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Apogee Consulting Inc

Federal Circuit Discusses Statute of Limitations (Again)

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It may surprise you to learn that this mostly self-taught government cost accountant is a member of the American Bar Association. Well, an Associate Member, to be precise. The ABA has been gracious enough to accept my annual dues for many years, and membership has proven helpful in a number of ways.

Why join the ABA? Because you can’t understand what the regulations mean unless you understand how judges have interpreted them. The regulations are just words until a judicial decision gives them meaning. (Even if sometimes those decisions surprise people who think the “plain meaning” of the language ought to be evident.) And what better group of people to hang with in order to learn about recent meaningful judicial decisions that impact government contract compliance than the attorneys of the ABA’s Section of Public Contract Law? So, yeah. Membership has proven to be a good investment.

Because of my membership, from time to time I receive emails inviting me to listen in as groups of attorneys (or even Judges) discuss recent cases and their import. (Those panels are ever-so-respectful to the Judges, carefully expressing disagreement in the most courteous terms. I don’t have to be so deferential on this blog—and we are not, in case you haven’t noticed.)

A recent opportunity to listen to top-notch attorneys discuss impactful cases was provided by the Contract Claims and Disputes Resolution Committee (CCDRC) of the Section of Public Contract Law, as a panel including Paul Pompeo (Arnold & Porter) and Mike Chiaparas (DCMA Chief Trial Attorney) addressed recent cases of cost disallowance and what they might portend for government contractors. The panel discussion was hosted by the attorneys at the firm of Covington & Burling, but the discussion took place as part of the regular CCDRC meeting.

From the discussion we learned of a recent decision at the Federal Circuit that discussed application of the Statute of Limitations. The decision, issued May 18, 2016 is captioned “Kellogg Brown & Root Services, Inc. v. Patrick J. Murphy, Acting Secretary of the Army” but the panelists referred to it as the “Murphy decision.” The dispute involved—once again—KBR’s LOGCAP contract. It’s not like KBR hasn’t been in court many many many times regarding actions taken (or not taken) on that behemoth contract to support the warfighters in many parts of the world, including Southwest Asia. There are plenty of articles on this website that discuss KBR’s victories and losses with respect to LOGCAP-related litigation.

To be fair, it’s not like the Contract Disputes Act’s Statute of Limitations hasn’t been discussed on this website many many many times either. It was once a very interesting and important aspect of disputes between Government and contractor, before the Federal Circuit eviscerated it in the Sikorsky decision. Now it is less important and less interesting, but we still keep following it in the (likely futile) hope that some legal body, somewhere, will reverse Sikorsky or take similar action.

Back to KBR v. Murphy. (Remember that this is a CDA SoL case, so dates are critical.)

As related in the decision, KBR awarded a subcontract under its LOGCAP prime contract to a joint venture between The Kuwait Company for Process Plant Construction & Contracting K.S.C. and Morris Corporation (AUST) PTY Ltd., which for brevity’s sake was called “KCPC/Morris”. KCPC/Morris was issued work release orders for construction of dining facilities and provision of food service at two locations in Iraq. On July 31, 2003, KBR terminated the KCPC/Morris subcontract for default. KCPC/Morris disputed its termination but (at KBR’s request) continued to perform through September 12, 2003, when a new subcontractor started performance.

In 2003 KCPC/Morris filed suit against KBR. As part of settling the suit, the T4D was converted into a T4C and the amount of money KCPC/Morris sought was divided into two pieces: (1) $17.4 Million for “settlement” and (2) an unquantified amount for costs incurred (and profit applied to those costs) for performance under the subcontract, plus “certain costs incurred in preparing requests for payment to the U.S. Government.” The settlement agreement was dated January 24, 2005.

For the second set of (unquantified) costs, the settlement agreement required KBR and KCPC/Morris to cooperate in order “to prepare a well-supported invoice or invoices to the U.S. Government.” On August 26, 2006, KCPC/Morris submitted a certified claim to KBR (instead of invoices) for “outstanding payments, costs and lost profit associated with” the subcontract’s T4C. Which is kind of puzzling, right? Because what was the $17.4 Million “settlement” for if not for outstanding payments, costs and lost profit associated with the termination? Instead of going “WTF? Over” back to KCPC/Morris, KBR simply forwarded its subcontractor’s claim to the Army, along with a note that most reasonable people would construe to mean KBR didn’t endorse or sponsor the claim of its subcontractor.

