2009 Final Information Security FISMA Contract 11-21-08.rtf

FEDERAL LABOR RELATIONS AUTHORITY

INSPECTOR GENERAL

INFORMATION TECHNOLOGY AND FISMA REQUIRIEMENTS

STATEMENT OF WORK

The winning bidder is to conduct an audit, following generally accepted Government Auditing Standards of the Federal Labor Relations Authority Information Technology and FISMA Requirements for Fiscal Year 2009 and perform various financial and program-related audits and reviews as needed. This blanket purchase agreement is renewable without competition for four option years at the sole discretion of the Federal Labor Relations Authority Inspector General, based on performance.

1. THE FEDERAL LABOR RELATIONS AUTHORITY

The Federal Labor Relations Authority is an independent agency responsible for directing the labor-management relations for 1.9 million non-postal Federal employees worldwide, nearly 1.1 million of who are exclusively represented in approximately 2,200 bargaining units. The Federal Labor Relations Authority is charged by the Federal Service Labor-Management Relations (The Statute), section 7105, with providing leadership in establishing policies and guidance relating to Federal sector labor-management relations, resolving disputes arising among Federal agencies and unions representing Federal employees, and ensuring compliance with the Statute.

The Federal Labor Relations Authority represents the Federal government’s consolidated approach to labor-management relations. The Federal Labor Relations Authority is “three components in one,” fulfilling legal statutory responsibilities through the Authority, the Office of General Counsel and the Federal Service Impasses Panel. The Federal Labor Relations Authority has 7 regional offices and one satellite office. The Federal Labor Relations Authority also provides staff support to two other organizations – the Foreign Service Impasses Disputes Panel and the Foreign Service Labor Relations Board.

The Authority is a quasi-judicial body with three full-time Members who are appointed for 5-year terms by the President with the advice and consent of the Senate. One Member is appointed by the President to serve as Chairman of the Authority and as Chief Executive and Administrative Officer of the Federal Labor Relations Authority.

The Authority adjudicates disputes arising under the Statute, deciding cases concerning the negotiability of collective bargaining agreement proposals, unfair labor practice (ULP) allegations, representation petitions, and exceptions to grievance arbitration awards. In addition, consistent with its statutory responsibility to provide leadership in establishing policies and guidance, the Authority assists Federal agencies and unions in understanding their rights and responsibilities under the Statute and resolving their disputes through interest-based problem-solving rather than adjudication. In addition to the three Member Offices, the Authority component of the Federal Labor Relations Authority also houses the Office of Administrative Law Judges, Office of Policy, Project & Performance Management, the Office of Case Adjudication the Office of the Solicitor, the Office of the Executive Director, and the Office of the Inspector General.

Office of the Administrative Law Judges: The Federal Labor Relations Authority Administrative Law Judges (ALJ’s) are appointed by the Authority to conduct due process hearings in accordance with the Administrative Procedures Act and issue recommended decisions in cases involving alleged unfair labor practices. ALJ’s also conduct hearings and issue recommended decisions involving applications for attorney fees and files pursuant to the Back Pay Act or the Equal Access to Justice Act. In the course of their duties, ALJ’s conduct pre-hearing conferences, issue subpoenas, rule on motions and evidentiary issues, and engage in settlement efforts. An ALJ decision may be affirmed, modified, or reversed, in whole or in part, by the Authority. If no exceptions are filed to an ALJ decision, the decision is adopted by the Authority and becomes final and binding upon the parties.

Office of Policy, Project & Performance Management: The Office of Policy, Project & Performance Management is responsible for agency-wide strategic policy and planning, including the role of Chief Human Capital Officer. The office also provides oversight with respect to the Federal Labor Relations Authority performance management initiatives. The office drafts, reviews, and approves all agency-wide instructions and policies; oversees the Chairman’s and the Administration’s initiatives; and develops agency-wide initiatives, which upon the Chairman’s final approval, are implemented through the Office of the Executive Director. The office also houses the agency’s congressional affairs function and serves as the Chairman’s primary point of contact with the Solicitor, Executive Director, EEO Director, and Inspector General.

Office of Case Adjudication: The Office of Case Adjudication was created in March 2007 to realign the Authority’s case control staff and professional case writer staff to maximize the achievements of the Authority Decisional Component. The 3 Federal Labor Relations Authority Member Offices still exist and retain a core staff. This change was implemented to enable the Authority Decisional Component to consistently meet their goals and improve the ability of the Authority to assign, track and follow-up on Arbitration, Negotiability, Unfair Labor Practice and Representation cases that are submitted to the Authority Decisional Component for resolution and disposition.

