DHRA_Research_for_Security_Survey_and_Testing_PWS_-_DRAFT.docx.pdf

DRAFT PEFROMANCE WORK STATEMENT (PWS) FOR REQUEST FOR INFORMATION PURPOSES

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DHRA Research for Security, Surveys and Testing Performance Work Statement (PWS)

1.0 INTRODUCTION The Defense Manpower Data Center (DMDC) requires research support for Personnel and Security Research Center (PERSEREC), Defense Research, Surveys and Statistic Center and Defense Personnel Assessment Center (RSSC), Defense Personnel Assessment Center, and Defense Center of Integrative Research. These research and related activities involve development, assembly/distribution activities, analysis of data, trends, testing psychology as well as receiving/processing survey returns, data, test analysis and parameters provided by the DoD and other agencies. Data collection can be from spherical data, consolidated, individuals and any other format that data collection can happen in support of the DoD mission.

2.0 BACKGROUND DMDC is part of the Defense Human Resources Activity (DHRA), which is a Department of Defense (DoD) Field Activity. DMDC maintains the central and authoritative store of personnel, manpower, training, and security data for the DoD. The personnel data holdings, in particular, are broad in scope and date back to the early 1970’s, covering all uniformed services, all components of the total force (active, guard, reserve, and civilian), and all phases of the personnel life cycle (accessions through separation/retirement). The categories of data archived at DMDC represent significant data holdings and, in most cases, provide the only single source of common data on the uniformed services. These data support decision-making by the Office of the Under Secretary of Defense (Personnel and Readiness) (OUSD [P&R]), other OSD organizations, and a wide variety of customers both within and outside the DoD.

2.1 Research in personnel security, surveys and testing has been a cornerstone of Personnel and Readiness (P&R) for many years. Through the consolidation of PERSEREC by DMDC in 2013 the main research hub transitioned with the consolidation. Since 2000 in-depth research has been conducted, while establishing a baseline for critical data as all levels within the DoD. Currently we are conducting research in areas of personnel security, surveys and testing in direct support of the DoD worldwide. As the demographics change and the world changes it is much more prevalent to conduct varying degrees of research to ensure decision makes have firsthand knowledge in areas including, but not limited to, espionage, social media, cyber security, ASVAB Psychometric Analysis and surveys of various degrees.

3.0 SCOPE The contractor shall provide all personnel, management, equipment and materials necessary to perform the research services detailed within this PWS and subsequent task orders.

The purpose of this effort is to collect and tabulate data, to create documented databases that are ready for analysis, to analyze and evaluate data collection methods for recommendations on best practices and improvements, provide detailed research on various topics as requested by the DoD on personnel topics, and to provide email communications with the DoD community on topics related to DMDC related surveys, research and other military topics.

4.0 REQUIREMENTS The Contractor shall:

4.1 Personnel, Suitability, Security and Insider Threat Research:

4.1.1 Automated Checks and Emerging Social Indicators

4.1.1.1 The contractor shall research the relevance and value of automated data sources, social media information, and non-automated information sources for: (a) employment suitability and

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personnel security vetting; (b) continuing evaluation of personnel; and (c) informing health and wellness policies and procedures (e.g., suicide prevention). Specific requirements include: (a) evaluating new electronic records sources as well as other automated and non-automated sources of information; (b) developing, testing, and refining business rules and algorithms for identifying personnel security, safety, or suitability risk using electronic records and other information sources; (c) determining sources of social media and other information with the potential to reduce cost and improve the quality and efficiency of suitability and personnel security background investigations, continuous evaluation, counterintelligence, and efforts to mitigate threats to national security; (d) evaluating tools for authenticating social media and other information to ensure it pertains to personnel under investigation; (e) identifying contextual information that decision-makers need to evaluate social media and other data sources; and (f) identifying legal and privacy policies that govern the use of social media information and other electronic and non-automated data sources in security and personnel management.

