A21. Amended Solicitation w attachment portfolio 26 JUL 2023.pdf

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Announcing the

FY24

Leadership Development Program Tier 2

Table of Contents Overview

Background

Goals

Target Audience

Program Features

Group Size

Duration

Time Commitment and Funding

Program Completion

Program Management

Program Components

One-Day Orientation

Initial Offsite

Field Visits

Core Training Curriculum

District Leadership and Management

Leadership Opportunities

Mentoring

Team Projects

Year-End Session

Application Instructions

Evaluation and Selection Process

Equal Employment Opportunity

Accessibility Accommodations

Information and Assistance

Overview

The LDP Tier 2 is a part-time, yearlong, multi-faceted leadership and management development program. The program includes an analysis of one’s leadership style, structured leadership training, guided preparation of an individualized Leadership Development Action Plan (LDAP), field trips and site visits, on-line training, participation on team projects, individual strengths/leadership action plan coaching sessions, and a mentoring relationship with a senior leader.

Background

The Corps traces its history to the beginning of this nation. It has provided invaluable service since that time and has proven its flexibility by adapting to change at various points in its history. Today’s environment of increasing tempo, customer choice, increased retirements, contingency operations, support to the warfighter, and a constrained budget requires us to take an even more systemic, collaborative, and inclusive approach to remain relevant to our stakeholders. Additionally, we must continue to build and maintain strategic alliances to understand stakeholder values, challenges they face, and to assist them in accomplishing their mission in a supportive or a lead role. We do this by learning efficiently and effectively from what works and what doesn’t work in a non-adversarial environment that facilitates flexibility and empowerment - a learning organization. The transfer of the success-oriented, organizational culture and interrelationships, which our current leaders have cultivated over a period of years, is facilitated through various LDP activities.

Goals

• Develop and nurture leaders who continuously adapt and adjust the USACE strategic direction to sustain our relevance to the Army and the Nation.

• Develop leaders for a learning organization who encourage innovation, teamwork, and partnerships to ensure customer success and develop organizational learning in the process of work and meetings.

• Increase individual awareness of talents and how to identify and develop them to increase personal and organizational competence. LDP participants will also develop awareness of other’s talents and the increased value to stakeholders and the mission when their talents are aligned with their work.

• Increase awareness of the Corps at all levels (District, Division, and Headquarters).

• Provide a forum for participants to exchange ideas, understandings, and appreciation for organizations and disciplines within the District.

• Foster group dynamics among LDP participants, which will improve communication within the District across organizational lines.

• Provide a district-wide, focused approach to effective leadership and management methods and standards of competence.

• Foster the goals of the District’s Equal Employment Opportunity Program.

Target Audience

The target audience for the LDP includes District employees who:

• Have clearly demonstrated the potential and desire to assume greater leadership roles and responsibilities in the organization;

• Have permanent status (temporary, student, and “DA Intern” or equivalent employees are not eligible);

• Have a “3” rating or better on their most recent DPMAP performance appraisal.

Program Features

Group Size

Up to twelve employees, selected from among field activities and the District Office, participate on a voluntary basis in the LDP. The schedule of program activities will be tailored to meet the group and individual needs of selected participants, taking into consideration their duty stations.

Duration

The program spans a 10-month period, from October to July. Employees participate on a part-time basis while assigned to their regular positions. Among the major activities:

• A one-day orientation session and mentoring workshop.

• An initial 2.5-day offsite, which includes learning about the missions of the host operating project and receiving feedback and analysis of various leadership assessments completed prior to the offsite.

• 64 hours of formal leadership and management classroom training.

• A mid-year 2.5-day offsite, includes learning about the missions of the host operating project, focusing on the Corps as a learning organization, and applying your strengths and leadership skills at team and organizational levels.

• 16 hours of field visits.

• Monthly mentoring meetings.

• Book readings (4 minimum).

• Roughly 80 hours participating on team projects.

• Quarterly strength/individual leadership action plan coaching sessions.

• A one-day close-out session for reflection, AAR, and graduation.

Time Commitment and Funding

LDP participants should expect to contribute significant amounts of their own time for evening meetings, reading and studying, preparing journals, completing surveys, working on team projects, and other class activities. LDP participants are typically away from their work site an average of five hours in any work week or approximately 200 hours per year. The Corporate Board determines the annual budget for the program. Nominating organizations fund salaries, TDY, and some costs associated with site visits and team projects. All qualified employees will be considered for this training without regard to funding considerations in their organizations. Average labor costs have been approximately $10,000 per participant.

Program Completion

The District will invest significant resources in each LDP participant. The participants, in return, are expected to put forth their maximum effort to diligently complete the program in order to receive a graduation certificate. Participants from the graduating LDP class may be selected through a competitive process to participate in the MVD Emerging Leaders Program.

Program Management

• The St. Louis District LDP Steering Committee manages the LDP Tier 2 and oversees the activities of the LDP Tier 1 Steering Committee.

• The LDP Steering Committee Chairperson administers the program with a contract facilitator.

• The LDP Steering Committee reviews applications and makes participant selection recommendations to the District Corporate Board.

• The Corporate Board selects the LDP Tier 2 participants.

Program Components

One-Day Orientation

The year’s activities begin with a one-day orientation. The orientation provides an opportunity for the LDP participants and the contract facilitator to get acquainted and to discuss respective roles and responsibilities. The LDP participants will receive a detailed description of the curriculum components and have an opportunity to identify their expectations for the year. There will also be a Mentoring workshop to allow the participants and mentors an opportunity to interact and begin with a clear understanding of roles, responsibilities, and expectations of the mentoring relationship.

