Appendix A Service Summary.xlsx
XLSX spreadsheet 18 KB Posted
- Solicitation number
- FA701426_FMF_FIAR
About this file
Appendix A Service Summary.xlsx is a performance evaluation document detailing key performance objectives and rating scales for a Financial Management - Financial Improvement & Audit Remediation (FIAR) contract. The document outlines five critical performance areas with graduated performance ratings from "excellent" to "unacceptable": 1) providing qualified personnel at contract start, 2) maintaining a stable key personnel workforce, 3) effectively replacing/substituting key personnel, 4) developing and submitting required deliverables, and 5) maintaining schedule and meeting major milestones.
Each performance objective includes specific metrics for evaluation, such as personnel availability percentages, key personnel turnover rates, vacancy fill timelines, deliverable submission accuracy, and project timeline adherence. The ratings are based on precise thresholds, with performance considered "excellent" when metrics like 100% qualified personnel are present at contract start, key personnel turnover does not exceed 5%, personnel vacancies are filled within 5 calendar days, 98% of deliverables are on time without rework, and project progress is within 5% of planned Audit Acceleration Plan tasks with fewer than 10 date extensions.
View the file
Other files
Show all 25
On GovTribe
Work with this file
- Download the original file
- Contacts named in this file
- Similar government files
- Ask GovTribe AI about this file
Text version
Service Summary
Performance Objective Performance Threshold
| Provide qualified people at TO start | Performance is excellent when 100% of qualified personnel are on the job at the start of the contract, unless previously negotiated by the CO. |
| Performance is very good when 95% of qualified personnel are on the job at the start of the contract, unless previously negotiated by the CO. | |
| Performance is satisfactory when 90% of qualified personnel are on the job at the start of the contract, unless previously negotiated by the CO. | |
| Performance is marginal when 80 to 89% of qualified personnel are on the job at the start of the contract, unless previously negotiated by the CO. | |
| Performance is unacceptable when < 80% of qualified personnel are on the job at the start of the contract, unless previously negotiated by the CO. | |
| Maintain stable key personnel workforce | Performance is excellent when the turnover rate for key personnel does not exceed 5%. |
| Performance is very good when the turnover rate for key personnel does not exceed 10%. | |
| Performance is satisfactory when the turnover rate for key personnel does not exceed 20%. | |
| Performance is marginal when the turnover rate for key personnel does not exceed 30%. | |
| Performance is unacceptable when the turnover rate for key personnel exceeds 30%. | |
| Effectively replaces/ substitutes key personnel | Performance is excellent when key personnel vacancies are filled with qualified personnel within 5 calendar days of vacancy, unless approved in writing or otherwise directed in advance by the CO, AND there is no mission impact due to position vacancies or unqualified personnel. |
| Performance is very good when key personnel vacancies are filled with qualified personnel within 10 calendar days of vacancy, unless approved in writing or otherwise directed in advance by the CO, AND there is no mission impact due to position vacancies or unqualified personnel. | |
| Performance is satisfactory when key personnel vacancies are filled with qualified personnel within 14 calendar days of vacancy, unless approved in writing or otherwise directed in advance by the CO, AND there is no mission impact due to position vacancies or unqualified personnel. | |
| Performance is marginal when key personnel vacancies are filled with qualified personnel within 30 calendar days of vacancy, unless approved in writing or otherwise directed in advance by the CO, AND there is no mission impact due to position vacancies or unqualified personnel. | |
| Performance is unacceptable when key personnel vacancies are not filled with qualified personnel within 30 calendar days of vacancy, unless approved in writing or otherwise directed in advance by the CO, AND there is mission impact due to position vacancies or unqualified personnel. | |
| Develop and submit all required deliverables | Performance is excellent when 98% of deliverables are received on time AND do not require rework |
| Performance is very good when 95% of deliverables are received on time AND do not require rework | |
| Performance is satisfactory when 90% of deliverables are received on time AND do not require rework | |
| Performance is marginal when 85% of deliverables are received on time AND do not require rework | |
| Performance is unacceptable when less than 85% of deliverables are received on time OR greater than 15% require rework | |
| Maintain schedule and meet major milestones | Performance is excellent when current progress is within 5% of planned Audit Acceleration Plan (AAP) tasks which the AU is responsible AND there are less than 10 date extensions for the year. |
| Performance is very good when current progress is within 10% of planned AAP tasks which the AU is responsible AND there are less than 10 date extensions for the year. | |
| Performance is satisfactory when current progress is within 10% of planned AAP tasks which the AU is responsible AND there are less than 20 date extensions for the year. | |
| Performance is marginal when current progress is within 15% of planned AAP tasks which the AU is responsible AND there are less than 20 date extensions for the year. | |
| Performance is unacceptable when current progress is greater than 20% behind planned AAP tasks which the AU is responsible AND there are more than 20 date extensions for the year. |
File details come from the government source that posted it. Updated .