Loren Data's SAM Daily™

FBO DAILY ISSUE OF APRIL 22, 2005 FBO #1243
MODIFICATION

U -- Customized Leadership Training

Notice Date

2/17/2005
 

Notice Type

Modification
 

NAICS

541611 — Administrative Management and General Management Consulting Services
 

Contracting Office

Department of Health and Human Services, National Institutes of Health, National Institute on Drug Abuse, IRP, 5500 Nathan Shock Drive, Baltimore, MD, 21224
 

ZIP Code

21224
 

Solicitation Number

02-NIDAIRP-2005
 

Response Due

3/4/2005
 

Point of Contact

Lesley Williams, Lead Purchasing Agent, Phone 410-550-1693, Fax 410-550-3146,
 

E-Mail Address

lw239s@nih.gov
 

Description

This is a combined synopsis/solicitation for commercial services prepared in accordance with the format in FAR Subpart 12.6 as supplemented with additional information included in this notice. This notice constitutes the only solicitation; Quotations (RFQ) are being requested and a written solicitation will not be issued. This solicitation is being issued as Request for Quotation number 02-NIDAIRP-2005. NAICS 541611 Contractor to design and develop a customized curriculum for NIDA senior management on Leadership Development, providing training and coaching in the area of leadership. 1. The vendor will after interviewing NIDA leadership develop a Leadership COmpetency Model that is specific to the NIDA organization. They will share this model with the Project Office and provide a plan as to how they will communicate the model to the NIDA leadership. 3. Once the Competency Model has been approved the vendor will design training that will help select group (7) of the NIDA leadership to become more effective leaders. This training should at minimum include feedback from the 360 degree feedback process, MBTI, FIRO-B, individualized one-one coaching from an executive coach. Other areas the training sessions should address are effective communication, how to motivate and coach subordinates, how to effectively communicate to manage conflict. There should be time set aside for each participant to sit down one on one with and executive coach to examine their own leadership style and to explore ways to become more effective leaders. 4. After the initial small workshop is complete, the training should be re-evaluated by the vendor and project officer. The training can fine tuned to then provide the same learning experience to a larger group of 20. Contractor must have extensive experience with organizational assessment, 360 degree feedback, psychological assessment and executive coaching. Trainers should have extensive experience in leadership assessment and executive coaching. The evaluation of quotes and the determination as to equality of the service shall be the responsibility of the Government and shall be based on information provided by the vendors. The Government is not responsible for locating or securing any information, which is not identified in the quotation and reasonable to the purchasing activity. To insure that sufficient information is available the vendor must furnish as part of their quote all descriptive material necessary for purchasing activity to determine whether the products meet all salient characteristics of this requirement. The Government will award to the responsible offeror whose offer conforms to this solicitation and will be most advantageous to the Government, technical requirements and price considered. Technically acceptable offer must show the offeror can meet the requirements of the Government. Services are to be quoted FOB Destination and delivery shall be made to: NIH-NIDA, 5500 Nathan Shock Drive, Bldg. C Rm. 130, Baltimore, MD 21224. This procurement is 100% small business set-aside and will follow simplified acquisitions procedures in FAR Part 13. All quotes shall be received by February 14, 2005 at 1:00 P.M. local time. Faxed quotes will be accepted at 410-550-3146. All responsible sources will be considered. to offer a competitively priced proposal. If I am over estimate the time required, my price may not be competitive with another proposal that underestimates the time required. Will you instead accept an 'estimated' number of training days and judge the proposal on a 'per-day' fee basis? 30. ‘per-day’ fee is acceptable, bearing in mind that a two-day model is preferred. The training shall not exceed two days. This is the maximum time allowed for this training for senior management. 31. My training firm owns a proprietary 360 degree feedback instrument. We offer a 'standard' 70 question 360 feedback instrument which has proved quite useful for the majority of our clients. However, we can also tailor the instrument to specifically model the NIDA Leadership Competency Model, including an entirely new set of instrument questions. Tailoring the 360 to NIDA specific language makes the instrument more expensive. Can I offer two prices for the 360 feedback reports for 27 NIDA managers, one price for the 'standard' instrument and one price for the NIDA specific instrument? 