UnrestrictedSectionCDRFP2.0.docx

PART I: THE SCHEDULE

SECTION C: DESCRIPTION/SPECIFICATIONS/STATEMENT OF WORK

C.1 SCOPE

The Office of Personnel Management (OPM) and the General Services Administration (GSA) formed a new partnership to jointly award and administer a new strategically sourced contract vehicle providing customized training and development services, customized human capital strategy services, and customized organizational performance improvement services to all Federal agencies. The goals of this partnership are grounded in law, in OPM’s mission, and in Governmentwide principles of human capital management. OPM will continue to offer high quality products while taking advantage of GSA’s ability to provide government-wide cost savings and efficiencies through its federal strategic sourcing expertise.

Through this partnership, GSA will be principally responsible for contract administration, while OPM will be responsible for policy oversight.

Human Capital and Training Solutions (HCaTS), through delegated procurement authority and OPM assisted acquisition services, will provide Federal agencies with both direct access and assisted acquisition access to customized training and development services, customized human capital strategy services, and customized organizational performance improvement services

HCaTS will also address:

1. the goals of strategic sourcing, which include reducing contract duplication and administrative costs, improving the quality of solutions while managing demand, increasing transparency, and ensuring the Government obtains the best value at the best overall price

2. the requirements of 5 CFR 250, which provides authority for personnel actions in Subpart A and authority for strategic human capital management in Subpart B

In accordance with the requirements prescribed in 5 CFR 250, HCaTS is also designed to assist Federal agencies in carrying out their roles in managing human capital according to the following principles:

1. A Federal agency's human capital management strategies, plans, and practices should:

a. Integrate strategic plans, annual performance plans and goals, and other relevant budget, finance, and acquisition plans, and

b. Contain measurable and observable performance targets, and

c. Communicate in an open and transparent manner to facilitate cross-agency collaboration to achieve mission objectives

2. A Federal agency's talent management system should enable a Federal agency to:

a. Plan for and manage current and future workforce needs, and

b. Design, develop, and implement proven strategies and techniques and practices to attract, hire, develop, and retain talent, and

c. Make meaningful progress toward closing knowledge, skill, and competency gaps in all occupations within the Federal agency

3. A Federal agency's approach to performance management should include:

a. Strategies and processes to foster a culture of engagement and collaboration, and

b. A diverse, results-oriented, high-performing workforce, and

c. A performance management system that differentiates levels of performance of staff, provides regular feedback, and links individual performance to organizational goals

4. A Federal agency's use of evaluation should contribute to agency performance by monitoring and evaluating outcomes of its human capital management strategies, policies, programs, and activities, checking both for merit system compliance and for success in identifying, implementing, and monitoring process improvements.

These four principles are consistent with the information prescribed within 5 CFR 250 and in OPM's current Human Capital Assessment and Accountability Framework (HCAAF), as referenced in 5 CFR 250. The HCAAF is a living approach to human capital management that is expected to evolve over time as a guide for defining scope at the task order level.

HCaTS seeks to acquire multiple qualified Contractors to provide customized training and development services, customized human capital strategy services, and customized organizational performance improvement services to meet the Federal government’s workforce needs while conforming to the above stated principles, Federal agency-specific and OPM policies, procedures, rules, regulations, and other governing doctrines. At the same time, Federal agencies will continue looking for ways to achieve their goals in as cost-efficient a manner as possible. HCaTS has been designed to meet such challenges.

C.1.1 KEY SERVICE AREAS (KSA)

OPM’s experience is that customers have requirements that require solutions drawing from many different disciplines of study and areas of expertise. As a result, HCaTS consists of three KSAs:

1) Customized Training and Development Services, 2) Customized Human Capital Strategy Services, and 3) Customized Organizational Performance Improvement. Through the development and deployment of customized solutions defined in the KSAs below, HCaTS will be able to assist Federal agencies in accomplishing the following six objectives:

1. Improving the management of human capital in accordance with the HCAAF and OPM governing doctrines and accomplishing their assigned critical missions, and

2. Increasing the effectiveness and efficiency of critical business processes, and

3. Providing optimal professional development opportunities to the Federal workforce, and

4. Undertaking effective change management initiatives, and

5. Developing effective metrics to assess progress in carrying out human capital strategies, and

6. Maximizing the return on investment in training and development, human capital, and organizational performance improvements

These three KSAs will enable HCaTS to provide Federal agencies with a full range of customized solutions for training and development, human capital strategy, and organizational performance improvement requirements across the Federal government.

