Anti-Harassment Subject Matter Expertise Statement of Work.pdf

NONPUBLIC//FDIC BUSINESS

Statement of Work Anti-Harassment Subject Matter Expertise

Corporate University

1.0 GENERAL

1.1 Background

On May 7, 2024, the FDIC publicly released a report from an independent third-party reviewer concerning the FDIC’s workplace culture, allegations of sexual harassment and other interpersonal misconduct at the FDIC as well as management’s response to that harassment and misconduct. The report establishes a need to transform the culture at the FDIC, an important first step towards healing, repair, and sustainable change at the FDIC. Moreover, fostering an environment that promotes a safe, respectful, and inclusive workplace is fundamental to achieving the FDIC’s mission.

Corporate University (CU) has already received requests for training on sexual harassment and related topics and has begun to meet stakeholder needs within existing resources. However, in order to continue to fulfill the full scope of current and anticipated training requests, CU requires subject matter expertise. The FDIC anticipates the need for ongoing instructor-led training, as well as the development of new course content in alignment with new/revised policies, and a holistic approach toward addressing harassment and workplace cultural transformation via educational programs.

1.2 Scope of Work

CU does not currently have staff with the technical expertise and depth of knowledge required to adequately develop, design, and deliver the requisite training in the areas of anti-harassment and interpersonal misconduct. Therefore, a contractor with subject matter expertise that can collaborate with CU on both a long-term training strategy as well as the development and delivery of the associated training is required for this effort.

1.3. Deliverables

All deliverables will be assigned via technical direction by the FDIC Oversight Manager (OM) or Technical Monitors (TMs) for this contract. The nature and requirement of such deliverables will be provided in writing and the deliverables themselves may take a variety of forms, such as written products, oral presentations, or multimedia means.

All deliverables and work products become the property of the FDIC for use in their original or derivative forms as the FDIC deems fit. Contractor use of such materials will not be allowed, except as the FDIC may specifically permit in writing.

1.4. Government-furnished Property

Any property that may become necessary under this Statement of Work (SOW) and that will be Government furnished will be provided via technical direction by the OM or TM(s). The FDIC will provide property to allow general connectivity to the agency and remote access to FDIC information systems.

Additionally, the FDIC will provide all information needed to perform the tasks identified herein, including policies and procedures and contract-related documents.

2.0 APPLICABLE DOCUMENTS

Any document that may become necessary under this SOW will be provided via technical direction by the OM or TM(s).

3.0 REQUIREMENTS

3.1 Tasking

Independently, and not as an agent of the FDIC, the contractor shall provide all necessary management, supervision, personnel, supplies, materials and equipment (except for Government furnished items, if any) to perform the services described in this SOW. These services may include but are not limited to the general tasks and activities listed below:

• Work collaboratively with external subject matter experts (such as Equal Employment Opportunity Commission (EEOC)), instructional systems designers, leadership faculty, program managers, and other CU points of contacts on a comprehensive approach/strategy toward anti-harassment in the workplace.

• Analyze and incorporate participant feedback from 2024 EEOC anti-harassment training sessions into any training recommendations or strategies.

• Develop, review, implement/deliver, and evaluate training related to sexual/anti-harassment, interpersonal misconduct, Diversity, Equity, Inclusion, and Accessibility, or other Equal Employment Opportunity (EEO)-related topics. Provide advice and recommendations on appropriate content and methodology based on established best practices and industry standards.

• Review internally developed or purchased content to ensure consistency of content across courses and programs and alignment of training with FDIC policies and procedures.

• Develop modules for existing courses/programs, management consultations, or stand-alone courses.

• Provide technical expertise and serve as consultant to assist with the development of content and the delivery of training across the FDIC. The training audience could include New Employee Orientations, Bank Examiners, or FDIC employees across the organization.

• Serve as consultant for specific stakeholder requests in subject area.

• Establish evaluation methodologies to conduct initial assessments on the value and effectiveness of the delivered training.

• Serve as a point of contact within CU for coordination with FDIC stakeholders on training related to harassment prevention and response.

• Track the progress and status of training-related activities and keep the management team informed.

• Deliver in-person and/or virtual training sessions on anti-harassment and related topics using original or FDIC provided content throughout FDIC regional locations (Atlanta, Chicago, Dallas, Kansas City, MO, New York and San Francisco) and headquarters in Arlington, VA.

