Take control of complexity with tools that support speed and compliance with confidence in contingent labor programs. Whether you’re responding to right-to-rehire policies, navigating hybrid mandates, or rethinking job classifications, Flextrack gives you the tools to stay ahead. With AI-driven insights, low-code configurability, union-capable workflows, and integrations that talk to your HCM and finance systems, a future-proof VMS makes it easier to meet mandates, fill talent gaps fast, and build a workforce strategy that works for today and tomorrow.
From right-to-rehire rules to hybrid-work mandates, public service workforce leaders need rock-solid visibility, iron-clad compliance, and on-demand talent that shows up ready to serve. With flextrack, you can relax knowing it’s all coming together on a secure, AI-powered platform built to keep your mission moving.
Scroll down to explore workforce challenges that are preventing you from meeting your mission and how Flextrack VMS modernizes your workforce strategy by solving them.
Public sector organizations face a severe talent shortage. Nearly 75% of employers, including governments, are unable to fill skilled roles amid the biggest global talent gap in 16 years. In North America, the shortage is most acute in IT, healthcare, finance, and engineering, with critical gaps in cybersecurity, cloud, data science, and AI. Beyond technical roles, shortages extend to mid-career professionals and leaders in project management, procurement, and scientific domains, with succession pipelines increasingly fragile.
Government agencies face a looming retirement wave, with over half of U.S. state and local HR managers expecting the largest wave within a few years. This “silver tsunami” threatens the loss of institutional knowledge, especially in areas like policy and IT legacy systems.
Public sector agencies face steep competition from private firms for talent, especially in STEM and IT roles, where pay gaps of 20–50% deter applicants. Private companies often offer higher salaries, faster career growth, and cutting-edge work, leading to fewer qualified candidates vying for government positions.
Public sector hiring is often slow and complex, sometimes taking twice as long as in the private sector due to rigid civil service rules and lengthy security checks deterring top talent. Retention is just as difficult: burnout, limited career growth, and high turnover are common. In a recent survey, 60% of public employees under 35 considered leaving, citing stress, student debt, and a lack of innovation.
Organizations relying on legacy, non-platform VMS or those without a workforce management system at all end up with inconsistent, fragmented off-platform and outdated security infrastructure. Forced to rely on third-party reporting tools, juggling fragmented security protocols and with poor visibility into access controls, teams risk data breaches, higher program and audit costs, and an inability to utilize the new enterprise-grade security, privacy controls, and data governance capabilities AI advancements provide.
If unaddressed, these challenges can have an impact across multiple departments, impacting competitiveness and operations.
Flextrack, a next-generation vendor management system built on Salesforce, supports public sector organizations in streamlining every aspect of their non-employee workforce management. It offers a centralized platform to track contingent worker skills, costs, and performance, enabling data-driven decisions such as when to convert contractors to full-time roles. Flextrack also reduces administrative burden by automating procurement, timesheets, payments, and compliance processes, while providing audit-ready controls to mitigate risks like misclassification or contract overages. Its enterprise-grade integration capabilities make it ideal for navigating legacy systems in government environments.
Additionally, Flextrack supports diversity and inclusion goals by expanding access to a broader talent pool and enabling DEI-based hiring parameters. By breaking down data silos and increasing agility, Flextrack empowers public institutions to treat contingent labor not as ad-hoc support, but as a core, strategic component of workforce planning and public service delivery.
Flextrack can accelerate strategic objectives and ultimately improve service delivery to citizens through:
Rigid, legacy technology, slow (often traditional) budgeting and hiring processes, and procurement constraints limit an organization’s ability to adapt quickly and solve urgent needs or shifting priorities.
Flextrack helps governments quickly respond to changing needs and fill critical skill gaps fast. Instead of waiting months for permanent hires, agencies can use Flextrack to deploy qualified contingent talent in just weeks, avoiding delays on urgent projects like cybersecurity or new grant programs.
A responsive, resilient, flexible organization that can maintain operations during hiring freezes or demand surges, ensuring public services continue without disruption.
Lack of visibility and legacy issues like manual processes, siloed data, and inconsistent rate management create blank spots in tracking costs, assessing value, and allocating proper budgets. Without 360-degree control and centralized oversight, leaders risk overspending and losing track of funds.
