Since its inception Avue has a solid record of commitment to Equal Opportunity, Civil Rights, and the Merit System for the Federal Sector. The focus on civil rights integrity is the reason Avue is exclusively endorsed as “the only system that ensures that workforce management is done solely on the merits’” by Blacks in Government, the Federal Asian Pacific American Council, Federally Employed Women, the Society of American Indian Government Employees, Black Data Processing Association, League of United Latin American Citizens, the Organization of Black Airline Professionals, and the American Legion, among others.
The Avue platform is engineered from the bottom up for integrity throughout the entire hiring, promotion, training, and performance optimization processes. Avue is proud of its unequaled dedication to “content validity” so essential to insure compliance with the Uniform Guidelines on Employee Selection Procedures (UGESP) which sets the standards for merit-based, non-discriminatory hiring and personnel management. Avue’s world-class federal occupational database, the only one in the world, ensures that the correct job analysis is conducted to meet the standards set forth by the UGESP.
The job analysis begins with electronic generation of the most basic document that begins the process—the position description. The Avue Operating System (AOS) supports all activities relevant to position management, including job classification and pay, and completely automates the processes involved in creating and identifying the work in classified positions. Avue uses sophisticated rules engines to determine relationships between duties, job classification, compensation level, and performance standards.
The outcome of this analysis is a classified Position Description with an Evaluation Statement, Performance Plan, Job Postings, Crediting Plan, Candidate Assessment Criteria, and Interview Guide for the manager, all fully integrated to the major duties and responsibilities allocated to the position. These same correlations are carried throughout the Avue platform, including performance management, training, and succession planning.
Avue adheres to all statutory, regulatory, and OPM-dictated policy requirements for both the Legislative and Executive Branches which includes Title 5 and Excepted Service agencies and positions. New initiatives, such as the recent veterans hiring, disability hiring, and Hiring Process Reform initiatives, are all incorporated into the rules engines embedded within the Avue platform which is also enhanced based on the requirements of these program areas. Case law and agency-unique union agreements, appeal decisions, and internal policies are also incorporated via system changes or enhancements or by the agency via the Avue System Administrator role.
Every action performed in Avue is tracked and a status log is maintained to show the actions taken by users by their user ID, date stamped to the exact date and time the action was taken, as well as the action taken by that user. This status log, along with other tracking and documentation provided in Avue, allow for complete reconstruction of HR transactions for audit and for the agency’s protection in case of employment litigation claims.
Avue creates a complete case file as well. The case files are used for any reconstruction of transactions as well as audits such as DEU audits. All HR transactions conducted through the Avue platform are guarded with a series of regulatory frameworks that drive algorithms and rules engines within the system. For example, referral lists are ‘list locked’ to ensure the selection process works according to DEU or agency category rating rules and to protect both HR specialists and line managers when making selection decisions or creating referral lists. More on diversity outreach and recruitment is contained in an attachment to this RFI response.