HRServicesContractPresentation.pptx

HRPD Services IDIQ CTS Requirements

James Scott Chief Talent Analytics Branch

Agenda Overview Submission Requirements/Evaluation Process/Other Service Requirement Presentations Labor categories and qualifications Section specific questions Overall Questions Agenda

Each presentation area is allowed 15 minutes with 15 minutes for questions. We have allotted 2 hours for the Industry Day. Any left over time we may have will be for overall follow-up questions.

Written question submissions will accepted until 10 am Monday June 23rd and all responses will be published shortly thereafter.

Submission and Evaluation

Jim Huff Section Chief Vernessa Younger Contracting Officer

Logistics and Acquisition Division

Proposal Submission Requirements for Vendor Response Content of Vendor Response Sections of Proposal Submission Requirements

Each presentation area is allowed 15 minutes with 15 minutes for questions. We have allotted 2 hours for the Industry Day. Any left over time we may have will be for overall follow-up questions.

Written question submissions will accepted until Friday and all responses will be

Evaluation Factors for Award Evaluation Process Evaluation

Each presentation area is allowed 15 minutes with 15 minutes for questions. We have allotted 2 hours for the Industry Day. Any left over time we may have will be for overall follow-up questions.

Written question submissions will accepted until Friday and all responses will be

Background Investigation Reimbursement for Failed Clearances ($1,509.00) Special Projects Ad hoc/future work orders Other

Each presentation area is allowed 15 minutes with 15 minutes for questions. We have allotted 2 hours for the Industry Day. Any left over time we may have will be for overall follow-up questions.

Written question submissions will accepted until Friday and all responses will be

CTS Requirements

Wendy Frederick

Center for Talent Solutions

Center for Talent Solutions overview Review of projects and services Support qualifications Questions

The Center for Talent Solutions (CTS) serves as the strategic arm of the directorate and leads efforts to build and sustain ATF as a high-performing organization by providing data, tools and technologies that enlighten and drive workforce decisions.

Division Description

Responsibilities for the CTS include workforce planning, Workforce Planning Succession Planning Competency Management Performance Management Workforce Analytics Workforce Engagement Technology Innovation Center for Talent Solutions

Responsibilities include:

Responsibilities for the CTS include workforce planning, Talent Analytics Branch – The Talent Analytics Branch (TAB) supports the ATF mission by collecting, analyzing and disseminating relevant, credible and actionable data and metrics that promote more informed discussion, decision-making and strategy development on workforce-related issues.

Division Offices Supported

Talent Strategies Branch – The Talent Strategies Branch (TSB) supports the ATF mission by creating and maintaining systems and processes based on data-driven analysis and industry best practices that are the foundation for a strategic and integrated approach to talent management within the Bureau.

Division Offices Supported

In general, the vendor will be supporting all functions related to the strategic administration of workforce performance management processes.

2014 Projects and Service Needs Performance Management Support

Provide guidance and assistance to supervisory personnel in establishing measureable individual performance goals and elements and standards that align with organizational goals and performance indicators.

Highlighted functions:

Complete List of Tasks for Performance Management:

(a) Recommend, plan and conduct studies to assess the effectiveness of performance management programs, systems and processes and provide recommendations for improvements based on subject matter expertise and evidence-based best practices.

(b) Document and summarize results of studies and assessments and prepare reports and presentations suitable for presentation to senior management.

(c) Assist in the research and development or revision of HR performance management policies and procedures and associated documentation.

(d) Provide guidance to supervisors and managers on the interpretation and application of HR policies and regulations to specific performance management issues or situations.

(e) Assist in the development of performance goals, elements and standards for individuals and teams, including elements and standards that can be used to assess an aspect of performance common to a variety of occupations or an aspect of performance common to all individuals in a specific job role or occupation.

(f) Collaborate with ATF’s strategic planning function to ensure individual and team performance goals are aligned with organization goals and performance indicators.

(g) Develop training, awareness and performance support materials on a variety of performance management topics. Provide briefings or formal instruction on performance management to ATF personnel.

(h) Assist with the evaluation, implementation, maintenance, and use of performance management systems and technologies.

(i) Prepare routine reports related to the status of work output, progress on special projects, or the results of assessments or studies. Perform routine and repetitive document management and clerical duties for all aspects of assigned work functions.

