This report contains the results of the 2023 Licensed Clinical Social Worker (LCSW) Workforce Survey. Nearly 8,700 LCSWs voluntarily participated in this survey. The Virginia Department of Health Professions’ Healthcare Workforce Data Center (HWDC) administers the survey during the license renewal process, which takes place every June for LCSWs. These survey respondents represent 85% of the 10,183 LCSWs licensed in the state and 97% of renewing practitioners.

Workforce Programs Quarterly Performance Report (QPR) Data: The Programs Quarterly Performance Report Data is data ETA collects from grantees on a quarterly basis via form ETA-9173 (Quarterly Performance Report (QPR). These data are aggregate values that are generated by ETA in the Workforce Integrated Performance System (WIPS) using individual record data reported by grantees using the DOL PIRL (ETA-9172). This dataset includes information on the WIOA Title I Adult, Dislocated Worker, Youth, WIOA Title III Wagner-Peyser Employment Service, Trade Adjustment Assistance, National Dislocated Worker Grants, National Farmworker Jobs Program (Career Services and Training), National Farmworker Jobs Program (Housing), Indian and Native American Program (Adult), Indian and Native American Program (Youth), Reentry Employment Opportunities (REO) (Adult), Reentry Employment Opportunities (REO) (Youth), YouthBuild, H-1B, Job Corps, Senior Community Service Employment Program (SCSEP), Registered Apprenticeship Grants Program, and the Veteran’s Employment Service’s Jobs for Veterans State Grant programs for performance accountability purposes. The QPR data include data on the demographics, types of services received, and outcomes of the participants served by the grant, for each of these programs. For some of these programs, some of these data is available by grant on ETA’s website (https://www.dol.gov/agencies/eta/performance/results/national).

Publication changes: Please read the section on 'Notes on changes to publications' within the PDF report as this highlights changes to data currently published and potentially the frequency of future reports. This report shows monthly numbers of NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England (excluding primary care staff). Data is available as headcount and full-time equivalents. This data is an accurate summary of the validated data extracted from the NHS's HR and Payroll system. In addition to the regular monthly reports there are a series of quarterly reports (first published on 26 July 2016 looking at the data for March 2016) which include statistics on staff in Trusts and CCGs and information for NHS Support Organisations and Central Bodies. The quarterly analysis will be published each September (showing June statistics), December (showing September statistics), March (showing December statistics), and June (showing March statistics). Additional healthcare workforce data relating to GPs and the Independent Healthcare Provider workforce are also available. Links to these data are available below. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678

In 2022, 5,720 dentists in Virginia’s workforce provided 4,307 “full-time equivalency units”, which the HWDC defines as working 2,000 hours a year. The Virginia Department of Health Professions’ Healthcare Workforce Data Center (HWDC) administers the 2022 survey during the license renewal process, which takes place annually on an ongoing basis during the birth month of each dentist. The 6,325 survey respondents represent 83% of the 7,607 licensed dentists in the state and nearly all of the renewing practitioners.

This report contains the results of the 2022 Dental Hygienist Workforce survey. More than 5,174 dental hygienists voluntarily participated in this survey. The Virginia Department of Health Professions’ Healthcare Workforce Data Center (HWDC) administers the survey during the license renewal process, which takes place annually on an ongoing basis during the birth month of each dental hygienist. These survey respondents represent 81% of the 6,390 dental hygienists who are licensed in the state and 88% of renewing practitioners.

This is a machine readable version of datasets from the CalHR 5102 reports found here: https://www.calhr.ca.gov/pages/statewide-reports.aspx

VMIA Workforce data includes the number of employees (headcount); full time equivalent employees (FTE); and average workforce age.

The report contains thirteen (13) performance metrics for City's workforce development programs. Each metric can be breakdown by three demographic types (gender, race/ethnicity, and age group) and the program target population (e.g., youth and young adults, NYCHA communities) as well. This report is a key output of an integrated data system that collects, integrates, and generates disaggregated data by Mayor's Office for Economic Opportunity (NYC Opportunity). Currently, the report is generated by the integrated database incorporating data from 18 workforce development programs managed by 5 City agencies. There has been no single "workforce development system" in the City of New York. Instead, many discrete public agencies directly manage or fund local partners to deliver a range of different services, sometimes tailored to specific populations. As a result, program data have historically been fragmented as well, making it challenging to develop insights based on a comprehensive picture. To overcome it, NYC Opportunity collects data from 5 City agencies and builds the integrated database, and it begins to build a complete picture of how participants move through the system onto a career pathway. Each row represents a count of unique individuals for a specific performance metric, program target population, a specific demographic group, and a specific period. For example, if the Metric Value is 2000 with Clients Served (Metric Name), NYCHA Communities (Program Target Population), Asian (Subgroup), and 2019 (Period), you can say that "In 2019, 2,000 Asian individuals participated programs targeting NYCHA communities. Please refer to the Workforce Data Portal for further data guidance (https://workforcedata.nyc.gov/en/data-guidance), and interactive visualizations for this report (https://workforcedata.nyc.gov/en/common-metrics).

