J.2 Incentive Award Fee Plan JAN22.pdf

UNCLASSIFIED

(U) HM0476-21-R-0023

(U) Section J Attachment 3

(U) National Geospatial-Intelligence Agency (NGA)

CLOVER

(EMERALD FOLLOW-ON)

(U) Solicitation HM0476-21-R-0023

(U) IDIQ Incentive Award Fee Plan

(U) Version: Amendment 0002

(U) January 2022

CLOVER HM0476-21-R-00023

Section J, Attachment 2 Incentive Award Fee Plan

Amendment 0002

1. NGA will provide an annual performance incentive award fee in addition to the FFP- LOE price of each task order. There will be two performance incentives eligible:

a. Staff Retention – 1% of the Awarded Value commencing at the start of each Period of

Performance (POP) and evaluated at the end of each OY POP.

b. Staff Vacancy – 1% of the Awarded Value commencing at the start of each POP and evaluated at the end of each POP.

2. Staff Retention – Staff Retention provides an important factor in successful performance. In order to highlight the importance of retaining staff throughout the life of the program. The government will provide an incentive to vendors to retain staff throughout the life of the program and the specific requirement. This award will be granted based upon the retention rate of staff on an annual basis.

GOAL: The vendor will retain at least 90% of the staff assigned to a task order from day one of the period of performance to the last day of the period of performance, in the position they are initially assigned to.

Methodology of Calculations:

Base Year – percentage will be calculated from the date of onboarding to NGA to the last day of the period of performance.

Option Year – percentage will be calculated annually from the first to the last day of the period of performance.

Award amount calculation:

1. Staff retention will be calculated by dividing the number of active staff at the end of each POP from the total number of staff assigned on the first day of the Period of Performance, that are still assigned to their original positions. 1% of the Awarded Value on day one of the Period of Performance for those positions will be the total incentive amount and will be listed under a separate CLIN.

2. Any position up-scope added after day one of the Period of Performance will not be counted in that year but will be added to subsequent option years.

3. Any position that is de-scoped after day one of the period of performance will count towards the award, as it has already been calculated into the total amount allowable.

Schedule:

1. No less than 20 calendar days before the end of a period of performance the vendor shall notify the Government if it believes it is qualifies for the award.

Section J, Attachment 2

2. No more than 10 calendar days after the end of a period of performance the vender shall submit a report that demonstrates the staff, by position, on day one of the period of performance and the staff on the last day of the period of performance. This report shall be included in a separate invoice for the award.

3. The COR will validate the report and if approved will certify the award invoice no more than 30 calendar days after submission.

3. Staff Vacancy –

Vacant positions cause an unnecessary burden for the government and is not inclusive of a positive and productive use of resources. In order to limit staff vacancies the government will provide an incentive to vendors to limit the vacancy rates of the assigned positions on each task order. This award will be granted, based upon the vacancy rate of the total positions on a bi-annual basis.

GOAL: The vendor will have staffed at least 90% of all billets assigned to a task order.

Methodology of Calculations:

Base Year – percentage will be calculated from +20 days from the date of task order award to the last day of the period of performance.

Option Year – percentage will be calculated annually from the first to the last day of the period of performance. .

Award amount calculation:

1. Staff vacancy will be determined from the total number of staff assigned on the first day of the Period of Performance. 1% of the Awarded Value on day one of the Period of Performance for those positions will be the total incentive amount and will be listed under a separate CLIN.

2. Any position up-scope added after day one of the Period of Performance will be counted in that year and will be added to subsequent option years.

a. An adjustment will be added to the incentive CLIN when the position is up-scoped.

b. The initial date of 20 days after award of the position will be utilized to calculate the vacancy rate.

3. Any position that is de-scoped after day one of the period of performance will be counted towards the award, as both a positive and negative towards the final calculation, for the days that it was an active position on the task order.

Section J, Attachment 2

4. For the purposes of this award, any vacant position shall be considered filled once an official eNom has been submitted and accepted by the government.

5. If a vendor has been requested to keep a position vacant by the contracting officer at any time during the life of this contract, this vacancy will not be counted as a negative in the formulation of the vacancy percentage rate.

a. This shall be documented by the vendor and provided as supporting documentation in an end of option year report to the government.

Schedule:

1. No less than 20 calendar days before the end of a period of performance the vendor shall notify the Government if it believes it qualifies for the award.

2. No more than 10 calendar days after the end of a period of performance the vender shall submit a report that demonstrates the vacancy rate of all positions along with any supporting documentation to support the claim of an 90% staffing rate or higher.

This report shall be included in a separate invoice for the award.

3. The COR will validate the report and if approved will certify the award invoice no more than 30 days after submission.

X___________________________ M. Brian Mosteller Fee Determining Official

//Original Signed//