SATPC0041239 Tab 04 4 SOW.pdf
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- Attached to
- Execution Engine Boot Camp Federal contract opportunity
- Solicitation number
- 80NSSC26934036Q
About this file
This is a Statement of Work (SOW) for Phase II Executive Leadership Training & The Trailblazer Framework engagement at Marshall Space Flight Center (MSFC).
The contractor shall deliver an integrated capability-building program to the MSFC Office of the Chief Financial Officer (OCFO) consisting of intensive instructional course delivery followed by targeted hands-on coaching. The engagement runs from June 23, 2026 through July 1, 2026 and will be conducted on-site at MSFC and/or via Microsoft Teams. The scope encompasses two core tasks: Task 1 requires execution of core training curriculum focusing on human-centered design frameworks and tactical planning methodologies; Task 2 requires expert advisory and coaching as participants apply classroom concepts to real-world OCFO Flight Plan initiatives. The three-pronged transformation model centers on Action Teams (focused on direct execution of tactical work), Governance Synchronizations (focused on removing administrative roadblocks), and Red Team stress-testing (focused on resilience and risk mitigation). By program conclusion, MSFC OCFO participants must demonstrate proficiency in four core competencies: Transformation Role Discipline (operating within designated organizational lanes); Human-Centered Framework Application (utilizing "Jobs, Pains, and Gains" methodology); Rigorous Project Planning (authoring structured 30-day Plans of Action and Milestones with clear definitions of completion); and Applied Change Leadership (anticipating cultural resistance and embedding targeted buy-in strategies). The objective is to equip personnel with internal capacity, frameworks, and governance structures required to lead independent transformation initiatives, mitigate execution risks, and embed long-term cultural adoption within the organization.
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1.0 Project Title
Phase II Executive Leadership Training & The Trailblazer Framewor
2.0 Background and Objective
The Marshall Space Flight Center (MSFC) Office of the Chief Financial Officer (OCFO) has successfully established its strategic planning framework ("Flight Plan"). To successfully transition from high-level strategic planning to aggressive, organic tactical execution, MSFC OCFO requires the installation of an internal operating system for sustainable transformation.
The objective of this engagement is to equip MSFC OCFO personnel with the internal capacity, frameworks, and governance structures required to lead independent transformation initiatives, mitigate execution risks, and embed long-term cultural adoption.
3.0 Scope of Work
The Contractor shall deliver an integrated capability-building program consisting of an intensive instructional course followed by a targeted hands-on coaching period. The scope centers around a three-pronged transformation model: Action Teams, Governance Synchronizations, and Red Team stress-testing.
3.1 Core Tasks & Deliverables
Task 1: Course Delivery & Framework Training Execute the core training curriculum focusing on human-centered design frameworks and tactical planning methodologies.
Task 2: Subsequent Coaching & Applied Execution Provide expert advisory and coaching to participants as they apply classroom concepts to real-world OCFO Flight Plan initiatives.
4.0 Learning Objectives & Performance Capabilities
By the conclusion of the training and subsequent coaching period, MSFC OCFO participants must demonstrate proficiency in the following core competencies:
Transformation Role Discipline: Explicitly operating within designated organizational lanes to streamline execution:
o Governance Board: Focused on removing administrative roadblocks and red tape.
o Action Teams: Focused on the direct execution of tactical work.
o Red Teams: Focused on stress-testing initiatives for resilience and risk mitigation.
Human-Centered Framework Application: Utilizing the "Jobs, Pains, and Gains" methodology to deconstruct complex Flight Plan concepts and outcomes into clearly defined, actionable problem statements.
Rigorous Project Planning: Authoring highly structured 30-day Plans of Action and Milestones (POAMs) that utilize clear, binary definitions of "done" to guarantee objective, measurable progress.
Applied Change Leadership: Proactively anticipating cultural resistance within the organization and embedding targeted buy-in strategies directly into operational initiatives to ensure long-term adoption.
5.0 Period of Performance (PoP)
The period of performance shall be June 23, 2026 through July 1, 2026, inclusive of the baseline training delivery and the subsequent follow-on coaching period.
7.0 Place of Performance
Training and coaching sessions will be conducted on-site at Marshall Space Flight Center (MSFC) and/or via authorized virtual collaboration platforms (e.g., Microsoft Teams.
File details come from the government source that posted it. Updated .