Office of the Solicitor: The Office of the Solicitor represents the Authority in court proceedings before all United States Courts, including the U.S. Supreme Court, U.S. Courts of Appeals, and Federal District Courts. The office serves as the agency’s in-house counsel, providing legal advice to all Federal Labor Relations Authority. The Solicitor is also the Designated Agency Ethics Officers under the Ethics in Government Act of 1978, as amended.

Office of the Executive Director: The Office of the Executive Director provides operational support to all components of the Federal Labor Relations Authority, including budget and finance, human resources, procurement, administrative services, and information resources management and is responsible for developing and implementing agency-wide initiatives, such as strategic planning.

Office of the Inspector General: The Office of the Inspector General (OIG) is responsible for directing and carrying out audits, investigations, evaluations, inspections, surveys and other oversight activities related to the Federal Labor Relations Authority programs and operations. In addition, the Inspector General is authorized to create Inspector General Policies and review new Federal Labor Relations Authority instructions to promote economic, efficient, and effective agency programs, which prevent fraud, waste, abuse and mismanagement. The Inspector General is responsible for keeping the Chairman, Federal Labor Relations Authority and the Congress fully informed of problems and deficiencies, as well as, the necessity for corrective actions. Public Law 100-504 and the Inspector General Act, as amended, mandate the requirements, objectivity and independence of Federal Agency Inspectors General.

Office of the General Counsel: The Office of the General Counsel (OGC) is a component of the Federal Labor Relations Authority. The General Counsel, who is appointed by the President with the advice and consent of the Senate for a 5-year term, manages all OGC employees. The OGC includes seven regional offices located in Atlanta, Boston, Chicago, Dallas, Denver, San Francisco, and Washington, DC and one remote duty location in Brea, California. The OGC investigates all unfair labor practice charges filed either by an employee, a labor union or a federal agency and prosecutes all unfair labor practice complaints before the Authority. The OGC is also responsible for receiving and processing representation petitions and providing education services to the parties. The General Counsel reviews all appeals and establishes case handling policies and procedures for the OGC.

The Federal Service Impasses Panel: The Federal Service Impasses Panel (FSIP or the Panel) is composed of seven part-time Members who are appointed by the President to serve for a 5-year term. One Member is appointed by the President to serve as the Panel Chair. The Panel resolves bargaining impasses between Federal agencies and unions representing Federal employees arising from negotiations over conditions of employment under the Statute and the Federal Employees Flexible and Compressed Work Schedules Act. If bargaining between the parties, followed by mediation assistance, proves unsuccessful, the Panel has the authority to recommend procedures and to take whatever action it deems necessary to resolve the impasse.

The Foreign Service Labor Relations Board: The Foreign Service Labor Relations Board, (the Board) was created by the Foreign Service Act of 1980 to administer the Labor-Management Relations Program for Foreign Service employees in the U.S. Information Agency, the Agency for International Development, and the Departments of State, Agriculture and Commerce. The Board is composed of three Members, including the Chairman of the Authority who appoints the other two Members, who serve on a part-time basis. The Chairman of the Authority also serves as Chairman of the Board. The Federal Labor Relations Authority General Counsel acts as General Counsel for the Board, and the Authority staff provides necessary support to the Board.

The Foreign Service Impasse Disputes Panel: The Foreign Service Impasse Disputes Panel (the Disputes Panel) was also created by the Foreign Service Act of 1980. The Disputes Panel is composed of five part-time Members who are appointed by the Chairman of the Foreign Service Labor Relations Board (the Federal Labor Relations Authority Chairman). The Disputes Panel resolves bargaining impasses between Federal agencies and Foreign Service personnel in the U.S. Information Agency, the Agency for International Development, and the Departments of State, Agriculture, and Commerce, over conditions of employment under the Foreign Service Act of 1980. The FSIP staff supports the Disputes Panel.

The Federal Labor Relations Authority headquarters is located in Washington, D.C. The Federal Labor Relations Authority maintains regional offices in Atlanta, Boston, Chicago, Dallas, Denver, San Francisco, and Washington, D.C.

FEDERAL LABOR RELATIONS AUTHORITY MISSION STATEMENT

The Federal Labor Relations Authority exercises leadership under the Federal Service Labor-Management Relations Statute to promote stable, constructive labor relations that contributes to a more effective Government.

The mission of the Federal Labor Relations Authority is to carry out five primary statutory responsibilities as efficiently as possible and in a manner that gives full effect to the rights afforded employees and agencies under the Statute.

