Amendment 1_RFP_25-044_07232025.pdf

100 Stellarator Road Princeton, NJ 08543 USA

AMENDMENT 1

REQUEST FOR PROPOSALS (RFP) 25-044

July 23, 2025

TO: Potential Offerors for RFP 25-044

SUBJECT: Amendment No. 1 Amendment No. 1 includes:

Questions and Answers: Due the large volume of questions and duplication of the same, in most cases, duplicate questions have been combined.

The following questions have been addressed below.

Volume and Cadence of Coaching Engagements

1. What is the estimated volume or number of coaching engagements anticipated per year or over the contract duration? It may vary, in previous years, there were only 2 at 6 months each. PPPL will not guarantee the volume per year.

2. Could you provide an estimate of the average number of coaching sessions conducted per year, along with their typical duration? On average, there were 2 per year, at a duration of 6 months each.

3. What is your estimate of the number of coaching sessions that will be held for each person? 1 session may be either 3 or 6 months.

4. What is the anticipated cadence of coaching sessions, or do you prefer the provider to determine this in collaboration with the coachee (weekly/bi-weekly/monthly)? The cadence of a set of anticipated coaching sessions would be outlined in the individual coachee SOW with the expectation that we can leave some room for flexibility if additional sessions are needed or required based on progress or level of intensity of coaching session.

Distribution of Coaching Levels

5. What is the anticipated split of executive vs. new/mid-level leaders who participate? This is not able to be determined at this time.

6. Are there any other leadership tracks that might be eligible for coaching (e.g., emerging leaders, newly appointed leaders)? The candidates selected for coaching needs in the past at PPPL have been a mix of those that are already leaders and need enhancements/or are getting coaching services for good reasons, they could be those identified as high potential/emerging leaders (with hopes that coaching will get them to the next level needed to advance their career up), leaders where work has grown in scope or responsibility where perhaps more skills are needed.

7. What positions and levels of leadership do the coaching clients occupy? These positions are Mid-level/ Executive Level and above.

Preferred/Required Assessment Tools & Certifications https://www.pppl.gov/

TO: RFP 25-044

SUBJECT:Amendment No. 1 Page 2

8. Are there specific assessment tools or methodologies that PPPL prefers or requires coaches to be certified in or utilize? PPPL would like the suppliers to propose their assessment tools and methodologies in their coaching methods.

9. Which professional certifications (e.g., ICF ACC, PCC, or MCC, EMCC, Hogan, Disc, EQ-i 2.0, Leadership Circle Profile 360, Korn Ferry, MBTI) are mandatory or highly preferred for coaches under each labor category (Executive Coach, Senior Executive Coach, etc.), and will ICF-certified coaches receive higher preference or evaluation scoring during selection? Please review the Statement of Work for qualifications under section 5.0 Subcontractor Qualifications.

10. Given the requirement of interviewing 4 stakeholders per coachee, is there latitude to craft a 360-degree survey instrument for use across the coaching cohort to establish a baseline? Unsure. This is not a clear question because it is not stated if these surveys are anonymous or not. If they are anonymous, interviews with key stakeholders per coachee should take place but if a 360-degree survey tool were used in addition to the conversations with the stakeholders, we cannot see how this would be a bad thing. It might put any trends that come across into buckets for key focus parameters. OR if this would be a tool used up front that would tie back to the identified stakeholder to spur discussion with each stakeholder please outline in your proposal.

11. To what extent is the client interested in quantitative 360 data to augment their stakeholder qualitative interview data? Reference the reply to no. 10.

12. Is the client expecting a team assessment tool to be provided and administered for each leader’s team? If this is something that your firm offer’s, please provide details of how this would be beneficial to PPPL and the coachee.

13. What existing assessments are in use in the organization at each level, and how recently have these assessments been administered? We do not currently have any existing assessments and are open based on coaching needs. It would be helpful to have the suppliers provide their assessment tools outlined in your proposal response and how it has supported other clients in the past.

Reporting Requirements & Success Metrics

14. Will PPPL provide a standardized reporting template for the Individual Action Plan, Status Report, and Final Evaluation Report, or should we propose our own? The supplier will be providing their own. Will there be a standardized reporting format required? See answer to no. 15.

15. What are the preferred formats for deliverables like action plans, status reports, and final evaluations (e.g., templates, software platforms)? The deliverables will be outlined in the Statement of Work and will define the type of format. Typically, electronically, in pdf format.

