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Plans, organizes and conducts communication programs that will enhance the Alaska Housing Finance Corporations relationships and association with the legislature branches of the state and local government to include relevant agencies and other housing providers.
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The Political Science Department is interested in hiring lecturers in all political science subfields, including political theory, comparative politics, public policy, international relations, identity politics, law and society, CA state and local government, research methods, and American politics, but we have a particular need for lecturers who can teach Introduction to American Government.
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Is a new Houston-based non-profit organization that brings together the power of grassroots organizing and public policy innovation to win a just economy for Gulf Coast working families.
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The Minnesota Catholic Conference (MCC), the public policy voice of the Catholic Church in Minnesota, is seeking an assistant director for government relations. The assistant director assists the Catholic bishops of Minnesota and the MCC executive director by actively identifying, formulating, and implementing public policy objectives that promote the common good in the state of Minnesota.
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MBA, MPA or other Master s degree in Public Policy, Government, Political/Social Science, Information Systems, Operational Research, Management, International Development, Economics, Urban Science and/or related fields.
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Partners with Public Affairs and State/Federal Government Affairs areas to achieve business initiatives. The Health Policy Director – is responsible for maintaining a portfolio of public policy issues facing the company and leading related activities related to specialty pharmacy policy.
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Experience as a legislative assistant or advocate within Congress, the administration, a state legislature, policy making organization, or a political or issue-based campaign. The Director of Congressional Affairs oversees the production of several events, including congressional briefings, policy forums, and Capitol Hill Days. In coordination with City Year's Advocacy and Outreach team, the Director of Congressional Affairs will help plan in-district events and Days of Action aimed at protecting and growing federal funding and public support for national service.
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Mental Health Administration, Human Services Administration, Data Analysis, Grant Reporting/Management, Utilization Management, and Public Policy/Administration. Fairfax County Government prohibits discrimination on the basis of race, color, religion, national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, disability, sexual orientation, gender identity, genetics, political affiliation, or military status in the recruitment, selection, and hiring of its workforce.
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The Associate Director of State Policy and Advocacy, West Region, supports the Senior Director of State Policy and Advocacy and AKF's Government Affairs department with the development and implementation of state-level public policy efforts on behalf of the organization.
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Located at the heart of one of the nation's most vibrant, diverse metropolitan communities, students on the campuses in Minneapolis and St. Paul benefit from extensive partnerships with world-renowned health centers, international corporations, government agencies, and arts, nonprofit, and public service organizations.
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The District’s FCPs not only interact with District staff, but also with many other public agencies and stakeholders such as developers, planning and engineering consultants, members of the public, the Army Corps of Engineers, Regional Water Quality Control Boards, California Department of Fish and Wildlife, USFWS, and various other federal, state and local government agencies, and non-profit organizations.
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Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.
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Bachelor's degree in public administration, health or community planning AND three (3) or more years of experience in quality/performance improvement, and strategic planning within a government, clinical, or educational environment.
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Internships, Co-ops, or fellowships related to any of the following: energy efficiency, sustainability, utilities, public policy, or building construction or renovation. The TIM strategy and analysis team supports DOE offices, NGOs, and state/regional energy organizations in strategic planning, research and development roadmaps, stakeholder engagement, federal accelerators, technology deployment and scaling programs, decarbonization pathways and analysis, and other policy analysis, data collection/modeling, and research projects related to energy efficient and emerging low-carbon building technologies.
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Maintains liaison with members of state government, University President's Office, community and campus leaders, and leaders within Student Engagement and Leadership (SEL). Bachelor's Degree and five (5) years' experience in a professional, post-degree capacity with student governance or related organizations in a higher education setting OR, a Master's Degree, at time of hire, in a related field but not limited to Public Policy, Higher Education, Legal Studies, Social Justice Education or Political Science, and two (2) years' experience with an education program or student organizations.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.