Initial Offsite

The LDP commences with a two and one-half day offsite, typically held at a St. Louis District operating project. Time at the offsite is devoted to learning about the missions of the operating project hosting the offsite and receiving feedback and analysis of the leadership assessments completed prior to the offsite from the contract facilitator. The information provided will highlight participants existing leadership styles and strengths, as well as point to areas for development.

The offsite also provides the LDP participants and the contract facilitator with an opportunity to get better acquainted and to plan many facets of the year’s activities.

Field Visits

To gain a better appreciation for field operations, the LDP participants will visit Civil Works project sites. They will receive leadership tips from front-line leaders in the field who face varied challenges in their daily operations while representing the Corps to our customers and the community. In addition, there may be one or more site visits to top performing local companies.

Final site locations and field visit schedules are determined by the LDP participants.

Core Training Curriculum

The core training curriculum is designed to gradually progress the LDP participants through three focus areas: Individual, Interpersonal/Teams and Organizational Understanding. The following is a list of potential topics:

• Leadership Styles – Your Own and Others’

• Individual Efficiency and Effectiveness (Managing Multiple Priorities & Time)

• Decision Making – Individual and Team

• Interpersonal Communication (Giving/Receiving Positive & Critical Feedback)

• Developing Others (Coaching, Mentoring, Delegating, & Fostering Collaboration)

• Conflict Management – Counseling and Working with Difficult People

• Leading and managing individual, team, and organizational change

• Inclusive Thinking & Action: partners, stakeholders, & internal/external customer focus

• Big Picture in USACE (St. Louis District, MVD, & HQ)

District Leadership and Management

To provide insight into executive level decision-making process, LDP participants attend a minimum of six District Meetings. Meetings include Project Review Board, Corporate Board, District Management Team Meeting, Operations Managers’ Meetings, Project Coordination Meeting, etc. As events permit, LDP participants meet with visiting dignitaries, such as Division Commander, officials from HQUSACE, and customer agency officials. LDP Participants will also have the opportunity to shadow district leaders to various meetings and field visits.

Leadership Opportunities

In addition to studying leadership, during the course of the year there are many opportunities for the LDP participants to practice and demonstrate their leadership skills as they organize LDP activities, District events, and work on various projects.

Mentoring

It is the rare leader, manager, or executive who did not receive valuable help along the path of career development from one or more mentors. For this reason, each LDP participant will participate in a mentoring relationship with a senior District leader. The mentor will serve as a counselor, information provider, friendly critic, interpreter of organizational policies and politics, sounding board, and link to the pulse of the organization.

A list of available mentors will be provided to participants. Participants can either select a mentor from that list or request someone else as a mentor. When selecting a mentor, participants should choose someone outside of their supervisory chain that is a manager/supervisor or senior leader in the district. It will be the Participant’s responsibility to ask the mentor if they are willing to participate in a mentoring relationship for the year (one participant per mentor). When the mentor has been selected, the Participant will notify the LDP Coordinator. Mentors will be expected to attend the Mentoring workshop, which will be held in conjunction with the orientation.

Team Projects

Leadership "theory" and "practice" meet face-to-face as LDP participants form teams to work on projects, which focus on the District’s strategic direction and missions. All projects identified shall be approved by the LDP Steering Committee, with periodic briefings to the Corporate Board.

Year-End Session

The year's activities conclude with a one-day session for additional reflection, introspection, planning for future personal development, development of an AAR, and graduation.

Application Instructions

Employees in the target audience wishing consideration for the LDP are required to submit the following documents to Josh VerDught, no later than July 21, 2023. It is imperative that the application is filled out in its entirety; incomplete applications will not be accepted.

Application Contents include:

a. Candidate Profile (LDP-Form 1) Completed by the candidate.

b. Leadership, Management, and Development Questions (LDP-Form 2)

Candidate must provide a brief written narrative for each question.

c. Certificate of Understanding (LDP-Form 3) Candidate and Supervisor must digitally sign the form.

Evaluation and Selection Process

Ratings will be based on information provided in the applications. The LDP Steering Committee will make initial assessments and provide recommendations to the Corporate Board for their consideration. The Corporate Board will make the final selections based on the LDP Steering Committee’s final recommendations and merit.

Equal Employment Opportunity

All members of the target audience will receive consideration for this developmental opportunity without regard to race, religion, color, national origin, sex, age, handicapping conditions, political affiliation, or any other non-merit factor.

Accessibility Accommodations

The U.S. Army Corps of Engineers makes every effort to ensure accessibility to our training programs by employees with disabilities. Please notify the LDP Coordinator of any special provisions which may be necessary.

Information and Assistance

Employees who would like to receive further information are encouraged to call or email LDP Steering Committee members Josh VerDught, Brian Johnson, Susan Wilson, Ashley Cox, Lynn Hoerner, Ruth Townley, Brad Krischel, or Ryan Swearingin upon receipt of this announcement.

Employees are also encouraged to talk with current LDP Participants regarding their experiences with the program.

