EEO_Support-Performance_Work_Statement.pdf

PERFORMANCE WORK STATEMENT (PWS)

EQUAL EMPLOYMENT OPPORTUNITY SUPPORT SERVICES

1) Agency Background The Overseas Private Investment Corporation (OPIC) is a Federal government agency that assists American companies expand their business in developing countries. OPIC is the U.S.

Government’s development finance institution. It mobilizes private capital to help solve critical development challenges and in doing so, advances U.S. foreign policy. Because OPIC works with the U.S. private sector, it helps U.S. businesses gain footholds in emerging markets, catalyzing revenues, jobs and growth opportunities both at home and abroad. OPIC achieves its mission by providing investors with financing, guarantees, political risk insurance, and support for private equity investment funds. Established as an agency of the U.S. Government in 1971, OPIC operates on a self-sustaining basis at no net cost to American taxpayers.

2) Department Purpose

The Department of Human Resources Management (HRM) provides a full range of human resources services to OPIC, including recruiting, staffing, employee development, benefits management, and equal opportunity. HRM is required to conform to a number of statutes and regulations, including those that govern equal opportunity for Federal employees and applicants for Federal positions.

3) Period of Performance, Place of Performance and Contract Type

a) The Period of Performance is anticipated to be a 1 year contract with 4 one-year option periods.

BASE- 10/01/2018-09/30/2019 (please see hourly caveats below) Option Year 1- 10/01/2019-09/30/2020 Option Year 2- 10/01/2020-09/30/2021 Option Year 3- 10/01/2021-09/30/2022 Option Year 4- 10/01/2022-09/30/2023

b) The Place of Performance will be at the OPIC (1100 New York Avenue, NW, Washington DC 20527) and with an approved telework plan, can be performed remotely. - At a minimum, at least 20 hours per month must be performed onsite. The contract is not anticipated to exceed 620 hours per year unless an increase in workload demands additional requirements.

The government anticipates awarding a Time-Material type contract.

Overseas Private Investment Corporation 1100 New York Avenue, N.W.

Washington, D.C. 20527

(202) 336-8400

FAX (202) 408-9859

4) Scope OPIC seeks to purchase Equal Employment Opportunity Consultant support Services, which will serve as an advisor/consultant to the Corporation President, Vice Presidents, and Managers.

5) Specific Tasks I. The Vendor will provide Equal Employment Opportunity (EEO) support and consultation to OPIC in the follow areas, but not limited to, the following:

(a) Provide expert advice on all matters related to, and the feasibility and impact of, EEO programs, civil rights, affirmative action programs, plans, policies and decisions. Advice is provided to the OPIC Chief of Staff and the OPIC Vice President for HRM for decision/action.

(b) Advise management on their EEO responsibilities through monthly written status reports covering on key aspects of the program.

(c) Identifies and defines systemic barriers to equal employment opportunity on an annual basis in compliance with EEOC Federal agency reporting requirements; EEOC reporting requirements are publicly available at:

https://www.eeoc.gov/federal/directives/index.cfm.

(d) Supports the agency’s Disability Program Manager by drafting OPIC disability program management plans and process guides that conform to EEOD guidance publicly available at: https://www.eeoc.gov/federal/directives/md715pwtd.cfm.

(e) Assists with developing and administering policies, plans, and programs to implement

Titles VII of the Civil Rights Act of 1964, and related civil rights and anti-discrimination laws, regulations and Executive Orders.

(i) Related laws include but are not limited to the Rehabilitation Act of 1973, the Architectural Barriers Act of 1968, and the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 ("No FEAR Act").

(f) Ensures that all information required to be publicly posted in compliance with such statutes and regulations is available on the agency’s publicly facing website, per approval of the Human Resources Vice President or Delegated Approver. Public posting requirements are available at: https://www.eeoc.gov/federal/directives/index.cfm.

(g) Provide analyses on new and/or prospective EEO legislation, regulations, Executive

Orders, decisions of regulatory agencies, and/or court decisions, and recommend minor modification or substantive changes, as appropriate, in agency EEO policies, programs, and procedures quarterly.

