Open Government

Five Questions With Our HR Expert, Russ

October 31, 2022 / #Blogs

Q&A with Russ Miller

We’d like to introduce you to Russ Miller, AINS’ Human Resources (HR) solutions expert. Russ joined us for a quick chat on how eCASE HR empowers HR departments to take control of their organization’s HR processes.

To learn more about AINS’ HR solutions, join us at Elevate, AINS’ Annual Summit and User Conference in DC on Nov. 3, 2022, or contact us to schedule a software demo or learn more about how to join AINS’ HR user community. Meet Russ in person and ask him your questions after his conference sessions, “Defining a Charter for the eCASE HR Community,” and “Five Must-Know Best Practices When Implementing New Technology.”

Q: Tell us a little bit about AINS’ HR solutions. What do you think sets them apart from other companies?

A: AINS HR eCASE solution is focused on employee centric processes that need to be resolved in a timely manner. These solutions include Employee Relations and Labor Relations, Performance Management, eComplaint-Alternative Dispute Resolution (ADR), Reasonable Accommodation, and Workers’ Compensation.

Our solutions improve the employee experience for HR teams and individual employees who are raising these issues, whether it be a complaint, grievance, or typical performance management.

Our software aids them in resolving issues before they become big problems, which in turn saves time and money for the agencies. We do this through enabling an employee-centric work process that allows for tracking and monitoring in a single location, integrating our solutions with each other and external systems like Payroll and Electronic Official Personnel Folder (eOPF), and by supporting multi-role solutions across the enterprise.

Read our white paper: Technology to Transform HR

Q: Who are these products designed for, and how does AINS support its customers upon getting started with it?

A: Our solutions are designed for agencies that closely follow the standardized guidelines set by the US Equal Employment Opportunity Commission (EEOC), US Office of Personnel Management (OPM), US Department of Labor (DOL) and other authorities allowing for a fully compliant HR application. AINS works with agencies and stays current with policies to ensure our solutions remain compliant. As all of our HR applications are commercial off the shelf (COTS), all customers will get the same support, upgrades, comfort, and security of knowing they are always on the cutting edge. Our COTS solutions help get your team get up and running quickly, but also include configurable options, empowering HR professionals to tailor the solution to their needs without custom coding or IT support.

Q: What are the top pain points customers usually come to you with, and how do you alleviate these issues?

A: Main Pain Points:

  1. Lack of overall agency insight
  2. Reporting capabilities
  3. No enterprise streamline process

AINS has invested time in gathering user feedback of our products and building a user community. As a highly regulated environment with complex forms and workflows for just about everything, government HR teams need software that bridges the gap between employee relations, performance management, and other critical human capital functions to finally overcome paper and legacy databases.

The eCASE COTS platform comes with in-depth reporting capabilities that allow users to create reports on the fly, save reports, and schedule reports to deliver from the system without having to log in. The system allows for easy role-based management that gives different users and roles access as needed throughout the system. This allows for reports, searches, dashboards, and cases to all be secured based on need to know while giving detailed live updated information quickly. With our COTS solution, your team can also set up biweekly bill pay and compensation reports. Our workers’ compensation module is integrated with DOL, allowing for clear insight into how long something will take to process and how much your agency is paying out.

Additionally, the user interface (UI) workflow tool allows agencies to set standard workflow processes per office or agency to streamline the process and allow for faster processing times, insight to bottlenecks, and thorough understanding of cases coming due or overdue.

Q: What are some HR trends the AINS software development team has been focusing on, and how is that reflected in the design of our products?

A: AINS Business and Development team stay on top of policy changes to allow for quick configuration changes. This allows us to rapidly improve the product and deliver upgrades to our customers without delay, allowing for accurate processing of cases and proper reports as administrations change or leading agencies shift requirements.

Q: How do you see AINS’ HR solutions evolving to best serve its customers?

A: AINS HR is a single stop solution that allows customer to allow for each application to sit on a single platform and allow cases to progress to the right department for processing, sharing what needs to be shared while maintaining security over what should remain private.

Here are some scenarios:

  1. As an eComplaint Counselor, the goal is to get the complaint resolved before it goes to a hearing or final agency decision (FAD). To do this the counselor will offer ADR to the complainant. When the ADR has been agreed to, eCASE can create an ADR case and assign the ADR Specialist listed in the eComplaint case. Now the ADR Specialist will be able to do all their work in the ADR application. Once the ADR Specialist has completed their work and the ADR is closed, all pertinent information like settlement terms will be delivered to the eComplaint Counselor and the event will be added to the case.
  2. In our Performance Management application, we allow performance elements that are failing to be tagged by the Manager and sent to the ERLR application, to create a Performance Improvement Plan (PIP) or for more serious natures, a Performance Action for the HR Specialist to process. Once the HR Specialist has closed the Performance related case, the score outcome of the PIP will be documented back in the Performance Plan.

Contact us to schedule a software demo or learn more about how to join AINS’ HR user community.


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