Retirement processing delays can occur for many reasons. Some of these delays can be sourced to HR’s use of inefficient and incomplete retirement software systems and an inability to clearly and rapidly communicate retirement information to employees using the most up-to-date technology.
Retirement information includes a lot of paperwork and frequent communication. Using the latest technology, most of this paperwork can be completed electronically, and will be instantaneously transmitted between HR and the employee.
Processing an employee’s retirement application from the time it is submitted to the Human Resources (HR) office until the employee receives their interim and then full annuity payments can seem to take a long time. The Office of Personnel Management (OPM) usually begins interim payments within four weeks while an employee’s full annuity check may take as long as 90-120 days.
Employee and labor relations processes can be drastically different from one agency to the next. The workflows used and the reporting required will be different depending on the makeup of the HR department, the headcount of the agency, and the collective bargaining agreement with the employees.
Federal HR processes are unique in many ways from the private sector. Not only due to the sheer size of some agencies and the diversity of the different types and structures of organizations in government, but specific requirements that apply to employees and the hiring and management of those employees in the Federal Government.
Preparing a retirement calculation and application can be a time-consuming process involving several manual steps that can be inefficient for federal HR specialists. Technology can significantly improve on this, reducing the time it takes to complete an application, eliminating several sources of common errors, and improving communications between HR and employees.
There are more people eligible and preparing for retirement in the Federal Government than at any time in history. While the recent retirement numbers have remained relatively stable year over year, more than a whopping 30% of federal employees are currently eligible for retirement.
Performance management has become a topic of much conversation in the Federal Government under the current administration. In the early months of the Trump administration, OMB-17-22 provided new guidelines designed to streamline these operations and improve overall efficiency in agencies.
With more than two million full-time employees, the Federal Government is the nation’s largest employer, and even divided into dozens of agencies and organizations, there are substantial, and often unique needs in managing such a large and diverse workforce.
There are established minimum guidelines for federal agencies selecting new performance management software. Laid out by the Office of Personnel Management’s (OPM) HR Line of Business (HR-LOB), these requirements carefully define the baseline of what agencies will need in 72 requirements.