MAS - Destiny Management Services, LLC - GS00F236CA

GENERAL SERVICES ADMINISTRATION

Federal Supply Service Authorized Federal Supply Schedule Price List

On-line access to contract ordering information, terms and conditions, up-to-date pricing, and the option to create an electronic delivery order is available through GSA Advantage!™, a menu-driven database system. The INTERNET address for GSA Advantage!™ is: http://www.GSAAdvantage.gov

Multiple Award Schedule Federal Supply Group: Professional Services

Contract Number: GS00F236CA For more information on ordering from Federal Supply Schedules go to the GSA Schedules page at GSA.gov

Price list current as Modification #PA-0015 effective April 12, 2021

Contract Period: July 30, 2020 – July 29, 2025

Contractor: Destiny Management Services, LLC 11821 Parklawn Drive, Suite 250 Rockville, Maryland 20852

Business Size: Small, Disadvantaged, Woman Owned Business

In accordance with 13 C.F.R. 121.404, the Contractor is ineligible to participate in any RFQ that is set aside for small business where the subject contract’s awarded size status for the preponderance NAICS designated in the RFQ is “other than small”.

Telephone: (301) 650-5940

Fax Number: (240) 465-0070

Web Site: www.destinymgmtsvcs.com

E-mail: donnam@destinymgmtsvcs.com

Contract Administration: Donna M. Mitchell, President Robyn N. Robertson, CPO rrobertson@destinymgmtsvcs.com mailto:donnam@destinymgmtsvcs.com mailto:rrobertson@destinymgmtsvcs.com

CUSTOMER INFORMATION:

1a. Table of Awarded Special Item Number(s) with appropriate cross-reference to page numbers:

SIN Recovery SIN Description 541219 541219RC Budget and Financial Management Services 541611 541611RC Management and Financial Consulting, Acquisition and Grants Management Support, and Business Program and Project Management Services 522310 522310RC Financial Advising, Loan Servicing and Asset Management Services 611430 611430RC Professional and Management Development Training

611512 611512RC Flight Training

1b. Identification of the lowest priced model number and lowest unit price for that model for each special item number awarded in the contract. This price is the Government price based on a unit of one, exclusive of any quantity/dollar volume, prompt payment, or any other concession affecting price. Those contracts that have unit prices based on the geographic location of the customer, should show the range of the lowest price, and cite the areas to which the prices apply. Refer to the Final Course Pricing table on page 5.

1c. If the Contractor is proposing hourly rates a description of all corresponding commercial job titles, experience, functional responsibility and education for those types of employees or subcontractors who will perform services shall be provided. If hourly rates are not applicable, indicate “Not applicable” for this item. Refer to the Final Labor Category Pricing table on page 4.

2. Maximum Order: $1,000,000.00

3. Minimum Order: $100.00

4. Geographic Coverage (delivery Area): Domestic and Overseas

5. Point(s) of production (city, county, and state or foreign country): Same as company address

6. Discount from list prices or statement of net price: Government net prices (discounts already deducted). See Attachment.

7. Quantity discounts: None Offered

8. Prompt payment terms: Net 30 days Information for Ordering Offices: Prompt payment terms cannot be negotiated out of the contractual agreement in exchange for other concessions

9. Foreign items (list items by country of origin): None

10a. Time of Delivery (Contractor insert number of days): Specified on the Task Order

10b. Expedited Delivery. The Contractor will insert the sentence “Items available for expedited delivery are noted in this price list.” under this heading. The Contractor may use a symbol of its choosing to highlight items in its price list that have expedited delivery: Contact Contractor

10c. Overnight and 2-day delivery. The Contractor will indicate whether overnight and 2-day delivery are available. Also, the Contractor will indicate that the schedule customer may contact the Contractor for rates for overnight and 2-day delivery: Contact Contractor

10d. Urgent Requirements. The Contractor will note in its price list the “Urgent Requirements” clause of its contract and advise agencies that they can also contact the Contractor’s representative to affect a faster delivery: Contact Contractor

11. F.O.B Points(s): Destination

12a. Ordering Address(es): Same as Contractor

12b. Ordering procedures: For supplies and services, the ordering procedures, information on

Blanket Purchase Agreements (BPA’s), are found in Federal Acquisition Regulation (FAR) 8.405-3.

13. Payment address(es): Same as company address

14. Warranty provision: Contractor’s standard commercial warranty.

15. Export Packing Charges (if applicable): N/A

16. Terms and conditions of rental, maintenance, and repair (if applicable): N/A

17. Terms and conditions of installation (if applicable): N/A

18a. Terms and conditions of repair parts indicating date of parts price lists and any discounts from list prices (if applicable): N/A

18b. Terms and conditions for any other services (if applicable): N/A

19. List of service and distribution points (if applicable): N/A

20. List of participating dealers (if applicable): N/A

21. Preventive maintenance (if applicable): N/A

22a. Environmental attributes, e.g., recycled content, energy efficiency, and/or reduced pollutants:

N/A

22b. If applicable, indicate that Section 508 compliance information is available on Electronic and

Information Technology (EIT) supplies and services and show where full details can be found (e.g. contactor’s website or other location.) The EIT standards can be found at:

www.Section508.gov/.

