PWS_Cultural_Diversity_Assesment_&_Training_V1.docx

PERFORMANCE WORK STATEMENT (PWS)

US Army War College – Center for Strategic Leadership Senior Leader Profile Program – United States Army War College (USAWC) – Cultural Intelligence (CQ) Analysis-Staff certification, Cultural Intelligence Workshop Design and presentation, cultural intelligence Data Collection and Analysis

1.GENERAL: This is a services contract to provide support for the CSL Senior Leader Profile Program – United States Army War College (USAWC). The contract service provider shall provide access to their cultural intelligence Assessment Instrument and provide initial analysis thereof, as specified in this contract.

1.1 Description of Services/Introduction: The contractor shall provide all personnel, equipment, supplies, materials, software access and supervision, and other items and non-personal services necessary to perform provide cultural intelligence training, assessment and analysis support Senior Leader Profile Program(SLPP) – United States Army War College (USAWC) Senior Leader Profile Program activities, as defined in this Performance Work Statement, except for those items specified as government furnished property and services (e.g., Government computers and facilities used in data collection and USAWC onsite workshop/training). The contractor shall perform to the standards in this contract.

1.2 Background: Center for Strategic leadership (CSL) is part of the USAWC at Carlisle Barracks, Pennsylvania. Its research provides direct analysis for the professional development and use for USAWC faculty and students as well as Army and DOD leadership. CSL has been tasked by USAWC Commandant to identify and develop a means of objectively assessing senior leaders and providing feedback that is actionable and is operationally meaningful.

As a result The Army Research Institute, specific members of the USAWC faculty and the CSL Professor of cognition have identified leader competencies that require investigation for assessing, mental agility, cultural awareness, morality and emotional intelligence. This new assessment tools may yield a more holistic understanding of our senior leaders, thus providing Army leadership with an assessment tools that is designed specifically to assess intelligence across the spectrum resulting in individualize development plans and promotion. This assessment includes 5 elements; fluid intelligence, temperament, leadership skills, as well as morality and cultural awareness specific area. This requires a scientifically validated tool that can be easily and quickly adapted to the needs of the Army. The SLP program immediately requires a cultural assessment tool to meet the timeline for validation testing on the 18th of Sep 19.

1.3 Objectives: The contractor shall tailor an existing cultural intelligence assessment tool specifically designed for inclusion to the USAWC proprietary Senior Leader Profile Program.

1.4 Scope: The contractor shall tailor to the USAWC specification an existing cultural intelligence assessment tool that is underpinned by a scientific methodology and academically validated, as well as provide training and workshops for USAWC personnel and students.

a. Summary of Requirements The contractor shall provide the following services:

1. Provide an assessment tool:

a. That predicts performance in a diversity of cultural situations

b. That has supported the DLNSEO and specifically measures an individual’s current progress in relating and working effectively across cultures

c. That provides an assessment tool that has a factor structure which is stable across sample time, cultural context and rating sources

2. Provide access to and analysis of the assessments data for measuring cultural understanding and readiness.

3. Modify the cultural intelligence Assessment Instrument to collect demographic data as agreed; (e.g., Rank, Branch of Service)

a. All data shall be non-attributional unless otherwise specified by CSL. Cultural intelligence software will permit the entry of an identification code in lieu of any other identifier, while maintaining the confidentiality of the data.

b. Analysis of the data shall be provided to CSL based on individual codes as well as in group form.

i. Groups will be specified by CSL and shall include, Groups by Rank, Groups by service (Army vs. Other Services) and an overall Cohort Analysis to include, but not limited to, group performance on all elements covered at the individual level, range scores, means and measures of variability.

ii. Analysis feedback packages will not be provided to individual participants unless specified by CSL (e.g., exceptions may be made for non-student entities, in leadership roles, who wish to participate and experience the assessment battery.

4. Support the computer based collection of cultural intelligence data from the incoming USAWC class of 2020 and others as specified by CSL, not to exceed 300 participants.

a. Provide access to the Cultural Intelligence Assessment Instrument via computer link, to CSL designated participants

5. Support the execution of a cultural intelligence certification training program and design x (2) workshops for students to interpret and use the assessment.

a. Provide instructors for both the cultural intelligence certification training and the cultural intelligence workshop event. The exact dates within the period of performance will be coordinated between CSL and the Contractor after award of the contract.

b. Train 12 people to perform to analyze and interpret results and providing feedback to the students of the assessment

c. Design cultural intelligence workshops at USAWC on dates to be agreed, within 1 month following the obligation of the contract.

