US Gov't Pays IT Contractors Twice As Much As Its Own IT Workers 382
bdcny7927 writes "The U.S. federal government pays outside IT contractors nearly twice as much for computer engineering services as it pays its own computer engineers, and 1.5 times more for IT management work, according to a non-profit watchdog group. 'The study points out that IT specifically "is widely outsourced throughout the federal government because of the assumption that IT companies provide vastly superior skills and cost savings." The Project on Government Oversight says its salary comparisons prove that those cost savings are not being realized. However, the comparisons do not address any cost savings that might be achieved through the skills, processes or systems that private IT services companies might deliver. The POGO researchers say that the federal government itself does not know how much money overall it saves or wastes with its sourcing decisions and has no system for doing so.'"
I'm an independant contractor... (Score:4, Informative)
...and I work for a state govt. I have to cover all my insurance costs, all the SS and other mandatory deductions, plus vacation and other paid time off. Some states are trying to mandate paid vacations and health insurance - even for baby sitters. This raises the costs considerably. PLUS - we are actually accountable: if we don't perform up to spec, we can lose money. A govt employee, esp. a federal employee has (in essence) a sinecure.
Re:I don't work in the public sector. (Score:5, Informative)
POGO's report [pogo.org] is freely available on the web. If you actually look at their methodology, you'll see that they included benefits.
Re:$268,653 per year? (Score:5, Informative)
It's not about what the people make, it's about what the people cost. Remember that when the government hires a contractor, there is usually a contracting company. The company gets a lot more money per employee than the employee sees. Some of that is fair per-employee costs such as payroll taxes and employer-funded health care. Some of that is overhead -- the company's HR, payroll, accounting, contract offices, and profits come out of charging more per-employee.
Re:Really? (Score:5, Informative)
Sorry, I've worked both sides of this fence, and you should have stopped before you even typed the first word.
The contractors for the fed/military/etc do not work day to day, twice the hours or have triple the productivity.
They are given year+ long contracts, work the same hours, and have the same or less productivity. The perms face the exact same thing, their entire division can be wiped away with the stroke of a budgeting pen.
We are not talking about day labors here, all federal contracts are long and well defined. While your project may get canceled with the next _YEARLY_ budget, the odds of it suddenly going under are next to 0.
As a fed contractor, I never put in more than 40 hours a week. That is what we had in the budget, and to do more than that would have resulted in issues. The "cost+" contracts that would let me work 80 hour weeks and have the contracting agency get paid for it are few and far in between. Most are fixed at the rates and the number of hours, it does them no good to have you work more than your scheduled rate.
The productivity thing is pure bullshit. I've seen incompetent admins on both sides, but most are on the contracting side because the contracting firm wants to keep a larger % of the cut to themselves, and thus toss inexperienced newbies into the slot in the hopes that nobody will notice. The real kicker is that as a contractor you have an incentive to not really fix things, but to just patch them. After all, why fix something once and for all when your job depends on the customer needing to have you around to constantly fix something?
Re:Any surprise? (Score:5, Informative)
Actually they factored in the extra 40% cost of benefits on top of the government employees salaries and the private contractors were still 1.5-2 times more expensive. The people doing this study weren't so dumb as to not factor that in:
Because the contractor billing rates published by GSA include not only salaries but also other costs including benefits contractors provide their employees,[66] POGO added OPM’s 36.25 percent benefit rate to federal employee salaries[67] and BLS’s 33.5 percent loading to private sector employee salaries to reflect the full fringe benefit package paid to full-time employees in service-providing organizations that employ 500 or more workers.[68] All supporting data for this study are found in Table 1 and Appendices B through D.[69]
Re:It's Called "Blame Pay" (Score:5, Informative)
They do not get twice the pay. No way in hell.
Read the article again and you'll see that they compared the BILLING RATE for contractors. The people doing the work don't get that. Usually 30%+ is taken off the top by the contract house/management company.
Nor did they account for the benefits costs. The true cost of the employee should be salary plus benefits.
I say this as someone who not only has worked both sides of that fence, but is currently hiring for Federal IT (InfoSec) positions. I've seen an average of 100+ applicants for each position advertised and most are contractors desperate to become full-time Feds.
