Attachment_A_-_Statement_of_Work_-_HR_Support_Services.pdf

Request for Proposal (RFP) No. 17-223-SOL-00003

Attachment A HR Support Services

Statement of Work

Human Resource Support Services

I. Background

Secretary Sebelius approved a proposal to decentralize existing Office of Human Resources (OHR), Client Service Center (CSC) operational components to form individual human resource (HR) centers. Under this structure, HR operations were realigned under each Operating and Staff Divisions, including, but not limited to, the Food and Drug Administration (FDA). The new structure has significantly improved customer service and increased operational efficiency across the Department while identifying areas of increased need. FDA is a scientific and regulatory agency where OHR supports a workforce of 17,000 full/part time employees throughout the United States and internationally. Approximately 75% of FDA’s workforce are staffed with positions in the professional series (i.e. 400, 600, 1300, series). Though we are dedicated to supporting the goals and challenges of this world-class institution by providing services which promote collaboration and a work environment that is characterized by integrity, diversity, equity, open communication, and mutual respect, it is critical that we obtain the contractual support of highly skilled human resources experts to assist in accomplishing these goals.

Obtaining the support services of a Contractor is expected to decrease the time needed to hire new staff by reducing the time to classify positions; develop vacancy announcements, conduct qualifications analysis of applicants, and issue selection certificates; identifying areas of corporate recruitment and supporting the effort through classification, job analysis and staffing actions; and expanding upon the current human resources policy efforts and initiatives - ultimately improving customer service while increasing operational efficiency across the HR organization. The work ultimately affects the accomplishment of FDA’s mission and the effectiveness and efficiency of Human Resource objectives, programs and activities. The Contractor will be required to provide assessments, analyses, and, ultimately, sound recommendations for issues or complex problems in order to promote the overall improved quality, effectiveness, and efficiency of program operations. Contractor staff will be required to have an astute technical expertise in applying federal HR Guidance in novel and complex situations in the following areas:

• Employment - Recruitment and Staffing

• Classification and Position Management

• Alternative Personnel and Pay Authorities such as Excepted Service (Title 42), Physicians and

Dental Pay (Title 38)

• Executive Resources

• Human Resources Information Systems and Requirements Development and Implementation to support FDA’s OHR Policy and Program Development

• Federal Government Rules, Regulations and Policies

• Standard Operating Procedures

• Labor and Employee Relations

• Workers’ Compensation http://inside.fda.gov:9003/EmployeeResources/HRTransition/HRGuidance/ucm328481.htm http://inside.fda.gov:9003/EmployeeResources/HRTransition/HRGuidance/ucm328350.htm http://inside.fda.gov:9003/EmployeeResources/HRTransition/HRGuidance/ucm328541.htm http://inside.fda.gov:9003/EmployeeResources/HRTransition/HRGuidance/ucm328532.htm http://inside.fda.gov:9003/EmployeeResources/HRTransition/HRGuidance/ucm328538.htm

The above areas support FDA’s Strategic Priorities to “Recruit, develop, retain, and strategically manage a world class workforce by utilizing all available recruitment and retention incentives while leveraging all hiring authorities to fill mission –critical occupations and retain the nation’s top talent. OHR has five key results identified in its Strategic Hiring Plan which are:

1. Reduce Time to Hire

2. Standardize and Automate

3. Enhance FDA Employee Experience

4. Balance Workload

5. Enhance Customer Experience

II. Objective

The objective of this indefinite delivery-indefinite quantity (IDIQ) is to help ensure a mutual understanding of the objectives, roles, responsibilities and timeframes related to the Human Resource (HR) management efforts being sponsored by the Office of Human Resources (OHR) as it strives to provide world class customer service to the FDA workforce as a valued business partner within the FDA.

The IDIQ will cover the following types of services for FDA:

• Recruitment and Staffing support (Hourly and/or case-by-case)

• Personnel Action Processing Support

• Classification Support (Hourly and/or case-by-case)

• HR Project Management Support

• Human Resources Information Systems Infrastructure Support

• Human Capital Data Analysis and Reporting Support

• Strategic Communications and Logistic Support

• Employee and Labor Relations Support (Hourly and/or case-by-case)

• Workers’ Compensation Support

• Administrative Support

III. Scope of Work

The contractor shall in compliance with appropriate laws and regulations, work with FDA HR staff, as well as with subject matter experts/hiring officials to utilize applicable hiring flexibilities, expertly and efficiently announce FDA vacancies, determine qualifications, apply veterans’ preference, evaluate and rate candidates, and refer highly qualified candidates on competitive, merit promotion, excepted service, and/or non-competitive certificates/referral lists. The contractor shall perform the activities and provide the resources and services described below in support of OHR’s Human Resource Management strategic planning activities.

