Multi-Sector Workforce Analysis Pilot Project:Early Lessons Learned and Emerging Best Practices

Thomas F. KaplanOctober 8, 2009

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Topics

Early Lessons Learned Emerging Best Practices Resources

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Early Lessons Learned

Ensure pilot project team members read and understand the rules OMB Memorandum M-09-26, Managing the Multi-Sector

Workforce, July 29, 2009 Presentation slides from Multi-Sector Workforce Management

Workshop for Human Resources & Acquisition Officials, September 9, 2009

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Early Lessons Learned (ctd)

Identify respective roles and responsibilities for the team HR responsibilities could include

Identifying mission critical and inherently governmental functions

Developing multi-sector workforce inventory Conducting competency and staffing gap analyses Reviewing workforce plans Reviewing organization and staffing

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Early Lessons Learned (ctd)

Verify accuracy and completeness of plans and data used to support analysis, including Workforce plans Personnel data Contract data Commercial and inherently governmental functions inventories

data

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Early Lessons Learned (ctd)

Dedicate needed resources to complete the pilot project analysis Inform leadership of the pilot project and secure their support Establish pilot project team leader and members/alternates Develop project schedule Assign specific tasks Conduct in progress reviews

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Emerging Best Practices

Consider application of organization change tools to improve current business processes

Management Analysis Tools• Activity based costing analysis• Baselining and benchmarking studies• Business case analysis• Functionality assessment• Industrial engineering techniques• Market research comparison• Organization analysis• Process reengineering studies • Productivity assessment• Others

Human Capital Assessment Tools• Competency and staffing gap analysis• Evaluation of Federal Human Capital Survey results• Evaluation of human capital strategic linkage with mission• Evaluation of skills mix • Workforce analysis• Others

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Emerging Best Practices (ctd)

Evaluate contracts for potential insourcing action Identify contractors performing inherently governmental and

mission critical functions Take immediate action to curtail contractor performance of

inherently governmental functions Determine sufficiency of contractor oversight for non-inherently

governmental functions Determine if mission critical functions are over reliant on contract

labor Conduct labor market analysis to determine feasibility and timing

for potential insourcing actions

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Emerging Best Practices (ctd)

Develop cost estimate for insourced functions, including Employees

Fringe and WGIs Shift differential and holiday pay Others

Facilities and equipment Office space and furniture Telephone and computer Others

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Emerging Best Practices (ctd)

Verify availability and funding for employees replacing contractors Recruitment Facilities and equipment Infrastructure (e.g., IT support, etc.)

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Resources

OMB Memorandum M-09-26, Managing the Multi-Sector Workforce, July 29, 2009 http://www.whitehouse.gov/omb/assets/memoranda_fy2009/m-09-26.pdf

Multi-Sector Workforce Management Workshop for Human Resources & Acquisition Officials, September 9, 2009 https://max.omb.gov/community/x/coCxFQ

Human Capital Assessment and Accountability Framework (HCAAF) http://www.opm.gov/hcaaf_resource_center/

Federal Activities Inventory Reform (FAIR) Act of 1998 http://www.whitehouse.gov/omb/procurement_fair-default/

Federal Procurement Data System—New Generation https://www.fpds.gov/