Re:only twice as much? (Score:4, Informative)
Actually they factored in the extra 40% cost of benefits on top of the government employees salaries and the private contractors were still 1.5-2 times more expensive. The people doing this study weren't so dumb as to not factor that in: Because the contractor billing rates published by GSA include not only salaries but also other costs including benefits contractors provide their employees,[66] POGO added OPM’s 36.25 percent benefit rate to federal employee salaries[67] and BLS’s 33.5 percent loading to private sector employee salaries to reflect the full fringe benefit package paid to full-time employees in service-providing organizations that employ 500 or more workers.[68] All supporting data for this study are found in Table 1 and Appendices B through D.[69]
That was posted by Lunix Nutcase above.
Re:It's Called "Blame Pay" (Score:5, Informative)
You get yourself in the door of a good Federal contract.....form a "S" corp and get on as a subcontractor. You bill out at anywhere from $65-$80/hr....and you're golden.
This will keep you comfortable in salary....it is enough to figure to take off about 3-4 weeks a year for vacation and sick leave. You get yourself set up with a high deductible medical insurance policy (like $1200) and you use this ONLY for emergencies (heart attack ,etc), and with this you are eligible to set up a HSA (Health Savings Account) where you can stick back over $3K a year pre-tax.
As a 1099 contractor, you can write off all kinds of things, even mileage driving to the site daily if you have to drive...lots of perfectly legal deductibles.
A nice thing with the "S" corp, is that it can also save you a good deal of money on employment taxes, (SS and medicare). Do get a CPA for advice on this, but you can do something like:
Say you pay yourself a salary or about $40K through the company. You bill for $100K for the year.
You only have to pay SS and medicare on that $40K, the rest of the $60K falls through on your personal taxes at the end of the year (dividends or whatever you want to call them from the company) and you only pay normal state and federal income taxes on that portion.
About the only PITA, is the paperwork you need to do. YOu can get a service to handle your payroll if you want, but these days with electronic access, you can easily set up with your state and the feds and pay your taxes quarterly on the income portion. Just document stuff well, and it actually is a pretty nice way to go.
The HSA is something I like, and wish was more easily available..not just with high deductible plans. This isn't like the FSA's you get through your normal W2 employer, it isn't a "use it or lose it" type thing...it keeps building and building. At retirement, you can convert this to retirement funds. You can also invest from this account if you so wish...
When I was doing this...I had no problem paying for my routine meds and Dr. visits with my HSA money. Often when I'd tell the Dr. that I'd be paying...they'd give me at least a 15% discount right off the bat...
Unfortunately, the Feds have more and more, bastardized the contractor paradigm. They deal more and more exclusively with only the LARGE contract houses...and is harder these days to get a 1099 gig...the big houses want you on as a W2 employee.....and then, you get the worst of both worlds as far as job security and pay go. Even that still isn't horribly bad, but you lose all the freedom (no more fscking having to 'earn' vacation and sick leave hours....and all the tax breaks.
More difficult to find...but not impossible.
If nothing else, if you can get in on a Federal contracting IT program as a W2...get in, get some experience and foot in the door and meet people. Makes it much easier on the next gig...to get them to let you sub contract to them and go the 1099 route.
Re:It's Called "Blame Pay" (Score:4, Informative)
One reason for this is, that the contracting paradigm is no longer what it was before.
I'd posted earlier...the Feds, more and more...are only hiring contractors through large contracting houses. These contracting houses, hire people as W2 employees...they get the worst of both worlds. Sure they get benefits, health, etc....but they really lose out on what balances out the contracting life. In a normal contracting life, you get a very high bill rate. From this, you pay yourself, your vacation/sick time, etc. It makes up for the level of 'job security' that you have to put up with in being a contractor.
When you are a W2 employee of the contracting house....you don't get that high pay, but you still only have the job stability of the regular contractor....and you aren't really treated as a real 'employee' by anyone.
But, as I'd mentioned before...if you can get in to the contractor world, even as W2 for awhile, it can lead you to being able to get into a subcontractor role yourself, and do the 1099 gig.
But those are harder to find....so, with that being the case, yes...jumping over to the Federal side, for what can be a lifetime job, isn't a bad thing to look into...I've looked into it myself.
It helps if you've worked in the fed contracting world for awhile for that jump too....you get in good with those working in fed IT programs, they can help pull strings to get you in. And if you've been doing federal IT stuff, likely as not, you already have clearances, which also help grease the skids to jumping to the govt. side of things.
If you're getting a bit older, and have made some good money....jumping over to the govt. side isn't a bad thing, for the job security and extra benefits, along with 'decent' pay. It isn't contractor pay by a long shot in most cases....but it is much more secure.