Attachment_A_ _Technical_Volume_Template.docx

Attachment A – Technical Volume Template

TECHNICAL VOLUME FOR A

PEACE CORPS CAMPUS RECRUITER

at [NAME OF INSTITUTION]

DUNS NUMBER: __________

RFQ No. PC-16-Q-020

Submitted by:

Name Title Address Telephone Number E-mail

PC-16-Q-020

Date

I. EXECUTIVE SUMMARY

In 150 words or less, please summarize your approach to develop a Peace Corps campus recruiting office, including the total proposed price.

I. RATIONALE

In 500 words or less, state the reason(s) your institution seeks to develop a Peace Corps campus recruiting office and hire a half-time Campus Recruiter.

II. DESCRIPTION OF THE SCHOOL AND STUDENT BODY

Provide a brief profile of the school, including historical development, geographic setting/location, size, student demographics, and accreditation information.

III. PROPOSED PEACE CORPS CAMPUS RECRUITMENT OFFICE

A. Office location Where will the Peace Corps campus recruitment office be located? How is this situated in relation to the rest of campus?

B. Office signage Where and what type of signage will the office have? This refers to both the office name as well as a space for posting Peace Corps flyers and announcements. What type and frequency of foot traffic will pass by?

C. Office design What will the physical office itself be like? How many visitors could comfortably sit and meet with the Campus Recruiter? Will it allow for confidential meetings?

D. Office amenities What amenities will be associated with the office? Specifically, will it have

· A telephone with voicemail?

· A desktop or laptop computer with MS Office Suite software and internet connection?

· Access to basic office supplies and a copy machine?

E. Scheduling system Please describe the university’s conference room scheduling system. What access and privileges will the Peace Corps Campus Recruiter have within the system?

F. Office’s online presence What online listing or presence will the Peace Corps campus recruitment office have? Within what parent university page will it be housed? Will it include the Campus Recruiter’s contact information and office hours, as well as a link to the Peace Corps’ website?

G. Access to personnel and student contact information So as to transmit special recruitment messages, will the Campus Recruiter have direct or liaison access to the following lists?

· Email and mailing addresses for all faculty, students, and campus associations/clubs

· The names and contact information of graduating students

H. Postage costs for designated communications Will the Campus Recruiter receive free postage to for communication with Peace Corps offices? (This does not include postage fees for mass mailings.)

I. Parking permit Will the Campus Recruiter receive a university parking permit for a lot close to the campus recruiting office?

J. University career fairs and media outlets Will the Campus Recruiter receive free or reduced-fee access to university-sponsored careers fairs and campus media outlets?

IV. HIRING AND SUPERVISION OF PEACE CORPS CAMPUS RECRUITER

A. Essential components Please confirm that you will abide by the following three essential components of this position and hiring process:

· The hired Campus Recruiter will be a Returned Peace Corps Volunteer (RPCV)

· Peace Corps’ Office of Volunteer Recruitment and Selection (VRS) will be given the opportunity to approve the hiring selection before it is finalized

· The hired Campus Recruiter will work 20 hours per week

B. Recruiter compensation This contract is subject to the Service Contract Act, as such, a wage determination in accordance with http://www.wdol.gov/ will be completed once place of performance is determined. Please confirm that the recruiter wage will be compliant with the DOL established guidelines.

C. Recruitment strategy and hiring timeline Please describe how the position will be publicized and an anticipated timeline for the whole hiring process.

D. Supervisor What is the name, title, and office of the assigned institutional supervisor of this employee? What will the responsibilities of this individual be?

Note: Supervisory responsibilities typically include ensuring that the Campus Recruiter is aware of and working in a responsible and professional manner to fulfill her or his recruitment strategies and activities. A Peace Corps staff member (Recruiter Liaison) will work closely with the Campus Recruiter and Supervisor to help ensure they meet the contract objectives.

V. CAMPUS RECRUITMENT STRATEGY PLAN

A. Summary of recruitment strategy plan Please briefly summarize the plan that your Campus Recruiter will undertake To promote overseas volunteerism and provide recruitment services for the Peace Corps.

Note: The following plan components and goals do not need to be amended or added to, but keeping them within this quote confirms your institution’s intention to fulfill them through the work of the Campus Recruiter. Actual goals will be developed in collaboration with the Peace Corps Recruiter Liaison and may vary slightly from those stated here.

