JAMRS_2025Market_ResearchPWS_Review_v2_20240522.pdf

12 Ver: April 2024

Performance Work Statement (PWS) Office of People Analytics, Joint Advertising, Market Research and

Studies Survey Services and Market Research

1.0 INTRODUCTION

The Office of People Analytics (OPA) through its Joint Advertising, Market Research and Studies program (JAMRS) requires a Contractor to perform knowledge based Survey Services as well as Market Research and Analysis. The work requires extensive knowledge and proven expertise in career decision-making, consumer decision-making, and marketing effectiveness theories and involves multi-method personnel research, survey planning, design and development, conducting and administering surveys, analysis of quantitative and qualitative survey data within the context of the Military recruiting and personnel life-cycle environment, multi-source data integration, utilizing traditional and modern advanced analytics to include data science, production of research reports, segmentation, identifying target markets, fulfilling military service specific ad-hoc recruiting and personnel research requests, and consultation from subject matter experts in career decision making and career related behaviors in the Military context.

2.0 BACKGROUND

The Defense Human Resource Activity’s (DHRA) JAMRS program is an official Department of Defense (DoD) program within the Office of People Analytics missioned to conduct joint-level market research and studies as well as joint market communications. Its mission is to measure and help broaden people's understanding of military service as a career option, and its programs help bolster the effectiveness of all the Services' recruiting and retention efforts. Further, as a component of OPA, JAMRS often examines recruiting related data within the life-cycle of military personnel experiences and outcomes. Thus, while JAMRS core function is to conduct market research and recruiting studies in order to provide vital intelligence to recruiting professionals across all branches of the Military and agencies of DoD, JAMRS is also now equipped to examine how recruiting related experiences, career and service expectations pre-accession attitudes, motivations and future plans relate to outcomes later in the personnel life-cycle. Together, this suite of information allows the Services and the Department to conduct informed advertising and outreach planning, react to recruiting market shifts, improve recruiting strategies, allocate recruiting resources more efficiently, and make informed personnel policy decisions with respect to a wider array of personnel and readiness outcomes.

These efforts require analysis and synthesis from personnel with proven expertise in the decision-making and marketing sciences including, but not limited to; organizational psychology, sociology, qualitative and quantitative human research methods, psychometrics, marketing and psychographic analyses using advanced statistical techniques. In addition, personnel working with JAMRS must have a strong understanding of military recruiting in order to provide meaningful and actionable information to the organizations within DoD. Furthermore, a significant number of personnel with these skills are necessary to both meet contract deliverable requirements and provide analytic support for on-going ad hoc requests with often short response requirements for the variety of projects and requests JAMRS and OPA expect to complete in a given year.

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3.0 SCOPE

The Contractor shall provide all personnel, management, equipment, materials, training, stakeholder coordination and other items necessary to perform survey services as well as market research and analysis that supports JAMRS’ military recruiting research efforts and military communication evaluations and general analytic support to support the diverse and varying deliverables JAMRS provides.

4.0 REQUIREMENTS The Contractor shall:

4.1 Career Decision-Making Research: Develop research hypotheses and assist in designing quantitative and qualitative studies grounded in Industrial/Organizational Psychology, and career decision-making theory, theoretical and statistical models, as well as reporting standards to understand factors that influence the decision to join the Military and examine how recruiting related experiences, drivers, and barriers relate to attitudes, experiences, and outcomes later in the personnel life-cycle.

4.1.1 Provide a continuous assessment of those factors that predict propensity to join the military and other factors impacting consideration to join the Military (future plans, consideration for joining the Military, military related knowledge, military favorability, engagement in pre-enlistment behaviors and perceptions of the economy, etc.) but will also allow flexibility for new questions and diverse content areas that can be tracked year over year. The model should have a focus on career decision-making theory relating to key drivers of youth and influencer attitudes, behaviors and enlistment decision processes. The questionnaires shall incorporate topics and/or items from previous years’ surveys, input from stakeholders, and important constructs identified by JAMRS or through relevant literature.

4.1.2 Using a population frame provided by JAMRS, draw samples of nationally, demographically and geographically representative respondents and conduct mail surveys of youth between the ages of 16-24. The sampling and survey administration methodology shall ensure continued trend lines dating back to the early 1980s on critical metrics like interest (i.e., propensity) to serve in the Military. The sample shall be large enough using stratified sampling techniques so that the data will be weighted to the national population and provide meaningful subgroup estimates with a reasonable standard error estimates.

Specifically, the margin of error should be similar to the average margin of error from the previous two waves and the sample size shall be sufficiently large enough to provide meaningful estimates for race/ethnicity by gender splits per administration and state level estimates on an annual basis. Data weights shall be developed for monthly data sets and reporting, module datasets and reporting and an annual dataset and report.

