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FCW : January and February 2017
Keeping overtime costs in check is another area of concern for agencies. There is justified overtime, such as clearing train tracks after a snowstorm or increasing the number of police for an event. There are also situations where people are paid for overtime they aren’t due. “So having a system that measures and allocates that,” says Regan, “can help determine whether it’s a good or bad overtime spend.” Insight and transparency into salaries and overtime pay is particularly important in government agencies, where taxpayers want to know that their money is being well spent, he says. “ There is a growing momen- tum for analytics as part of this process.” This information must be shared on a regular basis, not merely as a summary report at year end. “If someone is getting paid $80,000 in overtime more than the department head’s salary, there is nothing that can be done after the fact,” says Regan. “Waiting for an end of year report is too late.” Workforce management technologies also can help keep agencies in compliance with such laws as FMLA, collective bargaining mandates and other require- ments unique to government agencies. “Agencies need a workforce management system that shows the government is complying with that,” he says. The good news is big data and ana- lytics have reached a tipping point in government, says Regan. “So when we talk with organizations, they get it. They ask, ‘We have this data, now what do we do with it?’” From Automation to Analytics Kronos has helped agencies leverage data they already have, but often the com- pany’s work starts with implementing a system from scratch. Bringing in the workforce data and managing it is the first step, says Regan, then agencies can make the jump to analytics. Agencies can choose a specialty product based on a specific need, such as scheduling for public safety personnel, or choose to implement a suite of workforce manage- ment solutions. Kronos offers a scheduling solution that aligns staffing requirements with budget and demand. It also provides a Web-based tool specifically geared toward the federal government to help agencies keep track of time and attendance, leave management, and labor management. The company’s cloud-based flagship product suite automates basic workforce management functions, such as time and attendance, provides mobile access to personalized data, and adds powerful reporting, analytics, and dashboards. Support for mobile technology and cloud computing is also important, says Regan. By maintaining data in the cloud, agencies can scale based on need and no longer have to worry about managing their infrastructure. This frees up time and money to focus on agency mission specific issues. Kronos can delve into virtual, real-time labor data management to help agencies control costs. It can also allocate labor toward specific projects or grants, which impacts the bottom line. “ The ability to manage that and know where you are in terms of expenses is very important,” says Regan. Workforce management is important regardless of the size of an agency. “At the end of the day, at its most basic, you want to be sure you’re paying your employees correctly,” he says. Government agencies have been asked to do more with less. If they can automate a process that is very manual and labor intensive, “ That’s a win.” For more information, visit: Kronos.com/Federal EXECUTIVE INSIGHTS: AUTOMATED WORKFORCE MANAGEMENT SPONSORED CONTENT Workforce data is important for agencies because it can yield valuable information about their employees and how well they’re being managed. It also provides insight into salaries, skills gaps, retirements and other workplace issues. Automating workforce management can help an agency get a handle on not only how it manages employees, but also how it manages costs, schedules and compliance mandates. There are workforce management products to help agencies manage time and attendance, extended leaves, and labor management issues specific to the federal government. Other products are geared toward managing the schedules and communications of employees who work in public safety, including automatically assigning overtime based on certain rules. Agencies can also manage their entire workforce from a single product, whether those employees are salaried, hourly, full time or part time. Cloud-based product suites target a broader range of workforce management issues, including solutions to control labor costs, increase productivity, and minimize compliance risk. And analytics can provide visibility into standardized and accurate data, alerts and dashboards, and generate analysis on day-to-day activity. Critical Workforce Management Functions
November and December 2016