Draft Statement of Work Feb 4.pdf

Statement of Work (SOW)

Leadership Development Academy Training Services

1. Background

The United States Secret Service Office of Human Resources and Office of Training are establishing a Leadership Development Academy to enhance leadership capabilities within the federal workforce. The Academy targets GS-13 employees, as well as select GS- 11 and GS-12 personnel, including Special Agents, Uniform Division personnel, and Administrative, Professional, and Technical Law Enforcement staff.

2. Scope

The contractor shall design, deliver, and facilitate a blended or in-person 3-day leadership training program, followed by a half-day assessment workshop for up to 25 participants per session. The training will build foundational leadership skills and address key competencies required for effective leadership within the federal workforce.

3. Objectives

• Develop and deliver a comprehensive leadership development training program tailored to the needs of GS-13, GS-12, and (some) GS-11 personnel across multiple disciplines.

• Enhance participants’ skills in team management, strategic thinking, personal accountability, and other core leadership competencies.

• Administer and facilitate leadership assessments and provide coaching support to both participants and their mentors.

• Support participants in developing Individual Development Plans (IDPs) and contractor resources to foster ongoing professional growth.

• Enhance our LDA by identifying and implementing advanced leadership competency assessment and skills gap analysis tools, including platforms such as Pearson, Pluralsight, and Eightfold.

4. Requirements

4.1 Training Program

• Design and deliver a 3-day leadership training program, either blended (virtual/in-person) or fully in-person.

DRAFT

• Training curriculum must address the following LEADS competencies:

LEAD Others

Developing Others

Influencing and Motivating Others

Leadership Flexibility

• Conscientiousness Accountability

Reliability

Self-Management

Tenacity

• Judgement and Problem Solving

Analytical Problem Solving

Decision Making

• Relate to others

Adaptability

Composure

Perseverance

• Resilience and adaptability

Adaptability

Composure

Perseverance

• Self-Development Self-Awareness Continuous Learning Goal Setting and Personal Accountability Resilience Initiative

• Strategic thinking

Creative Thinking

Risk-Taking

• Training must be relevant to law enforcement, administrative, professional, and technical personnel.

• Incorporate interactive activities, case studies, and practical exercises to reinforce learning.

4.2 Assessment Workshop

• Facilitate a half-day workshop focused on leadership assessments and development planning.

• Administer and debrief the following assessments such as:

Leadership Forecast Series

Leadership 360 Strategic Leadership

Communication Styles

Strength Finder

• Guide participants in setting up Individual Development Plans (IDPs).

• Provide coaching and mentoring support during the workshop to help participants interpret assessment results and identify growth opportunities.

4.3 Coaching

• Provide qualified coaches to support participants during the assessment workshop.

• Coaches should have experience working with federal employees and be familiar with the unique challenges of law enforcement and technical environments.

• Offer guidance on personal and professional development, goal setting, and action planning.

4.4 Customization

• Tailor training content and delivery methods to the specific needs of the target audience, including law enforcement, administrative, and technical personnel.

• Ensure materials and activities are relevant and applicable to participants’ roles and responsibilities.

4.5 Logistics and Administration

• Coordinate with agency staff to schedule training sessions and workshops on mutually agreed-upon dates and location.

• Provide all necessary training materials, assessment tools, and resources.

• Submit attendance records and summary reports for each session.

• Ensure compliance with agency confidentiality and ethics standards.

5. Deliverables

• Project Management Plan

• Detailed training curriculum and agenda

• Training materials and resources for all participants

• Administration and debriefing of leadership assessments

• Facilitation of half-day assessment workshop

• Coaching support during workshop

• Individual Development Plans (IDPs) for participants

• Attendance records and summary reports for each session

6. Period of Performance

The period of performance will be five-year contract, one base year and four option years, with training sessions scheduled as needed throughout the period.

7. Point of Contact

The contractor shall designate a primary point of contact responsible for coordinating all activities, communication, and deliverables with the Office of Human Resources and Office of Training.

8. General Information

8.1. Place of Performance: The Contractor shall either conduct training at the contractor facility or at the USSS facilities, Washington, DC, or Rowley Training Center (RTC), Laurel, MD.

