In April 2020, the U.S. Government Accountability Office
(GAO) Published a report which focused Telecommunications and Call Center
federal contracts. The reason being that agencies spend billions on telecom and
call center work every year. Majority of these services are provided by
contractors, thus prompting the GAO to dig a bit deeper to highlight important
key factors of this industry, such as amount spent and by whom, data security
requirements, and even the use of foreign equipment.
As per the GAO report, The Federal Government obligated over
$30 billion for telecommunications contracts and almost $4 billion for call
center contracts, from fiscal years 2014 through 2018. On average for the
5-year period, telecommunications and call center obligations were a nominal
portion of total federal spending—accounting for 1.2 percent and less than 0.2
percent, respectively. Defense agency obligations accounted for the majority of
federal telecommunications spending to support a range of information
capabilities across the full spectrum of military operations. The Department of
Health and Human Services accounted for the majority of call center obligations
to support customer inquiries about Medicare and the health insurance
marketplace, among other services.
The GAO also found that many agencies are concerned with
security as it pertains to call center and telecom work. Contractors must
follow various requirements to protect the systems and the privacy of personal
data, which includes implementing controls that limit or detect inappropriate
access to data, and not using equipment from certain foreign manufacturers that
could include harmful hardware or software and pose national security risks. In
addition, most contracts also required that work be conducted in the United
States or by U.S. citizens.
In our current global climate, cyber security is paramount.
This means that agencies must take substantial precautions when hiring a
contractor to perform government work. Watch for more strict requirements to be
implemented in the future regarding personnel, equipment, cyber security, and
even procedure.
https://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.png00Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-04-17 11:59:562021-03-23 12:35:58GAO Report: Telecom and Call Center Federal Contracts
Virtually all states and locales have
policies on what are “essential” services during the pandemic. So does the
federal government — basically, healthcare, grocery stores, pharmacies, transportation,
etc. In the case of contracts with federal agencies, Department of Defense
contracts are considered essential, but those federal contracts and others may
not also meet the test of all states and locales for being essential.
Federal guidance on essential services is
general in nature, and Office of Management and Budget guidance to agencies on
essential contract services also lacks specifics. The Department of Homeland
Security’s Cybersecurity and Infrastructure Security Agency (CISA) has provided more detail on essential industries, such as the defense
industrial base, but its guidance is not binding on states.
State guidance on essential services is
varied. What can federal government contractors do to keep open?
Federal contractors should inquire from
their contracting officer (CO) in writing whether certain of their services are
federally essential or not. With a confirming letter from the CO, contractors’
offices and employees with copies of the CO’s letter on hand will be able to
show local officials that they are essential and can remain open, as long as
local officials are reasonable and agreeable.
Facility and work site closures also may
result from the virus. Implied or express government “stop work” orders can
have an effect on contractors. CO “directives” can lead to excusable
and/or compensable delays. The contractor cannot be defaulted by
government-caused delays, and may be entitled to an extended schedule
adjustment and equitable adjustment if the contract costs increase. However, if
an order is not directed toward a particular contract but to the public in
general, that is a sovereign act not entitling a contractor to an equitable
adjustment, only extra time. This ventures into new territory. Preserve
your rights with a notice of change letter to the CO.
Finally, beware of the “lessons learned”
after other crises, such as Hurricane Katrina. At the outset, emergency
government services (food service, equipment, personal protective equipment,
housing, construction, etc.) were scrambled for, but down the road inspectors
general noted contractor billing errors that resulted in the freezing of
payments and false claims issues. Even in emergencies, do not overlook
government billing details and the keeping of records and logs of performance.
Keep that bad ghost of Christmas future away, while doing the real work.
https://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.png00Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-04-10 11:59:272021-03-23 12:41:56Essential Federal Contracts During COVID-19 Pandemic
As the world adjusts standard routines and a large majority
of businesses transition to working from home, we at Sabre88 have done our best
to uphold and incorporate our core values into our new normal. Changing the
setting of business has its challenges, but it appears that it certainly has
its opportunities, as well. This can be a time to strengthen teams, learn new
things, sharpen problem-solving skills, and discover new ways of communicating.
