36C25224Q0818.docx

SUBJECT*

Professional Development Training Services at Jesse Brown VAMC, Chicago, IL

GENERAL INFORMATION

SET-ASIDE

GLAC (69D)

115 South 84th Street, Suite 101

Milwaukee WI 53214-1476

POINT OF CONTACT*

Contract Specialist Lemke, Justin Justin.Lemke@va.gov

PLACE OF PERFORMANCE

820 S. Damen Avenue

Chicago IL

ADDITIONAL INFORMATION

AGENCY’S URL

URL DESCRIPTION

Sources Sought Notice Sources Sought Notice

DESCRIPTION

Sources Sought Notice

The Department of Veterans Affairs is issuing this sources sought synopsis as a means of conducting market research to identify firms having an interest in and the resources to support a requirement for Professional Development Training at Jesse Brown VAMC The result of this market research may contribute to determining the method of procurement. The applicable North American Industry Classification System (NAICS) code assigned to this procurement is 611430 – Professional and Management Development Training THERE IS NO SOLICITATION AT THIS TIME. This request for capability information does not constitute a request for proposals; submission of any information in response to this market survey is purely voluntary; the government assumes no financial responsibility for any costs incurred.

Tentative requirements:

Provide all personnel, equipment, supplies, facilities, transportation, tools, materials, supervision, and all other items necessary to Jesse Brown Education Staff to develop a customized training curriculum that addresses the specific needs and objectives of the facilities personnel If your Company has the potential capacity to perform these contract services, please provide the following information:1) Company name, address, email address, web site address, telephone number, and size and type of ownership for the company; 2) Tailored capability statements addressing the particulars of this effort, vehicle fleet size, and documentation supporting claims of organizational and staff capability. If significant subcontracting or teaming is anticipated in order to deliver technical capability, companies should address the administrative and management structure of such arrangements; and 3) Confirmation your company can meet the Limitations of Subcontracting should they apply (see below) The government will evaluate market information to ascertain potential market capacity to provide services consistent in scope and scale with those described in this notice and otherwise anticipated.

Based on the responses to this synopsis and other market research, this requirement may be set-aside for veteran-owned small businesses (SDVOSBs or VOSBs) (limitation of subcontracting would apply), small businesses (limitations on subcontracting would apply) or procured through full and open competition.

Limitations on Subcontracting 13 CFR §125.6 will apply to any procurement set-aside for veteran-owned small businesses (SDVOSBs or VOSBs) or small businesses. 13 CFR §125.6 states:

(a) General. In order to be awarded a full or partial small business set-aside contract with a value greater than the simplified acquisition threshold (as defined in the FAR at 48 CFR 2.101)” in paragraph (a) introductory text; and an 8(a) contract, an SDVO SBC contract, a HUBZone contract, a WOSB or EDWOSB contract pursuant to part 127 of this chapter, a small business concern must agree that:

(1) In the case of a contract for services (except construction), it will not pay more than 50% of the amount paid by the government to it to firms that are not similarly situated. Any work that a similarly situated subcontractor further subcontracts will count towards the 50% subcontract amount that cannot be exceeded.

Before any small or large business can be awarded a federal contract, a contracting officer (CO) must affirmatively determine that the firm is responsible to perform the specific contract it is otherwise in line to receive. If an apparent small business successful offeror is denied a contract award because it lacks certain elements of responsibility, the CO will refer the matter to the Small Business Administration. Once a CO’s referral is received by the SBA’s area office, the SBA will then inform the small business of the CO’s determination and offer it the opportunity to apply to the SBA for a Certificate of Competency – by a specific date. Burden of proof is on the small business to demonstrate that it meets specific COC eligibility criteria.

After award, if a CO or other VA officials determine a review of limitations on subcontracting compliance is warranted based upon reasonable information of possible noncompliance, a request for review will be submitted to VA’s Subcontracting Compliance Review Program.

Submission Instructions: Interested parties who consider themselves qualified to perform the above-listed services are invited to submit a response to this Sources Sought Notice by 3:00 PM CST September 10th, 2024. All responses under this Sources Sought Notice must be emailed to Justin.Lemke@va.gov. Telephone inquiries will not be accepted or acknowledged, and no feedback or evaluations will be provided to companies regarding their submissions.

