2024.12.26_HAITI EPP J&A for EXO USPSC GS-14 Executive Management Advisor - FINAL 121824 w exo signed.pdf

JUSTIFICATION AND APPROVAL FOR EXPEDITED PROCEDURES PACKAGE

TO: Alina Menicucci, OAA Supervisory Contracting Officer

CC: a) Deborah Broderick

b) JustificationsandA@usaid.gov

FROM: Susan Cheung, EXO Supervisory Executive Officer

DATE: December 18, 2024

RE: Award of U.S. Personal Services Contractor (USPSC) Contract

SUBJECT: Justification for Other than Full and Open Competition (i.e., Sole Source Selection) under the EPP for Haiti

1. This document sets forth the facts and rationale justifying the use of other than full and open competition.

Approval is requested for the justification for use of other than full and open competition pursuant to the authorities under the Expedited Acquisition and Assistance Procedures (EPP) for Haiti, approved on March 23, 2024.. (Attachment 1) Your approval of this J&A constitutes the justification for other than full and open competition as required by Tab 1 (D&F for the Authorization of Less than Full and Open Competitive Procedures in the Modification or Award of Contracts) of the EPP.

RECOMMENDATION

It is recommended that you approve this justification for use of other than full and open competition pursuant to the Action Memorandum EPP for Haiti, approved on March 23, 2024.

Your approval of this J&A constitutes the justification for other than full and open competition as required by Tab 1 (D&F for the Authorization of Less than Full and Open Competitive Procedures in the Modification or Award of Contracts) of the EPP.

2. The nature and/or description of the action being approved:

This is a request to approve the sole source selection of Ms. Blein Mesele Haile for the USAID/Haiti USPSC position of Executive Management Advisor, graded at GS-14, with a two-year base period valued at $444,980 (1 year at $222,490.00) with total compensation. Under this mailto:JustificationsandA@usaid.gov

USPSC contract, Ms. Haile will oversee the delivery of effective human resources, administrative and logistical support services for the Mission in Port-au-Prince. In this capacity, she will organize Executive Office work priorities and serve as the alter ego to the USDH S/EXO. Further, she serves as the de facto deputy.

3. Description of the supplies or services required, including an estimated value:

The incumbent will serve as a management advisor and assists the USDH Supervisory Executive Officer (S/EXO) in the planning, directing and administering the mission’s operational areas of personnel administration/Human Resources, safety & security, ICASS management, travel, training, and visitor coordination. The contractor will monitor the overall performance of the Haiti Executive Office and ensure that they are functioning on daily bases. The Contractor may serve as Acting EXO in the absence of the USDH S/EXO and thus will have the overall responsibility for functions normally being carried out by the S/EXO on site in Port-au-Prince, (excluding matters requiring warrant authority at this time). Additionally, the incumbent may be regularly required to represent the Mission in key meetings with U.S. officials at the U.S.

Embassy in Port-au-Prince.

The USPSC contract will have a two-year base period at the market value of $444,980 (1 year at $222,490.00), total compensation, with an optional one year extension.

4. Statutory authority permitting other than full and open competition:

AIDAR 706.302-70(b)(3) and 40 U.S.C. §113; see Action Memorandum entitled EPP for Haiti approved on March 23, 2024.

5. A discussion of the proposed contractor’s unique qualifications or the nature of the acquisition that requires use of the authority cited.

Ms. Haile is the only employee within the Mission with the demonstrated knowledge, skills, and abilities to execute the duties associated with the USPSC Executive Management Advisor position. As is, she has been with USAID/Haiti for the past year and a half in the capacity of the mission’s USPSC Human Resources Advisor, managing the HR portfolio, which is the bread-and-butter of the EXO shop and by far the most difficult and active of the EXO functional units. Under her, USAID/Haiti has been able to advance on training our relatively new HR staff, deploy and complete a number of long-due HR projections, and clean up our HR records and information. Further, she is quite fluent with the travel functional area which is the second most complex unit. Her solid interpersonal skills and sense of professionalism have allowed her to foster strong rapport with all staff at the mission. Unlike others, she can easily hit the ground running in the Executive Management Advisor position and perform the requirements of the position, given her time with USAID/Haiti as she fully understands and is able to thrive under the operational and personnel challenges of the Haiti mission. Her time with USAID/Haiti, and at other USAID missions, and her proven performance to date makes her the ideal candidate for this USPSC position.

6. A description of efforts made to ensure that offers are solicited from as many potential sources as is practicable.

USAID/Haiti had solicited before in the recent past for a similar USPSC position of which we only received a small handful of applicants. This is not surprising since Haiti is a difficult-to-fill post given the natural and man-made disasters the country has suffered through. In the end, a candidate was selected, however, the contractor resigned within a few weeks of arrival in Haiti.

This is just one example of the difficulties of recruiting suitable applicants for the Haiti mission, regardless of the hiring mechanisms. It has proven equally difficult for USAID/Haiti to recruit qualified USDHs and FSNs. It would simply not be in the best interest of USAID/Haiti to undertake a full and open competition given the internal critical staffing needs of the mission in a rapidly fluctuating country.

