5C 95332421Q0026 RFQ.pdf

SOLICITATION/CONTRACT/ORDER FOR COMMERCIAL ITEMS

OFFEROR TO COMPLETE BLOCKS 12, 17, 23, 24, & 30

1. REQUISITION NUMBER PAGE 1 OF

2. CONTRACT NO. 3. AWARD/EFFECTIVE

DATE

4. ORDER NUMBER 5. SOLICITATION NUMBER 6. SOLICITATION ISSUE

DATE

7. FOR SOLICITATION

INFORMATION CALL:

a. NAME b. TELEPHONE NUMBER (No collect calls)

8. OFFER DUE DATE/

LOCAL TIME

9. ISSUED BY

13b. RATING

14. METHOD OF SOLICITATION

CODE

15. DELIVER TO 16. ADMINISTERED BY CODE

18a. PAYMENT WILL BE MADE BY CODE 17a. CONTRACTOR/

OFFEROR

CODE

FACILITY

CODE

CODE

TELEPHONE NO.

17b. CHECK IF REMITTANCE IS DIFFERENT AND PUT SUCH ADDRESS IN

OFFER

18b. SUBMIT INVOICES TO ADDRESS SHOWN IN BLOCK 18a UNLESS BLOCK

BELOW IS CHECKED

RFQ IFB RFP

SEE ADDENDUM

19.

ITEM NO.

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SCHEDULE OF SUPPLIES/SERVICES

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QUANTITY

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UNIT

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UNIT PRICE

24.

AMOUNT

(Use Reverse and/or Attach Additional Sheets as Necessary)

25. ACCOUNTING AND APPROPRIATION DATA 26. TOTAL AWARD AMOUNT (For Govt. Use Only)

28. CONTRACTOR IS REQUIRED TO SIGN THIS DOCUMENT AND RETURN

DELIVER ALL ITEMS SET FORTH OR OTHERWISE IDENTIFIED ABOVE AND ON ANY

ADDITIONAL SHEETS SUBJECT TO THE TERMS AND CONDITIONS SPECIFIED

29. AWARD OF CONTRACT: REF.

DATED . YOUR OFFER ON SOLICITATION

(BLOCK 5), INCLUDING ANY ADDITIONS OR CHANGES WHICH ARE

SET FORTH HEREIN, IS ACCEPTED AS TO ITEMS:

30a. SIGNATURE OF OFFEROR/CONTRACTOR

30b. NAME AND TITLE OF SIGNER (Type or print) 30c. DATE SIGNED

31a. UNITED STATES OF AMERICA (SIGNATURE OF CONTRACTING OFFICER)

31b. NAME OF CONTRACTING OFFICER (Type or print)

COPIES TO ISSUING OFFICE. CONTRACTOR AGREES TO FURNISH AND

OFFER

13a. THIS CONTRACT IS A

RATED ORDER UNDER

DPAS (15 CFR 700)

SEE SCHEDULE

12. DISCOUNT TERMS

ARE ARE NOT ATTACHED

ARE ARE NOT ATTACHED

27a. SOLICITATION INCORPORATES BY REFERENCE FAR 52.212-1, 52.212-4. FAR 52.212-3 AND 52.212-5 ARE ATTACHED. ADDENDA

27b. CONTRACT/PURCHASE ORDER INCORPORATES BY REFERENCE FAR 52.212-4. FAR 52.212-5 IS ATTACHED. ADDENDA

11. DELIVERY FOR FOB DESTINA-

TION UNLESS BLOCK IS

MARKED

10. THIS ACQUISITION IS UNRESTRICTED OR SET ASIDE: % FOR:

SMALL BUSINESS

HUBZONE SMALL

BUSINESS

SERVICE-DISABLED

VETERAN-OWNED

SMALL BUSINESS

WOMEN-OWNED SMALL

BUSINESS (WOSB)

ECONOMICALLY

DISADVANTAGED

WOMEN-OWNED SMALL

BUSINESS (EDWOSB)

8 (A)

NAICS:

SIZE STANDARD:

STANDARD FORM 1449 (REV. 3/2005) BACK

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ITEM NO.

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SCHEDULE OF SUPPLIES/SERVICES

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QUANTITY

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AMOUNT

32a. QUANTITY IN COLUMN 21 HAS BEEN

RECEIVED INSPECTED ACCEPTED, AND CONFORMS TO THE CONTRACT, EXCEPT AS NOTED:

41a. I CERTIFY THIS ACCOUNT IS CORRECT AND PROPER FOR PAYMENT

32b. SIGNATURE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32c. DATE

41b. SIGNATURE AND TITLE OF CERTIFYING OFFICER 41c. DATE

42a. RECEIVED BY (Print)

42b. RECEIVED AT (Location)

42c. DATE REC'D (YY/MM/DD) 42d. TOTAL CONTAINERS

40. PAID BY

32d. PRINTED NAME AND TITLE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32e. MAILING ADDRESS OF AUTHORIZED GOVERNMENT REPRESENTATIVE 32f. TELPHONE NUMBER OF AUTHORZED GOVERNMENT REPRESENTATIVE

