72066823R00005 -USPSC_TCN Sn HR and Travel Specialist.pdf

Embassy of the United States in South Sudan Kololo Road, adjacent to the European Union's compound

Juba, South Sudan Telephone: +211.912.105.107

Website: https://www.usaid.gov/south-sudan

Solicitation Number: 72066823R00005 Issuance Date: November 10, 2022 Closing Date and Time: November 24, 2022, at 1700

Juba time

SUBJECT: Solicitation # 72066823R00005 for U.S. Personal Service Contractor

(USPSC)/Third Country National Personal Service Contractor (TCNPSC) Senior Human Resource and Travel Specialist.

Dear Prospective Offerors:

The United States Government, represented by the U.S. Agency for International Development (USAID) seeks offers from qualified persons to provide personal services under the Contract described in this solicitation.

Offers must be in accordance with Attachment 1 of this solicitation. Incomplete or unsigned offers will not be considered. Offerors should retain copies of all offer materials for their records.

This solicitation in no way obligates USAID to award a PSC contract, nor does it commit USAID to pay any cost incurred in preparing and submitting the offer.

Any questions must be directed in writing to the Point of Contact specified in Attachment 1.

Sincerely, Kevin Sampson Supervisory Contracting Officer USAID South Sudan

USPSC/TCNPSC Solicitation # 72066823R00005

Senior Human Resource and Travel Specialist

ATTACHMENT 1

I. GENERAL INFORMATION

1. SOLICITATION NO.: 72066823R00005

2. ISSUANCE DATE: November 10, 2022

3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: November 24, 2022, at 1700 Juba time

4. POINT OF CONTACT: Kevin Sampson at ksampson@usaid.gov and Warran

Bully at wabully@usaid.gov

5. POSITION TITLE: Senior Human Resource and Travel Specialist.

6. MARKET VALUE: $81,216- $ 105,579, equivalent to GS-13. Final compensation will be negotiated within the listed market value.

7. PLACE OF PERFORMANCE: Juba, South Sudan, with possible travel as stated in the Statement of Duties.

Overseas UPSCs and TCNPSCs not subject to the local compensation plan may be authorized to telework or remote work only from a location within the country of performance, in accordance with Mission Policy. In addition, telework or remote work from outside the country of performance may only be authorized in certain situations in accordance with the terms and conditions of the Contract.

8. PERIOD OF PERFORMANCE: The base period will be 11 months, estimated to start on January 2023 and end in December 2023.

Base Period: January 2023– December 2023

9. ELIGIBLE OFFERORS: Open to U.S. citizens (including lawful permanent U.S.

residents) or Third Country Nationals.

Hiring Preference:

In order of preference, U.S. Citizens (including lawful permanent U.S. residents) offers will be evaluated first and only when it is determined that there are no qualified U.S. Citizens (including lawful permanent U.S. residents) that offers from Third Country Nationals (TCN) will be considered. References ADS 309.3.1.4 and 309.3.1.10.

10. SECURITY LEVEL REQUIRED: Facility Access mailto:ksampson@usaid.gov mailto:wabully@usaid.gov

11. STATEMENT OF DUTIES:

(1) General Statement of the purpose of the Contract.

The Senior Human Resources/Travel Specialist (Sr. HR/TS) reports to the Supervisory Executive Officer (S/EXO). In addition to backstopping other human resources (H.R.)

and travel staff, the Senior Human Resources/Travel Specialist is directly responsible for recruiting, advising, and training new Foreign Service National (FSN) personnel to take over all aspects of Human Resources management, including USDH, FSN, TCNPSC, and USPSC personnel management, including travel management. As Sr. HR/TS, the incumbent is also responsible for the International Cooperative Administrative Service System (ICASS) management regarding workload counts, customer service surveys, interagency relations, and management, staff training related to the administration of ICASS, visas, letters of invitations, etc. As such, the incumbent is an important member of the Mission and Post management team. The Sr. HR/TS’ work, management skills, and interpersonal relationships will significantly affect the Executive Office performance in Juba, South Sudan, and its support to USAID/South Sudan development objectives.

The Sr. HR/TS is expected to initiate, plan, manage, and complete many assignments in HR. and Travel, including facilitation to another travel agent/provider/TMC.

(2) Statement of Duties to be performed.