Let’s pause for a second and note the timeline again. The settlement was negotiated January 24, 2005 and the KCPC/Morris claim was submitted to KBR on August 26, 2006. It took more than 18 months for that claim to be prepared. And then KBR passed it on to the Army on November 3, 2006, more than 60 days after receipt from KCPC/Morris.

Unsurprisingly, the Army told KBR to settle its own subcontractor problems. On May 30, 2007 (more than 6 months after receipt) the Army rejected the claim and “refused to consider the submitted information, and directed KBR to ‘settle a claim by its sub with the sub, then bill the government.’”

More months passed, until October 10, 2007, at which point KBR finally sponsored the original claim. A certification followed, on January 10, 2008. However, on September 8, 2010, KBR withdrew the claim, stating “upon further review of the data provided … KBR has determined that this constitutes a business dispute … and should be resolved in accordance with KBR’s subcontract with KCPC/Morris.” So to be very clear, it took KBR more than 2 years to realize it was responsible for settling its subcontractor payment problems. That took a lot of diligence to reach that intuitively obvious insight, we’re quite sure.

Further, at this point nobody at KBR seemed to realize that the dispute had already been settled way back in January 2005. The only “dispute” remaining was to effectuate the settlement agreement by preparing and submitting invoices.

Our viewpoint regarding the ignorance of the parties seems to have been validated by the fact that, on August 4, 2011, KCPC/Morris filed yet another lawsuit against KBR, alleging that KBR “allowed” the claim “to languish with the Government … and then inexplicably withdrew the entire claim … without consulting KCPC/Morris….” At this point the Court provides details of this heretofore mysterious claim, which included “construction costs, equipment, expenses such as medical care and travel, meals served, overhead and G&A, profit, and termination settlement costs.” Instead of fighting in court, KBR apparently conceded and (once again) submitted the claim to the Army as a certified/sponsored subcontractor claim, on May 2, 2012—almost six years after KCPC/Morris originally submitted it. The Army CO did nothing, and thus the claim was deemed to have been denied. KBR then appealed that deemed denial to the Armed Services Board of Contract Appeals (ASBCA).

With all that in mind, now we get to the Statute of Limitation stuff.

In order for KBR to have filed its appeal within the CDA SoL, the claim had to accrue before May 2, 2006 (six years before the appeal was filed). The Board found that the claim had accrued before that date, and dismissed the appeal. As part of its analysis, the Board found that the claim accrued on September 12, 2003, “the date when KCPC/Morris ended its work under the subcontract” or, alternatively, on “January 24, 2005, “when KBR and KCPC/Morris agreed to cooperate to present an invoice to the Army for costs above the ‘Settlement Amount’ of $17.4 Million.”

The Federal Circuit performed its own CDA SoL analysis and reversed the ASBCA. The Federal Circuit’s analysis is the meat of this article. (Our apologies for the long road to get here!)

According to Judge Newman (writing for the Court), the problem with the ASBCA’s logic was that it had “adopted the theory, presented by the Army, that the payment of the remaining subcontractor costs was a ‘non-routine’ request for payment, and thus accrued as of the date the subcontractor ended its work, on September 12, 2003.” Judge Newman wrote that “[w]hether a request for payment is deemed routine or non-routine in the context of an accrual of a CDA claim against the government is ‘dependent on the circumstances in which the requested costs arose.’” She wrote that “[a]ccrual in accordance with FAR § 33.201 does not occur until KBR requests, or reasonably could have requested, a sum certain from the government.”

Judge Newman wrote that—

KBR states that the Board’s ruling and the Army’s position would require cost-reimbursement contractors to request payment of subcontractor costs while those costs are under dispute, lest the prime contractor lost the right to recover those costs. KBR correctly observes that the CDA does not require the filing of protective claims related to subcontractors while those claims are being resolved between the prime and sub.

Thus, until KBR was able to quantify the costs it was willing to sponsor, it was unable to submit a claim and therefore the CDA SoL did not start running until that time.

