Attahcment 1 Q and A.pdf

75N992-24-Q-00001 Amendment 0001

Attachment 1

RFQ Q&A

The purpose of the RFQ’s question period is to enable potential vendors to seek clarification on the requirements outlined in the PWS, aiding in the development of comprehensive quotations. However, it is important to note that the Q&A period does not replace the need for thorough examination of the solicitation, PWS, and all accompanying attachments and exhibits.

Upon reviewing the questions and response provided below, the government directs respondents back to the solicitation where detailed information is available. Where necessary, additional language or clarification has been incorporated into the solicitation to address identified needs for clarity via Amendment 0001.

While the Government seeks commercial solutions form industry that fully meet the requirement, it also recognizes the value of industry expertise in developing best practices when specific details are lacking in the PWS. Therefore, while detailed information facilitates more comprehensive solutions, the Government remains open to leveraging industry expertise to enhance the overall quality of the submission.

Note: Please be advised that vendor questions have been directly incorporated into this document without any editing from the Government, except for the removal of vendor names to maintain anonymity. All Government responses are presented in blue font for clarity and differentiation.

1. Does ADVANCED RESEARCH PROJECTS AGENCY FOR HEALTH (ARPA-H) have an estimated budget for the annual spend or for the entire contract term, including option years?

ARPA-H Response: The Government has an independent estimate; however, it will not be disclosed to industry.

2. Is there a subcontractor utilization requirement or limitation on the percentage of the work that can be allotted to a subcontractor?

ARPA-H Response: Yes, please reference AMD 0001 Conformed RFQ Section 5 FAR 52.219- 14 Limitations on Subcontracting. The Prime vendor will be required to performance at least 51% of the overall requirement.

3. Could you kindly confirm if there is a current or recent incumbent for this position? If so, can you share the value of the current or previous contract award?

ARPA-H Response: This requirement is a first time buy by ARPA-H. There is no incumbent contractor.

4. Would it be possible for you to provide any recent training agendas?

ARPA-H Response: Please reference the PWS and RFQ Exhibit I for details regarding training requirements.

Attachment 1

5. Where is the performance location for the face-to-face sessions?

ARPA-H Response: ARPA-H has three Hub locations within the US: Boston, Massachusetts;

Dallas, Texas; and Washington, D.C. The majority of staff operate out of the D.C. location, with a significant remote workforce spanning all time zones in the United States. For in-person training, the preferred location is the D.C. Hub, though this may vary based on space availability.

The Government has allocated an Other Direct Cost CLIN for Travel once site locations are identified. Per the CLIN descriptions RFQ section 1.13, all other costs should be included in the fixed price for each course or program. Potential offers are encouraged to refer to Exhibit 1 Proposed Customized Training Framework Guide and the PWS for details and suggested training components, target audience, delivery methods, training schedule, and assessment and feedback.

Ultimately, the Government expects the vendor to propose a comprehensive solution based on the requirements outlined in the PWS, their subject matter expertise, and experience working with recent and relevant customers.

6. Are you looking for a specific time frame for the sessions to occur i.e. 9:00 a.m.- 4:00 p.m., etc.?

ARPA-H Response: Please refer to the PWS for comprehensive details regarding the Customized Training Framework and Hours of Operation. Additionally, consult PWS Exhibit 1 Training Framework for recommendations on the scope and parameters of any proposed training curricula. For specifics on the contents of the Training and Development Plan, please see PWS Section 2.3.3.2.

7. It appears that the vendor pricing sheet is protected, preventing the addition of costs.

ARPA-H Response: Yes, as per note 1 of Attachment 2 Contractor Pricing Sheet, all fields outside of Column H are locked and shall not be modified. For a comprehensive understanding of the attachment and CLIN structure, please review all notes provided in Attachment 2 Contractor Pricing Sheet.

8. We understand that the HHS-NIH Advanced Research Projects Agency for Health (ARPA-H) has a strategic goal of supporting transformative research and plans to recruit/hire "exceptional and uniquely skilled professionals" and support staff. Can you please provide us with an estimated number of current staff and anticipated new hires for FY24, FY25 and FY26?

