*This is the second in a series of guest blogposts by Elaine Morris Roberts. Over the next several weeks, she will be going into detail on each of the most common barriers to building and maintaining a successful extended workforce program.
In our recent blog post about the four common barriers to extended workforce management progress, we began the discussion by asking why it can be so difficult for companies to get started. They know they’re missing out on top-quality talent and likely paying too much for the contingent and SOW workers they hire.
We know they usually have little to no visibility into their contingent workforce portfolios, and perhaps more importantly, the work contexts they need to hire for. For an expert take on gaining visibility into program management, I spoke with Sarah Kushiol, Brightfield’s Chief Sales Officer.
“When we begin the process of program management with our Extended Workforce Intelligence Platform, we usually begin by implementing our TDX Program Management module,” she said. This gives companies a unified, clear way to gain total visibility into their mix of spend, where that spend is going, and what work is being done. And no matter how quickly work changes, TDX Platform Management allows users to keep up.
Managing programs Brightfield’s way allows users to truly understand their labor and services categories by using the most up-to-date data available on the market. The data provides continuous alignment of jobs and taxonomies while benchmarking program performance and measuring supply chain health. Putting the intelligence at the front of the process helps guide buyers to make the right hiring decisions, without the worry of second guessing.
Within the Program Management module, there are features that automate much of the work traditionally completed manually and without objective data insights. Brightfield’s process is unique because it benchmarks based on work, not job title. Companies gain visibility into the performance and costs of the contents of work or the job or services description, then benchmark based on the attributes and skills needed to complete a specific job.
“Our Job Taxonomy Optimizer goes beyond the job title to encompass every aspect of the job definitions and the work to be done. It reads and analyzes job templates, mapping them to the correct classifications – title and level – based on skills. Then, it makes recommendations about how to consolidate work and secure the best talent,” she said.
The information can be based on the job, job role, the supplier, or the overall program and provide data around quality, efficiency, cost, and risk perspectives, then determine how a program is performing against the market.
Another function within the Program Management module is the TDX Rate Card Optimizer, which reads and analyzes any rate card against current assignment rates, existing rate card rates, and the market. Depending on individual client objectives and the current state of the market, the data will recommend what the rate card should be.
To bring the benefits into greater focus, Sarah offered a recent client experience:
A large financial and banking institution had dated job role taxonomy and rate cards, including offshore rate cards that were not managed. The client needed to analyze and classify their contingent job role taxonomy, including using the right job title and job levels based on descriptions and skills. Those new taxonomies were then aligned with the updated, data-based rate card.
By implementing the TDX Program Management solution, Brightfield helped analyze all contingent job roles across title, description, and level, then classify each to the right title and level. Using the Taxonomy Optimizer feature, Sarah and her team were able to clean up the client’s job taxonomy, eliminating or consolidating job titles and adding or updating where new skills had evolved.
The TDX rate benchmark feature aligned rates to the new taxonomy, which now allows the client to update and refine rate cards every quarter.
Some of the specific gains:
- Refreshed rate cards were based on data-driven market benchmarks for job title, level and location, which improved the quality of candidates and work output.
- Automation of taxonomy and rate card assessment improved efficiency and provided program managers more time for strategic contingent workforce planning to meet business goals.
- TDX recommendations on consolidating job taxonomy, improving role classification, and rate competitiveness lessened risk.
- More than $2 million in hard-dollar cost savings out of the $18 million in identified savings were realized in only 12 months.
Our next post will show you how the TDX Program Manager module meshes seamlessly into the TDX Rate and Risk Management module, which addresses the next barrier to progress -- gaining control over suppliers and costs.
*Elain Morris Roberts is a seasoned freelance editor, writer, and communications expert who written extensively for Spend Matters on extended workforce topics ranging from DEI to technology best practices.