Sunday, June 26, 2022

Consultant Corner: Rethinking the Role of Technical Experts in Pre-litigation Dispute Resolution

Welcome to the launch of The Dispute Resolver’s new series “Consultant Corner.” We invite article submissions from ABA Forum member consultants on topics important to the Litigation & Dispute Resolution Division (D1). In this article, the authors explore the role of technical experts in early dispute resolution. A combination of earlier engagement and more technical involvement could potentially help the dispute resolution process be more effective.


Construction disputes do not always require an expert; however, an expert is typically sought if the dispute involves particularly technical or complex issues that a lay person (including counsel and triers of fact) cannot readily understand. When is the most appropriate time to call upon a technical expert in a construction dispute? Most will turn to technical experts only after the dispute has advanced to the point where damages are high and litigation or a more formal ADR process is the likely path to resolution. Many also believe that a technical expert is required mainly for testimony in court, and therefore, late appointment of an expert shortly before trial is the most economical decision, but in many cases this may not be true. It is becoming more and more common for attorneys to retain an expert early, and the pre-litigation phase is arguably the best time to do so.

Pre-litigation Phase

During a pre-litigation or claim preparation phase, a technical expert typically serves as a “consulting expert” for one of the parties in the dispute, someone who can help evaluate any technical issues in dispute and opine on the relative strengths and weaknesses of proposed claims or positions. Another way an expert may be involved is to serve as an “independent evaluator” or a member of a “dispute review board,” jointly appointed by the involved parties, to advise on the merits of each party’s position based on the position papers and supporting information provided by the parties. Regardless of the role the expert may take and by which party the expert is retained, this process usually kicks off “after the fact” that is, when the dispute has led to large damages and/or delays. In many cases, it may already be too late for the expert to show value because the parties may already have experienced a significant economic loss, both parties may share significant fault in the escalation, and neither party is likely to clearly prevail in a settlement or litigation.

Rather than wait until this point in the dispute, we have seen the dispute resolution process be more effective when parties like owners, construction managers, design-build entities, and others retain experts earlier, even before a claim is fully formulated and a formal dispute resolution process has begun. Ideally, this kicks off when the dispute is just starting to rear its head as a disagreement, damages may not be fully formed or realized just yet, and the sides may not yet be entrenched in their positions. In this situation, the technical expert serves as a neutral third party who can weigh in on the cause of a problem and help to mitigate or resolve it (such as by performing independent design peer-review and developing a remediation plan to address the identified problems) before it escalates into a full-blown dispute in need of trial, arbitration, or formal mediation.

In this role, the expert serves as a neutral fact finder, as well as a source of technical insight. The expert plays the role of an independent evaluator or a dispute review board member by hearing each side and weighing the merits of each position, but at the same time, gets more involved in the technical nuts and bolts like a consulting expert to get to the bottom of the cause. And ideally, rather than just stop at finding the cause of the problem, the expert becomes part of the solution by proposing ways to get things under control, and potentially avoid similar problems from arising during the remainder of the project. The use of an expert in this setting has the potential to be highly cost-effective because one of the objectives is to prevent escalation of the damages that initiated the dispute in the first place. If damages are low to begin with, and stay below reasonable cost contingency levels, there may be little sense in pursuing costly recovery. A skilled and amiable expert, combined with a measured facilitator (perhaps inside or outside counsel for the owner or construction manager), can also encourage all sides to engage in solving the problem collaboratively, which can further expedite the resolution and help heal the bruises of any initial finger pointing. It can turn what might have been a failure into a success story and a triumph of teamwork.

