Draft Sample Steps for Analyzing an Organizations Multi-Sector Workforce Exhibit 2-1

Copyright Thomas F. Kaplan, 2014 1

STEP ACTION DETAIL
RESPONSIBLE
FUNCTIONS/
OFFICES
OUTPUT/PRODUCT
1
Select an
organization or
functional component
for analysis and
collect relevant
organizational data
Select organizational element where there are concerns about the
extent of reliance on contractors.
Collect relevant organizational data
- Mission and functions statement(s)
- Performance improvement plans
- Contracts and contractor performance information, and/or
procurement management reviews
- Inventories of commercial and inherently governmental functions
performed by federal employees
- Human capital and human resources plans and
competency/skills assessments
- Program budget data
- Financial data
- Manpower, equipment, and facilities reports
- Information technology resources
- Internal or external reports (e.g., Congressional, IG, and GAO)
Agency
leadership/
management
A designated organization for analysis
A set of relevant organizational data
2
Identify all
functions
performed by the
organization or
component,
whether by federal
employees or
contractors
Categorize identified functions as:
- Inherently governmental
- Critical and requiring performance by federal employees
- Critical and requiring performance by either federal employees
or contractors with appropriate management
- Noncritical
Review and verify selected functions current inherently governmental
and commercial activities inventories Status and Commercial
Reason Code designation.
Program
Management
(PM)
Human
Capital/
Human
Resources
(HC/HR)
Acquisition
Management
(AM)
Budget &
Finance (BF)
Reviewed inherently governmental and
commercial activities inventories
Draft Sample Steps for Analyzing an Organizations Multi-Sector Workforce Exhibit 2-1
Copyright Thomas F. Kaplan, 2014 2

STEP ACTION
DETAIL
RESPONSIBLE
FUNCTIONS/
OFFICES

OUTPUT / PRODUCT

3
Verify inherently
governmental
staffing needed to
meet current and
future organization
goals and total
workforce
requirements
For each inherently governmental function performed by Federal
employees identify
1. The current total number of positions in the organization,
2. The required total number of positions in the organization, and
3. Staffing gap between current and required inherently
governmental positions
Develop plan, with economic analysis, to close staffing gap with
Federal employees.
PM
HC/HR
BF
A document identifying inherently
governmental staffing gaps
An inherently governmental activities
staffing plan
A document presenting analysis to
close staffing gap and inform budget
planning and programming
For inherently governmental functions NOT currently performed by
Federal employees (e.g., performed by contractors, volunteers, etc.)
develop plans to ensure timely insourcing such functions.
PM
HC/HR
BF
AM
An insourcing plan (to convert
contractors to Federal employees)
A revised inherently governmental
activities inventory
A document presenting analysis to
insource functions to Federal
employees and inform budget planning
and programming
Draft Sample Steps for Analyzing an Organizations Multi-Sector Workforce Exhibit 2-1
Copyright Thomas F. Kaplan, 2014 3

STEP ACTION
DESCRIPTION
RESPONSIBLE
FUNCTIONS/
OFFICES
OUTPUT / PRODUCT
4
Verify Mission
Critical/Essential
staffing needed to
meet current and
future organization
goals and total
workforce
requirements
For each mission critical/essential function performed by Federal
employees identify
1. The current total number of positions in the organization,
2. The required total number of positions in the organization, and
3. Staffing gap between current and required mission
critical/essential positions
Develop plan to close staffing gap with consideration going first to
the hiring of Federal employees (until there is a sufficient in-house
capability to ensure the agency has sufficient organic expertise and
technical capability to maintain control of its mission and operations
and support contractor oversight).
PM
HC/HR
BF
AM
IT
A document identifying mission
critical/essential function staffing gaps
A mission critical/essential function
staffing plan
A document presenting analysis to close
staffing gaps and inform budget
planning and programming
A revised commercial activities
inventory
Review effectiveness of mix of Federal employees and contractors
(i.e., workforce mix). If it is determined that there exists an
overreliance on contractor support (i.e., to the detriment of
maintaining Federal employee commercial critical skills and
competencies), identify estimated Federal employee staffing
requirements and associated resources (e.g., equipment, facilities,
IT resources, etc.) needed to replace contractors and phase-
out/phase-in and transition activities to Federal performance,
including staffing activities (e.g., recruitment and placement),
purchase of capital assets (e.g., facilities), termination of contract(s),
etc.
PM
HC/HR
BF
AM
IT
A multi-sector workforce inventory that
identifies by function the work performed
by federal employees (broken out by
FTEs) and work performed by contractors
in workyear equivalents (or dollars for
certain work)
5
Verify Other staffing
needed to meet
current and future
organization goals
and total workforce
requirements
Evaluate current organization service provider for satisfactory
performance:
1. If performance gap exists for Federal employee service provider,
consider internal business process reengineering, including
evaluation and adjustment of IT systems, to close performance
gap.
2. If performance gaps exist for contract service provider, consider:
a. contract modification or re-competition within the private
sector to close performance gap.
b. insourcing the work to Federal employees, taking economic
factors into appropriate consideration, to close performance
gap.
PM
HC/HR
AM
IT
BF
Performance
Improvement
Officer (PIO)
Organizational Change Plan
Contract modification(s)
The contractor inventory
The insourcing plan (to convert
contractors to Federal employees)
A revised commercial activities
inventory
A document presenting economic
analysis to insource functions to
Federal employees and inform budget
planning and programming