Earned Value: Fun with Numbers or Real Management Data?

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HA_Blog-Earned Value

What Are Earned Value Basics?

We used a quick quiz with some helpful links to give you an opportunity to test your basic understanding of an EVM graph from a real EVMS Program.  We go into detail about each concept displayed in the graph and our overall analysis of the project based shown in the graph.

Earned Value: Fun with Numbers or Real Management Data? Part 1

In Part 1 we reviewed where you could find more information about EVM Implementation and Basic Concepts of Earned Value on our site.  We also included a review quiz.

  1. EVM Implementations
  2. EVM Graph Quiz Testing Basic Earned Value Terms

Earned Value: Fun with Numbers or Real Management Data – Answers (part 2)

In Part 2 we provided the answers to the EVM Quiz and provided detailed definitions and descriptions for each of the quiz terms.

  1. EVM Quiz Answers
  2. Management Reserve
  3. Schedule Variance
  4. Budget At Completion
  5. Contract Budget Base/Contract Target Cost
  6. Budgeted Cost for Work Scheduled
  7. Schedule Slip
  8. Variance At Completion
  9. Estimate At Completion
  10. Actual Cost of Work Performed
  11. Estimate To Complete
  12. Cost Variance
  13. Program Overrun
  14. Time Now
  15. Budgeted Cost for Work Performed
  16. Forecasted Program Schedule Slip
  17. Estimated Completion Date
  18. Discussion of the displayed data

 

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Project Controls/ Analyst Certification

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Project Controls Analyst Certification

Project Controls/Analyst Certification

This efficient and intensive certification program is designed for experienced earned value specialists looking to:

  • Distinguish themselves from their peers as a professional, certified Project Controls/Analyst.
  • Become a more valued asset to their current or future project and project management team in analyzing project control problems or challenges and determining appropriate actions to resolve them.

Effective and Comprehensive

Humphreys & Associates effective and comprehensive certification program is intended to further develop existing basic EVM skills into proficient and insightful analytical skills in various areas of project controls. It includes wide-ranging advanced EVM and project analysis coursework and concludes with a comprehensive exam requiring participants to demonstrate both analytic and technical Earned Value Management Systems proficiency.

Individuals that complete the Humphreys & Associates Project Controls/Analyst Certification program will have solid evidence of their ability to provide valuable analytical support to a project team in EVM as well as other critical areas of project management in an EVM environment. They will also satisfy job requirements as professionals in Project Controls/Analysis in the most challenging of project control environments.

Coursework

The coursework spans the guideline process areas in the EIA-748 Standard for Earned Value Management Systems which includes:

  • Organization
  • Planning, Scheduling, and Budgeting
  • Accounting Considerations
  • Analysis and Management Reports
  • Revisions and Data Maintenance

Expanding on these guideline requirements challenge individuals to understand, recognize, and analyze typical problems to be able to recommend possible solutions to management.

Important elements of the course include discussions of:

  • Establishing the initial technical scope, schedule, and cost structures for a project.
  • Risk and opportunity management analysis.
  • Performance, variance, estimate at completion (EAC), and estimated completion date (ECD) analysis.
  • Assessing the quality of the schedule and cost data.
  • Incorporating various types of scope, schedule, and budget baseline changes.
  • Common issues with customer reporting and how to resolve them.
  • Assessing compliance with EVM requirements.

The course stresses data integrity and traceability, highlighting Earned Value Management best practices to provide insights and to illustrate current methods and approaches. This results in improved project controls analysis and leads to better overall management and informed decision-making.

Included Course Materials

Humphreys & Associates Project Controls/ Analyst Certification uses extensive case studies and exercises that bring the EVM concepts to life and help to refine analytic expertise. Each participant will receive:

  • A binder with all course materials
  • The H&A Project Management Using Earned Value textbook
  • The pocket-sized H&A Guide to Project Management Using Earned Value

Benefits for Certified Project Controls/Analysts

H&A issues an education certificate as evidence of completing a course. We also issue a certification as evidence of passing an examination for meeting industry standards. We offer a custom “certified” polo shirt to each individual that successfully passes the exam with a 70% grade or higher honoring their accomplishment. Certified Project Controls/Analysts will also receive our newsletters and blogs about the latest changes to EVM regulations primarily for DoD, DOE, and NASA to help them keep up to date on EVM requirements and industry best practices.

Contact us today to learn more about Humphreys & Associates Project Controls/ Analyst Certification program at (714) 685-1730.

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EVM Consulting | Corrective Action Response

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Corrective Action Response

How do I respond to a Corrective Action Request?

In EVM Consulting, we deal with Corrective Action Requests (CARs) on a regular basis, so we have plenty of real-world experience. We created an outline of valuable information about DRs / CARs based on our collective experience. Part 1 of the guide is designed to inform you of why CARs are received and who issues them, so you can work to prevent them. Part 2 will prepare you to respond to a CAR in an effective and efficient way.

