Solicitation 70US0926R70093666 Q and A.xlsx
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- Solicitation number
- 70US0926R70093666
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This file is a Questions and Answers (Q&A) document containing 295 questions and government responses related to Solicitation 70US0926R70093666 for National Recruitment Advertising Campaign Services (NRAC).
The solicitation establishes an Indefinite Delivery/Indefinite Quantity (IDIQ) firm-fixed-price contract with the U.S. Secret Service (USSS) to provide full-service recruiting, marketing, and advertising services supporting national recruitment objectives across Law Enforcement Officer (LEO) positions, including Special Agents, Uniformed Division Officers, and Administrative/Professional/Technical roles. The contract runs from July 1, 2026, through June 30, 2031, with a five-year ordering period. Task orders will be firm-fixed-price. The government seeks to generate 70,000+ applicants annually through multi-channel marketing campaigns, recruitment events (500-800 annually plus exclusive events), digital advertising, social media outreach, recruiter training, event management, and electronic tracking/analytics support. Primary responsibilities include media planning and placement (using government-provided creative assets), programmatic advertising, job board utilization, event logistics and coordination for approximately 20 exclusive Expedited Hiring Events (EHEs) and quarterly Accelerated Candidate Events (ACEs), recruiter platform training (LinkedIn Recruiter, Indeed Recruiter), and analytics/reporting. The contractor will not develop original creative content; the USSS provides all advertising creatives. Key personnel include a Contract Manager, Project Leader, Market Analyst, and Marketing Coordinator; offerors may propose additional labor categories. Pricing shall include labor rates for the five-year IDIQ period, separate pricing for the Quality Control Plan and Post-Award Conference, and sample task order pricing covering all labor, materials, media buys, and other direct costs. The government will not provide budget ranges, historical benchmarks, or specific performance targets by role category. This is a Total Small Business Set-Aside under NAICS 541810. Proposal responses were due May 8, 2026, with a 12-page limit for technical capability and unlimited pages for past performance references.
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Sheet1
| Solicitation # 70US0926R70093666 Q&A | ||||||
| Question # | Section | Paragraph | Page | Question | Gov Response | |
| 1 | Facility clearance requirement referenced in Section 1.3.7.2 (page 8) of the Combined Synopsis Solicitation #70US0926R70093666 | The section currently includes placeholder language for both the facility and personnel clearance levels, and we did not see a DD-254 included in the attachments. Based on this, we wanted to confirm whether there is an active clearance requirement associated with this effort. | ||||
| Can you please confirm whether a facility clearance (FCL) and personnel clearances are required for contract performance, or if this requirement is not applicable to this solicitation? | Due to the scope of work being performed on this contract, section 1.3.72: Secret Facility Clearance access is not applicable | |||||
| 2 | Can remote employees meet the U.S. citizenship requirement without being in DC? | Yes, US citizen employees can work at a remote location outside of Washington, D.C. | ||||
| 3 | Are subcontractors accepted to fill the job categories? | Yes; however, the sub-contractor enters into a contract with the prime contractor. The Government does not have privity of contract with the subcontractor. |
| 4 | What is the estimated budget for the first task order | The first Task Order will be for the QCP and Post Award Conference. There is no estimated budget . | |||||
| 5 | Clarification on the clearance level required for staff | All contractors including sub-contractors will be required to under go a DHS Public Trust Background review if work will be performed within controlled access facilities or on USSS information systems | |||||
| 6 | Attach 3 Past Performance Questionaire | Will the government clarify if past performance questionnaires are required to be sent to POCs? If so, can a CPAR be used instead of a PPQ? | Past Performance Questionairs should be sent to the same email addresses as identified for proposals. | ||||
| 7 | Combined Synopsis | B | 5 | The RFP defines relevancy as work similar in scope, size, and complexity to the SOW requirement. Will the Government confirm whether past performance will be evaluated against elements of the PWS, or against the SOW for the Sample Task Order? | Past performance will be evaluated per the PWS. | ||
