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Government administrative processes often receive criticism for focusing on inputs and not outcomes. A specific example of this criticism has been registered by members of the acquisition community regarding source selection processes used for contracting that could be improved to reduce bid protests, the appellate process for contracting. Protests do not occur frequently, but when they do occur the costs are significant—and when sustained, they can impact the process for many subsequent contracts.

Managers play an important role in an organization; they implement policies from senior leadership and also carry concerns up the chain from staff to decision-makers. If managers and staff don’t see eye-to-eye on the key issues, then managers may be unable or unwilling to properly acknowledge and share staff concerns to leadership. Executives may be left unaware of what’s happening on the front lines, issuing policies that risk failure because they aren’t fully informed.

Over the last 15 years federal government managers have relied on a much broader and more diverse set of personnel for carrying out agency missions, with private sector contractors assuming a much greater role than in the past. A key question is what are the implications of this shift to a multisector workforce for how federal agencies accomplish their missions. A more robust human capital planning process is needed to address multisector workforce issues.

Learn how agencies can put in place or enhance core processes to make the acquistion functions operate as effectively as possible.