Monday, December 19, 2011

Forging a More Efficient Government

I was happy to be in the audience for this presentation from Steve VanRoekel the Federal CIO.


USCIO, Steven VanRoekel, Forging a More Efficient and Effective Government - Part 1 from ACT IAC on Vimeo.


It was a good talk and there were some very specific themes that he touched on. One important theme is the question of, "Are we ready?" The 21st centerury needs a 21st century government to keep pace. The people both inside and outside of the government need new and different things. As such the government must change to meet those needs.


I wish I had the link to the Prezi that he used for this discussion. It was really well done. The FCW article identifies a couple other points.


The discussion concerned with sunk costs was right on. Maintaining the old systems and platforms versus delivering new value and figuring in depreciation is important. His point that the operating expenditure when compared to the capital expenditure is out of balance.


It was kind of cool to hear him talk about BusinessUSA and the National Export Initiative.

Sunday, November 6, 2011

The New Fed

I read this article over at Federal Computer Week entitled Generation Fed. It was a good piece that highlighted some good work people are doing. But it would be wrong to think that there are just 5 people out there trying to change government for the better. In fact, off the top of my head I can easily come up with 50 in the next 5 minutes.

Federal employment is just as much a calling as being a teacher, or working in law enforcement. It is who you are AND what you do. There are a lot of things that I don't like about the federal government. But every day me and countless others are working hard to turn things around and make it better. I don't know of any person in federal service who isn't working to this ideal. In fact, it is the challenge that drives me forward.

This is why my new project, BusinessUSA is so important to me. I work hard every day to better connect citizens with the services and programs Congress authorizes and funds. But it is rare indeed when a person or small group of people have an opportunity to consider and change things beyond the boundaries of one single Agency or Department. That is what we are doing. To a certain extent the Bureaus of the Department of Commerce, the Small Business Administration, parts of the Department of Treasury, the Department of Agriculture and many others are competing for eyeballs on the Internet.

The issue is actually simple. Each entity is doing and has done a terrific job of putting a message out there and working to connect people, business owners and entrepreneurs, to the programs, services and data they support and administer. The issue is that each Agency's mandate is constrained to the programs, services and data that particular Agency provides. From the perspective of the business owner or entrepreneur this is a maze of disjointed programs services and data. Today we, the federal government are forcing that business owner to figure out how we are organized in order to access what we have. The business owner needs to navigate through the Department of Commerce and get to the Patent and Trademark Office to protect his or her idea. He or she needs to go through the Department of Treasury to get to the IRS content about what forms are required for filing taxes. And to get started, he or she must get to the Small Business Administration to connect to a loan. I didn't even touch on exporting or agri-business. It really is quite a maze.

But this isn't a situation about assessing blame. This is nobody's fault. In fact, everyone was working as he or she should, representing his or her Agency and making sure that the right information is out and available. But to address the problem we have to look at those constraints and think beyond the mandate of our individual Agencies. What is necessary here is a cross-functional, cross-Agency team that is able to really adopt the voice of the business and organize the programs, services and data in a new way that makes sense to the people who need help.

This for me is also a personal project. As you may know, my wife had a business for 20 years. She succumbed to the changing market and economy about 2 years ago. I wasn't able to help her save the business, but I hope that with this project I may be able to help someone else save his or hers. And I hope that I will help someone new to take that leap of faith to start a business. Time that these people spend trying to figure out how the government is organized is time lost. That is time that could have been spent on improving a product or service, or making contacts with new customers, or hiring great people.

So when we talk about the new fed, open your eyes. We are everywhere, and we're doing some really amazing things. Now get out there and do something amazing yourself.

Monday, October 31, 2011

BusinessUSA

On Friday the President signed a memo intended to simplify and consolidate how businesses connect to services and programs in the US. It is essentially creating a platform on USA.gov for all the things that can help small businesses and exports. I mention this only because this is the new project I am managing out of the eGov Office in the Office of Management and Budget.

This project is big simply because of its breadth. It impacts so many Agencies, I don't even know them all yet. It also has a very long list of stakeholders. Anyway, within 90 days the first phase of this project needs to be complete. I will try to make a few updates as I have interesting things to report. For now you can see the splash screen at http://www.business.usa.gov/.

Monday, October 17, 2011

Questions to be answered within a year


So OPM came out with a new On-boarding Model for Senior Executives. Fairly straightforward, not too many surprises except for the appendix at the end, which I have reprinted below. I think this is a really good starting point for any person in any new job. These are the things you need to know. It will take time to gather all of the answers, but this will be something that I'll be keeping with myself to look back on and make sure that I can answer.

Questions that must be answered.


Ask themselves
and/or their mentor
Ask other
leader
Ask manager
and/or key stakeholder
Ask direct reports Ask others in
order to access information about available training resource
What is the agencyvision and
mission
What are the 3 things we should be very proud of as an organization, and why Who are our customers What is a recent management decision you did not understand How can I advance in the organization
How are my goals and objectives tied
to the vision
What are the unspoken norms Why do customers do business with us What does the leadership team do that gets in the way of you doing your job How do I request training
What does the end state look like Where do the great ideas come from in your organization How and when have we made it hard for them to do
business with us
How can we communicate management
decisions more effectively?
How do I register for training
What is the state of the talent within
my group
How is personal success measured What do our customers need
from us now
How do you feel at the start of the workweek How and when can I initiate a leadership assessment process
What are the
organization norms regarding dress and appearance
How do you encourage others to communicate the “core values” What will our customers need
from us in the future
How do you feel at the end of the workweek Which
organizations provide professional development opportunities for SES members
What are the organization norms
regarding punctuality
How do you help a new employee understand the culture of the organization What gets in the way of us doing our job What are the key metrics to track
progress and success
With whom should
I discuss development opportunities
What is the process for requesting and documenting leave When faced with two equally qualified candidates how do you determine whom to hire What are the expectations for my role as a leader What are the short term priorities How do I find out about required training
Are there any quick wins How do I locate information about agency departments and offices How is departmental
success measured
What tools are used to manage schedules(appointments)- paper, outlook? How can I access available leadership training
resources?
What support do I need to achieve success for my
organization?
What is one mistake you
witness leaders making more frequently than others?
What are the organizational taboos? What is my role in emergency evacuation? Where can I find recommended reading materials?
Where can I go to find the most recent Employee Viewpoint Survey(or other employee opinion survey)results for my organization What is the one behavior or trait you have seen derail more leaders’ careers What are some of the challenges that previous incumbents in this position have encountered Where is the alternate operating
location
When and where is the next SES Orientation Briefing? How do I register
What is my role in COOP Why do people stay in this
organization
Where can I find
information about the current administration’s priorities
What process is used to collect our customers’ needs and measure their satisfaction Are there any organizational leadership tools I should be aware of
What strategic relationships and internal networks
should I be aware of?
What motivates
senior management
What key policies should I be aware of in the first month and which ones do I own? What are the short term priorities for
the organization and my office
What are a few resources you would recommend to someone looking to gain insight into
becoming a better leader
What do I want to be remembered for What are the organizational norms about travel(not the GSA/official rules) Who are my key partners and what
do they do/provide
What are the
results of the most recent third-party inspection (IG, GAO, etc.)
What are you doing to ensure you continue to
learn and grow as a leader
What are the major risks associated with my positionto me, to my organization In my first twelve months, what can I do to help you and your staff be successful What are the results of the most
recent employee morale survey
What are 3 capabilities we have that are under-developed or under-utilized and what should we do about that What is one characteristic you believe every leader should possess
How does the work I do contribute to the overall success of the organization Who are the “power players” What is the current and future year budget outlook What are the three things you would
change around here and why
What skills do I need to be most effective
What is the organization’s commitment to telework and other work-life programs What is one thing you would change
about the organization
Which
congressional committees are concerned with the organization’s mission and
funding
What is the most pressing issue for me to address with our customers When should I complete my Executive Development Plan(EDP)