(h) Submit and prepare for approval, the agencies multi-year Affirmative Action Plan (AAP) and annual Accomplishment Reports, which are submitted to the Equal Employment Opportunity Commission, annually.

(i) Provide quarterly statistical analyses of Human Resources Management elements – recruitment, referrals/selections, promotions/separations, awards/recognition, training, disciplinary/adverse actions, and complaints – to determine whether barriers to equality exist; and whether policies, practices, and concepts that directly or indirectly affect the attainment of affirmative employment objectives.

(j) Provide reports as required by the Equal Employment Opportunity Commission (EEOC) and Office of Personnel Management. A complete listing of all required reports is publicly available on the EEOC website at:

https://www.eeoc.gov/federal/directives/index.cfm

II. The Vendor will perform the following duties, not limited to the following:

(a) Administers the discrimination complaints processing system in compliance with regulatory requirements.

(b) Negotiates settlement terms, subject to government oversight, review, comment and approval, in order to resolve complaints at the lowest possible levels.

(c) Ensures the work force is cognizant of the procedures for filing of discrimination complaints.

(d) Analyzes, monitors, and evaluates to identify problems areas and develops strategies for corrective actions.

(e) Monitors the activities of the agency EEO Counselors and provides them advice, technical assistance, and activity coordination while conducting complaint inquiries.

(f) Reviews and evaluates EEO Counselor duties for compliance with regulatory requirements.

(g) Provides or makes provisions for Counselor development and job related training, as applicable.

(h) Provides logistical support and assistance to investigators, administrative law judges, and legal counselors in processing formal complaints.

(i) Ensures that appropriate remedial actions are carried out in cases where discrimination is found.

(j) Assure agency compliance with the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 ("No FEAR Act"), which includes employee notification, training, and completion of necessary reports or any other training that is required of OPIC.

6 Contract Deliverables Format

I. Monthly Status Reports: The purpose of the monthly status reports is to document progress on Regulatory reports and actions plans, has awareness of evolving OPIC EEO issues, and is updated on the status of EEO actions pre- and post-settlements.

Monthly status reports are provided to the COR and VP HRM for review and approval.

II. Policy- updates to agency policy will be provided by the Vendor annually in Word format not later than March 31 of the calendar year. The policy will be free of spelling and grammatical errors, and will conform to all EEOC requirements, which are publicly available at:

https://www1.eeoc.gov//federal/directives/index.cfm?renderforprint=1

III. Analyses- specifically statistical analyses of Human Resources Management elements (recruitment, referrals/selections, promotions/separations, awards/recognition, training, disciplinary/adverse actions, and complaints) will be provided within 30 calendar days of the end of each quarter (4 sets of analyses).

Analyses will be in Excel format, and will present numerical data in both tabular and graphic format (e.g, bar charts, pie charts, scatter plots) – to illustrate whether barriers to equality may exist.

IV. Reports- will be provided to the COR at least 45 calendar days prior to their EEOC established due date. Each report respectively will be free of spelling and grammatical errors, and will conform to all EEOC requirements, which are publicly available at:

a. The following reports to be provided: (this list is not all encompassing all reports that will be due. For more information on reports see the publicly available websites above.)

i. Travel Itinerary and Expense Reports

ii. Accomplishment Reports

V. Plans- will be provided to the COR at least 45 calendar days prior to their EEOC established due date, will be free of spelling and grammatical errors, and will conform to all EEOC requirements, which are publicly available at:

https://www1.eeoc.gov//federal/directives/index.cfm?renderforprint=1.

a. The following plans will be provided:

i. MD-715

ii. Agency Affirmative Action Plan

iii. Corrective Action Plans

VI. Public Postings and Signage- agency policy will be provided annually in Word format not later than March 31 of the calendar year. The posting and signage will be free of spelling and grammatical errors, and will conform to all EEOC requirements, which are publicly available at:

VII. Formal Investigations- will be at Management’s discretion and will be conducted in accordance with EEOC requirements, publicly available at:

VIII. Reports of Investigation- See reports.

IX. Travel Documents - travel itineraries itinerary’s will be submitted and approved by the COR prior to taking travel. All Travel is in accordance with the Federal Travel Regulations. The Travel Expense Report is the reconciliation of the travel to include https://www1.eeoc.gov/federal/directives/index.cfm?renderforprint=1 https://www1.eeoc.gov/federal/directives/index.cfm?renderforprint=1 https://www1.eeoc.gov/federal/directives/index.cfm?renderforprint=1 https://www1.eeoc.gov/federal/directives/index.cfm?renderforprint=1 https://www1.eeoc.gov/federal/directives/index.cfm?renderforprint=1 when the travel was approved along with actuals of the trip. All travel invoices and the travel expense reports are to be submitted no later than 5 business days from return of travel. - See reports.