32. Pricing can be developed both ways. However, we want a NIDA specific tool to be used for evaluative purposes. We also want MBTI, FIRO-B, and the 360 degree feedback psychological assessment tools to be used. 33. Has the NIH-NIDA offered a similar customized curriculum for NIDA senior management/executives on Leadership Development within the last 3 years? No 34. If yes, what vendor(s) provided the services? 35. What is the timeline for the deliverables in this solicitation? On or before April 1 , 2005 36. Can you expand on the qualifications and experience that you will require of the selected vendor/consultants for this contract? 37. The contractor must demonstrate extensive competency and skill in providing leadership development training. This can be accomplished by documenting both public and private sector experience in this area as well as consultant academic training in this field of expertise. The primary consultant must hold Ph.D. in organizational psychology. The primary recipients of the NIDA leadership training are physicians and research scientists. The Ph.D. credential makes the trainer more creditable to a scientific audience. As a research organization all of the NIDA staff participating in this training are research scientists. 38. Solicitation Item # 3 states: “ Once the Competency Model has been approved the vendor will design training that will help select group (7) to become effective leaders. “ Are there 7 distinct groups of leaders? If not, please clarify the meaning of 7. 39. 7 is the number of participants in the pilot program. Each person is a senior management official at NIDA. Each person is considered a group leader for his/her area of expertise (i.e. division or branch/section chief – IRP only). 40. Is it your intention to have the vendor recommend the number and length of trainings? Or is there a set-amount of time for these trainings to be scheduled over the next year? 41. Our intention is to limit this offering to a 1 two-day pilot program (7 participants) followed by a separate two-day roll out program (20 participants). Follow-up one-hour individual phone coaching sessions as needed can be priced per our per participant. 42. Do you expect to use an online 360 degree feedback instrument? Or would you prefer paper based? Online or hard copy is acceptable. 43. Do you want a separate technical and price proposal? No 44. The solicitation states: “…the vendor must furnish as part of their quote all descriptive material necessary for purchasing activity to determine whether the products meet all salient characteristics of this requirement.” Would you please clarify in detail this statement? In addition to the quotation, all vendors must provide detailed information how the company can best meet the Government’s requirement 45. Do you have a specific methodology in mind that you want the vendor to use in developing the competency model? If yes, what is the methodology? NIDA does not have a leadership competency model. One of the goals to be achieved through this procurement is the development of a customized competency model that will be consistent with the current organizational leadership style and values. The competency model will be designed based on current management practices that have been determined to be effective in both the public and private sectors. 46. We would like to use new technology instead of the MBTI and FIRO-B. Can we substitute the Xyting Insight assessment? NO 47. Do you want us to follow all the requirements in the original solicitation plus the ones in the Amendment, or do you want us only to follow those in the Amendment (FAR 12.6 and FAR 13)? FAR 13 only 48. What are the business objectives that NIDA seeks to accomplish through the RFP? to develop a pilot training program in leadership development for 7 senior nida managers. to teach these staff members how to more effective managers and leaders in a diverse knowledge based organization. 49. Does NIDA intend to use the products derived from the RFP for performance management or other Human Capital actions? NO 50. Please clarify information on the initial 7 participants 51. Are the 7 participants pre-selected? Yes 52. What are their rough titles and organizational rank? Division Directors, Branch/Section Chiefs -- IRP 53. The proposal refers to a second wave of 20 leaders- What are their rough titles and organizational rank? same 54. What percentage of NIDA leadership does this group represent? Information is not available 55. How many levels of leadership exist at NIDA? How many levels of leadership will be involved in this project? Corporate, Middle and Line 56. Should our RFP response quote fees for 7 participants? Or for the pilot group of 7, and the 57. group of 20 participants? The quote should be set up for 7 pilot participants and roll out for 20 participants 58. Is NIDA looking for a specific leadership training event, or an ongoing leadership curriculum? Not ongoing – specific training targeted toward leadership (i.e. managing people). Most of the NIDA senior management are Ph.D.s and/or M.D.s neither of whom have specific training in leading organizations. 