Author: Alex Bell

End of Year Performance Reviews in a COVID World

Everybody’s ready to call it a wrap with 2020. Yet, not all is lost this year. Your organization may still be able to carry out effective end-of-year performance reviews as a way to start a conversation about challenges still looming over next year.

In fact, performance reviews in 2020 are the perfect jumping-off point for discussing what is and isn’t working in the time of COVID. Your organization may need reviews more than ever this end-of-year to reset goals impacted by the pandemic and discuss what obstacles – personal or professional – are in the way of achieving them. 

Let’s go over what successful EOY performance reviews can look like during the pandemic and how they can further manager-employee understanding and professional growth. 

1. Back to the basics during the pandemic

Managers often see performance reviews as a means to give promotions or fire employees. However, their role is much broader. 

This end-of-year, most organizations aren’t making any more big staff changes. Instead, performance reviews can be a channel to work out challenges, build manager-employee rapport and strengthen organizational values. 

In this way, performance reviews are an opportunity to get back to the basics during the pandemic and identify your employees’ core purposes and goals.

2. Evaluate employees within a business-not-as-usual framework

This year is hardly business as usual. As you go to evaluate employee performance, it’s important to keep the pandemic framework in mind. A few pointers to review employees fairly include:

  • Analyzing employee performance from the entire year, including pre-pandemic.
  • Considering the employee’s adapted role and metrics during the pandemic.
  • Looking at personal or professional challenges in this adapted role, including remote work.

At LaSalle Network, for example, a recent performance review revealed that an employee named “John” was struggling to meet deadlines due to juggling full-time parenting and working. His manager empathized with his situation and adapted his schedule to help strike a better balance. 

3. Highlight highs and lows with rewards and grace periods 

This end-of-year, some organizations are opting for simplified performance reviews such as pass/fail. Others have ditched scales and percentages entirely for a more conversation-based review. Whether you decide to have standard assessments or adapted ones, it’s important to emphasize highs and lows. 

A good performance review during the pandemic will reward employees for working hard under challenging conditions, as well as granting grace periods for those who weren’t able to overcome them. For each employee, you should discuss these highs and lows openly, so that you’re both on the same page for next year. 

Capturing these highs and lows in your performance reviews will be important towards making sure your employees feel appreciated and setting clear expectations moving forward. 

4. Remotely but not impersonally

Another aspect to consider for end-of-year performance reviews is the remote factor. Conversations can be tricky over video conferencing software because of the lack of cues such as body language, as well as possible connection issues. It’s hardly ideal when your employee doesn’t hear a comment for improvement because the audio cut out. 

It’s essential that you put on the video feed for the conversation and try to create a comfortable atmosphere for open discussion. In fact, CEO of Know Your Team, Claire Lew argues that the first 10-15 minutes of the performance review should be dedicated to catching up. This can set the stage for greater reflection and takeaways for both the manager and the employee. 

5. Following up for ongoing feedback

Ongoing feedback is key to keeping your employees engaged. Managers hate giving it and yet, doing so over the course of the year can ensure that you’re supporting employees’ professional development.

In a COVID world, ongoing feedback is also essential as organizations adapt to the changing situation. Your team may have to pivot once again, which means the goals you set during the end-of-year performance review season may need to be revised. 

Ongoing feedback can resolve the challenges of a dynamic workplace by discussing areas of improvement all year round. 

6. Getting started early for meaningful performance reviews 

Meaningful performance reviews are possible but don’t wait until the last minute. You’ll have a better sense of how to evaluate your employees by starting early. Think ahead to next year and brush up on your performance management skills now. 

At Enterprise Training Solutions, we offer courses to help you navigate performance reviews in the time of COVID. Specifically, we have expert-created instruction in:

  • Professional in Human Resources: Performance Management
  • Planning an Effective Performance Appraisal
  • Detecting and Dealing with Performance Problems
  • Keeping Top Performers Challenged
  • Creating a Plan for Performance Management

This November, take control of one area you can: performance reviews. Your organization will benefit from conversations that strengthen employee-manager rapport and company values moving into next year. 

Even if assessment tools are naturally more lenient this year, performance review conversations may have a positive impact on your workforce next year.

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Diversity Training in the Wake of Anti-Racism Protests

The death of George Floyd in May of this year sparked widescale outrage and protests across the nation and later the globe as Black Lives Matter posters were waved from New York to Tokyo.

Companies from all over changed their social media profile images to black backgrounds in solidarity of the movement, but such actions have not sufficed for many people.

Instead, consumers and employees alike have expressed their desire to see companies and local institutions commit to tangible change within their policies and workplace environments.

As the nation continues to become more diverse, employers are being made aware of these new responsibilities for providing their employees with safer and fairer workplaces.

As a local government employer, it’s important that you understand the legislation involved in these matters so that your organization can maintain compliance. 

Lacking a strong understanding of what it means to have diversity in the workplace can create blindspots that may unintentionally lead to unfair employment/workplace practices, which could have serious legal repercussions.

The following content is meant to educate you about local changes being implemented within organizations and steps that you can take to bring your own work environment up to speed on modern diversity training best-practices. 

Compliance with State and Federal Law

There is legislation that state and federal governments have created in an effort to prevent unlawful or unfair employment practices within organizations, private or public. 

For instance, Title VII of the Civil Rights Act of 1964 prohibits any employer from participating in the discrimination of employees based on sex, color, race, religion, or national origin. 

This applies to employers that have 15 or more employees and isn’t limited to private organizations but also impacts federal, state, and local governments. The full details of Title VII can be read at the U.S. Equal Employment Opportunity Commission website. 

Some other relevant laws put in place include: 

  • The Equal Pay Act of 1963
  • The Age Discrimination in Employment Act of 1969
  • The Rehabilitation Act of 1973
  • The Americans with Disabilities Act of 1990
  • The Pregnancy Discrimination Act of 1978
  • The Genetic Information Nondiscrimination Act of 2008
  • The ADA Amendments Act of 2008

It’s vital that you also check your state laws periodically to stay up to date on any recently passed legislation related to diversity in the workplace or other compliance issues. 

Failure to do so may lead to lawsuits, fines, or other penalties for unfair or unlawful employment practices, regardless of whether they are intentional or not. 

Local Organizations and Government Bodies Implementing Change

There are already sweeping changes in diversity training occurring within various organizations across the United States. We mention some of them below. 