The contractor shall perform assigned tasks within a timely and efficient manner, exhibiting a maximum level of effort (LOE) and productivity to support the Government’s requirements for communications and all tasks shall be performed in a manner that meets the highest level of professional standards and adheres to leading industry practices. All Contractor personnel must be considered experts in the areas in which they function under the contract.

In keeping with the policies set forth in the Delegated Examining Operations Handbook (DEOH), which is designed to provide assistance to agencies with delegated examining authority granted under section 1104 of title 5, United States Code (U.S.C.) and in accordance with the terms and conditions of this IDIQ, the Contractor shall provide:

• Recruitment and Staffing Support o Perform work using FDA systems access to USAStaffing (which is a universal system that many federal agencies use), to implement the following phases:

Pre-consult Phase Draft Announcement Phase Announcement Posting Phase Qualifications Review Phase Certificate Issuance Phase Onboarding Phase o Utilize the *FDA’s Accelerated Staffing Track (FAST) hiring process (80 Day Hiring – FAST) that includes pre-consultation services in filling positions to expedite hiring.

Fully trained staff in merit promotion and delegated examining procedures.

*FAST is FDA’s name for its 80-day hiring model. Office of Personnel Management (OPM) has mandated that all federal agencies have an 80-day hiring model, which is a universal term for federal hiring. Additional information may be obtained at OPM’s website:

https://www.opm.gov/policy-data-oversight/human-capital-management/hiring-reform o Refer applications of the best qualified merit promotion and delegated examining candidates to the selecting official, along with other candidates determined to meet basic eligibility requirements of the position. Ensure compliance and provide advice and guidance the Selecting Official on regulations, policies and procedures involving selections from the Certificate of Eligibility, which includes, but is not limited to, veterans’ implications and displaced employees. Coordinate the notification of the selected candidate of the entrance-on-duty date and of other pre-appointment requirements or information.

o Provide applicant status through OPM’s USAStaffing notification feature.

o Write clear, informative streamlined job opportunity announcements (JOAs).

o Post agency-approved JOAs on USAJOBS®.

o Process all applications received through automated system.

o Verify candidates’ claims of eligibility under the Career Transition Assistance Plan (CTAP) and the Interagency Career Transition Assistance Plan (ICTAP).

https://www.opm.gov/policy-data-oversight/human-capital-management/hiring-reform o Required to have a Delegated Examining Unit (DEU) certification to review complete DEU recruitment actions, documentation and adjudicate veterans’ preference prior to assignment of preference on the final referral list.

o Verify minimum qualification requirements for all candidates referred for consideration. Minimum qualifications are determined by closely reviewing the candidates’ supporting documentation (i.e., resumes and/or transcripts) and verifying they possess the minimum level of education and/or experience.

o Perform quality reviews of all candidates to be referred, to ensure their final ratings accurately reflect their possession of the critical competencies for the specific position, and adjust ratings where appropriate to ensure high-quality referral lists.

o Issue competitive, merit promotion, excepted service, and/or non-competitive certificates/referral lists electronically in accordance with merit system principles and delegated examining procedures. These lists may include category rating certificates and non-traditional certificates such as direct hire authority referrals, where applicable.

o Provide written notification to all applicants at the key touch points in the application process (application received, application assessed for qualifications, and application referred/not referred) and answer applicant inquiries about the application procedures.

o Audit returned certificates and send disposition notices to non-selected candidates.

o Maintain examining case file, including job analysis documentation, in accordance with an agency’s records retention schedule.

o Answer applicant phone calls and written correspondence and rating appeals related to the staffing services provided.

o Respond to inquiries from agency stakeholders regarding staffing actions.

o Prepare job analysis, specialized experience, and assessment questions.

o Set salaries, including special pay/incentives, according to OPM and FDA guidelines.

o Schedule and conduct pre-consultation meetings with FDA clients.

Meetings should be documented using staffing automated system.

o Post vacancy announcements within 7 calendar days of release of job requisition in

CapHR.

Data retrieved from staffing automated system.

o Issue certificates of eligibility within 10 calendar days of closing date of vacancy announcement.

Data retrieved from staffing automated system.

o Make initial job offer to selectee within 2 calendar days of return of certificate of eligibility from selecting official.

Data retrieved from staffing automated system.

o Notify applicants of hiring decision within 1 to 2 calendar days.

Data retrieved from staffing automated system.

o Conduct quality review for all recruitment products, i.e., ensure that all job analysis, vacancy announcements, questionnaires, qualification determinations, certificates of eligibility, job offer letters, etc., are accurate and based on appropriate OPM, U.S.

Department of Health & Human Services (HHS), and FDA policies and regulations prior to issuance.