Given the immediate need for this position and Ms. Haile’s willingness to work in Haiti and her ability to fulfill the requirements of the advisory position, USAID/Haiti should employ her in an expedited manner given to importance of quickly recruiting and on-boarding qualified and seasoned staff to support the on-going EXO operational needs of the mission which Ms. Haile would be able to do, enabling us to continue tapping upon her proven expertise in support of USAID/Haiti.

7. A determination by the Contracting Officer that the anticipated cost to the Government will be fair and reasonable.

The anticipated cost to the Government of this USPSC position is deemed to be reasonable and fair as the GS-14 grading of the position is in line with other “deputy” USPSC EXO positions solicited.

8. A description of the market research conducted (see FAR Part 10) and the results or a statement of the reason(s) market research was not conducted.

Given the current urgency to staff this position and the on-going operational challenges of the mission, USAID/Haiti was not able to conduct a market research. However, as mentioned earlier, Haiti is a difficult-to-fill post which is reflected in the low or limited number of PSC interested and qualified applicants. Recent solicitations for USTCNPSCs in Haiti had very few qualified candidates who are willing to work in Haiti under the current conditions. This is reflected in the recruitment challenges of all employee types, including USDHs, PSC, FSNs, etc.

Specific to this position, USAID/Haiti solicited for a similar deputy EXO position in 2021 where we only received a handful of qualified candidates and Ms. Haile is better qualified than any of these other candidates who had applied then.

9. Other facts supporting the use of other than full and open competition.

10. Sources, if any, that expressed, in writing, an interest in the acquisition.

The mission has requested support from the Tiger Team hiring mechanism, however, this support is intermittent and not long term and only two contractors indicated willingness to support Haiti. The mission needs long term consistent support especially with the departure of the S/EXO in 2025.

11. The actions the Agency may take to remove or overcome any barriers to competition before any subsequent acquisition for the supplies or services required:

Once stability is restored in Haiti, USAID/Haiti intends to compete future requirements through full and open competition.

12. Technical or Requirements Personnel Certification:

In accordance with FAR 6.303, I hereby certify that the technical statements included above and which form a basis for the justification are complete and accurate in accordance with EPP entitled EPP of Haiti approved on March 23, 2024.

Susan Cheung Date

13. Resident Legal Officer Clearance:

[Guidance: Resident Legal Officer (RLO) or General Counsel (GC)/A&A clearance is the only clearance that the EPPs require. Your Mission, Bureau, or Independent Office may require additional clearances.]

Ish Kala Date

14. Contracting Officer Approval:

Alina Menicucci Date

Attachments

- Resume - Blein Haile

- USTCNPSC Executive Officer GS-14 SOW

- Expedited Procedure Package for Haiti (Approval) Action Memo

BLEIN M. HAILE

Temple Hills, MD Tel: 202-413-5668 Email: blein0942@hotmail.com; blhaile@usaid.gov

CURRICULUM VITAE

Proven talent for aligning organizational strategy with human resource and administrative management to achieve operational excellence. Skilled in HR policy development, global DEIA initiatives, regulatory compliance, workforce planning, and logistical support. Adept at managing diverse teams, enhancing service delivery, and leading change management initiatives in high-pressure environments.

CORE COMPETENCIES

• Leadership & Oversight

• Policy Development

• Strategic Planning

• HR Operational Budget development

• Workforce Planning

• Cross-Functional Collaboration

PROFESSIONAL EXPERIENCE

U.S. Agency for International Development (USAID) Human Resources Advisor Port-au-Prince, Haiti – March 2023 to Present

- Oversee core HR functional area and provide technical guidance across talent acquisition, staff onboarding/offboarding, compensation, employee relations, and performance management while supervising a team of three HR professionals.

- Optimize and standardize internal HR processes, improving interdepartmental coordination with key offices such as OFM, Travel, CGFS, HCTM, Embassy HR, and TEC.

- Advise Mission leadership on strategic manpower planning, workforce alignment, employee relations, staff augmentation, and rightsizing to ensure organizational efficiency.

- Develop and manage the implementation of the annual HR spend plan, overseeing expenditures ranging from $2 to $3 million annually.

- Streamline HR data analytics, operational funds management, and allowance administration by leveraging technology to enhance data accuracy, reporting capabilities, and efficiency.

- Collaborate with Embassy HR on workload analysis, space management, and ICASS quality service delivery impacting EXO functional areas.

- Serve as the subject matter expert (SME) for administering foreign service allowances, including Post Differential, Danger Pay, COLA, Education Allowance, and TQSA, ensuring compliance with regulatory guidelines.

- Provide authoritative guidance on the interpretation and implementation of regulations such as DSSR, FAM, FAH, and other federal policies governing foreign service allowances.

- Partner with Mission and EXO leadership to implement employee engagement initiatives and business continuity strategies.

- Deliver targeted training to CCN HR staff on DOS allowance policies, systems, and best practices. Develop SOPs and knowledge-sharing materials to build institutional capacity and ensure expertise continuity.

- Conduct periodic reviews and audits of HR program effectiveness, recruitment practices, PSC contract administration, and allowance processes. Establish internal controls to address compliance gaps, mitigate risks, and enhance transparency and resource safeguarding.

mailto:blein0942@hotmail.com mailto:blhaile@usaid.gov

Corus International Associate Vice President for Global HR Washington, DC – September 2020 to March 2023

• Directed HR strategy and operations for a $200M USAID-funded project supporting 4,000 local staff across diverse geographic locations, ensuring alignment with organizational objectives and strict compliance with donor regulations.

