Top 100 Defense Contractor - Re-Compete Assistance Program

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Case Study

QUICK FACTS

Client

Incumbent prime contractor in support of a mission critical DOD program

Project

Recompete Program

Issues

  • Reduced rates of 30% or more
  • Increased required technical certifications
  • Inevitable large amount of resulting attrition
  • Shift in strategy to LPTA (Low Price Technically Acceptable)
  • High visibility project with high accountability

Whitridge Solution

  • Identify with the client, key risks, gaps and priorities
  • Identifying strategic hires and forecasted fall off
  • Time sensitive locations were identified
  • Onboarding of niche talent
  • Built agressive recruiting campaign
  • Utilized veteran reach out program
  • Overall onboarding program

Key Benefits

  • Time sensitive onboarding of niche talent with specific certifications and skills
  • Ability to work within difficult rate constraints and disparate locations
  • Outpaced competition in acquiring and onboarding of consultants
  • Successfully stayed ahead of  the attrition curve

Client Situation

The client Whitridge Government Solutions supported in this case was working as an incumbent prime contractor in support of a mission critical DOD program that was up for re-compete. The program was highly competitive and demanded a cost sensitive pricing strategy. The existing incumbent team of approximately 250 consultants was enjoying rates and salaries well outside of scope. While the RFP demand for skill level and additional technical certifications went up, the demand for a winning low price strategy was driving existing rates down by approximately 30%.

Faced with an imminent need to upgrade individual technology skills and certifications while lowering pay scales, the incumbent team was at risk and the demand for new talent was great. Anticipated workforce attrition due to lack of qualification was approximately 25%, and another 25% to rate reduction attrition.

 

Issues

  • Reduced rates of 30% or more
  • Increased required technical certifications
  • Inevitable large amount of resulting attrition
  • Shift in strategy to LPTA (Low Price Technically Acceptable)
  • High visibility project with high accountability

 

Our Solution

Our initial energy was focused on a situational assessment. In understanding, the challenges of this scenario, we were able to identify with the client, key risks, gaps and priorities. A most likely scenario was developed identifying strategic hires and forecasted fall off. Time sensitive locations were identified as well as the need for the onboarding of niche talent with specific technical certifications and skill levels.

First, the Whitridge Government Solutions team activated our consultants that were pre-screened, vetted and ready-to-work on a project of this nature. Our aggressive recruiting campaign enabled us to quickly augment the client’s workforce. Utilizing our veteran outreach program, we were able to deliver this talented workforce to the forefront.

Hand-in-hand with the client onboarding requirements were defined as well as skill and certification qualifications to expedite the hiring process.

Working with our onboarded consultants, we were quickly able to provide boots on the ground information in order to educate the client on needs and issues that they were unaware of within their own organization that they needed to address.


Key Benefits

The overall program has been declared a success. Our subject matter expertise, understanding of the federal sector, and the client’s specific challenges were leveraged to meet their desired outcome. Utilizing a combination of our existing IT services team, an aggressive recruiting campaign and veteran hiring program, we successfully delivered across program needs and exceeded client expectations.  

  • Time sensitive onboarding of niche talent with specific certifications and skills
  • Ability to work within difficult rate constraints and disparate locations
  • Outpaced competition in acquiring and onboarding of consultants
  • Successfully stayed ahead of  the attrition curve

Program Support Example
Infrastructure Support

  • Provide Tier II trouble call support for both hardware and COTS/GOTS software via telephone, remote access, electronic mail, or on-site.
  • Coordinate and/or implement Information Assurance Vulnerability Alerts (IAVA), Bulletins (IAVB), Technical Advisories (IAVT), and Communications Tasking Order (CTO) mandates on ships.
  • Install and upgrade existing shipboard and shore-based computer, command, control, and communication systems as necessary to ensure adherence to the current configuration standards.

NOC Support:

  • Information Assurance/Vulnerability Management System
  • Non-secure Internet Protocol Router Net (NIPRNET) and Secure Internet Protocol Router Net (SIPRNET)
  • Wide-Band Satellite Communications Management Support including Bandwidth Efficient Satellite Transport (BEST) (INMARSAT-leased System) and upcoming Next Generation Wideband (NGW) Satellite system
  • Communication Security (COMSEC) Material Equipment

Network Administration

  • Provide twenty-four hour, seven days per week (24/7) operations and administration support for all of MSC ANOC's network servers.
  • Monitor and implement all software programming, database updates, and user related profiling ensuring secure, complete, and accurate processing of message transfers.
  • Provide network management of all ANOC-supported Local Area, Wide Area and Dial-in Networks (classified and unclassified).

 

About Whitridge Associates

Whitridge Associates provides expert talent to a diverse group of technology companies, defense contractors, financial services companies, and healthcare providers throughout the country. With a history of over 22 years of unparalleled service to both our clients and consultants, Whitridge is one of the most highly regarded talent acquisition firms in Greater Boston.

 

Think Whitridge. Think Success.

  • Date Published: 04/30/2014
  • Categories: Defense Contractor
  • Client: Defense Contractor

CONTACT INFO

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