PWS_Executive_Coaching_DRAFT_ONLY.docx

EXECUTIVE COACHINNG

Assessment and Execution in support of the Army War College

1. Objective Establish a contract to develop, implement and assess a program of Executive Coaching in support of enhanced Self-Awareness, Self-Control, and Self-Mastery in support of the General Officer Readiness Program (GO-R) for Army Officers beginning upon selection and Senate Confirmation of an individual for promotion to the rank of Major General, and subsequent attendance to the Army Strategic Education Program Advanced Course (ASEP-A). This program will include pre-assessments involving appropriate 360-degree assessment and other personality or psychometric assessments utilized by the coaching organization, telephonic contact, face to face interaction with an Executive Coach (EC), secure web-based supplemental coaching interactions on a portal operated by the coaching organization, and assessment of coaching recipients as applicable. In the Army Strategic Education Program Senior Course (ASEP-S), Executive coaching will play a supplemental role and serve as a continuation of the coaching relationship established in ASEP-A. The executive coaching program is built around a civilian Executive Coaching organization for privacy, where the flow of information is limited to only the General Officer and the Executive Coach. If the General Officer perceives that this data and interaction with the coach will be used for assignment selection or promotion, the effectiveness of the program will suffer. The intent of interaction with this coach is meant to be longitudinal in that the same Executive Coach or Executive Coaching team stays with the General throughout the remainder of her or his career, with professional performance enhancement as the primary goal.

2. Scope Executive Coaching will be incorporated as an integral part of the ASEP-A course, and continue in via secure web based interactions, telephonic, and when possible face to face interactions, through the officers selection for attendance to the ASEP-S course where a limited interaction between coach and student will take place. The contractor will do its part to ensure that the coaching relationship continues through the completion of a General Officers Career and in support of the GO-R program. Improved self-awareness, self-mastery, and self-control for the coaching recipient are the pre-eminent goals throughout the course of the interaction between coach and student. This includes improved decision-making, improvement in such areas as the ability to focus, the power of positive thinking, resisting the allure of power and avoiding the psychological effects of stress and pressure that manifests in some through increased risk-taking behaviors. One's improved self-control/self-mastery can be achieved is intertwined with the requirement to improve self-awareness and the importance of peer-accountability.

3. Instructor Qualifications

3.1. The overall program, and education delivered through executive coaching must be provided by an Executive Coaching organization that must be U.S. owned (or in the case of a non-profit organization, U.S. registered and domiciled in the U.S) and operated in the U.S. Confidential participant information must be maintained on Continental United States (CONUS) computer servers. Executive coaches will work with the individual towards specific professional and personal goals. This will facilitate the individual GOs professional and personal growth, which leads to improved leadership and organizational performance. These include enhancing strategic thinking and leadership, executive presence, professional and interpersonal communication, individual and personal performance management, emotional intelligence, dealing effectively with conflict, building an effective team within an organization, and managing career and personal changes.

3.2. The Department of the Army, USAWC, and the ASEP Office requires that the selected Executive Coaching Organization be capable to facilitate development and execution of a comprehensive Executive Coaching program. All coaches interacting with General Officers must have completed an Accredited Coach Training Program (ACTP) be certified by the International Coaching Federation (ICF). The overall program, related assessments and personal engagements must be provided by a recognized top tier Executive Coaching Organization well steeped in the execution of effective Executive Coaching. The Executive Coaching Organization must have the ability to provide a wide array of pre and post engagement assessments to the individual receiving coaching assessments.

3.3. The Executive Coaching Organization must adhere to the relevant standards of the American Psychological Association (APA) regarding ethics in coaching and confidentiality of data.

3.4. The privacy of all interaction between the individual General Officer and assigned Executive Coach is paramount. The Department of the Army has no expectation that the result of any assessments or personal engagements conducted by the Executive Coaching provider will be shared with any individual, organization external to the Executive Coaching provider, or any element of the Departments of the Army or Defense, including the General Officers chain of command. Any exceptions will reside solely with the General Officer receiving Executive Coaching services, or within established professional ethical and legal norms common by which the Executive Coaching provider is governed.

3.5 The Executive Coaching Organization must, at the time of proposal, have existing contractual relationships with an adequate number of skilled coaches to support this work both initially and as it grows. For consistency of experience among the GOs, these coaches must operate on a shared coaching model, and the Executive Coaching Organization will describe their model in the proposal.