32g. E-MAIL OF AUTHORIZED GOVERNMENT REPRESENTATIVE

33. SHIP NUMBER 34. VOUCHER NUMBER 35. AMOUNT VERIFIED

CORRECT FOR

PARTIAL FINAL

37. CHECK NUMBER

38. S/R ACCOUNT NO. 39. S/R VOUCHER NUMBER

36. PAYMENT

COMPLETE PARTIAL FINAL

95332421Q0026

TABLE OF CONTENTS:

Listing of Incorporated Purchase Requisitions Section B - Supplies or Services and Prices/Costs Section C - Description/Specifications/Work Statement Section D - Packaging and Marking Section E - Inspection and Acceptance Terms Section F - Delivery or Performance Section G - Contract Administration Data Section H - Special Contract Requirements Section I - Contract Clauses Section J - List of Documents, Exhibits, and other Attachments Section K - Representations, Certifications, and Other Statements of Offerors Section L - Instructions, Conditions and Notices to Offerors Section M - Evaluation Factors for Award

Listing of Incorporated Purchase Requisitions

Incorporated Purchase Requisition Numbers:

DCO-PR-21-0056

Section B - Supplies or Services and Prices/Costs

Item Number Base Item Number

Supplies/Services Quantity Unit

0001 Base: Direct Labor and Other Direct Costs (ODCs)

1 LT

Contract Type:Time and Materials Unit Price

Other Direct Costs Extended Price

Description:

Purchase Requisitions DCO-PR-21-0056

IDC Type: Not Applicable FSC Codes: R499 SUPPORT- PROFESSIONAL: OTHER NAICS Code: 541990 All Other Professional, Scientific, and Technical S...

Supplies/Services Quantity Unit

1001 OP 1: Direct Labor and Other Direct Costs (ODCs)

1 LT

Contract Type:Time and Materials Unit Price

Other Direct Costs Extended Price

Description:

Purchase Requisitions

Option: 1 Option Time Date: 5/1/22 Option Time Duration: 364

Option Time Units: Days IDC Type: Not Applicable

Supplies/Services Quantity Unit

2001 OP 2: Direct Labor and Other Direct Costs (ODCs)

1 LT

Contract Type:Time and Materials Unit Price

Other Direct Costs Extended Price

Description:

Purchase Requisitions

Option: 2 Option Time Date: 5/1/23 Option Time Duration: 365 Option Time Units: Days IDC Type: Not Applicable

Clauses incorporated by reference

None

Clauses incorporated by full text

SECTION B - SUPPLIES OR SERVICES AND PRICE/COSTS

SECTION B - SUPPLIES OR SERVICES AND PRICE/COSTS

B.1 PURPOSE

The purpose of this Request for Quote (RFQ) is to procure DCO Africa Tunisia Recruitment Service. This is a combined synopsis/solicitation for commercial items prepared in accordance with the format in FAR subpart 12.6, as supplemented with additional information included in this notice. This announcement constitutes the only solicitation; quotes are being requested and a written solicitation will not be issued. This procurement is conducted in accordance with FAR Parts 12 Acquisition of

Commercial Items and 13 Simplified Acquisition Procedures.

This requirement is being procured on behalf of the Government of Tunisia utilizing 609g Tunisia grant funding. MCC headquarters will manage the contract performance and accept deliverables using the FAR and other applicable policies, guidelines, and regulations. This work will be coordinated with MCC and the Government of Tunisia Millennium Challenge Account (MCA). Contract plans and deliverables will be shared with the MCA and other stakeholders at MCC's discretion.

The COVID-19 Pandemic is impacting MCC's Compact Development process. As of this solicitation posting, the extent of the impact remains unknown. Due to this uncertainty, various aspects of the requirement may change, e.g. the scope, period of performance, etc. The Government will determine the materiality of these changes to decide whether to engage the offerors for discussion.

NOTE: This document is created using an electronic contract writing system. There may be some system-generated spacing, formatting, and punctuation errors throughout the document, which unfortunately are outside the contracting official's control. Please clarify any questions with the MCC contracting officials within the terms of Section L of this solicitation.

B.2 CONTRACT TYPE

The Government anticipates awarding a time-and-materials (T&M) contract. Multiple awards may be possible.

B.3 PRICE/COST SCHEDULE

The Contractor shall furnish all personnel required to provide the services in accordance with Section C, Section H, and the terms and conditions herein. The total NTE amount includes labor and other direct costs to perform all required services.

B.4 Labor Categories and Rates

KEY PERSONNEL

Position Title Name Base Period

(Hourly Rate)

Option Period 1

(Hourly Rate)

Option Period 2

(Hourly Rate)

Team Leader $ $ $

NON-KEY PERSONNEL

Position Title Base Period

(Hourly Rate)

Option Period 1

(Hourly Rate)

Option Period 2

(Hourly Rate)

Recruitment Specialist $ $ $

Administrative Specialist $ $ $

Refer to the attachment 95332421Q0026 RFQ Pricing spreadsheet to complete.

Interested offerors must offer the Key Personnel, Team Leader. Offerors are permitted to propose its own labor mix of the Non-Key Personnel based on the Government's total Level of Effort (LoE). To propose new Non-Key Personnel positions, offerors must clearly justify the need and suitability of each position to this requirement in their Technical Quote. Offerors must also complete the 95332421Q0026 RFQ Pricing spreadsheet with appropriate changes as a part of their Price Quote. Those new positions must satisfy the relevant qualifications to the two Non-Key Personnel suggested by the Government.