The University of Wisconsin-Eau Claire 

The University is launching new equity, diversity, and inclusion (EDI) training for all incoming students. Although it is only now being unveiled, the Executive Director of EDI, Jodi Thessing-Ritter, says that the program has, in fact, been in development for several years. 

The EDI training involves a 50 minutes online course that contains videos, quizzes, and modules of info covering a variety of topics including race, religion, disabilities, gender, sexual orientation, and gender expression. 

The City of Dayton

The city of Dayton has recently hired a consultant to provide diversity training to help build cultural awareness among city employees. The consultant, Daniel Juday, will also strive to help employees develop more trusting and meaningful relationships. 

The Navy

A new Navy task force has been established in an effort to address racial and gender biases.

Although the Navy has long been committed to inclusion and diversity for many years, Vice Adm. John Nowell stated, “…I think it’s safe to say that as we look at current events it’s really put a light on the fact that we need to do more. We need to do it more quickly.” 

The task force recommends reforms in recruiting, health care, promotions, military justice, and five other key areas in the service. 

The City of Manchester

Thanks to a $20,000 grant, the City of Manchester will have all city employees receive diversity training later this year. 

How to Maintain an Inclusive Environment in Your Organization

Any diversity training implemented within your organization should be thoroughly considered. Take these points into consideration as you move forward in making your own organization more inclusive.  

Implement Solid Equal Employment Policies

As an employer, implement a strong equal employment opportunity policy. Make sure that it is upheld across all levels of your local government organization. 

The policy itself should include transparent assurances that if employees file complaints, then you’ll protect said employees from retaliation. All prohibited conduct should be clearly laid out in the policy as well. 

Once the policy is in place, be sure to train relevant parties like supervisors, managers, and employees about the policy and its contents. It’s up to you to set the standards and expectations people have about this subject. 

Train Managers and Employees

All Human Resource managers and employees should be trained on equal employment opportunity laws.

During any diversity training, remind employees of relevant company policies that are in place and that all employees will be held accountable for their actions. Immediate and appropriate corrective action should be followed through in the event of violations of company policy. 

Promote a Culture of Inclusivity Within Your Organization

As a local government employer, it’s your responsibility to actively practice inclusivity in your workplace. 

Remember to take the initiative in helping people feel valued and welcome at your organization by interacting with different people, appropriately connecting with employees, and creating useful employee resource groups. 

Diversity Training Amid Lockdown

As the nation continues to change and become more diverse, it’s important that we make sure that our workplaces feel welcome to said diversity. 

Doing so will help your local government agency foster an environment of professionalism that cultivates an appreciation and respect for personal differences across your workforce. 

However, the nation still being in lockdown poses a challenge to many organizations who would want to conduct group diversity training at this moment.

It’s for this reason that online training solutions are more necessary and convenient than ever. 

We offer on-demand training dedicated to compliance and risk management, covering the subject of diversity in several courses, including Bridging the Diversity Gap, Understanding Workplace Diversity, Your Role in Workplace Diversity, and more.

We hope that our accessible online training will help you and your organization create safer and fairer workplaces for all individuals. 

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Cybersecurity in the Upcoming 2020 Elections

As the 2020 presidential election draws near, state and local government agencies are making preparations to counter present and future cybersecurity dangers that threaten to undermine our nation’s election process.

Last year, state and local governments suffered 162 ransomware incidents, and these attacks show no signs of letting up, even amid the global health crisis. 

To bolster the nation’s overall safety, the Cybersecurity and Infrastructure Security Agency has generated and released its plan for protecting not only the infrastructure of this year’s election but also the infrastructure utilized by campaigns and political parties. 

From disinformation campaigns to phishing attacks, CISA aims to identify and mitigate any security issues that might compromise the integrity of this election year. Some notable points from CISA’s plan include: 

  • Creating public awareness campaigns that discuss cybersecurity threats. 
  • Providing local and state cybersecurity officials, as well as private companies that provide voting equipment, with additional information about security threats. 
  • At the local level, helping to develop incident response and crisis communication plans. 
  • Offering services such as physical security assessments, remote penetration testing, and vulnerability scanning, among others. 
  • Conducting voluntary security assessments.
  • Working with private firms and briefing staffers about the best practices to follow regarding campaigns.
  • Providing the public and elected officials with information concerning foreign influence campaigns. 

Although these measures are being taken, CISA Director Christopher Krebs stated that much of the responsibility of securing the voting infrastructure will fall to the state and local government agencies.

Below you’ll find a list of enacted and pending bills relating to cybersecurity that have been made at the state level. 

