MODIFICATION
R -- IHS EEO Services
- Notice Date
- 10/20/2014
- Notice Type
- Modification/Amendment
- NAICS
- 561611
— Investigation Services
- Contracting Office
- Department of Health and Human Services, Program Support Center, Division of Acquisition Management, 12501 Ardennes Avenue, Suite 400, Rockville, Maryland, 20857, United States
- ZIP Code
- 20857
- Solicitation Number
- IHS0001
- Archive Date
- 11/8/2014
- Point of Contact
- Stephen Yuter, , Michael Fischer,
- E-Mail Address
-
Stephen.Yuter@ihs.gov, michael.fischer@hhs.gov
(Stephen.Yuter@ihs.gov, michael.fischer@hhs.gov)
- Small Business Set-Aside
- Total Small Business
- Description
- Equal Employment Opportunity (EEO) Indian Health Services Sources Sought This is a Small Business Sources Sought notice. This is NOT a solicitation for proposals, proposal abstracts, or quotations. The purpose of this notice is ONLY to invite qualified socio-economic firms to submit capability statements demonstrating the ability to provide the services listed below. To be included in the capability statement, firms shall include information regarding: (1) the availability and capability of qualified small business sources; (2) whether they are small businesses; HUB Zone small businesses; service-disabled, veteran-owned small businesses; 8(a) small businesses; veteran-owned small businesses; woman-owned small businesses; or small disadvantaged businesses; and (3) their size classification relative to the North American Industry Classification System (NAICS) code for the proposed acquisition. Your responses to the information requested will assist the Government in determining the appropriate acquisition method, including whether a set-aside is possible. An organization that is not considered a small business under the applicable NAICS code should not submit a response to this notice. Background Federal government agencies, in conjunction with the U.S. Equal Employment Opportunity Commission (EEOC), have the responsibility to prohibit discrimination within the civil service on the basis of race, color, religion or religious accommodation, sex, national origin, age, disability or disability accommodation, genetic information, reprisal for opposition to discrimination or participation in the complaint process, and sexual orientation. Commissioned Corps Officers of the U.S. Public Health Service are not covered under the Equal Employment Opportunity (EEO) laws or subject to the provisions of Title 29 Code of Federal Regulations (C.F.R.) §1614. However, Commissioned Corps Personnel Manual, INSTRUCTION 6, Subchapter CC26.1, "Equal Opportunity: Discrimination Complaints Processing" establishes the rights of Commissioned Corps Officers to be free from discrimination and retaliation. Complaints of EEO discrimination alleged by employees of federal agencies or applicants for federal employment covered by Title 29 C.F.R. § 1614 and any subsequent law, statute, regulation, or directive are included within the scope of this Statement of Work (SOW). Commissioned Corps Officers of the U.S. Public Health Service covered by the Commissioned Corps Personnel Manual, INSTRUCTION 6, Subchapter CC26.1, "Equal Opportunity: Discrimination Complaints Processing" are also included within the scope of this Statement of Work. Objectives Title 29 CFR Part 1614 requires federal agencies to develop and implement equal employment opportunity programs and complaint processing procedures. EEOC Management Directive EEO MD-110 implements the requirements of 29 CFR Part 1614. Federal agencies perform a portion of the required EEO services in house. This statement of work will outline the roles and responsibilities of each party when the Ordering Agency (Agency) needs to contract out investigative, EEO counseling, Alternative Dispute Resolution (ADR), and drafting Final Agency Decision (FAD) functions. Scope of Work Investigations of Formal EEO Complaints The Agency will issue the case assignment to the Contractor. Three types of discrimination complaints may be investigated; the categories are: individual, consolidated, and class complaints. Regardless of the type of discrimination complaint, the investigation is usually performed in four major phases: (a) preparing for the investigation; (b) securing testimony; (c) obtaining documentary evidence and developing statistical information; and (d) preparing the investigative file. The Contractor shall perform work in accordance with the revised and most current editions of applicable laws, regulations, and executive orders that pertain to each case assignment issued under this contract and provided by the Agency to the Contractor. Counseling of EEO Informal Complaints The Agency will issue the case assignment to the Contractor. Three types of discrimination complaints may be counseled; the categories are: individual, consolidated, and class complaints. Regardless of the type of discrimination complaint, the EEO Counseling is usually performed in four major phases: (a) Interviewing the Counselee, Responsible Management Official(s) (RMO), and witnesses; (b) framing the claims and drafting management's and witnesses' responses to the claims; (c) obtaining documentary evidence and statistical information; and (d) preparing the counseling report and related documents. The Contractor shall perform work in accordance with the revised and most current editions of applicable laws, regulations, and executive orders that pertain to each case assignment issued under this contract and provided by the Agency to the Contractor. The Contractor will also use, unless otherwise indicated