Support the people who deliver public services.

A public agency brings together departments with different service hours, workforce needs and employee processes. Managers and administrators need systems that reflect those differences and make responsibilities clear.

Inovium implements and supports workforce management, HR and Talent applications for the people delivering those services. We work with agency owners to translate approved policies, coverage needs and employee handoffs into working configuration, review it throughout delivery and keep the application useful as departments and priorities change.

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Public-service colleagues coordinating coverage at a municipal service desk.

Public-sector organizations we have worked with

Customer relationships. The examples below are illustrative and are not attributed to these organizations.

U.S. Department of Energy
City of Rio Rancho
State of Alaska

Practical examples

Practical help for agency workforce and HR teams

These are illustrative situations we can work through with your agency. The solution is shaped by your department responsibilities, approved requirements and available application capabilities.

Department coverage

Coverage for public-works shifts

Business challenge

Public-works teams may have different shifts, roles and on-call arrangements. Managers need to see the relevant coverage and availability information when planned work or a staff absence changes the roster.

Solution

We work with department owners to define approved coverage and role requirements. We configure available workforce capabilities and test representative roster changes and exceptions. Managers review the options and approve staffing decisions under the agency's established responsibilities.

Public-facing teams

Staffing around service hours and demand

Business challenge

A service counter or contact team needs coverage during published operating hours, including busier periods and breaks. A flat staffing assumption may not reflect the work the department actually handles.

Solution

We review demand information, recurring administrative tasks and service expectations with department leaders. We translate agreed assumptions into workforce planning configuration and test representative days. The department can review proposed coverage against the service it intends to provide.

Time and attendance

Approved agreement rules tested before payroll

Business challenge

Different employee groups can have approved pay and time rules that administrators need to apply consistently. Exceptions become difficult to investigate when the rule, source record and correction owner are unclear.

Solution

We work from agency-approved policies and agreement interpretations to configure timekeeping rules. We test representative shifts and exceptions through payroll handoffs, then document corrections and ownership. Policy and payroll owners validate the requirements and approve pay information.

HR connections

A department or classification change reaches workforce records

Business challenge

An employee changes departments, jobs or classification on an agreed effective date. HR and workforce teams need to see that the right records changed and understand any rejected or delayed handoff.

Solution

We map the source records and downstream interfaces with HR, payroll and technical owners. We validate representative changes and correction paths, with documented responsibilities. Your business owners approve the classification, role and effective date; we support their systems and handoffs.

Employee experience

Leave requests with a clear next step

Business challenge

Employees working different shifts or locations need to submit leave requests and follow their progress. Supervisors need the relevant availability and coverage context before reviewing a request under approved policy.

Solution

We configure available self-service and approval workflows around department responsibilities. We test common requests and exceptions with representative users, including people who do not work at a desk. Authorized supervisors decide the request; the system supports the process.

HR and Talent

Onboarding and role changes with visible responsibilities

Business challenge

Agency recruiting, onboarding and learning tasks can pass between HR and departments. An employee's record may be complete while the department is still waiting for a required administrative step or confirmation.

Solution

We review the available Talent and HR workflows and agree ownership of the handoffs to workforce setup. We configure the process and test representative hires or role changes. Department owners confirm readiness and any required eligibility before assigning work.

AI for administration

Prepare administrative requests for the right team

Business challenge

A workforce request can arrive with a long explanation but missing employee-group, effective-date or system details. Administrators spend time gathering context before they can investigate the actual issue or change.

Solution

We help evaluate assistance that summarizes the request with source references, identifies missing fields and routes work to the appropriate administrative team. We test the process and human review steps. Agency owners retain authority over employee records, policy interpretations and approvals.

Implementation and application support

Connect department work with HR and Talent.

A leave request, department transfer or time correction can cross several agency teams. We help clarify the requirements, information ownership and application handoffs, then validate the configuration with the people responsible for the process.

Workforce management

Configure approved department coverage, shifts, roles and employee request processes around service requirements.

