MAS - Personnel Decisions Research Institutes, LLC - GS02F086AA

GENERAL SERVICES ADMINISTRATION

FEDERAL ACQUISITION SERVICE

Authorized Federal Supply Schedule FSS 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 are available through GSA Advantage!®, a menu-driven database system. The INTERNET address GSA Advantage!® is: GSAAdvantage.gov

MULTIPLE AWARD SCHEDULE

Large Categories:

Human Capital / Information Technology

Subcategories:

Human Resources & Professional Services Training / IT Software and IT Services

Contract Number: GS-02F-086AA

Contract Period: January 22, 2023 through January 21, 2028

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

PERSONNEL DECISIONS RESEARCH INSTITUTES, LLC

4840 Westfields Blvd. Ste 550 Chantilly, VA 20151-4220

Website Address: www.pdri.com Contract Administration: Ryan O’Leary

Telephone: (703) 678-4041 Email: ryan.oleary@pdri.com

Price list current through Modification PA-0063, effective 02/05/2025

BUSINESS SIZE: OTHER THAN SMALL

CUSTOMER INFORMATION:

1a. Table of awarded special item numbers:

SIN SIN Description Disaster Recovery

Purchasing

Cooperative Purchasing

54161 Agency Human Capital Evaluation x 541611 Management and Financial Consulting, Acquisition and Grants Management Support, and Business Program and Project Management Services.

x

541611W Workforce Analytics and Employee Records x 56131 Talent Acquisition x 541612EPM Employee Performance Management x 541612HC Agency Human Capital Strategy, Policy, and

Operations x

611430TD Talent Development x 611430 Professional Services Training x 511210 Software Licenses x x 54151S IT Professional Services x x OLM Order Level Materials x x

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.

See pages 21 to 24 for lowest pricing depending on service/product.

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.

Provided at the end of this Price List.

2. Maximum order:

SINs:

• 54161: $1,000,000.00

• 541611: $1,000,000.00

• 541611W: $1,000,000.00

• 541612EPM: $1,000,000.00

• 541612HC: $1,000,000.00

• 5613: $1,000,000.00

• 611430: $1,000,000.00

• 611430TD: $1,000,000.00

• 511210: $500,000

• 54151S: $500,000

3. Minimum order: $100.

4. Geographic coverage (delivery area): Worldwide

5. Point(s) of production (city, county, and State or foreign country): US

6. Discount from list prices or statement of net price: All Prices Net, discounts deducted.

7. Quantity discounts: None.

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.

10. a. Time of delivery: SIN 511210: 30 days / All remaining SINs: Negotiated at Task Order

Level

b. Expedited Delivery: ALL Items available for expedited delivery are noted in this “price list”.

c. Overnight and 2-day delivery: SIN 511210, Schedule customer may contact the Contractor for rates for overnight and 2-day delivery.

d. Urgent Requirements: Contact contractor.

11. F.O.B. point(s): Destination 12a. Ordering address(es):

PERSONNEL DECISIONS RESEARCH INSTITUTES, LLC

1911 Fort Myer Dr Ste 410 Arlington, VA 22209-1617

b. Ordering Procedures:

See Federal Acquisition Regulation (FAR) 8.405-3.

13. Payment address(es):

PERSONNEL DECISIONS RESEARCH INSTITUTES, LLC

13023 NE HWY 99

Suite 7 #432 Vancouver Washington 98686-2699

14. Warranty provision: Standard Commercial Warranty.

15. Export packing charges: Not Applicable.

16. Terms and conditions of rental, maintenance, and repair: Not Applicable.

17. Terms and conditions of installation: Not Applicable.

18.

a. Terms and conditions of repair parts indicating date of parts price lists and any discounts from list prices: Not Applicable.

b. Terms and conditions for any other services (if applicable): Not Applicable.

19. List of service and distribution points: Not Applicable.

20. List of participating dealers: Not Applicable.

21. Preventive maintenance: Not Applicable.

22.

a. Special attributes such as environmental attributes (e.g. recycled content, energy efficiency, and/or reduced pollutants).

b. If applicable, indicate that Section 508 compliance information is available for the information and communications technology (ICT) products and services offered and show where full details can be found (e.g. contactor’s website or other location.) ICT accessibility standards can be found at:

23. Unique Entity Identifier (UEI) number: KGZ7ELR8QJM6.

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

PDRI is registered and current in SAM.