Sabre88’s core values are the following: Teamwork,
Accountability, Communication,
Customer Service, Community Service ,and Technology. As a
company, we have had the opportunity to create new ways of doing things, all
while remaining true to these core values.
Teamwork and communication have played a large role in continuing
to operate successfully as we work from home. This means maintaining regular
hours, creating a morning routine, taking time to meet virtually to maintain a
team environment. It is important to keep communication strong during times of
separation. Equally important is staying connected with team members and
continuing to draw from the strength of our diverse pool of skills.
Accountability comes from keeping these communications
consistent and open. The team relies on each other to perform and must know
that each member is accountable for their work. When a unit operates in a
manner such that each member is accountable to each other, great work can be
done and the result is great customer service and a stronger team.
Customer service is now directly related to our
utilization of technology. Making sure to use a VPN on network you don’t
control ensures the safety of the information that customers and clients expect
to be protected. Technology also drives customer service by allowing quick,
effective collaboration in real-time, allowing for smooth communication and
decision making to solve every potential problem that may arise. The use of
technology also allows for innovation and is presents opportunity for business
development.
Finally, community service is what we are able to engage
in by remaining productive in our homes during this unprecedented time. By
staying home and adhering to the guidelines provided by our leaders, we ensure
that we are serving the community as best we can by helping to flatten the
curve, as it is appropriately put.
We do wish all our customers and clients health and
safety, and we at Sabre88 will continue to prove Precise. Swift. Solutions as
we always have.
The following is a list of tips and best practices for maintaining
productivity:
We’ve heard a lot about COVID-19 (Coronavirus) lately, and the mountain of misinformation that has followed in its wake. We’re struggling to figure out what is fact and what is fiction. But we probably can lend a hand in understanding the impact of the current health emergency on federal contracts.
Accordingly, we offer the
following guidelines to help you prepare for any potential COVID-19 impact on
your federal business (and to give you all something to read while you wait in
line for your hand sanitizer, surgical masks, and latex gloves).
Communicate early. If you
hold contracts that could be impacted by coronavirus, in terms of performance,
schedule, or cost, reach out to your CO sooner rather than later. Among other
things, explore mutually acceptable ways to handle issues relating to the virus,
e.g., employees at Government facilities unable to report to work, shortages of
staff delaying performance, inability to access Government facilities, among
other potential issues that may derive from the impact of the virus.
Provide timely notice. Be
sure to notify your CO promptly, and memorialize it in writing, if you believe
your performance will be impacted by the virus. Make sure your personnel know
to bring such situations to your attention as soon as they know.
Document everything. You should
document any increased costs or delays attributable to the virus, and more
generally, document how the virus impacts your performance.
Consider trying to recover or
offset your increased costs. If you experience increased costs on your
ongoing contracts, consider requesting a contract modification to cover those
costs. If you are a commercial items contractor selling at fixed prices or
rates, consider requesting an Economic Price Adjustment under your contract’s
EPA clause. The standard EPA clause gives a contracting officer discretion to
approve unscheduled increases due to surprising national/international events.
Review your sick-leave policy.
Many contractors, like many companies, give their employees only limited sick
leave. At the same time, having employees attend work because they are out of
sick-leave creates significant risk – whether those workers work at a
Government site or a company site. Contractors should consider how they plan to
handle sick employees who are unwilling to stay home, or employees who need to
stay home to care for a loved one.
Equip your employees to work
remotely. Contractors should consider providing technology that allows
employees to work from home, a laptop with VPN access to your systems, if
remote work is permitted under the applicable contract. If the contract does
not permit remote work – and some federal contracts do not – then consider
reaching out to the CO to discuss modifying the contract. In either case,
communicate with your employees now. Give them an action plan. A simple
reminder to bring their laptop home with them every day (if allowed) could go a
long way.
