IT Workforce Development
IT Workforce Development includes internal programs, strategies and reforms that empower the state’s IT workforce to increase ability to modernize government processes, systems, solutions and services while reducing overreliance on third-party consultants where cost-effective.
External efforts involve the establishment of flexible programs to attract and retain individuals possessing modern IT disciplines to fill service and skill gaps within the state’s IT operations, building outreach campaigns to recruit candidates from non-traditional sectors, and continuing to develop internship and apprenticeship programs to expose government opportunities to high school graduates as well as two-year and four-year degree program participants.
- Completed a new baseline assessment identifying areas within ETS where employee development programs could be built.
- Consolidated the authority, operations and resources of the former Office of Information Management and Technology (OIMT) and Information and Communication Services Division (ICSD), pursuant to Act 58, SLH 2016. The reorganization is intended to create greater efficiency in state government and clarify roles and responsibilities in new governance processes.
- Launched the Civil Service IT Broadbanding Pilot Project in partnership with Department of Human Resources Development (DHRD) to update the current IT position classification system that is more than 40 years old, inflexible, complex, labor intensive, and unresponsive to changing needs, particularly as it relates to IT positions. Re-describing state IT positions to more appropriately match modern technologies and processes will further ongoing efforts to hire and retain IT personnel and expand career path opportunities for public sector workers.
- Expedited the filling of vacancies to mitigate unnecessary reliance on third parties. In FY16, ETS successfully filled 29 positions resulting in as few as 19 vacancies in January 2016, but retention continues to be a challenge. This issue is compounded by the difficulty, faced across all sectors in Hawaii, to attract and retain skilled IT workers.
- Launched a pilot program with LinkedIn to expand recruitment opportunities in terms of targeted campaigns and coordinated outreach with the entire LinkedIn community in any geographic region. The LinkedIn presence will also provide ETS with the opportunity to re-brand and re-position ETS and state government with the IT workforce who may be actively seeking new job opportunities, or others who may not be actively pursuing opportunities but may be possible job “fits” based on work experience and knowledge.
Held the state’s first Hawaii Annual Code Challenge (HACC) to engage the local tech community in government modernization and expose individuals within Hawaii’s IT workforce to state career opportunities. Approximately 220 coders and innovators attended the kickoff for the month-long competition, answering the call to apply their collective creativity to improving state government. Twenty-seven teams presented solutions at the HACC judging and awards event a month later, with solutions tackling homelessness and jail facility visitation receiving top honors.
- Repurposed the state’s Transformation Internship Program (TIP) to support IT workforce development efforts, entering into partnerships with the University of Hawaii and DevLeague to create on-the-job-training opportunities. The program was re-calibrated for the 2016 summer session to provide a project-based learning experience where IT students from various universities were onboarded to plan and assist with execution of the state’s first-ever HACC event.
- Expanded focus on providing a multitude of learning opportunities to current and new employees throughout the executive branch. Training sessions have been made available to employees for voluntary participation where individuals may update their skills on common applications, such as Office 365 and SharePoint tools among others.
- Received the Legislature’s approval for three new cybersecurity positions, including a chief information security officer, to help further build the state’s cybersecurity program. These new positions will also allow ETS to pursue cost-effective solutions for Hawaii’s cybersecurity needs by providing additional training to State employees. Training employees enables the state to shift a majority of security work previously done by contractors to skilled state personnel.