community education and support through the center.

Betanzos said Women Aware was chosen over similar organizations because of their practice model developed over the past three years with the help of consultants. She also said Women Aware was trusted to provide equal and accessible services to survivors and their families.

“We received technical assistance from consultants, the Alliance for HOPE International, as we prepared to establish the (FJC),” she said. “The OVW has recognized all of the work we have done and the sustainable plan we have created to improve the way Middlesex County serves survivors. More than 12 departmental partners have agreed to support us in this project.

The funds will support the physical space of the FJC, Betanzos said, including rent and parking, and will also be used to create two new positions: a director of legal resources and a hospitality specialist.

“The funds (will also allow) to brand the FJC and develop a website,” she said.

Betanzos said the grant will be paid over a total of four years, which began on October 1 and ends on September 30, 2025.

The first year will focus on planning and writing the FJC blueprint and hiring staff, subsequent years focusing on further partner growth and the goal of becoming an affiliate FJC of the Alliance for HOPE International, she said.

“Where we are today serving survivors is not where we want to be in four years,” Betanzos said. “This funding sows the seed to bring all services for survivors on site under one roof. This funding advances our vision of providing a fully coordinated response to domestic violence in our county. “


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Illinois State University College of Education Launches $ 25 Million Illinois Tutoring Initiative in Partnership with State Agencies – News https://morrisseyagency.com/illinois-state-university-college-of-education-launches-25-million-illinois-tutoring-initiative-in-partnership-with-state-agencies-news/ Mon, 22 Nov 2021 21:40:27 +0000 https://morrisseyagency.com/illinois-state-university-college-of-education-launches-25-million-illinois-tutoring-initiative-in-partnership-with-state-agencies-news/ The College of Education (COE) launched the Illinois Tutoring Initiative in partnership with the Governor’s Office, the Illinois State Board of Education (ISBE), the Illinois Board of Higher Education (IBHE), and the Illinois Community College Board (ICCB). The $ 25 million program will provide one-to-one tuition to approximately 8,500 Illinois students over a two-year period. […]]]>

The College of Education (COE) launched the Illinois Tutoring Initiative in partnership with the Governor’s Office, the Illinois State Board of Education (ISBE), the Illinois Board of Higher Education (IBHE), and the Illinois Community College Board (ICCB). The $ 25 million program will provide one-to-one tuition to approximately 8,500 Illinois students over a two-year period. This is one of four state initiatives to renew learning in the wake of COVID-related education disruptions.

The COE will coordinate the project with the state agency team and host one of the six Institutional Partner Offices (IPOs). Other IPOs include Governor’s State University, Illinois Central College, Northern Illinois University, Southeastern Illinois Community College, and Southern Illinois University.

“This initiative is an exciting collaboration with faculty and staff at ISU to build on our online tutoring program which was established in 2020,” said Dr. Christy Borders, Director of Illinois Tutoring Initiative and professor in the Department of Special Education at ISU. “This allows us to bring a more intensive, research-based tutoring strategy to students across the state. High Impact Tutoring is an exciting way to support teachers by complementing classroom instruction and working to develop student skills.

The Illinois Tutoring Initiative is designed around strategic partnerships with local school districts that have been disproportionately affected by COVID, have a high percentage of low-income students and families, and have a low funding adequacy.

“The COVID-19 pandemic has had a significant impact on the learning and socio-emotional well-being of so many students,” said Kim Champion, ISU IPO coordinator. “This program is unique and will be important because it allows a team of educators who know each student best to be involved in selecting students for tutoring, planning tutoring sessions, and selecting programs and materials. for tutoring sessions, while ensuring appropriate assistance and consistency for each student.

The Illinois Tutoring Initiative is based on research and best practices for high impact tutoring. Each student will participate in individual or small group tutoring for at least three hours per week for periods of eight weeks up to an entire semester.

Tutors will be made up of students, retired teachers and members of the community. Youth and child focused nonprofits will be targeted to help develop the workforce. ISU IPO is currently recruiting tutors with the goal of hiring 35 tutors to work in District 87 at the start of the spring semester.

