24-SIMACQ-PHD-BD3-0088_ ECA SOW - Final_04182024.pdf

Employee Competency Assessment Statement of Work

1. INTRODUCTION

Naval Surface Warfare Center (NSWC) Port Hueneme Division (PHD) is embarking on a transformational journey to realize its future vision of Combat Systems (CS) In Service

Engineering Agent (ISEA) of the Future. NSWC PHD recently completed its first major command re-organization since 2003. With the accelerating changes in naval force structure, delivered and developmental warfighting capabilities, and advances in digital transformation, PHD needs to have the appropriately trained, educated, and ready workforce in order to successfully execute the current and anticipated future CS ISEA demand signal.

To achieve this strategic vision, NSWC PHD must develop and sustain a diverse cadre of highly capable, high-performing, and results-oriented civilian leaders to effectively show the way in increasingly complex environments, ensure continuity of leadership, and maintain a learning organization that drives transformation and continuous improvement across the enterprise.

There is a need for a web-based tool that is accessible from Navy/Marines Corps Intranet (NMCI) computers to provide traceability, alignment and measurement factors of leadership competency as related to command priorities and gaps to increase the situational awareness, workforce health insight and sustainment, and effectiveness of command leadership in managing the PHD civilian workforce by providing evidence for needed learning and development strategy.

2. OBJECTIVE

The leadership competencies of the civilian workforce have not been assessed allowing for targeted learning opportunities or the use of data and metrics to drive employee performance improvement. In accordance with DoDI 1430.16 Growing Civilian Leaders, which requires regular assessment of civilian employees’ competencies, the objective of this contract is to gain web-based access to a tool to assess leadership competencies and personality traits of employees to effectively target workforce development investments in area of most critical need. This tool will not reside on Navy systems.

NSWC PHD has approximately 3900 employees of which approximately 2800 are civilian federal employees. Demographics for civilian employees include one SES, four SSTMs, approximately

400 high grade employees in supervisory or program management positions and 700 team leads.

3. SCOPE OF WORK

The scope of work under this contract includes the following:

• 3.1. The contractor shall administer a leadership employee competency assessment using a web-based tool that is accessible from NMCI computers to support development of employee individual development plans. The Contractor shall provide the logic model of the contractor’s assessment tool for NSWC PHD to approve prior to implementation;

factors include: competencies, proficiency levels, leadership and learning theories, and assessment method. (CDRL A001) o The Contractor shall assess at least 90% of personnel assigned to complete the assessment in the web-based tool, up to 2900 NSWC PHD civilian employees.

Personnel will be assessed for leadership competencies and personality traits aligned to most current revision of DoDI 1430.16 Civilian Leader Development

Continuum and Framework, OPM’s Guide to the Senior Executive Service

Qualifications, and local occupational and career field guidance provided by NSWC

PHD senior leaders.

o 3.1.1 The Contractor shall meet once at the start of the performance period with the Executive Leadership Team and others designated by the Command Strategic

Integrator to identify leadership competencies for use in assessment.

o 3.1.2 The Contractor shall provide an implementation and phasing plan to NSWC

PHD leadership after the competencies for assessment are identified. The command will have 5-business days to approve the plan or provide edits. The contractor will provide monthly status updates on performance to plan for implementation and phasing. (CDRL A002) o 3.1.3 The Contractor shall provide all infrastructure and branded communications for promoting the roll-out of the assessment to the workforce.

o 3.1.4 As part of the roll-out, the Contractor shall provide orientation to the workforce on using the assessment tool at least two-weeks prior to the start of the assessment and specialized supervisory training to support individual development plan conversations between supervisor and employee prior to employees receiving their individualized results. Orientation and supervisory training shall be carried out annually when an assessment is given.

o 3.1.5 Using a web-based tool that is accessible from NMCI computers, the

Contractor shall provide a prioritized gap analysis identifying competency strengths and areas for improvement for individual, and aggregate reporting at the branch, division, department, and command level. The contractor shall provide a permanent, ongoing opportunity to review the results of the assessment gap analysis to the Command Strategic Integrator and key members of the NSWC

PHD Leadership Team within 14-days of the assessment being issued through access to the web-based tool. (CDRL A003)

• 3.2 The Contractor shall conduct virtual feedback sessions for NSWC PHD civilian employees to review the results of their employee competency assessment and recommendations for individual development. Group sessions and one-on-one sessions shall be made available.

• 3.3 The Contractor shall provide an actionable prioritized list of activities to achieve largest return on investment (improvements) in building PHD leadership competencies in the workforce. (CDRL A004) o 3.3.1 The Contractor shall provide recommendations for future work efforts and track competency health over time. (CDRL A005) o 3.3.2 The Contractor shall track progress to accountability measures using a web-based tool that is accessible from NMCI computers.

• 3.4 The Contractor shall provide learning content to NSWC PHD that is compatible with

Cornerstone OnDemand that addresses identified areas for improvement using a commercially available compatible format. Waypoints is a Cornerstone OnDemand platform. Content may include regular newsletters, videos, podcasts, articles, and virtual learning opportunities. (CDRL A006)

• 3.5. The contractor shall provide a virtual tool, e.g., Microsoft Teams (MS Teams) that is compatible with Navy Marine Corps Internet (NMCI) and NAVSEA Enterprise for virtual meetings and training, as requested.

• 3.6. The contractor shall provide in-person meetings or trainings at an NSWC PHD facility at Naval Base Ventura County, four times per year for quarterly progress reviews.

• 3.7. The Contractor shall provide all services, materials, supplies, equipment, travel, and project supervision, as required in connection with this service.