4.1.3 Provide continuous assessment of the impact of recruiting incentives, recruiting programs and policies, compensation and benefits, recruiter interactions, Military Entry Processing Station (MEPS) processing, role of influencers, information sources, outreach/advertising messages and any other factors of interest to JAMRS on actual enlistment decisions. The findings

14 Ver: April 2024 function as an ongoing and continuous census to gauge the effectiveness of programs and practices using immediate feedback from non-prior service enlisted new recruits after taking their oath of service at all 65 MEPS.

4.1.4 Periodically, conduct a nationally and demographically representative survey among college-bound, college-enrolled, and recent college graduate youth.

Specifically, experiences surrounding the college and career decision-making process; knowledge, perceptions, and interest in military officer programs; and background information will be collected with the goal of informing and improving recruiting strategies for military officer training programs. In total, the sample shall include a minimum of 3,000 college market youth

4.1.5 Periodically, conduct a nationally and demographically representative study of enlisted and officers in the Individual Ready Reserve (IRR), to assess the state of the prior service market by tracking those factors impacting propensity to re-enter active duty and/or join the Reserve/Guard components. The survey should include items regarding propensity, knowledge/awareness of benefits of joining the Reserve and Guard, and reasons why and why not to reenlist, advertising awareness, reactions to current events and other factors of interest to JAMRS. Many of these items should be based on items used in previous surveys of prior service members that will be provided by the Government.

4.1.6 Explore, evaluate, and analyze current Defense People Analytics Center (DPAC and Office of People Analytics (OPA) and JAMRS databases within the context of the Military recruiting and personnel life-cycle environment to identify relationships between pre-service entry and in-service variables to determine in-service performance and post-joining outcomes.

4.2 Consumer Decision Making Research: Develop quantitative or qualitative assessment to assist the JAMRS program in understanding psychological factors impacting the consumer decision making process. Provide data-based findings and recommendations in JAMRS deliverables that highlight ways in which the military can move prospects and their influencers along the consumer decision making process.

4.3 Services to assess Marketing Effectiveness: Conduct advertising evaluation and performance tracking of three defined nationally and demographically representative target audience segments (Active Duty Youth Prospects aged 16-24;

Reserve/Guard Prospects aged 17-35 and Influencers of youth 12 to 24 years of age) gathering daily Joint and Service- specific advertising performance data to continue trend lines on: ad recall, imagery, general brand awareness, advertising awareness (by medium), advertising impact, perceptions of the Military, interest in the Military, likelihood to recommend military service to youth, media usage, and other areas of key interest to JAMRS. The sample shall be national, probability based, random and large enough to conduct data splits for subgroups of interest (race/ethnicity, gender; for influencers the sample must be large enough to provide estimates by moms, dads and grandparents at a minimum.) and provide meaningful standard error estimates. The samples shall be weighted to the national population

15 Ver: April 2024 and weighted on demographic variables such as race, age, gender, education and region.

4.3.1 Perform research on emerging technology trends that are being used by youth to determine how to incorporate into military recruiting outreach strategies (e.g., social media, smartphone apps).

4.3.2 Perform research and continued assessment to define what the Military brand means to youth, understand how the Military brand measures up to youth’s long-term career ambitions and life values, and based on this knowledge develop a youth campaign that aligns the Military’s brand in a position where it can rival other considerations youth are considering when thinking about their long-term career ambitions and life values. A key aspect of this work will be expertise in brand research, brand marketing and brand health assessment.

4.4 Public Opinion Polling: Provide quick pulse assessments and analysis through public opinion polling to assess the potential impact of current events on adults’ likelihood to recommend or support military service as an option to youth. For quick pulse assessments, data shall be fielded and analyzed within one month.

4.5 Market Segmentation and Geographic Analysis: Perform market segmentation using commercially available segmentation classifications or custom/in- house segmentation to cluster military recruits into segments based on the characteristics of their households such as socioeconomic status, past military accession behaviors, market conditions life stage, and location. The segmentation classification must be tied to or able to link to geographic areas down to the ZIP code level. The goal of this segmentation is to identify segments that are more or less likely to join the military, assist in developing marketing strategies for different segments, identify potential new markets, and provide customizable reports for locations of interest to the Services.

4.6 Population Surveying Support Services: Provide research design and methodology, survey development, sampling and weighting plans, data processing, analysis and results presentation of mail or online surveys of markets of interest: general youth market, officer prospect market (i.e., college-bound, college enrolled, and recent college graduates), new recruits/applicants, recruiters, prior service members, hard to recruit markets (e.g., cyber, physicians) and adult influencers of youth. Sampling plan will be designed to meet the stated response rate objective as determined by JAMRS.

4.6.1 Develop survey materials (surveys, Business Reply Cards, invitation letters, etc.).

4.6.2 Develop recommendations on the most effective and efficient mode of data collection given each project’s goals and resources.