Time and payroll

Translate agency-approved rules into configuration and test representative shifts, exceptions and corrections.

HR and Talent

Connect recruiting, onboarding, learning and classification changes with the employee records departments use.

Information and workflows

Define interface ownership, approval responsibilities and reporting that helps agency teams investigate questions.

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Experience Applied

Experienced people. Progress your agency can review.

Our agile delivery approach gives department owners, HR and payroll teams regular reviews of working configuration. Experienced consultants help turn approved requirements into tests, resolve open questions and make the next decisions clear.

  1. Understand the service

    Review department hours, coverage, employee groups and agency-approved workforce requirements.

  2. Configure and connect

    Build agreed rules and workflows, with clear ownership of employee information and system handoffs.

  3. Review agency scenarios

    Test department transfers, leave requests, shift exceptions and pay records with the responsible owners.

  4. Prepare and support

    Prepare administrators and department users, agree transition responsibilities and establish ongoing application support.

Regular working reviews help agency teams see the change, contribute their experience and prepare for everyday use.

Our implementation approach

AI for agency administration

Give experienced staff a better starting point.

Infor's industry AI direction connects assistance with application context and the work of a particular role. For agency workforce teams, an opportunity could be retrieving the applicable procedure or gathering the details an administrator needs to investigate a request.

We help assess available capabilities, approved sources and the access needed for that task. Assistance can reduce repeated searching and preparation while making the supporting information easier to review. Agency owners remain responsible for policy interpretation, employee decisions and approved actions.

  1. Agency information

    Approved procedures, request histories and relevant workforce records.

  2. Contextual assistance

    Find the applicable source and prepare missing details or next steps.

  3. Agency decision

    Review the information, interpret policy and approve the action.

Explore AI at work

Ongoing value

Keep the application useful as agency needs change.

Inovium can carry the product administration covered by your agreement, giving your agency an option to provide those resources without staffing the covered roles internally. We can also work alongside agency administrators.

Ongoing support helps keep department configuration, employee workflows and system handoffs aligned. We review available capabilities against practical service and administration needs so the agency can continue finding value after go-live.

Maintain agency configuration

Review and test agreed department, employee-group and workflow changes with the responsible owners.

Assess useful capabilities

Connect available product improvements with a recurring administrative or employee-service need.

Carry knowledge forward

Keep approved configuration decisions and handoff responsibilities documented for the next change.

Explore application supportConfiguration as a Service

Planning your next step

Questions we hear from teams like yours

Can we improve an existing workforce or HR application?

Yes. We can start with a specific department workflow, timekeeping issue or employee-data handoff. We review the current process and configuration, agree representative tests and determine a useful change. An upgrade or migration can be considered when the review supports that next step.

How do you work with different employee groups and agreements?

We work from requirements and interpretations approved by the agency's policy and payroll owners. Configuration reviews and tests cover the relevant employee groups, shifts and exceptions. Those owners validate the requirements and results; our role is to implement and support the agreed application behavior.

Can you provide ongoing product administration?

Yes. We can take responsibility for administration covered by your agreement or share responsibilities with an agency team. Together we define the application work and review process. The agency continues to set its policies, approve decisions and prioritize service needs.

How should an agency choose its first AI task?

Start with recurring administrative work that has dependable, approved source information, such as finding a procedure or preparing a request for review. We assess available capabilities and access with the responsible teams, then test the proposed assistance and its sources before deciding on the next step.

Find the support your team needs.

Implementation

Bring requirements, configuration, testing and user readiness together.

Upgrades and migrations

Plan the changes, validation and transition for your next platform step.

Labor planning

Review the workload assumptions and coverage behind your plan.

Application support

Maintain useful configuration and carry agreed administration responsibilities.

Configuration as a Service

Explore ongoing configuration resources and support.

AI at work

Evaluate practical assistance around information and recurring administration.

Let’s talk

Which agency workflow needs attention?

Tell us about your applications, the departments involved and the workforce or HR process you want to improve. We can help identify a practical starting point with the people who own it.

Experience Applied.

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