MAS - JDG Associates LTD - 47QREA21D0016

FEDERAL SUPPLY SERVICE

Authorized Federal Supply Schedule Price List

On-line access to contract ordering information, terms and conditions, up-to-date pricing, and the option to create an electronic delivery order are available through GSA Advantage!®, a menu-driven database system.

The INTERNET address GSA Advantage!® is: GSAAdvantage.gov.

Multiple Award Schedule (MAS)

FSC Group: Human Capital

FSC Class: 56131

CONTRACT NUMBER: 47QREA21D0016

For more information on ordering from Federal Supply Schedules go to the GSA Schedules page at GSA.gov.

CONTRACT PERIOD: August 9, 2021 through August 8, 2026

BUSINESS SIZE: SMALL

DUNS#: 130241730

CONTACT

Darren DeGioia, President JDG Associates, Ltd.

702 King Farm Blvd., Suite 220 Rockville, MD 20850

Phone: (301) 340-2210 Fax: (301) 762-3117 darren.degioia@jdgsearch.com file:///C:/Users/laura/OneDrive%20-%20Fedmarket/1%20-%20Full%20Services/1%20-%20In%20Progress/Wetlands%20Option%20Renewal/Migration%20Mod/gsaadvantage.gov mailto:darren.degioia@jdgsearch.com

INTRODUCTION

Established in 1973, JDG has conducted nearly 5,000 searches, supporting a broad range of clients in identifying senior leaders across various industries and disciplines. Since joining the GSA schedule in 2002, JDG has been instrumental in helping federal agencies find top-tier candidates for challenging, hard-to-fill roles. Headquartered in the Washington, D.C. area, JDG enjoys strong name recognition and has been nationally ranked among the leading executive search firms serving the federal government by Hunt Scanlon Media, the premier resource in the human capital sector. Additionally, JDG holds the designation of a Small Business under the U.S.

Small Business Administration’s contracting guidelines.

KEY METRICS

• JDG has completed over 250 searches for Senior Executive Service (SES), Senior Level (SL), Senior Technical (ST), Streamlined Critical Pay (SCP), and GS-15 roles across more than 50 federal agencies.

• With an average of 20 years of executive search experience, JDG consultants are recognized experts in the industry.

• More than 80% of our federal clients consistently return to leverage JDG's services.

• Each executive search is supported by a dedicated team of six senior consultants, ensuring efficiency and thoroughness.

PRIMARY INDUSTRIES AND DISCIPLINES

Accounting/Finance Acquisition/Procurement Actuarial Agriculture Architecture/Facilities Management Audit Civil Rights Communications/Public Affairs Data Analytics Defense Economics/Statistics Education Energy and Environment Engineering Fisheries and Marine Science

Health Care Human Capital Information Technology Labor/Employee Relations Legal Library/Museum Services Logistics Marketing Operations Policy Quantitative Sciences Research Satellite and Atmospheric Science Transportation

WHY UTILIZE JDG?

As a boutique executive search firm, JDG delivers a personalized level of service and commitment that outshines larger national firms. Over 50 years of experience have honed our collaborative and disciplined approach, ensuring alignment between client expectations and market conditions, fostering accountability, and establishing clear timelines with performance-driven goals and milestones.

JDG’s candidate evaluation process is both rigorous and thorough. We delve into each individual’s skills, experience, career aspirations, and personal compatibility to ensure a strong match. By accurately representing our clients’ organizations and the roles to be filled, we highlight the benefits of the position and its alignment with the candidate's long-term career direction. Additionally, we guide candidates through the complexities of the USAJOBS application process, equipping them with a clear understanding of the steps required. This approach attracts candidates who are genuinely interested and well-prepared to pursue these opportunities.

THE JDG ADVANTAGE

JDG approaches every engagement with a singular focus: finding the ideal leader for our clients.

Our four distinct phases of the recruitment process, each designed to deliver exceptional results, include:

PHASE 1: DISCOVERY, ASSESSMENT AND PLANNING

Each JDG search begins with an in-depth kick-off meeting with appropriate members of the agency’s leadership team to gain a detailed understanding of the organization’s strategic and operational goals as well as the challenges/expectations of the position. We determine how success will be measured and what short-and-long-term goals must be achieved by the successful candidate. While each applicant must meet the client's skills, experience, and leadership requirements, we believe it is just as important that a candidate fits well with the client's organization and its culture. In our view, this is essential to a long-term relationship between the client and the selected candidate.

PHASE 2: TARGETED RESEARCH

Our preliminary analysis and due diligence during Phase 1 lay the foundation for crafting a tailored search strategy. Through comprehensive, original research unique to each search, we build a slate of candidates whose skills, competencies, and experiences closely align with the vacancy announcement. To generate the largest possible pool of qualified candidates, we employ a wide array of sourcing methods, casting a wide net to identify and attract top talent from a well-defined target population.

JDG has a deep understanding of the challenges agencies face in securing the right talent, particularly when recruitment efforts rely heavily on USAJOBS and similar website postings. To enhance these processes, we develop targeted search strategies and conduct extensive research to identify highly qualified individuals who may not otherwise surface. This approach enables us to uncover potential candidates and valuable sources of talent beyond the traditional avenues of recruitment.

PHASE 3: NATIONAL OUTREACH AND MARKETING

JDG conducts extensive national outreach across the federal government, private sector, academia, and other public sector organizations. Our goal is to create a broad and highly qualified candidate pool, providing our clients with a wide selection of exceptional leaders to choose from. Through strategic research and targeted outreach, JDG generates greater interest in both the agency and the position, reaching individuals with the right expertise and experience—often surpassing the results achieved through traditional government recruitment methods.

