QA Responses_052325.docx

Questions:

· Attch 6, Instructions, pages 4-5, Volume IV and Volume V cover the same information requirement for Offerors to “Submit the Compensation Plan in Microsoft Excel format with all formulas intact.” Can those volumes be merged or all inclusive in Volume IV?

· No, please keep the pricing and compensation plan separate.

· Exhibit 1, line 19 does not have the (sum function/formula) for Total Employee Fringe Benefits (hourly) which prevents an accurate total for line 22 Total Employee Hourly Compensation (Base + Fringe). Are Offerors to add the sum function for line 19 or will government update that?

· The sum function was left off because the contractor does not have to use those specific fringe benefits when calculating the total employee fringe benefits. The offeror may add the sum function to line 19.

· Exhibit 1, line 21 does not have the (sum function/formula) for Total Employee Annual Salary + Fringe)

· When evaluating the compensation plan, we will focus hourly rates as opposed to salary. Filling out the annual salary in Exhibit 1 is optional.

· Attch 4, Price Schedule has 38 CLINs, Exhibit 1 Compensation Plan shows 19 Labor Categories/Sheets. Are Offerors to add the sheets for remaining CLINs/Labor Categories or will government update that?

· No changes required because the compensation plan does not include overage rates.

· This previously was identified to be a merger of 2 contracts, is that still accurate? Which contract(s) is this solicitation the continuation of?

· Yes, the requirement is currently being performed under W81K00-25-P-A049 and W81K00-25-P-A050.

· Will the contract be awarded as a single or multiple award contract?

· This will be a single award contract.

· When bidding under a teaming arrangement, will the teaming partners past performance count?

· Yes, IAW Attachment 2 – PPI Sheet, “Past performance reference projects performed by a proposed teaming partner or a , proposed subcontractor, a proposed subsidiary, or a proposed affiliate will only be considered if: (1) the Offeror submits at least one recent and relevant past performance project that the Offeror has performed, as a prime; (2) the teaming partner or, subcontractor, subsidiary, or affiliate is identified as a teaming partner, or subcontractor, subsidiary, or affiliate in the administrative volume of the proposal, and (3) the role and percentage of work proposed to be performed by the teaming partner, or subcontractor, subsidiary, or affiliate on the proposed requirement is detailed in the proposal. Items (2) and (3) shall be identified in the administrative volume.”

· Will the Government consider relevant past performance from similar-size healthcare staffing contracts performed by a WOSB as either a Prime or Subcontractor?

· Yes, the offeror may provide past performance on efforts where they were either the prime or subcontractor.

· Would the Government consider modifying the NAICS code for this solicitation to 621498 – All Other Outpatient Care Centers ($25.5M size standard)?

· The Government will not modify the NAICS.

· Would you clarify how many maximum past performance references are allowed and if/how many subcontractor references may be included?

· The Government will only evaluate the first three (3) past performance references provided. No more than two (2) subcontractor references would be reviewed.

· May CPARS be submitted instead of past performance questionnaires for contracts for which CPARS were reported?

· Yes, CPARS may be submitted in lieu of past performance questionnaires.

· If this is a follow-on contract, would you provide the current contract number, the name of the contractor, and the contract value?

· Yes, W81K00-25-P-A049 (Luke & Associates/$3,215,968.16) and W81K00-25-P-A050 (Magnificus Corporation/$5,535,479.88).

· Could the Government please define what the “overage” hours are (CLINs 0020 – 0038 and CLINs 1020 – 1038)?

Overage hours are used when more than 40 hours a week or 80 hours a pay period is invoiced against a CLIN.

· How would the Government like offerors to calculate the direct salary (cells B6:D6)? Should offerors use the 2,000 hours per FTE indicated in Attachment 4, or should offerors utilize their company leave and PTO allowances?

· Use the 2,000 hours.

· The CLIN numbers for the 52.217-8 extension period are numbered the same as Option Period 1 CLINs. Should the extension period CLINs be 2###?

· No, the CLIN numbering for the 52.217-8 extension period will be match the last option period (option period 1).

· May we use our in-house contractor services template so long as every element in DFARS 252.237-7024 is addressed, or is a specific format required?

· Yes, you may use a different template as every element from DFARS 252.237-7024 is addressed.

· Will the government consider past performance from a subsidiary that is owned and operated by the Prime?

· Yes, see page 4, Addendum to 52.212-1, Volume III – Factor 2 – Past Performance, paragraph 3.

· Are there currently open positions on either of the incumbent contracts, if so, how many open positions and what labor category are they in?

· There is currently one open position (Physician Assistant) on W81K0025PA050.

· Per Attachment 4 – Price Schedule, please confirming there is no overage hours on the final 6-month extension?

· There are overage hours on the 6-month extension.

· PWS 2.3.2. states that “All contract Healthcare Providers (CPs) performing direct healthcare services shall receive a general physician exam, and a physical exam certificate shall state the date of the exam and the name of the psychiatrist who performed the exam. Can the government confirm the physician labor category to perform the general physical exam?

· PWS revised to change psychiatrist to physician. The exam is expected to be made by the HCP’s physician.

· Does the government have a font size requirement?