Recommend, plan and conduct studies to assess performance program effectiveness.

Assist in the research and development or revision of performance management policies and procedures.

Complete List of Tasks for Performance Management:

(a) Recommend, plan and conduct studies to assess the effectiveness of performance management programs, systems and processes and provide recommendations for improvements based on subject matter expertise and evidence-based best practices.

(b) Document and summarize results of studies and assessments and prepare reports and presentations suitable for presentation to senior management.

(c) Assist in the research and development or revision of HR performance management policies and procedures and associated documentation.

(d) Provide guidance to supervisors and managers on the interpretation and application of HR policies and regulations to specific performance management issues or situations.

(e) Assist in the development of performance goals, elements and standards for individuals and teams, including elements and standards that can be used to assess an aspect of performance common to a variety of occupations or an aspect of performance common to all individuals in a specific job role or occupation.

(f) Collaborate with ATF’s strategic planning function to ensure individual and team performance goals are aligned with organization goals and performance indicators.

(g) Develop training, awareness and performance support materials on a variety of performance management topics. Provide briefings or formal instruction on performance management to ATF personnel.

(h) Assist with the evaluation, implementation, maintenance, and use of performance management systems and technologies.

(i) Prepare routine reports related to the status of work output, progress on special projects, or the results of assessments or studies. Perform routine and repetitive document management and clerical duties for all aspects of assigned work functions.

In general, the vendor will be supporting the collection, management and statistical analysis of ATF workforce data.

HR Data Analysis Support

Establish data-mart (Oracle data warehouse) to centrally manage HR data used for analysis.

Complete List of Tasks HR Data Analysis Support:

(a) Recommend, plan, and conduct analytical studies using workforce data and metrics to identify and address relevant, actionable Bureau business and mission concerns.

(b) Summarize study results and prepare reports and presentations.

(c) Assist in the development and documentation of standard operating procedures and policies associated with the analytics function.

(d) Design mathematical and analytical models for studies of programs and problems related to the strategic management of the workforce and provide a means of predicting outcomes of different workforce decisions. Models may incorporate data from a variety of systems and sources such as employee profile information, recruiting demographics, supervisor assessment scores, financial data, and performance data.

(e) Conduct regression, correlation, descriptive and other analyses of data to identify workforce trends, correlations, or skill and performance gaps that are actionable and relevant to the strategic management of the workforce in a Federal, civil service environment.

(f) Create electronic dashboards and reports on various aspects of the state of the workforce. Electronic reports may require development of workflows, analysis automation, and manual manipulation of data.

(g) Collaborate with other offices and data owners to establish and manage data-marts for the consolidation of workforce information.

(h) Use and recommend ways to leverage existing ATF technology platforms (e.g. SAP Business Objects, Oracle, PeopleSoft, SuccessFactors, Microsoft Office Suite) to collect, consolidate, analyze, and report on HR data.

(i) Design and implement queries to extract workforce information from various systems and databases.

(j) Identify, assess and assist in implementation of new technology tools and platforms for the collection, consolidation, analysis, and reporting of workforce data and metrics.

(k) Determine appropriate techniques for data collection. Collaborate with subject matter experts and system owners to identify and determine the cause for discrepancies or inconsistencies in data and assist in validating or “cleaning” data as needed. Work with system administrators and process owners to correct data omissions or inconsistencies and revise workflow processes where needed to improve long term data quality.

(l) Prepare routine reports related to the status of work output, progress on special projects, or the results of assessments or studies.

(m) Perform routine and repetitive document management and clerical duties for all aspects of assigned work functions.

Determine appropriate techniques for data collection.

Collaborate with subject matter experts and system owners to identify and determine the cause for discrepancies or inconsistencies in data and assist in validating or “cleaning” data as needed.

Center for Talent Solutions

Recommend, plan and conduct analytical studies (statistical analysis) using workforce data and metrics to identify relevant, actionable business concerns.

Design mathematical and analytical models for predicting outcomes of business decisions.

Building dashboards for reporting workforce metrics.

Expert in organizational performance management.

Able to plan and conduct research and studies on organizational performance.

Can consult with various levels of management to assist in the development of employee performance plan elements and standards.

