ATTACHMENT 02 Pricing Spreadsheet.xlsx
XLSX spreadsheet 55 KB Posted
- Solicitation number
- 24361821R0203
- Issued by
-
Office of Personnel Management
About this file
This pricing spreadsheet and related federal contract opportunity outline requirements for implementation support services to advance diversity, equity, inclusion and accessibility initiatives across the U.S. federal government. The Office of Personnel Management seeks a contractor to develop guidance, tools and resources; assess and identify barriers to equitable employment; and provide subject matter expertise and logistical support. Key details include: no pricing is provided as the spreadsheet serves as a template; the response deadline is included in the attached solicitation; the opportunity is set aside for woman-owned small businesses; and the period of performance encompasses a base year and two option years. Deliverables involve program management, developing a common DEIA lexicon, identifying best practices to broaden participation, and convening meetings with stakeholders. The contractor will also review policies and practices, use data-driven approaches to measure inequities, and propose training and reporting strategies.
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Other files
| File | Type | Posted |
|---|---|---|
| AMENDMENT 02 Cover.pdf | ||
| ATTACHMENT 01 AMD 02 Est. Labor cat and hours.xlsx | XLSX spreadsheet | |
| ATTACHMENT 4 AMD 01 Question Responses.pdf | ||
| ATTACHMENT 03 AMD 01 Est. Labor cat and hours.xlsx | XLSX spreadsheet | |
| ATTACHMENT 01 AMD 001 ODEIA 24361821R0203.pdf | ||
| ATTACHMENT 02 AMD 01Clauses_DEIA.pdf | ||
| AMENDMENT 01 Cover 24361821R0203.pdf | ||
| Solicitation ODEIA 24361821R0203 Final .docx | DOCX document | |
| ATTACHMENT 01 DEIA SOO.docx | DOCX document | |
| ATTACHMENT 05 Clauses_DEIA.docx | DOCX document | |
| ATTACHMENT 04 QASP TEMPLATE.docx | DOCX document | |
| ATTACHMENT 03 Est. Labor category and hours.xlsx | XLSX spreadsheet |
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Text version
Instructions
| Attachment 02 |
| Solicitation 24361821R0203 |
| Instructions: |
See Volume II, 'Price' in the Request for Proposal
Complete all Tabs
TOTAL CONTRACT CEILING
| Pricing Spreadsheet for IDIQ Cntract - ODEIA Implementation Executive Order 14035 | |
| Component 1 | |
| BASE YEAR | $0 |
| OPTION YEAR 1 | $0 |
| OPTION YEAR 2 | $0 |
| TOTAL | $0 |
| TOTAL CONTRACT CEILING: | |
| $0 |
PRICING BASE YEAR
Implementation of Executive Order 14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.
| CLIN | Objectives | Labor Category | Est Rate /Hr | Est. Hours | Total contract value - Base Pd |
| CLIN 00001 - Program Management | Define responsibilities, timeline, risks, and milestones of contract objectives. | Project Manager | $ - 0 | ||
| Provide program management support to ODEIA. Tasks will include but will not be limited to, developing and managing a Microsoft Project schedule to track DEIA efforts occurring across OPM and the Federal Government, capturing and tracking tasks, risks, and issues, and providing updates to senior leaders. | Program Manager | $ - 0 | |||
| Consolidate implementation efforts and reporting requirements related to advancing DEIA established through related or overlapping statutory mandates, executive orders, and regulatory requirements. | Program Manager | $ - 0 | |||
| Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
PROGRAM MANAGEMENT TOTAL $ - 0
CAF 0.75%
| CLIN 00002 - Guidance Tools & Resources | Build a common DEIA lexicon to facilitate a shared language for understanding. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 |
| Provide guidance, tools, and resources to help agencies create a DEIA strategic plan that aligns with the Government-wide DEIA strategic plan. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| 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. | Program Specialist | $ - 0 | |
| Based on leading practices, propose metrics and measures that can be used to track progress DEIA efforts. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Data Analyst | $ - 0 | ||
| Consistent with Merit System Principles, propose strategies 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Propose best practices, and other promising practices, for broadening participation in Federal employment. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Identify and document the benefits of DEIA. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| Develop, in coordination with ODEIA, a DEIA maturity model that agencies can use to determine the current effectiveness of their DEIA programs and initiatives. The maturity model must include the concepts of behavioral and structural inclusion. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Propose an action-oriented reporting system for agencies to report the maturity of their DEIA programs and their progress in implementing their DEIA strategic plans. The system should emphasize consistent improvement, evaluation, and learning. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Develop a DEIA assessment tool, template, and process that agencies will use to evaluate their recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices for fairness and impartiality. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Work with OPM Human Capital Data Management and Modernization (HCDMM) team to incorporate results from DEIA data analysis into the guidance, tools, and resources. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| Contractor proposed changes to guidance, regulations, policies or practices that govern agency collection of demographic data (voluntarily self-reported data). Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Propose changes to the collection and reporting of DEIA data; avoid duplicative reporting requirements. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| GUIDANCE, TOOLS AND RESOURCES - TOTAL | $ - 0 |