Under the Statute, the primary responsibilities of the Federal Labor Relations Authority include:

Determining the appropriateness of units for labor organization representation;

Adjudicating exceptions to arbitrator's awards;

Resolving complaints of unfair labor practices; and Resolving impasses and issues relating to the duty to bargain.

The Federal Labor Relations Authority Inspector General:

- Conducts and supervises investigations, inspections, internal reviews, audits, surveys and evaluations of the programs and operations of the Federal Labor Relations Authority Inspector General is the Director and Contractor Officer Technical Representative for contracted oversight activities.

- Provides leadership and coordination, and recommends actions to management, which:

Promote economy, efficiency, and effectiveness in agency programs and operations;

Prevent and detect fraud, waste, abuse, and mismanagement of Government resources, and

Inform the Chairman and Congress regarding problems and deficiencies, and the progress of corrective actions.

Additional background on the Federal Labor Relations Authority, its missions, organization and structure, are available online at www.Federal" www.Federal Labor Relations Authority.gov.

1. Federal Labor Relations Authority’s Information Technology and FISMA.

This contract includes an option for both Federal Labor Relations Agency Information Technology (Headquarters and 7 Regional Offices and the Federal Information Security Management Act (FISMA). The contractor shall also conduct evaluations of the Federal Labor Relations authority compliance with National Reconnaissance Office (NRO) and Office of Management and Budget (OMB) requirements for FISMA as well assess other information technology activities. The contractor shall consult with the Federal Labor Relations Authority Inspector General in the selection of what issues should be addressed for information technology. Additionally, the audit shall include follow-up on findings and recommendations from Federal Labor Relations Authority FISMA and Information Technology audits and evaluations. The audit should also address E-Government compliance, internal controls, risk assessments, vulnerabilities and weaknesses. The audit shall also include reviewing enterprises, information technology development, configuration control, monitoring policies and practices and asses the development and implementation of Information Technology architecture standards. Findings disclosed in the final report shall include recommendations for corrective actions. The auditors shall also check the financial budget of the Information Technology to ensure their capability of maintaining a good Information Technology Program. The contractor’s work shall support the Federal Labor Relations Authority Inspector General’s independent verification and validation of Federal Labor Relations Authority Information Technology and FISMA applications.

An entrance conference shall be held at the beginning of the audit with the Chairman, Acting Executive Director and then with Information Security personnel to provide an opportunity for the contractor to discuss the work plan and introduce the contractor’s staff to Senior Management and Information Technology employees.

At the completion of the audit, the contractor shall hold an exit conference with the Chairman and Acting Executive Director to communicate the results of the audit and findings and recommendations to these same people.

2. Basis of Finances and Hierarchy of Information Technology and FISMA

. The Federal Labor Relations Authority’s financial statements and information technology systems are prepared by the National Business Center in accordance with GAAP for Federal government entities. This will require the auditor(s) to travel to the National Business Center in Denver Colorado at least once but possibly two times.

The basis consists of the following hierarchy:

1. Form and content of information technology requirements in Office of Management and Budget.

2. Accounting principles published by authoritative standards-setting bodies (providing either authoritative source.)

Transactions are recorded on an accrual accounting basis as well as a budgetary basis by the National Business Center. Under the accrual method, information technology expenses should be recognized when a liability is incurred.

3. Project Objectives & Scope

The specific objectives of this audit are to determine whether the Federal Labor Relations Authority has limit its information technology and security internal control testing to those controls necessary to function.

With respect to internal control related to performance measures reported in the Information Technology and FISMA report, the Federal Labor Relations Authority will obtain an understanding of the design of significant internal controls relating to the existence and completed assertions, as required by Office of Management and Budget Bulletin No. 06-03. The procedures are not required to provide assurance on internal control over reported performance measures.

The Federal Labor Relations Authority has not complied with selected provisions of laws and regulations identified by Office of Management and Budget Bulletin No. 06-03 or the Inspector General during this administration which did have a direct and material effect on the Federal Labor Relations Authority Information Technology, Information Technology Security, E-Government and FISMA. However, in 2008, the now former Chief Financial Officer/Acting Chief Information Officer who was hired by the Federal Labor Relations Authority during 2008 resigned on September 26, 2008. Management is currently focusing on hiring a new Chief Information Officer.

4. Audit Phases

The audit will be completed to enable the Federal Labor Relations Authority Inspector General to meet the time frames established by the Office of Management and Budget. Whenever Office of Management and Budget deadlines change, it is the responsibility of the National Business Center to provide the audit information accordingly. Written products shall be submitted to the Federal Labor Relations Authority Inspector General. Draft products will be evaluated by the Federal Labor Relation Authority Inspector General.

