Att 1 - WC Proposal.pdf

Contact Info Email: mwilson@wilsonchapman.com | Phone: 301-915-7908 | Website: wilsonchapman.com

The Defense Logistics Agency

Workforce Engagement SolutionsWorkforce Engagement Solutions

Post Return to Office Assessment of the Workforce Defense Logistics Agency

Post-Return to Office Assessment of the DLA Workforce Request for Proposal (RFP) Compliance Documents

Solicitation #: SP4702-24-R-0014 Submitted to: Abigail Sharpless, Acquisition Specialist, DLA Contract Services Office, Columbus- C1 Defense Logistics Agency, 3990 E. Broad St. Whitehall, OH 43213 Prepared by: Wilson Chapman and Associates POC: Markiesha E. Wilson mwilson@wilsonchapman.com Wilsonchapman.com September 6,2024 mailto:mwilson@wilsonchapman.com

Markiesha E. Wilson mwilson@wilsonchapman.com wilsonchapman.com

Contents

Signed 1449 Complete section K of the solicitation (Representations, certifications, and other statements of OFFERORS OR RESPONDANTS) Acknowledge of any solicitation amendments.

Confirm compliance with requirements included in the solicitation.

Acknowledgment of Amendment WilsonChapman acknowledges receipt of Amendment WilsonChapman acknowledges receipt of Amendment SP470224R0014-0001 to Solicitation SP4702-24-R-0014. We have reviewed the changes outlined in the amendment and confirm that they have been fully considered in our response to the solicitation.

Thank you for providing this update. We remain committed to complying with all solicitation requirements and look forward to continuing the process.to Solicitation SP4702-24-R-0014.

Compliance Confirmation

WilsonChapman hereby confirms full compliance with all requirements included in the SP4702- 24-R-0014 solicitation. We have thoroughly reviewed the solicitation document and affirm that our proposal adheres to the specifications, terms, conditions, and deliverables outlined in the solicitation. WilsonChapman is committed to meeting all timelines, deliverables, and performance expectations, and will allocate the necessary resources to ensure the successful completion of the project in accordance with the solicitation requirements.

SOLICITATION/CONTRACT/ORDER FOR COMMERCIAL ITEMS

OFFEROR TO COMPLETE BLOCKS 12, 17, 23, 24, & 30 7008217970

1. REQUISITION NUMBER

2. CONTRACT NO. 3. AWARD/EFFECTIVE

DATE

4. ORDER NUMBER

SP4702-24-R-0014

5. SOLICITATION NUMBER

2024 AUG 22

6. SOLICITATION ISSUE

DATE

Howard Merkle DHM0006

a. NAME

Phone: DSN312-850-65

b. TELEPHONE NUMBER (No Collect calls)

2024 SEP 06

8. OFFER DUE DATE/

LOCAL TIME

9. ISSUED BY CODE SP4702

DCSO COLUMBUS-DIVISION-1

PO BOX 3990

COLUMBUS OH 43218-3990

USA

UNRESTRICTED OR SET ASIDE:

WOMEN-OWNED SMALL BUSINESS

(WOSB) ELIGIBLE UNDER THE WOMEN-OWNED

SMALL BUSINESS PROGRAM

8 (A)

SERVICE-DISABLED

VETERAN-OWNED

SMALL BUSINESS

541720NAICS:

$28MSIZE STANDARD:

11. DELIVERYFOR FOB DESTINA-

TION UNLESS BLOCK IS

MARKED

12. DISCOUNT TERMS

13a. THIS CONTRACT IS A

RATED ORDER UNDER

DPAS (15 CFR 700)

13b. RATING

14. METHOD OF SOLICITATION

15. DELIVER TO CODE 16. ADMINISTERED BY CODE

17a. CONTRACTOR/ CODE

OFFEROR

FACILITY

CODE

18a. PAYMENT WILL BE MADE BY CODE

17b. CHECK IF REMITTANCE IS DIFFERENT AND PUT SUCH ADDRESS IN

OFFER

18b. SUBMIT INVOICES TO ADDRESS SHOWN IN BLOCK 18a UNLESS BLOCK

BELOW IS CHECKED

19.

ITEM NO.

20.

SCHEDULE OF SUPPLIES/SERVICES

21.

QUANTITY

22.

UNIT

23.

UNIT PRICE

24.