Assessment Products:

PerformanceFIT™ Assessment Solution

• PDRI’s PerformanceFIT™ is our automated assessment service that delivers over 600 knowledge, skill, ability, and personal characteristics assessments to federal customers using a robust automated platform that incorporates the latest advances in technology.

Through using PerformanceFIT™, our customers are able to:

Access our extensive library of assessment content on-line, Identify and configure the most appropriate assessments to use based the job or role requirements, and

Receive immediate assessment results, selecting from various user-friendly reporting options, such as rank-ordered scores, comparison of each individual’s scores to job standards, or comparison of individuals to selected norm groups.

Our industry-leading assessment innovations have yielded important bottom-line results for our customers, such as increased efficiency, higher proportions of effectively performing employees, reduced training costs, and lower attrition, among others. PDRI possesses a vast repository of data on our assessments, which enables us to provide data-driven insights that help government agencies understand the effectiveness of their hiring and internal placement programs and benchmark their talent, answering questions such as:

What caliber of people is my agency attracting compared to others?

How effective are my different recruitment channels at delivering the talent I need?

Does our current leadership pipeline have the capacity to deliver transformational change?

Are our people able to realize opportunities without undue risk?

PerformanceFIT™ Technology

• Our robust, scalable, and reliable technology platform enables us to easily deliver high-quality assessment services to address any customer need. Our services range from providing small quantities of assessments to individual customers for making a specific hiring or placement decision to hosting the most complex and high stakes assessment programs.

PerformanceFIT™offers several unique features that optimize the use of assessments:

Job Role Customization — PerformanceFIT™ enables seamless creation of a battery of assessments that cover the full range of skills relating to a job’s requirements.

Advanced Reporting and Scoring — Enterprise reporting and objective scoring of individual assessments put vital data at customers’ fingertips. Several types of reports are available - basic, comprehensive (with rich, detailed feedback), and fully-customized.

Flexible Deployment Options — PerformanceFIT™can be readily accessed via the internet or deployed into your organization's environment. PerformanceFIT™ can also be integrated with an organization’s ATS and backend staffing systems, thus providing a seamless recruiting and assessment experience.

Meets Government Security and 508 Requirements — PerformanceFIT™ was designed specifically for use in the federal government – it has successfully passed C&A and 508 reviews in multiple agencies and has been granted ATOs.

Related Assessment Services

• PDRI takes a research-based approach to developing our assessments and offers expert assessment advisory services. Our assessment experts assist customers in tailoring and configuring assessments to match their specific job or organizational requirements, brand an assessment process for your organization, or advise on proper implementation and use of assessments consistent with federal guidelines, professional practice, and merit principles. We assist our customers in gaining the most value from their assessment results and demonstrating the value of the assessments to the organization’s bottom-line.

We also develop and validate custom assessments for our clients and deliver these through our PerformanceFIT™ assessment service offering. A complete list of our assessment services appears below.

• Conducting job analyses or competency studies to identify the work requirements and assisting customers in selecting appropriate assessments based on these requirements https://www.performancefit.com/xml/bb/business/hiring/hireemployees.xml https://www.performancefit.com/xml/bb/business/productsservices/products/jobrole.xml https://www.performancefit.com/xml/bb/business/productsservices/products/reportingscoring.xml https://www.performancefit.com/xml/bb/business/productsservices/products/flexibledeploymentoptions.xml

• Configuring or tailoring assessment content, processes and workflow to meet unique customer needs and situations for administration.

• Branding an assessment process for an agency or organization

• Deploying and integrating PerformanceFIT™ based on customer requirements.

• Advising customers how to optimize PerformanceFIT™ assessments in their organizations.

• Developing customized assessments to reflect unique or more specific job or work requirements; hosting, maintaining, and/or refreshing custom assessment content.

• Designing and delivering customized assessment reports

• Verifying the validity of the assessments using content, criterion, or synthetic validation procedures in a customer’s own environment

• Conducting ROI studies to show the value and cost-savings resulting from use of the assessments (e.g., reduced time-to-hire, reduced training time, faster time to promotion, improved safety, increases in satisfaction with leadership, and improved engagement and productivity, among others)

• Advising on the proper use of assessments within the federal government environment and in accordance with federal and professional guidelines (e.g., application of veteran’s preference, disability accommodation, etc.)