The Federal Labor Relations Authority Inspector General and revisions, if any, will be incorporated. Upon approval of each draft product, a final product shall be prepared and submitted. The audit will be performed in four phases:

1. Planning Phase - audit program and risk assessment development - Disclose the status of uncorrected findings and recommendations from the prior Information Technology audits and evaluations and FISMA reports.

2. Internal Control Evaluation and Compliance Phase - Review and evaluate the existence and effectiveness of internal controls and compliance with laws and regulations.

3. The Contracted Auditors will be responsible to ensure that all necessary information technology audit objectives contained in the Financial Audit Manual, NBC files and the Federal Labor Relations Authority Information Technology and Security, E-Government and FISMA have been adequately addressed.

4. Preparation of Information Technology and FISMA and release of the “draft” report to the Federal Labor Relations Authority Inspector General and Chairman for comments prior to the release of the final report.

5. Audit Deliverables

A. Audit Planning. The contractor shall prepare an overall planning document, and internal control risk assessment audit program, compliance with Federal laws/regulations for Information Technology and FISMA audit programs, and substantive audit information for the Federal Labor Relations Authority Inspector General to review and approve. Materiality thresholds for all audit phases shall be reviewed and approved by the Federal Labor Relations Authority Inspector General.

* The overall planning document identifies the approach and time schedule for the audit, including milestones and due dates (planning, internal control and compliance testing, substantive testing, and reporting).

* The Internal Control audit program includes sections on significant internal controls identified during the planning phase, and the nature and extent of tests to be performed.

* The compliance audit program will identify, at a minimum, all significant Federal laws and regulations that will be covered in the audit, and compliance testing procedures.

* The substantive audit program includes Information Technology, Information Technology Security, FISMA requirements, E-government, and focus on what issues the Federal Labor Relations Authority must address to meet Federal Information Technology and FISMA requirement as well as testing current implementations.

B. Management letter. The contracted auditors shall prepare a management letter at the conclusion of the audit which discusses findings and recommendations for improvements in internal controls, risk assessment and other final issues that were identified during the audit. Auditors should also review previous Financial Statement Audits and identify those findings and regimentations that relate to information technology security and FISMA which have still not been addressed by Federal Labor Relations Authority management.

C. Working papers. The audit working papers are the property of the Federal Labor Relations Authority Inspector General and are to be fully referenced and cross referenced before they are provided to the Federal Labor Relations Authority Office of the Inspector General.

D. Progress reports/Status meetings. The Federal Labor Relations Authority Inspector General will be provided at least one formal status briefing every week regarding the progress and tentative findings of the audit team. Work paper review will also be undertaken at this meeting. Of course, any matters that come to the attention of the audit team that could have a material impact on information technology security, the Federal Labor Relations Authority and Department of Interior National Business Center are to be communicated immediately to the Federal Labor Relations Authority Inspector General.

The Federal Labor Relations Authority Inspector General will schedule a meeting with the auditors with the Federal Labor Relations Authority Chairman and Chief Information Officer (or senior Information Technology employee if there is no Chief Information Officer hired) to discuss the audit at the onset and all findings and recommendations related to information technology and security and FISMA at the end of the audit.

Because Department of Interior National Business Center is now handling some of the Federal Labor Relations Authority’s information security, the contracted auditors will have to contact and may have to make a trip to the Department of Interior National Business Center in Denver, Colorado as part of the audit.

7. Period of Performance

This task order is in effect for the base year and four option years. Performance in years two through five are at the sole discretion of the Federal Labor Relations Authority Inspector General subject to contractor performance and available budgetary resources.

8. Administration of Task Order and Special Requirements

When any Contractor or Subcontractor personnel begin work at the Federal Labor Relations premises for the first time, the Contractor shall coordinate with the Inspector General to receive temporary Kassel keys from the Administrative Services Division.

All Contractor personnel performing work under this task order must be U.S. citizens. The Federal Labor Relations Authority is a small Agency (approximately 145 employees); no more than 3 auditors are needed for this contracted Audit. All Contractor personnel working under the task order will be subject to suitability and background standards including security background. Such standards will require background investigations to include a National Agency Check and Inquiry. Such investigations may be conducted at any time during the existence of the task order or during the period prior to actual task order performance. If a Contractor employee has been the subject of a valid background investigation by another Federal agency, the Federal Labor Relations Authority Inspector General will accept security certification from the other Federal agency.

9. Government Furnished Property

The Federal Labor Relations Authority Inspector General will supply work areas, telephones, faxes, desks, chairs, and reproduction equipment to contracted auditors when needed. The Contractors shall supply their own computers, calculators, office supplies, and all other equipment necessary to perform services. The Contractor must ensure that confidential information and documentation is kept in a locked, secure place when not in use by contracted staff and must ensure that Government property is locked up after regular working hours.