• HR Assistant Level Support o Assist HR Specialists in the preparation and posting of vacancy announcements.

o Perform qualification analysis and rating on lower-grade positons.

o Maintain recruitment case files.

o Maintains supporting documents for personnel actions in accordance to established timelines.

o Make initial job offer to selectee in accordance to established timelines of return of certificate of eligibility from selecting official.

Data retrieved from staffing automated system.

o Notify applicants of hiring decision in accordance to established timelines Data retrieved from staffing automated system.

o Verify new hires’ citizenship through e-Verify database in accordance to established timelines of EOD o Participate in New Employee Orientation (NEO) Collect new hires’ documents to ensure completeness and accuracy.

Distribute collected forms to appropriate team for processing.

o Prepare Requests for Preliminary Employment Data (SF-75).

o Code and process SF-52s the full range of personnel actions utilizing the HHS Capital

Human Resources system (CapHR), a PeopleSoft application, and the guidance provided by OPM’s Guide to Processing Personnel Actions.

o Prepare tentative and official offer letters for new hires.

o Enter new employees in USAStaffing Onboarding System.

o Perform data entry into established HR systems, as required by each task order.

o Generate and review reports from established HR systems, as required by each task order.

• Personnel Action Processing Support o Using the HHS Capital Human Resources system (CapHR), a PeopleSoft application, and the guidance provided by OPM’s Guide to Processing Personnel Actions, the contractor shall build positions, process personnel and payroll actions, including awards and benefits, and effectively resolve and correct processing errors.

• Classification Support o Perform work using FDA systems access or the contractor’s own system to implement the following classification activities.

o Serve as a Human Resource professional in a capacity to provide managers, HR

Specialists and employees with information and interpretations of the Office of Personnel Management’s (OPM) position classification standards, regulations, procedures, practices, policies and guidelines and FDA’s policies and procedures related to position classification and position management.

o Provide classification services that include such activities as: Writing position descriptions and evaluation statements; Conducting desk audits and paper reviews;

developing standard operating procedures; Providing guidance on position management, and reorganizations; Executing related special projects and initiatives;

and Providing expert advice, consultation and training on a variety of position classification and organization issues. Additionally, the Contractor shall actively provide assistance services which involve resolving or advising on complex problems and issues that typically require analyzing and/or troubleshooting a wide range of conditions.

o Classify positions for the full range of the GS and equivalent pay plans.

Classification requests will include supervisory, non-supervisory, interdisciplinary, and mixed series positions.

o Position description requests shall be classified using appropriate standards and guidelines.

Position descriptions must have a completed Factor Evaluation Sheet (FES);

Fair Labor Standard Act (FLSA) checklist; and properly prepared OF-08).

o New classification standards issued by OPM shall be applied to appropriate position descriptions within the established FDA - 80 Day Hiring Model.

o Accretion of duty/Peer Review position description requests shall be completed according to set guidelines.

o Consult with managers by bringing new and innovative ideas and suggestions in order to resolve complex human resources and management issues and problems.

o Analyze organization for productivity and efficiency gain, and provide recommendations to management officials on the most effective position/skill mix, work processes, and organizational structures.

• HR Project Management Support o Conduct complex analyses of organization and manage HR projects and initiatives according to standard project management principles. Advise managers and supervisors of procedures and requirements.

• HRIS Infrastructure Project Management and Requirements Development o Support Requirements Development Business Process Requirements

Development and Business Process Reengineering for implementation of Human Resources Information Technology (HRIT) Systems and Solutions.

o Positions Based Management Systems Business Process System Support Requirements and Standard Operating Procedures (SOP) support.

o Electronic Classification Business Process System Support Requirements and SOP support.

o Employee Portal System Support Requirements and SOP support.

o Support the creation look, layout, and features of an Employee Portal.

o Plan website content based on technical, aesthetic and functional criteria provided by the program office.

o PeopleSoft 9.2 Implementation and Support for both the CoreHR and Time &

Labor functionality to provide support on requirements and configuration development.

o Support Employee Portal content development and management to mature the current portal concept for enhanced Employee Engagement.

o Facilitate the creation, management and delivery of information (content and documents), through websites, portals, extranets or intranets.

o Provide subject matter expertise and support for the development, coordination and management of HRIS Infrastructure to include new HRIT Solutions, websites and digital communication tools.

o Provide web content management, including updating and managing website content, to ensure consistency and a professional look, and graphics.

o Maintain records of web content changes and a list of areas for enhancements.

• Human Capital Data Analysis and Reporting Support o Conduct complex analyses of organizational proposals and research positions.

Advise managers and supervisors of merit promotion and other competitive procedures and requirements. Respond to and resolve complex position classification and position management questions and issues.

o Provide managers, employees, and job applicants with information and interpretations of the agency’s recruitment and placement procedures, practices, policies and guidelines. Review recruitment and placement actions and provide guidelines to customers. Perform program analyses and develop new or proposed recruitment and placement policies, standards, and regulations for agency-wide use.

