BLISS_Notice.pdf

RFP SAQMMA12R0130-A002 currently contains the following:

Section C.1.C- Objectives, page 26- “The Contractor shall develop a LN hiring program as specified under each task order in order to "normalize" [1]

Embassy operations in Iraq and to further establish faith and good will with the country of

Iraq. The Contractor shall achieve 25% LNs workforce by 6 months into the base period in Basrah and IZ (but not BDSC), and 50% by the start of Option Year 1 for those locations. In addition, at the beginning of Option period 1, the government will re-assess the staffing level and may increase the requirement of hiring local nationals from 50% to 75% to be achieved by the start of Option period 2;

however, the 75% level will not be part of the evaluation criteria.

Section L.16.1.3.1 Sample Staffing Plan (20 pages)

L.16.1.3.1 SAMPLE STAFFING Plan (20 pages)

The Offeror shall provide a notional description of the organizational structure, management, and qualified staff required to provide onsite BLiSS services for

Sample Task Orders. The Offeror shall describe:

The organizational structure and number of personnel proposed to provide direct services under this contract. Provide in the table below a commitment to a percentage of LNs that will be part of the overall workforce by site per year:

Site 6 mos into Base

Year

Start of

Option Yr

Option Yr

Option Yr

Option Yr

IZ 25% 50%

BDSC

Basrah 25% 50%

List the tasks that will be delegated to local Iraqi-owned subcontractors and identify potential risks and propose mitigating strategies.

[1] "Normalize" is a concept that is mentioned frequently in this document. The term references an effort by the

DoS to bring the conditions and operations of the Embassy and its consulates in Iraq into an environment that is more in line with how U.S. embassies operate around the world.

The training methodology the Offeror will utilize to maintain and update employees’ knowledge, best practices in BLiSS techniques including commercial techniques and program and project management skills for applicable personnel.

The training methodology the Offeror will utilize to maintain employee proficiency in the use of software programs that may be employed during the contracts performance;

The training methodology the Offeror will utilize to provide robust program and project management to plan, schedule and manage the overall workload requirements and deliverables of this project;

The training methodology the Offeror will utilize to recruit, develop and maintain a Local National (LN) workforce for direct hire and subcontracted positions;

Any awards or incentive plans designed to promote high quality performance and reduce personnel turnover for this contract;

Housing outside DOS facilities- Assessment of housing need for applicable American and TCN staffs for effective and cost efficient solutions country-wide. Approach to managing housing, providing for personnel support (e.g. transportation, security, meals, medical, other).

All Offerors are advised that DOS will not provide security for contractor housing or transportation of personnel in the performance of this contract.

If the Offeror proposes the use of Third Country Nationals as part of the proposed Staffing, a Recruitment Plan and Housing Plan are required as per Section H.70. There is no page count for these Plans and they are not counted as part of the 20 page limit. However, these Plans will be evaluated on a pass/fail basis in the CO’s determination of offerors responsibility in accordance with FAR Subpart 9.1 (Responsible

Prospective Contractors)

Organizational and functional chart reflecting line of management responsibility, including corporate management (including name and telephone number) above the level managing this contract.

Section M.10.1.1.1, Sample Staffing Plan, page 153

M.10.1.1.1 SAMPLE staffing plan

The Offeror shall adequately describe the organizational structure and the qualified labor mix and number for each separate task requirement, demonstrating how the proposed staffing will be consistent with the proposed technical approach. The

Government will specifically evaluate the Offeror’s proposed approach to recruiting, hiring and training LNs, and the extent the Offeror commits to both a short term and long term engagement of a significant number of such employees for the purpose of short term and long term performance on this contract. Offerors shall be at 25% LNs workforce by 6 months into the base year, and at 50% LNs at beginning of Option Year 1 for Basrah and IZ. (Note: Any projected numbers by

Offerors higher than 50% shall not be evaluated as “exceeding” requirements.) In addition, the Government will evaluate the Offeror’s proposed Recruitment Plan and Housing Plan for Third Country Nationals, if provided; the Government will review the adequacy of the plan to ensure it meets all compliance requirements as stated in Provision H.70 and elsewhere.