• Ability to coach professional instructors, such as leadership development faculty and resident examiner instructors, to address this subject matter and questions in their courses.

• Once the training strategy is proposed and accepted, the Contractor may be tasked to perform other types of related services, or prepare other ad hoc reports as requested by CU.

3.2 Post Award Conference

Within one (1) week following the effective date of the award, if requested by the OM, the Contractor shall participate in a post-award conference to generally review the SOW, the rights and obligations of the parties, reporting requirements, etc. The post-award conference may be held in person, or may be a virtual meeting hosted by the FDIC via Microsoft Teams.

3.3 Key Personnel

3.3.1 Subject Matter Expert/Consultant - Minimum Qualifications/Experience

Contractor shall possess the following qualifications and experience:

• Must have at least five years of experience administering programs dealing with the prevention of harassment, discrimination, bullying and retaliation, as well as expertise in the prevention of harassment based on gender identity, gender expression, and sexual orientation in the private and/or federal sector.

• Experience as an attorney, instructor, human resource professional, EEO specialist, or harassment prevention consultant with at least five years of expertise in employment law or harassment prevention.

• Must have administered sexual and anti-harassment programs for a large organization with multiple supervisory and executive management levels.

• Must have prior experience developing, designing, and delivering sexual and anti-harassment training and evaluating the effectiveness of the delivered training.

3.4 Deliverables

All written deliverables must be provided to the FDIC OM and be free of grammatical and typographical errors and obvious mistakes. Deliverables required during performance include:

Deliverable Description Frequency

Training Strategy The training strategy plan should include:

• Assessment of existing course content and identification of gaps in content.

• Determine if there is content that can be embedded into existing courses, and/or if new course(s) are needed.

• Provide overall recommended approach/strategy and timeline, to include Milestones for the training development, implementation, and project transfer to FDIC.

One time; within 60 days of contract award

Training Development Embed content into existing courses and development any new curricula

Within 120 days after contract award

Training Implementation / Delivery

Deliver training TBD

Status Reports The status reports should include:

• Update of work accomplished, deliverables completed/submitted

• In progress work and/or deliverables

• Risks and mitigations in schedule, time, price or operations

• Challenges and resolutions

Bi-Weekly

Reports/Briefings The contractor may be required to provide periodic reports/briefings of its analysis with supporting documentation on subject matter such as:

• Results of reviews of existing course(s)

• Recommendations on content for inclusion

• Strategy to evaluate training effectiveness

Ad-Hoc

3.5 Hours of Operation

(a) Business Hours. Contractor must perform services during FDIC normal business hours, which are Monday through Friday from 8:00 a.m. through 5:00 p.m. (ET); work schedules will be agreed upon by Contractor and the FDIC OM.

(b) Federal Holidays. The FDIC offices are closed on Saturday, Sunday, and recognized U.S. Federal holidays including New Year’s Day, Martin Luther King Day, Presidents’ Day, Memorial Day, Juneteenth National Independence Day, Independence Day, Labor Day, Columbus Day, Veterans’ Day, Thanksgiving Day, and Christmas Day. The FDIC does not pay Contractor for hours not worked, including Federal holidays.

3.6 Place of Performance

The Contractor may telework, but will occasionally be required to work on-site at the FDIC Headquarters office at 3501 N. Fairfax Drive, Arlington, VA 22226.

3.7 Period of Performance

The estimated period of performance is a one-year base period, with two six-month option periods.

4.0 NOTES

4.1 Travel

Contractor may be required to travel to FDIC regional and field office locations. Travel that has been pre-approved by the OM shall be reimbursed on a pass-through basis in accordance with the FDIC Contractor Travel Reimbursement Guidelines, a copy of which can be found at http://www.fdic.gov/buying/goods/acquisition/index.html and are incorporated herein by reference.

4.2 Security

Background investigations are conducted in accordance with FDIC Directive 1610.02, Personnel Security and Suitability Program for Contractors and Contractor Personnel, commensurate with the security-risk level established for the particular contract.

4.3 Sensitive Information

FDIC policy on protecting sensitive information collected and maintained by the Corporation and to provide guidance for safeguarding the information is found in FDIC Directive 1360.09, Protecting Information. The Contractor will be required to execute FDIC’s Confidentiality Agreement.

http://www.fdic.gov/buying/goods/acquisition/index.html