Philadelphia Region OA-CTS - PWS - 2023 DRAFT.pdf

DRAFT

PERFORMANCE WORK STATEMENT (PWS)

US Department of Agriculture (USDA)

Performance Work Statement

Contents Project Title

1.0. Introduction

1.1. Background and Purpose

1.2. Governing Statute, Regulations, and Handbook

2.0. Technical Requirements / Tasks

2.1.1. Contractor Program Management Support Services

2.1.2. Program Management

2.1.2. Personnel

2.2. Task 2 – Phase-In

3.3. Task 3 - Outreach and Admissions (OA)

3.4. Task 4 – Career Transition Services (CTS)

3.5. Task 5 – Phase-Out

5.0. Government Furnished Property and Information

6.0. Period of Performance

8.0. Travel and Other Direct Costs (ODCs)

9.0. Contractor Minimum Qualifications

10.0. Security Language

10.2. Privacy or Security Safeguards

10.3. Background Investigations

11.0. Performance Requirement Summary

11.1 Quality Assurance Surveillance Plan (QASP)

Project Title

U.S. Department of Agriculture (USDA) Forest Service Job Corps Outreach and Admissions and Career Transition Services (OA/CTS) for the Philadelphia Region supporting Job Corps Civilian Conservation Centers located in the States of Kentucky, West Virginia, and Virginia.

1.0. Introduction

This Performance Work Statement (PWS) sets forth the contract performance requirements for the operation and management of the U.S. Department of Agriculture (USDA) Forest Service (FS) Outreach and Admissions (OA) and Career Transition Services (CTS).

INCORPORATION OF CONTRACTOR’S PROPOSAL AS REQUIREMENTS OF THE

CONTRACT

The Contractor’s proposal, including but not limited to the technical approach and staff resources section, is incorporated by reference as well as the Job Corps Policy & Requirements Handbook (PRH) published by the U.S. Department of Labor. As a result, the offeror’s proposed technical and staffing approaches, including specific staffing resources, processes, and tasks, which are described in the proposal and which go beyond the minimum requirements stated in the PWS and Policy Requirements Handbook (PRH), thereby become requirements.

1.1. Background and Purpose

The Department of Labor’s (DOL) Job Corps is a national training program that provides comprehensive academic, residential, and career technical training and services to approximately 40,000 disadvantaged, at-risk youth each year at Job Corps Centers nationwide. Job Corps Centers provide services which include residential living, academic education, recreation, vocational training, and general support to students while actively enrolled in the program. In addition to providing technical training, many of these enrollees develop leadership and life skills and abilities that are necessary for successful long-term attachment for the labor market and are also used to quickly mobilize to address national emergencies including wildfires, floods, and hurricanes.

DOL and USDA FS operate 24 Job Corps Civilian Conservation Centers (CCC) out of 121 Job Corps Centers under an Interagency Agreement. These centers span five (5) DOL regions, 18 national forests and grasslands, in 15 states with a capacity to educate and train more than 4,000 enrollees. DOL provides oversight and funding to the Job Corps Program which is a free federal career technical training and education program for income-eligible young adults aged 16 through 24. The goal of Job Corps is to teach job and social skills to disadvantaged young adults to help them obtain education and training, find good-paying jobs, and become independent. The program includes housing, food, basic health care, and living allowances. In addition, students are provided transition counseling, job search assistance, and referrals and follow-up services after they graduate. Some of the vocations the CCCs offer are hands-on training in over 30 vocational trades including cement masonry, welding, business technology, painting, carpentry, bricklaying, wildland firefighting, culinary arts, and forestry. This procurement provides OA/CTS support for the workforce development areas throughout the DOL Chicago region.

The Government intends to award one (1) firm-fixed priced contract with a one-year base period of performance with four (4) one year options.

1.2. Governing Statute, Regulations, and Handbook

The Contractor shall comply with the requirements of the Workforce Innovation and Opportunity Act (WIOA) and DOL’s implementing regulations for the Job Corps Program, found at Title 20, Chapter V, Part 686 (“Regulations”). Additional task requirements, operations, and reporting requirements for the Job Corps’ program are found in DOL’s PRH. The Contractor shall comply with the PRH, which is hereby incorporated by reference.

DOL routinely updates and amends the PRH. The Contractor shall be responsible for complying with all updates and amendments. The PRH is available at: https://prh.jobcorps.gov/Pages/Home.aspx.

In the event of any direct and irreconcilable conflict between a provision in the PRH and another term of this contract regarding Job Corps operation and reporting requirements, the contract takes precedence.

PRH, Chapter 5.7 R.1, R.2 and R.3 are not applicable to FFP contracts and are not contract requirements.

Chapter 5, Appendix 502 and Appendix 503 are not applicable to FFP type contracts and are not requirements, this includes all associated Exhibits.

