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Centralization vs Decentralization. County General Services Association April 3, 4 and 5, 2013. Agenda. Why Me?. Look at Decentralized, Centralized and Center Led Models. Transition process in Butte County. Questions and Answers. Agenda. Why Me?. Some wanted Decentralization. - PowerPoint PPT Presentation
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Centralization vs Decentralization
County General Services AssociationApril 3, 4 and 5, 2013
Agenda
Why Me?
Look at Decentralized, Centralized and Center Led Models
Transition process in Butte County
Questions and Answers
Agenda
Why Me?
Some wanted Decentralization Some wanted CentralizationSome Didn’t Know
. . . . so we changed models . . . . often
Why Me?
• Budget Cuts of 2008 – 22% reduction in staff
• I was a Property Manager and Management above and below departed
• Nationwide search for a Director took 7 months
• In the end, I was left holding the bag
• Finance decided to start allocating costs to departments
• Hope my experience through this can help others
DecentralizationWhat is it?
Each Department responsible for their own purchases
Policies&
Procedures
Task Processing
PROCESS
DecentralizationWhat is it?
Each Department responsible for their own purchases
DecentralizationWhy?
• Departments demand it
• Often speedier process
• Increases accountability
DecentralizationWhy Not?
• Less leveraged procurement
• Costs are typically higher – multiple purchasing agents
• Lack of internal control
• Lack of consistency
Centralization
All procurement functions are centralized in one Department
Policies&
Procedures
Task Processing
PROCESS
What is it?
Centralization
All procurement functions are centralized in one Department
What is it?
CentralizationWhy?
• Allows for leveraged procurement – better prices and services
• Reduced processing costs through economies of scale
• Strong base of knowledge and easy to change process
• Increased internal control and consistency
Why Not?
• Disagreements with other Departments
• Slow processing - bottlenecks
• Lack of technical nuances known by departments
• One size does not always fit all
Centralization
Center LedWhat is it?
A Hybrid – Centralized and Decentralized Components
Policies&
Procedures
Center Core Of Excellence:-Strategic Planning-Best Practices / Polices
Task Processing
Departments:-Tactical Execution-Feedback
TaskTask
TaskTask
Task
PROCESS
Center LedWhy?
• Best of both Decentralization and Centralization models
• Can implement long range strategic plans when it makes sense
• Quick turnaround at the Departmental level
• Cost Savings – Recent Aberdeen Group Study• 5% to 20% cost savings• Higher Spend Under Management Rate
• Improved working relationships between Departments
Center LedWhy Not?
• It is a lot of work!
• Staff must be confident leaders
Transition to Center LedNecessary Components
• The Teams
• Authority
• Proper Delegation
• Systems
Transition to Center LedThe Teams
Overall Organizational Structure
Steering Committee• CAO• County Counsel• Auditor/Controller• HR Director• GSD Director• Sheriff
General Services Staff• Contracts/Procurement Staff• Supporting Admin Staff
Pilot Team• DESS Director and AD• PH Director and AD• Treasury/Tax Director and AD• GSD Director and C/P Manager
Transition to Center LedThe Teams
General Services Staff• Contracts/Procurement Staff• Supporting Admin Staff
Pilot Team
• Proper Job Classifications – Training, Auditing, etc
• Confident Leaders – Task Transition
• Agents of Change
• Heavy Administrative Support - Documentation
• Roles• Administer and coordinate the meetings• Document Control
• Added 2 Limited Term Positions
Transition to Center LedThe Teams
Pilot Team• DESS Director and AD• PH Director and AD• Treasury/Tax Director and AD• GSD Director and C/P Manager
• Diverse in opinions
• High volume and Low volume Departments
• Buy in from the top
• Assurance of success
• Roles• Detail review of material• Present alternative concepts• Develop and Test Process• Think of other Departments
Transition to Center LedThe Teams
Steering Committee• CAO• County Counsel• Auditor/Controller• HR Director• GSD Director• Sheriff
Pilot Team
• Internal Control Departments
• HR – Job Classifications and Discipline
• Sheriff – Represents Departments
• Roles:• Dispute resolution • Sets overall direction
Transition to Center LedAuthority - Informal
What is it?
• Given by people that WANT to follow
• The ability to influence people to do things they don’t have to do
• Not bound by traditional lines of communications
• Not documented anyplace
Transition to Center LedAuthority - Informal
Why do you need it?
• Powerful – allows you to get things done
• Others outside of your formal authority will have to work for you
• To ease internal control concerns and challenges
Transition to Center LedAuthority - Informal
How do you get it and keep it?
• Listen, listen, listen, listen
• Reach out
• Be positive
• Be Confident and allow challenges
• Be a good LEADER
Transition to Center LedAuthority – Formal
Ordinance
• Allowed deviation from policy and increased pilot teams spending authority
• Sunset in 18 months
• Oaths for Departments required modification
Transition to Center LedProper Delegation
• Departments (individuals) shall be trained
• Documentation (Policy) must be clear
• Departments (Individuals) shall be certified
• Transactions shall be audited
• Department Heads are responsible
Transition to Center LedSystems
• Alternative Authorizations Structure
• More significant coordination than originally anticipated
• Common access to scanned contracts for auditing
• Audit Processing
• Training Documentation
Transition to Center LedNext Steps
• Final recommendation to the Board• Policy• Procedures• Ordinance Update
• Role out to all departments• Determine levels of authority• Training
• Become more proficient in completing new tasks:• Strategic planning instead of buying• Speak to the vendor community as a common voice• Solicitation and Negotiation support
• Re-Evaluate Cost Allocation methodology
Transition to Center Led
You Survived!!!!!
Questions???