Questions_and_Answers_11-6-2015.pdf

Questions and Answers

As of 11/06/2015

Solicitation No. DTFH70‐15‐R‐00009

Information Technology Support Services

1. Will you allow a self‐assessed SDVOSB to respond equally to any VA CVE‐certified SDVOSBs, or are you only seeking VA CVE SDVOSBs?

All service‐disabled veteran‐owned small business (SDVOSB) concerns are eligible. Preference will not be given to SDVOSBs that have been verified by the Department of Veterans Affairs (VA) Center for

Veterans Enterprise (CVE). You must represent that your business is an SDVOSB in the System for Award

Management (SAM) at www.sam.gov.

2. I am hoping to find out if there is an incumbent contractor currently performing these services. If so, could I please find out the contractor name and contract number?

Yes, there is an incumbent contractor. The incumbent contractor is:

Diligent Consulting Inc.

901 NE Loop 410, Suite 600

San Antonio, TX 78209

The contract number is DTFH70‐08‐D‐00002.

3. How many IDIQ contracts will be awarded?

One.

4. Is work for EFLHD going to be procured under this contract?

We do not anticipate placing task orders for EFLHD at this time, but it is possible that could change in the future.

5. Is there a deadline for submitting questions?

No.

6. Attachments 12 and 13 provide minimum salary and fringe benefit requirements for numerous occupations. None of these labor categories seem to match the labor descriptions listed in the solicitation. Are there minimum H&W requirements for the solicitation labor categories?

In accordance with section B.3 of the solicitation, fringe benefits must be provided for all labor classifications, whether professional or nonprofessional.

7. Neither the RFP nor the Wage Determination make any references to paid sick leave under Health &

Welfare. Our question is: Will the RFP be amended to include references to the paid sick leave in accordance with the enclosed Executive Order?

No. The Department of Labor has not yet issued regulations regarding implementation of the referenced Executive Order.

8. What is the length of time provided by the Government for the new contractor to execute transition phase –in?

We estimate that contract performance will begin January 1, 2016.

9. Can a one page Introduction be provided outside of the page limitation for the staffing and quality control plans?

No.

10. Are bona fide professional employees subject to the Department of Labor’s prevailing wage rates?

No, bona fide professional employees are not subject to the prevailing wage rates established by the

Department of Labor. However, all employees, whether professional or nonprofessional, must be provided fringe benefits in accordance with section B.3.1 of the solicitation.

11. Under Section B, subparagraph B.3.2 – Overtime, the government states, “The Contractor shall pay its employees overtime for all hours worked in excess of 40 hours per week, regardless of whether the employee is a professional or non‐professional employee.”

(Does the government expect that this overtime will be paid in accordance with the Fair Labor Standards

Act (FLSA) which states overtime shall be paid at a rate of 1.5 times the base rate?

Professional employees shall be paid overtime at the same rate as nonprofessional employees subject to the Fair Labor Standards Act.

12. What training will the awarded contractor be required to provide during phase-in?

The contractor is responsible for training its employees. Employees shall be equipped with the knowledge and skills necessary to perform the required services from day one of the task order performance period. The amount and type of phase‐in training that is needed will largely depend upon the capabilities of the awarded contractor’s workforce.