“We are thrilled to launch the program with a longtime WCC partner, District 87,” Champion said. “By March, we plan to have 300 guardians serving approximately 650 children in eight school districts in our area. “

The Mary and Jean Borg Center for Reading and Literacy is developing tutor training for all tutors across the state. The project coordination office in the COE will also develop and manage the tutor / tutor twinning systems and serve as the data collection and research center for the program. The multidisciplinary research team is currently developing research protocols. “As the premier educator preparation institution in the Midwest, Illinois State’s College of Education is uniquely positioned to coordinate this project and manage research, while impacting thousands of students in Illinois,” said Jim Wolfinger, Dean of the WCC. “This program will have a significant impact on students and future teachers for years to come. “


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Extrategic Culture Social Experience Agency Receives Minority-Owned Company Certification | New https://morrisseyagency.com/extrategic-culture-social-experience-agency-receives-minority-owned-company-certification-new/ Mon, 22 Nov 2021 12:00:00 +0000 https://morrisseyagency.com/extrategic-culture-social-experience-agency-receives-minority-owned-company-certification-new/ NEW YORK, 22 November 2021 / PRNewswire-PRWeb / – Extrategic Culture, a culture-focused social experience agency, is proud to announce that it has been certified Minority Business Enterprise (MBE) by the National Minority Supplier Development Council (“NMSDC”) . The designation is awarded to businesses that are at least fifty-one percent (51%) owned, managed and controlled […]]]>

NEW YORK, 22 November 2021 / PRNewswire-PRWeb / – Extrategic Culture, a culture-focused social experience agency, is proud to announce that it has been certified Minority Business Enterprise (MBE) by the National Minority Supplier Development Council (“NMSDC”) . The designation is awarded to businesses that are at least fifty-one percent (51%) owned, managed and controlled by an ethnically or racially diverse individual or group. Extrategic Culture brings together influencer strategies, branded content, paid social media and beyond to reach multicultural audiences along the consumer’s journey. Co-founders Jeffrey Duque and Diane pieretti benefited from the commitments of PepsiCo Racial Equality Journey (REJ), which provided guidance throughout the certification process.

“We are honored to have received this national certification and are excited to continue to help brands be more inclusive by connecting them with multicultural consumers through influencer marketing rooted in technology, authenticity, creativity and performance to navigate cultural change and ever-changing social. landscape ”, said Jeffrey Duque, co-founder of Extrategic Culture. “In addition, we would like to especially thank PepsiCo for believing in our capabilities and being an invaluable ally throughout the certification process. Their support truly demonstrates PepsiCo’s commitment to developing a strong supplier base that includes various owner-owned businesses that provide quality products and services. “

“Increasing our spending with various suppliers is a key part of PepsiCo’s drive for racial equality,” said Christina tyson, Director of Supplier Diversity at PepsiCo. “We know that minority certification will allow various companies to work with many Fortune 500 companies beyond PepsiCo. Hiring the Pink Patch Group, a black women-owned certification consulting firm, to help small minority-owned businesses through the certification process is a step we are taking to truly create systemic change in the communities we serve. . “

Diane pieretti, Co-Founder of Extreme Culture, said: “In keeping with our mission, we aim to leverage our Certified Minority status by continuing to make the voices of diverse communities heard, providing that EXTRA behind multicultural influencing strategies, To increase their visibility, We use a nuanced approach offering brands the best technologies, strategies, cultural knowledge, creative and diverse talents, influencing intelligence and performance that allow influencer marketing to evolve beyond organic results ” .

About extra-strategic culture

Extrategic Culture, Inc. is a culture-focused social experience agency based in New York, New York State, which brings together influencer strategies, branded content, social media and beyond to reach multicultural audiences along the consumer journey. The pillars of success are service, technology and community. Every day, the Extrategic team works with a strong focus on its mantra: “The difference between the ordinary and the extraordinary is a little EXTRA”

For more information, please visit extrategicculture.com or email team@extrategicculture.com.

