SOURCES SOUGHT
R -- Support to assist the Assistant Secretary of the Army's (ASA) Manpower and Reserve Affairs (M&RA) support through the OPM Training and Management Assistance (TMA) Program.
- Notice Date
- 9/3/2008
- Notice Type
- Sources Sought
- Contracting Office
- Department of the Interior, National Business Center, AQD - Sierra Vista, DOI - NBC, Ft. Huachuca AZ NBC / Acquisition Services DirectorateSierra Vista BranchP.O. Box 12924 Fort Huachuca AZ 85670
- ZIP Code
- 85670
- Solicitation Number
- NBCHR080020
- Response Due
- 9/30/2008
- Archive Date
- 9/3/2009
- Point of Contact
- Dean R. Haskin Contracting Officer 5205380396 Dean_R_Haskin@nbc.gov;<br />
- Small Business Set-Aside
- Service-Disabled Veteran-Owned
- Description
- DESCRIPTION Subject: Support to assist with the Analysis, Design, Development, Implementation, and Evaluation of Customized Training, Learning, Change Management, Knowledge Capture and Management, Support and Improve Training Requirements and Delivery, Workforce Composition and Gap Analysis, Workforce Selection, Retention, and Diversity, Succession Planning, and Competitive Outsourcing, for the Assistant Secretary of the Army's (ASA) Manpower and Reserve Affairs (M&RA) support through the OPM Training and Management Assistance (TMA) Program. Response Date: September 30, 2008 Contact: Contract Specialist: Dean Haskin 520.538.0396 Agency: Department of the Interior, National Business Center, Acquisition Services Directorate, Sierra Vista Branch. At this time: the Acquisition Services Directorate, Sierra Vista Branch intends to award four, five year, Indefinite Delivery/Indefinite Quantity (IDIQ) contracts, set-aside in accordance with FAR 19.1405-Service-Disabled Veteran-Owned Small Business Set-Aside Procedures (July 2006), to procure qualified contractor support through the OPM Training and Management Assistance (TMA) Program to assist with the analysis, design, development, implementation, management/administration, and evaluation of integrated, enterprise-wide and component-specific training, learning, knowledge management, and strategic human resource management systems, interventions, and programs that are critical for M&RA mission accomplishment. If the results of this market survey indicate there are no potential qualified sources that can support this proposed effort, the Government will consider issuing sole source contracts. The estimated ceiling for each contract is $250,000,000.00. It is recommended that the Contractor operate exclusively in the public interest. Specifically, the Government requires this support for each of their requirements to alleviate potential conflicts with recommendations of future products and services. The requirement includes that the Contractor shall be prohibited from participating in competition as a prime, subcontractor, or consultant for the Government of any items and/or services to be furnished and other contracts based on any work performed under this contract. The term "Contractor" includes Contractor personnel, subcontractors, and consultants. All Contractor personnel shall be considered procurement officials and will be subject to the provisions of Section 27 of the Office of Federal Procurement Policy Act (41 U.S.C. 423). The ASA M&RA requirement will require support and services in the following areas and phases: 1.0Training, Learning, and Knowledge Management Requirements Phase 1.1 Analysis RequirementsRequirement 1.1.1 Analyze Current M&RA Training for Competencies of their Mission-Critical Elements and Make Recommendations for Modification and ImprovementRequirement 1.1.2 Analyze Current Training Strategies for narrowly focused Skill Specific Training and Make Recommendations for Modification and ImprovementRequirement 1.1.3 Analyze Current M&RA Train the Trainer Strategies and Make Recommendations for Modification and ImprovementRequirement 1.1.4 Analyze Current M&RA Knowledge Capture and Maintenance Strategies, and Make Recommendations for Modification and ImprovementRequirement 1.1.5 Analyze Current M&RA Change Management Interventions to Improve Individual and Team Performance and Make Recommendations for Modification and ImprovementRequirement 1.1.6 Analyze Current M&RA Interventions to Capture SME Knowledge to Improve Individual, Team, and Enterprise Knowledge and Make Recommendations for Modification and ImprovementRequirement 1.1.7 Analyze Current M&RA Knowledge Redistribution Issues and Make Recommendations for Modification and Improvement Requirement 1.1.8 Other related interventions as required Phase 1.2 Design RequirementsRequirement 1.2.1 Design new Training Models to Capitalize on the Changing Landscape of the M&RA including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.2 Design Training Strategies that will Focus and Maximize M&RA Competencies for Mission-Critical Elements including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.3 Design Training Strategies for narrowly focused Skill Specific Training including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.4 Design Training Strategies for Train the Trainer Requirements including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.5 Design Knowledge Capture and Management to Improve Individual, Team and Enterprise Performance including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.6 