Government and Education

Ortner consulting works closely with governmental organizations and institutions to improve their performance and increase their efficiency. Our governmental clients know they can rely on us to bring them new practical ideas and detailed working plans, raising the bar for their employees’ achievements.

One of our main challenges when creating a successful governmental working environment is competency management. Developing competences that both support the organization’s strategies and are firmly reflected by the individual employees’ performance is essential. After all, human resources management (HRM) is a core element in this respect, because the process of identifying and developing individual competencies is the foundation for the future strategic performance of the organization.

Competency management encompasses all instruments and methods used in an organization to systematically assess current and future competencies, and to assess available competencies of the workforce. Our consulting process develops a road map for effectively converting strategies into requirements for both organizational and individual competencies. Our guidance provides a strategic orientation to HRM processes, identifying the best ways in which HRM can become a crucial element in supporting the implementation of organization strategies. Our goal is to provide insights into the ways in which HRM can become a more effective and active element of your strategic organizational management. This strategic competency management is a proven approach that has gained considerable success in redefining traditional approaches to strategic management, in both profit and public/non-profit organizations.

Together with the competency management process, we also emphasize the demand analysis aspect. Attaining the objectives of the governmental institution or organization should be a main concern of any consulting and development effort. Conducting a governmental needs analysis should be one of the first steps in effective needs assessment. It begins with an examination of the short and long-term objectives of the organization and the trends that are likely to affect these objectives. It can include a human resource analysis, analysis of efficiency indexes, and an assessment of the organizational climate.

The organizational demand analysis should translate the organization’s objectives into an accurate estimate of the demand for human resources. It includes cost of labor, productivity, quality of output, performance factors and so on. The organization can determine standards for these indexes and then analyze them to evaluate the general effectiveness of the consulting programs.

For schools and other educational institutions we have an extensive array of consulting services, including the analysis of curriculum gaps, in-house training of the staff, motivation management, compensation &benefits and talent management.

Closing the knowledge or cultural gaps and managing talent are crucial steps on the challenging way to close achievement gaps. Our work and consulting services are focused on reducing the achievement gaps through school-wide enrichment teaching and learning. Enrichment and instructional differentiation are translated into practice, improving student achievements and reducing the achievement gap between different cultures and people of different beliefs as well as among different ethnic groups.

Our professional involvement and guiding plan begins with a thorough multi-dimensional analysis of the strengths and weaknesses of the school system. The result is the creation of a strategic plan with broad instructional goals, specific learning objectives, and detailed action plans. Talent and competence enrichment and differentiation are the basic methods to improve the learning environment, taking in consideration the students’ interests and choices. We help teachers to improve the art of teaching for reading, writing, mathematics, and social studies, including enrichment experiences and differentiated instructions. And since staff development is essential to the success of the change process, a significant amount of time will be devoted to in-house teacher and admin staff training, integrating new ideas and skills into the lessons.