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Apogee Consulting Inc

The Value of the Managerial Review

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A couple of stray thoughts to ponder.

A couple of loose ends to pull a little tighter.

Presented for your consideration.

Changing_the_ParadigmFirst and foremost: Leadership matters. Leadership done right provides direction, the overarching course for the ship to navigate. Leadership done wrong either leads the ship into rocks and shoals, or else requires the rest of the management team to live in perpetual crisis mode, fighting fire after fire, desperately trying to keep the ship from foundering. We talk about “tone at the top” but what we mean is leadership.

We’ve addressed this axiom before. In one article we opined that leadership needed to be held accountable when, by action or inaction, its negligence permitted corruption to flourish in the organization. We wrote –

We assert it is management’s duty and obligation to establish an effective set of internal controls designed to detect and prevent employee corruption. We assert is it the responsibility of the leadership team to exercise diligence in ensuring an appropriate segregation of duties. We assert the executives are responsible for investigating allegations of wrong-doing and for ensuring that documents they sign (such as SOX 302 Certifications) are accurate in all respects.

We assert that when the executive leadership team fails to invest in an effective internal control system, they are negligent and should be held accountable for that negligence. We assert that when the senior leaders of an organization delegate their oversight responsibilities to subordinates, they are negligent. We assert that that when upper management rubber-stamps documents and certifications, or when they white-wash allegations of internal corruption, or when they hire the lowest-price external auditor and refuse to permit that auditor an adequate budget to conduct a rigorous audit, then they should be held accountable for those poor decisions.

We are saying, basically, that not only does ‘tone at the top’ matter – but that the top must be held accountable for their actions (or inactions) in addition to the tone they set. Not only the words, but the actions. An organization that does not hold its leadership accountable is living on borrowed time.

The second thought here is that workforce management – what some term “human capital management” – is also a critical executive leadership function. It’s a well-known fact that Baby Boomers are retiring. Thousands of senior managers retire each day. That means that each day millions of work-years of knowledge and experience is being lost. This was a predictable fact and it was predicted by many. Leadership has had years (if not decades) to prepare. In most cases, they’ve done nothing.

We noted a while ago that a recent NDIA white paper on improving the defense acquisition environment asserted that more than 40% of DCAA auditors have 5 years (or less) experience. While DCAA has been busy over the past 5 years creating new FAOs (and thus promoting Senior Auditors into Branch Manager positions) it has also lost hundreds of Senior Auditors and Branch Managers (and RAMs) to retirement. It has been too slow to replace the lost expertise and experience, and it is an open question regarding how well the newer auditors have been trained and mentored. The extent to which DCAA audit quality has suffered from a lack of experienced auditors is unclear, but we suspect the workforce demographics have been a contributing factor.

DCMA has similarly been challenged with a loss of critical skillsets, stemming from “reductions in force” in the 1990’s as well as Baby Boomer retirements. We know that the Agency has been focused on rehiring and rebuilding. Recent reports suggest that DCMA is still not fully prepared to meet the increased workload that has been shifted from DCAA. Similarly, a recent NASA OIG report rings the same warning bell with respect to NASA Contracting Officers.

In a larger sense, the Executive Branch has had a difficult time figuring out how to train and develop its acquisition workforce. We wrote about a GAO report taking to task 23 Federal agencies (all civilian; DoD was not included) for lacking the ability to manage the training and development of their acquisition workforces. We quoted GAO as stating –

Given the large acquisition investments the federal government makes each year, it is essential that the people in agencies who manage these procurements day-to-day—the acquisition workforce—be well-trained to handle their responsibilities. Fundamentally, agencies need key information to manage and oversee their acquisition workforce training investments. For example, agencies need to identify their acquisition workforce members, and measure how the training benefits the agencies by providing the workforce with the knowledge and skills to do their jobs effectively.

