Awards

The Center for Accountability and Performance (CAP) Annual Awards for 2024

THE HARRY HATRY DISTINGUISHED PERFORMANCE MANAGEMENT PRACTICE AWARD

The Harry Hatry Distinguished Performance Management Practice Award is presented to an individual whose outstanding teaching, education, training, and consultation in performance management has made a significant contribution to the practice of public administration.  The award winner must have spent the primary part of his/her career in public service.  This award recognizes a person who has made outstanding contributions on a sustained basis rather than a single accomplishment.

CAP is proud to announce the 2024 Harry Hatry Distinguished Performance Management Practice Award to Robert Shea, Chief Executive Officer, GovNavigators.  He has demonstrated more than two decades of commitment to promoting and working to improve government accountability and performance.  Together, his work represents successfully navigating multiple changes in presidential and congressional leadership involving both the Republican and Democratic administrations.

Robert has prior involvement with ASPA and is also a fellow of the National Academy of Public Administration.  His contributions have been foundational to the evolution of the current federal performance management framework.  He had consulted with Harry Hatry for advice during his government careers, and Harry would heartily approve of him being recognized with this Award.

Robert has been integrally involved with the creation and maturation of federal performance management since the 1990s when he was the organizer for the U.S. House of Representatives’ Performance Coalition under the leadership of Cong.  Pete Sessions.  He then became a staffer on the Senate Governmental Affairs Committee where he oversaw the implementation of the Government Performance and Results Act. Subsequently, he was appointed by President George W. Bush to be the associate director for personnel and performance management at the U.S. Office of Management and Budget, where he led the implementation of the first-ever President’s Management Agenda and the Program Assessment Rating Tool.  For this work, OMB was recognized with the Harvard Kennedy School’s Innovation Award. 

After government service, he joined a private consulting firm where he led its performance management practice, helping federal, state, local, and international organizations develop their performance strategies.  In 2016, he was appointed a commissioner to the Congressionally created Commission on Evidence-Based Policymaking.  His contributions there led to the development, adoption and implementation of the Foundations for Evidence-Based Policymaking Act of 2018.  He continues to advocate for improved government performance via a weekly podcast and consulting.

Highlights of his professional careers:

Chief Executive Officer

GovNavigators, Alexandria, Virginia (2023 – Present) 

National Managing Principal, Public Policy

Grant Thornton LLP (US), Alexandria, Virginia (2008 – 2023) 

Associate Director

Office of Management and Budget (OMB) (2002 – 2008)

Counsel
Senate Committee on Governmental Affairs (1999 – 2001)

Commissioner

Commission on Evidence-Based Policymaking (2016 – 2017)

Fellow, Chair of the Standing Panel on Executive and Organizational Management, and Former Chairman of the Board

National Academy of Public Administration (2006 – Present)

THE JOSEPH WHOLEY DISTINGUISHED SCHOLARSHIP AWARD

The Joseph Wholey Distinguished Scholarship Award (Annual) – This award is presented for outstanding scholarship on performance in public and nonprofit organizations.  The author(s) must provide a significant contribution to advancing knowledge in a scholarly journal or book about the development, implementation, use or impact of performance management.[1]  Preference will be given to a scholarly work that is relevant to the broad public administration community and is of interest to both practitioners and academicians. 

CAP is proud to announce that the 2024 Joseph Wholey Distinguished Scholarship Award will be presented to Jesper A. Hansen and Poul A. Nielsen for their article in Public Administration Review, “How Do Public Managers Learn from Performance Information? Experimental Evidence on Problem Focus, Innovative Search, and Change,” (Vol. 82, Issue 5, pp. 946-957)

Abstract:  Management decisions are considered important for the performance of public organizations, but how does information about performance influence management decision-making?  Developed from Simon’s notion of bounded rationality, the behavioral model of performance-based learning suggests that managers adjust their understanding of organizational problems, search for information, and consider initiating change when their organization performs below aspirations. 

This paper offers experimental evidence of how performance information affects the attitudes and decision-making of public managers.  We leverage two experiments conducted among managers in public education. 