2.0. Technical Requirements / Tasks

The Contractor shall provide all management, supervision, transportation, equipment, materials, services, and personnel to operate OA and CTS to ensure that a sufficient number of disadvantaged Job Corps-eligible youth, ranging in age from 16 through 24, but not yet 25 years of age, are enrolled in specified Job Corps Centers and services leading to employment and long-term attachment to the workforce. The Contractor supports the Forest Service (FS) Program/Project Manager, Contracting Officer’s Representative (COR), and Contracting Officer (CO) in delivering services. The following tasks shall be performed in accordance with the terms and conditions of the contract, as well as federal, state, and local laws and regulations:

• Task 1 Contract Management

• Task 2 Phase-In

• Task 3 Outreach and Admissions

• Task 4 Career Transition Services

• Task 5 Phase-Out

2.1. Task 1 – Contract Management

The Contractor shall provide direction, management, and administrative support to all OA and CTS functions and activities of the center. At a minimum, the Contractor shall establish procedures for:

2.1.1. Contractor Program Management Support Services

The Contractor shall provide management and oversight of personnel, supervision, scheduling, work assignments, quality control of services and work products, and communications with the FS Project Manager, FS CO and FS CO designee or COR.

https://prh.jobcorps.gov/Pages/Home.aspx

2.1.1.1. The Contractor Program Manager (PM) acts as the central point of contact for the FS and specifically the FS CO, COR if assigned, or FS Project Manager regarding the contract.

The PM is required to have full authority to act for the Contractor under the contract in the execution of the day-to-day work operations. The PM must have in depth practical experience and a broad knowledgeable of admissions, recruiting, and career transition services.

2.1.1.2. The PM is responsible for the assignment, completion, and quality of contract work, and the hiring and supervision of all Contractor personnel. The PM coordinates work assignments with the FS CO, FS Project Manager or COR and serves as the main focal point for communications with the FS.

2.1.1.3. The contractor shall schedule and facilitate the initial post award meeting with the CO within ten (10) business days after the award. At a minimum the agenda shall include meeting date and time, logistics, and discussion items such as, acquiring government furnished laptops, review of requirements, conflicts of interest, requirements, work expectations, responsibilities, communication protocols, draft tracking dashboard, processes for communications, and process/method of ensuring quality work products.

The contractor shall prepare the final agenda and distribute to meeting attendees at least one (1) day before the meeting. Document meeting discussions and submit to the CO and attendees within three (3) business days after the meeting. Coordinate subsequent progress meetings, agendas, and meeting minutes in a like manner.

2.1.1.4. The contractor shall facilitate at least monthly communications with the CO and COR throughout the performance period. The communications as a minimum shall include:

2.1.1.4.1. Status of scheduled work activities

2.1.1.4.2. Problems or potential problems affecting performance with recommended solutions that ensure the work remains on schedule

2.1.1.5. The contractor shall baseline, analyze, and recommend improvements for key work indicators such as customer satisfaction, work product lead times, audit recommendations, process improvements and employee engagement and satisfaction. Results are periodically coordinated with the CO to promote continuous improvement.

2.1.1.6. The contractor shall oversee contract administration as required within the terms and conditions of the contract.

2.1.1.7. The contractor shall coordinate with the FS Project Manager to report on the work product deliverables, due dates, for FS Project Manager review and approval.

2.1.1.8. The contractor shall schedule and deliver services and work products as agreed upon. All services and work products are delivered and accepted by the CO or COR by the scheduled completion date.

2.1.2. Program Management

The Contractor shall ensure achievement of program goals and maintenance of quality performance by developing the PRH plans, and reports required by PRH Exhibit 5-2 within 90 days of award also found in Section 4.0 Deliverables.

Exhibit 5-2 Plan and Report Submission Requirements.pdf (jobcorps.gov)

2.1.2. Personnel

The Contractor shall develop procedures to recruit, hire, and retain qualified staff as follows:

2.1.2.1. Develop and implement Equal Employment Opportunity/Civil Rights policies which promote a working environment of equal opportunity that is free of race, gender, or ethnic bias. The Contractor shall develop the following:

2.1.2.1.1 An affirmative-action plan.

2.1.2.1.2 A veterans plan.

2.1.2.2. Ensure staff professional development by providing training opportunities which ensure that staff possesses the knowledge and skills necessary to perform their job duties and enable them to serve as positive role models for students. The Contractor shall develop the following:

2.1.2.2.1. Staffing Plan.

2.1.2.2.2. Staff Training Plan.

2.1.2.2.3. Professional Development Plan for all staff including those that may be on waivers.

2.2. Task 2 – Phase-In

If required, there will be an estimated 60-day transition period after award for acquiring Job Corps laptops, processing personnel access to the DOL Network and other electronic systems required to perform work including required training. The Contractor in communications with the COR and CO shall also establish Contractor OA and CTS support systems; as appropriate, that delivers and integrates services seamlessly into the current program. During this period, work that does not require special system access will be assigned. The Contractor shall assume work assignments will begin to be assigned 30 calendar days after contract awarded. Upon award the Contractor shall begin requests for Contractor personnel laptops (Government Furnished Property) and access to the Job Corps network and systems, complete Information Technology security training, and coordinate integration of support services with the COR/CO, as deemed required.