Corrective Action Response: Sources – Part 1 of 2

In Part 1 of the series we illuminated the varied sources of Corrective Action Requests:
1) Standard Surveillance Instruction (SSI)
2) Agencies that do not use the DCMA for surveillance, such as the Department of Energy.
3) Integrated Baseline Review (IBR)
4) Procedures that are compliant with the EIA-748 Guidelines
5) Contract Performance Report (CPR)
6) Integrated Project Management Report (IPMR)
7) Integrated Master Schedule (IMS)
8) Discrepancy Reports (Levels I-IV)

 

Corrective Action Response: Planning and Closure – Part 2 of 2

In part 2 of the series, we addressed responding to a Corrective Action Request (CAR):
1) Review the DRs/CARs with the customer
2) Organize for successful CAP management
3) Begin a thorough Root Cause Analysis
4) Develop and evaluate Corrective Action Plans
5) Develop verification closure steps
6) Develop a detailed Integrated Master Schedule for CAP implementation
7) Submit CAP and CAP IMS to the customer for approval prior to implementing the Corrective Actions
8) Implement Corrective Action Plans and track progress to successful completion
9) CAR closure and follow-up

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EVM Training – Decision Making and Charlie Munger – Tendency Toward Misjudgment – Part 4

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EVM-Training-Decision-Making-Charlie-Munger-Part-4-Tendency-Toward-Misjudgment

This is the fourth and final blog in this series about the human tendency toward misjudgment. In Parts 1, 2, and 3 we learned about Charles (Charlie) T. Munger, Vice Chairman of Berskshire Hathaway and partner of Warren Buffet, and his listing of 25 innate human tendencies toward misjudgment that we harbor. In those three blogs we learned much from him and we will continue that learning in this blog. Charlie was born in 1924 so, at the time of this blog, Charlie he is 94, a wise old man from whom we should learn.

As mentioned previously, I went through each of the 25 “tendencies” that are defined and discussed by Charlie and tried to think about how the tendency could disadvantage or could potentially aid decision making.

Kantian Fairness

The first of the tendencies discussed here is the “Kantian Fairness Tendency.” This does not apply to all people from all cultures around the world, but it certainly does to those you are most likely to be engaged with; those at your place of work. The tendency is that people tend to give and expect fair treatment. It is something innate and reinforced with something learned. An example would be the way people line up to wait and the way they expect others to obey the unwritten rules of waiting in line. People expect to be treated fairly and will wait their turn for that. Applying this tendency to decision-making, people expect the decision process to be fair. If it were to be skewed and unfair, they would hesitate to participate. Being unaware that there is such a bias can be dangerous to the decision-making process. If unfairness could be introduced and carefully hidden, the outcome could be skewed. Any unfairness must be rooted out, no matter how difficult.

Influence-from-Mere-Association

The second tendency covered in this fourth blog is subtle. It is the “Influence-from-Mere-Association Tendency.” Munger points out the problem with this tendency by explaining that if something good happened to us in the past, we will be more influenced by things that were associated with that good event or outcome. Something that is associated with a known good thing is not weighed and measured by the same standards as something that is a stand-alone non-associated item. But we do not really know in all cases that the things we are considering really factored into the previous success at all. If we are told that or assume that or just plain “know that” from company lore, we are on dangerous ground. We would need to know the exact cause and effect chain for the good outcome in the past to be sure we are dealing with a positive associated influence. About the best we can do is be skeptical and challenge things that are presented as associated with previous good outcomes. Our process should require proof of association when association is a factor.

Social-Proof

The third tendency here is one we should all be very familiar with. Munger calls it the “Social-proof Tendency.” You might know it by the name “groupthink” or “the herd instinct.” We need to understand that people tend to act and think as the others around them act and think. This tendency can become an issue in a team or group charged with deciding a crucial issue. Will the members have the strength for independent thought and action or will many of them “go along to get along”? The instinct can be much worse if the situation is a high stress one. The herd must react quickly to stress and the first movement, of the first spooked members, could lead to a stampede. Our decision process has to be sensitive to this and counter it is if needed. Deciders must be coached to avoid being a blind follower and to value independent thought and action. If necessary, the process might have to require mixing the attendance or substituting more independent-minded people.

Contrast Mis-reaction

Another powerful tendency is also one that can be easily exploited against the process. This is the so-called “Contrast Mis-reaction Tendency.” This can be seen as the reaction toward what is perceived as the lesser of two evils. We have all been taught that it is good to compare and contrast choices; but that is only useful when enough truth is known about the choices. A manipulative manager might use this tendency for mis-reaction by explaining to the deciders that there are two outcomes. The first is Outcome A which is described by the manager in such terms as to leave no doubt this is a terrible choice. The second one is Outcome B, also not good, but which appears to be so much better that A; by contrast, our reaction is a mis-reaction toward the one that is automatically more appealing. In this way, the unknowing members of the team see the obvious contrast and are drawn to the outcome favored by the manager while, to them, the whole process appears above board. Our process must be made to present all the choices and to treat them factually, so an uninfluenced choice is made. A good decision-making process does not make false contrasts.

There is not enough time to cover all the tendencies fairly. To do that, you should attend a Humphreys & Associates workshop to explore the entire subject of decision making.

Crucial Decision

In closing, I am going to postulate a situation where the authority to make a crucial decision is assigned, in a high stress situation, to a weak “groupthink team” with a strong leader who has a bloated opinion of himself. The team has been shown some very limited choices, some of which have been described as distasteful ones. The leader is in denial and trying to avoid loss. He wants to force a quick decision. How do you rate the chances of this scenario yielding a good well-considered decision, now that you can see the underlying tendencies to misjudgment?

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