• Spearheaded the development and implementation of DEIA initiatives, establishing measurable metrics and integrating equity principles into all HR practices.

• Provided expert guidance on global HR policies, including workforce planning, compensation, and compliance with USG donor regulations and labor laws across multiple jurisdictions.

• Designed and executed comprehensive talent management strategies, including succession planning, leadership development, and workforce realignment to enhance organizational capacity.

• Overhauled performance management systems, aligning individual and team goals with strategic priorities, and driving accountability across all levels of the organization.

• Managed international compensation frameworks, including benefits design, allowance structures, and market benchmarking to ensure competitive and equitable pay practices.

• Led organizational change management efforts, including restructuring, redundancy mitigation, and upskilling initiatives to align workforce capabilities with evolving business needs.

• Established and monitored HR performance metrics using data analytics to identify trends, inform decision-making, and optimize resource allocation.

• Collaborated with cross-functional teams to support proposal development, ensuring accurate labor cost projections and donor compliance.

• Developed and maintained HR policies, procedures, and handbooks to ensure consistency, compliance, and operational efficiency across 27 global country offices.

U.S. Department of State Overseas Employment/Global Talent HR Advisor (CONTRACTOR) Washington, DC – June 2020 to February 2023 (20 hrs/week)

• Provided technical expertise on training and development programs for LE staff, including local staff compensation strategies.

• Authored white papers on integrating DEIA principles into training delivery.

• Implemented a global communication strategy and integrated satisfaction surveys to enhance training and development outcomes.

• Established M&E standards for the effective delivery of LE staff training programs.

Global Communities Senior HR Director Silver Spring, MD – December 2018 to May 2020

• Directed HR strategy and operations across 18 global HR offices with 1700 employees, for a $150M multi donor funded (USAID, DFID and Global Fund) project ensuring alignment with organizational goals and compliance with donor regulations.

• Led organizational talent acquisition and workforce planning to ensure alignment with programmatic and operational priorities.

• Designed and managed competitive compensation structures and benefits programs tailored to the non-profit sector for domestic and country offices.

• Fostered a positive workplace culture through conflict resolution, employee engagement initiatives, and open communication.

• Implemented robust performance management systems, including evaluations, goal-setting, and feedback mechanisms.

• Led the standardization of global HR compliance procedure implementations, ensuring alignment with local, state, and federal regulations, as well as donor requirements.

• Led DEIA strategies to build an inclusive workplace culture and established metrics to track progress.

• Utilized HR information systems (HRIS) and data analytics to optimize processes and inform decision-making.

• Directed initiatives related to organizational restructuring, workforce realignment, and culture transformation.

• Managed the HR budget, ensuring efficient allocation of resources to support organizational goals.

• Partnered with leadership, interdepartmental teams, and external stakeholders to advance organizational priorities and ensure compliance.

U.S. Agency for international Development Senior HR Management Specialist Kabul, Afghanistan - July 2012 – March 2017

- Lead HR management and oversee logistical support across talent acquisition, training, compensation, and performance management providing technical guidance and supervisor to 17 HR professionals.

- Policy Development and Implementation: Craft and enforce HR policies that align with USAID's strategic objectives, ensuring compliance with federal regulations and fostering a productive work environment.

- Recruitment and Staffing: Oversaw the recruitment process for various personnel categories, including Foreign Service Nationals (FSNs), and U.S./TCN Personal Services Contractors (PSCs). This involves developing job descriptions, managing selection procedures, and ensuring adherence to equal employment opportunity principles.

- Provide guidance on performance evaluations, address workplace conflicts, and implement programs to enhance employee engagement and satisfaction.

- Identified agency CCN staff training needs and coordinate professional development initiatives to build staff capacity and support career progression forming partnerships with Embassy HR and

FSI.

- Administered compensation, benefits programs, and position classifications ensuring local market competitiveness.

- Maintain accurate HR records and utilize data analytics to inform decision-making and report on HR metrics.

- Led HR department audit and risk management initiatives to ensure compliance with USAID policies, federal regulations, and international labor laws, particularly in overseas missions.

- Serve as a technical advisor to management on HR-related issues, providing strategic advice to support organizational goals and objectives.

U.S. Embassy, Ethiopia Human Resources Management Specialist December 2001 to July 2012

• Led HR operations for multiple missions, managing recruitment, compensation, and workforce planning to align with mission objectives.

• Spearheaded organizational change initiatives, including workforce realignment, succession planning, and talent development programs.

• Oversaw the administration of compensation and benefits, conducting market analyses and salary surveys to maintain competitiveness.

• Developed and implemented HR policies and employee handbooks, ensuring compliance with U.S. and host country labor laws.

• Managed complex employee relations cases, including representing the mission in labor dispute mediations, conflict resolution, performance improvement plans, and disciplinary actions.

• Directed training and development programs, increasing staff capacity and engagement across missions in Ethiopia, Djibouti, and Eritrea.

• Served as a liaison for interagency collaborations, streamlining cost-sharing arrangements and enhancing service delivery.

