Foreign_Service_Assessment_SOW.doc

Foreign Agricultural Service

Animal and Plant Health Inspection Service

USDA Foreign Service Assessment Review Statement of Work (SOW)

1.0: Background

There are two agencies that represent the international interests of the U.S. Department of Agriculture (USDA) – Foreign Agricultural Service (FAS) and the Animal and Plant Health Inspection Service (APHIS).

The FAS mission is to create U.S. agricultural export opportunities and enhance global food security. The Office of Foreign Service Operations (OFSO), one of six program areas within FAS/Washington, is primarily responsible for overseeing the FAS offices overseas, as well as formulating and administering policies for the FAS Foreign Service. There are approximately 135 Foreign Service officers (FSOs) and 12 new trainees are estimated to be hired through the FY2016 Assessment process.

The APHIS international mission, which is managed by its International Services (IS) division, is to protect the health and value of U.S. plant and animal resources throughout the world, primarily by monitoring and developing control and eradication programs for emergent pest and disease threats, to safeguard American agriculture, and to address sanitary and phytosanitary trade issues. There are approximately 30 FSOs, with an additional 6 trainees. In FY 2016 Assessment Process, APHIS hopes to hire an additional 6 trainees.

1.1: Objective Projects under this statement of work will contribute to USDA’s Foreign Service (FS) workforce development and productivity by providing a systematic and relevant Foreign Service Assessment process at the FP-04 Class (GS-12 grade equivalent). The 2016 USDA Foreign Service Assessment will target a worldwide population (i.e., USDA or other Federal GS-employees, as well as candidates from the private and non-profit/public service sectors through an announcement on USAJOBS). Successful candidates will be eligible to receive offers as Foreign Service Officer Trainees with either FAS or APHIS depending upon their qualifications and applications.

The template for this process was established with the 2015 Assessment by both FAS and APHIS. At that time, FAS conducted a detailed job analysis and identified specific skill sets required by the FP-04 officer position and the training needs of the Foreign Service Trainees. FAS also revised the Position Description for the Foreign Service Trainee and the FP-04 position. A specific online assessment and exercises were developed to test for and identify these skills and abilities in the candidates, and a specific scoring method was developed as a means to rank candidate qualifications. FAS plans to conduct the FY 2016 Assessment for the FP-04 job skills, using similar (but updated) exercises and a similar (but updated) scoring system.

APHIS established its template in a similar manner, taking into account the scientific nature of the international work that the agency performs. APHIS developed a profile of the skills and qualifications that its trainees should possess, along with the scientific background, in order to qualify and graduate from its training program. APHIS ranked the candidates on the assessment tools, as well as the results from interviews with APHIS senior management and program officials. APHIS intends to use a similar process to determine its next class of trainees. The process will be updated with new tests and improvements learned from the FY 2015 assessment process.

Both agencies will again recruit individually and again jointly run the Assessment Center for FY 2016. The assessors used in the process will be from FAS, APHIS, and from outside agencies, such as the Foreign Commercial Service and the Department of State (DOS).

Interested persons will apply online to either or both announcements. Based upon the materials that they submit and their qualifications, qualified candidates will be invited to participate in the FY 2016 USDA Foreign Service Assessment Center.

For FAS, incumbents in the FP-04 class are considered Foreign Service trainees (FSTs), and they are expected to have a minimum of one year of directly relevant experience when entering the service. These are not entry-level positions. The FSTs will be provided with one year of on-the-job training that will include an introductory training course, AG-100 (90 minutes once a week for eight months). The AG-100 course is taught internally by a contractor [a retired FAS Foreign Service Officer (FSO)].

For APHIS, incumbents enter a 12 to 14 month training program, which includes assignments in organizations that interact with APHIS FSOs in the field, such as APHIS Plant Protection and Quarantine, Veterinary Services, and Trade Support Teams. In addition, the incumbents will also complete mandatory and tailored management and other training to help them better represent APHIS interests internationally.

The FY 2016 USAJOBS announcements, for both agencies, are planned for the February 2016 timeframe. Candidate testing, at the USDA Foreign Service Assessment Center, is planned for the April 2016 timeframe.