Consider your cybersecurity
obligations if you have personnel working from home. Remember, your
federal contracts bring with them a number of cybersecurity rules. For example,
your federal contracts may incorporate data security provisions requiring that
sensitive information be maintained on secure systems with specific
protections.
Be prepared for novel customer
requests. Like contractors, federal agencies are struggling to adapt to the
realities of a Corona-fueled purchasing and performance landscape. As federal
agencies contemplate sending their own employees to work at home, they are
going to face a host of questions not contemplated by their current contracts.
Understand GSA’s Cooperative
Purchasing Program. If you are a GSA Schedule contractor, keep in mind that
state, local, territorial, and tribal government are authorized to purchase
through the MAS program when the Government declares a Public Health Emergency.
The Government declared a PHE at the end of January. Accordingly, state, local,
territorial, and tribal governments that previously were not permitted to make
Schedule purchases now may be permitted to make such purchases
through GSA’s Cooperative Purchasing Program.
Look around. Companies are
being proactive. United Airlines just sent an email to its customers outlining
the steps the company is taking to keep them safe and keep them flying. Among
other things, United now is wiping armrests and tray-tables with sanitizing
wipes between flights. As these things become the norm, equivalent steps,
tailored to the given industry, will be expected of other companies as well. No
one wants to be implicated in an outbreak caused by a failure to adhere to
industry “best practices.”
In addition to the foregoing,
federal contractors, like all companies, will be well served by developing a
detailed plan of action. Think through the various ways coronavirus could
impact performance, schedule, and/or cost, and develop a concrete mitigation
plan. The earlier you get started on that, the better off you’ll be down the
road.
Obviously, we’re dealing here
with a “live event,” and the facts continue to change. The steps
outlined above, however, should keep you ahead of the curve at least
contractually. Of course, these are not bible steps a company has to follow.
Every contract, every company is dealing with the pandemic situation
differently and considering their plan of actions.
https://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.png00Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-03-27 11:59:222021-03-30 17:23:45Steps to Follow for Federal Contractors to Continue Working During COVID- 19 Pandemic
In February, the White House released an early look at the
Fiscal Year 2021 budget. This early look is a great indicator for small
business government contracting firms looking to make strategic adjustments. No
surprise, the IT industry gets the lion’s share. The figure? $92 Billion. That
is a 5% increase.
With the Unites States looking to get ahead of the tech
curve in areas like 5G, Cloud Computing, Cyber Security, Artificial
Intelligence and Machine Learning, the monetary requirement plays a huge
factor. Federal civilian agencies would receive a combined %53.4 billion, while
the Defense Department would receive $38.8 billion.
The biggest question for government contracting firms would
easily be, “Where is the money?” Agencies seeing a notable increase in IT-specific
funding are departments of Veterans Affairs (27%), Energy (18%), State (16%)
Health and Human Services (14%), and Education (14%).
On the opposite end, the General Services Administration,
Department of Transportation, and Department of Commerce all saw a decrease in
IT funding.
https://sabre88.com/wp-content/uploads/2020/03/budget.jpg505620Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-03-13 11:59:482021-03-24 13:09:36Early FY 2021 Budget – Where is the Money
The Administrative Conference of the
United States commissioned the report, titled “Government by Algorithm:
Artificial Intelligence in Federal Administrative Agencies,” from researchers
at Stanford and New York Universities. Released in February, it found that 45%
of federal agencies have experimented with AI and related machine learning
tools and that those agencies are already improving operations in myriad ways,
such as monitoring risks to public health and safety and enforcing regulations
on environmental protection. “The growing sophistication of and interest in
artificial intelligence (AI) and machine learning (ML) is among the most
important contextual changes for federal agencies during the past few decades,”
the report stated.
The Department of Justice’s Office of Justice Programs had 12
AI use cases — the most of the responding agencies. The Securities and
Exchange Commission and NASA follow with 10 and 9, respectively. In total, the
researchers documented 157 use cases across 64 agencies after studying 142
federal departments, agencies and subagencies.
