Welcome to January, when new change initiatives are rolling into effect or being launched to secure the year’s targeted organizational goals. For the CW program, those changes may include implementing enhanced program technologies and complying with changes in statutory expenses and/or service pricing changes; or engaging new staffing partners in the program’s supply chain. Other […]
Ranking staffing partner performance can create a competitive advantage and culture that directly supports an organization’s leverage and access to high level CW talent. Some contingent workforce programs have the tools to execute a respected supplier performance ranking process, while others can only speculate who their best performers might be at any given time. Ranking, however, can […]
Tenure policies have a legitimate role in the ongoing management of contingent workforce (CW) talent. That role can range from setting a point in time that engagement managers need to review the use of a specific CW talent in their business operations, to ensuring the satisfaction of the “long-term or multiple project” contingent worker talent.
When it […]
In Staffing Industry Analysts’ Certified Contingent Workforce Professional (CCWP) classes, certification candidates take part in a “myth and reality” activity around various co-employment mitigation and industry practices. One of those practices is using engagement tenure as a mitigation bulwark to guard against co-employment risks. At this week’s CCWP class in Las Vegas, the industry practice […]
The end of the calendar year is a good time to reflect on your program: successful program launches, solid service performances, and enhanced capabilities. Auditing supply chain partner engagement requirements, though, is usually not high on the priority list — but it should be. Certain requirements are fundamental to a program’s capability to operate securely.
Most are […]
When successful contingent workforce (CW) management programs grow beyond their initial borders, understanding risk issues like “de facto employment” is as critical as understanding the language differences and business cultures of the new global markets you are expanding into. Without that knowledge, expansion success is going to be hard to achieve.
But what does de facto […]
Staffing Industry Analysts’ Certified Contingent Workforce Professional program regularly discusses the importance of understanding the difference between program performance and program maturity (capability). Performance is optimizing the service value being delivered and maturity is the structure leveraged to deliver that value.
One way to think about the concept is to consider the difference between health and […]
When conducting a Program Maturity Assessment for our CWS Council members, one of the key questions we ask is whether the program is governed by a “mandatory” sanctioned authority. Obviously, executing program management is much more reasonable when engagement managers are required to source contingent worker (CW) resources through the established program office, tool, processes […]
At Staffing Industry Analysts’ Contingent Workforce Strategy Summit last year, a frustrated attendee asked a panel of industry experts: “Why doesn’t the government just change or clarify the laws on co-employment?”
The simple answer is no specific law defines co-employment to begin with. Instead, there are a number of court cases and departmental government regulations that […]
Recently, we have been writing about the need to create sustainable competitiveness in your contingent workforce (CW) management program, focusing beyond the core program missions of cost management and compliance mitigation to streamlining policies and processes so stakeholders can cost effectively and efficiently participate in the program. Taking this review of program competitive fitness further, […]
While contingent workforce programs’ appetite is increasing for alternative VMS pricing models, fee as a percentage of spend remains dominant.