4.6.3 Administer and implement approved data collection plans.

4.6.4 Provide timely helpdesk resources for respondents of surveys.

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4.6.5 Develop complex sampling and weighting methodologies that allow for the optimal combination of accuracy, precision and cost in order to be representative demographically and geographically for the populations of interest.

4.6.6 Provide high-quality (e.g., free from data-entry error; respondent error resolved;

clear variable and value labels) datasets and topline reports.

4.6.7 Develop reports, briefings and articles on the findings, as well as technical reports on methodologies and analyses.

4.7 Services for Market Research Methodology and Analyses: Design and execute custom quantitative and qualitative research, including meta-analyses, data mining, data modeling, trend tracking and analyses, experimental designs and tests of marketing initiatives, and emerging personnel research methods beyond surveys to include: web-scraping, and data-mining.

4.7.1 Design and execute custom qualitative research, including focus groups, in-person interviews, copy-testing, cognitive interviews and other methods as applicable.

4.7.2 Assess the usefulness of previous market research results and external research efforts and make recommendations for improvement.

4.7.3 Conduct comprehensive analyses on subgroups important to JAMRS (e.g., under-represented racial/ethnic groups, females, youth eligible to enlist without a waiver,) and implement appropriate statistical modeling approaches.

4.7.4 Provide ad hoc data analyses regarding the conditions and factors impacting military recruiting and outreach efforts as requested by JAMRS and the Services.

4.8 Military Eligibility Research Services: Provide youth’s self-reported assessments and conduct analyses on eligibility factors impacting youth’s ability to serve in the Military.

4.9 Recruiter Quality of Life Research: Periodically, conduct a large-scale survey examining military recruiters’ quality of life, mental health, and productivity and the issues that affect their ability to achieve mission goals in order to gain insights on factors that may alleviate work-life balance stressors as well as improve work satisfaction and productivity.

4.10 Customer Satisfaction Assessment: Conduct a customer satisfaction survey of the

JAMRS program and deliverables with input from points of contact at each of the Military Service Recruiting Commands and elsewhere within DoD. These evaluations would determine if the JAMRS Market Research and Communications programs are meeting stakeholders’ needs as well as identify areas for improvement.

4.11 Comparable Market Assessment: Military Conduct longitudinal and trend analysis of quantitative private sector, government, publicly available and other

17 Ver: April 2024 quantitative data to obtain comparable estimates across demographic and other categories important to military recruiting.

4.12 Military Market Research Subject Matter Expertise Communications: Provide experience-based recommendations and research direction as requested on other studies being conducted by, or on behalf of, the JAMRS program.

4.12.1 Provide data-based findings and recommendations to assist the JAMRS program’s advertising agency in the development and implementation of the Department’s communication strategy.

4.12.2 Provide continuing assessment of the validity and appropriateness of military recruiting and advertising research to include routine evaluation across all JAMRS research efforts to eliminate redundancies, identify gaps in potential market insights, strengthen study objective attainment and maximize collaboration across all project areas.

4.12.3 Work with JAMRS to maintain and improve coordination with the Services regarding all research efforts to improve communication about JAMRS research efforts and convey research details to the Services in an impactful manner to both technical and non-technical audiences.

4.12.4 Provide expertise and evidence-based advice on the Department’s, and each of the Services’, efforts to improve recruiting operations, outreach efforts and other military manpower issues.

4.12.5 Provide recommendations to the Government based on expert knowledge and experience regarding the use of various publicly available datasets (e.g., Decennial Census, American Community Survey, Current Population Survey, Bureau of Labor Statistics, CDC NHANES) for research and reporting metrics at various levels of geography (e.g., ZIP code, county, state, nation).

4.12.6 Develop and deliver training to JAMRS, DoD or affiliated staff on research and specific tools such as Claritas Segmentation tools, Precision Code, and research fundamentals to facilitate military recruiting.

4.13 Market Research Reporting Services: Provide technical reviews, editing and graphical design of reports, presentations, and other documents. JAMRS deliverables typically technical reports, datasets, topline reports, module briefings, monthly snapshots and executive notes.

4.13.1 Develop concise white papers, executive notes and infographics for dissemination via the Internet. The white papers (5 -10 pages), executive notes (1-4 pages) and infographics (1-2 pages) shall synthesize JAMRS research on specific topics to provide relevant, and readable information. Specifically, these papers are expected to be concise, polished, contain easy to interpret graphics, and be written for key DoD constituents who may not possess a scientific

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4.13.2 Create and deliver customized briefings of JAMRS research tailored to specific audiences including JAMRS’ and Military services’ advertising agencies, individual military branches, DoD or other Government researchers, and academic and/or professional organizations in the Washington DC metropolitan area as well as in other domestic locations such as the Memphis, TN, Louisville, KY, and San Antonio, TX, metropolitan areas.

4.14 Provide the following assistance with performing updates to the JAMRS internal website:

4.14.1 Prepare and provide for posting to the JAMRS’ internal stakeholder website additional JAMRS content for periodic updates and additions to the site.