4.1.2 Special Policy Initiatives

4.1.2.1 The contractor shall assist senior decision-makers by conducting quick-response research studies and analyses in support of policy formation and development of improved (e.g., cost effectiveness, timeliness and fairness) operating procedures. Specific requirements include: (a) analyzing gaps and developing recommendations for decision-makers; (b) evaluating program effectiveness and compliance with policy requirements; (c) conducting empirical assessments of targeted research questions bearing on personnel suitability, safety, security, and emerging threats; and (d) improving the assessment and management of mental health issues related to personnel reliability and security.

4.1.3 Security and Suitability Vetting

4.1.3.1 Provide research to improve suitability and personnel security vetting processes through development of standards, requirements, and processes to ensure quality, fair, and cost-effective vetting and adjudication as well as compliance with DoD policies and requirements. Specifically, requirements include: (a) developing quality standards for personnel security, suitability and HSPD-12 adjudication; (b) improving quality metrics and measurement for personnel security, suitability, and HSPD-12 adjudications; (c) expanding use of electronic screening of clean cases for adjudication; and (d) improving reciprocity of vetting, continuous evaluation, and adjudication processes and policies.

4.1.4 Security Management and Insider Threat Information

4.1.4.1 Provide research in this area to: (a) serve as an authoritative source of information (e.g., data, trends) on espionage, terrorism, workplace violence, and other insider threats; and (b) develop more effective, efficient, and fair systems, tools/training, and interventions to prevent, detect, and mitigate activities that may cause harm to national security. Specific requirements include: (a) conducting research and analysis on espionage, terrorism, workplace violence and other insider threat issues; (b) providing analytical and subject matter expert support for ongoing initiatives and perform consultative work; and (c) developing, maintaining, and periodically updating government websites and other tools used by government and private sector personnel with security clearances.

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4.1.5 Data Science/Predictive Analytics

4.1.5.1 Provide research in this area to apply: (a) analytical and subject matter expertise to support decision-makers and researchers concerned with personnel security and suitability policies, procedures, systems, practices, and databases; and

(b) advanced and big data analytics and artificial intelligence to human capital, security and cost issues. Specific requirements include: (a) developing and applying data science capabilities to make better use of existing DoD data in order to inform decisions that improve the productivity, capability, efficiency, health, safety, and security of personnel and organizations in DoD; and (b) expand DMDC analytic capabilities through enhancements in infrastructure, data and tools, modeling, forecasting and predictive analysis.

4.2 Survey Research

4.2.1 Provide research, survey, and/or statistical consultation, advice and support to DMDC and other OSD and Secretary of Defense stakeholders (e.g. Under Secretary of Defense for Personnel and Readiness, Defense Civilian Personnel Advisory Service (DCPAS), Sexual Assault Prevention and Response Office (SAPRO), Military Personnel Policy (MPP), and the Federal Voting Assistance Program (FVAP)).

4.2.2 Provide statistical support by designing complex, stratified samples, and weighting survey data to account for differential selection probabilities and response propensities, and post stratification. Use software (e.g., SUDAAN) to appropriately make variance estimates from complex sample designs. Use and modify STAR’s existing macros to perform appropriate statistical tests to determine whether differences in estimates across subgroups (e.g., Service) or time are statistically significant.

4.2.3 Support survey design, construction, and execution of survey studies using self-administered web-based and paper and pencil questionnaires, as well as local, nation-wide, or world-wide focus groups; world-wide computer-assisted telephone interviewing (CATI); nation-wide in-person interviewing protocols; and pretesting protocols including those requiring cognitive pretesting. This can include the analyses and reporting of existing and/or new data and/or survey methodologies.

4.2.4 Develop survey operation materials (Business Reply Cards, invitation letters, reminder correspondence etc.).

4.2.5 Assist in the design and development of specifications used in final products including tabulation of responses, briefings, management (executive) reports, overview reports, and survey notes. Provide technical reviews and editing of reports, presentations, and other documents.

4.2.6 Conduct longitudinal and trend analysis of quantitative private sector, government, and other quantitative data to obtain comparable estimates across demographic and other categories.

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4.2.7 Develop research hypotheses grounded in theory, theoretical and statistical models, as well as reporting standards to understand research topics.