16. What KPIs or success metrics will define a successful engagement? What specific evaluation methodologies, KPIs, or metrics will PPPL use to assess the effectiveness and ROI of coaching engagements?

What will be the exact format and expectations for measuring coaching success (e.g., KPIs, stakeholder surveys, ROI models, psychometric data, 360s)? Can the client clarify what is expected related to tracking key performance indicators? Are KPIs individual or organizational, and how is the client expecting these to be measured? It would be beneficial to have the suppliers provide their KPI’s along with any success metrics and outline how it supported other clients in the past. Please provide your format describing expectations for measuring coaching success and how it has helped other clients. The KPI’s would be individual and would like for the suppliers to provide KPIs that have been successful with past clients.

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17. Are there existing evaluation mechanisms or tools you would like to integrate (e.g., 360 assessments, engagement surveys)? PPPL would like the supplier to provide their evaluation mechanisms and tools along with any success from past clients that might be beneficial to PPPL.

18. Would you want pre- and post-coaching assessments or ROI reporting, and in what form is the client looking for post-measurement data? PPPL would like the supplier to provide their ROI reporting and how it might be beneficial to PPPL’s stakeholders / coachee’ s.

19. What is the nature of the reporting requirements for this activity? Is the service provider expected to report on individual progress against action plan goals or collective trends related to all those being coached in a particular cohort? The reporting requirements would be identified in the Statement of Work specific to the individual’s progress based on outlined needs for each coaching requirement. Yes, the supplier is expected to report on individuals progress and are outlined in the Statement of Work.

20. Are there any mandated reporting or documentation practices that coaches should follow? No, however, PPPL would expect the supplier to have standard operating procedures and best documentation practices in place for their coaches.

21. What are the expectations for reporting frequency and detail under this BOA (e.g., monthly performance reports, client feedback summaries, compliance audits)? The reporting requirements will be outlined in the Statement of Work for each individual coaching requirement.

22. Are the leaders being coached made aware of the competencies and KPIs internally? This would be addressed in the SOW for the individual getting the coaching support so that the supplier would be able to create a coaching plan around those competencies and KPIs.

23. Is the client looking for or expecting any aggregate data? No.

Coaching Modality & Logistics

24. What is PPPL's preferred method for scheduling coaching sessions and stakeholder interviews, and how flexible are these arrangements? Mostly remote/ virtual, there may be a time where services may be required to be onsite. This is flexible.

25. What are the expectations regarding on-site work versus remote work for coaching sessions and stakeholder interviews, and what is your preferred modality for meetings (in-person, virtual)? Are there specific requirements or preferences for in-person vs. virtual (teleconference/remote) coaching engagements, and do those vary by leadership tier (e.g., executive vs. mid-level)? Will PPPL allow virtual coaching for all levels, or are there specific in-person requirements, especially for assessments or milestone engagements? Would the anticipated Key Personnel position(s) require relocating to the Princeton, NJ area, or does the PWS allow for a mix of remote and on-site work combined with travel to PPPL offices/worksites? Does The Princeton Plasma Physics Laboratory (PPPL) anticipate that required personnel (Key & Non-Key) supporting RFP_25_044 work remotely or on the client site at PPPL offices in Princeton NJ?

This would be outlined in the individual coachee Statement of Work. PPPL does conduct the majority of the work remotely via zoom, phone, chat. However, there should be an expectation that a portion of the outlined coaching sessions might be onsite/in person. Reference the answer to no. 24.

26. Is there an expected volume of onsite visits we should address in our proposal? Please provide what your firm would propose for a coaching session.

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27. What is the process for scheduling, rescheduling, and documenting sessions? Rescheduling/ scheduling would be determined at the time of a Job Order award and worked with the coach and the coachee availability.

The documentation of the sessions would be outlined in the deliverables as identified in the Statement of Work.

28. Are there existing platforms or tools for scheduling, tracking, and managing the coaching relationship?

PPPL would like for the suppliers to provide their existing platforms / tools in their proposal.

29. Does a single "visit" encompass both days of on-site coaching (i.e., a full, two-day engagement), or should we treat "per visit" as a per-day rate for the pair of coaches? PPPL would like for the supplier to define their rates and rate for their coaches.