Media contact

Diane pieretti, Culture extrategic, +1 617-416-3650, diana@extrategicculture.com

Jeffrey Duque, Culture extrategic, 646-642-9949, jeff@extrategicculture.com

Twitter

SOURCE Extra-strategic culture



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Immigration judges deportation orders fall under Biden https://morrisseyagency.com/immigration-judges-deportation-orders-fall-under-biden/ Sun, 21 Nov 2021 23:59:40 +0000 https://morrisseyagency.com/immigration-judges-deportation-orders-fall-under-biden/ The Biden administration’s more lenient approach to illegal immigration is now manifesting itself in immigration courts across the country, where in the last three months of the past fiscal year, judges have issued deportation orders in less a third of cases. This is down dramatically from 2019 and 2020, under the Trump administration, when 80% […]]]>

The Biden administration’s more lenient approach to illegal immigration is now manifesting itself in immigration courts across the country, where in the last three months of the past fiscal year, judges have issued deportation orders in less a third of cases.

This is down dramatically from 2019 and 2020, under the Trump administration, when 80% of cases resulted in removal orders or voluntary departure grants.

Department officials said the numbers are the result of pressure from the administration to expand the scope of “prosecutorial discretion,” freeing thousands of migrants, even though judges have not ruled in their favor. Instead, the cooperation between Homeland Security lawyers and the migrants has resulted in record rates of rejected or closed cases, which amounts to a tacit agreement for these migrants to remain in the country illegally.

The more relaxed approach comes even as an increase in borders has meant that around half a million migrants have been captured and released by Homeland Security in the past year. Yet immigration courts have issued only around 40,000 deportation orders.

Experts said this mismatch is particularly troubling because it could help lure others into making the illegal trip, believing they will try their luck with immigration courts.

A source within the department, who has been following the developments but was not authorized to speak publicly about them, said it appeared the new team “was pushing to smash the immigration court system.”

As part of the Department of Justice’s Executive Office of Immigration Review (EOIR), immigration courts are the generally invisible backbone of the country’s immigration consequences delivery system. Undocumented immigrants who are not immediately evicted appear in court for hearings, and judges hand down rulings that sharpen U.S. immigration law.

The cases are being pursued by attorneys for Homeland Security’s deportation agency, US Immigration and Customs Enforcement.

Changing patterns of illegal immigration over the past decade have strained the ICE and EOIR. Immigration courts closed fiscal 2021 on September 30 with 1.4 million pending cases, by far the record.

And although the caseload increased, judges completed just 115,000 cases during the fiscal year, the lowest number in more than 25 years. This is in part due to the coronavirus pandemic, “but not in full,” a department official said. The official said there had been a “complete de-emphasis” on business completion.

“This level of dysfunction is unprecedented in any government agency and should warrant a formal investigation,” the official said.

There are also a few hundred thousand cases that appear to be missing from the EOIR file. While around half a million border jumpers were captured and released or transferred by Customs and Border Protection in fiscal year 2021, immigration courts have only registered around 250,000 new ones. case.

EOIR, in a statement to the Washington Times, said its records reflect cases, known in government parlance as “Notices of Appearance,” or NTAs, that Homeland Security has actually filed in court. There are “a variety of reasons” why Homeland Security would keep records, EOIR said.

At some point, these NTAs should be registered with the EOIR. But for now, that means as bad as the EOIR figures appear to be, the reality is even worse, with hundreds of thousands more cases adding to the agency’s workload once Homeland Security will have submitted them.

“Something fun is going on there, but I can’t put my finger on what it is exactly,” a second Justice Department source said.

Andrew R. “Art” Arthur, a former immigration judge and now a resident law and policy researcher at the Center for Immigration Studies, said he expects the Biden administration to respond to this case crush by suppressing some cases.

“They’re just going to drop some cases, they’re just going to focus on the main ones,” Arthur told The Times. “People who were arrested before 2020, a lot of these cases are just going to go down the drain. “

He said the government should initiate a fast-track process for hiring new immigration judges just to keep pace with this future workload.

Still, EOIR just finished its slowest year of hire since 2017. And the judges aren’t doing a lot of work anymore.