Overview

Background

Goals

Target Audience

Program Features

Group Size

Duration

Time Commitment and Funding

Program Completion

Program Management

Program Components

One-Day Orientation

Initial Offsite

Field Visits

Core Training Curriculum

District Leadership and Management

Leadership Opportunities

Mentoring

Team Projects

Year-End Session

Application Instructions

Evaluation and Selection Process

Equal Employment Opportunity

Accessibility Accommodations

Information and Assistance

SEE ADDENDUM

(No Collect Calls)

W912P923R0034 17-Jul-2023

b. TELEPHONE NUMBER

314-331-8246

8. OFFER DUE DATE/LOCAL TIME

10:00 AM 01 Aug 2023

5. SOLICITATION NUMBER 6. SOLICITATION ISSUE DATE

AUTHORIZED FOR LOCAL REPRODUCTION

PREVIOUS EDITION IS NOT USABLE

STANDARD FORM 1449 (REV. 2/2012)

Prescribed by GSA – FAR (48 CFR) 53.212

(TYPE OR PRINT)

(SIGNATURE OF CONTRACTING OFFICER)

ADDENDA ARE

26. TOTAL AWARD AMOUNT (For Gov t. Use Only )

23.

CODE 10. THIS ACQUISITION IS

SUCH ADDRESS IN OFFER

17b. CHECK IF REMITTANCE IS DIFFERENT AND PUT

BELOW IS CHECKED

TELEPHONE NO.

W912P99. ISSUED BY

18b. SUBMIT INVOICES TO ADDRESS SHOWN IN BLOCK 18a. UNLESS BLOCK

7. FOR SOLICITATION

INFORMATION CALL:

a. NAME

MARLA J SAWYER

2. CONTRACT NO. 3. AWARD/EFFECTIVE DATE 4. ORDER NUMBER

(TYPE OR PRINT)

30b. NAME AND TITLE OF SIGNER 30c. DATE SIGNED 31b. NAME OF CONTRACTING OFFICER

30a. SIGNATURE OF OFFEROR/CONTRACTOR 31a.UNITED STATES OF AMERICA

0 27a. SOLICITATION INCORPORATES BY REFERENCE FAR 52.212-1. 52.212-4. FAR 52.212-3. 52.212-5 ARE ATTACHED.

25. ACCOUNTING AND APPROPRIATION DATA

1. REQUISITION NUMBER

20.

ADDITIONAL SHEETS SUBJECT TO THE TERMS AND CONDITIONS SPECIFIED.

OFFEROR TO COMPLETE BLOCKS 12, 17, 23, 24, AND 30

SOLICITATION/CONTRACT/ORDER FOR COMMERCIAL ITEMS

ARE NOT ATTACHED

27b. CONTRACT/PURCHASE ORDER INCORPORATES BY REFERENCE FAR 52.212-4. FAR 52.212-5 IS ATTACHED. ADDENDA ARE ARE NOT ATTACHED

(BLOCK 5), INCLUDING ANY ADDITIONS OR CHANGES WHICH ARE

SET FORTH HEREIN, IS ACCEPTED AS TO ITEMS:

. YOUR OFFER ON SOLICITATION

28. CONTRACTOR IS REQUIRED TO SIGN THIS DOCUMENT AND RETURN

% FOR:SET ASIDE:UNRESTRICTED OR X

SMALL BUSINESSX

17a.CONTRACTOR/ CODE FACILITY

OFFEROR CODE

CONTRACTING DIVISION

US ARMY ENGR DIST ST LOUIS

1222 SPRUCE STREET, RM 4.207

ST LOUIS MO 63103-2833

18a. PAYMENT WILL BE MADE BY CODE

RATED ORDER UNDER

DPAS (15 CFR 700)

13a. THIS CONTRACT IS A

13b. RATING

CODE15. DELIVER TO CODE 966402 16. ADMINISTERED BY

12. DISCOUNT TERMS11. DELIVERY FOR FOB DESTINA-

TION UNLESS BLOCK IS

MARKED

SEE SCHEDULE

14. METHOD OF SOLICITATION

RFQ IFB RFPX

ST. LOUIS DISTRICT EXECUTIVE OFFICE

JOHN PEUKERT

1222 SPRUCE STREET

CEMVS-DE

ST. LOUIS MO 63103-2833

TEL: (314) 331-8012 FAX:

314 331-8746FAX:

TEL: SERVICE-DISABLED

VETERAN-OWNED

SMALL BUSINESS

8(A)

HUBZONE SMALL

BUSINESS

SIZE STANDARD:

$15,000,000

NAICS:

611430

X

OFFER DATED

29. AWARD OF CONTRACT: REF.

DELIVER ALL ITEMS SET FORTH OR OTHERWISE IDENTIFIED ABOVE AND ON ANY

COPIES TO ISSUING OFFICE. CONTRACTOR AGREES TO FURNISH AND

EMAIL:

TEL:

31c. DATE SIGNED

SCHEDULE OF SUPPLIES/ SERVICESITEM NO. QUANTITY UNIT UNIT PRICE AMOUNT

24.22.21.19.

WOMEN-OWNED SMALL BUSINESS (WOSB)

ELIGIBLE UNDER THE WOMEN-OWNED

SMALL BUSINESS PROGRAM

EDWOSB

32g. E-MAIL OF AUTHORIZED GOVERNMENT REPRESENTATIVE

SOLICITATION/CONTRACT/ORDER FOR COMMERCIAL ITEMS

(CONTINUED)

PAGE 2 OF76

ACCEPTED, AND CONFORMS TO THE CONTRACT, EXCEPT AS NOTED: ______________________________________________________

32a. QUANTITY IN COLUMN 21 HAS BEEN

RECEIVED INSPECTED

32b. SIGNATURE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32c. DATE 32d. PRINTED NAME AND TITLE OF AUTHORIZED GOVERNMENT

REPRESENTATIVE

32e. MAILING ADDRESS OF AUTHORIZED GOVERNMENT REPRESENTATIVE 32f . TELEPHONE NUMBER OF AUTHORIZED GOVERNMENT REPRESENTATIVE