State-Level Cybersecurity Bills: Enacted

  1. Alabama | AL S 54 – Status: Enacted, Chap. 98: Insurers and other entities licensed by the Department of Insurance must develop, implement, and maintain an information security program. It also provides for reporting to the Commissioner of Insurance, the confidentiality of provided information, and for civil penalties under certain conditions.
  2. California | CA A 74 – Status: Enacted, Chap. 23: Makes appropriations for the support of state government for the fiscal year and provides that activities performed by the office shall be designed to minimize overlap. It also works in coordination with statewide cybersecurity efforts. 
  3. Florida | FL H 5301 – Status: Enacted, Chap. 2019-118: Requires the designation of a state chief information security officer and creates the Florida Cybersecurity Task Force.    
  4. Florida | FL S 2500 – Status: Enacted, Chap. 115: Makes appropriations, including funds to county supervisors of elections for cybersecurity initiatives. 
  5. Georgia | GA H 30 – Status: Enacted, Chap. 3: Appropriates funds to the Georgia Cyber Innovation and Training Center to enhance cybersecurity technology for private and public industries through unique education, training, research, and practical applications.
  6. Georgia | GA H 31 – Status: Enacted, Chap. 319: Appropriates funds for cybersecurity training and cybersecurity initiatives in schools.
  7. Iowa | IA H 692 – Status: Enacted: Provides for penalties for using voter registration information, including resale or redistribution of the voter registration list without written permission of the state registrar, for purposes other than those permitted.
  8. Louisiana | LA H 74 – Status: Enacted, Chap. 292: Creates the crime of trespass against state computers, provides for elements of the crime, and also provides for criminal penalties.
  9. Mississippi | MS S 2831 – Status: Enacted: Establishes the Insurance Data Security Law and provides the purpose and intent of the act. It also defines certain terms within the act, requiring insurance licenses in the state to develop, implement, and maintain an information security program. The bill further requires certain notification, investigation, and confidentiality in a cybersecurity event.
  10. Montana | MT H.B. 2 – Status: Enacted, Chap. 483: This bill appropriates money to various state agencies for the upcoming biennium, including funding for many relevant cybersecurity programs and technologies, including next-generation antivirus software, cybersecurity staff, cybersecurity student programs, and many more. The State Information Technology Services Division will report to the legislative finance committee quarterly on the Montana Cybersecurity Enhancement Project.
  11. North Dakota | ND S 2110 – Status: Enacted, Chap. 468: Expands the powers and duties of the Information Technology Department to oversee cybersecurity strategy for all executive branch state agencies. This includes institutions under the control of the State Board of Higher Education, counties, cities, school districts, or other political subdivisions.
  12. Nebraska | S.B. 123 – Status: Enacted, Chap. 546: This bill enacts provisions governing the security and integrity of elections, requiring an annual training class on cybersecurity for those who administer elections. Any records of the Secretary of State or county or city clerk related to election information are confidential and not public records. They may be disclosed only under limited circumstances. 
  13. New Jersey | NJ S 2297 – Status: Enacted, Chap. 213: Revises provisions relating to the State Blockchain Initiative Task Force. 
  14. Nevada | NV S 69 – Status: Enacted, Chap. 392: Revises provisions relating to emergencies and cybersecurity.
  15. Nevada | NV S 123 – Status: Enacted, Chap. 546: Revises provisions relating to elections.
  16. Ohio | OH H 166 – Status: Enacted, Chap. 10: This bill provides funding for cybersecurity initiatives, including the establishment of a cyber range. The cyber range will: (1) provide cyber training and education to K-12 students, higher education students, Ohio National Guardsmen, federal employees, and state and local government employees, and (2) provide for emergency preparedness exercises and training for cybersecurity.
  17. Oklahoma | OK S 261 – Status: Enacted, Chap. 163: Relates to the security of election materials, coercion, and election emergencies. The bill also authorizes post-election audits for certain purposes, provides procedures, and specifies the duties of the Secretary of State Election Board and the Secretary of County Election Board. It also specifies requirements relating to office space and arrangements for county election boards while prohibiting the providing of false or misleading information to prevent registration or voting.
  18. Virginia | VA H 5001a – Status: Enacted, Chap. 1: Revises the budget bill; makes appropriations to various state agencies and programs, including cybersecurity programs.
  19. West Virginia | WV H 2452 – Status: Enacted, Act 123: Creates the West Virginia cybersecurity office and removes the requirements of the Chief Technology Officer to oversee the security of government information. Also created the Cybersecurity office  and provides that the Chief Information Security Officer oversees said office and is authorized to create a cybersecurity framework to assist and provide guidance to agencies in cyber risk strategy.

State Level Cybersecurity Bills: Pending

  1. Georgia | GA S 21 – Status: Pending – Carryover: Will require each local board of education to prescribe mandatory instruction concerning cybersecurity every year in every grade, from kindergarten through grade 12. It will also require the State Board of Education to prescribe a minimum course of study in cybersecurity, providing for duties of the State School Superintendent. 
  2. Illinois | IL H 2829 – Status: Pending: Will create the Financial Institution Cybersecurity Act. The bill provides that persons and entities operating under the authority of the Secretary of Financial and Professional Regulation under the Banking Act, the Insurance Code, the Savings Bank Act, the Credit Union Act, the Corporate Fiduciary Act, and the Residential Mortgage License Act must maintain a cybersecurity program to protect the confidentiality of their information system.
  3. Illinois | IL H 3017 – Status: Pending: Will create the Veterans Cyber Academy Pilot Program Act and provides that the Department of Veterans’ Affairs shall establish and implement a pilot program to provide veterans residing in the state with access to cyber security training, certification, apprenticeships, and additional resources to enter the cyber security field of work. The pilot program shall run from January 1, 2021 to December 31, 2023. The bill also provides specific requirements to the department in implementing the pilot program.
  4. Michigan | MI H 4348 – Status: Pending: This bill provides executive recommendations for an omnibus bill, including funding for improvement of the state’s cybersecurity framework.
  5. Minnesota | MN H 17 – Status: Pending – Carryover: Appropriates money from the Help America Vote Act account for certain authorized purposes and provides for the purposes of modernizing, securing, and updating the statewide voter registration system and for cybersecurity upgrades as authorized by federal law.

Needless to say, states and their local government agencies are going to be making a considerable effort to keep this election year secure and free of external interference. 

The federal government has made notable progress towards improved cybersecurity with the founding of CISA and other agencies, but much of our digital safety is still in the hands of local government organizations like yours. 

Staying Ahead of the Curve with Cybersecurity

With these new laws turning cybersecurity training into a requirement, it’s important that your organization be outfitted with courses that don’t just meet the educational standards but are also convenient and easily accessible to your employees. 

Since everyone is still working from home, getting your people into the office for training isn’t an option for most employers, which is one of the reasons that our online training solutions are ideal.

We offer current and on-demand courses dedicated to Cyber Security, which you can consume on your schedule.

As an ETS Learner, you also receive access to over 60 state and national affiliations and accreditations courses, the completion certificates, and the option to print course materials when needed.

Let’s all do our part in keeping our organizations, our people, and our elections safe from cyberthreats. 

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Adapting Your Workplace to the COVID-19 Outbreak

In our previous article, Preparing the Workplace for the Coronavirus (COVID-19), we explained what the novel coronavirus is, the danger it poses, and some steps local government employers could take to prevent COVID-19 infections in their workplace. 

Since then, the pandemic landscape in the USA has shifted significantly. 

The purpose of this article is two-fold: 

  1. To give you an overview of some of the notable regulatory changes that have occurred in response to COVID-19.
  2. To provide valuable tips for your local government on how to respond to potential disruptions in day-to-day operations/services that could occur, given that more cases of COVID-19 are expected to arrive.

State and Local Government Responses to COVID-19

It’s said that 3/4ths of Americans are now living in lockdown with 38 states having issued stay at home orders. 

Over 425 executive actions have been issued in 50 states and American territories, these actions including but not limited to declarations of state emergencies, school closures, and retail and business closures. A few notable actions have been listed below: 

California

  • Executive Order No. N-35-20 — “…Allows local governments more flexibility to utilize the skills of retired employees and reinforces the importance of the delivery of food, medicine, and emergency supplies.”
  • Executive Order N25-20 — “…The order allows local or state legislative bodies to hold meetings via teleconference and to make meetings accessible electronically. The order allows local and state emergency administrators to act quickly to protect public health.”