10. Working Papers

Working papers shall be prepared in accordance with the Government Administration Services Government Auditing Standards. They shall clearly show:

The objectives, scope and methodology used;

Procedures performed;

Evidence of supervisory review of work performed; and Condition, cause, effect, criteria, and recommendations for all findings.

It is imperative that the Contractor protects all working papers from unauthorized access and/or disclosure. Only the Federal Labor Relations Authority Inspector General and Contracted Audit staff shall have access to audit working papers. Working papers con-taining sensitive information shall be returned to the Federal Labor Relations Authority Inspector General no later then the end of the audit. Currently, the Federal Labor Relations Authority Information Resource Management does not have any Information Technology Instructions to provide to the contractor.

11. Qualifications and Substitution of Key Personnel

The contracted staff shall have proven expertise in performing information technology, information security, E-Government and FISMA audits and evaluating computer based information systems of Federal agencies. Contractor staff shall be aware of the Infor-mation Technology, Information Security, E-Government and FISMA requirements and related Federal Policy.

Audit specialists shall be on hand to provide audit expertise for audit work, statistical analysis, and estimates, as needed. Resumes describing the qualifications of the Con-tracted key personnel (i.e., managers, and senior auditors as well as the audit employees who are performing and managing the audit shall be submitted as part of the proposal and should not be eliminated from the Federal Labor Relations Authority Inspector General’s subject audit unless they have medical or personal problems and the issues are provided to the Federal Labor Relations Authority Inspector General by the Contractor. Key personnel are defined as senior auditors. Resumes for other staff members are required to be provided to the Federal Labor Relations Authority Inspector General by the time the audit begins.

Any changes to key personnel must be approved by the Federal Labor Relations Authority Inspector General after she reviews their qualifications. The Federal Labor Relations Authority Inspector General shall receive at least 30 calendar days notice prior to a substitution of key personnel assigned to this task order, and substituted staff shall have similar qualifications as those whom they replace. In case of an individual’s sudden illness, death, or termination of employment, the Contractor shall notify the Federal Labor Relations Authority Inspector General and shall submit justification (including proposed substitutions) in sufficient detail to permit evaluation of the impact on the audit.

12. Confidentiality of Data

Due to the sensitivity and confidentiality of much of the information technology security data handled by the Government, the Contractors will maintain confidentiality of all documents, data, and other information supplied by the Federal Labor Relations Authority in accordance with all applicable Federal guidelines and regulations. The Contractor agrees, in the performance of this task order, to keep all information obtained or otherwise reviewed as a result of this task order in confidence. The Contractor acquires no proprietary interests in such information. The Contractor agrees not to disclose any information concerning the work under this task order to any persons or entities unless prior written approval is obtained from the Federal Labor Relations Authority Inspector General. The Contractor must agree not to publish, reproduce, or otherwise divulge audit information in whole or in part, in any manner or form, at any time, during or following contract performance, and should not authorize or permit others to do so. The Contractor agrees to take such reasonable measures as are necessary to restrict access to such information to those employees of the Contractor needing such information to perform the work provided on this order, on a “need to know” basis. The Contractor agrees to immediately notify the Federal Labor Relations Authority Inspector General in the event that he or she determines or has reason to suspect a breach of any of these requirements or restrictions, and to provide written notification as soon as possible.

Confidentiality is essential to satisfactory performance. The Contractor will prevent any person other than the Contractor’s team members (or other person for whom access is necessary for the completion of the task order) from seeing or having access to information in the possession or under the control of the Contractor. The Contractor will prevent any person from disclosing the contents or description of documents, data, or information to any person not authorized under this order or by the Government to have access to such documents or information. The contractor will prevent removal of any documents, data, or information from the Contractor’s premises without authorization by appropriate Government officials.

Each Contracted employee performing work under this order shall sign and submit a Non-Disclosure Agreement (Attachment 1), which identifies what is required of the Contractor with respect to non-disclosure of certain information and the penalties associated with noncompliance with those requirements. The Contractor shall provide the signed Non-Disclosure Agreements to the Federal Labor Relations Authority Inspector General, who is also the Contracting Officer, within five working days prior to commencing work. No Contractor employee shall begin work under this order until the Federal Labor Relations Authority Inspector General has accepted his/her Non-Disclosure Agreement. Any employees assigned to the order at a later date must execute a Non-Disclosure Agreement upon assignment and one executed copy shall be provided to the Federal Labor Relations Authority Inspector General within five working days of the employees’ assignment to the order. The Contractor will report to the Federal Labor Relations Authority Inspector General any breach of confidence by any person as soon as the breach is known.

