14._TLOSS_Sec_L_-_attch_L2_-_employee_compensation_matrix.pdf

PRIME NAME:

SUB NAME:

Solicitation No.

Salaries Annual (base year)

SOC Number (bls.gv)

50th Percentile (BLS SOC cat) Survey Job ID

Measure of Central Tendency Labor Hours

Example: Engineer I $50,000 to $60,000 Engineer Entry (mean) $55,000 1880 Example: Engineer II $60,000 to $70,000 Engineer Intermediate (mean) $65,000 1880

Salary Supporting Data Yes/No Days

Eligibility for Benefits Yes After 90 Vacation Yes 16 Sick Leave Yes 5 Holidays Yes 10 Military leave Yes Jury Duty Yes Medical Insurance Yes Dental Care Yes Vision Care No Short Term Disability No Long-Term Disability Yes Life Insurance

Yes Retirement /Pension Yes Education Assistance No % of Salary contributed to a Retirement Plan Yes Additional Notes:

Comments

Allowed up to two weeks up to 5% matched

EMPLOYEE COMPENSATION PLAN

XYZ Inc

Subcontractor can provide this information directly to the PCO listed in the RFP or in a sealed envelope to the Prime.

FA8810-19-R-0002

EMPLOYEE COMPENSATION PLAN GUIDE

INSTRUCTIONS:Completing this chart and the Salary Data chart. Completion of this TAB "Benefit Summary" satisfies the requirement for the FAR 52.222-46 clause for Employee Compensation Plan. No other information is required for the Employee Compensation Plan, although supplementary information may be submitted, if desired. See "EMPLOYEE COMPENSATION PLAN GUIDE" below for guidance on how to complete the below chart.

Provide supporting data such as recognized national and regional compensation surveys and studies of professional, public and private organizations used in establishing the total compensation structure. It is not necessary to provide the actual survey. Do provide the name of the Survey and the Measures of Central Tendency used.

Provide a chart of salaries for the base year. The salaries shall track back to the cost proposal submitted. Provide the number of hours per year. The compensation levels proposed should reflect a clear understanding of work to be performed and should indicate the capability to obtain and keep suitably qualified personnel to meet mission objectives. The salaries must take into account differences in skills, the complexity of various disciplines and professional job difficulty.

In order to receive a contract award, a company must have an acceptable Professional Employee Compensation Plan. A company may have an excellent record of employee retention and may have a high fringe rate, but if the Professional Employee Compensation Plan does not support this, it is impossible to make a determination of acceptability. Without an acceptable plan, a company cannot receive contract award without opening discussions. The Government strives to award contracts based on initial proposals. The Employee Compensation Plan does not have to be long, and does not have to present the entire employee manual. It is possible to provide the pertinent information in 2 or 3 pages using the attached guidance. Chart or spreadsheet format is an effective way to provide the information.

This guidance was developed to provide the contractors with insight as to the information SMC/PK needs to evaluate a compensation plan. This provision requires that offerors submit for evaluation a total compensation plan setting forth proposed salaries and fringe benefits for professional employees working on the contract. Completion of these spreadsheets is mandatory and satisfies the requirement for the Professional Employee Compensation Plan. No additional information is required, but supplemental data may be provided if desired.