• Advising on the use of assessment information and how it can be best integrated into the talent management lifecycle

• Explaining or coaching others (e.g., individual contributors, managers, executives) on assessment results and their implications

• Providing post-deployment assessment advisory and support services

Career Exploration Assessment

• The Career Exploration assessment is an innovative assessment that considers competencies, interests, and past experience to yield a “total person” view of one’s work qualifications, beyond the much narrower set of competencies and experiences that are associated with their current or past job. Career Matching Reports are produced that provide invaluable insights about potential jobs for which the individual is qualified, and the assessment results are matched to actual job vacancies from job boards. Individuals are almost always matched to a wider variety and larger number of jobs than they would typically consider, increasing the probability of a successful job match. Originally developed to help veterans look beyond their military experience as they transition to civilian jobs, this tool is useful for recruitment because it allows both applicants and the agency to consider all potential job matches for an individual. The assessment tool is also useful for purposes such as job reassignment, job transitioning, realignment, rotational training, special recruiting programs, and upward mobility.

Work-Relevant Abilities Assessment

• Work-relevant ability assessments identify candidates with the greatest potential to perform effectively on the job by measuring critical work-relevant abilities such as verbal ability, numerical ability, mechanical ability, writing, and reasoning, among others. PDRI has performed extensive research to ensure valid and reliable ability assessment across the full range of ability levels. Depending upon the specific requirements of a job, a subset of relevant abilities is assessed.

• During the on-line assessment session for all but the writing assessment, unique items are automatically selected for each candidate from a large database. Because each candidate sees relatively few items that are different than others receive, the security of the assessments is protected, enabling their use in a non-proctored or proctored setting. The writing assessment provides automated scoring of free text written responses, thus providing a much higher fidelity assessment of writing ability than typical multiple-choice writing ability assessments. Ability score reports are available that rank candidates by ability and/or compare candidates with a relevant norm group or standard.

Work Skills Assessment

• Work skills assessment refers to measuring specific job relevant skills at the basic, intermediate, and expert levels, such as business writing, administrative duties, typing, safety, and foreign language proficiency in English, Spanish, and French, among others.

Depending upon the requirements of a job, a subset of skills are identified and assessed.

• During the on-line assessment process, candidates are presented with unique items that are automatically selected from a large database, thus protecting security and enabling their use in a non-proctored as well as proctored setting. An overall score of the candidate’s skill level is generated that can be rank-ordered for hiring decisions. The assessment report for each individual includes strength and development areas, percentile score showing the individual’s score compared to others, proficiency level, and results by subtopic.

Computer Skills Assessment

• Computer skills assessment measures an individual’s proficiency in navigating and using common business applications, such as Windows, Microsoft Office, Mac Fundamentals, and Adobe Photoshop. Depending upon which programs are commonly used in a given workplace, a subset of skills is identified for assessment.

• Each instrument has been validated to accurately assess skills specific to the target computer application. The assessment pulls from a large database of questions, making them suitable for a proctored or non-proctored setting. An overall score of the candidate’s skill level is generated that can be rank-ordered for hiring decisions. The assessment report for each individual includes strength and development areas, percentile score showing the individual’s score compared to others, proficiency level, and results by subtopic.

IT Professional Skills Assessment

• IT professional skills assessment measures an individual’s proficiency to work in a professional IT role, involving database design and administration, network and systems administration, programming languages, application development, or web design.

Depending upon which skills are relevant for an individual’s work, a subset is identified for assessment.

• Each instrument has been validated and pulls from a large database of questions, making them suitable for non-proctored or proctored settings. Like our other skill assessments, an overall score of the candidate’s skill level is generated that can be rank-ordered for hiring decisions. The assessment report for each individual includes strength and development areas, percentile score showing the individual’s score compared to others, proficiency level, and results by subtopic.

PerformanceFIT™ Subscription Seat Account

• All of the PerformanceFIT™ skill assessments – which include over 450 work skills, computer skills, and IT technical skills – can be accessed via individual seat accounts. A setup fee and annual subscription fee is paid, which entitles each seat holder to access any and all skill assessments for their individual use as often as they wish during the year.

This purchasing option is especially useful for mobility programs. Individuals can obtain feedback on their skill proficiency levels from the assessments, practice and further develop their skills, and then reassess their proficiency over the term of the license.