| 8 | Combined Synopsis | C | 5 | Can the Government clarify the methodology it will use to evaluate the proposed labor mix, level of effort, materials, and other direct costs to determine whether pricing is realistic and aligned with both the solicitation requirements and the offeror’s technical solution? Additionally, in the absence of a specific requirement for offerors to provide a written technical response to the Sample Task Order, how does the Government intend to assess alignment between the proposed pricing and the offeror’s technical approach? | The methodology is listed in the combined synopsis/solicitation/evaluation methodology section. | ||
| 9 | Combined Synopsis | 3 | The solicitation states that all non-price factors are of equal importance and that, when combined, they are more important than price. Will the Government confirm whether Technical Capability and Past Performance are weighted equally, or if one factor is considered more important than the other within the non-price evaluation? | IAW the combined synopsis/solicitation Clause 52.212-2 Evaluation—Commercial Products and Commercial Services. (AUG 2025) (DEVIATION 25-21) All non-price factors are of equal importance. All non-price evaluation factors when combined are more important than price. | |||
| 10 | Combined Synopsis | C | 5 | The solicitation requires submission of both IDIQ labor rates and a Sample Task Order price for evaluation purposes. Will the Government clarify the relative importance of: IDIQ labor rates, versus Sample Task Order pricing in the overall price evaluation? | IDIQ labor rates shall be used for the life of the contract. The Sample Task Order pricing should incorporate these rates. | ||
| 11 | Combined Synopsis | C | 5 | Can the Government clarify whether price realism will be evaluated based on the Sample Task Order, IDIQ labor rates, or both? If both, how will they be weighted? Additionally, how will QCP and Post-Award Conference pricing be incorporated into the price realism evaluation? | The methodology is listed in the combined synopsis/solicitation/evaluation methodology section. | ||
| 12 | PWS / 1.2.1 - Advertising and Marketing | 3 | The PWS states that RECDIV will provide the contractor with approved verbiage and design for all advertisements, and it also states that the contractor shall produce commercials in various time lengths. Is it possible to clarify the creative RECDIV will develop and what, if any, the contractor will create? | All creatives are provide by USSS. However, vendor should have the ability to produce creatives for various marketing concepts in oder to conceptaulize any ideas they would bring forth. | |||
| 13 | PWS / 1.2.1 - Pre-and post-advertising research and tracking | 3 | Does RECDIV have past examples of creative and communications research, i.e., qualitative and quantitative research studies and surveys referenced in the PWS they can provide? If not, is it possible to elaborate on the goals and objectives of the research and surveys? | The government may have limited examples of prior creative and communications research; however, the primary intent is not to rely on legacy materials, but to ensure that ongoing research efforts are forward looking, actionable, and aligned to current recruiting needs. At a high level, the goal of research and survey efforts is to inform smarter, more effective advertising strategis specifically improving ad placement, audience targeting, and overall reach. | |||
| 14 | PWS / 1.2.1 - Advertising and Marketing | 3 | Does RECDIV have a predetermined prioritization or “weight” for the three target groups for advertisements (Special Agents, Uniformed Division officer, Administrative, Professional and Technical) in terms of recruitment volume goals? | The government does not maintain a fixed or predetermined weighting across the three target groups Special Agents, Secret Service Police, and Adminstrative, Professional and Technical (APT) positions. Prioritization is dynamic and responsive to current hiring needs, labor market conditions, and pipeline performance. At present, the USSS is operating in a surge hiring environment across Special Agent and Secret Service Police roles. These roles remain the highest priority given mission requirements. | |||
| 15 | PWS / 1.2.2 – Recruiting / Events | 3 | Does RECDIV have an estimated total number of special recruiting events anticipated annually? | The Government supports a high volume portfolio of recruitment events annually, which can be categorized by scale and level of support required. Paid events range 500 -800 (career fairs, information sessions, expos, job fairs etc.). Which require registration and payment only. There are events that are exclusive to the USSS that range 10 -20 events Expetited Hiring Events (EHE). Also we have processing events known as Expedited Processing Events (EPE) and Accelerated Candidate Events (ACE) these are mid and large scale processing events. Offerors should be prepared to support a tiered event structure, ranging from high volume, low touch engagements to mission critical, high impact recruiting and processing events. | |||
