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How Government Organizations Can Benefit from Online Training in a Post-COVID World

In a post-COVID world, the benefits of online learning for government organizations have gone from convenient to absolutely necessary. With a decline in revenue and therefore a slash in budgets, finding areas where money can be saved and time can be used most effectively is at the top of the list of priorities.

There may be some hesitancy, and certainly there are some cases where in-person learning might be seen as the better alternative. Even so, new hire orientation, management and sensitivity training, and even something as small as learning how to use a new desktop application are all examples where prepackaged training would be beneficial. It’s important to know why virtual learning should be implemented now more than ever.

Saving Time and Money

Because of the limited budgets associated with most government organizations, it’s crucial to review the costs of in person training compared to virtual ones.

When planning in-person training, the needs of the humans in your audience cannot be ignored. Bathroom breaks, lunch breaks, and travel time all have to be taken into consideration and planned for. There’s the time required for set-up, and the time required to take everything down. Speakers who arrive late hold up the entire event, attendees who arrive late miss important information, and tech issues might take anywhere from a few minutes to a few hours to resolve.

There are the time-wasting costs of this, and the monetary ones. Locations have to be booked, food has to be prepared, people have to be paid. Even if you already have a location free of charge and require those attending to provide their own food, you’ll still have to pay people (whether W-2 employees or contractors) to set up the area for your event and take it down.

On-the-job training is also expensive and wasteful. Hours of a valuable employee’s time is spent training a new hire when they could be handling other important tasks. This is (at least) twice as much time and cost consuming as it would be if you could simply give the new hire a course to watch, read, and complete.

Learning virtually is significantly cheaper, as it generally comes at one upfront cost. It can be carefully written and produced to be as time-effective as possible, with no opportunities for employees to miss parts of it. Once a course is bought, it can be used and reused time and time again, eliminating the need to pay for multiple events or hours of another employee’s time.

Increased Accessibility

Even as we return to “normal”, remote work is here to stay, especially for those who are at higher risk for COVID-19. Remote employees who perhaps live hours away in another city or even another state can still receive the training they need with an online course. Not only are they receiving the required training, they’re getting the same exact information as their colleagues who work on-site and in person.

Government organizations don’t have the flexibility that private companies enjoy, which makes accessibility an important factor in evaluating virtual training. Getting access to the virtual types of courses you might need is drastically easier than getting the same info from an in-person format. There is no travel time, and no cost required to fly or drive people to the event. It’s more easily worked into a person’s busy schedule, and all employees can review the information at a time and place that works best for them, making them more likely to retain and understand the information.

For on-the-job training, e-learning also makes new-hire training more accessible and more consistent. With a more traditional, person-to-person method, if an employee who would normally be in charge of the training is out sick or on vacation, someone else would have to be found to fill their place. That person may not be as knowledgeable or comfortable with training, therefore decreasing the standard of knowledge in the workforce.

With a course, new hires will get a consistent onboarding experience. This also is applicable to continuing education courses for established employees. Everyone can be given the same course, or access to a webinar (either recorded or live), and regardless of who is there for work that day the same knowledge can be passed to everyone by an expert.

Increased Efficiency

Government organizations have to be especially conscious of processes and covering their bases thoroughly due to the usually legal nature of their businesses.

There is little to no chance an important piece of information is left out of an e-learning course. When you give your employees a course to complete and review, you know everything they need is in there. There is no human error of verbal communication from a tired supervisor who might forget to mention a seemingly small, yet critical piece of information to new hires. This also applies to seasoned employees who are learning a new application or continuing their education for work. E-learning is far more consistent and effective across the board, which means a higher quality of work from employees.

Purchasing a course also provides the benefit of being taught by an expert in the field, someone who knows exactly what they’re talking about and can convey it well. A team of people puts in the work to build a course, so the quality is great and the information is accurate and complete. With it, employees are quicker to be up and running.

It also provides the benefit of employees being more likely to learn the information provided. If they don’t understand something the first time, they can go back and reread or rewatch the section explaining it. If necessary, a colleague can easily provide further clarification.

This same material can be used for a long time, essentially until it is no longer relevant or outdated. When that happens, either a new course can be purchased to replace it, or new materials can simply be incorporated into the old course to provide the required knowledge.

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Regardless of the number of employees an organization might have, or what needs to be taught, learning via a course is a better alternative to in-person training in many situations.