6. The contractor shall report ALL contractor labor hours (including subcontractor labor hours) required for performance of services provided under this contract for the US Army War College/Carlisle Barracks via a secure data collection site.

a. The contractor is required to completely fill in all required data fields using the following web address: https://www.ecmra.mil

b. Reporting inputs will be for the labor executed during the period of performance during each Government fiscal year (FY), which runs October 1 through September 30. While inputs may be reported any time during the FY, all data shall be reported no later than October 31 of each calendar year. Contracts that cross fiscal years will be pro-rated.

i. The purpose of Enterprise Contractor Manpower Reporting Application (ECMRA) is to capture the level of effort, based on direct labor hours and associated costs, during a given fiscal year in which the work is actually performed, as opposed to the year the contract may have been issued, when the funds were obligated, or when they may be invoiced. Contractors may direct questions to the help desk by clicking on "Send an email" which is located under the Help Resources ribbon on the right side of the login page.

c. Data: The data is property of the U.S. Government, prior to the end of the Period of Performance the contractor will issue a statement affirming that all data has been either returned to the U.S. Government or destroyed.

b. The Government specific tasks include:

1. Coordinate with the contractor for final dates of the cultural intelligence certification training and the cultural intelligence workshop training and presentation

2. Coordinate with the contractor on IT issues related to data collection, non-attributional coding and analysis

3. Review expenditures to ensure no DoD limits are exceeded and to certify number of participants in training and data collection events.

1.5 Period of Performance: The period of performance shall be between 1 Sep 2019 and 1 Sep 2020. The exact dates of events within the period of performance will be coordinated between CSL and the Contractor after award of the contract.

1.6 General Information:

1.6.1 Quality Assurance: The government shall evaluate the contractor’s performance under this contract in accordance with the Quality Assurance Surveillance Plan. This plan is primarily focused on what the Government must do to ensure that the contractor has performed in accordance with the performance standards. It defines how the performance standards will be applied, the frequency of surveillance, and the minimum acceptable defect rate(s).

1.6.2 Recognized Holidays: The contractor is not required to perform on Federal Government Holidays.

1.6.3 Hours of Operation: The contractor is responsible for conducting business, between the hours of 8:00 A.M thru 5:00 P.M. Monday thru Friday except Federal holidays or when the government facility is closed due to local or national emergencies, administrative closings, or similar government directed facility closings. For other than firm fixed price contracts, the contractor will not be reimbursed when the government facility is closed for the above reasons. The contractor must at all times maintain an adequate workforce for the uninterrupted performance of all tasks defined within this PWS when the government facility is not closed for the above reasons. When hiring personnel, the contractor shall keep in mind that the stability and continuity of the workforce are essential.

1.6.4 Place of Performance: The work to be performed under this contract will be performed at the USAWC, Carlisle Barracks PA

1.6.5 Type of Contract: The government will award a fixed-price contract for these services except that the data collection and analysis costs will be paid per participant, to a maximum of 300 participants in this first phase.

1.6.6 Security Requirements - General: Contractors shall abide by all security regulations, restrictions and practices as required by USAWC

1.6.7 Physical and Data Security: The contractor shall be responsible for safeguarding all data and government information and property provided in the course of the activities listed in this contract as specified here:

a. Contractor personnel do not require a security clearance

b. Contractor shall establish appropriate administrative, technical, and physical safeguards to protect any and all nonpublic Government data to ensure the confidentiality, integrity, and availability of Government data.

c. Access to Military / Controlled Installations. Contractor shall be able to acquire access to military installations while performing work in. Vehicle passes for rental cars shall be obtained through appropriate local Military Pass and Decal offices, if required.

d. Privacy Act Compliance. The contractor may be in contact with data and information subject to the Privacy Act of 1974 (Title 5 of the U.S. Code Section 552a). The contractor shall ensure that its employees assigned to this effort understand and adhere to the requirements of the Privacy Act and to DoD and regulations that implement the Privacy Act. The contractor shall identify and safeguard data, information, and reports accordingly. In addition, the contractor shall ensure contractor employees assigned to the contract are trained on properly identifying and handling data and information subject to the Privacy Act prior to commencing work.