| 16 | PWS / 1.2.2 – Recruiting / Events | 3 | Has RECDIV identified or pre-selected specific events that are expected to be targeted as special recruiting events? | The Recruitment Division within the USSS will identify and, where appropriate, pre-select specific events to be designated as special recruitment events based on hiring priorities and strategic needs. Once identified, the contractor will be expected to: Support execution of these targeted events, including required logistics, coordination, and marketing (as applicable). Align camapign efforts to drive qualified attendance and applicant flow and provide recommendations and insights to enhance event effectiveness. While the Government will lead in identifying priority events, offerors are encouraged to: Propose data-driven recommendationsfor additional events or marketsand demonstrate the ability to adapt quickly to newly identified opportunties. The Government's expectation is acollaborative approach, where priority events are Governments directed, and contractor support ensures maximum impact and recruitment outcomes. | |||
| 17 | PWS / 1.2.6 - Multimedia | 5 | The PWS states the importance of landing pages for recruitment efforts. What role will the contractor play in developing these landing pages, i.e., guidance or actual UX, design and copywriting? | Guidiance. However, vendor should beable to provide concepts and designs as a way forward. | |||
| 18 | SOW / Sample Task Order | 1 | The SOW references ads will run in Select States (i.e., TX, CA, FL, DC, VA, PA, MD, NC, NY, NJ, GA) to initially selected based on historic performance. Can RECDIV confirm whether this represents the complete list of target states, or if additional states may be included? | Additional states may be included as not all Job series perform the same. | |||
| 19 | SOW / Sample Task Order | 2 | Should Offerors include cost estimates within the Price Proposal for creative development and production services, including video and audio production? | No, not required. | |||
| 20 | SOW / Sample Task Order | 2 | Should Offerors include cost estimates within the Price Proposal for qualitative and quantitative research activities, including surveys? Can RECDIV provide estimated level of effort for qualitative and quantitative research activities? | No, not required. | |||
| 21 | SOW / Sample Task Order | 2 | Does RECDIV have a preferred split for the media investment between direct response recruitment or lead generation and general brand awareness? | The overarching idea is to have a strategy that will yield us the most hires. Active job seekers are agressively pursued. | |||
| 22 | SOW / Sample Task Order | 2 | Regarding the requirement for 'SEOAI': Is RECDIV looking for a strategy specifically focused on Generative Engine Optimization (GEO) to ensure the Brand appears in AI-driven search results, or is this intended to cover traditional Search Engine Optimization (SEO) enhanced by AI tools? | We are looking for both. However, we are looking for execution of a strategy that is focused on GEO as the ecosystem evolves. | |||
| 23 | SOW / Sample Task Order | 2 | Can RECDIV clarify the goal of including GEO paid advertising? Will there be specific events or locations to geofence and drive new applicants or is this intended to target specific states or regions more broadly? | More broadly at first to determine where we will achieve the most in terms of qualified applicants. | |||
| 24 | Combined Synopsis Solicitation / Proposal Format / 4. Page Limits | 2 | Will a Key Personnel Appendix be counted toward the 12-page limit specified for Factor I? | No Key Personnel Appendix is required. | |||
| 25 | PWS Section 1.2.2 Recruiting: Events Requirements: PWS language states that "the contractor shall plan and assist the USSS' designated staff with the execution of nation-wide special recruiting events that attract qualified candidates." | What are the anticipated number of recruiting events annually? | The amount of events will vary based upon recruitemet needs. | ||||
| 26 | PWS Section 1.3.10 Key Personnel: PWS language states "The following personnel are considered key personnel by the Government: [Contract Manager]. The contractor shall provide a contract manager who shall be responsible for the performance of the of the work. The name of this person and an alternate who shall act for the contractor when the manager is absent shall be designated in writing to the CO." | Could the Government please confirm if the "Contract Manager" and Alternate are, in addition to the named key personnel in Section 1.3.10.1? | Yes | ||||
| 27 | PWS Section 1.3.10.1 Key Personnel Qualifications: Project Leader: PWS language states the Qualifications for the Key Personnel role: Project Leader as the following: | ||||||
| Level of Education: minimum 4 year degree, preferably with focus on Project Management (BS or BA) | Regarding the level of education: Would the Government consider acceptable equivalencies of 8 years of experience in lieu of a 4-year degree? | No, the Government shall not consider acceptable equivalencies of 8 years of experience in lieu of a 4-year degree. | |||||
| 28 | PWS Section 1.3.10.1 Key Personnel Qualifications: Project Leader: PWS language states the Qualifications for the Key Personnel role: Project Leader as the following: | ||||||
