William A. Roberts III's Archive

With the amount of criticism being directed at contractors from agencies, watchdog organizations, and Congress, and with agency inspector general offices and the Department of Justice receiving ever-greater resources and missions,

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The High Cost of Inaction: Part 3
In the second of this five-part series, we discussed the importance of maintaining current, accurate and complete position descriptions for company senior executives in order to promote fair consideration of the executives’ contributions to a company’s success. In this installment, we consider another way to ensure, through careful documentation and prudent decision-making, that a company’s executive compensation practices receive a fair shake from DCAA. To do this, it is critical to show that the company is successful, because the DCAA generally believes that more successful companies are entitled to pay their executives higher salaries. Read on as we consider the importance of being able to prove that the company is so successful that it can reasonably choose to pay top dollar for executive talent.

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The High Cost of Inaction: Part 2

In the first of this five-entry serial, we introduced the topic of coping with Defense Contract Audit Agency (DCAA) executive compensation reviews (ECRs), and discussed the first suggested coping measure — setting compensation by committee. In this installment, we consider a way to ensure that individual executives’ compensation is fairly considered in light of the full scope of their duties. As is so often the case when dealing with DCAA, the devil is in the documentation — being able to produce detailed, contemporaneous documents can make all the difference. Read on as we consider the importance of being able to prove what executives are actually doing …

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