Synopsis - OACTS SF Reg.pdf

This is a SOURCES SOUGHT SYNOPSIS announcement to be used for preliminary market research purposes only. No proposals are being requested or accepted with this synopsis. This is not a Solicitation, and no contract shall be awarded from this synopsis. No reimbursement will be made for any costs associated with providing information in response to this synopsis or any follow up information requests.

The purpose of this synopsis is to gain knowledge of interest, capabilities, and qualifications of various members of Small Business, 8(a), HUBZone, Service-Disabled Veteran-Owned Small Business (SDVOSB), and Women-Owned Small Business (WOSB) to compete and perform service under a contract for the attached Performance Work Statement. A Request for Proposal (RFP) solicitation and firm fixed priced contract is contemplated depending upon the responses to this synopsis. This will be a commercial service.

This synopsis summarizes the requirements for the contractor to provide U.S. Department of Agriculture (USDA) Forest Service Job Corps Outreach and Admissions and Career Transition Services (OA/CTS) for the San Francisco Region supporting Job Corps Civilian Conservation Centers located in the States of Washington and Oregon.

The contractor shall perform OA/CT Services at the Angell, Timberlake, Wolfcreek, Columbia Basin, Curlew and Fort Simcoe Job Corp Centers in accordance with the attached DRAFT Performance Work Statement.

The intent is to issue the requirement as a base plus four (4) one (1) year option years for a total of five (5) years.

All responses shall be submitted electronically to the Contract Specialist, Dennis Cantrell at dennis.cantrell@usda.gov and Tracy Doud tracy.doud@usda.gov. At minimum responses should include a capabilities statement, and a DUNS or CAGE code. There is no incumbent as this is a new requirement. All responses and questions are due no later than 23 November 2022 at 4:30 PM Pacific Time.

DRAFT COPY

PERFORMANCE WORK STATEMENT (PWS)

US Department of Agriculture (USDA)

Contents Project Title

1.0. Introduction

1.1. Background and Purpose

1.2. Governing Statute, Regulations, and Handbook

2.0. Technical Requirements / Tasks

2.1.1. Contractor Program Management Support Services

2.1.2. Program Management

2.1.2. Personnel

2.2. Task 2 – Phase-In

3.3. Task 3 - Outreach and Admissions (OA)

3.4. Task 4 – Career Transition Services (CTS)

3.5. Task 5 – Phase-Out

5.0. Government Furnished Property and Information

6.0. Period of Performance

8.0. Travel and Other Direct Costs (ODCs)

9.0. Minimum Personnel Qualifications

10.0. Security Language

10.2. Background Investigations

11.0. Performance Requirement Summary

11.1 Quality Assurance Surveillance Plan (QASP)

Project Title U.S. Department of Agriculture (USDA) Forest Service (FS) Job Corps Outreach and Admissions and Career Transition Services (OA/CTS) for the San Francisco (SF) Region supporting Job Corps Civilian Conservation Centers (JCCC) located in the States of Washington and Oregon.

1.0. Introduction

This Performance Work Statement (PWS) sets forth the contract performance requirements for the operation and management of the USDA FS OA/CTS requirement.

1.1. Background and Purpose

The DOL Job Corps is a national training program that provides comprehensive academic, residential, and career technical training and services to approximately 40,000 disadvantaged, at-risk youth each year at Job Corps Centers nationwide. Job Corps Centers provide services which include residential living, academic education, recreation, vocational training, and general support to students while actively enrolled in the program. In addition to providing technical training, many of these enrollees develop leadership and life skills and abilities that are necessary for successful long-term attachment for the labor market and are also used to quickly mobilize to address national emergencies including wildfires, floods, and hurricanes.

DOL and USDA FS operate 24 CCCs out of 121 Job Corps Centers under an Interagency Agreement.

These centers span five (5) DOL regions, 18 national forests and grasslands, in 15 states with a capacity to educate and train more than 4,000 enrollees. DOL provides oversight and funding to the Job Corps Program which is a free federal career technical training and education program for income-eligible young adults aged 16 through 24. The goal of Job Corps is to teach job and social skills to disadvantaged young adults to help them obtain education and training, find good-paying jobs, and become independent.

The program includes housing, food, basic health care, and living allowances. In addition, students are provided transition counseling, job search assistance, and referrals and follow-up services after they graduate. Some of the vocations the CCCs offer are hands-on training in over 30 vocational trades including cement masonry, welding, business technology, painting, carpentry, bricklaying, wildland firefighting, culinary arts, and forestry. This procurement provides OA/CTS support for the workforce development areas throughout the DOL SF region.