Louisiana

  • COVID-19 Task Force — “Governor John Bel Edwards (D) has established a COVID-19 task force. The taskforce will lead the state’s planning for different scenarios relating to the spread of coronavirus, offer guidance to the Governor’s Office and the Unified Command Group, and to agencies, local governments, businesses, and organizations.” 

Indiana

  • Executive Order 20-09 — “…Governor Eric Holcomb (R) has issued an order relating to government body meetings, government purchasing, and continuity of government.” 

Nevada

  • Executive Order 006 — “Governor Steve Sisolak (D) issued an order allowing virtual meetings for government bodies.”

Puerto Rico

  • Legislative Action RCC 659 — “Allocates $500,000,000 to various government agencies to finance a portion of the first phase of the Strategic Plan to Reactivate Our Economy, Support Our Merchants, and Protect Our Workers, in response to the emergency due to the COVID-19 pandemic.”

How Your Local Government Can Respond as Employers

As mentioned in our previous article, the ways in which your local government agency can mitigate health risks to your employees are numerous. 

Some of the more standard strategies involve encouraging sick employees to stay home, upholding hygienic practices in the workplace, and taking advantage of teleworking options. 

Below are some additional considerations that were brought up both by OSHA’s Guidance on Preparing Workplaces for COVID-19 and King County’s coronavirus pandemic guide for businesses and organizations. 

Social-Distancing

The majority of Americans are already practicing social-distancing in public, but there are other ways in which the practice can translate into the workplace beyond maintaining a minimum of 6-feet between yourself and others. 

As an employer, you can take measures to allow telecommuting wherever possible. However, not every individual has the necessary tools for remote work, so taking steps to ensure the availability of the relevant tech and infrastructure for telecommuting could go a long way. 

Depending on the structure of your organization, it may be worth permitting staggered shifts as another method of reducing person-to-person interaction. 

Prepare for Absenteeism 

Local government organizations should anticipate employee absences. These absences may result from an employee getting sick, having to care for a sick family member, or having to watch over children now that many have been dismissed from schools and daycare centers. 

Some employees may have family members who are immunocompromised and thus prefer to stay home lest they bring the disease back from work, while others still may remain home for fear of possible exposure to the virus. 

The loss of an employee who performs an essential function in your organization could bottleneck your day-to-day operations, so to prepare for this possibility, consider cross-training employees to perform these essential roles.

Keep your Workforce Educated on Treatment and Prevention

We shared some advice on this subject in our previous post, but its importance warrants reiteration. 

Your local government organization should be actively encouraging disease prevention behavior such as hand washing, sanitizing surfaces, avoiding the touching of the face, and staying home if feeling sick. 

Establishing Communication Protocol

During this period, it’s more important than ever to uphold high standards of communication in your workforce. 

A failure in communication could become the catalyst for breakdowns within your organization, the growth of false rumors, and even disintegration of trust and morale between team members.  

As an employer, it might be worth asking: 

  • How can you increase awareness of and support employees that are currently experiencing anxiety and fear during this health crisis?
  • What part can you play in the prevention of false rumors and misinformation circulating in your local government organization?
  • What can you and your leadership team do to keep your employees adequately informed regarding the latest health updates about the outbreak?

As a local government organization, it’s vital that you feel capable of handling this crisis to maintain the greater health and welfare of your local communities. We hope that the implementation of these provided strategies will bring you one step closer to that goal.

Adjusting to New Work Circumstances

The modern workplace has been shifting in significant ways for the better part of a decade due to innovations in technology, among other things. 

The current health crisis caused by COVID-19 has accelerated the pace at which organizations of all shapes and sizes have had to adapt to said innovations. 

If your local government agency has been struggling with the transition to remote work, we can assist you with our suite of cost-effective packages. 

Whether you’re working remotely for the first time or want to operate more efficiently in your current virtual workplace environment, our courses provide everything you need to thrive so that your agency can come out of this crisis in better shape than when it arrived.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Preparing the Workplace for the Coronavirus (COVID-19)

Since its troubling December outbreak in Wuhan, China, the Coronavirus has gained more and more public awareness as it continues to spread across the world. 

The virus was declared a “public health emergency of international concern” by the World Health Organization on January 31st, and the CDC, as well as other public health organizations, are expressing increasing concern regarding the disease. 

As a result, the CDC has henceforth issued travel notices encouraging people to take the necessary precautions when traveling to Hong Kong, Iran, and Italy, given the rise in COVID-19 cases within these countries. 

What is COVID-19 and how dangerous is it?

To be clear, the virus itself is called Severe Acute Respiratory Syndrome Coronavirus 2 (SARS-CoV-2), and it is responsible for the illness now known as the Coronavirus disease (COVID-19). 

Coronaviruses are part of a larger group of viruses that are typically common among animals, and it is rare for them to spread from said animals to humans. Regardless, it has certainly found its way to our species. So, how do you know if you have it?  

Patients to date have typically expressed certain symptoms that range from mild to severe. 

Mild:

  • Fever
  • Tiredness
  • Dry cough

Severe:

  • Difficulty breathing
  • Organ Failure

It’s worth noting that some people infected with the virus have only experienced a runny nose or sore throat, while others still haven’t shown any symptoms at all. 

Why? It’s likely because those individuals have stronger immune systems.

It was also reported that, among the 82 deaths that were linked to COVID-19 in Wuhan, 80% of the victims were over the age of 60, and 75% of them had health disorders that made them more vulnerable to the virus (high-blood pressure, heart disease, cancer, etc).

Strategies Employers can use to Prevent COVID-19 Infections in their Workplace

COVID-19’s impact hasn’t yet reached the levels of China or Italy in the U.S. but there’s still a concern that it could reach a pandemic stage here. Rather than trying to hastily react to the problem as it continues to spread, it’s best to take preventative steps to minimize risk as much as reasonably possible. 

Here are some steps that employers of local government organizations can take to keep their workplaces free of the outbreak:

Encourage sick employees to remain home

If any employees show signs of acute respiratory illness, it is recommended that they stay home and return only after their symptoms are gone. 

This may sound like common sense, but a recent Accountemps survey reported that 90% of employees will go into the office despite being unwell. 