· For legibility size point 11 (Arial or Times New Roman)

· Please clarify if the government is seeking a firm fixed price for each of the labor categories as opposed to time and materials pricing where labor hours are billed at a fixed hourly rate based on time worked.

· Yes, each line item is FFP.

· Can the Government confirm the PoP for this solicitation is 1-year with a 1-year option and a 6-month extension?

· Yes, the requirement is for one base year plus one option year with a 6-month extension.

· Can the government define what specific elements (e.g., number of FTEs, contract value, range of labor categories etc.) will be considered when determining relevancy of a submitted past performance reference?

· See page 9, Addendum to 52.212-2, Factor 2 – Past Performance, Definitions, paragraph (b) Relevancy Assessment.

· We are asking the government to require teaming partners to be exclusive and not participate in more than one proposal. Please confirm if the government will grant our request.

· No, we will not grant that request.

· Given the requested information for Subfactor 1(a) - (e), will the Government consider raising the max page limit to 50 pages?

· Yes, we will increase the page limit to 50 pages.

· Would the Government consider extending the period of recency for past performance references from three (3) years to five (5) years to ensure a broader range of relevant and high-quality projects can be considered in the evaluation?

· No, the current recency definition is sufficient for this requirement.

· Are offerors expected to price overage (surge) hours at the same hourly rate as the base CLINs, or is there flexibility to propose different rates given potential short-notice or after-hours work?

· The offeror may provide different rates for the overage hours.

· Will the incumbent be required to cooperate with the successor contractor during transition to mitigate performance risk?

· It is expected that the incumbent will cooperate with the successor.

· Will the Government provide the SCA Mapping for all applicable SCA positions?

· Clause 52.222-42 in the solicitation lists the applicable SCA positions and the SCA Wage Determination is included as well.

· Will the Government provide a page limit for Volume IV - Compensation Plan narrative which describes how the offeror arrived at the proposed compensation?

· A narrative is not required per the instructions to the offerors.

· If a responder is including one or more sub-contractors in their response, each sub-contractor may have different amounts for fringe-benefits for example, health insurance provided to the employee. If the bidder has different cost buildups for the prime and for each sub-contractors, should each sub-contractor provide their own Exhibit 1 for each CLIN? We fully understand that there will be only cost to the government for each CLIN.

· We will be requiring only one compensation plan per labor category. If you have multiple subcontractors under one labor category, provide a compensation plan that best encompasses your proposed rates.

· Can the Government identify which volume the offeror is to include its Quality Assurance and Quality Control plan? Or if this is only a requirement to submit post award.

· The QASP is internal to the Government and the QCP is only required upon contract award.

· Can the Government identify if offerors should address its approach to section 1.2 in Volume I as part of the Essesntial Contractor Servcies plan or in Volume II Technical only?

· The applicable elements within PWS section 1.2 may be included in the Continuation of Essential Contractor Services plan other elements within that section should be included in Volume II Technical.

· For the non-personal services positions, will they be working off-site?

· No, they will work on-site.

· PWS Section 1.2. – please provide the current documents DA PAM 40-502 and AR 40-502. Will these be provided to the company as the documents are updated?

· The documents can be found at https://armypubs.army.mil/ProductMaps/PubForm/Details.aspx?PUB_ID=1004858. It is our expectation that updated documents will be provided.

· Who will be the supervising physician over the Nurse Practitioner?

· This will be disclosed upon contract award.

· Who will be the supervising physician over the Physician Assistant?

· This will be disclosed upon contract award.

· Within Exhibit 1, are offerors permitted to add rows to the fringe benefits section?

· Yes, you do not have to utilize the fringe benefits within Exhibit 1.

· Within Attachment 4, the total number of units per FTE is 2000, but section 3.2 of the PWS suggests that 1920 hours is considered a full-time work schedule. Which should we use to calculate Total Employee Salary in Exhibit 1?

· Use the 2,000 hrs.

· Within Attachment 4, the total number of units per FTE is 2000, but section 3.2 of the PWS suggests that 1920 hours is considered a full-time work schedule. Will 80 of those unit hours be considered overtime?

· The PWS will be revised to change the full-time work schedule from 1,920 to 2,000 hours.

· Within Attachment 2, the document states “PPI sheets are to be submitted in Volume II as one complete volume, not separate attachments for each project.” Can the government confirm that PPI sheets shall be included in Volume III – Past Performance and not Volume II – Technical?

· Yes, the typo will be corrected. The sheets are to be submitted in Volume III – Past Performance.

· PWS 2.2.13: What does NAACLS stand for?

· National Accrediting Agency for Clinical Laboratory Sciences

· Are there incumbents for this Task Order? If so, can the government clarify how many positions and which labor categories are filled?

· Currently 86 out of 87 positions are filled. All labor categories are filled except for 1 PA position.

· Can we get clarification on how pricing reasonableness will be determined? Will proposals be evaluated for cost realism or just price reasonableness?

· Proposals will be evaluated for price reasonableness. The proposed price will be evaluated on the bottom-line price for the entire effort, inclusive of all options. A price is reasonable if, in its nature and amount, it does not exceed that which would be incurred by a prudent person in the conduct of competitive business. The Government may use various price analysis techniques and procedures to ensure a fair and reasonable price. Some of those techniques are, but not limited to, comparison of proposed prices received in response to the solicitation and/or comparison of proposed prices with the Independent Government Estimate (see page 11, Addendum to 52.212-2, Factor 4 – Price, paragraph 1.