The problem with this theory, as some of the ABA attorneys noted, is that it seems to undercut the “should have known” part of the CDA Sol accrual language. Although the precise amount of the claim may not have been known, it seems likely that KBR knew it would be submitting a claim to the government for some amount. As we discussed in one of our previous CDA SoL articles, prior ASBCA decisions had held that “Claim accrual does not depend on the degree of detail provided, whether the contractor revises the calculations later, or whether the contractor characterizes the impact as ‘immaterial.’ It is enough that the government knows, or has reason to know, that some costs have been incurred, even if the amount is not finalized or a fuller analysis will follow.” (Raytheon Space and Airborne Systems, April, 2013) This recent Federal Circuit opinion seems to call into question whether that prior precedent is still accepted by the Federal Courts.

Certainly, this decision raises questions about claim accrual dates when a subcontractor payment dispute is involved. In some respects, then, it harkens to a 2006 ASBCA decision (International Technology Corp., No. 54136) in which the prime contractor (IT Corp.) was denied reimbursement for a subcontractor’s claimed costs in excess of its FFP subcontract. Although the subcontractor told IT Corp. that it intended to submit a Request for Equitable Adjustment (REA), and although the subcontractor did in fact submit an REA to its prime, IT Corp. failed to notify its prime contract CO and IT Corp. never included the additional subcontractor costs in its contract costs for purposes of complying with the Limitation of Cost (LoC) clause in its prime contract (52.232-20). Because the costs weren’t included in its LoC calculations, and because IT Corp. had exceeded 75% of estimated costs without providing the required advance notification to the CO, IT Corp’s request for reimbursement was denied—as was its appeal of that denial. The ASBCA found that IT’s ongoing evaluation of the validity of TK’s claimed costs was no excuse for not promptly notifying the Government of possible cost increases. Instead, the Board stated that the LOC clause “does not limit a contractor’s notice obligations to those costs proven to be allowable to a certitude.”

Thus, the Federal Circuit’s use of the term “sum certain” with respect to accrual of a claim under the CDA SoL was troubling—at least to the attorneys discussing the case. As has been the situation with this topic ever since we started following it, Courts have consistently refused to create a bright line for the contracting parties to follow. Indeed, whatever steps toward a bright line seem to be taken by a series of decisions, there then follows steps backward, away from any such bright line, by subsequent decisions. All we can tell you is that if you think you have a claim to file against your government customer, or if you have a dispute between a prime and a subcontractor that might ripen into a claim against your government customer, you would be very well served by consulting a top-notch government contracts attorney and getting some advice on the timing of notifications and submissions.

 

Out with the Old

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TelegraphFrom Australia comes a story (courtesy of The Telegraph) that PwC has “ditched” its “outdated” dress code for men and women. According to the story—

The company previously requested men wear suits and business-appropriate socks, while women wear tailored dresses or trousers. … men had to wear fine knitwear, smart shirts with collars, tailored trousers, traditional suits and dress shoes or boots. Women had to wear similar clothes, with additional options of tailored dresses, skirts, smart shirts or blouses and business-style shoes or boots.

What changed? Well, one thing that changed is that a temp worker in PwC’s London offices inspired a petition to prohibit firms from requiring women to wear heels while at work. However, the PwC spokesperson said the two events were not connected. She was quoted as saying: “The reality is we are in a war for talent and we want the same creative, innovative and diverse people that all the other companies are chasing. We think this change will help us do that.”

Thus: the connection between removing hierarchical controls and the retention of “creative, innovative and diverse” people. If you want people to do their best work, you have to give them the freedom to do so.

Or, as General George Patton reportedly said: “Don't tell people how to do things, tell them what to do and let them surprise you with their results.”


In related news, on June 6, 2016, a proposed FAR revision was published in the Federal Register. FAR Case 2015-035 proposed to “delete reference to obsolete technologies no longer in use and replace with references to electronic communications.” Basically, this means the terms “telegram” and “telegraph” will be eliminated.

As the background comments to the proposed rule-making action noted—

The word ‘telegram’ emerged shortly after the invention of the electrical telegraph in the 1840s. This terminology and way of communicating was incorporated into the first issue of the FAR, effective April 1, 1984. The emergence of electronic means of communication, starting with the facsimile machine, and then followed by email and mobile-phone text messages in the 1990s, resulted in the sparing use of telegraph services and use of telegrams.

Yes. “Sparing use” is one way to describe the current proclivity to use telegraph and telegrams to communicate in the 21st century.

Or: TELEGRAM COMMA TELEGRAPH SPACE USAGE SPACE DOWN PERIOD TIME SPACE TO SPACE UPDATE SPACE FAR STOP

 

Huge Changes to SBA Rules

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On May 31, 2016, the Small Business Administration published new rules that are sure to impact small businesses. The new rules are Final Rules—meaning the public comment period is over and now it is time to comply. They are effective on June 30, 2016.

