05 - Human Capital_Category_Attachment_Sol_47QSMD20R0001_Amd_0.pdf

Category Attachment Code : D

Title : Human Capital

Solicitation Number : 47QSMD20R0001

Refresh Number : 0000

Created on September 30, 2019

Human Capital Category Instructions and Regulations

Instructions:

All offerors must follow evaluation criteria and instructions outlined in the MAS solicitation, including in SCP-FSS-001. The Human Capital Category Attachment outlines additional evaluation criteria, requirements and information specific to this category only. For a list of required Schedule templates and attachments, please visit www.gsa.gov/mascategoryrequirements For additional guidance and information for Schedule buyers and sellers, please visit our general guidance page at www.gsa.gov/schedules.

Regulation Number Regulation Title/Comments

52.222-46 EVALUATION OF COMPENSATION FOR PROFESSIONAL EMPLOYEES (FEB 1993)

52.228-5 INSURANCE - WORK ON A GOVERNMENT INSTALLATION (JAN 1997)

52.229-1 STATE AND LOCAL TAXES (APR 1984)

52.222-62 PAID SICK LEAVE UNDER EXECUTIVE ORDER 13706 (JAN 2017)

552.238-91 MARKING AND DOCUMENTATION REQUIREMENTS FOR SHIPPING (MAY 2019)

552.238-105 DELIVERIES BEYOND THE CONTRACTUAL PERIOD - PLACING OF ORDERS (MAY 2019)

552.238-73 IDENTIFICATION OF ELECTRONIC OFFICE EQUIPMENT PROVIDING ACCESSIBILITY FOR THE

HANDICAPPED (MAY 2019)

Subcategory Instructions and Regulations

D01. Background Investigation Subcategory

Subcategory Level Regulations:

Regulation Number Regulation Title/Comments

552.238-115 SPECIAL ORDERING PROCEDURES FOR THE ACQUISITION OF ORDER-LEVEL MATERIALS

(MAY 2019)

SIN 561611 HR Support: Pre Employment Background Investigations

561611 A variety of timely pre-employment background investigations for persons seeking Federal Government employment are provided. Examples of pre-employment Screening support include but are not limited to: Provide background investigations (background checks) for potential or existing employees in accordance with applicable Federal, State and local regulations. Examples include: Verification of previous employers; salary histories; criminal records checks; education verification; and credit history checks. All investigative activities must be conducted in compliance with the Fair Credit Report Act as amended. Upon request, investigative services offered include Local Agency Check (LAC), National Agency Check with Local Agency Checks and credit checks (NACLC), Single Scope Background Investigations (SSBI), SSBI - Periodic Reinvestigation (SSBI-PR) and Single Scope Background Investigations - Misconduct Investigations (SSBI-MI).

These investigative services can support the authorized Department/Agencies in acquiring Reports of Investigation (ROI) in areas of public trust, national security and suitability investigations conducted by the Federal Government in compliance with appropriate sections of the United States Code (i.e. Title 5, Title 15), Executive Orders and requesting Department/Agency Directives, Policies and Procedures. Service providers must operate from a facility approved in accordance with the provisions of the National Industrial Security Program Operating Manual (NISPOM). Investigative Support Personnel and the Field Investigator staff must have active security clearances to the appropriate level as required by the customer Agency/Department.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R799 Maximum Order : $1,000,000

47QSMD20R0001 Refresh: 0000 Category: D Human Capital

Page: 1 of 25 http://www.gsa.gov/mascategoryrequirements http://www.gsa.gov/schedules

NAICS

Number Description Business Size 561611 Investigation Services $22 million

Instructions:

A variation of pre-employment background investigations for persons seeking Federal Government employment.

The functions include:

• Pre-Employment Screening support

• Background Investigations

• Verification of previous employers; salary histories, criminal records checks, education verification and credit history.

Investigative Services MUST include:

• Local Agency Check (LAC)

• National Agency Check with Local Agency Checks and credit checks (NACLC)

• Single Scope Background Investigations (SSBI)

• SSBI-Periodic Reinvestigation (SSBI-PR)

• Misconduct Investigations (SSBI-MI)

*These investigative services can support the authorized Department/Agencies in acquiring Reports of Investigation (ROI) in areas of public trust, national security and suitability investigations conducted by the Federal Government in compliance with appropriate sections of the United States Code (i.e. Title 5, Title 15), Executive Orders and requesting Department/Agency Directives, Policies and Procedures.

*Service providers must operate from a facility approved in accordance with the provisions of the National Industrial Security Program Operating Manual (NISPOM).

*Investigative Support Personnel and the Field Investigator staff must have active security clearances to the appropriate level as required by the customer Agency/Department.

NOTE: Offerors MUST confirm they are NISPOM compliant.