Encourage clean hygiene in the workplace

We don’t mean simply bringing up clean hygiene during a Monday team meeting, but rather taking proactive steps to make it easy for members of the workplace to keep things clean.

This looks like providing tissues and no-touch disposal receptacles, providing alcohol-based hand rubs around the office, and doing routine wipe-downs of the most germ-ridden objects like keyboards, doorknobs, etc. 

Advise employees who are traveling to take preventative measures

It’s advised that employers ask their employees to check themselves for symptoms of acute respiratory illness before and after traveling. 

Consider Teleworking Options

If the cause for concern is great enough in your area, it’s worth investigating the viability of teleworking options for your employees. Remote work is already gaining popularity in modern work culture, so for many, telecommuting wouldn’t be too drastic of a change. 

Attending meetings via video calls would allow employees who are showing symptoms of COVID-19, but still feel well enough to work, to interact with their coworkers and attend important discussions. This way, no one gets left behind. 

Reacting Appropriately in Light of the COVID-19 Outbreak

It is always important as employers of local government organizations to remember the rights of your employees and to protect them when necessary. One unfortunate impact of the spread of COVID-19 is the rise of anti-Chinese sentiments. 

People in countries including Malaysia, the United Kingdom, South Korea, and Canada have all reported instances of anti-Chinese racism. A British citizen named Sam Phan wrote in the Guardian: 

“This week, my ethnicity has made me feel like I was part of a threatening and diseased mass. To see me as someone who carries the virus just because of my race is, well, just racist.”

For this reason, local government organizations should make sure that Chinese employees and American-Chinese employees are not discriminated against during this time of heightened tension. 

Because of these unfortunate incidents, it may be a good time to cover the anti-harassment policies of your organization or re-conduct the relevant training altogether.

If you don’t currently have the proper training materials or simply need some help getting started, our enterprise training solutions may come in handy. 

Our online courses provide a slew of convenient features that allow employees to go through training without slowing down their day-to-day. 

Does this sound like something you could use? If so, don’t hesitate to explore our available compliance and risk management courses here.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Exploring State Anti-Sexual Harassment Laws in the Wake of #MeToo

It has been a few years since the #MeToo movement went viral across the United States. In response to the outcry for change, many states took action by passing legislation aiming to prevent future cases of sexual harassment in the workplace. 

The impact of these legislative measures varies, ranging from laws that curtail the use of non-disclosure agreements to requiring sexual harassment prevention training within businesses. 

The purpose of this article is to inform you of which states are making changes now and in the near future so that employers can properly prepare local government organizations appropriately, and in so doing, avoid any hefty fines that follow noncompliance.  

Let’s take a look at the states which have made the most significant changes to their legislation.

Illinois 

On January 1st of this year, it became required for businesses in Illinois to provide annual training on how to identify and prevent acts of sexual harassment in the workplace as part of an omnibus bill called The Workplace Transparency Act. 

Companies that don’t comply with these legislative changes will be hit with potentially severe fines, ranging anywhere from $500 to $5000.

While it was initially required that businesses with at least 15 workers adhere to the law, on July 1st of 2020, it will change so that even a business limited to one worker will need to comply. 

Understandably, many employers have been caught in a panic trying to fill this training gap before the July 1st deadline. 

California

On January 1st, 2019, California passed three laws: SB 820, AB 3109, and SB 1300.

The stated purpose of these laws was to limit any employers’ efforts to prevent business disclosure information, especially when relating to unlawful acts and sexual harassment cases in the workplace. 

It’s also required that any employer that has five or more employees must provide preventative sexual harassment training to their staff.

The law was initially going to go into effect on January 1st, 2020, but that deadline has since been delayed to January 1st, 2021 in response to the business community voicing their need for more time.

Unlike its Illinois counterpart, this law will not require the training to occur on an annual basis. Instead, employers must repeat the training once every two years.

New York

Recent anti-sexual harassment laws prevent employers from including non-disclosure provisions in settlement agreements as a way to resolve claims of sexual harassment. 

The recent legislation also prohibits New York employers from including provisions that mandate pre-dispute arbitration claims of sexual harassment within employee contracts.

The law also declares that any clauses in existing contracts that mandate arbitration of sexual harassment claims are null and void.  

As in Illinois, New York employers will be required to provide training annually.

Delaware

On January 1st, 2019, the Deleware law H.B. 360 went into effect, requiring employers with 50 or more employees to provide interactive sexual harassment training and new employees must receive said training within one year of employment. 

The training would thereafter need to be repeated once every two years. Also as of January 1st, 2019, all Deleware employers are required to distribute sexual harassment notices to current employees and new employees at the beginning of employment. 

Maine

Although Maine has required employers to provide sexual harassment training for quite some time now, this state like others made a point to update its training laws in 2018, though the requirements are slightly different from other states that share similar laws. 

Maine’s anti-sexual harassment training laws require that employers with 15 or more employees must provide training to new employees subsequent to one year after hire.

Employers are also required to use a provided checklist during the training as a way to help define sexual harassment and to summarise the topics that each training covers.

Additional States

Although the states listed above have made the most substantial changes to their legislation regarding sexual harassment laws, there’s a total of 15 that have made initiatives in that direction.

  • 13 states have made laws that limit or prohibit employers from making it a requirement that employees sign a non-disclosure form as a condition for employment or as part of a settlement agreement.
  • Five states expanded the reach of workplace harassment protection to include interns, graduate students, and even independent contractors. 
  • Connecticut, Maryland, New York, and Oregan extended their statute of limitations for filing a harassment claim. 
  • 11 states enacted anti-sexual harassment measures such as mandatory training and policy requirement for employers. 

Takeaways for Employers & Future Outlook

While the #MeToo movement may not be getting as much coverage as it did when it went viral in 2017, its impact is still present across the country.

A report created by the NWLC in July 2019, stated: 

“In October 2018, on the one-year anniversary of #MeToo going viral, nearly 300 organizations aligned against sexual harassment and sexual violence came together to call for strengthened protections against sexual harassment and violence at work, and schools, homes, and communities–demanding concrete advances in “20 states by 2020.”” 

For employers, this means that even if your state has yet to update its anti-sexual harassment laws, you can likely expect these changes to arrive at your doors in the near future. 

However, instead of waiting to change your policies in reaction to new legislation, why not take preemptive action? 

While each state will have its own requirements regarding anti-sexual harassment policy and training, we’ve created relevant courses that go above and beyond most minimum requirements for both management and employees. 