More recently, we noted that three new leaders have an opportunity to address workforce development and training issues. These new leaders, at the helms of the OFPP, DCMA, and DCMA, can each (and collectively) have a huge influence on the acquisition workforce. We assert it is perhaps their most important challenge.

And we further assert that each and every leader is responsible for seeing that employees receive appropriate training, both for short-term needs as well as for long-term employee development. Some companies focus on “succession planning” without having a similar focus on employee development. In our view, that’s missing the boat. Succession planning is dramatically easier when you have a large pool of potential candidates, each one trained and ready for promotion. Conversely, when you fail to develop your employees, your candidate pool is very small (or non-existent), and finding the right successor becomes a tough challenge.

On LinkedIn there is a meme that is posted from time to time. It goes like this:

CFO: Training our employees is expensive. What happens if we train them and they leave?

CEO: What happens if we don’t train them, and they stay?

Leaders who fail to ensure adequate employee training and development are negligent in their responsibility to the organization as well as to their employees.

Final thought: Leaders need to be trained too. And leaders need to let the employees implement what they’ve been taught.

Here’s a scenario:

Imagine you are a young acquisition professional who’s just returned from a week of training. You’ve been told about FAR requirements and Agency procedures. A light bulb just turned on! You get it now, and you are ready to do things the right way, in accordance with statute, regulation, policy, and procedure.

And then your supervisor or manager tells you to “forget all that stuff. That’s not how we do it here.

Imagine the impact on your morale. Imagine how you are going to react the next time you get training. Imagine how that lack of support – and active sabotaging of the proper process steps – will have on the organization’s ability to carry out its mission.

Imagine how that managerial attitude impacts the ability to innovate, to be flexible and agile.

It seems that everybody is talking about innovation these days. The USD (AT&L) wants to foster innovation in order to maintain the USA’s battlespace superiority. The OFPP is looking to “strengthen” acquisition practices in order to “improve efficiency, reduce red-tape, and provide greater benefit for taxpayer dollars.” Everybody (seemingly) is concerned and wants to take action to address an acquisition process that has been described by an official DoD study group as being “too bureaucratic to meet the needs of the warfighter."

But you cannot innovate when the existing mid-management regime refuses to support innovation, or when it activity sabotages such efforts. It won’t matter how much the leadership team talks about innovation when the next rank down is fighting to maintain the status quo.

The most fundamental attribute of disruptive innovation is that it is disruptive. It upsets the status quo. Those who have invested in existing processes and procedures are threatened by such disruption, and they will protect themselves by fighting any changes. Change creates friction, and the existing management team is often the source of that friction. Typically the mid-managers are very effective at undermining any attempts to change. That’s just human nature.

We were reminded of the inherent tension between managers (who may seek to protect the status quo) and lower-level employees, who may be more open to change because they have less invested in the status quo, when reading a recent discussion over at WIFCON. The topic was the recent OFPP call for innovation in Federal acquisition processes. Most posters thought it was a great idea, but doubted that it could be achieved.

Vern Edwards posted:

The only hope for the future lies in the possibility of the emergence of a class of working level acquisition thinkers and writers -- people who will generate, publish, assess, and publicly debate ideas at a high level of thought, expression, and discourse, and who will ruthlessly shame the policy makers by publicly calling them out for their half-baked reform initiatives. I'm talking about people who will be smart enough to see through junk like performance-based contracting and tiresome refreshes like ‘Better Buying Power.’ People who will be beyond asking, for the umpteenth time, whether you can exercise an option on a task order after the underlying contract has expired.

In other WIFCON discussion thread the quality of management reviews and support was on trial. One commenter posted –

… what good does it do an agency to provide the best training available to junior procurement personnel when they work for a GS-14 with the knowledge level (s)he obtained as a GS-7 20 years ago? I have spoken to groups of such junior personnel concerning their training and the biggest complaint they have is that when they return from training they are told to forget all that classroom theory stuff they have just learned because it is not the way things are done in the real world so now go review a contractors BAFO and prepare a D&F justifying a sole source award to X.