Wednesday, October 5, 2011

Enabling Program Manager Mobility

I've previously written on a couple of points in the 25 Point Implementation Plan to Reform Federal IT. I wrote about Designing a Program Management Career Path and what I think the foundation of that should look like. I also wrote about Preventing Scope Creep and Data Center Consolidation. Today I'm going to think out loud about something that I am currently living, Program Manager Mobility, point #12.

I have paid for some hard knocks in my time, and while some of those knocks were probably harder than I would have liked, I would not trade them for anything. Getting things wrong has provided me with opportunities to learn from my mistakes. Even when projects go well, I still take the time to learn about how the things that didn't go well can be improved and how I can better leverage the aspects that went well.

If I'm going to take this time to better understand these aspects, I believe that I have a responsibility to share the knowledge gained from these experiences. But my point here is that the way this particular point is written, I believe it is too narrow. It seems to indicate that the only way those good ideas get around is by allowing people to spread that knowledge by working on details with other teams. For sure, that is one really good method. But I would ask that you keep your eye on the goal. The goal is the dispersion of knowledge about what works and what doesn't. Detail assignments are one way to achieve that, but the fact that you are reading this is evidence that there are many other opportunities to achieve that same objective.

Don't misunderstand, I am a big proponent of mobility. I am currently working on a detail (and loving it btw) and I'm planning to go on another, 5-month detail at the conclusion of this one. So, yes, detail opportunities are valuable for both the detailee as well as the organization hosting the detail. Both stand to learn from their previous experiences.

This also ignores conferences which I have found to be quite valuable over the last few years. I've written about a number of topics from the CMITs I've attended as well as some others. Though it wasn't the focus of the content, that is where I learned about Prezi, which I still love.

Finally, I would strongly suggest that everyone should have a mentor. Regardless of your position, you should at least have a mentor and possibly a mentee as well. First, just go ahead and accept that you don't know everything, and that there is at least one thing out there in which you could benefit from bouncing ideas off of someone else. That person can help you to make connections that you weren't aware of before. Picking up a mentee as well provides you with a tremendous opportunity to see problems in new ans interesting ways and look at solutions without the bias that we sometimes bring.

Anyway, I agree that details present a really good opportunity to spread the knowledge around, I just think that there are other really good ways of accomplishing that as well and we should encourage all of them.

Monday, October 3, 2011

Facebook should read their own literature

So the week before last, Facebook made some changes. They created some new thing where your highest priority friends are on top. The problem is that Facebook rolled out this change without any heads up or notification. It was not there one day, and is there the next.

I don't want to sound like Andy Rooney, who incidentally retired today, but what's up? Facebook got a bloody nose last year when they rolled out a bunch of privacy changes without any heads up. So my first concern is that the organization seems to have a difficult time learning from their mistakes. Or, dare I say it, that they think they know what is best for us regular people and aren't interested in what users think.

But here we are with the application that put social networking on the map and they keep pissing off their users. I know that I'm not alone on this, but users can only take so much of this before we decide to go somewhere else. The baffling thing is that the social network creator can't devise a social solution to this problem.

Why do they not have some sort of forum by which the masses identify the type of changes people may consider making? Then they could implement or illustrate these changes somewhere and put them out there for people to vote on. Then you leave it for people to vote and wait. The purpose of voting is to see whether the masses sign on for that change or not. Let the power of the social platform work in your favor.

Instead they are doing the converse. They push these changes out and then wait to see how many status change to tell people how much they hate the changes. If the hate mail rises to a certain level they roll back the change.

Hey, Facebook, hire a Project Manager.

Thursday, September 22, 2011

Designing a Formal IT Program Management Career Path

For me, probably the most interesting point in the 25 Point Plan to Reform Federal IT is the one dealing with creating a Program Management career path. In fact, that is what my job is supposed to be, but I am listed as a Project Manager because what I actually do isn't yet a real position.

I've written in the past about how there is an apparent distinction between the Project Manager and the Business Analyst roles (PM vs. BA). My point back then was that the most effective PMs do not recognize this distinction and in fact are BAs at heart.

I've also written about the different responsibilities between the Project Manager and the Contract Officer Representative (PM vs. COR). On this issue both the PMI and acquisition side both want to make these duties different and carve out nice and neat roles.

The truth is that you can be a good Project Manager without performing the BA functions. Similarly you can be a good PM without performing the COR functions. However a good Program Manager will not be able to avoid the bleed in functions on either of these fronts. As such, I think the first three areas in which the Program Management career path must focus are in Project Management, Business Analysis and Acquisition.

The first pillar in the Program Management career path should be rooted in the business. IT exists to support the mission or the organization. It is easy to tell from my description of the friction between the BA and PM positions what I'm going to advocate for on this issue. A Program Manager who doesn't understand the business is doomed to fail.

Second on these, Project Management, I believe that the Project Management Professional certification is important because it allows the Program Manager to baseline the language that he or she uses when communicating about the portfolio. When we talk about schedule, scope, risk, cost, quality and satisfaction (the anti-triple constraint), we all understand what the other people are intending. But don't for 1 second believe that I am praying at the PMI alter. I don't believe that receiving a PMP credential makes any person a good Project Manager. It only baselines the language that we use so that we can more effectively communicate with each other. Although I don't have the credential, I do not thing that the Program Management Professional (PgMP) is necessary. If there is commonality in how we communicate at the Project Management level, I just don't think that we are going to achieve that much more at the Program Management level.

Lastly, as the core set of competencies, I believe a firm knowledge in acquisition is critical. Acquisition plays off of both the business and Project Management capabilities in that you must deliver value to your stakeholders and you have to know how to build a schedule and deliver within a budget. But specifically to the acquisition series, you must know how to structure the work in a way that can get the best competition and support the mission without breaking the budget. This would be consistent with the FAC P/PM levels. Perhaps the Level I, II and III there equate to grade levels with increasing degrees of responsibility.