30. Is offering ongoing in-person coaching a requirement? It can be a mixture of both virtual/ on-site coaching.

31. Are stakeholder interviews assumed to be conducted virtually? It can be a mixture of both.

Program Goals & Design

32. What are the primary goals of this PPL/DOE coaching RFP (e.g., Leadership development, Succession planning, Performance improvement, Culture transformation)? This information can be found in the Statement Of Work (SOW)

33. How does this coaching effort align with your broader organizational strategy or leadership development roadmap? This information can be found in the Statement Of Work (SOW)

34. Are there specific leadership competencies or behaviors you are seeking to enhance or embed? This information can be found in the Statement Of Work (SOW)

35. What is the most important change—at the individual, team, or organizational level—that PPPL hopes to see as a result of this coaching program? This information can be found in the Statement Of Work (SOW)

36. Will the leadership development/individual action plans be in addition to annual development plans, or will the individual action plans be the only plans the leaders have to track progress against goals set for the year?

It could be a mix of annual development plans for succession planning purposes/emerging leaders, or individual goals outlined by line manager/executive leader or even the individual themselves.

37. How much is the coaching expected to influence the design and execution of the leadership development/individual action plans? Regarding 4.4.2.5, are we to assume that the service provider will be able to bill for the email communication and ad-hoc calls that will be unlimited? Nothing should be ad hoc billing for PPPL. We will be looking for fixed prices on these services, built into the proposal so that we know what we are going to be paying up front. As noted in the SOW, 4.4.2.5 Email communication and ad-hoc calls will be unlimited.

38. Do you envision one-on-one coaching only, or will there be a mix of group coaching, team coaching, or cohort-based models? Can PPPL clarify the nature of the executive coaching, is it intended to be one-on-one, or program/classroom based? All of this information can be found in the Statement of Work.

39. Would PPPL be open to adding additional tasks that cover other components of building high performing teams? Please provide any additional offering in your proposal.

40. Does the RFP include working with the team or just the leader with the review of team data? Please review the Statement of Work for the requirements.

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Incumbent Provider & Program Status

41. Is this a new coaching program that will be established, or the continuation of an existing coaching program? Is this a new requirement or a recompete? Does the project represent a continuation of a past or current effort or is this a new initiative? This is not a new requirement; it is a continuation of an existing program/ recompete.

42. If you have used a similar process in the past, what parts do you wish to retain, and which parts do you wish to improve or discard? This is a recompete, as the current contracts have ended and are not able to be extended.

43. Is there an incumbent provider for these services? If so, who is/are the incumbent(s), and can you provide a previous contract number? What are the key areas for improvement or why is PPPL seeking new providers?

Are there any incumbent vendors providing similar services, and if so, what are PPPL’s expectations or dissatisfaction points for this new award? If this is not a new requirement, could you provide the name of the incumbent awardee? Yes, PPPL will not provide the suppliers. The current incumbents have provided good services. Key areas to improve are costs, as in some cases, although pricing is not scored, the costs are a concern when budget constraints are being faced. PPPL has not been dissatisfied with the current incumbents.

44. If there is an incumbent, is there a reason the known incumbent may be precluded from bidding on this new or existing requirement? Refer to no. 43.

Confidentiality & Data Access

45. How is the provider expected to uphold the confidential nature of the coaching relationship and handle sensitive information while still sharing progress made to PPPL? It will be up to the coach/vendor to be able to differentiate and understand what’s revealed confidentiality in one-on-one sessions and how it is or is not shared with those that need to know on progress. The vendor should assume that the coaching needs are needs that are stemming from performance discussions with the individual’s line manager or executive leader (depending on level) or feedback that may come collectively from a team. Please note there are many times that executive coaching at PPPL is oftentimes based on positive conversations with these groups and not necessarily negative.

46. Will coaches be required to share results of coaching sessions with the clients' managers, business unit leaders, or HR? The subcontractor/coach should understand and have experience successfully using commonly utilized best practices for collecting feedback and performance methods, building, and executing development plans.

47. What level of data access and support will PPPL provide to coaches (e.g., stakeholder contact lists, prior assessments, HR data)? PPPL will supply the subcontractor with essential background information for each coaching candidate, including details about the work environment, historical context, job descriptions, and relevant cultural and organizational insights necessary for effective coaching and the development of tailored goals.