D02. Compensation and Benefits Subcategory

Subcategory Level Regulations:

Regulation Number Regulation Title/Comments

552.238-115 SPECIAL ORDERING PROCEDURES FOR THE ACQUISITION OF ORDER-LEVEL MATERIALS

(MAY 2019)

SIN 541214HR Compensation and Benefits

541214HR This function provides for General Human Resources basic financial services including but not limited to Payroll, Benefits Management, Workers Compensation, Unemployment Insurance Claims; and Executive Services. This function includes the following sub-functions: A.5.1 Compensation Management; A.5.2 Work Schedule and Leave Administration;

A.5.3 Benefits Management; and A.5.4 Work-Life Wellness/Employee Assistance Programs and Social Services.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R710 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541214 Payroll Services $22 million

Instructions:

All incumbents shall provide for the design, development and implementation of compensation, benefit and retention programs to support customer agency mission objectives and workforce strategy.

This function includes the following sub-functions

47QSMD20R0001 Refresh: 0000 Category: D Human Capital

Page: 2 of 25 o Compensation Management- Compensation Management designs, develops, and implements compensation policies and programs that attract, retain, and equitably compensate employees in accordance with law and regulations. Develops and implements strategic and cost-effective use of pay flexibilities to address agency recruitment and retention needs in support of their missions and goals.

Compensation Management ensures policies, programs, and human resources, payroll, and time and attendance systems support accurate and timely pay for employees.

o Work Schedule and Leave Administration- Work Schedule and Leave Management designs, develops, and implements work schedules and leave policies and programs that attract, retain, and meet the work-life needs of employees in accordance with law and regulations. Develops and implements policies to administer leave and work schedules in support of agency missions and goals. Ensures policies, programs, and human resources, payroll, and time and attendance systems support accurate and timely benefits for employees.

o Benefits Administration- Benefits Management is the process of establishing and maintaining non-wage compensations for the employees of the organization, managing the day-to-day operations of group benefits programs and employee enrollment, processing claims, and performing benefits reconciliation. Employee benefits typically include but are not limited to medical insurance and individual retirement accounts (IRAs).

o Work-Life Wellness/Employee Assistance Programs and Social Services- Work-life Wellness and Employee Assistance Programming is the managing of organizational services that help employees work through various life challenges that may adversely affect job performance, health, and personal well-being to optimize organizational success and work-like wellness. EAP services include employee assessments, counseling, and referrals for additional services to address personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol or other substance abuse.

D03. Human Resources Subcategory

Subcategory Level Regulations:

Regulation Number Regulation Title/Comments

552.238-115 SPECIAL ORDERING PROCEDURES FOR THE ACQUISITION OF ORDER-LEVEL MATERIALS

(MAY 2019)

SIN 524292 Separation and Retirement

524292 This function includes conducting efficient and accurate Human Capital processing actions in support of employee separation or retirement work includes but is not limited to: conducting efficient and accurate HC processing actions in support of employee separation or retirement, handling the appropriate notifications and determining the terms of the separation. Ensuring knowledge transfer occurs between the separating employee and remaining employees. Separating employees are offered transition counseling and support. This sub-function includes: A.6.1 Separation Counseling; A.6.2 Retirement Planning and Processing; and A.6.3 Retirement Management.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R431 Maximum Order : $1,000,000

NAICS

Number Description Business Size 524292 Third Party Administration of Insurance and Pension Funds $35 million

SIN 54161 Agency Human Capital Evaluation

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54161 This function assesses results achieved across all Human Capital Management systems and activities in support of mission goals to identify and implement improvements.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R408 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541611 Administrative Management and General Management Consulting Services $16.5 million 541618 Other Management Consulting Services $16.5 million

Instructions:

OPM defines the Agency Human Capital Evaluation function as assess results achieved across all Human Capital Management systems and activities in support of mission goals to identify and implement improvements.

This function includes the following sub-function o Human Capital Programmatic Evaluation- refers to an agency's self-assessment of its human capital strategy, services, and practices to improve its return on human capital investment, quality, efficiency, and employee satisfaction.

SIN 541611W Workforce Analytics and Employee Records

541611W This function requires the implementation of systematic, flexible, and inclusive process to review workforce and performance data, metrics, and results, to anticipate and plan for future strategic and operational requirements and to make holistically informed Human Capital Management decisions. The function includes the following sub-functions: A.9.1 Employee Inquiry Processing; A.9.2 Employee Research; A.9.3 Workforce and Performance Analytics; A.9.4 Workforce and Performance Reporting; A.9.5 Records Management; and A.9.6 Records Disclosure.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R431 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541611 Administrative Management and General Management Consulting Services $16.5 million

Instructions:

All incumbents shall support Workforce Analytics and Employee Records functions including but not limited to the implementation of systematic, flexible, and inclusive process to review workforce and performance data, metrics, and results, to anticipate and plan for future strategic and operational requirements and to make holistically informed Human Capital Management decisions.

