Severe Weather Conditions & Emergencies Alert

State of Delaware offices in Kent and New Castle Counties are closed on Friday, January 19, 2024, during regular business hours 8 a.m. to 4:30 p.m. Non-essential employees who live or work in Kent and New Castle Counties are not to report to work for this period. Essential employees designated for severe weather are to report as scheduled.

Severe Weather Conditions & Emergencies Alert

On Tuesday, January 16, 2024, State of Delaware offices in New Castle and Kent Counties will open at 10 a.m. Non-essential employees in New Castle and Kent Counties do not report until 10 a.m. Essential employees designated for severe weather are to report as scheduled.

DOVER, Del. — With state workforce employment reflecting the population of Delaware, the Delaware Department of Human Resources Division of Diversity, Equity and Inclusion issues its annual Equal Employment Opportunity/Affirmative Action (EEO/AA) Report as part of the state’s ongoing commitment to transparency and fostering diversity within Executive Branch Agencies.

Since the enactment of Governor Carney’s Non-Discrimination Policy through Executive Order No. 30 in 2019, each Executive Branch Agency has been mandated to develop and implement an EEO/AA Plan. These plans are filed annually with the Governor’s office to promote inclusion, support diversity, and enhance accountability.

“As Delaware’s largest employer, sustaining a diverse, inclusive and equitable workforce is a priority that requires action and commitment,” said DHR Secretary Claire DeMatteis. “Governor Carney’s Administration has remained focused on embedding these principles at every level in every state agency as we recruit, promote and retain talented, qualified state employees.”

Delaware’s workforce, as indicated by the Fiscal Year 2023 EEO/AA Report, closely aligns with the state’s population. According to the U.S. Census Bureau, minorities constitute 40% of Delaware’s total population, while females make up 51%. Similarly, within Executive Branch Agencies, minorities account for 39%, and females are 52% of the state’s workforce.

This annual review broadly examines the state’s workforce by sex, gender, and job category, and plays a crucial role in advancing diversity, while gauging the effectiveness of recruitment and retention efforts focused on diversity.

The report encompasses the Executive Branch, specifying exempt, merit, and union employees across all state agencies, including Agriculture, Correction, Education, Finance, Health and Social Services, Housing Authority, Human Resources, Labor, Management and Budget, National Guard, Natural Resources and Environmental Control, Safety and Homeland Security, State Police, Services for Children, Youth and Their Families, Information Technology, and Transportation.

Job roles are categorized based on Federal EEO-4 Guidelines, spanning Officials and Administrators, Professionals, Technicians, Protective Services, Office & Clerical, Paraprofessionals, Skilled Craft, and Service Maintenance.

Overall, the EEO/AA Report revealed the following key insights:

• On the whole, in FY23 Executive Branch employment levels increased in comparison to FY22, with approximately 12,560 Executive Branch employees across all agencies in FY23 versus 12,485 employees in FY22 for a (0.60%) change.
• In FY23 minorities (male/female combined) represented 4,838 (38.52%) of the State’s 12,560 employee workforce, a 0.76% increase as compared to FY22.
• At 6,543, females represent (52.09%) of the State’s workforce, the same percentage rate as in FY22.
• Minority females comprise 2,928 or (44.75%) of the female workforce, and (23.31%) of the total workforce.
• At 6,017 Males represent (47.91%) of the State’s workforce, the same percentage rate as in FY22.
• Minority males comprise 1,910 or (31.74%) of the male workforce, and (15.21%) of the total workforce.
• Employees voluntarily identifying as having a disability included 224 females, and 230 males, totaling 454 employees.

“By closely aligning our workforce with the state’s population demographics, we have successfully created a more representative and inclusive environment. The report’s findings highlight our commitment to advancing diversity and evaluating the effectiveness of our recruitment and retention efforts,” said Richard M. Potter, Jr, Chief Diversity Officer.

The Department of Human Resources encourages stakeholders, citizens, and organizations to explore the EEO/AA Report and engage in an ongoing dialogue about building a more diverse and transparent future.

To view the report, visit the Department of Human Resources website.

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DOVER, Del. – Governor John Carney on Wednesday announced the State of Delaware has implemented changes to mandatory bachelor’s degree requirements, among other criteria, for several positions to provide a pathway for more individuals to enter the state workforce. The Delaware Department of Human Resources (DHR) recently removed the bachelor’s degree requirement for critical positions within the Department of Services for Children, Youth and their Families and the Department of Health and Social Services, encompassing six Family Service classifications and impacting more than 350 positions.

