Statement of Work - Assessment Center Design and Training.pdf

STATEMENT OF WORK

WESTERN AREA POWER ADMINISTRATION (WAPA)

OFFICE OF THE CHIEF ADMINISTRATIVE OFFICER

THE LEADERSHIP DEVELOPMENT PROGRAM

CONSULTATION, ASSESSMENT CENTER DESIGN SERVICES AND TRAINING

TRAINING EVENT (NO CERTIFICATION)

INTRODUCTION

WAPA is a Federal Power Marketing Administration and part of the Department of Energy (DOE). WAPA markets and delivers reliable, cost-based hydroelectric power and related services to wholesale customers in fifteen (15) WAPA and Central states. WAPA annually markets and transmits more than 10,000 megawatts of power and 37 billion kWh of energy from hydroelectric power plants owned and operated by the Bureau of Reclamation, U.S. Army Corps of Engineers, and the International Boundary and Water Commission.

WAPA’s service areas consist of WAPA’s Headquarters office, located in Lakewood, Colorado servicing the Colorado River Storage Project Management Center (CRSP MC) in Salt Lake City, Utah, and the following regional offices: Upper Great Plains (UGP) in Billings Montana; Rocky Mountain Region (RM) in Loveland, Colorado; Desert Southwest (DSW) in Phoenix, Arizona; and Sierra Nevada Region (SN) in Folsom, California.

BACKGROUND

In support of WAPA’s commitment to developing a highly competent leadership cadre a high level GS-13-14 program is being imagined. Due to budget constraints and priorities, not every GS-13-14 employee will be allowed to participate. To get the ‘best of the best’ or most ‘prepared’ and ‘upward ready’ WAPA is seeking guidance in creating an Assessment Center Process consisting of several hurdles for a robust competitive entry set of requirements to get into the program.

SCOPE OF WORK

Instructor-Led Training, Assessment Center Development, and Consultation Services:

WAPA requires interactive virtual instructor-led training, that will help panelists understand a standardized way of evaluation Leadership Development Program candidates, in both written and oral evaluations.

WAPA requires development and design of the assessment center itself, inclusive of the competitive entry hurdles (ie which questions are asked and how to rate them using a Behaviorally-Anchored Rating Scale

(BARS)).

WAPA requires consultation services in methodologies and techniques for the entire process (in recruiting, marketing, customizing the assessment center process and associated aspects, such as participation on a review panel).

This will enable WAPA to stay free of complaints of unfairness or favoritism by removing bias from the competitive entry process. A competitive entry process is fair, as long as the correct design, consultation, and BARS rating scale are developed by a seasoned professional.

Objectives:

WAPA’s goal is to enhance the overall Leadership Acumen of the next wave of potential SES and Vice President candidates by focusing on the GS-13 and GS-14 employee population. The idea is that the BARS would not only remove bias from the process, but also identify employees that have made agency-wide impact and can communicate professionally (written than orally) of that impact, thereby identifying the most promising candidates.

Training Expectations:

There are two formal training events requested:

• Training for Application Review Panel Members.

• Training for Interview Panel Members.

Roles and Responsibilities:

WAPA shall provide:

• Logistics and administrative support for promotion and attendance of training events.

• Willing to collaborate and assist in the development of aspect of the assessment process.

The Contractor shall provide:

• Experienced IO Psychologist to develop a Behavioral Anchored Rating Scale (BARS) based off Federal Government standards of the Executive Core Qualifications.

• Training for assessors to evaluate candidate applications for competitive entry into WAPA Leadership Programs.

• Framework for a competency-based structured interview process.

• Training for interview panel in the use of the customized BARS.

• Oversight of the administration and conclusion of the assessments.

• Consultation on the entire process for Leadership Development Program Managers.

SAFETY

The Contractor shall comply with Department of Energy (DOE) and Western Safety and Security Orders and Directives (WAPA Order 470.1), including, but not limited to, the safety requirements defined in all applicable Federal, State and Local laws, regulations and ordinances (these documents shall be provided upon award of the contract). When questionable, the Contracting Officer shall be contacted to make the final determination.

LAWS, ORDINANCES, AND REGULATIONS

The Contractor shall comply with all applicable Federal, State and Local laws, regulations, ordinances and codes governing performance of services.

The Contractor shall comply with all applicable Federal, State and Local safety and health laws, regulations and ordinances, and national standards including 41 CFR 102-74, Subpart C, Conduct on Federal Property and WES-H-1031 Foreign Visitors and Contract Employees.

CONTRACTOR TRAVEL

Due to COVID-19, no travel will be necessary for the performance of this training.

LOCATION OF PERFORMANCE

Consultation, BARS development, and training will be conducted virtually.

PERIOD OF PERFORMANCE

Fiscal years 2021 and 2022.