Coach Qualifications & Labor Categories

48. Will PPPL provide the number of hours expected for Senior Executive Coach, Executive Coach, Team Lead Coach, and Leadership Coach? No. This is to be expected to be provided the supplier at the time of a Job Order proposal request.

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49. Are the following labor categories (Senior Executive Coach, Executive Coach, Team Leads Coach, Leadership Coach) the only Key Personnel required? If your firm has other labor categories, you may propose them on Attachment 3.

50. Are we required to submit one resume/CV per labor category? No.

51. Do all labor categories need to meet the qualifications outlined in Section 5? Yes.

52. Would you prefer coach-client matching, and if so, do you have criteria for this? How does the matching of coach to coachee happen in this coaching program? The Statement of work (SOW) will outline key development areas required for the coachee. It will be determined by the firm to supply the appropriate coach(es) along with their resume and capabilities in their proposal that may fit with the individual who is in need of the coaching services.

53. Do you have a preference for local coaches, or any other preferences? No Preference.

54. Can you confirm whether the subcontractor qualifications outlined in Section 5 refer to minimum requirements that should be met by the subcontractor overall or by each proposed key personnel? Met by the subcontractor overall.

55. Is the bidder expected to provide 3-5 referrals and/or testimonials from past clients proving successful impact and outcomes for the firm overall or for each key personnel being proposed as a coach? Yes, 3-5 referrals and/or testimonials from past clients proving successful impact and outcomes from the firm overall.

56. Referencing the labor categories listed in the Offeror Information and Pricing Form, how would PPPL characterize the main distinctions between the Executive Coach, Team Leads Coach, and Leadership Coach roles? Executive coach = CSuite or one level down from CSuite such as an individual that reports into a CSuite executive. Leadership Coach = 1-2 levels down from CSuite with potential to advance into a more senior leadership role or role that has significantly expanded scope/people management. Team Leads Coach would be lower-level management for basic management or leadership coaching enhancement or support although.

PPPL will most likely not be using coaching services for this level of individual unless there is an exceptional case made due to the expense.

57. Are the Coaches considered Key Personnel under this solicitation? The Key Personnel would be the main point of contact in your organization.

58. Is a Project Manager required to support this effort, and would they be considered Key Personnel? No need for a project manager to support this effort.

59. Does PPPL prefer resumes to be embedded in the technical proposal section, or as a separate appendix?

Submitted with Part II.

60. The Statement of Work (SOW) references two labor categories (Executive Coach and New & Mid-level Coach), but Attachment 3 – Offer Information and Pricing Form lists four coaching labor categories. Should our technical response address all four categories in Attachment 3 or only the two outlined in the SOW? If your firm can support all four categories, please provide the cost on the pricing form.

Budget & Pricing

61. Is there a predefined budget per participant or overall? This is a Basic Ordering Agreement, and it holds no value. PPPL does not provide budget information. When a need arises, a Job Order will be implemented which is where the funding will be provided after the proposal has been received by the Awarded supplier that has a Basic Ordering Agreement in place.

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62. Do you want the cost of assessments included in the pricing for the proposal? If your firm provides cost assessments, please include this in your rate. The rate for the services should encompass all costs.

63. Would PPPL consider a Time and Materials award with a maximum of hours for each of the labor categories? It is anticipated that the Job Orders will be Firm Fixed Price, we would only consider a T&M in certain situations.

64. Is there a defined ceiling dollar value for this contract? Please see the answer to no. 61 What is your not to exceed budget/rate or budget range or how much have you spent on similar work in the past? Is there a price ceiling for the amount that PPPL will spend on this contract? Please see the answer to no. 61

65. Is it estimated that full/total funding exists for this solicitation? If so, is there an intended Maximum/Minimum funding threshold? Please see the answer to no. 61

66. Does PPPL intend to allocate work equally among BOA awardees or will distribution be performance- and pricing-based? Based on performance and price. All Job Orders will be competitively competed. There is no allocating work equally among BOA Awardees.

67. Are we to assume that the service provider will be able to bill for unlimited email communication and ad-hoc calls? No, Please refer to Statement of Work, Section 4. How would PPPL like the Contractor to price for unlimited availability or is there a stop-loss amount of time that clients can utilize time of the coaches outside of their sessions? This should be incorporated into your rates.

68. Are submitters permitted to modify the pricing form through an additional column on the rate table to identify any discount arrangements offered with their proposals? Yes. If not, where should the submitter indicate the discount arrangement provided?