Perform the full range of external placement and recruitment duties for which innovative and proactive recruiting strategies are needed. Such positions include "hard-to-fill" and shortage categories, senior level, jobs requiring unusual skill combinations, or highly visible or sensitive positions.

o Provide expert and authoritative advice on complex HR issues and problems with agency-wide impact. Collaborate with other Federal or Contractor HR specialists to ensure that the application of HR policy is accurate and consistent.

o Ensure that expert advice is provided on all types of appointing authorities, as well as compensation and other incentives to attract and retain high quality and skilled employees under all appointing mechanisms within the practices of the OHR and FDA parameters.

o Research, analyze, and develop Standard Operating Procedures (SOP’s), Fact Sheets, Advisories and other HR guidance to serve as tools for the HR staff and HR customers to use in daily operations. Serve as an expert advisor to the Policy Branch Chief and the Director, Division of Policy, Programs and Executive Resources o Analyze and assess recruitment process for improvement purposes.

• Strategic Communications and Change Management Support o Actively support on and offsite communications outreach and coordination by developing publication and signage content, speaking points, and briefing materials working with staff, members of council, and other partnering HHS OpDivs.

o Assist in the hosting of facilitated discussions or events, participation on councils, council boards, and FDA working groups.

o Help identify and determine the right platform and tools, such as Customer Relationship Management tools and social media that assist a program in engaging with its customers.

o Work with stakeholders to understand user requirements.

o Assist with developing a communication plan, updated on a weekly basis, with workflow processes to ensure consistent review and approval of communication documents.

o Support customer relationship development and management including regular customer contact, performance reviews and business development activities.

o Lead, develop, coordinate, and manage event communications to ensure consistent messaging.

o Provide support for internal and external communications, including but not limited to writing, editing, proofreading, and document review.

o Support the development of current content materials, including background, fact sheets, newsletters, frequently asked questions, and/or other materials required to support media outreach efforts across the FDA.

o Participate in stakeholder meetings including planning, preparation, delivery, monitoring, and note taking/meeting minutes.

• Stakeholder Outreach Support and Coordination o Manage the logistics pre and post event such as researching locations, booking location, preparing schedule, and booking speakers. The audience at events will typically be made up of government employees and/or members of industry or the public. The size of the audience will range from small events with a dozen participants to more widely attended events with hundreds of participants. Events will typically last no more than two days and be held in government locations or rented facilities. Events will generally be held during the week and during regular business hours.

o Provide support for outreach for recruitment of staff and detailees.

o Assist with the preparation of meeting agendas, presentation materials, and meeting minutes.

o Monitor Government and commercial on and off-site engagements and conferences to identify opportunities for promoting adoption and utilization of programs.

o Support customer relationship development and management including regular customer contact, performance reviews and business development activities.

o Provide support for internal and external communications, including but not limited to writing, editing, proofreading, and document review.

o Develop and support general communications, including but not limited to, emails, articles, guidance documents, presentations, and newsletters.

o Develop and support formal communications, including but not limited to, white papers, briefings, speeches, and brochures, for OHR review and approval.

o Develop and support content/scripts for video communication.

o Maintain internal and external communication content.

o Recommend and execute additional strategies to achieve communications goals.

o Where appropriate, use focus groups to test communications and outreach strategies to gain the identified target populations in the most effective and cost-efficient manner.

o Identify the communication needs of the programs of the in order to effectively reach the target population identified.

o Lead, develop, coordinate, and manage on and off-site engagements communications to ensure consistent messaging.

o Digitally (video) record on and/or off-site engagements for dissemination across different medium, including internal and external websites.

o Develop and execute increased awareness of OHR emerging initiatives and programs.

o Develop and execute a stakeholder outreach plan that parallels the goals and objectives of the programs.

o Provide expert communications counsel, including message development (including background research and coordination).

o Support the development of current content materials, including background, fact sheets, newsletters, frequently asked questions, and/or other materials required to support media outreach efforts across FDA.

o Recommend communications and outreach platforms that are suitable for the various target audiences of the programs.

• Employee and Labor Relations Support o Consult with the government team leader and specialist to initiate work.

o Advise and assist management with addressing varying aspects of Labor and Employee

Relations (LER) by providing guidance on the best courses of action available, based on relevant factors and considering the current culture and trends of the organization.

o Provide support in conducting investigations and inquiries of the facts and circumstances presented in a grievance (either negotiated or administrative), including collecting documentary evidence, conducting interview, and holding meetings, as appropriate.

o Prepare written clear, concise investigative reports addressing all issues and findings, which will be used by the management official in rendering his/her decision.

