Don Bauer, Chief Technology Officer for the Bureau of Global Talent Management at the U.S. Department of State, discusses the process of modernization he pushed for within the federal department.
For over 30 years Economic Systems (EconSys) has been developing automated state of the art products for federal Human Resources (HR) offices. With the experience of our staff subject matter experts and input from our customers, we have developed an entire range of products that support a federal employee’s career lifecycle (from “hire-to-retire”) for every division within an HR office, on a single platform.
Chris Brown, a retirement seminar director at EconSys, explains the ins and outs of the federal retirement process, from financial planning to psychological changes.
On Tuesday, October 13th, EconSys completed the migration of FedHR Navigator to AWS. The move to the AWS environment required a data migration of all databases, documents, and files from the previous environment.
Not enough people with disabilities have fair employment opportunities. Here are some proactive steps local and state governments can take to help.
There are several phases for getting FedRAMP certification. Corey Clements of SecureIT breaks down exactly what each phase entails — and how you can boost your chances of successfully getting certified.
FedRAMP — short for the Federal Risk and Authorization Management Program — was created in 2011, to implement standardization for cloud services used by federal agencies. It’s built on the back of FISMA, legislation passed in 2002, to ensure that federal agencies are meeting a regulated minimum when it comes to IT security.
In other words, FedRAMP exists to regulate which cloud services agencies can and can’t use.
Maria Horton, CEO of EmeSec, explains FedRAMP and describes the certification and compliance process.
Workforce planning is one of the most important factors for a federal agency’s success — it’s also one of the hardest to get right.
Firstly, your workforce is constantly changing. The profile of your team — ages, backgrounds, experience levels, and number of people — is different each year, so your plan needs to adapt accordingly.
It’s difficult to sum up the challenges that people with disabilities face when looking for employment.
They are many, and they are complex.
The solution is equally intricate — unfortunately, it requires much more than a simple change of attitude, although that’s a good place for organizations to start. Changing policy frameworks, building support networks, and increased awareness are all needed to tackle the raft of challenges disabled people face in finding (and keeping) employment.
Especially today, when the impact of COVID-19 has left disabled workers at an even greater disadvantage than before.