1.2. Governing Statute, Regulations, and Handbook

The Contractor shall comply with the requirements of the Workforce Innovation and Opportunity Act (WIOA) and DOL’s implementing regulations for the Job Corps Program, found at Title 20, Chapter V, Part 686 (“Regulations”). Additional task requirements, operations, and reporting requirements for the Job Corps’ program are found in DOL’s PRH. The Contractor shall comply with the PRH, which is hereby incorporated by reference. DOL routinely updates and amends the PRH; however, these changes rarely impact price. The Contractor shall be responsible for complying with all updates and amendments.

In the event a PRH change impacts the price, up or down by five percent (5%) or more, a modification will be negotiated IAW FAR 52.212-4.

In the event of any direct and irreconcilable conflict between a provision in the PRH and another term of this contract regarding Job Corps operation and reporting requirements, the contract takes precedence.

PRH, Chapter 5.7 R.1, R.2 and R.3 are not applicable to Firm Fixed Price (FFP) contracts and are not contract requirements. Chapter 5, Appendix 502 and Appendix 503 are not applicable to FFP type contracts and are not requirements, this includes all associated Exhibits.

https://prh.jobcorps.gov/Pages/Home.aspx

2.0. Technical Requirements / Tasks

The Contractor shall provide all management, supervision, transportation, equipment, materials, services, and personnel to operate OA and CTS to ensure that a sufficient number of disadvantaged Job Corps-eligible youth, ranging in age from 16 through 24, but not yet 25 years of age, are enrolled in specified Job Corps Centers and services leading to employment and long-term attachment to the workforce. The following tasks shall be performed in accordance with the terms and conditions of the contract, as well as federal, state, and local laws and regulations:

• Task 1 Contract Management

• Task 2 Phase-In

• Task 3 Outreach and Admissions

• Task 4 Career Transition Services

• Task 5 Phase-Out

2.1. Task 1 – Contract Management

The Contractor shall provide direction, management, and administrative support to all OA and CTS functions and activities of the center. At a minimum, the Contractor shall establish procedures for:

2.1.1. Contractor Program Management Support Services

The Contractor shall provide management and oversight of Contractor personnel, supervision, scheduling, work assignments, quality control of services and work products, and maintain communications with the FS CO.

2.1.1.1. The Contractor Program Manager (PM) acts as the central point of contact for the FS CO, regarding the contract. The PM is required to have full authority to act for the Contractor under the contract in the execution of the day-to-day work operations. The PM must have in depth practical experience and a broad knowledgeable of admissions, recruiting, and career transition services.

2.1.1.2. The PM is responsible for the assignment, completion, and quality of contract work, and supervision of all Contractor personnel. The PM coordinates work assignments with the FS CO, and serves as the main focal point for communications with the FS.

2.1.1.3. The contractor shall facilitate at least monthly communications with the CO throughout the performance period. The communications as a minimum shall include:

2.1.1.3.1. Status of scheduled work activities

2.1.1.3.2. Problems or potential problems affecting performance with recommended solutions that ensure the work remains on schedule

2.1.1.4. The contractor shall baseline, analyze, and recommend improvements for key work indicators such as customer satisfaction, work product lead times, audit recommendations, process improvements and employee engagement and satisfaction. Results are periodically coordinated with the CO to promote continuous improvement.

2.1.1.5. The contractor shall coordinate with the CO to report on the work product deliverables, and due dates, for Government review and approval.

2.1.2. Program Management

The Contractor shall ensure achievement of program goals and maintenance of quality performance by developing the PRH plans, and reports required by PRH Exhibit 5-2 within 90 days of award also found in Section 4.0 Deliverables.

Exhibit 5-2 Plan and Report Submission Requirements.pdf (jobcorps.gov)

2.1.2. Personnel

The Contractor shall develop procedures to recruit, hire, and retain qualified staff as follows:

2.1.2.1. Develop and implement Equal Employment Opportunity/Civil Rights policies which promote a working environment of equal opportunity that is free of race, gender, or ethnic bias. The Contractor shall develop the following:

2.1.2.1.1 An affirmative-action plan.

2.1.2.1.2 A veterans plan.

2.1.2.2. Ensure contractor staff professional development by providing training opportunities which ensure that staff possesses the knowledge and skills necessary to perform their job duties and enable them to serve as positive role models for students. The Contractor shall develop the following:

2.1.2.2.1. Staffing Plan.

2.1.2.2.2. Staff Training Plan.

2.1.2.2.3. Professional Development Plan for all staff including those that may be on waivers.

2.2. Task 2 – Phase-In

If required, there will be an estimated 60-day transition period after award for acquiring Job Corps laptops, processing personnel access to the DOL Network and other electronic systems required to perform work including required training. The Contractor in communications with the COR and CO shall also establish Contractor OA and CTS support systems; as appropriate, that delivers and integrates services seamlessly into the current program. During this period, work that does not require special system access will be begin. The Contractor shall assume work will begin 60 calendar days after contract awarded. Upon award the Contractor shall begin requests for Contractor personnel laptops (Government Furnished Property) and access to the Job Corps network and systems, complete Information Technology security training, and coordinate integration of support services with the COR/CO, as deemed required.

3.3. Task 3 - Outreach and Admissions (OA)

Detailed requirements for planning and implementing OA are found in PRH 1 Enrollment Services and related Exhibits. The Contractor shall perform OA activities, at a minimum, which ensure that the Job Corps program maintains a positive public image, maintains a ready supply of eligible and committed applicants, and works in partnership with individuals, communities, organizations, employers, and state and local workforce development systems as follows:

https://prh.jobcorps.gov/Exhibits/Exhibit%205-2%20Plan%20and%20Report%20Submission%20Requirements.pdf#search=plans

3.3.1. Work cooperatively with various individuals and organizations to attract and enroll eligible at-risk youth. Develop and implement effective marketing techniques to educate the public about the program and to ensure that Job Corps is viewed as a positive alternative for youth.

3.3.2. Assess, verify, and document applicant eligibility for the Job Corps program.

3.3.3. Provide applicants with accurate information about the Job Corps program, and about specific

Job Corps centers.

3.3.4. Assess and verify that applicants for readmission meet criteria.

3.3.5. Provide a regular flow of applicants for assignment to centers in accordance with regional procedures.

3.3.5.1. The Contractor shall undertake all measures and efforts necessary to ensure that each center listed attains and/or maintains an average monthly On-Board Strength (OBS) that meets the center’s planned OBS.

3.3.6. Ensure that assigned applicants are fully prepared for successful center enrollment.

3.3.7. Contact Priority Online Prospects within 24-hours of receipt in OASIS at an average rate of 98 percent contacted per month. Online Prospects must have applications initiated in OASIS at a rate of no less than 25% of total contacted priority prospects per month. This is monitored via the Online Prospect Enrollment Report in the Executive Information System (EIS).

3.3.8. SITE SPECIFIC INFORMATION

Youth screened for the Job Corps program shall come from workforce development areas as specified in the table below. The breakdown by center and by month the number of arrivals that will be required can be found in section 4.0, titled “Enrollee Assignment Plan”. The Contractor shall recruit and screen a sufficient number of applicants to generate arrivals in accordance with the estimated arrivals specified in the following table:

Region Workforce Development Area Arrivals San Francisco Oregon

Recruitment area consists of:

Zone 3 in Oregon State (ORRZ03)

Angell 185

Timber Lake 185 Wolf Creek 185

Washington

Recruitment area consists of:

Zone 2 in Washington State (WARZ02)

Columbia Basin 400

Curlew 200

Fort Simcoe 200

*When the center reaches planned OBS, the goal becomes maintaining the planned OBS instead of the listed “Arrivals” goal.

3.3.7.1. Cross-Referral of Applicants: If the applicant is eligible for enrollment, all admissions counselors should offer conditional enrollment to the applicant and advise the applicant that they will be assigned to a Forest Service Job Corps center based on the applicant’s career training program preference, availability of training slots, and applicant’s geographic proximity to a center that has both. If the applicant declares they want to go to a specific center (contract or Forest Service) and it is found that the career training selection is not available at a Forest Service center, the admissions counselor should complete the application and refer that young person to the center of their declaration.

3.3.7.2. Technology Changes: In Section 1.2 of this PWS it states: “The Contractor shall comply with the PRH, which is hereby incorporated by reference in the contract”. It should be noted that at some point during the term of the contract, a notable policy change concerning PRH Chapter 1 is expected to be implemented. It is expected the changes will involve eligibility criteria, technology, and process. While training from the DOL is expected, all contractors are required to follow all policies in place and ensure their staff are trained on the most up-to-date software programs and procedures.

3.4. Task 4 – Career Transition Services (CTS)

The Contractor shall provide, at a minimum, personalized CTS for all graduates and former enrollees, regardless of where the graduate or former enrollee resides, or matriculates, as follows:

3.4.1. Assist eligible students in entering and maintaining long-term attachment to the labor market, Armed Forces, or further educational opportunities and training.