4.14.2 Write technically accurate copy appropriate for a largely non-technical audience for periodic market research updates created for the website.

4.14.3 Write technically accurate copy appropriate for a largely non-technical audience describing new market research products posted to the site.

4.14.4 Storage and processing of the JAMRS Survey data (i.e., population frame of contact information for 16 to 24 year olds) must be done within an information system that has been assessed and authorized in accordance with Department of Defense (DOD) applicable regulations and DFARS clauses.

4.15 Project Management Services: Provide program support services by daily facilitating multiple, concurrent research studies, briefing requests, and short-fuse information and briefing requests from all eleven military components as well as Department of Defense leadership in both policy and operations. Support services include expertise on research-related issues, data management, analysis and interpretation, modeling, briefing creation and delivery, and consultation on policy and management of projects performed by and for the JAMRS Program.

4.15.1 Provide project management, to include kick-off meetings and summaries, verbal or written weekly progress updates of all task orders, monthly timeline and financial updates, participation in stakeholder meetings when requested, and at least bi-annual research recommendations for future JAMRS efforts.

4.15.2 Ensure all applicable projects undergo the required DoD Human Research Protection Program (HRPP) review for adherence to applicable regulations.

When applicable, ensure all personnel involved with the study are up to date on “protection of human subjects in research” training per the DoD Minimum Education Requirements Framework (MERF). Provide JAMRS personnel with a complete project package that includes all necessary information and documentation to be submitted to the appropriate, designated DOD HRPP reviewer for a determination.

4.15.3 Include the DHRA Component Records Management Officer in the design and development of the system to support integration of federal record lifecycle

19 Ver: April 2024 management and recording keeping requirements in accordance with Federal Records Act (44 U.S.C., Chapter 31), DoD instruction 5015.0 and Administrative Instruction 15.

4.15.4 Provide coordination for obtaining DHRA Privacy Office review, provide drafts and coordination for creating or revising System of Records Notices, Privacy Impact Assessments, and Social Security Number Justifications when required.

4.16 Provide Transition of Contract Services: Provide a plan for transition in services to ensure minimum disruption to vital Government business. This plan shall address how the Contractor will work with the incumbent and/or successor contractor and Government personnel to ensure that there will be no service degradation during and after the transition-in period (initial ninety (90) day period after date of contract award) and during the transition-out period (ninety (90) day period prior to date of contract expiration).

4.17 Contractor Personnel: Provide a highly professional research management team with proven experience in a) military recruiting, advertising, and manpower strategies and policies, and b) advanced complex analytic techniques in the field of military personnel planning. All team members must be skilled in implementing diverse and complex market research program. The team shall include at least four subject matter experts in programs similar in scope and content to the OPA/JAMRS program. Contractor personnel shall have: extensive expertise in psychometrics and research methods, career and consumer decision making, and marketing effectiveness theory expertise.

4.17.1 Expert knowledge of military recruiting research in order to provide informed counsel and Service-specific military recruiting recommendations.

4.17.2 Expert knowledge of quantitative and qualitative theory-based research design.

4.17.3 Expert knowledge in survey methodology for large scale efforts including complex sampling and weighting procedures.

4.17.4 Expertise in basic (e.g., calculating proportions and statistical differences) and advanced statistical analyses (e.g., logit modeling, structural equation modeling, data reduction techniques) using psychographic data.

4.17.5 Expertise in emerging personnel research methods beyond surveys to include:

web- scraping, and data-mining.

Expertise in best practices of public opinion polling and techniques to improve response rates for publicly fielding surveys.

4.18 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

20 Ver: April 2024 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

Deliverables will vary and will be specified under individual task orders. Following is a listing of the types of work products/deliverables that the Contractor may be required to provide in performance of the PWS under resulting task orders: short white papers, technical reports, modeling reports, analysis plans, topline briefings, topline reports, results briefings, infographics, cleaned datasets, case studies, manuscripts suitable for publication, monthly status reports, etc. One or several may be required under any given task order. These activities are either currently part of OPA/JAMRS existing survey and market research programs or are judged to be core programs or desirable elements in new programs. In all cases, the Contractor shall have the capability to provide adequately for their creation, execution, continuation, evolution and/or addition under this new contract. All are subject to Government approval.