4.2.8 Assist with preliminary and complex quantitative analyses of data including univariate and multivariate statistical analyses (e.g., logistic regression, path analysis), data mining, structural equation modeling (SEM) using SAS, trend tracking and analysis, experimental designs, and other statistical analysis package skills.

4.2.9 Assist with analysis of focus groups sessions by identifying major themes and ideas conveyed across the sessions. For each theme, include supporting comments from the focus group participants.

4.2.10 Develop coding schemes. Validate and document survey findings in tabulation volumes, trend reports and briefings, and management reports. Document datasets in codebooks.

4.2.11 Conduct quality assurance tasks related to survey operations. Quality assurance checks and data validation should include dataset/product/deliverable quality checks, inter-rater reliability for qualitative data, and frequency runs to verify sample and population characteristics.

4.3 Conduct Research and Psychometric analysis of tests, research and develop test items for ASVAB, research and develop test forms for tests and surveys, Administer Selection and Classification Tests and Non-cognitive Instruments, Research and evaluate characteristics of the armed forces, evaluate now methodologies, Conduct Analysis and Studies of Geographic and Demographic Data Files, provide IT support for research activities, Support Personnel Testing Division’s (PTD) CAT Lab, develop and evaluate recruiting initiatives, and Research other Selection and Classification and Accession Policy Issues

4.3.1 Conduct Research and Psychometric Analyses of Selection, Classification, and Proficiency Tests and Career Exploration Instruments

Design and conduct research studies to evaluate selection and classification issues. Perform analyses of cognitive and non-cognitive measures; conduct statistical modeling using Item Response Theory (IRT) methods, or other mathematical modeling techniques. Perform analyses of test and item scores and compute item level statistics. These analyses could include factor analyses of test scores, structural equation modeling, advanced applications of IRT, and other multivariate techniques.

4.3.2 Develop Test Items for the ASVAB

Subject Matter Experts and Item Writers/Editors will write and edit test items that cover all ASVAB content areas and content areas under consideration for inclusion in the ASVAB. Provide item development reference material and equipment as needed.

4.3.3 Develop Test Forms and Survey Instruments for use in Selection and Classification Tests and Surveys

Develop interest inventories, surveys, and other types of selection and classification instruments, as needed to evaluate testing program issues. As necessary, scan paper answer sheets and build

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analysis databases. Provide test development reference material and equipment as needed.

Conduct content and sensitivity reviews of test items in accordance with professional testing standards. Develop and revise test specifications and test development procedures.

4.3.4 Administer Selection and Classification Tests and Non-cognitive Instruments, such as

Interest Inventories and Evaluation Surveys

Set up test sites, either computer-based or paper-and-pencil, train test administrators, administer tests or surveys, and build the necessary analysis files. This includes obtaining Office of Management and Budget (OMB) and Human Subject Protection Program (HSPP) approvals, as necessary, scanning of paper answer sheets, processing of computer-based item level data, developing user guides, test administration instructions, and other training documents, and developing on-line training systems.

4.3.5 Evaluate Characteristics of the Armed Forces

Gather data, conduct analyses, and document results of evaluations of characteristics of the Armed Forces. This includes developing population representation reports, evaluating capabilities of the all-volunteer force, and evaluating other aspects of military force readiness.

4.3.6 Evaluate New Types of Selection and Classification Instruments and Methodologies

Develop new types of selection and classification instruments. Design and conduct studies to evaluate the new instruments and methodologies. Research will include both cognitive and non-cognitive measures. Methodologies will include unidimensional and multidimensional IRT and both adaptive and conventional testing.

4.3.7 Provide IT Support for Research Efforts

Provide programming and technical support for research projects that involve collecting computer-based testing data. Programming will include documentation of both computer-based conventional testing systems and computerized adaptive testing systems. Work also involves conducting analysis of software system performance and performing troubleshooting of software and hardware systems, providing general troubleshooting for issues that arise as part of the development and data collection efforts, conducting Quality Assurance (QA) software testing on the computer-based testing systems, and providing procedural documentation, including user’s guides, software installation procedures, and other such documents.

4.3.8 Conduct Analysis and Studies of Geographic and Demographic Data Files

Conduct analyses and studies of the DMDC data files containing geographic and demographic data.