69. Is this contract time and materials, labor hours, fixed price, or fixed price level of effort? If PPPL utilizing each of these methods, will the contract type be done on a Job Order basis? Contract type on a Job Order basis, all Firm Fixed Price.

Engagement Process Details

70. Will coaches be working directly with HR, managers, or business unit leaders? They will be working directly with the Coachee identified in the Statement of Work.

71. Is there any expectation of or openness to a 3-way meeting between the line manager and client in this coaching program? This would be outlined at the time an SOW is required for the individual specific coaching need.

72. Section 4.4 references ‘stakeholders’ in the coaching process. Could you clarify who the stakeholders are (e.g., direct reports, peers, supervisors, others)? Stakeholders may be peers, supervisor, or others that have contact with the coachee.

73. Section 4.4.2.2 states that the Executive Coach will conduct 30–60-minute confidential interviews with at least four (4) key stakeholders. Does this mean 30 total interviews (each lasting 60 minutes) or four stakeholders each receiving 30 sessions of 60 minutes of interview time? At a min. 4 key stakeholders, at approx. 30-60 min. w/ each person, for a total up to 4 hours.

Contract & Procurement Logistics

74. What is the expected timeline for onboarding and contract kickoff? In the next 3-4 months.

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75. Will answers to questions from all potential vendors be shared among them? Yes.

76. Will we be able to learn who the other bidders are? If your firm is awarded a BOA agreement, yes, PPPL will identify all awarded BOA holders.

77. In our proposal, may we include references and hyperlinks to electronic resources? Yes, as long as they are identified and described for what basis to support your proposal.

78. Is this a requirement whereby the solicitation is open solely to pre-awarded vendors on a previous PPPL Blanket Purchase Agreement (BPA), Indefinite Delivery, Indefinite Quantity (IDIQ), or Multiple Award Schedule (MAS) or related Contract Vehicle? No.

79. Has Princeton Plasma Physics Laboratory (PPPL) held preliminary meetings with specific contractors interested in responding to this solicitation? No

80. Can PPPL provide specific guidance on proposal formatting for each required volume (Technical, Past Performance, Price, etc.), including font size, graphics/tables font size, margins, and page limitations? These are not required, or they would have been outlined in the Instructions. We ask suppliers to address the proposal requirements respectively for the reviewers that will be assessing the bids.

81. Should/Can Past Performance/Relevant Experience information be included in the Technical Proposal Volume, or should Offerors provide a separate Past Performance/Relevant Experience Volume for the response to RFP_25_044? Yes, and please ensure that this requirement can be identified in your proposal submission.

82. Is this requirement part of a Multiple Award Schedule/Contract or a Single Award Schedule/Contract? No.

83. What is the typical structure and scope of a BOA-issued Job Order? Yes, via a Job Order.

84. Will each Job Order be limited to one individual engagement or will task orders cover group/multiple coaching activities at once? One individual engagement.

85. Will Professional & Executive Leadership Coaching Team/Firm be permitted to use subcontractors or team partners, and what are the vetting, approval, and onboarding processes required by PPPL for such resources?

This must be outlined in your proposal.

86. Once a Job Order is issued, what is the expected turnaround time for Professional & Executive Leadership Coaching Team/Firm to propose, mobilize, and initiate coaching activities? Depends on the availability of the Coach and the Coachee.

87. Are there tiered urgency levels or response time SLAs? No.

88. Is there a specified deadline for submitting the Acknowledgment of Receipt of RFP 25-044? Prior to the due date of the proposal.

89. What should go into the column "Remote/phone/video" in Attachment 3 - Offeror Information and Pricing Form? If your firm offers all, put all.

90. Would PPPL consider allowing offerors to reference their active SAM.gov registration for representations and certifications in lieu of completing Attachment 4, to avoid duplicative paperwork? No. Attachment 4 is a requirement to be completed and submitted with your proposal.

91. How many Subcontractors does PPPL anticipate, or will the estimate be awarded? Not sure at this time.

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92. Would PPPL consider granting an extension on the proposal due date until August 4, 2025, in order to allow bidders time to incorporate Q&A responses into their proposals? No, Proposal Design/Content

93. May we add labor categories to the table in Part 1 of Attachment 3 (e.g., administrative support, project management, technical support) to support project delivery? Yes, you may add a row.