59. If NIDA prefers a specific leadership training event, how many days will be allocated? 2 days 60. Is budget information available to share in order to help us determine project scope? No 61. Have competency models of any type (core, functional, leadership) ever been developed orapplied at NIDA? If so, what applications of the model were employed? NO – competency models should be developed as a result of this procurement. 62. Has NIDA leadership and/or staff every implemented a 360 assessment? If yes, what 360 was used and was that experience(s) successful? NO 63. Does NIDA currently offer any type of leadership development programs for the 27 participants in this RFP? If so, please describe. NO 64. There are many competency modeling methodologies. Does NIDA anticipate seeking acomprehensive customized approach that starts from scratch? Yes Or does NIDA seek to 65. customize or build on an existing competency model, such as the OPM model? If it’s appropriate and fits our organizational style and culture then fine. 66. Will the 360 assessment process and training program be rolled out to all NIDA leadershiplevels? No To all NIDA staff? NO 67. How long has NIDA allocated for the pilot development process? 2 days 68. Does NIDA prefer a seminar approach? Or an Action Learning approach? Either 69. If NIDA prefers a seminar approach, how often is it anticipated that this training be offered? Either training model is fine as long as it does not exceed 2 days 70. Depending on the size of the target population does NIDA have interest in a Train-the-Trainer and Licensing option? NO 71. In the absence of a specific length, did you want to receive recommendations from the contractor in the proposal? NO If so, would it be correct to assume that this would be finalized after the Leadership Competency Model is approved? 72. In Amendment 01, There are Items 1, 3 and 4. Item 2 is missing. Please advise. 2 is not missing. Item 2 is They will share this model with the Project Office and provide a plan as to how they will communicate the model to the NIDA Leadership. 73. You mention that "Contractor must have extensive experience with organizational assessment, 360 degree feedback, psychological assessment and executive coaching." Can you please explain further what you mean, with examples, of organizational assessment and psychological assessment? The primary consultant should have a Ph.D. in organizational psychology or other related field of expertise at this academic level. Would you consider the MBTI a psychological assessment for instance and the FIRO-B an organizational assessment? Yes 74. You refer to "NIDA senior management." Is this group of 27 (7 core, larger group of 20) all members of the senior executive service? They are GS-15 and Title 42 = to SES. If not, what is the grade level range? 75. Can you provide the background of the NIDA senior management team? This information will be gathered through the program development phase of the project. For example, are they leaders who have come up through the ranks within NIDA or within NIH? Are they external hires from the private sector or transfers from other government agencies? All of the above. Are they people with drug counseling backgrounds? Not that I’m aware of. 76. Are vendors allowed/encouraged to partner with other vendors in soliciting bids? If necessary 77. At what levels in NIDA’s organization will the first 7 be? Corporate the second group of 20? Middle Management 78. What other groups does NIDA plan to roll this training out for? none 79. What are the evaluation criteria? Credentials both academic and experiential 80. What kind of technical narrative is required? Discussion of methodology, technique. Including descriptive plan of how the program will be developed. NOTE: THIS NOTICE MAY HAVE POSTED ON WWW.FEDBIZOPPS.GOV ON THE DATE INDICATED IN THE NOTICE ITSELF (17-FEB-2005). IT ACTUALLY APPEARED OR REAPPEARED ON THE FEDBIZOPPS SYSTEM ON 20-APR-2005, BUT REAPPEARED IN THE FTP FEED FOR THIS POSTING DATE. PLEASE CONTACT fbo.support@gsa.gov REGARDING THIS ISSUE.
 

Web Link

Link to FedBizOpps document.
(http://www.eps.gov/spg/HHS/NIH/NIDA/02-NIDAIRP-2005/listing.html)
 

Place of Performance

Address: 5500 Nathan Shock Drive Baltimore, MD

Zip Code: 21224

Country: USA
 

Record

SN00793161-F 20050422/050421090822 (fbodaily.com)
 

Source

FedBizOpps.gov Link to This Notice
(may not be valid after Archive Date)

---

| FSG Index  |  This Issue's Index  |  Today's FBO Daily Index Page |