C² Technologies, Inc. OPM TMA Services

Human Capital Solutions

Centers for Medicare & Medicaid Services (CMS)¬ —Workforce Planning Phase II View Demo >>	Project Summary: C² supported CMS in a major, multi-year Workforce Planning project. We collected information from job performers across the entire organization and developed work role descriptions based on mission-related competencies. In this process, C² analysts: Collected data from nearly 3,000 employees with a web-based questionnaire Identified future workforce needs Identified and codified 197 work roles with specific competencies Identified Core Competencies required of most CMS employees Created data-driven Knowledge and Skills Inventory (KSI) and work role analysis Related all competencies to the Agency’s strategic plan Clarified strategic, enterprise-wide functions Applied industry best practices

NGA—Work Role Updates View Demo >>	Project Summary: C² updated all work role descriptions within NGA. These updates accounted for current and future work requirements, to ensure that NGA’s roles and responsibilities are aligned with the strategic objectives of the Agency. To complete the update, C² analysts: Conducted focus groups to describe current work assignments sufficiently and accurately Developed Excel-based surveys to collect ratings on competency requirements for each work role Analyzed data to verify competency make-up of each work role Systematically reviewed and updated education requirements for each work role Revised work role descriptions based on analyses and education review

United States Capitol Police—Compensation Analysis View Demo >>	Project Summary: The United States Capitol Police (USCP) tasked C²/Hay to assess the current pay disparity within the unified schedule of basic rates of pay among the rank and steps of the USCP sworn officers, and to recommend a new USCP pay structure designed to provide a greater degree of uniformity. Our team performed the following tasks within a four-month period: Assessed the current pay structure within the unified schedule of basic rates of pay among the rank and steps of the USCP sworn officers Recommended a new USCP salary structure designed to provide a greater degree of uniformity for the sworn officer population Determined the budgetary impact of the new structure and developed a detailed plan for its implementation Recommendations to implement changes to the existing USCP salary structure were provided in a formal report format as well in a live presentation to the USCP leadership.

Competency Modeling and Assessment View Demo >>	Project Summary: Coming soon

o Analyzing Staffing Needs View Demo >>	Project Summary: Coming soon

Program Evaluation View Demo >>	Project Summary: Coming soon

Strategic Planning View Demo >>	Project Summary: Coming soon

Organizational Transformation View Demo >>	Project Summary: Coming soon

Performance Management - ECBC—HR Interventions to Improve Performance View Demo >>	Project Summary: Following the President’s Strategic Human Capital Initiative, interventions were needed to help Edgewood Chemical Biological Center (ECBC) achieve its vision of being the source of choice for chemical and biological (CB) defense research, development, and acquisition support. Initially, the C² Team conducted interviews with all ECBC top leadership to understand ECBC and Directorate strategy and structure, determine human capital issues and leader development needs, understand other leader development initiatives, and determine any constraints on the process. We combined interview results with a best-practices review of existing programs. Based on this information, we developed a new leadership development program which included the following elements: Executive team workshop for the Technical Director, Deputy, and Directorate heads Senior team leader development program for all the senior team leaders in ECBC Team leader development programfor all team leaders, managers, and supervisors in ECBC Following the executive team session, the Technical Director asked the C² Team to conduct a top-team engagement. During five sessions, we focused on helping ECBC create a high-performing top leadership team. This involved refocusing the top leadership team to be a decision-making body rather than an information-sharing group, and to develop a strategic, forward-looking focus on customers, markets, and competitors. Our top-team sessions helped the ECBC leaders recognize the “corporate viewpoint” necessary to translate their organization strategy into performance results.After the meetings that we facilitated, the executive team continued to meet to focus on ECBC issues. In addition, the leaders were more aware of their leadership styles and were taking steps to maximize their personal effectiveness.

Recruitment View Demo >>	Project Summary: Coming soon

Business Process Reengineering View Demo >>	Project Summary: Coming soon

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