Like much of our quality online training material, these courses conveniently provide you with an assignment due-date configuration, email reminders, as well as full course completion status reporting whenever you need it. 

If this sounds like something you could use at your local government organization, feel free to view our available compliance and risk management courses.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Meeting the Rising Demand for Data Science Professionals

 

If anything new has become apparent in the 21st century, it’s that data is eating the world at a faster pace than ever before. It’s estimated that internet users generate approximately 2.5 quintillion bytes of data every single day, and that number is constantly rising. 

Projections suggest that by 2020, there will be 40 trillion gigabytes of data in existence. To provide even greater perspective, a 2017 study showed that 90% of all data present in the world today was generated only in the past 2 years. 

However, this data is unless there’s someone who can make sense of it. 

Companies are beginning to utilize big data to help make more calculated business decisions, and those who fail to do so may inevitably struggle to keep up with the modern age. 

This is why organizations all over the world are scrambling to fill their data science positions, a task that is uniquely difficult given the myriad of skills needed for an individual to fulfill the responsibilities of the role, such as: 

  • Python coding
  • Advanced statistics
  • Proficiency with the Hadoop Platform
  • SQL Database/Coding
  • Apache Spark
  • Machine learning and AI
  • Data visualization

And given the fact that data science as a field is still in its infancy, that list of needed skills will only continue to grow in size. 

Why Local Governments Need Data Scientists 

Big data is used for a multitude of tasks, from predicting hurricanes for pre-emptive evacuation to giving you appropriate recommendations on your Netflix feed. 

For local governments, big data can be used for making a variety of data-backed decisions that can help reduce traffic congestion, lower crime, improve the environment, and of course, make intelligent budgeting choices. 

Dubuque, Iowa, a city with a population of 58,000, took advantage of big data as early as 2009 during an effort that increased the city’s revenue by $18,000. 

Their local government managed to accomplish this by teaming with IBM to improve sustainability efforts by installing smart water meters in homes. 

It took time to gather the relevant data, but over time, they were able to learn how their homeowners used water.

They were able to find ways to make water usage more efficient in ways that would have been impossible without big data. 

This kind of impact isn’t limited to Dubuque, Iowa. Local and big governments around the world are making the choice to create a foundation for intelligent decision making via their investment in big data and data scientists. 

Can Organizations Fill the Need for Data Scientists?

Although the benefits of big data are plenty, local governments won’t be getting any of them unless they acquire people equipped with the skills and experience needed to analyze and understand the data. 

It’s become more and more apparent that a career in data science is becoming increasingly promising. The Bureau of Labor Statistics (BLS) suggests that there will be nearly 30% growth in the field of data science in the coming years.

The result of this projected growth means the creation of nearly 50,000 jobs in the field of data science, most of these jobs filling the needs of private and government organizations. 

The incentives for individuals to develop the skills for data science are not exactly lacking, either. According to Glassdoor, “data scientist” is the highest-paying entry-level job within the USA, the median base salary starting at $95,000.

Although there’s projected growth in this field, many organizations are still in great need of talent today. And for many local governments and businesses, their need for data scientists is simply too great to wait any longer. 

For this reason, many organizations are turning to in-house training to develop their own talent. Doing this is often difficult and time-consuming unless a third-party is brought in to assist with the training, which in itself may end up hurting their budget. 

Individuals within their organizations can go back to school to acquire the relevant skills, but school is more expensive than ever, and many people–especially professionals–don’t have the time to invest in college classes given that they’re already entrenched in their present careers. 

An ideal solution would be a training program available online and on-demand, allowing individuals to learn at their own pace while providing a solid framework that’s cost-effective for individuals as well as organizations.

The good news is that you’re experiencing that solution at this very moment, 

Enterprise Training has an extensive list of Information Technology courses that cover a variety of topics including Apache, Blockchain, MySQL, and so much more. 

ETS learners gain access to over 60 state and national affiliations, as well as accreditation courses, and we also offer IT certifications to solidify your expertise in the data science field. 

If you’re interested in positioning yourself for a promising career in data science while making a positive impact in your organization and the world, begin your training today from the comfort of your own home. 

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Improve the Environment and Your Career with a LEED Certification

When planning your career path, it takes foresight to predict what the future might hold in store. For facilities management professionals, the future is green. 

Acquiring LEED certification is one of best ways to evolve with the industry (and environment) at large and put you in a position to keep your career path trending upwards.

The certification is recognized globally across 165 countries and over 2.2 million square feet of buildings are receiving LEED certification every day. 

Even the International Labor Organization has projected that over 6.5 million job opportunities are going to be generated as a result of green construction projects by 2030. 

As more companies and nations rally to handle the environmental crisis, which is one of the greatest threats we face today, any LEED-certified professional will likely be guaranteed work for many years to come. 

This is true for anyone involved in building construction and management – whether you’re a construction worker, architect, or facilities manager.

To understand precisely why LEED certification can have such an impact on your career, it’s important to have industry context and to understand what LEED certification is. 

What Does LEED Certification Stand For?

The acronym stands for Leadership in Energy and Environmental Design. The certification program is used as a form of quality control; assessing a building’s design and construction based on a number of factors including:

  • Energy efficiency
  • Building materials
  • Access to public transportation
  • Responsible land usage
  • Air quality
  • Water usage

The program itself is sponsored by the United States Green Building Council (USGBC). If a building project participates in the program, they can be awarded four different levels of LEED certification, depending on how many points they score on the exam:

  • 40-49 points = LEED Certified Buildings
  • 50-59 points = LEED Silver Buildings
  • 60-79 points = LEED Gold Buildings
  • 80+ points = LEED Platinum Buildings

Why LEED Certification Can Improve Your Career

LEED is significant because it operates as a third-party verification system, meaning every project involved with a LEED-certified professional is vetted through an extra layer of accountability.

In other words, even if a construction and design agency guarantees that a project will adhere to high standards regarding sustainability, LEED certification makes sure those standards are in fact being met.  

There are many tangible reasons to acquire LEED certification, not least among them being financial benefits. 

Between 2015-2018, the USGBC reported that LEED-certified buildings saved an estimated $1.5 billion in energy costs: $145.9 million in water, $715.2 million in maintenance, and $54.2 million in waste!

The USGBC also reported that buildings that are LEED-certified are worth 4% more than buildings that are not. In the end, having the certification serves to benefit everyone involved in building projects, from the project managers to the tenants themselves. 

