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OMB Circular A-76 and Staffing the Most Efficient Organization: Example Method

OMB Circular A-76 and Staffing the Most Efficient Organization: Example Method. Acronyms. ATO, Agency Tender Official, …responsible for the agency tender and represents the agency tender during source selection

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OMB Circular A-76 and Staffing the Most Efficient Organization: Example Method

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  1. OMB Circular A-76 andStaffing the Most Efficient Organization:Example Method

  2. Acronyms • ATO, Agency Tender Official, …responsible for the agency tender and represents the agency tender during source selection • HRA, Human Resource Advisor, …official who is a human resource expert and is responsible for performing human resource-related actions …. • MEO, Most Efficient Organization, …staffing plan of the agency tender, developed to represent the agency’s most efficient and cost-effective organization

  3. The Human Resource Advisor and Circular A-76, Performance of Commercial Activities Page B-2: The HRA shall participate on the MEO team and be responsible for the following • The HRA shall assist the ATO and MEO team in developing the agency tender. • During development of the agency tender, the HRA shall be responsible for advising the ATO and MEO team on position classification restrictions, classifying position descriptions…

  4. Most Efficient Organization Facts • Personnel costs are usually 80-90 percent of the Government’s bid • Accurate classification is a critical success factor for the Agency Tender • Human resources participation in developing the Most Efficient Organization’s staffing plan is an implicit requirement

  5. Recommendations • Be proactive! Get involved early • Identify needed resources • Communicate often and effectively • Plan and coordinate actions • Work as an integral member of the organization change team • Interpret and advise upon laws and regulations • Apply HR processes

  6. The Staffing Challenge • Staffing levels should be based on average rather than peak workload (extended hours, overtime, temporary, part-time, or intermittent employees should be only used to cover peak workload periods) • First-level supervisory positions should encompass the broadest possible span of control consistent within reasonable control of the workload of the organization • Second-level supervisory positions should supervise the largest possible number of subordinate positions and organizations consistent with mission accomplishment

  7. The Staffing Challenge (contd) • The total number of levels of supervision should be kept to a minimum • Lower graded duties should be removed from all positions to the extent possible and assigned to lower-graded positions • A position should include as much work as possible at that position's classified grade level • Higher-graded duties should be concentrated in the smallest possible number of positions

  8. OK, What’s Next?

  9. One Example Method of Staffing the MEO Typical Human Resource Advisor Reviewing a Performance Work Statement To Develop a Staffing Plan

  10. Another Example Method for Staffing the MEO Map the work requirements to the position requirements using a chart!

  11. Mapping the Requirements Build a chart to crosswalk work requirements to position requirements…

  12. Staffing the Most Efficient OrganizationWork Requirements

  13. Staffing the Most Efficient OrganizationStaffing and Classification

  14. Staffing the Most Efficient OrganizationPutting it All Together

  15. Summary The human resources role is significant in a competitive sourcing effort • Be proactive! Get involved early • Identify needed resources • Communicate often and effectively • Plan and coordinate actions • Work as an integral member of the organization change team • Interpret and advise upon laws and regulations • Apply HR processes

  16. For More Information… • Tom Kaplan • U.S. Office of Personnel Management • 202-606-1045 • Txkaplan@opm.gov • Ann Benson • BAE SYSTEMS • 703-414-7000 x228 • ann.benson@baesystems.com

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