Graph and download economic data for All Employees, Government (USGOVT) from Jan 1939 to Jun 2025 about establishment survey, government, employment, and USA.

Graph and download economic data for All Employees, Manufacturing (MANEMP) from Jan 1939 to Jun 2025 about headline figure, establishment survey, manufacturing, employment, and USA.

Each year, the City of Boston publishes payroll data for employees. This dataset contains employee names, job details, and earnings information including base salary, overtime, and total compensation for employees of the City.

See the "Payroll Categories" document below for an explanation of what types of earnings are included in each category.

Graph and download economic data for Job Openings: Total Nonfarm (JTSJOL) from Dec 2000 to Jun 2025 about job openings, vacancy, nonfarm, and USA.

Data is collected because of public interest in how the City’s budget is being spent on salary and overtime pay for all municipal employees. Data is input into the City's Personnel Management System (“PMS”) by the respective user Agencies. Each record represents the following statistics for every city employee: Agency, Last Name, First Name, Middle Initial, Agency Start Date, Work Location Borough, Job Title Description, Leave Status as of the close of the FY (June 30th), Base Salary, Pay Basis, Regular Hours Paid, Regular Gross Paid, Overtime Hours worked, Total Overtime Paid, and Total Other Compensation (i.e. lump sum and/or retro payments). This data can be used to analyze how the City's financial resources are allocated and how much of the City's budget is being devoted to overtime. The reader of this data should be aware that increments of salary increases received over the course of any one fiscal year will not be reflected. All that is captured, is the employee's final base and gross salary at the end of the fiscal year. In very limited cases, a check replacement and subsequent refund may reflect both the original check as well as the re-issued check in employee pay totals. NOTE 1: To further improve the visibility into the number of employee OT hours worked, beginning with the FY 2023 report, an updated methodology will be used which will eliminate redundant reporting of OT hours in some specific instances. In the previous calculation, hours associated with both overtime pay as well as an accompanying overtime “companion code” pay were included in the employee total even though they represented pay for the same period of time. With the updated methodology, the dollars shown on the Open Data site will continue to be inclusive of both types of overtime, but the OT hours will now reflect a singular block of time, which will result in a more representative total of employee OT hours worked. The updated methodology will primarily impact the OT hours associated with City employees in uniformed civil service titles. The updated methodology will be applied to the Open Data posting for Fiscal Year 2023 and cannot be applied to prior postings and, as a result, the reader of this data should not compare OT hours prior to the 2023 report against OT hours published starting Fiscal Year 2023. The reader of this data may continue to compare OT dollars across all published Fiscal Years on Open Data. NOTE 2: As a part of FISA-OPA’s routine process for reviewing and releasing Citywide Payroll Data, data for some agencies (specifically NYC Police Department (NYPD) and the District Attorneys’ Offices (Manhattan, Kings, Queens, Richmond, Bronx, and Special Narcotics)) have been redacted since they are exempt from disclosure pursuant to the Freedom of Information Law, POL § 87(2)(f), on the ground that disclosure of the information could endanger the life and safety of the public servants listed thereon. They are further exempt from disclosure pursuant to POL § 87(2)(e)(iii), on the ground that any release of the information would identify confidential sources or disclose confidential information relating to a criminal investigation, and POL § 87(2)(e)(iv), on the ground that disclosure would reveal non-routine criminal investigative techniques or procedures. Some of these redactions will appear as XXX in the name columns.

