ATTACHMENT 01 DEIA SOO.docx

Attachment 01 Solicitation 24361821R0203 Statement of Objectives Implementation of Executive Order 14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.

A. Background On June 21, 2021, President Biden signed the Executive Order 14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce to establish that it is the policy of the administration to cultivate a workforce that draws from the full diversity of the Nation. A growing body of evidence demonstrates that diverse, equitable, inclusive, and accessible workplaces yield higher-performing organizations. The Federal Government will strengthen its ability to recruit, hire, develop, promote, and retain our Nation’s talent and remove barriers to equal opportunity to ensure the Federal workforce reflects the diversity of the American people.

B. Scope The contractor will support the implementation of Executive Order 14035 by: 1) Providing program management support, 2) Developing guidance, tools, and resources to strengthen and advance DEIA in the federal workforce, 3) Assessing and identifying barriers that lead to inequities in federal employment, and 4) Providing logistics and DEIA Subject Matter Expertise (SME) support.

The contractor will coordinate with OPM personnel in the following areas:

i. Monthly conference calls with awardees throughout the period of performance;

ii. Discussion of qualifications and suitability prior to approval of all key personnel appointments and changes;

iii. Reviewing drafts of, all required reporting documents prior to the final submission pertaining to the project, including required project schedule, metrics, status and technical progress reports, and quarterly financial reports.

iv. Oversight of documents prior to approval of all outward-facing work products, including but not limited to fact sheets, training materials, press releases, and publicity-related materials regarding the project;

v. Oversight prior to approval of all content for print and online resources developed through project activities including clearing topics for material production and final document production (e.g., outreach flyers, training materials, information about the project on the applicant’s website).

C. Organizational Experience in DEIA The prime offeror shall demonstrate extensive subject matter expertise and experience in DEIA and the ability to provide such expertise to OPM for the implementation of the Executive Order 14035. This expertise in diversity, equity, inclusion and accessibility includes but is not limited to program management support, development of guidance, tools, and resources to strengthen and advance DEIA in the federal workforce and/or other large organizational entities and experience and expertise in assessing and identifying barriers that lead to inequities in federal and/or private sector employment in accordance with Executive Order 14035. In addition, experience is required in providing logistics and project and program support throughout the contract’s period of performance.

D. Key Personnel Key personnel on the contract shall demonstrate extensive subject matter expertise and experience in DEIA and the ability to provide such expertise to OPM for the implementation of the Executive Order 14035. This expertise in diversity, equity, inclusion and accessibility includes but is not limited to program management support, development of guidance, tools, and resources to strengthen and advance DEIA in the federal workforce and/or other large organizational entities and experience and expertise in assessing and identifying barriers that lead to inequities in federal and/or private sector employment. In addition, experience is required in providing logistics and project and program support throughout the contract’s period of performance.

E. Key Objectives / Contract Deliverables and Schedule

b. Consolidate implementation efforts and reporting requirements related to advancing DEIA established through related or overlapping statutory mandates, executive orders, and regulatory requirements.

Report documenting progress and completion of tasks, issues, and risks.

Report documenting progress and completion of tasks, issues, and risks.

c. Provide guidance, tools, and resources to help agencies create DEIA initiatives to address DEIA challenges and barriers in their organizations.

Report documenting progress and completion of tasks, issues, and risks.

d. Based on leading practices, propose metrics and measures that can be used to track progress DEIA efforts.

j. Data Analysis Work with OPM Human Capital Data Management and Modernization (HCDMM) team to incorporate results from DEIA data analysis into the guidance, tools, and resources.

k. Coordinate with ODEIA to analyze Agencies preliminary DEIA assessments and incorporate the results into the Government wide DEIA strategic plan.

l. Contractor proposed changes to guidance, regulations, policies or practices that govern agency collection of demographic data (voluntarily self-reported data).

m. Propose changes to the collection and reporting of DEIA data; avoid duplicative reporting requirements.

n. Propose strategies for Agencies to implement a DEIA training program that increases the use and availability of training opportunities for employees, managers, and leadership. Training programs should enable federal employees, managers, and leaders to have knowledge of systemic and institutional racism and bias against underserved communities, be supported in building skillsets to promote respectful and inclusive workplaces, eliminate workplace harassment; and have increased understanding of implicit and unconscious bias, the effects and impact of privilege, historic discrimination, and misrepresentation.