by the COR, documents and forms provided by the Agency. Alternative Dispute Resolution (ADR) The Agency will determine when an aggrieved person or complainant is to be referred to the Contractor for ADR services. Three types of discrimination complaints may be referred; the categories are: individual, consolidated, and class complaints. Regardless of the type of discrimination complaint, the Alternative Dispute Resolution (ADR) is usually performed in six major phases: (a) Reviewing the Agency dispute file; (b) Developing an ADR Action Plan; (c) Setting up Meetings/Caucuses between the Parties; (d) Reviewing the ADR process with the Parties; (e) Identifying the issues; and either (f) Assisting the Parties in putting a proposed settlement agreement in writing and develop a draft settlement agreement or notifying the Parties if efforts to settle the dispute have been unsuccessful. The Contractor shall perform work in accordance with the revised and most current editions of applicable laws, regulations, and executive orders that pertain to each case assignment issued under this contract and provided by the Agency to the Contractor. The Contractor will also use, unless otherwise indicated by the COR, documents and forms provided by the Agency. Drafting a Final Agency Decision The Agency will issue the case assignment to the Contractor. Three types of discrimination complaints may require written FADs; the categories are: individual, consolidated, and class complaints. Regardless of the type of discrimination complaint, the FAD is usually performed in four major phases: (a) reviewing the Report of Investigation (ROI); (b) Drafting a presentation of facts; (c) conducting and drafting a legal analysis of the claims based on the information and evidence in the ROI; and (d) drafting recommended findings, conclusions, and, if applicable, appropriate remedies. The Contractor shall perform work in accordance with the revised and most current editions of applicable laws, regulations, and executive orders that pertain to each case assignment issued under this contract and provided by the Agency to the Contractor. The Contractor will also use, unless otherwise indicated by the COR, documents and forms provided by the Agency. Investigation of Discrimination Complaints and Preparation of Reports of Investigation The purpose of this subsection is to obtain Reports of Investigation in conformance with the standards established by the Equal Employment Opportunity Commission. Investigations shall be performed to identify and obtain evidence from all relevant sources and gather sufficient information, relevant to the accepted issues in the complaint, to determine the validity of the allegations. If the Agency determines a violation of the applicable laws occurred, the Report of Investigation must provide the Agency with a sufficient factual basis from which to fashion an appropriate remedy. Investigations shall include a thorough review of the circumstances under which the alleged discrimination occurred and the treatment of others not of the complainant's class in the organizational segment. Additionally, the investigation shall require a review of any policies and practices related to the alleged discrimination. 1.1 Agency and Agency Contact Person The Contractor will be provided an Agency Contact Person (ACP) at the Indian Health Service (IHS), Diversity Management and Equal Employment Opportunity Staff (DM & EEO). The ACP is to be determined when the service is ordered and specified on the case assignment by the Agency. The ACP will make the determination of the category of the complaint and the number of issues contained in each complaint. Disagreements between the Agency and the Contractor should be resolved by discussion between the ACP and the Contractor. If a modification to the original case assignment is required as a result of discussions between the ACP and the Contractor, the ACP shall revise the case assignment to reflect the agreed upon category of complaint and/or number of issues, and send the revised case assignment to the Contractor. If disagreements cannot be resolved, the Agency reserves the right to terminate the case assignment. 2. EEO Counseling of Discrimination Complaints and Preparation of Counseling Reports 2.1 Purpose The purpose of the EEO Counseling inquiry is to obtain information regarding the claim(s), address jurisdictional questions, and attempt to facilitate a resolution to the Counselee's requested remedy. The EEO Counselor should interview persons who can provide information that is relevant to the claim(s), settlement, and jurisdictional questions. The EEO counseling inquiry is not an "investigation" nor is it intended to resolve disputed facts; rather, it is simply gathering information necessary for the EEO Counselor to assist the parties in resolving the matter. The EEO Counselor must control the inquiry at all times and seek guidance and assistance from the Agency. Documents generated through EEO Counseling should adhere to Agency formats, style guide requirements, and unless approved in writing, use Agency-provided forms and materials. 2.2 Agency and Agency Contact Person The Contractor will be provided an Agency Contact Person (ACP) at the Indian Health Service (IHS) Diversity Management and Equal Employment Opportunity Staff (DM & EEO). The ACP is to be determined when the service is ordered and specified on the case assignment by the Agency. The ACP will make the determination of the category of the complaint. Disagreements between the Agency and the Contractor should be resolved by discussion between the ACP and the Contractor. If a modification to the original case assignment is required as a result of discussions between the ACP and the Contractor, the ACP shall revise the case assignment to reflect the agreed upon category of complaint, and send the revised case assignment to the Contractor. If disagreements cannot be resolved, the Agency reserves the right to terminate the case assignment. 