  • Study 1 uses a question-order experiment to prime only treated respondents to consider performance’
  • Study 2 uses treatments with high- and low-performance signals. 

The authors found that public managers become more focused on direct performance-oriented changes when performance is low, whereas high performance lets them engage in other types of changes.  Performance information alone does not ensure that public managers are focused on generating innovative solutions to performance problems.

[1] The field of performance management includes performance measurement, strategic planning, program evaluation, strategic foresight, or the application of other evidence-based analytical tools.  It includes primarily organizational performance management and individual performance management to the extent that it contributes to organizational performance management.  For the purposes of this definition, it is not intended to include the cyclical individual performance reviews that are used in many human resources organizations. 

THE JOSEPH WHOLEY DISTINGUISHED SCHOLARSHIP

LIFETIME ACHIEVEMENT AWARD

The Joseph Wholey Lifetime Achievement Award (Triennial) – This prestigious award is to recognize an individual who has demonstrated exemplary dedication to performance within public and nonprofit organizations over an extended and impactful period, advancing knowledge about the development, implementation, use or impact of organizational performance management.[2]  

Preference will be accorded to a recipient whose contributions are not only of immense value to fellow academicians but also hold practical relevance for practitioners.  This award celebrates the achievement of an individual with a sustained commitment to, and a lasting impact on, public performance.  

CAP is proud to announce that the recipient of the 2024 Joseph Wholey Lifetime Achievement Award is Marc Holzer.

Dr. Marc Holzer is a visionary individual whose body of work not only showcases excellence in research but also transcends academic boundaries to resonate with the broader public administration community.  He has been a leader in the public productivity and performance field since the early 1970s.  He founded the National Center for Public Performance in 1975 and was the Founding Editor-in-Chief (1974-2021) of the international journal Public Performance and Management Review. His more than 600 scholarly publications, such as The Public Productivity and Performance Handbook (now in the Third Edition), address a wide range of strategic approaches to the measurement and improvement of public services. 

His research insights have been recognized in several national and international awards, including but not limited to, the ASPA Dwight Waldo Award for outstanding contributions to the professional literature of public administration over an extended career (2013); the Distinguished Research Award from the Network of Schools of Public Policy, Affairs, and Administration (NASPAA) and the American Society for Public Administration (2009), and CAP’s Joseph Wholey Distinguished Scholarship Award for Best Scholarly Publication in Performance-based Governance in a Public Administration Journal (2001). 

His legacy is global and lasting.  During his career, he built capacity to train the next generation of performance scholars and practitioners. For example, with the support of the Alfred P. Sloan Foundation, he has established the Public Performance Measurement and Reporting Network. With the annual ASPA Marc Holzer Public Performance symposium, he provides a global forum for scholars and practitioners to discuss the roots and trends of public performance management. The National Center for Public Performance, which he founded, offers capacity-building to performance management practitioners via an impressive slate of certificate programs that center on performance culture awareness, skill training, and performance strategic management.  In 2022, the Section on Chinese Public Administration (SCPA) of the American Society for Public Administration named its prestigious mentorship award in honor of Marc Holzer, a testament to his unwavering commitment to fostering international growth and excellence in the field.

Dr. Holzer is a Distinguished Research Professor at the Institute for Public Service at Suffolk University-Boston and was the Founding Dean of the School of Public Affairs and Administration at Rutgers University.  He is a Past President of the American Society for Public Administration and a Fellow of the National Academy of Public Administration. 

THE CAP ORGANIZATIONAL LEADERSHIP AWARD

The CAP Organizational Leadership Award, presented to an organization, recognizes outstanding applications of a systems approach to performance measurement that has resulted in a culture change, sustained improvements, and demonstrated positive effects on government performance and accountability.  The award recognizes an organization, rather than a person that has yielded outstanding results on a sustained basis.  The organization may be selected from all levels of public service organizations, including local, state, or federal government, as well as from international and public service nonprofit organizations.  Preference will be given to an organization whose results have been measured and whose impact has been documented in the literature or at conferences.