Since 1 January 2021, local and regional authorities and public institutions must draw up an annual Single Social Report (SSR) for the previous year. This report compiles indicators relating to human resources policies around the following themes:employment, recruitment, career paths, training, pay, occupational health and safety, etc. This file constitutes the summary of the RSU 2022, carried out by the Department on the basis of data from the Social Database (BDS) as at 31 December 2022. Together with the summary of the database produced by the Centre Départemental de Gestion de la Seine-Maritime (see metadata) and the csv files from the database, also published on site, it constitutes the Single Social Report. The RSU then serves as the basis for the establishment of the Management Guidelines, which enable public employers to formalise or update their multiannual human resources management strategy. Metadata Link to metadata Additional resources * Légifrance website: https://www.legifrance.gouv.fr/loda/id/JORFTEXT000044930851/ The website of the Public Service for the Dissemination of Law offers for download the consolidated version of the Order of 10 December 2021, which frames the indicators contained in the social database (BDS, see definition in metadata). * Examples of unique social relationships: https://www.paris.fr/pages/le-rapport-social-unique-22259 and https://donnees-sociales.fr/dossier-de-presse-2-2/ For comparison, it is possible to find various RSU (see definition in metadata) online, downloadable in .pdf format. The attached links refer to the RSUs of the city of Paris and to the annual national summary available on the site données-sociales.fr of the management centers (see definition in the metadata). * INSEE website: https://www.insee.fr/information/2407785 The website of the National Institute of Statistics and Economic Studies (INSEE) offers a page dedicated to the All-Employees Base (BTS), based on the Registered Social Declarations (DSN), which must be fed by any company employing employees, in accordance with the Social Security Code and the General Tax Code. Since 2009, its scope has been extended to the three public functions (State, territorial and hospital), and to the employees of private employers, thus covering all employees in the French economic sector. This database provides extensive employment data (number of FTE jobs, gross and net pay, job qualification, type of employment contract, hours worked by gender and qualification, etc.), some of which are available free of charge.

Abstract

The National Civil Service Office (ONSC) has been working on a reform agenda for the civil service. The objectives include rebuilding the administrative career, as well as evaluating performance evaluations.

With these objectives in mind, the ONSC implemented, together with the World Bank, a survey for public officials with the following objectives: • Understand the attitudes and motivations of public officials in Uruguay by systematically analyzing management practices in the Central Administration and public agencies. • Analyze how the experiences and perceptions of management practices in the public administration impact on the levels of commitment and motivation of public officials. • Understand the main differences across demographic groups within government agencies. • Generate evidence, support and inform decision-making regarding reforms of management in the Uruguayan public administration that.

Report available at: https://www.gub.uy/oficina-nacional-servicio-civil/comunicacion/publicaciones/resultados-recomendaciones-encuesta-sobre-calidad-gestion-humana

Geographic coverage

20 public sector institutions in Uruguay

Analysis unit

Public officials

Universe

All public officials in 20 public sector institutions in Uruguay were eligible to participate in the survey.

Kind of data

Aggregate data [agg]

Sampling procedure

A “census” type approach, with voluntary participation was implemented for this survey. The survey was addressed to all officials of the 20 institutions, covering a universe of approximately 40,000 employees. The “census” type approach has a greater power of inclusion since all public officials are given the opportunity to participate and express their opinion.

Mode of data collection

Internet [int]

Research instrument

The survey questionnaire comprises following modules: 1- Demographic data, 2- Recruitment, 3- Promotions, 4- Performance management, 5- Salaries, 6- Transfers, 7- Staff turnover, 8- Leadership, 9- Motivacion, 10- Compromise, and 11- Capacitacion.

Response rate

Response rate was 29%.

Graph and download economic data for Average Hourly Earnings of All Employees, Total Private (CES0500000003) from Mar 2006 to Jun 2025 about earnings, average, establishment survey, hours, wages, private, employment, and USA.

Snapshot img

Digital Workplace Market Size 2025-2029

The digital workplace market size is forecast to increase by USD 709.24 billion at a CAGR of 51.5% between 2024 and 2029.

The market is experiencing significant growth, driven by the reduced hardware costs for enterprises and the increasing adoption of Bring Your Own Device (BYOD) policies in Small and Medium-sized Enterprises (SMEs). These trends are transforming the way businesses operate, enabling greater flexibility and productivity. However, the market also faces challenges, particularly in the area of data privacy and security. As organizations adopt digital workplace solutions, ensuring the confidentiality, integrity, and availability of sensitive information becomes paramount. Failure to address these concerns effectively can result in reputational damage and financial losses. Companies seeking to capitalize on market opportunities and navigate challenges effectively must prioritize data security in their digital transformation initiatives.
By investing in robust security measures and implementing best practices, businesses can mitigate risks and build trust with their customers and employees. In summary, the market is characterized by cost savings, increased flexibility, and growing adoption, but also requires a strong focus on data privacy and security to thrive.