23. Data Universal Numbering System (DUNS) number: 109547013

24. Notification regarding registration in System for Award Management (SAM) database:

Registered

Final Labor Category Pricing:

The rates shown below include the Industrial Funding Fee (IFF) of 0.75%.

SIN Awarded Labor Category

Site 7/30/2021 7/30/2022 7/30/2023 7/30/2024 7/30/2025

541219,541611,611430, 522310, 611512

Project Director Both $311.26 $318.42 $325.74 333.23 $340.90

541219,541611,611430, 522310, 611512, Sr. Project Manager Both $205.02 $209.74 $214.56 $219.50 $224.54

541219,541611,611430, 522310, 611512

Sr. Project Staff Both $167.74 $171.60 $175.54 $179.58 $183.71

541219,541611,611430, 522310, 611512

Project Staff Both $167.25 $171.10 $175.03 $179.06 $183.18

541219,541611,611430, 522310, 611512

Sr. Mgmt Analyst Both $129.40 $132.38 $135.42 $138.53 $141.72

541219,541611,611430, 522310, 611512

Sr. Financial Analyst Both $129.40 $132.37 $135.42 $138.53 $141.72

541219,541611,611430, 522310, 611512

Sr. Budget Analyst Both $121.33 $124.12 $126.98 $129.90 $132.88

541219,541611,611430, 522310, 611512

Sr. Systems Analyst Both $121.33 $124.12 $126.98 $129.90 $132.88

541219,541611,611430, 522310, 611512

Financial Analyst Both $91.39 $93.49 $95.65 $97.85 $100.10

541219,541611,611430, 522310, 611512

Management Analyst Both $88.97 $91.02 $93.11 $95.25 $97.44

541219,541611,611430, 522310, 611512

Sr. Accountant Both $79.26 $81.08 $82.95 $84.85 $86.80

541219,541611,611430, 522310, 611512

Cost/Pricing Analyst Both $72.79 $74.46 $76.17 $77.92 $79.72

541219,541611,611430, 522310, 611512

Budget Analyst I Both $63.29 $64.75 $66.24 $67.76 $69.32

541219,541611,611430, 522310, 611512

Staff Accountant I Both $64.69 $66.18 $67.70 $69.26 $70.85

541219,541611,611430, 522310, 611512

Staff Accountant II Both $56.66 $57.97 $59.30 $60.66 $62.06

541219,541611,611430, 522310, 611512

Budget Analyst II Both $43.90 $44.91 $45.94 $47.00 $48.08

541219,541611,611430, 522310, 611512

Sr. Admin Staff Both $54.97 $56.23 $57.52 $58.85 $60.20

541219,541611,611430, 522310,611512

Admin Staff Both $41.02 $41.96 $42.92 $43.91 $44.92

Final Course Pricing:

The rates shown below include the Industrial Funding Fee (IFF) of 0.75%.

SIN(s) Course Title Course Length

Minimum Participants

Maximum Participants

Price Offered to GSA

(including IFF) 541219,541611,611430, 522310, 611512, Diversity Training (Personal Profile Included) 2-3 days 14 20 $6,753.85 541219,541611,611430, 522310, 611512, Diversity Training 1 day 15 20 $3,910.13 541219,541611,611430, 522310, 611512, Intergenerational Diversity 1 day 12 18 $3,910.13 541219,541611,611430, 522310, 611512, Disc Profile-Enhancing Performance Through Understanding Yourself and Others

1 day 15 20 $4,354.46

541219,541611,611430, 522310, 611512, Success Through Self-Assessment 1 day 15 20 $3,910.13

541219,541611,611430, 522310, 611512, Strategic Listening for Professional Success 2-3 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Job Readiness and Workforce Development 2 days 10 15 $6,753.85

541219,541611,611430, 522310, 611512, Presentation and Briefing Skills 1 day 15 20 $3,910.13

541219,541611,611430, 522310, 611512, Stress Management 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Customer Services Training 1/2 to 1 day 15 20 $3,131.49

541219,541611,611430, 522310, 611512, Harassment-Prohibited Practices 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Organizational Change 2 days 15 20 $5,416.62

541219,541611,611430, 522310, 611512, Ethics Training 2 days 15 20 $5,924.43

541219,541611,611430, 522310, 611512, Team Membership Skills 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Risk and Trust Building 2 days 15 20 $6,673.45

541219,541611,611430, 522310, 611512, Effective Performance Training 1 day 15 20 $3,376.93

541219,541611,611430, 522310, 611512, Effective Performance Training 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Effective Communications Training 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Team Building Skills 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, New Manager-Supervision 2 days 15 20 $10,663.98

541219,541611,611430, 522310, 611512, Manager as Mentor 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Manager as Coach 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Leadership Challenge 1 day 15 20 $3,910.13

541219,541611,611430, 522310, 611512, Decision Making Skills 2 days 15 20 $6,753.85

541219,541611,611430, 522310, 611512, Leadership Partnering 2 days 10 16 $6,753.85