• Conducted HR audits to identify compliance gaps and implemented corrective actions to mitigate risks and improve operational efficiency

EDUCATION & CERTIFICATIONS

• LLB (Legum Baccalaureus) – Unity University, Ethiopia, 2008

• LLM (Masters at Law) University of South Africa -

• Organizational Leadership – University of Maryland (ongoing)

• Leadership Development Certificate – University of Maryland

• Myers-Briggs Type Indicator Certified Practitioner

JOB RELATED TRAINING

• SHRM HR Data Analytics

• PSC Contracting Fundamentals (USAID University),

• FS and CCN position classification

• Foreign Affairs Counter Threat (CT650)

LANGUAGE PROFICIENCY

• Amharic: Native

• English: Fluent

TECHNICAL SKILLS

• Microsoft Office Suite

• GLAAS, ASIST, OPS, GovTA

• HRIS Systems: ADP, ICIMS, Webpass, SAP, Workday and ADP Workforce Now

• Data Analytics Tools: Power BI, MS Project

• Travel Management Systems: E2 Travel

REFERENCES

Andrew Reese S/Executive Officer Areese@usaid.gov

Tabrese Venson S/Human Resources Officer VensonTE@state.gov

Marakinesh Kassaye Contracting Officer mkassaye@usaid.gov

Khadijat Mojidi Health Development Officer • Health • AA/GH kmojidi@usaid.gov mailto:Areese@usaid.gov mailto:VensonTE@state.gov mailto:mkassaye@usaid.gov mailto:kmojidi@usaid.gov

POSITION DESCRIPTION

(Statement of Duties)

Position Title: Executive Management Advisor Grade: GS-14

Department: Executive Office (EXO)

Place of Performance: USAID/Haiti

Direct Supervisor Position Title

Supervisory Executive Officer or Designee

Employment Category: ☒ USPSC

☐ TCNPSC

NSDD-38-# USAID-AMC1-0001-2018

OPS. No. TBD

Classification Date:

08/26/2024

A. INTRODUCTION

USAID/Haiti is one of the Agency’s most difficult to staff missions, the second largest USAID program in Latin America, and Haiti’s largest bilateral donor partner. USAID programs in Haiti are subject to constant scrutiny from the U.S. Congress, other U.S. government agencies, the American public and other organizations. The Mission’s programs support high level foreign policy priorities addressing the short, medium and long term stability of this neighbor critical for security of the region. USAID strengthens the capacity of Haitians to create and sustain a more resilient and democratic future through development and humanitarian assistance with a wide array of stakeholders. This systems-approach works with the private sector, civil society, local government, and inter-agency colleagues for locally-led development and humanitarian assistance in several key sectors.

The Executive Office is responsible for providing management and logistical support for the operational needs of USAID/Haiti. The diverse range of services required to keep the Mission functioning presents significant management challenges. Proper management systems and controls are essential for smooth functioning as well as for protection of U.S. Government resources, both physical and human. The specific role of the Executive Management Advisor will be to ensure that appropriate and necessary management systems and controls are in-place and utilized by all EXO operating units.

The Executive Management Advisor for USAID/Haiti shall report to the Supervisory Executive Officer (S/EXO) and oversee the delivery of effective human resources, administrative and logistical support services for the Mission in Port-au-Prince. In this capacity, the incumbent shall organize Executive Office work priorities and serves as the alter ego to the USDH S/EXO. Further, s/he serves as the de facto deputy and may be called upon to serve as the S/EXO in their absence. S/he reviews and pre-approves actions for the S/EXO attention, assigns, and follows up on all management operations to ensure they are carried out properly and within appropriate time limits.

The Contractor ensures personnel administration/Human Resources, safety & security, ICASS management, travel, training, and visitor coordination are functioning on daily bases. The Contractor may serve as Acting EXO in the absence of the USDH S/EXO and thus will have the overall responsibility for functions normally being carried out by the S/EXO on site in Port-au-Prince, (excluding matters requiring warrant authority at this time). Additionally, the incumbent may be regularly required to attend key meetings with U.S. officials at the U.S. Embassy in Port-au-Prince.

The Contractor must be able to exercise good judgment, often under times of stress and limited time frames, in making decisions and providing advice on the USAID management policies, contracting practices and when providing personal counseling and/or advice to employees. The contractor shall be expected to use his/her judgment. It is also important to note these abilities, given the diversity of the staff. The incumbent will need to maintain contacts at all levels within USAID, the Embassy, the post’s ICASS committee, Implementing Partners (IPs), and Washington.

The incumbent serves as an advisor and assists the USDH S/EXO in planning, directing and administering the management program of USAID/Haiti. The position monitors overall performance of the Executive Office. The Contractor is charged with ensuring that Mission procedures comply with USAID regulations and United States Government (USG) statutory requirements. The Contractor is responsible for management of personnel under his/her direct supervision, including performance appraisals and recommendations for personnel actions. Direct supervision and oversight of the various offices identified above will be at the discretion of the S/EXO.

