Section_M_Evaluation_Factor_for_Award.pdf

Federal Law Enforcement Training Centers Charleston SC HSFLCS-l6-R-00001 required effmt.

Satisfactory (S): Satisfactory performance record, work of similar size, scope and complexity.

Little doubt exists that the Offeror will successfully perform the required effmt.

Neutral (N): No perfmmance records identifiable. (See FAR 15.305(a)(2)(iii) and (iv)).

Marginal (M): Some satisfactory and/or less performance record; and/or work not of similar size, scope or complexity. Substantial doubt exists that the Offeror will successfully perform the required effort.

Unsatisfactory (U): Examples have a less than satisfactmy performance record; and/or work not of similar size, scope or complexity. Extreme doubt exists that the Offeror will successfully perform the required effort.

M.7 EVALUATION FACTORS

(a) TECHNICAL FACTORS: The following criteria will be evaluated as patt of the technical evaluation for this solicitation:

Factor 1: Management Plan & Method of Operation: Offerors shall clearly demonstrate their understanding of the scope of work by addressing key aspects of the Performance Work Statement (PWS). A

MERE REITERATION OF THE SOLICITATION REQUIREMENTS IS NOT ACCEPTABLE. The plan shall include and address, but is not limited to, the following:

• The Offeror's methodology and approach for managing and performing the requirements specified in Section C in sufficient detail for an evaluation to be made.

• The company's understanding of the scope of work by illustrating their proposed allocation of resources.

• How the Offeror will adhere to contract schedules, responsiveness to technical direction, and procedures to maintain coordination with Government personnel to assure maximum effectiveness and minimum interference with Agency operations.

• Proposed subcontractors, vehicles, facilities, equipment, and supplies. Describe how facilities, equipment, and supplies will be maintained and how they will be replaced.

• An organizational chatt reflecting staffing numbers at lowest level.

• Lines of authority, supervision, and accountability of overall management, administration, and supervision to perform this service.

• Management, control, and distribution of personnel, such as (i) the potential sources of personnel and how these employees will be provided in a timely fashion; (ii) the procedures that will ensure that personnel are available for work; and (iii) identify the number of contract personnel by labor category to include managers.

• Management of all subcontractors.

• Phase-In/Orientation and Contingency Plans, to include time schedule for all key events and responsibilities. Identify'all corporate management personnel and any other personnel committed to assist in the phase-in process.

• Phase-Out Plan detailing outgoing contractor key events and responsibilities.

• Proposed training plan and procedures for both supervisory and non-supervismy personnel.

• Record keeping and reporting procedures.

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