PWS Draft RFI.pdf

USMMA/MARAD

Performance Work Statement for

Maritime Education and Training Career Services & Workforce Development Support

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Contents

1.0 General

2.0 Specific Requirements/Tasks

3.0 Contractor Quality Assurance

4.0 Delivery or Deliverables

5.0 Meetings

6.0 Required Travel and Other Direct Costs (ODCs)

7.0 Government Furnished Property/Equipment/Information

8.0 Performance Standards Contractor Must Meet:

9.0 Glossary of Abbreviations and Acronyms

Note that while, as a matter of policy, some agencies require the government to prepare the PWS, the guidance at FAR 37.602(a) stipulates that “a Performance work statement (PWS) may be prepared by the Government or result from a Statement of objectives (SOO) prepared by the Government where the offeror proposes the PWS.”

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Performance Work Statement (PWS) Maritime Education and Training Career Services & Workforce Development Support

Request for Proposal

1.0 General

1.1 Introduction

The Maritime Administration’s (MARAD) Office of Maritime Labor and Training (MET) plays a critical role in fostering a strong and skilled maritime workforce. MET supports maritime workforce development initiatives, training, and education to maintain a robust U.S. maritime industry. These efforts include workforce analysis and industry collaboration that ensures the availability of qualified mariners to support national economic and security needs, specifically supporting the Strategic Sealift Officer (SSO) program.

The United States Merchant Marine Academy (USMMA) Department of Career Services aligns with MARAD’s mission by assisting Midshipmen with career development. Recognizing the need for enhanced career services, MARAD provides additional support to connect USMMA graduates with afloat jobs during their service obligation period. These career services are also provided to State Maritime Academy (SMA) graduates who participated in the Student Incentive Payment (SIP) Program and maintain a service obligation.

1.2 Objective

MARAD is issuing this Performance Work Statement as part of a Request for Proposal effort to identify and procure industry knowledge and capabilities to support two key areas within MARAD’s Education and Training portfolio: Career Services Support and Workforce Development. To sustain a qualified maritime workforce, MARAD and USMMA require a contractor who shall provide services and recommendations to enhance career development, workforce planning, and industry engagement.

Part A: Career Support Services

• Individualized assistance to undergraduates before the start of the senior year to provide internship guidance, resume writing assistance, and career counseling.

• Individualized assistance to undergraduates during senior year to assist with interview preparations, employment guidance, and to discuss hiring trends of the maritime career network.

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• Bi-annual written assessment of the availability of afloat jobs across the maritime industry, including specific factors that are/will impact afloat employment in the maritime industry, as well as a forecasting of future employment opportunities for graduates, including employment shortages and areas of growth/emerging trends and declines in employment opportunities.

• Annual reports to USMMA/MARAD on the number and names of graduates who have contacted the contractor for career services and the number, names, positions, and employers of graduates who obtained employment through such service—the report must be submitted by January 1st.

• Coordination of a pre-determined number of PDCS Potential Presentations/Workshops and/or SMA career fair visits.

• Information dissemination services to graduates that include materials/reports on maritime employment, trends, and potential opportunities that support graduates in securing an afloat job.

• Database management of graduates that tracks the interaction/information dissemination or other activities provided as part of the overall contract, including monthly reporting and provision of data file to

USMMA/MARAD.

Part B: Workforce Development Support

• Bi-annual workforce assessments of the maritime industry to analyze employment trends, gaps, and future workforce needs.

• Developing and maintaining a workforce model that identifies such items as industry trends, employment projections, and potential skills gaps.

• Detailed performance reports and strategic recommendations that address workforce sustainability, recruitment challenges, and industry best practices to ensure a resilient maritime workforce.

• Monthly workforce activity reports summarizing hiring trends, employment outcomes, and key factors influencing workforce retention and attrition.

• Engagement with educators, students, and industry professionals to disseminate information about maritime career pathways.

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Part C: Optional Work and Scope

As the program matures, MARAD anticipates potentially adding some additional requirements. But we are unsure at this time if we can get the funding. Because of this, we are looking to have this optional work separately priced. With the understanding that the option may never get funded. This could include any topics related to promoting maritime education and training, as well as outreach-related tasks such as:

• Additional participation in educational institution outreach events promoting Federal programs such as SIP and career services support to identified educational institutions within academies' catchment areas. These events ultimately encourage enrollment in maritime educational institutions and programs such as the SSMP at the academies, SIP, and the careers services support program.