2.3 Requirements of the Contractor To perform EEO counseling, the Contractor shall: Provide to the ACP within 2 business days from receipt of case assignment the name, contact information, and, if not previously provided, documentation of current counseling certification. Furnish all essential equipment, materials, personnel, and supplies necessary to perform all of the work detailed herein, including conducting EEO counseling and preparing the Counselor's Report. The EEO Counselor will immediately notify the ACP in writing providing details sufficient for the ACP to advise Agency leadership if any of the following occurs: Any individual involved in the EEO Counseling process advises that he/she needs a reasonable accommodation or is unable to perform work duties due to a disability. Any individual involved in the EEO counseling process advises that he/she is a threat to himself or others, or words to that effect, or that any other employee or contractor is a threat to self or others or words to that effect. Conduct EEO Counseling via telephonic interviews, unless otherwise impracticable, at which point in-person interviews are permitted with prior written authorization from the COR. Any alternate method for conducting EEO Counseling must be approved in writing and in advance, of the EEO counseling, by the COR. The EEO Counselor shall contact the Counselee within three (3) days of assignment to schedule the Initial interview. The Initial interview with the Counselee should be conducted as soon as possible after receiving assignment, but no later than eight (8) days of assignment. If the Counselee has provided documentation of representation using the Agency-provided form, the EEO Counselor must include the representative in all correspondence, email, telephone conversations, interviews, and any other contact with the Counselee. Unusual circumstances that may prevent conducting the interview immediately; e.g., illness, emergency leave, priority assignments, must be brought to the attention of the ACP. The EEO Counselor should request, within two (2) business days of the initial interview with Counselee, any documents from the ACP and/or the COR that the EEO Counselor believes are relevant to the limited inquiry. The EEO Counselor must request all relevant documentation regarding the matters raised in counseling from the ACP and the Counselee only (all requests for documents, except for requests to the Counselee, must be made to the ACP or COR). The EEO Counselor must instruct the Counselee to submit all requested/offered documents to the ACP and instruct all witnesses to submit any documents they offer in support of their interviews to the ACP EEO Counselor. The EEO Counselor will review the documents and determine they are to be included in the EEO Counselor's Report within three (3) business days of receipt from the Counselee/witnesses. If the EEO Counselor has any questions regarding the inclusion of the submitted documents with the EEO Counselor's Report, then the EEO Counselor shall check with the ACP for guidance on the matter. The EEO Counselor shall interview all witnesses, including the RMO, within twenty (20) days of the Counselee's Initial contact with the Agency. Prior to contacting anyone other than the Counselee, and if applicable, the Counselee's representative, the EEO Counselor must obtain written authorization from the ACP or COR. The Contractor must notify the ACP immediately if a Counselee or witness refuses to cooperate with the limited inquiry. The ACP will take appropriate steps to secure the witness' cooperation and remind the witness of his/her duty to cooperate with the inquiry. If the Counselee and/or witness ultimately fail to cooperate with the EEO Counselor, the EEO Counselor must document all attempts to secure the cooperation of that uncooperative witness or Counselee in the Counseling Report and attach any documentation, such as emails, to the Report. The EEO Counselor must control the inquiry at all times and seek guidance and assistance from the Agency. The EEO Counselor shall write-up each interview after completion, and incorporate the information into the Counselor's Report. The EEO Counselor shall review and summarize all documents relevant to the claim(s) and incorporate the information into the Counselor's Report. If the EEO Counselor believes the inquiry is deficient procedurally, or in content or scope, he/she shall immediately notify the COR. By the 26th day after the Counselee's Initial contact with the Agency, if the EEO Counselor has not completed the counseling process, the EEO Counselor should contact the Counselee regarding obtaining an extension. A Counselee may agree, in writing, to postpone the Final Interview and extend the period for pre-complaint counseling for up to or less than sixty (60) additional calendar days from the date of the Initial contact. Any extension of counseling must be requested by the EEO Counselor to the ACP and/or COR prior to the expiration of the initial thirty (30) day period. Because timely completion of Pre-complaint counseling increases the probability of informal resolution and minimizes the negative impact that protracted inquiries have on the