7 QUESTIONS AND ANSWERS AMD 0001.pdf

Q1: If a candidate holds an active Registered Nurse (RN) license issued by the State of New York, would this be considered sufficient to meet the requirement for a current, valid, unrestricted LVN/LPN license from a U.S.

jurisdiction, as specified in the solicitation?

A1: Yes.

Q2: Additionally, would a nursing license obtained in South Korea be considered acceptable for meeting the licensing requirement under this contract?

A2: See newly added PWS paragraph 5.1.3.3.1.

Q3: Could the Government confirm how many of the positions under this requirement are currently staffed by the incumbent contractor? Understanding the current staffing levels will help us assess onboarding timelines, transition planning, and any potential continuity of care considerations.

A3: There is no incumbent contractor. On-Boarding takes approximately 60 days.

Q4: Is the credentialing authority located at Osan Air Base? If not, which credentialing office will be reviewing the credentials packet?

A4: The credentialing authority is located at Osan Air Base.

Q5: What is the security clearance process and expected timeline?

A5: Timeline is approximately 60 days.

Q6: Will the government assist with SOFA status paperwork or is that fully contractor responsibility?

A6: No, the government will not assist with SOFA status paperwork, the responsibility lies with the contractor.

Q7: Is OnBase housing available for the LPN?

A7: No.

Q8: Is there opportunity for additional health care workers to be added to this contract in the future?

A8: Currently not at this time and future additions are unknown, as well.

Q9: Can the government confirm the specific expected shift schedule (M-F 0700-1700), especially regarding any flexing for exercises or local Korean holidays?

A9: See PWS paragraph 3.6. This is a personal services contract and the Government dictates the schedule.

Therefore, HCPs may be required to work during base exercises or on local Korean holidays.

Q10: Please explain if there are unique base access requirements at Osan Air Base.

A10: Base pass is required and may be revoked after background check (Security Clearance).

Q11: Is there any limitation on the nationality of LPNs (e.g., only U.S. citizens)?

A11: No.

Q12: Will this position require the LPN to see pediatric patients – if so, what is the age range of patients?

A12: No.

Q13: Paragraph 5.1.3.5 – Who determines if TOEIC is needed and when is this taken? Is this before the candidate is accepted or after? Is this the contracting agencies responsibility and if so is this required with candidate submission?

A13: See PWS paragraphs 5.1.3.5. – 5.1.3.5.1. TOEIC score is required at the time of submission.

Q14: Would it be acceptable to present a combined figure (base wage + mandatory statutory fringe) in the Direct Pay Rate field of Attachment 6?

A14: Per Addendum to 52.212-1, Instructions to Offerors - Commercial Products and Commercial Services, SUBFACTOR 2: COMPENSATION PLAN, Compensation: Offerors shall include a compensation plan for each labor category for the direct pay rate (rate paid to the healthcare worker).

Q15: Is it required that we list only the base wage, excluding all fringe, even though this would not reflect real-world earnings and could result in an unfavorable evaluation under the IGE-based threshold?

A15: Per Addendum to 52.212-1, Instructions to Offerors - Commercial Products and Commercial Services, SUBFACTOR 2: COMPENSATION PLAN, Compensation: Offerors shall include a compensation plan for each labor category for the direct pay rate (rate paid to the healthcare worker).

Q16: Would you be willing to accept the 5% direct rate threshold under the Independent Government Estimate (IGE) in Attachment 6 (Employee Compensation Plan) only, without following the fringe components rate in accordance with Korean law?

A16: Per 52.212-2 Evaluation – Commercial Items, Subfactor 2, the Government will evaluate the Employee Compensation plan for the direct pay rate.

To demonstrate the employee compensation plan is sufficient enough to attract and retain qualified health care providers, the Government will evaluate the Employee Compensation plan for the direct pay rate on the following adjectival rating scheme defined below.

ADJECTIVAL RATING AND DESCRIPTION

Acceptable: Offer includes a direct pay rate that is less than 5% below the IGE and that is determined to be adequate to recruit and retain quality HCP.

Unacceptable: Offer includes a direct pay rate that is 5% or more below the IGE and that is determined to be inadequate to recruit and retain quality HCPs.