Department of Transportation Office of the Secretary (OST)

Competency Modeling for Mission Critical Occupations DRAFT Statement of Work

April 2026

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1.0 BACKGROUND

The U.S. Department of Transportation (DOT) Departmental Office of Human Resource Management (DOHRM) Division of Human Capital Planning and Solutions (M-11) is mandated with ensuring those who fill Mission Critical Occupations (MCOs) and DOT positions involved in overseeing the safety of automated technologies have the competencies required to support the DOT mission. Although the DOT has competency models for many of its MCOs, the models were created nearly 10 years ago. The DOT is seeking to update existing competency models and build new ones that can be used by DOT for gap assessment and personnel selection. The DOT is seeking to create a comprehensive competency library that will enable the Department to assess its workforce and identify competency gaps and subsequently close the competency gaps.

We are soliciting vendor price quotes to provide the DOT with:

(1) An Industrial and Organizational Psychologist to develop competency models. The selected vendor will be responsible for locating and/or creating the competencies, determining applicability of existing general and technical competencies to positions and grade levels, create labels, definitions, and work behaviors for each competency.

(2) A system that enables employees to complete self-assessments based on the competencies assigned to their job position and allows supervisors to evaluate employees based on those same competencies. Next, the system will generate an average score based on the combined incumbent and supervisor ratings. The system will provide supervisors with average scores for each competency in the assessment. These scores will be used to identify skill gaps.

The system will also be able to perform post-assessments to ensure skill gaps have been closed.

(3) Employee and enterprise level training recommendations to address skill gaps

(4) Optional - Integrate competency assessment system with DOT’s internal Learning

Management System (LMS).

PERIOD OF PERFORMANCE

The term of this Performance Work Statement (PWS) shall be for (1) base year and up to three (3) Option Years after the date of initial contract award.

Base Period – (1) Update 8-10 of the existing DOT competency models. The resulting competency models must be complete and validated per legal requirements and professional guidelines. They must also follow the structure and functionality of the existing competency models. (2) Provide and implement system to perform competency assessments for finalized competency models. (3) Finalize methodology of competency assessments.

Base Period (Optional) – Integrate competency assessment system with DOT’s internal Learning Management System (LMS).

Option Year 1 – (1) Update additional existing DOT competency models and create new models for additional occupations as required. The resulting competency models must be complete and validated per legal requirements and professional guidelines. They must also follow the structure and functionality of the existing competency models. (2) Implement system to perform competency assessments for additional competency models.

Option Year 2 – (1) Update additional existing DOT competency models and create new models

3 | P a g e for additional occupations as required. The resulting competency models must be complete and validated per legal requirements and professional guidelines. They must also follow the structure and functionality of the existing competency models. (2) Implement system to perform competency assessments for additional competency models. (3) Implement system maintenance to ensure the successful ongoing use of it.

Option Year 3 – (1) Review and revalidate all competency models. Update additional existing DOT competency models and create new models for additional occupations as required. The resulting competency models must be complete and validated per legal requirements and professional guidelines. They must also follow the structure and functionality of the existing competency models. (2) Continue to maintain system used for competency assessments. (3) Plan for the closure of the project to minimize risk and maximize value for the stakeholders.

QUOTES

Vendors interested in partnering with DOT to provide the requested competency modeling and library should submit a completed package to include:

• A statement showing an understanding of the scope/requirements

• Technical Capability/Subject Matter Expertise

• Assurance of sufficient staff, resources, and expertise

• References, preferably from other Federal Government agencies

• Cost/Quote - Cost for creating competency models and establishing a department-wide competency library for approximately 5,000 employees. This should include an itemized breakdown of all expenses included in the scope/purpose.

2.0 SCOPE OF WORK

The scope for this Statement of Work (SOW) is restricted to MCOs in the DOT. The project includes thirteen general tasks:

Task 1 – Perform project management tasks including developing a project management plan that aligns with Project Management Institute (PMI) standards for project management.