541219,541611,611430, 522310, 611512, Polished Presentations Skills for Executives 1 day 10 15 $3,910.13

541219,541611,611430, 522310, 611512, Microsoft Office Word 1 day 10 15 $666.60

541219,541611,611430, 522310, 611512, Microsoft Office Access I - Basic 1 day 10 15 $666.60

541219,541611,611430, 522310, 611512, Microsoft Office Access II – Advanced 1 day 10 15 $666.60

541219,541611,611430, 522310, 611512, Microsoft Office PowerPoint 2 days 10 15 $1,199.40

541219,541611,611430, 522310, 611512, Microsoft Office Outlook 1 day 10 15 $666.40

541219,541611,611430, 522310, 611512, Microsoft Office Excel I - Basic 1 day 10 15 $666.40

541219,541611,611430, 522310, 611512, Microsoft Office Excel II - Advanced 1 day 10 15 $666.40

541219,541611,611430, 522310, 611512, Microsoft Office Publisher 2 days 10 15 $1,199.40

541219,541611,611430, 522310, 611512, Report Writing Essentials 1 day 10 20 $3,909.32

541219,541611,611430, 522310, 611512, Foundation of Business Writing 1/2 day 10 15 $1,955.47

541219,541611,611430, 522310, 611512, Business Case Writing 2 days 15 20 $6,673.65

541219,541611,611430, 522310, 611512, Business Case Writing for Project Management Cases 2 days 15 20 $6,673.65

541219,541611,611430, 522310, 611512, Effective Tools for Evaluating Business Cases 2 days 15 20 $6,673.65

541219,541611,611430, 522310, 611512, Writing the Strategic Plan 2 days 10 15 $6,753.65

Service Contract Labor Standards: The Service Contract Labor Standards (SCLS) is applicable to this contract as it applies to the entire Multiple Award Schedule Solicitation and all services provided. While no specific labor categories have been identified as being subject to SCLS due to exemptions for professional employees (FAR 22.1101, 22.1102 and 29 CRF 541.300), this contract still maintains the provisions and protections for SCLS eligible labor categories. If and / or when the contractor adds SCLS labor categories / employees to the contract through the modification process, the contractor must inform the Contracting Officer and establish a SCLS matrix identifying the GSA labor category titles, the occupational code, SCLS labor category titles and the applicable WD number. Failure to do so may result in cancellation of the contract.

PROJECT DIRECTOR

Project Director provides strategic and tactical oversight for all project and program functionalities.

Responsible for the efficient operational deployment of project/program life cycle events, including project/program Initiating, Planning, Executing, Controlling and Monitoring, and Closing functionalities.

Project Director maintains responsibility for the alignment of human capital resources to meet project/program tasks requirements, and the provision and allocation of requisite material support and financial resources for project/program conduct. These functions require the Project Director to successfully identify alternative program options and paths for accomplishment, maintain project stability toward achievement of identified project/program long-term goals, and ensure open lines of communication with client bases.

The Project Director is responsible for integrating interactive lines of communication among project/program staff, involved stakeholders, and client groups, as well as establishing viable functionalities for project/program cost management, budgetary forecast and alignment, scope and sequence determination, as well as the establishment of qualitative measures of success.

Minimum Educational Requirement: Master’s Degree, can be substituted for 25+ Years of experience Minimum Experience Requirement: 20 years of experience

SENIOR PROJECT MANAGER

The Senior Project Manager is the operational oversight official responsible for the identification, attainment and measurement of project/program task objectives. This individual has responsibility for the refinement of project/program scope and sequence (of activities) to meet identified objectives in a timely and resource allowable manner. This requires the Senior Project Manager to effect viable internal and external communication channels, deploy and/or re-deploy human capital resources to attain operational objectives in concert with individual team member competency set(s), as well as to ensure material resource acquisition and allocation successfully.

The Senior Project Manager is tasked to develop, execute, and monitor project risk management, quality management, procurement management, as well as time and quality assurance management. These functionalities require the Senior Project Manager to create and deploy viable strategies for the assessment of program quality, financial stability and coherence including project profitability and financial stability, staff performance, development and training to meet task assignment requirements, as well as methodologies for creating and maintaining effective stakeholder/client input and communication relevant to project/program operations.

The Senior Project Manager is responsible for the selection, execution, and oversight of project procedures for complying with governmental standards contained in the Government Performance and Results Act (GPRA), the Chief Financial Officers (CFO) Act, the Inspector General (IG) Act, the Debt Collection Improvement Act (DCIA), the Government Management Reform Act (GMRA), and other relevant laws and regulations applicable to the project/program.

