Avue Cloud Complete Federal Human Capital Management Solution


Cloud Complete

The Avue flagship solution is a completely integrated suit of native Web modules that digitize, automate, optimize, track, monitor, and report on your agency’s most important workforce management processes — the Avue Platform meets ALL Cloud, Security, and HCM Requirements.

White Knight Services

Avue’s comprehensive White Knight Services exists to ensure that any risk to the human resources function is fully addressed, whether that is regulatory or legal compliance, audit readiness, skill development, operational support, or expert consulting.

FedRAMP Fortified

With Avue’s FedRAMP compliant system, security architecture and capabilities evolve to allow agencies to take advantage of our agile, resilient, and secure services. Privacy and confidentiality controls ensure data is protected from accidental disclosure and cyberattacks.

Position Management

Avue’s AOS module assists line managers and staff professionals and includes certain core software application functionality and database content in support of position classification, position management, employee skills surveys, and employee and manager self-service.




Federal hiring, Fixed Before, needs fixing again


Avue Co-CEO Linda Rix participated in a roundtable discussion before a Senate Homeland Security and Governmental Affairs subcommittee on April 12, 2016. The Washington Post’s account of the event says this, “It’s a struggle Uncle Sam is not winning, according to Linda E. Brooks Rix, co-chief executive of Avue Technologies, a private firm that works on federal personnel matters. She called the federal hiring process “a deeply broken mess.” Read More of the Article

Fresh Take: Public Servant or Political Piñata?

Federal SoupOn Federal Soup, Fixation on Firing Feds: part one in a four-part series by Avue Technologies Corporation Co-CEO Linda Rix

The focus on firing federal employees is a pendulum that swings with political tides … much like outsourcing, pay-for-performance, and public-private pay parity. And when it comes to congressional interest in firing feds, nothing fuels the fire like agency scandals—GSA conferences, VA veteran appointment backlogs, IRS targeting conservative advocacy groups, Secret Service partiers. Hearings abound—and then, a cry for action. Read the Post

Fresh Take: Fire or retire … about those pension penalties

Federal SoupOn Federal Soup, Fixation on Firing Feds: part two in a four-part series by Avue Technologies Corporation Co-CEO Linda Rix

In January 2015, Rep. Jeff Miller (R-Fla.), chairman of the House Veterans Affairs Committee, introduced the “Increasing VA Accountability to Veterans Act of 2015.” This bill, H.R. 473, would let the Department of Veterans Affairs reduce a Senior Executive Service employee’s pension if he or she is convicted of certain felonies. This would include in its sweep SES employees in the process of being fired as a result of a conviction, but who leave the VA before the firing action can take place. If the bill passes, it would introduce the first performance-based pension penalties. Read the Post

Fresh Take: Appoint, Resign, Repeat

LOGO-FEDERAL-SOUPOn Federal Soup, Fixation on Firing Feds: part three in a four-part series by Avue Technologies Corporation Co-CEO Linda Rix

Those in Congress who argue that some functions are “inherently governmental”—despite the fact that private-sector companies are more experienced, agile, accountable and infinitely cheaper than OPM and its endless cascade of chargebacks to agencies—they need to reset the idea of what constitutes the hiring or appointment of capable individuals. Read the Post


Fresh Take: Leadership Will, or Leadership Won’t

LOGO-FEDERAL-SOUPOn Federal Soup, Fixation on Firing Feds: part four in a four-part series by Avue Technologies Corporation Co-CEO Linda Rix

Imagine you are a federal executive—you feel you understand the laws governing civil service, yet you don’t take action when it’s warranted. Why not? The question is a good one. Is it lack of confidence? Perhaps lack of upper management support? Has the process become so obfuscated it feels too risky to act? Is it a lack of leadership will? Do you lack documentation? Do you fear the action will result in a complaint or protracted appeal process? If you lose on appeal, does it adversely impact your own career? Is the person a favorite of yours—or maybe your boss or boss’s boss? Read the Post

Fresh Take: The Results of Federal Hiring Reform Are In: The Top 3 Reasons Why Nothing Works

Federal SoupOn Federal Soup, Fresh Take by Avue Technologies Corporation Co-CEO Linda Rix

The Fall 2015 MSPB newsletter, Issues of Merit, declares, “The Federal Civil Service Hiring System Is Out of Balance.” The article points to the gender imbalance in civil service hiring and blames veterans’ preference, disparaging vets by calling them “minimally qualified,” and promoting the notion that veterans’ preference is a non-merit factor that allows vets to “block the list” and make it “effectively impossible to hire the preferred candidate.” MSPB even manages to mislead when using the term “disabled veteran.” But MSPB misses the point entirely, using grade-school pie charts to take tackle the enigmatic federal hiring process—and ignoring three real reasons the hiring process is out of whack. Read the Post



Certifications and Authority to Operate Provided by OPM, OMB, GSA, FedRAMP