• Workers’ Compensation Support o Assist the Risk Manager with the preparation of the workers' compensation program budget.

o Communicate claims cost and reserve information to financial auditors as necessary. Advise departments about the status of claims, loss experience trends and program costs.

o Provide claims data for the employee injury and incident loss runs and maintain required injury and illness records.

o Direct and monitor the activities and performance of the workers' compensation third party claims adjusting administrator to ensure compliance with applicable regulations.

o Develop and manage the early Return to Work program. Develop and provide or arrange for training programs relating to workers' compensation laws, benefits, policies and loss control.

o Conduct workers' compensation claims investigations and directs third party claims adjusting administrator workers' compensation claims investigation activities.

o Determine actual time missed from work due to work related injuries and illnesses and provide accurate information to meet OSHA record-keeping requirements.

o Develop and maintain close communication with medical providers providing services for injured employees and serves as the liaison between medical providers, injured employees and department supervisors.

o Communicate benefits and program goals with department managers and injured workers for the purpose of loss control.

o Review and approve all claim settlements proposed by the third party claims adjusting administrator.

o Develop, implement and monitor workers' compensation claims reporting forms, procedures and activities.

• Administrative Support o Answer a high volume of HR inquiries, o Schedule meetings, o Provide written recaps of scheduled meetings/teleconferences o Execute ad hoc projects o Scan, copy file and print HR materials o Research via the internet and intranet o Light project tracking

• Additional Communications Support o Support other unanticipated communications needs that support multiple tasks areas of content.

o Publication and planning.

Task Requirements -Project Management

The Contractor shall provide Program Management (PM) support. Program Management support includes the effort to plan, structure, coordinate, schedule, manage, communicate, report, and steward all respective related work activities throughout the IDIQ period of performance. Moreover, the Contractor shall work with the Government Contracting Officer (CO) and the Contracting Officer’s Representative (COR) to ensure that tasks stay on track and that milestones are met.

Representative activities may include, but are not limited to:

1. Providing overall Project Management (PM) support throughout the performance period using internal processes consistent with principles outlined in the Project Management Institute’s (PMI) PMBOK® Guide.

2. Administering the IDIQ;

3. Preparing monthly progress and financial reports;

4. Complying with reporting requirements, as tasked;

5. Following escalation procedures for problems, issues, and recommendations, and risks as tasked;

6. Safeguarding information;

7. Managing Contractor staff, including subcontractors;

8. Ensuring proper on-boarding and exit procedures are followed when Contractor employees start and leave IDIQ contract and/or task orders;

a. Specifically, conduct and coordinate all on-boarding activities, to include the badging and system access for all Contractor personnel, in order to ensure Contractor staff members are available to work immediately after IDIQ & task order award.

9. Providing risk mitigation;

10. Conducting and participating in progress meetings, facility meetings, training meetings, performance meetings, program/project reviews, management briefings, stakeholder presentations, demonstration meetings, transition meetings, and COR site visits, and post requirements meetings, as tasked;

11. Communicating and responding to ad hoc data calls & queries.

As tasked in each individual task order (ITO) released under this IDIQ, the Contractor shall participate in meetings and discussions that support the overall efforts the IDIQ requirement and the task order work activities (e.g. kick-off and task related meetings). The Contractor shall participate in different capacities, such as leading discussions; contributing questions and answers; raising issues, risks and concerns; and developing and giving presentations. The Contractor shall prepare and track meeting agendas, minutes, issues, risks, and action items as requested by the Government. Meeting minutes shall be of sufficient detail, in order to accurately document meeting date and location, meeting purpose, items discussed, decisions made, attendees, and action items. The meeting minutes must be submitted via email to the COR and Contracting Officer within seven (7) calendar days.

Representative activities include, but are not limited to:

• Preparing and distributing agendas to include call-in/teleconference information and review materials.

• Completing and distributing meeting minutes and action items to meeting participants.

• Tracking of meeting minutes, action items, and associated materials relating to all meetings / calls.

Risk Management

The Contractor shall identify and report for resolution to the Government any issues that prevent the Contractor from performing the work activities in any ITO that the Contractor is unable to resolve independently. For each ITO, the Contractor shall document and report the risks and opportunities within a risk registry. The Contractor shall maintain the risk registry and provide it to the IDIQ COR and CO on request.

The risk registry shall contain, at a minimum, unless otherwise specified in the ITOs:

• Issue Number: a sequential numbering of all issues;

• Severity: assessment of issue severity i.e., likelihood and consequences (High/Medium/Low)

• Date Found: – date that issue was identified by the Contractor;

• Duration: number of days that issue has been open;

• Status: representing issue status as open or closed. The Contractor shall maintain a complete list of all issues – no issues typically be deleted from the Contractor’s delivered list;

• Title: short description of issue;

• Updated: date for updated status;

• Details: narrative description of activities that have been completed to resolve issue;

• Assigned To: identify Government POC or Contractor that is assigned to resolve the issue;

• Solution or Workaround: description of the actions and activities taken to resolve or mitigate issue the issue.