8.2. Hours of Operation: The contractor is responsible for conducting business from 8 – 5 p.m.

8.3. Type of Contract: The Government shall award a firm fixed price contract.

8.4. Privacy Act: Personnel who have access to Privacy Information shall adhere to the Privacy Act, Title 5 of the U.S. Code, Section 552a and applicable agency rules and regulations.

8.5. Physical Security: The Contractor shall be responsible for safeguarding all Government equipment, information and property provided for contractor use.

8.6. Key Personnel: The Contractor shall provide a Point of Contact (POC) who shall be responsible for the contract deliverables. The name of this person and an alternate who shall act for the contractor when the primary POC is absent shall be designated in writing to the contracting officer. The POC or alternate shall have full authority to act for the Contractor on all contract matters.

Additionally, the contractor may provide the following personnel:

• Senior leadership Development Coach

• Career Coaches

Contractor's personnel shall possess the following qualifications, in addition to a proven/demonstrated ability to design, develop, modify, and deliver learning presentations on career management-related topics:

Senior leadership Development Coach: Required qualifications include: a master’s degree in behavioral sciences, counselling, psychology, or vocational psychology, at least five (5) years recent career coaching experience with private sector and/or federal government.

Career Coach: Required qualifications include: a master’s degree with at least (5) year recent career coaching experience with private sector and federal government.

8.7. Identification of Contractor Employees: All contract personnel attending meetings and working in other situations where their contractor status is not obvious to third parties are required to identify themselves as such to avoid creating an impression in the minds of members of the public that they are Government officials. They must also ensure that all documents or reports produced by contractors are suitably marked as contractor products or that contractor participation is appropriately disclosed.

8.8. Data Rights: The USSS has unlimited rights to all documents/material produced under this contract. All documents and materials, to include the source codes of any software, produced under this contract shall be Government owned and are the property of the Government with all rights and privileges of ownership/copyright belonging exclusively to the Government. These documents and materials may not be used or sold by the contractor without written permission from the Contracting Officer.

All materials supplied to the Government shall be the sole property of the Government and may not be used for any other purpose. This right does not abrogate any other

Government rights.

8.9. Meetings with USSS LDA Representatives: Contractor shall coordinate with the Contract Officer Representative (COR) and Program Manager assigned to oversee this program throughout the Period of Performance. If the PM determines that issues need to be discussed to ensure successful delivery of LDA, the PM will request a meeting with Contractor to discuss such issues. The PM will determine if the meeting should be handled in-person, virtually, or telephonically. In addition to determining which sites shall require career counseling and number of hours of counseling services needed if and when it is necessary to increase, reduce or discontinue LDA at any location as well as the services of the Program Advisor/Senior Coach.

8.10. Organizational Conflict of Interest: Contractor and subcontractor personnel performing work under this contract may receive, have access to or participate in the development of proprietary or source selection information (e.g., cost or pricing information, budget information or analyses, specifications or work statements, etc.) or perform evaluation services which may create a current or subsequent Organizational Conflict of Interests (OCI) as defined in FAR Subpart 9.5.

The Contractor shall notify the Contracting Officer immediately whenever it becomes aware that such access or participation may result in any actual or potential OCI and shall promptly submit a plan to the Contracting Officer to avoid or mitigate any such OCI. The Contractor’s mitigation plan shall be determined to be acceptable solely at the discretion of the Contracting Officer and in the event the Contracting Officer unilaterally determines that any such OCI cannot be satisfactorily avoided or mitigated, the Contracting Officer may affect other remedies as he or she deems necessary, including prohibiting the Contractor from participation in subsequent contracted requirements which may be affected by the OCI.

9.0 Definitions:

10.1. Contractor: A supplier or vendor awarded a contract to provide specific supplies or service to the Government. The term used in this contract refers to the prime.

9.2. Contracting Officer (CO): A person with authority to enter administer, and or terminate contracts, and make related determinations and findings on behalf of the Government.

Note: The only individual who can legally bind the Government.

9.3. Deliverable: Anything that can be physically delivered but may include non-manufactured things such as meeting minutes or reports.

9.4. Key Personnel: Contractor personnel that are evaluated in a source selection process and that may be required to be used in the performance of a contract by the Key Personnel listed in the SOW. When key personnel are used as an evaluation factor in best value procurement, an offer can be rejected if it does not have a firm commitment from the persons that are listed in the proposal.

9.5. Physical Security: Actions that prevent the loss or damage of Government property.