Q and A Set 2 RRB.docx

Questions

· Reference: SOW Section 4.2.1 vs 4.2.2: Training requirements specify "two (2) in-person training conferences" and "four (4) online training sessions."

· Question: Are these spread evenly across the 12-month period, or do you have preferred timing? Should the in-person conferences be scheduled around specific recruiting cycles?

- We would like the training to be evenly spread over a 12-month period.

· Reference: SOW Section 4.3.2 vs 4.3.3: The requirement calls for "four (4) Geographic Information System (GIS) analytic studies" and "a minimum of ten (10) high-resolution custom maps."

· Question: Are the 10 maps deliverables separate from the 4 GIS studies, or are they produced as part of the studies? What constitutes "high-resolution" for your purposes?

- The 10 maps and the 4 GIS studies are separate.

· Reference: SOW Section 2.1 vs Section 7: Section 2.1 states the Government provides "no furnished property... other than access to the facility," but Section 8.1.1 mentions providing "access to recruiting production data."

· Question: What level of data access will be provided, and will this require contractor personnel to have specific security clearances or system access?

- We will be looking for the contractor to provide us with information from the public. A security clearance or system of access will not be provided by us due to the contractors using their own platforms.

· Reference: SOW Section 5.2: Information release restrictions are mentioned, but the contract involves public-facing marketing activities.

· Question: How do the information release restrictions apply to public marketing materials and social media campaigns? What approval process is required for public-facing content?

- We would need to screen any content that utilizes the MDARNG logo or has any involvement with a recruiter prior to allowing any material or campaign to be released. The approval process would be through our Battalion Commander.

· Reference: SOW Section 5.3: References a Quality Assurance Surveillance Plan (QASP).

· Question: Is the QASP available for review? It's not included in the provided documents but appears to be a key performance evaluation tool.

QASP is not an evaluation factor on the RFQ

· Reference: SOW Section 1.5.3: Services are to be provided "remotely, with on-site support at designated Maryland Army National Guard recruiting locations."

· Question: What constitutes "on-site support," how frequently is it expected, and are there any geographical limitations within Maryland for on-site services?

- On site support would be at one of our MDARNG recruiting stations which are in several locations throughout MD.

· Reference: SOW Section 1.5.4: Hours of operation are listed as "7:00 AM to 4:30 PM Tuesday through Friday."

· Question: Why are Mondays excluded from the work schedule? Is this intentional, and does it apply to all contract activities including training sessions and consulting?

Maryland Army National Guard is closed on Mondays

· “1.4.6. Provide recruiter support tools, including digital business cards, QR codes, and customized recruiter landing pages.”

· What is the website where the landing pages would be housed? Do you have an existing web-development agency? Is Web development a part of this scope?

N/A

· "4.1.2. Provide monthly reports detailing Key Performance Indicators (KPIs) to measure campaign success."

· How do you currently measure success through performing KPIs and ROI? Are you happy with this measurement framework?

- Social media, high school visits, job fairs, community events, etc.

- We would like improvement on the ROIs.

· "4.1.4. Maintain a real-time dashboard to track digital marketing performance and recruitment outcomes."

· How are recruitment outcomes tracked? Are these outcomes associated with individual recruiters or statewide initiatives?

- We track the recruitment outcomes by the number of enlistments obtained. The outcomes are associated with individual recruiters and statewide initiatives.

· “4.2.1. Conduct two (2) in-person training conferences in Maryland for recruiters, focusing on digital marketing, social media strategies, and outreach techniques.”

· What are your current and future outreach techniques?

- Social media, high school visits, job fairs, community events, and etc.

· Are recruiters responsible for travel expenses to attend conferences at a central location?

- The organization would cover travel expenses.

· “4.2.3. Provide monthly consulting sessions (one hour per session) for strategic guidance on recruitment marketing initiatives. 4.2.4 Develop customized training modules on digital advertising, SEO, and content marketing.”

· Is this a request to have access to eLearning modules 24/7?

· What is the difference between training modules and online training/consulting in 4.2.2 and 4.2.3?

- We would like to have access to eLearning Modules to refer back to or watch at any time.

- Training modules can be used or visited at any time. While online training/ consultations are web-based activities completed with the vendor.

· “4.3.1. Perform recruiting marketing analysis to assess MDARNG's recruiting trends and identify target demographics.”

· How are current recruiting trends and demographics analyzed? What tech is used?

- Social media and web-based tools.

· “4.3.3. Produce a minimum of ten (10) high-resolution custom maps to support targeted recruiting efforts.”

· Can you expand on this request? What information will be requested to satisfy the requirement for a visual representation of targeted recruiting efforts?

- Create a tool that shows where our heavenly populated areas for recruitment are.

· “4.4.1. Develop a detailed marketing execution plan aligned with MDARNG’s mission priorities and recruitment objectives.”

· What are your mission priorities and recruitment objectives?

- Our mission priorities and recruitment objectives would be to increase lead generations from the ages of 17-36 the MDARNG recruiter to turn into enlistments.

· "4.5.4. Implement review and reputation management strategies, including email and SMS campaigns to generate positive recruiter feedback.”

· Do you have an existing tech suite for these strategies, or would it be built from scratch?

- It would need to be built from scratch.

· 4.6.3. Develop custom landing pages for up to 50 recruiters, integrated with tracking tools to monitor outreach performance.

· Is there an existing development agency with a domain and website, if so, will it be turned over to the awardee for usage?

- We would like to see what the awardee is willing to create to show that there is a return on investment.

· “Payment shall be processed upon verification of deliverables and satisfactory performance.”

· Please define what makes each deliverable (ref. 6. Deliverables and Schedule) satisfactory or unsatisfactory.

- Platforms or marketing tools that show a return on investment.

· What performance metrics will you determine success with? I.e. enlistments, views, digital engagement, performance of deliverable, etc.

- Enlistments, recruit leads, and other entities that can show a return or investment.

· What is the general recruitment trend in MD right now? Any industry context would be helpful.

- The general recruitment trend in MD right now are websites, social media platforms, word of mouth, and other means that are helpful to the recruiter.

· What have been your most successful marketing strategies in the past?

- Social media, ads, websites, etc.

· What are the marketing responsibilities of recruiters?

- The marketing responsibilities of recruiters is to self-market the MDARNG recruiting process via any platform or tool that does not violate the Maryland Code of Militia.

· Are the recruiters able to use personal social media for promotion?

- Yes

· Who is MDARNG’s key point of contact for delivery of the contract?

Provide at the time of award Do you have an excel or template that you would like us to fill out?

- No.

Would you like a PowerPoint or PDF showing what PHM can offer for this opportunity?

- Yes.