Optimizing Retention Strategies for the NAVSEA Warfare Center Contracting Officer's Representative (COR) Workforce through Herzberg's Two-Factor Theory

Abstract

The evolving landscape of government contracting underscores the critical role played by contracting officer’s representatives (CORs) in ensuring the effective oversight and management of contracts. This role is especially vital at Naval Surface Warfare Center Port Hueneme Division (NSWC PHD), where high turnover rates within the COR field have resulted in disorderly contract documentation, impacting operational efficiency and increasing workload for the contracts management community. To address these challenges, research is focused on retaining a skilled COR workforce, drawing insights from Herzberg’s Two-Factor Theory of Motivation and Hygiene and surveys from the Defense Organizational Climate Survey (DEOCS) and Procurement Surveillance Program (PSP). By analyzing audit history and identifying patterns associated with turnover, the research aims to propose targeted solutions to improve the sustainability and effectiveness of the COR workforce at NSWC PHD. Literature reviews and workforce surveys underscore the critical nature of the COR role in acquisition success, highlighting the need for ongoing professional development and support. Recommendations include the development of clear career paths with accompanying training programs, the establishment of recognition programs to acknowledge outstanding performance, and the integration of motivational criteria into command assessments to address both hygiene and motivational factors in retaining CORs effectively.