RFI Culture Survey and MSF.pdf

REQUEST FOR INFORMATION

Human Capital Program Development.

Procurement of Organizational Culture Survey and Multi-source Feedback (MSF) 360

Leadership Assessment based on a validated standard Organizational Culture Model and consulting, technical and analytical support services to aid DLA in the analysis of survey and

MSF responses

This is a Request for Information (RFI). This is NOT a solicitation for proposals, proposal abstracts, or quotations. This request for information (RFI) is issued for the purpose of obtaining knowledge and information for project planning purposes.

Human Capital Program Development (J12) is requesting information relative to an upcoming procurement of an Organizational Culture Survey and Multi-Source Feedback Assessment. The information provided by vendors will be used to: (1) determine the commercial availability of the proposed services; (2) determine the capabilities of offerors to provide the Analytical and Technical

Support outlined in the Draft Statement of Work (See Attachment #1); and (3) develop an Acquisition

Strategy if adequate response is received.

BACKGROUND

The DLA Culture Survey, administered by DLA Human Resources (J1), is the only enterprise-wide assessment of the DLA workforce that assesses organizational culture. This survey effort provides vital metrics to assess DLA’s ability to make progress toward and meet its strategic goals, both at the enterprise and activity level. The influence of organizational culture is very strong. It can be either a driver of, or a barrier to, the implementation of strategic objectives. Organizational culture drives employee motivation and problems can arise when there is a discrepancy between what an organization strives to achieve and employees’ assumptions and beliefs. High culture scores are correlated to a number of positive performance indicators.

The results, which are benchmarked with other private and public organizations, are used to inform workforce planning and other talent management initiatives to ensure that DLA is able to recruit, select, develop, and retain an agile workforce with the capabilities to meet our current and future mission requirements. Using longitudinal data helps the agency look at where they have been and where they are going. These are some of the reasons why DLA is seeking information on an acquisition of an

Organizational Culture Model and Survey program.

DLA has completed prior administrations of the DLA Culture Survey using the Denison Organizational

Culture Model and Survey as the assessment tool. These surveys provide vital metrics to assess DLA’s ability to make progress toward and meet its strategic human capital goals. Because of the importance of the DLA Culture Survey and its high visibility across the agency, DLA needs a Contractor with a proven method of successfully delivering an online survey (and on paper as needed) to a large, geographically distributed workforce. This request for quote is seeking information for a similar or better program that could provide successful results for DLA.

The DLA MSF 360 Leadership Assessment is an integral part of the DLA Enterprise Leader

Development Program (ELDP) for Level 3 and 4 supervisors and managers which is led by the DLA

Training Office in DLA Human Resources (J1). The DLA ELDP aligns with the DLA People and

Culture Plan (DLA Human Capital Plan) Objective 1 Develop Leaders and is a critical capability in the

DLA Strategic Plan. It is essential that DLA’s supervisors and managers effectively lead an increasingly diverse workforce and we must be able to assess and improve our leadership to cultivate supervisors who are prepared to successfully manage in an evolving environment.

The DLA MSF 360 Leadership Assessment is the only enterprise-wide assessment of the DLA workforce and supervisors. The MSF 360 process is a supporting intervention employed to measure leaders’ behavior. It is a quantifiable way to reinforce leadership’s role in DLA’s cultural transformation effort by aligning leadership behavior with DLA’s strategic direction. The MSF 360 process will provide feedback to leaders and the Agency on skills and leadership competencies that support the desired culture. DLA Human Resources (J1) can categorize results by activities as well as providing enterprise data, which make the surveys vital metrics to assess DLA’s ability to make progress toward and meet its strategic goals for Learning and Development.

The organizational culture model is used as a metric for DLA organizational culture which has established a solid benchmark. DLA has completed several successful administrations of the DLA

Culture/Climate Survey and the MSF 360 Leadership Assessment based on a validated organizational culture model that links organizational culture to performance measures.