AMOUNT

See Schedule

(Use Reverse and/or Attach Additional Sheets as Necessary)

25. ACCOUNTING AND APPROPRIATION DATA 26. TOTAL AWARD AMOUNT (For Govt. Use Only)

27a. SOLICITATION INCORPORATES BY REFERENCE FAR 52.212-1, 52.212-4. FAR 52.212-3 AND 52.212-5 ARE ATTACHED. ADDENDA ARE ARE NOT ATTACHED

27b. CONTRACT/PURCHASE ORDER INCORPORATES BY REFERENCE FAR 52.212-4. FAR 52.212-5 IS ATTACHED. ADDENDA ARE ARE NOT ATTACHED

28. CONTRACTOR IS REQUIRED TO SIGN THIS DOCUMENT AND RETURN

COPIES TO ISSUING OFFICE. CONTRACTOR AGREES TO FURNISH AND

DELIVER ALL ITEMS SET FORTH OR OTHERWISE IDENTIFIED ABOVE AND ON ANY

ADDITIONAL SHEETS SUBJECT TO THE TERMS AND CONDITIONS SPECIFIED

29. AWARD OF CONTRACT: REF. OFFER

DATED . YOUR OFFER ON SOLICITATION

(BLOCK 5), INCLUDING ANY ADDITIONS OR CHANGES WHICH ARE

SET FORTH HEREIN, IS ACCEPTED AS TO ITEMS:

30a. SIGNATURE OF OFFEROR/CONTRACTOR 31a. UNITED STATES OF AMERICA (SIGNATURE OF CONTRACTING OFFICER)

30b. NAME AND TITLE OF SIGNER (Type or Print) 30c. DATE SIGNED 31b. NAME OF CONTRACTING OFFICER (Type or Print) 31c. DATE SIGNED

7. FOR SOLICITATION

INFORMATION CALL:

SEE SCHEDULE

03:00 PM

STANDARD FORM 1449 (REV. 2/2012)

Prescribed by GSA - FAR (48 CFR) 53.212

AUTHORIZED FOR LOCAL REPRODUCTION

PREVIOUS EDITION IS NOT USABLE

SEE ADDENDUM

EDWOSB

32a. QUANTITY IN COLUMN 21 HAS BEEN

ACCEPTED, AND CONFORMS TO THE CONTRACT, EXCEPT AS NOTED:RECEIVED

STANDARD FORM 1449 (REV. 2/2012) BACK

36. PAYMENT

PARTIAL FINAL

20.

SCHEDULE OF SUPPLIES/SERVICES

21.

QUANTITY

22.

UNIT

23.

UNIT PRICE

24.

AMOUNT

19.

ITEM NO.

32b. SIGNATURE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32c. DATE 32d. PRINTED NAME AND TITLE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32f. TELEPHONE NUMBER OF AUTHORIZED GOVERNMENT REPRESENTATIVE

32g. E-MAIL OF AUTHORIZED GOVERNMENT REPRESENTATIVE

33. SHIP NUMBER 34. VOUCHER NUMBER 35. AMOUNT VERIFIED

CORRECT FOR

37. CHECK NUMBER

38. S/R ACCOUNT NO. 39. S/R VOUCHER NUMBER 40. PAID BY

42a. RECEIVED BY (Print)

41b. SIGNATURE AND TITLE OF CERTIFYING OFFICER 41c. DATE

42c. DATE REC'D (YY/MM/DD) 42d. TOTAL CONTAINERS

41a. I CERTIFY THIS ACCOUNT IS CORRECT AND PROPER FOR PAYMENT

32e. MAILING ADDRESS OF AUTHORIZED GOVERNMENT REPRESENTATIVE

42b. RECEIVED AT (Location)

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The Defense Logistics Agency

Workforce Engagement SolutionsWorkforce Engagement Solutions of the DLA Workforce

Solicitation #: SP4702-24-R-0014 Submitted to: Abigail Sharpless, Acquisition Specialist, DLA Contract Services Office, Columbus- C1 Defense Logistics Agency, 3990 E. Broad St. Whitehall, OH 43213 Prepared by: Wilson Chapman and Associates POC: Markiesha E. Wilson mwilson@wilsonchapman.com Wilsonchapman.com

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INTRODUCTION

BACKGROUND

EXECUTIVE SUMMARY

UNDERSTANDING OF THE REQUIREMENTS

TECHNICAL CAPABILITY

TECHNICAL APPROACH

TECHNICAL APPROACH

DATA ANALYSIS CAPABILITIES

INNOVATIVE SOLUTIONS

MANAGEMENT AND STAFFING PLAN

STAFFING PLAN

PROJECT MANAGEMENT

RISK MANAGEMENT

PROACTIVE RISK MITIGATION

EXPERIENCE AND PAST PERFORMANCE

RELEVANT EXPERIENCE

PAST PERFORMANCE

STAFFING PLAN

KEY PERSONNEL

ASSUMPTION AND DEPENDENCIES

CONCLUSION

Introduction

Wilson Chapman & Associates, a Hub-zone certified, woman-owned business with over 25 years of experience leading workshops and developing analyses for government and Fortune 500 clients, is uniquely positioned to provide a comprehensive post-return-to-office assessment for the Defense Logistics Agency (DLA). With a proven track record of facilitating effective organizational change and energizing workforces, WilsonChapman is dedicated to delivering actionable insights and strategies that will enhance employee engagement, optimize performance, and improve the workplace environment at DLA. WilsonChapman understands the complexities and challenges faced by large organizations like DLA, especially during significant transitions such as the return to office post-Covid 19. Our approach is designed to support DLA by:

• Providing Unbiased Assessments: As an external third party, we offer objective and credible assessments, restoring trust among DLA employees.

