Research Update

Pivotal Insight is committed to delivering timely research that addresses the significant business and technology challenges facing the public sector. The following is a list of the specific research under consideration, underway, or recently completed. More information can be found on our research plans and offers at the Pivotal Web Site.

We are here to serve your needs. If you believe there is an important topic that we are not addressing, or if the focus of our research is not on target, please let us know.

Completed Research

Results of the 2004 Federal Human Capital Survey in Easy-to-Manipulate Excel Format

In the fall of 2004, the Office of Personnel Management (OPM) launched its biennial federal human capital survey. Participation in the survey was fairly broad: nearly 150,000 federal employees across agencies and around the world participated. Government-wide participation was 53.5 percent. According to OPM, employees responded “in record numbers.”

While the 2004 survey showed many performance gains over the 2002 survey (for which government leaders should take credit), the survey serves its best purpose as a tool to understand areas that require attention. In addition to looking at positive responses and changes in positive responses year-over-year, human capital managers and government leaders would be well served by digging into the details of employee dissatisfaction. This article looks at the key areas of dissatisfaction among different employee groups, as reported in the survey findings.

The article also provides access to the raw data in Excel-formatted files that can be easily manipulated to conduct your own analysis.

Click here to access.

Taking the Wheel: How HR Can Drive Success in Competitive Sourcing
This report shows how federal HR executives can maximize their real value to the A-76 process. The confluence of two major events in government - the increasing use of competitive sourcing and the recognition of the value of human capital - has created an opportunity for federal HR executives to lead their organizations through a critical time of change. While there is no shortage of information on the mechanics of an A-76 study, there is a lack of actionable advice about how HR executives can drive a more strategic role in competitive sourcing. Pivotal's research shows that HR needs to develop the skills and abilities to move beyond merely administering A-76 decisions towards helping to lead them.

The Requirements Morass
Ineffective and undisciplined requirements management causes more programs to fail than any other factor and are responsible for much of the pain inflicted on a program/project manager. The inability to get requirements "right the first time" and keep them under control delays and collapses programs and wastes the taxpayers' money. This report provides context around requirements and identifies key areas to address in future research. If you are interested in participating, please contact us.

The Skinny on PART
This report looks at the background of OMB's Program Assessment Reporting Tool (PART), how PART relates to GPRA and other efforts, and what agencies can expect moving forward. Also discusses best practices for Agencies completing PART Assessments. Click here to access.

The Blurring Lines Of Strategy And Execution
The notion of strategic planning has taken a variety of forms over the past several years. Strategic planning processes range from static annual processes to dynamic interactive processes providing ongoing support to operations. This report includes a summary of Pivotal Insight's research and analysis of strategic planning best practices in the commercial sector, an assessment of the applicability of these practices in the public sector, and case studies of public sector strategic planning efforts. Click here to access.

How Government HR Executives Can Manage Mission Flux
This report provides context around a challenge unique to federal human resources executives: managing effectively amid unexpected and unplanned-for mandates that shift agency missions-a concept we have dubbed mission flux. The paper looks at what drives mission flux, its affects on HR activities, and its affects on agencies and staff. Click here to access

Ongoing Research

Recruiting Great Graduates of Better Schools
Description: With 71 per cent of federal government permanent employees eligible for some form of retirement in next five years, it’s no secret that the government faces a crisis in hiring. At the same time, government faces unique challenges that limit its ability to effectively recruit great graduates from better schools. This study will look at real-life, effective strategies and tactics for recruiting ideal candidates for the new workforce, taking into consideration the distinct needs of government hiring executives.
Status: If you are interested in participating, please contact us.

Proposed Research

The Use of Procurement Outsourcing
(Research Prospectus Available)
While procurement outsourcing is proven in the private sector, government procurement presents unique challenges in protecting the public trust and demonstrating fair and socially equitable decision-making. This report will explore the opportunities and challenges posed by procurement outsourcing in government.
If you are interested in participating, please contact us.

The Large Complexities of Managing Small Business Programs
How agencies meet small business goals and how these practices impact small businesses have come to dominate the agendas of small business advocates both in and out of government. This report will provide context around the issues affecting the management of small business programs.
If you are interested in participating, please contact us.

The Use of Shared Benefits Contracting
Many government organizations are interested in shared benefits contracting as a way to reduce procurement costs and increase vendor accountability. However there use is limited because most organizations lack a contractual context on when and how to use shared benefits contracts. This study will look at when to use a shared benefits approach, how to develop a schema for calculating a shared benefits plan, and how to interest vendors in participating in shared benefits.
If you are interested in participating, please contact us.

PART Best Practices
Now in its third year of implementation, compliance with PART has improved. Still, over 40% of programs are ineffective or unable to demonstrate results. This study will provide real time data and information-in the form of best practices, case studies, and implementation checklists-on how agencies have become, and will remain, compliant.
If you are interested in participating, please contact us.

EVM vs. Qualitative Risk Analysis: Can Government Improve Program Management?
This study will examine both the costs and benefits of Earned Value Management (EVM) within the Public Sector. To date, Government analysis has focused on the benefits of EVM to the of exclusion costs, while industry has raised legitimate questions about the costs of EVM, without discussing the benefits. While both points of view have validity, they also have their own misconceptions, warranting more holistic analysis.
If you are interested in participating, please contact us.