37. CHECK NUMBER

FINALPARTIALCOMPLETE

36. PAYMENT35. AMOUNT VERIFIED

CORRECT FOR

34. VOUCHER NUMBER

FINAL

33. SHIP NUMBER

PARTIAL

38. S/R ACCOUNT NUMBER 39. S/R VOUCHER NUMBER 40. PAID BY

41a. I CERTIFY THIS ACCOUNT IS CORRECT AND PROPER FOR PAYMENT

41b. SIGNATURE AND TITLE OF CERTIFYING OFFICER 41c. DATE

42a. RECEIVED BY (Print)

42b. RECEIVED AT (Location)

42c. DATE REC'D (YY/MM/DD) 42d. TOTAL CONTAINERS

STANDARD FORM 1449 (REV. 2/2012) BACK

Prescribed by GSA – FAR (48 CFR) 53.212

AUTHORIZED FOR LOCAL REPRODUCTION

PREVIOUS EDITION IS NOT USABLE

20.

SCHEDULE OF SUPPLIES/ SERVICES

21.

QUANTITY UNIT

22. 23.

UNIT PRICE

24.

AMOUNT

19.

ITEM NO.

W912P923R0034

Section SF 1449 - CONTINUATION SHEET

QUESTION & ANSWERS

United States Army Corps of Engineers LDP Program

SOLICITATION W912P923R0034

Questions & Answers

1. Question: Section 5.1.5 states that 80 hrs of classroom training is required. Is the 80 hrs specific to each group, ie 80 hours for LDP and then another 80 hours for SLDP? Or is the 80 hours a total for both groups?

Answer: It is 80 hours for each specific group, LDP and SLDP.

2. Question: Are these two separate Cohorts? One for the "LDP" group, and another Cohort for the "SLDP" group?

Answer: Yes, two separate groups, LDP and SLDP.

3. Question: Could you provide more details on the specific self-assessments and training modules that are currently in use or expected to be included in the LDP and SLDP?

Answer: The only required assessments are listed in the PWS.

4. Question: What are the key performance indicators (KPIs) or success metrics that the USACE uses to evaluate the effectiveness of these leadership development programs?

Answer: The objectives and outcomes listed in Section 1.6 of the PWS are the key factors that the program success is evaluated upon.

5. Question: Are there any specific challenges or areas of improvement that the USACE has identified in the current LDP and SLDP that our proposal should address?

Answer: None other than the outcomes listed in the PWS.

6. Question: Could you provide more information on the expected size and composition of the cohorts for the LDP and SLDP?

Answer: As shown in Section 1.3 of the PWS, up to 12 in the LDP and up to 8 in the SLDP.

7. Question: Are there any specific logistical or scheduling requirements for the delivery of these programs?

Answer: Scheduling is shown in Section 1.4 of the PWS, and elsewhere, and the logistics are also described in the PWS.

8. Question: Could you clarify the budget range for this contract?

Answer: The budget range is determined by the offeror, based upon their understanding of the requirements of the PWS.

9. Question: Are there any specific reporting requirements or deliverables that the contractor will be expected to provide throughout the period of performance?

Answer: The deliverables for this contract are shown in Attachment 2 of the PWS.

For the following four (4) questions. We noticed that the estimated magnitude for this contract is between $1,000,000 and $1,350,000. To ensure that our proposal is as accurate and competitive as possible, we would appreciate if you could provide some additional details on this aspect:

10. Question: Could you clarify how this budget range was determined and what specific components or expenses it is expected to cover?

Answer: The budget range was determined by the requirements within the Performance Work Statement. It is the offerors determination of what costs and expenses there would be in order to complete those tasks.

11. Question: Is this budget range inclusive of all costs associated with the program, such as materials, logistics, and administrative costs, or are there specific costs that are expected to be covered separately?

Answer: The offeror should determine all costs to include all materials, logistics costs and administrative costs as part of their proposal. Those costs will be all inclusive.

12. Question: How flexible is this budget range? Would there be potential for adjustments based on the proposed scope of work and deliverables?

Answer: The offerors should focus on what their price/costs would be and determine their own independent budget based upon the tasks required in the Performance Work Statement.

13. Question: Is there a specific breakdown or allocation of this budget over the base year and the four option years?

Answer: This acquisition will be a base plus 4 option years (5 Years Total). The posted estimated magnitude is based on a 5-year contract.

14. Question: Section 1.5.c. identifies differences between LDP and SLDP. It states that there will be no monthly written feedback given by the SLDP class. Then section 1.7.1. Quality Control states that there will be written feedback by both classes. Which is true?

Answer: Feedback from the SLDPs will be obtained orally as shown in Section 1.5.c, and the Contractor will summarize that feedback monthly to the COR and LDP Coordinator.

15. Question: Section 5.1.2. Orientation, states, "A summary of orientation topics shall be included in a printed notebook provided by the Contractor to each LDP/SLDP class member." A summary of orientation topics would be less than one page. I'm thinking what is meant here is, "A Student Handbook summarizing the full year of LDP/SLDP activities and other relevant information shall be included in a printed notebook provided by the Contractor to each LDP/SLDP class member." Is that correct?

Answer: Correct, a student handbook should be included.

16. Question: The RFQ document refers to a "monthly activity report" (5.1.10.) and a "Lead Instructor Report" (5.1.11.). What's the difference?

Answer: The monthly activity report summarizes the participants activities that month, while the Lead Instructor Report is what the Contractor completed.

17. Question: Graduation. In July? Are we seeking to conclude LDP/SLDP in July? I was actually going to propose that we combine Class 9 & 10 to end in August to give people in contracting a break when a fiscal year is ending.