The agency finished last fiscal year with 559 judges, who completed 114,751 cases, or just over 200 per judge. In contrast, two years earlier, 442 judges had completed 276,993 cases, or more than 600 per judge.

The Biden administration announced last month that it was canceling a workload target imposed by the Trump administration.

EOIR told The Times in its statement that it is trying to get more judges in the pipeline, with 19 to add to the ranks this week and to be fully invested next month, once they finish training the new ones. judges.

“Many variables affect the process of hiring immigration judges and it is not unusual for immigration judge hiring rates to fluctuate from year to year,” said the agency.

The EOIR is licensed for 634 immigration judges, and the Biden administration has asked Congress to approve the money to hire an additional 100 judges in its 2022 budget.

Overall, the Biden administration’s approach to EOIR has been to try to erase Trump’s legacy as much as possible.

The agency director, a career public servant, was ousted and Attorney General Merrick Garland overturned several immigration decisions made by Trump’s Justice Department aimed at curbing uncertain asylum claims. Immigrant rights groups argued that valid claims were also blocked by the changes of the Trump era.

And over the summer, the ICE issued new guidelines urging prosecutors to look for reasons to drop cases.

The results are just starting to be seen, department sources said.

Among the NTA cases in which the EOIR issued initial decisions in 2019 and 2020, judges ordered the issuance of a deportation order about 80% of the time. In 2021, that figure has fallen to around 40%. In the past three months, when Biden’s policies were most firmly entrenched, the rate was only 32%.

The cases granted, where the migrant succeeds, have increased slightly. But the real change has come in the layoffs or layoffs – effectively dropping the procedures and giving the migrant a tacit consent to stay. These decisions fell from around 8% in 2019 and 2020 to 42% in the last fiscal year.

The cases that have been closed or dismissed are generally relatively small, Arthur said. Otherwise, if migrants had a strong case, they would insist that their asylum claim be fully considered, as obtaining asylum brings permanent legal status and a possible chance of obtaining citizenship. A dismissal or dismissal does not bring permanent legal status, although many will be able to apply for a work permit.

EOIR, in its statement to The Times, said it was not focusing on the eviction order ratio.

“In the exercise of justice, our arbitrators decide each case, including requests for termination or rejection and requests for voluntary departure, on the merits and in accordance with the law, regulations and previous decisions of the States- United on immigration, regardless of how those results feed into aggregate data, including the ratio you mention, ”the agency said.

The counters of the American Immigration Lawyers Association applauded the increase in layoffs, saying they often represent cases where people facing deportation had a valid claim to make with another agency, such as the Department of ‘State or United States Citizenship and Immigration Services.

A growing rate of layoffs and layoffs is part of a “common sense” approach to setting enforcement priorities, according to AILA.


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Why an “unprecedented” number of TB State employees may soon retire https://morrisseyagency.com/why-an-unprecedented-number-of-tb-state-employees-may-soon-retire/ Sun, 21 Nov 2021 12:43:01 +0000 https://morrisseyagency.com/why-an-unprecedented-number-of-tb-state-employees-may-soon-retire/ A wave of retirements of state employees is expected in the coming months, resulting in an “unprecedented” loss of knowledge and skills, some officials say. According to the state comptroller’s office, up to 13,000 state employees will be eligible for retirement by July 2022. While not all eligible people are expected to retire, the number […]]]>

A wave of retirements of state employees is expected in the coming months, resulting in an “unprecedented” loss of knowledge and skills, some officials say.

According to the state comptroller’s office, up to 13,000 state employees will be eligible for retirement by July 2022. While not all eligible people are expected to retire, the number is expected to be higher than usual.

“As a result, the state of Connecticut is on the verge of an unprecedented loss of talent and institutional knowledge,” said union leader Dave Glidden, executive director of the Civil Service Employees Association, SEIU Local 2001. “La key to the future of the state will be realized with the workers. And I hope they figure it out before it’s too late, because time is really running out.

“They really need to set up this recruiting machine,” Glidden said.

Mass retirement is triggered by agreed changes in the cost of living adjustments for government employees.

