DRAFT PWS - NADEP.pdf

PERFORMANCE WORK STATEMENT (PWS)

NAVSUP NAVAL ACQUISITION DEVELOPMENT PROGRAM (NADP)

CONTRACTOR SUPPORT SERVICES (CSS)

1.0 INTRODUCTION

1.1 The Naval Supply Systems Command’s (NAVSUP) mission is to provide supplies, services, and quality-of-life support to the Navy and Joint warfighter. NAVSUP manages supply chains that provide material for Navy aircraft, surface ships, submarines and their associated weapons systems. NAVSUP provides centralized inventory management for Navy's non-nuclear ordnance stockpile and a wide range of base operating and waterfront logistics support services, coordinating material deliveries, contracting for supplies and services, as well as providing material management and warehousing services.

1.2 The Naval Supply Systems Command Headquarters (NAVSUP HQ) aboard Naval Support Activity Mechanicsburg is responsible for many of the Quality of Life programs that touch the lives of Sailors and their families every day, including Navy Exchanges, Navy Lodges, the Navy Personal Property Program, and the Navy Postal System. NAVSUP administers the Navy Food Service Program, with responsibility for the policies and procedures that govern the day-to-day operations of general messes afloat and ashore.

2.0 SCOPE / OBJECTIVES

2.1 The requested contractor support is organizationally for the Naval Supply Systems Command Headquarters (NAVSUP HQ), Assistant Commander (ACOM) for Corporate Operations, Total Force Division, Talent Management Branch. The Talent Management Branch is responsible for management and oversight of designated certification programs and positions. The Talent Management Branch is also responsible for implementation and management of the NAVSUP Talent Management System (TMS). This specific request is in support of the NAVSUP Defense Acquisition Workforce Improvement Act (DAWIA) Naval Acquisition Development Program

(NADP).

2.2 The NADP is a premier developmental program within the Department of Defense. The purpose of this up to three-year management program is to train and develop highly skilled professionals to meet projected Department of the Navy Acquisition Workforce requirements. The NADP is comprised of full-time, paid entry level and mid-career employees who are required to obtain DAWIA certification to Level II, complete leadership development training and a rotational assignment and other training requirements of their Individual Development Plan (IDP).

2.3 The purpose of this PWS is to obtain contractor services to provide the support required by the NAVSUP Talent Management Branch for effective and efficient operation of our NADP program. The expertise of a contractor provides NAVSUP NADP an opportunity to pursue implementing new processes, increasing research and development efforts, and upgrading the experience of a NADP employee to retain future talent at NAVSUP.

2.4 The government is relying on contractor’s industry knowledge, experience and expertise to provide a creative, innovative and functional solution to support this requirement. The overall objective is to have a fully contemporary, robust and responsive NADP platform capable of supporting NAVSUP’s real-time operational commitments while addressing its future mission objectives.

3.0 BACKGROUND

3.1 The NADP employee is assigned to a specific DON ‘homeport’ command. The homeport is the specific location of the member’s targeted position upon completion of the program. The program is centrally funded by the Naval Acquisition Career Center (NACC) located in Mechanicsburg, PA. The NADP and DON Commands embrace a shared responsibility to work together to benefit the NADP employee. Each command recruits and selects the best candidates for the program and achieves the competencies on their Master Development Plan. Upon entry into the program, the NADP employee is assigned a Career Field Manager (CFM) located at the employee’s homeport. The CFM is the technical expert and mentor, responsible for the preparing the employee for their future position. The CFM ensures all contents of the employee’s Individual Development Plan are met prior to the program graduation. Upon successful graduation, each command picks up the employee and incorporates them onto the command roster as permanent employees.

3.2 NAVSUP is allocated a certain number of entry level and associate billets each Fiscal Year. To date, the NAVSUP NADP program supports over 60 AWF members across the NAVSUP Enterprise. The NAVSUP Program Manager (PM) oversees the NADP management structure, to include the nomination of Career Field Managers (CFMs). The NADP PM manages the full life cycle of an employee’s time in the NADP from the recruiting process through program graduation.

4.0 APPLICABLE DIRECTIVES

- DoD Instruction 5000.66 Defense Acquisition Workforce Education, Training, Experience, and Career Development Program, July 27, 2017

- DoD Acquisition Workforce Strategic Plan, FY2016-FY2021, Title 10 U.S.C., Sections 115B(D) and 1722B(C)

- Assistant Secretary of the Navy for Research, Development, and Acquisition, Department of Navy (DON) Defense Acquisition Workforce Improvement Act (DAWIA) Operating Guide, March 25, 2019

- Department of the Navy Naval Acquisition Development Program (NADP) Operating Guide, Version 6.0, May 2016

- DON Acquisition Workforce Tuition Assistance Program (AWTAP) Policy, 30 April 2018

5.0 REQUIREMENTS/TASKS

5.1 Not every performance requirement has a related standard expressed in this document. In such cases the performance standard is either inherent in the requirement or performance is to be in accordance with standard commercial practice. The contractor shall perform the following tasks in support of the NADP:

5.2 DESIGN THINKING AND INNOVATIVE SOLUTIONS

5.2.1 As Design Thinking is embraced at the highest level of DON Acquisition, the contractor shall incorporate the main phases of the design thinking process, including sprints with NADP employees to produce recommendations strategies to connect NADP employees to the mission at NAVSUP from time of entry into the program through graduation. The contractor will co-create solutions with the NADP Program Manager and share final strategic plan with the Talent Management Division Head.

5.2.2 The contractor shall utilize, a collaboration platform to connect cross-functional teams to foster empathy, prototype, and create user-centric solutions. The contractor shall train the NADP Program Manager on how to utilize the platform and facilitate sprints with NADP participants.

