Competency ID SOW

District of Columbia Pretrial Services Agency

Statement of Work

Identification of Competencies and Development of a Tool to Measure Competency Proficiency July 29, 2010

I. Introduction PSA’s Office of Human Capital Management is the primary developer of this statement of work based upon an Office of Personnel Management requirement to develop competency models for Agency mission critical positions and to develop an instrument that will allow PSA to measure general and job-specific competency levels for employees in these positions.

II. Scope This project will require identifying general competencies for mission critical positions at PSA and job-specific competencies for each of these eleven mission critical Agency positions. The models developed must reflect the competencies needed for the Critical Elements and Performance Standards that are articulated within the performance plans for each of these positions. In addition to the competency models, the project will require the development of an instrument or instruments that can be administered by Agency staff on an annual basis to measure competency levels for each of the mission critical positions.

III.

Objectives Objective 1 – Identification of competency models for each of eleven (11) mission-critical positions.

The contractor will identify competencies required for the following positions:

1) Pretrial Services Officer (PSO) (Court Services)

2) PSO (Supervision)

3) PSO (Substance Abuse)

4) PSO (Social Services)

5) PSO (Mental Health)

6) Drug Testing Technician

7) Assistant PSO

8) Toxicologist

9) Chemist

10) QA/QC Officer

11) Supervisory PSO

Objective 2 - Identification of the competency levels required to successfully perform (“target performance”) for each of the eleven positions.

Objective 3 - Development of a competency measurement instrument(s).

The contractor must develop a competency measurement instrument that will measure employees’ current level of proficiency in each competency required for a position for all eleven of these mission critical positions. The instrument must be one that can be easily administered by the Agency on an annual basis. The contractor must include detailed instructions on how to administer and score the developed instrument.

III. Technical Requirements

· The contractor shall be experienced in competency model development and competency measurement.

· The models developed must reflect the competencies needed for the Critical Elements and Performance Standards that are articulated within the performance plans for each of these positions.

· The contractor must involve all appropriate agency stakeholders in the development process.

IV. The Proposal

The Contractor shall provide a proposal for review and approval by the Office of Human Capital Management not to exceed 30 pages, excluding appendices.

The proposal must follow the format described below and should include:

1) A provisional project plan with a proposed timeline and milestones that reflect the achievement of each of the three goals;

2) A description of the process/methodology the contractor proposes to use to identify the competencies required for successful performance for each of the eleven mission-critical positions;

3) A description of the process/methodology the contractor proposes to use to develop the instrument or instruments to be used to measure the employees’ current proficiency in the competencies of the eleven mission-critical positions;

4) A description of the process/methodology the contractor proposes to use to develop the instrument or instruments to be used to measure the employees’ proficiency in the competencies of the mission critical positions;

5) If available, examples of materials/handouts that the vendor intends to provide PSA staff (assessments, questionnaires, etc.) for this requirement;

6) If possible, an example of a competency model and competency measurement tool developed by the contractor in the past;

7) Three references that demonstrate extensive experience in competency model development and measurement, preferably one from the Federal government and the

8) Total Cost, to include any travel, if applicable.

Failure to provide all requested items may result in an unfavorable rating of proposal.

Proposal content must be organized and clearly labeled according to the following format:

I. Provisional Project Plan II. Methodology for Competency Model Development III. Methodology for identification of required competency level for successful job performance

IV. Methodology for Competency Proficiency Measurement Tool Development V. Examples of Materials/Handouts and/or Tools to be Used in the Context of Fulfilling the Goals and Objectives of this Requirement VI. Examples of Competency Models and/or Proficiency Measurement Tools Previously Developed by Vendor VII. Three References VIII. Total Cost IX. Any Applicable Appendices V. Deliverables

The contractor shall deliver the following products:

1) A Competency Model for eleven of PSA’s mission-critical positions:

a) Pretrial Services Officer (PSO) (Court Services)

b) PSO (Supervision)

c) PSO (Substance Abuse)

d) PSO (Social Services)

e) PSO (Mental Health)

f) Drug Testing Technician

g) Assistant PSO

h) Toxicologist

i) Chemist

j) QA/QC Officer

k) Supervisory PSO;

2) Identification of the competency levels required to successfully perform for each of the eleven positions;

3) An instrument or instruments for measuring Agency employees’ current proficiency levels in competencies required for 11 mission-critical positions and

4) Detailed instructions on how to administer and score the developed instrument.