Sr_HR_Advisor_solicitation.docx

SOLICITATION INFORMATION

1. SOLICITATION NUMBER: SOL-280-16-000004

2. ISSUANCE DATE: March 11, 2016

3. CLOSING DATE/TIME: March 25, 2016 - 17:00 Frankfurt time

5. POSITION TITLE: Senior Human Resources Advisor

6. MARKET VALUE: Position is classified at a GS-14 equivalent with an annual salary range of $87,263.00 to $113,444.00. The actual salary will be negotiated based on qualifications and previous salary history of the successful candidate.

7. WHO MAY APPLY: Applicants must be U.S. Citizens or Third Country Nationals (TCNs).

8. PERIOD OF PERFORMANCE: One year with possibility of extension

9. PLACE OF PERFORMANCE: Work is expected to be carried out remotely in the individual’s current location. Travel is required to Frankfurt and to supported missions in the Middle East/North Africa (MENA) region including Lebanon, Tunisia, Turkey and other USAID offices as needed.

10. SUPERVISION: The Contractor will report to Supervisory Regional Executive Officer in Frankfurt

11. SECURITY ACCESS: U.S. Citizens—Secret Level; Third Country Nationals—Employment Authorization/Facility Access

12. POSITION DESCRIPTION/BACKGROUND:

In 2014, due to a deteriorating security environment in Egypt, the State Department concluded that regional support services (legal, procurement, financial management and administrative functions) provided by USAID/Egypt to other Middle East (ME) Bureau countries were no longer viable. As a result, a management decision was made to establish the Middle East Regional Platform (MERP) in Frankfurt, Germany. Actions to establish the MERP offices and related support systems were initiated in January, 2015. When fully functional, the MERP will support programs in Iraq, Lebanon, Yemen, Libya, Tunisia, and Turkey with a combined OYB of about $280 million. In the coming year, MERP will also provide support to the newly created Management Bureau Office of Support Operations (OSO) consisting of 10 positions.

In addition to providing management services (administrative, legal, procurement and financial management support) to the region, the MERP provides bilateral support for USAID Missions including positions which cannot be located in the applicable client mission due to security and/or space constraints. It also includes a Technical Support Unit which manages regional programs and provides technical support in the areas of gender, water, environment, education, economic growth and good governance. The transition of all support functions from Cairo to Frankfurt is expected to take approximately two years. In addition, the MERP has begun to take on the normal regional role to host training and conference activities.

The Regional Executive Office (EXO) is responsible for ensuring that administrative management is provided for all operations in the MERP and client missions throughout the Middle East region. The Executive Office includes two U.S. direct hires, three Foreign Service National Personal Services Contractors (FSNPSCs) and one Eligible Family Members (EFM) and is responsible to provide administrative support and assistance to personnel assigned to any location in the Middle East region which is not supported by an Executive Office. Currently, the MERP EXO provides support to Lebanon, Tunisia, Libya, Yemen, Turkey, Saudi Arabia, OSO and the MERP itself.

With the mission being established and with space restrictions preventing increased hiring in Frankfurt, the provision of management services to the numerous limited presence and non-presence posts in the Middle East region means that the establishment and delivery of services from the Executive Office is critical to mission operations. In addition to providing leadership and support to the HR Office, the incumbent would also provide support to all EXO operations as needed.

Currently, the Executive Office Human Resources (HR) capacity is limited to two Regional HR/Travel FSNPSC positions which are in the hiring process. It is not expected that either individual hired will have any USAID experience and must learn all USAID policies and procedures. In addition, the supported limited-presence missions have no EXO personnel. Those missions provide an administrative point of contact who will require remote training, oversight and assistance.

A senior HR Advisor is needed to provide leadership, training, mentoring, and support to the Executive Office, to the Administrative personnel at client missions and to assist with workload.

13. DUTIES AND RESPONSIBILITIES:

HR Systems and Process Improvement 25% Provide leadership, continuous improvement methods and innovation to improve HR processes. Establish HR “best practices” including drafting, proposing, and implementing new policies, procedures, check lists, and tracking systems to improve processes. When requested by missions in the Middle East region, the Advisor will provide the following services as approved by the Supervisor Regional EXO and coordinated with the EXO at requesting missions.

· Lead the Mission’s comprehensive recruitment strategy and implementation of the action plan to achieve the set objectives in a timely manner. Serve as the primary point of contact to track on board and recruitment numbers for all categories of Mission personnel.

