Small federal agencies with as few as 100 employees face unique challenges that other, much larger agencies do not. Because of their size, they often have only one or two HR specialists whose role it is to manage the entirety of the agency’s HR needs.
Employee engagement is one of the primary metrics for federal HR programs – especially as recent research has shown just how much of an impact it can have on productivity and performance levels. But what does engagement entail and why it is consistently so low, especially for government employees?
Every Federal Government agency and organization conducts annual diversity analysis to meet MD-715 requirements.
In 2017, the Federal Government operated more than 12,000 datacenters with more than 150,000 servers around the United States, costing billions of dollars each year.
While every organization in Federal Government performs some level of diversity analysis each year in compliance with MD-715 requirements, the required barrier analysis leaves room for a lot of interpretation by the agency’s EEO staff.
Cybersecurity is one of the most pressing issues facing information security professionals and executive decision makers.
Federal agencies rely on long term projections and workforce planning exercises to determine how best to adjust for both current and future needs.
Effective workforce planning is an important component of federal HR – allowing specialists to better understand their hiring needs both now and up to five years into the future.
Most workplaces strive for better diversity, establishing initiatives to create a more representative workforce and address potential barriers to inclusion. Nowhere is this truer than in federal agencies, which are guided by policy directives on the matter.