1098040TO2.doc

Center for Drug Evaluation and Research

Office of Compliance

Strategic Planning, Leadership, Organizational Development Task Order 2 – Leadership Development Program (COHORT 2)

1. Objective

In accordance with FDA’s Strategic Planning, Organizational Strategy and Leadership Development IDIQ, Section 4.3, “Executive Coaching and Leadership Development,” CDER OC has a need for a Leadership Development Program (LDP) for management/supervisory staff within CDER OC or other FDA stakeholder groups. CDER OC has identified the need for quality management who can effectively lead their teams through the issues and challenges that we face and lie ahead with resilience and especially through the complexity of integrating a range of professionals towards the goals comprehensive compliance and global convergence, with ever-increasing challenges of a changing regulatory environment.

CDER OC management needs to work together to develop a roadmap for success, train and motivate their employees, with incentives to reach organizational goals with a mixture of forward vision and effective people management. A combination of leadership and developmental acumen can significantly impact this integrative process. This in turn will improve employee performance and provide greater long-term viability.

This program focuses on developing skills of effective leadership through vision, engagement, critical thinking, resilience and results/achievement. This is created through building confidence, flexibility, resolve and an ability to develop and maintain a support network. This training and coaching program, with experienced executive coaches, will work side-by-side with CDER OC leaders and managers in their everyday environments, and will enable CDER OC to help itself hardwire durable leadership-skills for long-term effective performance.

2. Background

The LDP curriculum includes five specific leadership topics essential to effectively lead teams, establish organizational effectiveness and promote work-life balance. These topics are:

A. Making and Managing Commitments

B. Managing Change and Transitions

C. Understanding and Strengthening Emotional Intelligence Competencies

D. Discovering and Intentionally Deploying Leadership Strengths

E. Resilient Leadership

This Task Order is continuation of LDP work already in progress for twenty-one (21) eligible employees pre-selected from the CDER OC management teams. Those in this cohort include Project Management Officers, Associate Directors, Senior Advisors, Special Assistants, IO Regulatory Counsels, Team Leaders, Branch Chiefs, Division Directors/Deputies, Office Directors, Office Deputy Directors and IO level employees. This LDP cohort has already received training in two previous sessions regarding “Making and Managing Commitments”, “Managing Change and

Transitions” and an introduction and Unit 1 training on “Resilient Leadership-Reactivity.”

This task order will include the following three modules that current participants have not yet covered in their year long LDP program. As this is a continuation of a program already in progress, only the following modules will be utilized for completion of Cohort 2. The following LDP curriculum modules have not been developed and will be expected to be developed by the Consultant selected:

A. Understanding and Strengthening Emotional Intelligence Competencies –

· Learn to recognize and understand the four basic leadership competencies that contribute to Emotional Intelligence.

· Create a personal development plan to enhance Emotional Intelligence competencies.

· Build awareness and understanding of the crucial role Emotional Intelligence competencies play in achieving leadership excellence.

B. Discovering and Intentionally Deploying Leadership Strengths –

· Use Strength Finder 2.0 to identify individual and team strengths.

· Determine how to use strengths to be most effective in the work of CDER OC/FDA both individually and as a member of a team.

· Learn how to utilize strengths so that others are more willing to listen and be led by our actions.

C. Resilient Leadership -

· Learn to lead with calm, clarity and conviction in the midst of anxiety provoked by increasing complexity and accelerating change.

· Recognize the emotional process dynamics that influence organizational functioning and effectiveness.

· Learn how to use systems thinking to understand the role emotional triangles play in all relationship networks.

· Learn how a focus on the leader’s self-differentiation promotes the healthier functioning of entire organizations.

3. Scope of Work

The Contractor shall provide the following services in relation to the Task:

A. Introduction to Launch meeting. This meeting shall consist of a review of the curriculum to be covered and introduction to the consulting team. During this meeting, participants will make a first and second choice of their coaches. Consulting team shall make every effort to match each participant with their first choice coach whenever possible.