B. MAJOR DUTIES AND RESPONSIBILITIES:

Personnel Administration (50%): With the USTCNPSC HR Advisor, the Executive Management Advisor helps plan and direct the personnel management program for USDH, USPSCs, FSNs, and TCN employees. S/he advises on human development, employee relations and employee benefits including but not limited to human resources, travel and training actions. Ensures personnel management programs at USAID/Haiti to meet regulatory and agency organizational requirements.

The candidate will assist with the supervision of USAID Human Resource (HR) regulations and procedures and will ensure correct interpretation and implementation of regulations, policies, and procedures governing the USAID personnel management functions. The Executive Management Advisor will work closely with the USTCNPSC HR Advisor and the FSN HR Specialists in these areas.

Work with the S/EXO and human resource team regarding staff requirements to achieve program and administrative objectives to fulfill Mission goals. Advise employees on education, career development, assignments process, and USAID regulations and requirements. Prepare and conduct orientation for new employees while assisting in the development of programs and activities of concern to employees. With HR Team, conduct briefings of procedures and requirements for staff departing/arriving at Post.

The Contractor will verify that the current operating and management systems in HR are functioning correctly; put into place management systems where gaps exist and oversee the operations for accuracy, ensure acceptable service levels are being met, and continue to update management systems to ensure HR administrative efficiency.

The contractor may serve as the Contracting Officer’s Representative (COR) for the Mission’s staffing contract.

Safety and Security (20%): The incumbent may serves as the Alternate COR for the Partner Liaison Security Operation (PLSO) contractor and point of contact for the Personnel Recovery Program (PRP) at post. In this capacity, the EXO is the direct linkage between USAID/Washington Office of Security (SEC) and the Mission on all matters involving PLSO and IP security incidents. The incumbent is directly responsible for transmitting incident reports to mission leadership and SEC as warranted.

Policy Matters (20%): In coordination with the S/EXO and the Controller, develops operating expense support budgets and monitors obligations of OE and OE supplemental funds. Also advises the Program Office on the programmatic support procurement that falls within the Executive Office’s purview.

S/he conducts management analyses and studies as required to effect improvements in management operations. The Contractor will assist in the planning and direction of a continuing program to evaluate mission organization, staffing and services to ensure maximum utilization of material and human resources. Analyzes requirements and makes administrative and technical recommendations to Mission management.

In coordination with the S/EXO Officer, the incumbent develops and implements appropriate internal Mission management systems and policies. Drafts and/or clears Mission Orders, Management Notices, and correspondence from the office dealing with management policies.

When appropriate and deemed, the incumbent may also attend as USAID’s alternate attendee on the Embassy Inter-Agency Housing Board, Awards Committee, the Post Employment Committee and ICASS Working Groups, and other designated roles assigned to S/EXO.

ICASS Liaison (10%): In coordination with the S/EXO, the Advisor is responsible for supporting the monitoring of ICASS invoicing (i.e., workload counts), discussions and negotiations with the Embassy.

Maintains communications and establishes a working relationship with the Embassy Management Office (MO), including applicable functions of General Services, Financial Management Officer (FMO), and Information Management Officer (IMO) to ensure that the receipt of services procured under ICASS is being met.

The Contractor ensures that the service and cooperation between the agency and the provider remain at acceptable levels and that systems are put in place when problems of consolidation arise that will bring about satisfactory resolutions. S/he shall be responsible for assisting the S/EXO in evaluating ICASS services as appropriate.

C. MINIMUM QUALIFICATIONS AND BASIC ELIGIBILITY CRITERIA

1. Education: Bachelor’s Degree in Business Administration or Management, Financial

Management, Contracting, Organizational Development, Human Resources Management, Leadership, or relevant field is required.

2. Prior Work Experience: At least seven (7) years of progressively responsible experience in support services in a large international organization is required. Demonstrated experience in Human Resources and training management, general services, travel, procurement, budgeting, and contract management is required. Demonstrated experience performing and supervising management operations in a large international organization or overseas experience in management operations with large multinational organizations including interactions with senior level colleagues is required.

3. Language Proficiency: English Level IV (Fluent) speaking, reading, and writing is required.

4. Technical Knowledge: Incumbent must have extensive knowledge of management processes including the creation, implementation and assessment of systems. A demonstrated knowledge of different regulations, which may govern all areas of administrative management and support operations is required. Must have sound knowledge of international organization regulations and procedures and an understanding of administrative, contracting and budgeting regulations.

5. Skills and Abilities: Strong interpersonal skills and a proven ability to engage productively and collaboratively with colleagues at all levels is required. Must have the ability to work with little or no supervision, ability to work tactfully and effectively under pressure, and demonstrate flexibility to manage multiple activities. Proven leadership, management, and supervisory skills are required. Must be innovative and have the ability to exercise sound judgment in administrative and management matters. Must be able to communicate effectively with all levels of Mission staff. Strong computer skills are required.

The incumbent must have the ability to develop and maintain strong professional contacts with high level U.S. Government officials and to serve as Contracting Officer Representative

(COR).

The incumbent must demonstrate excellent oral and written communication, including the ability to prepare Standard Operating Procedures, Mission orders, Memos, and reports. The incumbent must have the ability to make oral presentations logically and persuasively.

D. POSITION ELEMENTS

1. Supervisory Relationship: The Executive Management Advisor will report to the Supervisory Executive Officer or designee. S/he may receive guidance from senior Mission management as the situation warrants.