Case Study

As an example of this sort of early expert involvement, the author was engaged by a construction manager at risk to help resolve a pair of disagreements between the project structural engineer and steel subcontractor, both of which threatened increasingly large repair costs and delays. One dispute involved widespread, seemingly random weld cracking throughout the project, for which each side blamed the other, with proposed or attempted repairs (most failing) often reflecting this finger-pointing. The other dispute involved steel assemblies that were surveyed to be out of level after installation, alternately being blamed on improper design and improper fabrication. The author was given an opportunity to review relevant documents, tour the site, speak to both parties, and perform some analysis. The author was able to discover a pattern in the seemingly random weld cracking that allowed the engineer and fabricator to focus their attention and develop alternative weld procedures and details to repair existing cracks and prevent future cracks. They also performed an analysis and facilitated load testing and surveying of the questionable assemblies to show that the appearance of out-of-level assembly was a result of benign construction tolerance issues, avoiding the need for costly replacement or retrofit. The final result was cooperation between the engineer and steel subcontractor, a halt to the escalating repair costs and delays, and a much less painful process in the long run for all sides.

Food For Thought

Before implementing this strategy, there are several questions that the involved parties and their counsel might consider:

  • How should parties that propose this type of dispute resolution broach the subject to their at-odds colleagues?
  • Like the engagement of an independent evaluator or dispute review board, can this type of process be written into contracts or teaming agreements?
  • Should everyone involved have a say in selecting the technical expert, or a right to veto the proposed expert?
  • What agreements need to be in place to encourage open and honest cooperation in the resolution process while protecting the rights of each party should litigation occur down the road? Is the potential for reducing the damage of the dispute enough encouragement for the parties to participate openly?
  • What happens if the involved parties do not cooperate or willingly provide necessary information to the jointly appointed technical expert?
  • If negotiation is unsuccessful and the claim proceeds to subsequent proceedings, such as litigation, what role might the technical expert be able to take? Might they hold any liability?

Conclusion

Regardless of the potential challenges, this kind of early expert engagement has the potential to facilitate dispute resolution and is worth exploring further by consultants and attorneys, as it aims to help all involved parties toward a positive outcome and to minimize costs before they become excessive. For us experts who are also practicing designers, this is also an opportunity to take lessons learned and apply them to future projects, preventing future disputes and bringing a type of deep satisfaction that our more traditional expert engagements cannot quite match.

Authors Thanh Do, Ph.D., P.E. and David Ojala, S.E., P.E., LEED AP, CWI are structural engineers at Thornton Tomasetti specializing in structural failure investigations and standard of care assessments. They assist attorneys, general contractors, design professionals, and owners at various phases of construction dispute resolution. In addition, both are active structural designers, with a focus on performance-based seismic design, existing building retrofit, and risk consulting.

Wednesday, June 22, 2022

View from the Field Part 4 - Labor Productivity Management - Prospective

View from the Field is a series of blog posts providing a practitioners view of the management processes and challenges associated with construction megaprojects as well as large and complex projects. Addressed by both Edward W. Merrow of Independent Project Analysis, Inc. (IPA) and construction lawyer Andy Ness at a recent ABA Forum on Construction Law conference, their high-level perspectives are elaborated. This multi-part series has and will expand upon some practical aspects of the many challenges facing managers as well as highlight suggestions for implementation by inside or outside counsel.

Summary – Prospective Labor Productivity Management

Labor productivity issues and challenges in the construction industry have been studied, analyzed and chronicled for decades. Highly respected sources of strategic and managerial thinking such as McKinsey & Company have offered extensive macro-level perspectives on labor productivity in the construction industry. This practitioner-level review and analysis offers a micro-level perspective with an emphasis on managerial pragmatism. Even further, labor productivity can be bifurcated into prospective and retrospective considerations. This first offering is prospective – with managerial tools and techniques that can be implemented promptly with potential for significant benefits for the direct hire contractor. For the direct hire contractor, Labor Productivity can be your Competitive Edge or your Curse. This is your tool kit to achieve Competitive Edge.

Part 5 of this series will address Retrospective Labor Productivity Managerial Options.

Labor Productivity Management – Elevated Importance

In many industries, the project delivery contracting strategy has shifted from Design/Build (D/B) or Engineer, Procure, Construct (EPC) to Design-Bid-Build (DBB). IPAs recommended strategy for large and complex projects is DBB. For the construction contractors (subcontractors), DBB places heavy reliance on the management of direct labor, hence labor productivity. 