This function includes the following sub-functions:

o Employee Inquiry Processing- Employee Inquiry Processing refers to the process of receiving, responding to, and recording information related to employee inquiries, questions, concerns, complaints or suggestions.

o Employee Research- Employee Research involves the use of surveys, focus groups and other data-gathering methods to reveal the attitudes, opinions and feelings of employees that could influence change within the organization.

o Workforce and Performance Analytics- refer to an advanced set of data analysis tools and metrics that comprehensively measure workforce performance and facilitate ongoing improvement.

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It includes analysis of recruitment, staffing, training and development, personnel, and compensation and benefits, as well as standard ratios such as time to fill, cost per hire, accession rate, retention rate, replacement rate, offer acceptance rate, etc.

o Workforce and Performance Reporting- involve communicating organizational composition, resource utilization, and/or achievements data to relevant stakeholders to inform goal creation and drive positive change.

o Records Management- involves establishing standards of accuracy, relevancy, necessity, timeliness, and completeness for personnel records, and prescribes processes for the creation, collection, processing, use, revision, and maintenance of employee data.

o Records Disclosure- refers to the maintenance, protection, furnishing, and amendment of records within a system of records as defined by the Privacy Act of 1974 (5 U.S.C. 552a).

SIN 541612EPM Employee Performance Management

541612EPM Is the creation, implementation, and maintenance of comprehensive employee performance management practices, programs, and activities that support customer agency mission objectives. This function includes the following sub-functions: A.4.1 Employee Performance Management; and A.4.2 Recognition Management.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R710 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541612 Human Resources Consulting Services $16.5 million

Instructions:

Contractor shall support the creation, implementation, and maintenance of comprehensive employee performance management practices, programs, and activities that support customer agency mission objectives.

This function includes the following sub-functions:

o Employee Performance Management- involves defining performance objectives, reviewing, appraising, and managing employee performance, and evaluating and reviewing the performance management program.

o Recognition Management- involves defining appropriate types of recognition (e.g., cash, non-monetary, and honor awards, etc.) and determination and administration of appropriate awards, activities and recognition for individuals and groups.

SIN 541612ER Employee Relations

541612ER This function is the design, development and implementation of programs to ensure mission effectiveness through employee accountability. Programs should strive to maintain an effective employer-employee relationship that balances the agency's needs against its employees' rights. The function includes the following sub-functions: A.7.1 Employee Misconduct Remediation; A.7.2 Employee Performance Remediation; A.7.3 Administrative Grievances and Third-Party Proceedings;

A.7.4 Reasonable Accommodation Programming; and A.7.5 Employee Suitability.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R418

Page: 5 of 25

Maximum Order : $1,000,000

Number Description Business Size 541612 Human Resources Consulting Services $16.5 million

Instructions:

Incumbents within this sub-category shall provide services in the design, development and implementation of programs to ensure mission effectiveness through employee accountability and that strive to maintain an effective employer-employee relationship that balances the agency's needs against its employees' rights.

The function includes the following sub-functions:

o Employee Misconduct Remediation- involves developing policies that outline employee conduct expectations, defining acts of misconduct, specifying the responsibilities of supervisors when handling misconduct in the workplace, establishing appropriate actions to be taken, and granting the opportunity for employees to respond to allegations.

o Employee Performance Remediation- involves developing processes that address and define corrective actions for departures from acceptable standards of performance established for employees to successfully fulfill the job duties and responsibilities indicated in performance plans.

o Administrative Grievances and Third-Party Proceedings- the processes and procedures organizations use to objectively review complaints concerning working conditions or employment decisions affecting employees not covered by a labor agreement with a union, and engagement in alternative methods of dispute resolution, as appropriate, (e.g., mediation, fact finding, ombudsman meeting, dispute panels, and facilitated discussion.

*All services proposed under the sub-factor are required to provide comprehensive support in disciplinary actions as they relate to complaints, grievances, and appeals; leave administration, recognition and awards, performance management and appraisal, insurance benefits, Thrift Savings Plan, and retirements , providing guidance and assistance in completing necessary processes and documentation; providing guidance and assistance in monitoring and assessing the value of or operation of a complaint receipt systems such as an agency complaint hotline (GSA), performing case management; assisting in the review of correspondence for regulatory compliance; serving as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and providing support to the appropriate internal agency activities as required. (GSA) o Reasonable Accommodation Programming- refers to formal procedures for handling requests for an adjustment or change to some aspect of one's job or benefit of employment for reasons related to a disability or medical condition, and available provisions that make it easier for an employee to successfully perform position duties.

o Employee Suitability- refers to a determination of whether the continued employment of an employee with more than one year of continuous service would or would not protect the integrity or promote the efficiency of the service, and any adverse actions taken to remove the employee from their position.