3.4.2. Provide support that prepares graduates to maintain long-term attachment to the labor market or further educational opportunities consistent with the annual goals established in the PRH Appendix 501 B and C, and PRH Chapter 4 Career Transition Services.

3.4.3. Maintain case note documentation in the Job Corps Career Transition System web-based application of all services provided directly to, or on behalf of, the student. All mandatory follow-up case note documentation must be entered within 24 hours in Career Transition System Case Notes module.

3.4.4. Track and document placement status, including updating student contact information, referrals, employment data, career progress, and attainment of certification(s) and/or licensing, using the Career Transition System, the approved web-based application designed to record and track student placement information, manage student transition checks, and transfer students.

3.4.5. Report all graduate placements that meet the criteria specified in Exhibit 4-1, Placement Definitions and which occur within 12 months of separation from the Job Corps program.

3.4.5.1. Report all certification and licensing attainment of graduates, in addition to job placement.

3.4.5.2. The Forest Service will require the contractor to develop, provide, or procure an automated employment job development solution in support of Career Transition

Services for students and CTS staff to prepare their resumes and receive daily postings via their Job Corps email accounts in order to connect graduates and former enrollees with employer hiring needs. The operator, state, or commercially developed application shall use the O*Net Application Programming Interface to deliver real time job leads to students and CTS staff based on the eTAR occupation classification, skills, and credentials. The application shall have the capability to connect to a wide range of government and private employer job boards and be customizable by students/staff based on student MyPACE Career Plan “Intended Location Upon Exit.”

NOTE: Detailed requirements for planning and implementing CTS are found in PRH 4 Placement Services.

The estimated graduate and former enrollee data is shown in the tables below.

3.5. Task 5 – Phase-Out

If required at the time of contract completion, for the purpose of transitioning the responsibility of OA and CTS functions to another contractor, the contractor shall perform all necessary phase out functions at the end of the final period of performance.

4.0. Deliverable/Schedule

The table below details the specific deliverables along with their identified frequency and due date, where applicable, as required in the PRH.

Region Center Estimated Graduate and Former Enrollees

PY

Graduate

PY

Former

PY

Graduate

PY 2017

Former

PY

Graduate

PY 2018

Former

San Francisco Oregon Angell 116 34 112 44 68 40 Timber Lake 120 42 147 34 120 41 Wolf Creek 231 28 182 31 133 34

Washington Columbia Basin 199 40 165 36 149 38 Curlew 94 34 92 24 81 30 Fort Simcoe 68 22 68 25 54 35

Item No.

Deliverable / Item Title Description/Objective Frequency Due By

1 Quality Assurance Plan Annually Within 90 days of award

2 PRH required Standard Operating Procedures

Annually – updates and revisions as they occur

Within 90 days of award

3 Career Development Services System Plan

A description of how services will be delivered and coordinated with other partners for Outreach/Admissions, Career Preparation, Career Development, and Career Transition Periods.

Must be kept current.

Revisions must be submitted to the CO for DOL Regional Office for approval prior to implementation.

Within 90 days of award

4 Outreach/Public Education Plan

Demonstrate collaboration and consultation between Contractors and centers.

Annually Within 90 days of Call award

In addition to those deliverables required in the PRH, the Contractor shall, when applicable adhere to the following input schedule below:

The Contractor is required to deliver enrollees at higher numbers than specified here if that is necessary to attain and/or maintain full capacity (100% OBS) at the Center they are operating.

Enrollee Assignment Plan

San Francisco Region Annual Arrival by Center - Enrollee Assignment Plan*

Center Male

Residential Male Non- Residential

Female Residential

Female Non- Residential Total

Angell 190 0 55 0 245 Columbia Basin 262 21 115 2 400 Curlew 146 2 52 0 200 Fort Simcoe 140 16 39 5 200 Timber Lake 219 0 41 0 260 Wolf Creek 253 7 66 9 335

Grand Total 1,210 46 368 16 1,640

*Note that https://neapmap.com provides information on arrival goals and designated recruitment zones.

In the event that there is a discrepancy between https://neapmap.com and the contract, the contract takes precedence over the NEAP Map.

5 Limited English Proficiency (LEP)/English Language Learner (ELL) Plan

Outlines the steps that will be taken to meet the needs of LEP/ELL applicants.

