SATPC0036222 Tab 04 4 SOW.pdf

Performance Work Statement

Anti-Harassment Training

NASA, Office of Diversity and Equal Opportunity

June 20, 2024

1. Purpose

NASA, Office of Diversity and Equal Opportunity, requests assistance to develop and deliver comprehensive harassment training tailored to NASA. The contractor will provide all labor, materials, supervision, and management to develop and implement a training plan and schedule for all NASA Centers and associated facilities. Work shall be performed in accordance with the terms and conditions of the basic contract and as specified below.

2. NASA Background

NASA, the National Aeronautics and Space Administration, employs over 18,000 civil service employees and thousands more contractors across multiple centers and facilities. NASA's mission includes the exploration of space, scientific discovery, and technological innovation.

In 2020, NASA reinforced its anti-harassment policy covering all forms of harassment, including sexual harassment, bullying, and harassment based on Equal Employment Opportunity (EEO) protected bases. This policy encourages employees to report harassment through multiple channels, including direct reporting to supervisors and an established helpline.

To foster a culture of inclusion and improve the work environment, NASA seeks a subject matter expert to provide advice, guidance, and support in developing resources, training, and tools addressing all forms of harassment. The subject matter expert should also include guidance on the support and advocacy to harassment victims, with experience in a victim-centered and trauma-informed approach to assault and/or harassment.

3. Technical Requirements

Anti-Harassment and Respectful Culture Learning Engagements

The contractor will be tasked with training related to non-sexual and sexual harassment education, awareness, and response. Prior government experience is preferred. All presentations should be capable of being delivered virtually and include sessions to accommodate varies time zones. Best practices and research confirm that prevention efforts should include socio-culturally relevant, derived from a sound theory of change, and utilize varied teaching methods.

Tasks include:

• Customize and/or develop learning engagement sessions covering NASA Anti- Harassment policy and procedures, work environment and culture change efforts.

• Customize and/or develop training specific for Center Anti-Harassment Coordinators, Fact Finders, and Decision Makers to enable them to effectively execute their prospective roles.

• Conduct 25 virtual learning engagements on harassment (non-sexual and sexual) that includes NASA policy and procedures and creating a respectful culture at all NASA Centers and for NASA Mission Support Organization Leadership Teams (SLT), as well as ad hoc presentations as requested.

• Conduct 15 virtual leadership learning engagements on culture change, inclusion, creating a respectful culture, and harassment (non-sexual and sexual) that includes leaderships role in NASA harassment procedures at all NASA Centers for NASA Mission Support Organization Leadership Teams (SLT), as well as ad hoc presentations as requested, similar in scope and duration to keynotes provided by experts in the field.

• Conduct separate quarterly virtual learning engagements for Center Anti-Harassment Coordinators, Fact Finders, and Decision Makers.

• Offer multiple training sessions to accommodate different shifts and locations.

• Evaluation tools and a summary report of training effectiveness and participant feedback.

• Conduct a virtual three-day Train the Trainer workshop to develop internal capacity for delivering the developed harassment training, to include training the Center Anti- Harassment Coordinators, Fact Finders, and Decision Makers. Equip up to 15 participants with effective instructional techniques, trainer guides, and participant materials.

4. Contract Milestones and Deliverables

As defined in the technical requirements.

4a. Kick-Off Meeting

The contractor shall conduct a kick-off meeting with NASA contracting and project management staff no later than 7 days after receipt of the executed contract. The contractor shall provide a draft agenda for the meeting to the NASA Anti-Harassment Technical Point of Contact (POC) no later than two days before the scheduled meeting. The agenda shall provide for discussions of:

• Project needs

• Data needed

• Key components of the project plan

• Project risks

• Contract management, communications, and invoicing

4b. Work Plan

The contractor shall provide a draft work plan for the performance of all work under the contract no later than 10 days after the kick-off meeting. A final version of the plan will be delivered no later than 3 days after receipt of NASA Anti-Harassment Technical POC comments.

5. Performance Requirements Summary

The following performance requirements apply to all work under this contract:

• Design a comprehensive nonsexual and sexual harassment training curriculum tailored to the organization’s needs and covers key topics such as align with current laws and regulations recognizing harassment, reporting procedures, bystander intervention, and fostering a respectful workplace culture.

• Develop training materials, including presentations, handouts, case studies, and interactive activities.

• Facilitate engaging and interactive training sessions for the workforce and key stakeholders.

• Ensure all training sessions are conducted by personnel with expertise in harassment prevention and adult learning principles.

• Develop and implement evaluation tools to measure the effectiveness of the training program. Collect and analyze feedback from participants to provide a comprehensive report on the training outcomes and recommendations for ongoing training needs.

• Work plans are delivered timely and adequately address all required elements.

• Progress reports and monthly meetings are conducted as planned, and PMO oversight/reporting activities required by specific task orders are conducted as required.

• Only minor issues noted in the review of draft materials.

• No more than two late progress reports and/or monthly meetings/PMO briefings.

6. Inspection and Acceptance

NASA will perform Inspection and Quality Assurance in accordance with the Performance Requirements Summary above. NASA has the right to perform periodic surveillance of the contractor to ensure that the contractor’s work products and quality control processes comply with the contract requirements. NASA and the contractor will coordinate Government surveillance in a manner that will not unduly delay or disrupt the contractor’s performance.

7. Contract Type/Period of Performance

The period of performance is from September 1, 2024, through July 31, 2025.

8. Place of Performance

Services shall be provided at the contractor facilities. Majority of training will be virtual.

9. Travel

All learning engagements will be virtual. If travel is deemed necessary, travel within 50 miles of the contractor’s facilities shall not be reimbursed. Until then, majority of learning engagements will be conducted virtually. The Government will provide a virtual application (Skype, Teams, Adobe, or other NASA-approved application).

10. Key Personnel

At a minimum, the contractor must propose the following position as Key Personnel:

Project Manager: The contractor must designate a Project Manager (PM) as the single point of contact (POC) for contract management. The PM must have the authority to commit the contractor and make decisions and must be the single contractor representative responsible for all issues, concerns, or problems at the basic or task order level. The PM must respond readily to questions, concerns, and comments and must proactively alert the Government to potential contractual issues.

Requests for Key Personnel changes must provide a detailed explanation of the circumstances necessitating the proposed substitutions or additions and any other information requested by the NASA Anti-Harassment Technical Point of Contact. Noncompliance with the provisions of this clause will be considered a material breach of the terms and conditions of the contract for which the Government may seek any and all appropriate remedies, including termination for default.

11. NASA Anti-Harassment Technical Point of Contact (POC)

The NASA Anti-Harassment Technical Point of Contact is identified below: (Name and address, phone number, fax, and e-mail address of the POC to be inserted upon award).

The POC monitors all technical aspects of the contract and assists in contract administration. The POC is authorized to perform the following functions: assure that the contractor performs the technical requirements of the contract; review material necessary in connection with contract performance; maintain written and oral communications with the contractor concerning technical aspects of the contract; issue written interpretations of technical requirements to the Contracting Officer (CO), including Government logos, designs, specifications; monitor contractor's performance and notify both the CO and contractor of any deficiencies; coordinate the availability of Government-furnished property, and provide site entry of contractor personnel.

The POC is not authorized to change any of the terms and conditions of the resulting contract, especially regarding changes in cost or price, estimates, or changes in delivery dates.