· Can the Government clarify how the use of subcontractors or independent contractors should be represented within the total compensation plan? Specifically, should the Offeror include the subcontractor’s or independent contractor’s compensation breakdown (base rate and fringe) in the same format as prime employees?

· We will be requiring only one compensation plan per labor category. If you have multiple subcontractors under one labor category, please provide a compensation plan that best encompasses your proposed rates.

· Can the Appendices such as Cover Page, Cover Letter, Table of Contents exempted from the page budget set as 40 pages?

· Yes.

· "The instructions state – “*The Government advises utilizing wages in the 90th percentile when using commercial sources (i.e. salary.com, ziprecruiter.com, etc.) and/or Government source such as bls.gov. Furthermore, it is advised to look at larger labor markets in the western United States, such as Los Angeles, Las Vegas, Denver, etc. when coming up with a compensation plan.”

Question – if the work will be performed in Ft. Bliss, TX, why should offerors look at larger labor markets in the western US?"

· Since El Paso is considered to be a hard-to-fill and remote location, we want to ensure that compensation is sufficient to recruit and retain high quality personnel.

· Question – does the offeror need to explain hiring of independent contractors/subcontractors if our intent is to only hire full-time employees?

· No, if you are not utilizing independent contractors/subcontractors, no explanation is required.

· Will the government require all offerers’ to provide proof of malpractice insurance? If so, please specify the limits requires on the insurance.

· Since the healthcare providers on this contract will fall under personal services, FAR clause 52.237-7 Indemnification and Medical Liability Insurance is not applicable.

· According to Section 52.212-2, technical and past performance combined are "slightly more important than Compensation Plan." Can the government provide the relative weights between technical and past performance factors?

· Technical and Past Performance are of equal importance.

· Per Section 52.217-8, if the 6-month extension option is exercised, will it be at the same rates as the base period or final option year?

· For the proposal the rates should be the same as the final option year. For purposes of evaluating the Option to Extend Services, the Contracting Officer will consider the prices submitted for each option year, since those are the binding prices should the Option to Extend be exercised.

· According to Section 52.217-9, the total contract duration including options shall not exceed 24 months. However, the period of performance shows dates from October 2025 through September 2027 plus a potential 6-month extension. Please clarify the total potential contract duration.

· FAR clause 52.217-9 does not include the 6-month extension. The total contract duration is 24 months with an option to extend services by six (6) months.

· Does the $400,000 annual and $208.33 hourly cap apply to both personal and non-personal service providers?

· The PWS (see paragraph 3.2) and Instructions (page 5, Addendum to 52.212-1, Volume IV _Factor 3: Total Compensation Plan, paragraph 2 and page 10, Addendum to 52.212-2 Factor 3 – Total Compensation Plan, paragraph 4) will be revised to reduce the hourly rate to $200.00. This only applies to personal service providers.

· Are resumes required at the time of proposal submission, or only after award for candidate approval?

· Resumes are not required at time of proposal.

· For the Service Contract Labor Standards wage determination (Attachment 1 referenced in List of Attachments), will revised wage determinations be incorporated annually? How will price adjustments be handled?

· Yes, revised SCA Wage Determinations will be provided. If the rates on contract do not meet the minimum, the contract may be modified for equitable adjustment.

· Regarding Section 52.204-25 telecommunications restrictions, does this apply to medical devices and equipment? Please clarify what systems need to be reviewed for compliance.

· The telecommunications equipment or services under this clause is as follows:

Covered foreign country means The People’s Republic of China.

Covered telecommunications equipment or services means–

(1) Telecommunications equipment produced by Huawei Technologies Company or ZTE Corporation (or any subsidiary or affiliate of such entities);

(2) For the purpose of public safety, security of Government facilities, physical security surveillance of critical infrastructure, and other national security purposes, video surveillance and telecommunications equipment produced by Hytera Communications Corporation, Hangzhou Hikvision Digital Technology Company, or Dahua Technology Company (or any subsidiary or affiliate of such entities);

(3) Telecommunications or video surveillance services provided by such entities or using such equipment; or

(4) Telecommunications or video surveillance equipment or services produced or provided by an entity that the Secretary of Defense, in consultation with the Director of National Intelligence or the Director of the Federal Bureau of Investigation, reasonably believes to be an entity owned or controlled by, or otherwise connected to, the government of a covered foreign country.

This does not apply to medical devices and equipment.

· Section "Volume III - Past Performance": For the three required past performance references, if an ongoing contract has multiple option years, should each option year be counted as a separate reference, or should the entire contract be considered as one reference?

· The contract (inclusive of options) will be counted as one reference.

· Section "Volume IV - Factor 3: Total Compensation Plan": For positions subject to the Service Contract Act (SCA) WD #2015-5229, if our market research indicates that the 90th percentile compensation is lower than the SCA rates, should we default to the SCA rates?

· The SCA WD provides the minimum wage (rate + fringe) for the applicable labor categories. Compensation plans that do not meet SCA rates may be determined to be insufficient to attract and retain talent.