Section C - Description/Specifications/Work Statement

Clauses incorporated by full text

SECTION C - DESCRIPTION/SPECIFICATIONS/STATEMENT OF WORK

SECTION C - DESCRIPTION/SPECIFICATIONS/STATEMENT OF WORK

I. Overview of Tunisia Compact and Recruitment Opportunity

The Government of Tunisia has applied for grant funding from the Millennium Challenge Corporation, called a Compact.

MCC is a U.S. government agency focused on assisting countries dedicated to good governance, economic freedom, and investing in people. The proposed Compact tentatively includes an investment from MCC of approximately US $450 million to $500 million. The final compact is subject to negotiations and the approval of the MCC Board of Directors, and as such the final compact amount could be more or less than this estimated range. The Compact consists of two primary projects: the Transport and Trade Project, which aims to focus on expanding and improving transport services and trade in Tunisia, and the Water Demand Management and Productivity Project, which aims to alleviate water scarcity to promote increased productivity in Tunisia's interior regions.

The Transport and Trade Project will focus on reducing the time and costs related to maritime transport and logistics, primarily through the reduction of container offloading, handling, storage and cross border regulatory processing times at the Port of Rades. This will be complemented by efforts to reduce the cost of compliance with trade procedures and other regulatory requirements by simplifying and digitalizing government trade and transport requirements as well as expanding transport and logistics services. The project also includes a complementary activity to expand trade and access to markets by women-owned businesses.

The Water Demand Management and Productivity Project will increase water savings in targeted interior areas of Tunisia where inadequate and variable water supply is hindering sustainable private investment, particularly in agriculture, in the medium and long term and limited water supply is reducing the sustainability of such investments. This will be done by supporting institutional and policy reforms for improved groundwater management and rehabilitation of public irrigated perimeters in four interior governorates: Kairouan and Sidi Bouzid in the center of Tunisia and Kebili and Tozeur in the south.

The project will also support the development of agricultural cooperatives to introduce more productive and water efficient farming practices and technologies. Finally, it will also aim to strengthen participation of women and youth in decision-making bodies governing use of water resources and create employment opportunities.

Although the scope of the Compact has not been finalized and some of the above activities are subject to change, in order to staff the Accountable Entity ("MCA-Tunisia", an entity created by the Government of Tunisia) that will administer this program on behalf of the Government, MCC is procuring a consultant to recruit a total of 13 positions (for a list of positions see Annex I and for nominal position descriptions see Annex II) filled by individuals who will be based in Tunis, Tunisia.. The consultant's team would be responsible for the following activities:

• Ensure that the recruitment process is fair, transparent and competitive and in all respects meets MCC's recruitment requirements;

• Develop a plan for ensuring that the recruitment efforts lead to the hiring of qualified, competent personnel, based on position descriptions approved by MCC;

• Develop, implement, and oversee all procedures and communications to solicit and engage qualified candidates for all positions, and to conduct a review and evaluation of application materials, candidate interviews, and supervise the process of selection of preferred candidates;

• Review profiles of selection panelists identified by the Government of Tunisia, develop conflict of interest disclosure forms and protocols for disclosure and/or recusal as necessary;

• Develop training materials and interview questions, documentation for selection panelists and then fully brief all selection panelists on interview protocol and responsibilities and train on effective interview techniques;

• Arrange for appropriate interview space, communications equipment, logistics, and any other equipment, tools, materials, and supervision needed for the work, in Tunis and off-site as necessary; and

• Provide documentation and access to all data from the applicant tracking system, as well as reports from the interview process to MCC. This will include, but is not limited to, information related to a candidate's initial application, the shortlisting process, interviews and review panels, final selection, candidate notifications and negotiation as required.

II. Project Governance

The project will be managed and implemented by the consultant with direction from MCC, in close coordination with representatives from the Government of Tunisia, specifically those responsible for participating in interview panels.

The consultant will be responsible for staffing a team that will be able to:

• Supervise all aspects of project implementation; be responsible for project team communications, deliverables and reporting;

• Direct recruiting efforts for all positions, including the evaluation of candidate applications to derive a shortlist of candidates for interview using objective and documented criteria;

• Review and advise on all project deliverables and communications, serve as a main point of contact for MCC, candidates, selection panelists, and Government of Tunisia representatives;

• Develop and deliver training on interview techniques; support facilitation of interview and selection process; and

• Support in-country logistics, job advertisement placement in local media, and facilitation of interview and selection process.

Project Communication Protocols

To ensure timely delivery of relevant project implementation status information to project stakeholders, the parties will hold weekly coordination calls. In addition to the weekly calls, the consultant will summarize major status updates and provide them in an email to the project stakeholders listed above on a weekly basis by Thursday COB (Washington, DC time) in dashboard form with narrative updates. All operational updates and troubleshooting will occur between project stakeholders using available means of communications on an as-needed basis.

III. Approach

The recruitment process will be organized into three broad phases: 1) Preparation of Recruitment Plan and Applicant Tracking System; 2) Initial Advertising and Recruitment Activities; and 3) Evaluation and Selection of Preferred Candidates. These phases are briefly described below.

