Responses to Questions.pdf

75H71222R00054

HR Staffing Specialist Response to Questions

1) What was the primary driver of the RFP? What underlying concern/issue is the Southwest Region Human Resources Office hoping that the successful consultant will solve? We are hoping to move our Classification requests to the next recruitment level.

2) Other than the QA personnel, what internal team members will be managing the project?

Classification Lead and the Human Resources Director

3) How many total existing classifications are overseen by the SWR HRO? 106 that are being actively worked with 1268 that will be forthcoming.

4) What is the anticipated volume per month of classification requests that the successful contractor will be expected to process? 40 to 84 per month.

5) Does the SWR HRO/IHS have SOP’s in place for assigning pay grades to classifications? Or is development of SOP’s within the scope of the project? We use the Office of Personnel Management’s guidance.

6) Pricing:

a. Can the contract be priced on a per classification basis? We are pricing the work annually

b. Can the contract be priced on a “not to exceed” hours basis? The work is being priced annually

7) Outside of processing the classification requests, does the SWR HRO/IHS anticipate the project scope to include any additional projects/time? No

8) How many HR Specialists does IHS anticipate are needed for this requirement? 2‐3

9) How many position classifications are estimated per week or per month? Currently, three classifiers are completing approximately 15‐20 per week.

10) Are there any actual or expected volumetrics that can be shared with respect to the Scope of Work to be performed by the Offeror, as described in the Statement of Work? Specifically:

a. How many positions will offerors be expected to analyze, evaluate and classify? 5‐7 depending on the complexity per specialist.

b. How many position changes will Offerors need to manage? Approximately 3‐5 per specialist.

c. How many increases and decreases in FTE positions will the Offeror need to document?

None

d. How many positions will need to be documented on the evaluation statement and in the position maintenance system? This varies as SWR has many positions that share the same position description. The Position maintenance system (EHCM) will be able to identify which positions are tied to a specific PD.

e. How much effort should the offeror anticipate to spend on performing other administrative duties? There will be minimum administrative duties.

11) Does the government have a level of effort or number of Classification Specialists to support this effort in mind? 2‐3

12) How many employees total / per each location are supported? SWR has 2,623 filled positions and 1,374 vacant positions that will need classification. Classification will be needed on an ongoing basis as the positions are vacated and or require a desk audit. SWR Classification has a team of three HR Classifiers and an HR Assistant supporting the Region. SWR has 12 Service Units that we provide support.

13) Historically how many positions does SWR HRO open up in the Phoenix Area, on average? In 2022, the Southwest Region posted 259 announcements.

14) Historically how many positions does SWR HRO open up in the Tucson Area, on average? For 2022, HR posted approximately 5

15) On average what is the time between “need identified” to “position classified & posted,” today? 87.4 days, timeframe captured from when the request is entered into the Human Resources Tracking System (HRX) and ending when the job announcement has been advertised in USA Staffing.

16) Is there an example that can be provided regarding what a “especially complex case/assignment” might look like? An example is attached “P871T OEHE Sanitarian (Emergency Mgr) GS‐0688‐12 (08.11.2022).docx

17) How does the SWR HRO interact today with the existing programs, to do proper resource planning for both immediate & long‐range needs? HRO works with the Area and Service Unit leadership to monitor trends based on current and anticipated vacancies.

18) Can you define specific criteria/requirements needed for a GS‐12 Human Resource Specialist (Classification)? (We have reviewed the position at this link and in the SOW, is there anything more specific that can be provided like amount of schooling or years of experience?). Serve as a subject matter expert for classification of position descriptions and provide position management assessments in a changing and sometimes complex environment; serve as an SME resource to top management in classification and position management matters; propose solutions to resolve controversial, complex, and very difficult classification problems in a timely matter; provide a comprehensive range of complex services requiring intense research and analysis with the ability to effectively communicate with internal and external stakeholders related to classification tasks and work; Independently review and classify position descriptions, writing reports of findings, perform analysis for existing positions and validate or update position descriptions; prepare position evaluations as required for internal and external requests; provide expert consults and guidance related to Classification related inquiries.

19) Have you identified your targeted TCV (Total Contract Value) for this effort? Contract magnitude is between $100,000 and $250,000.00