Attachment7-HumanResourcesAppendix.doc
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- Attached to
- MiDAESS Industry Day Briefings - 18-19 Feb 09
- Solicitation number
- HQ0006-07-R-0012
- Issued by
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DOD Missile Defense Agency
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Attachment 7 - Human Resources Appendix
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Appendix 7 Human Resources
Human Resources
Functional Annex
Dated: 29 Jan 2008
A. General Information.
The Missile Defense Agency (MDA) Directorate of Human Resources provides personnel services and support to MDA leaders, managers and the workforce at large across the Agency. It acts as interface with external personnel agencies and recruits potential workforce members. The Directorate manages the National Security Personnel System, payroll, manpower, training/workforce development, and various other personnel programs.
MDA is comprised of government civil service employees, personnel from all military departments, support contractors and broad segments of the private industrial sector and academia. The expansion and enhancement of MDA’s mission require a capable, flexible and effective personnel staff to respond in an increasingly complex and integrated human resource environment.
Contractor support to the Directorate includes all facets of personnel services. The Directorate will use the MiDAESS contract support services contracts to obtain expertise in personnel support. Task orders awarded under one or more of these contracts delineate specific task instructions and project requirements.
B. Statement of Work – Human Resources.
| Para. |
| Statement of Work |
Human Resources
| 1.0 |
| Provide Government civilian HR services and support |
| 1.1 |
| Develop products, performs analysis, and provides recommendations to support the planning and operation of HR workforce management activities, including position management, staffing, recruiting, performance measurement and recognition, and training and career development. |
| 1.2 |
| Support the improvement and re-engineering of Human Resource (HR) functions and activities to meet the requirements for acquisition, technology, and logistics professionals, including analyzing and developing modern and effective HR processes and operating procedures. |
| 1.3 |
| Conduct surveys, requirements analyses, and assessments to promote the availability, retention, and servicing of human resources and to determine requirements for HR information and automation needs. |
| 1.4 |
| Determine user and management points of contact within organizational elements and interviews these contacts to ensure their HR information and automation requirements, and the impact of these requirements on the processes under development, are completely understood. |
| 1.5 |
| Document requirements analyses to include alternative information processing methods considered and recommends options for Government decision on whether to proceed and what alternatives to use. Prepare draft functional description and requirements documents for inclusion in an analysis report, if appropriate. |
| 1.6 |
| Recommend improvements to manual processes and provides analysis and description of the recommended procedural changes and the expected benefits |
| 1.7 |
| Support National Security Personnel System (NSPS), Senior Executive Service (SES) and other human resources initiatives |
| 1.8 |
| Support the review and evaluation of HR staffing, manpower, and operations documentation and prepares briefings, papers, recommendations, and meeting agendas/minutes |
| 1.9 |
| Establish and maintains schedules for the development and implementation of HR initiatives |
| 1.10 |
| Assist in information processing and data management, including maintenance of automated HR systems and website information |
| 1.11 |
| Assist in the assessment and review of HR workforce processes and activities, and supports the development of recommendations, master plans, schedules and plans of action to re-engineer human resource processes and business practices to increase efficiency and improve procedures and activities |
| 2.0 |
| Provide HR support for all Service-specific requirements. |
| 2.1 |
| Use internal databases as well as Service-unique systems to monitor current and projected assignment status of military authorized positions and take necessary action to obtain qualified military replacement personnel to maintain 100% fill of military authorized positions. |
| 2.2 |
| Monitor status of required and optional military personnel evaluations and take action to comply with Service regulations and timelines. |
| 2.3 |
| Create and maintain tools to assist management in the identification and timely processing of military awards and decorations for assigned, attached and externally matrixed military personnel. |
| 2.4 |
| Assist individual military members in preparation of miscellaneous military personnel action requests. Ensure timely and accurate support in processing these action requests to completion. |
| 3.0 |
| Support HR organizational structure planning, execution, transformation, and synchronization across the MDA |
| 3.1 |
| Maintain an organizational structure change tracking system and audit trail to synchronize structure with approved position creation, abolishment, or realignment. |
| 3.2 |
| Monitor and coordinate position changes, additions, deletions, and realignments approved by the personnel policy board and make necessary system entries in internal and external systems to reflect current status. |
| 3.3 |
| Create necessary inputs to internal systems to enable resource managers to allocate, track and project personnel funding requirements. |
| 4.0 |
| Train the MDA workforce |
| 4.1 |
| Develop and draft revisions to the training curriculum. Serve as the training registrar. Coordinate with MDA staff in the development of courses, schedule and publicize courses. |
| 4.2 |
| Develop and draft revisions and updates to training course materials, including basic documents, curriculum, classroom presentations and computer-based instruction materials |
| 4.3 |
| Coordinate training presentations throughout each year, including multimedia and classroom logistics support. |
| 4.4 |
| Support development and implementation of training programs to ensure the availability of a MDA workforce of the “best and brightest” and to support career development plans and goals. Performs the following: skills gap analysis, human capital strategic planning, manpower analysis and accountability, organizational analysis, multimedia training and course development, sharable courseware and resource modeling, instructional system design and web-based initiatives, workforce planning and modeling, employee organizational development and assessment. |
| 5.0 |
| Support Matrix Management by Functional Managers |
| 5.1 |
| Support functional manager with personnel advice & Government civilian and military personnel administration, e.g., rating process, hiring actions, transfers, training program |
| 5.1 |
| Support development and implementation of employee development and training plans |
| 5.2 |
| Support development of performance plans and evaluations |
| 5.3 |
| Establish and maintain schedules for completion of personnel evaluations |
| 5.4 |
| Advise and assist with Government civilian and military hiring actions |
| 5.5 |
| Develop procedures for tracking of assignments/reassignments of all matrix managed personnel |
C. Estimated Man-year Equivalents (MYEs)/Performance Locations.
The first chart shows the total MYEs by location in 2008 and 2010. The second chart depicts the sample skill mix required to perform this effort. The workforce will shift locale between now and fiscal year 2011 because of the Base Realignment and Closure (BRAC). The largest impact is movement of personnel from the Navy Annex in the National Capitol Region (NCR) to Huntsville, AL. We will have a small Human Resources Government leadership team within the NCR residing at Ft. Belvoir, VA when construction of facilities is complete. One or two contractor employees may be asked to support that team.