So, for my money, the three core elements in a Program Management series include:
  • Business Analysis
  • Project Management
  • Acquisition

Friday, September 16, 2011

How do you prevent scope creep on big projects?

There is a point in Section 2 of the 25 Point Plan to Reform IT that reads, " Preventing scope creep by defining high-level requirements upfront, locking down the current release, and pushing additional non-critical functionality to future release".

This idea or concept will be found in every book about Project Management and systems development published from about 1996 on. Everyone believes it and feels that it is true and a worthwhile endeavor. I wrote about this some time ago in my A Time for Change piece, but I'm going to try to be even more practical here. The first thing to know is that change is inevitable. If you think you have a project that is immune to scope creep then stop now and find another job.

It is a chicken and egg problem. Which comes first? But in this case, the stakeholders can't respond to a set of functionality until they have an opportunity to play with that functionality. See it is only through the process of testing that people are able to ferment their ideas about what does and does not work. They will give it a try in the requirements and design process but those exercises are purely theoretical and not practical. This is why the previous bullet in the 25 Point Plan is so meaningful, "Regularly capturing and incorporating user feedback through an iterative process that assesses user satisfaction with each release, continuously refining design to ensure alignment with business need".

The important thing that I do in my development projects, projects in which we are going from zero to finish in a year, is that we must be testing Iteration 1 no later than 90 days after the kickoff. This seems crazy to many people because most times we are less than 20 percent complete with requirements by then. My response to these people is that they are correct, they are less than 20% of the way to getting the customer to sign in blood that they correctly understand the requirements. But remember, these exercises are all on the theoretical side of the project, not the practical side. So people will tell you what think the best way to proceed is, but they will only have about 10% certainty with what they are telling you because the entire system is so fuzzy.

This is what McConnell calls the Cone of Uncertainty. As you begin a project, how long it will take, how much it will cost, what it will actually do is very unsettled. As you progress through the project each of these estimates begins to crystallize and become more accurate. Finally in the last phase of the project there is certainty about how long it will take, how much it will cost and what it will do. My point here is that we must accept that the cone of uncertainty exists and work to chunk and time-box the project to mitigate the risk to these constraints.

So by saying that we will be playing with functionality within 90 days of the kickoff I am saying that we will be moving from the theoretical side to the practical side in less than 90 days (Schedule). I am saying that the ideas about what this thing will do will move from theoretical to practical (testing) in 90 days (Scope). Finally, by establishing the contract or task order to be Firm Fixed Price (see my discussion on the variety of contract types) we have mitigated the cost risk.

The trick here is how we make this work on a real project. This has been very successful for me. It is a balancing act. You have to implement change so that, in the end, the stakeholders receive the product they need. But if you swing the pendulum too far in that direction then the vendor will complain that they are expending too much energy implementing the changes and that is affecting their cost. They will make the case that they are performing re-work because the government doesn't know what we want. We will say that we can't know what we want until we are testing the functionality. This is the classic chicken and egg scenario.

The way out of this dilemma is to work with the vendor to identify the pool of free development hours. I have actually heard of some metrics about how we decide the right amount of free development. Some people use 10 or 20 percent of the overall development effort. Thus if we are buying what is estimated to be 10,000 hours of development on a project, we would have 1,000 (10%) or 2,000 (20%) hours that would be available for Free Development. You take those free development hours and put them in a pool. Then you start capturing the changes that people want to make against the requirements baseline.

It is important to highlight the distinction between a change (scope) and a defect (quality). Changes are not bugs. The vendor is required to perform to the standards that will be indicated in the Quality Management Plan. The time to implement changes that are required to address a defect or bug do not count against the pool of free development. Changes in which the functionality is working correctly but the government doesn't want it to work like that are indeed changes to the requirements baseline. The cost of implementing those changes counts against the pool of free development.

This simple technique does a few really important things. First, it characterizes the maximum amount of effort the vendor will be required to bring to the project and that should yield lower prices in the proposals. Without this idea of free development vendors have to price in their worst case scenarios and that will inflate the cost. Second, it forces the stakeholders to make value-based decisions about which changes are most important. When you are sitting at 1,000 or 2,000 hours, those first changes are relatively easy and painless to approve. When you get to 100 hours remaining, trust me, that is where the rubber hits the road and the business will have that real conversation about what is most important. So it forces the stakeholders to be more deliberate about the changes they approve. Finally, it establishes a commodity formula for changes. I have seen this several times. We spend that last 100 hours on really important changes, but you know, we have a few more that we think are also really important, we want to buy another 100 hours of change. That is fair to both the business and the vendor. The vendor is justly compensated for the extra effort that is required for the project and the business recognizes the cost of implementing the changes. Once the project is done, any changes not yet implemented or pushed to later releases automatically populate the change list when the project pivots from development to operations and maintenance releases.

This process has work over and over for me. It is fair to both the business and the vendor.

Tuesday, September 13, 2011

25 Point IT Reform Plan

I've been thinking about the 25 point plan put out by the OMB CIO late last year. It is broad and sets some very specific and practical targets. I think that is what I like best about this plan, it doesn't get mired down in policy issues and is very action-oriented. Over the next few weeks I'm going to try to walk through a few points on the plan.

The Federal Data Center Consolidation Initiative is one that everybody ought to agree with. It is based on sound economic principles. A data center requires specialization. The bigger the scale of the operation translates into driving the unit costs down. However there is friction in the time in which you are ramping up to try to achieve that greater cost efficiency. Those first movers in this space, Amazon and Google are way ahead, and have already achieved a level of efficiency and capability that is hard to match. In order for another organization to try to achieve that same level of efficiency and cost savings, they need their customers to bite the bullet in terms of higher costs in the near term. That is really hard to do, especially when people are so nervous about the budget. Agencies may feel like they don't have the time to allow the new data center to mature and drive those unit costs down, and may instead want to jump to something like EC2. Every time that happens it affects the opportunity for the Agency to achieve that greater efficiency.

Thus the nervousness that I have about the FDCCI project is whether the government is inclined to limit competition to achieve a level of consolidation in the near term to achieve the efficiency that will allow them to compete with the first movers. The next point on the plan, a Marketplace for Data Center Availability may address this point. The question here is whether this marketplace will be limited to just federally owned and operated data centers or whether the commercial sector will be allowed to compete. My opinion is that if the companies are allowed to compete then they will win. They have a competitive advantage by being the first movers into this space. Their offerings are more mature and stable and they have achieved a price point that cannot be matched by the government.

Tuesday, September 6, 2011

Primal Leadership

A while back I wrote about Leadership that Gets Results. It was based on that HBR piece by Daniel Goleman et. al. that built upon the emotional intelligence competencies that he developed. Well I recently finished his extended work on this topic, Primal Leadership: Learning to Lead with Emotional Intelligence.