· Offers advice in developing and/or updating Standard Operating Procedures for Human Resources offices.

· Assists management with reviewing and revising Human Resources policies and procedures.

· Assists Mission offices in identifying and establishing new positions based on office needs, or in revising existing positions.

· Evaluates and offers advice regarding present staff composition and demands.

· Review HR work processes, analyze for process improvement, plan, design and assist in the implementation of new processes.

· Review Mission Orders for compliance with current regulatory guidance. Recommend changes as needed, incorporating best practices from other locations.

· Review Individual Development Plans for Executive Office and other administrative personnel and make recommendations as appropriate.

· Provides guidance and support to HR personnel in MERP and at missions requesting assistance to identify and prioritize opportunities for improvement and to measure process towards mission goals in talent management.

· Review HR files and records management system. Provide guidance on an HR filing system that ensures official (and unofficial) HR correspondence is properly filed, both in hard copy and electronic copy, so that documents are easily located when needed. Where applicable,

· Communicate and provides coaching to management and technical teams to broaden their understanding of the HR processes, process improvement, and HR best practices. Provide advice to managers and supervisors on agency policies related to employee performance management.

· Maintain awareness of USAID guidance relative to the agency goal of improved Talent Management, participate in agency working groups and in the development of agency guidance. Share knowledge with MERP and missions in the region as appropriate. Seek out examples of “best practices” from prior experience and other missions including checklists or Standard Operating Procedures (SOPs) as appropriate.

· Resolve case-specific personnel issues of FSO, USPSC, and FSN personnel, as necessary, while ensuring that HR personnel are included in the resolution process.

· Provide advice and analysis for workforce planning efforts to include office space utilization and different staffing scenarios. Provide analysis on the proper staffing levels, training requirements and funding for new positions or operations.

Training of MERP Staff and Regional Training (40%) The priority for the Advisor will be providing training to staff assigned to the MERP and to administrative personnel at MERP supported missions. In addition, when requested by Middle East bureau missions and approved by the Supervisory Regional EXO, the Advisor will provide training to Executive Office personnel on HR practices and policies at the requesting missions. Training is intended to supplement Agency sponsored classroom training rather than to replace it but may include some classroom instruction.

· Provide training in all areas of Human Resources management to newly hired FSNPSC Regional HR/Travel Specialists in MERP. Personnel will be sent to classroom training but the Senior HR Advisor will provide hands-on training and will follow up with mentoring to improve performance and skills development.

· In addition to the HR staff, the advisor will train EFM Administrative Assistants on the skills required for those positions such as preparing travel requests and vouchers, WebTA, E2, E-Country Clearances, records management, etc.

· Provide training and guidance to administrative personnel in client offices and missions including one FSNPSC to be hired in USAID/OSO located in Frankfurt, an Administrative Assistant in Lebanon and an Administrative Assistant to be hired in Tunisia. As requested by other missions in the Middle East bureau and agreed to by the Supervisor Regional EXO, provide training to Executive Office and other administrative personnel.

· Provide training to staff in all aspects of personnel requirements for Foreign Service National PSCs to include organization and position management, input into local compensation plans, management of performance improvement plans, probationary employees, terminations, training grades/full grades, making recommendations on Mission staff projections and planning, and other associated HR functions.

· Provide training on all aspects of personnel support to U.S. Direct Hire positions including NSDD-38 approval policies and procedures, knowledge of HCTM resources such as staff care and retirement, FS annual performance evaluation system, annual FS post assignment cycle processes, and other related HR needs.

· Provide training on US/TCN PSC support including training on developing position descriptions/scopes of work and position grade determinations, salary grade determinations, negotiations for PSC contracts, preparing negotiation memoranda, allowances related to US/TCN PSC personnel and the impact on HR management.

· Provide training on pre-classification support for difficult and complex position descriptions, management of the position description, job discussion help sheet, and the classification process to best support the needs of requesting offices.

· Provide training and support in USAID travel management, including TDY travel and entitlement travel. Provide training on US staff allowances and how they relate to travel planning and travel authorizations. Assist with setting up travel files and drafting a Mission Order on travel procedures and policies specific to Frankfurt.

HR Supervision and General Human Resource Management (25%)

While the FSNPSC Regional HR/Travel Specialists are trained, the Senior HR Advisor will provide oversight of all HR operations to ensure continuity of operations and to facilitate the transfer of operations from USAID/Cairo to USAID/MERP. As staff obtain the necessary skills and experience, these responsibilities will be transferred to the assigned personnel.

