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Emergency contracting has risen to the fore in both interest and importance in the US since September 11, 2001 (9/11). Most recently, the US government's response to Hurricanes Katrina and Rita piqued the interest of both the Executive and Legislative branches of the US government and their respective oversight bodies. This paper briefly reviews the literature of emergency contracting with special focus on the statutory and regulatory framework for emergency contracting, identifies some contracting solutions established by the US government to deal more effectively with emergency contracting, and pinpoints some problems faced by emergency contracting agencies and anomalies of their emergency contracting practices.

The US General Services Administration (GSA) sought to identify innovative and best practices in real property management at the state level, with the intent that sharing these practices may lead to creative new approaches throughout all levels of government. The resulting study focused on four aspects of real property management and identified the following states as exemplars: (1) Acquisition and construction (Maryland, Minnesota, Utah) (2) Operations and maintenance (Michigan, Missouri, Utah) (3) Web‐enabled software (Texas, Washington) (4) Public‐private partnerships (Arizona, Washington) Many of these best practices have resulted in streamlined operations, cost savings, and innovative solutions to complex problems. They offer new ideas for real property management. In order to perform the study, GSA contracted with George Washington (GW) University. The GSA study team included the following members: Marjorie Lomax, Director of the Evaluation and Outreach Division, Andrea Wohlfeld Kuhn, Project Team Leader, and team members Dennis Goldstein, Sheldon Greenberg,Robert Harding, Jonathan Herz and Rebekah Pearson. The GW team was under the direction of Dr Kathryn Newcomer, PhD, Principal Investigator, with Robin Kane and Howard Smith as Research Associates. The following paper is an excerpt of the study. The entire document can be downloaded at http://www.gsa.gov/statesrpbp

This article surveys the literature dealing with theory and applications of life cycle costing (LCC). It deals with the literature published in the last 25 years and provides 667 references.

The purpose of this paper is to outline the organization and governance of the US vaccine and immunization enterprise. It describes the major components of the US system including the various relationships between major federal government entities, stakeholders, and advisory committees that inform government policymaking at various points in the system.

The authors describe the complex interdependent network of partners that engage in a wide range of activities such as disease surveillance, research, vaccine development, regulatory licensure, practice recommendations, financing, service delivery, communications, and post-licensure monitoring.

The US system of governance is highly participatory and focuses on a transparent and open engagement, with input from a wide range of partners to inform decision-making. This collaborative framework allows many inputs to be heard and helps support the US vaccine and immunization system as it evolves to meet the continued public health needs in the USA through the optimal use of safe and effective vaccines.

This is an invited article on the US vaccine and immunization enterprise. The development and availability of vaccines in the USA has had profound impact on mortality and morbidity and public health (Centers for Disease Control and Prevention, 2011). The success of this enterprise is a result of a blended public and private sector system with partnerships at the federal, state, and local levels of government to optimize the use of safe and effective vaccines. Governance structures have been established to support the interaction and decision-making among the federal and non-federal actors toward the common goal of controlling and preventing infectious diseases.

There are many potential measures of performance for evaluating the success of a construction project. All address performance in three key areas: scope, schedule and budget. In a performance measurement framework where senior management wishes to minimise the numberof performance measures it employs, while ensuring maximal coverage or visibility into the programme, having a tool that captures each of the three areas would be ideal. Project managers have used Earned Value Management (EVM) for over 40 years to track actual schedule progress and actual costs against project plans. Earned Value Management has traditionally been applied to individual projects on which the manager is accountable for both schedule and cost variances. This paper proposes methods to apply EVM principles to allow: (1) analysis of portfolios of construction projects; (2) incorporation of the analysis into an innovative pay‐for‐performance human resources practice; and (3) use of regression analysis to develop baseline earned value curves. These extensions fit the needs of many government managers, who oversee a range of projects by multiple contractors, and whose cost risk is primarily due to schedule slips and change orders. Earned Value Management is described in the context of project oversight, and a dashboard system of performance measures is proposed for quickly assessing individual projects and portfolios. A method of generating standardised planned value curves is then specified, based on data from previous and ongoing projects. The paper concludes by showing how the US General Services Administration’s Public Buildings Service is using these methods to analyse and oversee its portfolio of new construction and major repair and alteration projects.

Alternative workplace strategies cost money to implement. There are benefits to these strategies which, up to a point, justify the investment. After that point, however, more aggressive strategies must be justified through offsetting reductions in facilities costs. At the extreme, organisations can actually implement alternative workplace strategies expressly for the purpose of reducing facilities costs and achieving overall infrastructure cost savings in the process. The US General Services Administration developed the Cost per Person Model in 1999 to help customers measure cost according to a more inclusive workplace definition. The spreadsheet tool was designed to track the overall cost per person of providing facilities, information technology and telecommunications services. The model recognises that alternative work environments are part of the overall cost equation. Also, the Cost per Person Model was designed as a tool for assessing the financial impacts of various alternative workplace strategies. In practice, the costs of aggressive alternative workplace strategies can be offset by reduced facilities costs. This paper summarises the professional use of the model over the first four years of its existence, including several actual case applications. The paper also discusses features of the redesigned version of the model introduced in 2003. Finally, the author suggests that organisations can determine optimal levels of alternative workplace strategy applications, and that additional research and case studies using the Cost per Person Model can help form the basis for an understanding of how today’s organisations provide workplace services in a knowledge‐based work environment.