• 3.8. This requirement is for one base year, FY24 and Four Option Years:

o 3.8.1 Base Period of Performance (PoP) will be 12 months from date of award: 1 October 2024 thru 30 September 2025

▪ Option Year One (PoP): 1 October 2025 thru 30 September 2026

▪ Option Year Two (PoP): 1 October 2026 thru 30 September 2027

▪ Option Year Three (PoP): 1 October 2027 thru 30 September 2028

▪ Option Year Four (PoP): 1 October 2028 thru 30 September 2029

4. PERSONNEL REQUIREMENTS

The Contractor shall be a proven and documented expert of the Cornerstone OnDemand platform. The project lead will maintain a doctor of psychology or similar degree throughout the term of the contract and shall have 10 years of experience in developing models or frameworks for assessing leadership competencies. The Contractor shall maintain a team to:

• Ensure that timelines are met, resources are allocated appropriately, and communication flows effectively between the Contractor and government.

• Address any technical issues that may arise with the online assessment tool and training system. The Contractor shall provide assistance to users, troubleshoot problems, and ensure the smooth operation of the online platform.

• Analyze the assessment data collected. The Contractor shall interpret the data, identify trends, and generate meaningful reports that provide insights into the leadership competencies of employees. They work closely with the project manager and other stakeholders to ensure the accuracy and relevance of the data analysis.

• Identify the training content that addresses the identified gaps in competencies. The

Contractor works closely with subject matter experts to ensure that the training content aligns with the organization's goals and objectives.

5. Services Required

Implementing and Managing the Assessment Tool: The Contractor shall ensure the smooth functioning of the online web-based tool used for the leadership competency assessments. This includes setting up the tool, maintaining its functionality, and addressing any technical issues that may arise.

Administering Assessments: The Contractor shall conduct the employee leadership competency assessments using the online tool. This involves scheduling and coordinating the assessments, providing instructions to employees, and ensuring the confidentiality and integrity of the assessment process.

Analyzing and Reporting Data: The Contractor shall collect and analyze the data from the assessments to generate meaningful insights. They shall create comprehensive reports that highlight the strengths, weaknesses, and trends in leadership competencies across the organization. These reports should be shared with appropriate stakeholders.

Providing Targeted Recommendations: Based on the assessment results, the Contractor shall offer targeted recommendations to improve the workforce's leadership competencies. These recommendations should be actionable, specific, and tailored to address the identified gaps. The Contractor shall provide guidance on how to implement these recommendations effectively.

Developing and Delivering Training Content: The Contractor shall create training content that addresses the identified gaps in leadership competencies. This content should be designed to enhance the skills and knowledge of employees in leadership development. The Contractor shall ensure its accessibility and effectiveness.

Monitoring Progress: The Contractor shall track the progress of employee competency development across the organization. This includes monitoring the participation rates, completion of assessments and training modules, and overall engagement with the program. The Contractor shall identify any challenges or barriers faced by employees and provide appropriate support to ensure progress.

Maintaining the Online System: The Contractor shall be responsible for the maintenance and updates of the online system used for assessments and training. They shall address any technical issues promptly, ensure data security and privacy, and continuously improve the system based on user feedback and evolving needs.

Providing Ongoing Support: The Contractor shall offer support to employees throughout the contract period. This includes addressing inquiries, providing clarifications on assessments and training content, and assisting with any technical difficulties. The Contractor shall maintain effective communication channels to facilitate prompt and efficient support.

6. DELIVERABLES

The Contractor shall submit all deliverables specified within individual Task Authorizations to the

Technical Authority. Drafts of the deliverables must be forwarded to the Technical Authority for review and comment as determined in consultation with the Contractor.

Identifier Title Sub-Title Due Date /

Frequency

Data Item

Description

Delivery

Method

A001 Technical Report –

Study/Services

Logic Model of

Assessment Tool

30 Days

After Award

DI-MISC-80508B

A002 Technical

Management

Work Plan

Phasing Plan and

Schedule

10 business days after award /

Updated as required

DI-MGMT-81117A By email to the

COR in PDF format

A003 Technical Report –

Study/Services

Gap Analysis /

Road Map

Annually DI-MISC-80508B Web-based tool that is accessible from NMCI computers

A004 Program Progress

Report

Annual Brief Out Annually DI-MGMT-80555A By email to the

COR in PDF format

A005 Technical Report –

Study/Services

Recommendation

Report

ASREQ DI-MGMT-80508B

A006 Status Report Learning Content in Waypoints

ASREQ DI-MGMT-80368A Web-based tool that is accessible from NMCI computers

A007 Contracting

Officer’s Management

Report

MTHLY DI-MGMT-81864 By email to the

COR in PDF format

A008 Contractor’s

Personnel Roster

MTHLY DI-MGMT-81834 By email to the

COR in PDF format

7. FORMAT OF DELIVERABLES

Deliverables must be in a Microsoft Word or Adobe compatible format.

8. LANGUAGE OF WORK

Work will be performed and delivered in English.

9. APPLICABLE DOCUMENTS

DoDI 1430.16, “Growing Civilian Leaders,” August 23, 2022.

10. LOCATION OF WORK

NSWC PHD main campus is located at Naval Base Ventura County in Port Hueneme, CA. With the advances in digital communications, it is believed that most of this task’s support and analysis can be accomplished at vendor offsite with video/phone communications to conduct interviews, collect data, and obtain clarification, et cetera. Four face-to face meetings are anticipated for quarterly progress reviews and will coincide with kick-off, orientation training, and final brief-out.