Large-scale employment programs at the state level require a significant investment by State Governments, many of which have applied for technical assistance under Department of Labor,
Since 2012, federal agencies have worked with cloud service providers (CSPs) who have been authorized by the FedRAMP program, managed by the Joint Authorization Board (JAB) to ensure the same
There are several benefits to working with a cloud service offering from a FedRAMP authorized vendor. There are cost savings in shifting to the cloud and a highly visible security process,
Following the enactment of the Workforce Innovation and Opportunity Act (WIOA) in 2014, states have been tasked with implementing improved services for Americans with significant barriers to employment
Federal HR has several unique requirements that influence the way technology can be deployed. Not only must all information technology used by the Federal Government meet Section 508 compliance, requiring accessibility for those with disabilities; it may require authorization to operate in certain federal agencies, and hosting and support for cloud applications requires security networking expertise specific to FedRAMP requirements.
Federal HR technology is a challenge for many agencies, if only because until recently, it wasn’t readily available. Most software and technology tools used by federal agencies weren’t specifically designed for government use, and it showed. But with the increased focus at the executive level to shift as many operations to the cloud as possible, and with the development of new standards to assess and authorize cloud service providers to build software for government use, this has been changing.
It’s a question many agencies ask – just how much time is spent every year processing paperwork that could be re-purposed to one-on-one interaction and engagement with agency employees? With recent mandates such as Office of Management and Budget (OMB) Memo 17-22 directing agencies to improve efficiency and address performance issues to streamline the Federal Government, the answer to this question is more important than ever.
State agencies in many cases lack the tools needed to properly manage data collection sharing from service providers on employment outcomes of individuals with disabilities. The gap between the tools being used and the output required means ineffective data evaluation, lack of standards between providers, and lack of follow through from providers who collect data for each state. These challenges include:
Paper-based processes in case tracking have several limitations, but it can be challenging to make the move to an automated system. With years of data collected in spreadsheets across your organization, the prospect can seem daunting to agencies with limited time and resources.