work environment, requests for extensions of EEO Counseling should be requested from the COR and/or ACP only in the following instances: With the written consent of the Counselee; or Requested by the Counselee; or Unusual circumstances which prevented completion of the counseling inquiry during the initial thirty (30) day period, i.e., illness, travel, or emergency leave of the Counselee, a primary witness; or When the Agency believes that informal resolution is likely or imminent, and a short additional counseling period is necessary to consummate an agreement. The EEO Counselor should attempt to facilitate a resolution of the pre-complaint. If the Counselee and the Agency agree to an informal resolution of the dispute during the course of the EEO counseling inquiry, the terms of the informal resolution should be reduced to writing, and provided to the ACP or COR, and sent to the EEO Office for final review and approval by the EEO Office for form and compliance purposes. The EEO Counselor may not provide said document to anyone other than the ACP or COR. If the Counselee elects to withdraw the Pre-complaint, the withdrawal must be obtained in writing using Agency-provided forms. The EEO Counselor is responsible for submitting a final Counselor's Report, regardless of whether the Pre-complaint is withdrawn, settled, resolved, went to ADR or is completed in any other manner, along with all paperwork gathered during the counseling process to the EEO office within three (3) days of conducting the Final Interview, within three (3) days of the conclusion of EEO Counseling, whether by final interview or otherwise, but no later than the 29th day from the Counselor's Initial contact with the Agency, unless the Counselee has authorized an extension using Agency-provided forms. If such an extension was granted, the Counseling materials are due no later than seven (7) days before the end of the extension period. Submit a weekly status report of all open EEO Counseling cases to the COR; or submit a status report of any and all open EEO Counseling cases upon the request of the COR in a format acceptable to the COR. Perform EEO Counseling and have access to data related to any complaint only after providing a signed Nondisclosure Agreement for all personnel assigned under this Statement of Work. Review all relevant personnel records and statistical data and make copies as needed for inclusion in the Counselor's Report. 3. Alternative Dispute Resolution (ADR) At a minimum, the Contractor shall include the following steps in the ADR process: Review of Agency Dispute File: The Contractor shall review the Agency dispute file to determine the specific action(s) that caused the Aggrieved Person to believe that he/she is a victim of discrimination. The Contractor shall develop an ADR Action Plan, including milestone dates. The ADR Action Plan shall be made available to the Agency Contact Person (ACP) in accordance with the timeframes of this Statement of Work (SOW). The ADR Action Plan shall identify the name of the proposed dispute resolution professional and include a copy of the dispute resolution professional's resume detailing his/her ADR experience. Meetings/Caucuses: The Contractor shall advise the principal parties of the time and place for the ADR meeting(s). The Contractor shall explore with the parties various options for resolving the dispute. Meetings shall be conducted during normal duty hours of the principal parties. The Contractor shall also mediate like or related issues raised during the ADR process. Initial Meeting: The Contractor shall, before beginning ADR and throughout the process, review with the parties the ADR process, respective responsibilities of the dispute resolution professional and the parties, affirm the party's willingness to participate in the process, and fully explain EEO procedures and guidelines relating to ADR. Identification of Issue(s) and Basis (es): The Contractor shall encourage and elicit sufficient information from the parties to ensure that the issue(s) is clearly defined. Agreement: If the allegation(s) is resolved and full or partial agreement is reached on the substance of the dispute, the Contractor shall assist the parties in putting the proposed Settlement Agreement in writing and develop a draft Settlement Agreement. Closure: When it becomes apparent to the Contractor that resolution will not be reached, the Contractor shall inform the parties that their efforts to settle the dispute have been unsuccessful and shall close the ADR process. The Contractor shall maintain confidentiality in the process unless required to by law. The Contractor is required to adhere to the Model Standards of Conduct for Mediators promulgated by the Society of Professionals in Dispute Resolution, the American Arbitration Association, and the American Bar Association. The Agency shall: Determine when an aggrieved person or complainant is to be referred to the Contractor for ADR. 1. Obtain written consent agreement from the parties to participate in the ADR process. 2. Forward the case to the Contractor. 3. Provide private meeting space for the on-site visit and/or authorize other method(s) of ADR to accomplish resolution. 4. Provide other accommodation(s)/aid(s) that may be requested by persons with disabilities. 5. Make available Agency officials who will be able to respond to questions and who have authority to resolve the dispute. The Contractor is required to adhere to the Model Standards of Conduct for Mediators promulgated by the Society of Professionals in Dispute Resolution, the American Arbitration Association, and the American Bar Association. 