| • | Year of Experience: 5 years minimum with a focus in the recruitment and advertising/marketing fields. | Regarding years of experience: The years of experience requirement that the candidate has 5 years experience "with a focus in the recruitment and advertising/ marketing fields:" • | Would the Government consider candidates with at least 5 years of experience managing projects with EITHER a focus on recruitment OR advertising/marketing focused on lead generation? | Offerors shall propose personnel with appropriate qualifications, experience, and expertise necessary to successfully perform the requirements of the contract specified in the PWS. | |||
| 29 | Attachment 4: Direct Labor Matrix Price Matrix | Are offerors allowed to add additional LCATS to the spreadsheet to present a complete staffing plan labor rate matrix to the Government? | Yes | ||||
| 30 | Combined Synopsis/Solicitation: Evaluation Methodology and Attachment 3 Past Performance Questionnaire | Given that in some cases previous points of contact have changed and federal staff may no longer be available, would the Government accept formal CPARS ratings in lieu of Past Performance Questionnaire submission? | Yes | ||||
| 31 | Combined Synopsis/Solicitation: Proposal Format, Item 5: Formatting Requirements: The instructions state that Font is to be "Times New Roman, 10-point font or larger." | Would the Government consider allowing for a smaller size font (i.e. 9-point) for tables, charts, graphs, and figures? | No | ||||
| 32 | Factor III Price: Please clarify whether offerors may include QCP tasks within their labor rates as part of ongoing contract management and quality control, rather than proposing a separate fixed-price line item. In our experience, QCP activities are typically embedded within ongoing management labor rather than priced as standalone tasks. | Please refer to the solicitation instruction. | |||||
| 33 | Factor III Price: Please clarify whether offerors may propose post-award conference tasks within their labor rates as part of normal contract management, rather than proposing it as a separate fixed-price line item. | Please refer to the solicitation instruction. | |||||
| 34 | Factor III Price: Please confirm whether offerors are to propose pricing only for the three labor categories included in the Price Template—Project Leader, Market Analyst, and Marketing Coordinator—or whether offerors may also propose additional labor categories necessary to perform the requirements. | Offeror may propose additional labor categories | |||||
| 35 | Sample Task Order: The Sample Task Order states that active job channels are intended “to provide 41,250 or 52% of agency new LEO applicants in the next 12 months...” Please confirm whether 41,250 applicants represent the contractor’s goal for the sample task order. If so, please clarify how the Government will attribute applicants to this task order versus other sources comprising the remaining 48%. | For purposes of the 70,000+ annual applicant objective and related task order targets, the government defines an applicant as an individual who has initiated and submitted an completed applicantion within the official hiring system. This means, an aplicant is beyond a lead or expression of interest (e.g., not simply a click, inquiry, or event registration). An applicant has entered the applicantion process and completed the required submission steps to be recorded in the system. This definition does not require the individual to be fully qualified, advanced to later stages of the hiring process or selected for hire. However, the government places significant emphasis on downstream quality and conversion, and will evaluate performance using additional metrics such as; Qualified applicants, conversion rates across hiring stages and cost per qualified applicant (CPQA). Offerors should design strategies that not only generate applicant volume, but also improve the quality and progression of candidates through the hiring pipeline. | |||||
| 36 | Sample Task Order: For the Sample Task Order pricing, the RFP states that “the sample task order proposed price shall include pricing for all labor, material, and any other direct costs, such as travel and delivery.” Please clarify whether media buys should be included in the sample task order pricing. | Yes, media buys are inc;uded in the sample task order. | |||||
| 37 | Sample Task Order: The Sample Task Order includes active job channels, streaming video, streaming audio, and YouTube pre-roll. In conjunction with PWS Section 1.2.1, please clarify whether the contractor is expected to develop and produce these products, or whether the Government will provide the final products and the contractor’s role is limited to adaptation, placement, tracking, and reporting. | The government will provide the final products. | |||||
| 38 | Sample Task Order: The Sample Task Order includes active job channels, streaming video, streaming audio, and YouTube pre-roll, but does not specify the number of creative assets, ad versions, spots, or placements to be priced for each medium. Please clarify the quantity assumptions offerors should use when pricing each of these media components under the sample task order. | Quantities are included in the Sample Task Order | |||||
