RFI_H0115-I-0002_MAY_01.pdf

Request for Information Performance Management Solution

Headquarters, United States Marine Corps H0115-I-0002, 1 May 2015

1.0 Description

1.1 The purpose of this Request for Information (RFI) is to identify sources to provide a performance appraisal process that will provide an objective methodology for management to evaluate a diverse occupational workforce. This RFI is issued solely for information and planning purposes – it does not constitute a Request for Proposal (RFP) or a promise to issue an RFP in the future.

1.2 NAF Business and Support Services Division (MR), a non-appropriated fund instrumentality (NAFI) of the United States government, operates under the name of Marine Corps Community Services (MCCS).

MCCS manages and delivers Quality of Life programs such as family support, morale, welfare, recreation, retail, and exchange operations in support of the Marines and their families. MCCS operates on all 18 Marine Corps installations located on the east and west coasts of the United States, Hawaii, and Japan. The administration and management of local MCCS activities are the responsibility of each installation commander. For more information see http://www.usmc-mccs.org/.

2.0 Background Information

2.1 In order to comply with DOD requirements, to fully measure the performance of all NAF employees while addressing the diverse occupational workforce, MCCS seeks a performance appraisal process that addresses:

A. Functionality would include:

1. Requirements for setting and communicating employee performance expectations, monitoring performance, providing feedback and addressing poor performance.

2. Opportunities for employees to develop performance goals, enhance future ratings and performance awards, and applicable supervisory approval levels for performance ratings and rewards.

3. A process for communicating performance expectations. Expectations must be communicated to the employee in writing before holding them accountable to those expectations and must be discussed with the employee on at least an annual basis. The expectations must be result-oriented and aligned with the organization’s mission. The process of developing the performance expectations should include an opportunity for the employee to provide input.

Expectations must include job objectives that are reflective of expected accomplishments and contributions for the appraisal period. Job objectives must be commensurate with the duties and responsibilities assigned to the employee and the salary paid to that employee.

4. A fair and consistent method for appraising performance and deriving a rating for performance that is based on measurable results. The performance appraisal method must enable http://www.usmc-mccs.org/ supervisors to measure the employee’s achievement and contributions against performance expectations. The performance appraisal method should include an opportunity for employee and supervisor dialogue during the appraisal period and provide the flexibility to accommodate changing program objectives, as needed.

5. An annual written appraisal of whether the employee’s performance met expectations.

B. Policy and Compliance. The chosen solution will be required to comply with DoD 1400.25 V1404, “Nonappropriated Fund (NAF) Performance Management Program”, dated June 25, 2014. This policy mandates certain requirements for performance management for all NAFIs. For more information see http://www.dtic.mil/whs/directives/corres/html/CPM_table2.html.

3.0 Requested Information

3.1 MCCS is looking to professionalize and standardize our organizational performance review procedure to include process, forms and performance reward methodology. MCCS is requesting information on the capabilities of establishing a performance appraisal process to assist MCCS in the evaluation of employees that takes into consideration our diverse occupational workforce, some unionized employees and our decentralized management. Firms are encouraged to include further information about other features of their solution or process in their response. You should also include other documentation that may be useful in assisting MCCS in examining the firm’s product (s).

3.2 Desired Response. Please include in your response answers to as many of the following questions as possible, together with any available supporting materials.

1. Information on experience performing requirements of similar size and scope, particularly for

Government customers. List no more than three past contracts/subcontracts similar in size and scope to the requirements mentioned.

2. Does your firm have a performance appraisal process/forms that have been used to evaluate/measure employee performance? How does it work?

3. Has this solution/program been proven effective in measuring and differentiating levels of work similar to those found at Appendix A?

4. What types of organization has this solution/program been used in effectively? (Public Not-for

Profit, Private, Government – Federal, State, Cities or Counties).

5. Is an off the shelf product available, and if so, what is the price range?

6. Does your form provide automation to connect with existing or new HR systems?

7. Is your performance appraisal form adaptable?

http://www.dtic.mil/whs/directives/corres/html/CPM_table2.html

4.0 Instructions

4.1 MCCS will consider all submittals responsive to this RFI for purposes of deciding whether to issue a solicitation and to develop the content for the solicitation. MCCS may hold all responses received for an extended period of time or may destroy them. In no case will MCCS return any responses to the originator. Respondents must clearly and appropriately identify and mark all information desired or required to be handled as proprietary or as confidential business information. MCCS will safeguard such information in accordance with applicable federal regulations. MCCS may or may not submit information received in response to this RFI to non-government consultants employed by MCCS to review and analyze the responses, and submitting proprietary or confidential information to MCCS shall be deemed consent to release such information to such consultants. These consultants will sign non-disclosure agreements with MCCS.