TRANSITION SERVICES

Transition activities take place to efficiently transition all activities from the incumbent Contractor to the new Contractor. As tasked, the Contractor shall develop transition plans and conduct transition activities for task orders issued against this IDIQ vehicle, as applicable.

Transition-In As specified in each ITO, the Contractor shall transition-in and assume the responsibility for activities and duties from the prior (incumbent) Contractor in a manner that does not interrupt or negatively impact FDA’s mission critical operations and activities. The purpose of the Transition-In requirement is to provide an orderly transition from the prior Contractor. For a period as specified by the ITO, the Contractor shall work with the incumbent contractor to effect a smooth transition of work.

Representative activities include, but are not limited to:

• Develop a Transition-In Plan to ensure full operating accountability and responsibility of the task orders.

• Familiarize the incoming Contractor staff with FDA acquisition processes and requirements and work with the incumbent Contractor as related to transferring tasks and work activities being performed.

• Coordinate with COR to obtain access to the required data, Government furnished equipment (GFE), systems / applications, and required training.

• Participate in Transition-in meetings and other technical exchange meetings and opportunities to facilitate the transfer of information, processes, and data needed to continue the services being performed by the incumbent Contractor.

• Certify that employees working on the contract have completed their review and understand HR Support Services requirements, documentation, processes, and technical environments prior to the completion of the Transition-in activities.

• Verify to the COR that all of the Transition-in documents are available.

Transition-out As specified per ITO, the Contractor shall facilitate the transition-out of contracted activities and services to the Government or, to a follow-on Contractor by the end of the period of performance.

As specified by the ITO, the Contractor shall provide support for transition-out activities. During this period, the Contractor shall ensure that no degradation in service or support is experienced, per each ITO. Between the turnover date designated by the CO and the end of the contract period of performance, the incumbent Contractor shall ensure all task order activities are closed-out and provide sustainment support to complete the transition.

Representative activities include, but are not limited to:

• Develop and submit a Transition-Out Plan and Schedule to the CO and COR within 45 days of performance end date or within 20% of contract ceiling price, whichever occurs first.

• Provide the Government with current versions of all documentation (i.e., electronic and hardcopies).

• Provide the Government with a current inventory of all Government-Furnished Equipment (GFE) and Government Furnished Information (GFI) utilized by the Contractor along with full support in the reconciliation of this inventory.

• Provide the follow-on Contractor with the ability to “shadow” and participate in technical exchange meetings and opportunities to facilitate the transfer of information, processes, and data needed to continue the services being performed by the Contractor.

Criteria for Acceptance for Deliverables

The Contractor shall submit all preliminary, intermediate, and final deliverables in electronic formats (i.e. Microsoft Office and Adobe) to the COR. The contractor shall submit final deliverables in electronic format to the CO. Requirements for inspection and acceptance are as follows:

• The COR or Government POC designated in each task order, will inspect and accept the services or deliverables provided to ensure they meet the requirements detailed in the relevant ITO.

• The Government will accept products and services only if they conform to all terms and conditions of the IDIQ and each ITO.

• The Government will provide written notification of acceptance or rejection within ten (10) calendar days of receiving the service.

• The Government will reject non-conforming products and services. The Contractor shall correct any deficiencies within thirty (30) calendar days of when the Government issues the rejection notice. If the Contractor cannot correct the deficiencies within this timeframe, the Contractor shall immediately notify the IDIQ/Task Order COR of the reason for the delay and provide a proposed corrective action plan within ten (10) calendar days.

The Contractor shall provide all data, notes and/or backups that have been stored on any system or other media to the government prior to the completion of each task order.

Each request for task order proposal (RFTOP) will provide for the frequency of reporting and/or meeting requirements.

IV. Period of Performance

The period of performance for this contract consists of a five (5)-year (60-month) ordering period, commencing as stated in the contract award.

Location, Work and Travel

Unless otherwise specified in individual task orders, all performance of work and meetings will be held at FDA’s Bethesda location, Office of Human Resources, located at: Food and Drug Administration, 11601 Landsdown Street, North Bethesda, MD 20857.

FDA’s normal hours of operation are from 8:00 am – 5:00 pm Eastern Time, Monday through Friday, except on Federal Government Holidays. It is expected that most work will be performed during normal hours of operation; however there may be instances when contractor support will be required outside normal hours of operation, to include weekends. For contractors that work onsite at FDA, telework may be authorized for work conducted on the weekends, by approval of the task order COR. For positions covered by the Service Contract Labor Standards (SCLS) Act, the CO must approve any hours worked beyond 40 hours/week.