ARPA-H Response: For planning purposes, the estimated quantities included in Attachment 2 Contractor Pricing Sheet CLIN 1002, Task 2 Customized Training, CLIN 1003 Leadership Coaching, and CLIN 1004 Task 5 Outplacement Services represent the expected number of employees the government anticipates for these services in each year of performance. Vendors should utilize these estimates when developing any proposed Training Plan.

9. Your solicitation indicated that some work may be performed on-site. Can you provide us with a list of geographic locations (i.e. City, State) where you anticipate that some training, coaching and onboarding services may be performed?

ARPA-H Response: Please reference the response to question number 5.

10. Task orders #1002 and #1003, on your Solicitation #75N992-24-Q-00001, each list a quantity of

40, respectively. Do you anticipate a maximum number of 40 Customized Training and 40 Leadership Coaching sessions (including individual coaching) each year?

Attachment 1 ARPA-H Response: Please reference Amendment 0001 and the updated Attachment 2 Contractor Pricing Sheet AMD 0001 for the following clarifications:

• CLIN 1001 (and all associated option year CLINs), Combined Task 1, Task 2, and Task 6 estimated quantity of 12 equals a full year of services.

• CLIN 1002 (and all associated option year CLINs), Task 3 Customized Training estimated quantity equals the total number of anticipated employees who will participate.

• CLIN 1003 (and all associated option year CLINs), Task 4 Leadership Coaching estimated quantity 480 equals a total of 40 anticipated employees billed on a monthly basis for 1 year (40x12 = 480).

• CLIN 1004 (and all associated option year CLINs), Task 5 Outplacement Services estimated quantity of 8 equals the anticipated number of employees who may need these services.

• CLIN 1005 (and all associated option year CLINs), Other Direct Cost ODC (Travel) estimated quantity of 20,000 equals the Not-to-Exceed dollar amount of $20,000 allocated for travel each year.

11. What is the expected length of each class?

ARPA-H Response: Please reference the response to question number 6.

12. How many students are expected per class?

ARPA-H Response: Please reference the response to question number 10.

13. What are the specific content/learning objectives for each task? Will ARPA-H provide the content or are we expected to develop the content?

14. Who is the incumbent?

ARPA-H Response: Please reference the response to question number 3.

15. Please share the incumbent’s contract/details to include amount.

16. Please clarify if travel is T&M (as stated) or cost reimbursable.

ARPA-H Response: Travel is a not to exceed T&M CLIN. Please reference PWS section 2.16.2 and Attachment 2 Contractor pricing Sheet AMD 0001 note 5 for more details. FAR 16.3 prohibits the use of Cost-Reimbursement Contracts for commercial items.

17. For Tasks 1, 2, and 6:

a. How many employees are onboarded in a typical month?

b. How many employees are in the “ongoing” population?

ARPA-H Response: The estimated number of onboarding employees is 30 per year. The current number of employees will only be shared with the awarded vendor for operational security purposes.

18. For Task 3: What is meant by the quantity and unit of “40 EA?” For instance, does it mean four offerings for each of ten workshops or something different?

ARPA-H Response: Please reference Amendment 0001 and the response to question number 10.

19. For Task 4: What is meant by the quantity and unit of “40 EA?” For instance, does it mean coaching for 40 persons per month?

20. For Task 5: What is meant by the quantity and unit of “8 EA?” For instance, does it mean outplacement services for 8 persons per month?

21. How many total individuals would be included in the coaching/training? How many individuals would be included in the coaching/training per year?

22. Is there an incumbent provider for these services, and if so, what gaps or improvements have been identified?

23. Can you provide clarity on the budget allocated for this project to help us tailor our proposal more effectively?

ARPA-H Response: Please reference the response to question number 1.

24. Are there specific ARPA-H locations where the services will be primarily required, or can the work be fully remote?

ARPA-H Response: Please reference the response to question number 5.

25. For employee onboarding and career assessments, how many employees are anticipated to require these services annually?

ARPA-H Response: Please reference the response to question number 17 for estimated onboarding personnel. Regarding career assessment 18 are estimated in the first year and 10 in each of the following option years.

26. Can you provide specific examples of the technical and professional skills that are a priority for the customized training programs?

27. Please provide more details about the term appointments for Mission Office PMs.

ARPA-H Response: Please reference section 2.1.1 of the PWS.

28. What is the typical duration of these appointments, and how does this impact the scope and duration of the support provided by the Contractor?