Phase 1: Recruitment Plan and Applicant Tracking System

In this phase, the consultant will develop a plan and the tools necessary to ensure that the recruitment process is organized in a fair, transparent and auditable manner to ensure consistency with MCC procedures and MCC guidance. The plan must also adhere to COVID-19 mitigation measures put in place by the Government of Tunisia and provide alternatives for when in person activities cannot take place. The primary tool to capture this process, the Recruitment Plan, will be developed to define each step of the process and the procedures that will be followed for successful completion of the recruitments. The Recruitment Plan should include an Advertising plan that details the strategy for advertising and recruitment announcements to ensure broad participation of qualified candidates. In addition to the plan, MCC will provide the consultant with proposed salary ranges and compensation information for each position to be hired. The consultant will review, keep this information confidential, and provide an assessment of the competitiveness of the salary range and compensation package in attracting qualified applicants.

The Applicant Tracking System (ATS), a consultant proposed platform tracking tool, will be set up during this phase as well.

Examples of information captured in the ATS include experience, qualifications, skills, and ability to perform work in relation to the specified selection criteria identified for each position.

The ATS will include a dashboard that will populate in real time to reflect the current status of the recruitment process at any point of time. The dashboard will include a count of applicants for each of the positions, a count of qualified applicants at each step of the process, etc. This dashboard will enable close monitoring, and effectively communicate the status of recruitment process among MCC and Government of Tunisia stakeholders. It will allow production of reports on an as needed basis at different levels of detail, from high-level statistical information on the number and demographics of candidates to detailed information by position and candidate.

In this phase, the consultant will also develop a Quality Management Plan as required by the contract.

Phase 2: Advertising and Recruitment Activities

In this phase, the consultant will ensure that information regarding the MCA-Tunisia positions reaches a broad population and will build the infrastructure needed for sufficient response by qualified candidates. To increase time and cost efficiencies and provide the best value to MCC, the consultant will leverage existing tools and methodologies, tailoring them to MCC's requirements and the Tunisian context.

Phase 3: Evaluation and Selection of Personnel

In this phase, the consultant will apply a comprehensive evaluation system it has developed to ensure that applications from all candidates are appraised consistently against the same standards.

The consultant will perform all the tasks described in its detailed Recruitment Plan (below) to meet performance standards acceptable to MCC. All the recruitment reports, information, and recommendations will be accurate, clear, logical, and technically sound; will contain no omissions; and will be free of major grammatical and clerical errors. The consultant will manage the work in a way that clearly demonstrates why all shortlisted candidates are the best qualified of the completed applications received for a given position according to the requirements listed in the position description. The consultant will actively seek input from and invite the participation of MCC in designing training materials and interview questions, will seek their input on local context, and will encourage and facilitate their participation as observers, either remotely or in person, in panel interviews and panel discussions. The consultant will provide key and support staff, including local and/or regional staff, to manage the professional recruitment services, determine the methodologies and tool kit, organize job advertisements, as well as build and populate an Applicant Tracking System.

IV. Tasks and Deliverables

MCC will hold an initial phone call and a follow-up kick-off meeting with the consultant to review the major milestones to ensure that key elements are included as part of the submitted Recruitment Plan. Deadlines for the following milestones are included in Annex III.

Phase 1: Recruitment Plan and Applicant Tracking System

In this phase, the consultant will develop a plan and the tools necessary to ensure that the recruitment process is organized in a fair, transparent and auditable manner to ensure consistency with MCC procedures and MCC guidance.

Task 1.1 Develop a Recruitment Plan. The consultant will develop a comprehensive recruitment plan that outlines how and when the tasks and deliverables will be completed, the exact process by which the task will be completed and contingency plans for dealing with various anticipated scenarios, with anticipated due dates for each phase of work. MCC will provide the consultant with a salary survey and compensation information for each of the planned positions. The consultant will review this information and provide an assessment of competitiveness of the salary range and compensation package in attracting qualified applicants. The Recruitment Plan will also include a full set of procedures governing the recruitment process, including timelines for responses to each vacancy announcement, rules governing completeness of applications, and design of responses to likely situations encountered during the recruitment, including mitigation of conflicts of interest. This Recruitment Plan will include the strategy for advertising the recruitment announcements to ensure broad participation of qualified candidates. This advertisement plan included in the overall Recruitment Plan will define targeted job markets as well as the list of publications, websites and other mass-media resources that reach job seekers.

Deliverable 1.1: Recruitment Plan (including advertising plan and workplan)

Task 1.2: Develop and Deploy Applicant Tracking System (ATS). The consultant will develop and present for MCC review and approval an effective and transparent tracking system. This tracking system will ensure that the recruitment process is handled in a highly professional, transparent and consistent manner, and leave a detailed record trail of all electronic submissions for the positions, candidates' pre-screening for meeting minimum qualification requirements, evaluation and selection process. It will allow production of reports on an as needed basis at different levels of detail, from high-level statistical information on the number and demographics of candidates to detailed information by position and candidate.