C.2 AUTHORITIES

The following list of authorities may be applicable at the task order level:

· Chief Human Capital Officers Act of 2002

· Executive Order 13111, Using Technology to Improve Training Opportunities for Federal Government Employees

· Section 508 of the Rehabilitation Act

· Department of Defense Shareable Courseware Object Reference Model (SCORM)

· 5 CFR 250

· Government Performance and Results (GPRA) Modernization Act of 2010 (GPRAMA)

· Office of Management and Budget (OMB) Memorandum M-10-27

· Office of Management and Budget (OMB) Circular A-11, Section 220

C.3 SUMMARY OF REQUIREMENTS

The objective of HCaTS is to provide Federal agencies with a total integrated and customized solution for training and development services, human capital strategy services, and organizational performance improvement services at all levels (e.g., enterprise, unit, individual). Ultimately, solutions at the task order level should align with the principles of sound human capital management. Federal agencies have the flexibility to award task orders that encompass any and all KSAs for any portion of their workforce at any organizational level. The KSAs identify general lifecycles and specific disciplines, however, these are not meant to be all inclusive and OCOs have the authority to define requirements and award task orders that meet their specific needs so long as the scope falls under the definition of one or more KSA(s).

C.3.1 KEY SERVICE AREAS (KSA)

C.3.1.1 KSA 1 (CUSTOMIZED TRAINING AND DEVELOPMENT SERVICES)

This KSA covers any type of training and development requirements and their respective lifecycles, which can be performed at any level (e.g., enterprise, unit, individual). Exclusions to this coverage will be made on a case by case basis by the HCaTS CO.

The scope of KSA 1 falls into two domains:

1. Customized Training Services: Includes, but is not limited to, training that is developed and/or delivered to any Federal employee to enhance knowledge, skills and abilities related to a specific title, series and/or function on any subject matter, or general knowledge, skills and abilities. Customized training services may also include, as part of training management support, such support services as course or instructional program administration.

2. Customized Employee Development Services: Includes, but is not limited to, services provided to any Federal employee to develop and/or enhance their general, mission-specific, management and/or leadership knowledge, skills and abilities. A service that is provided to any Federal employee to coach them throughout their transition(s) in the Federal government.

Training and development services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

The below model illustrates the overall scope of KSA 1:

C.3.1.2 KSA 2 (CUSTOMIZED HUMAN CAPITAL STRATEGY SERVICES)

This KSA covers any type of human capital services and their respective lifecycles, which can be performed at any level (e.g., enterprise, unit, individual). Exclusions to this coverage will be made on a case by case basis by the HCaTS CO.

The scope of KSA 2 is inclusive of, but not limited to, a broad range of human capital and human resources services. These services may include, as a part of talent management and human capital management, the following:

· HR strategy

· Organizational and position management

· Staff acquisition

· Performance management

· Compensation management (excluding payroll)

· HR Development

· Employee relations

· Labor relations

· Separation management

The scope of KSA 2 excludes payroll processing, benefits management, and personnel action processing, which are provided through Public and Private Shared Service Centers (SSCs).

Human capital strategy services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

The below model illustrates the overall scope of KSA 2:

C.3.1.3 KSA 3 (CUSTOMIZED ORGANIZATIONAL PERFORMANCE IMPROVEMENT)

This KSA covers any type of customized organizational performance improvement requirements and their respective lifecycles, which can be performed at any level (e.g., enterprise, unit, individual). Exclusions to this coverage will be made on a case by case basis by the HCaTS CO.

The scope of KSA 3 is inclusive of, but not limited to, improved performance requiring changes in how people are organized around business processes, changes to the processes themselves and the tools created to support those processes, as well as changes in management practices.

Customized organizational performance improvement services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

The below model illustrates the overall scope of KSA 3:

C.3.2 ANCILLARY SUPPORT SERVICES AND SUPPLIES

Ancillary services and supplies are for task orders that complete work or a project that is solely associated with the services procured under HCaTS. These services are integral and necessary to complete a total, customized, integrated solution under a training and development, human capital, and/or organizational performance improvement requirement within the scope of HCaTS.

Ancillary supplies and/or services may include, but are not limited to, other professional and/or non-professional services; commercial and/or non-commercial items; IT services and/or components, administrative support; data entry; and, subject matter expertise.

