Insights

In the most recent governmentwide Federal Employee Viewpoint Survey, federal employees rated their immediate supervisors at 81% positive. They rated their senior leaders at 63%. Eighteen points separate the person who approves their leave from the people who set their agency’s direction (OPM, 2024 FEVS Governmentwide Management Report, p. 6). That gap is one of […]

Federal agencies face a unique constellation of challenges when implementing organizational change. Unlike private sector organizations that can pivot quickly in response to market conditions, government agencies operate within rigid statutory frameworks, undergo congressional scrutiny, manage geographically dispersed workforces, and must maintain continuity of critical public services—all while implementing transformational change. Whether it’s a workforce

The argument about measurement is over For most of the last two decades, whether to measure leadership development was an agency preference. Program managers who wanted evaluation data built the capability. Those who did not, did not. Nothing in the framework governing Senior Executive Service Candidate Development Programs (SESCDPs) forced the question beyond the general

The requirement tightened exactly as the comparison came apart Two things happened to federal training evaluation in 2026, and they pull in opposite directions. The first tightened the requirement. On June 25, 2026, OPM published a final rule overhauling Senior Executive Service Candidate Development Programs, effective July 27, 2026. It rewrote 5 CFR 412.303 to

The governmentwide federal employee survey was cancelled, then decentralized, then cut nearly in half. Here is what that means for federal workforce management — and why it matters beyond government. What changed, and when For more than two decades, the Federal Employee Viewpoint Survey (FEVS) served as the primary instrument for measuring workforce engagement, satisfaction,

What Makes SDVOSB Sole Source Awards Different Most federal contract awards go through some form of competition. But sole source awards — where the contracting officer selects a single vendor without soliciting offers from others — are authorized under specific circumstances. For service-disabled veteran-owned small businesses (SDVOSBs), the rules create a legitimate and valuable acquisition

Section 508 training compliance is a legal requirement, a procurement standard, and — when taken seriously — a quality indicator for the learning experience itself. The Rehabilitation Act’s Section 508 requires federal agencies to ensure that electronic and information technology, including training content, is accessible to people with disabilities. For eLearning, this means conforming to

Leadership development in the federal government is not the same as leadership development in the private sector. That distinction sounds obvious, but it is routinely ignored when agencies issue RFQs that read as if they were written for a corporate HR department. A federal leadership development contractor who lacks deep government context will deliver generic

Federal agencies spend millions each year on workforce training, leadership development, and organizational consulting — but the path from need to contract award can be slow and complicated. GSA MAS training services exist precisely to eliminate that friction. The GSA Multiple Award Schedule (MAS) is a long-term governmentwide contract vehicle that gives agencies a direct,