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Mark Tregar, MS. Real World Consulting Organizational Performance Measurement. Agenda. Introduction and Bio Career Path What is Consulting Really? Example of Organizational Performance Management Project Questions?. Mark Tregar - Bio. Levels Across Firms: An example of my career path. 4.
Introduction and Bio
What is Consulting Really?
Example of Organizational Performance Management Project
Management consulting is the practice of helping organizations to improve their performance, primarily through the analysis of existing organizational problems and development of plans for improvement. Organizations may draw upon the services of management consultants for a number of reasons, including gaining external (and presumably objective) advice and access to the consultants' specialized expertise. http://en.wikipedia.org/wiki/Management_consulting
Figure 1. Our 4-Step Approach Adapted from OPM’s SSC HR LOB Benchmarking Steps
Data Reporting and Analysis
ID of 10 OHR Process and HR LOB System KPIs
Initial Performance Report
We envisioned a future state report/scorecard with two levels and four Balanced Scorecard Categories:
Sample Data – Not For Use
Final KPIs selected and then measured
* The umber of KPIs ranged between 26 and 55 throughout the stakeholder engagement process.
Figure 1. Items to consider in reviewing KPIs:
to the team indirectly
to the team directly
Relevance Rating + Data Availability Rating = Overall KPI Usage Score
8 / 9 Months
Contributed to IBM with work on over 10 proposals including VA HR LOB, OPM TMA, DHS S&T SETA IDIQ, Dept. of Energy, VA VISN 5, and State of New York.
Overall, I was very successful in my first 9 months including solid client contributions, as well as B&P and MOS project success. At USAID, I received “O” ratings and high client satisfaction. At WellPoint, I stabilized a challenging client environment which supported our win. At CPAC, I completed all deliverables on time and on budget.
Team Lead / DPM
Section Lead (Cost Estimate, Admin)
VA HR LOB (New)
OPM TMA (Recompete)
Dept. of Energy (New)
DHS S&T SETA IDIQ
Provided expert input across Federal B&P efforts: Led the VA HR LOB cost proposal input development by interviewing proposal leaders, and facilitated large proposal editing sessions. I authored a section of the OPM TMA proposal and co-authored the VA Social Media RFI response. I provided research and analysis for the Dept. of Energy solution and DHS S&T SETA IDIQ response.
3rd Client – VA CPAC, Role: Team Lead; Resources led/mentored: 1
Provided mentorship and leadership to all lower level staff, as well as clear and consistent feedback on all products and deliverables.
Developed an improved Public Sector Competency Development Methodology
Social Media for Human Capital White Paper
Nov-2012 (In Review)
Lead & Author
Project 517/Career Pro – Competency Team Lead
Department of Energy (DoE) Vforce
costs) at DoE HQ.
Competencies embody an individual’s total experience, including both training and education.
A competency is an observable, measurable pattern of skills, knowledge, abilities, behaviors and other characteristics that an individual needs to perform work roles or occupational functions successfully.
A competency is a “bundle” of the KSAs associated with a given area of work. It is the description of the observable behaviors that makes it different from a single K, S, or A.
Competency: Internal Audit and Control
Review and validate accounting and administrative controls to safeguard the integrity of programs and achieve compliance in accordance with government auditing standards
Understand accounting and administrative controls
Operate internal audit software programs to validate compliance
Able to audit standards when dealing with financial information
A competency is more than just the sum of knowledge, skills, and abilities
Validate and Apply
Develop and Refine
Plan, envision, and communicate competency effort
Select and initiate specific competency modeling approach
Develop and refine competency models
Validate competency models and apply models in various applications
Work Product Development
What is this chart for?
Many beginning practitioners do not have a solid idea as to what is expected of them based on their particular level. This chart make the expectations more clear.
Competency: Financial Management
Interview Question: “In regards financial management, can you tell me a time when you dealt with a large budget in a complex project that was delivered on time and on budget? Please be specific as to size of budget, team and any constraints.”
Once a validated model is created with a full set of behavioral anchors (i.e., a model with 1, 3, 5 benchmarks) you can create behaviorally-based interview questions.
A pro-tip: Use the STAR response method. It will keep you from going beyond what people want.