(a) Senior Human Resources/Travel Specialist (Sr. HR/TS) responsibilities:

The Sr. HR/TS participates in planning, directing, and administering human resources and travel within the Mission. The work is accomplished by developing, interpreting, and assuring the implementation of human resource policies, regulations, and procedures in the Executive Office and assuring compliance with Government of South Sudan (GoSS) statutory and/or regulatory requirements under the Local Compensation Plan affecting all human resource services to the Mission and the USG and its employees. In addition, the Sr. HR/TS establishes effective working relationships with all relevant counterparts, including USAID/Washington and other USG organizations operating at the U.S. Mission.

Sr. HR/TS participates in developing Mission human resources and travel policies on staff planning, recruitment, performance evaluation, and travel. The Sr. HR/TS may serve as an alternate Contracting Officers Representative, develop appropriate internal Mission management systems and policies, including Mission Orders and other H.R. and travel implementing plans and agreements, and plan and direct continuous evaluation of the organization, staffing, and services of the Mission to ensure maximum utilization of material and human resources. In addition, the Sr.

HR/TS participates in ongoing analyses of Mission H.R. management requirements and in developing administrative and technical support budgets.

(b) Human Resources (H.R.) Manager Responsibilities:

In addition to the Sr. HR/TS responsibilities outlined above, the Sr. HR/TS plans and implements personnel management programs for USDH, USPSC, TCN, and CCN (FSN) employees; and advises on human resources development, employee relations, and employee benefits. The Sr. HR/TS participates with U.S. Embassy and other U.S.

agencies/departments in joint personnel policies and operations. Responsible for ensuring that staff are developed and trained with regard to policies and procedures governing human resources and travel. The Sr. HR/TS is specifically accountable for the management of the Mission employment/training program under the direction of the Human Resources Specialist for USDH, USPSC, TCNPSC, and CCN/FSNPSCs, both long and short-term, local-hire and off-shore, and OE-funded, program-funded, Working Capital funded and mixed, in a manner that will include knowledge transfer to new FSN staff. The Sr. HR/TS is responsible for the preparation of NSDD-38 approvals for all USDH/TCN/USPSC positions. The Sr. HR/TS is responsible for assisting the H.R. team in managing the recruitment process for new and newly vacated positions, including obtaining needed Mission and USAID/Washington clearances, verifying positions to be recruited, obtaining Scopes of Work and/or Position Descriptions and other required documents to initiate the employment process, and drafting solicitations and position announcements. The Sr. HR/TS and the H.R. staff fully participate in and coordinate the selection process and oversee the interviewing, testing, and selection of applicants. In consultation with the S/EXO (or for EXO expatriate recruitments, the Contracting Officers in OAA), the Sr. HR/TS conducts negotiations and prepares or oversees the preparation of contracts and contract modifications for USPSC, TCNPSC, and CCNPSC employees, as required, and provides oversight to assure required security and medical clearances, contracts, contract modifications, and personnel actions, including promotions, reassignments, and terminations, are in place. The incumbent is responsible for working with the Deputy Mission Director and managing the Mission’s training plan for all employees.

The Sr. HR/TS is relied upon to interpret human resources and personal services contracting regulations and to assure employees are informed of all matters affecting employment and employee placement, PSC contracting, performance evaluation, leave and retirement policies, health benefits, and insurance allowances. The Sr.

HR/TS oversees the preparation of various Mission and USAID HR reports, as required or requested, and oversees the upkeep and maintenance of all H.R. records, including the transition and upkeep in ASIST. In addition, the Sr. HR/TS prepares or supervises the preparation of correspondence, memoranda, and reports concerning recruitment, selection, and contracting.

(c) Travel Responsibilities:

The Sr. HR/TS is responsible for assisting and advising the travel management function for USAID/Juba, including the relationship with the travel provider. The Sr.

HR/TS helps to oversee the Travel Unit, particularly the coordination of arrivals and departures of off-shore Mission staff, assures proper travel processing and clearances, travel to/from the post, and assistance with visas, new passports, and letters of invitation. S/he needs to be thoroughly familiar with U.S. Government regulations on travel and transportation. S/he develops processes and procedures to deal with Mission travel needs most effectively and efficiently. Interprets Federal Travel Regulations, Mission travel policies, and other travel regulations; ensures employees are well informed on all matters related to post-funded travel; provides guidance to the traveler and mission management on travel rules and regulations. A critical component is the oversight of the transfer of the travel contract from one travel agency to another during this period.

