70RDAD21R00000001 Attachment 1 Labor Categories and Qualifications.pdf

Request for Proposal (RFP) Cybersecurity Compensation Management Support Services

Compensation

Attachment 1

Labor Category Descriptions and Qualifications

Offerors may substitute years of experience for education

Labor Category Descriptions and Qualifications Page 1 of 4

Key Personnel Title

Title - Labor Category Level

Description Education Experience

Compensation and Benefits Specialist - Junior

Conduct programs of compensation and benefits and job analysis. May specialize in specific areas, such as position classification and pension programs; plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.

A junior labor category is responsible for assisting more senior positions and/or performing functional duties under the oversight of more senior positions

Bachelor’s Degree or higher

1-4 years

Compensation and Benefits Specialist - Journeyman

Conduct programs of compensation and benefits and job analysis. May specialize in specific areas, such as position classification and pension programs; plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.

A journeyman labor category typically performs all functional duties independently.

Bachelor’s Degree or Master’s Degree

5-7 years

Lead Compensation Consultant

Compensation and Benefits Specialist - Senior

Conduct programs of compensation and benefits and job analysis. May specialize in specific areas, such as position classification and pension programs; plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. For the purposes of this requirement, this position should be experts in market-based pay/compensation and have a strong understanding of cybersecurity roles and

Master's Degree or higher

>7 years

Compensation

Labor Category Descriptions and Qualifications Page 2 of 4

Title - Labor Category Level

Description Education Experience the labor market for cybersecurity professionals.

A senior labor category typically works on high-visibility or mission critical aspects of a given program and performs all functional duties independently. A senior labor category may oversee the efforts of less senior staff and/or be responsible for the efforts of all staff assigned to a specific job.

Lead Compensation Subject Matter Expert

Compensation and Benefits Specialist - SME

Compensation and Benefits Specialist SME:

Conduct programs of compensation and benefits and job analysis. May specialize in specific areas, such as position classification and pension programs; plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. For the purposes of this requirement, this position must have experience in designing compensation programs for Information Technology (IT)/cybersecurity professionals, as well as a strong understanding of the current leading compensation practices for cybersecurity professionals.

A subject matter expert is an individual whose qualifications and/or particular expertise are exceptional and/or highly unique. Subject matter experts are typically identified as recognized industry leaders for a given area of expertise and may perform the following functions: Initiates, supervises, and/or develops requirements from a project’s inception to conclusion for complex to extremely complex programs;

Master’s Degree or higher

>10 years

Compensation

Labor Category Descriptions and Qualifications Page 3 of 4

Title - Labor Category Level

Description Education Experience

Provides strategic advice, evaluation and recommendations for improvements, optimization development, and/or maintenance efforts for mission critical challenges/issues; Consults with client to define need or problem, supervises studies and leads surveys to collect and analyze data to provide advice and recommend solutions.

Project Manager

Vendor may determine which labor category is appropriate per their management approach

Project Manager: Responsible for centralized administration and management of CTMS Compensation-related programs and initiatives. Organizes, directs, and manages contract operation support functions, involving multiple, complex and inter-related project tasks. Manages contract support personnel at multiple locations. Maintains and manages the client interface at the senior levels of the client organization. Meets with customer and contractor personnel to formulate and review task plans and deliverable items.

Ensures conformance with program task schedules, costs, and strategic direction.

Establishes and maintains technical and financial reports to show progress of projects to management and customers.

Organizes and delegates responsibilities to subordinates and oversees the successful completion of all assigned tasks. Works across business areas to ensure progression of related activities, projects, and goals.

Assists OCHCO with presenting to the Department at high-level inter-departmental meetings, conferences, interagency task forces, and through the CTMS community. Briefs management on

Bachelor’s Degree or Master’s Degree

5-7 years

Compensation

Labor Category Descriptions and Qualifications Page 4 of 4

Title - Labor Category Level

Description Education Experience project statuses, funding, resources, risks, and any needs for program success.

ADDENDUM

REQUIRED:

For all Labor Categories:

• Possesses excellent word processing and spreadsheet skills.

• Must be able to communicate effectively both orally and in writing.

Compensation

Labor Category Descriptions and Qualifications Page 5 of 4

Across all Tasks:

• Review and certify understanding of provided DHS policies and guidelines governing the handling of sensitive information, including personally identifiable information (PII), ethical conduct, use and communication of DHS branded materials, and proper identification of relationship to DHS in applicant and stakeholder interactions.

Require Demonstrated, In-Depth Understanding of:

• The DHS Secretary’s authority outlined in 6 U.S.C § 658 and any related regulation prescribed the Secretary.

• Fundamentals of compensation, including generally-accepted compensation principles and practices and contemporary total rewards concepts.

• Legal and professional guidelines related to the consistency and defensibility of compensation processes and outcomes.

• Leading talent management practices, in both the public and private sectors, aimed at recruiting, engaging, and retaining in-demand talent, especially cybersecurity, tech, or digital talent.

• Competency-based and data-driven approaches to talent management, especially compensation.

• Management methodologies and frameworks, including bodies of knowledge, relevant to improving talent management outcomes through compensation interventions.

• Common federal compensation approaches, including the General Schedule pay system, federal locality areas and rates, federal tenure-based pay progression rules, core federal employee benefits, and federal pay systems featuring salary broad banding, including the Senior Executive Service.