1.6.7. The Contractor shall prohibit the use of Government issued keys/key cards or access badges by any persons other than the Contractor’s employees who are approved and known to CSL. The Contractor shall prohibit the opening of locked areas by Contractor employees to permit entrance of persons other than Contractor employees engaged in the performance of assigned work in those areas, or personnel authorized entrance by the Contracting Officer.

1.6.8 Special Qualifications: Demonstrated expertise and accreditation in the domain of scientifically validated Cultural Intelligence Research coupled with expertise and experience in applying cultural intelligence in military contexts.

1.6.9 Post Award Conference/Periodic Progress Meetings: The Contractor agrees to attend any post award conference convened by the contracting activity or contract administration office in accordance with Federal Acquisition Regulation Subpart 42.5. The contracting officer, Contracting Officers Representative (COR), and other Government personnel, as appropriate, may meet periodically with the contractor to review the contractor's performance. At these meetings the contracting officer will apprise the contractor of how the government views the contractor's performance and the contractor will apprise the Government of problems, if any, being experienced. Appropriate action shall be taken to resolve outstanding issues. These meetings shall be at no additional cost to the government.

1.6.10 Contracting Officer Representative (COR): A COR will not be assigned for this project but a Government Technical Lead and Point of Contact will be identified and both will be provided to the Contractor.

1.6.11 Key Personnel: The contractor shall provide a contract manager who shall be responsible for the performance of the work. The name of this person and an alternate who shall act for the contractor when the manager is absent shall be designated in writing to the contracting officer. The contract manager or alternate shall have full authority to act for the contractor on all contract matters relating to daily operation of this contract. The contract manager or alternate shall be available between 8:00 A.M thru 5:00 P.M. Monday thru Friday except Federal holidays or when the government facility is closed for administrative reasons.

1.6.12 Identification of Contractor Employees: All contract personnel attending meetings, answering Government telephones, and working in other situations where their contractor status is not obvious to third parties are required to identify themselves as such to avoid creating an impression that they are Government officials. They must also ensure that all documents or reports produced by contractors are suitably marked as contractor products or that contractor participation is appropriately disclosed.

1.6.13 Data Rights: The Government has unlimited rights to all data/documents/material produced under this contract. All data, documents and materials are the property of the Government with all rights and privileges of ownership belonging exclusively to the Government. These data, documents and materials may not be used or sold by the contractor. All materials supplied to the Government shall be the sole property of the Government and may not be used for any other purpose. This right does not abrogate any other Government rights.

1.6.14 Government furnished property/equipment/information (gfp/gfe/gfi) The customer will provide training and data collection facilities, to include classroom, projector, unclassified computers and all administrative consumables (pens, pencils, paper).

PART 2

DEFINITIONS & ACRONYMS

2. DEFINITIONS AND ACRONYMS:

2.1. DEFINITIONS: See below.

2.1.1. CONTRACTOR. A supplier or vendor awarded a contract to provide specific supplies or service to the government. The term used in this contract refers to the prime.

2.1.2. CONTRACTING OFFICER. A person with authority to enter into, administer, and or terminate contracts, and make related determinations and findings on behalf of the government. Note: The only individual who can legally bind the government.

2.1.3. CONTRACTING OFFICER'S REPRESENTATIVE (COR). An employee of the U.S. Government appointed by the contracting officer to administer the contract. Such appointment shall be in writing and shall state the scope of authority and limitations. This individual has authority to provide technical direction to the Contractor as long as that direction is within the scope of the contract, does not constitute a change, and has no funding implications. This individual does NOT have authority to change the terms and conditions of the contract.

2.1.4. DEFECTIVE SERVICE. A service output that does not meet the standard of performance associated with the Performance Work Statement.

2.1.5. DELIVERABLE. Anything that can be physically delivered, but may include non-manufactured things such as meeting minutes or reports.

2.1.6. KEY PERSONNEL. Contractor personnel that are evaluated in a source selection process and that may be required to be used in the performance of a contract by the Key Personnel listed in the PWS. When key personnel are used as an evaluation factor in best value procurement, an offer can be rejected if it does not have a firm commitment from the persons that are listed in the proposal.