Examples of information captured in the Applicant Tracking System include experience qualifications, skills, and ability to perform work in relation to the specified selection criteria identified for each position, but the consultant is required to recommend fields to build on this. Capturing this data ensures that the hiring process is conducted on merit and can be justified in the case of appeals by candidates who were not selected. In addition, the consultant is required to use tools and methods that provide protection of the candidates' personal information, following best practices in Personally Identifiable Information (PII) management and ensure that PII is not inadvertently transmitted to MCC personnel or their network. This task will start in parallel with Task 1.1 and the Applicant Tracking System will be deployed by the date in the approved Recruitment Plan and used throughout the duration of the project as the recruitment system of record.

Deliverable 1.2: Applicant Tracking System

Phase 2: Advertising and Recruitment Activities

In this phase, the consultant will implement its Advertising Plan to ensure that information regarding the MCA-Tunisia positions reaches a broad population and will manage applications according to the procedures developed.

Task 2.1 Develop Recruitment Announcements. Following its Advertising plan. the consultant will review the position descriptions provided by MCC, and as necessary translate them into French. A recruitment announcement draft for each of the required positions will be developed, and the consultant will ensure it includes the job description and lists detailed and clear requirements for candidate qualifications. In addition to this position-specific information, each position announcement will include standard guidance for the candidates on the steps required to apply for a position of interest, a dedicated email address and electronic fax number, and the deadline for the applications. The consultant will ensure knowledge of the local context is applied in order to connect with an even higher caliber of applicants.

Specifically, each candidate will be required to include, at a minimum and subject to further recommendations by the consultant, the following documents in their application. In these documents, the following information will be required:

1. A cover letter highlighting the candidate's background and experience as they relate to the required qualifications.

It should also include the amount and currency of programs managed, number of personnel managed, experience working with high-level government officials, and experience with the relevant technical area for the programs;

2. A CV describing the candidate's qualifications as they best describe his/her experience related to the job description;

3. Three professional references, with at least one from a former supervisor. The list of references should include their complete and current contact information, including name, current title, their relationship with the candidate, and also their phone number and email address;

4. Candidate salary history for the past three years (by year) and his/her salary requirements.

Deliverable 2.1 Develop a Recruitment Announcement for Each Position

Task 2.2 Place Recruitment Announcements. The recruitment announcements will be placed in the media, per the list of advertisement sources coordinated with MCC. The consultant will leverage its presence in the region and previous experiences to channel recruitment information in the most effective way. These channels include but are not limited to the local newspapers, web-based advertisements, LinkedIn, DevEx, announcements through relevant professional and diaspora networks, amongst others. The full position descriptions will be posted on DevEx (www.devex.com). Short recruitment announcements (advertisements) will provide a short overview of the position as well as required qualifications and will refer candidates to the full position descriptions on DevEx. The objective of this task will be to conduct a broad outreach campaign in the most effective, time and cost-efficient manner while targeting the right markets and pockets of likely MCA-Tunisia candidates.

Each position will remain open for a minimum of four weeks to allow time for interested candidates to gain an awareness of the opportunities and submit complete applications. In all web-based resources, the recruitment announcements will be continuously open until the submission deadline for the position. In printed resources (local newspapers), the consultant will post the announcements, at a minimum, in two weekend issues and one weekday issue before submission deadlines for each of the positions.

Deliverable 2.2 Placement of recruiting announcements in appropriate venues with a deadline for submission of responses

Phase 3: Evaluation and Selection of Personnel

In this phase the consultant will develop and implement a comprehensive evaluation system for the candidates to ensure that all applications are appraised consistently against the same standards.

Task 3.1: Screen Applications for Responsiveness. The consultant will start pre-screening applications for meeting minimum requirements and responsiveness as they are submitted. Applications that are determined to be incomplete – either in terms of missing documentation or documentation which does not meet the minimum standards of responsiveness outlined in the announcements will be marked as "Non-Responsive". This determination will be documented in the ATS and filed along with the justification of the reason for not moving forward with their candidacy. Applications determined to be Non-Responsive require immediate follow-up in order to ensure that candidates are given appropriate opportunity to become responsive.

Within two business days of the initial determination, the consultant will contact the candidate with specific instructions on how to complete their application in order to be sufficiently responsive to the requirements. Follow-up applications will be further reviewed and applicants will be contacted by the consultant to provide additional information or clarification. To the degree afforded given publicly announced closing deadlines for each position, the consultant will allow for up to two weeks from the initial determination of Non-Responsiveness or three rounds of follow-up communications, whichever is shorter, with these applicants. If applicants fail to provide complete and coherent information after two weeks / three rounds of communications their file will be closed and their record will be clearly marked in the tracker as Non-Responsive.

Task 3.2: Evaluate Applications and Develop a Shortlist. All applications that pass initial responsiveness pre-screening will be carefully evaluated against the set requirements for each of the positions. The consultant will also identify and document specific strengths and weaknesses for each candidate in relation to the position, which will be developed in consultation with MCC. All comments will be recorded in the ATS and filed.

In case of receiving a high volume of applications that meet initial job description requirements, the consultant may request an additional consultation with the MCC team, to refine job description criteria and prioritization of desired skills and experiences for each of the job descriptions.

Deliverable 3.1: Shortlist Report of Candidates

Task 3.3: Prepare an Appraisal Report for Each Position. The consultant will prepare one document for each position with appraisals of the top five candidates who applied for positions in terms of their technical and professional experience, as well as a justification for shortlisting them. The appraisal reports will also include information on any subjective determinations that influenced the decision-making process. Candidates' CVs will be included in this report to support review and final determination by the Final Selection Official. As part of the appraisal reports for each shortlisted candidate, the consultant will check references and select relevant facts from their educational background and professional experience. Reference check notes will also be documented in our tracking system and filed.