• Enhancing Employee Engagement: By understanding and addressing employee concerns, we help foster a positive work environment, demonstrating that DLA values employees’ voices and well-being.

• Optimizing Organizational Performance: Identifying cultural gaps and conflicts allows us to develop strategies that lead to a more cohesive and efficient workforce, ultimately enhancing productivity.

• Equipping Leaders with Insights: Our comprehensive data analysis equips DLA leaders with the information needed to make informed, strategic decisions that benefit the entire organization.

WilsonChapman has a robust history of supporting high-impact projects in the federal space, particularly within the Intelligence Community and Department of Defense. Our team has deep expertise in workforce assessments, diversity, equity, and inclusion (DEI) studies, organizational change management, and leadership development. Our approach is built on a foundation of strategic facilitation, rigorous data analysis, and tailored solutions that address the unique challenges of each client. By leveraging both qualitative and quantitative methodologies, we deliver actionable insights that lead to measurable improvements in recruitment, retention, and employee satisfaction.

Background

On or about September 30, 2023, the Defense Logistics Agency (DLA) announced that all employees in a telework status would return to the office three days per week beginning January 2, 2024. This decision led to some employees opting to retire, resign, or accept employment at other government agencies. Additionally, employees have lost confidence in the survey process and leadership, which may skew the results. Our team acknowledges the critical challenges that the Defense Logistics Agency (DLA) faces with the return to office (RTO) transition. We will focus on addressing the following areas:

• Workplace Conflict: Recognizing that departments and divisions often have different or competing goals, we understand that this can lead to employee conflicts. Our assessment will identify and address these conflicts to enhance team cohesion and productivity. We will sustain continuous engagement with key stakeholders throughout the assessment process to gather comprehensive insights and foster buy-in for the proposed changes.

• Low Employee Engagement and Productivity: We are aware that low job satisfaction and lack of trust can lead to disengaged employees and declining productivity. Our approach will measure engagement levels, identify the root causes of disengagement, and recommend strategies to boost morale and productivity. Maintaining the highest level of confidentiality and anonymity for all participants is paramount to encourage honest and open feedback. Additionally, we will ensure diverse representation in listening sessions and focus groups to capture a wide range of perspectives across the workforce.

• High Turnover Rate: High turnover rates can signal leadership challenges or issues with hiring practices. Our assessment will analyze turnover trends, determine the reasons for employee exits, and provide actionable recommendations to improve retention. Our sessions will promote open and honest communication, providing a safe space for employees to express their views without fear of retribution.

WilsonChapman is committed to delivering a thorough and effective post-return to office assessment that addresses the unique needs of the DLA workforce and build morale.

Executive Summary This proposal represents a strategic and meticulously crafted approach to conducting a comprehensive post-return-to-office workforce assessment for the Defense Logistics Agency (DLA). With the combined expertise of WilsonChapman and HR & Co., our methodology is designed to deliver unparalleled insights that will drive the agency's workforce strategies and optimize operational outcomes in the new hybrid work environment. As DLA navigates the complexities of post-pandemic workforce management, understanding employee sentiments, engagement levels, and productivity in the current hybrid model is paramount. The insights gained from this assessment will be critical in shaping policies that enhance employee well-being, foster engagement, and sustain operational excellence. Our proposal outlines a robust framework to capture, analyze, and translate these insights into actionable strategies that align with the DLA’s long-term objectives. In collaboration with employees of DLA, WilsonChapman and Associates and HR & Co. seeks to create a culture where employees feel valued, respected and motivated.

Wilson Chapman and Associates

With over 20 years of experience in facilitation, focus groups, data collection, and coaching for various government entities, WilsonChapman and Associates brings a wealth of experience in designing and executing data-driven assessments. With extensive background in capturing and interpreting complex data will ensure that the DLA receives precise, actionable insights. For this project, we have a dedicated team of Project Managers and I/O Psychologists who will assist in gathering workforce sentiments about returning to work. WilsonChapman will lead the facilitation of focus groups, oversee data collection, and conduct thorough data analysis, utilizing proven methodologies to deliver reliable and insightful results.

HR & Co.

HR & Co.is a premier human resources consultancy specializing in People Strategy, HR Project Management, Change Management, and Data Analysis. We provide end-to-end HR solutions tailored to both growing organizations and government agencies. Our expertise includes conducting comprehensive workforce assessments, strategic planning, and organizational development. For the DLA project, HR & Co. will employ our proven methodologies to analyze employee sentiments and enhance organizational culture. We are adept at managing complex projects and delivering actionable insights that align with DLA’s goals, ensuring optimal engagement and performance in the evolving hybrid work environment.