• Various promotional tools such as videos, displays, electronic and hard copy brochures or related promotional material in support of the career services component that can attract K-12 students to maritime institutions enrollment pipeline for potential participation in the Student Incentive Program (SIP) and Career Services Support, promoting the Strategic Sealift Midshipmen Program and SIP at the academies.

1.3 Background

Under 46 U.S.C. § 51306 and 46 CFR § 310.58, graduates from USMMA have a five-year employment service obligation following graduation. Similarly, under 46 U.S.C. § 51509 and 46 CFR § 310.7, SIP graduates from the SMAs have a three-year employment service obligation. These graduates from USMMA (approximately 175-225 annually) and SIP (approximately 50-70 annually) are expected to fulfill this obligation independently. MARAD does not assist in finding employment before or after graduation. Of the total number of midshipmen/cadets graduating, approximately 35% will go into active duty and therefore will not require any support offered through the services included in this contract.

Unlike other Federal service academies (whereby DOD guarantees graduate employment through active duty), MARAD does not guarantee employment. The success or failure of USMMA and SIP programs is measured by the Office of Management and Budget (OMB) based on whether the USMMA and the SIP graduates fulfill their service obligation.

MARAD monitors the USMMA and SIP graduates' performance in terms of their service obligation.

Under the current program structure, graduates must submit an Employment Determination Request (EDR) to MARAD for

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Other types of employment must be approved by MARAD to meet a graduate’s service obligation. For MARAD to approve service in a shoreside position or as an officer aboard a foreign flag vessel not through a U.S. labor union, a determination has to be made by MARAD that a graduate conscientiously sought an afloat position as an officer aboard a U.S. flag vessel and that such afloat employment is not available to them.

Currently, the determination of whether afloat employment is available to graduates is accomplished through dialogs between MARAD and various shipping companies, labor unions, and government agencies that traditionally hire maritime academy graduates. These conversations typically occur while attending the SMAs’ annual briefings, meetings with the labor unions and maritime companies, and various maritime industry meetings. Additionally, through the EDR process, we communicate with these groups to validate the graduate’s claims that s/he sought afloat employment. This is an individualized process leading to a determination as to whether employment was available to that graduate at that time.

Above the level of support an academy's career services department provides, graduates would benefit from engagement with a dedicated afloat, maritime support program that is available to all midshipmen/cadets who become service obligated to assist them in their quest for maritime employment, upon graduation.

In further support of maritime education and training, MARAD provides assessments of the maritime industry workforce, including employment trends, workforce gaps, and future workforce needs. To provide strategic recommendations that address workforce sustainability, recruitment challenges, and industry best practices to ensure a resilient maritime workforce, this work statement includes requested support of workforce development through various data analysis, reporting, and engagement activities.

Additionally, reaching potential maritime students from within the K-12 school system is considered a priority and, as such, requires investment in outreach efforts nationwide. Part C outlines potential services that may be added as the program matures. This additional work is not an extension of outreach already associated with Part A and focuses more specifically on K-12 students interested in maritime education.

1.4 Period of Performance

This is a two-year contract with an option to extend (subject to the availability of funds for the option year and MARAD evaluation of the contractor's performance).

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1.5 Place of Performance

USMMA and State Maritime Academies as follows:

Academy/Institution Location

U.S. Merchant Marine Academy Kings Point, NY 11024-1699

California Maritime Academy 200 Maritime Academy Drive, Vallejo, CA 94590

Great Lakes Maritime Academy 1701 East Front Street, Traverse City, MI 49686-3061

Massachusetts Maritime Academy 101 Academy Drive, Buzzards Bay, MA 02532

State University of New York Maritime College

6 Pennyfield Avenue, Fort Schuyler, NY 10465-4198

Maine Maritime Academy Castine, ME 04420

Texas A&M Maritime Academy 200 Seawolf Parkway, Galveston, P.O. Box 1675, TX 77553-1675

K-12 identified institutions (Part C) Various Locations Nationwide

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1.6 Applicable Documents

None

2.0 Specific Requirements/Tasks

2.1 Task One (Part A)

• Develop a Project Management Plan (PMP) to include approach, resources, timeline, and milestones.

