SOLICITATION NOTICE
R -- Assessment by Survey
- Notice Date
- 9/2/2009
- Notice Type
- Combined Synopsis/Solicitation
- NAICS
- 921190
— Other General Government Support
- Contracting Office
- Pension Benefit Guaranty Corporation, Chief Management Officer, Procurement Department, Suite 1090, 1200 K Street, N.W., Washington, District of Columbia, 20005-4026
- ZIP Code
- 20005-4026
- Solicitation Number
- RQ-09-0158
- Archive Date
- 9/26/2009
- Point of Contact
- Jeannie M Dyson, Phone: (202) 326-4160 x3327
- E-Mail Address
-
dyson.jeannie@pbgc.gov
(dyson.jeannie@pbgc.gov)
- Small Business Set-Aside
- Total Small Business
- Description
- Training and Development Needs Assessment for PBGC's Employees, Executives, Managers and Supervisors Statement of Work The Pension Benefit Guaranty Corporation (PBGC), an independent federal agency, protects the retirement incomes of 44.1 million American workers in 30,330 private-sector defined benefit pension plans. PBGC was created by the Employee Retirement Income Security Act of 1974 to encourage the continuation and maintenance of private-sector defined benefit pension plans, provide timely and uninterrupted payment of pension benefits, and keep pension insurance premiums at a minimum. The Human Resources Department (HRD), Learning and Development Division (LDD), is establishing the future training and development needs for PBGC employees, executive, managers and supervisors through survey tools. This action is in support of the Corporate Strategic Plan and Goal 3: Stewardship: The PBGC will exercise effective and efficient stewardship of PBGC resources. HRD under Corporate and Organizational objectives must promote a performance-based culture that improves accountability, organizational performance, employee engagement and morale in addition to balancing the skills and capabilities of people, processes and technology to sustain effective solutions to business requirements. LDD is responsible for providing cost-effective and coordinated strategies for the delivery of training and employee development programs that support the mission and goals of the agency. To accomplish this, the agency through HRD/LDD will contract out for one company to provide surveys to determine the Training and Development Needs Assessment for PBGC's Employees, Executives, Managers and Supervisors. Period of Performance: This project is expected to be completed in six months or less. The first task will begin as soon after award as possible or September 18, 2009. The plan of action and milestones will be agreed upon by the parties at meetings prior to the execution of the individual task. Scope of Work: The Pension Benefit Guaranty Corporation (PBGC) is seeking assistance in conducting a quantitative and qualitative training and development needs assessment for its employees including executives, managers and supervisors in order to identify and prioritize training and development initiatives. There will be approximately 850 individuals to be surveyed. The assessments must be competency based for all employees. Contractor must use the Office of Personnel Management (OPM) Executive Core Qualifications and their leadership competencies as the framework for identifying areas for performance improvement through training and development for Executives, managers and supervisors. See Attachment 1, OPM Executive Core Qualifications which further explains the fundamental competencies and these five executive core qualifications and the complementing competencies. The assessments must also determine, from the managers' and supervisors' perspective, the areas where they believe they need development and which areas are most important for themselves and for their direct reports. Specifically, there will be three training and development needs assessments: • One from non-supervisory employees • Second from executives, managers and supervisors to express the developmental needs of their direct reports • Third from executives, managers and supervisors to express the developmental needs of themselves. PBGC is requesting a sound research design coupled by speedy and confidential on-line assessment services. Data is expected to be provided in different data tables according to occupations, demographics...etc. A final detailed analysis with recommendations is required. Tasks on this project will include: 1. TASK 1: Focus group or one-on-one interviews with selected persons in LDD. These will be conducted with the following in mind: a. To gather and determine the competencies to be used as the basis of the survey(s). b. To gather information on the areas of developmental needs where employees, executives, supervisors and managers need improved competencies to carry out their job responsibilities. c. To gain understanding of the competencies where employees believe they need strengthening and improvement to help them enhance their development. d. To determine a priority ranking of developmental needs identified e. To gather suggestions for how the HRD/LDD can best support employees, managers and supervisors in their developmental needs. f. To inform the development of the online survey 2. TASK 2: Confidential on-line survey(s): We require the development and implementation of an online survey(s) to offer all PBGC employees including managers and supervisors an opportunity to provide information on their developmental needs and issues. The survey should be conducted to achieve the following outcomes: a. To confirm that development is needed in any particular area b. To gather information on the content and scope of development required c. To prioritize developmental needs by determining the areas that will benefit the largest number of employees including managers and supervisors d. To help determine the desired outcomes of development e. To provide a basis for measuring learning outcomes. 