Currently, you can only search the employee directory by name. Having advanced search options such as title, office, or city would be really helpful and allow HUD employees to locate who they need to contact quickly.

Allowing employees to access the Exchange Server with their personal smartphones would enable those of us who are not heavy enough users to justify the cost of a HUD blackberry account to stay connected to their work email and calendar when they are not at their desk.

Post and maintain a list of programs, offices, and contact people. Keep it up to date for easy reference.

An ask section would be helpful. With the majority of HUD staff reaching retirement age, we are losing a wealth of knowledge in a short amount of time. An Ask section would enable new and old staff to ask a questions that any internal staff member could answer. It should be similar to ask.com

An organizational Social Network can give everyone an idea of who reports to whom, and it can create employee maintained, real-time, organizational charts with contact information. You can easily create Communities of Practice and leverage communications tools all within HUD@work -- it is using the best Social Networks have to offer and leverage Facebook functionalities within a hierarchical structure.

I would like to be able to put on the hud@work page links that I use most often for easy access to the places I use--WebTA, FedTraveler, TEAM logon pages, etc. I want to create quick easy access to addresses and directories where I look up things regularly.

It is so hard to get the address of a Field Office, numerous clicks, even going to hud.gov. We just need an easy access to the addresses so we can address some mail.

Instead of wading through multiple screens and options to access frequently-used sits and features, add buttons to the front page to get there in one keystroke. Examples include WebTA, FedTraveler, HR Connect, TEAM, and USAjobs.

Currently if you or a caller on the phone cannot reach a particular person it is difficult to identify related staff. Thus, I propose linking related staff in the directory so we can more easily identify staff in particular areas/divisions.

In addition to the HUD Virtual University, all training opportunities both through HUD and more broadly for federal employees should be listed in a centralized location by topic. (e.g. IT, Management, Finance and Accounting, etc.) Online registration for these trainings should also be provided if possible.

Re-design directory to include pictures of employees, identify SME's - subject matter experts, enable employees to add specific information on themselves i.e.: contact me for questions regarding......or I have had extensive work exp in mortgage servicing or credit review or I am knowledgeable in working with SQL databases, report development and the like.

Most of HUD employees work in the field and do not work at Headquarters. The webpage should provide resources, training, and agency-wide information which targets all HUD employees not just those who work in D.C.
Keep regional pages updated so that field employees can keep up-dated about what is going on in their regional or field offices.
Provide the same kinds of benefits, training, and presentations to all HUD staff, not just D.C. staff.

As a new employee, it would be very helpful if the directory had the person's photo, title, room number and extension. It would be great to know who I'm looking for as I go around meeting new people.

Upgrade the network so all HUD offices have fast internet and intranet conectivity!
Bring HUD into the 21st century with technology and tools to do our job better

Make the HUD at work website more user friendly. Currently, the HUD @ work website is difficult to navigate and the search results found usually are not on point with what you originally search. It sad to say but I usually use Google or Yahoo to research a HUD related topic instead of utilizing the HUD @ work site because it is so unorganized and unhelpful.

Create and maintain a visible dashboard of metrics on how we're doing implementing the Strategic Plan and high priority performance goals