Personal Characteristics Assessment

• Personal characteristics assessment is used to predict effectiveness in performing the non-technical or behavioral aspects of a job. The personal characteristics assessed by PDRI are based on occupational models of personality and motivation and are thus designed solely for use in work settings. The specific characteristics assessed are selected based on the requirements of the target job(s) and level (individual contributor, manager, or leader), and have been extensively validated for predicting job success. Personal characteristics assessments are also useful for providing feedback and readiness for mobility into higher-level positions.

• PDRI’s innovative personal characteristics assessment technology uses specialized item types and scoring protocols to increase the accuracy of the assessment results. Following completion of an assessment, profile charts are generated showing an individual’s results compared to a selected norm group. Reports that rank order candidates by characteristic are also available.

Work Simulation Assessment

• Next generation, rich multimedia work simulations aim to both engage participants and gather relevant information about their job-relevant competencies and performance.

Suitable for a non-proctored or proctored setting, the work simulation assessment can be configured for two different role levels and a range of competencies, depending upon job requirements.

• At the individual contributor level, competencies can be measured such as one’s ability to effectively respond to customer requests, collaborate on work, quickly and accurately enter data, and resolve problems. At the leadership level, competencies can be evaluated such as the ability to plan projects, coach and develop others, set performance goals, and prioritize multiple tasks. Rank order and individual feedback reports are available.

Integrated Assessment Reporting

• Integrated assessment reports re-cut and combine results from previously administered assessments to provide more comprehensive information than the standard reports from the individual assessments. They provide additional, value-added information on issues such as leadership style, emotional intelligence, and team impact, providing greater depth of understanding in these areas and enabling more focused mobility guidance for employees and managers.

360-degree Assessment

• 360 Assessment enables participants to gain insight on competencies that are important for success in their roles. PDRI’s approach allows for self-assessment of competency level and effectiveness, as well as the means to gather feedback from a variety of feedback providers (e.g. manager, direct reports, colleagues, and external parties) who are invited to evaluate the main participant across a range of competencies. The feedback is automatically summarized into a report about the individual’s strengths and development needs. Activities and tips are recommended based upon the individual’s competency profile.

LABOR CATEGORY DESCRIPTIONS:

Labor Category Descriptions The labor category definitions in our schedule describe the functional responsibilities and education and experience requirement for each labor category. These requirements are a guide to the types of experience and educational background of typical personnel in each labor category.

Education and experience may be substituted for each other. Each year of relevant experience may be substituted for 1 year of education, and vice versa. In addition, certifications, professional licenses, and vocational technical training may be substituted for experience or education with the written approval of the ordering activity.

Degree Experience Equivalence* Other Equivalence

Associate’s 1-year relevant experience Vocational or technical training in work-related field

Bachelor’s Associate’s degree + 2 years relevant experience, or 4 years relevant experience

Professional certification

Master’s Bachelor’s + 2 years relevant experience, or Associate’s + 4 years relevant experience

Professional license

Doctorate Master’s + 2 years relevant experience, or

Bachelor’s + 4 years relevant experience

* Successful completion of each year of higher education that has not yet resulted in a degree may be counted 1-for-1 for a year of experience.

Further, both parties recognize that, on occasion, there may be a need to waive the requirements in order to use the best individual for the task. Therefore, waivers to the education/experience requirements may be granted by either the task order contracting officer or contracting officer technical representative. If such a waiver is included in our proposal, award of said proposal shall be deemed a grant of the waiver.

SIN 611430

Program Manager

• Functional Description: Maintains the project schedule and ensures that deliverables are completed in a timely manner. Oversees project cost control and cost projections. Supports the customer and/or team in use of the project management tools used for activity assignment, resource planning, and cost control. Ensures the invoicing process provides the proper information and distribution on the invoices. Ensures smooth coordination consistent with the contract and task order procedures for the key personnel approval, consent to subcontract as well as consent to purchase travel, tools and other direct costs. Ensures problem resolution and customer satisfaction with individual task orders.

• Minimum Education: Bachelor's Degree, plus seven (7) years of relevant experience.

• Minimum Years of Experience: Seven years of progressive project management experience including at least four projects in a variety of areas. At least one project must have occurred within the past three years.

