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Statement of Objectives Table – 24361821S0201 Implementation of EO 14035 Diversity, Equity, Inclusion and Accessibility in the Federal Workforce
The Contractor will be required to perform, but is not limited to the following:
| Line of Effort |
| Objective |
| Deliverable |
| Due Date |
| Initial Administrative Objectives |
| Define responsibilities, timeline, risks, and milestones of contract objectives. |
| Proposed Project Plan (or Comprehensive Work Plan) |
| 5 -20 days after contract award |
| 1. Program Management |
| Provide program management support to ODEIA. Tasks will include but will not be limited to, developing and managing a Microsoft Project schedule to track DEIA efforts occurring across OPM and the Federal Government, capturing and tracking tasks, risks, and issues, and providing updates to senior leaders. |
Consolidate implementation efforts and reporting requirements related to advancing DEIA established through related or overlapping statutory mandates, executive orders, and regulatory requirements.
Report documenting progress and completion of tasks, issues, and risks.
| Microsoft Project Schedule, Reports, |
| Approximately 60-90 after contract award |
| 2. Guidance, tools, and resources* |
| Build a common DEIA lexicon to facilitate a shared language for understanding. |
Report documenting progress and completion of tasks, issues, and risks.
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Provide guidance, tools, and resources to help agencies create a DEIA strategic plan that aligns with the Government-wide DEIA strategic plan. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
Provide guidance, tools, and resources to help agencies create DEIA initiatives to address DEIA challenges and barriers in their organizations.
Report documenting progress and completion of tasks, issues, and risks.
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
Based on leading practices, propose metrics and measures that can be used to track progress DEIA efforts.
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Consistent with Merit System Principles, propose strategies to advance DEIA and eliminate barriers to equity, in each of the following workforce functions: recruitment; hiring; promotion; retention; professional evaluations and rewards; professional development programs; the availability of mentoring programs or sponsorship initiatives, employee resource group and affinity group programs; temporary employee details and assignments; pay setting, wages, and salaries policies; benefits , including health benefits, retirement benefits, and employee services and work/life programs; disciplinary actions; retention policies and practices; reasonable accommodations for employees with disabilities; and training and onboarding programs. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Propose best practices, and other promising practices, for broadening participation in Federal employment. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Identify and document the benefits of DEIA. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Develop, in coordination with ODEIA, a DEIA maturity model that agencies can use to determine the current effectiveness of their DEIA programs and initiatives. The maturity model must include the concepts of behavioral and structural inclusion. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA maturity model/DEIA Took Kit |
| Approximately 60-90 after contract award |
| Propose an action-oriented reporting system for agencies to report the maturity of their DEIA programs and their progress in implementing their DEIA strategic plans. The system should emphasize consistent improvement, evaluation, and learning. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| Develop a DEIA assessment tool, template, and process that agencies will use to evaluate their recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices for fairness and impartiality. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
Approximately 60-90 after contract award
| Work with OPM Human Capital Data Management and Modernization (HCDMM) team to incorporate results from DEIA data analysis into the guidance, tools, and resources. Report documenting progress and completion of tasks, issues, and risks. |
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
Contractor proposed changes to guidance, regulations, policies or practices that govern agency collection of demographic data (voluntarily self-reported data).
Report documenting progress and completion of tasks, issues, and risks. Report documenting progress and completion of tasks, issues, and risks.
| Recommendations Report |
| Approximately 60-90 after contract award |
Propose changes to the collection and reporting of DEIA data; avoid duplicative reporting requirements.
Report documenting progress and completion of tasks, issues, and risks. Report documenting progress and completion of tasks, issues, and risks.
| Recommendations Report |
| Approximately 60-90 after contract award |
Propose strategies for Agencies to implement a DEIA training program that increases the use and availability of training opportunities for employees, managers, and leadership. Training programs should enable federal employees, managers, and leaders to have knowledge of systemic and institutional racism and bias against underserved communities, be supported in building skillsets to promote respectful and inclusive workplaces, eliminate workplace harassment; and have increased understanding of implicit and unconscious bias, the effects and impact of privilege, historic discrimination, and misrepresentation.
| DEIA Tool Kit |
| Approximately 60-90 after contract award |
| 3. Assess and identify barriers that lead to inequities in federal employment |
| Review and propose changes to OPM’s 2017 Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace to correspond to current terminology, research, and statistics and remove barriers to the employment of transgender individuals. |
Report documenting progress and completion of tasks, issues, and risks.
| Updated guidance document |
| Approximately 60-90 after contract award |
Use an evidence-informed and data-driven approach, such as a barrier analysis, to measure and identify Government-wide practices that result in inequitable employment outcomes and propose actions and changes to overcome systemic societal barriers.
| Report |
| Approximately 60-90 after contract award |
Evaluate Government wide recruitment, hiring, promotion, retention, professional development, pay equity, reasonable accommodations access, and training policies and practices; identify processes that cause inequities; and propose solutions.
| Report |
| Approximately 60-90 after contract award |
Identify strategies and develop resources and guidance to advance DEIA and eliminate barriers to equity, in each of the following workforce functions: recruitment; hiring; promotion; retention; professional evaluations and rewards; professional development programs; the availability of mentoring programs or sponsorship initiatives, employee resource group and affinity group programs; temporary employee details and assignments; pay setting, wages, and salaries policies; benefits , including health benefits, retirement benefits, and employee services and work/life programs; disciplinary actions; retention policies and practices; reasonable accommodations for employees with disabilities; and training and onboarding programs.
| Tool Kit |
| Approximately 60-90 after contract award |
| 4. Logistics and Subject Matter Expertise (SME) Support |
| Provide DEIA Subject Matter Expertise (SME) to agencies to help them develop their DEIA strategic plans and initiatives, this may include, but is not limited to information sessions and answering questions. |
Report documenting progress and completion of tasks, issues, and risks.
| Technical assistance |
| Approximately 60-90 after contract award |
Provide subject matter expertise to agencies to help them develop or enhance existing DEIA training programs, this may include, but is not limited to information sessions and answering questions.
Technical assistance Approximately 60-90 after contract award
| Provide Technical Assistance to Federal agencies on DEIA leading practices to ensure agencies consistently improve, evaluate, and learn from their workforce practices. Technical assistance may include providing agencies with comprehensive strategies to mature their DEIA programs, structure their HR/DEIA/EEO program offices, build a DEIA business case, etc. Technical assistance to be provided per agency request, and provided virtually to the maximum extent practical, occasional in person assistance may be required. Report documenting progress and completion of tasks, issues, and risks. |
| Strategies, guidance, tools, resources |
| Approximately 60-90 after contract award |
Provide logistical support and convene virtual quarterly meetings with ODEIA stakeholders and DEIA practitioners. This includes but is not limited to developing the agenda and creating meeting materials.
| Quarterly meetings, meeting materials |
| Quarterly |
Coordinate and convene biannual virtual information sessions to provide agencies assistance in completing and submitting their DEIA assessment and agency plan.
| Information sessions |
| Twice a year (4 years) |
End of Statement of Objectives Table – 24361821S0201
Office of Personnel Management