Q__A's__-__2.doc

This document contains questions and answers regarding the solicitation. This document does not change the terms in the solicitation unless provided by amendment to the solicitation. This document rescinds the previous questions and answers posted on 06 Jan 2017 and replaces it’s in its entirety

Questions and Answers (#2)

FA4830-17-R-S001

Unit Support Services II (USS2) 15 February 2017 Presolicitation Questions:

1. May a contractor that does not have a Facility Security Clearance apply for an FCL with a DD-214 following contract award?

a. Reference the Solicitation FA4830-17-R-S001

2. Who is the incumbent Contractor?

a. Alpha Omega Change Engineering, Inc.

3. What is the incumbent contract Period of Performance?

a. Jun 1, 2012 – Jan 31, 2017

4. What is the incumbent contract annual and total value?

a. Total awarded amount is $2,317,435.35

5. Can you provide the dollar value and the current contract number that this task is being performed under?

a. See #4a for dollar value

b. FA4830-12-C-2007

6. How are these services currently being performed? Under Contract? In-house?

a. Currently performed under contract listed in #5b.

7. Who is the Contractor?

a. See #2 for Incumbent Contractor

8. What is the contract number?

a. See #5b

9. When does the contract expire?

a. 31 Jan 2017

10. What is the current contract value?

a. See #4a

Solicitation Questions:

1. The Aircrew Flight Equipment Master Rigger labor categories are currently listed as Optional in Base and Option Years. Is the Offeror’s Essential Services Plan required to address these labor categories?

a. Labor Catagories are not required to be addressed in the offerors Essential Services Plan. In accordance with the MDY-ADM-1 and MDY-ADM-2 “All Support Services Full Time Equivalent (FTE) positions outlined in Attachment 1 through Attachement 6 are designated as Essential Services in accordance with the clause DFARS 252.237-7023. The offeror shall therefore include an Essential Services Plan, IAW DFARS clause 252.237-7024, explaining how the offeror will undertake steps to maintain the service in the event of a qualifying event or emergency. The plan must address; i. Challenges associated with maintaining essential contractor services during an extended event, such as a pandemic that occurs in repeated waves; ii. The time lapse associated with the initiation of the acquisition of essential personnel and resources and their actual availability on site; iii. The components, processes, and requirements for the identification, training, and preparedness of personnel who are capable of relocating to alternate facilities or performing work from home; iv. Any established alert and notification procedures for mobilizing identified “essential contractor service” personnel; and v. The approach for communicating expectations to contractor employees regarding their roles and responsibilities during a crisis.

2. As current written, the USG requires the Vehicle Control Manager (VCM) labor category to have at least six (6) years’ experience in Guardian Angel (GA) community as a vehicle custodian or equivalent. The provided Wage Determination narrative associated with the VCM labor category indicates 6 months’ experience required. Will the USG consider reducing the 6 year GA experience requirement to increase the pool of qualified candidates? Additionally, would the USG provide exactly what “certifications” are required?

a. Attachment 1 – PWS 38th has been changed to reduce the experience required for VCM. Additionally, Training & Certification has been clarified for the VCM. Please see Amendment #2.

3. The USG did not include an Occupation Code for the Aircrew Flight Equipment Master Rigger labor category. Is it the USG’s intention for Offerors to utilize the provided Conformance Process for this labor category? The USG-provide Wage Determination did not contain an Occupation Code titled Unit Deployment Manager. Is it the USG’s intention for Offerors to use the provided Occupation Code of Mobility Deployment Manager for PWS labor categories titled Unit Deployment Manager?

a. Under the Service Contract Act, employers bear responsibility for classifying and paying employees appropriately according to the work performed. Duty titles are not determinative. Offerors are reminded that work to be executed under the contract may fall into one or multiple classifications. Should an employer believe that work performed under the contract is not covered by one or more existing classifications present on the wage determination, offerors should reference FAR 22.1019. In particular to the FAA Rigger, offerors are reminded of DoL's practice of conforming quality control inspector work (ref SCA Directory of Occupations classification code 99610) at one Federal Grade Equivalencies (FGE) higher than the FGE performing the work inspected.

b. The Rigger and the SEAA positions will not be covered by WD 2012-0040, Rev 8.

c. Yes, Offerors should use the Occupational Code reserved for the MDM for the UDM also. The UDM is synonymous with the MDM, therefore, can be freely interchanged without consultation, discussion, and/or further approvals. Information concerning the interchangablity of these terms has been added to the solicitation via Amendment 0002. Also, when reviewing the MDM job description in WD 2012-0040, Rev 8, the UDM is referred to in the 1st sentence and spelled out in the next to the last sentence, another indication of the synonymous aspect or interchangeability of the terms.