6) Deliverable Schedule The vendor will prepare, deliver and update as needed the following deliverables.

Number Deliverables Due 1 Monthly Status Reports Monthly

2 Policy Annually, not later than March 31 of the year

3 Statistical Analyses Within 30 calendar days of the end of each quarter

4 Reports Within 45 calendar days prior to EEOC established deadlines

5 Plans Within 45 calendar days prior to EEOC established deadlines

6 Public Postings- Check Annually, not later than March 31 of the year

7 Formal Investigations In accordance with EEOC timeliness standards- As applicable

8 Reports of Investigation In accordance with EEOC timeliness standards- As applicable

9 Travel Itinerary Request Within 1 business week of travel

10 Travel Expense Report and Invoice Within 5 business days of travel completion

7) Performance Requirements Summary The vendor will uphold the following performance requirements as specified below.

Performance Objective Vendor Requirements Standard Acceptable

Quality Level Method of

Surveillance

Provide expert advice on all matters related to, and the feasibility and impact of, EEO programs, civil rights, affirmative action programs, plans, policies and decisions

Communicating effectively orally and in writing as appropriate for the needs of the audience.

Communication is clear and concise.

Communication is understood by all staff.

Monitored VP for HRM, and HR

Director.

Assists with developing and administering policies, plans, and programs to implement Titles VII of the Civil Rights Act of 1964, and related civil rights and anti-discrimination laws, Ensure agency compliance with

EEOC

requirements.

Products are complete, clear, concise and grammatically correct.

Timely and error free.

Reviewed by COR, approved by HRM

VP

regulations and Executive Orders.

Provide reports as required by the Equal Employment Opportunity Commission

(EEOC) and Office of Personnel Management.

Communicating effectively in writing as appropriate for the needs of the audience.

Communication is clear, concise and grammatically correct.

Timely, error free, and compliant with publicly available standards published by

EEOC.

Reviewed by COR, approved by HRM

VP.

Provide quarterly statistical analyses of Human Resources Management elements – recruitment, referrals/selections, promotions/separations, awards/recognition, training, disciplinary/adverse actions, and complaints – to determine whether barriers to equality exist; and whether policies, practices, and concepts that directly or indirectly affect the attainment of affirmative employment objectives.

effectively in writing as appropriate for the needs of the audience.

Communication is clear and concise.

Communication is understood by all staff.

Reviewed by COR, approved by HRM

VP

Administers the discrimination complaints processing system in compliance with regulatory requirements.

Give full attention to all incoming discrimination complaints and respond with appropriate consideration.

Responses are timely and thorough.

Communication is understood by complainant and responding management official/s.

Reviewed by COR, approved by HRM

VP

Monitors the activities of the agency EEO Counselors and provides them advice, technical assistance, and activity coordination while conducting complaint inquiries

Communicating effectively orally and in writing as appropriate for the needs of the audience.

concise.

Communication is understood by all agency EEO Counselors.

Review by COR.

Conducts formal investigations as directed where management determines that the use of other contracted investigation services is not warranted (e.g., where fact patterns suggest issues of low-complexity and/or a high likelihood of resolution).

effectively orally and in writing in order to gather evidence and report investigation findings.

concise.

Communication is understood by complainant and responding management official/s.

Reviewed by COR, approved by HRM

VP.

Assure agency compliance with the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 ("No FEAR Act"), which includes employee notification, training, and completion of necessary reports or any other training that is required of OPIC

Communicating effectively orally and in writing as appropriate for the needs of the audience.

Communication is clear and concise.

Communication is understood by all staff.

Reviewed by COR, approved by HRM

VP