3.3. Task 3 - Outreach and Admissions (OA)

The Contractor shall perform OA activities, at a minimum, which ensure that the Job Corps program maintains a positive public image, maintains a ready supply of eligible and committed applicants, and works in partnership with individuals, communities, organizations, employers, and state and local workforce development systems as follows:

3.3.1. Work cooperatively with various individuals and organizations to attract and enroll eligible at-risk youth. Develop and implement effective marketing techniques to educate the public about the program and to ensure that Job Corps is viewed as a positive alternative for youth.

3.3.2. Assess, verify, and document applicant eligibility for the Job Corps program.

3.3.3. Provide applicants with accurate information about the Job Corps program, and about specific

Job Corps centers.

https://prh.jobcorps.gov/Exhibits/Exhibit%205-2%20Plan%20and%20Report%20Submission%20Requirements.pdf#search=plans

3.3.4. Assess and verify that applicants for readmission meet criteria.

3.3.5. Provide a regular flow of applicants for assignment to centers in accordance with regional procedures.

3.3.5.1. The Contractor shall undertake all measures and efforts necessary to ensure that each center listed attains and/or maintains an average monthly On-Board Strength (OBS) that meets the center’s planned OBS.

3.3.6. Ensure that assigned applicants are fully prepared for successful center enrollment.

3.3.7. Contact Priority Online Prospects within 24-hours of receipt in OASIS at an average rate of 98 percent contacted per month. Online Prospects must have applications initiated in OASIS at a rate of no less than 25% of total contacted priority prospects per month. This is monitored via the Online Prospect Enrollment Report in the Executive Information System

(EIS).

3.3.8. Leverage the U.S. Department of Labor’s Career One Stop System’s resources on a regular basis for outreach, meeting and interviewing prospective Job Corps applicants. Each LWDA (Local Workforce Development Area) listed below has at least one Career One Stop (formerly known as American Job Center) where local, state and federal agencies assist the unemployed and those in need of further education and training.

(https://www.careeronestop.org/LocalHelp/service-locator.aspx)

NOTE: Detailed requirements for planning and implementing OA are found in PRH 1 Enrollment Services and related Exhibits.

SITE SPECIFIC INFORMATION

Youth screened for the Job Corps program shall come from workforce development areas as specified in the table below. The breakdown by center and by month the number of arrivals that will be required can be found at the end of this PWS. The Contractor shall recruit and screen a sufficient number of applicants to generate arrivals in accordance with the estimated arrivals specified in the following table:

Region Workforce Development Area Arrivals Philadelphia Kentucky

Recruitment area consists of:

Bluegrass Cumberlands Green River

TENCO

South Central

Frenchburg 172 (Mammoth) Great Onyx

Pine Knot 260

West Virginia

Recruitment area consists of Workforce Investment Area 7

Harpers Ferry 142

Virginia

Recruitment area consists of:

Alexandria/Arlington

(Coeburn) Flatwoods 204

Region Workforce Development Area Arrivals Bay Consortium Greater Peninsula Northern Virginia Southwestern Virginia

*When the center reaches planned OBS, the goal becomes maintaining the planned OBS instead of the listed “Arrivals” goal.

3.3.9. Cross-Referral of Applicants: If the applicant is eligible for enrollment, all admissions counselors should offer conditional enrollment to the applicant and advise the applicant that they will be assigned to a Forest Service Job Corps center based on the applicant’s career training program preference, availability of training slots, and applicant’s geographic proximity to a center that has both. If the applicant declares they want to go to a specific center (contract or Forest Service) and it is found that the career training selection is not available at a Forest Service center, the admissions counselor should complete the application and refer that young person to the center of their declaration.

3.3.10. Technology Changes: In Section 1.2 of this PWS it states: “The Contractor shall comply with the PRH, which is hereby incorporated by reference in the contract”. It should be noted that at some point during the term of the contract, a notable policy change concerning PRH Chapter 1 is expected to be implemented. It is expected the changes will involve eligibility criteria, technology and process. While training from the Department of Labor is expected, all contractors are required to follow all policies in place and ensure their staff are trained on the most up-to-date software programs and procedures.

