Kristina Knaving’s Post

Tuesday is Newsday at Barrett and Greene Inc. Here are the highlights of today's Weekly Management Update., far more details about which can be found by clicking here: https://lnkd.in/eyyQv9eB * The pandemic-era hiring crisis for state and local government may be easing, but there is still intense competition for employees and frustration about rapid turnover. The tag to replace an employee is estimated at three to four times salary. As cities across the nation try to grapple with this quandary, a recent audit in the City of Austin provides some potentially powerful solutions, not just for Austin but other cities, counties and states. * There’s been a long-time struggle on the part of states to effectively shift the way Medicaid provides long term services “away from services provided in institutional settings and toward home and community-based services,” Mathematica reported in late August. But progress in shifting services to community based ones (which have a whole host of advantages, including cost) varies dramatically from state to state. How is your state doing? * In late August, the Pioneer Institute in Massachusetts published an Emerson College poll that showed that Massachusetts residents are strongly in favor of ending a public records exemption that affects the legislature, governor’s office and the Supreme Judicial Court. While battles rage on in other states about public records exemptions, Massachusetts is an extreme case. It's the only state in the country where the legislature, governorship and judiciary are exempt from its Public Records Law. But 80% of registered voters included in the survey supported eliminating the exemptions, while only 6% reported that they believed in keeping the records private. Elizabeth Steward Terry McKee, MPA, NIGP-CPP, CPPO, CPPB, C.P.M. Daniel Chenok Marty Benison American Society for Public Administration John M. Kamensky Chris Fabian William Hatcher Linda Misegadis, CPP, CPM, CCM, IPMA-CP Don Kettl Dr. William Brantley The Volcker Alliance National Academy of Public Administration Amy Resnick Alexandria Smith Melissa Maynard Rudy de Leon Dinglas, Ph.D. Amber Ivey (AI), MPA, JD Mark Funkhouser Shelby Kerns Leslie Scott Kayla Leslie Ron Holifield Alisha Powell Gillis Corrie Stokes Kate Elizabeth Queram

Tuesday is Newsday at Barrett and Greene Inc. Here are the highlights of today's Weekly Management Update, far more details about which can be found by clicking here: https://lnkd.in/eyyQv9eB * Beginning in the new year, there’s going to be a new source of workers for state and local governments: the people who will now be departing from the federal government as campaigns have ceased to function and people who leave the federal government in the wake of a new administration. To ease the way, Work for America, an impressive new organization that's “committed to making public service a desirable, accessible, and stable career path that uplifts families, communities and our country," is stepping in with a new talent matching program dubbed Civic Match. This online platform will provides connections between a vetted pool of candidates and hiring managers, all at no cost to participating governments or jobseekers. * While much attention is paid to big-ticket procurements that go askew, it’s important to pay attention to the small purchases as that can add up to the potential for significant financial risk. Exhibit A is performance audit of Salt Lake County’s small purchases, which took a look in this corner of state purchasing and uncovered a variety of management problems, including a lack of accountability, insufficiently enforced policy, and documentation shortcomings. * Last week, the HHS Office of Inspector General produced its annual report showcasing the top management challenges it faces. The checklist provides an excellent way to assess the challenges and priorities that existed at the end of President Biden’s administration. . . How this and other policy and management changes play out has a high degree of significance to state and local governments and residents. The list, which is featured in this Management Update, includes a need to improve behavioral health; attention to better maternal health; reducing improper payments to Medicaid and strengthening emergency preparedness. Elizabeth Steward Terry McKee, MPA, NIGP-CPP, CPPO, CPPB, C.P.M. Daniel Chenok Marty Benison American Society for Public Administration John M. Kamensky Chris Fabian William Hatcher Linda Misegadis, CPP, CPM, CCM, IPMA-CP Don Kettl Dr. William Brantley The Volcker Alliance National Academy of Public Administration Amy Resnick Alexandria Smith Melissa Maynard Rudy de Leon Dinglas, Ph.D. Amber Ivey (AI), MPA, JD Mark Funkhouser Shelby Kerns Leslie Scott Parker Kayla Leslie Ron Holifield Edward DeSeve Mike Maciag J.B. Wogan Caitlin Lewis

Having the technology available to meet a regulatory obligation is one thing. Having the people and process available to effectively use it is another. #People #Process #System

Tuesday is Newsday at Barrett and Greene Inc. Here are the highlights of today's Weekly Management Update, far more details about which can be found by clicking here: https://lnkd.in/eyyQv9eB * Multiple local governments will benefit from the tale of New York City’s innovative staffing dashboard, which tracks the difference between authorized budgeted positions and actual headcounts in 80 agencies. The dashboard, which was first developed in 2022, is updated monthly with real-time preliminary data that helps the Office of the New York City Comptroller keep track of vacancy rates, and identifies instances when understaffing issues are affecting agency performance. A case study from Work for America about the dashboard reports that “the dashboard empowers city leaders to identify issues and take action.” * A new report about civilian oversight of law enforcement paints a picture of opposing political forces driving both focused attention on oversight work and simultaneous efforts in selected states to pull it back. The report, commissioned by the National Association for Civilian Oversight of Law Enforcement (NACOLE), is rich with new data about the prevalence of civilian oversight charters and ordinances in the two hundred largest US cities by population. According to the report, “from the perspective of oversight practitioners, the level of cooperation between law enforcement agencies and oversight agencies varies widely, ranging from strong collaboration to almost complete obstruction." * The Volcker Alliance has created an online aggregator of “entry-level internships, fellowships and other entry-level career opportunities." Created using generative AI it is “sortable, filterable, (and) searchable” with 200 programs currently listed from both local and state governments, as well as federal opportunities. As Peter Morrissey, Volcker Alliance's senior director of Talent and Strategy, wrote about the organization’s Gov-Ramp Aggregator, “This is a live product and we’ll continue building on it, so please share with early career future public servants and provide us feedback on how we can improve it, including by adding programs currently omitted.” Elizabeth Steward Terry McKee, MPA, NIGP-CPP, CPPO, CPPB, C.P.M. Daniel Chenok Marty Benison American Society for Public Administration John M. Kamensky Chris Fabian William Hatcher Linda Misegadis, CPP, CPM, CCM, IPMA-CP Don Kettl Dr. William Brantley National Academy of Public Administration Amy Resnick Alexandria Smith Melissa Maynard Rudy de Leon Dinglas, Ph.D. Amber Ivey (AI), MPA, JD Shelby Kerns Leslie Scott Parker Kayla Leslie Ron Holifield Edward DeSeve Mike Maciag J.B. Wogan Caitlin Lewis