The Contractor performing work under this order shall sign a Declaration of Independence and Conflict of Interest Statement (Attachment 2) that identifies what is required of the Contractor with respect to conflict of interest concerns and the penalties associated with noncompliance with those requirements. The Contractor shall provide the signed declaration to the Federal Labor Relations Authority Inspector General with its proposal.

The Contractor shall disclose in its proposal the identity of all contracts, ongoing and completed during the past three years, with any National Business Center or other component. The Contractor shall provide the Federal Labor Relations Authority Inspector General with additional information concerning the work performed under specific contracts to the extent the Federal Labor Relations Authority Inspector General needs such additional information to make a determination of conflict of interest.

The Contractor shall notify the Federal Labor Relations Authority Inspector General in writing, if at any time during the performance of work under this order, if the Contractor submits another task order with the National Business Center or other same component. The Federal Labor Relations Authority Inspector General will then issue a written determination as to whether the new order poses a conflict of interest. If the Federal Labor Relations Authority Inspector General determines that a conflict of interest exists, the Contractor shall either defer the new work for the National Business Center or component or cease performing work under this order. The Contractor's election to cease performing work under this order shall be considered a breach of contract. If the Contractor is deemed not independent or not objective with respect to the audit, the Contractor will not be eligible for this task order.

13. Period of Performance

This task order will be awarded for the required services for a base period of no more then eight months. At the Government’s discretion, the task order may be renewed for four additional one-year option periods in accordance with the following clause:

OPTION TO EXTEND THE TERM OF THE CONTRACT

(a) The Federal Labor Relations Authority may extend the term of this contract by written notice to the Contractor within the final 30 days of each contract period.

(b) If the Federal Labor Relations Authority exercises this option, the extended contract shall be considered to include the option clause listed in the Contractor’s initial task order.

(c) The total duration of this contract, including the exercise of any options under this clause, shall not exceed five years.

(d) The Contractor’s submitted task order shall state the financial costs for the initial audit as well as for each future option clause.

13. Federal Labor Relations Authority Inspector General Technical Representative

Work under this task order will be monitored by the Federal Labor Relations Authority Inspector General who is also the Federal Labor Relations Authority Office of Inspector General Contract Technology Officer. Questions pertaining to any aspects of the scope of work once the contract has been awarded should be directed to the Federal Labor Relations Authority Inspector General on (202) 218-7744.

14. Special Working Conditions

There will be no work performed on weekends or federal holidays without prior approval by the Federal Labor Relations Inspector General. There also will be no work over eight (8) hours per day and no more than 40 hours per week performed without prior approval from the Federal Labor Relations Authority Inspector General.

The Federal Labor Relations Authority Inspector General has contracted with the Department of Interior, National Business Center for its accounting, personnel and payroll processing. Travel is required for the National Business Center, 7301West Mansfield Avenue, Denver, Colorado, and 303-969-7777 for the contracted auditors. All travel will be in accordance with Federal travel regulations. Receipts for expenses over $75 must be provided upon request of the Federal Labor Relations Authority Inspector General.

15. Estimated Compensation

The cost of this effort is subject to the requirements and conditions of the Government Services Administration Master contract. Costs provided herein are to be estimated and identified based on the original first audit as well as the possible four additional audit phases mentioned above.

16. Submission of Invoices

The Contractor shall submit a consolidated invoice in accordance with the payment schedule for the first and each of the possible 4 additional phases of the annually contracted audit. Each agency audit phase will be on a separate page of the invoice. The Contractor shall submit an original invoice along with the task order to the Federal Labor Relations Authority Inspector General for payment from the National Business Center at the following address:

Francine Eichler Inspector General Federal Labor Relations Authority 1400 K Street N.W. Office 250 Washington, D.C. 20005

To constitute a proper invoice, the invoice must include the following minimum information and/or attached documentation:

(1) Name of business concern/letterhead

(2) Invoice date and separate/distinct number;

(3) Contract and task order number;

(4) Description of services with the Federal Labor Relations Authority and dates upon which services were rendered;

(5) Payment terms;

(6) Name, title, phone number and complete mailing address of responsible official to whom payment is to be sent or to contact in case of a defective invoice;

(7) Total charges for each line item and the billing period;

(8) Name and hours of effort expended by each individual during the billing period;

(9) Cumulative expenditures through the billing period.

(10) Phase of Contract completed and related costs.