3.3.11. Establishment and implementation of a 24/7 toll-free number specific to recruiting students into ALL Forest Service centers: It is expected that the contractor shall contract with a call answering service. The specific toll-free number will require prior approval of the Forest Service. The answering service will be more than message taking and retrieval. Operators should have comprehensive knowledge of the Job Corps program, know what trades each specific center offers, the mission of the Forest Service and center demographics. The information should be front-loaded to the assigned Admissions Counselor prior to the AC's first contact. In addition, the operation of the toll-free number should include statistical reporting rolled up to the DOL National Contract for Prospect Tracking. The answering service expectations can be found at Attachment J.1 to this package.

3.4. Task 4 – Career Transition Services (CTS)

The Contractor shall provide, at a minimum, personalized CTS for all graduates and former enrollees, regardless of where the graduate or former enrollee resides, or matriculates, as follows:

3.4.1. Assist eligible students in entering and maintaining long-term attachment to the labor market, Armed Forces or further educational opportunities and training.

3.4.2. Provide support that prepares graduates to maintain long-term attachment to the labor market or further educational opportunities consistent with the annual goals established in the PRH Appendix 501 B and C, and PRH Chapter 4 Career Transition Services.

3.4.3. Maintain case note documentation in the Job Corps Career Transition System web-based application of all services provided directly to, or on behalf of the student. All mandatory follow-up case note documentation must be entered within 24 hours in Career Transition System Case Notes module.

3.4.5. Track and document placement status, including updating student contact information, referrals, employment data, career progress, and attainment of certification(s) and/or licensing, using the Career Transition System, the approved web-based application designed to record and track student placement information, manage student transition checks, and transfer students.

3.3.12. Leverage the U.S. Department of Labor’s Career One Stop System’s resources on a regular basis for and meeting, interviewing and assisting former enrollees and graduates of the Job Corps program. Each LWDA (Local Workforce Development Area) listed above has at least one Career One Stop (formerly known as American Job Center) where local, state and federal agencies assist the unemployed and those in need of further education and training.

(https://www.careeronestop.org/LocalHelp/service-locator.aspx)

3.4.7. Report all graduate placements that meet the criteria specified in Exhibit 4-1, Placement

Definitions and which occur within 12 months of separation from the Job Corps program.

3.4.7.1. Report all certification and licensing attainment of graduates, in addition to job placement.

3.4.7.2. The Forest Service will require each offeror to develop, provide, or procure an automated employment job development solution in support of Career Transition Services for students and CTS staff to prepare their resumes and receive daily postings via their Job Corps email accounts in order to connect graduates and former enrollees with employer hiring needs.

The operator, state, or commercially developed application shall use the O*Net Application Programming Interface to deliver real time job leads to students and CTS staff based on the eTAR occupation classification, skills, and credentials. The application shall have the capability to connect to a wide range of government and private employer job boards and be customizable by students/staff based on student MyPACE Career Plan “Intended Location Upon Exit.”

NOTE: Detailed requirements for planning and implementing CTS are found in PRH 4 Placement Services.

The estimated graduate and former enrollee data is shown in the tables below.

Region Center Estimated Graduate and Former Enrollees

PY

Graduate

PY

Forme r

PY

Graduate

PY

Former

PY

Graduat e

PY 2018

Former

Frenchburg 84 7 65 8 62 15 (Mammoth) Great Onyx

107 33 85 18 118 35

Pine Knot 111 40 99 29 55 29 West Virginia

Harpers Ferry 79 16 49 21 53 21

Virginia (Coeburn) Flatwoods

86 28 74 14 38 21

3.5. Task 5 – Phase-Out

If required at the time of contract completion, for the purpose of transitioning the responsibility of OA and CTS functions to another contractor, the contractor shall perform all necessary phase out functions at the end of the final period of performance.

4.0. Deliverable/Schedule

The table below details the specific deliverables along with their identified frequency and due date, where applicable, as required in the PRH.

In addition to those deliverables required in the PRH, the Contractor shall, when applicable adhere to the following input schedule below:

Item No.

Deliverable / Item Title Description/Objective Frequency Due By

1 Quality Assurance Plan Annually Within 90 days of award

2 PRH required Standard Operating Procedures

Annually – updates and revisions as they occur

Within 90 days of award

3 Career Development Services System Plan

A description of how services will be delivered and coordinated with other partners for Outreach/Admissions, Career Preparation, Career Development, and Career Transition Periods.

Must be kept current.

Revisions must be submitted to the Regional Office for approval prior to implementation.

Within 90 days of award

4 Outreach/Public Education Plan

Demonstrate collaboration and consultation between Contractors and centers.

Annually Within 90 days of Call award

5 Limited English Proficiency (LEP)/English Language Learner (ELL) Plan

Outlines the steps that will be taken to meet the needs of LEP/ELL applicants.