What will be the Size of the Digital Workplace Market during the forecast period?

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The market continues to evolve, with dynamics shaping its applications across various sectors. Digital literacy and employee empowerment are key drivers, necessitating change management in adopting new technologies. Virtual desktop infrastructure and productivity apps facilitate agile methodologies, while machine learning and workforce analytics enhance digital transformation. Instant messaging and collaboration tools foster communication, and unified communications streamline project management. Digital Signage and file sharing improve user experience, while user interface design ensures seamless integration. Augmented Reality And Virtual Reality offer innovative solutions, and cloud-based services enable enterprise mobility. Learning management systems and flexible work arrangements prioritize employee engagement and experience.
Security protocols and data privacy are essential considerations, with artificial intelligence and robotic process automation enhancing compliance regulations. Video Conferencing and remote work solutions enable work-life balance, ensuring a productive and efficient digital workspace strategy. The Internet of Things and compliance regulations further shape the market's ongoing evolution.

How is this Digital Workplace Industry segmented?

The digital workplace industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Component

  Solution
  Service


Application

  Large enterprises
  Small and medium enterprises


Deployment

  On-premise
  Cloud


Industry Application

  IT and telecom
  BFSI
  Healthcare and life sciences
  Government and public sector
  Others


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    Italy
    UK


  Middle East and Africa

    Egypt
    KSA
    Oman
    UAE


  APAC

    China
    India
    Japan


  South America

    Argentina
    Brazil


  Rest of World (ROW)

By Component Insights

The solution segment is estimated to witness significant growth during the forecast period.

The market is experiencing significant growth as businesses increasingly adopt technologies that enable employee empowerment and knowledge management. Change management plays a crucial role in implementing these solutions, ensuring a harmonious transition for the workforce. The digital workspace, encompassing virtual desktop infrastructure, file sharing, and cloud-based services, is a key area of investment. Machine learning and workforce analytics drive productivity and efficiency, while agile methodologies and digital transformation enable flexibility and adaptability. Employee engagement is a top priority, with productivity apps, instant messaging, and collaboration tools fostering a collaborative environment. Digital workplace strategy is guided by the Internet of Things and unified communications, enabling seamless interaction between employees, devices, and systems.

Augmented reality and digital signage offer immersive experiences, while project management tools ensure harmonious execution of projects. Robotic process automation, enterprise mobility, and learning management systems streamline processes and enhance digital literacy. Flexible work arrangements, work-life balance, and compliance regulations are addressed through digital solutions. Sec

Overview

The Associated Press is sharing data from the COVID Impact Survey, which provides statistics about physical health, mental health, economic security and social dynamics related to the coronavirus pandemic in the United States.

Conducted by NORC at the University of Chicago for the Data Foundation, the probability-based survey provides estimates for the United States as a whole, as well as in 10 states (California, Colorado, Florida, Louisiana, Minnesota, Missouri, Montana, New York, Oregon and Texas) and eight metropolitan areas (Atlanta, Baltimore, Birmingham, Chicago, Cleveland, Columbus, Phoenix and Pittsburgh).

The survey is designed to allow for an ongoing gauge of public perception, health and economic status to see what is shifting during the pandemic. When multiple sets of data are available, it will allow for the tracking of how issues ranging from COVID-19 symptoms to economic status change over time.

The survey is focused on three core areas of research:

• Physical Health: Symptoms related to COVID-19, relevant existing conditions and health insurance coverage.
• Economic and Financial Health: Employment, food security, and government cash assistance.
• Social and Mental Health: Communication with friends and family, anxiety and volunteerism. (Questions based on those used on the U.S. Census Bureau’s Current Population Survey.) ## Using this Data - IMPORTANT This is survey data and must be properly weighted during analysis: DO NOT REPORT THIS DATA AS RAW OR AGGREGATE NUMBERS!!