• Create tracking of potential users of the service (Database file)

• Provide individualized assistance to undergraduates before the start of the senior year to provide internship guidance, resume writing assistance, and career counseling.

• Provide individualized assistance to undergraduates during senior year to assist with interview preparations, employment guidance, and to discuss hiring trends of the maritime career network.

• Provide a bi-annual written assessment of the availability of afloat jobs across the maritime industry, including specific factors that are/will impact afloat employment in the maritime industry, as well as a forecast of future employment opportunities for graduates, including employment shortages and areas of growth/emerging trends and declines in employment opportunities.

• Provide annual reports to USMMA/MARAD on the number and names of graduates who have contacted the contractor for career services and the number, names, positions, and employers of graduates who actually obtained employment through such service. The report must be submitted by January 1st.

• Coordinate a pre-determined number of potential presentations/workshops and/or SMA career fair visits.

• Include graduates from both USMMA and the SMAs who are service-obligated for the duration of their respective service obligation period: provide information dissemination services to graduates that include materials/reports on maritime employment, trends, and potential opportunities that support graduates in their efforts to secure an afloat job.

• Manage the database of graduates and track the interaction/information dissemination or other activities provided as part of the overall contract, including monthly reporting and provision of the data file to USMMA/MARAD.

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2.2 Task Two (Part B)

• Conduct bi-annual workforce assessments of the maritime industry to analyze employment trends, workforce gaps, and future workforce needs. The assessments should include quantitative and qualitative research methods, utilizing surveys, industry reports, and stakeholder interviews.

• Develop and maintain a workforce model that identifies elements such as industry trends, employment projections, and potential skills gaps. This model should integrate data analytics and forecasting methodologies to support MARAD’s decision-making.

• Provide detailed performance reports and strategic recommendations that address workforce sustainability, recruitment challenges, and industry best practices to ensure a resilient maritime workforce. These reports shall also include an analysis of workforce demographics, labor market shifts, retention trends, and training or credentialing requirements necessary to meet industry demands.

• Deliver monthly workforce activity reports summarizing hiring trends, employment outcomes, and key factors influencing workforce retention and attrition. These reports shall assess workforce participation rates, hiring challenges, and industry-specific employment shifts that impact long-term sustainability.

• Engage with educators, students, and industry professionals to disseminate information about maritime career pathways. The contractor shall develop metrics to determine the effectiveness of these efforts. The contractor shall develop educational materials, including brochures, multimedia presentations, and digital learning tools tailored for students and educators. These resources should be designed to enhance awareness and understanding of the maritime industry and encourage participation in MARAD-supported programs.

2.3 Task Three (Part C) – Optional services

• Create program materials to support the career services support outreach component that can attract K-12 students to the academy enrollment pipeline for potential participation in the Student Incentive Program (SIP) and Career Services Support.

Include videos, displays, and electronic and hard copy brochures promoting the Strategic Sealift Midshipmen Program and SIP at the academies.

• Develop and implement a plan that increases the current level of participation in outreach events promoting Federal programs such as SIP and career services support to identified educational institutions within academies' catchment areas, utilizing program materials. These events ultimately encourage enrollment in the SSMP at the academies, SIP, and the careers services support program.

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• Partner with other entities on outreach efforts to K-12 maritime-focused educational institutions in any geographically challenged locations (partners need to be approved by MARAD).

3.0 Contractor Quality Assurance

The contractor shall provide information as to how they manage the quality of both work and deliverables provided under this PWS. The Government will may utilize the contractor’s quality management approach as input to monitoring performance and ensure compliance with contractual obligations and expected deliverables.

4.0 Delivery or Deliverables

4.1 Part A

• A Project Management Plan within 4 weeks of award that includes midshipmen/cadet outreach component, timelines etc.,

• Monthly status reports of student engagement.

• An annual report on the number and names of students who have contacted the contractor for career services and the number, names, positions, and employers of graduates who actually obtained employment through such service—the report must be submitted by October 1 each year after the Contract Award.

• Bi-annually written assessment of the availability of afloat jobs across the maritime industry, including specific factors that are/will impact afloat employment in the maritime industry, as well as a forecasting of future employment opportunities for graduates, including employment shortages and areas of growth/emerging trends and declines in employment opportunities.

• Create and manage tracking of potential service users (Database file)—provide a database framework within 90 days manage a database of graduates and track the interaction/information dissemination or other activities provided as part of the overall contract, including monthly reporting and provision of the data file to USMMA/MARAD.

