Performance Work Statement Draft Retirement Planning DRAFT.docx

Performance Work Statement IRS Retirement Planning and Support Center

1. Introduction and Background

1.1. The Internal Revenue Service (IRS) is currently enacting reduction initiatives (Deferred Resignation Program (DRP), Treasury Designated Resignation Program (TDRP), Voluntary Early Retirement Application (VERA) etc.) as authorized by Executive Order 14210, Implementing the President's “Department of Government Efficiency" Workforce Optimization Initiative (February 11, 2025). These Treasury Department initiatives are being implemented in alignment with Office of Personnel Management (OPM) and Office of Management and Budget (OMB) guidance. The IRS Retirement Planning and Support Center (RPSC) is the business unit that processes the submitted retirement applications for the IRS Federal Employees.

2. Objectives

2.1. The goal of this Acquisition is to utilize contracted personnel to assist the RPSC processing retirement applications submitted by IRS Federal Employees. The objective to accurately process submitted applications for federal retirement with no errors.

3. Scope of Work

3.1. The primary objective of this acquisition is to obtain contractor support to assist the RPSC in the review, verification, and completion of federal retirement packages. The contractor shall provide qualified Retirement Specialists with expertise in federal retirement processes and OPM regulations to work in parallel with government personnel. The goal is to reduce backlog, improve timeliness, and mitigate internal burnout while maintaining high standards of accuracy and customer service.

3.2. Tasks

3.2.1 Receive Retirement Application submitted by IRS Federal Employee via the Online Retirement Application (ORA) or Government Retirement & Benefits, Inc Platform (GRB).

3.2.2 Receive Electronic Official Personnel File (eOPF)

3.2.3 Verify Retirement code/ret service computation date (RET-SCD)

3.2.4 Review Service History

3.2.5 Prepare certified summary of federal service and retirement estimate.

3.2.6 Research GRB, HRConnect and Treasury Integrated Management Information System (TIMIS)

3.2.7 Review retirement application packet

3.2.8 Determine eligibility for DOR/FEHB/FEGLI

3.2.9 Request additional information from payroll or other federal agencies

3.2.10 Send e-mail/letter to IRS Federal employee

3.2.11 Update eTRAK

3.2.12 Brief IRS Federal Employee on retirement process

3.2.13 Coordinate with IRS Employee on missing/incomplete retirement paperwork

3.2.14 Complete agency forms

3.2.15 Identify retirement coverage errors and make recommendations for corrective action under the Retirement Code Correction (RCC) and the Federal Erroneous Retirement Coverage Corrections Act (FERCCA)

3.2.16 Analyze service, benefits, pay and other personnel actions of employees on a continuing basis to identify errors in retirement coverage and/or service credit

3.2.17 Correspond with appropriate Government agencies on required actions/corrections for records

3.2.18 Calculate, prepare, provide, and/or brief employees on:

3.2.18.1 Future annuity and other financial benefits

3.2.18.2 Annuity estimates

3.2.18.3 Certified summaries of federal service for employees

3.2.18.4 Impact of making or not making redeposit and/or deposits to the Civil Service Retirement Fund and provide with the appropriate application

3.2.18.5 Military deposits and provide appropriate application and instructions for making a payment

3.2.19 Process employee applications for retirement through the National Finance Center to the Office of Personnel Management (OPM)

3.2.20 Coordinate with OPM regarding the final processing of retirement, deposit, and redeposit applications,

3.2.21 Audit new hire records to verify retirement coverage

3.2.23 Analyze service, benefits, pay and other personnel actions of employees on a continuing basis to identify errors in retirement coverage and/or service credit

3.2.24 Describe the required outcomes rather than prescribing how they should be achieved

3.2.25 Define the work clearly so the contract can reasonably anticipate the level of effort and personnel required (Especially if the contract is FFP) 2 Senior Level Managers and 78 mid-expert level Human Resources Specialist.