| 39 | Sample Task Order: The Sample Task Order provides an impression goal for YouTube pre-roll (25 million impressions) but does not provide comparable impression goals for the other media components, (i.e., active job channels, streaming video, and streaming audio). Please clarify whether the Government intends offerors to assume target impression volumes or other planning assumptions for these media when pricing the sample task order, and if so, please provide the applicable quantities or plug numbers. | Quantities are included in the Sample Task Order | |||||
| 40 | Sample Task Order: For the Sample Task Order pricing, would the Government be willing to provide a plug number for total media spend? | No | |||||
| 41 | Factor III Price: The RFP under Price states that “The Government will evaluate the proposed prices for each asset and labor category under the IDIQ for reasonableness, realism, balance and completeness.” Please clarify what specific “assets,” if any, are to be priced by offerors, in addition to the required labor categories. | Asset is removed from the solicitation. | |||||
| 42 | Factor III Price: Can offerors submit a Price Narrative providing details of our proposed pricing that includes our assumptions, in addition to the required Excel worksheets? | Yes, offerors submit a Price Narrative providing details of our proposed pricing that includes our assumptions, in addition to the required Excel worksheets? | |||||
| 43 | Factor II Past Performance: Please confirm whether there is a minimum or maximum number of past performance references that offerors may submit under Factor II. | There is not a minimum or maximum besides the limit on pages provided. | |||||
| 44 | PWS 1.2.6 Multimedia, references analytics, careers website guidance, and landing pages. Please clarify whether the contractor is expected to develop and optimize landing pages and related forms, or whether the scope is limited to tracking, analytics, and traffic generation support. | Mainly tracking, analytics, and traffic generation support. Landing page concepts and design when asked. | |||||
| 45 | PWS Sections 1.2.1 and 1.2.6 require internet-based advertising, social media outreach, analytics, and website traffic tracking. Please clarify whether the contractor will be expected to manage advertising and analytics platform accounts directly, or whether campaign execution will be conducted through Government-owned accounts and Government-provided access. | USSS has its own accounts on some social media platforms all managed internally. The contractors will amplify as directed. Contractor will be provided access to website analytics on the careers page. The contractor is responsible for advertisment management. | |||||
| 46 | PWS Section 1.2.1 states that “the RECDIV will provide the contractor with approved verbiage and design for all advertisements” and that “the exact verbiage and design provided by the RECDIV must be utilized in all advertisements.” Please clarify whether the contractor is expected to develop creative concepts and products or only adapt Government-provided content for placement. Please also clarify whether the contractor may propose and test alternative executions, including A/B testing of messaging or creative variations, subject to Government approval. | All creatives are provide by USSS. However, vendor should have the ability to produce creatives for various marketing concepts in oder to conceptaulize any ideas they would bring forth. When required the contractor is expected to develop creative concepts. The contractor may propose creative variations as needed. | |||||
| 47 | PWS Section 1.2.4 Training requires the contractor to provide recruiter sales training for 16 or more RECDIV personnel and states that RECDIV personnel shall be certified as trainers when training is complete. Please clarify whether the Government has a required certification standard for this requirement. Please also clarify whether training materials will be Government-furnished or whether the contractor is expected to provide the training curriculum, materials, and certification approach. | The training requirement is intended to focus on platform-bsed recruiter enablement, particulaly within the digital recruiting space, rather than traditional in-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||||
| 48 | PWS Section 1.2.5 Electronic Tracking states that the contractor shall provide technologies and other methods to support branding and messaging, “such as Yello but not limited to Yello,” and describes event management and candidate lifecycle tracking capabilities. Please clarify whether the contractor is expected to provide a platform license, a SaaS solution, implementation support, or some combination thereof. Please also clarify the applicable security requirements, whether any personally identifiable information (PII) will be collected, stored, or processed under this requirement, and any related privacy or system compliance requirements. | The contractor is not expected to provide a platform license, a SaaS solution, implementation support, or some combination thereof. | |||||