The FAS Foreign Service Assessment consists of two separate phases: 1. Human Resource (HR) review of resume and assessment tool, 2. Written and Oral Assessment. Following the initial job offer at either a GS-11 or GS-12 level, candidates must obtain a Top Secret clearance and a medical clearance in order to be hired.

The APHIS Foreign Service Assessment starts with the candidates having a qualifying technical degree in one of the fields in which APHIS performs. Next, the review of the self-assessment from the USAJOBS application will determine who will be invited to the Assessment Center. Conducted jointly with FAS, the results of the written and oral exercises will be factored in the overall evaluation. Based on these results, select candidates will be invited back to APHIS for two additional interviews – one with APHIS senior management and one with the program management from those organizations with whom APHIS FSOs interact. Finally, based on the needs of the agency, the individuals’ qualifications, and the results of all testing, a determination will be made as what offers will be made.

APHIS intends to bring its new candidates on via limited term appointments at the GS-11 level in August 2015, with a full potential at a GS-12 level. Candidates will have the 14 months training period to obtain all necessary clearances (Top Secret and medical), as well as any additional requirements. Upon success completion of the training program, obtaining all necessary clearances, and fulfilling all requirements, APHIS will assign the candidates to their first post, which will be based on Agency needs. At the time of the posting, the candidates will be converted to a career candidate position within the APHIS Foreign Service.

2.0: Scope

The Contractor shall provide services in three main areas. First, the Contractor will review and evaluate five exams -- group exercise, advocacy, structured interview, client services, and leadership/supervision. The Contractor will make recommendations for improvements of these tools, and, as necessary, develop new testing content. Second, the contractor will recommend improvements throughout the assessment process, coordinate training materials, and provide training for assessors, as well as coordinate the assessment schedule and be on site to run the first two days of the assessment. Finally, the Contractor will provide a summary of the assessment and recommendations for improvements.

3.0: Definitions

Animal and Plant Health Inspection Service (APHIS)

Department of State (DOS)

Foreign Agricultural Service (FAS)

Foreign Commercial Service (FCS)

U.S. Department of Agriculture (USDA)

Foreign Service (FS)

Foreign Service Officer (FSO) Foreign Service Officer Trainee (FST) General Schedule (GS)

Federal Travel Regulation (FTR) Joint Travel Regulation (JTR)

Contracting Officer’s Technical Representative (COTR) International Services (IS)

Office of Foreign Service Operations (OFSO) Office of Personnel Management (OPM)

Personal Identifiable Information (PII)

Point of Contact (POC)

Position Description (PD) Statement of Work (SOW)

Subject Matter Expert (SME)

4.0: Statement of Work (Specific Requirements)/Tasks

The project will consist of the following components:

4.1 Review and revise the assessment exams. The Assessment lasts one full day for each candidate and consists of five exercises: a group exercise, an advocacy exercise, a structured interview, a leadership/supervision role play, and a client services exercise. The exercises are as follows:

a. Group Exercise - This exercise is a leaderless group discussion in which candidates work in a group of up to six candidates to solve a realistic work-related problem, just as a group of FSOs, or an inter-agency team might, e.g. the group could be a Country Team charged with allocating resources to competing projects in their host country. Each candidate prepares and gives a brief presentation on an assigned role to their peers, and then the entire group debates the various positions and comes to a decision. The group exercise tests for communication, intellectual, and interpersonal and negotiation skills, as well as planning and organizing, initiative and leadership.

b. Advocacy – The candidates will be asked to analyze and incorporate information drawn from a variety of sources in order to advocate for U.S. agriculture. The advocacy exam tests for communication skills, both oral and written, intellectual skills, interpersonal skills and client servicing skills.

c. Structured Interview – The structured (oral) interview consists of two sets of questions: past behavior and hypothetical questions. The past behavior questions require the candidates to describe how they performed in specific situations in their past experience that are similar to situations they could expect to encounter working for USDA overseas. The hypothetical questions are job-related situations similar to those they would likely encounter as an FSO and require them to describe how they would resolve the problem presented. This is what many consider the formal interview. The structured interview tests for oral communication, supervisory/leadership skills, interpersonal skills and initiative/outreach skills.

d. Leadership and Supervision – This exercise asks candidates to play the role of a supervisor counseling a locally employed staff member. The candidate will be asked to perform basic supervisory and leadership skills, such as task management, mentoring and counseling. The exercise tests for communication, interpersonal skills, and management skills.

e. Client Services – The candidate will be asked to provide a written response to a client inquiry on an agricultural topic. The exercise tests for written communication skills such as gathering and analyzing information, intellectual skills, inter-personal skills and client servicing skills.