4. Performance Standards

4.1 Case Closure Rate: Target of 90% of submitted cases closed by X/XX/XXXX.

4.2 Customer Satisfaction: Measured via Net Promoter Score (NPS), using internal IRS surveys and evaluations.

4.3 Timeliness and accuracy: Adherence to OPM-compliant case submission standards and internal review timelines (Appendix A)

4.4 The end goal is to successfully process 90-95% of retirement applications to NFC prior to the retirement effective date

5. Schedule

5.1 Deliverables

Table 5.1

1. Performance

1.1. Period of Performance: The period of performance will be one (1) 12-month base period and four (4) 12-month option periods. The anticipated period of performance is set forth below and is subject to change based upon the date of contract award

1.2. Place of Performance: Tasks will be performed at Contractors business or designated location. The Contractor is responsible for providing services between the hours of assigned working hours, (typically) 8:00 AM to 5:00 PM, local time, Monday thru Friday except Federal holidays as defined in Federal law (Title 5 United States Code Section 6103) or when the Government facility is closed due to local or national emergencies, administrative closing, or similar Government directed facility closings. Weekly hours shall not exceed a forty (40) hour work week, and a typical workday will be eight (8) hours each day Monday through Friday. The Government reserves the right to change hours of operation or restrict contractor access. Work outside these daily hours is prohibited without Contracting Officer approval. Government agencies will not be available during scheduled holidays, inclement weather, weekends, after duty hours

1.3. Travel: Note if travel is anticipated and, if so, the approval process required.

2. Resources

2.1. Government-furnished Equipment

2.1.1. PIV Card

2.1.2. Government Laptop with Local Area Network Access

2.2. Government-furnished Information

2.2.1. The Government Project Manager (GPM) shall provide all data, information or documentation it determines is needed for the successful performance and completion of Task(s) to the Contractor.

2.2.2. Upon request by the GPM or at completion of Contract, the Contractor shall immediately return any information provided for the performance of the task(s).

2.3. Identify the key personnel. Contract personnel must possess expert knowledge of the CSRS and FERS retirement programs, the Federal Employee Benefit programs, and the laws that govern these programs. Demonstrated experience must also reflect the ability to counsel employees and have applied knowledge of the components required by OPM to complete retirement processing. Personnel must demonstrate their experience on all aspects of the retirement/benefit programs/processes.

2.4. Contract Personnel shall have three (3) years or more experience, within the previous ten-year span, working retirements in the Federal sector. This skill experience shall be equivalent to the General Schedule (GS)-0201-11, Human Resources Specialist (Employee Benefits), as defined in the Position Classification Standards handbook for federal employees located on the OPM web site at: https://www.opm.gov/policy-data-oversight/classification-qualifications/classifying-general-schedule-positions/classifierhandbook.pdf.

2.5. Contract Personnel shall have experience to ranging from Mid-Level to senior (level 3) Retirement Specialist Program Manager.

2.5.1. Resolve retirement problems, which require the incumbent to utilize a comprehensive knowledge of retirement laws, regulations and procedures.

2.5.2. Counsel employees on the impact and implication of laws, regulation entitlements and obligations under the various retirement systems. Utilization of the employee’s eOPF is required to successfully complete assigned work.

2.5.3. Determine retirement eligibility and prepare retirement annuity estimates utilizing GRB, ORA, or other government systems as determined by the agency.

2.5.4. Counsel employees about crediting military serviced performed after 1956 toward CSRS and FERS retirement. Counsel employees about effect of waving retired military pay to credit the service toward civilian retirement. Prepare estimates of the amount of deposit for post 1956 service and advise employees regarding procedures to make payment.

2.5.5. Counsel employees about crediting civilian service for which retirement contributions have been withheld and refunded service for which retirement deductions were not withheld toward CSRS/FERS retirement. Prepare estimate and the redeposit/deposit amount and advise employees regarding procedure to make payment.

2.5.6. Assist employees with the preparation of necessary retirement application, ensure all documentation is accurate and submitted to the OPM within required deadlines.

2.5.7. Counsel employees regarding Thrift Saving Plan (TSP) benefits after retirement.

2.5.8. Counsel employees regarding eligibility to continue FEHB, FEGLI, FSA, FEDVIP, and FLTCIP coverage into retirement. Also, counsel employees on their TSP account.

2.5.9. Utilize the GRB Platform or other required platform/system to calculate employee estimates for annuity computations and deposits

2.5.10. Demonstrate customer service interface expertise. Shall have skill in following written directives, and inter-agency work protocols. Shall have ability to identify employee generated errors, providing a clear description of the issue and an easy-to-follow suggested resolution.

2.5.11. Shall have conflict resolution techniques sufficient to interact in occasional highly charged emotional situations because of delicate or highly contested case matters and determinations. Shall possess a competent understanding of the regulations and policies involved in federal benefits and retirement processing.