Until MERP personnel are fully trained, the Advisor will provide direct HR support to the MERP and supported missions. As staff obtain the necessary skills and experience, these responsibilities are transferred to the assigned personnel. During transition, work output is reviewed by the Advisor to ensure accuracy and completeness and to identify any areas where additional training is required. After transition of work, time spent on direct HR support will be redistributed to providing regional training and assistance and to HR systems improvement. Expected tasks include the following:

· Support position classification requirements using MCLASS for MERP and its client missions by reviewing Position descriptions and Job Discussion Help Sheet, assist the MERP or supported mission supervisor in reviewing the job report, provide guidance to supervisor and hiring office for position management, classification’s concept and procedures.

· Provide Support on general FSN personnel management responsibilities such as recruitment, contract negotiation, managing performance evaluations, managing performance improvement plans, probationary employees, terminations, local compensation plans, and disciplinary action.

· Support efforts related to turn over of all positions, including responding to email inquiries from incoming and outgoing employees, assisting with travel related questions, resolving general transfer related issues, etc.

· Provide support on US and TCN position-related responsibilities such as classifications, position description review, regular on-board correspondence, etc.

· Review, draft, or edit various type of personnel documents such as negotiation memos, FSN contract & personnel actions, visa letters, etc.

· Providing support and guidance on incentive awards, training, and travel.

· Assist with other HR day-to-day work, with a focus on helping with workload and also providing guidance where needed.

· Provide support and guidance on the setting up of HR filing systems that ensure official (and unofficial) HR correspondence is properly filed, both in hard copy and electronic copy, so that documents are easy to obtain when needed. The Advisor will maintain access and understanding of ASIST processes to ensure compliance and access to electronic records.

Acting Deputy EXO (10%)

Provide general leadership, guidance, and support to all Executive Office units, per the S/EXOs direction, on an as needed basis. Whenever either the Supervisory Regional EXO or Deputy Regional EXO is away from post, the Senior HR Advisor will serve in this role. Some responsibilities may include:

· Provide supervision of assigned Executive Office personnel including monitoring of ongoing workload, setting priorities and reviewing plans. Approve Travel Requests and Travel Authorizations.

· Review the annual procurement plan, replacement schedules and other standardized plans in order to understand and advise on procurement operations. Serve as an advisor to the Acting Executive Officer on procurement activities, compliance with regulations, and best practices to support technical office procurement needs.

· Provide guidance on the monitoring of ICASS invoices and workload counts as needed.

· Provide logistical and management assistance for regional conferences and training events hosted by the MERP. Provide logistical and management assistance for high level visitors.

· Perform other management duties as needed.

14. POSITION ELEMENTS:

Supervision Received: The Senior Human Resources Advisor reports to the Supervisory Executive Officer, but works independently, sets own objectives and timeline for completion, decides on best approaches, evaluates greatest needs, and provides training based on own evaluation. The Senior HR Advisor consults with the S/EXO as needed and provides updates/briefs on results. The scope and flexibility of duties require a great deal of initiative in planning, prioritizing and implementing daily work and in defining innovative approaches to improve the functions for which incumbent is responsible.

Available Guidelines: The Senior Advisor will use available guidelines on Human Resources, Procurement, and Property Management. etc. policies and procedures, such as the ADS, FAM, FAH, DSSR, local compensation plan, FSN employee handbook, CAJE software system, FAR, AIDAR, etc. The incumbent must be current on all regulations, policies, and standards that relate to these areas in order to provide accurate, appropriate advice and training to staff.

Exercise of Judgment: Incumbent is expected to apply independent judgment in providing support, guidance, and training to the MERP staff. Incumbent must be able to evaluate situations, issues, problems, and have the judgment to resolve these issues while also mentoring new staff. The incumbent must be capable of conducting an analysis of a situation, interpret and apply rules and policies, and apply the interpretation. The majority of work performed is sensitive in nature as it applies to negotiations, salaries, Personally Identifiable Information (PII), performance issues, organizational planning, etc. and requires significant discretion.

The incumbent will interact with USAID Washington and State Department counterparts regarding a variety of personnel issues in Frankfurt and at supported posts. He/she must be sensitive to the operational practices between State-USAID and show judgment in working through issues related to the personnel relationship between the two agencies.