It saves time and money by consolidating all required knowledge into one course, for one price, and since it can be used as many times as necessary, it becomes a long-term investment for the company purchasing it. Accessibility is increased because courses are available to anyone, anywhere, at any time. The efficiency of course learning is greater, as it does not require someone to sacrifice their time to teach, and is taught by someone who knows exactly what they’re talking about.

It’s time to evaluate the needs of your government organization, and see where e-learning can be used to make the most of the time and resources available to you.

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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

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.
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.
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.
Florida | FL S 2500 – Status: Enacted, Chap. 115: Makes appropriations, including funds to county supervisors of elections for cybersecurity initiatives.
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.
Georgia | GA H 31 – Status: Enacted, Chap. 319: Appropriates funds for cybersecurity training and cybersecurity initiatives in schools.
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.
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.
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.
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.
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.
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.
New Jersey | NJ S 2297 – Status: Enacted, Chap. 213: Revises provisions relating to the State Blockchain Initiative Task Force.
Nevada | NV S 69 – Status: Enacted, Chap. 392: Revises provisions relating to emergencies and cybersecurity.
Nevada | NV S 123 – Status: Enacted, Chap. 546: Revises provisions relating to elections.
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.
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.
Virginia | VA H 5001a – Status: Enacted, Chap. 1: Revises the budget bill; makes appropriations to various state agencies and programs, including cybersecurity programs.
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

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.
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.
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.
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.
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:

To give you an overview of some of the notable regulatory changes that have occurred in response to COVID-19.
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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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:

Building Design & Construction
Operations & Maintenance
Interior Design & Construction
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.

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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Adult Learning Theory and eLearning: Why and How to Educate Yourself Best

Remember what famous rockstar Alice Cooper told us?

“Schoooooooool’s out! Forever!”

He was right…sort of.

While traditional school may be over for you, the thing you did in school – learning – probably isn’t.

Like most working adults, you may have decided to continue your education.

Or, perhaps you haven’t yet and know that you should.

Well, in today’s post we’ll go over why adults continue learning (adult learning theory), how adults effectively learn, and the #1 method for learning every adult can benefit from.

So first up, the reason for continuing education.

Why Adults Continue Learning

There are many reasons why adults decide to seriously learn new subjects and skills long after graduation.

We list the 3 most common reasons below.

To Advance Their Career

Probably the biggest reason adults undertake learning initiatives is to move up the ladder in the organization they work for.

This is especially true if you work in a culture of continuous learning.

The fact is, ongoing education makes you more valuable as an employee. You will inevitably know more than your peers, be able to do more than them, and be able to take on the greater responsibilities that come with a promotion and raise.

Of course, expanding your education also makes you more marketable.

Consider licenses or certifications like the CISSP certification. That goes a long way in helping you find a better job or get the accreditation you require to move up in your agency.

To Keep Their Minds Active

Beyond career goals, many adults decide to further their education in order to keep their minds active and healthy.

According to the Association for Psychological Science:

“New research indicates that only certain activities — learning a mentally demanding skill like photography, for instance — are likely to improve cognitive functioning.”

A psychological scientist and the lead researcher Denise Park of the University of Texas at Dallas goes on to say that:

“It seems it is not enough just to get out and do something—it is important to get out and do something that is unfamiliar and mentally challenging, and that provides broad stimulation mentally and socially. When you are inside your comfort zone you may be outside of the enhancement zone.”

Learning new skills, even in the work environment, will provide the stimulation needed to keep your mind healthy.

To Earn a Degree

For some people, they need to continue learning to get the degree they never got, and may need.

This may for career advancement, but it may also be personal.

More often than not, we learn things for reasons that have nothing to do with making money or advancing our careers. Rather, many people continue learning to prove to themselves that they can do it. To feel a sense of personal achievement and to receive the honor of that achievement, like a degree from a good university.

Whatever the reason, it’s never too late to continue learning, which is what we cover in the next section.

How Adults Learn (Adult Learning Theory)

What regular people call adult education, famed American educator Malcolm Shepherd Knowles called Andragogy – a synonym that basically means the art, science, and theory of adult learning.

Knowles became famous for penning his “5 assumptions of Adult Learners”:

Self-concept – While children have a dependent concept of self, adults see themselves as self-direction.
Adult learner experience – The more an adult has learned, the more knowledge an understanding they can bring to the next subject.
Readiness to learn – An adult’s readiness to learn is more dependent on their social roles than on their physiological development, like it is in children.
Orientation to learning – Adults orient themselves around learning in terms of immediate application.
Motivation to learn – The most powerful motivator to learn comes from within for adults, while external motivators like a promotion or a raise also play a role.