SIN 541612HC Agency Human Capital Strategy, Policy and Operations

541612HC Professional services include but are not limited to development of effective human capital management strategies and enhanced policy. This Function contains the following Sub-Functions: A.1.1 Workforce Planning; A.1.2 Human Capital Strategy; A.1.3 Organizational Design and Position Classification; A.1.4 Diversity and Inclusion; A.1.5 Employee Engagement and Communications; A.1.6 Organizational Development (OPM\Federal Human Capital Business Reference Model)

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R799 Maximum Order : $1,000,000

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541612 Human Resources Consulting Services $16.5 million

Instructions:

All incumbents shall support Customer Agency Human Capital Strategy, Policy and Operational Plan functions. The development of effective human capital management strategies, enhanced policy, and plans that ensure Federal organizations are able to manage a highly qualified, productive, and diverse workforce focused on results aligned with agency mission, goals, and objectives in accordance with merit system principles.

This functions containing the following sub-functions:

o Workforce Planning-the continual, systematic process for identifying and addressing the gaps between the workforce of today and the human capital needs of tomorrow (e.g., size, type, experience, knowledge, skills, mission, competencies, etc.) including the strategic succession management to strengthen current and future organization leadership capacity, to achieve organizational objectives and remain resilient to internal and environmental changes.

# Contractor shall provide support in systematic approaches to forecasting the future demand for and supply of employees.

o Human Capital Strategy- Human Capital Strategy includes identifying strategic HR needs, defining HR and business function roles and accountabilities, determining HR costs, establishing HR measures, developing/administering HR programs and policies, developing strategies for HR systems, tools, and technologies, and developing a Human Capital service delivery plan.

o Organization Design & Position Classification- Organizational Design and Position Classification involves assessing workforce composition, including the types, grades, numbers of positions, and employee skills along with workloads and work processes to align organizational and positional structures with the strategic mission and objectives of the organization.

# Incumbents must provide HR Management Consulting, Position Classification, Integration, Change Management, Internal Placement, Succession Planning, and Internships. Position Classification.

# Contractor must provide support services in a range of classification functions for a variety of occupations and grades in the General Schedule, the Federal Wage System, or other Federal classification systems, in accordance with Title 5, United States Code (USC) or other appropriate authorities.

o Diversity and Inclusion- Diversity and Inclusion involves bringing together individuals with a range of similarities and differences (including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability, religious or ethical values system, national origin, and political beliefs) to create an environment of involvement, fairness, and respect where employees have equal access to opportunities and resources, and where the richness of ideas, experiences, backgrounds, and perspectives are harnessed to create business value.

# Function Review: Contractor shall provide a review of the human resources department and other offices relating to the implementation function outsourced.

# Function review SHALL NOT include consultation on the business improvement process or preliminary studies under OMB Circular A-76 (GSA) o Employee Engagement and Communications- Employee engagement and communications involves enhancing employees' involvement in, commitment to, and satisfaction with organizational objectives, and developing internal communications plans to manage ongoing dialogue between the organization and its employees.

o Organizational Development: (Optimization)- Organization Development is a system-wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of strategies, structures, and processes that lead to organization effectiveness.

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SIN 541612LR Labor Relations

541612LR This function involves the managing of the relationship between the agency and its management associations, unions and bargaining units. This includes negotiating and administering labor contracts and collective bargaining agreements; managing negotiated grievances; and participating in negotiated third party proceedings. Includes adjudication of issues related to Disaster Relief. This function includes the following sub-functions: A.8.1 Labor Relations Management;

A.8.2 Negotiated Grievances and Third-Party Proceedings; and A.8.3 Collective Bargaining.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R418 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541612 Human Resources Consulting Services $16.5 million

Instructions:

All incumbents of this sub-category shall support the managing of the relationship between the agency and its management associations, unions and bargaining units. This includes negotiating and administering labor contracts and collective bargaining agreements; managing negotiated grievances; and participating in negotiated third party proceedings. Includes adjudication of issues related to Disaster Relief.

This function includes the following sub-functions:

o Labor Relations Management- involves managing bargaining unit recognition requests, establishing an environment and resources conducive for ongoing communication between the union and management between management and non-labor organizations representing Federal employees, and ensuring union negotiations, contracts, and agreements are legal and compliant with government-wide laws, rules and regulations.

o Negotiated Grievances and Third-Party Proceedings- the procedures and guidelines to be followed by employees, management or the union when resolving disputes or conflicts, and the provision of an appeal or third-party arbitration for any grievance not satisfactorily settled under negotiated grievance procedures.

o Collective Bargaining- involves negotiating in good faith and reaching agreements that result in written contracts governing the terms and conditions of employment for unionized employees (e.g., working hours, training, health and safety, overtime, grievance mechanisms, etc.).

SIN 541612OPM Private Shared Service Center for Core HR Services

541612OPM All offerors under this SIN must offer Personnel Action Processing and Benefits Management as a minimum.