When reviewing the submissions, MCCS may request additional information or a presentation. These presentations provide an opportunity for your firm to show how your submittal will provide the necessary outcomes desired by MCCS. MCCS will schedule any such presentations or requests for additional information.

Any questions must be submitted by e-mail to fullinwiderjl@usmc-mccs.org, and please reference the pertinent section of the RFI being questioned. The deadline for questions is noon, 19 May 2015, Eastern

Standard Time (EST). All questions and responses will be provided to all vendors responding to this RFI.

The name of your company will be extracted from any submitted questions and answers.

4.2 General Due Date. Please feel free to reach out to the point of contact (POC) listed below, should the need arise, to obtain clarification on any and all questions and/or issues pertinent to this RFI.

Responses to this RFI are preferred via e-mail to hqmrb@usmc-mccs.org. Hard copies will also be accepted by mail to the Contracting Office address listed below. Information should be received NLT 17

June 2015 by 5PM EST. Please include a point of contact, telephone number and email address in your response. MCCS reserves the right to review and consider any late submittals for this RFI.

Contracting Office Address

Point of Contact Information:

Mr. Jamie Fullinwider, Contract Specialist Headquarters, United States Marine Corps NAF Business and Support Services Division (MR) Procurement Branch (MRB) Reference (RFI # H0115-I-0002) 3044 Catlin Avenue Quantico, Virginia 22134-5009 Fullinwiderjl@usmc-mccs.org mailto:hqmrb@usmc-mccs.org

Appendix A

Workforce

The top ten USMC NAF occupational job series are:

1. Education & Training Technicians, series 1702, for a total of 1888 employees or 14.2 % of the total NAF population;

2. Sales Store Clerical, series 2091, for a total 1519 employees or 11.44% of the total NAF population;

3. General Business & Industry, series 1101, for a total 1326 employees or 9.98% of the total NAF population;

4. Recreation Aid & Assistant, series 0189, for a total 1189 employees or 8.95% of the total NAF population;

5. Custodial Working, series 3566, for a total 660 employees or 4.97% of the total NAF population;

6. Social Science, series 0101, for a total 528 or 3.98% of the total NAF population;

7. Miscellaneous Administration & Program, series 0301, for a total 476 employees or 3.58% of the total NAF population;

8. Miscellaneous Clerk & Assistant, series 0303, for a total 476 employees or 3.41% of the NAF total population;

9. Food Service Working, series 7408, for a total 388 employees or 2.92% of the total NAF population;

10. Recreational Specialist, series 0188, for a total 336 employees or 2.53% of the total NAF population

Another way of viewing the USMC NAF workforce is within occupational categories:

OCCUPATIONAL CATEGORIES

# OF

EMPLOYEES

% OF

TOTAL

1. Officials and Managers

Senior Level Supervisors 23 0.17%

Mid-Level Supervisors 220 1.66%

Lower-Level or First-Level Supervisors 1580 11.90%

Other (non-supervisors) 1348 10.15%

2. Professionals 2923 22.01%

3. Technicians 32 0.24%

4. Sales Workers 1514 11.40%

5. Administrative Support Workers 1466 11.04%

6. Craft Workers 505 3.80%

7. Operatives 466 3.51%

8. Laborers and Helpers 203 1.53%

9. Service Workers 3002 22.60%

TOTAL 13282 100.00%

Education & Training

Technicians, series 1702, 1888 employees

Sales Store Clerical, series 2091, 1519 employees

General Business & Industry, series 1101, 1326 employees

Recreation Aid & Assistant, series 0189, 1189employees

Custodial Working, series 3566, 660 employees

Social Science, series 0101, employees

Miscellaneous Administration

& Program, series 0301, 476 employees

Miscellaneous Clerk &

Assistant, series 0303, 453 employees

Food Service Working, series

7408, 388 employees

Recreation Specialist, series 0188, 336 employees