PART 2 – PROPOSAL INSTRUCTIONS, EVALUATION AND AWARD

1. Written Technical Proposal

To assist in evaluating the proposals against the award factors for this procurement the Federal Labor Relations Authority Inspector General will provide the information below as part of this proposal.

The Contractor shall submit one hard copy and one copy in electronic format in Microsoft Word, or Adobe Acrobat to the Federal Labor Relations Authority Inspector General.

There are no page limits or requirements for the response to this Task Order. The technical proposal should be submitted as a separate document from the price proposal in both the hard copy and the electronic format.

2. Experience/Key Personnel As part of the technical proposal, the Contractor shall submit the name and labor category of personnel from the General Services Administration Schedule who will be assigned to perform under this task order. The Contract shall provide the resumes of all key personnel that shall perform work under the task order with the proposal. Key personnel include senior auditors and above. Resumes for other staff members shall be provided after award but prior to the commencement of work under this task order.

The Contract personnel performing work under this task order shall meet the staff qualification requirements of the Government Auditing Standards, as issued by the Comptroller General and subsequent revisions. Accordingly, the Contractor shall ensure that the audit staff has the collective competence necessary for the audit. The Contractor shall ensure that its staff has a thorough knowledge of Government auditing requirements and of the specific or unique environment in which the audited entity operates.

Competence for staff members conducting audits include:

1. Experience in the methods and techniques applicable to Government auditing and the education, skills, and experience to apply such knowledge to the information technology and FISMA audit being conducted.

3. Audit Approach

The Contractor is requested to respond with a description of its audit approach, which should include the Contractor’s interpretation, approach to, and calculation methodology of materiality levels for the audit of the schedule in accordance with the Government Accountability Office. The Contractor’s proposal should describe lines of authority and responsibility of key personnel and management consistent with the Contractor’s technical approach. All labor should be described in number of hours and type required per task. The Contractor should provide a description of internal controls that provide for a thorough and efficient quality control of the Contractor’s work and products (draft and final audit reports) developed under the proposed task order. All subcontracted work, if any, should be identified with qualifications or attributes of the subcontractor.

4. Past Performance

The Contractor is expected to provide at least five references, including contract number, client, estimated total project dollar amount, Contract employee’s name, phone number, and a brief description of the work provided for similar types of information technology and FISMA audits for the team proposed.

5. Price Proposal

This order provides performance-based service contracting methods. The Contractor must provide the firm-fixed price for performing the scope of the information technology and FISMA audit services, which includes travel to the National Business Center, Denver Colorado or Herndon, Virginia and all other incidental expenses for the audit. The Contractor must also provide pricing for the first base audit and four option years on the Price Matrix. The Federal Labor Relations Authority Inspector General will be soliciting firm fixed prices for the contracted audit as well as subsequent audits and reviews.

As part of the proposal, the Contractor must provide a breakdown of labor categories and number of hours for the 2009 Information Technology and FISMA audit as a whole. The breakdown of labor categories and hours is required for the base year and each following option year.

Anticipated travel costs shall be included as a separate line item for the base audit and each option year in the firm-fixed price on the Price Matrix. All travel under this task order shall be in accordance with the Federal Travel Regulations.

6. Evaluation of Proposals

The proposals shall be evaluated on the following factors:

a. Experience/Key Personnel

b. Audit Approach

c. Past Performance

d. Price Price and technical capability (including past performance) are major considerations. Be sure to include travel to the National Business Center in Denver Colorado Award shall be made based on the best overall value to the Government. The Federal Labor Relations Authority Inspector General will use the technical merits of each proposal and the price to determine the successful Contractor to work for the Federal Labor Relations Authority Inspector General. Technical merit will be the determining factor but the budget costs are also important to the Federal Labor Relations Authority. The Federal Labor Relations Authority Inspector General will determine what trade-off between technical merit and price provides the greatest value to the Federal Labor Relations Authority. The Federal Labor Relations Authority intends to make a single award for this task order based on the entire Contractor’s submission.

The task order may be renewed for each of the next four fiscal years (FY10 thru FY13) subject to:

The Contractor’s submitted contract being current;

The availability of funds; and

The performance of the Contractor.

This contract has been issued on November 21, 2008 for the 2009 Information Technology and FISMA Audit.

Contractors shall submit their task orders to the Federal Labor Relations Authority Inspector General at 1400 K Street, N.W., Office 250, Washington, D.C., no later than February 7, 2009.

The Federal Labor Relations Authority Inspector General will award the Information Technology and FISMA Audit by February 30, 2009.

The Federal Labor Relations Authority Information Technology, FISMA audit should begin no later that May 1, 2009 and will begin with the Senior Contractor meeting with the Chairman, Acting Executive Director and top level Information Technology Officer to summarize the audit procedures. A second required meeting will occur prior to the issuance of the final Information Technology and FISMA Audit Report.