Statement of Work for Educational Services

General Requirements:

1. Development of training curriculum: Vendor will work with Jesse Brown Education Staff to develop a customized training curriculum that addresses the specific needs and objectives of the facilities personnel.

2. Instructor Selection: Vendor will select qualified instructors who have expertise in the relevant areas of management and leadership. The instructors will be knowledgeable, experienced, and able to effectively communicate complex information to the target audience.

3. Delivery of Training: The training classes will be delivered virtually through TEAMS. Vendor will provide all necessary materials and equipment for the training sessions. The classes will be conducted in a interactive and engaging manner, with a strong emphasis on practical, hands-on learning.

4. Modality: Mode of instruction will be hybrid of in-person (classroom) and technology-based (virtual), with instructor present in the classroom. Equipment for technology-based instruction (computer, cameras, microphone, etc.) used by the vendor will be vendors responsibility. Equipment for classroom venue (seating, IT equipment, AV equipment, etc.) will be responsibility of the JBVAMC LILD Department. Administrative support such as scheduling, advertisement, classroom rosters and training record keeping will also be responsibility of JBVAMC LILD Department.

5. Evaluation: At the end of the training program, vendor will conduct an evaluation to assess the effectiveness of the training and to gather feedback from the participants. The evaluation will help to identify areas for improvement and to ensure that the training program meets the client's expectations.

6. Duration: The education classes will be delivered over a period of one year, one class every month. The classes will be scheduled at a time that is convenient for the facilities personnel. Courses shall be no longer than 4 hours each.

7. Participant’s handouts: Any digital or printed content required for employee training purposes in the form of workbooks, exercises, courses, programs, videos, assessments, or exams will be furnished by the vendor at no additional cost.

8. Class sizes: Maximum class size for either modality will not exceed 25 personnel.

9. Vendors are required to provide samples for review.

Courses Required

The vendor must have additional courses available, but at a minimum they need to have the following courses and corresponding content. Some of these courses are part of the curriculum for designated leadership, supervisory, and personal development programs, while others are offered as stand-alone learning.

Must include the following courses and corresponding topics at minimum. Vendors that can provide a substantial number of additional leadership and personal development courses beyond these will be considered more favorable.

1. Conflict Management This course will help participants identify when to take a facilitative approach to helping individuals resolve their conflicts. The program should offer a structure for facilitated problem-solving discussions and provides opportunity to practice.

Learning Objectives:

1. The potential and limits of the facilitator role in resolving conflict.

2. Facilitator interventions for dealing with difficult behavior.

3. Facilitator interventions for dealing with difficult behavior.

2. Coaching/Mentoring

This course should prepare supervisors how to relate to employees, bring out their best, and help them reach their potential, how to enhance core competencies of each employee and instill team values that make a championship team. The Coaching and Mentoring should aim on how to better coach your employees to higher performance.

Learning Objectives

1. Develop effective coaching skills

2. Identify critical characteristics of leaders

3. Develop emerging leaders, and helping high performing employees develop their leadership abilities.

4. Communicate successfully with employees.

5. Facilitate reflective thinking:

6. Apply practical coaching techniques.

7. Build and support effective relationships:

8. Take ownership for own personal growth and learning:

3. Stress Management This course should guide participants through steps to identify and track stress and practice a variety of strategies that have been shown to counteract stress.

Learning Objectives

1. Recognize personal stressors and how they affect you.

2. Practice stress coping skills related to mindfulness.

3. Identify the stages of stress and anxiety.

4. Develop new habits to reduce stress and anxiety.

5. Maintain a positive attitude.

6. Balance personal and professional duties

4. Effective Writing This course should teach how to give feedback, both positive and redirected, vital techniques to apply for both sides of the spectrum, how to give productive reinforcement and rederive feedback to maximize individual and team performance.

Learning Objectives

1. Master grammar, punctuation and communicate clearly and effectively.

2. Develop critical thinking skills to analyze information for persuasive writing.

3. Ability to craft well organized reports, emails, and other written forms.

4. Increase confidence in expressing ideas and arguments with clarity and persuasiveness.

5. Improve editing and revision techniques to refine and polish written pieces.

5. Public Speaking This program will establish a clear learning objectives in teaching effective public speaking. Identifying specific goals for participants and will provide direction and structure to their learning process, allowing them to develop the necessary skills and knowledge required for successful presentations.

