PWS_Gen_Officer_Transition_Classes_FY19.docx

Section C - Descriptions and Specifications

PERFORMANCE WORK STATEMENT

Requirements for the

ARMY STRATEGIC EDUCATION PROGRAM -- TRANSITION (ASEP-T) COURSES

1. OBJECTIVE

1.1. To develop and conduct a transition assistance program that is specifically designed to meet the unique needs and concerns of retiring general officers. The program must use executive education principles that combine theory and practice to deliver in depth knowledge for immediate impact. Curriculum, course work, and instruction must thoroughly prepare general officers to successfully transition from military service and reenter the Nation’s civilian work force. The transitioning general officers and their spouses must leave the course with a vision for their place as executive level leaders in a future forecasted five to ten years out.

2. SCOPE

2.1. Each course shall prepare general officers and their spouses to transition from executive military service to the civilian workforce. Curriculum and instructional design must be based on principles of executive education using adult learning models and challenging experiential education. Through focused theory developed in collaboration with industry, challenging exercises in breakout groups, and reflection, the transitioning generals develop the products and skills they need to reenter the civilian workforce. The course curriculum shall include the following: pre-separation counseling, individual transition planning, resume preparation, networking preparation, and individual employment assistance. The course shall be conducted using at least two instructors, to include one primary instructor and one alternate instructor, with guest speakers on key topics when necessary to enrichen the experience.

3. INSTRUCTOR QUALIFICATIONS

3.1. At a minimum, Primary Instructors shall: (Key Personnel)

3.1.1. be present during entire course;

3.1.2. have a Bachelor’s Degree in any subject area;

3.1.3. have a minimum of three years’ experience counseling general officers or senior corporate executives specifically related to out-placement services;

3.1.4. have a minimum of five years of active duty military service including service at the O-6 level or above (and ideally as a general/flag officer); and

3.1.5. have a minimum of five years’ experience as a senior executive in a publically or privately held corporation, or inside of government.

3.2. At a minimum, Alternate Instructors shall: (Key Personnel)

3.2.1. be present during the entire course;

3.2.2. have a Bachelor’s Degree in any subject area;

3.2.3. have a minimum of three years’ experience counseling general officers or senior corporate executives specifically related to out-placement services; and

3.2.4. have a minimum of five years’ experience as a senior executive in a publically or privately held corporation, or inside of government.

3.3. The instructors who conduct this education should possess academic and professional credentials; 3 years’ experience in training executive-level audiences; 2 years of experience in public speaking; 3 years knowledge of military leadership or have prior military leadership experience (preferably at the general/flag officer level); have 2 years knowledge of, or experience in, executive leadership in the private/corporate sector; understand the problems of transitioning from military to civilian employment at the executive level; and 3 years’ experience in a role where they can understand Army leader experiences and be able to translate these attributes to civilian executive level attributes. Instructors must submit their resumes or curriculum vitae as proof or evidence of qualifications.

4. TASKS

4.1. The contractor shall:

4.1.1. Develop a current and relevant curriculum that includes, but is not limited to, the following:

4.1.1.1. Present a vision for the future, five to ten years, out from a nationally recognized futurist, to allow transitioning general officers to envision where they best fit as an executive leader.

4.1.1.2. Provide assistance with creating and executing a detailed individual transition plan. The plan will include at a minimum the Service member’s (and spouse, as desired) post-military service employment, education, and training. The plan will also include at a minimum the following objectives:

4.1.1.2.1. Development of a pre-separation timeline;

4.1.1.2.2. Career goals versus realistic expectations;

4.1.1.2.3. Psychological job interest/aptitude survey; and

4.3.1.2.4. Translating military background into civilian terminology and skills assessment.

4.1.1.3. Effects of a career change including, but not limited to, the following:

4.1.1.3.1. Change in personal identity;

4.1.1.3.2. Stress; and

4.1.1.3.3. Issues facing spouses and families of retiring military general officers.

4.1.1.4. Employment assistance including, but not limited to, the following:

4.1.1.4.1. Resume (or curriculum vitae as required by individual) and cover letter preparation;

4.1.1.4.2. Contact development and networking with special emphasis on jump starting the process with instruction that requires students to develop functional networking spreadsheets and LinkedIn pages;