While Europe and California are continually charging fines against companies with Privacy complaints, nineteen (19) states in the US currently have privacy laws that you may be required to meet their requirements. In 2024, seven (7) states have passed new privacy laws, and three (3) states will have their laws go-live. Be aware of what states you are conducting business in and how those state's laws will impact your privacy requirements (e.g., opt-in v. opt-out, notifications, processes to follow, training requirements, etc.). Don't get caught off-guard by these new regulations. Reach out for an initial consultation regarding your privacy requirements and needs. Be ready when the next set of states go-live over the coming months/years. #Privacy #Regulations #Compliance #CyXcel

Alice and Bob decide to find out the average of their salaries.💸  But none of them want to reveal their salaries. 🙈 Usually, in such a scenario, they would need to provide their salary figures to a trusted third party 🤝🔒 and rely on them to compute the result. However, there could be concerns regarding how this ‘trustable third-party’ would handle their secrets. Even if the third-party is trustable, information could still be exposed during the transfer and handling process. This is where Secure Multiparty Computation (SMPC) comes in! 🔒✨ ### What is SMPC? 🤝 SMPC allows parties to jointly perform an operation on their data without sharing it. In this example: > Bob and Alice each come up with 2 numbers that sum up to their salaries. > None of these numbers fully reveal their salaries unless summed up. Next: 1. Alice randomly shares one number from her two with Bob. 2. Bob repeats the same process, resulting in both Alice and Bob having 2 numbers each. Finally: - Alice and Bob add the numbers they currently have and share the sum with each other. - Averaging these two sums will yield the average of their salaries without anyone revealing their exact figures! 📊🤫 ### The Power of MPC 🌐 MPC enables privacy-preserving applications where multiple mutually distrusting data owners cooperate to compute a function. The use of MPC can also be extended to Machine Learning! 🤖 - In model inference, SMPC allows a client to submit a request to a server holding a pre-trained model while keeping both the request private from the server and the model private from the client. - During training, MPC can enable a group of parties 👥 to train a model based on combined data 📊 without exposing that data. (very useful in Federated Learning 🌐) The particular protocol used to find the average salary is called additive secret sharing, and there are numerous other protocols useful in various scenarios. More formal definitions of SMPC and various other protocols will be explained in future posts! 📚🔍 🌟 I'm publicly committing to the #30DaysOfFLCode Challenge to learn more about #SMPC (Secure Multi-Party Computation) and other Privacy Enhancing Technologies for 30 days! 📅 👉 Join me in learning more about #PETs --> https://30DaysOfFLCode.com

My interest in decentralized systems has always been fueled by the recognition that the more convoluted supply networks get, and the more we vertically disintegrate (aka outsource) these supply networks, the more we need to account along value chains rather than within accounting entities. One major component is to design systems of mutual control, where truthfinding is not delegated to one privileged entity (which might end up using this privilege to further its own interests), but where everyone is controlled by everyone else. In politics we would call such a system of mutual control "checks and balances". In this essay I called it, countering the dominant framework of "single source of truth", a single truth without a single source. https://lnkd.in/eaQhNHFp

We're pushing for passage of the BE HEARD Act (Bringing An End To Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act) - HR 2148. Current law doesn't do enough to stop discrimination, particularly for the most vulnerable workers. This act strengthens and broadens discrimination laws, removes barriers for targets, and helps employers create incentives and accountability for safe workplaces: It extends protections to all. Title VII of the Civil Rights Act doesn't address workers in small businesses. This law would cover all employees regardless of business size plus independent contractors, volunteers, interns, fellows, and trainees — and add LGBTQ workers as a protected class. It gives targets a fair chance in court. Case law requires that harassment be "severe or pervasive" to win in court, often unattainable and that groping may not even fall under. The bill outlines what conduct is and is not unlawful to give guidance to the courts who've historically excused abusive conduct, blocking justice, and preventing others from speaking up. It promotes transparency. Acts of discrimination are most often kept private, furthered with agreements that mandate arbitration rather than lawsuits upon starting jobs. The bill would ban mandatory arbitration and non-disclosure agreements upon accepting a job. It restores protections for workers harassed by supervisors. The bill would make holding employers liable for supervisor harassment easier. It assists employers in creating harassment-free workplaces. The bill authorizes research and data collection and gives employers template policies, trainings, and surveys plus best practices. Call your members of Congress to push this bill forward: http://www.openstates.org

📢 Important Update: the EEO-1 filing deadline is June 4th, 2024! Does this change put you in a time crunch to get your reporting done on time this year? Don't let the days go by without seeking Kognitiv's Compliance Solution which offers a one-click solution, saving you time, money, and frustration. Transforming your manual data collection tasks into effortless reporting. Visit our website to learn more: https://lnkd.in/eQt48veT #EEO #Compliance #WorkdayHCM