The Contractor shall be required to perform the following tasks:

· Revise the test exercises to ensure that materials are sufficiently different from previous years so that candidates with prior knowledge of the exam do not have an unfair advantage, and update the administrative processes (instructions) as needed. As part of the modifications, two versions of the test materials for the Advocacy and Client Services exercises should be developed with each version tailored to the respective requirements of FAS and APHIS. While the lead up materials in these exercises may be identical, the questions and objectives of the two respective versions should reflect the underlying differences between the FAS and APHIS missions abroad. FAS candidates will be tested with the FAS version of the Advocacy and Client Services exercises while APHIS candidates will be tested with the APHIS version. It is the intention to use the same format as last year; therefore, the winning contractor does not need to make substantial changes. The contractor must respond to suggestions from HR, FAS, APHIS, and exam development panels to update the exercises.

· Lead the Subject Matter Experts in development of all assessment exams.

· Revise the candidate scoring method and respond to other suggestions from HR, FAS, APHIS, and exam development panels to update the exercises.

· Conduct a series of pilot tests.

· Revise test exercises based on pilot test results and feedback.

· Upon completion of the exam development, provide input and guidance on the final cut off score.

4.2 Provide training and training materials for the assessors; coordinate the assessment schedule and be on site to run the first two days of the assessment. FAS and APHIS will use FSOs from FAS, APHIS, Foreign Commercial Service, and DOS as assessors, as well as FAS and APHIS Civil Service Staff. Typically, new assessors are brought on each year with very little overlap or experience. Both agencies expect a significant number of new assessors.

The Contractor will develop and implement a 2-to-3 day assessor-training course on how to correctly conduct the exercises and score the candidates' performance and conduct a walk-through for the Exam Proctors of the facility and candidate schedules. The training course will include the purpose of the assessment, its structure, the skills tested in each exercises, giving instructions, scoring, practice conducting the exercises, and other suitable elements suggested by the Contractor and approved by the FAS and APHIS. As part of the training, FAS and APHIS would like to work with the Contractor to create several videos that demonstrate the exams and the assessors’ duties and responsibilities; thus allowing the Assessors to practice scoring an exam. The contractor will conduct this training not more than one week prior to the first day of the Assessment Center.

5.0: Deliverables/Performance Schedule

TABLE 1

DELIVERABLES SORTED BY DATE

NOTES:

Standards: Deliverables shall be delivered no later than date specified, and shall be complete and accurate both in the information gathered and the requirements and specifications identified.

Surveillance Method: 100% Inspection

Performance Indicators: Timeliness and Quality Deliverable dates may be revised to reflect the date of contract award.

6.0: Administration: To be completed by COR.

7.0: Data Rights: The Government will maintain ownership and “unlimited rights” to all data generated in the performance of and at the end of the task. “Unlimited rights” means the rights of the Government to use, disclose, reproduce, prepare derivative works, distribute copies, and perform publicly and display publicly, in any manner and for any purpose, and to have or permit others to do so.

8.0: Government-Furnished Resources: The Government will not provide desk or office space, except during the running of the test pilots, assessor training, and the Assessment Center, if deemed necessary. The Government will provide meeting space required for subject matter expert input or consultations with the contracting officer’s technical representative (COTR) and Point of Contact (POC).

9.0: Travel Requirements: Any travel or direct charges required to complete this SOW must be included in the pricing for the appropriate deliverables, but the amount and basis for pricing must be clearly identified. Travel pricing shall be established using rates provided in the Federal Travel Regulation (FTR) or Joint Travel Regulation (JTR).

10.0: Security Requirements: The contractor shall coordinate with the COTR and/or POC all issues dealing with access to Government buildings, facilities, or property.

11.0: Place of Performance:

Updating work will be conducted at the Contractor’s site or at the Department of Agriculture if it requires subject matter expert input or consultations with the contracting officer’s representative. The assessment itself will take place at a site to be determined in the Washington, DC area.

12.0: Period of Performance:

The work is to be conducted from March 1, 2016-May 31, 2016.