But before we get into the meat of the new rules, let’s pause for a moment and note that FAR is not—nor has it ever been—the sole regulatory publication that provides requirements and guidance for small businesses. Too many people look at FAR Part 19 (“Small Business Programs”) and think that’s all there is. Nope.

Sure, FAR Part 19 contains important stuff, such as size standards and industry NAICS codes, small business set-asides, small business subcontracting plans, and important contract clauses (e.g., 52.219-14 “Limitations on Subcontracting). Those topics are important and they need to be read and understood. But they are not the be-all-and-end-all of the story. In addition to the FAR, people who are concerned with small business issues and compliance with SBA requirements need to also read and understand Title 13 of the Code of Federal Regulations—especially 13 CFR § 121, § 124, § 125, § 126, and § 127. That’s where the SBA Regulations are hidden. If you just read the FAR and skip the SBA Regulations, you are missing some really important stuff that impacts compliance.

The rule changes we are about to discuss impact the SBA Regulations in CFR Title 13. It will take time for the FAR Councils to adjust the FAR to match the new SBA rules—and so you need to focus on the SBA Regulations and (to a large extent) ignore FAR Part 19 for a while.

So what are these huge SBA rule changes?

Limitations on Subcontracting

The FAR contract clause 52.219-14 establishes a minimum amount of work that must be performed by the “prime” small business receiving a small business set-aside contract award. The requirement is intended to prevent a small business from being used as a “front” for a large business. Thus, the clause requires that at least 50 percent of the contract work must be performed by the “prime” small business that received the contract. How that 50 percent number is calculated depends on what is being acquired (services, supplies, or construction).

The new SBA rules clarify that the 50 percent value can include “similarly situated entity contractors.” The rule-makers stated—

Specifically, the NDAA [National Defense Authorization Act of 2013, a public law that required SBA to make these rule changes] deems work done by similarly situated entities not to be subcontracted work for purposes of complying with the limitations on subcontracting requirement. Thus, work done by a similarly situated entity is counted in determining whether the applicable limitation on subcontracting is met. When a contract is awarded pursuant to a small business set-aside or socioeconomic program set-aside or sole source authority, a similarly situated entity subcontractor is a small business concern subcontractor that is a participant of the same SBA program that qualified the prime contractor as an eligible offeror and awardee of the contract.

To implement the required changes, the SBA modified § 125.6 to explain “how to apply the limitations on subcontracting requirements to small business set-aside contracts. Instead of providing different methods of determining compliance based on the type of small business set-aside program at issue and the type of good or service sought.”

The new rules also specify how a Contracting Officer will determine which NAICS code applies to a procurement (and therefore which approach to the limitations on subcontracting calculation will be used. The appropriate NAICS code is based on the preponderance of what is being ordered, and the calculation applies only to that item. The rule-makers explained that—

The CO must first determine which category, services or supplies, has the greatest percentage of the contract value, and then assign the appropriate NAICS code. The corresponding limitations on subcontracting will apply to the contract, depending on whether the CO has selected a supply NAICS code or a services NAICS code. Thus, the statutory authority authorizes that the limitations on subcontracting apply only to that portion of the requirement identified as the primary purpose of the contract. … For a contract principally for services, but which also requires supplies, this means that the prime contractor or its similarly situated subcontractors cannot subcontract more than 50 percent of the services to other than small concerns. However, the prime contractor can subcontract all of the supply components to any size business.

Who is a Subcontractor?

Many small businesses use “1099 employees” (who are independent contractors) to support their contract performance requirements. There has long been controversy as to whether those independent contractors are subcontractors or subconsultants, or something else. (You really don’t want them to be employees unless you are making the proper payroll withholdings and making the proper payments to the IRS and other government agencies. For the record, we’ll note that the IRS says that if you control what the independent contractor does and how that person does it, then that person is in fact an employee.)

The new SBA rules clarify that “performance by an independent contractor is considered a subcontract.” The rule-makers attempt to put a positive spin on this clarification by noting that, if the independent contractor is a similarly situated entity, then the contractor’s efforts can be excluded from the limitations on subcontracting calculation. But we think the real story here is that if your independent contractors are not similarly situated entities (or cannot prove they are through the required certifications), then they will count as subcontracted dollars in the calculation. We strongly suspect that new approach is going to significantly impact many small business government contractors.