For the direct hire contractor, the risk profile of the individual project/contract can be quite high. When direct labor costs are a high percentage of the contractors direct cost pool, labor overruns can have serious consequences. Schedule-centric managerial approaches, such as Lean Construction, Advanced Work Packaging (AWP), Installation Work Packing (IWP) and others must be combined with labor productivity management techniques. Together, this combination optimizes the time/duration to perform the work as well as sizing of the labor crew. This harmonizes time and related schedule management with labor productivity management. Thus, direct labor-related costs.

Finally, craft labor shortages in the construction industry are well recognized and highly problematic. Improving the labor productivity of existing direct hire workforce serves to mitigate shortfalls as well as to enhance the competitiveness of the contractors construction business. 

Direct Hire Contractor Management Recommendations

Key Performance Indicators (KPIs)

KPI is the best leading indicator of project conformance with or variance from the project baseline. Measure your actual field labor productivity weekly. Productivity KPI’s can be calculated using Earned over Burned” (Earned Work Hours / Actual Work Hours). Since Actual Work Hours are determined weekly for payroll, weekly assessment or calculation of earned value (e.g., billing quantities) or related Earned Work Hours budgeted is all that is needed. Weekly assessment of labor productivity on the path of construction provides a leading indicator” of project success or problems. McLaughlin & McLaughlin has managed projects with serious labor productivity issues and found that they can be resolved efficiently during erection and/or resolved with greater certainty when using dispute resolution processes.

Peak Labor Reduction

In times of construction craft labor shortages and individual skill shortfalls, the direct hire contractor can achieve a competitive edge by managing to achieve a reduction in the contractors peak labor count on the job. For example, a job budgeted at 100,000 direct labor hours over one year duration would have a peak labor force of approximately 72 workers. If labor productivity (PR) was .75 (worse than 1.0), the peak would be approximately 89 workers. However, enlightened management could improve this PR to 1.15. If done, the peak labor would be reduced to approximately 61. This reduction in crew size (89-61=28) reduces the demand for additional workers. In times of labor shortages and supervisor challenges, this serves to lower costs and supervision complexity.

Path of Construction

Use an execution strategy that is focused on labor productivity on or near the Path of Construction. Apply this focus and the rest of the job will almost take care of itself. Use Workface Planning coupled with Lean Construction, in some blend or fashion, on the Path of Construction. Coupled with a sound productivity management concept and plan for site logistics, the direct hire contractor will enjoy the benefits of effective field labor productivity management. Use a weekly Key Performance Indicator (KPI) of Earned over Burned” (Earned Hours / Actual Hours). This leading indicator will give supervisors and managers positive control of the productivity. 

Lean Construction

Lean Construction has achieved richly deserved popularity in the industry. The Lean Construction Institute’s mission is “…to transform the fragmented design and construction industry through lean thinking, tools and technology.” Advocates Joe Donarumo and Keyan Zandy offer workshops and have authored The Lean Builder, A Builders Guide to Applying Lean Tools in the Field.  “Hoots on the Ground” is highly informative.  While very popular and apparently highly effective, a complimentary management tool is still needed to address field labor productivity. Just as the Last Planner SystemTM uses Key Performance Indicator (KPI) Percent Plan Complete,” a labor productivity management plan and KPI is needed. Weekly Productivity Ratio (PR) is simple, efficient and effective. Earned over Burned” is easily implemented and is compatible with Last Planner SystemTM.  All direct hire contractors and trade partners should incorporate a Labor Productivity KPI into their managerial tool bag.

Advanced Work Packaging (AWP) and all

Advanced Work Packaging (AWP), Workface Planning, Installation Work Package(ing) (IWP), Construction Work Package(ing) (CWP) and other related schedule-centric managerial approaches have considerable value in managing labor productivity. Construction Industry Institute (CII) offers publications that cover these approaches. Using this managerial process is a strong option with planning as the key.