• Report monthly the number of Presentations/Workshops and/or SMA career fair visits.

4.2 Part B

• The contractor shall submit bi-annual workforce assessment reports detailing employment trends, workforce gaps, and future workforce needs. Monthly engagement reports and an annual executive placement report summarizing career services efforts and their effectiveness toward long-term retention in the industry shall be delivered to MARAD.

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• A workforce model within 6 months that identifies elements such as industry trends, employment projections, and potential skills gaps. This model should integrate data analytics and forecasting methodologies to support MARAD’s decision-making.

• Detailed quarterly performance reports and strategic recommendations that address workforce sustainability, recruitment challenges, and industry best practices to ensure a resilient maritime workforce. These reports shall also include an analysis of workforce demographics, labor market shifts, retention trends, and training or credentialing requirements necessary to meet industry demands.

• Deliver monthly workforce activity reports summarizing hiring trends, employment outcomes, and key factors influencing workforce retention and attrition. These reports shall assess workforce participation rates, hiring challenges, and industry-specific employment shifts that impact long-term sustainability.

• A quarterly summary of approved engagement efforts with educators, students, and industry professionals, including metrics to determine the effectiveness of these efforts.

• Educational materials, including brochures, multimedia presentations, and digital learning tools tailored for students and educators developed under this Award.

4.3 Part C (Only required if funded)

• Promotional material in support of maritime academies, merchant marine, and SIP program outreach. Materials to support career services outreach to attract K-12 students to the academy enrollment pipeline and highlight the Student Incentive Program (SIP) and Career Services Support. Includes displays, electronic, and hard copy brochures promoting SIP and Strategic Sealift Midshipmen Program at the academies.

• An approved implementation plan within 4 weeks to execute outreach events promoting Federal programs such as SIP and career services support and increase awareness of the maritime schools at the high school level. The number of events will be determined by the overall available funding, and monthly progress reports for outreach events conducted.

4.4 Notice to contractors:

All information and data related to this project that the contractor gathers or obtains shall be both protected from unauthorized release and considered the property of the government. The contracting officer will be the sole authorized official to release verbally or in writing any data, the draft deliverables, the final deliverables, or any other written or printed materials pertaining to this contract. Press releases, marketing material, or any other printed or electronic documentation related to this project, must not be publicized without the written approval of the contracting officer.]

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5.0 Meetings

An initial kick-off meeting, conducted virtually or in person, will establish expectations and project milestones. Quarterly progress and planning meetings will follow to review performance and ensure alignment with project objectives.

6.0 Required Travel and Other Direct Costs (ODCs)

The contractor shall include travel costs for attending career fairs, outreach events, and site visits in their proposal. Additional travel directed by MARAD may be reimbursed in accordance with the Federal Travel Regulations.

7.0 Government Furnished Property/Equipment/Information

There is no MARAD/USMMA Government-Furnished Property/Equipment associated with this contract. Any database files, models, research, or reports created and containing records used for the purpose of this contract will remain the property of MARAD, which has no restricted rights to the data.

8.0 Performance Standards Contractor Must Meet:

Performance Objective

Standard Performance Threshold

Method of Surveillance

PRS # 1 Bi-annual & annual report on number and names of students that have been contacted for career services and the number, names, positions, and employers of graduates who actually obtained employment through such service

The contractor provides a bi-annual and annual report with quarterly progress updates

Report is on time and complete in all required detail.

Report must be submitted 01JAN and

01 JULY.

Written quarterly progress update

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PRS # 2 Bi-annually written assessment of the availability of afloat jobs across the maritime industry

The contractor provides a bi-annual and annual report with quarterly progress updates

Report is on time and complete in all required detail.

Report must be submitted 01JAN and

01 JULY.

Written quarterly progress updates.

PRS # 3 To assist cadets in finding afloat employment/internships in the maritime industry

The contractor provides sufficient resources to meet the objective

Annual target of cadets engaged by contractor of 200

Written quarterly progress updates

PRS # 4 Development and Acceptance of a Project Management Plan that includes midshipmen cadet outreach component, timelines etc., A complete PMP that includes all information to manage the workload of cadet outreach

Clearly defined plan provided on time

Quarterly progress update of plan

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9.0 Glossary of Abbreviations and Acronyms

Student Incentive Program (SIP)