The Healthcare Workforce Management System Market Report is Segmented by Solution (Software and Services) by Deployment (On-Premises Model, Cloud-Based Model, and SaaS- Based/Web-based Model), by End User (Hospitals, Nursing Homes, Assisted Living Centers, and Other End Users), and Geography (North America, Europe, Asia-Pacific, Middle East and Africa, and South America). The Report Offers the Value (in USD) for the Above Segments.

The General Practice Workforce series of Official Statistics presents a snapshot of the primary care general practice workforce. A snapshot statistic relates to the situation at a specific date, which for these workforce statistics is the last calendar day in the reporting period. Until July 2021, the snapshots were produced each quarter and were a record as of 31 March, 30 June, 30 September, and 31 December. However, we now collect and publish data on the general practice workforce on a monthly basis and the snapshot therefore relates to the last calendar day of each month, including weekends and public holidays. This monthly snapshot reflects the general practice workforce at 28 February 2022. In the publication relating to the general practice workforce at 31 December 2021, we introduced a significant methodological change and revised the entire time series back to September 2015. This means that figures in this release differ from and supersede those published prior to the 31 December 2021 release. Please see the Methodology Review and Changes chapter of this release for more information. These statistics present full-time equivalent (FTE) and headcount figures by four staff groups, (GPs, Nurses, Direct Patient Care (DPC) and administrative staff), with breakdowns of individual job roles within these high-level groups. For the purposes of NHS workforce statistics, we define full-time working to be 37.5 hours per week. Full-time equivalent is a standardised measure of the workload of an employed person. Using FTE, we can convert part-time and additional working hours into an equivalent number of full-time staff. For example, an individual working 37.5 hours would be classed as 1.0 FTE while a colleague working 30 hours would be 0.8 FTE. The term “headcount” relates to distinct individuals, and as the same person may hold more than one role, care should be taken when interpreting headcount figures. Please refer to the Using this Publication section for information and guidance about the contents of this publication and how it can and cannot be used. England-level time series figures for all job roles are available in the Excel bulletin tables back to September 2015 when this series of Official Statistics began. The Excel file also includes CCG-level FTE and headcount breakdowns for the current reporting period. This publication series also includes CSVs for selected reporting periods back to September 2015, containing practice-level summaries and CCG-level counts of individuals. Please refer to the Publication content, analysis, and release schedule in the Using this publication section for more details of what’s available. In addition to the snapshot of the main general practice workforce, Annexes B and C in the Excel Bulletin tables include figures relating to the number of ad-hoc locum GPs working in general practice and information about their working hours. These figures used to be included in the main totals, but data relating to the ad-hoc locum workforce is collected differently and these figures do not constitute a snapshot. As a result, because they are not directly comparable to the snapshot, we now report these figures separately rather than including them in the overall totals. We are planning to introduce a quarterly publication to complement this monthly publication, which will bring together staff working in general practice, including ad-hoc locums, and those working in Primary Care Networks and potentially GPs working in other settings such as A&E streaming. The first experimental edition is likely to be released in late spring 2022 and include workforce data for all staff groups for September and December 2021. We are continually working to improve our publications to ensure their contents are as useful and relevant as possible for our users. We welcome feedback from all users to PrimaryCareWorkforce@nhs.net.

PROV Annual Report - Workforce data 2015-2016

The Virginia Department of Health Professions’ Healthcare Workforce Data Center (HWDC) administers the survey during the license renewal process, which takes place on a respondent’s birth month during even-numbered years for physicians.

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Workforce Analytics Market Size 2025-2029

The workforce analytics market size is forecast to increase by USD 3.27 billion, at a CAGR of 19.1% between 2024 and 2029.

The market is experiencing significant growth, driven by the increasing demand for efficient workforce management and recruitment. Companies are recognizing the value of leveraging data-driven insights to optimize their workforce, leading to increased adoption of workforce analytics solutions. Another key trend in the market is the growing use of mobile applications for workforce analytics, enabling real-time access to data and analytics from anywhere. However, the market also faces challenges, including the lack of a skilled workforce capable of effectively implementing and utilizing these advanced analytics tools. As the market continues to evolve, companies seeking to capitalize on opportunities and navigate challenges effectively must prioritize investments in workforce analytics solutions and focus on building a skilled workforce to maximize the value of their data.