| CLIN 00003 - Assess and Idenitfy Barriers that lead to inequities in federal employment | Review and propose changes to OPM’s 2017 Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace to correspond to current terminology, research, and statistics and remove barriers to the employment of transgender individuals. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Data Analyst | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| 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. | Consultant | $ - 0 |
BARRIER ASSESSMENT & IDENTIFICATION - TOTAL - 0 $ - 0
| CLIN 00004 - Subject Matter Expertise (SME), Logistics and Support | Provide DEIA Subject Matter Expertise (SME) to agencies to help them develop their DEIA strategic plans and initiatives, this may include, but is not limited to information sessions and answering questions. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 | |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 | |
| Coordinate and convene biannual virtual information sessions to provide agencies assistance in completing and submitting their DEIA assessment and agency plan. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 |
LOGISTICS AND SME SUPPORT - TOTAL - 0 $ - 0
Total Contract Value Base Period $ - 0
PRICING OPTION YEAR 1)
Implementation of Executive Order 14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.
| CLIN | Objectives | Labor Category | Est Rate /Hr | Est. Hours | Total contract value-OY 1 |
| CLIN 10001 - Program Management | Define responsibilities, timeline, risks, and milestones of contract objectives. | Project Manager | $ - 0 | ||
| Provide program management support to ODEIA. Tasks will include but will not be limited to, developing and managing a Microsoft Project schedule to track DEIA efforts occurring across OPM and the Federal Government, capturing and tracking tasks, risks, and issues, and providing updates to senior leaders. | Program Manager | $ - 0 | |||
| Consolidate implementation efforts and reporting requirements related to advancing DEIA established through related or overlapping statutory mandates, executive orders, and regulatory requirements. | Program Manager | $ - 0 | |||
| Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
PROGRAM MANAGEMENT TOTAL $ - 0
CAF 0.75%
| CLIN 10002 - Guidance Tools & Resources | Build a common DEIA lexicon to facilitate a shared language for understanding. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 |
| Provide guidance, tools, and resources to help agencies create a DEIA strategic plan that aligns with the Government-wide DEIA strategic plan. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| 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. | Program Specialist | $ - 0 | |
| Based on leading practices, propose metrics and measures that can be used to track progress DEIA efforts. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Data Analyst | $ - 0 | ||
| Consistent with Merit System Principles, propose strategies 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Propose best practices, and other promising practices, for broadening participation in Federal employment. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Identify and document the benefits of DEIA. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| Develop, in coordination with ODEIA, a DEIA maturity model that agencies can use to determine the current effectiveness of their DEIA programs and initiatives. The maturity model must include the concepts of behavioral and structural inclusion. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Propose an action-oriented reporting system for agencies to report the maturity of their DEIA programs and their progress in implementing their DEIA strategic plans. The system should emphasize consistent improvement, evaluation, and learning. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Develop a DEIA assessment tool, template, and process that agencies will use to evaluate their recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices for fairness and impartiality. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Work with OPM Human Capital Data Management and Modernization (HCDMM) team to incorporate results from DEIA data analysis into the guidance, tools, and resources. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| Contractor proposed changes to guidance, regulations, policies or practices that govern agency collection of demographic data (voluntarily self-reported data). Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Propose changes to the collection and reporting of DEIA data; avoid duplicative reporting requirements. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| GUIDANCE, TOOLS AND RESOURCES - TOTAL | $ - 0 |
| CLIN 10003 - Assess and Idenitfy Barriers that lead to inequities in federal employment | Review and propose changes to OPM’s 2017 Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace to correspond to current terminology, research, and statistics and remove barriers to the employment of transgender individuals. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Data Analyst | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| 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. | Consultant | $ - 0 |
BARRIER ASSESSMENT & IDENTIFICATION - TOTAL - 0 $ - 0
| CLIN 10004 - Subject Matter Expertise (SME), Logistics and Support | Provide DEIA Subject Matter Expertise (SME) to agencies to help them develop their DEIA strategic plans and initiatives, this may include, but is not limited to information sessions and answering questions. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 | |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 | |
| Coordinate and convene biannual virtual information sessions to provide agencies assistance in completing and submitting their DEIA assessment and agency plan. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 |
LOGISTICS AND SME SUPPORT - TOTAL - 0 $ - 0
Total Contract Value Option Year 1 $ - 0
PRICING OPTION YEAR 2
Implementation of Executive Order 14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.