Support Qualifications

(Performance Management Specialist)

Make sure the vendors realize that this should be interpreted as labor categories

Whole text from SOW:

An expert in organizational performance management who plans and conducts research and studies on organizational performance, consults with various levels of management to assist in the development of employee performance plan elements and standards, assists in the implementation of performance related projects and utilizes his or her expertise to evaluate current performance systems. Work includes the performance of routine clerical and document management responsibilities.

Completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree in Human Resources or related field of study.

Eight (8) years applied advanced experience in human resource management with a focus on the interpretation and application of laws and regulations specific to the Federal government.

Make sure the vendors realize that this should be interpreted as labor categories

Whole text from SOW:

The Contractor shall have successfully completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree in Human Resources or related field of study.

The Contractor shall have at least 8 years applied advanced experience in human resource management with a focus on the interpretation and application of laws and regulations specific to the Federal government. The Contractor must exhibit a mastery of the concepts, principles, practices, laws, and regulations of the HR specialty.

Five (5) years of supervisory experience, preferably some of which involved supervising Federal employees.

Mastery of advanced principles, applied theory, and techniques applicable to organizational performance management and experience developing performance management systems and policies.

Make sure the vendors realize that this should be interpreted as labor categories

The Contractor shall have at least 5 years of supervisory experience, preferably some of which involved supervising Federal employees.

The Contractor shall have a mastery of advanced principles, applied theory, and techniques applicable to organizational performance management and experience developing performance management systems and policies; assisting managers and supervisors in establishing, maintaining, and monitoring effective performance management programs; and developing and implementing studies to assess organizational performance gaps or validate performance measurement processes.

Experience assisting managers and supervisors in establishing, maintaining, and monitoring effective performance management programs.

Experience developing and implementing studies to assess organizational performance gaps or validate performance measurement processes.

Make sure the vendors realize that this should be interpreted as labor categories

Whole text SOW:

The Contractor shall have a mastery of advanced principles, applied theory, and techniques applicable to organizational performance management and experience developing performance management systems and policies; assisting managers and supervisors in establishing, maintaining, and monitoring effective performance management programs; and developing and implementing studies to assess organizational performance gaps or validate performance measurement processes.

Experience developing, implementing, and/or administering a commercial (e.g. such as SAP/PeopleSoft, SuccessFactors, Kronos, HRM Direct, or Halogen) or custom-built HRIS or talent management solution that supports performance management activities.

Shall have excellent written and verbal communication skills.

Make sure the vendors realize that this should be interpreted as labor categories

Whole text in SOW:

The Contractor shall have experience developing, implementing, and/or administering a commercial (e.g. such as SAP/Peoplesoft, SuccessFactors, Kronos, HRM Direct, or Halogen) or custom-built HRIS or talent management solution that supports performance management activities.

The Contractor shall have excellent written and verbal communication skills and experience developing detailed formal reports, studies, and publications suitable for submission to executive level managers; facilitating collaborative, cross organizational workshops; and providing briefings and presentations to senior management.

Expert in data analysis using statistical and mathematical theory, database management and statistical analysis software. Work includes retrieving and consolidating quantitative data from multiple sources; validating and updating data; conducting regression, correlation, and descriptive analyses; and developing reports, dashboards and predictive models of the data.

(Data Analyst)

Make sure the vendors realize that this should be interpreted as labor categories

Full text from SOW:

An expert in data analysis using statistical and mathematical theory, database management and statistical analysis software. Work includes retrieving and consolidating quantitative data from multiple sources; validating and updating data; conducting regression, correlation, and descriptive analyses; and developing reports, dashboards and predictive models of the data. Work includes the performance of routine clerical and document management responsibilities.

Completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree that included a major field of study in operations research, statistics, or mathematics. Undergraduate or graduate study must include at least 24 semester hours in a combination of operations research, mathematics, probability, statistics, mathematical logic, science, or subject-matter courses.

Make sure the vendors realize that this should be interpreted as labor categories

Full text from SOW:

The Contractor shall have successfully completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree that included a major field of study in operations research, statistics, or mathematics. Undergraduate or graduate study must include at least 24 semester hours in a combination of operations research, mathematics, probability, statistics, mathematical logic, science, or subject-matter courses.

Five (5) years of applied experience specific to the collection and analysis of human resource information. Experience shall include developing and implementing analysis plans to collect, validate, and report quantitative workforce data; creating predictive workforce models; and providing descriptive, correlation, regression and other forms of analyses.