Deliverabl

PWS

Delivery Date

Post award conference 4.18 Not Later than (NLT) 5 days after contract award

Project Management Plan 4.17 NLT 30 days after contract

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 OPA/JAMRS 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 the FY, all data shall be reported no later than October 31 of each calendar year, unless a later date is otherwise authorized by the Office of the Under Secretary of Defense (Personnel and Readiness). Contractors may direct questions to the help desk at help desk at:

http://www.ecmra.mil

7.0 CONTRACTOR TRAVEL

Travel is included in this contract and shall be specified by task order. Travel will include but not be limited to: meetings, briefings, conferences, photography/videography shoots, interviews, focus groups and other research. 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.

http://www.ecmra.mil/ http://www.ecmra.mil/

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8.0 SECURITY

8.1 Personnel Security. Overarching security requirements are UNCLASSIFIED. Contractor and subcontractor personnel require unclassified access to DoD network(s), Information Technology (IT) systems, and Government Furnished Equipment (GFE). Contractor and subcontractor personnel must obtain, DoD credentials, (also known as the Common Access Card (CAC)) for physical and logical access to federally controlled facilities and DoD Information Systems (IS) containing Personally Identifiable Information (PII) or Controlled Unclassified Information (CUI).

8.1.1 All Contractor personnel assigned to this contract are required to obtain and maintain the appropriate background investigation (BI) and adjudication or suitability determination in accordance with DODI 5200.02-DoD Personnel Security Program (PSP).

8.1.2 The contractor/subcontractor personnel on this contract will be designated performing in Noncritical-Sensitive positions for Unclassified access in accordance with Defense Counterintelligence and Security Agency (DCSA) and the Office of Personnel Management (OPM) investigative alignment, and DoDI 5200.02, DoDM 5200.02 and 32 C.F.R. Part 117.

8.1.3 No employee may perform under this contract or have access to information or systems under this contract until they have completed a Tier 3 (T3) or higher background investigation (BI) that meets the requirement or be in the process of a Personnel Security Investigation (PSI) with a minimum of interim eligibility.

8.3 Staffing. The personnel supporting this contract who require a DHRA sponsored CAC, access to DoD network(s), DoD information systems with CUI/PII data, or DoD IT/Information Systems must be Citizens of the United States. The citizenship requirement also applies to personnel assigned or working on the contract at any remote sites.

8.4 Onboarding. Prior to requesting access to DHRA sponsored resources (e.g., DoD credential(s), Network(s), IT systems, Information Systems (IS) or facility), the contractor must provide an official request via DHRA’s onboarding system(s)/encrypted email/DoD SAFE accompanied by a complete Defense Logistics Agency Headquarters (DLAH) Form 1728 - Request for HQC Contractor Badge and/or Information Technology (IT) Access. The DHRA Security and the Defense Logistics Agency (DLA) Personnel Security (PERSEC) will validate the contractor meet the requirement.

8.5 Listing of Employees & Clearance Documentation. The Contractor shall maintain a current listing of employees. Within 10 calendar days of contract award, the Contractor shall provide the COR a list of all company employees assigned to this effort. The employee list should include the following information: Contract number, employee information (full legal names), DHRA center/office, location of performance, clearance level needed IT access level needed (privilege, authorize or other). The list shall be validated by the company and DHRA Personnel Security (PERSEC). The Contractor shall provide the COR with an updated listing when any employee’s status or information changes.

8.6 Access to Sensitive Information. To the extent that the work under this contract requires the Contractor to have access to DoD sensitive information the Contractor shall after receipt thereof, 22 Ver: April 2024 treat such information as confidential and safeguard such information from unauthorized use and disclosure. The Contractor shall not appropriate such information for its own use or disclose such information to third parties unless specifically authorized by the Government in writing.

8.6.1 The Contractor shall allow access only to those employees who need the sensitive information to perform services under this contract and who have acknowledged that sensitive information shall be used solely for the purpose of performing services under this contract. The Contractor shall prevent its employees from discussing, divulging, or disclosing any such information to any person or entity except those persons within the Contractor’s organization directly performing the contract.

8.7 Information Technology (IT) Level Investigation Requirements. The contractor/subcontractor personnel supporting this contract will require Authorize and Other, Low Risk IT access to DHRA IT & Information.

8.7.1 Contractor personnel, who perform work on sensitive networks, IT systems or applications, must possess and maintain the appropriate investigation and adjudication determination. The Contractor shall assure that individuals assigned to the contract undergo the respective BI and have obtained the proper eligibility, based on job function or tasks performed, before performing any work or accessing any systems or information under the contract.

8.7.2 IT-Level position category designation does not imply or convey authorization to access classified information.

8.7.3 The IT Level will determine the access level needed to perform work on the DoD IT Systems/Networks. The IT access level is designated based on the IT system/network requirements according to the DoD Cyber, Security Technical Implementation Guides (STIGs) https://public.cyber.mil/stigs/.

8.7.4 It is the responsibility of the contractor to ensure the employees meet the appropriate Tier investigation prior to requesting IT access.

8.7.5 Authorize – Moderate Risk: All personnel in positions in which the individual is responsible for the-direction, planning, design, operation, or maintenance of a computer system, and whose work is technically reviewed by a higher authority of the Privilege to ensure the integrity of the system. All personnel identified in one or more of these job functions must complete a Tier 3 (T3) or Tier 3 Reinvestigation (T3R), an equivalent or higher BI to meet the Noncritical-Sensitive role.