Deliverable 3.2: Appraisal Report for Each Candidate

Task 3.4: Develop Candidates Interview Schedule. Once Task 3.3 is complete and the shortlist for candidates to be interviewed is formed, the consultant will develop the interview schedule to allow active participation by the Government of Tunisia appointed interview panelists and MCC observers. The interviewers and the candidates will be notified by the consultant in advance about the schedule and the place of the interview and confirmations provided to MCC and other stakeholders.

Deliverable 3.3: Interview Schedule

Task 3.5: Provide Training Materials on Interview Techniques. The consultant will convene the Government-appointed the interview panel to ensure representative participation of the Government of Tunisia appointed interview panelists and MCC expert observers as required for each specific position. The consultant will develop training materials for the interview panel members to prepare the panel to conduct the interview process in a fair, transparent and efficient manner. The training will cover the process, best practices, and dos-and-don'ts. An interview guide will be developed to ensure a standard and consistent approach is applied across all candidates. The consultant will provide each interviewer with a package that includes the schedule, tips for effective interview, samples of questions to ask the candidates, interview scoring and notes sheet for each candidate. During this process the consultant will leverage their local knowledge to ensure that all materials meet the leading practices standards.

Deliverable 3.4: Training Program on Interview Techniques and Interview Questions

Task 3.6: Facilitate Panel Interviews.

Before the start of each interview panel discussion the consultant will review the training materials with each panel, having provided them in writing before the panel meets to interview candidates. In addition – prior to the interview, the consultant will request that the Interview Panel participants disclose any real or perceived conflict of interest, document confirmations of lack of conflict of interest*, and make recommendations to MCC on whether any disclosed potential conflicts require recusal of the interview panel member.

* MCC defines conflict of interest as an actual, potential or apparent conflict between (a) the responsibilities of consultant personnel or an interview panel member in connection with their duties to the MCA-Tunisia recruitment process, on the one hand, and on the other hand either the private interests of the consultant personnel or an interview panel member, his or her Immediate Family or members of his or her household, his or her business associates, or any person or organization with whom the consultant personnel or an interview panel member is negotiating, or has any arrangement concerning, prospective employment.

The consultant will the facilitate the interview panels themselves, in person, or virtually, ensuring the process runs as designed and assisting panel members to determine and document clear strengths, weaknesses, and the appropriate ranking and score of each candidate. This strategy employed by the consultant should ensure that the panel fairly assesses and then selects the two to three most qualified candidates for each position. The interviews are expected to be conducted in up to three languages: English, French and/or Arabic, for which proficiency in these languages is expected as part of the consultant's team.

Task 3.7: Prepare Report documenting the Interview Panel's Determination of the Two to Three Most Highly Qualified Candidates. After all interviewed candidates are evaluated and ranked by the panel, the consultant will prepare a brief report that includes qualifications and scoring, for the 2-3 most qualified candidates for each position as identified by the panel. The report will also include a separate and detailed report by the consultant on the process itself, with particular attention to any indication of a process that was less than completely fair, open and transparent. Candidates' resumes will be included in this report to support review and final determination by the designated selection official. The consultant will discuss and decide with MCC a method for conducting background and security checks on the top candidates after the interviews have been ranked. Any candidates that do not pass the background and security check will be eliminated from consideration.

Deliverable 3.5: Interview Panel Report

Task 3.8: Facilitate Final Selection Official Interview of Two to Three Most Highly Qualified Candidates. The consultant will facilitate interviews between the two to three most highly qualified candidates and the Final Selection Official (as determined by MCC in consultation with the Government of Tunisia) and help determine clear strengths, weaknesses, and the appropriate ranking and scoring of each candidate including that candidate selected for the position.

Task 3.9: Prepare Final Report for Each Recruited Position. After the designated selection official makes their final determination for hiring key staff for MCA-Tunisia, the consultant will produce a Final Report for each recruited position. These reports will document the recruitment and selection process, include statistics on the number of applicants and detail the justification for selection of the final candidate (attaching their resume). Since this information will be recorded in the Applicant Tracking System, all the information included in these reports will be easily traceable and details will be available for any future audits by MCC.

Deliverable 3.6: Final Selection & Recommendation Report

Task 3.10: Notify Candidates Who Were Not Selected. The consultant will notify all candidates who submitted their applications but were not selected with a standard letter before MCA-Tunisia publicly announces new hires. The letter will convey the Government's appreciation for their interest to serve MCA-Tunisia and will encourage the applicants to apply for open positions in the future.

Annex II: Nominal Position Descriptions

The position descriptions included below are indicative and subject to change at any time prior to the recruitment process. The selected Contractor will receive more detailed position descriptions after contract award. All positions will be filled by professional candidates o with significant experience in relevant fields, with a university degree and experience in leadership roles with organizations operating at a similar scale and/or with a similar scope to that of MCA-Tunisia.