Another commenter posted –

I came in under FCIP and had to go through annual rotations (4 managers in 5 years). Only one manager actually had the patience to train me in anything related to acquisitions.. I'm sure all my managers had the knowledge and experience, but they considered training to be a chore. On a related note, we have far too many people in managerial positions who have absolutely no business managing people. If you want to be a GS 14 or 15 and manage people, you better be all in.

Yet another commenter agreed, and posted –

You can throw as many people and great training into the workforce, but if you can't eliminated the dead weight at the top of the flagpole, then what is the point?

I came into the 1102 world via an intern program- rotated throughout DoD and Civilian agencies. I took tons of training …. The problem that I faced was the resistance/lack of training from the dead weight at the top of the flag pole when I tried to bring my training back and implement it into what I was doing. While at DoD I had a supervisor, whom worked DoD all 20+ years of their 1102 career, tell me that we don't need to follow the DFARs, or place any DFARs clauses into our DoD contracts. ... Now what do you think happened to all that training for someone fresh to the 1102 career field with a supervisor like that? I will say that I put up a good fight on that particular issue, but at the end of the day, he was my supervisor and he was signing the contracts. The sad thing, there were 4 other interns he supervised.

While still being relatively an infant in this career, even though I'm now a KO, this is something that I face every day. The ‘dead weight’ is what is killing this career field and any training improvements thrown at it. Of all the DAU/MCI/FAI etc acquisition classes I have taken, several times the folks that were the most out of touch with the what was being taught was the 14s/15s KOs and 1102 Supervisors. In the private industry, these people would be fired on the spot.

The title of this article is “The Value of the Managerial Review.” We believe the managerial review is indeed a very powerful force in an organization. When used to support recent training and innovative approaches to the work, it can be a positive force for change. The managers can facilitate and support the leadership’s workforce development direction. Leadership sets the course, but managers keep the engines running.

But when the leaders or the managers don’t have sufficient training themselves, then the course that is being set is itself suspect. The leadership team may not actually know where to go or how to get there. That’s going to be a big problem.

And if the leadership sets the direction but the managers undercut or sabotage attempts to get there, then that’s a problem too.

An important facet of leadership is to focus on workforce development. Another important facet is to ensure that the next rank down is executing that focus. But at the end of the day, it is from the training and developing the lower tiers that true innovation, and long-term organizational growth, will come.

A couple of stray thoughts to ponder.

Presented for your consideration.

What you do with them is up to you.

 

Sperient Back at Court to Assert Breach of Contract Claim

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Return_EngagementRecently Law360 reported that Sperient Corporation was back at the US Court of Federal Claims, asserting that the Department of Defense breached its SBIR contract when it permitted DCAA to disallow certain direct and indirect costs. We’ve been following this case with some interest since we first wrote about it back in October, 2013.

Our original blog article (link above) provided details regarding Sperient’s claims. In a nutshell, Sperient asserted that DCAA inappropriately disallowed “$632,765 in for indirect costs incurred in fiscal years 2007 through 2011 and $168,750 for direct costs related to the leased radar range incurred in fiscal years 2007 through 2010, for a total of $801,515.” The original article noted that Judge Braden did not provide details regarding how DCAA might “disallow” costs. It also noted that Sperient had filed its claim at the CoFC without first obtaining a Contracting Officer Final Decision (COFD), in possible violation of the procedural requirements of the Contract Disputes Act (CDA). Although Sperient submitted caselaw that indicated a SBIR Phase II contract was not a procurement contract (and thus not subject to the CDA), Judge Braden was able to distinguish those cases from the case at hand.

Consequently, Sperient’s initial claim was dismissed without prejudice, so that it could first submit the claim to its cognizant Contracting Officer for a decision, which could then be appealed. We wrote (in our initial blog article) –

Now Sperient needs to go back to its contracting officer and get a final decision, which it must then appeal (again) before a court. Seems like a painful re-do, but if you’ve been reading our blog articles, then you know that the courts strictly construe the CDA’s requirements.