Learning Objectives

1. Developing confidence when speaking in front of others.

2. Improve body language.

3. Utilize proven communication techniques for maintaining rapport.

4. Enhance vocal expression.

5. Overcome challenges of professional relationships

6. Master the content participants are presenting.

6. Change Management Change is ongoing, constant, and inevitable. This powerful program will teach you how to reduce stress and redirect fear that typically comes with change. You will learn how to adapt to change and see the big picture. Most of all, you will learn to view change as positive and take advantage of hidden opportunities that always accompany change. You will no longer fear change; you will welcome it. The primary objective of organizational change management is to execute strategy.

Learning Objectives

1. Effectively manage change and its effects

2. Establish a Culture of Innovation

3. Understand your role in change.

4. Develop Change Leaders

5. Identify Change Accountability & Responsibility

6. Identify hidden opportunities that change creates.

7. Adapt to changing environments

8. Address Concerns and Improve Change

9. Create a Sense of Urgency for Change

7. Mental Health This course should be designed so participants will learn how to prioritize and address workplace mental health through key organizational components. Participants will learn practical and helpful steps to raise awareness about mental health, reduce stigma, and prioritize care for all employees.

Learning Objectives

1. Describe the impact of behavioral health conditions on both the employer and the employee.

2. Recognize behavioral health conditions that commonly limit an employee’s productivity.

3. Formulate workplace accommodations that may facilitate and maintain a successful return to work/stay at work.

4. Discuss the behavioral health conditions that most commonly contribute to issues in the workplace.

5. Define the scope and the impact of behavioral health conditions in the workplace.

8. Mastering Dialogue This course should be delivering a guide for employees’ development if done correctly. It will teach participants vital techniques to apply and participants. Will learn how to give productive reinforcement and rederive feedback to maximize individual and team performance.

Learning Objectives

1. Identify problems contributing to poor results and broken relationships.

2. Communicate high expectations.

3. Lead by example

4. Keep composure when feeling angry, defensive, or intimidated.

5. Consider others' perspectives and assume they have good reasons before speaking up.

6. Create a formula for following up – at all levels.

7. Anticipate the impacts of actions and non-actions

8. Speak honestly and respectfully.

9. Find common ground.

10. Bring people back into dialogue when they clam up or blow up.

11. Recognize when you're at cross-purpose and take steps to rebuild safety and return to dialogue.

9. Resiliency This course should teach supervisors how to lead their teams through change and stressful situations. Learners will identify the necessary function of resilience in a changing work environment and effective drive team to success. This course will structure, and planned activities aimed to embrace and gain a positive mindset and experience in stressful and difficult situations.

Learning Objectives

1. Learn how to bounce back from adversity

2. Utilize skills to cope with challenges

3. Keep your team mentally tough

4. Apply the Resilience Model

5. Understanding our own control

6. Use techniques for effectively managing change.

7. Sharpening the ability to be aware of our emotions

8. Manage stress and anxiety.

9. Setting achievable goals and wanting to fulfill them.

10. Developing good self-esteem

10. Team Building This team building training course should be an educational program designed to help participants and teams develop skills, knowledge, and strategies to work together more effectively.

Learning Objectives

1. Encourage communication/ Increase Communication

2. Foster employee bonds and Creativity.

3. Build Skills

4. Build Trust to develop trust.

5. Enhance Engagement

6. Develop a Psychological Action Plan.

11. Time Management Time management goals are specific objectives that managers and employees can put in place to improve their use of time and enhance their productivity in the organization.

Learning Objectives

1. Prioritizing tasks

2. Setting realistic deadlines

3. Minimizing distractions

4. Embracing new learning opportunities

5. Delegating responsibilities

12. Servant Leadership This course should surround leadership philosophy that prioritizes serving others and fostering their growth. Servant leadership will aim to satisfy the needs of self, others, and systems in ethical and uncanny ways.

Learning Objectives

1. Empowering and trust

2. Helping subordinates grow and succeed.

3. Strive for excellence over perfection.

4. Putting subordinates first

5. Be a great communicator.

6. Inspire and motivate to become a great role model.