Answer: Correct, the program is seeking to conclude in July, with the graduation occurring then.

18. Question: Graduation. States, "All non-USACE attendees shall be at the sole cost of the Contractor and not included in the contract cost." Does this include travel costs of instructors? If we have three instructors will the government reimburse for all three to attend?

Answer: Travel costs for all contractor travel shall be included in the contract pricing as described in Section 1.7.13 of the PWS.

19. Question: Quotation structure/format. In the RFP from 5 years ago there were very specific parameters for the proposals submitted: Volume 1, Executive Summary; Volume 2, Technical;

Volume 3, Past Performance; Volume 4, Price. Each volume had additional parameters such as page limits. What are the structure/format instructions for this RFQ?

Answer: Review Clause 52.212-2 in the solicitation for specifics as to the submittal of volumes and its parameters.

20. Question: 5.1.2 Are any LDP/SLDP classes, retreats, or other meetings conducted at the same time besides the orientation?

Answer: No other events must be conducted concurrently.

21. Question: 5.1.18 Additional Tasks An hourly rate is mentioned for the additional tasks up to 40 hours per year and that could include "requested trainings open to all District personnel." Are these trainings that our firm would design and facilitate or attend?

Answer: Correct, these would be additional non-LDP/SLDP trainings.

22. Question: 5.1.18 Would all additional coaching for the LDP/SLDP (beyond the required 2 hours for each participant) be accounted for in the Additional Tasks 40 hours?

Answer: Yes.

23. Question: 5.1.18 Should we include our price for the potential 40 hours of Additional Tasks in our totals for each program - the LDP and SLDP?

Answer: Yes.

24. Question: 52.212-2 If Offerer Oral Presentations are utilized, would these be conducted in-person? What is the likelihood they will be utilized for awarding this contract?

Answer: The plan will be to conduct these in person, if possible. We plan to utilize the presentations for awarding the contract.

25. Question: Given the 10-month schedule with orientation, 2 retreats, 10 classes, and one field trip, is it possible to schedule 2-3 back-to-back classroom days throughout the year?

Answer: Yes.

26. Question: On years where the contractor conducts the SLDP, is it possible to schedule some of the LDP and SLDP classes back-to-back or with one day in between in the same week to consolidate travel and work schedules?

Answer: Yes.

27. Question: Do the Primary & Back Up instructors need to be faculty members of an institute of higher education for graduate credit awarded?

Answer: Being faculty members and/or awarding graduate credits is not required under the contract.

28. Question: Would you consider Primary or Back up instructors to have Masters degrees, in a related field?

Answer: Lead Instructor and Back-up Lead Instructor qualifications are shown in Section 1.7.8 of the PWS.

29. Question: What are the specific / preferred requirements needed to award graduate credits? I.e.… one degree higher than the participants, # of hours in the coursework being awarded… Answer: Awarding graduate credits is not specifically required under the PWS.

30. Question: Would you consider need to award bachelors credits instead of graduate credits?

Answer: Awarding graduate credits is not specifically required under the PWS.

31. Question: Based on the number of questions, would the government consider extending the 1 Aug 23 due date, in order for company's to properly review all the question and answers?

Answer: No extension on the suspense date. All offers are due no later than 1-AUG-2023 at 10:00am CST.

32. Question: We understand that the contractor is to build upon the previous LDP 1 Trainings, will you share the elements and general content of all of the previous iterations of trainings? This will help us define the basis upon which the new LDP 2 & SLDP is built so that layered learning can occur.

Answer: The program objectives and outcomes are shown in the PWS in Section 1.6.

33. Question: Once awarded the contract, we understand that a pre-planning event will be held between the awardee and the USACE District COR. In addition to Gallup and Myers-Briggs which are the required brand name tools, will the awardee have the flexibility to suggest additional alternative leadership development tools that are widely accepted in the Human Resources industry and will contribute to achieving the desired outcomes expressed during the pre-planning event?

Answer: Yes.

34. Question: Since there are several levels of trainer certifications available from both Gallup & Myers-Briggs, is there a specific level of trainer certification for each [Gallup & Myers- Briggs] that you require to fulfill this contract?

Answer: The requirements are to be a Gallup-Certified Strengths Coach and a Myers-Briggs Certified Practitioner.

35. Question: Our executive leadership training team is structured differently than the specifications listed under Section 1.7.8. Our leadership training team is comprised of a PhD in Organizational Leadership for Curriculum Development, an Internationally Certified Trainer, along with three additional team trainers holding Master’s degrees in Management and Human Relations. Our lead trainer is a subject matter expert with three decades of extensive leadership training experience, including fifteen years serving as the operational lead to Dr. XXX XXX (redacted), who was a leading industrial-organizational psychologist at the University of XXXX (redacted), specializing in leadership development, leadership coaching, creating teams and teamwork, intrinsic motivation in the workplace, and organization change management (OCM) interventions. Is it acceptable to substitute decades of experience as a leadership trainer in lieu of the Master’s degree requirement for the Lead Instructor?

Answer: Lead Instructor and Back-up Lead Instructor qualifications are shown in Section 1.7.8 of the PWS. The Lead Instructor may have a degree in a related field as shown in the PWS.

36. Question: Can you provide a list of previously used government-owned facilities where LDP & SLDP off-site trainings has been held in the past. If possible, please provide rate sheets for the conference rooms, including the prices of the venue as well as incidentals such as audio-visual equipment, seating, room set-up, etc? Which other government-owned facilities are might be acceptable.

Answer: All government-owned facilities will be provided at no cost to the Contractor. Per Part 3 of the PWS, conference rooms are government furnished items/services.