The certification itself is the most difficult of its kind to acquire, which is why those who do become LEED-certified are recognized as a cut above those who don’t. 

In fact, having a record of LEED-certified projects on your resume can quickly grow your reputation as a thought leader within the construction and facilities management industries as well as the movement towards a sustainable future. 

So, what steps should you take to get there? 

Getting LEED Certified

To acquire your LEED certification, you must pass the official LEED certification exam provided by the Green Business Certification, Inc. Instead of a one-size-fits-all exam, you have the option to take five different tests:

  1. Building Design & Construction
  2. Operations & Maintenance
  3. Interior Design & Construction
  4. Neighborhood Development 

Technically speaking, there isn’t a prerequisite class required to take these tests, but it’s highly recommended to come prepared since they’re difficult to pass.

While there are a number of colleges and universities that offer LEED certification courses, it can be difficult for you to find the time necessary to go back to school as a working professional. 

A solution does exist, however, and you’re reading it at this very moment. 

Enterprise Training is an official USGBC education provider, and we offer on-demand courses dedicated to LEED certification which you can consume at your pace from the comfort of your own home. 

As an ETS Learner, you’ll also receive access to over 60 state and national affiliations and accreditations courses, the completion certificates, and the ability to print course materials for later reference. 

If you’re interested in becoming LEED certified to improve your career while building a more sustainable world, start your free trial of Enterprise Training today. 

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SWOT Analysis and Your IT System Security

Is your government organization’s IT system secure?

This is something that may be difficult to properly determine due to the constantly evolving nature of IT systems in general. 

Why? 

Because the security standards that were in place during the initial set-up of your IT systems (or even when you last updated them) may no longer meet the standards of today. 

Given the rise in cybersecurity attacks in recent years, properly assessing the security of these systems may mean the difference between enjoying another smooth workday and having to deal with a troubling data breach. 

A simple way to evaluate the security of your IT systems is through the use of a SWOT analysis. For anyone unfamiliar with the acronym, SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. 

The exercise involves the identification of internal and external issues that work in favor of or to the detriment of the health and security of your IT systems. 

This approach to IT security works best when performed systematically which, in short, means defining your security objectives before initiating the SWOT analysis. 

These objectives can be anything from reducing the chances of cybersecurity breaches to determining the vulnerability of your organization’s Internet of Things (IoT) devices.

There are many options to choose from, but a good rule of thumb is to ensure that whatever objectives you set can be measured with relevant metrics. 

Now that we’ve covered the basics, it’s time to take a closer look at some example Strengths, Weaknesses, Opportunities, and Threats that may be relevant to your local government organization.

Strengths 

For smaller local governments, one strength can be the size of the organization. 

A larger organization can have more loose ends that are difficult to tie down, while a smaller organization may be nimbler, have tighter internal communication, and be easier to keep secure.

Another strength may be the number of IoT devices in use, such as cameras, routers, etc. Does your data center exist in a climate-controlled environment? If so, this would also be a strength since it increases system reliability, which reduces potential downtime. 

Weaknesses

Determining the weaknesses of your organization’s IT system can be a bit trickier than pinpointing its strengths. 

Most weaknesses tend to be technical in nature, and as a result, they can be as small as having poor cable management or as large as lacking an overall patch management system. 

The important thing when identifying weaknesses is to ensure that they are well-defined so that it is easy to act on them. 

Some other weaknesses might include a lack of antivirus programs, not employing a reasonable number of staff on tech support, or not having a defined security culture within the organization.  

Opportunities  

Unlike weaknesses, identifying opportunities for your IT systems can be a fairly straightforward process. Are there new software tools that can improve your security? What about tools that could automate previously manual processes? 

Does your organization have a surplus of funds, and if so, would it make sense to allocate them to your IT department? Such opportunities are typically low in cost and can save your organization a vast amount of time, money, and energy if acted upon.

Threats

Threats, like opportunities, are generally easy to define. For instance, open Wi-Fi connections are an obvious threat as they grant network access to individuals with malicious intent. 

Another threat that is easy to overlook is the age of your computer systems, since older systems may slow productivity and result in unnecessary downtime. 

Depending on the location of your organization, it may be prudent to consider environmental threats to your IT systems. Would your data centers be susceptible to damage via earthquakes? What about hurricanes? 

Identifying these threats may also help you recognize opportunities. For instance, if most of your data centers are on-site, it may make sense to experiment with cloud storage. 

How to Begin Your SWOT Analysis 

The first place to begin a SWOT analysis is with a good template, which can be found in the document linked here. There are other templates online that may better suit your organization, so feel free to look elsewhere. The next step is to begin the security assessment.

Attempting to assess the security of your organization’s IT system can be a difficult internal task for many reasons. One reason may be that your team is too close to the problem to clearly see it. Another might be that your entire team is too busy to deal with it appropriately.

These barriers, among others, are why hiring an experienced outside assessor could help. Someone with expertise in this area would be able to smoothly analyze all four parts of your IT system’s SWOT without much difficulty. 

If your organization has neither the time to handle a full SWOT analysis on your own, nor the budget to hire an external assessor, don’t worry. 

Another viable exercise is to set up a two-day workshop where everyone within the IT department of your organization brainstorms a list of strengths, opportunities, weaknesses, and threats. 

This would by no means be as thorough as a formal SWOT analysis, but the effort could still go a long way. 

The most important thing is to take action sooner than later, especially since the number of cybersecurity threats aimed towards government organizations is only going to increase as technology inevitably continues to advance.

Expert Cybersecurity Tips on Demand

Understanding how to conduct a formal SWOT analysis is important, but it’s only one facet of protecting your IT system from cybersecurity attacks. 

To continue your learning, ETS offers a wide selection of quality videos, ebooks, and courses covering a variety of IT and management-related topics.

Become proficient in relevant subjects such as phishing, malware, ransomware, and more. You’ll gain access to the knowledge needed to improve your system’s security so that, when the next threat comes your way, you’ll be more than ready. 

Schedule your free consultation to learn more.

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Top Government Facilities Management Trends in 2019

The Government facilities management trends in 2018 will encourage new technologies and responsibilities for FMs

Editors note: We’ve updated our trends list for 2019.

From the public sector to the private, facilities managers roles and responsibilities are changing.

It used to be about simple building maintenance.

Now it’s about construction planning, energy management, and workforce efficiency.

We’ll help you navigate the changing face of facilities management by going over the top Government facilities management trends in 2019.