Business Analyst

• Functional Description: Serves as a subject matter technical expert in areas relevant to the project. Provide guidance to the technical staff on the functional procedures/processes/policies reflecting detailed knowledge of functional areas.

• Interfaces with Government management personnel and functional proponents. Reports in writing and orally to Contractor management and Government representatives, including the Government CO and COR.

• Minimum Education: Bachelor's Degree, plus five (5) years of relevant experience.

• Minimum Years of Experience: Five (5) years of progressive functional experience related to analyzing customer training requirements in order to support planning, creating, and/or executing testing and test administration, learning management, internship, or development of new courses.

Most recent functional project experience must have occurred within the past three years and must have included working on large projects related to the individual's subject matter expertise.

Systems Engineer Manager

• Functional Description: Ensures problem resolution and customer satisfaction for contracts and individual delivery orders; provides supervisory, technical, and administrative direction for project team.

• Minimum Education: Bachelor's Degree, plus fifteen (15) years of relevant experience.

• Minimum Years of Experience: Fifteen years of progressive experience designing, developing, and delivering Web-based training and education courses, course development, and test administration. Five years of this experience must have been in a supervisory role managing team members with various job requirements and skill sets.

Systems Engineer Senior

• Functional Description: Provides technical and administrative direction for tasks, including review of work products for correctness, and compliance with industry accepted standards and contract-specified user standards in specific.

• Minimum Education: Bachelor's Degree, plus ten (10) years of relevant experience.

• Minimum Years of Experience: Ten (10) years of progressive experience designing, developing, and delivering Web-based training and education courses, course development, and test administration, including at least five projects in technical areas during those six years. Two years of this experience must have been in a supervisory role managing team members with various job requirements and skillsets.

Systems Engineer

• Functional Description: Supports senior systems engineer with both technical and administrative tasks related to the project, with direct responsibility for assuring the correctness of a product.

• Minimum Education: Bachelor's Degree, plus three (3) years of relevant experience.

• Minimum Years of Experience: Three (3) years of progressive experience designing, developing, and delivering Web-based training and education courses, course development, and test administration, including at least three projects in technical areas during those three years.

Senior Training/Workforce Development Consultant

• Functional Description: Provide professional consulting assistance to support training/workforce development program design, development, implementation, and evaluation. With project supervisor, design, develop, implement and evaluate training/workforce development systems, processes, and services required to meet contract requirements; suggest and lead additional research studies to strengthen assigned workforce development projects; write technical reports;

interact with customers; conduct workshops and coordinate with project management and project teams.

• Minimum Education: Master’s Degree, plus ten (10) years of relevant experience.

• Minimum Years of Experience: Ten (10) years of experience in training/workforce development consulting in a business setting; organizational skills directly related to management of large-scale workforce development programs, including management of assessment tools and processes related to workforce development;

excellent written and oral communication skills including proposal writing/costing;

working knowledge of training needs assessment, training development, and training/workforce development program evaluation methodologies.

SINs 54161, 541611, 541611W, 56131, 541612EPM & 611430TD

Senior Manager

• Functional Description: Defines, oversees, and supports strategic client engagements, assisting customers in realizing productivity gains and other bottom line organizational results through strategic implementation, application, and use of PDRI’s assessment products and services. Works with customers to define higher level enterprise or organizational assessment requirements and design assessment strategies, systems, and processes that will meet customer needs and yield the maximum return on investment.

• Minimum Education: BS or BA in business, psychology, human resources or other field related to delivering assessment services; PhD, Master’s, or other advanced degree is a plus.

• Minimum Years of Experience: At least seven years of experience designing assessment or assessment-related strategies and working with organizations to implement assessment services. At least three years of managing projects and client engagements.

Assessment Expert

• Functional Description: Offers seasoned expertise to customers in how to design, customize, deploy, implement, and optimize assessment processes and services. Assists customers in properly interpreting, using, and understanding the implications of assessment results at the enterprise, work group, or individual level. Provides expert-level advice and support, consistent with professional, regulatory, and federal guidelines, about the proper use of assessments within the federal government context (e.g., how to apply veteran’s preference when using assessments).

• Minimum Education: PhD, Master’s, or other advanced degree in psychology, or other field related to delivering assessment services.

• Minimum Years of Experience: Five years of relevant experience designing assessment or assessment-related strategies and working with organizations to implement assessment services.

