10 Transformational Pathways for States

To achieve each of the Future Workforce Now transformational objectives, states must take action across all ten policy pathways. Interact with the wheel to explore each pathway and the associated policies to prepare your future workforce for technological disruption.

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  • Lifelong Learning Ecosystem
  • Technologically Resilient
  • Comprehensive Support

Collect data on the career pathways of the state workforce to inform a resilient state workforce strategy. State employees are not immune to the impacts of technology in the workplace and are at risk of displacement as a result of innovations in state service delivery. States should consider new ways to collect department-level data on the wage and employment trajectories of state employees, future skills needs across state government, and the diffusion of technology to inform which departments and employees are most likely to be affected by technology. States can then use this data to inform program design, location, and investment decisions to build a resilient state workforce.

State Program Examples

No examples to share at this time. Please check back later.

Invest in the uniquely human skillsets, including problem-solving skills, creativity, and socio-emotional awareness, of the state workforce. The state invests in the human capital of each state worker, including the skills necessary uniquely in the state workforce, in order to help them remain competitive in the workforce.

State Program Examples

  • Washington

    Leadership Development Training for State Workforce

    In an effort to advance WA State Government as an employer of choice, Washington Governor Jay Inslee called for a transformation of leadership skills in state government. The Washington Department of Enterprise Services’ Workplace Learning and Performance team responded by designing new leadership development training for state employees. Supervisors and managers who completed the training reported nearly 30% improvement in areas like building trust with staff and driving results in their jobs.

  • Missouri

    Engage 2.0

    Missouri launched Engage2.0 to invest in the human capital of each state worker, including the skills necessary uniquely in the state workforce. This program provides a common growth model for the professional development of all state employees, training materials, and opportunities for staff to give ‘upward feedback’ to supervisors. The state also operates The Leadership Academy, a six-month intensive training program for ‘emerging leaders’ in state government, and a shorter three-day leadership program called The Missouri Way.

Model the value of racial equity by removing barriers and increasing equitable workforce outcomes for people of color in state government. The state implements pipeline development programs to further workforce equity in government with opportunities for advancement and strong retention and promotion rates for staff of color.

State Program Examples

  • Oregon

    Strategic Plan to Advance Racial Equity, Diversity and Inclusion

    In Oregon, the Metro Regional Government convened stakeholders to develop a collaborative Strategic Plan to Advance Racial Equity, Diversity, and Inclusion, to advance equity throughout the city, including city workforce training and hiring.

  • Virginia

    State Director of Diversity, Equity and Inclusion 

    In 2019, Governor Northam became the first governor to appoint a Director of Diversity, Equity and Inclusion for the State of Virginia. This cabinet-level position is responsible for developing a sustainable framework to promote inclusive practices across state government, including the implementation of a strategic plan to address systemic inequities in state government practices.

  • Colorado

    State Workforce Diversity Mandate

    In 2020, Colorado Governor Jared Polis signed an Executive Order requiring state agencies to develop plans to improve diversity, equity and inclusion in Colorado’s workforce. The goal is to create workplaces that “ensure that all voices are heard so that a person’s future success is not determined by their identity,” according to the order. State agencies are required to not only develop long-term strategic plans that promote inclusive workplace cultures, but also to report upon their progress after implementation and train all staff in diversity, equity and inclusion. Additionally, the order instructs the state to review all buildings, systems, procedures and websites for accessibility and address any inequities that may be posed by contracting barriers. 

Expand work-based learning, including apprenticeship, for individuals to gain experience in the state workforce. The state invests in learning opportunities for youth and adult workers interested in the state workforce, in order to reduce education and training costs of future employees.

State Program Examples

  • Kentucky

    Civil Service Apprenticeship Program

    To expand work-based learning, including apprenticeship, for individuals to gain experience in the state workforce, former Governor Matt Bevin’s Secretary of Education and Workforce launched civil service apprenticeships in 2018 to develop workers who had the skills state agencies need.

Help state employees gain access to the information needed to inform their career pathways. Like traditional companies, states must invest in helping their employees to build set of skills to successfully climb the career ladder. States can help build the talent of their state workforce by measuring and making available employment outcomes of state workers, including wages and credentials acquired. This level of transparency can help managers and employees understand how state employment can help them achieve their career goals and what additional training is needed to grow within the state workforce.

State Program Examples

No examples to share at this time. Please check back later.

Extend paid family and medical leave to members of the state workforce. As of April 2020, eight states and DC have approved legislation to create paid family and medical leave insurance programs. However, the vast majority of states and workplaces still have no paid family policies, including for members of the state workforce. Paid leave offers important benefits to both employees and employers including the reduction of illness, increased productivity, increased women’s labor force attachment and overall positive impacts on state GDP. States can provide leadership to the private sector by offering family leave policies which do not require individuals to choose between familial duties and participation in the labor market.

State Program Examples

  • Indiana

    Paid Family Leave for State Employees

    In 2018, Governor Holcomb signed an Executive Order offering full-time state employees employed for at least six months 150 hours of paid family leave, and part time employees up to 75 hours. States can provide leadership to the private sector by offering family leave policies which do not require individuals to choose between familial duties and participation in the labor market.

Create opportunities for and provide incentives for state employees to learn technological and digital skills.  Key to delivering government services effectively is building technical leadership and capacity within for state government to apply emerging technologies. States have a unique opportunity to build a more effective workforce by partnering with private industry to make available to all state workers no-cost, advanced training necessary in emerging technologies, data, and human-centered design. Read the Tech Talent for the 21st Century Workforce to learn more about integrating tech talent in the public workforce.

State Program Examples

  • New Jersey

    Innovation Skills Accelerator (InSA)

    Policymakers have a responsibility to ensure that workers across all sectors and at every level of the wage ladder have access to the skills and retraining they need to succeed. In 2019, Governor Murphy expressed support for learning innovation in the public sector with a recently announced initiative to teach public servants how to use new technologies and innovation strategies to make government processes more efficient and to make more informed policy decisions that benefit New Jerseyans. A public-private partnership has resulted in this online digital micro-credentialing lab for public sector employees to learn about blockchain, human-centered design, data analytics and more.  States can ensure that their own public workforces have the digital skills that they need to effectively serve the public by providing accessible training and valuable credential.

Download The Full Guide

The State Guide for Preparing the Future Workforce Now provides details of how governors are leading public and private partners across all pathways to transform their education and workforce systems.

  • Roadmap for Systems Change

    Employ a tested set of best practices for your state.

  • See State Case Studies

    Discover what other states are doing now to prepare.

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