Annually Within 90 days of award

6 Career Transition Plan

(CTP)

Rationale for the CTP design and how it will ensure the provision of individualized services to assist each graduate and former enrollee.

award

7 Affirmative-Action Plan Annually Within 90 days of award

8 Veterans Plan Annually Within 90 days of award

9 Staffing Plan Organizational chart and job descriptions.

Annually/As Needed Within 90 days of

10 Staff Training Plan

11 Professional Development Plan

As Needed Within 90 days of award https://neapmap.com/ https://neapmap.com/

San Francisco Region Annual Arrivals by Month Month Male Female Total January 109 33 142 February 109 33 142 March 109 33 142 April 109 33 142 May 109 33 142 June 109 33 142 July 109 33 142 August 109 33 142 September 109 33 142 October 109 33 142 November 109 33 142 December 57 21 78 Total: 1,256 384 1,640

5.0. Government Furnished Property and Information

The Contractor shall use Contractor provided information systems in addition to Government provided laptop to create work products and deliverables necessary to complete assigned tasks. The Contractor will be provided workspace at the associated Civilian Conservation Center, Information Technology (IT) equipment (e.g., Government issued laptop, keyboard, mouse, monitor and docking station), access to the contract files and necessary information required to meet the Government’s requirement. This property shall be used and maintained by the Contractor in accordance with the provisions of the “Government Furnished Property”, Contract Clause, 52.245-4. No other Government equipment will be provided, including vehicles.

The Contractor shall return the laptops, any other issued equipment, documentation, and materials to the CO upon completion of the performance period or if an employee leaves the Contractor’s employment.

6.0. Period of Performance

The period of performance of this contract is for a one (1) year base period with four (4) one (1) year option periods.

Base Period 04/01/2023-03/30/2024 Option Year 1 04/01/2024-03/30/2025 Option Year 2 04/01/2025-03/30/2026 Option Year 3 04/01/2026-03/30/2027 Option Year 4 04/01/2027-03/30/2028

7.0. Place of Performance

The Forest Service Job Corps Centers for the Chicago region are listed in the table below.

In addition to the expectation of providing support at the Forest Service Job Corp sites detailed above, there is also an expectation to have a presence at the various DOL One Stops in order to fulfill the OA and CTS goals as well. The link below will be useful for a variety of DOL tools and resources available.

https://www.careeronestop.org/LocalHelp/AmericanJobCenters/find-american-job-centers.aspx

8.0. Travel and Other Direct Costs (ODCs)

The contractor should expect to travel twice per year to attend national conferences or training outside their area of performance or in the Washington, DC metropolitan area. All travel shall be included in the firm fixed price CLINs. All travel shall be in accordance with Federal Travel Regulations. Current Federal Travel Regulations may be obtained from the following website: https://www.gsa.gov. Any deemed necessary ODCs should be factored into the fully burdened FFP.

9.0. Minimum Personnel Qualifications

All OA and CTS staff must meet the minimum qualifications specified in PRH 5 (Management Services), Exhibit 5-3 (Minimum Staff Qualifications) as well as the minimum requirements shown below:

Role Minimum Qualifications Program Manager Bachelor’s degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and in-depth and broad experience of at least 10 years working in program/project management and admissions, recruiting, and career transition services.

Outreach and Admissions/ Career Transition Services Project Director

Bachelor’s degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and two years related supervisory experience; or

Associate degree in human services, psychology, counseling, education, social science, business, communications, or closely related field, and four years related supervisory experience.

Outreach and Admissions Counselor education, social science, communications, or closely related field;

or Associate degree in human services, psychology, counseling, education, social science, communications, or closely related field, and two years related experience. Experience may include successful Job Corps outreach and admissions experience or successful outreach and admissions experience with other youth development programs.

Region States Civilian Conservation Center

Center Address

Atlanta North Carolina Lyndon B Johnson 3170 Wayah Rd. Franklin, NC, 28734

Oconaluftee 502 Oconaluftee Job Corps Rd.

Cherokee, NC, 28719

Schenck 98 Schenck Dr Pisgah Forest, NC 28768

Tennessee Jacobs Creek 984 Denton Valley Rd Bristol, TN 37620 https://www.careeronestop.org/LocalHelp/AmericanJobCenters/find-american-job-centers.aspx https://www.gsa.gov/

Role Minimum Qualifications Career Transition Services Specialist related field; or

Associate degree in human services, psychology, counseling, related field and two years related experience.