Have you ever made chili? Chili is a good analogy to use in describing this book. First, let me say that I still liked the book and found value in it. However, when you make chili you put all of these ingredients in and then you simmer it. You let it boil down and reduce. Eventually you end up with this mixture that is really concentrated and flavorful. My opinion is that the HBR piece is the chili that is derived from Primal Leadership's ingredients. It all exists in this longer form of the work but there is a lot of filler and that became mundane over time. The HBR article is the distilled content with no wasted effort.

It is useful to note that the scheme of the emotional intelligence competencies have changed slightly since the HBR pieces. They are now structured as:

Self Awareness
  • Emotional Self Awareness
  • Accurate Self Assessment
  • Self Confidence
Self Management
  • Self Control
  • Transparency
  • Adaptability
  • Achievement
  • Initiative
  • Optimism
Social Awareness
  • Empathy
  • Organizational Awareness
  • Service
Relationship Management
  • Inspiration
  • Influence
  • Developing Others
  • Change Catalyst
  • Conflict Management
  • Teamwork and Collaboration

Wednesday, August 17, 2011

Good News to Share

I am having a very fortunate summer. As you may already know, I am working on a detail as the Special Assistant to the Associate Administrator. The thing that is so interesting for me is that it is not in IT and is way outside of my comfort zone. I think that sometimes you have to get outside of your comfort zone and try new different things. Anyway, this experience have given me a new appreciation for the business.

The news I have to share though is that I was accepted into the Senior Executive Service Candidate Development Program (SES CDP). I began taking my first set of classes this week at American University. I don't know what it is, but I love going to college. I love learning new things and from my peers. Anyway, stay tuned, I'll check in over the course of the next year with a ton more stuff.

Monday, August 8, 2011

Testimony

I have to steal a minute to share one really cool activity that I participated in. I helped to prepare the Administrator of the Agency for testimony in the House. This was a terrific experience for me because I saw the method for the preparation and how much effort went into it. I kid you not when I say that a lot of energy went into this activity. There was an analysis on each person in the committee and sub-committee. We looked at the issues that have had meaning for each person over time. We examined correspondence over time to make sure we were cognizant of current letters and requests.

We ended up with a big package of briefing materials including a 1-pager on each of the 20 or so hottest topics that were likely to come up. Some of the anticipated issues came up, and many did not. Of course there were some issues that came up that were not anticipated. The Administrator did a great job, and I think the sub-committee appreciated her candor and honesty.

With all of this in mind, two things are clear to me: first, people have been performing this testimony preparation for the past 20 years with little or no change and, second, there is a significant opportunity for technology to help in making this process better.

The biggest issue in my opinion is speed. We had a lot of the right information. It was on a card, and as I said, we had about 20 cards with the key issues. The problem is that when the Representative asks a question, he or she wants a response. Time is critical during these hearings. Each Representative has 5 minutes to ask questions and get responses. If a minute of that time is used trying to find the right card and get it to the Administrator then that is wasted time that cannot be recovered. I don't know how they would feel about bringing an I-pad to the speaker's table, but if that is allowed I strongly suspect that a person could quickly rolodex to the right card and begin answering faster than with paper. I don't know if there is a rolodex type of app that you can get, but I think there is a lot of opportunity here.

The other issue is with the unanticipated questions. What the Administrator is looking for then is guidance from the senior people in making the response. This typically takes the form of a note card with hastily scribbled points being passed up. The opportunity here is to use a quick messaging product like Google Talk, or Instant Messenger. Instead of having those senior people scribbling a note on a piece of paper, type in those comments into Google Talk and make them instantly available to the speaker. The beauty of this is that several people can easily contribute ideas to the issue and make them all available.

Remember, all of this is contingent on being able to put an I-pad on the table which may or may not be allowed. Some day soon I'll share some more good new with you, but this is all I have time for today.

Monday, July 18, 2011

The Immersion Technique

Conventional wisdom says that if you want to learn a language, go to a place where they don't speak anything but that language. This is the immersion technique and people learn languages very quickly because they don't have any choice. You are forced to practice every minute of every day. If you go and take a language class then maybe you get 3 hours a week of in-person instruction and a couple more of homework, but then you have 163 hours left in the week in which you will speak English. In an immersion setting you get the entire week, 168 hours devoted to just that language.

It must have been about 7 years ago that I cultivated a unique opportunity for myself. I was at HUD and I put together and Individual Development Plan that had me go into the Philadelphia Field Office for a few weeks to review Annual Action Plans and monitoring letters. Those few short weeks were terrific for me. Once I could feel the pain of what it really means to review one of those action plans and the findings from a monitoring visit I had the knowledge I needed to do some cool work. I worked to develop the Consolidated Plan Management Evaluation Tool which was a pretty big deal for the Department.

I found a great opportunity to use that monitoring knowledge when I came to USDA. One of my first projects was to develop a monitoring (audit) system. Because I had personally felt the pain of that work I was more sensitive to what the stakeholders were telling me was important. This experience really helped me to be successful in deploying the project on-time, on-budget, and on-scope.

This is a key aspect for people in Information Technology. Empathy is something that cannot be faked. People in IT need it to be effective in dealing with stakeholders. If you are dealing with business stakeholders and they know that you are clueless about the nuts and bolts of the business process then you will come off as either in-authentic or incompetent if you try to fake it. Neither are positive drivers of a successful project. There should be a law passed that people in IT have to feel the business pain every once in a while.

The other part of these immersion experiences is that they are really difficult. You are forced to stretch and quickly understand things that were unknown to you a short time before. That is part of the growth. You learn to adapt to these new conditions. As masochistic as it might sound, I love this stuff. I love the opportunity to get thrown into a new situation. I don't believe that I was getting complacent as a program manager, but I was definitely starting to feel like I was not being challenged. It is the challenge that drives me, and if I'm not challenged then I can become somewhat distracted while I look for new challenges.

All of this is background for my latest challenge. I've taken a 4 month detail as the executive assistant to the person in charge of a mission area in the Agency. This one is a real stretch for me because I have so little domain knowledge, and in this detail, domain knowledge is the key to the game. The bottom line is that this is a for-sure challenge for me, and I find myself more energized than I have been for a few months to really work at it.

My goal with this blog has always been to shoot for about 6 posts per month. I fear that I'm going to be missing my target in the coming months because I have been completely consumed with this detail. If the first week is any indication, I'm not planning to eat lunch any more. So, I'm sorry that I may have to curtail some of my writing, but know that I'm having fun, and hopefully I'll have a whole new box of experiences to write about after.

Friday, July 1, 2011

Conflict

One of the best pieces of wisdom I can give away is for you as an individual to know yourself very well. You can't control other people and their actions, but you have complete control over how you react to situations. Conflict happens. People disagree about things all the time. You can't control the actions of the people across the table but you can and must control your own. The first step in this process is to understand your natural reaction.

Years ago I participated in a leadership program that used a product called the Thomas-Kilmann Conflict Mode Instrument. This was a standardized questionnaire similar to the Myers-Briggs and DiSC tools. You go through, answer 20 or so questions and then plot your results. I wasn't surprised by what I found. Results are plotted along 2 axis, Assertiveness on one and Cooperation on the other. People who are not assertive and not cooperative are essentially avoiding conflict. People who are cooperative but not assertive cave in and are essentially accommodating others. People who are both cooperative and assertive are known as collaborators. People who are very assertive and not so good with cooperating are known as competitors because they compete.