MYEs by Location with Anticipated BRAC Adjustments
| Location |
| October 2008 |
| October 2010 |
| NCR |
| 20 |
| 4 |
| Huntsville, AL |
| 0 |
| 38 |
| Other (Colorado) |
| 0 |
| 1 |
| Total MYEs |
| 20 |
| 43 |
Sample Skill Mix*
| Skill Category |
| Skill Level |
| MYEs |
Oct 2008 MYEs
Oct 2010
| Senior Human Resources Analyst |
| Sr-level |
| 1 |
| 1 |
| Human Resources Specialist |
| Sr-level |
| 2 |
| 3 |
| Civilian Human Resources Specialist |
| Mid-level |
| 6 |
| 12 |
| Civilian Human Resources Assistant |
| Jr-level |
| Military Human Resources Analyst |
| Mid-level |
| 2 |
| 3 |
| Military Human Resources Assistant |
| Jr-level |
| Management and Organizational Specialist |
| Sr-level |
| 2 |
| 4 |
| Manpower Management Analyst |
| Mid-level |
| 4 |
| 8 |
| Human Resources Information Systems Specialist |
| Sr-level |
| 1 |
| 1 |
| Human Resources Information Systems Specialist |
| Mid-level |
| 2 |
| 3 |
* Position/skill category descriptions and/or definitions have not been provided.
D. Deliverables/General Work Products.
· Transition Plan
· Management Plan
· Monthly Status Reports
· Funds and Labor Hour Expenditure Reports
· Technical Reports, Studies
· Presentation and Briefing Materials
· Drafts of Executive-level decision memoranda and guidance letters
This Draft RFP provides Contract Data Requirements List (CDRL) submittals common to all MiDAESS contracts. Specialized or tailored CDRL items will be included in final requests for proposal (RFPs) for each functional annex/area.
E. Anticipated Contract Awards.
We anticipate the award of two or more small business set-aside contracts each covering the full range of human resources requirements. Each selected contractor must be capable of performing all of the tasks provided in the Statement of Work at all of the locations listed in this annex.
We will award a near equal share of available MYEs to each contract recipient with the first set of task orders. We will award subsequent task orders based on evaluation criteria such as cost and ongoing performance as explained in the Draft Request for Proposal (DRFP), the final RFP and contract for Human Resources and subsequent task order specific RFPs.
F. Small Business.
The applicable NAICS Code is 561330 and Size Standard for $12.5 million annual revenue for the tasks in the “Statement of Work—Human Resources.
G. Security Requirements.
We require a minimum of a SECRET security clearance for all employees. At contract award we require a minimum of one TOP SECRET security clearance with a final TOP SECRET clearance requirement of 10% of all personnel.
H. Travel Requirements.
The Director, Human Resources supports all facets of the Ballistic Missile Defense System. Contractor employees should expect to travel less than 10% of their time to various locations to provide personnel support, support coordination or briefings to senior leaders, and attend off-site meetings and conferences.
I. Government Furnished Information/Equipment/Support.
· MDA will provide access to MDA facilities as required, including on-site work stations with computers and telephones
· Government laptops and Blackberries may be provided on a need-justified basis
J. Unique Source Selection Criteria.
The DRFP includes source selection criteria we will use for the Human Resources solicitation. The final RFP will include a Sample Problem specific to Human Resources. Below is a sample problem representative of the problem you will see in the final RFP.
Human Resource Sample Problem: Congress has directed that MDA close its Colorado Springs operation and consolidate it with the MDA’s operations at Kirtland Air Force Base in Albuquerque NM. This is February 2009 and the move is to be complete by September 2010. The Director has said that he wants to do everything possible to accommodate the affected people. There are 86 MDA employees. Describe what steps you must take to accomplish this move and what things you can do to accommodate the affected people to include those who will decline to move. Develop the specific tasks and a timeline for accomplishing them that you can show to the Director and the employees.
We are considering these additional evaluation criteria for the Human Resources function:
· Experience working at DOD/federal agency levels and interacting daily with senior leadership
· Knowledge of federal Human Resources law/DOD personnel directives, processes and procedures
· Experience supporting a geographically dispersed area of operations
K. Organizational Conflict of Interest.
The MDA Director relies on the Director of Human Resources to provide unbiased analysis, judgment and recommendations for action. The potential for conflicts of interest, whether real or perceived, is significant for those prime and subcontractors providing support to the Director of Human Resources and also providing support elsewhere in the Missile Defense Agency. Careful analysis of conflicts of interest must be accomplished by each offeror. We will allow both prime and subcontractors to accomplish this work only after the Contracting Officer approves a thorough and comprehensive mitigation plan that ensures your work remains independent of other program work. See Section H, Clause H-08, Organizational Conflicts of Interest (OCI) (January 2008), for additional guidance.
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