Attachment_2_-_Education_Experience.pdf

FA0021-15-R-0004

Attachment 2

26 Jan 2015

EXPERIENCE AND EDUCATION MATRIX

Offeror shall align its labor categories with the Labor Category descriptions, education, and experience levels listed below which are relevant to the SETA V requirement. Experience and education shall be in the technical field relating to the labor category proposed. Diplomas, GED certificates, and college degrees shall be from an accredited institution and available upon request for verification at TO award.

Level of Education & Experience Equivalent Education/Experience by Level/Descriptor

Level Descriptor Min Education and Min Experience Min Education and Min Experience

Entry Junior High School/GED and 2 years NA and 2 years

I Associate Associate’s Degree and 2 year High School/GED and 4 years Bachelor 1 year

II Intermediate Bachelor’s Degree and 4 years High School/GED and 8 years

Associate 6 years Master 2 years

III Senior Bachelor’s Degree and 8 years

High School/GED and

12 years Associate 10 years Master 6 years Doctorate 4 years

IV Lead or Principal Master’s Degree and 10 years

High School/GED and

16 years Associate 14 years Bachelor 12 years Doctorate 6 years

V Chief Master’s Degree and 16 years Associate and 26 years

Bachelor 22 years Doctorate 14 years

THE FOLLOWING APPLY TO ALL LABOR CATEGORIES:

• Experience shall be related to the specific requirements of the TO PWS and can be acquired prior to receipt of academic degree.

• Required certifications shall be specified at the TO level, i.e., Microsoft Certification, Acquisition Level I, etc.

• Proposed candidate shall possess working knowledge/familiarity with DoD and AF organizational structures, intelligence, functions and procedures, as well as, command relationships and responsibilities. General knowledge of office automation to include Microsoft Office Suite.

FA0021-15-R-0004

Attachment 2

26 Jan 2015

• Specific clearance levels will be indicated in each TO PWS.

SKILL LEVELS:

• Entry. Shall be able to satisfactorily perform specific, routine tasks within a narrowly defined scope of responsibility, on a set timeline. Shall work with direction for most events.

• Level I. Possess a working knowledge of functional discipline and the necessary skills and talent to perform TO requirements. Shall be capable of identifying problems and recommending solutions with minimal direction.

• Level II: Have knowledge / capabilities to satisfactorily perform specific, routine tasks within a narrowly defined scope of responsibility on a set timeline. Shall be required to work independently, but shall have recourse to direction for events outside the defined scope of the task.

• Level III: Shall be able to perform assignments in a particular functional discipline when specific objectives are stated and when the number of variables is limited. Shall be required, with minimal guidance, to work independently on tasks and to exercise reasonable judgment in the execution of tasks and the selection of alternatives.

• Level IV: Shall be fully competent in all aspects of applicable functional disciplines, and should be capable of evaluating, selecting, and modifying standard techniques, procedures, or criteria. Should be capable of identifying problems and recommending solutions with little or no direction. Shall be able to devise new approaches to problems encountered.

• Level V: Maintain full responsibility for interpreting, organizing, executing, and coordinating assignments. Shall be capable of planning and developing projects concerned with unique or controversial items that have a major effect on the program(s). Shall perform work involving exploration of the subject area, including defining scope, and identifying problems for investigation. Shall be required to apply extensive and diverse knowledge to problems and make independent decisions (excluding inherently governmental functions) consistent with Task Order (TO) requirements.

NEW LABOR CATEGORIES:

• When the customer determines no labor category exists to meet the requirement, the Contracting Officer will state in the Request for TO Proposals

(RFTOP) that no labor category exists to meet the requirement and the contractor shall propose a new labor category and provide the following information:

1. Labor Category, Description, and Level of Education & Experience.

2. Wage rate data / information for the skill level and geographic location where the service will be performed.

• If upon receipt of a TO RFP the contractor feels that no existing labor category will suffice, contractor must, as soon as possible, request and provide justification for the addition of a new labor category prior to submission of the TO RFP. Upon approval by the CO, all offerors will be allowed to propose a new category that must be supported in the same manner as above.