SOW _Task_1.pdf

STATEMENT OF WORK TO SUPPORT RPD PLANNING AND

LEADERSHIP DEVELOPMENT

Background: The purpose of this Statement of Work is to provide leadership development, planning and support services to the Federal Railroad Administration (FRA) Office of Railroad Policy and Development (RPD) via BPA contract with option years. This will include consultation and executive coaching support to the RPD Associate Administrator, RPD Senior Leadership and the RPD Management Leaders. The needed resources and expertise include support in planning meetings/off sites (facilitated by the offeror) focusing on RPD programs, staffing and other organizational priorities; RPD employee focus groups to gain insight into areas of organizational strength and needed improvements; as well as capturing and analyzing exiting employee survey information. This support will include, but is not limited to, the following areas:

1. Performance Management Training Support

2. Leadership Team Synergy Building and Development

3. Organization Consulting Support to the RPD Associate Administrator, RPD Senior

Leadership and RPD Management Leaders

4. Leadership Strategies and Synergy

5. Deployment and Maturity of Foundational Leadership Strategies and Synergy

6. Sustainment and reinforcement of progress made

7. Focus group and action items developed from the Employee ViewPoint Survey (EVS) results to support identification of improvements, continuing challenges and new opportunities

8. Employee Exit Interviews

Approach: The offeror will utilize results found through findings (from a variety of sources), as well as through efforts that build on the Focus Groups and leadership discussions. Offeror will support the leadership team in all of the above areas and integrate new areas. A recommended approach to this work is described below:

AREAS APPROACH

Leadership Team Synergy Building and Development

Plan and facilitate meetings with the RPD Senior and Management Leadership to (1) continue focus group readouts; (2) support sustainment and reinforcement of identified methods of leaders to improve communication and information sharing, strengthen empowerment and delegation, build greater accountability and review ways to better support one another; (3) continue efforts with design of a sustainment model; and (4) facilitate goal oriented working groups, working toward hand-off for sustainment.

Organization Consulting Support to the RPD Associate Administrator, RPD Senior and

Meet with the RPD Associated Administrator, RPD Senior and Management Level

Management Level Leadership Leadership to provide (1) mentoring to maintain momentum following leadership meetings; (2) improvement in the workplace environment; (3) strengthening in leadership presence at three levels (within the RPD leadership team, within RPD as a whole, and among peers/direct supervision); (4) the developing and implementing a sustainment model

Leadership Strategies Meet with the RPD Associate Administrator and RPD Senior and Management Level Leadership to (1) rationalize the multiple and completing FRA strategic plans; (2) implement and mature an effective annual operating plan;

(3) implement a sustainment model

Consulting on Employee View Point Survey

(EVS)

Compare and contrast prior and current year EVS results to support identification of improvements, continuing challenges and new opportunities. Provide suggestions and consulting for development of a productive plan

Conduct EVS Focus Groups Conduct qualitative research of the EVS results by involving RPD leaders, managers and staff through inquiry and analysis of their perceptions, opinions, beliefs, and attitudes towards the RPD work environment and the EVS survey. Deliverable includes analysis and results, and diagnosis/potential solutions to facilitate way-forward

Deliverables: Expected deliverables for this effort are as follows:

1. Meetings, executive coaching, and strategic planning sessions with the RPD Associate Administrator, RPD Senior Leaders, and RPD Management Leaders

2. Development of an effective and achievable implementation plan of sustainment model for continued facilitation of RPD leadership meetings

3. Facilitation of Annual Operating Plan to include deployment of the sustainment model

4. Compare and contrast prior and current year EVS results. Facilitate focus groups and provide consulting and achievable suggestions for development of a productive plan.

Identify areas of improvement, continuing challenges and new opportunities

5. Development of an Employee Exit Survey that can serve as a tool to capture exiting employee survey information to assess what should be improved, changed or remain intact within RPD

Pricing: This is a fixed price task order.

Note: Government Furnished space and equipment may not be provided. Work of performance will be offsite at contractor’s facility