CAP is proud to announce that the recipient of the 2024 Organizational Leadership Award is Mecklenburg County, North Carolina.

Mecklenburg County has nearly two decades of commitment to strategic planning and performance management.  From formal strategic planning at the enterprise and departmental levels to formal program evaluations, Mecklenburg County has a transparent and successful track record of using strategy and data to improve service delivery.  

The County’s investment in its long-standing Strategic Planning and Evaluation Office and Business Process Management Division, both housed in the County Manager’s Office, have long been pillars in the strategic planning and performance management space. 

Strategic Planning and Evaluation Office 

Mecklenburg County Strategic Planning and Evaluation Office (https://spe.mecknc.gov/) is responsible for managing the County’s strategic business goals and conducting employee and community surveys.  

Performance Management  

The County’s first performance management framework was implemented in 2002 and since that time has evolved to meet the business needs of the organization and the community.  Every department within Mecklenburg County is required to not only monitor and track performance but also manage performance, leveraging information via printed reports or performance dashboards.  

Strategic Planning 

Mecklenburg County has a sustained record of engaging in robust strategic planning. For Mecklenburg County it is an essential County function, focusing on defined goals, objectives, strategies, key performance indicators and key initiatives for both the short- and long-term.  

Organization-wide Strategic Planning:  The Corporate Strategic Business Plan outlines Strategic Business Plan translates the Mecklenburg Board of County Commissioners Community Vision into action.  Within the Plan, five goal areas reflect the County’s strategic priorities for the next three years.  Each goal area has several goals, objectives, and key performance indicators for tracking progress toward the goals.  The County Manager releases an annual performance report each January, which is a comprehensive yearly look on activity associated with the Corporate Strategic Business Plan. 

Departmental Strategic Planning:  Each department has a straightforward plan that outlines the top initiatives it will focus on over a two-year period with corresponding performance measures designed to measure and track performance and progress.  

Program Evaluations 

The County has a service evaluation framework that considers the areas where a greater level of analysis might be needed.  For example, if a Mecklenburg County department director recognizes they are not meeting target for a particular key performance indicator, then an evaluation will help leaders understand why performance is lagging and how the department can course correct to improve its service offering(s).  The Office often times teams up with the Business Process Improvement Team to conduct process improvements and program evaluations to dig deeper into the why behind performance measures.  

Surveys 

Each year Mecklenburg County conducts the Community Survey, a public opinion poll to assess awareness and perceptions of County services.  The survey is updated each year to reflect new initiatives and priorities within the community.  The results are shared on the County’s website. Additionally, the County conducts an annual Employee Climate Survey that gauges employee motivation and satisfaction, development, and overall perceptions of the County.  Departments with ratings that show opportunities for improvement work with the County’s Human Resources Organization Development Division to address those opportunities.  The Employee Climate Survey results are shared with the Board of County Commissioners and are available on the County’s website.  

Community Pulse 

Mecklenburg County’s Community Pulse Report is a bi-annual report that shares demographic and economic information that allows leadership to intentionally review and discuss trends that may impact service needs and delivery.  This Report is reviewed in a public meeting and shared online.  The report garners significant interest from Charlotte’s local media market further expanding its reach. 

Business Process Management Division  

In addition to the Strategic Planning and Evaluation Office, Mecklenburg County also has a Business Process Management Division (https://mgr.mecknc.gov/BPM) which provides guidance and support to all County departments and agencies helping to increase efficiencies in service delivery.  Services are provided in the following areas: 

Program/Service Assessment:  A high level evaluation which focuses on the current operating environment. Current business operations are evaluated, documented and improvement opportunities are identified. 

Process Improvement:  A data-driven quality strategy used to improve existing processes. A DMAIC project follows a systematic approach to determine root causes of issues, develop improvement options, implement solutions and establish process controls to ensure sustainability of the applied changes.   

Process Engineering:  A data-driven quality strategy used to develop new processes. A DMADV project follows a systematic approach to understand current operations, document desired outcomes, design and implement new processes, then verifies that the implemented solution achieves the desired outcomes. 