Annually Within 90 days of award

6 Career Transition Plan

(CTP)

Rationale for the CTP design and how it will ensure the provision of individualized services to assist each graduate and former enrollee.

Annually Within 90 days of award

7 Affirmative-Action Plan Annually Within 90 days of award

8 Veterans Plan Annually Within 90 days of award

9 Staffing Plan Organizational chart and job descriptions.

Annually/As Needed Within 90 days of

10 Staff Training Plan

Annually Within 90 days of

11 Professional Development Plan

As Needed Within 90 days of

The Contractor is required to deliver enrollees at higher numbers than specified here if that is necessary to attain and/or maintain full capacity (100% OBS) at the Center they are operating.

Annual Arrivals by Center - Enrollee Assignment Plan

Center Male Residential

Male Non Residential

Female Residential

Female Non Residential Total

Flatwoods 153 2 49 0 204 Frenchburg 129 0 43 0 172 Great Onyx 149 0 68 0 217 Harpers Ferry 97 0 45 0 142 Pine Knot 208 0 52 0 260 Grand Total 736 2 257 0 995

*Note that https://neapmap.com provides information on arrival goals and designated recruitment zones. In the event that there is a discrepancy between https://neapmap.com and the contract, the contract takes precedence over the NEAP Map.

Philadelphia Region Annual Arrivals by Month Month Male Female Total May 64 22 86 June 64 22 86

July 64 22 86

August 64 22 86

September 64 22 86

October 64 22 86

November 64 22 86

December 32 15 47

January 64 22 86

February 65 22 87

March 65 22 87

April 64 22 86

Total: 738 257 995

5.0. Government Furnished Property and Information

The Contractor shall use Contractor provided information systems, in addition to, Government provided equipment to create work products and deliverables necessary to complete assigned tasks. The Contractor will be provided workspace in response to this BPA and any subsequent Calls at the associated Civilian https://neapmap.com/ https://neapmap.com/

Conservation Center, Information Technology (IT) equipment (e.g., Government issued laptop, keyboard, mouse, monitor and docking station), access to all contract files and necessary information required to meet the Government’s requirement. This property shall be used and maintained by the Contractor in accordance with the provisions of the “Government Furnished Property”, Contract Clause, 52.245-4.

All documents, materials or records provided to the Contactor, developed, or maintained by the Contractor in the performance of this contract are deemed to be property of the Government and returned upon request. The Contractor shall return the laptops, any other issued equipment, documentation, and materials to the COR upon completion of the performance period or if an employee leaves the Contractor’s employment.

6.0. Period of Performance

The period of performance of this contract is for a one (1) year base period with four (4) one (1) year option periods.

7.0. Place of Performance

The Forest Service Job Corps Centers for the Chicago region are listed in the table below.

Regions States Civilian Conservation Center

Center Address

Frenchburg 6969 Tarr Ridge Rd, Frenchburg, KY 40322

Great Onyx 3115 Ollie Ridge Rd, Mammoth Cave, KY 42259

Pine Knot 132 Job Corps Rd, Pine Knot, KY 42635

West Virginia

Harpers Ferry 146 Buffalo Rd, Harpers Ferry, WV 25425

Virginia Flatwoods 2803 Dungannon Rd, Coeburn, VA 24230

In addition to the expectation of providing support at the Forest Service Job Corp sites detailed above, there is also an expectation to have a presence at the various Department of Labor One Stops in order to fulfill the OA and CTS goals as well. The link below will be useful for a variety of DOL tools and resources available.

https://www.careeronestop.org/LocalHelp/AmericanJobCenters/find-american-job-centers.aspx

8.0. Travel and Other Direct Costs (ODCs)

All travel shall be included in the firm fixed price CLINs. All travel shall be in accordance with Federal Travel Regulations. Current Federal Travel Regulations may be obtained from the following website:

https://www.gsa.gov. Any deemed necessary ODCs should be factored into the fully burdened FFP.

9.0. Contractor Minimum Qualifications

The Contractor shall employ and maintain personnel in the management and key staff positions who meet the minimum requirements for each of the skill levels to which they are assigned and shall be capable of https://www.careeronestop.org/LocalHelp/AmericanJobCenters/find-american-job-centers.aspx https://www.gsa.gov/ performing the functions described in a competent and professional manner. The Contractor shall designate a PM as the single Point of Contact (POC) for the Forest Service for communications issues, concerns, or problems that arise during performance of the contract. The PM should have the authority to represent the Contractor, regarding any technical issues, concerns, or problems. The PM should readily respond to Forest Service questions, concerns, and comments. The PM shall proactively alert the COR to potential contractual issues. The PM must be available during normal duty hours, as specified herein to meet (either in person or by phone) with the Program Office within 24 hours to discuss and resolve problems.