3. Reporting Requirements

3.1. Progress will be monitored on a weekly basis as well as random quality review checks.

3.2. Weekly updates of progress shall be emailed to the COR as well as the program office.

4. Quality Assurance/Quality Control

4.1. The contractor’s performance shall be measured on the items listed in the QASP Customer Satisfaction: Measured via Net Promoter Score (NPS), using internal IRS surveys and evaluations.

4.2. Case Closure Rate: Target of 90% of submitted cases closed by XX/XX/XXXX.

5. Security Requirements

5.1. Contractor employees will require background investigation for staff-like access to IRS-owned or controlled facilities, IT systems, SBU information, or security items or products must be investigated. The investigation must be favorably adjudicated. The investigation covers various components of an individual’s personal background, and a credit check is a standard part of many of these investigations. Contractor employees are required to sign a release form authorizing a search of their credit history.

5.2. Interim staff-like access approval may be granted prior to the completion of the background investigation. Due to the risk associated with granting staff-like access prior to the completion of the required background investigation, interim staff-like access will only be granted in cases where it has been determined that the risk is acceptable.

6. Key Deadlines

6.1.1. VERA VSIP Deadline: May 31st 2025 & June 30, 2025

6.1.2. DRP/TDRP Deadline: September 30th 2025 & December 31, 2025.

7. Contractual Terms and Conditions

7.1. The Contracting Officer will add applicable FAR clauses separately. Include here any other contractual terms that apply.

Appendix A

Retirement Timeline

7-18 Days After Retirement Date Your complete retirement application package will be submitted electronically to the National Finance Center (NFC).

Note: NFC will not accept your retirement application package until the Separation Final Time & Attendance record has been received. The Separation Final Time & Attendance is transmitted to NFC on the first Friday of the pay period (PP) following the PP in which you retired.

2-3 Weeks After Retirement Date Receive final salary pay from IRS by normal payroll processing schedules. If you have government indebtedness, your final salary payment may be delayed.

4-8 Weeks After Retirement Date The NFC completes your payroll records and electronically forwards to the Office of Personnel Management (OPM) along with your retirement application package. The NFC process can take up to 30-60 days after the date of retirement.

Submit Thrift Savings Plan (TSP) withdrawal forms directly to the TSP service office if you are electing a TSP withdrawal at the time of retirement. The TSP service office cannot process any withdrawal requests until they have been notified by the NFC of your retirement. Please do not submit any TSP withdrawal forms until you have been separated at least 31 days.

5-7 Weeks After Retirement Date You should receive a lump sum payment for any annual leave not taken. You will not be paid for time-off awards; these must be used before you retire. If you have government indebtedness, your lump sum payment may be delayed. If you do not work a full PP, you will not earn any leave accruals for that PP. Your annual leave lump sum payment will be reduced for Federal taxes, as well as Social Security, Medicare and State taxes (if applicable).

6-12 Weeks After Retirement Date OPM assigns a Civil Service Annuity (CSA) number and places you in an interim pay status until your retirement application is adjudicated (finalized). Interim pay will generally be 60-80% of your actual (gross) annuity. Income taxes will be deducted. Insurance premiums will not be deducted but your coverage will continue if you are eligible. This payment may arrive any time of the month. You should receive subsequent interim annuity payments on the first business day of each month.

Note: For retirees eligible for the Federal Employees’ Retirement System (FERS) Annuity Supplement, no portion of the supplement will be included in the interim payments. The FERS Annuity Supplement will be paid retroactively when the retirement is finalized.

Retirement Finalized Begin receiving finalized monthly annuity (this will take approximately 4-6 months). Deductions to the annuity will include health and life insurance (if applicable), survivor benefits (if elected) and income taxes as specified by W4-P. OPM will make retroactive pay adjustments which includes deductions for health and life insurance premiums that were not withheld during the interim period. You will also receive a detailed statement showing the amount of interim payments received, the amount of your monthly annuity payment and the monthly deductions taken for life and health insurance. If you were underpaid during the interim pay status, OPM will issue you an adjustment payment. Like the first interim payment, this payment could arrive anytime of the month. If overpayment was made during your interim pay status, OPM will withhold the overpayment from future regular annuity payments. Your monthly annuity payment will continue to be received on the first business day of each month.