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.
Federal HR staffing can be challenging, particularly for small and medium-sized agencies with limited resources. Whether it is a lack of resources to hire new full-time staff for HR administration, a limited hiring pool in your geographic area, or the long time-to-hire in federal agencies, there are often significant challenges when identifying and filling gaps in these roles.
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.
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.