· Will the government consider escalation factors when evaluating the option prices, given potential market changes?

· Yes.

· "Factor 4 - Price": The RFP states "The Government may determine that a proposal is unacceptable if the option prices are significantly unbalanced." Can the government define what constitutes "significantly unbalanced" pricing between base and option years?

· Unbalanced pricing exists when, despite an acceptable total evaluated price, the price of one or more line items is significantly over or understated as indicated by the application of cost or price analysis techniques.

· Does a subcontractor need to a WOSB?

· No, only the prime contractor must be a WOSB.

· Will the Government facilitate a site visit or coordination meeting with the incumbent contractor to ensure a smooth transition?

· For this requirement, we will not facilitate a site visit.

· For joint ventures established under the SBA mentor protégé program where it is permitted to ascribe the socioeconomic status of the protégé company, would the joint venture’s protégé member’s WOSB certification in the Dynamic Small Business Search (DSBS) suffice the requirements stated in the Addendum to 52.212-1?

· A mentor and its protégé can joint venture as a small business for any small business contract, provided the protégé individually qualifies as small. The joint venture may also pursue any type of set-aside contract for which the protégé qualifies, including contracts set aside for 8(a), service-disabled veteran-owned, women-owned, and HUBZone businesses.

· Can the Government clarify whether the “Continuation of Essential Contractor Services Plan” (DFARS 252.237-7024) is required for both personal and non-personal services labor categories?

· Applies to both personal and non-personal services.

· Does the Government intend to evaluate price on total evaluated price alone, or will any individual line items be weighted more heavily based on historical utilization?

· Each line item will be evaluated, however there is no weighting among the line items.

· If the offeror includes a past performance reference where the effort spanned multiple agencies but was managed under a single contract, will the Government consider each agency interaction separately in its relevance determination?

· Each task order under a single contract vehicle will be considered as its own past performance reference.

· Will the Government assign higher value to past performance where staffing performance was supported by verified CPARS ratings and independently verifiable metrics such as retention rates, fill times, or clinician satisfaction scores?

· The Government will review CPARS ratings as part of the performance and consider the information provided within the PPQ as part of the past performance evaluation.

· In evaluating best value, how will the Government assess proposals that exceed PWS requirements in terms of staffing continuity, credentialing speed, and orientation timeframes, even if such proposals involve a slightly higher total compensation.

· Technical Capability (Factor 1) is equal to Past Performance (Factor 2), and when combined, are slightly more important than Factor 3 (Compensation Plan).

· Will the Government evaluate recruiter qualifications, historical fill rates, or talent pipeline depth as part of the staffing viability review?

· Yes, you may provide that information as part of your Technical submission.

· Will CPARS over 3 years old be considered if paired with updated PPQs that show continuity and recent validation?

· CPARS ratings over 3 years from proposal deadline will not be considered in the past performance evaluation.

· Is a signed teaming agreement or subcontract required at submission, or is disclosure of intended roles in Volume I sufficient?

· Yes, also include the role and percentage of work to be performed by the teaming partner or subcontractor.

· Is there a page limit or specific formatting guidance for Exhibit 1 narrative explanations and compensation rationale?

· No. However, a narrative explanation is not required.

· Is the Government open to alternate unit pricing templates so long as all CLIN-level pricing is fully and clearly addressed?

· No, use the Price Schedule provided.

· Attachment 3, PAST PERFORMANCE QUESTIONNAIRE, is in the MS Word format. When an evaluator enters a past performance narrative, the Attachment 3 document may be altered in size and length. Will this change be an acceptable format?

· Yes, that will not be an issue.

· The total Period of Performance for this effort is a base + 1 option with a possible extension. Is this effort slated to move to the DHA Next Generation contract? If so, will it be in the small pool or the full and unrestricted?

· Yes, this effort is slated to move to the MQS2-NG contract vehicle under the small business suite.

· Are parts of the current contract(s) non-personal services?

· Yes, there is a mix of personal and nonpersonal services.

· Could the Government confirm that 1 FTE = 2000 hours? Would the Government confirm that 2000 hours of work must be performed by 1 FTE?

· Yes, that is correct.

· Will the government accept a 10pt or lesser font for graphics and charts?

· No, font size shall be 11pt (Arial or Times New Roman).

· Would the government allow previously completed PPQ's to be submitted in lieu of new?

· Yes.

· Has the scope of the contract being provided by the two current contractors changed at all for this new iteration/consolidation?

· The number of FTEs will increase by 11. No other changes in scope.

· Does the personal services portion create an employer-employee relationship or not?

This is a personal services contract (as defined by FAR Subpart 37.104) and is intended to create an employer- employee relationship between the Government and the individual health care workers (HCW) only to the extent necessary for providing the health care services required under the contract. The performance of health care services by the individual HCWs under a personal services contract are subject to government oversight to ensure compliance with governing directives by health care facility personnel comparable to that exercised over military and civil service HCWs engaged in comparable health care services. The contract does not create an employer-employee relationship between the Government and any corporation, partnership, business association or other party or legal entity with which the HCW may be associated. The authority for this contract is 10 United States Code 1089 and 10 United States Code 1091.

