Training and Development Employee Orientation Basic Skills Training •      Communication •      Customer Service •      Diversity •      Effective Presentations •      Managing Change •      Managing Conflict •      Sexual Harassment/EEO •      Stress Management •      Strategies for Self-Development •      Team Building •      Time Management •      Workplace Safety •      Workplace Violence Top of Page Back First Line Supervisor Training •      Organizational Skills (Planning, Structure, Processes, Execution) •      Communication Skills (Verbal, Written, Listening, Presenting) •      Interpersonal Skills         (Building Relationships, Organizational Savvy,Networking) •      Diversity, Managing Conflict/Conflict Resolution •      Managing Others         (Providing Direction, Providing Feedback, Coaching and Mentoring) •      Motivating and Influencing Others, Managing Change, Evaluating and         Rewarding Performance •      Self-Management Skills         (Ethics, Integrity, Accountability, Developing Self) •      Critical Thinking Skills (Analysis and Problem Solving) Top of Page Back Employee and Labor Relations Top of Page Back Performance Management Our consultants are experienced in designing, developing, and implementing performance management programs within the Federal government. Specifically, our consultants have first-hand experience in transitioning the Federal workforce from the historical longevity pay system to pay-for-performance programs. Demonstrated experience includes, but is not limited to, the following tasks: •      Review and update position descriptions to clearly reflect position         duties and responsibilities. •      Define performance expectations and standards that enable         managers to evaluate employee performance more objectively. •      Provide a framework for managers and employees to communicate         with each other about job performance and career development. •      Provide ongoing opportunities for managers and supervisors to coach         and encourage performance improvement and career development. Top of Page Back Mediation and Alternative Dispute Resolution The Alternative Dispute Resolution – Mediation Service is based on the foundation of a non-adversarial process. It seeks not to declare winners or losers, but rather to find reconciliation between the disputing parties. The services may be appropriate in addressing the following: •      Matters involving the agency or labor-management grievance         procedure •      Equal Employment Opportunity •      Job performance, conduct and or behavior •      General matters in dispute between supervisory officials and         employees of an agency. Our certified mediator serves as an         intermediary to reconcile differences providing expedited resolution         with a minimum of harm to the disputing parties. •      Litigation support for Equal Employment Opportunity Top of Page Back EEO Data Management and Litigation Support We provide statistical expertise, labor economists, and database management consultants for Equal Employment Opportunity Commission (EEOC) cases involving sex, race, and age discrimination in the statutory areas of Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. We also serve as expert witness in cases and provide technical analyses involving such techniques as logit, probit, proportional hazards, and conditional logit. Most recently, we have worked with EEOC in developing and managing EEO employment data forms for statistical data reporting purposes. Top of Page Back Recruitment and Staffing Hiring Management System In today’s competitive hiring market, organizations need every edge to hire the best employees. EconSys’ Hiring Management System (HMS) is a Web-based system that provides an easily accessible and secure method for linking together the job applicant, employer, and HR department. HMS covers the entire recruitment and staffing process: The job applicant can submit a job application and resume on-line directly into the HR department. The recruiter/HR manager can post job vacancies on-line at multiple locations and view, track, and search candidate resumes. What can HMS do for you? •      Can easily be linked with any online job resume database in order to         simplify the marketing of the available position •      Can be quickly implemented in a matter of days or less •      Allows a network of different levels of authorization for accessing and         tracking certain job applicants •      Allows HR managers to track job applicants throughout the entire         hiring process •      Generates customizable reports on hire activities such as the amount         of time that applicants spent in each step of the hiring process in         order to test efficiency. •      Helps organize and flag prospective employees in an easy and         efficient system •      Designed to support government as well as private company hiring         needs Through HMS, EconSys can facilitate the application process for employers. HMS can be customized to fit your organization’s needs and to ease complexities in Human Resources. For more information, please Contact Us. Top of Page Back Workforce Planning What are my staffing requirements? What will they be in five years? What is my recruiting and training plan? What should it be? What new skills will I need? What existing skill will be surplus? To respond to these classic strategic personnel questions, EconSys has developed a unique and powerful response--"Dynamic Personnel Models." We developed the "Dynamic Personnel" approach to accommodate the one common factor in all strategic personnel planning -- CHANGE. Our approach defines both external dynamics: changes in demand, demographics, customer profiles; and internal dynamics: new systems/equipment, product lines, mergers, acquisitions, and expansion. Moreover, "Dynamic Personnel Models" establish quantitative relationships between personnel requirements and each of these "dynamics." Click for add’l info Top of Page Back FRB Direct – Employee Services FRB – E and FRB – Complete With the FRB Integrated Solution, data downloads from the agency’s personnel/ payroll system populate the FRB retirement calculator. The calculator then provides Benefit Statements to employees on-demand. Employees can choose to run a Benefits Statement or Detailed Estimate. The Benefits Statement provides a quick report on benefits with minimal inputs from the employee while the Detailed Estimate choice offers employees the opportunity to develop detailed scenarios. The Benefits Statement also provides side-by-side comparisons of different retirement benefit types such as voluntary versus early retirement. FRB Web Integrated Solution enables employees to obtain Benefits Statements on-demand, run different scenarios, and fill out electronic forms. In addition to the Benefits Statement, employees can customize different scenarios and fill out government forms on-line. Top of Page Back Features of Benefits Statement and Self Services •      Benefit