The offering of Payroll Services is optional. The technical requirements for this SIN are defined by the Office of Personnel Management's Business Reference Model for the HR Line of Business.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R799 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541612 Human Resources Consulting Services $16.5 million

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SIN 541612PSSC Private Shared Service Center for HR Services

541612PSSC These services comprise HR Strategy, Organization and Position Management, Staff Acquisition, Performance Management, Compensation Management, Human Resource Development, Employee Relations, Labor Relations, Separation Management, Personnel Action Processing, Benefits Management, and Payroll Services. The technical requirements for this SIN are defined by the Office of Personnel Management's Business Reference Model for the HR Line of Business.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R799 Maximum Order : $1,000,000

NAICS

Number Description Business Size 541612 Human Resources Consulting Services $16.5 million

SIN 561EEO EEO Services

561EEO EEO Services may include but are not limited to providing investigation of Discrimination Complaints and Preparation of Reports of Investigation (includes individual Case/consolidated Case-One or Additional Issues, Continuing Violation, Online Reporting System, Additional Copies of Investigation Reports). Preparation of an Analysis and Recommended Final Agency Decision (FAD) in Discrimination Complaints, Inquiry, Resolution Attempt, and Preparation of an analysis and Recommended Final Agency Decision (FAD) on Allegations of Noncompliance With Settlement Agreements or Final Decisions, Resolution Attempt and Report of Inquiry Regarding Notices of Intent to Sue under Age Discrimination in Employment Act of 1967, as Amended, Alternative Dispute Resolution, Reference Materials relating to equal opportunity programs, EEO training and Consulting, EEO counseling (Individual and Class Complaint).

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R499 Maximum Order : $1,000,000

NAICS

Number Description Business Size 561611 Investigation Services $22 million

Instructions:

EEO Services may include the following services o Investigation of Discrimination Complaints and Preparation of Reports of Investigation- Contractor shall prepare reports of investigation (drafts and final) in conformance with the standards established by the EEOC.

o Preparation of an Analysis and Recommendation Final Agency Decision (FAD) in Discrimination Complaint.

o Inquiry, Resolution Attempt, and Preparation of an Analysis and Recommended Final Agency Decision on Allegations of Noncompliance With Settlement Agreements or Final Decisions.

o Resolution Attempt and Report of Inquiry Regarding Notices of Intent to Sue under Age Discrimination in Employment Act of 1967, as Amended o Alternative Dispute Resolution o Contractor shall provide the services of trained Alternative Dispute Resolution (ADR) professionals to attempt resolution of allegations of discrimination and other human resource matters.

Page: 9 of 25 o The ADR process will not replace already existing formal procedures, e.g. the administrative grievance procedure and the EEO administrative complaint procedure, but will supplement them in an effort to resolve problems before and after formal procedures are invoked.

o Reference Materials o EEO Training and Consulting o EEO consulting services and customized or off-the-shelf training for the instruction and development of Equal Employment Opportunity (EEO) training courses for employees, supervisors, managers, team leaders, and others on the policy of the Government to provide equal opportunity in employment for all persons, prohibit discrimination in employment, and promote the full realization of equal employment opportunity.

o EEO Counseling-Individual and Class Complaint

PRICING INSTRUCTIONS

o REFERENCE MATERIALS o Offeror shall specify Labor Category(ies) proposed and the hourly rates for each.

o Rates for each Reference Material MUST include all material(s) (i.e. posters) to be provided in varying quantities for ordering agencies.

o Licensing fees may not be included. They are to be negotiated with the ordering agency separately. GSA will not negotiate or award licensing fees of any type.

o OFF THE SHELF TRAINING o Offeror shall provide a schedule of available training courses offered in the technical proposal.

o Offeror shall indicate the minimum and maximum number of participants per course and whether the rate is priced per student or per course. Rates for each course MUST include all material (i.e.

notebooks, index tabs, etc) to be provided to trainees.

o Training materials must be provided for the minimum number of trainees per course as indicated by the Offeror.

SIN 56131 Talent Acquisition

56131 The Talent Acquisition function is the establishment of internal programs and procedures for attracting, recruiting, assessing, and selecting highly qualified, productive employees with appropriate skills and competencies, from all sectors of society, all in accordance with merit system principles. Services include developing a staffing strategy and plan; establishing an applicant evaluation approach; announcing the vacancy, sourcing and evaluating candidates against the competency requirements for the position; initiating pre -employment activities; and hiring employees.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R431 Maximum Order : $1,000,000

NAICS

Number Description Business Size 561311 Employment Placement Agencies $30 million 561312 Executive Search Services $30 million

Instructions:

Talent Acquisition Management includes aligning the workforce plan to business unit strategies/resource needs.

Examples of Talent Acquisition Management include but are not limited to:

Page: 10 of 25 o Developing and opening job requisitions, preparing job descriptions o Posting job, requisitions, managing internal/external job posting websites changing/updating requisitions, o Interacting with hiring managers, creating applicant records, managing/tracking applicant o Data, archiving and retaining records of non-hires, determining competencies through job analysis, and designing assessment approach and tools.