· Is this going to be a sca covered contract; WD No: 2015-5229 Revision No. 25?

· Certain labor categories under this contract that are listed within SCA WD are subject to the minimum wage rates.

· Where is the profit and overhead numbers listed? In Volume IV, Exhibit 1 and Attachment 4?

· The profit and overhead are not separately listed. That will be part of your proposed price within the Price Schedule.

· Can we include past performance from affiliates?

· Yes, see the Instructions page 4, Addendum to 52.212-1, Volume III – Factor 2 – Past Performance, paragraph 3.

· What are the locations of the WBAMC outlying clinics? What is the previous number of required visits or projected estimated visits? The outlying clinics are located within a 5-mile radius. Primary work to be performed the Soldier Readiness Processing Center (SRPC), building 1717. Additional SRP services may be performed in the Soldier Family Medical Center (SFMC), Central services performed in one of two Dental Clinics, Chambers Dental/Dental Clinic 3. Further services may be performed at the WBAMC MTF.

· Will there be a transition or change over period between the incumbent and potential new contractor? How long is that period? No, there will not be a changeover period. SRPC schedules does not allow for the facility to be closed at any time except weekends. The assumption is that the majority of the current work staff will be retained, eliminating the need for in-processing of new employees, security check or background checks are training requirements. Once the new contract is awarded, the vendor can reach out to the incumbent. The transition time is based on the award date.

· Will the Government allow adjustments to the CLIN units (hours) in order to accurately reflect the amount an FTE would be billable for? In the case of an FLSA exempt FTE that earns 80 hours of PTO billable hours would be equal to 2080 - 80 hours of PTO – 88 hours of Holiday = 1,912 hours per year. In the case of non-exempt FTEs this would be a maximum of 1,856 hours per year (2080 – 80 PTO – 88 Holiday – 56 Sick). 1 FTE = 2080 - 80 hours (Leave) = 2000 hours. Contract employees are required to work holidays. Holidays are mission dependent.

· Please provide FY 2023–2024 monthly Mobilization/Demobilization soldier counts, and any forecast spikes for FY 2025–2026, so we can right-size surge (“overage”) staffing. Surges are mission dependent, mission sensitive, and are not authorized to be released to contractors. When the government projects an increase in throughput, the government will make every effort to submit for additional staffing in a timely matter.

FY 2023 metrics: approximately 46K personnel processed.

FY 2024 Metrics: approximately 66K personnel processed.

· A matrix of operating hours by clinic/functional area (SRP Center, Dental, Lab, Pharmacy, etc.) would help us align shift schedules to 24-hour coverage requirements.

Normal operating hours are from 0530-1700; 8-hour shifts. This is mission dependent.

Hours are managed by section OIC/NCOIC, all vary, SRPC opens at 0500 am Monday - Friday. Weekends and holidays are mission dependent.

· Typical timelines for issuing CACs, network accounts, HIPAA, and Cyber-Awareness training completion would help us plan credentialing during phase-in. In-processing normally takes between 1-3 days to complete. All contractors are expected to have onboarding complete within the first 2 weeks to include completing 2875s with section NCOICs

· Please provide the current inventory of Government-furnished medical and IT equipment (exam rooms, EKGs, audiometers, computers, etc.) so we can identify any contractor-furnished shortfalls. All the above are considered government furnished equipment (GFE), workstations, medical equipment, and desk furnishings will be furnished by the government. Contractors are to provide employee uniforms with logo identifying their company/ doctor’s stamps.

· Which tele-health platforms are presently authorized at William Beaumont AMC? Are there specific hardware or VPN requirements the contractor must price? Provided by the government. All medical staff will be granted access to the DHA network. Work will be performed locally within a DHA facility. No tele-work is authorized therefore no VPN is currently necessary.

· Ref. Attachment 5 – PWS, pg. 28, 4.1. Duty Hours: The CP(s) duty schedule will be such as to accommodate operations (including Federal Holidays and Government Designated training holidays). Duty hours shall be set forth by the Medical Support Unit (MSU) Leadership or his/her designated government representative. The contractor shall provide services for work weeks up to 40 workhours and may consist of an average of eight (8), ten (10), twelve (12)-hour -work days scheduled Sunday through Saturday to include federal holidays between the hours of 5:30 a.m. and 10:00 p.m. A mandatory 30 minute to 1-hour unpaid lunch will be given during the shift as determined by the clinic. Current operational hours are from approximately 7:00 a.m. to 7:00 p.m. but may be changed or be staggered dependent on the mission. The above time frames are subject to change in support of the mission.

· Is there a regular shift schedule? If so, what is it?

Regular SRPC Hours of Operations are from 5 a.m. to 6 p.m./ each contractor is expected to work a 40-hour workweek. Actual shifts are scheduled by the section they are assigned to.

Please see PWS 4.1.1. for examples of shifts.

· How often are shifts changed?

Dependent on mission need and PAX counts, MSU notifies Contractors within 24/48hrs if shifts need to be flexed or adjust to meet mission need.

· Maybe one a quarter. This is mission dependent. Currently there is only one shift, however, employee’s regular schedule can be staggered to meet the needs of the mission during a surge or expansion.