B. Office hours The Campus Recruiter will establish hours of operation for the campus recruitment office, with 2-3 hours per week set as public office hours.

C. Recruitment activities Each contract year, the Campus Recruiter will plan and execute the following recruitment activities.

· Distribute brochures, posters, visual aids, and other Peace Corps recruitment materials to individuals, groups, associations, faculty, and targeted populations.

· Identify and implement a minimum of 3 channels for campus and community promotion of Peace Corps events, including press releases and local Peace Corps media stories via university social media outlets, blogs, appropriate websites, university event calendars, campus radio stations or other available university or community outlets.

· Develop and maintain social media presence through the campus recruitment office Facebook page, posting one-to-four times per week, responding promptly to questions and comments, and interacting with other pages to increase followers and engagement.

· Spend at least 2 hours per week on online outreach to candidates via school job boards and social media sites such as Twitter, Instagram, Pinterest, Flickr, LinkedIn, and/or other platforms that are popular on campus.

· Complete 24-40 class talks or presentations to student organizations. As determined by the Recruiter Liaison, strong percentages of these presentations will be to multicultural/diverse groups and specialized skill groups.

· Complete 8-10 presentations on Peace Corps, such as campus information sessions, application workshops, returned volunteer panels, live video events, or other presentations.

· Attend and staff a recruitment table 2-4 university career fairs or other events with similar goals (such as study abroad events, internship recruitment events, and international service recruitment events).

· Attend and staff a recruitment table in a public, high-traffic area on campus 8-20 times for 2 hours per event.

· Complete 4-6 presentations (2-3 per semester) off campus in the surrounding communities, including other educational institutions, as determined by the Recruiter Liaison.

· Participate in 2-4 retention events (send-off/welcome back volunteer parties, friends and family events, applicant social hours, Peace Corps Week celebrations).

D. Partnership building Each contract year, the Campus Recruiter will develop partnerships and collaborations with university department heads, student organizations, RPCV groups, and formal Peace Corps partnership programs, such Peace Corps Prep, Coverdell Fellows, and Master’s International. To cultivate these relationships, the Campus Recruiter will complete the following:

· Hold 4-8 meetings (2-4 per semester) with RPCVs/local RPCV groups.

· Hold 20-30 relationship-building meetings (weighted toward early in the fall semester) with key on-campus and community stakeholders, such as RPCV faculty, career services, multicultural offices, study abroad/service learning offices, department heads and student groups.

· Build a connection with 6-10 campus diversity leaders (professors, club leaders, department heads, Greek leaders, etc.).

· Attend 8-10 diversity events. (This includes serving as a panelist or guest speaker at events hosted by diversity organizations or actively participating in fairs, cultural events, or celebrations hosted by diversity groups and clubs.)

With each of these new contacts, the Campus Recruiter will share information regarding Peace Corps service and request that contacts promote Peace Corps volunteer opportunities to their stakeholders by sending event information, inviting the Campus Recruiter to present to an office/group leader or to group members, and referring interested students to the Peace Corps campus office.

E. Lead and application generation At the beginning of each academic year, the Campus Recruiter and the Peace Corp Recruiter Liaison will develop a process with specified goals to engage, manage, and report potential applicants (“leads”). This process is not limited to but will include the following activities and goals:

· Capture contact information—including name, email, telephone number, and graduation year—from all leads generated from all recruitment activities and events, including office hours, social media, career fairs, meetings, information session, and all other events and activities.

· Compile all leads into an excel spreadsheet and e-mail that spreadsheet to the Peace Corps Recruiter Liaison at least once every 7 days.

· Spend a minimum of 2 hours per week conducting e-mail and phone follow-up to all leads. Specifically:

· Send an e-mail to all leads within 5 days of initial contact (at a career fair, information sessions, social media interaction, etc.).

· Conduct phone follow-up within 10 days of initial contact.

· Generate 250-400 leads per year.

· Generate a 10%-25% increase in applications for Peace Corps service from the university, as compared to the most recent year without a Campus Recruiter in place.

F. Expected results This institution expects the Campus Recruiter to complete at least 70% of the recruitment activities and goals specified above.

VII. REFERENCES

Please include at least 3 references that can be contacted for past performances. This reference information should include:

1. Contract number(s) and type of contract;

2. Procuring agency name and point of contact and phone number;

3. Dollar value of the contract;

4. Period of Performance;

5. Description of services rendered.

Offerors must either provide the above information or state that it possesses no relevant directly related or similar past performance.