4.1.1.4.3. Job search methods, including professional employment services,

4.1.1.4.4. Proper civilian senior executive attire;

4.1.1.4.5. Interviewing techniques;

4.1.1.4.6. Civilian salary scales and salary negotiations;

4.1.1.4.7. Post-interview actions;

4.1.1.4.8. Public, non-profit and community service opportunities;

4.1.1.4.9. Case studies of general officers who have transitioned successfully; and

4.1.1.4.10. Legal and policy constraints unique to retiring personnel.

4.1.1.5. Personal financial planning including, but not limited to, the following:

4.1.1.5.1. Retirement pay;

4.1.1.5.2. Thrift Savings Plan;

4.1.1.5.3. Survivor Benefits Plan;

4.1.1.5.4. Post-9/11 GI Bill;

4.1.1.5.5. Impact of VA Disability; and

4.1.1.5.6. Impact of Social Security.

4.1.2. Present the curriculum describe in Task 4.1.1 of this PWS using methods consistent with principles of executive education and adult learning models that minimize lecturing the students. The course is limited to 16 general officers, who have the option of attending with their spouses, so at most, the maximum number of students in any course would be 32. This is to ensure small group instruction (under the guidance of at least two facilitators) and to maximize the use of challenging exercises in breakout groups. Build in time for reflection in the curriculum model. “Death by PowerPoint” is unacceptable. Challenging exercises includes but is not limited to the following:

4.1.2.1. Wifi enabled exercises.

4.1.2.1.1. Building a resume.

4.1.2.1.2. Building and using a LinkedIn account and the uses of social media in executive transition.

4.1.2.1.3. Research, networking, and interviewing using computer platforms to manage your transition plan.

4.1.2.2. Mock interviewing exercise and techniques to introduce yourself and market your skills.

4.1.2.3. Mock exercises on techniques in negotiating the offer.

4.1.3. Provide the course facility including setup and necessary support equipment. This requirement is for five days of course ware – one day for covering Soldier for Life Program requirements in direct coordination with the ASEP-T director, plus four days for the contracted instruction in this performance work statement. The contractor is responsible for coordinating all aspects of the one day Soldier for Life program delivery; the ASEP-T director ensures topics covered are in accordance with Soldier for Life requirements now and in the future if amended by Army regulation or policy. Facility size should be adequate to seat 16-32 participants based on a course limit of 16 general officers, who have the option and are encouraged to include their spouses, hence up to 32 participants. Light refreshments will be provided for the morning (e.g. coffee and tea) and afternoon (e.g. coffee, soft drinks, snack food) sessions and during breaks. The courses shall be booked utilizing suitable facilities in the National Capitol Region and must be in accordance with cost parameters in the Joint Travel Regulation.

4.1.4. Conduct five (5) five-day courses, approximately eight hours per day, instructing general officers and their spouses on transitioning from executive military service into the civilian workforce. Each course will consist of no more than 16 retiring general officers as determined by the Army Strategic Education Program Office via the ASEP Net. Spouses are encouraged to attend. The ASEP Office will provide a list of attendees to the contractor no later than 35 days prior to the course. The contractor will produce all program materials to include read-ahead packets, invitations, charts, posters, maps, nametags, name tents, student materials, and post event surveys to support course execution and AAR. The contractor will develop participant binders to include all course curriculum and materials relevant for student participation including: itineraries, agendas, student/participant list, all required biographies, all required handouts or slides, maps, important phone numbers and any other applicable course material as a take-away.

4.1.5. Conduct a Networking Engagement Social on day one of the course that includes engagement with recently retired General Officers over a cocktail hour and dinner. Coordinate for a minimum of three retired General Officers who possess a variety of post military professional - employment experience, and who are of various ranks (e.g. retired Brigadier Generals, Major Generals, and Lieutenant Generals)

4.1.5. Conduct a pre-course survey designed to gather information from the course’s military participants regarding career goals, retirement goals, special interests, work experience, individual concerns, etc. The contractor will mail/email pre-course surveys to the participants 30 days prior to the course so that results from the surveys may be incorporated into the course and individual transition plans.

4.1.6. Concurrent with the course, provide individual counseling sessions for each participant (and spouse, as applicable). These counseling sessions will include at a minimum the following:

4.1.6.1. Feedback on the course participants’ individual transition plan.

4.1.6.2. In-depth resume critique, with the goal of producing a near final draft;

4.1.6.3. Assessment of each general officer’s experiences identifying professional strengths to emphasize in their job search process;

4.1.6.4. An in-depth review of the participant’s networking plan with the goal of producing a functional methodology to use in job searches and to easily and effectively expand over time. This includes a critique of LinkedIn and other social media products used in networking.

4.1.7. Develop and administer a course evaluation form to assess course effectiveness. This contractor developed evaluation form will include topics such as determination of overall course effectiveness, strong points, weak points, suggestions for course improvement, general comments, etc.