Authority to Make Commitments: The incumbent will have no independent authority to commit U.S. Government funds on behalf of the US Government or USAID/MERP. The incumbent does have substantial authority in terms of managing and resolving official personnel matters.

Nature, Level, and Purpose of Contacts: The incumbent is required to work closely with all MERP EXO staff and must be able to develop professional relationships with all MERP staff to provide HR and general Executive Office services to the mission. He/she will work with all mission staff including all staff in non-presence and limited-presence countries – Lebanon, Libya, Tunisia, Turkey and Yemen – as well as in countries where EXO support is provided. Iraq is the highest priority but support will also be provided as needed to Jordan, West Bank/Gaza, Cairo and Morocco. The purpose of the contacts will be to train, negotiate, mentor, and persuade. In his/her capacity, he/she will need to develop respect and understanding. He/she must be able to communicate with contacts with cultural acuity given the regional nature of the MERP. He/she must be able to explain complex and difficult HR processes in a way that makes sense and is accepted and implemented. He/she must be able to present alternate scenarios and resolutions.

The incumbent will also work with, and through contacts at a number of embassies where USAID staff receive MERP administrative support. He/she is expected to quickly understand the nature of each relationship and be able to easily shift gears to achieve results. He/she needs to be persuasive yet diplomatic, particularly when speaking with outside contacts, to ensure results. When acting as Deputy EXO, the incumbent is an HR, procurement, and property management expert, as well as a senior advisor, and contacts must respect him/her as such. Persuading and influencing contacts is particularly challenging in this position given that the incumbent must be able to navigate not only the different HR scenarios in each mission served, but also must be able to quickly understand the contacts’ perspectives in the different limited and non-presence missions in order to achieve results. Cultural sensitivities heighten the complexity and result in greater demands on the incumbent in developing and interacting with contacts. The purpose of all contacts will be to mentor, guide, motivate, influence and motivate groups or individuals.

Supervision Exercised: The incumbent will lead the HR section and provide significant guidance, training, and mentoring to HR staff on day-to-day assignments, prioritizing workload, etc. When acting as Deputy EXO, he/she will provide this supervision for all EXO staff.

Limitations:

While the contractor may supervise USPSCs and non-U.S. citizen employees, s/he may not supervise U.S. citizen direct-hire (USDH) employees of USAID as part of their regular duties and responsibilities. S/he may supervise USDH employees on a limited basis, not to exceed 60 days in any 180 day period, to cover a temporary USDH absence.

The contractor may participate in personnel selection matters but may not be delegated authority to make a final decision on USDH personnel selections.

The contractor may be designated a Contracting Officer’s Representative (COR) if he/she has completed required agency training and has been designated in writing. S/he may represent the Agency and communicate planning and implementation decisions. Communications that reflect a final policy decision of the Agency must be cleared by a USDH employee.

The contractor may not be authorized to sign (1) grants, contracts, and other obligations that require a warrant and (2) grants to foreign governments and public international organizations. S/he may be authorized to sign other obligating documents, e.g., travel authorizations (TAs), miscellaneous obligation documents (MODs), and SF-1190s (Foreign Allowances Application, Grant and Report).

15. REQUIRED MINIMUM QUALIFICATIONS, SELECTION CRITERIA AND EVALUATION PROCESS:

REQUIRED QUALIFICATION AND EVALUATION PROCESS

In order to be considered for the position, a candidate must meet the Minimum Qualifications listed below. Consideration and selection will be based on a panel evaluation of the Evaluation Factors. Please note that only shortlisted/finalist applicants will be interviewed or contacted.

USAID does not pay for any expenses associated with the interviews unless expenses are pre- authorized. Reference checks will be conducted on those candidates selected for an interview. The applicant’s references must be able to provide substantive information about his/her past performance and abilities.

The factors listed below will be the basis for evaluating and ranking applicants who meet Required Qualifications and Selection Criteria for the position. All applicants are scored based on the documentation submitted with the application. Applicants are encouraged to write a brief appendix to demonstrate how prior experience and/or training address the following Evaluation Factors

(Maximum of 100 Points Available):

Education (10 points) The minimum requirement is a Master’s Degree in Human Resources Management, Public Administration, Business Administration or a related field.