Understanding of the Requirements The Defense Logistics Agency (DLA) has issued this Performance Work Statement (PWS) to address the challenges arising from its Return to Office (RTO) mandate, which requires teleworking employees to return to the office three days a week starting January 2, 2024. This mandate has led to an increase in retirements, resignations, and transitions among employees, prompting DLA to seek a comprehensive, unbiased assessment of workforce sentiment.

The primary objective of the assessment is to gauge the impact of the RTO mandate on employee sentiments and organizational culture. This includes collecting qualitative and limited quantitative data to identify gaps between the current and ideal organizational culture. The ideal culture, as outlined, encompasses key elements such as respect, integrity, employee wellbeing, psychological safety, and trust in leadership, among others. The assessment will utilize structured listening sessions and a review of historical Equal Employment Opportunity (EEO) and Reasonable Accommodation (RA) data to develop actionable insights for enhancing workforce engagement and performance.

Technical Capability WilsonChapman’ s and HR & Co.’s approach to fulfilling the scope of work for the Defense Logistics Agency (DLA) involves a thorough and strategic methodology designed to capture a comprehensive understanding of employee perceptions and organizational dynamics. We will initiate the assessment by deploying targeted polls during both in-person and virtual listening and focus group sessions. These polls, consisting of fewer than five questions, will provide critical quantitative data on employee attitudes towards their workplace environment, policies, practices, and norms.

Our facilitation plan includes conducting 48 in-person focus groups and a minimum of 24 virtual sessions across specified DLA locations. The in-person sessions will be strategically held at Battle Creek, MI; Columbus, OH; New Cumberland, PA; Philadelphia, PA; Fort Belvoir, VA; and Richmond, VA, while virtual sessions will be hosted for employees at Hill AFB, UT; Robins AFB, GA; Tinker AFB, OK; and San Joaquin, CA. Each session will last at least 90 minutes and will include between 8 to 12 participants, ensuring diverse and representative feedback. Sessions will be meticulously organized with clear agendas and objectives, facilitated by skilled professional’s adept at fostering open and honest dialogue to elicit valuable insights. In addition, we will include listening polls to gather insights about workplace environment, policies, practices, and norms.

In parallel, we will conduct a comprehensive analysis of internal documents and archival data, including Equal Employment Opportunity (EEO) statistics, prevention program data, reasonable accommodation processes, and historical harassment claims. This data review will provide a foundational understanding of current organizational practices and areas for improvement.

To further enhance our assessment, the team will benchmark the information collected by comparing DLA’s Return-to-Office (RTO) policies with those of other Department of Defense (DoD) agencies, federal agencies, and private industry to assess best practices and current trends. We will also identify industry trends regarding RTO procedures to ensure a comprehensive analysis.

We will incorporate feedback mechanisms to validate findings with the workforce, ensuring that the perspectives gathered are accurately reflected and addressed. By integrating relevant EEO data and reasonable accommodation processes into our focus group discussions, we will analyze how return-to-office procedures impact various demographics and address any accommodation needs effectively. This approach will also allow us to identify and address any disparities or challenges faced by specific groups within the DLA.

Our final deliverables will include detailed documentation of diverse employee perspectives, key thematic insights, and actionable recommendations. We will provide a comprehensive report that offers practical guidance for implementing changes and improvements based on the assessment findings. This report will include actionable insights and validation of findings with the workforce to DLA leadership. In summary, the assessment will offer DLA a thorough understanding of employee perspectives on the RTO policy, helping to identify areas for improvement and develop strategies to enhance engagement and performance within the workforce.

Technical Approach WilsonChapman’ s approach to fulfilling the Defense Logistics Agency (DLA) requirements is strategically designed to integrate agile methodologies, robust project management principles, and specialized expertise in Industrial/Organizational (I/O) psychology to deliver a comprehensive assessment of employee perspectives on the return-to-office (RTO) policy. We will commence with a Kick-Off Meeting scheduled within 10 to 20 days post-contract award, held either in person at DLA Headquarters, Fort Belvoir, VA, or virtually, depending on the J1 Director's preference. This meeting will involve key personnel, including the Contractor Program Manager, Lead Facilitator, and essential DLA staff, and will serve to provide an overview of the study, introduce key team members, and address potential challenges or impediments. During this session, we will finalize the project timeline and confirm the logistical arrangements necessary for smooth execution.

Our next step will be to develop survey and focus group questions that align with the project’s objectives, with a specific emphasis on employee sentiments regarding the RTO policy. These questions will be meticulously crafted using I/O psychology principles to ensure they elicit insightful and relevant responses. Once drafted, the questions will be submitted to HR, EEO, and other relevant stakeholders for approval by October 13, 2024. To maximize participation, we will encourage DLA to distribute participant solicitations through multiple channels, including Employee Resource Groups, town hall meetings, and direct invitations. Alternatively, participants can be preselected to expedite the process.