More broadly, the top three policy areas where AI is used
were law enforcement, health and financial regulation. In terms of government
tasks, regulatory research, analysis and monitoring clocked in at about 80 use
cases, while enforcement had about 55, and public services and engagement had
about 35. The report also found that agencies were at different stages of AI
and ML use. Fifty-three use cases, or 33%, were fully deployed, whereas roughly
60 were in the planning phase and about 45 were piloting or have partially
deployed. More than half — 53% — of the AI and ML use cases were developed
in-house, while roughly a third were built by commercial contractors and about
13% involved collaboration with non-commercial entities such as an academic
lab.
One agency that uses AI for enforcement is SEC, which has a
suite of algorithmic tools to identify violators of securities laws. For
example, to detect fraud in accounting and financial reporting, the agency
developed the Corporate Issuer Risk Assessment, which has a dashboard of about
200 metrics that can find anomalies in the financial reporting of more than
7,000 corporate issuers of securities. An ML tool identifies filers who might
be engaging in suspicious activities by using historical data to predict
possible misconduct. Two other tools — the Advanced Relational Trading
Enforcement Metrics Investigation System and the Abnormal Trading and Link Analysis
System — look for suspicious trading. ARTEMIS hunts for potential serial
insider trading offenders by using an electronic database of more than 6
billion electronic equities and options trading records to study patterns and
relationships among traders. ATLAS analyzes for first-time offenders.
https://sabre88.com/wp-content/uploads/2020/03/image.png287430Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-03-06 11:59:192021-03-24 14:12:54Artificial Intelligence in Federal Agencies
The West Virginia
Department of Health and Human Resources’ Bureau for Public Health is
continuing to prepare for the spread of COVID-19 — more commonly known as the
coronavirus — as the federal government increases its response to the disease.
There are no reported cases or investigations of coronavirus in West Virginia.
The bureau said Wednesday the immediate health risk is low, but international
outbreaks make it important for officials to prepare.
Gov. Jim Justice ordered the state Department of Health and
Human Resources to monitor the outbreak as well as reach out to local, state
and federal health officials as necessary. “We are working to ensure our health
systems, emergency management agencies, first responders and county health
departments are prepared and have the resources they need to respond to
localized outbreaks in West Virginia communities,” said Dr. Cathy Slemp, state
health officer and bureau commissioner. Officials are developing tools to
prepare and respond to localized outbreaks if needed. The U.S. Centers for
Disease Control and Prevention on Wednesday disclosed a new COVID-19 case in
California which could be the first American case involving the general population.
https://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.png00Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-02-28 11:59:302021-03-24 14:39:20State prepares for Coronavirus: Starting from Federal Government
How do federal agencies know when a new technology is mature
enough or safe enough to implement? Worse than remaining stagnant with
antiquated software can be the disastrous consequences of investing in an
immature new tech. For branches of the military and NASA, these risks are well
known and have been accounted for throughout the last few decades.
With the continuous rapid increase of technology of late,
other federal agencies and program management offices are looking for a
solution to the question, “When is technology safe to implement?” That answer
has been provided by the Government Accountability Office (GAO) with the
release of their “Technology Readiness Assessment (TRA) Guide,” and more
recently by the Air Force Research Laboratory who developed a “Technology
Readiness Level (TRL) Calculator.”
Using the guide provided by GAO, agencies can generate a
report that can help decision makers decide whether or not a prescribed TRL
goal has been achieved, or highlight areas of potential risk. These methods may
prove to be critical for the success of future projects and missions. They may
also prove critical for those government contractors looking to provide tech
solutions to federal agencies.
Implications for Small Businesses
It would behoove small business government contracting firms
to understand this process which is becoming more commonplace in a
better-connected federal marketplace. Previously, cyber-security certifications
had been discussed as potential barriers-to-entry for small businesses looking
to compete in government contracting, but now the ability for agencies to
utilize these new methods of evaluation for technical solutions may prove to be
an additional hurdle.