Instead, use our queries linked below or statistical software such as R or SPSS to weight the data.

Queries

If you'd like to create a table to see how people nationally or in your state or city feel about a topic in the survey, use the survey questionnaire and codebook to match a question (the variable label) to a variable name. For instance, "How often have you felt lonely in the past 7 days?" is variable "soc5c".

Nationally: Go to this query and enter soc5c as the variable. Hit the blue Run Query button in the upper right hand corner.

Local or State: To find figures for that response in a specific state, go to this query and type in a state name and soc5c as the variable, and then hit the blue Run Query button in the upper right hand corner.

The resulting sentence you could write out of these queries is: "People in some states are less likely to report loneliness than others. For example, 66% of Louisianans report feeling lonely on none of the last seven days, compared with 52% of Californians. Nationally, 60% of people said they hadn't felt lonely."

Margin of Error

The margin of error for the national and regional surveys is found in the attached methods statement. You will need the margin of error to determine if the comparisons are statistically significant. If the difference is:

• At least twice the margin of error, you can report there is a clear difference.
• At least as large as the margin of error, you can report there is a slight or apparent difference.
• Less than or equal to the margin of error, you can report that the respondents are divided or there is no difference. ## A Note on Timing Survey results will generally be posted under embargo on Tuesday evenings. The data is available for release at 1 p.m. ET Thursdays.

About the Data

The survey data will be provided under embargo in both comma-delimited and statistical formats.

Each set of survey data will be numbered and have the date the embargo lifts in front of it in the format of: 01_April_30_covid_impact_survey. The survey has been organized by the Data Foundation, a non-profit non-partisan think tank, and is sponsored by the Federal Reserve Bank of Minneapolis and the Packard Foundation. It is conducted by NORC at the University of Chicago, a non-partisan research organization. (NORC is not an abbreviation, it part of the organization's formal name.)

Data for the national estimates are collected using the AmeriSpeak Panel, NORC’s probability-based panel designed to be representative of the U.S. household population. Interviews are conducted with adults age 18 and over representing the 50 states and the District of Columbia. Panel members are randomly drawn from AmeriSpeak with a target of achieving 2,000 interviews in each survey. Invited panel members may complete the survey online or by telephone with an NORC telephone interviewer.

Once all the study data have been made final, an iterative raking process is used to adjust for any survey nonresponse as well as any noncoverage or under and oversampling resulting from the study specific sample design. Raking variables include age, gender, census division, race/ethnicity, education, and county groupings based on county level counts of the number of COVID-19 deaths. Demographic weighting variables were obtained from the 2020 Current Population Survey. The count of COVID-19 deaths by county was obtained from USA Facts. The weighted data reflect the U.S. population of adults age 18 and over.

Data for the regional estimates are collected using a multi-mode address-based (ABS) approach that allows residents of each area to complete the interview via web or with an NORC telephone interviewer. All sampled households are mailed a postcard inviting them to complete the survey either online using a unique PIN or via telephone by calling a toll-free number. Interviews are conducted with adults age 18 and over with a target of achieving 400 interviews in each region in each survey.Additional details on the survey methodology and the survey questionnaire are attached below or can be found at https://www.covid-impact.org.

Attribution

Results should be credited to the COVID Impact Survey, conducted by NORC at the University of Chicago for the Data Foundation.

AP Data Distributions

​To learn more about AP's data journalism capabilities for publishers, corporations and financial institutions, go here or email kromano@ap.org.

Graph and download economic data for Initial Claims (ICSA) from 1967-01-07 to 2025-07-26 about initial claims, headline figure, and USA.

Graph and download economic data for Hires: Total Nonfarm (JTSHIL) from Dec 2000 to Jun 2025 about hires, nonfarm, and USA.