2.1.7. PHYSICAL SECURITY. Actions that prevent the loss or damage of Government property.

2.1.8. QUALITY ASSURANCE. The government procedures to verify that services being performed by the Contractor are performed according to acceptable standards.

2.1.9. QUALITY ASSURANCE Surveillance Plan (QASP). An organized written document specifying the surveillance methodology to be used for surveillance of contractor performance.

2.1.10. QUALITY CONTROL. All necessary measures taken by the Contractor to assure that the quality of an end product or service shall meet contract requirements.

2.1.11. SUBCONTRACTOR. One that enters into a contract with a prime contractor. The Government does not have privity of contract with the subcontractor.

2.1.12. WORK DAY. The number of hours per day the Contractor provides services in accordance with the contract.

2.1.12. WORK WEEK. Monday through Friday, unless specified otherwise.

2.2. ACRONYMS:

PART 3

GOVERNMENT FURNISHED PROPERTY, EQUIPMENT, AND SERVICES

3. GOVERNMENT FURNISHED ITEMS AND SERVICES: The Government shall supply facilities for data collection, training and workshops. Computers, notebooks and other materials not specifically listed in the PWC as contractor furnished, shall be made available as needed.

PART 4

CONTRACTOR FURNISHED ITEMS AND SERVICES

See listing in sections 7.1 and 7.2

PART 5

SPECIFIC TASKS

5. Specific Tasks: See Technical Exhibit 1

6. APPLICABLE PUBLICATIONS (CURRENT EDITIONS) NA.

PART 7

ATTACHMENT/TECHNICAL EXHIBIT LISTING

7. Attachment/Technical Exhibit List:

7.1. Attachment 1/Technical Exhibit 1 – Performance Requirements Summary

7.2. Attachment 2/Technical Exhibit 2 – Deliverables Schedule

8.0 QUALIFICATIONS. The contractor shall submit a resume/curriculum vitae that documents the education and experience requirements listed below. Samples of written work or other acceptable evidence may also be submitted to further document education and experience.

8.1 Education. Master's and Ph.D in adult learning, as well as discipline education, systematics, communication, and strategic management, mathematics

8.2 Experience. Teaching at “all” levels (Undergraduate, Masters, MBA, EMBA, and PhD). Assessment model must be peer-reviewed that consistently predicts effectiveness working across cultural difference. Must have previously worked with other DoD elements, i.e. experience as Cultural Advisor.

8.3 Scientific methodology and validity standards for assessment tool: At a minimum provides the USAWC with an academically validated, peer-reviewed assessment to measure an individual's current progress in relating and working effectively across cultures (cultural general assessment). Scale Reliability: Internal reliability as measured by Cronbach’s Alpha. Reliabilities of the four factors and sub-dimensions exceed the standard cut-off of .70. Factor Structure: The assessment tool must have an excellent factor structure which is stable across samples, time, cultural contexts, and rating sources. Each factor and each sub-dimension of cultural intelligence measures qualitatively different aspects of the overall capability to function and manage effectively in culturally diverse settings. Validity: Convergent Validity across Rating Sources: Self-rated scores are positively correlated with observer-rated scores, and multi-trait, multi-method analysis supports both convergent validity and predictive validity of self and observer scores.

8.3.3 Discriminant Validity Cultural Intelligence is distinct from stable individual differences such as personality traits, which describe what a person typically does across time and situations. Research demonstrates that CQ is distinct from General Mental Ability (g) and Emotional Intelligence (EQ). In addition, statistical analysis shows the discriminant validity of the different factors and sub-dimensions of CQ.

8.4 Assessment tools: Must be able to modify assessment instrument on demand

8.4.1 Measures a personnel ability to different global, domestic, and cross-functional cultural situations, which has long-term implications on their internal and external operational effectiveness.

8.4.2 Performance: Predicts performance in a diversity of cultural situations, an essential need given the impossibility of predicting which cultures personnel will engage with over their careers.

8.4.3 Provides access to a DoD-specific CQ Assessment and worked with partnership with DLNSEO.

8.3.5 Academically valid cultural intelligence assessment specifically measuring the intercultural performance of military forces using military-specific language.