Task 2 – Validate existing list of MCOs at the DOT. Develop a repeatable and documented process for validating MCOs thereafter.

Task 3 – Update DOT’s existing competency models according to legal requirements and professional guidelines. The updated models must follow the structure and functionality of the existing DOT competency models.

Task 4 – Create DOT’s competency models for job series that do not have an existing competency model according to legal requirements and professional guidelines. The models must follow the structure and functionality of the existing DOT competency models.

Task 5 – Review and validate competencies for the IT, cybersecurity, and key occupations. Write

4 | P a g e and/or revise the required competencies for IT, cybersecurity, and key occupations coded as needed to oversee the cybersecurity of automated technologies using government-wide approved and appropriate methodology. The updated models must follow the structure of the existing DOT competency models. Update the required competencies for MCOs using government-wide approved and appropriate methodology that meets the content validation, including OPM requirements. These competencies will be used for selection, consequently the models must identify the competencies that are critical and needed at entry to the job. Data collection occur through a variety of methods, including job observations, interviews, focus groups, and empirical surveys from job incumbents and supervisors in the selected occupations. This task will demand knowledge of the Workforce Framework for Cybersecurity (NICE Framework), collaboration with internal partners, such as representatives from the Office of the Chief Information Officer (OCIO), and other means of ensuring reliability. The goal is to identify the workforce skills necessary to achieve DOT’s mission and goals and develop the respective competencies that will lead into an assessment. Contractor will be responsible for conducting job analyses for work responsibilities outside the cybersecurity function and determine the applicability of the competencies to positions which do not perform a full range of cybersecurity work.

Task 6 – Create an Artificial Intelligence (AI) competency model to be applied to the DOT workforce according to legal requirements and professional guidelines. The model must follow the structure and functionality of the existing DOT competency models.

Task 7 – Create a plan for developing and implementing a legally defensible pre-employment assessment process based on competencies for use across modes to ensure hiring and recruitment needs are met.

Task 8 - Provide a system that can perform competency assessments. The system will enable employees to complete self-assessments based on the competencies assigned to their job position and will allow supervisors to evaluate employees based on those same competencies. The system will provide a rating scale for both the employee self-assessment and the supervisor’s evaluation of the employee. Next, the system will generate an average score based on the combined incumbent and supervisor ratings to identify competencies with skill gaps.

Task 9 - Where the average score indicates a skill gap, the supervisor will receive recommended training options from the contractor to enable employees to close their skill gaps.

Task 10 – Contractor will recommend enterprise level trainings for the most common skill gaps across the occupations assessed.

Task 11 - Contractor will support the facilitation of competency assessments by drafting communications to the DOT workforce describing the assessment methodology and timeline. The contractor will develop and provide job aids and/or Standard Operating Procedures (SOPs) for Human Resources, employees, and supervisors on how to access and use the system.

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Task 12 - Contractor will conduct training to program coordinators on their roles and responsibilities and on how to use the system. The training will be held virtually via ZOOM or MS Teams to be coordinated by the contractor. Sign language interpreters will be furnished by the Agency, if applicable. The contractor will provide written course material approved by the DOT and other materials necessary to deliver the training. Training delivered must be accessible to persons with disabilities and comply with the Americans with Disabilities Act and other applicable laws, rules and regulations governing handicap accessibility.

Task 13 – (Optional) Integrate competency assessment system with DOT’s internal Learning Management System (LMS).

Task 14 – Document the completed work according to legal requirements and professional guidelines and make recommendations regarding next steps.

These tasks are described in more detail in Section 3.0 Tasks.

3.0 TASKS

The tasks to be completed include the following.