This was years ago, but I was strongly in that that Competitor profile. When there would be conflict, I loved that because I would always take the challenge and work to win. It wasn't until I was exposed to this conflict assessment tool and we discussed it that began to understand that my profile wasn't the best. It probably would be the best for a trial lawyer or maybe a stock broker. But my job is to help take a group of people on a journey and to feel good about the destination once we arrive. If all I ever do is compete with people, we may find the finish line, but we won't likely feel very good about the journey. That isn't a complete success.

When I saw my results and took some time to understand them, I decided that Collaborator is where I wanted to be. I wanted to be both assertive (which was no problem for me) AND cooperative. This is where I started using language like, "If we can make everyone a winner, it is worth the effort." I am certain that I have moved the needle on my conflict style. I may not be squarely in the collaborator camp, but I am certain to not be in the competitor one either.

This kind of growth can only occur when you recognize those tendencies in who you are and how you naturally react. Only when you recognize this can you hope to control and change it to be what you want.

Tuesday, June 28, 2011

The Top 25 Vulnerabilities

David Letterman has his nightly top 10 list, and it seems that MITRE now has their top 25 list. I am still digesting the ton of content that came out yesterday from their partnership with Homeland Security, but the Top 25 List of Dangerous Software Errors is pretty good. A lot of our old favorites are there, like SQL Injection and Cross-Site Scripting. But I read about a new one; the use of One Way Hash without Salt.

This list is very approachable, to the super-geek and geek alike. It isn't intended for the non-programmer. You will notice that each of these weaknesses has been assigned an objective score between 0 and 100. They derived those numbers using their new Common Weakness Scoring System. Yes, now there are objective (or nearly so) measures to run your weaknesses through to identify the relative significance from Technical Impact to Access Vector.

Finally there is the Common Weakness Risk Analysis Framework. This framework describes a process by which you run your application code through an analysis tool, I'm assuming like IBM's Ap Scan, and it will regurgitate a bunch of weaknesses. You then take those weaknesses and push them through this risk analysis framework to help you identify which of those weaknesses are the most important to your organization. That helps you to prioritize what you are working on and to address the highest value weaknesses first.

My hat is off to the MITRE team for putting this together. My head is still spinning because it is so much.

Monday, June 27, 2011

Management Plans

I will be the first to admit that I have a very specific method by which I approach a project. I like to do things my way. I'm sure many Project Managers are the same; they have a style that suits them and they use that method when they manage their projects. Mine is likely to be different from other Project Managers, and that is fine. The last time I checked there were many ways to achieve project success. However it is important that the Project Manager takes the time to share his or her approach with the team, and that is where Management Plans come it.

Anyone can read the PMBOK and walk away with a half dozen management plans. They will walk you through Communications Management, to Scope Management, Risk Management, Schedule Management, Cost Management and so on... All of these plans have value and are important in communicating how the project will run. In the case of the Communications Management Plan, I always include an escalation section identifying how decisions will be made when the stakeholders can't reach consensus. This is a good example of how a little bit of planning up-front can help to save a lot of time. It is very easy to write down and commit to this process when a project is just starting up because nobody has any disagreements, and people aren't dug into their factions. Trying to identify how a decision will be made when people are already dug-in to opposing side is much more complicated and difficult.

But you won't find what I consider to be the most important Management Plan in the PMBOK. This plan is critical for me when I am working with new teams of people who aren't familiar with my approach. I am talking about the Requirements Management Plan. This plan provides the model by which the project team goes from a position of having zero knowledge about something to a finished project. For me, this framework begins with Requirements Sessions in which we focus on the baseline business process. We work to diagram it and the key use cases of that process. Then we use this information to begin our discussions of what the benchmark business process should look like. This approach forces us to examine the differences between these two processes. We generate a set of use cases from this benchmark process and those use cases are really important to downstream activities.

The first branch of work from the use cases is to develop the Requirements Specification then the Data Requirements Document. These two products then drive the development of the System Design Document and the Database Specification. The System Design Document and DB Spec are in turn used to generate the System Security Plan and functional software.

The second branch from the use cases is to drive the development of the Unit Test Plan. This is the building block for testing and verification of the functionality. The Unit Test is a part of the Integration Test Plan as well as the Acceptance Test Plan.

Thus as functionality changes over time and the use case changes, it is somewhat easier to mature that change through the documentation when it is clear how each piece if related to the others. By taking the time to document these relationships and how we go from zero to working functionality people who want to understand why they are participating in a requirements session or a design session can see how their work builds momentum to the finished product.

Anyway, for my money, the Requirements Management Plan is the most important and valuable Management Plan in a project.

Friday, June 17, 2011

Organizational Conflict

I could go online and pull a thousand articles about government transparency in about 10 minutes. Everyone talks about transparency but getting to the actual intent is somewhat squishy. I think the best way to describe transparency in government is to say that it is a culture of openness. It is a recognition that "I don't know everything, and if I present other people with an opportunity to review and comment, then, maybe together we don't get something that is perfect, but it is definitely going to be better."

Transparency is like wiki-consensus, getting enough eyeballs on something will eventually get us to a consensus truth that we can all live with.

But the title of this post is Organizational Conflict. When this new transparency-oriented government worker has to interact with the old style brand of government worker, that is where we see friction as an organization. The government is in the process of transitioning from the bureaucratic directive-oriented, "I say an order and you carry it out" style, to the more transparent consensus building one. When these two parts of the organization collide, there is sure to be a conflict.

Personally, there are lots of things that are frustrating about government work, but I do love it. However this one point has continually frustrated me over the years. And please understand that the directive-style is not necessarily perpetuated but people who have been in the government for decades. In fact, a lot of the people I am seeing with this mindset have less than 5 years under their belt.

The thing that is supremely frustrating for me is the fact that I know that their decision-making process is flawed. The problem is that they don't realize that. They don't know what they don't know, and therein lies the problem. I see the bad decisions, and I have to live with those bad decisions, but I feel powerless to fix it. I wish that I could finish this post with the idea that there is some kind of potion, or magic trick that fixes the problem. There isn't. This is an issue of culture.

Wednesday, June 15, 2011

The Program Manager

Yea, my job finally exists. To absolutely no fanfare, except from me, The Office of Personnel Management released a new classification of IT worker, the Program Manager. It is

Work that involves managing one or more major multi-year IT initiatives of such magnitude they must be carried out through multiple related IT projects. The IT Program Manager leads, coordinates, communicates, integrates and is accountable for the overall success of the program, ensuring alignment with critical agency priorities. They are responsible for ensuring the work efforts achieve the outcome specified within the agency’s business strategy, including appropriate strategic, life cycle management and capital IT investment plans. Work includes project selection, prioritization, evaluation and monitoring, cost schedule management, risk management, quality management and resource allocations
This is in support of the 25 point plan from OMB. Here is the announcement and the entire, revised 2210 classification is here.