The lesson to be learned here is that it’s really not going to be possible to short-circuit the procedural requirements when you decide to take on the U.S. Government in a contracting dispute. As painfully long and expensive as the process is going to be, if you want to have your day in court, then you need to be prepared for it.

Evidently Sperion did all that and the Contracting Officer rejected the claim. We wonder how much thought and effort went into that COFD, or whether it was just another “rubber stamp” of a DCAA audit finding. (Caselaw requires the Contracting Officer to independently adjudicate the claim rather than try to protect the interests of the Government.)

We wonder whether the Contracting Officer tried to negotiate a settlement (as would be required by FAR 33.204. (“The Government’s policy is to try to resolve all contractual issues in controversy by mutual agreement at the contracting officer’s level. Reasonable efforts should be made to resolve controversies prior to the submission of a claim.”) Or perhaps the Contracting Officer, knowing that a suit had already been filed once, simply abdicated all responsibility and turned it over to Legal?

We don’t know the answers to any of those questions. But we hope the answer will emerge through litigation.

One final thought.

With a bit of hindsight, we can review Sperient’s original claim in a different light. In the original claim, Sperient asserted that DCAA “disallowed indirect costs incurred” in September, 2012. In response to the initial disallowance, Sperient provided DCAA with “additional details supporting the direct costs incurred.” But DCAA “took no action” and did not revise its preliminary audit conclusions in response to the additional information provided.

Compare Sperient’s situation with the situation described by the DoD Office of Inspector General in its report addressing a Hotline compliant, which we wrote about here. According to the DoD IG –

Our evaluation disclosed that DCAA failed to comply with Chapter 5 of GAGAS and the AICPA standard by not obtaining adequate evidence to support its conclusion that $33 million in subcontract costs were unsupported. Specifically, the auditor’s failure to obtain adequate evidence was due, at least in part, to the auditor not considering all information provided by the contractor. For each of the 70 selected transactions, the auditor documented in the working papers her reasons for concluding that the contractor did not adequately support the claimed costs. Then, according to the working papers, the contractor provided a rebuttal to each of the auditor’s conclusions and, in many cases, the rebuttal indicates the contractor provided the auditor with additional information or explanations to support the allowability of the claimed cost. However, we found no evidence suggesting that the auditor appropriately considered the additional information or explanations included in the rebuttal.

[Emphasis added.]

According to the DoD IG, if a contractor provides additional information but the auditor fails to consider that additional information and (if appropriate) modify the preliminary finding, then the auditor is in noncompliance with Generally Accepted Government Auditing Standards (GAGAS). Thus (based on the sketchy information provided so far) it would seem that Sperient may have a colorable claim for professional malpractice under the Federal Tort Claims Act, similar to the suit recently filed by KBR against DCAA.1

We’ll have to wait and see what Sperient does in this situation. But as we’ve opined before, it’s a shame that a small business has to go through all these painful procedural hoops in order to recover allegedly allowable expenses it has incurred.

1 We have heard through unofficial sources that the FAO named in the DoD IG Hotline Report as being noncompliant with GAGAS is the same FAO that is being sued by KBR for professional malpractice. WE HAVE NOT CONFIRMED THAT CONNECTION. But if true, how interesting, no?

 

Privity of Contract

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Privity_of_ContractWe’ve written before that prime contractors are responsible for program execution and that risk cannot be transferred to the program subcontractors. We stand by that position.

The challenge of program management is to execute the program while complying with a host of contract requirements, many of which have no obvious connection to the program’s objectives, and some of which may actually impede efficient program execution. As a rule, program managers don’t get paid to ensure that all clause requirements are met; they get paid to execute the program. In general, that means they get paid to deliver on time, on budget, and in accordance with quality requirements and technical specifications. This is sometimes called “The Iron Triangle” or “The Triple Constraint” of program management, and it generally defines the expected contractual and programmatic outcomes.