· Ref Attachment 5 – PWS, pg. 29, 4.2 Place of Performance: The work to be performed under this contract will be at Soldier Readiness Processing Center to include supporting WBAMC and associated branch medical clinics. While the CP will be assigned to a primary location, the Government retains the right to assign a CP, temporarily, to another location within a 40-mile commuting radius of their assigned MTF. The reassignments will be to a clinic comparable to that of their primary location and within scope of the contract CP’s duties, expertise, and qualifications. The reassignment will be coordinated between the MSU and Primary Care Leadership. CPs shall receive notification one week prior to the reassignment. Under a mutual agreement between the contractor and the Government, this one-week notice may be waived.

· On average what percentage of the labor categories have work location reassignment within a year? 0%, the to be performed will be in support of the SRPC. No contract will be assigned duties outside the local area.

· Ref Attachment 5 - PWS, pg. 31, 4.10. The Contractor shall maintain a 90% fill rate per required skill set and with no more than one turnover of personnel per requirement per consecutive 12-month period.

· How much turnover has there been over the past year and for what labor categories?

Contract 1 – Medical Clerk - 1; Pharmacy Tech – 2; Phlebotomist – 1; Credentialing Specialist – 1; LVN - 1 Contract 2 - LVN – 2; LCSW – 1; Medical Clerk – 3; CNA. – 2; RN Case Mgr – 1; PA – 1;

02-03 Aug 2024 – May 2025

· Ref. Attachment 5 – PWS, pg. 8, 2.2.3. Physician Assistant (PA) shall:

Education: Graduate from an accredited college or university certified by the Accreditation Review Commission on Education of the Physician Assistant (ARC-PA), or previously recognized accrediting body. In addition to the education requirements listed in the DHA-PM for PAs, specialty PAs must complete residency or fellowship training of 12 months or more in a medical specialty program acceptable to the DHA. NPI is required.

· How many of the PA’s on this contract are specialty PA’s where residency and fellowship training apply? None of the PA’s are Specialty so the specialty requirement does not apply.

· Ref Attachment 5 – PWS, pg. 29, 4.3.1. Surge/Accelerated Recruiting Plan - When necessary, SRP hours of operations will expand to a 24-hour SRP operation processing up to 800 additional personnel per day to meet Combatant Command (COCOM) deployment requirements. Contract in cooperation with the equivalent of 4 Medical Support Unit (MSU’s) (or equivalent Government Civil Service Civilians), will provide continuous coverage, allowing to operate around the clock.

On average in the past 12 months how many times has surge been required where the CP must support a 24-hour operation? None, but there were two occasions of 800 or more personnel were processed per day for three days. The 24 SRP Operation was developed as a course of action. It’s never been implemented.

· Ref. Attachment 6 – Instruction to Offerors, pg3, (e) Offeror shall demonstrate the ability to handles surges (less than 4-hour notices), fluctuating schedules, and workload to include 24-hour operations.

· Is this correct, could it be less than 4-hour notice? If so, could add this information to the PWS? Yes, it could be less than 4-hour notice. Yes, this information could be added to the PWS.

· On average how many times a year does this happen? EDRE’s are emergency Deployment Readiness Exercises are little to no notice exercises, typically this is a 24-hour notice. The SRPC experience this type of notice less than 1% during the year.

· PWS Section 2.1.2.1 states: Contract must ensure that Ready Reservists and Retirees subject to military recall during mobilization do not occupy key, Emergency Essential (E-E) positions. Can the government clarify number of E-E positions, labor category? Clinician, Direct Care Professional, Registered Nurse, Direct Care Paraprofessional. are classified as a critical position or E-E. These positions cannot be vacated during a national emergency or mobilization without seriously impacted the capability of the SRPC to function effectively.

· PWS Section 3.8.5 states: The Contractor or CP may be required to provide testimony or deposition in lawsuits or other administrative, civil, or criminal proceedings. Can the government provide an example of the type of testimony required? breach of security or an interruption of operations or which breach the requirements of the Federal Privacy Act of 1974

PWS Section 3.10.1 states: A Criminal History Background Check (CHBC) is MANDATORY for those personnel involved in the delivery of healthcare to children under the age of 18 on a frequent and regular basis (more than once per week) and may also be required for other CP in accordance with MTF policies. Will the government clarify if children under the age of 18 will be treated by contract personnel? Contract Personnel will not treat children under the age of 18 years. No children are seen at SRPC

· PWS Section 3.11.5: Please clarify the extent of the Program Manager’s role in escorting CPs during in-processing? The Program Manager will escort the CPs to the DEERS/RAPIDS ID card section, WBAMC readiness section ( if needed), Occupational Health, WBAMC security badge office, and other WBAMC sections for in-processing. Assist in learning the way and locations.

· Can the Government please provide the shift scheduling as it exists today by position title?

Normal operating hours are from 0500-1800; 8-hour shifts. Shifts are scheduled by the section supervisor and are mission dependent.

· Can the Government elaborate on what constitutes a "surge" requirement (the solicitation states: Offeror shall demonstrate the ability to handle surges - less than 4-hour notices, fluctuating schedules) and the frequency or volume expected?. Currently the SRPC can process up to 800 PAX daily. A surge is expected to exceed the 800 PAX daily, there requiring additional workforce to process the additional throughput to meet Combatant Command (COCOM) deployment requirements.