The files include the Recruit Market Network and Relocations systems files and other data fields of military units and installations as well as if the civilian work force and other geopolitical entities.

4.3.9 Support Personnel Testing Division’s (PTD) CAT Lab

Provide programming and technical support for the CAT Lab operational activities. This involves developing and maintaining computer programs using C++, Java, and other such computer languages. Primary programming efforts will support the CAT-ASVAB and language testing delivery systems, both Windows versions and web-based versions. Programming must be performed in

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accordance with Government guidelines and security requirements. Programming will include documentation of both computer-based conventional testing systems and computerized adaptive testing systems. Programming includes development of web applications for the purpose of dissemination of official selection and classification information.

Other computer technical support includes providing system support to field testing locations, HQ USMEPCOM, and DLIFLC, in addition to the CAT Lab. This involves supporting maintenance of the certification and accreditation process, resolving equipment problems within the CAT Lab, procuring equipment to resolve CAT Lab problems, conducting analysis of software system performance and performing troubleshooting of software systems and equipment hardware, providing general troubleshooting for issues that arise for the ASVAB and language testing systems, including network troubleshooting. Technical support also includes providing Configuration Management (CM) procedures and conducting Quality Assurance (QA) software testing on computer-based testing systems, providing computer programs and utilities to support the operations of the CAT Lab and the field-testing locations, providing procedural documentation, including user’s guides, software installation procedures, and other such documents, and providing technical support for development of learning management systems focused on training test administrators.

4.3.10 Develop and Evaluate Recruiting-related Initiatives

Provide research and development on a wide variety of recruiting-related initiatives in the area of selection and classification of military applicants and personnel. Such efforts will include initiatives such as developing English skills in military applicants who appear to be otherwise qualified for military service, researching the use of calculators during ASVAB, researching retest score gains, researching using ASVAB as an alternative to DLAB for entrance into language training.

4.3.11 Research other Selection and Classification and Accession Policy Issues

Conduct research, development, and evaluation of contemporary manpower and personnel issues facing the United States. Evaluate and document the latest developments in strategic military Human Resources (HR) and the HR research community.

4.4 Transition

4.4.1 Provide a plan for transition in and out services to ensure minimum disruption to vital

Government business. This plan shall address how the Contractor will work with the incumbent, successor contractor and Government personnel to ensure that there will be no service degradation during and after the transition-in period. Transition period will be for 10 business days.

4.4.1.1 The Contractor shall assist in the transition of this contract to a successor contractor. The transition period shall consist of the final 90- 120 calendar days of the contract. On the last calendar day of the transition, the successor will assume all responsibilities. The following shall apply only to a transition wherein the contractor is not the recipient of the successor award:

4.4.1.2 The Contractor shall provide the successor with detailed briefings regarding the structure of the database tables and software required continuing maintenance and operation of systems developed under this contract.

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4.4.1.3 The Contractor shall transfer all project materials to the successor Contractor upon direction from the Contracting Officer and in a manner prescribed by the Government.

Transfer shall be completed by the expiration date of the contract and shall include provision by the incumbent Contractor of accurate and complete data files and pertinent documentation.

4.4.1.4 The Contractor shall transfer the source files and documentation for all software developed on this contract to the successor Contractor.

4.4.1.5 Transfer shall be completed by the expiration date of the contract and shall include provision by the incumbent Contractor of accurate and complete source files and documentation for all software developed.

4.4.1.6 For a contractor other than the incumbent provide a detailed plan and timetable for implementing the transition from the Current facility to the proposed facility. The Contractor shall be responsible for the physical move of all inventories. The move shall be accomplished prior to the effective date of the contract.

4.5 Participate in a Post-Award Conference. This meeting shall provide an introduction between the Contractor personnel and Government personnel who will be involved with the contract. The meeting shall provide the opportunity to discuss technical, management and security issues. The Post Award Conference will aid both the Government and Contractor in achieving a clear and mutual understanding of all requirements, and identify and resolve any potential issues. The Contractor shall be prepared to discuss any items requiring clarification and gather information as necessary to support each deliverable. The Contractor shall provide a written summary of the Post- Award Conference.