3.1 Task 1 – Project Management

• In preparation for creating a Project Plan, conduct a kick-off meeting and provide summary notes within 5 days of contract award. The vendor will meet with the contractor to confirm a plan of action and identify any opportunities that can be leveraged to foster the success of the project or any challenges that might threaten the success of the project. Additionally, the vendor and COR will establish protocols for communication between both parties including, but not limited method and frequency. Timelines, deliverables, and the roles and responsibilities of all participants will be discussed and agreed upon. Additionally, the COR will provide the vendor with copies of any relevant documentation and / or background materials that should guide the development of the competency models, surveys, project plan, or later deliverables. Finally, COR will apprise the vendor of any stakeholder concerns and apprise the vendor of any situations internal to the Department that should be considered in the development of the project plan and or other deliverables.

The vendor will provide summary notes for the meeting within 48 hours after the kick-off meeting.

• Develop a comprehensive project management plan that aligns with PMI standards for project management. The Plan must describe a methodology that will result in products that meet legal requirements and professional guidelines for multiple human capital processes. For example, the resulting competency models may be used in agency efforts such as workforce planning, training and development, performance management, recruitment, and personnel selection (e.g., use for selection requires that the model identify which competencies are critical and needed at entry to the job—as the current models do).

Data collection will likely occur through a variety of methods, including job observations, interviews, focus groups, and empirical surveys from job incumbents and supervisors in the selected occupations. The Plan must include a description of the number and type of SMEs needed. The Plan must also include verification that any software applications, tools, 6 | P a g e or other products used in the project will be compliant with Section 508 of the Rehabilitation Act. Submit the Plan to DOT representatives for review and approval prior to proceeding with the work.

• Hold regular project meetings with DOT representatives in person and/or virtually. The purpose of these meetings will be to clarify requirements, coordinate access to SMEs, provide budget updates, and identify and address any potential challenges or threats to on-time and on-budget performance of the contract.

• Submit monthly status reports and summary notes of all meetings.

3.2 Task 2 – Competency Models

• Validate existing list of MCOs at the DOT. Develop a repeatable and documented process for validating MCOs thereafter.

• Update the DOT’s existing competency models according to legal requirements and professional guidelines. The updated models must follow the structure and functionality of the existing DOT competency models. Maintain the same structure as the current competency models. In the DOT competency model, each competency is defined by a behavior-based definition and a list of work behaviors that describe how the competency is manifested on the job by providing a precise description of the employee behaviors that are relevant to the competency. The DOT model also contains two broad categories: core and technical competencies (i.e., Engineering specialty areas).

• All competencies include behavioral definitions and approximately four to seven work behaviors which describe how the competency is manifested on the job across all job levels.

Competency model definitions will vary for a job depending on an employee’s job/GS level.

In developing the competency models, previous vendor used the same competency names and descriptions across occupations, where appropriate, to increase the use of common language across DOT’s occupations. The competency models to be updated are highlighted in the Table below.

• Review all relevant background materials to ensure knowledge of existing competency models and the processes for creating them, as well as other policies, procedures, and current practices and tools used by the Department.

• Update the core competencies for the MCOs at the DOT according to the agreed upon Project Plan.

• Update the technical competencies for the MCOs at the DOT according to the agreed upon

Project Plan.

• Create a final competency model that contains updated core and technical competencies for all occupations that match the structure and function of the existing models.

DOT Mission Critical Occupations (MCOs) Occupational Series

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Government Wide Mission Critical Occupations (MCOs)

Occupational Series

Information Technology 2210 Human Resources Management 0201 Contract Specialist 1102 Computer Engineering (Cybersecurity) 0854 Electronics Engineering (Cybersecurity) 0855 Computer Science (Cybersecurity) 1550 Telecommunications (Cybersecurity) 0391 Science, Technology, Engineering and Mathematics (STEM) - a multi-series functional community, which will be defined by DOT since the OPM has not been specific on the series involved in this category

(STEM)

After receiving approval, the competency models will become the property of the DOT.