My opinion is that they are still missing a great deal of of the bleeding over into the acquisition field, but that is a discussion for another day. For now, I'll just be happy that there is now a difference between Project Managers and Program Managers.

Tuesday, June 14, 2011

Xtranormal Follow-up

So a few weeks ago I was excited to try out some new software. I'm still very jazzed for this capability, but it is tempered a bit. I was definitely under the impression that if you are doing real government work that this Software as a Service (SaaS) would be free. It looks like I was wrong about that. No, government people get charged the exact same amount as everyone else. It works out to be:

1,200xp -$10

5,000xp - $25

15,000xp - $50

40,000xp - $100

80,000xp - $150

The only difference between a government user and a regular user seems to be the terms of service, but it isn't that different, hence my enthusiasm is contained.

You spend the points on the characters, the sets and rendering the presentation, and that is each time you render it, so if you need to do re-work, then there is a cost to that. Each movie I would estimate to be between 350 and 550 points. So it isn't a dump truck of money, but if you are trying to do something innovative where there is no budget it becomes difficult. Anyway, my initial goal was to prove my concept. I wanted to take a snippet of content that I had already created and rendered using my Camtasia method and repackage it with Xtranormal. I definitely proved that there is value here. I picked something short and sweet.

Go to the second Case Study (11:57) in Module 4. Now compare that against this one from Xtranormal. It is the exact same content, just delivered in a different way. I am certain that if we used the Camtasia method to develop most of the training or instruction and then came to Xtranormal for thinks like case studies and break-outs it would be a much stronger product overall. Anyway, I hope to work a deal in which I can really get in and develop some cool stuff.

Tuesday, May 31, 2011

Just Make the Check Out To Anonymous

There has been a rash of sites and applications getting hacked lately. From Sony's PlayStation Network to Lockheed Martin to PBS. The group, Anonymous has been linked to several of these incidents. But here is the thing, they aren't trying to get and sell people's credit card information. They are merely working to expose weaknesses and vulnerabilities that some organizations have. By exposing these issues in a very public way they force the organization to get serious about implementing a security program.

I'm not going to go so far and say that they are performing a service or a public good. By targeting a production system they are causing harm. But these organizations can recover, and in my opinion, that is Anonymous's point. They aren't trying to put Sony out of business, they probably love playing on a PlayStation as much as anyone. Their point though is that if Sony is going to operate the PlayStation Network they need to do so in a responsible way.

While Sony, Lockheed Marting and PBS are probably still stinging from the systems that Anonymous brought down, they would have paid big bucks to learn these same lessons in a less public way. In the continuum of hacker ethics, Anonymous is tilted over to the unethical side, but not so far. There are other groups who are working to get data and use that data to do bad things. Anonymous, from my perspective, is only after public embarrassment. It is painful, and nobody wants to live through it, but it is survivable.

Is there a gap in our government? Is Anonymous filling that gap? Maybe. The gap that I'm thinking about is the cop, or maybe a better analogy would be the insurance broker who comes to your store and says, "I see that you are open for business. I'd like to insure your business. Here's the rate per month for your business [really big number], but if you put a lock on that door and secure it when you leave for the night, and get an alarm system and video camera over the cash register I could insure it for this [slightly lower number]."

The problem is, or the gap is that there is no person objectively looking at the risk of online businesses. The Internet has tons of opportunity for people to compete against the giants of the industry on relatively equal footing. But like anything, if you cut corners then sometimes the risk gets you. Could there be some company out there to perform an assessment and tell you what you need to do to harden your defenses? Sure, I'm friends with a lot of those people, but it isn't cheap. Could this be a service from a good insurance company? Yes, that would be the insurance company I would choose. But until the people who comprise Anonymous decide that they want the regular 9-5 lifestyle and lend their considerable skills to the corporate world, we have them as the watchdog of the regular consumer, goading organizations into enacting reasonable security defenses.

Wednesday, May 18, 2011

New FAI Website

The Federal Acquisition Institute Training Application System (FAITAS) website is getting a face-lift and that is a good thing. Don't get me wrong, it wasn't horrible by any stretch of the imagination, or at least much worse is available. The problem is that they really do have a mountain of good content, but it is buried beneath layers of junk. Many of the classes that they offer are free to federal employees. I've taken a few, which is why I'm on their mailing list.

For me, I always had a hard time seeing where FAI stopped and where DAU started. I don't have anything against the DAU content, it's just that some of it was not as relevant to me since I'm not in that space. Anyway, if the FAITAS site is good, I hope that FAI can focus on ACMIS next. The Acquisition Career Management Information System was built just a few years ago, and it is not usable. I don't even bother trying anymore, and my Agency tracks our certifications internally now.

Monday, May 16, 2011

Out and About

There is a great new program at my Agency and I had an opportunity to get in and see it first-hand last week. We call it 'Out and About'. Our version may be new, but it isn't a new concept. The idea is to create situations in which people get to see and experience the good work our programs do for themselves.

I have tried to participate in previous Out and About adventures, but it is really hard to get in to one; everyone wants to go and they fill-up quick. So I consider myself lucky to be one of the six people who went on a visit to see the TEFAP program IRL (in real life). We went to the Capital Area Food Bank in DC. It was a good experience for two reasons:
  1. It was great to see the distribution system as USDA foods come in, and then go out into the communities
  2. It was good to see them in their completely cramped facility. They are packed to the gills in there and moving to a much larger facility in 2012.
Often times people who work in headquarters offices or who perform administrative program support, like IT, become alienated from the good work our programs do every day. TEFAP is a great program that helps countless thousands of people with a little bag of groceries. The portion TEFAP provides is just a small part, but when it is combined with other contributions it helps to provide a meal or two for a family.

For me, the best part of this experience was when the woman from the food bank broke down the budget for a man and his wife living in DC on a $32,000 salary. When she broke out the expenses for rent and gas and everything else it was easy to see how food would be the 1 thing that people will cut back on. We think of $32,000 as a livable wage but when you look at it and build a budget, there simply isn't enough money for everything. This experience taught me how critical our programs are for people who are right there on the edge. If there is an unscheduled expense, like if someone gets sick, then this family is going to go hungry.

Tuesday, May 10, 2011

How to Succeed at Failure

I read a good post by Steve Kelman, How to Succeed at Failure. I'm a little disappointed that he failed to hit on a couple of issues. First, anything that is difficult is likely to have failures along the way. Even more important, anything worthwhile is going to have to overcome those failures. So if you want to do something that is both difficult and value-adding, you have to plan for failures. People get freaked out when I say that. Here is what I mean...

