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.
Talent Management goes beyond the day to day tasks of managing human capital and focuses on how best to support your employees from hire-to-retire – from on-boarding the right people, to assessing and guiding them in skill development, and to preparing them for new positions in the agency.
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.
Management of human capital in a federal agency requires careful analysis of the workforce. From outside factors that create different demand scenarios to internal factors, like the average age and tenure of the workforce, workforce profile analysis allows you to better understand the impact that different events might have on your future needs.