Talent Acquisition function includes the following sub-functions:

o Talent Acquisition Management- includes aligning the workforce plan to business unit strategies/resource needs.

o Candidate Sourcing and Recruitment- includes selecting recruiting methods, performing recruiting activities, holding/participating in recruiting events, managing recruitment vendors, recruitment branding, and candidate relationship management.

o Candidate Assessment & Selection- provides for preliminary design, implementation and review of eligibility requirements and evaluation criteria and qualifications analysis and management for a wide range of special recruitment programs including: Senior Executive Service (SES), Pathways Program, Veterans Recruitment Appointment (VRA), Schedule A Hiring Authority for Individuals with disabilities, and Student Aid programs.

o New Hire In-Processing-provides for the employment actions immediately upon the selection of a candidate and until the candidate has been fully processed into his/her new job.

o Candidate Suitability; Security Classification & Background Investigation Support- involves assessing whether a job candidate meets federal government criteria for employment, if there is a legal reason preventing the candidate from working in a particular federal government position, or if a person s identifiable character traits and conduct may have an impact on the integrity or efficiency of the service, testing, aptitude assessment. Includes Pre-employment Screening and *Security Classification support.

SIN 611430TD Talent Development

611430TD Professional services include the implementation and maintenance of comprehensive employee skills development, training and personal attributes via engagement programs to meet current and future talent demands of the agency and to develop and retain quality, high performing, and diverse talent. Services include conducting employee development needs assessments; designing employee development programs; administering and delivering employee development programs (Learning Management) and evaluating the overall effectiveness of the agency's employee development approach. The function includes the following sub-functions: A.3.1 Talent Development Planning and Strategy;

A.3.2 Workforce Development and Training; and A.3.3 Learning Management. A.3.1 Talent Development Planning and Strategy services include providing advice, guidance and assistance to supervisors and employees as well as HR/personnel staff in managing self-improvement training resources, providing assistance in identifying training needs and requirements, coordinating the availability of various training programs, developmental career programs, executive leadership programs, and tuition assistance programs. A.3.2. Workforce Development and Training services include professional training and individual development services such as HR Specific Training for HR professionals, Leadership and management training, internships and apprenticeship programs. Training devices include but are not limited to audio visual presentation systems and educational media delivered web-based or via traditional print and storage media, CD ROM, Disc, and Thumb Drive. Training services include traditional coursework in all academic disciplines, web-based or classroom; conducting leadership training workshops and seminars not provided via traditional management training curricula available elsewhere, and conducting Speakers Bureau services and Leadership assessment surveys. A.3.3 Learning Management services include, but are not limited to: providing comprehensive professional support to the administration of traditional and automated Learning Management Systems (LMS), gathering and assessing of data (data analytics), reporting, testing and conducting test administration, Educational Program Research & Development, and general HR Consulting Services.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R408 Maximum Order : $1,000,000

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611430 Professional and Management Development Training $12 million

D04. Social Services Subcategory

Subcategory Level Regulations:

Regulation Number Regulation Title/Comments

552.238-115 SPECIAL ORDERING PROCEDURES FOR THE ACQUISITION OF ORDER-LEVEL MATERIALS

(MAY 2019)

SIN 624SS Social Services, Professional Counseling and Veterans' Readjustment and Behavioral Health Services 624SS Contractor provides comprehensive employee assistance and related social and behavioral health counseling and readjustment services including, but not limited to, traditional EAP, vocational and psychosocial rehabilitation, physical/occupational/educational therapy and outpatient recovery; personal and family support, wellness coaching, psychotherapy, including homeless counseling and placement services, emergency response and social advocacy services, educational and public health program administration, service registries (employment, daycare, etc); legal, benefit/compensation consultation in the areas of individual and family personal and financial enhancement. Provides Telemental Health counseling services which augments treatment and improves patient access using Telehealth channels.

Provides licensed and credentialed personnel who provide case management behavioral health support leading to improved patient centered outcomes in the evaluation, assessment, treatment and rehabilitation of identified patient population individuals (i.e. multi-tour war theater veterans; disaster victims; incarcerated individuals delivered either in-the-home, in community based facilities or in correctional facilities), telephonically, via remote video and/or via telehealth, web-based and/or social media channels - in areas including but not limited to, substance abuse disorder (SUD), suicide prevention, depression, military sexual trauma (MST), Post-Traumatic Stress Disorder (PTSD) and/or Traumatic Brain Injury (TBI) and/or Polytrauma. Services may be all inclusive, separate, short and/or long term, bundled or unbundled.

Cooperative Purchasing: No Set Aside: No FSC/PSC Code : R799 Maximum Order : $1,000,000

NAICS

Number Description Business Size 624110 Child and Youth Services $12 million 624190 Other Individual and Family Services $12 million 624221 Temporary Shelters $12 million 624310 Vocational Rehabilitation Services $12 million

Instructions:

Contractor provides comprehensive employee assistance and related social and behavioral health counseling and readjustment services.