What will be the Size of the Workforce Analytics Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, driven by the ever-increasing importance of data-driven decision making in various sectors. Cost optimization, data visualization, and data warehousing are integral components of workforce analytics, enabling organizations to gain valuable insights from their workforce data. Process automation and employee development are also key areas of focus, as they help streamline operations and enhance employee skills. Performance management and organizational network analysis provide valuable insights into employee productivity and team dynamics. ETL processes and risk management ensure data accuracy and security, while recruitment optimization and career pathing facilitate effective talent acquisition and retention. Predictive modeling and sentiment analysis aid in anticipating workforce trends and employee sentiment, respectively. Data security and strategic workforce planning are essential for mitigating risks and ensuring long-term success. Machine learning and natural language processing are advanced technologies that are increasingly being adopted for data analysis and processing. Workforce analytics encompasses a range of applications, from compensation analysis and employee satisfaction to diversity and inclusion and leadership development. These areas are interconnected and evolve continuously, with new technologies and trends shaping the market landscape. The ongoing integration of these applications into comprehensive workforce analytics solutions enables organizations to optimize their workforce and gain a competitive edge.

How is this Workforce Analytics Industry segmented?

The workforce analytics industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. End-userRetailBFSITelecom and ITHealthcareOthersApplicationLarge enterprisesSmall and medium sized enterpriseDeploymentCloudOn-premiseServiceConsulting ServicesSystem IntegrationManaged ServicesGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACChinaIndiaJapanSouth KoreaRest of World (ROW)

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period.In today's dynamic business environment, retail organizations face increasing pressure to optimize their workforce to stay competitive. The retail industry's growth is driven by factors such as changing market economics, rising competition from e-commerce, and evolving customer demands. To meet these challenges, retailers are investing in their workforce, recognizing its crucial role in driving business success. Workforce optimization strategies encompass various approaches, including 360-degree feedback, organizational network analysis, and social network analysis, to enhance employee performance and engagement. Headcount planning, aided by cloud computing, enables retailers to manage their workforce effectively and adapt to seasonal fluctuations. Regression analysis, statistical analysis, and time series analysis help retailers identify trends and make data-driven decisions. Strategic workforce planning, succession planning, and talent acquisition are essential components of a robust workforce strategy. Employee development, cost optimization, data cleaning, and natural language processing are critical for maintaining a skilled and productive workforce. Data mining, ETL processes, data warehousing, and business intelligence provide valuable insights into workforce performance and trends. Retention strategies, such as career pathing and

This report presents the results of a study of the global Networking and Information Technology NIT workforce undertaken for the Networking and Information Technology Research and Development NITRD Program. The objective of the study was to review existing data and literature and interview experts to analyze NIT workforce issues facing the United States and its likely global competitors over the next decade...

This dataset shows the distribution of DELWP's workforce for 2019-20 by demographic variables and classification variables.

Annual statewide performance reports, including information on levels of performance achieved with respect to the primary indicators of performance. For Program Year (PY) 2017, State VR agencies reported this information for the first time under WIOA. PY 2017 data only includes performance for the Measurable Skill Gains indicator for the VR program because this was the only indicator for which data were available for reporting in PY 2017. In PY 2018, State VR agencies reported performance for Measurable Skill Gains along with two additional indicators: Employment Rate in the Second Quarter after Exit and Median Earnings in the Second Quarter after Exit.

In this special report, we summarize outreach visits conducted in 2013 with workforce development providers across the State of Ohio.

Skills for Care's Adult Social Care Workforce Data Set (ASC-WDS) is recognised as the leading source of high quality data and workforce intelligence for adult social care. The ASC-WDS collects information online about providers offering a social care service and their employees. Social care providers can register, maintain and access their business information at asc-wds.skillsforcare.org.uk. Our Workforce Intelligence team publish and share detailed information about the sector, add insight and interpretation via our written reports and create interactive visualisations to make the data more engaging. Repots and visualisations cover topics such as recruitment and retention, sickness, pay rates, qualifications and demographics. All information is based on estimates of the adult social care workforce, at national, regional and local level. Information can be found at www.skillsforcare.org.uk/workforceintelligence. Below, information is available about our methodology, workforce estimates, published in Excel, and how to request raw ASC-WDS data files. Skills for Care publish information in such a range of formats to promote transparency in the collected data and also to further encourage use of the data by audiences such as government policymakers, academics, researchers, local authorities and workforce planners, as well as any other user with an interest in social care and labour markets. Our high-quality information about the workforce is vital in helping to effectively develop strategy, commission and plan for the workforce together, and this will, in turn, improve outcomes for the people who use these services, both now and in the future.

Workforce Analytics Market Report is Segmented by Component (Solutions, Services), Deployment Type (Cloud, On-Premises), Organization Size (Large Enterprises, Smes), End-User Industry (BFSI, Manufacturing, IT and Telecom, Healthcare, Retail, Government, Energy and Utilities and More), and by Geography. The Market Forecasts are Provided in Terms of Value (USD)

This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment grade and educational level, as well as turnover and hiring data for fiscal year (FY) 2006.