SOURCES SOUGHT
R -- 360 - Assessment and Feedback
- Notice Date
- 2/12/2010
- Notice Type
- Sources Sought
- NAICS
- 541618
— Other Management Consulting Services
- Contracting Office
- Federal Energy Regulatory Commission, Office of the Executive Director, Division of Procurement, 888 1st Street, N.E., Washington, District of Columbia, 20426, United States
- ZIP Code
- 20426
- Solicitation Number
- FERC10-I3452
- Archive Date
- 3/6/2010
- Point of Contact
- Gloria E Brown, Phone: 2025028224
- E-Mail Address
-
gloria.brown@ferc.gov
(gloria.brown@ferc.gov)
- Small Business Set-Aside
- N/A
- Description
- This is a SOURCES SOUGHT SYNOPSIS for market research purposes. THIS IS NOT A REQUEST FOR PROPOSALS. INFORMATION RECEIVED WILL BE USED FOR MARKET RESEARCH PURPOSES ONLY. The North American Industry Classification System (NAICS) Code 541618, Other Management Consulting Services. ALL BUSINESS SIZES ARE WELCOME TO RESPOND TO THIS SOURCES SOUGHT NOTICE. The Federal Energy Regulatory Commission is seeking businesses that can provide 360 - Degree Assessment and Feedback services. The 360 - Degree Assessment is a process that collects confidential performance information from multiple perspectives to identify individual and team strengths and developmental areas. The 360 degree assessment is for approximately 33 managers in its organization and approximately 240 staff and the FERC has approximately 1,300 staff. The managers for which the 360 assessment will be conducted are at the Senior Executive Service and GS-15 level. The mission of OEMR is to serve the public interest by providing leadership and vision in promoting competitive energy markets and ensuring just and reasonable rates, terms and conditions of service in natural gas pipeline, oil pipeline and electric power markets. The component deliverables of the 360 degree assessment are: •training workshop for the managers participating in this 360 degree assessment; and, •on-line assessment administration performed for each manager; •individual assessment analysis and office assessment analysis •follow-up coaching session for managers. The objective of the 360 degree assessment is to provide a basis for increased leadership development for OEMR managers. A description of these work items is detailed below. The first element of the 360 degree assessment is a training workshop for OEMR managers participating in this assessment process. The content of the workshop should address these issues: goals of the 360 degree assessment, confidentiality of completing the survey by the participants, methods used in administering the process, instructions on completing the survey and how the results of the survey will be used. The second element is the on-line assessment survey. For the administration of the survey we anticipate it will involve 8-10 participants completing the survey for each manager. It should be noted that the OEMR leadership model is closely aligned with the OPM competencies model and the survey design and questionnaire should reflect those OPM competencies. The overall design of the survey instrument should allow the rater to include examples and comments for the manager as it relates to the question. Please discuss the benefits and costs of allowing the rater to include examples and comments for the manager as it relates to specific questions within the survey instrument. The third element is an analysis of the results of the survey provided through a set of reports. The reports will consist of a general analysis of the overall survey results of the managers in OEMR as well as separate reports providing an individual analysis for each manager. The fourth and final element for the 360 degree assessment is a second workshop held to address the overall findings of the survey with the managers in OEMR. An option for consideration is a follow-up individual coaching session for each manager. In preparing your response allocate between 1-2 hours for each individual coaching session, or propose a different amount of time and explain why that would be more effective. The coaching sessions should include a review of the manger's individual survey results, suggestions on improvement and building on current skills. In addition, for each manager, provide options for an individual developmental plan (IDP). When preparing your reponse include the coaching sessions and IDP development as separate in the assessment.
- Web Link
-
FBO.gov Permalink
(https://www.fbo.gov/spg/FERC/OFAO/WashingtonDC/FERC10-I3452/listing.html)
- Place of Performance
- Address: Federal Energy Regulatory Commission, 888 First Street, NE, Washington, District of Columbia, 20426, United States
- Zip Code: 20426
- Zip Code: 20426
- Record
- SN02064587-W 20100214/100212234555-96dc33ea0b0d707659cc0efc0ce18506 (fbodaily.com)
- Source
-
FedBizOpps Link to This Notice
(may not be valid after Archive Date)
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