4.1.8. Provide up to 2 hours of follow-on services (telephonic or in person) for each military participant for a period not to exceed 90 days following that participant’s retirement from military service. Follow-on services provided by the contractor will be measured in increments of 10 minutes and will not exceed 2 hours per person. Possible follow-on topics include, but are not limited to:

4.1.8.1. Resume and cover letter updates;

4.1.8.2. Job search methods, including professional employment services and advertisements;

4.1.8.3. Interviewing techniques; and

4.1.8.4. Civilian salary scales and salary negotiations.

4.1.9. Develop a spouse specific curriculum that is both integrated with the participant’s education and also separate to address spouse specific topics. Ensure learning outcomes and topics covered in the curriculum are nested and supporting of each other.

4.1.10. Provide a post-course report based on results of course evaluation responses. The contractor’s post course report shall address evaluation responses including “lessons learned” and proposed corrective action where deficiencies have been identified, and will be provided to the ASEP-T Course Director within 14 days of notification.

4.1.11. Provide to the ASEP-T Course Director an annual report listing the number of military participants requesting follow up counseling services as set forth in this contract, the number of hours used per military participant and the discussion topic without specific details (i.e. resume, VA benefits, etc.) no later than 30 September of each year. Report information shall be grouped according to the course the military participant attended.

4.1.12. 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 via a secure data collection site. The contractor is required to completely fill in all required data fields using the following web address: http://www.ecmra.mil/, and then click on "Department of the Army CMRA" or the icon of the DoD organization that is receiving or benefitting from the contracted services.

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, beginning with 2013. 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 of the applicable Service/Component's CMR website.

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. RESERVED

8. DELIVERABLES

8.1. Course material that is specifically adapted to the general officer retirement experience will be provided by the contractor. Materials include workbooks, commercially available textbooks, and career transition manuals developed by the contractor that cover the curriculum discussed in Section IV above. The contractor shall submit developed course material to the ASEP-T Director 60 days prior to conducting the first course developed for general officers. If there are any revisions needed to the course material, the contractor shall provide a copy of new material to the ASEP-T Director 45 days prior to all subsequent course date. Course material will be provided to each course military participant (the contractor is not required to provide duplicate material to attending spouses) at each course.

8.2. The contractor shall develop and submit a draft of the pre-course survey to the ASEP-T Course Director 60 days prior to conducting the first course. If there are any revisions needed to the pre-course survey, the contractor shall provide a copy of the new pre-course survey to ASEP-T Course Director 45 days prior to all subsequent course date.

8.3. The contractor shall develop and submit a draft course evaluation form to ASEP-T for approval prior to conducting the first course. Once approved, the contractor shall distribute surveys to the course’s military participants at the conclusion of the course. Completed evaluation forms will be mailed to the ASEP-T Director directly by the contractor within 14 days of completion of the course. Electronic means of delivering the evaluations is also authorized (i.e., web based surveys).

8.4 The contractor shall participate in after action reviews (AARs) of each course within 21 days of the course concluding. Participants in the AARs include but are not limited to: the ASEP-T Course Director, U.S. Army War College Leaders, course instructors, guest speakers, other participants, and others instrumental to the instructional design. The objective of the AAR is to identify areas to sustain and areas to improve in subsequent courses.

8.5 Provide a course outline of updated course curriculum, including changes identified during all AARs, 30 days prior to each course.

9. PLACE OF PERFORMANCE

9.1. Courses are to be conducted in the National Capital Region utilizing facilities and lodging at a place with immediate access to lodging, and must be IAW the published government rate in the Joint Travel Regulation. Food, beverages, and amenities, whether from retail facilities on the sight or otherwise catered and provided in conjunction with the courseware, must be acceptable in price to conform to per diem rates.

10. TRAVEL

10.1. Other Direct Costs are provided to cover potential travel expenses/cost to the NCR for the instructors (as necessary and in line with the allowances of the Joint Travel Regulation) and to pay for the room rental at government rates

11. SCHEDULE

11.1. There will be up to five courses per year. Four courses will be conducted with a fifth course as required based on demand. The ASEP-T director 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.

11.2. Fiscal Year 2019 (Base Year) projected course dates for GOTC are as follows:

5-9 November 2018 7-11 January 2019 8-12 April 2019 10-14 June 2019 19-23 August 2019

12. ANTI-TERRORISM (AT) /OPERATIONAL SECURITY (OPSEC)

12.1. 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.

12.2. 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.

12.3. 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.