These 5 assumptions tell you how adults should approach learning, but not the methods for learning itself.

That’s what we touch on in the next section.

Why eLearning is the Best Option for Adult Learning

Adults can use books, videos, in-person trainers, lived experience, and a host of other ways to actually take information into their brains and learn it.

But the #1 way…

The way that matches Knowles’ 5 assumptions of adult learners…

Is eLearning.

It allows adults to learn in short bursts on their own, called microlearning.

It’s more effective than other forms of learning.

And it’s one of the cheapest options out there.

If you need to implement an adult learning platform in your agency that covers every topic under the sun from IT to project management, then get your free trial of Enterprise Training below!

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

7 Digital Learner Preferences to Know in 2019

What are the digital learning preferences of your employees?

If you don’t know, your employees may secretly hate learning, or worse, they aren’t absorbing what you teach them – leading to constant retraining, poor performance, and bad customer service.

All of which can be reversed when you do know about digital learner preferences.

And the Digital Learning Consortium is here to show you just what they are.

They recently released a survey titled Voice of the Learner conducted during the spring and summer of 2018 that gathered responses from 5,000 learners spanning 5 generations from 114 countries in 15 professions.

So you know they found some good stuff.

We’re going to detail the major takeaways from this study below to show you how to design digital learning programs that your employees look forward to taking.

7 Digital Learner Preferences

1. A.I. Without Privacy Violations

Most respondents said they would use A.I.

They recognize the benefits of A.I., such as automatically identifying skill gaps and recommending learning activities to fill the gaps.

There’s just one sticking point:

Privacy.

Many respondents said they were worried about how their managers would use information collected using A.I. They’re afraid it may be used against them when being given assignments or during performance evaluations.

Keep this in mind if you decide to implement A.I. and attempt to keep things as transparent and voluntary as possible.

2. Learning Records That Are Controlled by Individual Learners

The majority of survey respondents (over two-thirds) want learning records that follow them throughout their career, enabling them to view and share their progress with anyone.

But once again, the issue of privacy crops up.

These same employees want to be in complete control over their records instead of giving control to a 3rd-party. Essentially, they would act like “supercharged resumes or LinkedIn profiles” that were kept secure by the learner themselves.

3. Online Courses and Digital Reading over Video

While online courses had the highest mean importance, respondents spent the most time each week (1.6 hours) on digital reading, both overtaking video in importance and time spent.

It seems respondents didn’t enjoy audio or webcasting.

4. Learning Alone

Another surprising finding from this study is that 58% of respondents said they prefer learning alone rather than in groups (when engaged in a Massive Open Online Course environment).

At the same time, 70% of respondents agreed that peer-to-peer interactions enhance the learning experience. But if they form learning groups, most of them preferred group sizes of 3-6 instead of large group sessions.

5. Longer Learning Sessions over Microlearning

As if this report didn’t feature enough shocking information, it turns out that most people don’t prefer microlearning.

Here’s how the numbers broke down:

51% prefer 20-45 minute learning sessions.
24% prefer 1-2 hour long learning sessions.
9% prefer 5-10 minute learning sessions.

This tells us that a mix of learning experiences would be best, allowing individual employees to tailor the learning experience to their preferences.

6. A Clear Link Between Learning and Their Career

Now, this next point should come as no surprise:

Over 70% of respondents are more motivated to learn when they see a clear link between what they’re learning and how it furthers their career.

If you can create a culture of continuous learning that rewards intelligent and competent employees with raises, promotions, perks, rewards, etc., then you’re employees will gladly engage in your learning programs.

7. Centralized Learning Hub

78% of respondents prefer a centralized learning hub where they can access all of their training from anywhere.

They don’t care much about seeing the speaker or in virtual reality, but they do care about having personalized recommendations and an organized knowledge database they can use at will.

The Next Step in Meeting Digital Learner Preferences

Now you know what your employees want from your learning initiative.

The next step is to give it to them.

But you don’t want to provide it haphazardly – one program for this and another for that.

Like the last point in our list above, you want to give your employees a central hub of information they can access while in the office, on a train home, or in their bedroom.

You have to make learning easy for them.

And it should include courses, reading material, and videos to cater to all different needs and learning preferences.

Where can you find all of this in one package?

Right here at Enterprise Training.

We have over 6,000 online government training courses covering everything from cybersecurity to project management.

If you need a one-stop-shop for your employees’ learning needs, then try a 14-day free trial of Enterprise Training today by clicking the button below.