The purpose of this paper is to examine plastic and virtual purchasing card use by US Government agencies, with particular focus on how successful implementation might inform governmental entities of potential improvements in the cost, quality and time associated with the digitization of their procure-to-pay processes. Specifically, the paper will: analyze the evolution of card-based payments by US Government agencies, compare the value stream of plastic and virtual cards to governmental entities, analyze the value of card use as a significant and sustainable contributor to greater governmental efficiency and examine the opportunity in the portability of successful card technology implementation strategy.

The authors examined data published by the US federal government relating to agency budgets and commercial card use and combining it with industry performance metrics, projected potential savings and efficiencies for the government and its agencies.

The US Government acknowledges significant administrative cost savings and cash rebates based on its spending on commercial cards. An analysis of US Government spending indicates that changing patterns of card spending are primarily driven by activities of one agency – the Department of Veterans Affairs (VA). Through the incorporation of advances in card technology, escalation of transaction amounts and leveraging card spending data transparency, the VA has continued to increase its use of and benefit from card technology, while other agencies have languished. By replication of VA strategy, the US Government at large has the potential for billions in card-related savings.

The study implies that a large swathe of governmental agencies, after having adopted new technology (e.g. purchasing cards), are hesitant to use the new technology, a problem that afflicts most implementation efforts. Countermeasures to offset agency resistance to change should be considered and deployed.

Taxpayers demand much of government. The burden of governmental failure to exploit the benefits of innovation (such as card technology) falls on the shoulders of taxpayers. When the government cannot exploit technologies that are commonly used in the private sector, the failure lowers citizen respect for the capability of government employees and the ability of government writ large to solve problems.

Governmental failure to exploit the benefits of technology dispirits the citizenry, yielding a desire for change that may be disproportionate to the problem at hand.

The study combines General Services Administration, US Treasury and market data points to make a unique assessment of the benefits derived through 20 years of governmental commercial card use.

The workplace concept represents the convergence of three disciplines: Facilities management, information technology and human resources. Concepts such as knowledge work and human capital drive the shift in professional focus from ‘place’ to ‘workplace’. The responsibilities of facility managers extend beyond operating issues to the more fundamental goals of providing highperforming and sustainable workplaces. Accordingly, the performance measurement paradigm must also be shifted from measuring facilities to measuring workplaces, using models and measures that recognise the importance and interdependence of facilities, information technology and human resources. This paper discusses initial efforts to measure innovative workplaces, provides an example of an organisation committed to providing its customers with innovative workplaces, and concludes that the measurement of innovative workplaces itself requires innovative and ‘out of the box’ techniques. New measurement paradigms are critical, however, not for ‘proving’ the case for the implementation of these innovative workspace solutions, but for evaluating and comparing evolving workplace approaches already under way.

The paper seeks to examine the presence of coercion in the common use of reverse auctions for industrial procurement and spend management activities, and to illustrate the many problems that arise when purchasing and supply management is viewed by powerful buying organizations as a simple dyadic relationship with sellers.

The paper takes the form of a literature review, and analysis of the meaning of coercion, and supplier survey data.

Reverse auctions, as commonly used, are shown to be fundamentally coercive, with coercion being essential for achieving the outcomes that buyers seek.

Survey responses and findings that can be drawn from them are limited due to the small sample size. Reflects the dyadic nature of buyers' corporate codes of conduct in relation to the day‐to‐day practice of purchasing and supply management.

The existence of coercion indicates that reverse auctions are inconsistent with corporate codes of ethics or codes of conduct with respect to supplier relationships (e.g. fairness, honesty, and integrity). Reverse auctions are also shown to be inconsistent with US federal procurement standards and the Institute of Supply Management's “Principles and standards of ethical supply management conduct”.

The paper brings to the forefront the existence of psychological and economic coercion in the common use of reverse auctions, and discusses how this creates difficult problems for both buyers and sellers. It also presents alternative strategies that managers in buying and selling organizations can use instead of reverse auctions.

Public procurement frameworks in developed and developing countries alike are recognised as being characterised by an unstable tension between the public expectations of transparency and accountability, and of efficiency and effectiveness of resource management. This conformance - performance tension, manifest throughout a complex procurement environment, is further destabilised by conflicting stakeholder interests at the political, business, community and management levels and exacerbated by competing claims between executives, lawyers, technologists and politicians for lead roles in this arena. The application of new technology in this discipline offers a qualified potential to substantially resolve these tensions. However, the application of technology is itself at risk from a lack of understanding about the nature of its impact and the wider political dimensions of professionalism in public procurement.