37. Question: Please describe the process under which it will be decided if SLDP training will be held in any given year.

Answer: The St. Louis District solicits interest for an SLDP cohort each year, and when the Option years are executed under the contract, the SLDP option is either included or not included.

38. Question: Please describe how the District will ensure that participants will, in fact, attend scheduled trainings. And, how have make-up trainings been handled in the past?

Answer: The District works with participants to complete a schedule that minimized or eliminates conflicts, and then works with participants and their supervisors to ensure maximum attendance. Per Section 5.1.5 of the PWS, the Contract shall work to draft a make-up process for absences. In the past, they have been done one-on-one virtually with the participant(s) who missed a class.

39. Question: Since the contractor is required to provide training materials for the mentors, will the participating mentors also be required to participate in and attend some of the trainings so that they are dialed in to the spirit and content of the LDP training?

Answer: Mentors are not required to participate in or attend the trainings themselves but are encouraged to attend the portion of the Orientation that covers mentoring. The participants and the mentors regularly discuss the program content.

40. Question: In today’s day and age, it is conceivable that there may be another international pandemic that occurs during the duration of the period of performance. In such a case, is it acceptable to change the training format to higher reliance on instructor-led virtual-live training?

If not, how would this issue be addressed?

Answer: Doing virtual or hybrid classes is covered in Part 4, Section 4.5 of the PWS.

41. Question: Please describe the point structure for evaluating offers.

Answer: There is no point structure for evaluating this acquisition. The evaluation will be a comparative evaluation of all offers and their respective factors . Refer to clause 52.212-2 for specifics.

42. Question: Has this LDP and/or SLDP been offered previously? If so, who?

Answer: W912P918P0111, Dallo International Corp.

43. Question: Is the estimated budget of $1-1.35 million for only the first year of the contract?

Answer: This acquisition will be a base plus 4 option years (5 Years Total). The posted estimated magnitude is only an estimate based on a 5-year contract.

44. Question: If so, is that for BOTH the LDP and the SLDP program costs?

Answer: It is for both LDP and SLDP, if all SLDP option years are executed.

45. Question: Should our bid amount include the LDP only or the LDP & SLDP together (the SLDP is “optional”) or have separate bids for each?

Answer: Proposal amounts should include both LDP and SLDP together. Reference the proposal breakdown (Bid Sheet) for specifics. Note that SLDP will be an option that could be exercised during the period of performance.

46. Question: Can the instructor(s) attend the Field Trip (5.2.2) that the LDP Coordinator is tasked to conduct?

Answer: Yes.

47. Question: If so, when is this field trip expected to take place (early/mid/late year)?

Answer: Scheduling is flexible, but typically occurs in the early Summer months.

48. Question: Who is the incumbent ?

Answer: Dallo International Corp.

49. Question: Reference: 1.7.8 Special Qualifications: “The lead instructor or back-up lead instructor shall have an active certification from the following a.) Gallup-certified Strengths Coach b.) Myers-Briggs Certified Practitioner. Are the certifications mandatory in both a & b ?

Answer: Yes.

50. Question: Reference: 1.7.8 Special Qualifications: Would an ICF Certified coach be considered equal to Gallup-certified Strengths Coach ?

Answer: No.

51. Question: Reference: 1.6.2 Program Objectives > Section - Understanding Self & Others section - Point 1,2,3 & 6 talk about three assessments: Gallup Clifton Strengths 34, MBTI & 360 and Part 4 4.2.4 mentions at minimum only Gallup Clifton Strengths 34 & MBTI. Are all three assessments needed for both LDP and SLDP ? Does the District have preference on which assessments are used ? Typically two assessments are suffice in an LDP program although your preference is requested.

Answer: Part 4.2.4 mentions all assessments, including a 360 survey, to be used. Gallup Clifton Strengths and MBTI are the minimum 2, but a 360 survey would add value, and has been part of the program in years past.

52. Question: Can we propose a specific 360 assessment ? We are currently using 360 Spider gap in 2 USACE Districts along with one more assessment. 1) Participants can take the 360 assessment again towards the end of the program to track progress - to see how they did at the start of the program and at the end of the program. 2) Unlike some other assessments – with 360 Spider gap Participants won't be required to create a username and password to provide feedback; they click a link in their email — drastically reducing extra steps and eliminating possible technical issues.

Answer: Yes, Contractors may propose the use of a specific 360 assessment.

53. Question: Reference 1.7.8 Special Qualifications – Although not required, ……….confer masters-level credit to the LDP/SLDP class members”. Graduate level credits in affiliation with institute of higher education is possible and will add significantly to the cost. We are wondering has the District provided graduate level credits in the previous LDP programs ? And if so, would the District prefer to choose a provider who offers this option even if it adds a significant cost ?

Answer: Previously, graduate level credits have not been in the St. Louis District program, no.

Potential graduate level credits will be weighed and evaluated with all offers.

54. Question: Reference 5.1.5 Classes – The current schedule does not have any break for 4 hours from 8 to noon and then from 12:30 to 4:30 pm. Four hours of instruction without a break is mostly not practical. Would a 10 minutes break each be permissible for each time block ?

Answer: Although not specifically shown, breaks during those time blocks are permissible, yes.

55. Question: Reference: 1.6.4 Learning Methodology - The section mentions guest speakers – how many speakers would the District like to see integrated in the program ? We incorporate anywhere from 3 to 8 speakers per program based on the Districts preference. Also would the District like to see the guest speaker resume included in the proposal submission ?

Answer: There are no requirements for guest speakers. Resumes of potential guest speakers proposed can be included in the submission, yes.

