MODIFICATION
U -- TRAINING
- Notice Date
- 9/27/2002
- Notice Type
- Modification
- Contracting Office
- Department of the Air Force, Air Force Reserve Command, 94 LG/LGC, 1538 Atlantic Ave, Dobbins ARB, GA, 30069-4824
- ZIP Code
- 30069-4824
- Solicitation Number
- F09609-02-Q-0029
- Response Due
- 9/30/2002
- Point of Contact
- Pamela Martin, Contract Administrator, Phone 678.655.4984, Fax 678.655.5612,
- E-Mail Address
-
pamela.martin@dobbins.af.mil
- Description
- This amendment for F09609-02-Q-0029 extends the time all quotes are due. The date/time has changed FROM: 25 Sep 02, 2:00 pm TO: 30 Sep 02, 10:00 am. The following information is provided to clarify questions addressed about this solicitation regarding information about the IMPACT Three Plus Assessments. The Assessments are directly related to the IMPACT (Investigate, Meet, Probe, Apply, Convince, Tie-It-Up) Selling System, which is the system used by Air Force Reserve Recruiters to recruit. No other Assessment measures performance aptitude as it relates to using the IMPACT Selling System. The information reported by these assessments measures the attitudes, skills, and behaviors of a recruiter as displayed/performed in the recruiting environment. The Assessment tells us whether or not the recruiter/recruiter applicant has the "right stuff" to employ the IMPACT Selling System. The Brooks Group is offering us the opportunity to give the assessment to all our recruiters and recruiter applicants over the internet, on an unlimited basis. The reason some recruiters benefit from annually retaking the assessment is that skills, attitudes, and behaviors change over time. They may get better or worse, depending on the circumstances of the individual recruiter. Reassessing recruiters each year means we'll identify those recruiters who are improving versus those who may be going "stale" on us. Furthermore, for new recruiter applicants, we'll have an excellent idea up front whether or not someone is cut out to become a recruiter. It's much cheaper not to hire the wrong person than to hire and train the wrong person, only to see them fail. Our recruiting force is nearly 400 people, plus we interview/hire another 100 or more per year.*****
- Record
- SN00177621-W 20020929/020927213514 (fbodaily.com)
- Source
-
FedBizOpps.gov Link to This Notice
(may not be valid after Archive Date)
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