Small and medium sized agencies face several challenges when hiring managed services for federal HR tasks. Learn more about these issues and how they are addressed.
Federal agencies continue to struggle in meeting annual diversity analysis goals. Learn how technology can improve the process and subsequent results.
The federal performance cycle relies on routine appraisals and employee feedback, but due to several shortcomings, current systems are often cumbersome for HR specialists. Paper-based processing, a lack of clear communication with agency stakeholders, and the need to manually repeat key tasks create a series of problems.
There are several baseline requirements for software used by federal agencies. To meet them, vendors must be flexible and able to configure the tools to meet additional needs.
As the number of retirement-eligible employees in federal agencies increases, new tools and processes are needed to streamline and improve the application process.
Federal agencies and components with as few as 100 employees face unique HR challenges due to limited staff and legacy software systems.
Despite annual MD-715 reporting, many agencies struggle to meet key benchmarks. Learn how to complete more thorough diversity analysis and address these issues.
Performance management can help address many of the growing challenges surrounding the federal civilian workforce, from low engagement to an increasing demand for administrative change.
Federal agencies can significantly improve the retirement benefits calculation process for federal employees with more efficient software that reduces manual input.
Federal agencies must implement a multi-step process to investigate and address triggers that create barriers in the federal workplace, and technology can help.
Diversity and inclusion are a primary goal in all federal agencies. Guided by Management Directive 715 (MD-715), a set of guidelines provided by EEOC outlining how to implement equal employment opportunity programs under Section 717 of Title VII of the Civil Rights Act of 1964, agencies must report annually on the results of these efforts.
With the increased emphasis on managing and rewarding high performers and addressing low performers, many federal agencies are reevaluating how they handle performance management. Legacy software systems are increasingly unable to meet evolving needs, and off-the-shelf solutions used by private sector companies frequently fail to address issues specific to the Federal Government.
The federal hiring process poses many challenges to agency decision makers. Learn about three of the most persistent and how to address them.
Many agencies lack the resources to properly analyze FEVS data. Learn how to identify high impact questions and dig deeper into results.