Strategic Plan Review

ORGANIZATIONAL EFFECTIVENESS

Staff and Contracting Diversity

We have begun evaluating our comprehensive program needs -- e.g. full-time equivalent (FTE) positions vs. contractual help – to manage and mitigate against rising human capital costs. In this regard, we have under taken an intentional approach to maximizing existing human resources by improving our cross- functional capabilities, increasing cross-team collaboration, focusing on creating opportunities for on-the- job professional growth opportunities, and refining our performance measurement approaches. When needs for outsourcing do arise, we continually seek opportunities to further develop MWBE inclusion through our procurement procedures. ( Slide 3 ) shows the total amount of procurement contracts in 2016 of $6.1 million. Of this amount, approximately $2.9 million, or 46% of the total procurement dollars expended in 2016, was competitively bid out for these services in that year (2016). This is due to the fact that a number of these contracts span multiple years and thus were not competitively bid within the year, but rather the contracts were extended or renewed for an additional year. ( Slide 4 ) Therefore, of the contracting opportunities that were competitively bid in 2016, the EAA awarded 32.8% of these dollars to MWBE vendors. Examining the data within a micro context rather than macro helps us to better track progress in this area from year to year and to more directly target areas for improvement.

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