(d) Training Responsibilities:

The Sr. HR/TS is responsible for knowledge transfer to host-country national staff in all assigned human resource and travel functions, including travel rules and regulations and a transfer to a new travel provider. This is a crucial aspect of the position.

(3) Position Elements:

(a) Supervisory Relation:

The incumbent is expected to demonstrate a high level of independence, professionalism, judgment, and responsibility to assist in helping to manage the activities of the Human Resource unit in the absence of the Human Resources Specialist (HRS). S/he works under the general administrative supervision of the S/EXO and/or D/EXO and/or HRS in the absence of the S/EXO. S/he will assist in managing the H.R. and Travel team. In conjunction with or in the absence of the H.R.

Specialist, s/he prepares and distributes daily work assignments, provides guidance as needed, monitors the progress of work assigned, establishes work objectives and performance measures for supervised employees, provides feedback throughout the rating period, prepares annual performance evaluation reports, approves leave requests, and recommends disciplinary action as appropriate. The Sr. HR/TS makes assignments in terms of broadly defined missions or functions and generally provides administrative and policy direction

(b) Supervisory Controls:

As an experienced professional, the incumbent has relatively complete responsibility and authority to plan, design, schedule, and carry out significant travel and related administrative activities or other work – independently but in coordination with the H.R. Specialist and Travel teams.

(c) Guidelines:

The guidelines are broadly stated or nonspecific policy statements, statutes, court decisions, etc., that require extensive interpretation. The applicant uses judgment and discretion in determining the intent of, and in interpreting and revising, existing policy and regulatory guidance for use by others within or outside USAID. S/he interprets Federal Travel Regulations, Mission travel policies, and other travel regulations; ensures employees are well informed on all matters related to post-funded travel; provides guidance to the traveler and mission management on travel rules and regulations. A critical component is the oversight of the transfer of the travel contract from one travel agency to another during this period.

(d) Complexity:

The position requires a considerate array of USG and Agency regulations and comprehension of host-country regulations and practices as they affect USAID/South Sudan operations. Additionally, the position involves planning and developing plans to maintain a range of interpersonal relationships essential to accomplishing the job. The incumbent will participate in the Executive Office Team in planning to meet Mission and Post needs.

(e) Scope and Effect:

In consultation with the S/EXO (or for EXO expatriate recruitments, the Contracting Officers in OAA), the Sr. HR/TS conducts negotiations and prepares or oversees the preparation of contracts and contract modifications for USPSC, TCNPSC, and CCNPSC employees, as required, and provides oversight to assure required security and medical clearances, contracts, contract modifications, and personnel actions, including promotions, reassignments, and terminations, are in place. The incumbent is responsible for working with the Deputy Mission Director and managing the Mission’s training plan for all employees.

(f) Personal Contacts:

The Sr. HR/TS is responsible for assisting and advising the travel management function for USAID/Juba, including the relationship with the travel provider, overseeing the Travel Unit, particularly the coordination of arrivals and departures of off-shore Mission staff, ensuring proper travel processing and clearances, travel to/from post, assistance with visas, new passports, and letters of invitation. S/he needs to be thoroughly familiar with U.S. Government regulations on travel and transportation. Additionally, S/he develops processes and procedures to deal with Mission travel needs most effectively and efficiently.

(g) Purpose of Contacts:

The purpose of the contacts is to plan, coordinate, or advise on work efforts or resolve operating problems by influencing or motivating individuals or groups working toward mutual goals and who have cooperative attitudes. The purpose of these contacts is to plan, coordinate or advise work efforts with different personnel and ensure proper accomplishment of the daily administrative work in the H.R. sections. The Contractor will develop and maintain professional and productive relationships with each staff in the Executive office.

"If a third country national (TCN) is selected for an award, during the period of this Contract, the TCN personal services contractor must provide training to a cooperating country national (CCN) designated by USAID. The PSC Supervisor will establish a training plan with benchmarks to measure the TCNPSC's progress toward achieving this training deliverable."

12. PHYSICAL DEMANDS:

The work requested does not pose undue physical demands.

[END SECTION I]

II. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION

To be considered for the position, a candidate must have the following minimum qualifications.

1. Education:

Minimum of University degree or host country equivalent in Personnel Administration, Human Resource Management or Public/Business Administration, Law or other related to Administrative Management field is required

2. Work Experience:

Minimum of ten years of progressive experience in Administrative Management, out of which at least 6-8 years should have been in a Senior position in the Human Resource Management area supervising staff. In addition, S/he is expected to have at least 3-5 years of overseas experience with a U.S. Government agency working in countries in conflict or post-conflict situations wherein establishing human resource systems and training local nationals have been the primary duties and responsibilities.