Minimum Educational Requirement: Master’s Degree Minimum Experience Requirement: 15 years of experience

Labor Category Descriptions 541219, 541611, 522310, 611430, 611512

SENIOR PROJECT STAFF

Senior Project Staff provides assistance in the development and execution of all project/program tactical and operational objectives including supervision of routine team functions, management of team meetings and briefings with superiors, resolution of conflicting and/or problematic situations, team member time, attendance, and performance supervision, tracks and monitors budget expenditures, conducts special cost benefit studies, assists in quality assurance and quality control efforts, as well as prevents interpersonal situations from becoming problematic. The Senior Project Staff acts as supervisory support personnel to the Senior Project Manager for staff project staff operation. Staff will manage and monitor the components for project execution including developing and planning resource assignments and allocations, developing program status reports and project reviews, and managing and tracking project deliverables. Staff will also monitor work activities, implementation and evaluation of action plans/strategies to ensure that deliverables and schedules are met.

In support of an agency's mission-oriented business functions, staff will work with agency to provide management or strategy consulting, including research, evaluations, studies, analyses, scenarios/simulations, reports, business policy and regulation development assistance and strategy formulation and facilitation necessary to provide decision support services. Sr. Staff will provide oversight of survey services, using a variety of methodologies, including survey planning, design, and development;

survey administration; data validation and analysis and reporting to stakeholder (briefings) as well as advisory and assistance services.

The functionalities embedded in the project execution include project plan execution, project scope verification, project quality assurance, project team development, and information distribution.

Minimum Educational Requirement: Master’s Degree, can be substituted for 10+ years of experience.

Minimum Experience Requirement: 7 years of experience

PROJECT STAFF

The Project Staff comprises the team whose individual and collective efforts secure the achievement of all established program/project strategic and tactical goals and objectives, as well as all operational objectives.

Project staff interacts with team members and all project leadership in the attainment of defined tasks efficiently and effectively. This includes the integration of related task achievements, risk migration, compliance study completions, cost proposal evaluation, cost allocation plan development, and other dependent functions.

Project staff members function independently in order to realize Inputs (e.g., documents, plans, formats, designs, etc.), Tools and Techniques (e.g., mechanisms applied to inputs—procedures, methodologies, phase identifications, etc.), and Outputs (e.g., documents, reports, summary statements, products, etc.) The project staff represent the “action officials” whose endeavors create and maintain an interactive team environment for the qualitative and quantitative achievement of project objectives. These functionalities include, but are not limited to, financial systems analyses and assessments, development and implementation of process compliance venues relevant to cost allocation plans, contract pre-award and post-award analyses for accounting operations, financial management reviews, as well as incurred cost audits, and human capital deployment evaluations.

Project staff represents the team members responsible for implementing ongoing compliance programs to ensure agreement with tenets contained in the Government Performance and Results Act (GPRA), the Government Management Reform Act (GRA), the Inspector General Act (IG), the Chief Financial Officers Act (CFO), and the Debt Collection Improvement Act (DCIA). Also, project staff are responsible for the assessment of the program and/or individual program components to determine whether the program complements, duplicates, overlaps, or conflicts with other related programs. This latter function includes whether the program is following applicable laws and regulations relevant to the program.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 3 years of experience

SENIOR MANAGEMENT ANALYST

Senior Management analyst collects and analyzes data about how an organization works and then recommends strategies that will decrease costs and improve efficiencies. Senior Management Analyst functions to ensure operational consistency relevant to human capital resource deployment and accomplishment (e.g., personnel performance management): staff acquisition and personnel management reporting, staff time, leave, and attendance reporting, staff travel arrangements, as well as personnel training compliance. The Senior Management Analyst also provides program report formulation, documentation, and dissemination, which includes staff time, travel, and payroll management. Senior Management Analyst is responsible for providing technical assistant and training to staff members comprising the team. All project endeavors are tracked and monitored for quality assurance measure attainment and efficient program/project output (e.g., report generation, report formatting, report dissemination, arrangement for client and stakeholder interface meetings, as well as all matters related to program budget formulation, budget execution, and management reporting. Provides advice on business or operational matters as well analyzing processes using observation, survey, or interview techniques. Develops training materials. And trains personnel in organizational or compliance procedures. Prepare presentations and brief upper management with new business strategies, practices, or policies. Develop business information systems.

Possesses knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 10 years of experience

SENIOR FINANCIAL ANALYST

Oversees financial and accounting system controls and standards to ensure timely financial management and performance reporting. Develops accounting policies and procedures; assesses and enhances accounting internal controls; provides expertise and oversight of financial plans and accounting practices.

Identifies, initiates, and manages the preparation of evaluations of financial, statistical, operational, and cost/benefit analyses. Evaluations include determining efficiency, effectiveness and improvement of programs. Analyzes performance reports as required for internal management purposes. Develops procedures for incurred cost audits, pre-award and post-award audits, financial compliance audits, cost proposal evaluation, and contract closeouts. Develops and evaluates rate structures and pricing strategies in order to achieve cost effectiveness, cost containment and cost realism.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 10 years of experience

SENIOR BUDGET/SYSTEMS ANALYST

Performs recovery reviews and manages information resources. This information is organized for the collection, processing, maintenance, transmission, and dissemination in accordance with defined procedures listed in OMB Circular. Also, experienced in the information system life cycle, which is typically characterized as initiation, development, operation, and termination. Prepares system requirements and test plans for financial systems, enhancements, interfaces and reports. Develops and evaluates rate structures and pricing strategies in order to achieve cost effectiveness, cost containment and cost realism. Develop procedures for incurred cost audits, pre-award and post-award audits, financial compliance audits, cost proposal evaluation, and contract closeouts.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 5 years of experience

FINANCIAL ANALYST

Researches and prepares evaluations of financial, statistical, operational, and cost/benefit analyses.