The moral of the story is that the landscape is always
changing. To remain competitive, small business contractors have to play to
their strengths and use the responsiveness enjoyed by small organizations to
get out in front of the growing technical hurdles that are so frequently
materializing. Knowledge is power, so small businesses should strive to stay
in-the-know and leverage that to win contracts.
https://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.png00Nakira Whiteheadhttps://sabre88.com/wp-content/uploads/2020/07/sabre88_bc_logo_trans-Copy.pngNakira Whitehead2020-02-21 11:59:422021-03-24 14:40:52Federal IT Assessments: Small Business Concerns
Private employers
with federal contracts will soon be prohibited from requesting criminal history
information from candidates at the onset of the hiring process; instead, they
will have to wait until after an offer is made.
The Fair Chance to Compete for
Jobs Act of 2019 (Act) was discreetly tucked into the Defense Spending Bill
approved on December 20, 2019. The Act is part of a growing national trend of
“Ban the Box” laws, referring to the question on job applications asking
whether a candidate has been convicted of a crime. Ban the Box laws largely
have bipartisan support and, according to the National Employment Law Project,
have been approved in 35 states and more than 150 cities across the United
States.
As of March 31, 2017, the U.S.
Office of Personnel Management already required most federal agencies to wait
until the conditional offer stage of the hiring process to request criminal
history information from a job candidate. The Act supersedes this regulation
and applies the prohibition to both the federal government and now certain
private employers.
Specifically, the Act prohibits
private employers that contract with the federal government from requesting
criminal history information, including arrests and convictions, from
candidates for positions within the scope of the federal contracts until
after the conditional offer stage.
A “conditional offer” means an
offer that is conditioned upon the results of a criminal history inquiry. The
Act does not entirely prevent federal contractors from seeking criminal history
information, nor does it impose specific standards or requirements on how the
employer uses that information. It only delays the inquiry timing
until after a conditional offer has been made.
The Act is crafted so that it
only applies to prime contractors and to those employees performing work for
the federal government on a federal contract. The language is specifically
limited to those who “submit a bid for a contract” and those “receiving
a Federal Contract and receiving payments” from the federal government
on those contracts.
The Act is intended to be
consistent with and not supersede or restrict the application of Title VII of
the Civil Rights Act of 1964, which prohibits employment discrimination based
on race, color, religion, sex and national origin, or other relevant federal
civil rights laws. Penalties for violating the Act range from a written warning
for the first violation up to suspending payment under the federal contract for
subsequent violations.
Critical to the Act, and to most
of the state and local Ban the Box laws, is that it includes exceptions to the
law. This particular Act does not apply to positions involving access to
classified information, law enforcement, or national security positions. Within
16 months of the enactment of the Act, the Administrator of General Services,
in consultation with the Secretary of Defense, must issue regulations
identifying additional positions to which the prohibitions do not apply, giving
consideration to positions involving interactions with minors, access to
sensitive information, or managing financial transactions.
The decision to prohibit
inquiries into criminal histories at any early stage of the hiring process is
intended to help qualified workers with arrest or conviction records compete
fairly for employment in federal agencies and with federal contractors. A study
in 2019 conducted by Daniel Shoag of Case Western University and Stan Veuger of
the American Enterprise Institute found the policy of banning criminal history
questions increased employment by 4% in the nation’s most criminalized
neighborhoods (i.e., neighborhoods with the highest concentrations
of people with records).
The Defense Spending Bill
included two other laws which affect the federal government and its employees.
The Defense Spending Bill included a 3.1% average federal pay raise increase
for federal employees and a paid parental leave program for all federal
workers. The program allows federal employees up to 12 weeks of paid time off
for the birth, adoption, or foster care of a new child. The paid parental
program will begin in October 2020.