Our consultants excel at marketing positions by framing challenges as opportunities and emphasizing the rewards of public service and mission-driven work. We understand how to highlight the unique appeal of federal roles, showcasing the impact and purpose they offer— often outweighing potential salary concerns.

PHASE 4: ECQ/TQ REVIEW AND COACHING

JDG serves as a trusted strategic advisor, expertly guiding candidates through the demanding SES/USAJOBS application process. We provide comprehensive education and coaching, equipping candidates to craft detailed, functional resumes along with well-constructed Executive Core Qualifications (ECQs) and Technical Qualifications (TQs). These documents are designed to clearly and concisely showcase a candidate’s extensive expertise and accomplishments, streamlining review by Agency HR, Executive Review Boards, and the Office of Personnel Management.

CONCLUSION

JDG has built an exceptional reputation for aligning clients and candidates through our proactive and consultative approach. By leveraging insight, intuition, creativity, and persistence, JDG consistently identifies and delivers proven, high-impact leaders. We specialize in recruiting strategic thinkers and motivated change agents with broad expertise to help agencies achieve both immediate objectives and long-term goals while confidently addressing current challenges.

With extensive resources, deep experience, and a thorough understanding of the federal application process, JDG is fully equipped to partner with government agencies in meeting their executive search needs. Our organization’s longevity and remarkable track record of success position us as an invaluable resource. JDG upholds the highest standards of professionalism when working with clients and candidates. Our expertise is extensive, our network is vast, and our results are extraordinary. Through rigorous screening and precision, we act as a seamless extension of our clients, ready to tackle every challenge head-on.

To learn more about JDG Associates, please visit www.jdgsearch.com.

PRICE SCHEDULE

JDG works on an exclusive, retained basis. Our fee is a flat rate of 28.25% of the highest end of the salary range for a specific position plus expenses. This 28.25% fee will remain in effect for the full, five-year option period.

Payments are made in two installments:

First payment: JDG will invoice the client for the first half of the fee after the initial kick-off meeting, presentation/approval of JDG’s Position Announcement, and after the vacancy announcement goes live on USAJOBS.

Second payment: JDG will invoice the client for the second half of the fee upon the closing date of the vacancy announcement on USAJOBS or JDG’s presentation of candidates to include resumes and candidate interview summaries.

Expenses:

The client pays candidate and recruiter travel. Reimbursement for these expenses is based on a per diem rate under [FAR] Clause 31.205-46. Other expenses (e.g., telephone, postage, printing, advertising, research, background investigations) are charged at cost. Expenses will not exceed $5,000 per search.

http://www.jdgsearch.com/

Customer Information:

1a. Table of Awarded Special Item Numbers:

SIN Recovery SIN Title 56131 Talent Acquisition OLM OLMRC Order-Level Materials (OLM’s)

1b. Identification Lowest Priced Model Number and Price for Each SIN:

See page 5.

1c. Hourly Rates:

Not Applicable

2. Maximum order:

SIN 56131: $1,000,000 USD

SIN OLM: $250,000 USD

3. Minimum order:

$100 USD

4. Geographic coverage:

50 States and the District of Columbia

5. Point(s) of production:

JDG Associates, Ltd.

702 King Farm Blvd., Suite 220 Rockville, MD 20850

6. Discount from list prices:

Government Net Prices (discounts already deducted)

7. Quantity Discounts:

2 – 5 hires equals an additional 3.175% (i.e., 25% of the highest end of the salary range for a specific position plus expenses) 6+ hires equals an additional 5.675% (i.e., 22.5% of the highest end of the salary range for a specific position plus expenses)

8. Prompt payment terms:

0%; Net 30 Days

9. Foreign items:

Not Applicable

10a. Time of Delivery:

To Be Determined at the Task Order level

10b. Expedited Delivery:

10c. Overnight and 2-day delivery:

10d. Urgent Requirements:

11. F.O.B. Point:

Destination

12a. Ordering Address:

JDG Associates, Ltd.

702 King Farm Blvd, Suite 220 Rockville, MD 20850

12b. Ordering procedures:

For supplies and services, the ordering procedures, information on Blanket Purchase

Agreements (BPA’s), are found in Federal Acquisition Regulation (FAR) 8.405-3.

13. Payment Address:

JDG Associates, Ltd.

702 King Farm Blvd., Suite 220 Rockville, MD 20850

14. Warranty provision:

Should the selected candidate recruited by JDG resign or be fired for cause within the first twelve months of employment, JDG Associates will conduct another search at no additional cost other than expenses.

15. Export Packing Charges:

Not Applicable

16-22b. Not Applicable

23. Data Universal Number System (DUNS) number:

130241730

24. Notification Regarding Registration in System for Award Management (SAM) Database:

Contractor has an Active Registration in SAM

Service Contract Labor Standards:

The Service Contract Labor Standards (SCLS), formerly known as the Service Contract Act (SCA), are applicable to this contract as it applies to the entire Multiple Award Schedule (MAS) and all services provided. While no specific labor categories have been identified as being subject to SCLS/SCA due to exemptions for professional employees (FAR 22.1101, 22.1102 and 29 CRF 541.300), this contract still maintains the provisions and protections for SCLS/SCA eligible labor categories. If and/or when the contractor adds SCLS/SCA labor categories to the contract through the modification process, the contractor must inform the Contracting Officer and establish a SCLS/SCA matrix identifying the GSA labor category titles, the occupational code, SCLS/SCA labor category titles and the applicable WD number. Failure to do so may result in cancellation of the contract.