SOO_-_Business_Enterprise_Agile_Change_Management_Training_Services.docx

DEPARTMENT OF THE AIR FORCE

STATEMENT OF OBJECTIVES

FOR

BUSINESS ENTERPRISE: AGILE CHANGE MANAGEMENT TRAINING SERVICES

1.0 Background

The Department of the Air Force, Deputy Assistant Secretary for Contracting, Business Enterprise System(s) Division (SAF/AQCI) is modernizing and transforming the way AF does business. We define the functional vision for ten Contracting Business Systems, responsible for over 60 interfaces, and communicate across at least 10 multi-functional communities.

Delivering quality capability, creating sustainable value, and institutionalizing a change culture that embraces innovation at the speed of relevance is one of our top priorities. We are committed to restoring our technological edge against our adversaries, developing Mission-Focused Business Leaders, enabling data-driven decisions, and strengthening our cybersecurity posture through learning, experimenting, and developing others.

2.0 Scope

The Government’s Business Transformation, Financial Audit Improvement Readiness, Risk Management Framework, Data Act, and Acquisition Reform Act forced the examination of the many antiquated legacy acquisition systems. Leaders in Department of Defense Pricing and Contracting significantly changed culture when mandatory use of procurement data standards was enforced in every funding document and contract form. The convergence of delivering usability and policy-compliant capability to a multi-functional community is imperative. Place of Performance: Pentagon, Washington DC 20301

3.0 Objectives

At a minimum, the Statement of Objectives supports the following goals:

TASK 1 - Facilitate, coach, and support experiments on the following areas:

· Coaching: The contractor shall conduct meetings, work sessions, or other training at Government facilities as necessary. Contractor shall analyze (supported by course critique results, competency gap assessments, etc.), recommend, develop, schedule improvement programs/courses for business as well as individual leaders.

· Leadership Awareness Session: Contractor shall host various leadership and personality assessments (e.g., Myer-Briggs Type Indicator (MBTI), Behavioral Style DISC, Hogan Assessment, etc.) and shall facilitate leadership awareness and development sessions. The assessments are delivered during custom developed courses for the AF to meet specific needs of targeted population.

· Coaching and Consulting: Analyze (supported by course critique results, competency gap assessments, etc.), recommend, develop, schedule, track, and implement courses, as well as, support the improvement/identification of additional course requirements. Co-create a new governance structure / framework that builds off the established best practices across the business unit to drive the growth and consistency of the company’s innovation pipeline. After an initial assessment, co-create content to develop key principles for a Leadership and Team Training with the new framework. Stakeholder mapping to identify early adopter business units from across the division.

· Coach the Coach/Train the trainer.

TASK 2 - Evaluation/Assessments

· Initial Review: The contractor shall administer a review of the organizational deficiencies and create comprehensive assessments/training plans to address said deficiencies. Contractor shall show a capability to evaluate the current state and identify the areas of improvement as well as identify Measures of Effectiveness and Measures of Performance for Business Process Activities

TASK 3 – Keynote and Interaction Sessions

· Strategy Immersion: The contractor shall determine the critical leadership roles, responsibilities and behaviors and identify the owners of those roles. Develop a strategy to hold innovation and leadership teams accountable for results during the transformation (success metrics and KPIs). Create an action plan with key milestones and outcomes to be completed by a mutually agreed upon date.

· Innovation and creativity sessions: The contractor shall identify key successes and challenges in relevant topics pertaining to regional, cultural, environmental, economic and political issues that impact similar organizations. Empower creative people to think more like entrepreneurs and maximize existing talent as well as using metrics for process improvement

· Leadership Summit: Through a series of talks based on real-world examples, small-group discussions and feedback exercises led by industry thought-leaders, senior executives will focus on the need for a re-structure, the potential value and organizational impact, and the plan for next steps.

4.0 Constraints

4.1 Qualifications:

Actual practitioners who possess the experience at the scale, complexity, and magnitude of a large enterprise.

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