B. Course Development/Pre-Work. In order to maintain consistency, the Consultant shall be provided all materials used in previous cohort groups. The Consultant may be required to tailor the training materials to provide meaningful exercises during each of the Learning Sessions. The Consultant shall coordinate all pre-work in preparation for all day long meetings. Pre-work shall consist of adding to the LDP notebook with the following pre-work materials:

1. A list of any selected reading to be accomplished prior to each session.

2. Strength Finder Assessment tools,

3. Resilient Leadership tools

4. A coaching session assessment and feedback form, and

5. Any other reading as designated by the coach(es).

C. Learning Sessions: The Consultant shall lead two one-day sessions in the above curriculum. The two curriculums identified above will be reviewed during the morning sessions and Resilient Leadership (third curriculum listed above) will be the focus of all afternoon sessions throughout the year. Participants will have the opportunity to explore new leadership competencies via exercises during each session. Reading materials from selected books will be provided prior to each session along with handouts for discussion at the session and in break-out sessions during each learning session.

D. Individual Coaching Sessions - Each participant with be paired with a coach from the Consultant team to support them in the application of their learning to the CDER OC real-world challenges they face. The one-on-one leadership coaching occurs twice a month, lasts from 60 to 90 minutes each session, focuses on work situations and is confidential. These sessions will focus on:

a. Providing participants the opportunity to work with their coach (in person, by phone or Go To Meeting) on management and leadership issues.

b. Participants may explore the training curriculum in more depth or discuss other leadership issues they face in their work situation.

E. Small Group Coaching. A small (maximum six members) group discussion and coaching group will be formed to allow participants the opportunity to discuss key learning points with their colleagues. These groups will meet monthly. Both the individual and group coaching sessions will have handouts with questions to consider that will guide the conversation during the coaching session.

4. Deliverables Table

Project Timeline for Completion of LDP

Cohort Two weeks after Award

Additional new Materials for Pre-Work

Notebook and Syllabus Complete –

Submitted to COR and

Technical SME for Review Six Weeks After Award

Introduction to Launch Initial Meeting

Of Cohort Group and continuation of

Training Program Eight Weeks After Award

Distribution of new training modules provided to Cohort group

One week prior to each Group Training session –

Submitted to COR and Technical SME in an electronic format and 2 hardcopies

COR

Between Coach and Mentees

Between Coach and Small Cohort Group

5. Period of Performance

The Period of Performance for this Task Order shall be six (6) months from the date of award.

6. Place of Performance

All sessions will be conducted at a FDA Facility in the Washington, DC area. Study locations may include the FDA White Oak Campus- Silver Spring, MD; ORA Montrose Metro II – Rockville, MD; CDER Metro Park North- Rockville, MD; or other local government facility. Consultant travel shall not be paid.

7. LDP Cohort Participants:

Maximum number of participants in a facilitated small group coaching session in a Cohort

8. Technical and Contracting Points of Contact

a. Contracting Officer:

Jennifer G. Fagan

U.S. Food and Drug Administration

5630 Fishers Lane

Rockville, MD 20857

(301) 443-5861

Jennifer.Fagan@fda.hhs.gov

b. Contract Specialist

Sherry Rowlett

(301) 827-6763

Sherry.rowlett@fda.hhs.gov

c. Contracting Officer’s Representative

TBD

9. Type of Contract FDA anticipates awarding a Firm Fixed Price Contract for this Task Order.

10. Technical and Contracting Points of Contact

a. Contracting Officer:

Jennifer G. Fagan

(301) 443-5861

Jennifer.Fagan@fda.hhs.gov

b. Contract Specialist

Sherry Rowlett

(301) 827-6763

Sherry.rowlett@fda.hhs.gov

c. Contracting Officer’s Representative

TBD

11. Type of Contract FDA anticipates awarding a Firm Fixed Price Contract for this Task Order.