You will note that “compliance with Section I clause requirements” is not generally considered to be a significant program constraint, even though we would argue that a compliance failure might be more catastrophic than a breach of of any of the more traditional constraints.

A contract that is behind schedule or over budget is a problem contract, and a contract whose deliverables don’t pass inspection or don’t meet technical specifications is similarly a problem contract (and possibly a candidate for a default termination). Those are not desirable situations and they might affect the ability to win future awards, but those situations are essentially limited to the instant contract and do not tend to have significant implications for the enterprise as a whole. They are, if you will, small problems that are (relatively) easily managed.

In contrast, contracts where clause requirements are not met are not really perceived as being problem contracts. Clause breaches are not typically viewed as being small problems, limited to the instant contract and easily managed. Thus, it is typically not the program manager who is blamed for noncompliance with the requirements of one of the many Section I clauses. Instead, the contractor’s business systems are blamed, or the human resource management policies, or something similar. The enterprise itself has breached the clause requirements, not just the instant contract.

Thus, a noncompliant contract is not a problem contract; it is a symptom of a problem contractor.

Consequently, program managers (perhaps correctly) focus on the risks for which blame will attach to them personally, while other risks (such as contract clause compliance) are handled by matrixed enterprise functions such as “contract management” or “contract compliance” or “government accounting”. Program managers tend to focus on their Triple Constraint model and they let the back-office folks worry about the administrivia. So long as cost, schedule, and quality/technical results are within tolerances, the program managers are generally happy.

They may not care to look too closely at how those results were obtained. That’s not evil: that’s just human nature.

Human nature being what it is, and program managers being who they are, can lead to situations such as the one described in this article published by the New York Times in 2011. It described how one prime contractor in Afghanistan paid one “Mr. Arafat” $1 million “to keep them safe” from attacks by insurgents on its construction crews. The NY Times wrote –

The vast expenses and unsavory alliances surrounding the highway have become a parable of the corruption and mismanagement that turns so many well-intended development efforts in Afghanistan into sinkholes for the money of American taxpayers … At their worst, the failures have financed the very insurgents that NATO and Afghan forces are struggling to defeat. Some American officials and contractors involved in the project suspect that at least some of the money funneled through Mr. Arafat made its way to the Haqqani group, a particularly brutal offshoot of the Taliban.

Critics say that payoffs to insurgent groups, either directly or indirectly, by contractors working on highways and other large projects in Afghanistan are routine. Some officials say they are widely accepted in the field as a cost of doing business, especially in areas not fully under the control of the United States military or the Afghan government. As a result, contracting companies and the American officials who supervise them often look the other way.

The NY Times article discussed how the many levels of subcontracting contributed to difficulty in determining how the USAID’s funds were ultimately spent, and whether or not some of those funds ended-up in the hands of the Taliban. Indeed, that has long been a concern of DoD policy-makers, who have complained that they lack visibility into subcontractor costs because those contracts are between the prime contractor and the subcontractor (or between two lower-tier subcontractors). The United States is not considered to be a party to those subcontracts and thus it has very limited rights. (One important reason for mandatory flow-down clauses is to ensure that the US government has some rights being asserted in the otherwise B2B subcontracts.)

Indeed, the US government’s remedy for defective pricing by a subcontractor is to adjust the prime contract. Similarly, the US government’s remedy for a subcontractor’s CAS noncompliance is to adjust the prime contract. That approach makes the government customer whole, and then leaves it up to the prime contractor to be reimbursed by the subcontractor—if it can collect.

The notion that the US government is not a party to the subcontracts beneath the prime contract level is called “privity of contract.” The doctrine limits the rights of the US government in those B2B subcontracts, and it limits the government customer’s visibility into lower-tier subcontract actions. The lack of privity and the associated limited contractual rights has long been an issue that Federal policy-makers have looked to address.

