20140509_Q_A_Career_Mapping_(3).pdf

Q & A’s for Career Mapping

1. Can you confirm that all of the questions submitted regarding this PWS be shared and posted on FedBizOps.Gov <http://FedBizOps.Gov> ?

Yes

2. To clarify, there are clearly defined deliverables for 2 of the 3 HCMO tasks listed on page 13 of the PWS (Workforce Assessment Planning and Career Mapping Framework), but there are no specific deliverables described against the third task, Strategic Human Capital Planning. Are there any specific deliverables required for that task beyond those deliverables outlined in Tasks 1 and 2 that may impact the Strategic Human Capital Plan?

Please see section 5.4 of the revised PWS

3. When would DSS expect the first quarterly update resulting from the WAP to be complete (e.g., 5 business days after the end of FY 3rd quarter)?

The contractor shall draft and submit quarterly updates for the WAP to the COR, no later than the fifth business day after the end of the established three month cycle, as indicated in the

SOW.

4. How many interviews does DSS anticipate would be involved in the Workforce Assessment Planning, as described in 5.2.2?

A minimum of 8 no more than 10.

5. Task 2, Career Mapping Framework references existing contractors supporting CDSE. Are the contractors currently supporting CDSE eligible to bid on this work?

The CDSE requirement was delayed and this information is no longer applicable and was removed from section 5.3 of the revised PWS.

6. Was a contractor involved in the development of the Workforce Assessment Plan and Strategic Human Capital Plan and, if so, are they eligible to bid on this work?

Yes

7. Have career maps been developed for the other 79% of the DSS workforce not included in this

PWS?

No, only 67% was developed.

8. If career maps have been developed for the other 79% of the DSS workforce, are there existing templates or a specific form for the maps that should be used for this portion of the workforce?

Yes, but maps were developed for 67% of the workforce not 79% however you are not required to use those templates. Please provide a logical methodical process in your proposal.

9. Is a contractor currently supporting the development of the career maps for the other 79% of the DSS workforce and, if so, are they eligible to bid on this work?

Yes

10. Although only the Executive POC is identified as being Key Personnel, in order to fully articulate our staff capabilities against the PWS requirements, may we include illustrative biographies? If we do include these examples, will those individuals be considered key personnel?

Yes as long as you do not exceed the page limits for each section you are free to present the material in the manner that best represents your organization. Only the Executive POC will be considered as Key Personnel for this requirement. Please ensure you adhere to all the requirements in the PWS.

11. The evaluation factors state that the first 3 factors (technical response, staffing plan, and management response), when combined, are equal to the fourth factor, price. Does this mean that price will be the primary factor driving the evaluation and award? No, if two vendors receive the same technical ratings on their technial proposal then price will become the factor to drive the award not the evaluation. The evaluator will not see the price.

12. Are there any requirements to submit relevant past performance information (e.g., project descriptions, client references, contract information)? The information you present in your proposal is up to you. Please make sure you adhere to the evaluation factors.

13. The solicitation documents do not make any mention of a requirement to present evidence of relevant past performance(s). Does the government intend to factor past performance into the evaluation of responses? If so, how many past performances will be considered, what information is required, and what criteria will be used when evaluating past performance as part of the response

Since this requirement is under 13.5 past performance is not required based on the estimated dollar value and the SAT becomes $6.5 M.

14. How many workforce assessments will the government require over the 12 month period?

3 to 4 depending on when the contract is awarded.

15. Can the government provide some parameters for what you expect to see in the workforce assessment plan?

Per section 5.2 of the PWS

16. "Strategic Human Capital Planning" is mentioned in 5.1 as the third service area. However, no subsequent tasks within Section 5 discuss strategic human capital planning. Can the government provide guidance as to the task(s) associated with strategic human capital planning?

Please see section 5.4 on the revised PWS

17. It is unclear as to how the government would like us to price this project. The CLIN structure provided does not reconcile with the task list (Section 5) or the list of expected deliverables (Section 6).

Can the government provide a more clear list of deliverables, anticipated due dates, and associated CLINs so that we may provide a Firm Fixed Price accordingly?

We asked for a list of deliverables we do not know how long it will take you to present the method you plan to use to meet the desired end state. Whatever it takes for you to produce the required items contained in the PWS and the solicitation docuemnts is what I recommend you present in your proposal.

18. How should labor rates be determined? Should we be using an existing schedule (i.e. GSA

MOBIS)?

This is a open market requirement.

19. Is the executive POC required to have 10 or 15 years of experience?

The Executive Level POC requirements state a minumum of 15 years of experience.

20. I have a question regarding the RFP for Career Mapping Support Services (HS002114R0044) released on April 30. I was wondering if this is a follow-on requirement? If so, could you provide the incumbent name, contract number, start and end dates, and value?

Phase one was completed by Deloitte Consulting Group, LLP under a BPA HS0021-10-A-0017-0014, it started 11/14/2012, it ended on 08/10/2013, and the est. value was $750K.

21. Are there prescribed methods or tools that the DSS expects the contractor to use in providing the career maps and workforce analysis, and if so what are they?

You are free to propose your best method to accomplish the tasks as they are outlined in the PWS.

Please make sure you keep section 1.3 of the PWS in mind as you develop your methods/tools.

22. If the contractor is authorized to use the contractor’s preferred tools for career mapping and workforce analysis can these tools be included as separate CLINs in our proposal or would their use have to be included in the 13 CLINs proposed by DSS?

Since this PWS does not include the DFARS clause 252.204-7011 Alternative Line –Item Structure you will have to include your proposed structure within the CLINs provided.

23. Does the 10-page limit for the Staffing Plan include resumes?

You are only required to sumbit one resume so yes

24. Can the government please specify the exact location for in-person delivery and any coordination requirements that need to occur?

In person deliveries will not be accepted. Please submit your proposal using the methods provided in the combined synopsis soliciation.

25. Should offerors organize their technical response by tasks, deliverable, or CLIN?

You are free to organize your response in whatever manner you choose to present your information.

26. For the mailing address provided, are UPS and FedEx both acceptable means for delivery?

Yes

27. Is it acceptable to have uncleared contractor staff work on components of the project that are unclassified and do not require access to a DSS facility?

Yes

28. Does DSS currently have a methodology and/or framework for developing career maps?

YES

29. What is the maturity level of the career maps for the identified career tracks?

Please refer to section 5.3 in the PWS.

30. Will the final products be located on an intranet site? If yes, what is the content management system?

Yes, Sharepoint

31. When was the last time a career track assessment or update conducted?

May 2013

32. What role does the Center for Development of Security Excellence (CDSE) have in supporting DSS with their workforce assessment planning, career mapping framework, and strategic human capital planning efforts?

CDSE is a part of DSS