ARPA-H Response: Please reference section 2.1.1 of the PWS for the duration of PM appointments. The contractor will be expected to provide services under CLIN 1001 and all corresponding option year CLINs for a full 12 months. As PMs reach their terms the government expects to onboard new PMs to start new programs and, in some case, assume responsibility of ongoing work.

29. Regarding outplacement services, are there anticipated changes in workforce size or structure that we should consider in our planning?

ARPA-H Response: The Government estimates a max quantity 8 employees that may need these services in any given year of performance.

30. Could you specify the leadership levels within ARPA-H that will be the primary focus of the leadership coaching services?

ARPA-H Response: Please reference PWS Exhibit 1 Proposed Customized Training Framework Guide for Target Audience. Please note Executive Level coaching is not included as part of this requirement.

31. What specific risks does ARPA-H foresee in the execution of these tasks, and are there any mitigations already considered?

ARPA-H Response: It is the Government's expectation that the proposing vendor identifies risks based on their proposed approach. The Government relies on the technical expertise and experience of potential vendors to propose a comprehensive solution to the requirement based on the information provided in the PWS, Solicitation, and supporting attachments.

32. Regarding the promotion of mentoring within ARPA-H, what strategies or mechanisms are currently in place, if any, and how does the Contractor's role integrate with existing efforts?

ARPA-H Response: ARPA-H is a relatively new Government Agency with just over 2 years of existence and has not yet established any formal mentoring programs. To provide a complete solution, any potential vendor should refer to the details provided in the PWS, solicitation, and other supporting attachments.

33. Could ARPA-H elaborate on the industry-specific certifications and technical specializations that are prioritized for the organization's needs?

ARPA-H Response: Certifications and Technical specializations should align with the task as described within the PWS and the potential vendors proposed solution. Some potential certifications could be but are not limited to Career Counseling, coaching or a relevant field (Ex.

Certified Career Counselor (CCC) through NCDA or another industry equivalent or International Coaching Federation (ICF), Professional Certified Coach (PPC))

34. How does ARPA-H define the success of technical and professional skill training, and are there specific metrics or outcomes the agency aims to achieve through these programs?

ARPA-H Response: Please reference the PWS, specifically the deliverables table 2.4.1 and the Performance Summary table 2.5.4

35. What are ARPA-H's expectations for the mentorship program in terms of structure (e.g., one-on-one vs. group mentoring), (virtual vs. in person), frequency of meetings, and duration of the mentor-mentee relationship?

ARPA-H Response: Please reference PWS Exhibit 1 Proposed Customized Training Framework Guide. ARPA-H expectation is that the vendor proposes the best solution based on their experience and expertise. If that includes both one-on-one and group mentorship the Government would consider that solution based on the merits and details provided in the technical proposal.

36. Does ARPA-H have a preference for internal versus external mentors for its employees, and how should the balance between technical expertise and leadership development be handled in the mentoring program?

ARPA-H Response: The Government expects potential vendors to provide a comprehensive solution covering all tasks and requirements outlined in the PWS and RFQ. Evaluation preference maybe given to vendors with experience working with other ARPA or similar start-up organizations. Vendors have the flexibility to address PWS requirements innovatively, leveraging past experience. Any assumptions should be clearly stated in the proposal, and exceptions to terms and conditions should be included in Volume III, as per RFQ section 3.5. Evaluation will consider the completeness of the solution as outlined in section 4 of the solicitation.

37. How does ARPA-H envision match mentors to mentees

ARPA-H Response: Please reference the response to question number 36.

38. How does ARPA-H envision integrating specialized training programs with mentoring support to enhance the professional development pathway for employees?

39. Is there a specific framework or model ARPA-H prefers for tracking and measuring the impact of mentoring and specialization on employee career development and progression?

40. Are there particular technical domains or emerging technologies ARPA-H is focusing on that vendors should incorporate into the customized training curricula?

41. Regarding individual career counseling and training workshops, are there any preferences or requirements for the format, frequency, or content of these sessions?

42. What level of support does ARPA-H expect the Contractor to provide to employees during times of transition? Are there specific services or resources that should be included in the outplacement process?

ARPA-H Response: Please reference PWS section 2.3.5 Task 5-Outplacement services.