| 49 | PWS 1.3.10 Key Personnel requires a "contract manager who shall be responsible for the performance of the work." However, the pricing template (Attachment 4) does not list the contract manager. Could the Government confirm that the contract manager is a direct labor (billable) position? | The contract manager is added to the pricing template. | |||||
| 50 | PWS, 1.3.10.1 Key Personnel Qualifications describes the qualifications for a Project Leader, Market Analyst, and Marketing Coordinator. Do these qualifications pertain to the Contract Manager, who is listed as the only Key Personnel in 1.3.10? Please clarify. | The qualifications outlined for roles such as Project Leader, Market Analyst, and Market Coordinator are intended to describe functional capabilites and staffing expectations for the overall effort. These qualifications do not exclusively apply to the Contract Manager, who is identified as the only designated key personnel role.The Contract Manager is the primary key personnel responsible for overall contract performance, leadership, and coordination. The additional roles represent supporting positionsor functions that offerors may propose as part of their stafing approach. The USSS will evaluate the propasals based on the overall strength of the team, qualifications, and ability to deliver. | |||||
| 51 | PWS 1.3.7.2. Secret Facility Clearance: Could the Government confirm that a Secret Facility Clearance is required? | Due to the scope of work being performed on this contract, section 1.3.72: Secret Facility Clearance access is not applicable | |||||
| 52 | Please confirm whether the Government intends to provide a pricing spreadsheet/template for Offerors to complete in pricing the Sample Task Order, or if Offerors are expected to develop and submit their own pricing workbook/format for the Sample Task Order response. | The Offerors are expected to develop and submit their own pricing workbook/format for the Sample Task Order response. | |||||
| 53 | USSS has specified the Times New Roman font for the proposal content, but can the bidder use Arial for graphics, tables and charts? If so, is there a minimum point size required, or should it just be readable? | No | |||||
| 54 | Since USSS included a Past Performance Questionnaire in the solicitation materials, and questionnaires typically replace narrative past performances, can the USSS clarify that it wants both, since USSS is also asking for a 6-page past performance volume? Or will the completed questionnaires constitute the past performance volume? | Past Performance Questionnaires are optional, a narrative Prior Experience is required. | |||||
| 55 | If the bidder is providing narrative past performances, is there a minimum and maximum number of past performances the bidder should provide (i.e., one 6-page reference, two 3-page references, or three 2-page references)? | There is not a minimum or maximum besides the limit on pages provided. | |||||
| 56 | Does USSS require a proposal narrative of the sample task order in addition to a pricing matrix? If a narrative is required, should it be included in the Pricing Volume or Technical Capabilities? If the latter, would it be included in the 12-page limit or can it be included as an appendix outside of the 12-page limit? Should we price the sample task order on a separate tab in the Direct+Labor+Matrix | A proposal narrative of the sample task order is not required; if one is provided it should be in the Pricing Volume. | |||||
| 57 | Can the sales training be held remotely? | Yes | |||||
| 58 | Are we limited to 3 key personnel as noted in the pre-populated labor category matrix? | No, you may add other labor categories and prices. | |||||
| 59 | Attch 1 NRAC Performance Work Statement | 1.2.1 | Can the Government provide an estimated or not-to-exceed budget range for paid media associated with the sample task order to inform realistic media planning and performance assumptions? | No budget ranges will be provided. | |||
| 60 | Attch 1 NRAC Performance Work Statement | 1.2.1 | Is the government open to shifting message language based on feedback from target audiences? | Yes. With crediable evidence. | |||
| 61 | Attch 1 NRAC Performance Work Statement | 1.2.1 | Can the government priortize recruiting the three different roles from most to least critical? (e.g., special agents, uniformed division offiers, and admin, professional and technical positions) | The government does not maintain a fixed or predetermined weighting across the three target groups Special Agents, Secret Service Police, and Adminstrative, Professional and Technical (APT) positions. Prioritization is dynamic and responsive to current hiring needs, labor market conditions, and pipeline performance. At present, the USSS is operating in a surge hiring environment across Special Agent and Secret Service Police roles. These roles remain the highest priority given mission requirements. | |||