Post Implementation Review:  The performance review of a previously implemented process improvement.  This review is typically performed six to twelve months after closure of the initial process improvement project.  The project deliverables are aligned to provide insight into how the current process performance compares to the expected performance.   

Business Architecture:  An analysis of business operations to determine current capabilities and strategizing with business leadership to document desired outcome(s). A BPM Process Consultant works with the customer to develop a program road map and blueprint. 

THE CAP EMERGING LEADERS AWARD OF EXCELLENCE WINNERS

The CAP Emerging Leaders Award of Excellence annually recognizes up to five early- to mid-career professionals in the field of performance management at the federal, state, or local levels.  These awards are presented at the CAP board meeting associated with the annual ASPA meeting.  This year’s Emerging Leaders Awards recognize 5 new recipients, who join 33 previous recipients of this award, which has been presented annually since 2016.

CAP is proud to announce that the following individuals are recipients of the CAP 2024 Emerging Leaders Award of Excellence:

Dale Markey-Crimp

Assistant to the City Administrator, City of Issaquah 

Experience

  • City of Issaquah, Management Analyst 
  • City of Sultan, Strategic Planning Consultant 
  • Audit Intern, King County, WA 
  • Managing Director, Program, Teach for America, San Jose, CA

Education 

  • Master’s degree, Social Policy and Municipal Governance; Evans School of Public Policy and Governance, University of Washington, 2019 – 2021 Nomination by Wally Bobkiewicz, City Administrator, City of Issaquah.

Trina Nkhazi

Executive Director, Mayor’s Office of Innovation & Performance, Atlanta, GA

Experience

  • Principal Consultant, T3 Network
  • Strategic Program Manager, NCR Corporation
  • OIS Program Manager, Atlanta, Georgia 
  • Information Technology Governance Manager, Atlanta, Georgia

Education

  • Troy University, Masters, Public Administration – Public Management

Trina leads the city’s innovation and performance function. Trina has built and scaled up the office over the past year.  They recently launched a public innovation/idea portal (here) and are rolling out other innovations from the department. Trina brings her background in IT/management to this work.  Recommended by Center for Public Impact.

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Jaqui Guzman

Deputy City Manager, City of Sunnyvale 

Experience

  • City of Cupertino
    • Deputy City Manager
    • Assistant to the City Manager 
    • Acting Human Resources Manager 
  • City of San José
  • Budget Analyst
  • Management Fellow
  • Fiscal and Policy Analyst, Legislative Analyst’s Office

Education

  • UCLA, MPP, Public Policy

Jaqui is managing several internal processes for innovation and performance improvement among city departments (improving the procurement process, as well as improving employee recognition and internal communications).  She is a true advocate for equity and inclusion in everything she does.  Recommended by Center for Public Impact.

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Laura Kramer

Director of Results Management, State of Minnesota

Experience

  • Minnesota Management and Budget 
    • Director
    • Senior Manager 
    • Manager
    • Results Management Coordinator
  • Policy Specialist, Minnesota Department of Human Services

Education

  • University of California, Berkeley, Master of Public Policy (MPP)

Recommended by John Kamensky, CAP Senior Fellow.

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Elena Guevera

Management Analyst, Office of the City Administrative Officer at City of Los Angeles

Experience

  • City of Los Angeles 
  • Management Analyst, Office of the City Administrative Officer 
  • Budget Analyst, Office of Mayor Eric Garcetti 
  • Policy Analyst, Office of Mayor Eric Garcetti 
  • Project Assistant, Office of Mayor Eric Garcetti 
  • Climate Action Fellow, Office of Mayor Eric Garcetti; CivicSpark – AmeriCorps Program 
  • Sustainability Associate, Spanish Business Liaison, U.S. Green Chamber of Commerce 

Education

  • UCLA, (BA), Double Majors in Economics and Global Studies, Minor in Environmental Systems and Society

Recommended by Michael Jacobson, CAP Board Member.

Note: A recording of the 2023 Virtual CAP Awards Ceremony and the following Tribute to Harry Hatry is now available using the following link: https://vimeo.com/818373359.