Report documenting progress and completion of tasks, issues, and risks.

b. Use an evidence-informed and data-driven approach, such as a barrier analysis, to measure and identify Government-wide practices that result in inequitable employment outcomes and propose actions and changes to overcome systemic societal barriers.

c. Evaluate Government wide recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices; identify processes that cause inequities; and propose solutions.

d. Identify strategies and develop resources and guidance to advance DEIA and eliminate barriers to equity, in each of the following workforce functions: recruitment; hiring; promotion; retention; professional evaluations and rewards; professional development programs; the availability of mentoring programs or sponsorship initiatives, employee resource group and affinity group programs; temporary employee details and assignments; pay setting, wages, and salaries policies; benefits , including health benefits, retirement benefits, and employee services and work/life programs; disciplinary actions; retention policies and practices; reasonable accommodations for employees with disabilities; and training and onboarding programs.

Report documenting progress and completion of tasks, issues, and risks.

b. Provide subject matter expertise to agencies to help them develop or enhance existing DEIA training programs, this may include, but is not limited to information sessions and answering questions.

Technical assistance Approximately 60-90 after contract award

c. Provide Technical Assistance to Federal agencies on DEIA leading practices to ensure agencies consistently improve, evaluate, and learn from their workforce practices. Technical assistance may include providing agencies with comprehensive strategies to mature their DEIA programs, structure their HR/DEIA/EEO program offices, build a DEIA business case, etc. Technical assistance to be provided per agency request, and provided virtually to the maximum extent practical, occasional in person assistance may be required.

d. Provide logistical support and convene virtual quarterly meetings with ODEIA stakeholders and DEIA practitioners. This includes but is not limited to developing the agenda and creating meeting materials.

e. Coordinate and convene biannual virtual information sessions to provide agencies assistance in completing and submitting their DEIA assessment and agency plan.

F. Government Furnished Information The Government will provide contractor with access to internal OPM ODEIA subject matter experts after contract award, internal data analyst subject matter experts after contract award, and points of contact for Federal DEIA offices.

There is no government provided equipment for this contract.

G. Contractor’s Performance Work Statement (PWS) In accordance with FAR 37.602 the contractor’s proposed PWS will be incorporated into the contract at the time of award.

H. Performance:

The primary place of performance will be Washington, DC or performed virtually. Contractor personnel will not be provided office space for routine use within the government office building. Contractor employees assigned to this contract will require EITHER Contractor-provided office space within the metro Washington DC area OR the ability to telework / remote work from locations within the metro Washington, D.C. area, as applicable based on the nature of their work under this contract. Personal Identity Verification (PIV) will be required for access to all OPM and customer agency sites.

I. Telework / Remote Work:

The ability for contractor employees to telework / remote work from a location other than Contractor-provided office space will require the Contractor’s employee to have technology and internet connections appropriate and necessary to successfully perform the designated work functions. The Government will not reimburse for Contractor employee internet connections or other technology required for telework / remote work, just as it would not pay for same at the Contractor-provided office space. A reduced level of effort during telework / remote work periods (such as being only available by cell phone and not having full use of the provided laptop) is unacceptable.

J. Period of Performance:

The anticipated period of performance for the contract will be one (1) base year and two (2) twelve (12) month option periods.

K. Contract Type:

The U.S. Office of Personnel Management (OPM) anticipates awarding a Firm Fixed Price contract.

L. Travel:

Travel between the Contractor’s place of business and Government offices within Washington D.C. will not be eligible for reimbursement.

M. Security Clearances Contractors will be required to undergo a background investigation commensurate with the level designated by the Position Designation Automated Tool, which is performed by OPM-FSEM-Personnel Security (PerSec) upon receipt of the OPM 1715 Form, Contractor New Hire Processing form. Background investigation processing times vary by the type of investigation required and by the applicant's personal history. Applicants should submit all required information requested by FSEM PerSec as quickly as possible to minimize the investigation processing timeliness.