The OCO may allow and the Contractor may propose a labor category or labor categories at the task order level not identified in Attachment J.1 (Standardized Labor Categories), provided that the Contractor complies with all applicable contract clauses and labor laws, including the Service Contract Act, if applicable.

C.3.3 INFORMATION TECHNOLOGY (IT) AND NON-INFORMATION TECHNOLOGY PRODUCTS AND SERVICES

Information Technology (IT), by legal definition, means any equipment, or interconnected system(s) or subsystem(s) of equipment that is used for the automatic acquisition, storage, analysis, evaluation, manipulation, management, movement, control, display, switching, interchange, transmission, or reception of data or information by a Federal agency. For purposes of this definition, equipment is used by a Federal agency if the equipment is used by the Federal agency directly or is used by a Contractor under a task order with the Federal agency that require its use; or to a significant extent, its use in the performance of a service or the furnishing of a product.

IT is considered an ancillary support service or product on task orders and may be performed and/or provided only when the service or product is integral and necessary to complete a total integrated solution under a professional service based requirement within the scope of HCaTS.

When providing ancillary IT services and/or products, the Contractor shall promote IT initiatives and best practices that support Federal Government operational requirements for standardized technology and application service components. This shall facilitate integration requirements for broad Federal IT and E-Gov initiatives, as well as promote the sharing, consolidation, and re-use of business processes and systems across the Federal Government. The Contractor shall promote the use of open source solutions and open technology development where practicable to enable this re-use.

“Non-IT” includes any service or equipment that is acquired by a Contractor incidental to a task order or contains imbedded IT that is used as an integral part of the service or product, but the principal function of which is not the acquisition, storage, analysis, evaluation, manipulation, management, movement, control, display, switching, interchange, transmission, or reception of data or information.

Non-IT also includes any equipment or services related to any human capital/human resource systems. This means any information systems operated by the Federal Government, the function,operation or use of which involves direct relation to the area of human capital or human resources. For example, a requirement to recommend strategic uses or enhancements to an existing IT system which tracks Government personnel engagement would be considered “Non-IT.” In this example, a Federal agency awards a task order for a Contractor to provide it with a recommendation on what to do with an existing IT system used by Government personnel to track Government personnel engagement. The task order implementing this requirement may permit the Contractor to analyze and/or test the existing IT system and any systems it interfaces with. While this work may entail primary usage of IT labor categories, it is considered “Non-IT” for the purposes of HCaTS as the end result is a recommendation and not the actual modifying of an existing or building a new IT system.

C.3.4 TEMPORARY SUPPORT SERVICES

Federal agencies may award task orders which include the brief or intermittent use of temporary labor provided that such use is ancillary and incidental to the work to be performed. Services furnished by temporary help firms shall not be regarded or treated as personal services. These services shall not be used in lieu of regular recruitment under civil service laws or to displace a Federal employee. Acquisition of these services shall comply with the authority, criteria, and conditions of 5 CFR Part 300, Subpart E, Use of Private Sector Temporaries, and Federal agency procedures.

If the temporary services fall under the Service Contract Act, OCOs shall include the appropriate clauses as prescribed in FAR Subpart 22.10.

C.3.5 SERVICES NOT IN SCOPE

At no time shall an OCO award a task order and a Contractor perform inherently governmental functions in accordance with FAR Subpart 7.5 and Office of Federal Procurement Policy (OFPP) Policy Letter 11-01.

At no time shall an OCO award a task order and a Contractor perform personal services in accordance with FAR Section 37.104.

At no time shall an OCO award a task order and a Contractor perform architect & engineering (A&E) services as defined in FAR Section 2.101 and subject to the Brooks Architect- Engineers Act (40 U.S.C. 1102).

At no time shall an OCO award a task order and a Contractor perform a requirement that primarily uses employees not employed in a bona fide executive, administrative, or professional capacity as defined in 29 CFR Part 541 and/or employees primarily employed as labor or mechanics as defined in FAR Section 22.401.

At no time shall a task order include as its primary purpose ancillary services as defined in Section C.3.2 (Ancillary Support Services and Supplies).

At no time shall a task order include as its primary purpose the development of information technology as defined by FAR Section 2.101 and Section C.3.3 (Information Technology and Non-Information Technology Products and Services).

At no time shall a task order include as its primary purpose temporary services as defined by FAR Section 37.112 and Section C.3.4 (Temporary Support Services).

At no time shall an OCO award a task order and a Contractor provide a learning management system(s).

(END OF SECTION C)

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