Because of the importance and high visibility across the Agency, DLA needs a vendor with a validated organizational culture model that links organizational culture to performance measures that will be the foundation of the Culture/Climate Surveys and MSF 360 Leadership Assessments. In addition, DLA needs a vendor that has a proven method of successfully delivering, analyzing, interpreting and reporting electronic (and on paper as needed) Organizational Culture Surveys and MSF 360 Leadership

Assessments based on a validated organizational culture model to a large, geographically distributed workforce.

REQUESTED INFORMATION FOR RFI RESPONSE: Procurement of an Organizational

Culture Survey and Technical and Analytical Support Service to Aid DLA in the Analysis of

Survey Response

Interested vendors should furnish all of the following information in detail to DCSO-C:

Vendor Information

• Organization Name

• DUNS number

• Company Address

• Point of Contact (including name, title, addresses, telephone number, fax number and Email address)

• Business size pursuant to the applicable NAICS code(s) corresponding to your primary business activities

• Socio-economic status pursuant to the applicable NAICS code(s) corresponding to your primary business activities (e.g., 8(a), HUBZone, VOSB, SDVOSB, WOSB, or SDB)

• Partnering or Teaming Agreements (if applicable)

• Company Web Page URL

Technical Capabilities

a. Acquisition of an Organizational Culture Survey

b. Preparation of Culture Survey and Administration of Electronic Survey

c. Coding, Analysis, and Report Preparation of Survey Data

d. Enterprise-level Consulting Services Related to Culture Survey and Results

e. Ad Hoc Analyses and Special Reports/Briefings

f. Activity-Level Culture Action Planning Support

See Draft Statement of Work for specific descriptions pertaining to each specific categories listed in (a) through (f).

SUBMISSION INSTRUCTIONS

Responses are required to include the following items which align to the Technical Capabilities:

a. Organizational Culture Model

b. Prior survey administration process plan including timelines and deliverables

c. Culture survey questions including foreign language translations

d. Prior climate survey questions including foreign language translations

e. Methods of analyzing data

f. Number and names of organizations included in benchmark database

g. Examples of survey reports

h. Culture and action planning training materials

i. Examples of action plans

j. Staffing plan and credentials

k. Past performance evaluation from federal government and Department of Defence customer from survey administration in the past year

Responses should be submitted electronically to: kristin.schoeck@dla.mil The Contract Specialist will confirm receipt of received response by email.

Responses are requested by 3:00 p.m. EST Thursday, September 09, 2021. Responses received after the due date may not be included in the development of the Acquisition.

Responses should be typed in 12-point Times New Roman font, single-spaced submitted in Microsoft

Word or Adobe PDF format and SHALL NOT EXCEED TWENTY FIVE (25) PAGES.

All questions regarding this RFI shall be submitted via email to kristin.schoeck@dla.mil by 3:00 p.m.

EST Wednesday, September 01, 2021. Vendors are asked to provide a response with the title

Organizational Culture Survey and Multi-Source Feedback in the email submitted to kristin.schoeck@dla.mil ALL RESPONSES WILL BE EMAILED TO kristin.schoeck@dla.mil.

TELEPHONE AND FACSIMILIE RESPONSES WILL NOT BE ACCEPTED

NOTE: This RFI is being published under Beta.Sam mailto:kristin.schoeck@dla.mil mailto:kristin.schoeck@dla.mil

Disclaimer and Important Notes. This notice does not obligate the Government to award a contract or otherwise pay for the information provided in response. The Government reserves the right to use information provided by respondents for any purpose deemed necessary and legally appropriate. Any organization responding to this notice should ensure that its response is complete and sufficiently detailed. Information provided will be used to assess tradeoffs and alternatives available for the potential requirement and may lead to the development of a solicitation. Respondents are advised that the

Government is under no obligation to acknowledge receipt of the information received or provide feedback to respondents with respect to any information submitted.

Any solicitation resulting from the analysis of information obtained will be announced to the public using the appropriate Government Point of Entry (GPE) in accordance with the FAR Part 5. However, responses to this notice will not be considered adequate responses to a solicitation.

Confidentiality. No proprietary, classified, confidential, or sensitive information should be included in your response. The Government reserves the right to use any non-proprietary technical information in any resultant solicitation.

(Attachments: Draft SOW)