5.0 DELIVERABLES: In addition to the following deliverables, each task order will identify additional required deliverable for each order awarded.

Deliverable PWS Ref. Delivery Date

Transition Plan 4.4 90 days prior to contract end date

Monthly Status Report Third Business Day of Each Month

Facility Clearance 8.8 Three days after contract award

6.0 CONTRACTOR MANPOWER REPORTING:

The contractor shall report ALL contractor labor hours (including subcontractor labor hours) required for performance of services provided under this contract for the Name of your component/office via a secure data collection site. The contractor is required to completely fill in all required data fields using the following web address: http://www.ecmra.mil/. Reporting inputs will be for the labor executed during the period of performance during each Government fiscal year (FY), which runs October 1 through September 30. While inputs may be reported any time during http://www.ecmra.mil/

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the FY, all data shall be reported no later than October 31 of each calendar year. Contractors may direct questions to the help desk at help desk at: http://www.ecmra.mil

7.0 CONTRACTOR TRAVEL

Contractor costs for Government authorized travel are included in this contract. All travel shall be in accordance with FAR 31.205-46 and applicable travel regulations (Joint, Federal or Standardized). Contractor payment claims shall include applicable documentation to support actual costs incurred (e.g. airfare and hotel/lodging receipts) as well as any receipts valued at or above $75.00. Failure to provide appropriate documentation may result in loss of reimbursement of travel expenses. Each task order will identify required travel.

8.0 SECURITY

8.1 Perform offsite work with Personally Identifiable Information (PII) only on systems that meet Department of Defense Information Assurance Certification and Accreditation Process (DIACAP) requirements and will be updated on an on-going basis to continue to meet DIACAP requirements. Systems must have and maintain an Authority to Operate (ATO) or if acceptable to the government, an Interim Authority to Operate (IATO).

8.2 Contractor and all Contractor personnel with access to or responsibility for nonpublic Government data under this contract shall comply with DoD Directive 8500.1 Information Assurance (IA), DoD Instruction 8500.2 Information Assurance (IA) Implementation, DoD Directive

5400.11 DoD Privacy Program, DoD 6025.18-R DoD Health Information Privacy Regulation, DoD 5200.2-R Personnel Security Program, and Homeland Security Presidential Directive (HSPD) 12.

8.3 Contractor shall establish appropriate administrative, technical, and physical safeguards to protect any and all nonpublic Government data to ensure the confidentiality, integrity, and availability of government data.

8.4 Contractor systems and information networks that receive, transmit, store, or process nonpublic government data must be accredited according to DoD I 8510.01 DoD Information Assurance Certification and Accreditation Process (DIACAP) and comply with annual Federal Information Security Management Act (FISMA) security control testing. All systems subject to DIACAP must present evidence of Certification and Accreditation (C&A) testing in the form System Identification Profile (SIP), DIACAP Implementation Plan (DIP), DIACAP Scorecard and Plan of Action and Milestones (POA&M). Evidence of FISMA compliance must be presented in the form of a POA&M. The Contractor will be responsible for the cost of IA C&A and FISMA testing required for any Contractor owned and operated network, facility and/or application processing DoD information.

8.5 Contractor personnel with access to or responsibility for nonpublic Government data under this contract must comply with HSPD-12 Personal Identity Verification (PIV) issuance requirements, known as the Common Access Card (CAC) for DMDC and must:

8.5.1 Be CAC or PIV ready prior to reporting for work. At minimum all Contractor personnel must obtain/maintain a favorable FBI National Criminal History Check (fingerprint check), two forms of identity proofed identification (I-9 document), and submit a National Agency Check and Law Credit (NACLAC) vetting package for processing.

http://www.ecmra.mil/

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8.5.2 Be citizens of the United States.

8.5.3 Maintain favorable FBI National Criminal History checks and ensure completion and successful adjudication of a NACLAC as required for Federal employment.

8.6 If at any time, any Contractor person requiring a CAC is unable to obtain/maintain an adjudicated NACLAC, the Contractor shall immediately notify the DMDC Information Systems Security Group (DISSG) remove such person from work under this contract.