The WilsonChapman team will then coordinate and schedule focus group sessions, both in person and virtually, ensuring flexibility and inclusivity. Our proposed schedule includes two morning sessions and one afternoon session each day to accommodate varying time zones and participant availability. Each session will begin with an introduction by a government Point of Contact (POC), who will outline the purpose of the meeting. To maintain confidentiality, a disclaimer will be read, emphasizing the non-attributable nature of the notes taken during the discussions. Our experienced facilitators will lead these sessions, fostering dynamic and productive conversations. We will meticulously document the sessions, coding the data to identify trends and patterns across different sites. This analysis will highlight common themes, divergences, and site-specific insights, providing a comprehensive understanding of employee sentiments.

Throughout the project, we will employ agile methodologies to facilitate iterative feedback and continuous improvement. Regular sprint reviews and retrospectives will be conducted to refine our approach based on ongoing findings and stakeholder input. We will deliver a Draft Report by December 23, 2024, summarizing preliminary findings, key themes, and recommendations.

This will allow the government to review and provide feedback by December 30, 2024. The Final Report, due by January 10, 2025, will incorporate all feedback and provide an in-depth analysis, including sentiment analysis, the impact of the RTO policy on productivity, and actionable recommendations for the DLA.

Technical Approach Our technical approach emphasizes a mixed-methods survey design, combining quantitative and qualitative data to ensure a comprehensive assessment. Surveys will include Likert scale ratings and open-ended questions tailored to the DLA workforce's demographic composition.

These surveys will undergo rigorous validation using statistical methods such as Cronbach’s alpha and expert reviews, ensuring reliability and accuracy. We will ensure compliance with data protection regulations, including GDPR and CCPA, by anonymizing responses and securing informed consent. Data analysis will be conducted using advanced statistical techniques, with results presented through visualization tools like Tableau or Power BI for clear and impactful communication. The final deliverables will emphasize practical, actionable insights, grounded in robust data analysis.

Finally, on or before January 13, 2025, we will conduct an Executive Out brief, summarizing key insights and recommendations for the DLA Director, Senior Enlisted Leader, and other senior officials. This briefing will be concise, data-driven, and focused on actionable steps, with supplementary information provided in appendices if necessary. By integrating agile methodologies and rigorous project management approaches, WilsonChapman and HR & Co.

will ensure flexibility, continuous improvement, and a thorough assessment that effectively addresses the DLA’s RTO policy and its impact on the workforce.

Data Analysis Capabilities WilsonChapman will employ a robust data analysis framework to ensure that insights drawn from quantitative and qualitative data are accurate and actionable. Furthermore, we will incorporate feedback mechanisms to validate our findings with the workforce, ensuring that our recommendations are grounded in the actual experiences and sentiments of DLA employees.

Wilson Chapman & Associates will gather qualitative data through a variety of methods.

Listening sessions and focus groups will be organized with protocols and discussion guides featuring open-ended questions to encourage in-depth discussions, and these sessions will be recorded (with consent) to ensure accurate data capture. One-on-one and group interviews will be conducted using a semi-structured interview guide, with all interviews transcribed for detailed analysis. On-site visits will facilitate 70% of sessions in person and 30% virtually, including observational studies using checklists and observation guides to ensure consistent data collection.

Wilson Chapman & Associates will synthesize and integrate the findings from surveys, polls, listening sessions, focus groups, interviews, and data analysis into a comprehensive briefing document. Key insights, trends, and patterns will be highlighted to provide a clear overview of the data. The team will merge quantitative survey data with qualitative findings to identify both convergent and divergent themes, utilizing mixed-methods analysis for a holistic perspective. A structured summary will be developed to emphasize the most significant insights. Based on this analysis, specific, evidence-based recommendations will be crafted to improve employee engagement and satisfaction, prioritized according to their potential impact and feasibility. The final report will include an executive summary, detailed findings, and actionable recommendations, presented with visual aids such as charts, graphs, and infographics for clarity.

Additionally, an action plan will be created in collaboration with DLA, outlining the steps for implementing the recommendations, complete with timelines, responsible parties, and metrics for monitoring progress and impact.

Innovative Solutions Internal documents, including historical Equal Employment Opportunity (EEO) data, prevention program data, and reasonable accommodation processes, will be reviewed using a document analysis matrix to identify historical trends and key issues. To further enhance the data analysis process, innovative techniques such as machine learning algorithms will be employed to detect hidden patterns and correlations within the data. For qualitative data, thematic analysis will be used to identify patterns and themes from listening sessions, focus groups, and interviews.

Advanced qualitative data analysis software (e.g., NVivo) will be utilized to code, categorize, and visualize data trends effectively. Additionally, content analysis will be applied during the document review to pinpoint recurring themes and issues. The findings from both document analysis and qualitative data analysis will be synthesized to provide a comprehensive and nuanced understanding of employee experiences and perceptions, with deeper insights achieved through the integration of these advanced techniques.