The federal government joins
several states including California, New Jersey, and New York, which already offer
paid parental or sick leave. The Family and Medical Leave Act requires
employers with 50 or more employees to offer employees up to 12 weeks of unpaid
leave to attend to their own or close family member’s serious health condition
or for the birth or adoption of a child, among other things. The Defense
Spending Bill’s paid parental leave program only covers leave for the care of a
new baby after birth, adoption, or the start of foster care; it does not cover
care for a sick relative or oneself.
The Act does not take effect
until December 2021, two years from the date of enactment. Nonetheless,
employers that contract with the federal government should consider revising
their employment applications now to remove questions regarding a candidate’s
criminal history. Federal contractors should also begin training management to
not ask this question prior to a conditional offer of employment being made.
For all other employers, check your state and/or local laws to see whether a
Ban the Box law has been passed.
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“Coming together is a
beginning, staying together is progress and working together is success.” –
Henry Ford
There may be no “I” in team, but
being part of a team can help you grow. “By sharing information and essentially
cross training each other, each individual member of the team can flourish,”
says John Murphy, a specialist in business transformation and author of Pulling
Together: 10 Rules for High-Performance Teamwork. You might discover new
concepts from colleagues with different experiences. You can also learn from
someone else’s mistakes.
Teamwork is the combined action of a group of
people, especially when effective and efficient. At Sabre88 we strive to uphold
a company culture of teamwork, selflessness and cooperation. Our back office
hosts a modern open office layout, which is being adopted by many large
companies in hopes of improving their teamwork. For us at the back office it allows
for fluid communication and a friendly, open atmosphere. The practice of
prioritizing teamwork resonates not just through the back office. Paul McVeigh,
a member of the Sabre88 back office resonates this as he speaks on our office
community.
“Our office community is a team. We are a
collection of individuals who come together to achieve goals that help the
business grow and thrive. To do this, we communicate effectively and
efficiently through multiple avenues, making sure to keep everyone in the loop.
Both professional and casual communication is encouraged, and this helps build
relationships and ultimately strengthens the team. Our “Morning Huddle” is a
great example of using communication to forge interpersonal bonds, as we take
time each morning to discuss a topic brought by a different team member each
day”.
Teamwork is a core value of Sabre88
because of the inherent understanding that strong teamwork raises productivity
and happiness. There are many benefits to teamwork, for one, teamwork lowers
stress and increases creativity, according to 61% of an interviewed population.
When people with different perspectives come together in group brainstorms,
innovative ideas rise to the surface with one caveat. Research shows this can
only happen when communication within the team is open and collaborative. Sabre88
believes in establishing training and development support mechanisms that will
enable the organization to succeed. Consequently, this means the implementation
of innovative training measures that expand the knowledge base of all personnel
that can address potential weaknesses, develop consistent performance metrics
and create overall employee satisfaction.
When asked about
Sabre88’s training methods Paul said, “I appreciate Sabre88’s training
initiative. I rather enjoy the online trainings which are educational,
interactive and mostly fun. They also offer certificates upon completion that
can be kept and shown off! Personally, I enjoy going over opportunity scoring
methods with my coworkers. We do it in such a way that we are consistently
sharpening each other’s skills, helping the effectiveness of the team grow each
meeting”. We can all find times within our daily regime at Sabre88 that we rely
on the help of others, finding new methods to operate more successfully aligns
with our core values and team mentality.
“Talent wins games, but teamwork and intelligence win
championships.” – Michael Jordan
“Each individual has unique gifts, and talents and skills,”
says Murphy, “When we bring them to the table and share them for a common
purpose, it can give companies a real competitive advantage”. The consulting
firm McKinsey & Company backs this up in a recent study. It found teams
made up of members from diverse backgrounds are more creative and perform
better by up to 35 percent, compared to more homogeneous teams. Research from
Tufts University suggests that just being exposed to diversity can shift the
way you think. A study on a diverse mock jury found that interacting with
individuals who are different forces people to be more open minded, and to
expect that reaching consensus will take effort.
With teamwork the dream is actualized as everyone needs to motivate themselves. At Sabre88 we have a culture of self-motivation, where each individual is encouraged to grow and develop in their own fashion.