| CLIN | Objectives | Labor Category | Est Rate /Hr | Est. Hours | Total contract value-OY 2 |
| CLIN 20001 - Program Management | Define responsibilities, timeline, risks, and milestones of contract objectives. | Project Manager | $ - 0 | ||
| Provide program management support to ODEIA. Tasks will include but will not be limited to, developing and managing a Microsoft Project schedule to track DEIA efforts occurring across OPM and the Federal Government, capturing and tracking tasks, risks, and issues, and providing updates to senior leaders. | Program Manager | $ - 0 | |||
| Consolidate implementation efforts and reporting requirements related to advancing DEIA established through related or overlapping statutory mandates, executive orders, and regulatory requirements. | Program Manager | $ - 0 | |||
| Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
PROGRAM MANAGEMENT TOTAL $ - 0
CAF 0.75%
| CLIN 20002 - Guidance Tools & Resources | Build a common DEIA lexicon to facilitate a shared language for understanding. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 |
| Provide guidance, tools, and resources to help agencies create a DEIA strategic plan that aligns with the Government-wide DEIA strategic plan. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| 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. | Program Specialist | $ - 0 | |
| Based on leading practices, propose metrics and measures that can be used to track progress DEIA efforts. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Data Analyst | $ - 0 | ||
| Consistent with Merit System Principles, propose strategies 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Propose best practices, and other promising practices, for broadening participation in Federal employment. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| Identify and document the benefits of DEIA. Report documenting progress and completion of tasks, issues, and risks. | Program Specialist | $ - 0 | |
| Develop, in coordination with ODEIA, a DEIA maturity model that agencies can use to determine the current effectiveness of their DEIA programs and initiatives. The maturity model must include the concepts of behavioral and structural inclusion. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Propose an action-oriented reporting system for agencies to report the maturity of their DEIA programs and their progress in implementing their DEIA strategic plans. The system should emphasize consistent improvement, evaluation, and learning. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Develop a DEIA assessment tool, template, and process that agencies will use to evaluate their recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices for fairness and impartiality. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Work with OPM Human Capital Data Management and Modernization (HCDMM) team to incorporate results from DEIA data analysis into the guidance, tools, and resources. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| Contractor proposed changes to guidance, regulations, policies or practices that govern agency collection of demographic data (voluntarily self-reported data). Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Propose changes to the collection and reporting of DEIA data; avoid duplicative reporting requirements. Report documenting progress and completion of tasks, issues, and risks. | Data Analyst | $ - 0 | |
| 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. | Program Manager | $ - 0 | |
| Consultant | $ - 0 | ||
| Program Specialist | $ - 0 | ||
| GUIDANCE, TOOLS AND RESOURCES - TOTAL | $ - 0 |
| CLIN 20003 - Assess and Idenitfy Barriers that lead to inequities in federal employment | Review and propose changes to OPM’s 2017 Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace to correspond to current terminology, research, and statistics and remove barriers to the employment of transgender individuals. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| Data Analyst | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| 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. | Consultant | $ - 0 |
BARRIER ASSESSMENT & IDENTIFICATION - TOTAL - 0 $ - 0
| CLIN 20004 - Subject Matter Expertise (SME), Logistics and Support | Provide DEIA Subject Matter Expertise (SME) to agencies to help them develop their DEIA strategic plans and initiatives, this may include, but is not limited to information sessions and answering questions. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Consultant | $ - 0 | |
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Manager | $ - 0 | |
| Program Specialist | $ - 0 | ||
| 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. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 | |
| Coordinate and convene biannual virtual information sessions to provide agencies assistance in completing and submitting their DEIA assessment and agency plan. Report documenting progress and completion of tasks, issues, and risks. | Program Assistant | $ - 0 |
LOGISTICS AND SME SUPPORT - TOTAL - 0 $ - 0
Total Contract Value Option Year 2 $ - 0
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