Design Change Management Interventions to Improve Individual and Team Performance including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.7 Design Interventions to Capture Subject Matter Expert (SME) Knowledge to Improve Individual, Team, and Enterprise Knowledge including appropriate hardware and software licenses per Analysis ResultsRequirement 1.2.8 Other related interventions as required Phase 1.3 Development RequirementsRequirement 1.3.1 Develop a M&RA Enterprise-Wide Curriculum Map for Key Occupational Specialties that Conforms to Analysis Results and Design Standards and SpecificationsRequirement 1.3.2 Develop Position Descriptions for Key Occupational Specialties that Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.3 Develop Competency Models for Key Occupational Specialties that Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.4 Develop Competency-Based Career Paths for Key Occupational Specialties that Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.5 Develop a Revised and Expanded New Employee Orientation Program that Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.6 Revise Existing Classroom and Wed-Based Training Programs, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.7 Develop New Classroom and Web-Based Training Programs, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.8 Revise Existing Classroom and Web-Based Learning Interventions, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.9 Develop New Classroom and Web-Based Learning Interventions, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.10 Revise Existing Knowledge Management Interventions, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.11 Develop New Knowledge Management Interventions, including appropriate hardware and software licenses, to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.12 Develop Instructor Training Programs to Conform to Analysis Results and Design Standards and SpecificationsRequirement 1.3.13 Develop Additional Instructional Products and systems to Conform to Analysis Results and Design Standards and Specifications as Directed by M&RA Phase 1.4 Implementation RequirementsRequirement 1.4.1 Implement Training Models Strategies including appropriate hardware and software licenses that will maximize M&RA Performance per Analysis results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 1.4.2 Implement Training Strategies, including appropriate hardware and software licenses, that will Focus and Maximize M&RA Competencies for Mission-Critical Elements, per Analysis ResultsRequirement 1.4.3 Implement Training Strategies for narrowly focused Skill Specific Training, per Analysis Results, including applicable hardware and software devices, as requiredRequirement 1.4.4 Implement Training Strategies for Train the Trainer Requirements, per Analysis Results, including applicable hardware and software, as requiredRequirement 1.4.5 Implement Knowledge Capture and Management to Improve Individual and Team Performance per Analysis Results, including applicable hardware and software devices, as requiredRequirement 1.4.6 Implement Change Management Interventions to Improve Individual and Team Performance including appropriate hardware and software licenses per Analysis ResultsRequirement 1.4.7 Implement Design Interventions to Capture SME Knowledge to Improve Individual, Team, and Enterprise Knowledge per Analysis Results, including applicable hardware and software devices, as requiredRequirement 1.4.8 Other Related Interventions as Required Phase 1.5 Evaluation RequirementsRequirement 1.5.1 Evaluate the Effectiveness of the Training Models Strategies that will maximize M&RA Performance per Analysis results and Design SpecificationsRequirement 1.5.2 Evaluate the Effectiveness of the Training Strategies Designed to Focus and Maximize M&RA Competencies for Mission-Critical ElementsRequirement 1.5.3 Evaluate the Effectiveness of Training Strategies for narrowly focused Skill Specific TrainingRequirement 1.5.4 Evaluate the Effectiveness of Training Strategies for Train the Trainer RequirementsRequirement 1.5.5 Evaluate the Effectiveness of Knowledge Capture and Management to Improve Individual and Team Performance Requirement 1.5.6 Evaluate the Effectiveness of Change Management Interventions to Improve Individual and Team PerformanceRequirement 1.5.7 Evaluate the Effectiveness of Design Interventions to Capture SME Knowledge to Improve Individual, Team, and Enterprise KnowledgeRequirement 1.5.8 Other related interventions as required Phase 1.6 Project Management Office Support RequirementsRequirement 1.6.1 Provide instructional, operational, technical, and/or logistics support to government customer organizations that have a training, learning, or knowledge management missionRequirement 1.6.2 Provide related support as required Phase 2.1 Analysis RequirementsRequirement 2.1.1 Analyze M&RA Critical MissionsRequirement 2.1.2 Analyze M&RA Strategic Plans and Make Recommendations for Modification and ImprovementRequirement 2.1.3 Analyze Current M&RA Workforce Composition, Identify Specific Gaps in Current Capabilities when Compared to a Desired State Workforce Fully Capable of Accomplishing M&RA Critical Missions, and Make Recommendations for Modification and ImprovementRequirement 2.1.4 Analyze M&RA Recruiting and Selection