Provides assessment of existing and proposed financial plans and policies. Assists in the development of project breakdown structures in order to identify the tasks and project elements for comparison to budget, and performance measures. Obtains, analyzes, and interprets labor and cost accounting reports and provides functional/technical managers with appropriate recommendations for compliance.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 8 years of experience

MANAGEMENT ANALYST

Analyzes existing management operations and recommends system and operational improvements.

Processes assessments of organizational systems in order to identify inefficiencies and measure the integrity of the data. Examines existing processes, procedures, both formal and informal for compliance with agency standards, policies, and procedures. Assists in the development of recommended process improvements.

Confers with personnel to coordinate business operations and gathers organizational performance information. Plans study of work problems and procedures, such as organizational change, communications, information flow, integrated production methods, inventory control, or cost analysis.

Supports efforts related to the development of training materials and assists with training personnel in organizational or compliance procedures. Prepare presentations and brief upper management with new business strategies, practices, or policies. Develop business information systems. Perform IV&V, systems testing.

In support of an agency's mission-oriented business functions, staff will work with agency to provide management or strategy consulting, including research, evaluations, studies, analyses, scenarios/simulations, reports, business policy and regulation development assistance and strategy formulation and facilitation necessary to provide decision support services. Staff will provide survey services, using a variety of methodologies, including survey planning, design, and development; survey administration; data validation and analysis and reporting to stakeholder (briefings) as well as advisory and assistance services.

Has knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. Possesses knowledge of principles and processes for providing customer and personal services.

This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 3 years of experience

SENIOR ACCOUNTANT

Implements accounting policies and procedures, and internal controls. Responsible for developing transaction analysis and accounting reconciliation process. Establishes, interprets, and analyzes complex accounting records of financial statements such as general accounting, costing and/or budget data.

Establishes and maintains operating procedures in functional areas such as accounts receivable, accounts payable, payroll, budget, or the general ledger. Resolves accounting issues and reconciles records of cash disbursements and receipts.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 5 years of experience

COST/PRICING ANALYST

Assists with the development of procedures for incurred cost audits, pre-award and post-award audits, financial compliance audits, cost proposal evaluation, and contract closeouts. Reports performance measurement results, conducts special cost studies, and assist with QA/QC efforts. Tracks project activities and performs periodic analysis of cost, benefit, and risk. Assists in the development of performance measures and related processes that assess the adequacy of the strategic, operational and financial plan.

Develops and evaluates rate structures and pricing strategies in order to achieve cost effectiveness, cost containment and cost realism.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 3 years of experience

BUDGET ANALYST I

Provides technical assistance to formulate the budget process, implement budgetary controls and execute the budget process effectively. Monitors the budget process utilizing performance measures designed to achieve agency goals and objectives. Assists with reconciliation of reported change in net position with reported budget surplus/deficit. Prepares forecasts and reports variances.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 7 years of experience

BUDGET ANALYST II

Supports the technical assistance process for budget preparation. Prepares supplemental schedules including, but not limited, to revenue, accounts receivable, accounts payable, payroll and other expense line items. Ability to process data in automated budget and other financial systems.

Minimum Educational Requirement: High School Minimum Experience Requirement: 7 years of experience

STAFF ACCOUNTANT I

Prepares and maintains accounting records which may include general accounting, cost accounting, or budget data. Analyzes, verifies, and posts transactions to journals, ledgers, and other records. Analyzes, investigates, and corrects accounting entries and performs routine account reconciliations. Examines, analyzes and interprets accounting records for the purpose of preparing financial statements. Reviews and may prepare statements, invoices, vouchers, and schedules.

Minimum Educational Requirement: Bachelor’s Degree Minimum Experience Requirement: 2 years of experience

STAFF ACCOUNTANT II

Verifies and posts transactions to journals, ledgers and other records. Maintains records of routine accounting transactions. Assists in preparation of financial and operating reports including trial balances, adjustments, closing entries and statements.

Minimum Educational Requirement: High School Minimum Experience Requirement: 3 years of experience

SR. ADMINISTRATIVE STAFF

Issue forms, disclosures, letters, and other materials. Greets visitors, handles incoming calls and performs general administrative and data entry duties. Maintain a correspondence tracking system. Design standard correspondence. Issue standardized forms, letters, and disclosure and implement a records management system. Build and maintain a database and perform data field checks to identify problems related to improper coding/inputting. Screen calls, make travel and meeting arrangements, prepare reports and financial data, train and supervise other support staff, and customer relations and inventory control. Improve operating efficiency and effectiveness. Coordinate schedules and activities, place orders for supplies and services, and track progress and results. Assist with quality assurance efforts and spreadsheets. Plan and facilitate any outside team activities. Become familiar with the Civilian Personnel policies and procedures to effectively assist maintaining employee training/development records and time cards.