The functions include:

o Traditional EAP o Vocational and psychosocial rehabilitation o Physical/ occupational/educational therapy and outpatient recovery o Personal and family support o Wellness coaching o Psychotherapy o Homeless counseling and placement services

Page: 12 of 25 o Emergency response and social advocacy services o Educational and public health program administration o Service registries (employment, daycare, etc) o Legal o Benefit/compensation consultation in the areas of individual and family personal and financial enhancement.

o Telemental Health counseling

Services may be all inclusive, separate, short and/or long term, bundled or unbundled.

D05. Temporary Help Services Subcategory

Instructions:

*All participants under the Temporary Help Services MUST clearly proposing all labor categories that applies to the Service Contract Act that are apart but not limited to all the non-professional services MUST:

- Identify Wage Determination Locality and Code of ALL localities of intended work

- Identify the MOST recent health and welfare

Subcategory Level Regulations:

Regulation Number Regulation Title/Comments

52.219-6 NOTICE OF TOTAL SMALL BUSINESS SET-ASIDE (NOV 2011) (ALTERNATE I - NOV 2011)

SIN 561320SBSA Temporary Staffing (SBSA)

561320SBSA Includes temporary administrative and professional staffing.

NOTE: Small Business Set Aside (SBSA).

Cooperative Purchasing: No Set Aside: Yes FSC/PSC Code : R699 Maximum Order : $250,000

NAICS

Number Description Business Size 561320 Temporary Help Services $30 million

Instructions:

This Sub-Category is strictly 100% set aside for small business concerns only.

The purpose of this sub-category for temporary staffing is intended to provide Federal agencies with a temporary solution for staff augmentation & court reporting, transcription services; which would allow agencies to quickly respond to changing staffing requirements that arise when critical projects temporarily warrant more assistance or when key staff members are unavailable for work due to an emergency, accident, illness, family responsibilities, jury services, etc. Additionally, the service of court reporting and transcription services are included within this sub-category.

The sub-category occupations include but are NOT limited to;

· Administrative Support & Clerical Occupations, General Services & Support Occupations, Recreation Occupations

· InformationTechnology Occupations

· General, Trade, Facility Services and Support Occupations

· Information and the Arts, Education and Training, and Miscellaneous Occupations

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· All Professional Occupations

The sub-category includes the following services;

· Court Reporting

· Medical/Professional Transcription

· Videography

COURT REPORTING & TRANSCRIPTION SERVICES

If you are offering Court Reporting and/or related services, please note the following instructions:

1. Identify specific formatting method used, if any. The recommended method is set forth by the National Court Reporters Association (NCRA) (http://www.ncra.org/) No fewer than 25 typed lines on standard 8-1/2 x 11 paper.

2. No fewer than nine or 10 characters to the typed inch.

3. Left-hand margin to be set at no more than 1-3/4 inches.

4. Right-hand margin to be set at no more than 3/8 inch.

5. Each question and answer to begin on a separate line.

6. Each question and answer to begin no more than five spaces from the left-hand margin with no more than five spaces from the Q and A to the text.

7. Carry-over Q&A lines to begin at the left-hand margin.

8. Colloquy material to begin no more than 15 spaces from the left-hand margin, with carryover colloquy to the left-hand margin.

9. Quoted material to begin no more than 15 spaces from the left-hand margin, with carry-over lines to begin no more than 10 spaces from the left-hand margin.

10. Parentheticals and exhibits markings to begin no more than 15 spaces from the left-hand margin, with carry-over lines to begin no more than 15 spaces from the left-hand margin.

11. Be sure to adhere to the Transcript Formatting Guidelines as set forth in comment 9202 of the Code of Professional Ethics of National Court Reporters Association (www.ncra.org) for such categories as Depositions, Court Appearances, Meetings, Conferences, and Administrative Hearings, etc.

12. Specify and describe any charges including appearance fee, shipping rates for different shipping times, prices per additional transcript copies, videography services and resulting digital or electronic copies, fees for technical / semi-technical / non-technical transcription, and any other additional service.

1.Pricing schedule should include a firm-fixed price per transcribed page based on typically the following delivery times;

· Same day delivery

· Next day delivery

· Progression of days from 2 to 10 for delivery

· Premium hours (outside normal business hours/holidays/weekends etc.); and

· Minimum charge fee

1.Regardless of the Pricing Method selected, SCA wage determination(s), including determination number, revision date, state and counties for the preponderance of work location must be submitted.

Note: Conditions for use:

An agency may use private sector temporary help when one of the following short-term situations exists:

1. An employee is absent for a temporary period because of a personal need including emergency, accident, illness, parental or family responsibilities or mandatory jury service.

2. An agency must carry out work for a temporary period that cannot be delayed in the judgment of the agency because of a critical need.

These services shall not be used:

1. In lieu of the regular recruitment and hiring procedures under the civil service laws for permanent appointment in the competitive civil service.