| 62 | Attch 1 NRAC Performance Work Statement | 1.2.2 | Are there priority geographic regions, critical staffing shortages, or underrepresented populations the campaign should focus on for recruitment? | The Government does not prescribe fixed geographic or demographic targeting requirements; however, there are priority considerations based on mission needs and workforce demands. Most notably, recruitment for Secret Service Police presents a unique challenge due to the requirement to be based in the Washington D.C. area, which can impact applicant interest and availability. As such, the government places a heightened emphasis on strategies that directly support D.C. focused recruiting, including: Targeting candidates within the National Capital Region(NCR) and surrounding states. At the same time, recruitment for Special Agent's under the USSS must remain consistent, visible, and top-of-mind nationwide, given ongoing hiring demands and the importance of sustaining a strong applicant pipeline. The government objective is to ensure targeted, mission aligned recruiting efforts that address location specific challenges while sustaining a strong naional presence for law enforcement hiring. | |||
| 63 | Attch 1 NRAC Performance Work Statement | 1.2.4 | For the RECDIV certification, does the government have a RECDIV training curriculum that holds a certification or would the government have the contractor provide a train-the-trainer type course that ends with a certification? | The training requirement is intended to focus on platform-bsed recruiter enablement, particulaly within the digital recruiting space, rather than traditional in-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 64 | Attch 1 NRAC Performance Work Statement | 1.2.5 | Does the government restrict any specific sales tracking or event tracking software? | The Governmant does not restrict the use of specific sales tracking or eventtracking software. However, any propose tools or platforms must: Comply with all applicable federal security, privacy, and governance requirements, integrate effectively with existing Government systems and workflows, and support required reporting, tracking, and performance measurement capabilities. Offerors are encouraged to propose solutions that are scable, secure, and data-driven, and that enhance visibility into recruitment and event performance. | |||
| 65 | Attch 1 NRAC Performance Work Statement | 1.2.6 | Will the government give contractors access to its Google accounts for analytics? | Yes, as needed and as appropriate. Where direct access is not feasible, the USSS may provide data outputs, reports, or dashboards to ensure contractors have sufficient visibility into performance. | |||
| 66 | Attch 1 NRAC Performance Work Statement | 1.3.7 | Due to the changing nature and work of the task orders, will the Government sponsor any clearances during the duration of this contract? | Yes, if the clearance is required and applicable to the stipulations within the PWS | |||
| 67 | Attch 1 NRAC Performance Work Statement | 1.3.7 | Which LCATs and roles does the Government deem necessary for staff to be onsite? | None at government facility. | |||
| 68 | Attch 1 NRAC Performance Work Statement | 1.3.10 | Can the government please confirm that the Contract Manager role is different from the Project Leader? Does the Contract Manager role align with the "expert program manager and facilitator who focuses on customer satisfaction and assures them the highest quality of customer service" referenced in PWS 1.2.1? | Offerors are encouraged to structure their teams in a manner that best supports successful contract execution, including clear leadership, accountability, and delivery of high-quality services. The Government's expectation is that the contractorprovides: Strong program management and oversight, A designated lead responsible for performance, coordination, and communications, and a focus on customer satisfaction and quality of service delivery. Weather these reponsibilities are assigned to a Contract Manager, Project Leader, or combined into a single role is at the discretion of the offeror. The priority is not role titles, but the contractor's ability to effectively manage the effort, ensure quality outcomes, and maintain strong partnership with the Government. | |||
| 69 | Attch 1 NRAC Performance Work Statement | 1.3.10 | For the Contract Manager role, can the government confirm a minimum years experience and degree needed for this role? Would 10 years and a bachelor's suffice? | Offerors shall propose personnel with appropriate qualifications, experience, and expertise necessary to successfully perform the requirements of the contract specified in the PWS. | |||