Support Qualifications

Make sure the vendors realize that this should be interpreted as labor categories

Full text from SOW:

The Contractor shall have at least 5 years of applied experience specific to the collection and analysis of human resource information. Experience shall include developing and implementing analysis plans to collect, validate, and report quantitative workforce data; creating predictive workforce models; and providing descriptive, correlation, regression and other forms of analyses.

Experience using SAP Business Objects or Oracle Business Intelligence software, and statistical software packages such as SPSS and/or SAS.

Experience creating, maintaining, and using Oracle databases.

Center for Talent Solutions Support Qualifications

Make sure the vendors realize that this should be interpreted as labor categories

Full text from SOW:

The Contractor shall have experience using SAP Business Objects or Oracle Business Intelligence software, and statistical software packages such as SPSS and/or SAS.

The Contractor shall have experience creating, maintaining, and using Oracle databases.

HROD Requirements

Ralph G. Bittelari Acting Chief Human Resources Operations Division

HROD overview Review of projects and services Support Qualifications

HROD is comprised of 6 branches that service each ATF employee’s HR needs from hiring through retirement.

Each time an employee receives a promotion or an award, reviews his or her position description or official personnel folder, receives notice of a personnel action, or needs guidance on a leave, pay or retirement issue, that employee comes into contact with HROD’s operations.

Human Resources Operations Division

Classification and Position Management Branch Professional and Technical Staffing Executive/Supervisory Staffing Center

Division Offices Supported by this Contract

Position description development Develop SOPs Assist with desk audits Assist with efforts to automate and organize the Bureau’s PDs

Human Resources Operations Division 2014 Projects and Service Needs Classification Management Support

Actual text from SOW:

3.4 Task 4. - Classification Management Support

(a) Respond to difficult issues involving complex projects/problems regarding classification that requires expert advice and/or authoritative policy interpretations.

(b) Provide recommendations on the impact of significant position classification problems or issues that may involve a single organizational element or an entire division.

(c) Contribute to the design, standardization and streamlining of initiatives to reengineer or improve agency-wide functional processes related to classification management policies, standard operating procedures and automated systems.

(d) Assist ATF supervision and management with the development of position descriptions to meet organizational needs and classification requirements.

(e) Conduct and fully complete legal review, designation, approval and certification processing for classification requests.

(f) Maintain documentation of classification records, manuals, files, position descriptions and other supporting papers.

(g) Develop standard position descriptions and/or guides covering major job groups within the ATF population to establish and maintain position uniformity and consistency.

(h) Conduct and document desk audits to determine the accuracy of position descriptions and the appropriateness of existing position classifications.

(i) Provide information and interpretations of the agency's position management and classification procedures, practices, policies, and guidelines.

(j) Provide technical advice on classification program improvement, review policies to evaluate effectiveness of current policy/practices or develop same to ensure consistency within the agency.

(k) Document and summarize results of studies and assessments and prepare reports and presentations suitable for presentation to management.

(l) Develop job aids, briefings, and training to improve efficiency and enhance awareness on a variety of position classification management topics.

(m) Provide briefings or formal instruction on position and classification management to ATF personnel.

(n) Prepare routine reports related to the status of work output, progress on special projects, or the results of assessments or studies.

(o) Perform routine and repetitive document management and clerical duties for all aspects of assigned work functions.

(p Utilize a computer-based human resource information system (HRIS) to document work output, process administrative functions, and run reports.)

Develop and recommend recruitment strategies for general and special hiring Review interview questions Suggest improvements to vacancy announcements.

Develop SOPs Tracking and reports/leverage automation

Human Resources Operations Division 2014 Projects and Service Needs HR Staffing Operations Support

Actual text from SOW:

3.5 Task 5. - HR Staffing Operations Support

(a) Develop recommendations to management on the impact of recruitment strategies available to Federal organizations to acquire employees with the necessary knowledge and skills while maintaining a diverse workforce.

(b) Develop recommendations to management on opportunities and restrictions related to Special Hiring Authority and general recruitment and staffing processes, procedures and regulations.

(c)Work with ATF supervision and management to identify and weigh automated interview questions to rank vacancy applicants for utilization in ATF recruitment systems.

(d) Work with ATF management to prepare recurring and new vacancy announcements.

(e) Monitor ATF personnel systems to initiate recruitment processes.