3.3 Task 3 – Cybersecurity

• Write and/or update the required competency model for cybersecurity occupations and key occupations coded as needing to oversee the cybersecurity of automated technologies using

Community Planners 0020 Economist 0110 General Engineering 0801; 0803; 0806; 0807;

0808; 0818; 0819; 0871;

Engineering Technical 0802, 0809, and 0817 Equal Opportunity Specialist 0360 Civil Engineer 0810 Financial Management 0501 Environmental Protection Specialist 0028 Realty Specialist 1170 Ecologist 0408 Mechanical Engineering 0830 Electrical Engineering 0850 Electronics Engineering 0855 Electronics Technician 0856 Aerospace Engineering 0861 Marine Survey Technical 0873 Transportation Safety Specialist: Aviation Safety 1825 Transportation Specialist *2101 *FAA already built it for

Airways Transportation Systems Specialists (2101)

Transportation Safety Specialist: Motor Carrier Safety 2123 Transportation Safety Specialist: Highway Safety 2125 Transportation Safety Specialist: Railroad Safety 2121 Leadership

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• Create a competency model applicable to employees in occupations that have a cyber code.

Employees were identified in the following occupations:

Occupational Series Description Occupational Series

Community Planning 0020 Environmental Protection Specialist 0028 Security Administration 0080 Emergency Management Specialist 0089 Social Science 0101 Economist 0110 Intelligence 0132 Psychology 0180 Social Science Student Trainee 0199 Human Resources Management 0201 Human Resource Assistant 0203 Government Information Specialist 0306 Information Management Series 0308 Computer Clerk and Assistant 0335 Program Management 0340 Administrative Officer 0341 Management and Program Analysis 0343 Management & Program Clerical & Assistance 0344 Logistics Management 0346 Equal Opportunity Compliance 0360 Telecommunications 0391 Admin & Office Support Student Trainee 0399 Ecology 0408 Financial Administration and Program 0501 Financial Clerical and Assistance 0503 Accounting 0510 Budget Analysis 0560 General Engineering 0801 Engineering Technical 0802 Materials Engineering 0806 Civil Engineering 0810 Environmental Engineering 0819 Mechanical Engineering 0830 Electrical Engineering 0850 Computer Engineering 0854 Electronics Engineering 0855 Electronics Technical 0856

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Aerospace Engineering 0861 Industrial Engineering 0896 General Attorney 0905 General Arts and Information 1001 Writing and Editing 1082 Technical Writing and Editing 1083 General Business and Industry 1101 Contracting 1102 Grants Management 1109 Realty 1170 General Physical Science 1301 Librarian 1410 Operations Research 1515 Mathematics 1520 Statistician 1530 Computer Science 1550 Data Science Series 1560 Equipment, Facilities, and Services 1601 Training Instruction 1712 Instructional Systems 1750 General Inspection Investigation Enforcement and Compliance 1801 Compliance Inspection and Support 1802 Transportation Specialist 2101 Transportation Industry Analyst 2110 Highway Safety 2125 Air Traffic Control 2152 Technical Systems Program Manager 2186 Information Technology Management 2210 Information Technology Student Trainee 2299

• Write and/or review and validate the required competencies for IT, cybersecurity, and key occupations coded as cybersecurity and occupations needing to oversee the cybersecurity of automated technologies using government-wide approved and appropriate methodology.

Through focus groups and other observation and data collection methods, collect information from incumbents and supervisors for a wide range of occupations. Use subject matter expertise to identify skills, knowledge, and abilities employees will need to perform successfully in their occupational series at different career levels. This task will demand knowledge of the Workforce Framework for Cybersecurity (NICE Framework), collaboration with internal partners, such as representatives from the Office of the Chief Information Officer (OCIO), and other means of ensuring reliability.