| 70 | Attch 1 NRAC Performance Work Statement | 1.3.10 | For the Project Leader role, is the Government open to similar degres to Project Management since not many schools in the US offer undergrad degrees in this field? Similar degrees would be business, management, marketing, or communications. Alternatively, would a 4 year degree in advertising and a PMP certification suffice? | Yes, the government is open to related or comparable fields of study for the Project LEader role. Degress in areas such as business, management, marketing, communications, advertising, or other relevant disciplines are considered appropriate. the Government does not require a specific undergraduate degree in project management. Instead, emphasis is placed on individual's relevant experience, leadershp capability, and demonstrated ability to manage complex efforts. A candidate with a four-year degree in advertising combined with a Project Management Professional (PMP) certification would be considered an acceptable combination provided they also demonstrate sufficient experience and capability aligned to the requirements of the role. The Government's priority is ensuring the Project Leader can effectively manage performance, coordinate across stakeholders, and deliver high-quality outcomes, rather than a narrowly defined academic pathway. | |||
| 71 | Attch 1 NRAC Performance Work Statement | 1.13. 12 | Is there a maximum for ODCs across the IDIQ? | No | |||
| 72 | Attch 1 NRAC Performance Work Statement | 18 | Can the government provide the Customer Satisfaction Survey that is issued quarterly? | The USSS may utilize internal feedback mechanisms, including surveys or other tools, to assess performance and stakeholder satification on a periodic basis. Offerors should be prepared to support or align with Government directed feedback and evaluation processes, if required and propose their own approach to measuring customer satification, including survey design, adminstration and analysis. The Government's priority is to ensure continus feedback and improvement. | |||
| 73 | Attch 1 NRAC Performance Work Statement | 1.2.4 | How many training cohorts are expected annually? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditional in-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 74 | Attch 1 NRAC Performance Work Statement | 1.2.4 | What is the typical class size beyond the minimum of 16 participants? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditional in-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 75 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Please specify the expected length of the recruiter sales training (e.g., hours of instruction or number of days). | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 76 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Please clarify the specific trainer certification RECDIV personnel are required to obtain upon completion of the training. | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 77 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Are there established government standards, competencies, or evaluation criteria that the certification must align with? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 78 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Are written exams, practical demonstrations, or other assessment methods required for certification? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 79 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Does the government have an existing recruiter sales training curriculum, or is the contractor responsible for developing all training materials? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 80 | Attch 1 NRAC Performance Work Statement | 1.2.4 | . | ||||
| 81 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Will the government handle student scheduling and coordination, or is this the contractor’s responsibility? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. | |||
| 82 | Attch 1 NRAC Performance Work Statement | 1.2.4 | Is there interest in simulation-based learning environments and/or other modern training approaches? | The training requirement is intended to focus on platform-based recruiter enablement, particulaly within the digital recruiting space, rather than traditionalin-person or classroom style sales training. Training will be primarly support tools such as LinkedIn Recruiter, Indeed Recruiter and other digital recruiting platforms. The government does not prescribe a formal external certification standard for this requirement. Certification refers to ensuring personnel are proficient and capable of training others on the effective use of these platforms (i.e., a train-the-trainer model).The Contractor is expected to provide the training curriculum, materials, and delivery approach, ensure training is practical, platform specific, and aligned to recruiting workflows and to enable personnel to become self-sufficient and capable of cascading knowledge internally. Government furnished materials may be provided where available; however, offerors should plan to develop and deliver comprehensive training content as part of their solution. The government's objective is to ensure recruiters are fully equipped to leverage digital tools effectively, improving sourcing, engagement, and overall recruitment outcomes. |
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