10.0. Security Language

The Contractor shall be responsible for properly protecting all information used, gathered, or developed as a result of work under this contract. The Contractor shall also protect all unclassified Government data, equipment, etc., by treating information as sensitive business, confidential information, controlling and limiting access to the information, and ensuring the data and equipment are secured within their facility. The Contractor will not publish or disclose in any manner, without the FS CO’s written consent, the details of any programs, documentation, data, or safeguards either designed or developed by the Contractor or other external organization under this Contract or otherwise provided by the Government.

The Contractor may be required to sign non-disclosure or other appropriate security agreements. A written agreement between the FS and any Contractors and other external organizations will be entered into before FS data and information otherwise exempt from public disclosure may be disclosed to the Contractors and other external organizations. The Contractor and other external organizations will agree to establish and follow security precautions considered by the FS to be necessary to ensure proper handling of data and information.

To the extent required to carry out a program of inspection to safeguard against threats and hazards to the security, integrity, and confidentiality of Government data, the Contractor will afford the Government access to the Contractor’s or other external organization’s facilities, installations, technical capabilities, operations, documentation, records, and databases. The Contractor will cooperate with Federal agencies and their officially credentialed representatives during official inspections or investigations concerning the protection of FS information. Cooperation may include providing relevant documentation showing proof of compliance with federal and agency requirements and rendering other assistance as deemed necessary.

10.1. IT Security Training

The Contractor will ensure that its employees performing under this contract fulfill all DOL requirements for mandatory security awareness and role-based advanced security training in accordance with Office of Management and Budget (OMB) Circular A-130, Federal Information Security Modernization Act (FISMA), and National Institute of Standards and Technology (NIST) requirements and sign all applicable FS statements of responsibilities.

10.2. Background Investigations

All Contractors with access to DOL computer systems, and/or information, must complete a nationwide (to include all United States territories) criminal background. Per the PRH 5.2, R6

Management Services – Personnel, each background check and any employment decision based upon them must:

10.2.1. Be conducted by a third-party background checking company in accordance with the Fair Credit Reporting Act and result in a written report from the third-party company.

10.2.2. Include a review of the history of all state (including United States territories) and Federal criminal convictions.

11.0. Performance Requirement Summary

The Performance Requirements Summary (PRS) table below describes the acceptable quality level of performance expected by the Government and the means by which the Government may use to validate acceptable services.

In addition to the table below, the Contractor’s additional obligations regarding specific program related OA and CTS performance outcomes are set out in the PRH. Generally, the Government will measure performance through the program’s performance management system which is comprised of four (4) Outcome Measurement System (OMS) Report Cards. The four Report Cards are Outreach and Admissions (OA) Report Card OAOMS; Center Report Card Center OMS; Career Transition Services (CTS) Report Card (POMS); and Career Technical Training (CTT) Report Card CTT. Each report is designed to reflect results in a specific area of student services and represents a discrete pool of students.

To add to the quantitative components of the performance system, there are additional reports that evaluate center quality, providing an additional view of the program’s performance. These reports are the Student Satisfaction Survey (SSS); Weekly, Monthly and Cumulative On-Board Strength Reports; the Monthly Center Summary Report (MPO 35); and the Contractor Performance Assessment Report

(CPAR).

Outreach and Admissions: For reference and further description, consult PRH Exhibit 501b.

Performance Objective

Required Task or Deliverable

Performance Standard

Method of Surveillance

Outcomes for Not Meeting this Task

PWS 3.3.5.

PRH Chapter 5 Exhibit 501b

Per DOL Outcome Measurement System (OMS) requirements, the contractor enrolls 100% of the planned female arrivals to the Forest Service centers.

All Forest Service Centers shall have sufficient student applications to select from to enroll the planned number of female arrivals.

While Job Corps’ total number of students served is dictated by Congress, 100% of planned female arrivals are measured on the OMS. Meeting 95% of goal or above will not result in contractual action.

DOL’s monthly published Outcome Measurement System Report Card (OAOMS- 10).

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs are used by all government agencies to assess past performance.

PWS 3.3.5.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements the

All Forest Service Centers shall have sufficient student applications to select from to enroll the

While Job Corps’ total number of students served is dictated by Congress, 100% of planned female

DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs contractor enrolls 100% of the Planned Total Arrivals.

planned number of total arrivals.

arrivals are measured on the OMS. Meeting 90 of goal or above will not result in are used by all government agencies to assess past performance.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, no center has a higher than 2% Level 1 Zero Tolerance (ZT) infraction separation rate under codes 5.1a, 5.2b or 5.3c within the first 30 calendar days of enrollment or under code 5.2A within the first 45 calendar days of enrollment.