• Fully develop competency models identifying the competencies personnel in these key positions should possess to execute their jobs successfully. Competency library should include technical and general/core competencies, descriptions, proficiencies, work behaviors, and learning events and professional development programs linked to the

10 | P a g e competency models that facilitate the development of a highly skilled staff. Elements of the competency models should include at a minimum:

o Competencies o Competency definitions o Defined behavioral indicators for each proficiency level for each competency o Defined proficiency expectations for each competency

• Ensure competencies fulfill OPM’s competency definition of “observable, measurable set of skills, knowledge, abilities, behaviors, and other characteristics an individual needs to successfully perform work roles or occupational functions” and account more specific requirements within the role in DOT.

• Ensure that competencies can be used for credentialing, promotion, and personnel selection.

• Describe levels of skill and expertise associated with each competency.

• Competency model definitions will vary for a job depending on an employee’s job/GS level.

• Develop a new DOT-specific competency model for Emerging and Automated

Technologies based on input from DOT leaders and subject matter experts

3.4 Task 4 – Implement System for Competency Assessments

• Provide a system that allows for the assignment of core and job specific competencies to job positions. Job positions will be defined by a combination of Operating Administration, Occupational Series, Pay Plan, Grade, and Supervisory Status, though the definition may be subject to change.

• System will enable employees to complete self-assessments based on the competencies assigned to their job position and will allow supervisors to evaluate employees based on those same competencies. The system will provide a rating scale for both the employee self-assessment and the supervisor’s evaluation of the employee.

• System will generate an average score based on the combined incumbent and supervisor ratings. The system will provide the supervisor with average scores for each competency in the assessment.

• Provide recommended training options to help close gaps where an average score indicates a skill gap.

• Provide recommended enterprise level training options for the most common skill gaps found across all competency assessments.

• Provide reporting that summarizes the results of the assessments, progress of assessments, and recommendations on how the data can be used to address skill gaps.

• Lead the facilitation of competency assessments by drafting communications to the DOT workforce describing the assessment methodology and timeline. The contractor will develop and provide job aids and/or Standard Operating Procedures (SOPs) for Human Resources, employees, and supervisors on how to access and use the system.

• System will support communications between the program coordinators and employees and supervisors of those employees, and between the contractor and program coordinators, and between the contractor and employees and have the capability to provide the above services individually or in combination when required.

• Training will be conducted to program coordinators on their roles and responsibilities and on how to use the system. The training will be held virtually via ZOOM or MS Teams to

11 | P a g e be coordinated by the contractor. Sign language interpreters will be furnished by the Agency, if applicable. The contractor will provide written course material approved by the DOT and other materials necessary to deliver the training. Training delivered must be accessible to persons with disabilities and comply with the Americans with Disabilities Act and other applicable laws, rules and regulations governing handicap accessibility.

• Provide on-going support and guidance throughout the competency assessments and periodically check on the progress of assessments and address issues/areas needing improvement.

• (Optional) Integrate competency assessment system with DOT’s internal Learning Management System (LMS).

3.5 Task 5 – Pre-Employment Assessments

• Create a plan for developing and implementing a legally defensible pre-employment assessment process based on competencies for use across modes to ensure hiring and recruitment needs are met.

• Develop a draft plan that describes how the DOT could develop and implement a legally defensible personnel selection program. The Plan should include at a minimum, a general assessment strategy, how to leverage the existing competency models, and an explanation of the important features and characteristics of a selection program.

• Submit the draft plan to DOT for review and comment. Adjudicate the comments as appropriate.

• Submit the final plan.

3.6 Task 6 – Documentation

• Document the completed work according to legal requirements and professional guidelines and make recommendations regarding next steps.

• Create a draft technical report that describes the research process in detail according to legally requirements and professional guidelines. Include a Next Steps section with recommendations for a process for maintaining the currency of the competency models over time.

• Submit the draft report to DOT for review and adjudicate any comments as appropriate.

• Submit the final report.

