MODIFICATION
R -- Executive Recruitment Services
- Notice Date
- 12/27/2002
- Notice Type
- Modification
- Contracting Office
- Department of the Navy, Naval Supply Systems Command, FISC NORFOLK DETACHMENT WASHINGTON, 1014 N Street SE, Suite 400 Washington Navy Yard, Washington, DC, DC, 20374-5014
- ZIP Code
- 20374-5014
- Solicitation Number
- N00600-03-Q-0618
- Response Due
- 1/3/2003
- Archive Date
- 2/2/2003
- Point of Contact
- Barbara Christian, Contract Specialist, Phone 202-685-1281, Fax 202-433-9586,
- E-Mail Address
-
Barbara_L_Christian@fmso.navy.mil
- Description
- Below are additional questions submitted and the answers on RFQ N00600-03-Q-0618 Q1: What specific deliverables are expected at the end of the 30 day performance period? A1: A list of candidates that meet or exceed the technical and executive qualifications of the position. The deliverable should include each candidate's resume and a summary of their executive core qualifications. Q2: The solicitation speaks of a list of all candidates along with the contractor's comments and recommendations, but this deliverable does not seem consistent with other executive search contracts. A2: All candidates (those identified by the firm and those that choose to apply directly to the DON) will be certified by an executive resources board (government personnel). The final selection certificate could have candidate(s) from the firm and candidates that applied directly to the DON. We expect a campaign to include direct telephone contact with high potential candidates (a result of targeted advertising). Your search process should include a screening process based on the qualifications articulated in the statement of work. Your list of candidates could potentially include government and non-government candidates. We hope to reach a wide and diverse candidate pool to include senior HR executives within and outside federal government. Q3: In the first phase, the contractor normally provides a highly screened list of the best qualified candidates at approximately 30 days as an interim step, not a final step. In a normal executive search the contractor would meet with the client to discuss this "30-day list" of the best qualified candidates, approximately 6-8 individuals, at 30 days. Together the client and the contractor would narrow the list down to a "long list" of 3-6 potential candidates for personal interviews by the contractor. A3: The Vacancy Announcement for this position will close in early February (which may be extended) We'd like to have the firm's list of best qualified candidates 2-3 weeks after the closing date of the announcement. The selecting official (ASN(M&RA)) will appoint an executive evaluation panel to narrow the list. This panel will review the "non-firm" candidates as well as those presented by the firm. Q4: In the second phase of the contract,the client and contractor would collectively narrow the list down to a "short list" of final candidates, normally 3 individuals. The client would then normally only conduct personal interviews with the final candidates. The performance time to complete this type of activity with two phases is approximately 60 days. A4: See required timeline stated in RFQ and answer to question 3 above. Q5: Does the DON expect the contractor to have conducted personal interviews with candidates at the 30 day performance period? A5: Yes Q6: Does the DON anticipate a meeting between the contractor and the client prior to initiating the executive search? A6: Yes
- Place of Performance
- Address: Contractor Site
- Country: USA
- Country: USA
- Record
- SN00231575-W 20021229/021227213804 (fbodaily.com)
- Source
-
FedBizOpps.gov Link to This Notice
(may not be valid after Archive Date)
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