And perhaps now they have.

In Bob Antonio’s Fifteenth annual analysis of the National Defense Authorization Act, we noticed a section called “Never Contract with the Enemy”. Without researching too much, we believe that the new law is driven by the situation described in the 2011 NY Times article we quoted above. The explanatory statement for the new law states that it will --

… provide the authority to terminate or void a contract, grant, or cooperative agreement when it is found that funds received under that contract, grant, or cooperative agreement are being provided directly or indirectly to a person or entity that is actively opposing United States or coalition forces involved in a contingency operation in which members of the Armed Forces are actively engaged in hostilities.

Section 842, promulgated under the “Never Contract with the Enemy” section of the 2015 NDAA, is entitled “Additional Access to Records.” It requires the DoD to promulgate a new contract clause in “each covered contract, grant, and cooperative agreement of an executive agency.” That new clause would address the following requirements –

(2) CLAUSE- The clause described in this paragraph is a clause authorizing the head of the executive agency concerned, upon a written determination pursuant to paragraph (3), to examine any records of the contractor, the recipient of a grant or cooperative agreement, or any subcontractor or subgrantee under such contract, grant, or cooperative agreement to the extent necessary to ensure that funds, including goods and services, available under the contract, grant, or cooperative agreement are not provided directly or indirectly to a covered person or entity.

(3) WRITTEN DETERMINATION- The authority to examine records pursuant to the contract clause described in paragraph (2) may be exercised only upon a written determination by the contracting officer, or comparable official responsible for a grant or cooperative agreement, upon a finding by the commander of a covered combatant command (or the specified deputies of the commander) or the head of an executive agency (or the designee of such head) that there is reason to believe that funds, including goods and services, available under the contract, grant, or cooperative agreement concerned may have been provided directly or indirectly to a covered person or entity.

(4) FLOWDOWN- A clause described in paragraph (2) may also be included in any subcontract or subgrant under a covered contract, grant, or cooperative agreement if the subcontract or subgrant has an estimated value in excess of $50,000.

As we see it, a signed public law has just directed DoD rule-makers to promulgate a new contract clause that will, upon written determination by a contracting officer, overcome the legal doctrine of privity of contract. It will give the government customer audit rights and visibility into how funds are being used by lower-tier subcontractors and subgrantees. While the clause will be limited to contracts performed overseas in warzones, it establishes new rights not previously provided to the US Government.

It will be interesting to see what the US Government and its auditors do with the new rights given to them by Congress.

 

The Apogee Consulting, Inc. Blog – 2014 Top Five Blog Articles

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Top_5We are proud that we were able to write and publish 83 articles on this blog during calendar 2014. Assuming an average of 1,000 words per article, that’s enough verbiage to fill a decently sized novel. Not too bad, if we do say so ourselves.

We wanted to publish our “Top 5” list of the 2014 articles. But the problem was how to determine the list. Our first thought was by “hit count” (i.e., the number of times the article was clicked-on. But the problem with that approach is that articles which have been published longer tend to have the higher hit counts, since there has been more time for readers to find them. So that approach was dumped.

Instead, we are simply listing the Top 5 2014 articles we think offered the most value to our readers. It’s just our opinion; nothing more.

They are:

5. Delinquent Final Billing Rate Proposals, in which we discussed how DCAA began to classify “inadequate” final billing rate proposals as “delinquent” proposals, which permitted them to drop those proposals from its embarrassing backlog of unaudited contractor submissions.

4. Musings About DCAA (Parts 1 and 2), in which we discussed how DCAA had shifted workload to DCMA without noticeably reducing its staff.

3. Effective Subcontractor Risk Management, in which we discuss why a prime contractor’s focus on managing its own risks is misplaced, and why focusing on managing risks in the supply chain is a better strategy.

2. Audit Clause Meets Attorney-Client Privilege, in which we discuss the tension between contract clauses granting government auditors (and investigators) access to contractor records and the legal doctrine of attorney-client privilege.