Policies, Practices, and Strategies, and Make Recommendations for Modification and ImprovementRequirement 2.1.5 Analyze Workforce Diversity, Identify Roadblocks to Minority Advancement, and Make Recommendations for Modification and ImprovementRequirement 2.1.6 Analyze M&RA Competitive Sourcing Initiatives and Make Recommendations for Modification and ImprovementRequirement 2.1.7 Analyze M&RA Succession Planning Policies, Practices, and Strategies, and Make Recommendations for Modification and ImprovementRequirement 2.1.8 Analyze M&RA Organizational Structure and Make Recommendations for Modification and ImprovementRequirement 2.1.9 Analyze M&RA Business Processes and Make Recommendations for Modification and ImprovementRequirement 2.1.10 Analyze M&RA Strategic Communication Strategies and Make Recommendations for Modification and ImprovementRequirement 2.1.11 Analyze M&RA Organizational Climate and Make Recommendations for Modification and ImprovementRequirement 2.1.12 Other related interventions as required Phase 2.2 Design RequirementsRequirement 2.2.1 Design Human Capital Strategies that will Maximize M&RA Enterprise PerformanceRequirement 2.2.2 Design Interventions and Strategies that will Close Gaps between Current and Desired Workforce Composition per Analysis ResultsRequirement 2.2.3 Design Revised M&RA Recruiting and Selection Policies, Practices, and Strategies per Analysis ResultsRequirement 2.2.4 Design Revised Workforce Diversity Policies, Processes, and Strategies per Analysis ResultsRequirement 2.2.5 Design Revised Competitive Sourcing Policies, Processes, and Strategies per Analysis ResultsRequirement 2.2.6 Design Revised Succession Planning Policies, Processes, and Strategies per Analysis ResultsRequirement 2.2.7 Design Revised M&RA Organizational Structures per Analysis ResultsRequirement 2.2.8 Design Revised M&RA Business Processes per Analysis ResultsRequirement 2.2.9 Design M&RA Strategic Communication Strategies per Analysis ResultsRequirement 2.2.10 Design Interventions to Improve M&RA Organizational Climate per Analysis ResultsRequirement 2.2.11 Design Organization Development Interventions to Improve Individual, Team, and Enterprise Performance per Analysis ResultsRequirement 2.2.12 Design Change Management Interventions to Improve Individual, Team, and Enterprise Performance per Analysis ResultsRequirement 2.2.13 Design Organizational Transformation Interventions to Improve Individual, Team, and Enterprise Performance per Analysis ResultsRequirement 2.2.14 Design Additional Human Capital Interventions, Strategies. Policies, Processes, Procedures, and Products as Directed by M&RA per Analysis ResultsRequirement 2.2.15 Other related interventions as required Phase 2.3 Development RequirementsRequirement 2.3.1 Develop Human Capital Strategies that will maximize M&RA enterprise Performance per Analysis results and Design SpecificationsRequirement 2.3.2 Develop Interventions and Strategies, including appropriate hardware and software licenses that will close the gaps between Current and Desired Workforce Composition per Analysis Results and Design SpecificationsRequirement 2.3.3 Develop Revised M&RA Recruiting and Selection Policies, Practices, and Strategies, including appropriate hardware and software licenses, per Analysis Results and Design SpecificationsRequirement 2.3.4 Develop Revised Workforce Diversity Policies, Processes, and Strategies, including appropriate hardware and software licenses, per Analysis Results and Design SpecificationsRequirement 2.3.5 Develop Revised Competitive Sourcing Policies, Processes, and Strategies per Analysis Results and Design SpecificationsRequirement 2.3.6 Develop Revised Succession Planning Policies, Processes, and Strategies, including appropriate hardware and software licenses, per Analysis Results and Design SpecificationsRequirement 2.3.7 Develop Revised M&RA Organizational Structures per Analysis Results and Design SpecificationsRequirement 2.3.8 Develop Revised M&RA Business Processes per Analysis Results and Design SpecificationsRequirement 2.3.9 Develop M&RA Strategic Communication Strategies and Materials including appropriate hardware and software licenses per Analysis Results and Design SpecificationsRequirement 2.3.10 Develop Interventions to Improve M&RA Organizational Climate Interventions per Analysis Results and Design SpecificationsRequirement 2.3.11 Develop Organization Development Intervention Protocols and Materials to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design SpecificationsRequirement 2.3.12 Develop Change Management Intervention protocols and Materials to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design SpecificationsRequirement 2.3.13 Develop Organizational Transformation Intervention Protocols and Materials to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design SpecificationsRequirement 2.3.14 Develop Additional Human Capital Interventions, Strategies. Policies, Processes, Procedures, and Products including appropriate hardware and software licenses as Directed by M&RA per Analysis Results and Design SpecificationsRequirement 2.3.15 Other related interventions as required Phase 2.4 Implementation RequirementsRequirement 2.4.1 Implement Human Capital Strategies including appropriate hardware and software licenses that will maximize M&RA enterprise