(f) Issue vacancy announcements using automated systems.

(g) Review applicant packages for compliance with veterans’ preference requirements when applicable and ensure submissions are complete and meet published minimum qualifications.

(h) Perform routine and repetitive staffing support duties for all aspects of recruitment to hire functions, such as preparation of referral lists for vacancy candidates, collecting and preparing applicant packets for panel review, coordinating subject matter experts when necessary, monitoring selection process for vacancy candidates, processing selections, presenting job offers, and sending notifications of non-selection.

(i) Prepare responses to questions, complaints, problems, or situations and provide explanations of HR policy related to recruitment, vacancy management and announcement, and staffing selection processes.

(j) Develop job analyses and/or guides covering major job groups within the ATF population to establish and maintain position uniformity and consistency.

(k) Review work products and automated system data, and initiate and complete any necessary actions required to correct errors.

(l) Develop, maintain and update computerized Microsoft databases and spreadsheets used by the branch to manage and monitor recruitment and staffing processes.

(m) Review and follow-up with branch personnel and clients to ensure staffing actions are submitted and input on a timely basis to meet requirements set by Presidential and Office of Personnel Management mandate for 80 day hiring cycle.

(n) Provide customer service via telephone and face-to-face contacts.

(o) Contribute to the design, standardization and streamlining of initiatives to reengineer or improve agency-wide staffing processes through assisting in the development or revision of policies, drafting standard operating procedures, or the review and integration of new staffing automation technology.

(p) Coordinate issues and/or record problems with agency payroll processing center personnel, HR Information Systems personnel and HR Specialists to resolve issues or problems effecting employees' employment status and the correctness of information and timely processing of personnel actions.

(q) Develop job aids, briefings, and training to improve efficiency and enhance awareness on a variety of recruitment and staffing management topics.

(r) Provide briefings or formal instruction on recruitment and staffing management to ATF personnel.

(s) Prepare routine reports related to the status work output, progress on special projects, or the results of assessments or studies.

(t) Utilize a computer-based HRIS to document work output, process administrative functions, and run reports.

Analyze draft submissions by SES candidates prior to submission to the OPM Qualifications Review Board (QRB).

Provide editorial guidance and assist in editing and proofreading submissions.

Coach SES candidates in determining experience and accomplishments that best support SES ECQs.

Human Resources Operations Division 2014 Projects and Service Needs Executive Core Qualifications (ECQ) Support

Whole text from SOW:

3.9 Task 9. - Executive Core Qualifications (ECQ) Submission Consultation Support

(a) Analyze draft submissions by Senior Executive Service (SES) candidates prior to submission for Office of Personnel Management Qualifications Review Board certification to ensure content adequately supports listed ECQs.

(b) Provide editorial guidance and assist in editing and proofreading submissions, to include reorganizing and formatting drafts, rewriting small sections, and providing writing assistance.

(c) Diplomatically coach and aid candidates in determining work experience and accomplishments that best support SES ECQs.

(d) Apply ATF and OPM guidelines for formatting and structuring submissions.

(e) Provide a high level of customer service via telephone and email correspondence ensuring complete, well written SES candidate submissions and that the image of the branch is upheld or strengthened as a result of the positive nature of the contact.

Apply ATF and OPM guidelines for formatting and structuring submissions.

Provide a high level of customer service via telephone and email correspondence ensuring complete, well written SES candidate submissions.

Human Resources Operations Division 2014 Projects and Service Needs

Whole text from SOW:

3.9 Task 9. - Executive Core Qualifications (ECQ) Submission Consultation Support

(a) Analyze draft submissions by Senior Executive Service (SES) candidates prior to submission for Office of Personnel Management Qualifications Review Board certification to ensure content adequately supports listed ECQs.

(b) Provide editorial guidance and assist in editing and proofreading submissions, to include reorganizing and formatting drafts, rewriting small sections, and providing writing assistance.

(c) Diplomatically coach and aid candidates in determining work experience and accomplishments that best support SES ECQs.

(d) Apply ATF and OPM guidelines for formatting and structuring submissions.

(e) Provide a high level of customer service via telephone and email correspondence ensuring complete, well written SES candidate submissions and that the image of the branch is upheld or strengthened as a result of the positive nature of the contact.

Expert in the classification of job positions in the Federal government for job series and grade.

