On May 25, 2018, President Trump issued several executive orders that directly influence labor organizations for federal employees. Two of these orders in particular are designed to influence the relationship between labor unions and organizations.
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.
Today’s federal HR needs are greater than ever, and on-premises systems are frequently unable to meet them. This can lead to slow downs, drops in productivity, and general inefficiencies that cloud platforms are designed to address.
Software is designed to reduce bottlenecks and increase efficiency, but to do so, it needs to meet the specific needs of the people and organizations it is designed to help. This is even more important in the Federal Government, in which large agencies have established processes and several requirements for how they engage with technology.
According to the State of Federal IT report released by Tony Scott and the CIO Council in January, “CIOs across the government repeatedly cited aging infrastructure as a roadblock to innovation and as an obstacle to meeting expectations of citizens and agency employees.” More than $34 billion (43% of IT spending) was planned for IT infrastructure in fiscal 2016, and yet no agency yet meets the 15% goal set for moving infrastructure to the cloud.
EconSys is proud to support National Disability Employment Awareness Month (NDEAM). Held each October, NDEAM aims to educate about disability employment issues and celebrate the many and varied contributions of America’s workers with disabilities. Throughout the month, we’ll be engaging in a variety of activities to educate our employees on disability employment issues and the role they play in fostering a disability-friendly work culture.
If your agency is like most, your current performance management (PM) practices likely rely on manually collecting annual evaluations or other time-consuming, paper-based procedures. Even if you’ve managed to partially automate certain processes with database templates or other basic electronic methods, you’ve probably discovered that these tools can often create more headaches than they alleviate.
Formal performance management programs have been around since the Industrial Revolution. In those days, the manager of a manufacturing plant would set a quota and give his subordinates annual goals. Those subordinates will give goals to their subordinates and those goals will trickle down as annual quotas for frontline employees. Work has changed substantially since that era, but annual performance reviews are largely the same.