The Contractor shall have a staff presence located at each of the service Job Corps Centers, plus any other strategically located offices such as the One Stops to ensure all contractual goals and requirements are met. All OA and CTS staff must meet the minimum qualifications specified in PRH 5 (Management Services), Exhibit 5-3 (Minimum Staff Qualifications) as well as the minimum requirements shown below:

Role Minimum Qualifications Program Manager Bachelor’s degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and in-depth and broad experience of at least 10 years working in program/project management and admissions, recruiting, and career transition services.

Outreach and Admissions/ Career Transition Services Project Director

Bachelor’s degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and two years related supervisory experience; or

Associate degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and four years related supervisory experience.

Outreach and Admissions Counselor education, social science, communications, or closely related field;

or Associate degree in human services, psychology, counseling, education, social science, communications, or closely related field, and two years related experience. Experience may include successful Job Corps outreach and admissions experience or successful outreach and admissions experience with other youth development programs.

Career Transition Services Specialist related field; or

Associate degree in human services, psychology, counseling, related field and two years related experience.

10.0. Security Language

The Contractor shall be responsible for properly protecting all information used, gathered, or developed as a result of work under this contract. The Contractor shall also protect all unclassified Government data, equipment, etc., by treating information as sensitive business, confidential information, controlling and limiting access to the information, and ensuring the data and equipment are secured within their facility. The Contractor or other external organization will not publish or disclose in any manner, without the FS Contracting Officer’s written consent, the details of any programs, documentation, data, or safeguards either designed or developed by the Contractor or other external organization under this Contract or otherwise provided by the Government. The Contractor may be required to sign non-disclosure or other appropriate security agreements. A written agreement between the FS and any Contractors and other external organizations will be entered into before FS data and information otherwise exempt from public disclosure may be disclosed to the Contractors and other external organizations. The Contractor and other external organizations will agree to establish and follow security precautions considered by the FS to be necessary to ensure proper handling of data and information.

All documents produced for this project are the property of the U.S. Government and cannot be reproduced or retained by the Contractor. To the extent required to carry out a program of inspection to safeguard against threats and hazards to the security, integrity, and confidentiality of Government data, the Contractor will afford the Government access to the Contractor’s or other external organization’s facilities, installations, technical capabilities, operations, documentation, records, and databases. The Contractor will cooperate with Federal agencies and their officially credentialed representatives during official inspections or investigations concerning the protection of FS information. Cooperation may include providing relevant documentation showing proof of compliance with federal and agency requirements and rendering other assistance as deemed necessary.

10.1. IT Security Training

The Contractor will ensure that its employees performing under this contract fulfill all FS requirements for mandatory security awareness and role-based advanced security training in accordance with Office of Management and Budget (OMB) Circular A-130, Federal Information Security Modernization Act (FISMA), and National Institute of Standards and Technology (NIST) requirements and sign all applicable FS statements of responsibilities.

10.2. Privacy or Security Safeguards

The Contractor shall be responsible for properly protecting all information used, gathered, or developed as a result of work under this task. The Contractor shall also protect all unclassified Government data, equipment, etc., by treating information as sensitive business, confidential information, controlling and limiting access to the information, and ensuring the data and equipment are secured within their facility.

10.3. Background Investigations

All Contractors with unescorted access to USDA and FS facilities, computer systems, and/or USDA and FS information, must complete a nationwide (to include all United States territories) criminal background.

Per the PRH 5.2, R6 Management Services – Personnel, each background check and any employment decision based upon them must:

10.3.1. Be conducted by a third-party background checking company in accordance with the Fair Credit Reporting Act and result in a written report from the third-party company.

10.3.2. Include a review of the history of all state (including United States territories) and Federal criminal convictions.

11.0. Performance Requirement Summary

The Performance Requirements Summary (PRS) table below describes the acceptable quality level of performance expected by the Government and the means by which the Government may use to validate acceptable services.

In addition to the table below, the Contractor’s additional obligations regarding specific program related OA and CTS performance outcomes are set out in the PRH. Generally, the Government will measure performance through the program’s performance management system which is comprised of four Outcome Measurement System (OMS) Report Cards. The four Report Cards are Outreach and Admissions (OA) Report Card OAOMS; Center Report Card Center OMS; Career Transition Services

(CTS)

Report Card (POMS); and Career Technical Training (CTT) Report Card CTT. Each report is designed to reflect results in a specific area of student services and represents a discrete pool of students.

To add to the quantitative components of the performance system, there are additional reports that evaluate center quality, providing an additional view of the program’s performance. These reports are the Student Satisfaction Survey (SSS); Weekly, Monthly and Cumulative On-Board Strength Reports; the Monthly Center Summary Report (MPO 35); and the Contractor Performance Assessment Report

(CPAR).