Chief Executive Officer

The Chief Executive Officer (CEO), under the supervision and direction of the MCA-Tunisia Board of Directors, is responsible for establishing, leading, and managing MCA-Tunisia's implementation of the MCC compact The CEO directly manages the compact set-up, implementation and closeout through efficient integration and effective operation of the MCA-Tunisia core projects and related operational and program support functions. The CEO is also responsible for ensuring that projects are implemented in accordance with the compact and MCC guidance and standards, including but not limited to environmental and social management, gender and social inclusion, and monitoring and evaluation. He/she serves as the primary representative of MCA-Tunisia to the Government of Tunisia, the MCA-Tunisia Board of Directors, the Millennium Challenge Corporation, and other key stakeholders.

General Counsel

The General Counsel and corporate secretary (General Counsel) will serve as a critical member of the senior management team of MCA-Tunisia. The General Counsel will serve as the principal legal officer and senior policy advisor on legal matters, as well as a technical resource, to the MCA governing board, and management team and other staff of the MCA. The General Counsel will also serve as the corporate secretary to the Board of MCA. The General Counsel may have responsibility for managing and supervising subordinate staff and other legal resources as may be necessary for proper functioning of the

MCA.

Director, Program Management Office

The Director Program Management Office (PMO) is responsible for the establishment and updating of project management and quality assurance processes across the organization at all phases of the project lifecycle to ensure timely project delivery in line with stakeholder's quality requirements.

The Director PMO shall be responsible for ensuring that appropriate program management tools and processes are put in place and updated, with appropriate training as needed, to ensure delivery of the Compact.

The Director PMO and his or her team shall develop the appropriate procedures and culture to continuously monitor and control the integration of the following elements into the Project lifecycle across the compact:

1. Environmental, Occupational Health and Safety and Social requirements, including the development and continuous updating of the Environmental and Social Management System (ESMS);

2. Gender and Social inclusion requirements, notably the integration of the relevant Gender and Social Action Plan requirements;

3. Project and Quality Management requirements and procedures (i.e., work planning, non-conformity system, documentation requirements, change management, contract management, etc.)

The Director-PMO reports directly to the CEO; the Director develops and maintains the needed project controls and quality assurance systems to ensure that the information reaching the CEO has been verified through specific quality assurance procedures to ensure proper and timely decision making and communication.

Director, Water

The Director of the Water Demand Management and Productivity Project, under the guidance of the Chief Executive Officer, is accountable for the successful implementation of the project, including initiation and execution, building collaborative relationships with project stakeholders, and oversight of project budgets. The Water Project Director ensures the alignment of project execution with the overall objectives of the Compact and the judicious management of its resources.

Manager, Quality Assurance, Gender and Social Inclusion

The Manager, Quality Assurance, Gender and Social Inclusion, under the direction of the Director, Program Management Office, provides technical leadership to the MCA, implementing partners, and project stakeholders to ensure social and gender integration across all program functions.

Director, Transport and Trade

The Director, Transport and Trade, under the direction of the Chief Executive Officer, will recruit, coordinate and organize the work plan and manage the team to execute the Transport and Trade project according to the Compact.

The Director, Transport and Trade, will execute the Transport and Trade Project within the deadlines, budget and quality requirements stipulated by the implementing entities under the authority of the Tunisian Government and the Millennium Challenge Corporation. This includes, in particular, monitoring the application of the environmental and social performance standards of the International Finance Corporation.

Director, Technical Services

The Director, Technical Services, oversees the overall Technical Services function of the MCA, and under the direction of the CEO, is responsible for day-to-day management of the Compact's financial, administrative, information technology, monitoring and evaluation and procurement functions, in support of and in collaboration with the office's programmatic functions toward the achievement of the Compact's objectives.

Manager, Procurement

The Manager, Procurement, works under the supervision of the Director, Technical Services. The Procurement Manager ensures that all procurement transactions are implemented in accordance with the MCC Program Procurement Guidelines (PPG), consolidates and oversees all procurement activities; and reports on the progress of these activities.

The Procurement Manager serves as the primary liaison between the Procurement Agent, MCC and outside entities from a variety of specialized sectors on all procurement activities, and facilitates the smooth interplay between and among all elements of the procurement process. A key aspect of this responsibility involves synchronizing the substance and process elements of procurement activities.

Manager, Finance

The Manager, Finance, manages the overall Finance function of MCA-Tunisia, and under the direction of the Director of Technical Services, is responsible for day-to-day management of the Compact's financial management, adapting MCA- Tunisia's financial operations to applicable requirements, and ensuring the financial health of MCA-Tunisia throughout the lifespan of the Compact.

Manager, Quality Assurance, Environmental and Social Performance

The Quality Assurance Manager, Environmental & Social Performance (ESP), under the guidance of the Director of the Program Management Office, monitors and strategically manages the environmental and social performance, including health and safety, of all Compact funded activities to ensure compliance with relevant national environmental and social laws and regulations, MCC Environmental Guidelines, and the International Finance Corporation (IFC) Performance Standards (PS) on Environment and Social Sustainability. The ESP Quality Assurance Manager achieves this objective by advising the Director of the Program Management Office on the performance of each Project Manager and their respective teams, and where necessary, providing technical guidance for ESP team members to fulfill their respective roles. The ESP Quality Assurance Manager also manages the activities of the Environmental and Social Oversight Contractor (ESOC), which will support ESP and Gender and Social inclusion requirements and quality assurance throughout all phased of program development and implementation.