Minimum Educational Requirement: High School Minimum Experience Requirement: 5 years of experience

ADMINISTRATIVE STAFF

Performs administrative and data entry duties for project management. Greets visitors, handles incoming calls and performs general administrative duties including reconciliations and spreadsheet preparation.

Screen calls, make travel and meeting arrangements, prepare reports and financial data, train other support staff, and maintain customer relations and inventory control. Issue forms, disclosures, letters, and other materials. Maintain a correspondence tracking system. Maintain a database and perform data field checks to identify problems related to improper coding/inputting.

Minimum Educational Requirement: High School Minimum Experience Requirement: 2 years of experience

COURSE DESCRIPTIONS

DIVERSITY TRAINING (DiSC PROFILE INCLUDED) 2 -3 DAYS

COURSE SUMMARY

In the workforce, all organizations are experiencing tremendous impact from diversification. New challenges arise as more employees reflect a broader, and in some cases, different cultural background than previously witnessed. The enrichment that naturally occurs from the blending of these many backgrounds also demands that organizational leaders anticipate how to provide for the skills-based development of each individual. This workshop examines how we perceive (and act upon perceptions of) individual differences in the workplace.

Training includes one or more systemic tools (e.g., DiSC Profile) where each participant can gain a more realistic impression about how he/she thinks, acts, and interfaces with self and others. The course also includes interactive and video-taped sessions that allow each participant to learn from observing his/her actual verbal and non-verbal behaviors during work-related problem scenarios. Self-awareness that contributes to successful group interaction is the goal of this hands-on workshop.

COURSE OBJECTIVES

• To allow participants to recognize the bases for how they think, act, and interface with others due to individually-identified preferences (Disc Profile)

• To provide a safe environment in which participants can experience the impact of human differences and learn how these differences can enhance the attainment of the corporate objective

• To understand and apply the basic principles of effective communication strategies, including the uses of non-verbal communication cues in the workplace

• To identify barriers to the application and uses of effective communication in the actual workplace, as well as identify pre-active, positive solutions

• To use appropriate problem-solving strategies to create a “win-win-win” workplace environment.

Win for the person, Win for the work unit, and Win for the total mission of the agency

TARGET AUDIENCE

This workshop can be tailored for staff and/or management personnel. It is also appropriate for use with intact work groups. The materials can be tailored to meet unique problem scenarios. This course can be tailored for any level of personnel within your organization.

NUMBER OF PARTICIPANTS

We suggest that this workshop enroll no more than 20 participants because of the highly interactive sessions and individualized feedback we provide to each participant during the class.

DIVERSITY TRAINING 1 DAY

COURSE SUMMARY

This workshop introduces participants to the challenges, benefits, and strategies for engagement in working with organizational cultures reflecting multi-ethnic, multi-cultural, and multi-value organizations. Through class discussions, simulations, and problem-solving activities, participants are guided to developing new awareness levels, coping skills, and enhancement competencies with which to empower themselves and every colleague in the work unit.

COURSE OBJECTIVES

• To develop an understanding and appreciation for different cultural, mental mindsets, racial and ethnicities in the workplace dynamic;

• To develop competencies with which to build synergy in the multi-variant workplace;

• To develop skills for empowering self and colleagues working in work units.

TARGET AUDIENCE

This workshop is appropriate for all employees who seek a deeper awareness of the benefits, challenges, and growth potential associated with working in diversified settings.

NUMBER OF PARTICIPANTS

The maximum number of participants for this training is 20 participants.

INTERGENERATIONAL DIVERSITY 1 DAY

COURSE SUMMARY

Diversity challenges and conflicts in the American workforce are unique. Never before has there been a workplace so diverse in so many different ways. Race, gender, ethnicity, and generational differences exist to a greater extent than ever before. In many organizations, four generations of employees are working side-by-side with varying degrees of comfort and compatibility. Billions of dollars are lost each year because corporate leadership has not yet recognized, nor accounted for, the impact of significantly different generational diversity values, attitudes, and expectations about work and the workplace.

This workshop is highly interactive and builds upon the “value sets” that each participant brings to the course. Role plays, small group scenarios, and individual “value indicators” will comprise portions of the instruction.

COURSE OBJECTIVES

• To gain an understanding and awareness of the concept of intergenerational diversity and its significance in the modern American workplace;

• To practice strategies for “acceptance” of diverse individuals’ value systems, beliefs systems, as well as cultural differences, without negatively impacting one’s own system(s);

• To explore differences in values, ethics, and communication styles as a means to minimize conflict and improve work unit cohesiveness and productivity;

• To recognize and appreciate the value that age and experiential differences among employees bring to the modern American workplace.

TARGET AUDIENCE

This workshop is appropriate for all levels of employees seeking to better grasp the tenets of intergenerational diversity. It can be tailored to meet the specific curriculum needs of an intact work unit, as well as offered as an “open enrollment” course.