Senior and junior level experience in position classification 10 years applied experience for Senior level and 5 years for Junior level.

(Senior/Junior Classification Specialist)

Actual text from SOW:

Senior Classification Management Support – An expert in the classification of job positions in the Federal government for job series and grade. Advises supervision and management on the impact of classification related decisions, reviews and develops position descriptions for specific job functions, and conducts desk audits to validate correct use of position classifications. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 10 years of applied experience specific to Federal position classification. Experience shall include developing position descriptions, determining position classifications, managing classification appeals, conducting desk audits, and developing policy and standard operating procedures related to position classification management.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines related to position classification functions.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

The Contractor shall have experience drafting a variety of reports, letters, memoranda, position descriptions, position evaluation statements, and other correspondence on a full range of sensitive management issues.

Junior/Assistant Classification Management Support – Assists more experienced senior classification specialist in the completion of their duties. Provides the same tasks as the senior classification specialist but functions less independently and responsibilities tend towards established processes and systems. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 5years of applied experience specific to Federal position classification. Experience will include developing position descriptions, determining position classifications, managing classification appeals, conducting job analyses and desk audits, and developing policy and standard operating procedures related to position classification management.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines related to position classification functions.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

Experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines related to position classification functions.

Experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents

(Senior/Junior Classification Specialist)

Actual text from SOW:

Senior Classification Management Support – An expert in the classification of job positions in the Federal government for job series and grade. Advises supervision and management on the impact of classification related decisions, reviews and develops position descriptions for specific job functions, and conducts desk audits to validate correct use of position classifications. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 10 years of applied experience specific to Federal position classification. Experience shall include developing position descriptions, determining position classifications, managing classification appeals, conducting desk audits, and developing policy and standard operating procedures related to position classification management.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines related to position classification functions.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

The Contractor shall have experience drafting a variety of reports, letters, memoranda, position descriptions, position evaluation statements, and other correspondence on a full range of sensitive management issues.

Junior/Assistant Classification Management Support – Assists more experienced senior classification specialist in the completion of their duties. Provides the same tasks as the senior classification specialist but functions less independently and responsibilities tend towards established processes and systems. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 5years of applied experience specific to Federal position classification. Experience will include developing position descriptions, determining position classifications, managing classification appeals, conducting job analyses and desk audits, and developing policy and standard operating procedures related to position classification management.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines related to position classification functions.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

Expert in Federal regulations related to HR staffing.

Experience providing consultation services on the impact of decisions related to recruitment strategies and the use of Special Hiring Authorities

(Staffing Specialist)

Whole text from SOW:

HR Staffing Operations Support - An expert in Federal regulations related to HR staffing, the specialist provides consultation services on the impact of decisions related to recruitment strategies and the use of Special Hiring Authorities, conducts job analyses and assists in the development of automated interview assessments, and implements all aspects of recruitment to hire functions such as the preparation of referral lists for vacancy candidates, collecting and preparing applicant packets for panel review, coordinating subject matter experts when necessary, monitoring selection processes, processing selections, presenting job offers, and sending notifications of non-selection. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 5years of applied experience specific to Federal staffing operations. Experience shall include determining effective recruitment strategies; utilizing Special Hiring Authorities; adjudicating applications to determine veteran’s preference; conducting job analyses; developing policy and standard operating procedures; and implementing all phases of recruitment to hire functions.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines in recruitment and staffing.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

The Contractor shall have experience drafting a variety of reports, letters, memoranda, and other correspondence on a full range of sensitive management issues.

The Contractor shall have experience preparing vacancy/job opportunity announcements, determining applicants' eligibility and qualifications, ranking candidates and referring highly-qualified candidates for selection.

The Contractor shall have experience meeting and dealing with managers and employees at all levels in situations of a highly sensitive nature.

The Contractor shall have advanced experience using the Microsoft Office Suite (Office 2007 or 2013).

Five (5) years Federal staffing experience to include determining effective recruitment strategies; utilizing Special Hiring Authorities; adjudicating applications to determine veteran’s preference; conducting job analyses; developing policy and standard operating procedures; and implementing all phases of recruitment to hire functions.

Strong research and writing skills.

Experience interacting with managers and employees and dealing with situations of a highly sensitive nature.