Human Resource Management Work Experience (60 points)

Fifteen years of progressively responsible HR management work experience is required, of which 10 years should include supervisory responsibilities and training local national staff on all areas of Human Resources and Travel Management. Experience with an international development organization is required given that the incumbent provides management, leadership, and guidance to the HR office and administrative staff at client missions. The incumbent is required to provide mentoring and training on U.S. government rules and regulations; therefore, the incumbent’s experience must include demonstrated experience with these. The incumbent must have a broader HR management perspective than would be gained only from working in more than one country; therefore, HR management experience and the provision of training in the areas of HR and Travel Management in multiple countries is required.

The incumbent should have broad Executive Office experience with experience managing an executive office preferred. Specific executive office experience should include demonstrated experience in various executive office functions including supply management, ICASS processes, administrative procurement, invoicing procedures, etc.

Knowledge and Communication Skills (30 points) Thorough knowledge of human resources regulations and procedures is required to properly interpret and apply them in performing assigned duties. An expert knowledge of contracting regulations and procedures are required Theoretical and practical knowledge of the customer service principles are essential. Should have the expertise in local personnel management, U.S. Personnel management and travel management systems required.

Must be able to work with minimal supervision. Must have outstanding communications skills and the ability to negotiate effectively in order to meet required objectives. Ability to exercise independently significant professional judgment related to the human resources operations and office development, operational problems and issues regarding policy development and application, innovative solutions and/or options to enable practical resolutions is essential. Ability to plan and direct human resources operations ensuring they are consistent with Mission policies. Good analytical skills to effectively interpret and apply appropriate regulations, policies and procedures in performing duties. Good organizational skills and ability to work under pressure and in heavy workload/high stress environment. Knowledge of how to develop, administer and modify a variety of purchase orders, contracts and other acquisition instruments.

Fluent English (Level IV) reading and writing ability is required. The incumbent must have demonstrated exceptional communication and cross cultural skills given the requirement to provide training to staff in multiple countries and to maintain contacts with staff at multiple embassies. Experience working in more than one country is preferred.

16. PAST PERFORMANCE/PROFESSIONAL REFERENCE CHECKS

Applicants must provide at least three references with current contact information, preferably both an e-mail address and a telephone number. The references will be asked to provide a general assessment of the applicant's suitability for the position. It is the responsibility of the applicant to ensure submitted references are available to provide a written or verbal reference in a timely manner.

In addition to comments from references, the Selection Committee will take into account awards or other evidence of outstanding performance in any areas related to the above selection criteria. USAID/Frankfurt reserves the right to obtain from previous employers relevant information concerning the applicant's past performance and may consider such information in its evaluation.

17. OTHER RELEVANT INFORMATION

A. SECURITY AND MEDICAL CLEARANCE REQUIREMENTS

The applicant selected to fill this position must be able to obtain a security clearance/employment authorization which involves applicant's comprehensive background investigation performed by a U.S. Government Agency.

The applicant selected to fill the position must also receive medical clearance to work worldwide. Details of how to obtain such clearance will be provided after selection and acceptance of the job offer.

The final selected candidates must obtain security and medical clearances within a reasonable period of time (USAID will provide details regarding these clearances to the selected candidates). A substantial delay in obtaining either required clearance will make the applicant ineligible for selection.

B. COMPENSATION

This position has been classified at GS-14 grade. The actual salary of the successful candidate will be negotiated within that pay band depending on qualifications and previous earning history.

C. TRAVEL

The position requires travel to Frankfurt and to supported USAID offices in the Middle East/North Africa region. Travel is likely to Lebanon, Tunisia, Turkey, and Saudi Arabia. Travel may be required to Cairo, Morocco, Iraq, Jordan and/or West Bank/Gaza. Travel may be required to other locations in the Middle East/North Africa region where USAID has personnel working, such as Libya and Yemen, if travel is authorized for U.S. Government employees in the future.

D. GOVERNMENT FURNISHED INFORMATION, FACILITIES, PROPERTY AND SERVICES

The Contractor will NOT be furnished with residential quarters. During travel to Frankfurt or other locations in the Middle East region, employee will be on TDY status.

E. BENEFITS AND ALLOWANCES

As a matter of policy, and as appropriate, a PSC is normally authorized the following:

Benefits:

1. Employee's FICA contribution only for USPSCs

1. Contribution toward Health and Life Insurance as per USG regulations

1. Pay Comparability Adjustment, if any.

1. Annual Salary Increase (if applicable)

1. Annual and Sick Leave as per USG policy

1. Eligibility for Worker’s Compensation as per USG regulations

1. Medevac insurance

1. Access to Embassy medical facilities when in Frankfurt

F. APPLICABLE POLICY DIRECTIVES AND REGULATION PERTAINING TO PSCs

(1) Federal Taxes - US/PSCs and US Resident Aliens (green card holders) are not exempted from payment of Federal Income taxes, FICA, and Medicare.