4.0 Contractor Personnel Minimum Requirements for KEY PERSONNEL:

Industrial /Organizational Psychologist (Subject Matter Expert)

• The Department seeks an Industrial/Organizational psychologist who possesses training and applied experience in work analysis (e.g., job analysis, competency modeling), survey operations, personnel selection, and selection test design. We are not looking for academicians, but practitioners of the science who can create usable products.

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• Requires a Masters degree or PhD in industrial/organizational psychology from recognized industrial/organizational psychology program.

• Must have at least 5 years of applied experience in competency modeling, survey operations, and personnel selection system design or development.

• Contract personnel must pass a government suitability background check and works within DOT’s information technology (IT) environment. Contractors may work remotely but need to successfully pass an OPM suitability check. After receiving approval, the competency models/library/dictionary will become the property of the DOT.

FEDERAL GOVERNMENT EXPERIENCE

The federal government is unique in that it has human capital and acquisitions rules, regulations, mandates, and multi-year initiatives to which agencies must adhere. To develop communications, navigate the space, manage this project, and develop deliverables without excessive assistance from the Departments' staff, the following federal government experience is required:

• Minimum of five years leading human capital projects for the federal government (as a contractor or a federal employee).

• Minimum of five years of experience with Department-wide initiatives within a medium to large Department that is lead directly by a cabinet secretary. (This will ensure the consultant is experienced with dealing with the complexities and resistance that is frequently encountered when working with sub-bureaus.)

• Should possess substantial knowledge of OPM and OMB policies regarding human capital with knowledge as it relates to competency modeling, assessment, and MCO identification. Ideally, this individual will also have a robust network that includes policy makers and decision-makers in the federal human capital arena that they can leverage to gain insight to changes in mandates and requirements so that these anticipated changes can be incorporated into the deliverables thereby extending the useful lifecycle of those deliverables.

KEY COMPETENCIES

This person will serve as the project manager, principal consultant, and one of the champions for the project. As such, it is critical that he/she can easily work with the stakeholders across the Department and quickly build and maintain their support for the work. To that end, the following competencies are strongly preferred.

• Relationship Building: Should have a strong ability develop and maintain relationships with stakeholders and clients.

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• Teamwork: Should be able to work with most reasonable people and partner with stakeholders and DOT personnel as required to complete the work.

• Results-Focused: Ability to deliver products and services on time despite setbacks and challenges that may occur when trying to implement projects within department-level agencies.

• Strong Communication and Presentation Skills: Ability to clearly communicate and effectively present complex or technical information to audiences without subject matter expertise, ensuring understanding and engagement.

• Political Savvy: Ability to navigate a complex Department with multiple largely empowered sub-bureaus with only tangentially related agendas and goals and successfully gain the support required to get the project completed.

• Inspires Trust: Creates situations and environments in which people feel safe to share candidly; speaks with a level of authority and credulity that promotes stakeholder support for the project.

5.0 GENERAL REQUIREMENTS

• The Contractor shall be courteous to all clients and observe all laws and regulations regarding the privacy of all individuals while performing work under this contract.

• The Contractor shall coordinate all key personnel support for this contract with the DOT COR. The Contracting Officer (CO) and the COR are the main points of contact through which all contractor and government communications as well as work and technical direction shall flow.

• Schedule: The core hours of service are 9:00 a.m. to 3:00 p.m. If hours are adjusted to meet government needs the on-site Contractor personnel shall not have to begin work any earlier than 7:00 a.m. and the end time shall be no later than 6:00 p.m.

• If remote, you would need to travel to DC for key meetings.

• The Contractor shall be responsible for providing qualified professional personnel, as necessary for the safe and efficient discharge of its responsibilities under this contract.

• The Contractor shall be responsible for the employment of proposed personnel but the COR has the right to approve personnel designated a key.

• The Contractor may be required to ensure that professional qualified staff is available when the normal staff assigned to this contract become unavailable for any extended (i.e., over one week) period. When contract staff will become unavailable, the Contractor shall notify the COR as soon as possible and provide the name and contact information of any required replacement staff.