8.7 The Contractor shall report immediately to the DMDC CIO / Privacy Office and secondly to the COR discovery of any Privacy breach.

8.8 Personnel in section 4.1 shall be required to have and maintain an IT-1 clearance on day of award, all others shall have IT-2 unless otherwise defined in the individual task order. Facility clearance shall be submitted to the COR within 3 days of contract award.

9.0 GOVERNMENT FURNISHED PROPERTY/EQUIPMENT/INFORMATION (GFP/GFE/GFI)

When the Government will provide property, equipment or information, use this paragraph to briefly describe what will be provided, e.g. computers, desks, data, etc.

10.0 QUALITY CONTROL Use standard paragraph below

The contractor shall implement and maintain a Quality Control Plan (QCP) to ensure work performed conforms to the scope of work and meets the requirements under this PWS. The QCP shall, at a minimum provide a method for performing inspections; identifying, correcting and preventing problems/defective service; addressing customer complaints, and improving the quality of services over the life of the contract.

11.0 QUALITY ASSURANCE Use standard paragraphs below.

11.1. The Government reserves the right to perform inspections and surveillance to evaluate the Contractor’s compliance to the contract terms and performance of the requirements in the PWS.

The Government will make every effort to ensure that the surveillance methods described below are conducted in an objective, fair, and consistent manner.

11.1.1. Periodic Surveillance. This action occurs when the COR or other Government official observes a deficiency. Examples include evidence from accidents, incidents, or delays. Regardless of where in the line-of-duty the COR observes contractual procedures not being followed, he/she has an obligation to document and report the deficiency to the Contracting Officer.

11.1.2. Customer Complaint Surveillance. This action is instituted when the COR receives a complaint from a stakeholder regarding contractor service. The COR will obtain the complaint in writing and then conduct an investigation to determine its validity. If the complaint is deemed valid, the COR will immediately notify the contracting Officer for action. The COR will notify both the Contract Manager and the complainant of the Government’s response to their complaint.

11.2. Contract Discrepancy Report (CDR). In the event of unsatisfactory contractor performance, the COR or CO will issue a CDR that will explain the circumstances and findings concerning the incomplete or unsatisfactory service. The contractor shall acknowledge receipt of the CDR and respond in writing as to how he/she shall correct the unacceptable performance and avoid a

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recurrence. The Government will review the contractor's corrective action response to determine acceptability and will use any completed CDR as part of an overall evaluation of Contractor performance when determining present or future contractual actions.

11.3. The table associated with each task order will identify the Critical Performance Elements and the respective Performance Standards and Acceptable Quality Levels (AQLs) which the Government will use to determine contractor performance.

12.0 ORGANIZATIONAL CONFLICTS OF INTEREST

The Contractor acknowledges that it is familiar with FAR Subpart 9.5, Organizational and Consultant Conflicts of Interest, and agrees to avoid, neutralize or mitigate such conflicts of interest in accordance with the principles set forth in the FAR. If the performance requires the Contractor (to include subcontractors) to supply technical support related to systems or projects with which the Contractor is already directly concerned, either by prime or subcontract, the Contractor shall immediately inform the Contracting Officer. The PWS may be withdrawn if a conflict is found. The Contractor shall not undertake performance of any PWS requirements which requires it to supply technical support regarding such systems until the notice is given, and written consent to proceed is issued by the Contracting Officer.

13.0 APPLICABLE DOCUMENTS

Document Web link

DoDI 8500.2, Information Assurance (IA)

Implementation http://www.dtic.mil/whs/directives/corres/pdf/8500

02p.pdf

DoDI 8510.01, DoD Information Assurance Certification and Accreditation Process

(DIACAP),

http://www.dtic.mil/whs/directives/corres/pdf/8510

01p.pdf http://www.dtic.mil/whs/directives/corres/pdf/850002p.pdf http://www.dtic.mil/whs/directives/corres/pdf/850002p.pdf http://www.dtic.mil/whs/directives/corres/pdf/851001p.pdf http://www.dtic.mil/whs/directives/corres/pdf/851001p.pdf