4. Can the government provide guidance on the rigger position such as the associated pay scale, hourly wage, SCA labor category or GS equivalent as provided for the other positions in attachment 13?

a. The employer bears appropriate responsibility for classifying and paying employees according to the work performed. FAR 52.222-42 provides insight regarding

Federal Grade Equivalencies (FGE) if the US Government executed the requirement using government resources. However, please recall that 52.222-42 is NOT a wage determination and creates no binding obligation or enforceable right. Remember, it is not the job title, but the required tasks that determine whether a class is included in an established wage determination. Conformances may not be used to artificially split, combine, or subdivide classifications listed in the wage determination.

b. The Rigger and the SEAA positions will not be covered by WD 2012-0040, Rev 8.

5. Request a 2 week extension to the proposal due date of the subject solicitation. This is based on no responses to questions that should have been posted to FBO.Gov for the subject solicitation. Also, no contact list of incumbent personnel has been released. This request is to extend the due date/time from Wednesday, January 11 to Wednesday January 25, 2017. Such extension is needed in order to provide bidders sufficient time to contact incumbent personnel, obtain their resumes and their respective letters of intent.

a. Amendment 0001 was posted on January 11, 2017 extending solicitation indifinitely. Amendment 0002 removed the requirement to provide Resumes and Letters of Intent (LOI) and Amendment 0003 identified the updated closing date of the solictation.

6. We have been attempting to contact the incumbent workforce using the contact information your office has provided. We have had little to no response from the current staff. Could you recommend a more efficient way to reach these individuals? Would you please consider providing an extension so that we may have additional time to use a new proposed method of communication to reach the incumbent workforce on site?

a. See 4a.

7. Can the Sub’s Insurance be used as the primary insurance for the contract for Attachment #10?

a. Generally, no. The Offeror is responsible for insurance coverage for subject contract. The Offeror is considered the Prime. However, the sub may provide insurance coverage for subcontracted work to include contract employees/CLIN’s, however, the Offeror is responsible for 50% or more of contracted work. Please consult Federal Register for 13 CFR Part 125 concerning the prime contractor’s limitations on subcontracting to determine how this CFR Part affects your situation.

8. On Page 72 of Solicitation, automobile liability insurance is mentioned, is it each individual employee’s responsibility to provide specific automotive insurance or is a specific automotive insurance required for specialty driving?

a. Each contract employee will be responsible for their own automotive insurance when operating their privately owned vehicle (POV) on Moody AFB. If a contract employee attains a military driver’s license or otherwise operates military vehicles in the performance of duties, the Contractor is required to cover the contract employee for each vehicle or type of vehicle the contract employee is trained/licensed to drive in the performance of official military duties

9. Can all 3 Past Performances come from the SubContractor?

a. Past Performance information may be submitted for the SubContractor. Please note, the Government reserves the right to obtain and evaluate Past Performance information from any sources it deems appropriate.

10. We understand and fully accept the inclusion of FAR 52.207-3. Are there any Government employees being displaced under this contract effort? If so, which positions.

a. Yes, 1 position. A COS position assigned to 23 FG. This position will be deleted. In its place will be the SEAA, See Attachment #5 PWS and Amendment 0002.

11. This contract, and the previous contract effort are/were governed by the DOL Service Contract Act and the respective Area Wage Determination. Under Executive Order 13495, Nondisplacement of Qualified Workers Under Service Contracts, Bidders are required to provide all incumbent personnel with the first right of refusal for positions which they are qualified for. With a current SCA workforce in place, we request the Government remove the requirement for resumes and letters of intent from the RFP. This is based on the fact that it places an undue burden on the bidders and the current incumbent employees to provide information which is not needed for evaluation since the bidders are required to provide the first right of refusal to all incumbent personnel regardless of the resumes and letters of intent currently required in the RFP. Additionally, for any resumes and letters of intent submitted by bidders of non-incumbent personnel, the bidders are providing the non-incumbent candidates with unrealistic optimism they may be considered for position on the contract, which is misleading and unfair to those individuals. We suggest the government replace this requirement with the inclusion of a Hiring and Retention Plan, demonstrating the bidder’s ability to hire, recruit and retain personnel.

a. Amendment 0002 removed the requirement to provide Resumes and Letters of Intent (LOI).

12. Will the Government evaluate the pricing on realism-specifically the rigger positions?

a. See MDY ADM-2 Evaluation – Commercial Items of the Solicitation. Specifically, go to: Evaluation Criteria I., (c), and (d). Item (c) discusses reasonable price. Item (d) discusses the Government’s right to conduct a price realism analysis.

Note: The following information was added to the solicitation via Amendment 0003.

52.222-42 STATEMENT OF EQUIVALENT RATES FOR FEDERAL HIRES (MAY 2014)

In compliance with the Service Contract Labor Standards statute and the regulations of the Secretary of Labor (29 CFR part 4), this clause identifies the classes of service employees expected to be employed under the contract and states the wages and fringe benefits payable to each if they were employed by the contracting agency subject to the provisions of 5 U.S.C. 5341 or 5332.

THIS STATEMENT IS FOR INFORMATION ONLY: IT IS NOT A WAGE DETERMINATION

Employee Class Monetary Wage-Fringe Benefits

Unit or Mobility Deployment Manager

MamanaMaman mana

Manager

Supply Manager

GS-7

$21.21