• The Contractor shall provide staff and services per the criteria set forth in this contract.

Permanent replacement staff must meet all contract requirements.

• Disciplinary actions, including removal of Contractor employees, shall be the responsibility of the Contractor. The DOT may, however, request that the Contractor

14 | P a g e immediately remove an employee for failure to comply with contract requirements.

• When DOT requests that a Contractor employee be removed, the Contractor must comply with this request and provide replacement within five working days. A determination that a Contractor employee is unfit may be the result of frequent absences or tardiness, inability to work with clients, inability to carry out assigned responsibilities, other unprofessional behavior, violation of law, and/or for failing to adhere to DOT policies with respect to personal privacy and security.

6.0 GOVERNMENT FURNISHED PROPERTY AND SERVICES

• DOT OST Human Capital Planning & Solutions (M-11) will provide all existing competency models, technical reports from the development of those models, occupation series information, incumbent information for each occupational series, and supervisor information for each employee in the occupational series.

7.0 DELIVERABLES AND DOCUMENTATION

• The Contractor shall perform specific assigned tasks based on the general tasks in Section

3.0 and shall provide documentation of performance, as required.

• Documentation, reports, schedules, and other materials shall be produced in such a manner as to be in final form in time to meet specifically assigned deadlines for those documents, reports, schedules, and materials.

• For ongoing tasks, monthly status reports shall be submitted to the DOT COR no later than 1 PM on Wednesday of the following week.

• The Contractor shall meet with the DOT COR on at least a monthly basis, to discuss contract performance. DOT reserves the right to increase the frequency of meetings when required to ensure proper contract performance.

8.0 PLACE OF PERFORMANCE

• The Contractor shall perform all duties at a contractor-provided location.

• Meetings will be scheduled virtually and/or at DOT Headquarters, 1200 New Jersey

Avenue, SE, Washington, DC 20590

9.0 SECURITY CLEARANCE

The Contractor shall comply with all provisions of the Transportation Acquisition Manual (TAR) 48 CFR 1237.110(a). NACI (level 5) background investigation is required.

10.0 CONFLICT OF INTEREST

If for any reason the DOT COR or CO or the Contractor determines that a potential, perceived or

15 | P a g e real conflict of interest exists, the contract employee that is the source of the conflict shall cease all work.

11.0 CONFIDENTIALITY AND PRIVACY

All personal data and other information relating to DOT employees or any otherwise Personally Identifiable Information (PII) maintained in an agency system of records (e.g., medical or personal), may be made available to the Contractor personnel solely on a need-to-know basis to execute the tasks in this contract. In all cases the Contractor shall comply with the provisions of the Privacy Act of 1974 (5 USC 552a).

The Contractor must develop and implement procedures to ensure that sensitive information is handled in accordance with DOT requirements and, at a minimum must address:

• Steps to minimize risk of access by unauthorized persons during business and non-business hours to include storage capability;

• Procedures for safeguarding during electronic transmission (voice, data, fax) mailing or hand carrying;

• Procedures for protecting against co-mingling of information with general contractor data system or files;

• Procedures for marking documents with both the protective marking and the distribution limitation statement as needed;

• Procedures for the reproduction of subject material;

• Procedures for reporting unauthorized access; and

• Procedures for the destruction and/or sanitization of such material.

Contractors who disclose personnel information from personnel records subject to the Privacy A ct knowing that such a disclosure is unauthorized may be subject to disciplinary action as well as criminal sanctions as provided under the Privacy Act.

12.0 DATA OWNERSHIP

All data resulting from the project including surveys, responses, and analyses shall be the property of the Federal Government. Upon contract end, the data shall be turned over to the Government in a form to be communicated by the COR.

13.0 PERIOD OF PERFORMANCE

Should the Government determine the requirements for services under this contract no longer exists before the end of the period of performance the Contractor will be provided a minimum of 30-day notice, assuming satisfactory performance was provided up to that time.