First, you have to have a safety valve, or some formal mechanism that helps you to stop the loss at a certain point. Contracts are a convenient entity in this regard. Your ability, my ability, anyone's ability to plan is limited by the horizon of what they can effectively see. The more variable you introduce, the closer that horizon gets. Plan for what you can accomplish in one year. You can have a longer term strategy and aspirations, but tactically stick to a year or less. Get to the finish line in yearly increments. If you do this, and things start going off course, then at least every year you have an opportunity to recalibrate and implement corrections. Don't lock in to some 5-year behemoth.

When you fail, and realize that you will fail all the time, take time to learn something. I personally beat myself up over failures. Read this blog, almost every topic that I write about, from BVAs to Quality Management to Contract Types are all born out of failures. In those cases, something didn't go as well as I expected it to, so I needed to come up with a new method. The point is, that failures need to be constructive. Make a point out of learning something from them. A failure is an investment, your future actions will decide whether the investment paid off.

Lastly, organizationally, you have to walk a fine line. First, you want to centralize A&R (Accountability and Responsibility) on a single person, but you need to expect that things happen and failures are likely. So you need to foster a learning organization. You want to hold people accountable for certain levels or performance but you don't want to be so harsh that a failure here and there is the end of the world to a person. The point to make from an organizational perspective is that the same person or team won't experience the same cause of a failure.

Monday, May 2, 2011

The Fitness Challenge

Through the end of July my Agency is running a Fitness Challenge. Every two weeks people send in their log of how many minutes and which physical activities you did during that period. Going to the gym before work has been a part of my routine for a while now, but it is interesting to see how long you are working out and what you are doing. In the first two-week cycle I logged more than 7 hours of exercise, and I was a little disappointed in that number. I think that for 2-weeks that needs to be higher. I'm already over 8 hours in just one week in this reporting period.

Anyway, businesses realize that people who exercise regularly are better able to perform their jobs. I feel like I have better focus after working out, and that is with getting up at 4:45 in the morning. While I haven't lost much weight, I have great cardio conditioning and I've lost two inches on my waist, so that's good.

So this past Saturday with a sunny day for the first time in a long time, I was motivated to take the kids trail running. I am always amazed at how much energy they have. We went to a couple parks along the Potomac River and I put my daughter in the lead, setting the pace. You can go to their site to see a map of the place. We ran until we were tired, then we walked, then we ran again. It was a good time, as you can see.

I just looked up how far we went, wups, 8.6 miles. Sophia did great. I asked if any of their muscles hurt the next day. Everyone was great except for allergies. Anyway, everyone should exercise regularly.

Friday, April 29, 2011

Multicultural Day and Bring Your Kid to Work

This has been a really fun week at my Agency. On Wednesday we had our Multicultural Day. Lots of people brought a dish to share, I brought my spicy meatballs which went over well. But this year I made a point of inviting the contractors that support my applications. They are diverse as well, and if we are celebrating diversity, they should be a part of it. I'm really glad I did too because the owner of one of the companies that supports me is from Taiwan. Her team brought pigs feet.

I promise you that if I lived until 100 I never thought that I would eat pigs feet. I tried it and it wasn't bad at all. Another team brought some Korean food, which I thought would be much more spicy than it was. Anyway, a good time was had by all, and my floor won in the food voting contest. I think that is 4 years in a row now. They might as well rename it the OIT food trophy.

The other really great thing this week was Bring Your Child to Work Day yesterday. This is a tough call because I don't want my kids to miss school, especially now when they are focusing on the testing and that stuff. I decided that this would be a good opportunity to take the middle child, you know, the one who never gets to do anything first. Well, he did this first, and he felt very special yesterday. He met with the Administrator of the Agency and several Associate Administrators. I let him use my key card, which amazed him. We went downtown to the USDA building and they had a terrific set-up on the patio. Each Agency was represented and everyone had something unique to offer. I think he really liked the bugs from ARS, and he liked the 5 pounds of fat from my Agency. He loved spinning the wheel and answering questions. It was a lot of fun for both him and me. Then we ate in the cafeteria in the South Building and caught up with a friend who used to work at my Agency and has since moved to the Department. But the thing he liked the most was the tour of the computer room, and within that, was when I mentioned that the floor is raised in case of a flood of water and when a colleague got a suction cup and lifted up a floor panel to show the floor.

It just goes to show you that you can never predict what is going to catch their attention. We both had a great time, and it was so nice to see all the Agencies really putting on a good show.

Tuesday, April 26, 2011

I still get jazzed for new software

I read an article today from FCW in which the software called Xtranormal is available to federal agencies for free. Oh man, I was so excited to read this because, as you know, I've been creating web-based training for years. Remember, I created a whole tutorial on how to build the FDPIR Household Certification Training. I know that I can do some cool stuff with this. I'll let you know when I have something to show you.

Tuesday, April 19, 2011

A Better BVA

A while back I wrote about how to conduct an objective Best Value Analysis. One of my friends quickly caught the flaw in my formula and called me on it. In that example, and in the real case that it was based on, all of the proposals were over the Independent Government Cost Estimate. But it breaks down if one or more proposals are under the IGCE.

I am working on another big round of proposals so it was time to consider this formula once again so that I don't have to try to figure out the process in the middle of proposal review. Thus below i will walk you through my new formula with the goal of making the award of a contract as transparent and fair as possible. But you might have to grab a cup of coffee because it is somewhat tedious.

First, you have to make sure that you are in a BVA type of solicitation. Your solicitation must include the language of "...price and non-price factors..." If you have that language then you are working on a best value award. I would recommend language similar to this in the solicitation:

Award will be made by using price and non-price factors. Those factors will be 70% based on technical merits and 30% based on price.

When we come out of the Technical Evaluation we will have something like this:

  • Company - Technical Score
  • ABC - 90
  • DEF - 85
  • GHI - 80
  • JKL - 75
  • MNO - 72
Then the cost side of the proposal is revealed and we learn how much each of these will cost:
  • Company - Tech - Cost
  • ABC - 90 - $500,000
  • DEF - 85 - $420,000
  • GHI - 80 - $385,000
  • JKL - 75 - $370,000
  • MNO - 72 - $280,000
The next step in the process is to identify the Price Factor score. For our purposes let's say the IGCE is $380,000. As you can see, 2 offerors are below the IGCE, so I have evolved the formula to accommodate. The first part remains the same:

If the proposed cost is higher than the IGCE:
1 ÷ ( Cost ÷ IGCE) = Price Factor

If the proposed cost is lower than the IGCE:
IGCE – Cost = x
IGCE + x = y
1 ÷ ( y ÷ IGCE) = Price Factor

  • Company - Tech - Cost - Price Factor
  • ABC - 90 - $500,000 - 76
  • DEF - 85 - $420,000 - 90
  • GHI - 80 - $385,000 - 99
  • JKL - 75 - $370,000 - 97
  • MNO - 72 - $280,000 - 79
So now let's integrate those Tech Scores and Price Factors to figure out the Composite Score and identify the best value to the government.
  • Company - Formula - Calculations - Composite Score
  • ABC - (90 x .7) + (76 x .3) = (63) + (22.8) = 85.8
  • DEF - (85 x .7) + (90 x .3) = (59.5) + (27) = 86.5
  • GHI - (80 x .7) + (99 x .3) = (56) + (29.7) = 85.7
  • JKL - (75 x .7) + (97 x .3) = (52.5) + (29.1) = 81.6
  • MNO - (72 x .7) + (79 x .3) = (50.4) + (23.7) = 74.1
As you can see, DEF would win in this scenario presenting the Best Value to the government.
What do you think?