Attachments (2)

Attachment 1

INFORMATION TECHNOLOGY/FISMA AUDIT

CONDITIONAL ACCESS TO SENSITIVE BUT UNCLASSIFIED INFORMATION

NON-DISCLOSURE AGREEMENT

I, _____________________________ hereby consent to the terms in this Agreement in consideration of my being granted conditional access to certain United States Government documents or material containing sensitive but unclassified information.

I understand and agree to the following terms and conditions:

1. By being granted conditional access to sensitive but unclassified information, the United States Government has placed special confidence and trust in me and I am obligated to protect this information from-unauthorized disclosure, in accordance with the terms of this Agreement.

2. As used in this Agreement, sensitive but unclassified information's any information loss, misuse, or unauthorized access to or modification of which could adversely affect the national interest or the conduct of Federal programs, or the privacy to which individuals are entitled under-Title 5 U.S.C. section 552a, but which has not been specifically authorized under criteria established by an Executive Order or an Act of Congress to be kept secret in the interest of national defense or foreign policy.

3. I am being granted conditional access contingent upon my execution of this Agreement for the sole purpose of performing the 2009 Federal Labor Relations Authority Information Security and FISMA audit. This approval will permit Federal Labor Relations Authority Inspector General conditional access to certain information, and/or to attend Federal Labor Relations Authority Inspector General meetings in which such information is discussed or otherwise made available to Federal Labor Relations Authority Inspector General.

4. The Federal Labor Relations Authority Inspector General will never divulge any sensitive classified information which is provided to Federal Labor Relations Authority Inspector General pursuant to this 2009 Information Technology and FISMA, unless advised in writing by the Treasury Department that the individual is authorized to receive it. Should the Federal Labor Relations Authority Inspector General desire to make use of any sensitive classified information, a letter will be submit to the Department of Justice, prior to any submission for publication, any book, article, column or other written work for general publication that is based upon any knowledge obtained during the contracted audit to ensure that no sensitive classified information is disclosed.

5. The Federal Labor Relations Authority Inspector General hereby assigns to the United States Government all royalties, remunerations, and emolument that have resulted, will result or may result from any disclosure, publication, or revelation of sensitive but unclassified information not consistent with the terms of this contracted 2009 Information Technology and FISMA Audit

6. The Federal Labor Relations Authority Inspector General’s execution of this Agreement shall not nullify or effect in any manner any other secrecy or nondisclosure agreement executed with the United States Government.

7. The Federal Labor Relations Authority Inspector General affirms that this Agreement is in good faith, without reservation or purpose of evasion.

Attachment 2

DECLARATION OF INDEPENDENCE

AND CONFLICT OF INTEREST

FEDERAL LABOR RELATIONS AUTHORITY INSPECTOR GENERAL

General Provision

For proper performance of Government business and to maintain the independence of the Federal Labor Relations Authority the Contractor shall certify that they are not aware of any conflict of interest situations at the time the contract is awarded, and agree not to enter into any contract that will create or appear to create a conflict of interest for the Federal Labor Relations Authority.

Requirements:

The Contractor shall comply with the following requirements:

Sign this Declaration of Independence and Conflict of Interest Statement. Notify the Federal Labor Relations Authority Inspector General of the identity of all contracts, current and completed that were or are being handled by your Contractors. Provide information concerning specific work performance related to the Contractor for the last three years.

Notify the FLRA Inspector General of any potential new contract with any other National Business Center bureau or component.

Comply with all contract conflict of interest clauses, such as complying with Government Auditing Standards, 1994 revision, issued by the Comptroller General of the United States.

Examples

The following examples illustrate situations in which questions concerning conflict of interest may arise. These examples are not inclusive.

Employing an employee of any bureau or component, who has information that enables the Contractor to gain an unfair competitive advantage.

Auditing penalties designed and developed by the Contractor or an employee of the Contractor.

Penalties

If the Contractor fails to comply with the above requirements, it may be considered a material breach of contract subject to monetary penalty, termination for default, and other legal action, such as debarment from future Federal contracts.

Certification

I certify that I have read and fully understand the above information and what is required concerning conflict of interest.

Signature of Partner, Shareholder or Proprietor Date

Although the following schedule of events provides time for discussions and submission of best and final offers, the agency reserves the right to award the contract without discussion to the offeror proposing their best value to the Government.

Schedule of Events

November 21, 2009 Submission of Request for Proposal

January 30, 2009 Best & Final Offers Due

February 30, 2009 Award of Contract