Washington Capital ICEAA Chapter Luncheon July 27,

Transcript:Washington Capital ICEAA Chapter Luncheon July 27,:
Washington Capital ICEAA Chapter Luncheon July 27, 2016 Training Cost Analysts A Cohesive Pedagogical Framework for Success Kammy Mann Herren Associates The purpose of this effort was to identify: the current state of the Cost Analyst training program, the best practices in the industry, and training gaps. Understand Assess Recommendation Combine information to produce a proposed pedagogical framework & recommendations Training Available Best Practices (Industry and Research) Gaps in Training Required Skills 2 How do you Learn Cost Analysis? 3 ICEAA Member Survey, 2013 Current State/Challenges 4 Cost Analysis is not an easy profession! Training employees cost time, money and materials There are currently no common or consistent training requirements for cost analysts Mistrust between the “cost shop” and the rest of the organization “Weather Man” analogy Importance of Training 5 Training employees costs time, money, and materials Research has shown that not training employees leads to discontentment and turn over Time and Money can be lost when untrained workers make mistakes, re-work occurs, and inadequate products are delivered Challenges Cost Estimators Typically Face 6 GAO Cost Estimating and Assessment Guide, 2009 Academic Literature Review 7 Research was taken from the field of Engineering Education Students learn by doing design/hands-on activities vs. traditional lectures (“Sage on the Stage”) Problem/Project based learning shows higher knowledge retention rates Constructivism – knowledge is learned through experience Continuous feedback and assessment, tailor to individual student’s learning style Cooperative/cross-functional team learning is integral to prepare students for the work force Pedagogical Frameworks 8 A Pedagogical Framework is a structured method for teaching that guides the instructor in a systematic way to instruct the students. Bloom’s Taxonomy Understanding by Design Step 1: Identify Desired Results Step 2: Determine Acceptable Evidence Step 3: Plan learning experience and instruction An understanding of what drives effective training is knowledge of positions, anticipated schedule, and data availability Essential Question: Does current training meet training needs? Survey Feedback What we did: Conducted a Survey of ICEAA members Purpose: Provide quantitative story on training drivers Themes: On the job mentoring most profitable Computer Science/math and Statistics desired further training Recurring drivers stem from lack of on the job mentoring Training Analysis What we did: Reviewed CEBoK, DAU, CCEA and contractor training programs Purpose: Identify available training and certification programs Tie the qualitative story to quantifiable events Themes: Continuing education lacking Training to become future leaders/mentors lacking Best Practices Analysis What we did: