HSBP1017R0029_Question_and_Answer_(Q&A).pdf

HSBP1017R0029 – Question and Answer

1. Question regarding Pricing (Attachment 2)

Would CBP reconsider its current pricing structure as noted in the CLINs in the Pricing Table in Attachment 2 with 80% payment with Successful Offer Letter? Given the dependencies and extended duration of the CBP federal hiring processes, we strongly recommend CBP consider different payment terms. As an example, we recommend CBP include monthly progress payments based on specific milestones or a monthly management fee based on a specific minimum number of candidates per year who complete all processes up to a Successful Offer Letter or other CBP determined applicant progress requirements. We have deep recruitment experience with Government agencies along with other contractors and we cannot carry all of the recruitment, applicant tracking, branding, and outreach costs for many months without some type of remuneration via progress payments.

ANSWER: The pricing structure will remain unchanged.

2. If an applicant who receives a successful job offer but a vacancy does not exist at one of the geographic locations they selected, are they able to be placed in a position in a location with a vacancy until an opening is available?

ANSWER: USBP, OFO, and AMO have policies/practices in place to manage employee requests for relocation from their original duty location. Once onboard, individuals would need to utilize these polices/practices to move to another duty location.

3. Will the vendor be expected to provide any level of support in the development or updating of the job analysis or position description over the duration of the initial contract?

ANSWER: CBP is open to recommendations. CBP currently has job analysis and position descriptions for occupations outlined in this RFP.

CBP currently has position descriptions for those positions to be filled through performance of this contract. CBP does not, at this time, anticipate undertaking a review of those position descriptions, but is open to proposals or recommendations in that respect.

4. Will the vendor be expected to provide support at recruiting events? If so, what level of support is needed (e.g., logistics, marketing, recruitment strategy development)?

ANSWER: We currently have a vendor that is providing logistical support at strategic partnership recruiting events. We anticipate that finding qualified applicants will require some level of marketing and recruitment strategy development and this will be for the potential offerors to pose in their proposal.

Although CBP anticipates that finding qualified applicants will require some level of marketing and recruitment strategy development prior to recruitment events, we do not anticipate that the vendor will be required to provide logistical support at specific recruiting events themselves.

5. Will CBP please clarify whether or not the relevant experience projects submitted using Attachment 5 are restricted to experience of the Prime or if Subcontractor projects may also be provided?

ANSWER: The relevant experience projects submitted using Attachment 5 are restricted to experience of the Prime Contractor.

6. What are the current CBP information systems?

ANSWER: CBP employs the Human Resources Business Engine (HRBE), but also utilizes the following systems:

• USAJobs

• USAStaffing

• USA Hire

• eQIP OPM system

• Human Resources Business Engine (HRBE)

• NFC

Please note that any network or system connecting to the CBP network will require an Authority to Operate (ATO) granted by the Office of Information Technology that ensures the security of the networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

7. What technology is used for each CBP information system?

ANSWER:

CBP maintained system(s):

• Human Resources Business Engine (HRBE) – HRBE is hosted in a CBP data center, built upon modern Business Process Management (BPM) and web technologies. Interfaces can be built using standard web services. Please note that any network or system connecting to the CBP network will require an Authority to Operate (ATO) granted by the CBP Office of Information Technology that ensures the security of the networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

• CBP uses multiple technologies such as Mainframes, UNIX, LINUX, WINDOWS, and ORACLE.

In addition, if they are asking what other systems CBP uses:

• USAJobs – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• USAStaffing – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• USA Hire – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• eQIP OPM system – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• NFC - Technology, hosting and interface information for this system can be obtained from the United States Department of Agriculture, National Finance Center

8. Where is each CBP information system hosted?

ANSWER: CBP information system are hosted at its National Data Center.

CBP maintained system:

• Human Resources Business Engine (HRBE) – HRBE is hosted in a CBP data center, built upon modern BPM and web technologies. Interfaces can be built using standard web services. Please note that any network or system connecting to the CBP network will require an Authority To Operate (ATO) granted by the CBP Office of Information Technology that ensures the security of the networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

In addition, if they are asking what other systems CBP uses:

• USAJobs – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• USAStaffing – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• USA Hire – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• eQIP OPM system – Technology, hosting and interface information for this system can be obtained from the Office of Personnel Management (OPM)

• NFC - Technology, hosting and interface information for this system can be obtained from the United States Department of Agriculture, National Finance Center

9. Who currently maintains each CBP information system?

ANSWER:

• USAJobs- maintained by OPM

• USAStaffing - maintained by OPM

• USA Hire - maintained by OPM

• eQIP OPM system- maintained by OPM

• Human Resources Business Engine (HRBE)- maintained by CBP

• NFC- USDA

The Integrated Security Management System (ISMS) is owned and maintained by the DHS Chief Security Officer. The internal CBP background investigation scheduling and vetting systems are owned and maintained by CBP.

10. The PWS mentions the ability to interface with multiple CBP information systems but does not provide much detail. The solicitation mentions USAJOBS and CBP’s INTEGRATED HIRING SYSTEM, are there others that need integrated?

ANSWER: CBP is open to recommendations. Currently, CBP systems require interfaces with USA Hire, USA Staffing, HRBE, and ISMS. The need to interface with current systems beyond USAJobs would depend on the offerors proposed solution to meet the requirements in the SOO.

Please note that any network or system connecting to the CBP network will require an Authority To networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

11. Besides the job search functionality, what other functionalities is CBP looking to implement with the USAJob integration?

ANSWER: CBP is open to recommendations. Currently, CBP uses USAJobs for announcing vacancies, job application services, document collection (resume, veteran documents, etc), and integration with USAStaffing and USA Hire to schedule entrance exam testing

12. What data elements are currently collected from applicants through the recruitment process? How long has this collection been taking place? Has this information ever been linked to employee training/performance/retention data? What data elements will the contractor have access to AND what applicant and employee data elements will they not have access to?

ANSWER: CBP has applicant data and a variety of studies available related to current selection procedures and successful job performance.

CBP collects zip code data to identify locations where persons start the application process and identify tapestry data of those persons who have successfully applied to better identify pockets of potential applicants to target in our recruitment efforts. This collection is relatively new, as CBP has identified FY16 as our baseline. The Agency has linked its data to training our recruiters better. CBP has not linked this data to performance or retention as of yet, although those are our anticipated next steps. CBP is prepared to share entire workforce profiles to articulate our present demographics. CBP is also presently enhancing its data collection during the recruitment process.

13. Does CBP have an existing applicant tracking system (ATS) that they are looking to sunset? If yes, is there an existing schedule for the transition to a new ATS OR should the contractor propose this transition? Lastly, will the incumbent have a contract in place to facilitate a smooth transition?

CBP welcomes system recommendations. CBP currently has a system in place to manage applicant tracking. However, an applicant tracking system will be a requirement for the awardee to facilitate EO hiring under the RFP.

• CBP tracks every step of the hiring process. Some steps are challenging to track periods between scheduling of applicants and final adjudication since there are compartmentalized processes.

• CBP recognizes that the EO will force vendors to look for new and better ways of doing business.

• CBP has no transition plan or schedule to sunset any present platforms at this time

14. Do any of the applicant screening/selection steps require analysis and interpretation on behalf of the contractor OR are there pre-existing decision rules for all the steps?

ANSWER: There are scoring models in place for each hiring step; however, education and experience qualification, medical qualification, structured interview pass/fail requires analysis and interpretation to determine if the individual has successfully meets this hiring requirement.

15. What does "coordination of structured interviews" include and what does it not?

ANSWER: CBP welcomes recommendations on the coordination of the structured interview.

Currently, coordinating of the structured interview entails working with CBP interviewers to provide interview availability, scheduling applicants for interview appointments, communicating interview schedules with applicant and with the CBP interviewers, managing and distributing interview materials, records management of the completed applicant interview materials.

16. What is the motivation behind the CBP’s desire NOT to hire any or all existing Frontline

Employees from the current vendor? Is there are desire to scale up beyond these staff OR are there current performance concerns?

ANSWER: The RFP serves to provide surge hiring requirements outlined in the EO. This is a new requirement and serves to provide additional recruitment and hiring assistance to meet the surge hiring outlined in the EO.

17. SOO Objective 4 Does CBP have any business rules for how long a candidate can remain in any one step of the hiring process? If so, could CBP please provide business rule details?

CBP has average processing time expectation for each hiring step, see below:

• Entrance Exam: 14 days

• eQIP: 35 days

• Medical Exam: 15 days

• Medical Qualification: 30 days

• Fitness Exam: 15 days

• Structured Interview: 30 days

• Background Investigation: 45 days

• Pre-Polygraph Vetting: 2 days

• Polygraph Administration: 30 days

• PFT-2: 7 days (to be completed not sooner than 30 days prior to entry on duty)

• Drug: 10 days

• Adjudicating Provisional Clearance: 2 days

18. SOO Objective 4 Does CBP have any business rules for waiting periods after failing certain components of the hiring process prior to being eligible to reapply and move forward in the hiring process? Does CBP have any business rules that result in a lifetime fail after failing certain components of the hiring process? If so, could CBP please provide business rule details?

ANSWER: Failure of any of the required hiring steps results in an applicant’s tentative offer of employment being rescinded. CBP does not debar individuals from reapplying for failing a condition of employment; however, failure of the entrance examination or the structured interview will prevent the individuals from being eligible to retake the entrance exam or structured interview for 6 months.

Polygraph exam results are good for 2 yrs, so a failure of the polygraph will result in an automatic use of that result for 2 yrs. Applicants who are debarred from federal employment or debarred from applying based on rulings from OPM or other settlements are subject to the debarment per the terms of the ruling.

19. Historical Data 1-3 Please clarify whether the values in the border patrol agent component, air interdiction component, and CPB officer component reflect the number of individuals who passed the step or the number of individuals who reached the step.

ANSWER: The number of individuals who reached the step.

20. SOO Objective 4 Is the contractor responsible for conducting the PFT? If the contractor does not conduct the PFT, what is the average weekly capacity at each facility for CBP candidates? Could CBP please provide the number of facilities or the location of the facilities?

ANSWER: The awardee will be responsible for conducting the PFT-1. Currently, CBP does not have maximum capacity restrictions.

21. SOO Objective 4 If the contractor is not performing the PFT, please clarify whether CBP anticipates that the contractor will coordinate the scheduling of the PFT for the candidate. If so, will CBP provide proctors on site for the contractor to coordinate scheduling of the PFT or does the contractor have to coordinate scheduling directly with the facility conducting the PFT?

ANSWER: The awardee will be responsible for ensuring the PFT-1 requirement is completed. CPB is looking for proposals to ensure the PFT-1 requirement is met, the awardees proposal to meet the requirements in the SOO.

22. SOO Objective 4 Please clarify whether CBP expects the candidate to schedule the interview with CBP. If not, does CBP provide a centralized service for the contractor to facilitate scheduling of the interview or does the contractor have to coordinate with individual CBP offices/locations to schedule the interview.

ANSWER: CBP is open to recommendations for this requirement. However, this is a new requirement for the awardee to complete to support EO hiring. Currently, CBP coordinates availability with each CBP interview location and schedules the applicant for the interview.

23. SOO Objective 4 If the contractor does not perform the polygraph, is polygraph scheduling available daily (M-F) at each facility? What is the average capacity at each facility for CBP? Could CBP please provide the number of facilities or the location of the facilities?

ANSWER: CBP is open to recommendations on this requirement. However, CBP currently has polygraph capacity and scheduling available Monday through Friday at various locations throughout the United States. There is no expectation for the contractor to conduct exams at CBP facilities.

Capacity will be determined based on the available facility.

24. SOO Objective 4 If the contractor is not performing the polygraph, please clarify whether CBP anticipates that the contractor will coordinate the scheduling of the polygraph for the candidate. If so, will CBP provide a centralized service for the contractor to coordinate scheduling of the polygraph or does the contractor have to coordinate scheduling directly with the facility conducting the polygraph?

ANSWER: CBP is open to recommendations on this requirement. CBP currently performs all scheduling activities for polygraph examinations. Exams are currently provided to contractors through a centralized CBP service, and contractors schedule exams by contacting applicants. Any additional contracted examiners are expected to have the capacity to schedule their assigned exams.

25. SOO Objective 4 Please confirm whether the contractor is expected to conduct the background investigation and administer the polygraph examination with results provided to CBP for final adjudication.

ANSWER: CBP is open to recommendations on this requirement. Any performance of activities associated with the background investigation and polygraph examination permitted must meet all standards established by OPM, the National Center for Credibility Assessment, the Office of the Director of National Intelligence, DHS, CBP and others as specified. CBP reserves the right to verify vendor capacity to perform these functions according to these standards and regulations.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with these standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk any proposal that threatens the baseline support already existing and dedicated to the current CBP hiring processes.

26. SOO Objective 4 If PFT-1 and PFT-2 are conducted at the same facility, please clarify whether CBP considers scheduling of PFT-1 to take precedence over PFT-2.

ANSWER: Both the PFT-1 and PFT-2 are different hiring requirements, both must be completed in order to receive a final offer of employment.

27. SOO Objective 4 For drug testing please clarify whether CBP or the contractor is responsible for reaching out to the candidate to schedule the random drug test.

ANSWER: CBP is open to recommendations for this requirement. However, this is a new requirement for the awardee to complete to support EO hiring

28. SOO Objective 4 For Air and Marine positions, please provide additional detail on the conduct and coordinate flight evaluation step. Please confirm that the contractor coordinates this evaluation with CBP and is not responsible for performing this evaluation.

ANSWER: CBP presently has contractor support to logistically coordinate flight evaluations up to the Check Flight Ride Test. At that point CBP resources conduct those tests and make final adjudication. CBP is open to recommendations covering the steps in this evaluation, in which CBP would retain final adjudication rights to review contractor recommendations at end of testing.

29. SOO Objective 7 Please provide details on the number of CBP systems and types of interfaces (Secure FTP, web service, etc.) with which the contractor will be responsible for integrating.

ANSWER: OIT CBP uses a variety of interfaces, including FTP and web services. The interface type is dependent on the systems interfacing.

Please note that any network or system connecting to the CBP network will require an Authority To networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

30. SOO Objective 4 Please clarify whether CBP has an existing contract with an exam company to conduct the entrance exams or is the contractor responsible for providing an exam company. If CBP provides the exam company, what is the average capacity of each test facility?

Could CBP please provide the number of facilities or the location of the facilities?

for the awardee to complete to support EO hiring. CBP has an existing contract to conduct the entrance examination for BPA and CBPO applicants. The current vendor provides over 500 locations nationwide.

31. SOO Constraints Please clarify what is meant by constraint #4, "potential overlap with other contracts that perform similar functions." Please confirm that this constraint does not prevent the same company from performing both the medical and PFT elements of the hiring process.

ANSWER: There is no prohibition on the same contractor performing both the medical and PFT requirements, so long as the requirements and standards set forth in the contract are met.

32. SOO Objective 4 Please clarify when in the hiring process CBP expects veteran’s status to be applied, and whether it is on the honor system or is documentation required.

ANSWER: Documentation is required to confirm veteran status.

33. SOO Addendum 3 and 4 Please confirm whether the contractor can propose changes to the sequencing of candidate processing steps.

ANSWER: CBP welcomes industry input on the hiring process to improve yield.

34. SOO Place of Performance Please confirm whether contractor personnel will be required to work full-time at CBP HQ or CBP Hiring Center.

ANSWER: CBP is open to recommendations. Currently, staff is employed full time at CBP HQ or CBP Hiring Center.

35. SOO Scope 2 Please confirm whether the contractor can suggest alternative payment structures as part of the Volume 5 submission.

ANSWER: No. The contractor shall propose using Attachment 2 – Pricing Schedule.

36. SOO Objective 4 Please confirm whether CBP will provide the set of questions for the structured interview.

ANSWER: CBP uses validated entrance examination and structured interview questions, therefore CBP would need to provide the interview questions. Currently, the RFP indicates CBP personnel will administer the structured interview. The awardee would coordinate the scheduling, results, and materials management.

37. SOO Objective 4 Please confirm whether CBP has business rules defining time between when the applicant submits their application and is scheduled for their entrance exam.

If so, could CBP please share those business rules?

ANSWER: No. CBP does not have business rules defining the time between application and entrance exam. CBP is open to recommendations for this requirement. Entrance examinations are currently conducted on individuals who successfully submit an application.

38. RFP II.22.B.3 page 15 Please clarify whether employees working the contract must have a BI or SSBI. Please clarify whether providers of services (e.g., medical) associated with the contract will need to have a BI or SSBI.

ANSWER: All contractors accessing CBP IT systems or sensitive data (FOUO, PII, etc.) must have a Tier 4 or Tier 5 (old BI and SSBI respectively).

39. RFP 1.3 page 50 Please clarify whether the contractors response can be comprised of multiple e-mails each less than 10MB.

ANSWER: Yes. Multiple emails are acceptable.

40. RFP 1.4 page 50 Would CBP be willing to accept 10-pt font within any figures used in the response?

ANSWER: Yes. CBP be willing to accept 10-pt font within any figures used in the response?

41. RFP 2.2 page 56 In Objective 5, please clarify whether CBP is seeking a QCP be submitted as part of the PWS. If a QCP is to be submitted with the PWS, please clarify if the QCP is independent of the PWS page count.

ANSWER: The QCP can be a separate document or included as an attachment to the PWS. The QCP is included as part of the page count.

42. RFP 2.3.1 page 57 Please confirm that a program used in either the Relevant Experience or Leading Edge Talent Acquisition can be submitted as a past performance program in Volume 3.

ANSWER: Yes. In accordance with 2.3.1 on page 57 of the RFP, “No Past Performance submissions are required or requested for any Relevant Experience Project Size and Complexity and Leading Edge Talent Acquisition Methodologies Relevant Experience projects under 2.1.” However, this does not preclude the offeror from submitting a project used for Relevant Experience or Leading Edge Talent Acquisition as a past performance submission using the procedures outlined in 2.3.3 or 2.3.4.

43. RFP 2.4 page 58 Please confirm that the percentages listed for small disadvantaged business, WOSB, HUBZone, and SDVOSB reflect the percentage of the total subcontracting dollars.

ANSWER: Yes. See FAR 52.219-9.

44. SOO Scope page 2 Where can we find the OPM interchange agreement referenced in the

SOO?

ANSWER: The SOO references civil service Interchange Agreements, recognized in Title 5 U.S.C.

policies and procedures applicable to Federal employees. See 5 C.F.R. § 6.7. For more information, please refer to the Office of Personnel Management website at https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/#InterchangeAgreementsWithOtherMeritSystems.

45. General Please advise whether candidates from other DHS Components or Federal

Agencies with security clearances or polygraph results will have security clearance/polygraph reciprocity with CBP.

ANSWER: Suitability, Security Clearance and/or polygraph reciprocity is available to these candidates as long as CBP requirements are met and are in-scope.

46. SOO Addendum 3 and 4 Please clarify whether the contractor is responsible for collecting candidate fingerprints as part of the background investigation. If not, please identify who is responsible for fingerprint collection, along with the capacity and location of the fingerprint collection facilities.

ANSWER: Currently, CBP collects the required fingerprints electronically at nationwide locations and transmits them to a CBP Office of Professional Responsibility (OPR) system.

47. SOO Addendum 3 and 4 Please clarify whether CBP will provide fingerprint results to the contractor as part of the background investigation. If so, what is the nature of the system interface, for example web service, to receive the results?

ANSWER: CBP will not provide fingerprint results to the contractor as they are part of the National Agency Check and are only used for final suitability and eligibility determinations, which will be made by CBP. However, CBP is open to recommendations as to this requirement.

48. SOO Objective 4 Please clarify whether the contractor is responsible for just the collection of the drug test sample or is the contractor also responsible for analyzing the drug test sample and providing the result to CBP.

for the awardee to complete to support EO hiring. Currently, CBP has a service contract in place to complete these requirements.

https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/#InterchangeAgreementsWithOtherMeritSystems https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/#InterchangeAgreementsWithOtherMeritSystems

49. SOO Objective 1 Please clarify whether CBP works with any existing advertising/marketing agency and if so whether the contractor will be required to work with those advertising/marketing agencies.

ANSWER: CBP does currently have a limited marketing and advertising contract. The contractor will not be required to work with our existing marketing and advertising contractor.

50. SOO Objective 1 Could CBP please clarify the differences in roles and responsibilities between the contractor, the field recruiters and the NFRC.

ANSWER:

• NFRC will train recruiters and advise leadership, fund travel for all recruitment related events, develop strategies, and identify new recruitment activities based off of vendor recommendations.

• CBP field recruiters will speak with, solicit and work to take persons identified as leads from potential to “viable” applicants and eventually turn that applicant into a “hire”.

• The Contractor should develop maps to identify locations where CBP should conduct outreach events, recruitment activities and tell CBP places to avoid. The goal of the contractor would be to leverage marketing and advertising data points to identify leads for CBP to turn into hires.

51. SOO Objective 1 Please clarify whether the contractor will be provided access to recruiting data and tools utilized by the NFRC. If so, could CBP provide details on the types of data and tools that will be available?

NFRC staff will provide:

o Access to NFRC’s recruitment source data (google analytics) o Historical analysis data

Past briefed reports such as a ppt. on recruitment performance o Cost Analysis o Reporting tools

Salesforce access Tableau mapping

52. SOO Objective 4 Does CBP have any business rules for how long the results of a specific step in the workflow such as the polygraph are valid?

ANSWER: Polygraph exam results are good for 2 yrs, so a failure of the polygraph will result in an automatic use of that result for 2 yrs.

53. Given the complexity of the evaluation criteria and the instructions to offerors, will the government consider extending the due date of the RFP by 2 weeks to August 22, 2017?

ANSWER: No.

54. Attachments 5 & 6 contain a section titled, “Contracting Officer’s Representative (Complete Only If COR Providing Signature Verification In Part IV)”, however, there is no Part IV of the form. Can the government please clarify if there is a Part IV of the attachment and if so please provide?

ANSWER: There is not a part IV, either the Contracting Officer and or Contracting Officer’s Representative can complete Part II: Project Reference Information section for Government review.

55. To aid in the development of impactful graphics, will the government reduce the font size standards for graphics and other visual aids noted on page 50 of the RFP to 9 pt. font?

ANSWER: The government shall reduce the font size standards for graphics and other visual aids noted on page 50 of the RFP to 9 pt. font? ONLY FOR GRAPHICS/VISUAL AIDS

56. Can the government clarify the place(s) of performance? Will the contract require permanent or temporary contractors in Indianapolis, Minnesota, or any other locations?

ANSWER: CBP is open to recommendations for this requirement. However, this is a new requirement for the awardee to complete to support EO hiring. Currently, CBP staff supporting frontline hiring are located in Bloomington Minnesota and Washington, D.C.

57. Can the government clarify if travel will be required? If so, how much travel is expected and is there a separate cost line item for travel?

ANSWER: Travel is not a separately priced line item and is to be included as part of the offeror’s firm fixed price.

58. Can the government indicate whether a Firm Fixed Price Task Order will be issued at the time the

IDIQ is awarded? If so, will the awarded vendor be issued a FFP task order equaling the total price offered, or will a new Task Order with different scope and price be issued after the IDIQ is awarded?

ANSWER: A firm fixed price task order will be issued concurrently with award of the unfunded IDIQ contract to satisfy at least the minimum guarantee. The firm fixed price task order will be for a certain number of Border Patrol Agents, CBP Officers, and/or Air and Marine Interdiction Agents, in accordance with the pricing schedule.

59. Can the government clarify the payment dispersion schedule that will be used on any issued FFP task order, e.g. equal monthly installments?

ANSWER: Payment per hire will be made to the contractor in accordance with the payment schedule. 80% of the firm fixed price per hire will be paid once an offer letter is given to the successful applicant. The remaining 20% of the firm fixed price per hire will be paid upon successful entry on duty (EOD).

60. Pg. 53 of the RFQ indicates offerors will only receive points under the Relevant Experience Size and Complexity evaluation criteria for projects equaling $50m and above. In an effort to enable true competition by small and mid-size Prime contractors, will the government consider reducing the minimum point granting project funding amount under this evaluation criteria from $50m to

$25m? The existing values will likely only be achieved by a very few, large Prime contractors, thus limiting competition.

ANSWER: No, with respect to a contract action, "full and open" competition means that all responsible sources are permitted to compete. Relevant Experience Size and Complexity evaluation criteria is one of many evaluation criteria; therefore, competition is not limited.

61. If the Statement of Work for a project submitted under the Relevant Size and Complexity or

Leading Edge Talent Acquisition Methodologies evaluation criteria is general and does not clearly identify the methods employed, will the government accept some alternative form of verification?

Specifically, would the government accept a signed verification from the COR or CO identifying the methods or techniques employed?

ANSWER: No, please submit IAW Addendum to FAR 52.212-1 INSTRUCTIONS TO OFFERORS-- COMMERCIAL ITEMS and Addendum to FAR 52.212-2 -- EVALUATION--COMMERCIAL ITEMS.

62. Pg. 54 of the RFP restricts offerors from submitting the same project for multiple categories under the Leading Edge Talent Acquisition Methodology evaluation criteria. This restriction that a project can only be submitted under one category within the Leading Edge Talent Acquisition Methodology evaluation criteria appears to be penalizing offerors who have multi-disciplinary approaches and projects. Projects similar to CBP’s requirement rarely involve one method of talent acquisition, and feature multiple approaches employed at various phases throughout the project lifecycle. As such, will the government consider allowing a single project to qualify under more than one leading edge category? For instance, will the government remove the restriction entirely and/or allow one project to satisfy at least three of the provided categories?

COMMERCIAL ITEMS and Addendum to FAR 52.212-2 -- EVALUATION--COMMERCIAL ITEMS

63. Will the government please provide definitions for each of the provided methods on pg. 55 of the

RFQ under the “Leading Edge Talent Acquisition Methodologies” evaluation criteria? Specifically, this is requested as “Inbound Recruitment” often centers on an effective branding and marketing campaign prior to when and individual becomes an applicant. It will be helpful for offerors to understand the distinction CBP is making between “Inbound Recruitment” and “Branding.”

ANSWER: Definitions for Leading Edge Talent Acquisition Methodologies are found in Attachment #7.

64. The scoring for Objective 4 appears to be incorrect. Specifically, within the scoring table on pg.

67 of the RFP there are three separate elements each offering 5,000, 2,500, and 1,000 points (e.g., 8500) points total; however, the table makes it seem as if these are only worth 5,000 points granted. Will the government clarify this and, if necessary, amend the total available points noted on pg. 70 of the RFP to reflect this discrepancy?

ANSWER: An offeror can only receive points for one evaluation criteria within Objective 4; it is not a cumulative score. If an offeror can demonstrate the ability to complete all (100%) of CBP’s hiring steps in their entirety to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 5000 points. If an offeror can only demonstrate the ability to complete 70% of the CBP hiring steps, to include providing for an applicant’s polygraph and background check, to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 2500 points. If an offeror can only demonstrate the ability to complete 70% of the CBP hiring steps, not to include providing for an applicant’s polygraph and background check, to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 1000 points.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with applicable standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk any proposal that threatens the baseline support already existing and dedicated to the current CBP hiring processes.

65. Pg. 60 of the RFP indicates the offerors with the highest technical score will be verified and their price will be evaluated to determine if it is “fair and reasonable.” Will the government clarify what the basis for “fair and reasonable is,” and how the government will perform this evaluation?

ANSWER: The Government determine “fair and reasonable IAW FAR 15.4 Contract Pricing. Please refer to section 5.0 (Pricing) of the Addendum to FAR 52.212-2 –Evaluation – Commercial Items, at page 70 of the RFP.

66. Pg. 64 of the RFP indicates “positive past performance is defined as receiving satisfactory or greater or for the majority of rating elements on a PSC project.” Does this mean within a CPAR if the majority of the individual provided ratings are positive (e.g. 4 out of 5), the CPAR is deemed positive?

ANSWER: If the rating is satisfactory of better it is consider positive

67. Can the government please clarify the table on pg. 64 as the text indicates only 1,000 points total will be awarded for past performance, yet the table shows 1,000 points being awarded five different times somewhat indicating 5,000 points total is available?

ANSWER: 2.4.2 Points Assigned to Past Performance Assessments Offerors will be scored in accordance with Section 3.0, Scoring Table. Each past performance assessment will be scored as Positive or Negative. Past performance projects receiving a positive rating will earn the maximum points available based on the total number of past performance assessments submitted. Zero points will be earned for a negative rating. A total of 1000 Points are designated to this Past Performance evaluation factor, regardless of the number of past performance assessments received.

68. Given that past performance is a major indicator of future success, will the government consider increasing the max points awarded for past performance to greater than 1,000. By only awarding 1,000 out of more than 45,000 total available points for positive past performance, it appears the government is increasing the potential for delivery risk. To reduce risk more points should be awarded to offerors showing successful, positive completion and support to similar, complex requirements.

ANSWER: The evaluation criteria for past performance remain unchanged.

69. Can the government clarify what it means by “Tour of Duty” within the description of Objective 3

Applicant Support/Care forum on pg. 55 of the RFP?

ANSWER: This is referencing the position that the individual applied for.

70. Can the government please clarify the requirements for Objective 4 – Applicant Intake and Applicant Processing since the three components appear to contradict each other? Specifically, the Object on pg. 55-56 of the RFP reads as follows:

a. Contractor must demonstrate the ability to complete all listed steps in entirety to hire Border Patrol Agent/Air and Marine Interdiction Agent/CBP Officer IAW all constraints listed in Statement of Objectives.

b. Contractor must demonstrate the ability to complete 70% steps to include polygraph and background check to hire of Border Patrol Agent/Air and Marine Interdiction Agent/CBP Officer IAW all constraints listed in Statement of Objectives.

c. Contractor must demonstrate the ability to complete 70% steps to not to include polygraph and background check to hire of Border Patrol Agent/Air and Marine Interdiction Agent/CBP Officer IAW all constraints listed in Statement of Objectives.

ANSWER: An offeror can only receive points for one evaluation criteria within Objective 4; it is not a cumulative score. If an offeror can demonstrate the ability to complete all (100%) of CBP’s hiring steps in their entirety to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 5000 points. If an offeror can only demonstrate the ability to complete 70% of the CBP hiring steps, to include providing for an applicant’s polygraph and background check, to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 2500 points. If an offeror can only demonstrate the ability to complete 70% of the CBP hiring steps, not to include providing for an applicant’s polygraph and background check, to hire Border Patrol Agents/Air and Marine Interdiction Agents/CBP Officers, IAW all constraints listed in Statement of Objectives, then that offeror will receive 1000 points.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with applicable standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk

71. Within Objective 4, will the contractor be responsible for performing background investigations, polygraph exams, and interviews themselves? If so, must they provide their own investigators and polygraphist, or will they be coordinating to utilize government personnel/resources to accomplish these phases of the hiring process?

standards established by OPM, the National Center for Credibility Assessment, the Office of the Director of National Intelligence, DHS, CBP and others as provided. CBP reserves the right to verify vendor capacity to perform these functions according to these standards and regulations.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with these standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk

72. For Objective 7 – System Interfaces, can the government provide a listing of all CBP information systems that the contractor will be required to interface and integrate with?

ANSWER: CBP employs the Human Resources Business Engine (HRBE), but also utilizes the following systems:

• USAJobs

• USAStaffing

• USA Hire

• eQIP OPM system

• Human Resources Business Engine (HRBE)

• NFC

• Current vendors systems (medical, fit, drug, background investigation)

Please note that any network or system connecting to the CBP network will require an Authority to networks and meets all standards for cybersecurity and protection. System to system connectivity cannot occur without the granting of the ATO.

73. The description of Objective 8 – Program Management featured in pg. 57 in the RFP indicates the government wants a senior liaison to work in collaboration with CBP. Will the government consider adding a point-granting Key Personnel requirement, including resume submission, for this objective?

COMMERCIAL ITEMS and Addendum to FAR 52.212-2 -- EVALUATION--COMMERCIAL ITEMS.

74. SOO Page 3; Objective 3 - Applicant Support/Care Please clarify how the Government will handle in-flight candidates when the offeror begins their hiring operations. For example, if a candidate has started an application, has started a background check, has been scheduled for a polygraph, etc., what is the requirement for the contractor to assume responsibility for recruiting and hiring these candidates?

ANSWER: This RFP will not include “inflight” candidates. Any applicants already in the suitability and eligibility process when a contractor assumes responsibility for hiring of identified candidates will continue in the background investigation process and polygraph process as originally scheduled and assigned. However, CBP is open to proposals and recommendations on this requirement.

75. SOO Page 3; Objective 3 - Applicant Support/Care Please specify what data from existing/legacy systems will be migrated into any new contractor-managed candidate management system?

ANSWER: CBP will determine what data, if any, should be migrated to a new contractor-managed database in order to meet this new requirement for hiring support based upon the recommendations set out in the successful offeror’s proposal.

76. SOO Page 3; Objective 3 - Applicant Support/Care Will the Government provide its specific requirements for background investigation exams, or is this at the discretion of the offeror? If Government-specified, please provide those specifications.

standards established by OPM, the National Center for Credibility Assessment, the Office of the Director of National Intelligence, DHS, CBP and others as provided. CBP reserves the right to verify vendor capacity to perform these functions according to these standards and regulations.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with these standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk

77. SOO Page 3; Objective 3 - Applicant Support/Care Will the Government provide its specific requirements for polygraph exams, or is this at the discretion of the offeror? If Government-specified, please provide those specifications.

standards established by OPM, the National Center for Credibility Assessment, the Office of the Director of National Intelligence, DHS, CBP and others as provided. CBP reserves the right to verify vendor capacity to perform these functions according to these standards and regulations.

CBP expects offerors to provide adequate evidence to show they can perform these tasks in accordance with these standards and regulations, as well as to demonstrate that performance of the tasks will not compromise the resources (personnel or contracted support) that are currently supporting CBP. As with contractor performance of any of the tasks, CBP will consider as high risk

78. SOO Page 3; Objective 3 - Applicant Support/Care Will the Government provide its specific requirements for medical exams, or is this at the discretion of the offeror? If Government-specified, please provide those specifications.

ANSWER: CBP requires certain information to be collected as part of the medical examination in order to determine an applicant’s medical qualification which includes a general physical exam and medical history interview. The specific information relied upon by CBP is subject to change based on the needs of the Agency, and CBP is open to recommendations regarding the specific medical information to be collected

79. SOO Page 3; Objective 4 - Applicant Intake and Applicant Processing Our understanding is that CBP operates its own hiring center(s). Please clarify that offeror will be the only hiring operation for CBP NFRC positions.

ANSWER: The successful offeror will be the only awardee to perform under this new requirement, intended to support surge hiring to meet the EO.

80. SOO Page 3; Objective 4 - Applicant Intake and Applicant Processing "If the answer to the previous question is that both the CBP's hiring center and the offeror's hiring center will be recruiting for CBP NFRC positions, this overlap could affect the applicant-to-hiring ratio, which is fundamental to the offeror's pricing model. Could the Government please provide the following information for pricing purposes:

1) The number of candidates the contractor may market, advertise, source, or recruit that would be subsequently processed, offered jobs, and/or hired by the CBP hiring center?

ANSWER: The Hiring Center will complete the basic qualification and eligibility determinations on all applicants no matter the recruitment source.

2) How the Government would compensate the contractor for our branding, marketing, and advertising costs for candidates hired by the CBP hiring center?

ANSWER: The contractor will be compensated in accordance with the line structure contained within the RFP.

3) The number of applications that would be initiated through the contractor hiring operation but completed by the CBP Hiring Center?

ANSWER: The CBP Hiring Center will complete the basic qualification and eligibility determinations on all applicants no matter the recruitment source.

4) How will CBP segment hiring activities at the CBP Hiring Center so that there is no overlap or competition between Government and contractor hiring efforts?

ANSWER: This requirement is focused on surge hiring so no overlap is expected.

81. SOO Page 3; Objective 4 - Applicant Intake and Applicant Processing If the answer above is that competition will occur, please specify the division of responsibilities between CBP's Hiring Center and the contractor. Examples: geographically (contractor recruits for southern border, Hiring Center for northern border), functional, job type, difficulty (contractor recruits for hard-to-fill positions, Hiring Center recruits for other positions)

ANSWER: The vendor will manage the applicants recruited by the vendor with the exception of the inherently governmental functions (i.e., qualification, final adjudication, etc.) which will be conducted by CBP. CBP will manage the entire applicant process for applicants not recruited by the vendor.

82. SOO Page 9 graphic For the AMO Hiring Process, the steps don't show an offer letter for the Air and Marine Interdiction Agent hiring process.