3. TASK 3: Comprehensive report of findings: It is a requirement that the data will be gathered and analyzed and that the contractor will provide a comprehensive reports of findings which include recommendations. 4. TASK 4: Only if determined necessary based upon the findings from Task 3, any further meetings, discussions with the vendor to mine further information, clarifications or recommendations for future requirements should not exceed 30 labor hours. Evaluation Criteria: Proposals will be evaluated based on the criteria outlined below. Award will be based upon the combination of the technical quality, past performance, and price which is deemed to be in the best interest of the government. For contractual purposes, technical ability and past performance are more heavily weighted than price. 1. Technical Quality Technical quality will be evaluated as follows: Proposals must be thorough and detailed according to the criteria below. Failure to provide the required information may result in the rejection of that proposal without further consideration. Technical expertise is heavier weighted than the cost. Technical to include A and B below. A. Survey, Assessment Approach: 1. Demonstrated knowledge and experience in assessments and surveys 2. At least fifteen years experience conducting organization-wide surveys in 800+ member organizations including Federal government. 3. A sample of an executive summary of an organizational-wide survey. Name of the organization to remain confidential. 4. Experience of conducting multiple kinds of surveys. Please provide examples. 5. Vendor to be active and contributing body in a business which its primary objective is to conduct assessments and surveys. 6. Experience conducting surveys at PBGC during the past five years is a plus. B. Personal Professional Qualifications of team key personnel: 7. Has a graduate degree in relevant field of study such as business or industrial/organizational psychology. 8. Has at least 15 years of experience providing services in a large organizational setting such as government. 9. Resides in the DC metropolitan area. This condition is preferable to allow for face to face meetings with clients and with the HRD/LDD Program Manager. 2. Past Performance Each offeror must submit a list of two references that PBGC can contact to evaluate the offeror's past performance. Include satisfied customers who had candidates listed in number 2 above. The list must include the following information: a. Name of reference. b. Point of contact. c. Telephone number. d. The focus of the assessment/survey engagement. 3. Fees/cost Vendors are requested to share their payment plan. Invoice and payments will be at the conclusion of each of the task with acceptable final delivery of the assessment reports as described in Task 3. Rates for services may be staggered in price range for Senior Level Executives and below. These funds are estimated and HRD reserves the right to adjust funding and services based on workload and workforce requirements. 4. Other Confidentiality agreement: Vendors awarded will be required to sign a confidentiality agreement. Attachment 1 OPM Fundamental Competencies and Executive Core Qualifications: 1. Leading Change: Ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. Competencies: Creativity and Innovation, External Awareness, Flexibility, Resilience, Strategic Thinking, Vision 2. Leading People: Ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building 3. Results Driven: Ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility 4. Business Acumen: Ability to manage human, financial, and information resources strategically. Competencies: Financial Management, Human Capital Management, Technology Management 5. Building Coalitions: Ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. Competencies: Partnering, Political Savvy, Influencing/Negotiating 6. Fundamental Competencies: These competencies are the foundation for success in each of the Executive Core Qualifications. Competencies: Interpersonal Skills, Oral Communication, Integrity/Honesty, Written Communication, Continual Learning, and Public Service Motivation. Quotations are due September 11, 2009 by 2:00 PM EST and must be submitted via email: Dyson.Jeannie@PBGC.Gov.
- Web Link
-
FBO.gov Permalink
(https://www.fbo.gov/spg/PBGC/CMO/PD/RQ-09-0158/listing.html)
- Place of Performance
- Address: 1200 K Street, NW, Washington, District of Columbia, 20005, United States
- Zip Code: 20005
- Zip Code: 20005
- Record
- SN01938516-W 20090904/090903001927-06a0aa25612ee06bc99bc79d98119c4b (fbodaily.com)
- Source
-
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