Checkmate! 3 Pricing Ghosts Competitors Can Use to Unseat the Incumbent Prime Contractor
An incumbent’s familiarity with the customer’s organization, processes, and mission requirements appears to create an insurmountable competitive advantage. Look out! Here are three pricing ghosts usurpers could use to unseat the incumbent (and how you, the incumbent can respond).
1. Incumbent Staff Are Overqualified
We’ve seen many re-competitions where the new solicitation required experience levels significantly below the incumbent contract’s average experience levels. This is one of the biggest pricing traps faced by incumbents. There is an irresistible urge for the incumbent to bid their current experienced staff as-is despite the reduced experience requirements. Why? Because the incumbent “knows the customer” and the customer “knows us”. Conversely, the usurper will extol the Government’s wisdom in establishing these lower experience levels and will bid less expensive staff whose experience exactly matches the Government’s requirements. Incumbents should thwart these tactics and similarly price staff with experience levels to match solicitation’s requirements. If the incumbent cannot resist the urge to price staff that exceed the experience minimums, then the incumbent must articulate a clear value proposition that leads evaluators to identify a clear strength of using more experienced staff. That strength ultimately must warrant the price premium of using more experienced, higher priced staff to survive in a best-value trade-off.
2. Incumbent Staffing Levels Are Bloated
The usurper will intimate that outdated and inefficient incumbent processes, along with lack of new tools and automation, have created incumbent staff bloat and ultimately higher costs. The usurper’s careful analysis will show ‘efficiencies’ can be applied that allows for the same throughput of product and services at a reduced headcount. As an incumbent, your pricing strategies should exorcise this ghost by demonstrating how the incumbent staff has already delivered more work (than originally anticipated) over the life of the incumbent contract with the same staffing levels. Additionally, where the solicitation allows offerors to propose staffing levels that differs from the Government’s suggested staffing levels, the incumbent should identify some staffing reductions and give those savings to the Government in the form of reduced pricing.
3. Incumbent Pay is Exorbitant
Many incumbents price the same experienced staff for the follow-on contract and simply escalate their incumbent salaries. Just as no tree grows to heaven, the same employees working in the exact same and unchanging role will, over time, eventually become too expensive. Usurpers will demonstrate that current incumbent salaries for a given function or role are approaching or (gasp) exceeding the highest salary percentiles when compared against market data from salary surveys. The usurper’s proposal will proclaim savings by ensuring that their salaries are aligned to current market compensation ranges. If “overpaid” essential incumbent employees require retention at reduced salaries, the usurper will make those incumbent employees whole (usually via retention bonuses) until a suitable replacement can be found or the incumbent employee is transitioned into a new (more valuable role). The incumbent should block this maneuver by promoting non-key incumbent staff into more senior roles on the follow-on contract. Newly promoted employee salaries tend to be in the lower end of the pay band range of the new role. So, those employees now appear to be very reasonably priced. Other senior staff that can’t be promoted on or out of the project can be cross trained to take on additional value-added responsibilities without additional costs.
Whether you are an incumbent seeking to secure a must win re-compete or you’re a competitor seeking new markets and opportunities, let Federal Pricing Group’s experts help formulate the right winning pricing strategy on your next proposal.