2. Supervisory Controls: Based on direction from the S/EXO as to priorities and annual objectives, the Advisor will supervise up to four (4) CCNPSCs and would have the responsibility to establish work objectives and/or performance targets for all supervised employees and/or units.

3. Level and Purpose of Contacts: The incumbent will interact with all levels of USAID/Haiti staff including providing expert level advice to the Mission Director and Deputies and Office Directors. Must establish sound and effective relationships with Embassy counterparts and well as host country officials. Nature of contact will vary from information providing or gathering, to advice, coordination, and ensuring services received meet established standards.

4. Guidelines: Automated Directive System (ADS). Federal Acquisition Regulations (FAR) and AID Acquisitions Regulations (AIDAR). Standardized Regulations; Federal Travel Regulations; Foreign Affairs Manual (FAM), and ICAAS handbook.

5. Period of Performance: Two (2) year base period with one (1) year option to extend.

Extensions will be contingent on satisfactory performance, continued need for the services and availability of funds. No PSC contract may exceed a five-year period of performance.

Estimated to start o/a November 2024.

6. Security Level Required: Secret Clearance is required for U.S. Citizens. The successful offeror must obtain both the appropriate security and medical clearances within a reasonable period of time. If such clearances are not obtained within a reasonable time or negative suitability issues are involved, any offer made may be rescinded.

7. Work Environment: Works in an adequately lighted, heated, and ventilated office setting.

8. Physical Demand: The work requested may involve physical demands of walking up 2-3 flights of stairs, lifting light to medium weighted office supplies, and other typical office work demands.

9. Travel requirements: Some travel, pending the security situation and requisite security approvals, within Haiti may be required.

10. Support Items: The Executive Office provides support services, equipment, and supplies to the PSC necessary to perform the described work.

E. EVALUATION CRITERIA

Selection Process and Basis of Evaluation: Offerors who clearly meet the aforementioned minimum education and work experience qualification requirements may be further evaluated through review of the offeror’s submitted required documents (see section IV below) and ranked based on the below evaluation and selection factors. A competitive range may be established of the highest-ranked offerors, who may be further evaluated through technical tests, interviews, and reference checks to determine the most qualified/highest-ranked offerors. Reference checks may be conducted with the highest-ranked offerors. Reference checks may be conducted with individuals not provided by the offeror. Any offeror not receiving satisfactory reference checks will no longer be considered for the position. Negotiations may be conducted with the most qualified/ highest-ranked offerors at the conclusion of evaluations.

Technical Evaluation Factors (100 %)-:

QUALITY RANKING FACTORS (QRFs)

Applicants who meet the minimum requirements will be further evaluated based on the Quality Ranking Factors listed below. The applicant will address each factor on a separate sheet describing specifically and accurately the experience, training, and/or education they have that is relevant to each factor. Please provide a word count after each response.

Work Experience (40 Points)

a. Executive progressively responsible experience in support services in a large international organization is required.

b. Demonstrated experience in management, human resources management, general services travel, procurement, property management, budgeting, and contract management is required.

c. Demonstrated experience performing and supervising management operations in a large international organization or overseas experience in management operations with large multinational organizations including interactions with senior level colleagues is required.

Knowledge (30 points)

a. Extensive knowledge of management processes including the creation, implementation and assessment of systems.

b. Demonstrated knowledge of different regulations, which may govern all areas of administrative management and support operations is required.

c. Advance technical knowledge of international organization regulations and procedures and an understanding of administrative, contracting and budgeting regulations.

Skills and Abilities (30 Points)

a. Strong interpersonal skills and a proven ability to engage productively and collaboratively with colleagues at all levels is required.

b. Proven ability to work with little or no supervision, ability to work tactfully and effectively under pressure, and demonstrate flexibility to manage multiple activities.

c. Demonstrated leadership, management, and supervisory skills are required.

d. Proven ability to be innovative and exercise sound judgment in administrative and management matters.

e. Excellent oral and written communication skills to effectively communicate with all levels of

Mission staff, including the ability to prepare Standard Operating Procedures, Mission orders, Memos, and reports. The incumbent must have the ability to make oral presentations logically and persuasively, along with having strong computer skills.

f. Demonstrated skills to develop and maintain strong professional contacts with high level U.S.

Government officials and to serve as Contracting Officer Representative (COR).

Education: Yes/No

Satisfactory Professional Reference Checks: Pass/Fail (no points assigned)

Total Possible Points: 100

ACTION MEMORANDUM FOR ADMINISTRATOR POWER

Date: March 14, 2024

From: Marcela Escobari, AA/LAC

Subject: Expedited Procedures Package (EPP) for Haiti

Recommendation: That you approve the following authorities for expedited procedures to allow USAID to respond quickly and effectively in meeting the critical needs of Agency activities and programs regarding Haiti. These expedited procedures will remain in force and effect for two years from the date of the authorization of this EPP.

1. Use of other than full and open competition in the award or modification of contracts (Tab 1).

Approve_ ___ Disapprove______________ 3/23/2024

2. Use of restricted eligibility for competition in the award or amendment of assistance instruments (Tab 2).

Approve_ ___ Disapprove______________ 3/23/2024

3. A general source and nationality waiver authorizing procurement of goods and services, including medicines and restricted commodities, from geographic code 935 (any area or country but excluding prohibited sources) (Tab 3).