(Staffing Specialist)

Whole text from SOW:

HR Staffing Operations Support - An expert in Federal regulations related to HR staffing, the specialist provides consultation services on the impact of decisions related to recruitment strategies and the use of Special Hiring Authorities, conducts job analyses and assists in the development of automated interview assessments, and implements all aspects of recruitment to hire functions such as the preparation of referral lists for vacancy candidates, collecting and preparing applicant packets for panel review, coordinating subject matter experts when necessary, monitoring selection processes, processing selections, presenting job offers, and sending notifications of non-selection. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have at least 5years of applied experience specific to Federal staffing operations. Experience shall include determining effective recruitment strategies; utilizing Special Hiring Authorities; adjudicating applications to determine veteran’s preference; conducting job analyses; developing policy and standard operating procedures; and implementing all phases of recruitment to hire functions.

The Contractor shall have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines in recruitment and staffing.

The Contractor shall have experience providing authoritative management advisory services, which includes researching, analyzing and evaluating the issues, determining applicable precedents, recommending innovative methods and strategies to resolve complex integrated human resources problems, and identifying the most effective approach.

The Contractor shall have experience drafting a variety of reports, letters, memoranda, and other correspondence on a full range of sensitive management issues.

The Contractor shall have experience preparing vacancy/job opportunity announcements, determining applicants' eligibility and qualifications, ranking candidates and referring highly-qualified candidates for selection.

The Contractor shall have experience meeting and dealing with managers and employees at all levels in situations of a highly sensitive nature.

The Contractor shall have advanced experience using the Microsoft Office Suite (Office 2007 or 2013).

Completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree.

Five (5) years of experience in a professional position that required the writing and editing of professional or technical documents.

(Writer/Editor or SES Consultant)

Executive Core Qualifications (ECQ) Submission Consultation Support Qualifications – The SES ECQ specialist provides direct consultation and writer-editor support to SES candidates developing documentation to be submitted to the Office of Personnel Management (OPM) Qualifications Review Board. The specialist evaluates documentation to assess the degree to which the provided information meets OPM requirements, provides editorial reviews and recommendations and rewrites small portions of the documents as needed. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have successfully completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree.

The Contractor shall have at least 5 years of experience in a professional position that required the writing and editing of professional or technical documents.

The Contractor shall have advanced, broad editorial skills reflecting a demonstrated ability to make complex and difficult drafts clear and graceful, and a superior eye for detail when proofing. They must thoroughly understand English grammar and syntax and should be sensitive to style and to nuances of tone and meaning in writing and editing.

The Contractor shall have experience coaching others in gathering and analyzing information to support position or finding papers and reports.

The Contractor shall have advanced experience using Microsoft Word (Office Suite 2007 or 2013).

Advanced editorial skills Experience interacting and coaching senior level employees.

Experience evaluating document requirements to meet published guidelines.

(Writer/Editor or SES Consultant)

Executive Core Qualifications (ECQ) Submission Consultation Support Qualifications – The SES ECQ specialist provides direct consultation and writer-editor support to SES candidates developing documentation to be submitted to the Office of Personnel Management (OPM) Qualifications Review Board. The specialist evaluates documentation to assess the degree to which the provided information meets OPM requirements, provides editorial reviews and recommendations and rewrites small portions of the documents as needed. Work includes the performance of routine clerical and document management responsibilities.

The Contractor shall have successfully completed a full 4-year course of study in an accredited college or university leading to a Bachelor’s or higher degree.

The Contractor shall have at least 5 years of experience in a professional position that required the writing and editing of professional or technical documents.

The Contractor shall have advanced, broad editorial skills reflecting a demonstrated ability to make complex and difficult drafts clear and graceful, and a superior eye for detail when proofing. They must thoroughly understand English grammar and syntax and should be sensitive to style and to nuances of tone and meaning in writing and editing.

The Contractor shall have experience coaching others in gathering and analyzing information to support position or finding papers and reports.

The Contractor shall have advanced experience using Microsoft Word (Office Suite 2007 or 2013).

HRIC Requirements

Lisa Boykin

Human Resources Information Center

Human Resources Information Center Overview Review of Projects and Services Review Labor Categories and Qualifications

Provide information and respond to inquiries regarding workforce policies, procedures, systems, and programs.

Maintain a knowledge base of workforce policies & follow concerns arising through management employee relations & engagement and workers’ compensation programs.