56. Question: Reference: 5.1.8 Individual Coaching & Feedback – What does “Additional coaching hours beyond the required two one-hour sessions shall be promoted by the Contractor’s Lead Instructor as an option for students on a voluntary basis” mean ? Since this is a FFP contract how should the additional hours be billed ? Should they already be built-in into the budget in case participants choose to request additional coaching ?

Answer: Section 5.1.18 will be removed as part of the PWS all required coaching will be a part of section 5.1.8.

57. Question: Section 5.1.18 Additional Tasks - “Up to 40 hrs of these tasks are estimated per year and Contractor will be paid at the hourly unit price specified.” Yet on Pg: 48 - The item number for each year only included line item for i.e. 0001 Base Year Program & 0002 LDP travel and 0003 SLDP Program & 0004 SLDP Travel. There is no separate line item # dedicated to the Additional Tasks up to 40 hrs. for each year and each program.

Answer: Section 5.1.18 will be removed. All coaching and required attendance at meetings will be included in sections 5.1.8, 5.1.12, and 5.1.13 respectfully.

58. Question: What is the GS level of the participants in SLDP ?

Answer: It varies but is typically GS-12 through GS-14, with most participants historically being at the GS-13 level.

59. Question: Reference 52.212-2 Evaluation Criteria – Is there a RFQ format that the District prefers ? Should the Proposal be divided into the three compared factors: 1) Technical Capability 2) Past Performance 3) Price ?

Answer: The format for proposals should be at the discretion of the offeror. For specifics on what is required in the proposal reference clause 52.212-2 for specifics.

60. Question: Follow up to question above - If so, what is the page limit for each section?

Answer: The answer is the same as above.

61. Question: Should the Key Personnel resumes be included in the RFQ ?

Answer: Yes.

62. Question: Reference 52.212- Evaluation > Oral Presentations- Are the 15-minute oral presentations in person or virtual ?

Answer: The plan will be to conduct these in person.

63. Question: Reference Section L – Appendix A > PPQ – The form says “The offeror ……….may duplicate this questionnaire for future submission on USACE solicitations”. To further clarify – since we this questionnaire filled by the COR before – would it be ok to simply resubmit them for this requirement with our Proposal without bothering the CORs again to submit it directly to you?

Answer: The government will leave the determination to resubmit a previous PPQ up to the offeror.

64. Question: What’s the tentative award timeline since performance is scheduled to begin by October 1, 2023?

Answer: The Tentative timeline for award will be on or around 30 September.

65. Question: Is the Supervisory Leadership Development Program (SLDP) content available and ready for deployment? Student Material available, Instructor Material available?

Answer: The program content is the responsibility of the Contractor, it is not government-furnished.

66. Question: Are the assessments mentioned in the RFQ available?

Answer: Both the Gallup Clifton Strengths and Myers Briggs assessments are Contractor furnished and the cost of which should be included in the proposal.

67. Question: Is the cost per participant of the assessments mentioned in the RFQ covered by the St Louis office?

Answer: No, as shown in Part 4, Section 4.2.4, the assessments are Contractor furnished items and should be included in the proposal.

68. Question: Is the Leadership Development Program (LDP) content available and ready for deployment? Student Material available, Instructor Material available?

Answer: The program content is the responsibility of the Contractor, it is not government-furnished.

69. Question: Is there any need assessment within the assessments mentioned in the RFQ?

Answer: There needs to be more context or clarity with this question in order for the Government to answer.

70. Question: Is there a company providing this service today? How many years has this company been providing the service?

Answer: Dallo International Corp., Period of Performance 08/30/2018 to 09/30/2023.

71. Question: Is the service expected to be on-site, virtual, or hybrid? How many on-site activities shall be considered in the proposal?

Answer: All activities are expected to be conducted in person. Part 4, Section 4.5 of the PWS addressed the option for virtual/hybrid delivery, but Contractors should expect to deliver the program in person.

SPECIAL INSTRUCTIONS

SPECIAL INSTRUCTIONS

This Request for Quotation (RFQ) is for a single award Purchase Order. The Purchase Order will have a base year with 4 Option Years that will be exercised at the governments descretion. This Purchase Order is for Leadership Development Program (LDP) and Option Supervisory Leadership Program (SLDP) for United States Army Corps of Engineers, St. Louis District, St. Louis, MO.

The Contractor shall provide all personnel, equipment, supplies, tools, materials, supervision, and other items and non-personal services necessary to perform development and administration of a Leadership Development Program as defined in this performance work statement except for those items specified as Government furnished property and services. The Contractor shall perform to the standards in this contract. as specified and in strict accordance with the Performance Work Statement (PWS).

All questions shall be submitted by July 24, 2023, 2PM CST by email to Contract Specialist Marla Sawyer, marla.j.sawyer@usace.army.mil, and Secondary Contract Specialist, Leigh Ann Thomas, leigh.a.thomas@usace.army.mil . The questions and answers will be posted in a Soliciation Amendment on www.sam.gov.

One award will be made from this RFQ. The contract type is an Purchase Order, Firm Fixed Price.

This procurement is 100% Small Business Set-Aside, NAICS 611430 ($15 million).

Method of Payment under this contract will be Electronic Funds Transfer (EFT) to a commercial bank account specified by the Contractor.

Proposals are due August 1 2023 at 10: 00AM Central Standard Time. Late, faxed or mailed submittals will not be accepted. Electronic submittals will be accepted and may be emailed to marla.j.sawyer@usace.army.mil and leigh.a.thomas@usace.army.mil.

Note: Page numbering in this document may not be accurate.