1. Why You Subcontractors Should NOT Let Your ACO Set Billing Rates for Your Invoices to Your Prime Contractors, in which we advance the notion that provisional and final billing rates between prime and subcontractor are a matter solely between those two contracting parties, and the ACO has very little official authority to intervene.

So that’s our Top 5 for 2014.

Looking over the full list of 83 articles and the Top 5 list above, we think it’s a pretty broad, even eclectic, list of topics. Despite what some people think, we do not engage in relentless DCAA-bashing. Indeed, there are only two DCAA-focused articles in the Top 5 list.

We think we have continued to bring our readers the latest news in the world of Federal government contracting, with an emphasis on compliance, administration, and management of government contracts. Which is exactly aligned with the consulting services we offer to our clients.

We have focused on adding perspective to the information our blog articles, with an objective of being informative, entertaining, and value-added for a minimal subscription price of absolutely free.

We trust you think the value provided is worth the investment of time.

Thank you for your continued patronage.

 

2015: The Year of Acquisition Revolution?

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You say you want a revolution
Well, you know
We all want to change the world
You tell me that it's evolution
Well, you know
We all want to change the world

You say you got a real solution
Well, you know
We'd all love to see the plan
You ask me for a contribution
Well, you know
We're all doing what we can

“Revolution” – The Beatles


This article is being written in that strange time between New Year’s Eve and the start of the new work year on January 5th. It’s a strange time when one pauses and contemplates the year that was and the year that might be. (Unless you are an accountant who’s up to your ears in the close of the fiscal year, in which case God bless you for your sacrifices.) At this pause between years, the future seems available and within reach, ready for picking like a perfectly ripe fruit.

It’s a new year, a new opportunity for change. That’s what we tell ourselves, right? We will stop what didn’t work last year and start something new.

We can make some New Year’s Resolutions: Stop smoking, lose weight, hit the gym a bit more. Maybe cut back on TV or read some good books. Maybe get back to school and finish that degree, or get that Certification we’ve been thinking about for the past couple of years. Maybe plan that trip we’ve been meaning to take because travel is educational.

Or perhaps we will resolve to spend less time in the office and more time with the family. To stop working those insane hours for people who don’t appreciate our efforts, and who have developed the unjustified idea that they are somehow entitled to those extra hours put in by their employees. We could polish the resume and go out and find a new job; we could quit this dead-end job and find something that has a future and that sparks some passion. We could find something and some place that gets us excited to go to work in the morning. That would be nice, wouldn’t it?

It can happen. Anything can happen, or so it seems right now.

It’s a new year. Change is in the air.

It feels like anything is possible. Even reform of the Federal acquisition system. Even that elusive goal seems within reach in this moment of possibility.

Let’s dedicate this article to an exploration of circumstances that might lead to fundamental change, to a real reform of the current system, in the upcoming year.

First, we have a new Administrator of the Office of Federal Procurement Policy. The new Administrator, the Honorable Anne Rung, replaced Joe Jordan. From what we can tell, she seems focused on making real changes to the Federal acquisition environment. She testified at her nomination hearings that she would have three main priorities at the OFPP—

  • To improve federal acquisition spending, with a focus on strategic sourcing;

  • To drive greater innovations in the acquisition processes;

  • To improve the training and development of the acquisition workforce.

In addition, she testified –

There are a few areas where I think we can move forward more aggressively. I would like to look, if confirmed, at new and innovative ways we can train our workforce. I'd like to get industry input on the ways they think there are smart practices out there and we can do it better … FAI has recently created a new specialized COR-plus training, where they take the acquisition workforce and focus their skills on IT project management. This is an area where we can do more in. I like the idea of creating specialized areas within the acquisition workforce. You gain a real expertise in that area.

