Questions and answers - 13DEC2024.docx

1. Section B: Supplies or Services and Price has LinkedIn Services for the CLINs. Is this stating that this is the chosen solution and we need to provide personnel to complete the development and for training/support?

"The awardee shall be able to meet all aspects of the Performance Work Statement (PWS) all need to be met day one of performance.

2. Will the incumbent solution need to be integrated with or migrated to the new platform?

· There is no incumbent solution – KJW

3. What is the existing system being used? Will the team be offered a chance to conduct KT with the current system operators at all?

· There is no electronic recruitment system currently in use – KJW

4. Will the incumbent solution need to be integrated with or migrated to the new platform?

· There is no incumbent solution – KJW

5. Have you factored in the requirement for government compliance such as FedRAMP and securing an Authority to Operate?

· Unsure why this is a concern. It is not being integrated into any existing NAVY systems, programs, etc. Fleet Forces already has a LinkedIn account and is already deployed across Federal Gov.

6. What level of ATO will be required? Will reciprocity be considered for existing FedRAMP authorizations?

· Need clarification on the question & FEDRAMP issues as this platform is already being used across Federal Gov. LinkedIn will be housed with HROs for utilization. LinkedIn is not a cloud service and will be utilized independently without integration into existing systems.

(We did not had to go through FEDRAMP for Career Builders, why is it an issue in this case?)

7. For section 2.16, need to determine whether they just mean “mobile-ready” or not, since the FedRamp requirement would have an impact if they’re looking for something more extensive than that for mobile

· Fleet Forces is not asking for platform integration into Gov mobile devices. Mobile ready needs to be from applicant usage point of view. We are not requesting custom mobile application but to acquire a platform that already offer that capability and will maintain it.

8. Are there specific integration requirements with existing HR systems beyond USA Jobs? What are the integration requirements (API, etc.) -> I ask this because currently the USAStaffing and USAJOBS APIs don’t work.

· Fleet forces have no intent to integrate this platform into existing systems.

9. Need more information about tasks 2.11, 2.12, 2.13, 2.14, and 2.15 so we can define this scope – how is this being done today, what does this entail, etc.

· Currently we rely on HRO staff to train hiring managers on available veterans hiring authorities and participate in Carrer fair that target Veterans and Mill Spouses, all are which difficult to support due to limited manpower and support in our HROS. Tools to target and market and assist Veterans with employment opportunities do not exist currently. We do not provide career development training or community support currently.

10. Will the platform need to comply with specific accessibility standards (i.e., Section 508, WCAG, etc.)

· No, not to our knowledge. This is not a Gov owned platform.

11. Are there specific compliance standards or hiring policies the platform must align with like Veteran hiring preferences or federal hiring regulations?

· No, HRO staff is required to validate these requirements.

12. Are there specific security requirements for user account access such as CAC, MFA, etc.

· No.

13. Are there any requirements for data cleansing / archive that we need to consider?

· No, not to our knowledge.

14. Is this a stand-alone org and how do we envision this scaling, do we ever envision this platform being shared by other entities down the road?

· We do not intend to share access to the platform outside of our BSO 60.

15. Do you have any documentation available to share about your current process (example: what are the criteria for rotating job postings in/out of the 40 slots, etc.)

· We do not have a current formal process. However, HRO staff in partnership with the hiring managers evaluates the criticality and difficulty in hiring a position on a case by case basis to determine the length of the announcement posting and which platform to use e.g. USA jobs, eRecruitment platforms.

16. What other documents besides resumes will need to be able to be uploaded, and in what format(s)?

· No other documents, just resumes.

17. Regarding section 2.3, where should these searches pull from?

· The contract shall allow for authorized platform users to execute a general search of the platform for specific skills, competencies etc. for current registered users and resume database(s).

18. Do you have a security model in mind that breaks down who should be able to see what throughout the process?

· Access will be restricted to authorized users at the HROs who have already been vetted for access to sensitive information.