8.3.6 Company’s ability: Provides ability for CSL to evaluate the effectiveness of cultural training programs.

8.3.7 Assessments: Assesses military personnel's readiness to work in any culture. Assesses an individual's motivation and cultural fit also need to be considered as a part of qualification, evaluation, and assignment.

8.3.8 Evaluation Provide Evaluation of cultural training needs to be based on an empirically rigorous tool and design.

8.3.8.1 Provide reliably measurements of intercultural skills and performance.

8.3.8.2 CQ Assessment must provide a customized plan for each group and individual in light of the results.

8.3.9 Workshops Provide workshops that ensures that each session is targeted to the specific group involved, based on their CQ Assessment results.

8.3.10 Customized program Provide customized, data-driven design of the workshops ensuring that each session is targeted to the specific group involved, based on their CQ Assessment results.

8.3.11 Validity: Convergent Validity across Rating Sources: Self-rated scores are positively correlated with observer-rated scores, and multi-trait, multi-method analysis supports both convergent validity and predictive validity of self and observer scores.

TECHNICAL EXHIBIT 1

Performance Requirements Summary The contractor service requirements are summarized into performance objectives that relate directly to mission essential items. The performance threshold briefly describes the minimum acceptable levels of service required for each requirement. These thresholds are critical to mission success.

Performance Objective (The Service required)

Method of Surveillance

PRS # 1.

The contractor shall provide links with online access to the cultural intelligence assessment instrument with modified demographics as specified by CSL The links shall enable secure access to the assessment instrument and subsequent storage of the data provided for analyses in groups and/or individual coded files as specified by CSL

· Supports data collection for up to 300 participants

100 Percent Inspection

PRS # 2

The contractor shall provide detailed, analyzed reports for each coded individual participant and for the overall participant group and sub-groups as specified by CSL

PRS # 3

The contractor shall provide in-House Cultural Intelligence (cultural intelligence) Certification Combo Package This 3-day program provides a comprehensive approach for developing an in-house team to effectively implement cultural intelligence assessments and training. It includes all the key elements and deliverables of the cultural intelligence Certification (Level1) and cultural intelligence Train-the-Trainer (Level 2) programs while specifically tailoring the certification for CSL/USAWC. Cultural intelligence Certification (L1) shall equip participants to administer and debrief the cultural intelligence Assessments. Cultural intelligence Train-the-Trainer (L2) shall equip participants to Facilitate cultural intelligence Workshops. A full day will be devoted to strategic planning with CSL/USAWC regarding integration of cultural intelligence into CSL course offerings and workshops. Includes up to 12 participants.

· Dates and location of training to be agreed with CSL within 30 days of contract award

· Review of training and required meetings with CSL leadership/program staff shall occur as needed and mutually agreed 100 Percent Inspection

PRS # 4

Contractor shall provide training on the design of workshops on the development of “Cultural Intelligence: Working Effectively across cultures” A certified cultural intelligence trainer will co-facilitate up to 2 Developing cultural intelligence Workshops for up to 30 participants each with newly certified USAWC faculty/staff or others designated by CSL to ensure new facilitators are fully equipped to deliver the “Developing cultural intelligence” training to USAWC students.

This half or full-day workshop shall provide an introduction to the cultural intelligence model and research, with a heavy emphasis upon its application for effectively working across domestic organizational and/or international cultural differences. Participants shall Receive: cultural intelligence Military Survey & Personalized Feedback Report, we will call expand your Borders (Digital Copy of Book) "What's Your cultural intelligence?" Participant Guide and Case Study Administrator Receives:

Group Report

· Dates and location of training to be agreed with CSL within 30 days of contract award unless otherwise extended by CSL

· Review of training outcomes and required meetings with CSL leadership/program staff shall occur as needed and mutually agreed 100 Percent Inspection

PRS # 5

TECHNICAL EXHIBIT 2

DELIVERABLES SCHEDULE

POC DR. SUSAN E. MARTIN AND/OR ADDITIONAL GOVT. ADDRESSES AS SPECIFIED

3 day cultural intelligence Certification Training Session for up to 12 participants

The "What's Your cultural intelligence?" participant guide is a 40-page Resource for improving and applying cultural intelligence in the Workplace or in learning and development programs. Print copy.

Expand Your Borders - 100-page guidebook for applying cultural intelligence to the 10 largest clusters in the world.

Digital access provided to Selected participants (number TBD)