Ms. Rung mentioned the important role filled by the Federal Acquisition Institute (FAI) in training the Federal acquisition workforce. We have some doubts that that FAI is going to be much of a change catalyst. For one thing, the FAI has been without a permanent Director for the past six months. That kind of tells us that workforce training is not as high a priority as one would think it should be. In addition, more than a dozen FAI contracting classes (“CON” series) were cancelled in GFY 2014 because of a lack of attendance; there were insufficient registered students to justify holding the classes. If training is so important to the workforce, why aren’t all the classes full with a long waiting list? It’s difficult to reconcile the important role envisioned for FAI with the reality. But perhaps Ms. Rung will drive change “more aggressively” in that area.

Let’s not get bogged down in negativity. There are more potential drivers of change to discuss.

For instance, there is a new Director at the Defense Contract Management Agency (DCMA). Lt. General Wendy Masiello replaced Mr. Charlie Williams in mid-2014. She seems very aware of the relationship between the quality of her workforce and achievement of acquisition outcomes for the Department of Defense. General Masiello recently told her team –

… we are at a critical time at DCMA. Budget uncertainty, staffing reductions, officer relocations and consolidations, and large numbers of employee retirements are taking their toll. In order for the agency to continue successfully and to exceed customer expectations, we needed to take a close look at our mission, our vision and the strategic goals we had set for ourselves. …

General Masiello identified four strategic goals to guide her leadership team’s decision-making. They were –

  • Inform and contribute to affordability decisions.

  • Optimize mission execution to support the acquisition enterprise through agile business practices.

  • Create an agile learning organization and culture to support future customer requirements.

  • Achieve and sustain audit readiness for ourselves and our customers.

We noticed that the word “agile” was listed twice so we presume it has some level of importance to General Masiello. We’re not sure what she means in the context of her strategic goals, but “agile” can mean “nimble” or “flexible” or even “quick” in some definitions – so perhaps she is looking to develop an organization that can respond quickly to changing conditions, an organization that is not based on rigid prescriptive rules but, instead, on application of independent business judgment. That would be an awesome environment in which to work, and quite a sea change from what we understand to be the current environment at DCMA.

We have oft opined that the current DCMA business environment is far too bureaucratic and that there are far too many levels of management review. Every significant decision made by a warranted Contracting Officer must be reviewed by an independent Board, it seems. We were told that those Boards exist to protect COs from unwarranted allegations and phone calls to the IG Hotline, but it seems that those Boards serve another purpose: to protect the Agency from criticism. Reducing the role of the Review Boards and increasing the discretion of the warranted COs would be an amazing, courageous, leadership decision. We hope General Masiello pushes for that change as well as others that would lead to her desired “agile” future state.

But there is another vector of potential change to be discussed: there is a new Director at the Defense Contract Audit Agency (DCAA) – Ms. Anita Bales. Ms. Bales has been with the audit agency since 2011. Prior to that date, she was with the Army Audit Agency, as was the man she replaced, Pat Fitzgerald. Together they are the first two DCAA Directors not to be promoted from within the audit agency to its highest leadership position.

Ms. Bales will have an opportunity to continue the initiatives started by Mr. Fitzgerald, or perhaps to start a few new ones of her own. We’ll have to see. But we do know that Ms. Bales has represented DCAA on the Defense Acquisition Workforce Senior Steering Board, whose stated goal is to create a “high-quality, high-performing Defense acquisition workforce.” Thus, we expect she is well aware of the impact that human capital decisions have on the Defense acquisition system.

Together, these three new leaders (Ms. Rung, General Masiello, and Ms. Bales) will have enormous influence on the shape of the Federal acquisition workforce and the processes that support individual decision-making. They will have an opportunity to create real change in 2015, or to perpetuate the status quo. It will be up to them to drive change, to create an acquisition revolution that will lead to a better functioning environment.

The_Skys_the_LimitThe sky’s the limit, or so it seems at this point in time.

We’ll see what they do with the opportunity they’ve been given.

 


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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.