As a result of these rule changes, each small business that relies on 1099 independent contractors must reevaluate its approach. For some, it will mean converting individuals to employee status and making the required payroll-related payments (and perhaps extending other benefits). For others, it will require them to push their independent contractors to obtain the required certifications so as to prove that they are “similarly situated” as the small business prime contractor. In either case, a lot of work needs to be done—and done very soon. The rule-makers noted that large fines can be imposed for violations in this area.

Affiliation and Joint Ventures

Some changes were made to the affiliation rules, focusing on seemingly independent businesses owned by members of the same family. If that situation applies to you, we suggest you review the changes to the rules. In addition, the rules on joint ventures were changed “to broaden the exclusion from affiliation for small business size status to allow two or more small businesses to joint venture for any procurement without being affiliated with regard to the performance of that procurement requirement.” The final rules permits “a joint venture of two or more business concerns [to] submit an offer as a small business for a Federal procurement, subcontract or sale so long as each concern is small under the size standard corresponding to the NAICS code assigned to the contract.”

Other Items

The rules on calculating annual receipts (for purposes of calculating business size under a NAICS code) were clarified to include all income (except income items already listed as exclusions)—including passive income. This may impact some small businesses if they were mistakenly excluding passive income from their annual receipts calculations.

The new rules clarify when a business size recertification is required following a merge or acquisition of a small business. They now state that “if the merger or acquisition occurs after offer but prior to award, the offeror must recertify its size to the contracting officer prior to award.”

For those small businesses that participate (or that want to participate) in the Small Business Innovative Research (SBIR) or Small Business Technology Transfer (SBTT) programs, the rules clarified the size status of entities that are owned (or partially owned) by venture capital firms. The new rules state that—

… a single venture capital operating company (VCOC), hedge fund, or private equity firm may own more than 50% of an SBIR awardee if that single VCOC, hedge fund, or private equity firm qualifies as a small business concern which is more than 50% directly owned and controlled by individuals who are citizens or permanent resident aliens of the United States.

Conclusion

In summary, this is a significant rule-making effort with potential dramatic impacts to existing small businesses that are government contractors. We have only skimmed the surface in this article. If you want to learn more about this set of rule changes, we suggest you follow the link and read the (very long) Federal Register publication for yourself. Or, better yet, we suggest you contact an attorney with experience in this area and obtain advice on how best to comply. As we noted above, you don’t have much time and the potential downside of non-compliance could result in significant financial (and other) impacts to your business.

 

 

Acquisition Reform, Again

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The Federal acquisition system and, in particular, the DOD acquisition system, is broken and nobody knows how to fix it.

Sure, we’ve had Better Buying Power in at least three different flavors—all woefully limited in results obtained. We’ve had should-cost teams and peer reviews and Review Boards and a new DOD Directorate of Pricing was created—and problems still persist. The system remains broken.

It’s not like we haven’t written about this topic before. We have. We certainly have. We’ve opined and asserted and ranted and pointed out that individuals from within the bureaucracy are probably the worst people to try to make radical changes to that bureaucracy. Of course, nobody in power did anything in response to our pontifications … because they’ve probably never heard of this boutique consultancy. We’ve been told by people who should know that those SES and Schedule C leaders are doing the best they can. We’ve been told that it’s an almost impossible task and nobody is setting out to waste taxpayer money with doomed-to-fail reform efforts.

Yeah. But still …

Congress thinks it’s time for some radical changes to the bureaucracy, at least as expressed in this year’s not-yet-final National Defense Authorization Act (NDAA). If enacted as drafted, the NDAA will drive an “avalanche of acquisition reforms,” according to Sandra Irwin, writing for the National Defense Industrial Association. She lists some of the proposed reforms—but notes that not every proposal is expected to survive to the final bill that gets sent to President Obama. The list of proposed reforms includes—

  • Roll-back military benefits

  • Disband the office of the Under Secretary for Acquisition, Technology, and Logistics

  • Redefine the role of the Chairman of the Joint Chiefs of Staff

  • Penalize the Pentagon for issuing cost-type contracts (Irwin writes that the penalty would equal 2 percent of the funds obligated for procurement contracts or 1 percent of funds provided for research, development, testing and engineering contracts.)

