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FedHR Navigator Retirement Calculator Product Overview

FedHR Navigator is designed from the ground up by federal human capital experts and built to provide operational support to federal agencies from hire to retire. We look forward to speaking with you about FedHR Navigator to answer any questions you may have about this module.

How to Shift from Data Driven Decisions in Your MD-715 Reporting

Every agency in the Federal Government is currently required to produce reporting in MD-715 format each year. That reporting is integral to ongoing efforts to address potential gaps in representation in the workplace, but there are significant challenges in meeting these requirements for many agencies.

How Federal Agencies Can Leverage Technology Tools for Workforce Planning

Federal agencies routinely face challenges in forecasting and preparing for shifts in workforce demand. Whether because of an increase in the retirement rate, new mandates from the Office of Management and Budget (OMB), or congressional guidance, federal agencies are constantly assessing and reassessing their hiring requirements. Given that federal agencies often have long time-to-hire and average employee tenure metrics, they need to have accurate forecasts of workforce needs as well as contingency plans to get ahead of shifting staffing requirements.

Obtain Optimal Value from FEVS Results

Every year, a sizable segment of the federal workforce participates in the Federal Employee Viewpoint Survey (FEVS). With 485,000 respondents in 2017 alone, there is a large pool of data from which agency directors, line managers, and HR departments can draw. FEVS consists of 98 questions and covers eight dimensions, including personal work experience, work unit, agency, supervisor, leadership, satisfaction, work/life programs, and demographics.

The Benefits of Migrating Employee and Labor Relations to an Automated System

Employee and labor divisions within federal agencies work in a closely-knit team, sharing a single workload across many HR specialists. This makes it important for supervisors to have as much transparency as possible into specialist workloads. Metrics that highlight availability of each specialist, the bottlenecks that most frequently slow down case processing, and automating recurring tasks is incredibly important.

Configurable Solutions to Federal HR Challenges

Administrative processes can be time consuming in federal human resources (HR) departments. HR specialists still complete many high-volume processes manually and use legacy systems that are unable to accommodate new requirements being implemented. Many of them lack the tools and resources needed to keep up with their daily workload and high-level strategic planning at the same time.Technology offers a solution – providing tools that can handle collective bargaining, discipline, harassment, performance management, training, retirement calculations and applications, and much more.

Optimizing Federal Performance Management With Technology

Building a workforce, ensuring effective leadership, managing critical skill gaps and managing employee performance are among the central challenges confronting federal agencies today. Key to these Human Resources responsibilities is performance management.

Tips for Supporting Retirement Actions in the Federal Government

The Federal Government employs more than 600,000 civilians who are eligible to retire undercurrent guidelines. This represents more than 30% of the total federal workforce, and a major undertaking for HR retirement specialists who must deal with the inefficiencies in the systems currently in place to process them in a timelymanner.

Building and Executing a Competency Model for Federal HR

Competency modeling allows federal agencies to better identify and evaluate areas for improvement in their workforce. As defined by the Office of Personnel Management (OPM), competencies are a measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that someone needs to perform work roles or occupational functions successfully.