Management and Staffing Plan Our management and staffing plan approach is designed to ensure the successful execution of this critical project, delivering high-impact results that align with the Defense Logistics Agency’s (DLA) strategic goals. The project will employ agile methodologies, structured in sprints with regular reviews and retrospectives, allowing for flexibility and continuous improvement. The Program Manager, Markeisha Wilson, will oversee the project’s execution, ensuring that all deliverables are met on time, within scope, and to the highest standard. Markeisha will facilitate communication between the DLA, our Subject Matter Experts (SMEs), and the broader project team, managing risks, resolving issues, and ensuring adherence to all contractual and security requirements.

Staffing Plan Key Personnel

Role(s) Role Description

Markiesha E. Wilson

Program Manager /Facilitator

The Program Manager will oversee the project’s execution, ensuring that all deliverables are met on time, within scope, and to the highest standard. As the main point of contact, the Program Manager will facilitate communication between the DLA, our SMEs, and the broader project team, ensuring that the project remains aligned with the DLA’s objectives. The Program Manager will also be responsible for managing risks, resolving issues, and ensuring that the project adheres to all contractual and security requirements.

Markeisha will serve as one of the in-person session facilitators with extensive experience in coaching, interviewing, and focus group discussion. She will ensure that employee sentiments are captured through open and honest dialogue.

Sandra Aljami

I/O Psychologist/Facilitator

Sandra will serve as the lead I/O Psychologist, applying psychological principles and research methods to enhance workplace productivity, work-life quality, and overall employee well-being. She will spearhead the development of targeted poll questions and focus group prompts designed to foster open, honest dialogue during listening sessions. Additionally, Sandra will act as the in-person facilitator, ensuring effective engagement and capturing employee sentiments about workplace policies and procedures. Her expertise will be crucial in providing meaningful and actionable insights from the sessions.

Poiette G.

Noel

Project Manager/Facilitator

Poiette G. Noel will serve as our Project Manager, ensuring the seamless scheduling and execution of focus group listening sessions, both in-person and virtually. With her extensive expertise in Project Management Support, Poiette has a proven track record in managing complex projects, overseeing workflows, coordinating teams, and supporting the planning and execution phases. In addition to her project management responsibilities, Poiette will also serve as a facilitator, leveraging her skills to guide effective focus group discussions and capture valuable insights. Her dual role will ensure that both the logistical and facilitative aspects of the project are handled with precision and efficiency.

Shamera Watson

Social Scientist Shamera Watson will serve as our Social Scientist, focusing on capturing and analyzing employee sentiments through rigorous data analysis. She will review Equal Employment Opportunity (EEO) data from other agencies to benchmark and contextualize the findings for the DLA. Her role involves meticulously analyzing data collected from focus group sessions and other sources to derive actionable insights. By synthesizing this information, Shamera will ensure that the data is effectively translated into meaningful recommendations and strategies to address employee needs and enhance organizational practices.

Michael Charles

Facilitator Michael Charles will focus on facilitating and leading the listening sessions, with the primary goal of capturing employee sentiments. His role will involve guiding discussions during the sessions, ensuring that participants feel heard and their feedback is accurately recorded. Michael’s expertise will be pivotal in fostering an environment that encourages open and honest dialogue, allowing for a comprehensive understanding of employee perspectives and concerns. His leadership in these sessions will be crucial in gathering valuable insights that will inform subsequent analyses and recommendations.

Social Scientist Shamera Watson will serve as our Social Scientist, focusing on capturing and analyzing employee sentiments through rigorous data analysis. She will review Equal Employment Opportunity (EEO) data from other agencies to benchmark and contextualize the findings for the DLA. Her role involves meticulously analyzing data collected from focus group sessions and other sources to derive actionable insights. By synthesizing this information, Shamera will ensure that the data is effectively translated into meaningful recommendations and strategies to address employee needs and enhance organizational practices.

Kaijah Wilson

Data Analyst Kaijah plays a crucial role in summarizing and analyzing the data collected during the focus groups and surveys. This role involves using advanced statistical methods to uncover trends and insights that will inform the project’s final recommendations.

Project Management Our project management approach leverages agile methodologies to provide flexibility, adaptability, and continuous improvement throughout the project lifecycle. The project will be organized into sprints, allowing us to conduct regular reviews and retrospectives to ensure alignment with the DLA's objectives and incorporate feedback in real time. The Program Manager will oversee all activities, ensuring smooth progress and that all team members are synchronized.

Security remains a top priority, with strict adherence to DLA and DoD security protocols, including mandatory training and compliance with all requirements. We are committed to maintaining confidentiality and ensuring the secure handling of all data.

To ensure effective management, we will implement a comprehensive project schedule that outlines key milestones, deadlines, and deliverables. Our risk management strategy will identify, assess, and mitigate any potential risks, ensuring that obstacles are addressed promptly.