5.2.3 The contractor shall assess and provide recommendations and courses of actions (COA) to improve NADP program effectiveness, develop methodologies through “Design Thinking and Innovative Solutions” in implementing recommended talent management models, plans and courses of actions (COA) for the program.

5.2.4 The contractor shall utilize human-centric approaches, neuroscience as well as proven industry standard tools and methodologies to conduct a NADP program Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis and assessment for the following purposes:

(a) Developing immediate and future courses of actions (COA) for program effectiveness in addressing Millennials and Z-Generation demographic tendencies and trends with reference to attracting, recruiting and retaining NADP talents and turning them into successful federal service professionals.

(b) Shaping future NADP program capabilities of the NAVSUP Enterprise by identifying prioritized capability needs and immediate required resources with the most positive impact to the program.

(c) Provide program recommendations to streamline and incorporate “Innovation Thinking” in NADP employee’s Individual Development Plan (IDP) to maximize their career success, satisfaction and their future contributions to the Enterprise and the Navy as a whole.

5.2.5 In conjunction with the NADP Program Manager, the contractor shall perform analyses for difficult-to-define bottlenecks, challenges and issues within the program using innovative and new approaches, functions, techniques or processes and provide recommendations to mitigate these obstacles for the betterment of the program.

5.3 RETURN ON INVESTMENT (ROI)

5.3.1 The contractor shall provide the NADP Division Head and Manager with Return on Investment (ROI) template and analysis report of the intangible strategic value of implemented solutions to NAVSUP’s business.

5.3.2 The contractor shall perform an in-depth review and analysis of NADP program data (Fiscal Years 2016, 2018 & 2019) to assess its effectiveness and program ROI. The contractor shall prepare and submit the results of this review and include courses of actions (COA) for program optimization.

6.0 GOVERNMENT FURNISHED INFORMATION (GFI)

6.1 The contractor shall utilize Government Furnished Information (GFI) to conduct NADP research studies in order to assess and improve program effectiveness in the areas of recruiting, training and retaining NADP talents within the enterprise.

6.2 GFI will be provided by the PM within ten (10) calendar days of contract award. Additional GFI may be required and provided during the period of performance of this contract.

7.0 DELIVERABLES

7.1 The contractor shall provide the following deliverables to the NADP Program Manager:

7.2 The contactor shall perform NADP data and information gathering, organize, review/analyze and provide information in both oral and written format. The contractor shall provide a written report providing a general overview of the design thinking process; NADP experience map; Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis; resources for future investment; best practices of successful developmental programs from private industry and federal agencies; and, innovative solutions to gaps and opportunities to align with NAVSUP’s business.

7.3 ROI Report – see PWS Section 5.3 herein.

7.4 Draft reports shall be provided by the contractor to the NADP PM at the mid-point (50%) and third quarter (75%) of the ongoing effort for review and concurrence. The final report shall be submitted at the completion of this contract for the NADP PM’s acceptance and presentation to the Division Head. The report content and format (details and specifics) shall be determined by the NADP PM.

7.5 The contractor shall communicate the project’s progress directly to the PM through a bi-weekly written situation report (sitrep) email (format and content shall be determined by the PM) and a minimum monthly video call through MS Teams (or other medium to be determined by the PM) to ensure the project’s direction and trajectory is within the program goals and objectives.

7.6 At the conclusion of this contract performance, all materials, documents and associated reports (electronic or other formats) as a result of this effort will become property of the US Government. The US Government will exclusively own and maintain the proprietary rights to all contract-related materials as a result of this contract.

8.0 PERSONNEL QUALIFICATIONS

8.1 The contractor shall provide personnel that will successfully accomplish the taskings listed under this contract.

The nature of the NADP engagement requires contractor(s) who are human capital experts with exceptional organizational consulting experience. The contractor shall maintain the highest professional, personal, and ethical standards of competency and integrity appropriate to the caliber of this program.

8.2 Due to the critical nature of this requirement and its impact on NAVSUP’s current and future workforce capabilities, contractor personnel designated to support this effort shall be human capital experts with exceptional organizational consulting experience and skills.

8.3 The following are minimum qualifications applicable to the contractor or all contractor personnel designated to perform the services in support of this effort.

(a) PhD or EdD in Organizational Behavior, Leadership, Industrial Organizational Psychology, Training and Human Development. The PhD or EdD shall be from an academically recognized institution through the US Department of Education.

(b) 10 years of experience consulting and coaching clients in areas of motivation, communication, leadership, and career development

(c) 10 years of experience of providing management consulting, neuroscience, innovation, behavior and design thinking in organizations

9.0 ADMINISTRATION

9.1 Period of Performance

9.1.1 The Period of Performance for this contract is eight (8) months from contract award date. All deliverables including but not limited to the final report shall be provided not later than (NLT) eight (8) months from contract award date.

9.2 Place of Performance

9.2.1 All work will be performed off site at the contractor’s facility. The contractor shall be able to access the audio and visual and file sharing and collaboration resources to Microsoft Teams (or other alternative platforms as approved by the NADP PM).

9.3 Government Technical Point of Contact (GTPOC) / DAWIA Program Manager

Lauren Engle 717-605-7260 lauren.engle@navy.mil

9.4 Method of Payment

9.4.1 Payment for this contract shall be made via DFAS Electronics Funds Transfer (EFT) utilizing the Wide Area Work Flow (WAWF) System. The vendor is required to register and setup an account in the WAWF System in order to receive payment. The Government reserves the right to change this payment method through other means only by a contract modification if necessary.