HR processes in the Federal Government are unique in many ways. Systems must be designed for federal use, in compliance with FedRAMP requirements for the specific agency in which they will be used, section 508 compliant to meet accessibility requirements, and flexible enough to connect with and sync data from financial centers to keep data up to date.
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.
One of the primary roles of managers in federal agencies is to provide feedback and remediation for their direct reports as part of the performance management cycle.
There are several challenges when outsourcing administrative tasks in a small agency that has legacy solutions in place and lacks the resources needed to hire new staff or train managed service providers. Integrated software and managed services in federal HR offer a substantial new opportunity. Here are some of the key benefits of such an approach.
Small- and medium-sized agencies frequently lack the budget to hire additional full-time staff but have the same workload as much larger agencies with larger staff to handle them.