Performance per Analysis results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.2 Implement Interventions and Strategies including appropriate hardware and software licenses that will Close Gaps between Current and Desired Workforce Composition per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.3 Implement Revised M&RA Recruiting and Selection Policies, Practices, and Strategies per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.4 Implement Revised Workforce Diversity Policies, Processes, and Strategies per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.5 Implement Revised Competitive Sourcing Policies, Processes, and Strategies per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.6 Implement Revised Succession Planning Policies, Processes, and Strategies per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.7 Implement Revised M&RA Organizational Structures per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.8 Implement Revised M&RA Business Processes per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.9 Implement M&RA Strategic Communication Strategies per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.10 Implement Interventions to Improve M&RA Organizational Climate Interventions per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.11 Implement Organization Development Interventions to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.12 Implement Change Management Interventions to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.13 Implement Organizational Transformation Interventions to Improve Individual, Team, and Enterprise Performance per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.14 Implement Additional Human Capital Interventions, Strategies. Policies, Processes, Procedures, and Products as Directed by M&RA per Analysis Results and Design Specifications, including applicable hardware and software devices, as requiredRequirement 2.4.15 Other related interventions as required Phase 2.5 Evaluation RequirementsRequirement 2.5.1 Evaluate the Effectiveness of Human Capital Strategies Designed to Demonstrate M&RA enterprise Performance ImprovementsRequirement 2.5.2 Evaluate the Effectiveness of Interventions and Strategies Designed to Close Gaps between Current and Desired WorkforceRequirement 2.5.3 Evaluate the Effectiveness of Revised M&RA Recruiting and Selection Policies, Practices, and Strategies to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.4 Evaluate the Effectiveness of Revised Workforce Diversity Policies, Processes, and Strategies to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.5 Evaluate the Effectiveness of Revised Competitive Sourcing Policies, Processes, and Strategies to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.6 Evaluate the Effectiveness of Revised Succession Planning Policies, Processes, and Strategies to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.7 Evaluate the Effectiveness of Revised M&RA Organizational Structures to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.8 Evaluate the Effectiveness of Revised M&RA Business Processes to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.9 Evaluate M&RA Strategic Communication Strategies to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.10 Evaluate Interventions to Improve M&RA Organizational Climate Interventions to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.11 Evaluate Organization Development Interventions to Improve Individual, Team, and Enterprise Performance to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.12 Evaluate Change Management Interventions to Improve Individual, Team, and Enterprise Performance to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.13 Evaluate Organizational Transformation Interventions to Improve Individual, Team, and Enterprise Performance to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.14 Evaluate Additional Human Capital Interventions, Strategies. Policies, Processes, Procedures, and Products as Directed by the M&RA to Improve M&RA Individual, Team, or Enterprise PerformanceRequirement 2.5.15 Other related interventions as required Phase 2.6 Project Management Office Support RequirementsRequirement 2.6.1 Provide instructional, operational, technical, and/or logistics support to government customer organizations that have a human capital missionRequirement 2.6.2 Provide related support as required. Interested Contractors are invited to identify their interest and technical capability for the requirement areas and phases listed above, by close of business, 30 September 2008. Brochures alone are not sufficient documentation for demonstration of capabilities, conflict free credentials, and unbiased status. The Government's most critical factors in this requirement are the contractor's conflict free and unbiased credentials. All responsible sources may submit a proposal, which shall be considered by the agency. Send written responses to Dean Haskin, DOI, NBC, Acquisition Services Directorate, Sierra Vista Branch, P.O. Box 12924, Fort Huachuca, AZ 85670-2924. Send facsimile responses to 520.538.0453. No collect calls or telephone inquiries will be accepted. If responses to the market survey indicate there are no other properly qualified sources, Note 22 and 29 shall apply.
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