SPECIAL NOTE

This workshop can be offered to individuals who identify themselves culturally, historically, ethnically, and/or racially as Latino and/or Hispanic and wish to receive this instruction in Spanish. DMS has Spanish speaking instructors who are competent to conduct this type of training in-language.

NUMBER OF PARTICIPANTS

Due to the highly interactive nature of these sessions, it is recommended that a maximum of 18 participants enroll in any given class.

DiSC PROFILE - ENHANCING PERFORMANCE THROUGH UNDERSTANDING YOURSELF

AND OTHERS 1 DAY

COURSE SUMMARY

The foundation of personal and professional success lies in understanding yourself, understanding others, and realizing the impact of personal behavior on others. Successful people understand themselves and how their behavior affects others. They know how to maximize what they do well. This highly interactive and reflective one-day “Enhancing Performance Through Understanding Yourself and Others,” workshop, incorporates the use of the DiSC profile to help participants gain a better understanding of themselves and how to increase their personal effectiveness. Techniques combine multiple DiSC resources for better results and real-world applications. The DiSC profile is a forced-choice set of word (survey) that each class participant completes prior to enrollment. At the class, each participant receives his/her individual profile that defines behavior in terms of four elements:

DOMINANCE, INFLUENCE, STEADINESS, and CONSCIENTIOUSNESS. Each of these four elements have specific behavioral impacts on leadership styles, team membership behavior, as well as group dynamics in general.

COURSE OBJECTIVES

• To recognize how to understand one’s own behavioral tendencies, and how their behavior affects others;

• To gain an appreciation for self-strengths and “areas for improvement,” while recognizing that others’ different style(s) are acceptable;

• To understand the importance of “conditions of mutuality” within the workplace and the strengths that it brings to the unit;

• To glean strategies for effectively working with others who possess different “styles”;

• To recognize and employ specific strategies for enhancing self and group dynamics.

TARGET AUDIENCE

Due to the highly interactive nature of the course content, only 15 participants are suggested for enrollment. Interactive and group scenarios will complement instructor-led discussions and/or oral presentations (non-lecture). This workshop can be tailored for staff, management, leadership, or a combination. Intact workgroups can benefit especially from this training.

NUMBER OF PARTICIPANTS

This training can be successfully conducted for intact workgroups or “open enrollment” with a maximum of 20 participants.

SUCCESS THROUGH SELF-ASSESSMENT 1 DAY

COURSE SUMMARY

The definition of success has many different meanings depending upon the unique perspectives, interests, needs, and career aspirations of the individual respondent. Research indicates that each individual must define yardsticks for reaching success indicators that are both personally and professionally satisfying to that individual. Harvard Business School professors Howard H. Stevenson and Laura Nash note that the meaning and choices behind the success of high achievers and/or high contributors stem from four particular sources that are often contradictory, but all of them are necessary: ACHIEVEMENT, HAPPINESS, SIGNIFICANCE, and LEGACY. This workshop is devoted to exploring how individuals can introspectively examine themselves first, and their priorities so as to determine better 1) how they make choices, 2) how they make choices under pressure, and 3) build a foundation for their personal and professional success.

COURSE OBJECTIVES

• To recognize and understand the motivating factors that an individual brings to each professional and personal situation;

• To understand how to use your “self-motivators” to better gauge your professional and personal behavior to exhibit “grace under pressure”;

• To identify and deploy strategies that will enhance an individual’s ability to “go the extra mile,” while creating a “legacy”;

• To understand four intrinsic rewards that each human being experiences and how these factors impact “success choices” in daily interactions: meaningfulness, sense of choice, sense of competence, and sense of progress;

• To recognize and deploy strategies for effective problem identification and resolution relevant to “success choice(s)” selection;

• To identify an action plan for individual adaptation for constant and systemic individual “redefinition” and growth.

TARGET AUDIENCE

This workshop is appropriate for both staff, management, and leadership personnel. It can be adapted for in-tact work units or teams.

NUMBER OF PARTICIPANTS

The maximum number of participants for this training is 20 participants.

STRATEGIC LISTENING FOR PROFESSIONAL SUCCESS 2-3 DAYS

COURSE SUMMARY

Human beings tend to use the communication dynamic in most personalized ways. Listening dynamics are perhaps one of the most salient competencies associated with not only effective communication skills, but such topics as interpersonal relationship skills, using your Emotional Intelligence (EQ) competencies wisely, positive group dynamics, team work, as well as a host of other “people” situations at work and elsewhere. To understand how one “listens,” an individual must first recognize his own “listening style(s), as well as develop a conscious effort to modify/enhance existing listening behaviors. Many people consider listening to be an inherently “internal, human” element. While that may be true, every individual who seeks to improve upon her business and personal acumen, maximize opportunities for optimal professional growth and advancement, as well as enjoy the listening experience. Research indicates that people listen with a natural or preferred style. The purpose of this course is to provide self-diagnosis using the DiSC Personal Listening Style indicator to identify one’s own preferred listening behaviors and to also identify those styles that could be useful in certain other situations:

APPRECIATIVE Listen to relax and enjoy the listening experience EMPATHIC To support and understand the emotions of the speaker DISCERNING To gather complete and accurate information COMPREHENSIVE To organize information and understand the meaning of the message EVALUATIVE To critique information and make a decision

Human beings use a variety of different approaches depending on the situation, but research suggests that each of us tends to use some approaches more than others. In reality, most people use all four styles interactively, but one or two styles dominate our listening experience and behavior. Although we may have a preferred listening style, we can learn to adapt our listening behavior so that we can fully comprehend and deal with oral/verbal communication messages effectively in any situation.