94. Regarding proposal organization: Should Part I–c focus solely on the Offeror’s (firm-level) minimum qualifications, such as relevant experience, technical capability, and corporate references, or also include a summary of key personnel qualifications? Focus solely on the firm level.

95. Regarding proposal organization: Should Offerors organize Part II using the a–d structure in the Instructions, or the Factors/Subfactors used in the Evaluation Criteria? Factors in the Evaluation Criteria.

96. If the a–d structure is to be used, where should Offerors address content related to “Understanding of Requirements”? Factors in the Evaluation Criteria.

97. Regarding proposal submission format: Is it acceptable to submit Part I and Part II as a single file, with clearly labeled internal sections, or should all three parts (I, II, and III) be submitted as three separate files?

Yes, it is acceptable.

98. Are you looking for a partner to co-design a fully customized coaching solution or implement a standardized offering? No.

99. To what extent do you expect the coaching firm to provide thought leadership, best practices, and/or custom-tailored coaching? Please review the Statement of Work.

Cultural/Organizational Context

100. Are there any specific cultural nuances or organizational challenges within PPPL that coaches should be aware of or prepared to address? If there are challenges, when a need arises for an individual coaching need, this would be identified in the Statement of Work.

101. Why are you choosing to outsource this project rather than staffing it internally? This is on an as needed basis.

DOE Compliance & Contractual Flow-down

102. Are there specific DOE compliance or cybersecurity protocols (e.g., CUI handling, FedRAMP for platforms used, NIST training) that apply to coaching platforms, data exchange, or storage? No.

103. Will coaches or subcontractors be required to complete any DOE-specific security clearances, ethics/compliance training, or IT/cybersecurity protocols before engaging with clients or accessing data? If coming on site, GET training would be required. This information can be found in the Statement of Work.

104. Please clarify, for the purpose of these Services, is PPPL providing the services in this contract to the Government as a Prime Contractor or are these services for PPPL employees? PPPL is a National Laboratory, Managed and Operated by Princeton University under a Prime Contract. These services would be for PPPL employees only as outlined in the Statement of Work.

105. If Princeton is “acting under Prime Contract No. DE-AC02-09CH11466,” do any additional FAR clauses or clauses from the Prime Contract flow down to the awardee? If yes, could you provide a copy of the flow down

SUBJECT:Amendment No. 1 Page 10 clauses? These clauses are found in the RFP Document, as Schedules related to Attachment 2. Please review the RFP documents more thoroughly.

Clarification on "Initial Job Order"

106. Can PPPL provide more detail on the "Initial Job Order" mentioned in the oral presentation section, as this seems to be an important area for clarification during presentations? Currently there is not a need, and there is no “initial Job Order” at this time. No need for clarification.

107. In the instructions for proposal document it states, “due to the commercial and competitive nature of this procurement, PPPL is not requesting the submission of certified cost or pricing data under this solicitation.”

However, specific pricing data is requested in PPPL General Terms and Conditions Part F-Time and Materials or Labor-Hours Subcontracts the offeror information and pricing form, part 1 such as labor-hour contracts.

Please clarify the expectations on what should be submitted for costing. PPPL is looking for specific pricing data, particularly concerning labor categories and the proposed contract type. You are expected to provide pricing information for specific labor categories, including Senior Executive Coach, Executive Coach, Team Leads Coach, and Leadership Coach, as listed in Attachment 3 – Offeror Information and Pricing Form

108. Is there any expectation of or openness to a 3-way meeting between the line manager and client in this coaching program? Potentially. This type of communication meeting would be outlined in the individual coachee bid proposal along with how often a firm would do this to be able to provide their best coaching services.

109. Are there preferred or required assessment tools (e.g., MBTI, DISC, 360 feedback) that PPPL expects coaches to use? PPPL would welcome any tools that the vendor has available to the vendor to conduct initial assessments based on the SOW and coaching needs. The price of using an assessment tool should be built into the fixed price of the cost of services.

Please acknowledge your receipt of this RFP Amendment No. 1 by signing below and returning it with your proposal package.

This ends the question-and-answer session portion of this RFP.

PROPOSALS DUE ON OR BEFORE 4:30 PM EST Monday, July 28, 2025.

Sincerely, Cheryl Colan Procurement Specialist

Company: ______________________________

Signature: ______________________________

Name: _________________________________

Title: __________________________________

Date: __________________________________