2. To displace a Federal employee.

3. To circumvent controls on employment levels.

4. In lieu of appointing a surplus or displaced Federal employee as required by 5 CFR part 330, subpart F (Agency Career Transition Assistance Plan for Displaced Employees) and subpart G (Interagency Career Transition Assistance Plan for Displaced Employees).

Time limitations:

An agency may use a temporary help service firm(s) in a single situation, as defined in 5 CFR part 300.504, initially for no more than 120 workdays. Provided the situation continues to exist beyond the initial 120 workdays, the agency may extend its use of temporary help services up to the maximum limit of 240 workdays.

An individual employee of any temporary help firm may work at a major organizational element (headquarters or field) of an agency for up to 120 workdays in a 24-month period. The 24-month period begins on the first day of assignment. An agency may make an exception for an individual to work up to a

Page: 14 of 25 maximum of 240 workdays only when the agency has determined that using the services of the same individual for the same situation will prevent significant delay.

Service Contract Act and Health and Welfare The Service Contract Act (SCA) applies to all nonprofessional services to be provided under this Schedule except for any pricing offered for services outside of the United States.

The SCA index of applicable wage determinations can be viewed at www.wdol.gov. Some of the proposed labor categories may be subject to the SCA (usually nonprofessional categories). As such, the Offeror should verify that its proposed base rates and fringe benefit rates for these labor categories meet or exceed the SCA wage determination rates and fringe benefits for the areas included in the geographic scope of the contract (i.e., nationwide);

*When submitting Labor Categories subject to SCA Wage Determination, the offeror is required to provide rates for their intended places of performance along with any supporting documentation. The offeror should indicate any differences in WD base rates for proposal pricing, for instance if Accounting Clerk I (under SIN 736-1) is being proposed for a lower WD base rate than Janitor (under SIN 736-3) the appropriate WD should be indicated. The contractor is responsible to adjust their proposal and for paying the appropriate WD for the locality for the intended performance local.

*In addition the contractor is required to make any modifications in the event their locality has changed

Offerors must comply with applicable SCA wage determination rates and fringe benefits regardless of the price proposed and awarded on any resultant Schedule contract. The Offeror may be required to submit supporting documentation for the proposed rates that will allow the contracting officer to conduct a cost analysis to determine that offered prices are fair and reasonable.

Schedule contractors must comply with the base rate and fringe benefit rate requirements of the prevailing rate SCA Wage Determination (WD) Revision Number currently incorporated into the GSA Schedule contract. No prevailing rate WD may be incorporated into a task order as the order may then be in conflict with the Schedule contract terms and conditions.

Page: 15 of 25

Full Text Regulations:

Begin Regulation

52.222-46 EVALUATION OF COMPENSATION FOR

PROFESSIONAL EMPLOYEES (FEB 1993)

(a) Recompetition of service contracts may in some cases result in lowering the compensation (salaries and fringe benefits) paid or furnished professional employees. This lowering can be detrimental in obtaining the quality of professional services needed for adequate contract performance. It is therefore in the Government's best interest that professional employees, as defined in 29 CFR 541, be properly and fairly compensated. As part of their proposals, offerors will submit a total compensation plan setting forth salaries and fringe benefits proposed for the professional employees who will work under the contract. The Government will evaluate the plan to assure that it reflects a sound management approach and understanding of the contract requirements. This evaluation will include an assessment of the offeror's ability to provide uninterrupted high-quality work. The professional compensation proposed will be considered in terms of its impact upon recruiting and retention, its realism, and its consistency with a total plan for compensation. Supporting information will include data, such as recognized national and regional compensation surveys and studies of professional, public and private organizations, used in establishing the total compensation structure.

(b) The compensation levels proposed should reflect a clear understanding of work to be performed and should indicate the capability of the proposed compensation structure to obtain and keep suitably qualified personnel to meet mission objectives. The salary rates or ranges must take into account differences in skills, the complexity of various disciplines, and professional job difficulty. Additionally, proposals envisioning compensation levels lower than those of predecessor contractors for the same work will be evaluated on the basis of maintaining program continuity, uninterrupted high-quality work, and availability of required competent professional service employees. Offerors are cautioned that lowered compensation for essentially the same professional work may indicate lack of sound management judgment and lack of understanding of the requirement.

(c) The Government is concerned with the quality and stability of the work force to be employed on this contract. Professional compensation that is unrealistically low or not in reasonable relationship to the various job categories, since it may impair the Contractor's ability to attract and retain competent professional service employees, may be viewed as evidence of failure to comprehend the complexity of the contract requirements.

(d) Failure to comply with these provisions may constitute sufficient cause to justify rejection of a proposal.

Begin Regulation

52.228-5 INSURANCE—WORK ON A GOVERNMENT

INSTALLATION (JAN 1997)

(a) The Contractor shall, at its own expense, provide and maintain during the entire performance of this contract, at least the kinds and minimum amounts of insurance required in the Schedule or elsewhere in the contract.

(b) Before commencing work under this contract, the Contractor shall notify the Contracting Officer in writing that the required insurance has been obtained.