Roles may include, but are not limited to:

• Access to and/or processing of proprietary data, information requiring protection under the Privacy Act of 1974.

• Those with the ability to aggregate and extract data in masses from an automated records repository containing PII.

• Other positions designated by the Agency head that involve a degree of access to a system that creates a significant potential for damage or personal gain less than that in Privilege positions.

https://public.cyber.mil/stigs/

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8.7.6 Other – Low Risk: All other non-sensitive determined low-risk positions involved in computer activities. Positions designated by the Agency head that involve a degree of access to a system that creates minimum to low damage less than that in Authorize positions. Other, designations require at least a favorable Tier 1 (T1), or higher BI.

8.8 Personal Identifiable Information (PII) and Tier Investigations. All personnel supporting this contract must protect PII data according to the Privacy Act of 1974. Personnel requiring access to Information Technology (IT) or access to DoD Information Systems that contain military active duty, guard, or reservists’ PII or information pertaining to Service members that are otherwise protected from disclosure where such access has the potential to cause serious damage to national security, must be vetted accordingly and protect the data. BI levels required for each job function or necessary access, include, but are not limited to, the following:

8.8.1 Tier 5/Tier 5R for Special-Sensitive/Critical-Sensitive – High Risk: All personnel with administrative capabilities in a system storing PII, personnel security investigations or adjudication determinations require a Tier-5 (T5) BI.

8.8.2 Tier 3/Tier 3R for Noncritical-Sensitive – Moderate Risk: All personnel with the ability to aggregate or extract military PII in masses from an automated records repository requires at a minimum, a favorably adjudicated Tier-3 (T3) BI or equivalent.

8.8.3 Tier 1 for Non-Sensitive – Low Risk: All Personnel whose access to military PII is limited to data entry or singular search capability require, a minimum, a favorably adjudicated Tier-1 (T1)

BI.

8.8.4 The Contractor shall report immediately to the DHRA Privacy Office and secondly to the COR discovery of any Privacy breach.

8.9 Controlled Unclassified Information Requirements for DoD Contractors. The following procedures will be used to protect Controlled Unclassified Information (CUI) documents and materials:

8.9.1 HANDLING: Access to CUI material shall be limited to those employees needing the material to perform their duties. The CUI marking is assigned to documents and material created by a DoD User Agency. CUI is not a classification, but requires extra precautions to ensure it is properly safeguarded and disseminated and is not released to the public without government authorization.

8.9.2 MARKING: The Contractor shall mark unclassified documents containing CUI as follows:

“CUI" at the top and bottom of each page, include the CUI warning box, and the CUI Designation Indicator Block as required in DoDI 5200.48.

8.9.2.1 Mark other records such as computer print outs, photographs, films, tapes, or slides in accordance with DoDI 5200.48 so the receiver or viewer knows that it contains CUI material.

8.9.2.2 Mark a message containing material in accordance with DoDI 5200.48. Unclassified messages containing CUI material must show the abbreviation (CUI) before the text begins.

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8.9.2.3 Ensure documents transmitting CUI material call attention to any attachments containing

CUI.

8.9.2.4 CUI material released to a contractor by a DoD user agency must have the following statement on the front page or cover:

THIS DOCUMENT CONTAINS CUI MATERIAL AND MUST BE REVIEWED BY A

GOVERNMENT REPRESENTATIVE UNDER THE REQUIREMENTS OF DODI 5200.48,

DODI 5230.09, and DODI 5230.29.

8.9.3 STORAGE: The Contractor shall, place CUI material in an out-of-sight location during normal work hours, if the work area is accessible to persons who do not have an authorized government purpose for access to the material. After normal duty hours, the Contractor shall store CUI material to prevent unauthorized access by filing it with other unclassified records in unlocked files or desks when internal building security is provided, and the file is marked as CUI. When there is no internal security, locked buildings or rooms usually provide adequate after-hours protection. For additional protection, store CUI material in locked containers such as file cabinets, desks, or bookcases.

8.9.4 TRANSMISSION: CUI documents and materials may be transmitted via first class mail, parcel post or, for bulky shipments, -fourth class mail. Within the CONUS discussion of CUI material on the telephone is authorized if necessary for the performance of the contract and no alternative is available. Electronic transmission of CUI (voice, data, or facsimile) should be by approved secure communications systems whenever practical. If there is a fax transmission, the sender must ensure the intended receiver is available to receive it or a cover sheet will be used to allow carrying it to the final recipient to avoid unauthorized disclosure of the CUI.

8.9.5 RELEASE: CUI material shall not be released outside of the contractor’s facility except to the representative of DoD or DHRA.

8.9.6 DESTRUCTION: When the CUI material no longer meets the threshold for safeguarding and dissemination, the Contractor shall immediately decontrol it, process it through the records management process, and destroyed by the approved methods identified in DoDI 5200.48 to preclude its disclosure to unauthorized individuals by rendering it unreadable, indecipherable, and irrecoverable.