Approve_ ___ Disapprove______________ 3/23/2024

BACKGROUND:

The devastating surge in gang violence in Haiti, which has rapidly spread into previously safe zones within and beyond Port-au-Prince, has created an environment of perpetual fear and anxiety. Around 200 gangs now exert control over significant portions of Haiti's territory, with the UN reporting that more than 80 percent of the capital city, Port-au-Prince, is under gang control. Their activities encompass not only brutal acts of violence and kidnappings, but also widespread forced displacements and gender-based violence.

Meanwhile, the Haitian National Police, the primary institution responsible for maintaining law and order, is in a state of crisis. The force is severely understaffed and

[March 23, 2024] 1 ill-equipped, leaving it incapable of stemming the tide of escalating violence. With minimal or no police presence in certain areas, residents have resorted to vigilantism, a development that only contributes to the cycle of violence and a 120 percent surge in homicides in 2023. The latest figures point to the highest incident rates in the country in nearly two decades.

The Haitian government responded to the deteriorating security situation late in the evening of March 3, 2024, by declaring an official state of emergency for 72 hours and also instituted a three-day curfew in the West department, which includes Port-au-Prince. As of the date of this memorandum, the state of emergency is extended to April 3 and the curfew is extended to March 23.

The unabated violence and lawlessness have also directly impinged on the operations of foreign entities, including the U.S. Embassy.

These alarming circumstances underline the fact that the Haitian populace is suffering one of the worst human rights crises in decades. The United Nations Office on Drugs and Crime (UNODC) recent assessment highlights that the majority of abuses are inflicted on populations living in areas under gang control. The continued use of sexual violence, including gang rape, against women and girls living in these areas further illustrates the severity of the situation. Moreover, the surge in gang activity and violence has coincided with an ongoing cholera epidemic, amplifying the humanitarian crisis in Haiti. Nearly half the population, or 5.2 million people, now needs humanitarian aid.

This EPP is needed for awards related to Haiti. The U.S. government (USG) needs to urgently scale up its humanitarian assistance and development assistance to the Haitian people while simultaneously pivoting its posture to directly contribute to mitigating the impacts of the political and economic crisis on Haitians. Successful implementation of new and modified programming in a rapidly fluctuating environment with enormous needs requires that USAID expedite its normal planning and competitive award processes.

In addition to adapting its programming, USAID may also need to hire new Personal Services Contractor (PSC) staff in an expedited manner to support programming needs. This EPP will permit expeditious hiring of all categories of PSCs to provide support to USAID programs and activities in Haiti. It will also permit USAID to enter into new or modify existing institutional support contracts (ISC) to provide technical, programmatic, or other necessary support for non-inherently governmental functions important to USAID programs and operations in Haiti.

An EPP gives USAID the flexibility and capability to mobilize technical, financial, and other resources quickly to assist Haiti responsibly and rapidly. Specifically, an EPP would allow USAID to use other than full and open competition to enter into new or modify existing awards to deliver assistance in Haiti responsibly and support our staff.

While Operating Units (OUs) will continue to use full and open competition procedures whenever possible, the flexibility provided by these expedited procedures is necessary to respond rapidly to a fluctuating operating environment in Haiti and the consequences of the security situation. The determination and findings, decisions, and authorities that you approve

[March 23, 2024] 2 will be critical to respond to the urgent and fluctuating needs related to USAID programming in Haiti.

This includes the issuance and modification of awards to: (i) implement USAID’s humanitarian and development efforts in Haiti; and (ii) provide support to the OUs undertaking this programming, including those contracts used to employ staff and support internal operations. The authorities cover activities funded from all sources of Agency funding, including prior-year funding, as well as current and future fiscal year appropriations, unless Congress enacts special rules for these appropriations. The decisions and authorities within this EPP are essential to USAID’s ability to respond quickly and effectively in meeting the critical needs of Agency activities and programs with respect to our USAID programming and our staff, as demonstrated by examples and discussion in Tabs 1, 2, and 3.

AUTHORITIES:

You have the authority to approve this EPP under the following: 48 C.F.R.

§706.302-70(b)(3)(ii), Impairment of Foreign Aid Programs for contracts; Automated Directives System (ADS) 303.3.6.5, Restrictions to Eligibility for assistance awards; and 22 Code of Federal Regulations (CFR) 228.31 for the source and nationality waiver.

RESOURCE IMPLICATIONS, ADMINISTRATIVE BURDEN, AND REPORTING REQUIREMENTS:

Approving this EPP has no additional resource implications.

