P01 - ADR_Conflict Coach_PWS_08.07.24.docx

Performance Work Statement

Department of Veterans Affairs (VA) Office of Alternative Dispute Resolution (ADR) Office of the Chief Human Capital Officer (OCHCO) IN670 ADR Conflict Coaching

1. Introduction. The Office of Alternative Dispute Resolution (ADR) within the Office of the Chief Human Capital Officer (OCHCO) has a need for professional training to equip VA ADR Specialists with the knowledge to provide a variety of ADR services and programs to reduce and prevent workplace conflicts by using various ADR processes and tools. Conflict Coaching is one of the vital ADR service ADR Specialist provide.

2. Scope. The Department of Veteran Affairs, ADR program personnel has a requirement for up to 30 ADR program federal employees, to attend Conflict Coach for purpose that all may receive standardized training that will equip them with the competence and knowledge needed to assist VA employees, particularly leaders, who are seeking guidance and the ability to work through and resolve a conflict, to prevent a dispute from escalating, to develop stronger communication skills for a difficult conversation and other objectives, that are often more about managing conflicts, than resolving them. ADR program personnel are seeking that all ADR Specialist receive Certification in Conflict Coaching at the end of the training. As Conflict Coaching is a one-on-one process that combines ADR and coaching principles in which a coach and client communicate confidentially one-on-one, certification in this skill set, would ensure that VA ADR Specialist are up to date on the latest trends and improvements, and are on par with or leads the way with other such professionals in the industry.

3. The Office of the Chief Human Capital Officer, Human Capital Programs, Alternative Dispute Resolution Program is the organization within VA with responsibility for providing a variety of ADR services and programs to reduce and hopefully prevent workplace conflicts through the use of various ADR processes and tools. To assist VA in being more nimble in working with people in conflict the ADR program needs conflict coaching for the ADR staff.

4. Period of Performance. The period of performance is TBD. Due to the nature of Conflict Coach training, training can either be performed in a group setting or one-on-one services. Training can either be provided over a five-day, one week period, or broken up over less days across multiple weeks.

5. Place of Performance. Virtual-based, compatible with VA virtual platforms, course with a Virtual Instructor-led Training.

6. Travel. Travel is not anticipated for this requirement.

7. Task Statement. The Contractor shall perform the mandatory tasks and provide the specific deliverables described below within the performance period stated in this SOW. All tasks requiring written materials shall be phrased in layperson language. The Contractor shall provide accreditation for all ADR staff that have completed all the required tasks and trainings. The Contractor shall provide additional conflict coach training as needed for new members, as well as provide additional specialized courses, such as advance Conflict Coaching, upon request.

The Contractor shall provide VA ADR staff with conflict coaching training/skills for up to 30 ADR staff per year. At a minimum, the training shall include the following subject matter:

· Practical skills and abilities in conflict coaching

· A specific model

· Application of the model

· How to integrate conflict coaching into someone’s existing ADR practice

· Ethical guidelines and standards for coaching someone in conflict

8. Delivery Schedule.

Note: Based on previous like training, it was scheduled for 5 days in length (offered all in one week), with training 5 hours each day (Monday through Thursday) and 4 hours on Friday. It was offered virtually (Zoom/Teams). There was an expectation that participants would do 1-2 hours of homework/preparation between each training session. A prior offering of the training was offered over 6 days with training 4 hours per day (also virtual). For that training, it was offered Tuesday through Thursday for two weeks in a row.

I cannot truly determine how to structure the training until I know the contractor’s availability.

9. Government-Furnished Information, Equipment, and Facilities. N/A

10. Security Requirements. The C&A requirements do not apply, and a Security Accreditation Package is not required.

11. Key Personnel. Key personnel are not required for this requirement.

12. Task Order Quality Assurance Surveillance Plan (QASP). The Government shall evaluate the Contractor’s performance in accordance with the QASP. This plan is primarily focused on what the government must do to ensure the Contractor has performed in accordance with the performance standards. It defines how the performance standards will be applied, the frequency of surveillance, and the minimum acceptable defect rate.

Standard Surveillance Method Outcome

The Government will not pay for services that do not conform or do not meet performance standards or have not been properly rendered.

The contractor will be given an opportunity to correct non-conforming services at no cost to the Government if the services are non-conforming or the contract requirement is unacceptable.