Forest Service Centers shall not find the need to terminate more than 2% of students for ZT infraction under codes 5.1a, 5.2b or 5.3c within the first 30 calendar days of enrollment or under code 5.2A within the first 45 calendar days of Enrollment

The OMS Standard requires at least 98% of students pass their initial and/or follow-up drug tests and follow all center rules throughout their enrollment.

Meeting 90% of goal or above will not result in

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals. CPARs are used by all government agencies to assess past performance.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, the majority of students are enrolled in the Job Corps program at least 90 days. No center has more than 15% of their arrivals separate prior to 90 days.

Enroll required number of arrivals in the region’s Forest Service centers that stay enrolled in the Job Corps program at least 90 days. Forest Service Centers must retain at least 85% of students sent to the center by the contractor to meet this standard.

The OMS Standard requires at least 85% of students stay enrolled into the Job Corps program at least 90 days. Meeting 90% of goal or above will not result in contractual action.

DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.3.

PRH Chapter 5 Exhibit 501b

Per DOL OMS requirements, at least 65% of students sent to Forest Service

Enroll required number of arrivals in the region’s Forest Service centers that graduate from the Job Corps program (as defined each year by the Policy &

The OMS Standard requires at least 65% of students enrolled in the Job Corps program graduate.

Meeting 90% of goal or above will

DOL’s monthly published

OAOMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year reaching their goals.

centers by the contractor graduate from the Job Corps program.

Requirements Handbook.)

Career Transition Services: For reference and further description, consult PRH Exhibit 501c.

Performance Objective

Required Task or Deliverable

Performance Standard

Method of Surveillance

Outcomes for Not Meeting this Task

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, the contractor places 83% of the number of graduates and former enrollees whose placement records are due or received by the contractor.

The contractor successfully places graduates and former enrollees in a job, the military, an education/-training program, or a job/college combination. In addition, the operator has successfully identified employers and organizations agreeable to hiring Job Corps graduates and enrollees and places students successfully.

The OMS Standard requires 100% of the placement goal however meeting 95% or above of goal will not result in contractual action.

DOL’s monthly published Outcome Measurement System Report Card (POMS- 10).

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, students are placed at an average wage or higher as determined by a model-based goal as determined by DOL each year.

The sum of hourly wages of graduates and former enrollees placed in a job or the military divided by the number of graduates and former enrollees placed in a job or the military will meet or exceed the model-based goal determined for this contract. .

The OMS Standard requires 100% of the average wage goal however meeting 95% or above of goal will not result in contractual action.

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, students are placed at an average wage which is

Achieve a weighted performance of two indicators relative to goals: (1) job-training match rate (JTM) and

(2) quality placement rate (percentage of all initially placed

The OMS Standard requires 100% of placement at an average wage based on the assigned model-based goal.

Meeting above

DOL’s monthly published

POMS-10.

CPARs are used by all government agencies to assess past performance.

equal to or higher than the assigned model-based goal as determined by DOL each year.2 graduate and former enrollees in apprenticeship programs, full-time jobs, the military, full-time college, full-time college/job combination, or full-time post-secondary training.)

95% of goal will

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, students remain placed either in the military, education, employment, or a combination. Per

OMS

requirements, the performance of Quarter 2 Placement shall be equal to or exceed 80%.

Track the number of graduates and former enrollees who report on the Quarter 2 survey they are in a job, the military, or an education/training program divided by the number of graduates and former enrollees who complete the Quarter 2 survey.

Meeting above 90% of goal will

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, measure and rate the wages of graduates and enrollees during the second quarter post-Job Corps enrollment which is equal to or higher than the assigned model-based goal as determined by DOL each year.

The operator will be rated on the sum of earnings of graduates and former enrollees who report they are in a job or the military on the Quarter 2 survey divided by the number of graduates and former enrollees who complete the Quarter 2 survey and report they remain in a job or the military which is equal to or higher than the model-based goals.

Meeting above 90% of goal will

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

The number of graduates and former enrollees who report

Meeting above 90% of goal will

DOL’s monthly published

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment

Per DOL OMS requirements, measure the placement rate of graduates and former enrollees who complete the Quarter 4 survey shall be equal to or exceed 80%.

on the Quarter 4 survey they are in a job, the military, or an education/-training program divided by the number of graduates and former enrollees who complete the Quarter 4 survey.

Report) twice per year reaching their goals.

PWS 3.4.