Quality assurance processes will be in place to maintain high standards across all deliverables.

Clear communication will be a cornerstone of our approach, ensuring that all team members and stakeholders remain informed and engaged. We will manage the project budget efficiently, tracking financial resources to ensure optimal allocation. Additionally, performance monitoring will be conducted regularly to evaluate progress, make adjustments as needed, and ensure the project stays on track.

This thorough project management approach guarantees that the DLA will receive a detailed, actionable assessment, driving improvements in employee engagement and operational effectiveness in the post-return-to-office landscape.

Risk Management Effective and proactive risk management is pivotal for the successful execution of the contract.

WilsonChapman understands that certain critical assumptions underpin the successful delivery of services and has developed a robust approach to manage and mitigate the associated risks.

By strategically addressing these assumptions, WilsonChapman aims to ensure that project objectives are met on time and within scope.

The timely provision of archival and historical data from the Government is crucial for the assessment process. To mitigate the risk of delays in receiving this data, WilsonChapman will implement a comprehensive follow-up system, including automated reminders and direct communication channels with the Government. In case of delays, preliminary data sources will be leveraged, and initial analyses will be conducted to maintain project momentum.

Similarly, the receipt of DLA RTO and telework policy documents within ten days of the contract award is essential. To proactively address this risk, WilsonChapman will prepare provisional materials based on existing information and establish a streamlined review process. Regular status updates will be communicated to the Government to expedite document delivery, with adjustments made to project milestones as needed.

The approval of focus group materials by October 13, 2024, is a critical milestone.

WilsonChapman will ensure that materials are submitted well in advance and will facilitate an expedited review process. Proactive engagement with the Government through regular check-ins will help resolve any issues promptly and allow for necessary adjustments to the project schedule.

Travel approvals for the entire period of performance are vital for project success. To manage this risk, WilsonChapman will seek comprehensive travel approvals early and explore alternative arrangements, such as virtual focus groups, to mitigate potential delays. This approach will help adhere to project timelines even if travel approvals are delayed.

Furthermore, the Government’s provision of executive sponsorship and site coordinators is essential for smooth execution. WilsonChapman will engage with the Government to confirm these arrangements early and establish contingency plans to handle any shortfalls. This proactive approach ensures that all logistical and operational aspects of the project are efficiently managed.

WilsonChapman’ s risk management strategy is designed to address these assumptions effectively and ensure project success. By implementing proactive measures and maintaining open communication with the Government, WilsonChapman will navigate potential risks and deliver high-impact results that align with the Defense Logistics Agency’s objectives. This structured approach is committed to achieving project milestones and contributing to the overall success of the contract.

Proactive Risk Mitigation Effective executive sponsorship and communication are essential for participant engagement. To ensure this, WilsonChapman will work closely with the Government to secure necessary executive support and establish clear communication channels. Regular updates and proactive outreach will be employed to keep participants engaged and ensure expectations are communicated effectively. Site coordination, including managing logistics for focus groups, is another critical aspect. WilsonChapman will confirm site coordinator assignments early and develop contingency plans to address any coordination issues, including establishing backup coordinators to manage logistical details efficiently. Facility access is crucial for smooth execution; thus, we will coordinate with the Government to secure visitor passes and escorts well in advance. Alternative arrangements will be prepared to promptly address any access issues, ensuring that facility-related delays do not impact on the project. Managing scheduling conflicts for Mandatory Attendees is vital for effective stakeholder engagement. WilsonChapman will work proactively with the Government to confirm and finalize schedules early in the project while maintaining flexibility to accommodate any changes, ensuring the availability of all key stakeholders. The timing of the contract award is critical for maintaining project timelines. We will closely monitor the award process and engage with the Government to ensure timely award, preparing revised schedules and alternative options to adjust timelines and milestones if necessary.

Ensuring the availability of reviewers between December 23 and December 30, 2024, is necessary for timely feedback. WilsonChapman will proactively confirm reviewer availability with the Government and develop alternative review arrangements to avoid any delays.

Finally, timely vetting of personnel by the Government is essential for project initiation. We will coordinate closely with the Government to expedite the vetting process and establish a clear timeline, with proactive planning to address any delays efficiently. By identifying these potential risks and implementing strategic risk management and mitigation measures, WilsonChapman aims to ensure the successful execution of the contract and achievement of all project objectives.

Potential Risk Risk Mitigation Data Access The Government will provide archival/historical data for Equal

Employment Opportunity (EEO) programs, prevention programs, reasonable accommodation processes, harassment claims, and other relevant data points within ten (10) days of contract award. This information is necessary to incorporate into the assessment.

Data Access The Government will provide DLA RTO and telework practices/policy documents within ten (10) days of contract award.

Resource Availability

WilsonChapman will assign a primary and secondary POC for logistics.

The Government will assign a site coordinator for each virtual and in-person site. This individual will be responsible for managing logistics, including sending meeting invites, reserving rooms, printing materials, setting up video/conference calls, and organizing rooms.