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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Maximize the Effectiveness of ELearning with These 5 Strategies

You can improve the effectiveness of eLearning in your agency by applying the right strategies.

Have you implemented an eLearning program in your agency but aren’t seeing the results you expected?

We understand how frustrating that can be.

You probably see all the obvious advantages eLearning offers your agency – low cost, easy to use, available on-demand, etc. – yet you still struggle with optimizing the program’s usage and adoption.

Why?

Because implementing a program alone isn’t enough.

You have to work with your employees and managers to set forth the right plans, policies, and procedures to improve the effectiveness of eLearning in your agency.

In today’s post, we’ll help you do just that.

We’ll give you 5 tips for making your eLearning program effective both for learning and productivity.

By the end, you’ll be armed with proven strategies for building a long-lasting eLearning program that delivers the results you’re looking for.

5 Tips to Improve the Effectiveness of ELearning

Create Individual Development Plan Goals

Individual development plan goals are part of a formal agreement between the employer and the employee regarding how the employee will grow within your organization.

These goals establish the expected results that your employees will accomplish over a set period of time.

One of your employees’ major goals should be the development of their skills and knowledge.

Once identified, you can help your employees put together a concrete learning plan that will teach them the information and abilities they require to reach their goals.

WIthout clear learning goals, your employees may jump from one resource to the next, educating themselves haphazardly, and never making any real progress.

That’s where managers come in to help employees align their skill gaps with the necessary courses and resources for achieving their objectives.

Use Microlearning

While long-form learning is critical for educating your employees about big and important subjects, microlearning is useful for most other subjects – and makes learning more productive.

According to Bersin by Deloitte’s infographic Meet the Modern Learner, The average employee only has time to devote 1% of their work week to professional development. That means only 24 minutes a week or 4.8 minutes a day can be allotted for training in a normal 40-hour work week.

Microlearning maximizes your employees’ retention by delivering bite-sized concepts in an easy-to-consume format – enhancing the effectiveness of eLearning.

Also, microlearning makes it easy for you to organize training within the context of the work your employees actually do.

For example, if one of your employees needs to brush up on microsoft network security, they can watch a short video and get back to work in a few minutes. The same is true if they need to read a short white paper or flip to a certain chapter in a book.

Giving your employees microlearning resources they can access and consume quickly will make your eLearning program more effective and engaging.

Increase Employee Engagement

According to Wikipedia, an engaged employee is a person who is fully absorbed by and enthusiastic about their work and who takes positive action to further the organization’s reputation and interests.

Engaged employees work harder without being asked. They stay late because they genuinely want to perform well for their department and agency. They don’t complain about playing catch-up on work because their coworker was out sick – they gladly shoulder the load.

The engaged employee is the person who lives and breathes your agency’s mission because they’ve made it their own.

By increasing employee engagement in your agency, you’ll make it more likely that your employees will take your eLearning initiative seriously, contribute to enhancing the program, and work hard to achieve their goals.

Cultivate a Culture of Continuous Learning

A culture of continuous learning means that all of your employees are teaching themselves and helping each other be better, achieve more, and advance their careers.

This type of culture will encourage your employees to optimize the effectiveness of your eLearning program and maximize their results.

Also, continuous learning is key for well-executed Government succession planning by making it easier for leadership and institutional knowledge to be passed on and absorbed by the employees filling the vacant positions within your agency.

Here are a few ways to create a culture of continuous learning:

Establish policies for ongoing training, supportive management, specific office hours dedicated to learning, etc.
Tell your employees about your goals to create a continuous learning culture and encourage them to adopt the values and principles of ongoing education.
Turn your managers into coaches and teach them how to help your employees solve problems, motivate themselves, and stay focused.
Align each employee’s goals with the goals of your organization to stay on track and work together for a common purpose.

Find a Platform that Delivers Everything Your Employees Need

If you don’t want to commit to the hassle of designing your own courses, the best thing you can do is find an eLearning platform that delivers the information you need.

There are plenty of eLearning platforms available, but very few that cater specifically to Government agencies.

Even fewer that provide a wide enough breadth of courses for every one of your employees to choose from.

If you want a platform that puts their Government customers first and will tailor an eLearning program to your organizational requirements…

We can help.

Maximize the Effectiveness of Your ELearning Program

With courses for every level of employee, from leadership training to technical IT exam preparation, Our eLearning platform will allow each of your employees to advance their skills and upgrade their knowledge at their own pace and in their own time.

