360_Feedback_Q&A_20190819.pdf

Question: I’m not sure what “licensed” means in this context. Subject Matter Expert (SMA) do hold a doctorate. Is that would suffice licensed requirement?

Answer: “Licensed” in this context means properly educated on the subject matter (a doctorate degree in personnel/business management, for example), and currently licensed by an appropriately accredited/recognized agency to perform consulting duties.

Question: The contractor would provide dedicated coaching SMA for the 3 days series Survey Design Coaching and Results-to-Action Strategy Guidance, why it would need ongoing on-demand coaching?

Answer: Managing the personnel within a military organization is a dynamic task. New areas may arise which need to be examined, requiring more than a one-time consultation on how to design surveys and put those survey results into practice. Additionally, the leadership within our unit completely changes every 1-2 years, so new people will be in charge of these personnel evaluation and management programs and need to receive the training.

Question: Is requirement 2.2.3 referring to self-paced courses?

Answer: “Access to Classes/Workshops” covers both self-paced distance learning courses as well as traditional, more classroom-style training. We want our unit members, especially our unit leadership, to be able to continually learn and grow in their personnel management skills. This is also vitally important because leadership within a military organization changes every 1-2 years, so new leaders need to be able to learn.

Question: How many Government personnel will take Survey Coaching, and Results-to-Action Strategy Guidance class?

Answer: Unit leadership will be the most involved with Survey Coaching and Results-to-Action guidance.

This number usually sits around 20, but may fluctuate. As previously stated, these 20 people also change out every 1-2 years, so being able to re-engage with these courses is critical.

Question: Is Training need to be conducted on the base or off the base close by hotel meeting room? or remotely using NetMeeting or Skype?

Answer: Due to the operations tempo of our unit, the company providing training must be able to travel to us and provide the courses on base.

Question: Travel Cost significantly varies can it be invoiced separately? and not included in bid amount?

Answer: The cost of travel will need to be included in the final estimate of the bid.

Question: Is there an incumbent?

Answer: No

Question: Have you or your customer/end user identified a preferred vendor?

Answer: We are not permitted to disclose that information.

Question: This has been listed as an RFQ. As such an RFQ is usually a streamlined application process and a full-blown proposal is not desired. Besides a completed Table listed in Item 7 of the MEMORANDUM FOR ALL PROSPECTIVE OFFERORS, do you require a written proposal outlining our approach, our technology, or our work plan? Are there any other documents besides our pricing you require?

Answer: The solicitation only requires your quote and the technical information for what you intend to offer.

Question: In the MEMORANDUM FOR ALL PROSPECTIVE OFFERORS CLINs 0001-4001 only account for the technology, however in the SOW you list two requirements in Section II, software (2.1-2.1.4) and customer support (2.2-2.2.4). Would the government consider adding CLINS for Customer Support Services? If not, how should we price those required services?

Answer: No, Please price everything your offering together in one quoted price.

Question: Does the government desire a new, custom survey designed or programmed based on unit mission/vision statements and goals?

Answer: Our unit requires a 360 degree personnel feedback system that is agile, customizable, and can be adapted to current unit trends, leadership intent, and changes in the leadership team. The desire to launch 360 degree feedback within our unit is based on finding new and better ways to capture and also provide feedback data within our organization. The current system for feedback within the Air Force is a clunky, one-size-fits-all formal process that has many blind spots and leaves both subordinates and supervisors without a complete picture of personal performance.

Question: Re: 2.2.2 in SOW, does the government desire one high-level summary report for the Leadership Team that identifies trends, prescribes solutions, develops strategy and matches results to unit mission/vision statements and goals?

Answer: Our hope with 360 degree feedback is to desire multiple surveys that capture performance data at the Individual level, immediate supervisor level, and overall unit leadership level. Different data sets are required at different stages of the organization, so multiple surveys will be targeted at different groups of personnel.

Question: Does the government desire debrief or coaching sessions with each 360-degree survey? If so, is that face-to-face or virtual? How would the government desire it to be priced?

Answer: The initial setup of each survey will require either virtual or face-to-face coaching from a licensed professional in order to build a useful product. If your company intends to provide face-to-face coaching, all costs associated with that service must be included as part of the bid price.

Question: Is the requirement that this software will be built on-site or can it be a cloud solution?

Answer: This product doesn’t need to be software which we would install on our computers in our offices at all, preferably it would be a website or internet platform we can access from work computers or smart phones to conduct feedback on our peers on a continuous basis.

Question: If cloud, is there a specific Cloud Hosting provider that is preferred.

Answer: No

Question: If there is a preferred cloud hosting provider which would it be.

Answer: No

Question: If on-site, are there a specific number of personnel that is required to be available?

Answer: Does not need to be built on site.

Question: For the training are there deliverables expected as far as CDs and training manuals.

Answer: For training, some ideas would be for there would be a searchable FAQ section, instructions accessible from the platform, as well as 24/7 tech support available via phone or voice.

Question: For the survey itself, is there a baseline survey that should be developed initially and then expanded upon post coaching sessions?

Answer: The initial survey should be able to be developed by us with coaching from your pros, and then be able to be updated continuously as conditions, leadership team change and personnel rotate in and out through normal military Permanent Change of Station.

Question: Will the survey be used by the same people during the 5 years or will additional people be added?

Answer: The survey will be used by a constantly rotating set of approximately 230 people. Military members change station continuously and the interface will have to allow for our full complement to give and receive feedback at any time.

Question: Do you have job analysis competency model or performance metric data, or does the contractor need to create it?

Answer: We need to be able to work with a professional to update our own survey frequently based on our perceived needs, climate and culture trends, and commander’s focus. We do not want a static survey based on performance metrics or job competency.

Question: Will the survey be used by the same people during the 5 years or will additional people be added?

Answer: The survey will be used by a constantly rotating set of approximately 230 people. Military members change station continuously and the interface will have to allow for our full complement to give and receive feedback at any time.

Question: Do you have job analysis competency model or performance metric data, or does the contractor need to create it?

Answer: We need to be able to work with a professional to update our own survey frequently based on our perceived needs, climate and culture trends, and commander’s focus. We do not want a static survey based on performance metrics or job competency.