(2) Acquisition and Assistance Policy Directives (AAPDs) or Contract Information Bulletins (CIBs) contain changes to USAID policy and General Provisions in USAID regulations and contracts. Those documents can be found at this website:

http://www.usaid.gov/business/business_opportunities/cib/subject.html#psc

(3) USAID Acquisition Regulation (AIDAR) applicable to award and administration of USPSC and TCN PSC resident hires is contained in AIDAR Appendix D and J, respectively, and can be found at: http://www.usaid.gov/policy/ads/300/aidar.pdf. This link comprises of prescribed Contract Schedule, General Provisions as appropriate, as well as the FAR Clauses to be incorporated in full text and by reference.

(4) Standards of Ethical Conduct for Employees of the Executive Branch can be accessed at: http://www.gpo.gov/fdsys/pkg/CFR-2007-title5-vol3/pdf/CFR-2007-title5-vol3-part2635.pdf or http://www.oge.gov/Laws-and-Regulations/Employee-Standards-of-Conduct/Employee-Standards-of-Conduct/

G. LIST OF REQUIRED FORMS FOR PSCs:

(1) AID 302-3 can be downloaded from:: Employment form AID 302-3

(2) Questionnaire for National Security Positions (SF-86)*

(3) Authority for Release of Information (AID 610-14)*

(4) Foreign Residence Data (AID 6-85)*

(5) Fair Credit Reporting Act of 1970, As Amended*

(6) Notice Required by The Privacy Act of 1974*

(7) Fingerprint Cards (FD-258)*

*The above listed forms (2 through 7) shall only be completed upon the advice of the Contracting Officer that an applicant is the successful candidate for the job.

18. INSTRUCTIONS TO APPLICANTS

A. Qualified applicants are requested to submit a one-page cover letter and a recent CV or resume containing the following information. The CV or resume must contain sufficient relevant information to evaluate the application in accordance with the stated selection criteria. Broad general statements that are vague or lacking specificity will not be considered as effectively addressing particular selection criteria.

B. Applicants are also strongly encouraged to address each of the evaluation criteria above on a separate sheet describing specifically and accurately what experience, knowledge, skills, abilities, education, training and/or awards they have received that are relevant to the criterion. Failure to address the minimum selection and/or quality factors may result in your not receiving credit for all your pertinent experience, knowledge, skills, abilities, education, training and/or awards.

(1) Personal Information: Full name, mailing address (with zip code), email address, day and evening phone numbers, social security number, country of citizenship, highest federal civilian grade held (also give job series and dates held).

(2) Education: High school, name, city and state, date of diploma or GED; colleges and universities, name, city and state, majors, type and year of any degrees received.

(3) Work Experience: provide the following information for your paid and non-paid work experience related to the job for which you are applying (do not send job descriptions); job title (include series and grade if federal job), duties, and accomplishments, employer’s name and address, supervisor’s name and phone number, starting and ending dates (month and year), hours per week and salary. Indicate if we may contact your current supervisor.

(4) Other Qualifications: Other pertinent information related to the qualifications required for the position, as noted above including job-related training courses (title and year), job-related skills; for example, other languages, computer software/hardware, tools, machinery, typing speed, job-related certificates and licenses (current only), job-related honors, awards, and special accomplishments, for example, publications, memberships in professional or honor societies, leadership, activities, public speaking and performance awards (give dates but do not send documents unless requested).

C. Applicants are required to provide three (3) to five (5) references with complete contact information including email address and telephone numbers. The Applicant’s references must be able to provide substantive information about the applicant’s past performance and abilities.

D. Interested applicants must submit all the materials required by the solicitation such as (but not limited to):

Most current curriculum vitae (CV) or resume;

Employment Form AID 302-3;

Written cover letter of not more than two pages Three (3) to five (5) references who are not family members or relatives, with telephone and email contacts.

E. Employment Form AID 302-3 must be signed and those submitted unsigned will be rejected.

F. Applicants should retain for their record copies of all enclosures that accompany their submissions.

G. Please reference the number of this solicitation when sending your application.

H. Any attachments provided via email must be in or compatible with Microsoft Word 2003 or Word 2010 or Adobe Acrobat Portable Document Format (PDF) and not “Zipped”.

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