Flextrack’s analytics tools identify cost-saving opportunities, such as rate standardization or shifting to more cost-effective talent sources. Automated compliance controls prevent overspending and ensure adherence to contract terms, while centralized data allows leaders to align workforce investments with strategic goals. By streamlining procurement and reducing administrative overhead, Flextrack frees up resources and helps agencies allocate funding where it’s most needed, enhancing overall value, minimizing waste, and ensuring taxpayer dollars are used efficiently.
Public sector organizations gain full visibility into contingent labor spend, rates, and performance; ensuring cost efficiency and optimized resource allocation.
Organizations risk falling behind in both capabilities and continuity as experienced employees retire, and competitive pay in the private sector draws top contingent talent away. Legacy hiring structures and technology further exacerbates skill issues and limits access to external opportunities.
Flextrack’s centralized platform connects organizations to skilled contingent professionals, while built-in analytics track performance and impact. By integrating contractors into internal workflows and ensuring visibility across teams, Flextrack supports collaboration, knowledge transfer, and skill development.
A simplified approach to how public sector organizations source, onboard, manage and rank external contingent workers, driving productivity not just through task completion, but through elevating operational effectiveness and fostering a culture of continuous improvement.
Covering vacancies and managing outdated systems leads to staff feeling stretched thin and rudderless as they take on work outside their tasks and areas of expertise. This leads to overworked teams and disengaged workers who are unsatisfied with their growth as burnout and turnover increases.
Flextrack improves contingent workforce talent acquisition, which in turn takes the load off the existing workforce by allowing the temporary staff to handle mundane or specialized tasks, permanent employees can concentrate on mission-critical work, leading to increased job satisfaction and reduced burnout.
Enhanced core employee retention and focused work based on individual strengths while skilled contractors can be quickly deployed for specific tasks or converted into permanent hires, serving as an effective recruiting tool that benefits both retention and talent acquisition.
Without real-time insights, secure data, and accurate reports, workforce decisions are reactive instead of intentional as public sector leaders rely on legacy technology, resulting on outdated, incomplete data. This makes it impossible to correctly forecast talent needs, manage spend, or assess the impact of existing contingent labor.
Flextrack is the only VMS purpose-built for maximum adaptability to manage the new digital workforce era that’s powered by AI innovation. Leveraging Salesforce’s Einstein GPT and its proprietary Flex GPT, we embed secure, generative AI directly into the VMS, empowering public sector organizations to make data-driven workforce decisions by providing real-time visibility into contingent labor usage, costs, performance, and skills using the latest technology available. AI-powered advanced analytics and customizable dashboards help leaders identify talent gaps, forecast staffing needs, and evaluate supplier performance. Flextrack also tracks compliance and budget metrics, enabling smarter resource allocation and risk management.
Centralized workforce data breaks down silos and enables strategic planning, leading to optimized labor mix, controlled costs, and an aligned workforce centered around mission goals. Secure, real-time access to trusted data results in gained confidence in decision-making capabilities, reduced risk exposure with faster audit readiness, as well as strengthened stakeholder alignment across departments.
Managing contingent labor without standardized systems and processes can leave public agencies vulnerable. Manual processes and fragmented oversight increase the risk of noncompliance, misclassifications, and audit exposure.
Flextrack ensures that contractor onboarding includes necessary identity validation, security clearances and background checks that contract terms comply with procurement regulations. Tenure limits are established and tracked to avoid creating de facto employees without benefits. This reduces legal and financial risks (e.g., disputes or penalties for misclassification) and upholds accountability and transparency.
A systematized, oversight-focused approach to contingent labor in public agencies reduces compliance risks related to labor laws and security, and strategies can be implemented in line with public values and ethics. Additionally, stakeholders that are able to demonstrate controlled, fair, and merit-based use of contractors can defend against criticisms that governments rely too much on outside help.
For government agencies facing skill shortages in emerging technologies or other specialized fields, contingent hiring offers a fast solution. By using contractors, consultants, temporary staff, freelancers, and others hired through non-permanent arrangements, public agencies can access highly skilled professionals on an as-needed basis, without the long lead times of hiring or the commitments of a permanent position. This is particularly useful for short-term projects or pilots involving new technologies (for example, hiring a data science consultancy to jump-start an AI pilot program, while training internal staff to eventually take over).
Imagine a future where workforce challenges become opportunities. Flextrack VMS provides the tools you need to transform your operations—empowering you to streamline workforce management, attract the right talent, ensure compliance, and stay ahead in a fast-evolving industry.