The HRIC Division Mission

Administer critical HR and talent management systems (HR connect, LearnATF, Career Connector).

Serve employee and family wellness needs to stem the impact of organizational stressors, and to promote tools and services that foster wellness for greater job satisfaction and productivity.

The HRIC Division Mission

The HRIC values:

Providing quality products and superior customer service.

Ensuring access to resources.

Encouraging innovation and program creativity.

Meeting with stakeholders to ensure timely, accurate guidance.

Providing the most current information.

To summarize: "The HRIC can answer your question. If we don't have the answer, we'll find it"!

Policy and Liaison Services Branch Provides information and responds to inquires from ATF personnel about workforce policies and procedures.

Administers workforce programs such as Workers Compensation, Management Employee Relations and Engagement, Telework, and Transitional Awareness.

Systems Administration Branch Responsible for the administration of critical HR and Talent Management systems to include ensuring operational capability, report generation, upgrades, and communication with system vendors, shared service providers, and other primary stakeholders at Treasury, and DOJ.

Provides guidance on global issues such as using new functionality, lessons learned, configuration management, and aligning business processes with system functionality.

Develop recommendations related to employee relations processes and policies.

Work on cases with various ATF personnel involved in the disciplinary and adverse action as well as grievance process, make recommendations for resolution, and track appropriately using automated tracking and record systems.

Assist in the development or revision of policies and drafting standard operating procedures.

Employee Relations Support

Develop job aids, briefings, and training to improve efficiency and enhance awareness on a variety of employee relations topics. Provide briefings or formal instruction on employee relations to ATF personnel.

Provide excellent customer service via telephone, face-to-face contacts and email correspondence.

Prepare routine reports related to the status of work output, progress on special projects, or the results of assessments or studies.

Advise ATF employees, supervision and management on the interpretation of laws, regulations and policies related to workers’ compensation.

Act as a liaison between employees, supervisors, managers, Department of Labor staff, and/or medical providers to resolve issues pertinent to individual claims or accommodations.

Gather and analyze data and/or information to identify problems and/or deficiencies in submitted claims and develop alternative courses of action.

Workers’ Compensation Administration Support

Assist in the development or revision of policies and drafting standard operating procedures.

Develop job aids, briefings, and training to improve efficiency and enhance awareness on a variety of worker’s compensation topics. Provide briefings or formal instruction on workers’ compensation to ATF personnel.

Provide a high level of customer service via telephone, face-to-face contacts and email correspondence.

Workers’ Compensation Administration Support

Respond to written and telephonic inquiries from ATF employees, supervision and management.

Research applicable Federal laws and regulation, executive orders, and DOJ and ATF policies.

Recommend, plan, and conduct analytical studies related to HRPD policies and procedures or identified trends determined through the historical tracking of employee inquiries and track the review and authorization of new or revised Bureau policies using ATF’s computer based tracking systems.

HR Policy Liaison Support

Work with applicable offices within HRPD to develop and write new or revised Bureau policies and standard operating procedures.

Provide a high level of customer service via telephone, face-to-face contacts and email correspondence.

Develop job aids, briefings, and training to improve efficiency and awareness on a variety of HRPD topics and provide briefings or formal instruction on HRPD topics.

Expertise in Federal employee relations.

5 years specialized experience in Federal employee relations.

Experience providing authoritative management advisory services

Human Resources Information Center Support Qualifications

(Employee Relations Specialist)

Experience facilitating positive resolutions to employee relations issues prior to needing formal interventions.

Extensive experience interviewing employees and supervisors, and collecting and analyzing facts.

Experience coordinating and facilitating workgroups and studies.

Human Resources Information Center Support Qualifications

(Employee Relations Specialist)

Expertise in Federal worker’s compensation.

At least 2 years specialized experience in administering Federal worker’s compensation claims.

Experience researching, analyzing and evaluating issues related to claims Human Resources Information Center Support Qualifications Workers’ Compensation Support (Workers’ Compensation Specialist)

Experience facilitating and coordinating with employees, supervisors, medical providers, and Department of Labor representatives to determine resolutions to workers’ compensation claims.

Experience coordinating and facilitating workgroups and studies to explore solutions to complex issues and establish or revise work processes and policies.

Human Resources Information Center Support Qualifications Workers’ Compensation Support (Workers’ Compensation…