BAS2A gives federal, state, and local agencies executive L&D leadership without the full-time line item—measurement that survives scrutiny, programs that change behavior, and a track record of $11 returned for every $1 invested, independently verified.
Every agency runs leadership programs, mandatory training, and workforce initiatives. Almost none can answer the only question leadership eventually asks: what changed because we spent that money?
Federal evaluation usually stops at attendance and satisfaction—measures that say whether people showed up and enjoyed it, but nothing about whether they work differently afterward. When the budget cycle arrives, "people liked it" and "it worked" are different claims, and only one survives scrutiny.
BAS2A was built to close that gap—from inside government, not adapted from the private sector.
Most agencies recognize they need senior learning leadership but can't justify a full-time Chief Learning Officer on the books. A fractional engagement closes that gap—the strategy, the measurement discipline, and the manager-capability work, deployed where the bottlenecks actually are.
The perspective of someone who has sat inside agency leadership at USPTO, the Navy OIG, OPM, and FHFA—and understands how training decisions connect to budget decisions.
PROVE™ produces dollar-denominated evidence built on the Phillips ROI Methodology—the same rigor that earned an independently verified $11-per-$1 return at USPTO.
Every engagement is built so the method stays when the engagement ends—your team can run the play without a permanent CLO on the P&L.
Each framework started as a field response to a real program that was failing inside a federal agency. Together they form a complete system for measurable workforce development.
The five-stage ROI methodology that builds measurement into a program's design from day one—so it produces evidence, not just attendance. Validated at $11 returned for every $1 invested.
The Origin StoryGrounded in Coordinated Management of Meaning theory. When a clear directive is repeated and nothing changes, the problem isn't clarity—it's coordination. CCL™ is built to close that gap.
See It AppliedUnifies Human-Centered Design, Lean Startup, and Agile into a single government-native rollout cadence—so programs ship on time and deliver what leadership promised.
Pilot OptionsRedesigns mandatory training around the moments behavior actually occurs—turning 100% completion with zero behavior change into compliance and capability, without adding budget.
See the ApproachBroader diagnostic frameworks for reading an organization before prescribing a solution—mapping where capability, communication, and change readiness actually stand.
Ask About TheseActive research bringing open-source causal inference (DoWhy, EconML) into L&D evaluation—stronger answers to "how do you know the training caused it," translated for practitioners.
The ExperimentSelected engagements across federal and state government—each one showing what the work actually produces.
A failing supervisor-development effort rebuilt around measurement from the first design session. Behavior change was isolated using the Phillips ROI Methodology and converted to dollars.
A train-the-trainer system that reached 77 independently run county facilities with one consistent standard—solving a structural consistency problem no central training team could cover directly.
A flagship in-person leadership event redesigned for fully virtual delivery during COVID—restructured content, designed-in interaction, and facilitators prepared for the format.
In a field dominated by corporate L&D, a federal program competed on evidence rather than budget—and was recognized by a national panel with no reason to grade on a curve.
Leadership development, mandatory-training redesign, AI readiness, and ROI evidence built for budget reviews, OMB scrutiny, and finance-driven cultures. Direct experience at USPTO, Navy OIG, OPM, and FHFA.
Statewide, multi-site training that stays consistent without a central team in every location—proven across a 77-facility corrections system in Kentucky. The "too big to train consistently" problem has a design solution.
Right-sized fractional leadership for counties, cities, and districts that need senior L&D strategy and measurement—without carrying a full-time executive on a constrained budget.
Diagnose first, pilot second, scale third—with a self-paced certification path for teams that want to run the methods themselves.
$4,500
A 90-minute deep-dive for senior leaders with a custom analysis of your agency through the BAS2A frameworks. Virtual or on-site.
Book Now$15K–$35K
A 90-day LSPM pilot on one real program—three sprints, a PROVE™ dashboard, and a trained team that keeps the method.
Get Proposal$3,500/mo+
Embedded Chief Learning Officer capability—strategy, measurement, needs analysis, and vendor oversight—at a fraction of the full-time cost.
Explore RetainerFrom $997
Certified PROVE™ Practitioner or the full LSPM track. Online, 4–8 hours, with a shareable credential for your managers.
See TracksBAS2A—Brantley Advanced Social Science Applications—delivers Fractional Chief Learning Officer services to government. Dr. Brantley created PROVE™, CCL™, LSPM, and TTL© because he lived the problems they solve, in agency after agency, over more than two decades.
The "fractional CLO for government" category didn't exist before BAS2A built it. Large consulting firms offer process and headcount but rarely a framework with a documented federal ROI behind it; small training vendors deliver content but not strategy. BAS2A sits in the space between—and for an agency that has felt that gap, that's exactly the point.
The frameworks are built, tested, and ready. The only thing missing is the conversation about what they could do inside your agency.
Start the Conversation →Start with the $4,500 Executive Briefing—90 focused minutes and a clear next step, whether that's a pilot, a retainer, or no engagement at all.