  • Reduce the number of general and flag officers by 25 percent and reduce the number of four-star officers to 27 from 41

  • Require a DOD review of whether to allow small-business contractors to remain temporarily eligible for small-business set-aside contracts even if they outgrow size limits because of growing commercial sales

And that’s not all. Reportedly, Title VIII of the bill goes from Section 801 to Section 899, indicating there are at least 99 statutory reforms included.

In addition to the list above, Paul Pompeo wrote that the NDAA proposes “establishment of a new Cost Accounting Standards (CAS) Board to be housed within the Department of Defense (DoD).” According to Mr. Pompeo (a Government Contracts attorney at the firm of Arnold & Porter)—

The Committee had no kind words for the existing CAS Board. The Committee noted that the CAS Board has not met in more than three years, does not have a quorum, and that ‘it is doubtful that any credible reform will emanate out of [the CAS] Board in the future ...’ The Committee also asserted a need for a DoD-based CAS Board to meet national security needs better.

On that point, we have ourselves railed at the inactive CAS Board. For example, in this article we wrote—

The CAS Board needs to be active. The CAS Board needs to be soliciting input. There are real challenges that need to be addressed. For instance, we need a definition of ‘increased costs in the aggregate’ and we need to know whether the CAS Board accepts that the FAR Council took on the role of defining CAS rules, regulations and terms with respect to the 2005 revisions to FAR Part 30.6 and related CAS clauses. Does the CAS Board agree that concurrent changes in cost accounting practice must be calculated independently, without any offsets?

We need a workable approach to determining the value of an ID/IQ-type contract for CAS purposes. We need to take a look at the $700,000 floor for CAS coverage to see whether imposing the CAS requirements on such tiny contracts is in the best interests of the taxpayers.

There are a lot of things the CAS Board could be doing, but we’re not hearing about any of it, nor does the CAS site indicate that anything is happening. And that’s a real problem, in our view.

The lack of activity by the CAS Board has come to the attention of the Senate and they are proposing a significant reform in order to fix the perceived problem. In his article, Mr. Pompeo discusses why the fix might be worse than the problem. In our view, Ms. Rung (the CAS Board Chair) needs to attend to her duties and get the CAS train moving again.

So that’s the thing with respect to these upcoming acquisition reforms, isn’t it? Will the proposed fixes—and there are many of them—actually solve any problems, or will they make the problems worse. If recent history is any guide, it will be the latter.

 

 

Big 4 Drama

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So Bob Esernio passed away last week.

You may not have known Bob; or maybe you did. Bob was one of those guys at the periphery of the well-known “celebrity” government contracting experts. To my knowledge he never authored an article for publication or wrote a book. He rarely (if ever) taught seminars or classes. Bob only had one connection on his LinkedIn profile. Chances are, you would have known Bob only if you were one of his clients or one of his Ernst & Young colleagues.

And that was Bob, basically. A head-down, get-r-done kind of guy: focused on meeting his commitments as an EY Partner. Which is not to say that his career was without drama. He had that in spades.

I first met Bob when I was trying to exit Andersen. Andersen was what they called it then, having recently changed the name from Arthur Andersen and having recently changed the Andersen logo from open doors to a bright orange ball. Was there a correlation between the firm’s branding change and its collapse? I’ll leave that to you to decide. The point here is that Andersen was shutting-down and I was one of about 26,000 people suddenly out of work.

I looked for a new job and EY was on my shortlist. I knew their Government Contracting Services (GCS) Partners—at least by reputation. Lou Rosen was the Head Honcho and I knew him from first-hand experience (as a Fed Pubs instructor) and by reputation (from his service on the CAS Board back when the CAS Board was a force to be reckoned with). I reached out and submitted a resume and—much to my surprise—I was contacted by Bob Esernio and his team. If memory serves I had a phone call or two before I realized that Bob didn’t work with Lou; it was an entirely separate team that was focused on government contractors. I didn’t know what was going on; but I knew that I wanted to work with Lou Rosen (because Lou, right?) and not this other guy I had never heard of. I called Deb Nixon and asked about this Esernio guy and I quickly got back on track. I guess it helped that Bob was interested in me; because I suspect that if Bob wanted me, then Lou’s team wanted me more—if only to upset Bob. And so I found myself working for Lou Rosen and his established GCS team, and my interaction with Bob from then on was minimal.