Acceleration

During project planning and execution, the project / construction management teams are often confronted with requests or demands to accelerate performance. Whether using specific methods or performance-based approaches, the acceleration requirement, virtually without exception, degrades or reduces field labor productivity. Regardless of the rationale for acceleration, the contractor should choose an approach that minimizes the negative impact on the contractors field labor productivity. Prolonged scheduled overtime (more work hours per week than planned) rapidly degrades field labor productivity. Avoid widespread use of this choice. If necessary and feasible, apply scheduled overtime to the path of construction, not the entire site. Rotate the specific personnel. A better choice is shift work where a second shift can be implemented on or near the path of construction. Use proven techniques for planning and managing this second shift. Above all, manage acceleration involving field labor with great care.

Single Source of Truth (SSOT) 

The data management associated with field labor productivity is a key consideration. Define the productivity-related data in the Project Execution Plan. Gather the data on a contemporaneous basis (needed regardless), and control access to the editing or changing of this data. This ensures availability if claims for additional compensation for productivity-related losses become desirable.

Modularization

Likely, the most commonly suggested managerial option to labor productivity management is to fabricate or erect modules (portions of the total scope of work) using an offsite fabrication facility. A legitimate discussion of a modular erection strategy would require a dedicated post. Suffice to say that the strategy has merit, given the right circumstances. Like AWP, advanced planning of work packages is needed. Further, logistics planning associated with transportation of the module(s) from fabrication facility to the job site work front is a must and requires substantial skill.

Conclusions (Part 4)

Proactive management focused on field labor productivity can have many positive impacts:

  • Offsets Labor Shortages – reduces the number of field labor, mitigates the impact of shortages and reduces the complexity of the related supervision.
  • Reduces Risk – reduces the risk of cost overruns by managing the smaller total labor force at the site and the need for new hires.
  • Facilitates timeliness – identification of negative events and variances, when recovery options are still available.
  • Creates Acceleration Options – Allows management of the productivity-related negative impacts of acceleration situations.
  • Enhanced Profitability – The direct hire contractor can reliably operate at or beneath the contractor’s cost and labor estimate baseline.

For the direct hire contractor, this becomes the Competitive Edge not a Curse.

View from the Field – Retrospective Labor Productivity Managerial Options (Part 5)

Having discussed Prospective Labor Productivity Management, Part 5 of this series will address the challenges of Retrospective Labor Productivity Managerial Options.

Author George T. McLaughlin PMP CCM has worked worldwide in this industrial marketplace since the early 1980s. He serves Owners, Prime Contractors, and Subcontractors. For the most part, Mr. McLaughlins work is performed on-location where the relevant work is being performed hence the title View from the Field.” Mr. McLaughlin is a principal of McLaughlin & McLaughlin out of Austin, Texas.

Monday, June 13, 2022

Introducing The Dispute Resolver's New Series: "Consultant Corner"

The Dispute Resolver editorial team is looking for submissions from Forum member consultants for our new blog series “Consultant Corner.” Perhaps you have a new area of expert analysis that you feel practitioners need to know about or there is a recent case study that might be of interest to our readership. If you have insight to share, send your submission in a Word document to Catherine Delorey at cdelorey@grsm.com. Guidelines for submissions:

  • They should be between 500 and 1,500 words in length;
  • We ask that you provide with your submission (or at the beginning of it) a sentence or two why you believe the topic is important to the Litigation & Dispute Resolution Division (D1);
  • Submissions should contain substantive analysis of interest to construction advocates and neutrals. While we expect that the quality of your commentary will naturally highlight your capabilities and generate business leads, the article should not read like a sales pitch or be overly promotional in nature;
  • If you need to cite to anything, we ask that you use hyperlinks or parenthetical cites within the body of the article (do not use footnotes or endnotes);
  • To increase exposure, we recommend that you include a short author bio (1-2 sentences max) at the end of the article with a hyperlink or parenthetical cite to your website; and
  • While not a requirement, pictures are worth a thousand words! If you have photos or links to videos that help illustrate the theme of your article, we encourage you to include them.