Program Director

• Functional Description: Works customers to define their assessment requirements and identify assessment products and services that will best meet their needs, consistent with professional, regulatory, and federal guidelines. Manages all aspects of the delivery of PDRI’s assessment products and services to customers to include design, customization, deployment, implementation, and on-going support of assessment products, systems, and processes. Ensures quality assurance and timely, efficient delivery of engagements.

• Minimum Education: BS or BA in business, psychology, human resources, or other field related to delivering assessment services

• Minimum Years of Experience: Three years of experience delivering assessment or assessment-related products and services. One year of project or program management experience.

Senior Assessment Consultant

• Functional Description: Works independently on more complex projects and guides junior team members in designing and/or customizing assessment systems/processes, deploying and implementing assessment products and services, and/or providing on-going assessment support services. Applies knowledge of assessment implementation and use consistent with professional, regulatory, and federal guidelines.

• Minimum Education: BS or BA in business, psychology, human resources, or other field related to delivering assessment services

• Minimum Years of Experience: Three years of relevant experience

Assessment Consultant

• Functional Description: Works independently on smaller-scale, more straightforward projects that involve designing and/or customizing assessment systems/processes, deploying and implementing assessment products and services, and/or providing on-going assessment support services. Applies knowledge of assessment implementation and use consistent with professional, regulatory, and federal guidelines.

• Minimum Education: AS or AA in business, human resources, or other fields related to delivering assessment services.

• Minimum Years of Experience: Six months of relevant experience

SIN 54151S

Program Executive

• Functional Description: Defines, oversees, and supports strategic client engagements, assisting customers in realizing productivity gains and other bottom line organizational results through strategic implementation, application, and use of PDRI’s IT products and services.

Works with customers to define higher-level IT requirements and design strategies, systems, and processes that will meet customer needs and yield the maximum return on investment.

• Minimum Education: Bachelors Degree in Science or Bachelors Degree in Arts.

• Minimum Years of Experience: 15 years of relevant experience.

Project Manager

• Functional Description: Works customers to define their requirements and identify IT products and services that will best meet their needs, consistent with professional, regulatory, and federal guidelines. Manages individual technical projects which may include hardware, software, technical architecture, and /or network engineering. Ensures quality assurance and timely, efficient delivery of engagements.

• Minimum Years of Experience: 3 years of relevant experience.

Software Engineer II

• Functional Description: Designs, develops, and tests system software. Writes supporting documentation. Communicate complex technical issues with peers, senior developers, management, and customers. Monitors system operation and resolves issues as appropriate. Follows software industry best practices. Mentors junior developers.

• Minimum Years of Experience: 2 years of relevant experience.

Project Analyst

• Functional Description: Enters and configures content into PDRI system software, namely data entry and configuration in setting up assessments (tests) and surveys for use. Writes and maintains documentation, including meeting agendas and notes, system documentation (including requirements, test plans, test results, process flow charts, etc.), and departmental policies. Performs system/software testing by following test plans and noting issues/defects.

• Minimum Education: BS/BA in a related discipline, or Associate Degree plus four additional years of related experience.

• Minimum Years of Experience: 6 months of relevant experience.

SIN 511210

PerformanceFIT Platform Subscription Options

The Product

The PerformanceFIT Assessment Center is a PDRI-hosted repository of software/assessments that are accessed via an internet interface. PDRI will provide the purchaser with an account on the PerformanceFIT Assessment Center.

Pricing The purchaser pays a one-time setup fee and then purchases a block of assessment credits for use. Each credit allows the purchaser to administer an assessment one (1) time on the platform.

Credits expire 1 year after purchase.

The pricing below includes:

• One-time setup of the customer’s account

• Administration of assessments based on pre-purchased assessment credits. This administration includes the following:

1. Use of the PerformanceFIT Assessment Center to have users complete assessments.

2. System tracking of assessment completion status, recording of responses, calculation of scores when applicable.

3. Standard system reports relating to the completed assessments, when applicable.

Additional Services Available

Loading Customer Assessments Services for loading a customer’s assessments onto the platform can be separately purchased.

These charges are based on labor categories and hourly rates.

Platform Customizations & Enhancements These charges are based on labor categories and hourly rates.