When I joined EY I learned that Bob and Lou had had a falling-out. The details were before my time, but I gathered that Bob had decided his career path was better served by starting his own, independent, practice. As he departed Lou’s team, he took some people with him. If you were there at the time, you had to choose between Bob and Lou, which I suspect would not have been an easy choice to make. Would you stay with the established team of SMEs, who were demanding and somewhat condescending and (quite honestly) more than a little arrogant in their SME-ness? Or would you take a chance on the Young Turk who could be charming and promised frequent team-building dinners at nice (and expensive!) restaurants? People made their choices and as those choices were made, friendships were strained and working relationships were broken.

Later on I made a similar choice, leaving EY in order to (re)start the West Coast Government Contracts practice at PwC. It was a gamble but I wanted to do things my way instead of how the EY Partners wanted to do them. I suppose Bob felt much the same way as he left to start his own practice. As it turns out I was good at many of the right things but not at the politics. It is more important to be good at the politics, as Bob knew. Bob was really very good at the politics and so it was no surprise that he made Partner while I never did.

Politics are important and people (like me) who focus on technical excellence get blind-sided by politics. If you have a choice in life, my advice is to be good at the politics and let the technical stuff take care of itself.

After I left EY (and after certain Partners retired) the two independent practices were force-fit back together and Bob served as the National Practice Director for several years. I suspect it was the fulfillment of his career aspirations. I don’t know whether or not he did well at the role, but I’m sure he tried very hard at it. Further, I don’t know whether there was drama in the merger but I suspect there was. At the very least, there would be suspicion that “Bob’s people” received favorable treatment as a reward for their loyalty to him back in the split. That said, one of "Lou's people" who worked for Bob at that time called him "mentor and friend" so maybe the drama was more in my imagination than anywhere else.

Partners retire at 60 but Bob retired at 55. I wasn’t around but I heard there was drama involved. That didn’t surprise me. There is usually drama and politics when you have a bunch of smart, ambitious people jockeying for power and money. And make no mistake: that is exactly what you have at a Big 4 professional services firm.

Those firms say that they are inclusive and focused on diversity, but the kind of diversity they welcome is not unlimited. If you are in a practice role (as opposed to a support role), it is highly likely that you are well-educated, smart, ambitious, and driven. We’re talking “Type A” personality all the way. Everybody is trying to impress and outdo everybody else. Late nights, weekends, extra tasks not only accepted but actually sought out. Learning the metrics that matter and excelling at those metrics. Learning the Partners that matter (which is just about all of them) and excelling at building relationships with them. Taking the required learning classes and making sure your accrued vacation balance is acceptably low while your utilization metrics are acceptably high. Doing whatever it takes because if you don’t there are many others who will! It’s a system intended to weed out people who don’t fit—those who don’t have the right “chemistry”—because every year another class of Associates joins the firm, and some of them may make Partner one day if you can’t (or won’t) do what it takes to make it. How can such an environment be short of drama? It can’t. Drama is everywhere.

People are different and they have different skills and different motivators. The Briggs Myers folks claim there are 16 different personality types. I don’t know about 16, but I know there is more than one type. But in the world of the Big 4, there really is only one type that succeeds—and that is the type that is driven to succeed.

A long time ago we published an article discussing the Netflix approach to HR management. It’s been called the single most innovative thing to ever come from Silicon Valley. You really ought to review it. Netflix tries to emulate a professional sports team: the company wants superstars at every position. My point is that each position requires a different skillset. It’s inherent in the approach. You think of a professional basketball team, you don’t think about five shooting guards. There are point guards and shooting guards and forwards and a center. Each position requires different skills.

Hopefully, when you staff a practice or create a project team, you get to spend some time thinking about the skills you will need and how you will source talent to find those required skills. But you should also be thinking about different personality types and who’s going to be a leader and who’s going to be a member of the supporting cast. If you have too many leaders, things can get confusing. Drama may ensue.

These thoughts, for better or worse, were inspired by Bob Esernio, who passed away at age 57.

 


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Newsflash

Effective January 1, 2019, Nick Sanders has been named as Editor of two reference books published by LexisNexis. The first book is Matthew Bender’s Accounting for Government Contracts: The Federal Acquisition Regulation. The second book is Matthew Bender’s Accounting for Government Contracts: The Cost Accounting Standards. Nick replaces Darrell Oyer, who has edited those books for many years.