· Can the Government clarify whether Tele-Health services are expected from Day One or only implemented during specific contingencies? Implemented during specific contingencies. Tele-health is not expected to be implemented only during an government shut-down such as during COVID. Even Contractors are expected to perform tele-health services at the local SRPC.

· The PWS states that during non-peak SRP periods, contract personnel may be assigned to support WBAMC’s Primary Care Mission and that their duties shall be “essentially the same” as those performed by DoD or civil service personnel in similar roles. Could the Government clarify: Provider maybe required to perform all work they have been privileged /Credentialed to perform on behalf of the MTF.

· For the non-billable Corporate Program Manager that is offsite, does the PM have to be local or just available for onsite in-processing? Local highly preferred. The non-billable corporate program manager shall possess sufficient corporate authority to effectively deal with all contract situations that arise. No office will be available for Program Managers, PM must be available to meet with COR and or Contractor Employees when requested.

· How many of which Descriptions of Healthcare Workers are at which locations (Branch Medical Clinics, WBAMC, and Readiness Processing Center) and what their hours of operations? Contracted HCW are all assigned to the SRPC (SRP/SHPE/CRC) 0530-1700, Monday – Friday. Mission dependent.

· Please provide data on the number of occasions in the past 24 months that surges have occurred, which required 4-hour or greater adjustments in manning and scheduling. During a surge the throughput can exceed 8,000 PAX / 6 weeks. Must notably the Southwest Border (5000 – 7700) in a six-week period. EDRES-(3500/bi-weekly). Summer surges up to 4000 bi-weekly.

· Can the Government provide historical fill rates and average time-to-fill data for each labor category over the past 2 years? Average 90% fill rate. Average time to fill 60 Days. LCSW difficult to fill.

· What is the average processing time for credentialing and background checks for new hires? Average time is 30-45 days. Contractor and applicant dependent.

· Contract workers shall maintain current certification in Basic Life Support (BLS) from the American Heart Association, or the American Red Cross. Are Occupational Health costs billable to the Government? The expense for all health requirements, to include monitoring and tracking annual requirements, shall be borne by the Contractor at no additional cost to the Government. To include tracking of mandatory annual training, certifications and licenses.

· The price schedule, attachment 4, specifies a fixed number of hours/staff levels. In a surge scenario, may staffing number of hours and/or staffing levels increase. Is overtime permitted? What will be the process for requesting and allowing higher, temporary staffing levels and/or overtime hours for exiting staffing because of a surge in staffing requirements.

Yes; Temporary staffing not authorized; Overage hours are only authorized when the Government directs the HCW to remain on duty for continuity of care or surge purposes.

OT is permitted, OT requests OT to WBAMC COR for review and approval

· For the non-personal services positions, will they be working off-site? The Credential Specialist is located at WBAMC, Dental Assistants at Dental Clinic, all others at SRPC. Primary location will be building 1717 SRPC for non-personal service positions.

· How far in advance will schedules be released, especially for weekend and holiday shifts?

Maximum. The government typically is provided a routine schedule monthly, contractor’s schedule is established bi-weekly.

· Will each position (e.g., NP, PA, RN) be expected to cover all 7 days, or will coverage be limited to specific roles on weekends/holidays? Currently Monday -Friday, 8-hour shift between 0530-1800. Weekends mission dependent. A typical work week is 40 hours for all Contractor’s regardless of skillset, during surge Contractors maybe required work extended workday up to 12 hours, and or extended work week, up to seven days a week up to two weeks.

Can the Government confirm whether observed federal holidays still require full staffing, or is this based on patient load/mission tempo? Based on PAX and mission tempo.

· Will staggered hours be applied to all roles or only selected specialties? Staggered hours are applied to all labor categories.

· PWS Section 1.1. – within the last 12 months, how often and which members of the team were released, not required to perform services? Currently none, but a few contractors due to performance.

· PWS Section 1.2. – please provide the current documents DA PAM 40-502 and AR 40-502.Will these be provided to the company as the documents are updated?

DA PAM 40-502 AR 40-502 Army Publishing Directorate

· PWS Section 1.4. – for the contract personnel (CP) under the non-personal services portion of the contract, what data/performance measures will be available to the company so that we can appropriately manage their work? Expectations will be provided during or after the post award conference by the Government Technical Supervisor.

· PWS Section 2.1.12. – It has been our experience that credentialing packets will be subject to the nuances of the MTF credentialing department, not always clearly spelled out in the PWS. Will the company have access to have direct communication with the credentialing office so there is clear understanding of their preferences and future changes? No, credentialing expectations will be provided during the post award conference.

· PWS Section 2.2.1. – Will Fort Bliss allow for physicians who are board eligible? Will other physician specialties be acceptable so long as they have appropriate experience (urgent care, emergency medicine, etc.)? Paragraph 2.2.1. states board certified. Yes, if they meet the requirements in Paragraph 2.2.1.

· PWS Section 2.3.4. – Would the facility consider a Licensed Masters Social Worker (LMSW) in lieu of an Licensed Clinical Social Worker (LCSW)? No, the requirement is for a Licensed Clinical Social Worker.