As of July 1, 2022, there will no longer be a minimum cost-of-living adjustment for the salaries of retired government employees, and cost-of-living increases would be delayed for 30 months after retirement. retirement.

These rule changes would not apply to government employees who retire before July 1, 2022, raising concerns that a large portion of government employees will retire before the deadline.

The exact number is not yet known. It is “impossible to know at this time,” according to Connecticut COO Josh Geballe, although he said: “We don’t expect the number to be that high.”

“He’s likely to finish somewhere above our historical averages,” Geballe said.

A report released in December 2020 by the state’s Office of Legislative Research said that “the state can expect more than 20% of eligible employees to retire between July 2021 and July 2022.”

If 13,000 state employees are eligible for retirement, that’s 2,600 retirements, which would be high, but not unknown, according to state data. Already in 2021, there were 2,520 retirements of state employees, including 1,228 since July, according to data provided by the state comptroller’s office.

There were 2,605 retirements in 2017 when the collective agreement that came into effect in July was signed, and a 10-year high in 2011 when 2,714 government employees retired.

Deputy Gov. Dannel Malloy, the state in 2011 changed the rule to penalize older employees to prevent them from taking early retirement, encouraging many older employees to retire before this rule goes into effect, as this which is expected to happen this year.

However, the number of retirements by July could be as high, if not significantly higher.

Glidden said many government employees are “just waiting for the right sign from somewhere to say it’s time to retire, and that sign has arrived, and they plan to pick spring 2021 as their departure date. “.

Outsource concerns

In anticipation of massive retirements, Governor Ned Lamont announced in September 2020 that the Boston Consulting Group had been hired to study how to respond.

The goal, Lamont said, was to “deepen our state agencies and learn more about what to anticipate and how best to use this challenge as an exciting opportunity to ensure that our government serves our state as efficiently as possible. “

Glidden and other union officials have raised concerns that the state will use outside contractors to fill vacant positions, instead of rehiring.

“In order to avoid a disaster, the state should do what it is not doing at the moment, that is to say put in place a real recruitment machine to attract young workers,” he said. he declares. “But I think it seems like instead of doing that there is a bit of a fiddle in administration.”

Glidden said, “There is an excessive historical reliance in the state of Connecticut on consultants”, in part because “from a bureaucratic and bureaucratic point of view, it is easier to hire a consultant. than hiring a new computer scientist. University.”

But Geballe said there was “no long-term plan to outsource services due to this wave of retirements.”

“We are already on track to fill more positions than we have done in at least one year over the past decade,” he said. “We are seeing more retirements than in the past and we are hiring more than in the past. “

While it is not yet clear how many retirements there will be, recruitment for these positions has already started, Geballe said.

“Right now there are around 6,000 approved vacancies,” he said. “Today, we are also starting to recruit candidates for positions that we know will be retiring. “

Technological solutions

Geballe said the goal is to “minimize disruption” in service caused by mass retirements “, although he said” we are not expecting any at the moment “.

“It’s a very tough job market in all areas, not just in Connecticut,” he said. “We are competing for many of the same talents, whether they are nurses, doctors or IT professionals. “

But Geballe said that while retirements come with risk, there is also an “opportunity” to “become more productive internally”.

“There is still a lot of things that we are doing in the state in an archaic way using manual processes and, therefore, are less productive in some areas than we could be,” he said.

The state has embarked on a comprehensive, long-term, agency-by-agency technological overhaul to see “where we can best use technology,” Geballe said, to “provide residents with the ability to transact online. self-service line “.

“People will be able to support themselves,” he said.

Geballe said it was “the state’s obligation to see how we provide the highest quality services”. However, Jeremy Mohler, spokesperson for the advocacy organization, In The Public Interest, said technological solutions could ultimately harm residents.

“There’s cost savings, and then there’s this human interaction,” he said. “Some of those other benefits, like the workforce, creating jobs for the middle class or keeping jobs for the middle class,” he said. “There are a bunch of values ​​that we think public sector work achieves and private sector work doesn’t necessarily achieve. “


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