comparisons for different types of retirement:         voluntary, early, discontinued service retirement, disability,         and death-in-service •      Social Security Benefit •      TSP Benefit •      Life Insurance Benefits and Premiums •      Health Insurance Benefit and Premium •      Capability to develop customized retirement scenarios •      Capability to fill out government forms on-line •      Help/explanation screens. Top of Page Back Workforce Planning Dynamic Personnel Models answer these sample questions: •      Personnel to accommodate a new computer system--shortage skills,         surplus skills? •      Personnel to affect a new mission/initiative--shortage skills, surplus         skills? •      Recruiting, training, and retraining schedules to accommodate         changes in personnel requirements? •      Overall personnel savings resulting from reorganizations/realignments         or organizational changes. Identification of surplus and shortage         skills? •      Personnel projections as a result of changing customer profiles or         demand. Our human resource modeling utilizes analytical computer-based tools that focus on personnel events (hires, training, quits, promotions, separations), personnel mix and utilization rates, and personnel costs. Major dimensions of analysis include: occupational categories; major corporate division; cost centers within a division; permanent full-time, part-time, and temporary workers; and number of labor hours as well as number of employees. EconSys provides user-friendly software to managers’ desktops that do the following: •      Projects the organization's workforce structure and personnel costs         through the planning period. •      Simulates personnel flows of hires, transfers, promotions, quits, and         retirements over a multi-year period of time. •      Bases projection on historical experience and user specified input for         anticipated increases/decreases in staff, pay increases, and other         significant events. •      Analyzes impact of workforce changes on personnel costs. •      Analyzes trade-off between alternative labor inputs for a specified         budget. The quality of human resources decision-making--or any decision-making--is only as good as the quality of the information upon which the decisions are based. Information is more than data: it is the understanding of the data that is gained by insightful analysis. EconSys analyzes organizational productivity in a distinctively quantitative way. Armed with a proper analysis of efficiency, management can more effectively address issues such as: •      Are resources being used as effectively as possible? •      Are efficiencies of scale being fully exploited? •      Is the span of control properly defined? •      What factors are associated with outstanding performance? •      Which branches are superior performers? Which provide the greatest         return to management intervention? EconSys uses a variety of statistical and mathematical techniques to evaluate productivity. The quantitative analyses are used to establish and test causal relationships between labor productivity and "productivity drivers," such as quality of staff, staff turnovers, and the mix of different types of labor. Different methods particularly suited to specific situations and issues are applied, including: •      The Performance Evaluator measures the efficiency of units in a         specific locale, relative to other locales. This methodology produces a         single easily interpreted efficiency source from the multiple         resources, outputs, and operating factors that uniquely characterize         each location. •      Econometric techniques evaluate the productivity of operating units.         These models produce parameter estimates that characterize the         process by which resources are converted to outputs. It is then         possible to compare the effectiveness of alternative resource         allocation schemes. •      Staffing analysis methods use multivariate regression techniques to         estimate the appropriate relationship between labor inputs and         outputs. The data is developed through on-site "desk audits" and         management surveys. EconSys performs labor market analysis for both government and private sector clients in order to: •      Determine market wage levels by skill, industry, geographic location,         and other dimensions. •      Project wage levels for several years into the future for certain         occupations. •      Analyze the availability of labor by different skill levels. •      Project the availability of labor based on demographic projections,         industrial shifts in the economy, cyclical changes in labor markets,         and other factors. Outcomes of our labor market analysis are comparison of an organization's wage schedule with competitive market levels, assessment of labor trends, measurement of labor shortages and surpluses, and assessment of the impact of changes in compensation. Labor turnover, labor quality, and labor mobility are current significant issues that concern employers. Our labor market analysis assists employers and personnel managers in setting compensation and other personnel-related policies and to plan for the future with these issues in mind. Our labor market analysis is also used to determine wage costs and labor market availability in alternative geographic locations for firms considering relocating or expanding their operation. Career development, once considered an occasional refresher course or seminar, is rapidly becoming a primary management responsibility due to declining numbers in the workforce and the rapid rate of technological change. The thoughtful manager must take a comprehensive view toward the employee group with an eye toward constantly upgrading as well as broadening the skill base. EconSys provides assistance in this area through both qualitative and quantitative tools. On the qualitative side, EconSys staff members lead managerial representatives through progressive interview stages to identify the overall direction of the organization and the skills and specializations required to support that direction. Training and development systems, incentive methodologies, and career broadening opportunities are then assessed in terms of adequacy and relevance to the determined direction. The adequacy and relevance of career enhancement systems are also evaluated from the employee perspective through attitudinal surveys or focus groups. EconSys’ quantitative analysts view career development from a work force composition perspective. Our analysts examine the workforce in terms of skill mix, demographics, and observed propensities of certain groups to stay or leave. From these analyses we can explain and make recommendations on numerous cause/effect relationships. We recommend strategies for training, salary, and hiring adjustments to ensure correct staffing levels and skills to support the organization's future direction. Top of Page Back