Friday, April 15, 2011

Real Use of Prezi

I mentioned a while back that I saw a new presentation application in action and that it was awesome. Since then, I've built my own and delivered it a few times. It is concerning a correspondence management application that I developed. The first time I delivered it was to the all-hands meeting here in IT. Then I delivered it to the new Administrator of the Agency. Finally, last Wednesday I delivered it to the Control Correspondence Officers' quarterly meeting. It was well-received in each of those meetings. See for yourself. You'll miss the soundtrack that goes with it, but use your imagination.

Monday, April 11, 2011

Lessons Learned from the Shut-Down That Wasn't

Late Friday night Congress averted a lapse in appropriations that would have caused most of the federal government to shut down. The run-up to this event required careful planning and preparation. Below (in no particular order) are several items that are important to keep in mind if there is ever going to be another shut-down.

Verify a complete backup of the data for each system that you manage. A lot of times we have a full backup of the data either weekly or monthly depending on the amount of traffic in the system. That full back-up typically occurs on either Saturday night or Sunday night. Because parts may have been closed on Saturday or Sunday, I wanted to make sure that there was a very specific point in time in which I had a complete data back-up and would have fewer differentials to worry about. I asked for a manual backup and that was verified for me.

Next, if the Agency might be closed down for a week or two, be sure to cue up the most important things to work on upon your return. On one project we have a release in the pipeline, and on another we have an iteration. But in addition to all of this, we have a big patch Tuesday coming from Microsoft. I made sure to communicate these things to my development teams. Further on this issue was knowing how long the contractors can work without direct government oversight. Since all of my contracts are Firm Fixed Price and a lot of the development work actually occurs on the contractors' hardware, they can perform some work without me. I had these dates ready.

Update the call-down list. You must know the numbers for the people you are responsible for calling in situations and take the additional step of verifying your numbers with the people who are supposed to call you.

We have to work on our euphemisms a little more. We have one down, we don't use the phase, "laid off", we use "furlough". But we have these other terms that just don't sound good. We have "Non-essential Personnel" and "Excepted Personnel". We all understand the intent of these terms, but they are unfortunate. Nobody wants to be thought of as non-essential or non-excepted. We are all here to do our jobs and because everyone does his or her job the wheels of the government keep spinning. It doesn't matter if you are the lock-smith or the program analyst or a Project Manager. You are a part of the team and your part is just as essential as everyone else's.

Finally, make a plan for what you are going to do if you don't work. I actually had several things I intended to do in the event that we are closed. I just hate to be idle. Anyway, I'm glad we're not closed, because those projects are what weekends were made for.

Thursday, March 24, 2011

Starting to Feel Like a Contractor Again

I don't know if I'm alone in this, but I have to tell you, I feel like a contractor again. I was a good contractor. I worked hard, and for that I was rewarded. I had bonuses, I was given all the training I could swallow, and the company I worked for billed me out at a good rate.

But ultimately, the instability of the life of a contractor wasn't for me. I remember living through the loss of a contract. I landed on another contract with more authority but we would eventually lose that contract about 9 months later. I hated those meetings on Friday when we would all be called together and told that we should not come to work on the following Monday unless we hear from person X. This happened on the last Friday of the month for like 3 months and we kept getting these 1-month extensions.

So I left that world for the stability that a career in federal service could offer. And let me be specific, I don't just enjoy the stability, I like that I am making a difference, and really helping people. But make no mistake, the motivation for me was stability.

I tell this story because I feel like I'm living it again, only this time as a federal employee. On I think Feb. 25 we were looking at the possibility of a government shutdown only to be averted in the last week by another continuing resolution. The next shutdown was scheduled to occur on March 18, only to be averted at the last minute again. Now we have until April 7 to get a budget or shut down again.

It occurred to me that this feels exactly like that time that I was a contractor. I feel like I might be without work, and more importantly income. That is bad when I am the primary breadwinner in the family.

** Update - I have to resubmit my timesheet because the accounting code used to pay my salary is out of funds, which is weird because I didn't get a raise this year, cost of living or otherwise. Just another example of this stalemate over the budget spilling over into other things.

Tuesday, March 22, 2011

Outsource IT

At the Center for the Management of Information Technology (CMIT) at the University of Virginia conference March 11 on the Consumerization of IT and Enterprise Innovation a lot of the discussion in the afternoon session was built upon the foundation of outsourcing as much as possible. I think it was Professor Austin who had the line, something like, 'Document it, Standardize it, Outsource it and Retire it.' Something like that, I'm probably messing up the line, but it was catchy and nobody even bothered to question it.

The quote I do remember was that outsourcing IT will have a positive effect on G & A (general and administrative expenses on a balance sheet).

And that my friends is what I would like to discuss today.

I agree with that statement 100%. If you outsource IT functions you will see (especially for a listed company) an impact on the balance sheet and that will likely translate into an upward shift in the stock price. But there is a problem with that scenario.

Let's outsource something like servers. We'll put everything in the cloud. We won't have to worry about babysitting those servers anymore. In the short-term and mid-term this works out. We don't have to worry about the servers and whoever we outsourced to has an economy of scale and scope and can deliver that service at a lower price than we were paying our own people. But this short and mid-term benefit will likely lead to long-term issues.

The people who performed that work will either leave or transition to other activities. After 5 or 6 years we will have nobody with the skills to effectively monitor the delivery of that service. This exposes a risk in the quality of that service.

Additionally the vendor will presumably know that we don't have people with the technical knowledge to effectively monitor and they will do things to increase their profitability at our expense. Just like the analogy of the frog and a pot of boiling water, the vendor won't drop us (the frog) in a pot of boiling water. Instead they will put us into a pot of water and slowly bring up the heat. We won't know what is happening until we are already cooked. But eventually they will have us.

When I say that they will have us, what I mean is that we will be locked in to that vendor. They have increased the switching costs, or provided us with a type of service that makes it painful to switch to a different vendor or bring that service back in-house. But by this time, bringing it in-house is nearly impossible because we don't have the expertise to even monitor the effectiveness of this service, let alone perform it ourselves.

So yes, I think that outsourcing IT provides a positive effect on near-term G&A but the long-term consequences can be crippling. But some outsourcing is necessary. I'm not just against outsourcing in general. The problem is that organizations need to be strategic in what is outsourced and figure out a way of retaining the expertise needed to effectively monitor and innovate and decide when the situation has changed enough that the question of outsourcing a particular service needs to be reconsidered.