But before we do, let’s clearly define facilities management.

What is Facilities Management?

According to the International Facility Management Association (IFMA), facilities management is:

A profession that encompasses multiple disciplines to ensure the functionality of the built environment by integrating people, place, process, and technology.

A facilities manager (FM) is responsible for making sure the building and everything in it (people and objects) function properly and harmoniously.

IFMA has laid out 11 core competencies that every facilities manager should acquire:

  1. Communications – Management and oversight of the development and use of the facility communications plan
  2. Quality – Development and management of the creation and application of standards for the facility organization
  3. Technology – Ability to plan, direct and manage/oversee facility management business and operational technologies
  4. Operations and Maintenance –  Ability to assess and manage the conditions and operations of the facility
  5. Human Factors – Development and implementation of practices that support the performance and goals of the entire organization
  6. Finance and Business – Management and oversight of the financial management of the facility organization
  7. Emergency Planning and Business Continuity – Plan, manage and support the entire organization’s emergency preparedness program
  8. Leadership and Strategy – Ability to lead the facility organization, plan strategically, and assess the services needed to meet organizational requirements
  9. Real Estate and Property Management –  Ability to develop and implement the real estate master plan
  10. Project Management – Ability to plan and oversee projects
  11. Environmental Stewardship and Sustainability – Ability to plan, manage and support the entire organization’s commitment to protecting the environment

With these skills, a facilities manager can ensure the successful operation of the building and everything in it.

Beyond these skills, there are new tools and methods for facilities management that are being developed every year.

Below, you’ll find the newest emerging facilities management trends in 2018 for the public sector (although they apply to the private sector as well).

Government Facilities Management Trends in 2019

1. Outsourcing Continues to Rise

According to CBRE, by 2025 the outsourced market in FM services will be worth $1 trillion globally – making this a major trend that must be noted.

As more private companies move advisory and transaction services, facilities management and project services to one supplier and point of control, services vendors are increasingly adding outsourcing services to their portfolios.

According to Ian Entwisle, CEO of  EMEA Global Workplace Solutions, beyond cost savings their clients “increasingly choose their supplier with the intention of building a partnership and platform for collaboration and innovation; the focus is long-term.”

Should this trend carry over into the public sector, smart Facilities Managers would do well to look to organizations like EMEA to build these partnerships.

How?

Entwisle suggests starting at the beginning of the supplier relationship.

“Rather than the outdated RFP and presentation process, we are increasingly co-solutioning alongside our prospects and clients.”

2. IoT Continues to Take Over

Especially as mobile carriers begin their 5G rollouts this year, providing the infrastructure to support a growing Internet of Things market, IoT will gain a strong foothold in facilities management over the next four years.

According to analyst firm Gartner, a total of 20.4 billion connected “things” will be in use by 2020.

For facilities managers, this ultimately means “smart buildings” with lights, sensors, HVAC units, windows, doors, and CCTV all integrated into a building’s network will soon become the norm.

Beyond the convenience for employees that can be found in devices like Amazon’s Echo, IoT devices will also be generating data that can be used to increase productivity and efficiency – meaning data analytics and network security and infrastructure expertise will become necessary compontents of a complete facilities management team.

3. Cloud-Based Integrated Facilities Management Systems are Becoming the Norm

As part of the management and analysis of all that data, facilities managers are increasingly choosing cloud computing and storage over in-house infrastructure, as the benefits in security, stability, and cost efficiency continue to rise.

According to a senior analyst at market research company Technavio, 

“The cloud-based facility management solutions allow securing hosting of critical data along with advantages such as improved security and scalability and quicker disaster recovery. Cloud computing provides a cost-effective solution, which allows the companies to recover critical server data from backups stored on a shared or private cloud host platform.”

For facilities managers, the cloud computing trend comes in the form of Integrated Workplace Management Systems.

While facilities data has traditionally been siloed, allowing managers to focus on a single aspect of the workplace at a time, today workplaces have too many interrelated data sources for this to be effective.

The new cloud-based integrated approach allows facilities management teams to make better decisions by understanding how one aspect of a work environment affects another.

For example, open floor plans affect space utilization on the one hand and employee productivity on the other.

By viewing workplace factors like this from both lenses, facilities managers can make better decisions for both employees and cost management.

4. Employee Experience is Being Emphasized

As modern companies raise the bar for what employees expect from a workplace, smart facilities managers know they need to consider the employee’s perspective when making decisions in order to cultivate a talented workforce.

A chief trend this year is a wider adoption of the concept of the “experiential workplace.”

From individual workstations to collaborative group spaces, personal areas and recreational spaces, every part of the modern workplace is being designed to address the question “how does this benefit employees to maximize engagement and productivity?”

The key idea behind this: employees who feel valued and accommodated will produce better work.

At the same time, rising real estate costs are driving organizations to make better use of their existing workspace. Tools like hot desks, agile spaces, and activity-based workstations enable facilities managers to better utilize their square footage – while improving the employee experience.

5. Increased Regulatory Focus on the Implementation of “Green Technology”

47 states and a few territories and cities use the International Energy Conservation Code (IECC) as a model for operating their facilities. It’s adopted in accordance with the regions Governmental codes, but sets a standard by which regions can regulate effective facilities managers.

The 2019 IECC focuses much more on energy-efficient technologies and systems – emphasizing ease of use and conservation.

This facilities management trend towards greener technology means that FMs will be required to track their buildings energy inefficiencies, and consider newer, better upgrades and installations for less costly energy emissions.

6. The Need for Government Leadership Development and Government Succession Planning is Rising

According to Jones Lange LaSalle, the average age of facilities managers is 49, while the general working population average mean age is 43.

Here’s the worst part:

Less than 1% of millennials are planning a career in facilities management.

This means facilities managers are creeping toward retirement and no one will fill their positions.

To counteract this trend, you should increase your Government leadership development and implement a strong Government succession plan.

Government Facilities Management Requires Cutting-Edge Training

If you’re a budding Government facilities manager or in charge of developing facilities managers, then you know that training is essential.

All Government FMs must be Federal Buildings Personnel Training Act (FBPTA) compliant.

We can help you do that.

From the basics of facilities management to sustainable energy efficiency, we provide authorized training to help you or your employees become FBPTA trained.

We’ll even provide LEED certification and completion certificates.

If you want to keep up with Government facilities management trends, then check out Enterprise Training below.

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