8.10 Position of Trust (POT) Requirements. DCSA and OPM offers the Tier background investigations, Tier 1 (T1) – Tier 5 (T5) for Position of Trust determination. The T5 being the most stringent investigation and T1 being the least stringent.

8.10.1 The Government is responsible for the cost of POT or sponsor a DoD-determined equivalent background check for unclassified access.

8.10.2 The Position of Trust BI process requires the DoD Government Security Office to review each request and establish the BI sponsorship. Submit a request and list of personnel for security investigation to the DHRA Security Office point of contact(s) to be provided by the COR- NLT five (5) business days after contract award.

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8.10.3 Per DCSA a T3 or T3 Reinvestigation (T3R) meets the requirement for a Noncritical- Sensitive position. A new application for a DoD T3/T3R BI for Position of Trust determination requires FBI fingerprints check, proof of US Citizenship and a Personnel Security Questionnaire (PSQ) on the Standard Form (SF) 86 using the National Background Investigation Services – electronic Application (NBIS/eApp). The Contractor employees shall provide all requested information pursuant to the Privacy Act of 1974 when requested by the Government. The Government Security Office will provide instructions according to the individual case and Tier BI to access the eApp system. For information visit NBIS at https://www.dcsa.mil/is/nbis/

8.10.4 Reciprocity. The DHRA and DLA PERSEC will use reciprocity to the extent possible and if necessary, will request re-adjudication by the DCSA Adjudication and Vetting Services (AVS) to support the DoD standards per Executive Order E.O 13467.

8.10.4.1 A BI equivalency will be according to the investigative alignments offered by the OPM and the DCSA here, https://www.dcsa.mil/Portals/91/Documents/pv/GovHRSec/Position_Designation_Investigation_T ype_Chart_Sept_2017.pdf

8.10.4.2 Reciprocity consideration includes verifying break in service longer than 24 months as a US Military, US Civilian or US Contractor from the last favorable investigation.

8.10.5 A new Position of Trust applicant under this contract must obtain at a minimum interim eligibility from DLA Security prior to the assignment and performance of their duties in support of the Government in this contract.

8.10.6 DHRA’s interim Position of Trust eligibility is sponsored by DHRA Security and approved by DLA PERSEC.

8.10.7 Eligible interim Position of Trust personnel expectations include, but are not limited to:

8.10.7.1 Comply with all personnel security requirements as specified by DHRA and DLA

PERSEC;

8.10.7.2 Attain and maintain favorable FBI fingerprint results;

8.10.7.3 Comply with all investigative and adjudicative requirements, which includes responsiveness to time-sensitive requests (e.g., interview(s), additional information or clarification) from the DLA PERSEC, DCSA investigator or the adjudicative agency;

8.10.7.4 Attain and maintain favorable eligibility to the designated BI.

8.11 Controlled/Restricted Areas. The Contractor shall comply with local procedures for entry to DoD/DHRA controlled/restricted areas where Contractor personnel will work.

8.12 Physical Security. The Contractor shall safeguard all Government property and controlled forms provided for Contractor use and adhere to the Government property requirements contained in this contract. At the end of each workday, all Government facilities, equipment and materials shall be secured.

https://www.dcsa.mil/Portals/91/Documents/pv/GovHRSec/Position_Designation_Investigation_Type_Chart_Sept_2017.pdf https://www.dcsa.mil/Portals/91/Documents/pv/GovHRSec/Position_Designation_Investigation_Type_Chart_Sept_2017.pdf

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8.13 Pass and Identification Items. The Contractor shall ensure the pass and identification items required for contract performance are obtained for employees and non-government owned vehicles.

8.14 DoD Credentials/Common Access Card (CAC). Contractor personnel must obtain a DoD credential or CAC if they are assigned to perform work under this contract requiring access to DoD network(s), CUI/PII data, IT/Information Systems, DoD Facilities or non-DoD federally controlled facilities on behalf of the DoD on a recurring basis per DODM 1000.13, DoD Identification (ID) Cards: ID Card Lifecycle.

8.14.1 Comply with HSPD-12 Personal Identity Verification (PIV) issuance requirements. Be responsible for obtaining a CAC or PIV and be in ready status prior to requesting access to DoD resources such as DoD Facilities, DoD IT/Information Systems (IS).

8.14.2 CAC Applicant supporting this contract will need to meet the following requirements:

8.14.2.1 Execute, obtain/maintain a favorable FBI National Criminal History Check (fingerprint check);

8.14.2.2 Have an open Tier 3 or equivalent BI to meet Noncritical-Sensitive role;

8.14.2.3 Be ready to provide two forms of identification (I-9 document);

8.14.2.4 Provide proof of U.S Citizenship.

8.15 Retrieving Identification Media. The Contractor shall retrieve all identification media, including vehicle passes from employees, including those who depart for any reason before the contract expires, e.g. terminated for cause, retirement, etc.