3.6 The Executive Coaching Organization must, at the time of proposal, have a documented and practiced approach to the recruitment, hiring, on-boarding and continuing evaluation of their coaches.

3.7 The Executive Coaching Organization must, at the time of proposal, have a documented and practiced process, including appropriate software, for ease of management of the entire Executive Coaching initiative. This will include the ability for an approved representative of ASEP/AWC to access the system remotely to determine the status of participants (completion of assessments, coaching session completed, etc.) Under no circumstances will this person have access to confidential information such as assessment data.

3.8 Given the dispersion of Army General Officers around the globe, it is strongly desired that the Executive coaching organization be U.S. based, but possess a global reach (i.e., offices around the world) that can facilitate follow on assessments and face to face engagements as required.

3.9. The Executive Coaching organization must demonstrate that is has an established record of success in facilitating the professional and personal growth of senior executives and leaders, leading to improved performance.

3.10. The Executive Coaches must have extensive experience working with senior executives and leaders towards specific professional goals. Experience with projects of similar scope and scale is a requirement. Specifically, experience with coaching a large number of leaders from the same organization at the same time is required. These will include career transition, interpersonal and professional communication, performance management, organisational effectiveness, managing career and personal changes, developing executive presence, enhancing strategic thinking, dealing effectively with conflict, and building an effective team within an organization.

4. Tasks

4.1. Develop a program to provide Executive Coaching to selected students/Army General Officers in support of the GO-R program.

4.2. Develop a plan for initial assessments of those student/officers identified by the ASEP office, prior to the initial face to face interaction or engagement with the Executive Coach.

a. Administer a web based assessment such as the Hogan or EQI to those officers identified by the ASEP office to receive EC. This must take place on a secure server operated by the coaching provider.

b. After the web based assessment, Executive Coach makes initial telephonic contact with coaching subject prior to initial face to face interaction or engagement.

4.3. Develop an initial, face to face engagement plan not to exceed 3 hours which will be conducted during week 2 of the ASEP-A course. Adequate number of coaches must be available to travel to the ASEP-A course and meet with the coaching subject.

4.4. Develop a post ASEP-A course engagement plan that will be primarily web based via a secure portal on the Coaching organizations website. Telephonic or face to face post course engagements are also acceptable if the student and Executive Coach are in agreement. AWC ASEP will fund the post course engagements.

4.5. Develop a face to face engagement plan not to exceed 1 hour which will be conducted during the ASEP-S course, as agreed upon by the Executive Coach and the coaching recipient.

5. Quality Control The contractor shall develop and maintain an effective quality control program to ensure services are performed in accordance with this PWS. The contractor shall develop and implement procedures to identify, prevent, and ensure non-recurrence of defective services. The contractor’s quality control program is the means by which to assure that the work complies with the requirement of the contract. As a minimum, the contractor shall develop quality control procedures that address the areas identified in the “Performance Requirements Summary”. After acceptance of the quality control plan the contractor shall receive the contracting officer’s acceptance in writing of any proposed change to his QC system. The QC Plan is due 30 days after contract award.

6. 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).

7. Deliverables

4.2. Develop a plan for initial assessments of those student/officers identified by the ASEP office, prior to the initial face to face interaction or engagement with the Executive Coach.

Annual; (2 x ASEP-A and 1 x ASEP-S course). Inform AWC ASEP as to the assessment types being used NLT 2-3 weeks before each course as applicable

4.2a. Administer a web based assessment such as the Hogan or EQI to those officers identified by the ASEP office to receive EC. This must take place on a secure server operated by the coaching provider.

4.2b. After the web based assessment, Executive Coach makes initial telephonic contact with coaching subject prior to initial face to face interaction or engagement Annual; (2 x ASEP-A and 1 x ASEP-S course). Inform AWC ASEP as to the assessment types being used NLT 2-3 weeks before each course as applicable

4.3. Develop an initial, face to face engagement plan not to exceed 3 hours which will be conducted during week 2 of the ASEP-A course. Adequate number of coaches must be available to travel to the ASEP-A course and meet with the coaching subject.

Annual requirement specific to ASEP-A

4.4. Develop a post ASEP-A course engagement plan that will be primarily web based via a secure portal on the Coaching organizations website. Telephonic or face to face post course engagements are also acceptable if the student and Executive Coach are in agreement. AWC ASEP will fund the post course engagements.