The Government does not intend travel costs (local and non-local) to be incurred during the term of this contract. If deemed necessary and appropriate, the Contractor shall identify and forecast travel requests per each ITO. However, non-local travel (outside of the Washington DC Metro area) is not anticipated at this time. If local or non-local travel is deemed necessary, it must be approved in writing by the CO and COR in advance (at least 10 calendar days). The travel to be reimbursed shall not exceed the travel ceilings specified in the Federal Travel Regulations and award.

Federal Travel Regulation: http://www.gsa.gov/portal/content/104790

V. Security and Privacy

The Contractor shall realize the regulatory nature of FDA and accepts responsibility for diligence in protecting the security and confidentiality of any information acquired with the FDA networking infrastructure, staff projects, meetings, or other sensitive information. Performance of work may or may not require the Contractor’s personnel to have access to and use of data and information which may be considered proprietary to regulated industry, a government agency or Government contractor, or which may otherwise be of such nature that its dissemination or use, other than in performance of a subsequent work statement, would be adverse to the interest of FDA or others. The Contractor agrees not to divulge or release data or information discussed in connection with the performance of the resulting contract/task orders, unless made public by FDA, except to be authorized upon written approval of the COR.

Due to the possible sensitive nature of the information discussed in the recruitment process, all Contractor personnel shall be required to sign a Commitment to Protect Non-Public Information form 3398 prior to commencing with performance under the contract/task orders.

Any contractor that requires access to FDA facilities or FDA system(s) must go through FDA security clearance and badging.

VI. Contractor Conformance with Applicable Laws, Regulations, Policies and Standards

The Contractor shall be responsible for knowledge of and compliance with all applicable competencies, standards and ethical guidelines for human resource management services, as outlined by Title 5 Code of Federal Regulation (CFR), Office of Personnel Management (OPM) regulations, and Department of Health and Human Services, FDA OHR Policies, Standard Operation Procedures, or Advisories.

VII. Personnel Qualifications

The following minimum qualifications shall apply to all task orders issued under this contract:

The Contractors must be able to demonstrate past experience directly relevant to the types of work needed. All OHR positions require a Level 5 security clearance (Public Trust). All contractors will be required to obtain the same Level 5 Public Trust security clearance. Contractors conducting recruitment and staffing work must be proficient in USAStaffing, and PeopleSoft.

Human Resources Assistant – Will assist the Human Resources Specialist with the administration of the day-to-day operations of the human resources functions and responsibilities in the staffing and http://www.gsa.gov/portal/content/104790 recruitment functional area. Must have a minimum of a high school diploma or its equivalent; at least 2 years of general business experience preferably in human resources; excellent computer skills, including Word and Excel in a Microsoft Windows environment; effective oral and written communication skills;

general knowledge of various federal human resources laws and practices; skill in database management and record keeping; and must be able to identify and resolve problems in a timely manner.

Senior Human Resource Generalist - Will have provided a broad range of HR experience in advancing/implementing business objectives, strategic goals, and human resource programs/initiatives for Federal organization(s) with a minimum experience level of ten (10) years. The Contractor must have federal HR operational experience supporting with HR Leadership, Customers, and other HR staff members as required similar in scope to the requirements of this Statement of Work.

Human Resource Specialist I - Provides support for federal HR programs requiring knowledge of federal HR operations, procedures and requirements. As directed, will perform tasks in any area of HR, including: file/records, staffing, and recruitment. Requires at least 2 years of federal HR experience and 1 year of federal recruiting experience. A college degree is preferred but may be substituted for 4 years of federal HR experience.

Human Resources Specialist II (Policy Writer) - Must have a minimum of at least 6 years’ experience supporting Federal agency HR policy work as well as excellent writing and communication skills, and must be able to work independently and as a team member. A college degree is preferred but may be substituted for 4 years of federal HR experience.

Senior Human Resources Consultant - Performs advanced, specialized and administrative duties in a designated human resource program or section area and is responsible for providing high-level support in the administration of a human resources program. Human resource consultants should have the ability to undertake administrative responsibility in their day-to-day tasks with the ability to interpret human resources policy and offer advice on its implementation in an organization or business. From answering questions on policy to presenting training sessions on complex HR procedures, HR consultants must be able to ensure continued compliance with human resources policy mandated by OPM. Must have a bachelor’s degree in business administration or a related field as the only degree requirement. In addition to the bachelor’s degree, a minimum of 10 years of professional experience.

Journeyman Classification Specialist - Provides support to HR programs requiring expert federal position description knowledge and operational experience. The Classification Specialist will: Write position descriptions and evaluation statements; Conduct audits and paper reviews; Develop recommended standard operating procedures; Execute related special projects and; Provide expert advice on a variety of position classification and organization issues. The incumbent will review organizational documents to ensure the organizational structure supports the requested title, occupational series and grade of the position. Requires at least 4 years of federal HR experience in the area in which work is performed. Must possess excellent writing and communication skills. Must be capable of working independently, as a team member or a team lead. A college degree is preferred but may be substituted for 4 years of federal HR experience.