8.16 Key Control/Access Badge Control. The Contractor shall establish and implement methods of making sure all keys/badges issued to the Contractor by the Government are not lost or misplaced and are not used by unauthorized persons. The Contractor shall not duplicate any keys issued by the Government.

8.16.1 Prohibited Use. The Contractor shall prohibit the use of keys, issued by the Government, by any persons other than the Contractor’s employees and the opening of locked areas by Contractor employees to permit entrance of persons other than Contractor employees engaged in performance of contract work requirements in those areas.

8.17 Conduct while on Government Installation. The Contractor shall not assign work or direct its employees to access government information, systems, or installations unless the employees have and maintain the required background investigation, clearances, and authorizations. The CO may direct the contractor to remove an employee(s) from an assignment under this contract for reasons of security or misconduct.

8.18 Weapons, Firearms, and Ammunition. Contractor employees are prohibited from possessing weapons, firearms, or ammunition, on themselves or within their contractor-owned vehicle or privately-owned vehicle while on all government installations.

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8.19 Reporting Requirements. Contractor personnel shall report to an appropriate authority any information or circumstance of which they are aware that may pose a threat to the security of government or contractor personnel, resources, or information.

8.20 Government Furnished Equipment (GFE). The Contractor shall establish and implement procedures to ensure all GFE to include laptops and other data processing devices, issued to the Contractor by the Government are not lost or misplaced, are not used by unauthorized persons, and are not subject to unauthorized external devices. The Contractor shall immediately report to the COR any lost GFE within two (2) hours of discovery of occurrence. In the event that GFE is lost, the Contractor may be required, upon written direction of the Contracting Officer, to replace the equipment at no additional cost to the Government. The Government may replace the equipment and deduct the cost from the monthly payment due the Contractor.

8.21 Offboarding. Upon completion of the contract, an employee’s relocation or termination of an employee, or upon request from the COR in accordance with DHRA centers or offices security policies coordinate the employee’s removal from work under this contract with the COR.

8.21.1 If at any time, any Contractor personnel supporting this contract are unable to obtain/maintain an adjudicated T3 BI, the Contractor shall immediately notify the COR and coordinate removal of such a person from work under this contract and replace the individual with appropriate level background investigation knowledge, skill and ability (KSA) required to perform services.

8.21.2 As the contractor replaces employees, the contractor shall submit the outgoing employee’s installation access and return all CACs/badge(s)/identification card(s) immediately to the COR, who will turn it in to the local Installation Access Control Office or Government Security Office.

8.21.3 Submit an Off-boarding notification to the COR and the DHRA PERSEC as soon as the contractor knows an employee is leaving the contract.

8.21.4 When personnel change, provide updated personnel security list to the COR within three business days of a change.

9.0 CYBERSECURITY

9.1 Cyber Incident Reporting. In addition to DFARS 252.204-7012, the Contractor shall notify the DMDC Incident Response (IR) team by emailing an initial cyber incident report to dodhra.dodc-mb.dmdc.list.ir-team@mail.mil, the Contracting Officer, and the COR within one hour of discovering any cyber incident. The Contractor shall follow up with a supplemental report every 24 hours until the incident is closed.

9.2 Information System Security. The Contractor shall implement IS security protections that are appropriate for the confidentiality, integrity, and availability needs of the contract. The protections must include the administrative, technical, and physical safeguards necessary to protect all nonpublic Government data.

10.0 GOVERNMENT FURNISHED PROPERTY/EQUIPMENT/INFORMATION

(GFP/GFE/GFI) The Contractor shall establish and implement procedures to ensure all GFE

28 Ver: April 2024 to include laptops and other data processing devices, issued to the Contractor by the Government are not lost or misplaced, are not used by unauthorized persons or are not subject to unauthorized external devices. The Contractor shall immediately report to the COR any occurrences of lost GFE within two (2) hours of discovery of occurrence. In the event that GFE is lost, the Contractor may be required, upon written direction of the CO, to replace the equipment at no additional cost to the Government. The Government may replace the equipment and deduct the cost of such from the monthly payment due the Contractor.

11. PLACE OF PERFORMANCE

The primary place of performance will be at the Contractor’s site; however, JAMRS will provide accommodations on site for some Contractor personnel (see paragraph 11). With respect to support for JAMRS, a significant amount of performance may be completed on site at JAMRS Headquarters located in the Mark Center in Alexandria, VA. Some performance may also occur at the military services’ recruiting commands. JAMRS interacts with the Contractor multiple times per day and face to face meetings are required on a daily basis. Accordingly, the Contractor must be able to get to JAMRS Headquarters in Alexandria, VA within twenty-four hours of a meeting request.

12. 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.