3. Language Proficiency:

Level IV English [Fluent] is required.

4. Skills, Knowledge, and Abilities:

Work requires mastery of management principles, concepts, practices, methods, and techniques of business management and human resources management sufficient to apply new developments and theories to significant problems that may not be susceptible to treatment by previously accepted methods. Knowledge of H.R. practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. A solid understanding of business and human resources practices (with a focus on achieving results in an overseas and post-conflict environment) based on experience is desirable. Expert knowledge of USG, international, and host-government laws and regulations, documentation, and reporting requirements is sufficient to make decisions or recommendations that significantly impact important aspects of conducting U.S. Government activities and programs in Southern Sudan.

Thorough Knowledge of Microsoft Office applications, WEBPASS, and Employee Information Management Systems is required. Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals. Ability to work with clients and customers, including the general public, individuals in the agency, other agencies, or organizations outside the U.S. Government to assess their needs and provide information or assistance when required. The ability to resolve problems determines the accuracy and relevance of information, use sound judgment to generate and evaluate alternatives and make recommendations. Excellent interpersonal skills showing understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others;

develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

[END SECTION II]

III. EVALUATION AND SELECTION FACTORS

The Government may award a contract without discussions with offerors in accordance with FAR 52.215-1. The CO reserves the right at any point in the evaluation process to establish a competitive range of offerors with whom negotiations will be conducted pursuant to FAR 15.306(c). In accordance with FAR 52.215-1, if the C.O. determines that the number of offers that would otherwise be in the competitive range exceeds the number at which an efficient competition can be conducted, the C.O. may limit the number of offerors in the competitive range to the greatest number that will permit an efficient competition among the most highly rated offers. The FAR provisions referenced above are available at https://www.acquisition.gov/browse/index/far.

The technical evaluation committee may conduct reference checks, including a reference from individuals who have been specially identified by the Offeror, and may do so before or after a candidate is interviewed.

"USAID policy specifies that U.S. citizens or resident aliens (USNs) are preferred over third-country nationals (TCNs). Therefore, USN and TCN offers will not be evaluated together. USAID will evaluate USN offers first, and if the C.O. determines that there are no qualified USNs, only then will USAID evaluate TCN offers."

EVALUATION FACTORS

Applicants who meet the minimum Education and Prior Work Experience requirements and basic eligibility requirements will be further evaluated based on the scoring of the Evaluation http://www.acquisition.gov/browse/index/far

Factors listed below. Then, the highest-ranking applicants may be selected for an interview.

(a) FACTOR ONE: (50%) applicants must submit a summary statement of no more than two pages, which describes how their relevant professional experience and education have prepared them to meet the specific challenges of the duties and responsibilities described above. The Contracting Officer will establish a competitive range, and only shortlisted candidates will be contacted for an interview. Applications that do not meet the required minimum qualifications will not be scored.

(b) FACTOR TWO: Language Proficiency (5%); Level 4 English language proficiency is required. Incumbents must have excellent oral and written English communication skills and the ability to write Mission Notices and policies and make recommendations in clear written and oral formats.

(c) FACTOR THREE: Knowledge: (15%); Expert knowledge of USG travel policies, ADS, international, and host-government laws and regulations, documentation, and reporting requirements sufficient to make decisions or recommendations significantly impacting important aspects of conducting U.S. Government activities and programs in Southern Sudan. Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals. Ability to work with clients and customers, including the general public, individuals in the agency, other agencies, or organizations outside the U.S. Government to assess their needs and provide information or assistance when required. The ability to resolve problems determines the accuracy and relevance of information, use sound judgment to generate and evaluate alternatives and make recommendations. Excellent interpersonal skills showing understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

(d) SKILLS AND ABILITIES; (30%): Work requires mastery of Travel policies in

CPC country and some experiences in human resources management sufficient to apply new developments and to major problems that may not be susceptible to treatment by previously accepted methods. Knowledge of H.R. practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. A solid understanding of E2, TAS, and arrangement of all types of travels for USDH, TCNPSC, FSNSPSC, etc. with a focus on achieving results in an overseas and post-conflict environment based upon previous experiences.