· PWS Section 2.2.5. – Would the facility consider waiving the pharmacy residency or fellowship for a clinical pharmacist with applicable experience? It is not typical for pharmacists to hold a DEA. Is this truly required? If so, will the pharmacist maintain a collaborative practice agreement with physicians to manage or modify drug therapy to include prescribing controlled substances? If so, which physician(s) will the pharmacist hold the collaborative practice agreement with? Pharmacist must meet all requirements in Paragraph 2.2.5. Pharmacist may apply for MTF DEA.

· PWS Section 2.2.6. – It is our experience that Registered Nurse Case Managers are working without maintaining a formal certification. Would the facility consider allowing the Registered Nurse Case Manager to obtain one of the listed certifications within 12 months of starting? Registered Nurse Case Managers must meet requirements in Paragraph 2.2.6.

· PWS Section 2.3.4. – Can the influenza immunization be declined by the health care professional (HCP) for personal or religious beliefs? For Medical or religious beliefs after approval by the government.

· PWS Section 3.1. – This section lists stringent language regarding only one provider allowed to fill each position. Would the facility consider revising this to allow for a job share of more than one HCP? Having multiple HCPs who are privileged/credentialed and security cleared who are actively working can assist to backfill unexpected vacancies can help ensure consistent coverage. This will also ensure coverage in the events of sections 4.3.1.1. and 4.3.1.2. No job sharing.

· PWS 3.1: Will we be able to submit credentialing/privileging packages for PRN staff to fill vacancies greater than 2 weeks? Will substitute PRN staff be required to complete the required training listed in section 3.6. Orientation and Training of the PWS? No PRN staff. PRN Staff are required to take the orientation and trainings.

· PWS 3.10.6: Are Contract Personnel (CP) able to complete fingerprints on base? Fingerprints are scheduled and completed at WBAMC.

· PWS 5.3.1: Please confirm that a CV expected to be submitted to the COR at the same time a notification is given that a contractor will be departing their position. Submit qualified CV or resume to the COR no later than 14 days after notice of departure for current HCP or CP.

· Will the government confirm how coverage gaps are currently managed?

Vacancies are covered by military or left vacant which is detrimental to the mission.

Section OIC/NCOICs identify the gaps and divide the workload

· PWS 3.6: What is estimated amount of hours to complete orientation and training? 48 hours for orientation; 24 hours for initial training. Other training completed within first 90 days.

· PWS 4.5: In the past year how many hours of overtime has the government approved for this contract? 578.50 hours of overage.

· PWS 3.6: Please confirm that all orientation and training is directly billable to the Government on this contract. Yes. Paragraph 3.6. Both the in-processing and orientation are provided during normal business hours and time spent accomplishing these are billable to the government.

· For the overage hours listed in CLINs 0020-0038 and 1020-1038, are these hours intended to be used for surge support or to cover extended facility hours? What notification period will be provided before utilizing overage hours? Both; Paragraph. 4.5. Overage consists of any hours worked in excess of 40 hours in one seven (7) day period. Contractor personnel may be required to work beyond the end of their shift if there are still personnel to be processed at that time.

· For the Medical Credentialing Specialist position (CLINs 0015/1015), will the government provide access to their credentialing software system, or should contractors include licensing costs in their proposal? Medical Credentialing Specialist will be located and working at WBAMC Credentialing.

· Will the Government provide workstations, IT equipment, and supplies for all support roles (e.g., Medical Support Clerk, Credentialing Specialist), or is the contractor expected to furnish these? Paragraph 7.1.1. The Government will provide use of all available MTF facilities and support services, materials, publications and forms, equipment, and specialty clothing required for contract performance (except as designated in the contract).

· Will the government provide all medical equipment and supplies, or should certain items be included in our pricing? If contractor-provided, please provide a detailed list of required equipment by labor category. Paragraph 7.1.1. The Government will provide use of all available MTF facilities and support services, materials, publications and forms, equipment, and specialty clothing required for contract performance (except as designated in the contract).

· Regarding Section 252.237-7024(b)(2)(iii), for positions that may need to work remotely during a crisis, will the government provide VPN access and equipment or should contractors include these costs? No Remote or Tele-work authorized. The program managers will use Med 365 Web outlook by using CAC and CAC card reader.

· Will there be a transition-in period, and if so, what support will be provided during this period (e.g., access, workspace, system training)?

· What are the expected work shifts or hours for each labor category (e.g., 8-hour shifts, weekend coverage)? Normal schedule Monday -Friday 0530-1700 8-hour shifts. Weekends and Holidays mission dependent.

· What are the onboarding and credentialing timelines and requirements for each clinical role (e.g., privileging process for physicians and nurses)? Normal credentialing/ privileging process takes between 30-45 days and is the same for replacement personal. Dependent on Contractor and applicant.

· Are there key performance indicators (KPIs) or service-level agreements (SLAs) tied to contractor performance (e.g., fill rate, time to fill, turnover rate)? Please see Paragraph 9.

· Are contractor personnel required to possess a minimum background investigation level or security clearance (e.g., Tier 1/NACI, Public Trust, Secret) prior to performance?