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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How to Create a Culture of Continuous Learning in Your Agency

A culture of continuous learning will improve the efficiency and effectiveness of your agency

How do you get the best out of your employees?

By creating a culture of continuous learning.

Your employees are the most valuable asset in your organization, and by giving them the tools and opportunity to sharpen their skills and knowledge, you’ll help your agency perform at its peak potential.

The private sector is already using this strategy to empower their companies.

Corporate spending on learning rose to 10% in 2015 according to Global Human Capital Trends 2016. These companies realized that they could maximize the efficiency of their businesses by giving their employees the ability to learn what they needed when they needed.

The same can happen in your agency.

We’ll show you what a culture of continuous learning is and how to cultivate one in your organization for smarter, better, and more dedicated employees.

What is a Continuous Learning Culture?

For individuals, continuous learning is the process of keeping up with ever-changing trends, insights, and tools for better performance and higher achievements in your job.

For organizations or agencies, continuous learning is the process of empowering and encouraging your employees to upgrade their skills and knowledge at their own pace while helping their fellow employees do the same.

A culture of continuous learning means that all of your team members are teaching themselves and helping each other be better, achieve more, and advance their careers.

The benefits of a continuous learning culture are that your employees may offer ideas that you never considered before, or implement strategies and tactics that you didn’t know existed.

Your agency will gain a considerable advantage over other departments because your employees will become more mature, confident, and intelligent as a result of continuous learning.

So, how do you create a continuous learning culture?

5 Ways to Create a Culture of Continuous Learning

There are plenty of things you can do to make learning a large part of your agency. We’ll give you 5 ways to create a continuous learning environment in your organization today.

Define Your Goals

Before you implement a training program for your employees, you need to know why you’re implementing a program in the first place.

What’s your goal for your agency?
What do you hope to achieve?
How do you hope to improve?
How much money are you willing to spend?

Create a broad vision for your organization that keeps you and your employees on track, while at the same time allowing your employees to follow their own path to personal and professional development.

Provide training for new tools, software, and work methods, along with training that matches your employees’ individual goals.

Which brings us to the next tip for creating a culture of continuous learning…

Define Your Employees’ Individual Goals

Individual development plan goals are especially important for continuous learning.

Without them, it’s difficult for individuals to stay on track, and it’s hard for you to hold your employees accountable.

When your employees know what they’re learning and why they’re learning it, they’re more likely to finish their education and apply what they’ve learned.

But beyond the “why” of their learning plan, you should help them create an action list so that they implement the things they’re learning effectively.

Get Your Employees Onboard

A shift in your agency culture is only possible if everyone is onboard. The first thing you have to do to implement a culture of continuous learning is to tell your employees what you’re doing and why you’re doing it.

You need to get all your employees to adopt similar values and principles, the same as you would when trying to increase employee engagement, for example.

Make learning a top priority, and consider revising your mission statement or internal agency slogan or “Values” to include continuous learning as a core tenet of how you run your organization.

You and the rest of your managers should lead by example and demonstrate your own commitment to continuous learning while helping your employees improve their continuous learning plans.

But you should be much more than just a manager…

Turn Your Managers into Coaches

A culture of continuous learning is dependent on managers and employees being open and honest with one another about learning goals, challenges, and achievements.

You should discuss those 3 things with your employees on a regular basis.

Like a coach, you need to be in their corner, ready and willing to help them solve problems and overcome obstacles when necessary.

Regular check-ins can provide the “push” that employees need to succeed. It also lets them know that you genuinely care about them and what they’re doing to better themselves.

Plus, by regularly checking in, you can course correct employees who may be studying or focusing on the wrong things, or help employees shift their priorities to be more productive.

The most important thing you can do as a manager/coach is to give them ample resources for continuous learning.

Give Your Employees Learning Resources

A continuous learning culture relies on constant access to learning resources.

Some of your employees will prefer long-form, formal training, while others will prefer microlearning that’s self-directed.

Sometimes, instructor-led training (ILT) is unavoidable and necessary.

But most of the time, all your employees need is access to relevant information for their specific job roles and goals.

The ease of access and cost of ELearning makes online education the most budget-friendly and employee-friendly option for all types of learners.

With the right ELearning platform, you employees can watch videos, read books, and listen to audio recordings on-demand.

It allows them to learn at their own pace, on their own time, when they’re ready to learn – as opposed to being forced to learn alongside everyone else in a group training session.

But where will you find a central database of resources that cover everything from IT exam preparation to project management and conflict resolution?

Right here at Enterprise Training Solutions.

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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