(e) INTERVIEW PERFORMANCE: 100 points.

SELECTION PROCESS

1. After the closing date for the receipt of applications, applications will initially be screened for conformity with minimum requirements, and a short list of applicants will be developed.

2. Following this initial review and shortlisting, a Technical Evaluation Committee (TEC) will convene to review applications that meet the minimum requirements and evaluate them per the evaluation factors. Applications from candidates who do not meet the minimum requirements will not be scored. As part of the selection process, finalist candidates will be interviewed. Those applications from qualified applicants meeting the required minimum qualifications will be assessed based on the evaluation factors. Only shortlisted applicants will be contacted. No response will be sent to unsuccessful applicants.

3. USAID reserves the right to interview only the highest-ranked applicants in person or by phone OR not to interview any candidate.

4. Reference checks will be made only for applicants considered finalists. The applicant's references must be able to provide substantive information about his/her past performance and abilities. If an applicant does not wish USAID to contact a current employer for a reference check, this should be stated in the applicant's cover letter;

USAID will delay such reference checks pending the applicant's concurrence.

[END SECTION III]

IV. SUBMITTING AN OFFER

For your application to be considered, the following documents must be submitted:

1. Eligible offerors are required to complete and submit the offer form AID 309-2, "Offeror

Information for Personal Services Contracts with Individuals," available at https://www.usaid.gov/forms.

2. Offerors must also submit the following documents:

(i) Updated resume/CV

(ii) Cover letter of no more than two pages addressing the Offeror's technical knowledge, skills and abilities, and relevant experience.

https://www.usaid.gov/forms

3. Offers must be received by the closing date and time specified in Section I, item 3, and submitted to the Point of Contact in Section I.

4. Offeror submissions must reference the Solicitation number on all Offeror submitted documents.

5. Offers must provide a minimum of three (3), and a maximum of five (5) references within the last five years from the Offeror's professional life, individuals who are not family members or relatives. Three (3) references must be from direct supervisors who can provide information regarding the applicant's work knowledge and professional experience. Applicants must provide all references' e-mail addresses and/or working telephone numbers.

6. Ensuring Adequate COVID-19 Safety Protocols for Federal Contractors - The Offeror will be required to show proof that the Offeror is fully vaccinated against COVID-19 on or before the first date of onboarding or submit an approved reasonable accommodation to the CO. If the Contractor does not meet this requirement the Contract may be terminated. *

* See Notice Regarding Any Court Order Affecting the Implementation of EO 14042 in Section VIII below.

[END SECTION IV]

V. LIST OF REQUIRED FORMS PRIOR TO AWARD

The CO will provide instructions about how to complete and submit the following forms after an offeror is selected for the contract award:

1. Medical History and Examination Form (Department of State Form)

2. Questionnaire for Sensitive Position for National Security (SF-86), or

3. Questionnaire for non-Sensitive Positions for National Security (SF-85)

4. Fingerprint Card (FD-258)

a. OF-306

[END SECTION V]

VI. BENEFITS AND ALLOWANCES

As a matter of policy and as appropriate, a USPSC is normally authorized the following benefits and allowances:

1. BENEFITS: (If applicable):

(a) Employer's FICA Contribution

(b) Contribution toward Health & Life Insurance

(c) Pay Comparability Adjustment

(d) Annual Increase (pending a satisfactory performance evaluation)

(e) Eligibility for Worker's Compensation

(f) Annual and Sick Leave

2. ALLOWANCES:

Section numbers refer to rules from the Department of State Standardized Regulations (Government Civilians Foreign Areas), available at:

https://aoprals.state.gov/content.asp?content_id=282&menu_id=101

(a) Post-Allowance (Section 220)

(b) Separate Maintenance Allowance (Section 260)

(c) Education Allowance (Section 270)

(d) Education Travel (Section 280)

(e) Post Differential (Chapter 500)

(f) Payments during Evacuation/Authorized Departure (Section 600)

(g) Danger Pay (Section 650)

[END SECTION VI]

VII. TAXES

USPSCs are required to pay Federal income taxes, FICA, Medicare, and applicable State Income taxes. TCNPSCs are required to pay income taxes of his/her country of origin.

[END SECTION VII]

VIII. USAID REGULATIONS, POLICIES, AND CONTRACT CLAUSES

PERTAINING TO PSCs USAID regulations and policies governing USPSC awards are available at these sources:

1. USAID Acquisition Regulation (AIDAR), Appendix D, "Direct USAID Contracts with a U.S. Citizen or a U.S. Resident Alien for Personal Services Abroad," including contract clause "General Provisions," available at:

https://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf.