Terms & Conditions

• All invoicing is Net 30

For Assessment Credit Purchases:

• Assessment Credit Purchases are invoiced as soon as an assessment credit purchase order is received and processed.

• Price discounts on assessment credit purchases are valid for that purchase only. Prices will not be adjusted retroactively if more credits are purchased later.

• Refunds are not given for unused assessment credits.

PerformanceFIT Platform Subscription Options

Additional Services Available

Customizations, Additional Services & Enhancements Additional services for system training, coaching services, consulting, product and report customization, and add-on competency-based in-job learning activities within content library are available based on labor categories and hourly rates.

Terms & Conditions

• Price discounts on license purchases are valid for that purchase only. Prices will not be adjusted retroactively if more licenses are purchased later.

• Licenses must be purchased in blocks of licenses according to tiered pricing

• Refunds are not given for unused licenses.

PRICING:

Schedule of Items:

PDRI ASSESSMENTS GSA PRICELIST

PRODUCT(S) UNIT OF ISSUE PRICE

Career Exploration Assessment Per Assessment $10.00

Work-Relevant Ability Assessment Per Assessment $10.00

Work Skills Assessment Per Assessment $8.00

Computer Skills Assessment Per Assessment $30.00

IT Professional Skills Assessment Per Assessment $35.00

PerformanceFIT Subscription Seat Account Set-Up Per Assessment $975.00

PerformanceFIT Subscription Seat Account Annual License Per Assessment $145.00

Personal Characteristics Assessment Per Assessment $24.00

Work Simulation Assessment Per Assessment $40.00

Integrated Assessment Reporting Per Assessment $70.00

360-degree Assessment Per Assessment $175.00

GSA Hourly Labor Rates SINs: 54161, 541611, 541611W, 56131, 541612EPM, 611430TD Year

Labor Category 11 1/22/2023 – 1/21/2024

1/22/2024 – 1/21/2025

1/22/2025 – 1/21/2026

1/22/2026 – 1/21/2027

1/22/2027 – 1/21/2028

Senior Manager $364.93 $375.88 $387.15 $398.77 $410.73

Assessment Expert $331.75 $341.70 $351.95 $362.51 $373.38

Project Director $266.64 $274.64 $282.88 $291.37 $300.11

Senior Assessment Consultant $232.22 $239.18 $246.36 $253.75 $261.37

Assessment Consultant $182.09 $187.55 $193.17 $198.96 $204.93

SIN 611430

Labor Category 11 1/22/2023 – 1/21/2024

1/22/2024 – 1/21/2025

1/22/2025 – 1/21/2026

1/22/2026 – 1/21/2027

1/22/2027 – 1/21/2028

Program Manager $181.79 $185.97 $190.26 $194.63 $199.10

Business Analyst $154.76 $158.32 $161.95 $165.68 $169.49

Systems Engineer Manager $225.72 $230.91 $236.22 $241.65 $247.21

Systems Engineer, Senior

$194.77 $199.25 $203.84 $208.52 $213.32

Systems Engineer $160.74 $164.43 $168.21 $172.08 $176.04

Senior Training/Workforce Development Consultant

$197.97 $202.53 $207.18 $211.95 $216.83

SIN 54151S

Labor Category 11 1/22/2023 – 1/21/2024

1/22/2024 – 1/21/2025

1/22/2025 – 1/21/2026

1/22/2026 – 1/21/2027

1/22/2027 – 1/21/2028

Program Executive $287.80 $293.84 $300.01 $306.31 $312.74

Project Manager $147.66 $150.76 $153.92 $157.16 $160.46

Software Engineer II $150.42 $153.57 $156.80 $160.09 $163.46

Project Analyst $79.41 $81.08 $82.78 $84.52 $86.30

Service Contract Labor Standards:

The Service Contract Labor Standards (SCLS), formerly known as the Service Contract Act (SCA), is applicable to this contract as it applies to the entire Multiple Award Schedule (MAS) and all services provided. While no specific labor categories have been identified as being subject to SCLS/SCA 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/SCA eligible labor categories. If and / or when the contractor adds SCLS/SCA labor categories to the contract through the modification process, the contractor must inform the Contracting Officer and establish a SCLS/SCA matrix identifying the GSA labor category titles, the occupational code, SCLS/SCA labor category titles and the applicable WD number. Failure to do so may result in cancellation of the contract.