• To identify and understand the implications of our own preferred listening style(s);

• To recognize behavior changes that we can adopt so as to more fully deploy different listening behavior styles to fully engage in, react correctly to, and understand the complete meaning of oral/verbal communication messages;

• To practice using different listening style(s) other than our preferred style(s) in simulated in-class scenarios;

• To develop an action plan for continued learning and behavior change to more fully deploy the five listening styles appropriately during work and out-of-work situations effectively.

TARGET AUDIENCE

This workshop is designed for in-tact work groups and individual enrollees.

NUMBER OF PARTICIPANTS

The maximum number of enrollees is 20 participants.

JOB READINESS and WORKFORCE DEVELOPMENT 2 DAYS

COURSE SUMMARY

Many hiring officials are discovering that a large percentage of current job seekers are not sufficiently prepared to enter the current challenging workplace. Many individuals who have not been in the workplace recently are finding new value systems in place, different qualifications now required for similar positions of old, as well as a wide diversity of individuals competing for the same positions that was not true yesterday. In addition, the modern American workplace is dependent upon highly motivated and self-starters in order to meet the multi-faceted challenges of today’s working environment. Whether one has retired and is seeking a new career in a different field or has simply not been involved in the modern workplace for some time, new skill sets are required for success. The workshop will include topics that seek to empower individuals to not only “put forth their best face,” but to effectively utilize the hiring process so as to bring into fruition a career choice that is their desire: networking skills, interpersonal readiness and success, working with difficult people, establishing solid career expectations and goals, outlining ones’ action plan by which to achieve those stated expectations and goals, as well as preparation for job entrance and advancement.

COURSE OBJECTIVES

• To recognize and utilize valid interpersonal (including communication and interviewing) sills that will enhance one’s success in job attainment and/or advancement;

• To recognize and use sound networking skills to improve one’s ability to negotiate for career choices successfully;

• To gain an awareness of the importance of “conditions of mutuality” within the workplace, cooperative respect, and the need for awareness of one’s own attitude;

• To learn strategies for self-empowerment that will assist the employee in gaining the position, on the job successes, and career advancements;

TARGET AUDIENCE

This workshop is especially important for those persons seeking re-entry after time delays to the modern workplace; it is also important for those new hires recently graduating from secondary/vocational educational institutions, as well as those who have had difficulty obtaining meaningful employment.

Although this training is offered as an “open enrollment” option, it can be tailored to meet the specific job hiring and/or job-seeking needs of specialized audiences.

NUMBER OF PARTICIPANTS

This is an interactive workshop with many in-class scenarios and skill-building sessions. Due to the nature of this instruction, a maximum of 15 individuals should enroll.

PRESENTATION and BRIEFING SKILLS 1 DAY

COURSE SUMMARY

This workshop is designed to provide an “advanced” overview as to the dynamics associated with effective and convincing presentations so that a “win-win-win” situation results. Federal managers and executives must provide viable, quality, and convincing presentations that are concise, factual, and “to-the-point.” In today’s “sound bite” environment that can more often be easier said than achieved. However, this course will include an array of advanced presentation and briefing skills, along with individualized corrective feedback from video-taped sessions. The topics also include use of verbal and non-verbal cues in the presentation and briefing session(s).

COURSE OBJECTIVES

• To recognize and apply principles associated with successful corporate-level Federal briefings and presentations;

• To understand and recognize the relationship between using varying styles of oral presentation to different audiences;

• To practice using PowerPoint as a realistic vehicle for transmitting one’s message in a succinct manner;

• To recognize and practice “up front preparation” for detailed and/or argumentative presentations;

• To glean an awareness of ‘self’ during the briefing and presentation situation;

• To recognize and respond appropriately to “situational feedback” from the audience to whom the briefer is speaking.

TARGET AUDIENCE

This training course is appropriate for both staff and leadership/supervisory/managerial personnel. It is well suited for in-tack work groups too.

NUMBER OF PARTICIPANTS

Due to the highly interactive nature of this training experience, the maximum number of participants that can be enrolled is 20.

STRESS MANAGEMENT 2 DAYS

COURSE SUMMARY

Stress in life today has become a realistic factor for too many. Not enough time, resources, energy, etc., in order to achieve all that we seek to do. In the contemporary Federal workplace where qualitative achievements of goals and objectives are more closely examined than ever before, stress can become a hindrance to effective productivity, if not correctly handled. This workshop aims to equip the participant with effective coping skills by which to “multi task” while achieving organizational success. In addition, the training will introduce the participants to stress relievers and on-the-job stress reducers that can otherwise, obscure effective goal attainment.