Outreach and Admissions: For reference and further description, consult PRH Exhibit 501b.

Performance Objective

Required Task or Deliverable

Performance Standard

Method of Surveillance

Outcomes for Not Meeting this Task

PWS 3.3.5.

PRH Chapter 5 Exhibit 501b

Per DOL Outcome Measurement System (OMS) requirements, the contractor enrolls 100% of the planned female arrivals to the Forest Service centers.

All Forest Service Centers shall have sufficient student applications to select from to enroll the planned number of female arrivals.

While Job Corps’ total number of students served is dictated by Congress, 100% of planned female arrivals are measured on the OMS.

Meeting 95% of goal or above will not result in contractual action.

COR

surveillance via DOL’s monthly published Outcome Measurement System Report Card

(OAOMS-10).

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs are used by all government agencies to assess past performance.

PWS 3.3.5.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements the contractor enrolls 100% of

All Forest Service Centers shall have sufficient student applications to select from to enroll the planned number of total arrivals.

While Job Corps’ total number of students served is dictated by Congress, 100% of planned female arrivals

COR

surveillance via DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs are used by all government the Planned Total Arrivals.

are measured on the OMS.

Meeting 90 of goal or above will not result in agencies to assess past performance.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, no center has a higher than 2% Level 1 Zero Tolerance (ZT) infraction separation rate under codes 5.1a, 5.2b or 5.3c within the first 30 calendar days of enrollment or under code 5.2A within the first 45 calendar days of enrollment.

Forest Service Centers shall not find the need to terminate more than 2% of students for ZT infraction under codes 5.1a, 5.2b or 5.3c within the first 30 calendar days of enrollment or under code 5.2A within the first 45 calendar days of Enrollment

The OMS Standard requires at least 98% of students pass their initial and/or follow-up drug tests and follow all center rules throughout their enrollment.

Meeting 90% of goal or above will not result in

DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs are used by all government agencies to assess past performance.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, the majority of students are enrolled in the Job Corps program at least 90 days. No center has more than 15% of their arrivals separate prior to 90 days.

Enroll required number of arrivals in the region’s Forest Service centers that stay enrolled in the Job Corps program at least 90 days.

Forest Service Centers must retain at least 85% of students sent to the center by the contractor to meet this standard.

The OMS Standard requires at least 85% of students stay enrolled into the Job Corps program at least 90 days.

Meeting 90% of goal or above will not result in contractual action.

COR

surveillance via DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, at least 65% of students sent to Forest Service centers by the contractor graduate from the Job Corps program.

Enroll required number of arrivals in the region’s Forest Service centers that graduate from the Job Corps program (as defined each year by the Policy & Requirements Handbook.)

The OMS Standard requires at least 65% of students enrolled in the Job Corps program graduate.

Meeting 90% of goal or above will not result in contractual action.

COR

surveillance via DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their

Career Transition Services: For reference and further description, consult PRH Exhibit 501c.

Performance Objective

Required Task or Deliverable

Performance Standard

Method of Surveillance

Outcomes for Not Meeting this Task

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, the contractor places 83% of the number of graduates and former enrollees whose placement records are due or received by the contractor.

The contractor successfully places graduates and former enrollees in a job, the military, an education/-training program, or a job/college combination. In addition, the operator has successfully identified employers and organizations agreeable to hiring Job Corps graduates and enrollees and places students successfully.

The OMS Standard requires 100% of the placement goal however meeting 95% or above of goal will not result in contractual action.

COR

surveillance via DOL’s monthly published Outcome Measurement System Report Card (POMS- 10).

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, students are

The sum of hourly wages of graduates and former enrollees placed in a job, or the military divided by the number of

The OMS Standard requires 100% of the average wage goal however meeting 95% or

COR

surveillance via DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their placed at an average wage or higher as determined by a model-based goal as determined by DOL each year.

graduates and former enrollees placed in a job or the military will meet or exceed the model-based goal determined for this contract. .

above of goal will not result in contractual action.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, students remain placed either in the military, education, employment or a combination.

Per OMS requirements, the performance of Quarter 2 Placement shall be equal to or exceed 80%.

Track the number of graduates and former enrollees who report on the Quarter 2 survey they are in a job, the military, or an education/training program divided by the number of graduates and former enrollees who complete the Quarter 2 survey.

Meeting above 90% of goal will not result in

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, measure and rate the wages of graduates and enrollees during the second quarter post-Job Corps enrollment which is equal to or higher than the assigned model-based goal as

The operator will be rated on the sum of earnings of graduates and former enrollees who report they are in a job or the military on the Quarter 2 survey divided by the number of graduates and former enrollees who complete the Quarter 2 survey and report they remain in a job or the military which is equal to or

Meeting above 90% of goal will not result in

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their determined by DOL each year.

higher than the model-based goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, measure the placement rate of graduates and former enrollees who complete the Quarter 4 survey shall be equal to or exceed 80%.