PRH Chapter 5 Exhibit 501c

Per DOL OMS requirements, all weighted performance ratings across each of the weighted measures as determined each year by DOL are aggregated to create a CTS contractor overall rating.

Conduct all placement activities where the outcome results in the most beneficial opportunity for graduates and former enrollees.

Weighted performance ratings across each of the weighted measures reflect the entirety of the placement program and the published goal is 100%.

Meeting above 95% of goal will

POMS-10.

The contractor will receive a written CPAR (Contractor Performance Assessment Report) twice per year describing their attainment of reaching their goals.

11.1 Quality Assurance Surveillance Plan (QASP)

See, Attachment 2 – Quality Assurance Surveillance Plan, for the full details of the Government’s QASP.

11.2. Contractors Performance Assessment Reporting System (CPARS)

In accordance with FAR 42.1502 – Past performance evaluation shall be prepared at least annually and at the time the work under a contract or order is completed for each contract and/or order that exceeds the simplified acquisition threshold (SAT). This includes any contract and/or order that is below the SAT and is modified, which results in the contract exceeding the SAT.

(a) FAR 42.1502 directs all Federal agencies to collect past performance information on contracts. The Department of Agriculture (USDA) has implemented the Contractor Performance Assessment Reporting System (CPARS) to comply with this regulation. One or more past performance evaluations will be conducted in order to record your contract performance as required by FAR 42.15.

(b) The past performance evaluation process is a totally paperless process using CPARS. CPARS is a web-based system that allows for electronic processing of the performance evaluation report. Once the report is processed, it is available in the Past Performance Information Retrieval System (PPIRS) for Government use in evaluating past performance as part of a source selection action.

(c) We request that you furnish the Contracting Officer with the name, position title, phone number, and email address for each person designated to have access to your firm’s past performance evaluation(s) for the contract no later than 30 days after award. Each person granted access will have the ability to provide comments in the Contractor portion of the report and state whether or not the Contractor agrees with the evaluation, before returning the report to the Assessing Official. The report information must be protected as source selection sensitive information not releasable to the public.

(d) When your Contractor Representative(s) (Past Performance Points of Contact) are registered in CPARS, they will receive an automatically generated email with detailed login instructions. Further details, systems requirements, and training information for CPARS is available at http://www.cpars.csd.disa.mil/. The CPARS User Manual, registration for Online Training for Contractor Representatives, and a practice application may be found at this site.

(e) Within 60 days after the end of a performance period, the Contracting Officer will complete an interim or final past performance evaluation, and the report will be accessible at http://www.cpars.csd.disa.mil/. Contractor Representatives may then provide comments in response to the evaluation or return the evaluation without comment. Comments are limited to the space provided in Block 22. Your comments should focus on objective facts in the Assessing Official’s narrative and should provide your views on the causes and ramifications of the assessed performance. In addition to the ratings and supporting narratives, blocks 1 – 17 should be reviewed for accuracy, as these include key fields that will be used by the Government to identify your firm in future source selection actions. If you elect not to provide comments, please acknowledge receipt of the evaluation by indicating “No comment” in Block 22, and then signing and dating Block 23 of the form. Without a statement in Block 22, you will be unable to sign and submit the evaluation back to the Government. If you do not sign and submit the CPAR within 60 days, it will automatically be returned to the Government and will be annotated: “The report was delivered/received by the contractor on (date). The contractor neither signed nor offered comment in response to this assessment.” Your response is due within 60 calendar days after receipt of the CPAR.

(f) The following guidelines apply concerning your use of the past performance evaluation:

(1) Protect the evaluation as “source selection information.” After review, transmit the evaluation by completing and submitting the form through CPARS. If for some reason you are unable to view and/or submit the form through CPARS, contact the Contracting Officer for instructions.

(2) Strictly control access to the evaluation within your organization. Ensure the evaluation is never released to persons or entities outside of your control.

(3) Prohibit the use of or reference to evaluation data for advertising, promotional material, pre-award surveys, responsibility determinations, production readiness reviews, or other similar purposes.

(g) If you wish to discuss a past performance evaluation, you should request a meeting in writing to the Contracting Officer no later than seven days following your receipt of the evaluation. The meeting will be held in person or via telephone or other means during your 60-day review period.

http://www.cpars.csd.disa.mil/

(h) A copy of the completed past performance evaluation will be available in CPARS for your viewing and for Government use supporting source selection actions after it has been finalized.

Contractors must register at the following websites:

CPARS: http://www.cpars.csd.disa.mil/ PPIRS: http://www.ppirs.gov/ http://www.ppirs.gov/