In lieu of a bachelor’s degree, DHR will focus on related work experience. The department also simplified the application process to expand the applicant pool.

“These important and practical changes will expand our talent pool and give more qualified individuals an opportunity for a career in state government,” said Governor Carney. “By aligning job requirements with professional experience, and placing more attention on the skills of an individual candidate, we will better serve Delawareans.”

Specific changes include:

• Eliminating the mandatory bachelor’s degree requirement for certain state positions.
• Reducing the number of job requirements from five to one for a Family Service Assistant and the Family Service Specialist series, with the first entry-level position allowing for either experience or knowledge to expand the applicant pool.
• Applying an applicant’s experience or education throughout the remaining levels in the career series and reducing the number of job requirements.

“Over the past couple of years, DHR has been reviewing the bachelor’s degree requirement for hundreds of state positions in all state agencies,” said Claire DeMatteis, Secretary of the Delaware Department of Human Resources. “During the 1990s, the state added a bachelor’s degree requirement to dozens of positions, however, our review and practical experience show a bachelor’s degree can be an unnecessary barrier to employing otherwise qualified professionals.”

Since revising the job requirements for Family Service positions, DHR reported receiving four times the number of qualified candidates for these positions.

In addition to the changes for the Family Service positions, the state previously eliminated a mandatory bachelor’s degree requirement for 210 positions in the Probation Officer, Human Resource Advisor, and State Human Resource Analyst series. Overall, approximately 560 positions have been impacted by eliminating the bachelor’s degree. The state continues to conduct regular job description reviews to ensure that job requirements align effectively with the needs of the state’s workforce.

To explore career opportunities available with the state, visit statejobs.delaware.gov. 

DOVER, Del. — To address nurse staffing challenges impacting state-operated facilities, the State of Delaware is implementing an innovative tuition incentive program to enhance the recruitment of Certified Nurse Assistants (CNAs) in the state’s workforce starting December 1, 2023.

Following a public request for proposal process, Delaware’s Department of Human Resources has selected three agencies to train CNAs, with the State covering the tuition cost for CNA candidates of up to $3,000 per student. The three training facilities selected are: Bear Professional Institute, Inc, the Delaware Skills Center, and Sussex County Vocational Technical School District. The program provides a pathway for individuals with some nursing experience to obtain certification while securing employment with the state.

The State operates four healthcare facilities at the Department of Health and Social Services (DHSS) and the Department of State (DOS), including the Delaware Psychiatric Center, the Delaware Hospital for the Chronically Ill, the Delaware Veterans Home and Stockley Center. These facilities provide medical services to senior citizens, veterans, and residents with severe mental health and physical disabilities.

“With Delaware experiencing the same nurse staffing challenges as every other state, we are offering this first-ever tuition incentive to attract more state employees to serve as certified nurse assistants,” said Claire DeMatteis, Secretary of the Department of Human Resources. “With certified nurse assistant vacancy rates of 40-50% in our state-operated healthcare facilities, it puts additional pressure on licensed and registered nurses in these facilities. With this new tuition incentive, along with signing and retention incentives for all types of nurses in our state facilities, we are investing significant state resources for the health and well-being of some of our most vulnerable residents.”

Participants are required to commit to working with the state for two years following their certification. DHR is pursuing a similar tuition incentive plan for licensed practical nurses (LPNs).

“I work for the State of Delaware because it’s a dynamic organization with plenty of professional development opportunities, great health benefits and a family-oriented culture. The educational opportunities provided have given me the knowledge to better understand the residents and deliver quality care. With hard work and determination, you can advance your career while working for the state,” said Hannah Sackey, a dedicated CNA currently serving in the Delaware Hospital for the Chronically Ill.”

Once certified, CNAs receive a state salary of $34,000 along with a comprehensive compensation package, which includes health benefits, retirement benefits, paid time off, learning and development opportunities, employee assistance programs, recognition programs, and employee discounts.

Interested individuals are encouraged to apply for current nursing assistant job opportunities (Job Code-UDCD01) at one of the four state-operated facilities through the Delaware Employment Link at https://statejobs.delaware.gov/. For questions, please contact Germaine Harris, Nurse Recruiting Manager at 302-255-9148 or Germaine.Harris@delaware.gov.

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