The number of graduates and former enrollees who report on the Quarter 4 survey they are in a job, the military, or an education/-training program divided by the number of graduates and former enrollees who complete the Quarter 4 survey.

Meeting above 90% of goal will not result in

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, all weighted performance ratings across each of the weighted measures as determined each year by DOL are aggregated to create a CTS contractor overall rating.

Conduct all placement activities where the outcome results in the most beneficial opportunity for graduates and former enrollees.

Weighted performance ratings across each of the weighted measures reflect the entirety of the placement program and the published goal is 100%.

Meeting above 95% of goal will not result in

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their

11.1 Quality Assurance Surveillance Plan (QASP)

See, Attachment 1 – Quality Assurance Surveillance Plan, for the full details of the Government’s QASP.

11.2. Contractors Performance Assessment Reporting System (CPARS)

In accordance with FAR 42.1502 – Past performance evaluation shall be prepared at least annually and at the time the work under a contract or order is completed for each contract and/or order that exceeds the simplified acquisition threshold (SAT). This includes any contract and/or order that is below the SAT and is modified, which results in the contract exceeding the SAT.

(a) FAR 42.1502 directs all Federal agencies to collect past performance information on contracts. The Department of Agriculture (USDA) has implemented the Contractor Performance Assessment Reporting System (CPARS) to comply with this regulation. One or more past performance evaluations will be conducted in order to record your contract performance as required by FAR 42.15.

(b) The past performance evaluation process is a totally paperless process using CPARS. CPARS is a web-based system that allows for electronic processing of the performance evaluation report. Once the report is processed, it is available in the Past Performance Information Retrieval System (PPIRS) for Government use in evaluating past performance as part of a source selection action.

(c) We request that you furnish the Contracting Officer with the name, position title, phone number, and email address for each person designated to have access to your firm’s past performance evaluation(s) for the contract no later than 30 days after award. Each person granted access will have the ability to provide comments in the Contractor portion of the report and state whether or not the Contractor agrees with the evaluation, before returning the report to the Assessing Official. The report information must be protected as source selection sensitive information not releasable to the public.

(d) When your Contractor Representative(s) (Past Performance Points of Contact) are registered in CPARS, they will receive an automatically-generated email with detailed login instructions. Further details, systems requirements, and training information for CPARS is available at http://www.cpars.csd.disa.mil/. The CPARS User Manual, registration for On Line Training for Contractor Representatives, and a practice application may be found at this site.

(e) Within 60 days after the end of a performance period, the Contracting Officer will complete an interim or final past performance evaluation, and the report will be accessible at http://www.cpars.csd.disa.mil/. Contractor Representatives may then provide comments in response to the evaluation, or return the evaluation without comment. Comments are limited to the space provided in Block 22. Your comments should focus on objective facts in the Assessing Official’s narrative and should provide your views on the causes and ramifications of the assessed performance. In addition to the ratings and supporting narratives, blocks 1 – 17 should be reviewed for accuracy, as these include key fields that will be used by the Government to identify your firm in future source selection actions. If you elect not to provide comments, please acknowledge receipt of the evaluation by indicating “No comment” in Block 22, and then signing and dating Block 23 of the form. Without a statement in Block 22, you will be unable to sign and submit the evaluation back to the Government. If you do not sign and submit the CPAR within 60 days, it will automatically be returned to the Government and will be annotated: “The report was delivered/received by the contractor on (date). The contractor neither signed nor offered comment in response to this assessment.” Your response is due within 60 calendar days after receipt of the CPAR.

(f) The following guidelines apply concerning your use of the past performance evaluation:

(1) Protect the evaluation as “source selection information.” After review, transmit the evaluation by completing and submitting the form through CPARS. If for some reason http://www.cpars.csd.disa.mil/ you are unable to view and/or submit the form through CPARS, contact the Contracting Officer for instructions.

(2) Strictly control access to the evaluation within your organization. Ensure the evaluation is never released to persons or entities outside of your control.

(3) Prohibit the use of or reference to evaluation data for advertising, promotional material, pre-award surveys, responsibility determinations, production readiness reviews, or other similar purposes.

(g) If you wish to discuss a past performance evaluation, you should request a meeting in writing to the Contracting Officer no later than seven days following your receipt of the evaluation. The meeting will be held in person or via telephone or other means during your 60-day review period.

(h) A copy of the completed past performance evaluation will be available in CPARS for your viewing and for Government use supporting source selection actions after it has been finalized.

Contractors must register at the following websites:

CPARS: http://www.cpars.csd.disa.mil/ PPIRS: http://www.ppirs.gov/ http://www.ppirs.gov/