Attachment_R-_Technical_Past_Performance_Questionnaire.doc

TECHNICAL PAST PERFORMANCE QUESTIONNAIRE

TO:

FACSIMILE:

PHONE:

EMAIL:

INFORMATION REQUEST

Military Sealift Command (MSC) is currently in the process of soliciting offers for a contract. ____________________ has provided your name and organization as a reference regarding their record of past performance under Contract No. ___________________. Specifically, we are looking for past technical performance information in the following areas:

Ship Crewing

Transition Plan

Crew Familiarization/Rotation Plans

In order for our team to compile its evaluation, we request that you complete the attached questionnaire and email it, and any other pertinent information, by BEFORE THE CLOSING DATE OF THIS SOLICITATION, 22 July 2015, to Kurt Oberg at kurt.oberg@navy.mil. Any relevant information you have would be vital for our assessment of the aforementioned Contractor.

Thank you, Kurt Oberg

Contract Specialist

For your convenience, a cover sheet for use in mailing/faxing is provided below.

Military Sealift Command

471 East C Street Building T-26 Norfolk, VA 23511-2419

From:

(Name and Address of Organization)

(Point of Contact Name)

(Facsimile/Phone Number)

(E-mail Address)

To (Point of Contact Name)

Kurt Oberg

(Facsimile Number)

(757) 443-2845

(E-mail Address) kurt.oberg@navy.mil

CONTRACTOR TECHNICAL PAST PERFORMANCE QUESTIONNAIRE

CONTRACTOR NAME:

CONTRACT NUMBER:

EVALUATION PERIOD:

Please provide ratings and comments regarding the Contractor’s performance in each area below using the following ratings: Exceptional, Very Good, Satisfactory, Marginal, or Unsatisfactory. See page 5 for definition of ratings. For ratings of “Exceptional” or “Unsatisfactory,” please provide a brief explanation on page 5. Additional comments for any of the ratings may be provided on page 5 as well.

1. Ship Crewing/Crew Rotation – Experience in Crewing and operating vessels requiring mariners that meet the requirements of C-1.7.2 below:

Offeror crewed vessel(s) with trained, qualified medically/dentally and psychologically fit mariners consistent with the ships’ mission and projected area of operation.

The Master, Officers and entire crew were US citizens and were literate in English.

All Deck and Engine Officers met requirements of the USCG and STCW and possessed current, valid USCG credentials and endorsements, including Radar Observer endorsement for Deck Officers, commensurate with the tonnage and classification of the ship.

GMDSS operators and maintainers were properly certified and endorsed.

Officers had the necessary endorsements on their USCG Merchant Mariner's credential for the job to which they were assigned.

All crewmembers held valid U.S. passports for the full length of there assignment. All mariners had a valid Transportation Worker Identification Credential (TWIC).

2. Continuity of Employment/ Crew Retention – Experience in manging and maintaining a crew retention plan in accordance with C-1.7.3. below:

Implemented a well designed Continuity of Employment Plan (Plan). The Plan encouraged mariners to return to the ship and contributed to successful contract performance in the area of vessel operation.

The “Plan” included:

(a) the process for hiring and retaining mariners qualified/ experienced in:

(1) operating and maintaining ships of smilar characteristics and missions as the Surge LMSR;

(2) taking operational directions from and reporting to an Operational Commanders and;

(3) supporting and conducting technically complex operations with/for onboard technicians in charge of Army and Marine Corps equipment and material.

(b) The offeror’s internal processes used to evaluate the performance of mariners assigned to Surge LMSR ships.

(c) A description of any incentives and/or benefits provided to reward superior performance (individually or as a group) and crew continuity (mariners returning to the ship after time off). The plan described how superior performance is objectively measured, as well as how the incentives will be managed and distributed.

(d) The plan was monitored for effectiveness and Annual Reports were provided. The reporst included metrics describing crew performance, retention, benefits and costs.

(e) The plan describes the process for modifying the plan if any portion was not meeting the stated objectives.

C. Transition Plan:

Offeror successfully ramped up crew and transitioned a ship(s) from ROS to FOS within the contractually required time period (e.g. 96 hrs, etc).

D. Familiarization/Rotations Plan:

Offeror sucessefully sent crew and/or key personnel who participated in a familizaton period prior to a ship(s) turnover under a new contract. New crew was properly met contract requirements, including training, prior to reporting to the ship.

Comments:

1. Ship Crewing/Crew Rotation – Experience in Crewing and operating vessels requiring mariners that meet the requirements of C-1.7.2 below:

Offeror crewed vessel(s) with trained, qualified medically/dentally and psychologically fit mariners consistent with the ships’ mission and projected area of operation.

The Master, Officers and entire crew were US citizens and were literate in English.

All Deck and Engine Officers met requirements of the USCG and STCW and possessed current, valid USCG credentials and endorsements, including Radar Observer endorsement for Deck Officers, commensurate with the tonnage and classification of the ship.

GMDSS operators and maintainers were properly certified and endorsed.

Officers had the necessary endorsements on their USCG Merchant Mariner's credential for the job to which they were assigned.

All crewmembers held valid U.S. passports for the full length of there assignment. All mariners had a valid Transportation Worker Identification Credential (TWIC).

2. Continuity of Employment/ Crew Retention – Experience in manging and maintaining a crew retention plan in accordance with C-1.7.3. below:

Implemented a well designed Continuity of Employment Plan (Plan). The Plan encouraged mariners to return to the ship and contributed to successful contract performance in the area of vessel operation.

The “Plan” included:

(a) the process for hiring and retaining mariners qualified/ experienced in:

(1) operating and maintaining ships of smilar characteristics and missions as the Surge LMSR;

(2) taking operational directions from and reporting to an Operational Commanders and;

(3) supporting and conducting technically complex operations with/for onboard technicians in charge of Army and Marine Corps equipment and material.

(b) The offeror’s internal processes used to evaluate the performance of mariners assigned to Surge LMSR ships.

(c) A description of any incentives and/or benefits provided to reward superior performance (individually or as a group) and crew continuity (mariners returning to the ship after time off). The plan described how superior performance is objectively measured, as well as how the incentives will be managed and distributed.

(d) The plan was monitored for effectiveness and Annual Reports were provided. The reporst included metrics describing crew performance, retention, benefits and costs.

(e) The plan describes the process for modifying the plan if any portion was not meeting the stated objectives.

C. Transition Plan:

Offeror successfully ramped up crew and transitioned a ship(s) from ROS to FOS within the contractually required time period (e.g. 96 hrs, etc).

D. Familiarization/Rotations Plan:

Offeror sucessefully sent crew and/or key personnel who participated in a familizaton period prior to a ship(s) turnover under a new contract. New crew was properly met contract requirements, including training, prior to reporting to the ship.

DEFINITION OF RATINGS FOR PAST TECHNICAL PERFORMANCE