Senior Classification Specialist - Provides support to HR programs requiring expert federal position description knowledge and operational experience. The Sr. Classification Specialist will: Write position descriptions and evaluation statements; Conduct audits and paper reviews; Develop standard operating procedures; Execute related special projects and; Provide expert advice, consultation and training on a variety of position classification and organization issues such as reorganizations, position management, position sensitivity codes, and Fair Labor Standard Act regulations related to exemption status . The incumbent will review organizational documents to ensure the organizational structure supports the requested title, occupational series and grade of the position. Requires at least 7 years of federal HR experience in the area in which work is performed. Must possess excellent writing and communication skills. Must be capable of working independently, as a team member or a team lead. A college degree is preferred but may be substituted for 4 years of federal HR experience.

Labor and Employee Relations Specialist - Consults with the government team leader and specialist to initiate work. Advises and assists management with addressing varying aspects of LER by providing guidance on the best courses of action available, based on relevant factors and considering the current culture and trends of the organization. Provides support in conducting investigations and inquiries of the facts and circumstances presented in a grievance (either negotiated or administrative), including collecting documentary evidence, conducting interview, and holding meetings, as appropriate. Prepares written clear, concise investigative reports addressing all issues and findings, which will be used by the management official in rendering his/her decision. Bachelor's Degree in Business Administration, Labor Relations, or Human Resources Management are preferred, or a closely related field. Minimum 5 years of progressively responsible experience in labor relations, including labor contract negotiation experience is required. Working knowledge of labor agreements, labor laws, unemployment law and the unemployment hearing process is required. Knowledge in the interpretation and application of FLSA, FMLA, and the ADA is required.

Workers’ Compensation Specialist - Assists the Risk Manager with the preparation of the workers' compensation program budget. Communicates claims cost and reserve information to financial auditors as necessary. Advises departments about the status of claims, loss experience trends and program costs.

Provides claims data for the employee injury and incident loss runs and maintains required injury and illness records. Directs and monitors the activities and performance of the workers' compensation third party claims adjusting administrator to ensure compliance with applicable regulations. Develops and manages the early Return to Work program. Develops and provides or arranges for training programs relating to workers' compensation laws, benefits, policies and loss control. Conducts workers' compensation claims investigations and directs third party claims adjusting administrator workers' compensation claims investigation activities. Determines actual time missed from work due to work related injuries and illnesses and provides accurate information to meet OSHA record-keeping requirements. Develops and maintains close communication with medical providers providing services for injured employees and serves as the liaison between medical providers, injured employees and department supervisors. Communicates benefits and program goals with department managers and injured workers for the purpose of loss control. Reviews and approves all claim settlements proposed by the third party claims adjusting administrator. Develops, implements and monitors workers' compensation claims reporting forms, procedures and activities. At least five (5) years’ experience with the management of Workers' Compensation claims and self-insured claims administration is required.

Any combination of training and experience equivalent to completion of a Baccalaureate Degree from an accredited college or university in business administration, Human Resources, insurance or a related field is required. Experience with Federal Employee Compensation Act claims administration and regulations is considered a strength.

Workforce Planning Specialist - Requires a 4-year degree in a business-related area of study and optional that he/she is a Certified Workforce Planning Professional (CWPP). A minimum of 5 years’ experience as a strategic planner who has the experience to manage and recruit talent, advise and consult with an organization on forecasting staffing needs, recruiting skilled applicants, generates reports showing production volume to assess future and current needs, collection of data and analysis to improve business operations in one or more departments, is required. The data is used to improve business operations, including how to optimize work schedules, identify critical positions, when to reassign workers and pinpoint jobs that have become obsolete. A Workforce Planning Specialist must have excellent verbal and written skills and able to interact with a wide variety of staff and senior management.

HR Project Manager I - Requires at least 6 years’ experience in managing projects directly relating to the assigned business segment and a Bachelor’s Degree or equivalent; and supervisory experience, in a lead or management role, with a demonstrated success in the ability to staff and lead/manage technically oriented projects and personnel. The PM is responsible for the overall performance of the task order such as formulating work standards, assigning contractor schedules and resources, reviewing performance, cost, and budget information; supervising contractor personnel; and communicating policies, purposes, and goals of the organization to subordinates. He/ she ensures desired results by determining and implementing objectives, and allocating appropriate resources and interfaces with client sponsor on all aspects of the program.

Senior Project Manager – Requires at least 12 years of progressive experience (or equivalent combination of education and experience) in managing, directing, and implementing projects.