Resource Availability

WilsonChapman will ensure the availability of contractor support during the government’s report review period. The Government will ensure the availability of the necessary reviewers between December 23, 2024, and December 30, 2024, to provide feedback on the report by December 30, 2024.

Resource Availability

WilsonChapman will provide multiple dates of availability for the kick-off meeting upon award of contract. During the kickoff meeting, the Government will provide the Contractor with a list of key personnel at each location and designate a J12 team member to assist in alleviating impediments and serve as the site coordinator.

Resource Availability

WilsonChapman will provide multiple dates of availability for the kick-off meeting upon award of contract. The Government’s Task Order Manager will review calendars and provide suitable timeslots that accommodate the schedules of the following Mandatory Attendees:

Contractor Program Manager, Contractor Lead Facilitator, J1 Director, J1 Deputy, J1 Chief of Staff, J12 Director and J12 Team, J13 Staff Director and Team. Optional attendees may include other members of the contractor’s team, the DLA Director, Vice Director, Senior Enlisted Leader, and PAO Representative.

Stakeholder Participation

WilsonChapman will offer communications best practices to executive sponsors. The Government will provide executive sponsorship and communicate expectations to focus group participants regarding timing and engagement.

Timely Decision Making

WilsonChapman will provide draft focus group questions by the kick-off meeting. In recognition of the aggressive project timeline and the timing of federal holidays, the Government will sign off on focus group questions and materials by October 13, 2024.

Timely Decision Making

WilsonChapman will provide non-local travel plans for focus groups within (10) days of contract award. The Government will approve travel for the entire period of performance, rather than on a site-by-site basis.

Timely Decision Making

The Government will award the contract by October 4, 2024, to ensure adequate time for conducting in-person and virtual focus groups.

Facility Access

WilsonChapman will submit all requested access documentation upon request. The Government will coordinate facilities access, including the provision of visitor passes and escorts, at each site.

Facility Access

WilsonChapman will submit all requested access documentation upon request. The Government will perform contractor personnel vetting through local security offices within ten (10) days of the contract award, following an accelerated timeline.

Experience and Past Performance WilsonChapman and HR & Co. bring together a powerhouse of expertise, ensuring the successful execution of this comprehensive post-return-to-office workforce assessment for the Defense Logistics Agency (DLA). The combined strengths of our Subject Matter Experts (SMEs) are strategically aligned to deliver high-impact results that meet and exceed DLA’s expectations.

mailto:mwilson@wilsonchapman.com Markiesha Wilson Missing one more

Markiesha Wilson The other is also from Brian- Project Name is Shattered Glass

Relevant Experience Our experience spans various government agencies, where we have successfully executed complex projects involving barrier analyses, organizational restructuring, and strategic visioning.

The following past performances highlight our ability to deliver top-tier results:

Barrier Analysis & DEIA Strategy

In support of the Intelligence Community Office of Diversity, Equity, Inclusion, and Accessibility (IC DEIA), WilsonChapman worked as a subcontractor to Personnel Decisions Research Institute (PDRI) to conduct a comprehensive IC-wide Barrier Analysis. This effort focused on identifying barriers faced by underrepresented groups, including racial and ethnic minorities, women, and persons with disabilities (PWD). Through extensive focus groups and interviews, we gathered both qualitative and quantitative data to provide a deep analysis of the factors limiting diversity in recruitment, retention, and promotions across six IC agencies. Our contributions culminated in the creation of a final Barrier Analysis Report, which has shaped key DEIA policies.

Leadership Development & Organizational Change Management

As a subcontractor for Deloitte Consulting on a Department of Defense Human Capital Contract, WilsonChapman played a pivotal role in a large-scale organizational restructure. By leading strategic advisory efforts, WilsonChapman helped define a new organizational vision and realigned roles and responsibilities to meet evolving mission needs. Our team facilitated leadership vision labs, analyzed customer data, and developed key deliverables, including a 30/60/90-Day Restructure Plan, a project management plan, and a comprehensive set of recommendations focused on People, Processes, and Technology.

Management Directive 715 (MD-715) & ODNI Barrier Analysis

WilsonChapman has also supported the Office of the Director of National Intelligence (ODNI) in the development of the FY 2023 Management Directive 715 (MD-715) report and an associated Barrier Analysis. Our team conducted a series of focus groups and executive interviews aimed at identifying barriers to recruitment, retention, and advancement of Hispanic or Latino individuals, persons with disabilities, and minorities eligible for promotion to senior leadership positions. This project further reinforced our commitment to fostering diversity in leadership and addressing systemic barriers within the federal workforce.

The past performance testimonials will further elaborate on the impact and expertise demonstrated through these projects.

Expertise Overview: The WilsonChapman Team brings extensive expertise to this project:

• Program Management Excellence: The Program Manager will provide strategic oversight, ensuring timely, within-scope, and…