Manager, Monitoring and Evaluation and Economic Analysis

The Manager, Monitoring, Evaluation, and Economic Analysis (MEE) leads the combined Monitoring & Evaluation (M&E) and Economic Analysis (EA) Unit, under the guidance of the Director, Technical Services. The goal of the MEE unit is to produce timely, relevant, and reliable data and assessments related to the progress and quality of project implementation and the achievement of targeted results by the Tunisia Compact. The MEE Manager, is responsible for leading the monitoring and reporting of progress toward compact targets, supporting the independent evaluations of the compact program, updating the economic analysis activities of the compact program, and managing the Compact M&E budget and MEE staff. The MCC counterparts to this position with whom the MEE Manager will liaise are the M&E Lead(s), Results Reporting Analysts, and Economist(s).

Manager, Human Resources

The Human Resources Manager under the supervision of the Director, Technical Services, is responsible for the execution of recruitments, adapting MCA-Tunisia's human resources policies to the applicable requirements and organizational needs, and managing the Human Resources-related function at MCA-Tunisia.

Manager, Administration and Information Technology

The Manager, Administration and Information Technology, under the supervision of the Director of Technical Services, is responsible for the delivery and implementation of IT-related services to include network management and data infrastructure oversight, ensuring that services rendered support the work of MCA-Tunisia.

Annex III: Recruitment Deliverables Schedule

This schedule may be updated, with MCC's approval, as part of the recruitment plan submitted to MCC in Task 1.1.

Phase 1: Deliverable Content Timeline

1.1 Recruitment Plan (including Advertising

Plan and Compensation Competitiveness

Assessment)

Outlining steps, order and timeframe for the recruitment of all required personnel as well as plan of implementation for the Recruitment

Management System. The advertising plan will define targeted job markets as well as the list of publications, websites and other mass-media resources that reach job seekers.

Due at the end of week four

(4) after award date

1.2 Applicant Tracking system Design and demonstration of a

system to ensure that all applications are processed consistently throughout the recruitment period;

that clear and auditable documentation is retained; personal information is safeguarded;

recruitment is handled in a professional, open and transparent manner.

Due at the end of week five

(5) after award date

Phase 2: Deliverable Content Timeline

2.1 Recruitment Announcement for Each

Position

Description of the work to be performed, the qualifications required, instructions to submit application.

Due at the end of week eight

(8) after award date

2.2 Placement of recruiting announcements

in appropriate venues with a deadline for submission of responses

Place the recruiting announcements in coordination with the Tunisia Core

Team in appropriate mediums.

CEO by the end of week ten (10), the rest by the end of week twelve (12)

Phase 3: Deliverable Content Timeline

3.1 Shortlist Report of Candidates All applications that pass initial responsiveness pre-screening will be carefully evaluated against the set requirements for each of the positions.

Seven (7) weeks after posting of recruitment announcement CEO position, nine (9) weeks for the rest (17 weeks post award for

CEO, 19 weeks post award for the rest).

3.2 Appraisal Report for Each Candidate Including candidate's technical and professional profile, rationale for the decision on shortlisting for interview, and reference checks.

Submitted on a rolling basis, up to nine (9) weeks after posting of recruitment announcement CEO position, up to twelve (12) weeks for the rest (19 weeks post award for CEO, 22 weeks post award for the rest)

3.3 Interview Schedule Ensure that the schedule allows for

meaningful participation by the MCA-

Tunisia Board of Directors.

Nine (9) weeks after posting of recruitment announcement

CEO position, twelve (12) weeks for the rest (19 weeks post award for CEO, 22 weeks post award for the rest)

3.4 Training Program on Interview For all members of the proposed Nine (9) weeks after posting

Techniques and Interview Questions interview panels, including a set of proposed interview questions, guidance to interview panel members, an evaluation template, evaluation scoring methodology.

of recruitment announcement CEO position, twelve (12) weeks for the rest (19 weeks post award for CEO, 22 weeks post award for the rest)

3.5 Interview Panel Report Report on the interview process, including documentation of disclosure of any conflicts of interest (as well as documentation from each panelist of the lack of conflict of interest), as well as the panel's determination of the strengths, weakness, and ranking of the interviewed candidates, with a ranking of the top 2 to 3 most qualified candidates recommended for selection consideration.

Submitted on a rolling basis, up to eleven (11) weeks after posting of recruitment announcement CEO position, up to fifteen (15) weeks for the rest (23 weeks post award for CEO, 25 weeks post award for the rest)

3.6 Final Selection & Recommendation

Report

Prepare a report that highlights the best candidates for review, and summarizes the details of the entire process including the number of applications and the rationale for the selection of the final candidate with their resume.

Submitted on a rolling basis, up to fifteen (15) weeks after posting of recruitment announcement CEO position, nineteen (19) weeks for the rest (25 weeks post award for CEO, 27 weeks post award for the rest)

Section D - Packaging and Marking

Section E - Inspection and Acceptance Terms

SECTION E - INSPECTION AND ACCEPTANCE

SECTION E - INSPECTION AND ACCEPTANCE

E.1 GENERAL INSPECTION AND ACCEPTANCE

Inspection and acceptance of all items and services under this…