Twice yearly. One iteration for each of the two ASEP-A courses. Inform AWC ASEP on the engagement plan for each individual student, based on mutual agreement between the Executive Coach and the student.

4.5. Develop a face to face engagement plan not to exceed 1 hour which will be conducted during the ASEP-S course, as agreed upon by the Executive Coach and the coaching recipient.

Annual and specific to ASEP-S based on the short duration of the course.

8. Place of Performance AWC courses supported with Executive Coaching in the case of the second week of ASEP-A, are conducted on a rotational basis in one of the three locations at which the second week of the course takes place. These locations are:

- The Keenan-Flagler School of Executive Education, University of North Carolina at Chapel Hill, NC.

- The Wharton School of Business, University of Pennsylvania, in Philadelphia, PA.

- The Massachusetts Institute of Technology in Boston, MA.

In the case of ASEP-S, the course is conducted in the National Capital Region utilizing facilities and lodging IAW the published government rate in the Joint Travel Regulation (JTR) Food, beverages, and amenities, whether from retail facilities on the sight or otherwise catered and provided in conjunction with the courseware, will be acceptable in price to conform to per diem rates.

9. Travel Travel to be performed in accordance with the JTR. Contractor will receive and utilize the government per-diem rate for lodging, air-fare, rental cars and subsistence. Travel will not exceed $45,000 for each year of the contract. Additional travel costs, if necessary, will be directed and funding provided and added to the contract as required using JTR per diem costs.

10. Courses Supported For the first year, of this contract there will be three courses with Executive Coaching integrated into the curriculum; 2 x Army Strategic Education Program-Advanced (ASEP-A), and 1 x Army Strategic Education Program – Senior (ASEP-S). Additional courses will be added based on the engagement assessments conducted jointly by the organization providing the Executive Coaching, and the Army War College, Army Strategic Education Program. The Director, Army Strategic Education Program (ASEP), will confirm course dates with the contractor three months prior to the scheduled dates. The contract award will serve as notification for the first projected course date. Fiscal Year 2019 (Base Year) projected course dates are as follows:

ASEP-A 19-02: 25 February - 14 March 2019 ASEP-S 19-03: 20 – 24 May 2019 ASEP-A 19-03: 28 May - 13 June 2019

11. Anti-Terrorism (AT) /Operational Security (OPSEC)

11.1. AT Level I Training. This provision/contract text is for contractor employees with an area of performance within an Army controlled installation, facility or area. All contractor employees, to include subcontractor employees, requiring access Army installations, facilities and controlled access areas shall complete AT Level I awareness training within 30 calendar days after contract start date or effective date of incorporation of this requirement into the contract, whichever is applicable. The contractor shall submit certificates of completion for each affected contractor employee and subcontractor employee, to the COR or to the contracting officer, if a COR is not assigned, within [insert number of calendar days] calendar days after completion of training by all employees and subcontractor personnel. AT level I awareness training is available at the following website: https://atlevel1.dtic.mil/at.

11.2. Access and General Protection/Security Policy and Procedures. This standard language text is for contractor employees with an area of performance within an Army controlled installation, facility or area. Contractor and all associated sub-contractors employees shall comply with applicable installation, facility and area commander installation/facility access and local security policies and procedures (provided by government representative). The contractor shall also provide all information required for background checks to meet installation access requirements to be accomplished by installation Provost Marshal Office, Director of Emergency Services or Security Office. Contractor workforce must comply with all personal identity verification requirements as directed by DOD, HQDA and/or local policy. In addition to the changes otherwise authorized by the changes clause of this contract, should the Force Protection Condition (FPCON) at any individual facility or installation change, the Government may require changes in contractor security matters or processes.

11.3. iWATCH Training. This standard language is for contractor employees with an area of performance within an Army controlled installation, facility or area. The contractor and all associated sub-contractors shall brief all employees on the local iWATCH program (training standards provided by the requiring activity ATO). This local developed training will be used to inform employees of the types of behavior to watch for and instruct employees to report suspicious activity to the COR. This training shall be completed within 30 calendar days of contract award and within YY calendar days of new employees commencing performance with the results reported to the COR NLT [insert number of calendar days] calendar days after contract award.