All contractors must be registered in the System for Award Management (www.SAM.gov) prior to award of a contract. All proposed contractors are highly encouraged to review FAR Clause 52.232-33 Payments by Electronic Funds Transfer – System for Award Management, which indicates “All payments by the Government under this contract shall be made by electronic funds transfer (EFT).” Those not currently registered can obtain registration by going to the website http://www.SAM.gov. The process can usually be completed from 24 to 48 hours after submission. Contractors will need to obtain a Unique Entity Identifier (formerly DUNS number) for processing their registration. If you do not already have a Unique Entity Identifier, one can be obtained from http://www.SAM.gov.

Refer to www.SAM.gov for information formerly found in CCR, EPLS, ORCA and FedReg.

Please begin the www.SAM.gov registration process immediately in order to avoid delay of the contract award should your firm be selected.

Award will be based on comparative evaluation, per FAR 13.106-2(b)(3). Offerors should closely read FAR 52.212-2 in this solicitation and submit proposals that address the information therein.

REPS & CERTS

REPRESENTATIONS & CERTIFICATIONS

COMPANY NAME AND ADDRESS:

PHONE NUMBER: FAX NUMBER:

EMAIL:

TAX ID NO:

BUSINESS SIZE (select one)

Large Business Small Business HUBZone Business

8A Women-Owned Service-Disabled Veteran Owned

Contractor is registered with SAM: YES NO (See FAR 52.204-7)

INDICATE Unique Entity Identifier (previously DUNS NUMBER) (NOTE: See FAR 52.204-7 Unique Entity Identifier is a 9 digit number code.)

CAGE NO. (FAR 52.204-7)

PERFORMANCE WORK STATEMENT

PERFORMANCE WORK STATEMENT (PWS)

St. Louis District Leadership Development Program FY24-28 Classes

PART 1

GENERAL INFORMATION

1. GENERAL: This is a non-personal services contract to provide services to develop and administer a Leadership Development Program (LDP) for up to twelve U.S. Army Corps of Engineers (USACE) St. Louis District employees over a twelve-month period within each year, and an option for a Supervisory Leadership Development Program (SLDP) for up to eight USACE employees over that same ten-month period. Ten classes and two off-site retreats are expected for each 10-month LDP class. The Government shall not exercise any supervision or control over the contract service providers performing the services herein. Such contract service providers shall be accountable solely to the Contractor who, in turn is responsible to the Government. Unless otherwise noted as being specific to either the LDP or SLDP, all requirements apply to both.

1.1 Description of Services/Introduction: The Contractor shall provide all personnel, equipment, supplies, tools, materials, supervision, and other items and non-personal services necessary to perform development and administration of a Leadership Development Program as defined in this performance work statement except for those items specified as Government furnished property and services. The Contractor shall perform to the standards in this contract.

1.2 Background: The St. Louis District Leadership Development Program Tier 2 (LDP) and the Supervisory Leadership Development Program (SLDP) were designed to systematically develop the leadership strengths, situational awareness, and skills of the St. Louis District’s current and future leaders. The program helps USACE staff define and develop their own personal leadership styles through exposure to self-assessments and training modules to better lead self and teams. They are given opportunities to reflect and draw lessons from their experiences, encouraged to ask questions, think critically, and to listen and speak in ways that inform and inspire others. The program is tailored for USACE employees and must be taught the context in which the USACE operates at the district, division, and headquarters level. Opportunities are provided to meet and discuss issues with key leaders. The program is intended to teach perspective on how organizational systems operate, what it means to be a learning organization, and how to be an effective agent of change. The LDP increases class members’ skills in working in teams and provides the opportunity to build lasting relationships with classmates from throughout the St.

Louis District. The program builds participants’ skills and competency to deal with the current environment and future challenges.

The St. Louis District has held a Leadership Development Program for the past 17 years and a Supervisory Leadership Program for 8 of the last 12 years. Classes have included employees with a wide range of ages, years of federal service, and experience levels. The program is open to all employees representing the full spectrum of career fields found in the USACE. The SLDP is open to supervisors across the region who have never taken LDP or if they did so, it was many years ago.

The St. Louis District will conduct the LDP and SLDP in partnership with the selected Contractor. A steering committee including St. Louis District middle management, senior leaders and recent program graduates gives strategic-level guidance to the program. A LDP Coordinator from the St. Louis District will oversee the program to ensure continuity, integrity, and leadership involvement. This Coordinator will be present during most program activities with class members and the Contractor to talk about the USACE perspective, context, and processes. There are specific activities, such as class days and retreats, that the Contractor is expected to design and lead. Other program activities the District’s LDP Coordinator will lead, such as a field visits and dialogue sessions with senior leaders. The Contractor-lead versus USACE-lead program elements are described in Part 5 of this performance work statement.

1.3 Scope: The contract serves to obtain curriculum design and educational services for the purpose of training two groups (one of up to twelve adults (LDP) and the other up to eight adults (SLDP)) to develop their leadership skills, situational awareness, and strengths.

1.4 Period of Performance: The period of performance shall be for one base year of 12 months and four 12-month option years. The initial period of performance shall be 1 October 2023 to 30 September 2024 after award of the contract and pre-program activities. The Contractor’s period of performance may be extended for four additional one-year periods. Award for the first option period will be made prior to expiration of the base period of performance at the Government’s discretion if award of the option is determined to be advantageous to the Government. Award of the second option period will be exercised prior to the expiration of the first option period at the Government’s discretion if award of the option is determined to be advantageous to the Government. Award of the third option period will be exercised prior to the expiration of the second option period at the Government’s discretion if award of the option is determined to be advantageous to the Government.