Attachments:

Tab 1 - Determination and Findings - Authorization for Use of Other than Full and Open Competition of Contracts Tab 2 - Blanket Determination Restricting Eligibility for Competition for Assistance Instruments Tab 3 - Source and Nationality Waiver Tab 4 - Guidance for Documentation and Use of the EPP Authorities

[March 23, 2024] 3

CLEARANCE PAGE FOR ACTION MEMORANDUM FOR EXPEDITED PROCEDURES PACKAGE FOR

HAITI

Drafter: USAID/Haiti, Joseph Terrazas, Contracting Officer

Approved: MEscobari Clear 3/14/24

Mission Level Clearances Clearance Status Date OAA: AMenicucci Clear 3/8/2024 OAA: PRobison Clear 3/8/2024 RLO: TNunn Cleared 3/8/2024 A/DMD: LJones Clear 3/8/2024 A/MD: DHatch Clear w/ edits 3/8/2024

Bureau Level Clearances Clearance Status Date LAC/SPO: EMeans Clear 3/9/24 LAC/CAR:EBDorn Clear 3/9/24 LAC/DAA:BACollins Clear 3/10/24 M/AA: CAllen Clear 3/9/24 M/DAA: RKrzywda Clear 3/9/2024 M/OAA/OD: JRodgers Clear 3/9/204 GC/LM: MKorol Clear w/edits 3/11/24 GC/A&A: Greg Marchand Clear 3/11/2024 GC/FO: DRush Cleared by email 3/12/2024 ES: AForden Clear 3/14/2024 ES: EJones Clear 3/15/2024 ES: EBakely clear 3/15/24 ES: ECarr clear 3/18/2024 COS: ASiegel clear w/comment 3/18/2024 DA-MR: PAdams-Allen Clear 3/20/2024 DA-PP: IColeman Clear 3/21/2024

[March 23, 2024] 4

TAB 1

Determination and Findings (D&F) - Authorization for Use of Other than Full and Open

Competition in the Award or Modification of Contracts

Pursuant to the authority set forth in 48 C.F.R. §706.302-70(b)(3)(ii) of the USAID Acquisition

Regulation (AIDAR), I have determined that it is necessary to provide for the following exceptions to competition in the award and modification of contracts in support of USAID’s

Haiti operations and programming to avoid the impairment of U.S. foreign assistance and foreign policy objectives. This determination is made in consideration of the supporting findings set forth below and will remain in force and effect for two years from the date of the authorization of the EPP.

1. The nature and/or description of the action being approved.

Approval of this authority for exceptions to full and open competition is necessary to provide the flexibility that is essential to USAID's ability to implement programming to mobilize technical, financial, and other resources quickly to respond to Haiti’s security challenges.

This authority covers activities funded from all sources of Agency funding, including prior-year funding, as well as current and future fiscal year appropriations, unless Congress enacts special rules for these appropriations. This action authorizes the award of new contracts using other than full and open competition procedures. It also authorizes noncompetitive modifications to existing contracts.

Expeditiously providing assistance in as responsive a manner as possible takes priority over other options that would delay such assistance, especially where delay or inflexibility could compromise USAID's ability to provide necessary support. The timeframe required by fully competitive award procedures, if followed, would not enable USAID to act in a manner consistent with U.S. foreign assistance objectives, and would be inconsistent with the fulfillment of the foreign assistance program. The availability and use of expedited procurement procedures would have a significant impact on the procurement timeline and

USAID’s provision of urgently needed supplies and services.

2. Citation of the appropriate statute and/or regulation upon which the D&F is based.

Under 40 USC §113(e)(2), competition requirements shall not impair or affect the authorities of an executive branch agency with respect to "any program conducted for purposes of...transfer to foreign governments, or foreign aid, relief, or rehabilitation." USAID has implemented this provision through 48 CFR §706.302-70(b)(3)(ii), which provides an exception to competition for "awards for countries, regions, projects, or programs for which the Administrator of USAID makes a formal written Determination and Findings (D&F), that

[March 23, 2024] 5 compliance with full and open competition procedures would impair foreign assistance objectives, and would be inconsistent with the fulfillment of the foreign assistance program."

Under 48 CFR 706.302-70(c)(2), determinations under the authority used herein will not be subject to the requirement for a contracting officer’s certification or approval in accordance with FAR 6.304.

3. Findings that detail the particular circumstances, facts, or reasoning essential to support the determination. Necessary supporting documentation shall be obtained from appropriate requirements and technical personnel.

While it is impossible to list all of the circumstances that justify the use of this authority, the following are some of the most common situations where the authority is necessary and examples of how the exception to competition would be utilized to support U.S. foreign assistance objectives.

The rapidly changing situation in Haiti may require the extension of existing contracts beyond their present scopes of work to bridge gaps between existing programs and activities and the establishment of new programs and activities. The USG needs to urgently scale up its assistance to the Haitian people while simultaneously directly contributing to mitigating the impacts of the political and economic crisis on Haitians. Successful implementation of new and adjusted programming in a rapidly fluctuating environment with enormous needs requires that USAID expedite its normal planning and competitive award processes. This EPP will allow for the swift modification of USAID programming, as conditions require or permit.

This EPP will permit the expeditious hiring of all categories of PSCs needed to provide urgent support for programs and activities in Haiti. It will also permit USAID to enter into new or modify existing institutional support contracts (ISC) to provide technical, programmatic or other necessary support for non-inherently governmental functions important to USAID programs and operations in Haiti.

There may be other urgent or critical situations where it is necessary to rely on this authority.

The EPP provides the flexibility necessary for USAID/Washington and Missions to respond most appropriately to these situations, without undue procedural constraints that would negatively affect program results.

Operating Units (OUs) will continue to use full and open competition procedures whenever possible.