1. Multi-Sector Workforce Analysis Pilot Project:
Early Lessons Learned and Emerging Best
Practices
Thomas F. Kaplan
October 8, 2009

2. 2
Topics
 Early Lessons Learned
 Emerging Best Practices
 Resources

3. 3
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

4. 4
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

5. 5
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

6. 6
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

7. 7
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

8. 8
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

9. 9
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

10. 10
Emerging Best Practices (ctd)
 Verify availability and funding for employees replacing
contractors
 Recruitment
 Facilities and equipment
 Infrastructure (e.g., IT support, etc.)

11. 11
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/