Attachment 4-1 - Personnel Management Plan.pdf

Fair Opportunity Proposal Request (FOPR)

(FA8811-24-R-B003)

SSC/AATS

Attachment 4-1

Personnel Management Plan

Offeror shall submit a completed Personnel Management Plan. The plan shall align with the proposed Staffing Matrix (See ITO Attachment 4-2) and include the following:

- Transition: Offeror’s transition plan, including a structured schedule, that addresses the offeror’s process for efficiently on-boarding Key Personnel (KP) positions and hiring/on-boarding of all other proposed FTEs supporting this Task Order in time to meet the Government required staffing timelines for the task order. Include process for acquiring personnel security clearance documentation, personnel qualification documentation, completion of all necessary identification badges, Common Access Cards, network access and base access.

- Management: Offeror’s plan for providing program management support to manage proposed staffing and tools to be utilized throughout contract execution to ensure all PWS tasks/standards and all FOPR/Contract requirements are successfully accomplished. Include how the offeror plans to meet temporary workload surges and the offeror’s rationale on why the proposed staffing is an optimal solution and its advantages to the Government.

- Staffing Stability: Offeror’s plan for providing staffing stability through recruiting, hiring, and retention of high quality personnel that meet the Minimum Qualification Requirements (See PWS Section 3.1.17) and Minimum FTE Requirements (See Attachment 4-2 – Gov’t Minimum Staffing Requirements) to support this task order. Include the offeror’s current retention rate of employees, and strategic plans and internal organizational initiatives that will encourage employee retention that will result in staffing stability.

- Staffing Plan: Offeror’s proposed Minimum FTEs and Minimum Qualification Requirements for each Labor Category (must meet or exceed the Government Minimum Requirements) for Key Personnel (KP) and Non-Key Personnel (NKP). NOTE: Must align with the Contractors Staffing Matrix (ITO Attachment 4-2):

o Key Personnel: A resume, not to exceed two (2) pages each, and signed letter of commitment shall be included for each position identified as Key Personnel. The resumes and letters of intent shall be paired and have the same individual listed for each. The resume must specify the individual, their education and experience, and clearly show and substantiate that the proposed individual meets all education, certification, experience, expertise, location, and security clearance requirements as outlined in the Attachment 4- 2, Government Minimum Staffing Requirements and PWS Section 3.1.17.

o Non-Key Personnel: Offerors are also required to meet the minimum FTE Requirements contained in the ITO Attachment 4-2, Government Minimum Staffing

Requirements and Minimum Qualification Requirements in PWS Section 3.1.17.

o Deviations from ITO Attachment 4-2 Staffing Matrix: Offerors may deviate from the outlined Staffing Matrix provided that their proposed staffing meets or exceeds the Government Minimum FTE Requirements in Attachment 4-2, Government Minimum Staffing Requirements and meets or exceeds the Government Minimum Qualifications Requirements for the FTEs as outlined for each labor category in PWS Section 3.1.17.

Offerors who deviate must clearly highlight the deviation, which exceed the minimum requirements, and address why it is advantageous to the Government. If the Government accepts the deviation as advantageous to the Government, the proposed Contractor Staffing Matrix will be included as an attachment to the awarded Task Order and will become the Minimum Staffing Requirements throughout Task Order execution.

o Deviations from Government Minimum Qualification Requirements in PWS Section

3.1.17: Offerors may propose higher Minimum Qualification Requirements than those identified in PWS Section 3.1.17 for each labor category. These exceedances must be clearly annotated in the Personnel Management Plan by Labor Category and address why the exceedance is advantageous to the Government. If the Government accepts the exceedance as advantageous to the Government, the PWS will be updated prior to Task Order award to increase the Minimum Qualification Requirements to be met throughout Task Order execution. NOTE: Proposed increases to Minimum Qualification Requirements must be explicitly and clearly identified for each Labor Category. Resumes that demonstrate qualifications that exceed the Governments Minimum Qualification Requirements will not be sufficient for the Government to determine the exceedance as advantageous to the Government since individuals may change throughout contract performance.

- Risk Management: Identify any associated risks with the staffing plan and defined contract transitions, and a sound and comprehensive risk management strategy to successfully mitigate risks identified by the offeror for those risks.