And Appendix J, "Direct USAID Contracts With a Cooperating Country National and with a Third Country National for Personal Services Abroad," including contract clause "General Provisions," available at https://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf http://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf https://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf

2. PART 52—SOLICITATION PROVISIONS AND CONTRACT CLAUSES

Subpart 52.2—Text of Provisions and Clauses 52.223-99 Ensuring Adequate COVID-19 Safety Protocols for Federal Contractors, Alternate 70.

ENSURING ADEQUATE COVID-19 SAFETY PROTOCOLS FOR FEDERAL

CONTRACTORS (OCT 2021)-Alternate 70 (OCT 2021) (M/OAA-DEV-FAR22- 01c)

(a) Definition. As used in this clause –

United States or its outlying areas means—

(1) The fifty States;

(2) The District of Columbia;

(3) The commonwealths of Puerto Rico and the Northern Mariana Islands;

(4) The territories of American Samoa, Guam, and the United States Virgin Islands;

and

(5) The minor outlying islands of Baker Island, Howland Island, Jarvis Island, Johnston Atoll, Kingman Reef, Midway Islands, Navassa Island, Palmyra Atoll, and Wake Atoll.

(b) Authority. This clause implements Executive Order 14042, Ensuring Adequate COVID Safety Protocols for Federal Contractors, dated September 9, 2021 (published in the Federal Register on September 14, 2021, 86 FR 50985).

(c) Personal Services Contracts with individuals. As a matter of policy, the Contractor must comply with the USAID's guidance applicable to direct-hire federal employees.

(END OF CLAUSE)

Notice Regarding Any Court Order Affecting the Implementation of EO 14042

USAID will take no action to enforce the clause (FAR 52.223-99) implementing the requirements of Executive Order 14042, absent further written notice from USAID, where the place of performance identified in the Contract is in a U.S. state or outlying area subject to a court order prohibiting the application of requirements pursuant to the Executive Order (hereinafter, "Excluded State or Outlying Area"). In all other circumstances, USAID will enforce the clause, except for contractor employees who perform substantial work on or in connection with a covered contract in an Excluded State or Outlying Area, or in a covered contractor workplace located in an Excluded State or Outlying Area. A current list of such Excluded States and Outlying Areas is maintained at https://www.saferfederalworkforce.gov/contractors/.

3. Contract Cover Page form AID 309-1 is available at https://www.usaid.gov/forms.

Pricing by line item is to be determined upon contract award as described below:

ITEM

NO (A)

SUPPLIES/SERVICES

(DESCRIPTION) (B)

QUANTIT

Y

(C)

UNI

T (D)

UNIT

PRICE (E)

AMOUNT

(F)

0001 Base Period - Compensation, Fringe Benefits

1 LOT $ _TBD $_TBD at and Other Direct Costs (ODCs) Award after

- Award Type: Cost negotiations

- Product Service Code: [e.g., R497] with

- Accounting Info: [insert one or more citation(s) Contractor_

4. Acquisition and Assistance Policy Directives/Contract Information Bulletins (AAPDs/CIBs) for Personal Services Contracts with Individuals are available at http://www.usaid.gov/work-usaid/aapds-cibs.

5. Ethical Conduct. By the acceptance of a USAID personal services contract as an individual, the Contractor will be acknowledging receipt of the "Standards of Ethical Conduct for Employees of the Executive Branch," available from the U.S. Office of Government Ethics, in accordance with General Provision 2 and 5 CFR 2635. See https://www.oge.gov/web/oge.nsf/OGE%20Regulations .

6. PSC Ombudsman

The PSC Ombudsman serves as a resource for any Personal Services Contractor who has entered into a contract with the United States Agency for International Development and is available to provide clarity on their specific Contract with the agency. Please visit our page for additional information: https://www.usaid.gov/work-usaid/personal-service-contracts-ombudsman

The PSC Ombudsman may be contacted via: PSCOmbudsman@usaid.gov.

[END SECTION VIII]

[END OF SOLICITATION]

http://www.usaid.gov/forms http://www.usaid.gov/work-usaid/aapds-cibs http://www.oge.gov/web/oge.nsf/OGE%20Regulations mailto:PSCOmbudsman@usaid.gov