SOLICITATION NOTICE
99 -- Air Traffic Organization (ATO) Large Scale Cultural Transformation Effort
- Notice Date
- 6/2/2008
- Notice Type
- Presolicitation
- Contracting Office
- Department of Transportation, Federal Aviation Administration (FAA), Headquarters, FEDERAL AVIATION ADMINISTRATION, AJT-26 HQ - FAA Headquarters (Washington, DC)
- ZIP Code
- 00000
- Solicitation Number
- 6738
- Response Due
- 6/30/2008
- Archive Date
- 7/15/2008
- Point of Contact
- Tanyka Lawrence, (202) 267-7802
- Small Business Set-Aside
- N/A
- Description
- This market survey advertisement is posted in accordance with Federal Aviation Administration (FAA) Acquisition Management System Policy 3.2.1 BACKGROUND Cultural change is at the core of the Air Traffic Organization (ATO) ability to transform to a performance based organization. The ATO has successfully implemented organizational changes at Headquarters, conducted a major consolidation of ATO support managers and staff regional office personnel to three Service Area Offices from nine locations, and is currently reengineering Service Center functions. Cultural change initiatives in the last few years have focused on executive coaching, horizontal integration issues between service units and fostering effective leadership teams at the Service Area and the VP levels. Several large communications outreach initiatives have been undertaken and cascaded throughout the organization. These efforts were led by managers with the goal of educating, providing opportunities for dialogue, and providing mechanisms for upward feedback. These communication sessions reached 1/3 of the workforce and focused on the compelling need for change, the direction and principles of the ATO, the plans in place to move the organization forward to a more customer-focused, results-oriented, and performance based culture. Participants were engaged in discussions regarding cultural and behavioral shifts necessary in their facility/office to move the organization forward toward organizational goals. A new ATO Chief Operating Officer has been selected. He supports the changes that have occurred already and wants to further the progress the ATO has made. He is interested in getting the ATO to operate as "One-ATO" both horizontally across service units and from the Vice President level down to the controller and technician level. We are looking for support from the top of the organization with the Executive Council down to Front Line Managers in the field. The effectiveness of leadership teams is always critical to organizational success and while we have made headways in the last few years in this regard, the restructuring also caused barriers. It will be critical to get the Executive Leadership Team executing strategically and building the Service Area Leadership Council (The field Leadership Directors) to lead operations and execute well. In the past, we have had executive coaching for all key executive VPs and Directors. The coaching process needs to be up-leveled to include a very tangible and structured model for change and accountability to occur. Employee surveys, site visits, manager feedback and interviews with the ATO's most senior leaders has revealed a reluctance to embrace the necessary changes because of learned behaviors and conditioned responses to the issues that arise in the organization. A key requirement will be specialized training in executive coaching and a clear coaching model that influences change and can be measured. PURPOSE To meet the goal of transforming the ATO to a performance based organization, it is recognized that senior leaders need to understand the culture within the ATO, the desired behaviors that will complement the realignment currently underway, any anticipated obstacles, and model the corporate executive leadership and decision making that is needed from senior managers. SCOPE OF WORK AND CAPABILITIES FAA requires a skilled vendor to help us transform the culture of the FAA to a results-oriented, customer focused, and performance based organization. This vendor will be required to work at every level of the organization and have the knowledge, training, skills and background to do large scale cultural transformation work. A major requirement for this vendor is to have the specialized training credentials in executive coaching and building high performance teams. The vendor not only has to have the training credentials of a professional executive coach but also the demonstrated ability to affect change and a clear and structured coaching model. The vendor needs to have a high level of knowledge and experience in the field of organizational behavior and show examples of large scale cultural transformation initiatives they undertook and the positive results for the organization. Vendor will review documentation on FAA's strategic plans and objectives, including Mission, Vision, Values and Flight Plan, Strategic Management Plan (SMP), Business Goals, and Performance Objectives.Vendor will review the ATO's employee perception survey (University of Maryland conducted in 2004) to understand the survey instrument and analyze the survey results.Vendor will conduct interviews to gain an understanding of organizational issues. Potentially interviews may be done with the senior leadership team to gain a solid understanding of the current situation with respect to each leader him/herself as well as opportunities and challenges each leader sees in the senior leader group working together to achieve successful culture change. Focus groups may be used as well.Vendor may also choose to conduct a series of interviews to assess the current environment, opportunities and needs at more operational levels. Included will be interview with selected headquarters staff, interviews with three Service Area Directors and focus groups with mid level managers and individual contributors in those three Service Areas.Vendor will provide one-on-one executive coaching with each member of the Executive Council. This coaching will use a model that builds in accountability and has some sort of metric for improvement attached to it.Vendor will recommend activities that have been specifically designed to accelerate the FAA culture change effort and produce measurable results in the most expeditious way possible.Vendor will support on-call consultation to promote the FAA's expedited implementation of the cultural change recommendations. The vendor will: Develop a survey and assessment tool to measure organizational progress in becoming performance based. Provide analysis and useable reports as a mechanism to leverage change. Provide progress on agreed upon metrics and design and implement needed interventions to close gaps.Deliver a recommended strategy for cultural change transformation. This strategy should assist the agency in modeling, reinforcing and aligning critical leadership behaviors necessary for a cultural shift. While this list is not inclusive, these change leadership behaviors are deemed critical to ATO success:a. Teaming: Cooperates and collaborates with others across organizational boundaries.b. Achieving Results: Produced measurable results, is accountable and adds value to the ATO.c. Influencing Others: Takes risks, challenges and inspires others to move to new ATO behaviors.d. Valuing Others: Listens, empowers, recognizes and rewards otherse. Flexibility: Seeks feedback and makes changes in behavior Provide a plan for executive coaching that focuses on organizational outcomes, utilizes and communicates a clear coaching model, and increases measures of accountability for desired leadership behaviors. The coaching model should include the participant's manager in the action planning process.Design and deliver training to varied audiences depending on skill gasps. Vendor needs to be experienced in training methods and delivery and effective in gaining performance based results. Vendor will provide own printing and participant materials for any training conducted.Support the Change Management Team in developing initiatives that move metrics in the areas of "building a performance based culture" and "improving relationships between managers and employees" PERFORMANCE PERIOD It is anticipated that the duration of this contract including the exercise of any options is from the date of contract award through 30 September 2011. GOVERNMENT POINTS OF CONTACTQuestions regarding this market survey should be made electronically to Tanyka L. Lawrence, Contract Specialist, Headquarters/Business and Acquisition Organization via email only to tanyka.l.lawrence@faa.gov/FAA COMPANY POINTS OF CONTACT For informational purposes, responders should include a company Point(s) of Contact with telephone number(s), FAX telephone number(s), E-mail address (es) and mailing addresses (es). REQUIREMENTS FOR RESPONSES All responses to this market survey should address demonstrable, direct and recent experience and capabilities in the areas listed above under the Scope of Work/Capabilities. Recent experience is that which was obtained after January 2005; experience earlier than this date will not be regarded as recent. Responses containing only company brochures, catalogs, or other types of generic information will not be considered an adequate response to this market survey. SUBMISSION FORMAT Submission Structure Your response to this market survey should follow the format and submission requirements outlined below: I. Scope of the Organization's Prior WorkProvide a concise description of the work the organization has previously done in each of the areas described under SCOPE OF WORK AND CAPABILITIES, of this announcement. When you address your recent and relevant experience, you should also include the following: (a) Description of work performed(b) Contract number(c) Identification of the government or commercial entity for whom work was performed (identify all work performed as a subcontractor).(d) Name, title and telephone number of the Government Contracting Officer and the Government Technical Representative (or equivalent points of contact, for non government experience and;(e) Information sufficient to enable FAA to contract the respondent, including name, title, address and telephone number of an authorized representative of the respondent.(f) Identification of any specific FAA experience II. The Organization's Technical Qualifications and Capabilities Provide a description of the organization's qualifications and capabilities in each of the areas described under SCOPE OF WORK AND CAPABILITIES. III. The Organization's Business Qualifications and CapabilitiesProvide a description of the organization's qualifications and capabilities in each of the areas described under SCOPE OF WORK AND CAPABILITIES. You should also provide the following information: (a) whether your company is a large, small, small disadvantaged, woman-owned or small disadvantaged veteran-owned business; (b) GSA Schedule Contract Number if the company is a GSA Schedule Holder (c) whether you have an approved purchasing system FormatQuantityAddress Electronic (email)1Tanyka.l.lawrence@faa.gov Hard Copies1 originalFederal Aviation Administration1 copy800 Independence Avenue, SWRoom 406Washington, DC 20591Attn: Tanyka L. Lawrence, Contract Specialist NOTES: The hard copy must not exceed 15 pages in length. The electronic submission and the hard copies must be identical. The electronic submission should be in MS WORD format. No oral submissions will be accepted. The Government will confirm receipt of submissions. No telephonic inquiries will be accepted. DEADLINE DATE FOR SUBMISSION: All responses to this Market Survey must be submitted to the above addresses no later than 4:00 P.M. (EST) on June 27, 2008. ADDITIONAL INFORMATION: This announcement is not intended to guarantee procurement of the services described and shall not be construed as a commitment by the Government to enter into a contract. The Government is not liable for any cost associated with the preparation and submittal of responses for this Market Survey. Additionally the Government will not reimburse any firm or individual for cost incurred in responding to this Market Survey. END OF MARKET SURVEY
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