1. Confidentiality: All information revealed during the ADR process is confidential. The Contractor shall advise the parties to the resolution attempt of their obligation to resist disclosures of information about the contents and outcomes of the ADR process. The Contractor in connection with the ADR function shall not utilize electronic devices used for recordings or transcripts of ADR proceedings or conferences. 2. Additional Services: Upon request of the Agency, the Contractor and the COR may negotiate terms and conditions for additional ADR services, e.g. neutral evaluations, conciliation, mini-trials, etc. 4. Preparation of Final Agency Decisions 4.1 Agency and Agency Contact Person The Contractor will be provided an Agency Contact Person (ACP) at the Indian Health Service (IHS) Diversity Management and Equal Employment Opportunity Staff (DM & EEO). The ACP is to be determined when the service is ordered and specified on the case assignment by the Agency. The ACP will make the determination of the category of the complaint. Disagreements between the Agency and the Contractor should be resolved by discussion between the ACP and the Contractor. If a modification to the original case assignment is required as a result of discussions between the ACP and the Contractor, the ACP shall revise the case assignment to reflect the agreed upon category of complaint, and send the revised case assignment to the Contractor. If disagreements cannot be resolved, the Agency reserves the right to terminate the case assignment. 4.2 Case Assignment The COR will electronically forward the case assignment; the ACP will, depending on the size of the document files, electronically or via a nationally recognized mail service, forward the Report of Investigation (ROI) and the case file. The Contractor shall assign a FAD Writer to a matter within two (2) business days of receipt of the assignment. 4.3 Requirements of the Contractor The Contractor shall prepare FADs and have access to information related to any complaint only after providing a signed Nondisclosure Agreement for all personnel assigned under this Statement of Work. The Contractor shall prepare a FAD which discusses and analyzes all claims presented in the formal complaint(s). The analysis shall consist of a presentation of facts, and recommended findings and conclusions. The analysis shall be clear, concise, logical, well-reasoned, well documented and fully supported. It should include all procedural and substantive issues presented. The Contractor shall submit an electronic copy (MSWord format via email or on CD Rom) of the completed FAD to the ACP within twenty (20) calendar days of receipt of the complete case file, including ROI. The Contractor shall submit a weekly status report of all pending FADs to the COR; or submit a status report of any and all pending FADs upon the request of the COR. To prepare a FAD, or Recommended FAD, the Contractor shall: Furnish all essential equipment, materials, personnel, and supplies necessary to perform all of the work detailed herein, including reviewing the ROI and completing the FAD. Each FAD ordered under this contract shall be limited to the specific issues accepted and investigated in the ROI. Claims dismissed by the Agency shall be reviewed and a statement of concurrence or non-concurrence with the dismissal shall be included in the FAD. If the FAD reverses a dismissed claim, the claim shall be adjudicated in the FAD or remanded for supplemental investigation, if necessary. If the Contractor believes there are procedural grounds for dismissing the entire complaint, or some of the accepted claims, the FAD should address those grounds in addition to the decision on the merits. Each FAD must articulate the relevant facts, legal standard, and analysis with sufficient clarity so that: 1) the complainant can understand how the final decision was reached on each claim, and 2) the decision can withstand EEOC scrutiny on appeal. Following the prescribed format, the FAD must: State the claim (basis(es) and issues); Summarize the relevant procedural (processing events and dates) and factual (testimony and documentary evidence) background; Provide a thorough analysis (apply appropriate theory of discrimination); and Set forth the recommended conclusion (finding of discrimination, no finding of discrimination, and/or procedural dismissal). If discrimination is found, the FAD will include an "ORDER" for appropriate equitable remedies consistent with 29 C.F.R. § 1614.501. Generally, where compensatory damages are appropriate, an award amount will not be given in the original FAD, unless sufficient information was provided in the ROI to make that determination. Instead, the complainant will be advised that compensatory damages may be available and will be provided with guidance on the procedure used for requesting, proving, and determining compensatory damage awards. The analysis of each claim must follow established rules, regulations and legal principles and precedents. The FAD must clearly identify which theory of discrimination is being applied, i.e., disparate treatment, hostile work environment harassment, and/or adverse impact. Case law precedents relied on in the FAD will be cited and will be in accordance with the EEOCG Style Guide. Matters from the ROI referenced in the FAD will be accordance with the EEOCG Style Guide and include Exhibit and page number. Ability and skill level The EEO Counselors, Mediators, Investigators, and FAD Writers must possess the following requisite training, experience, knowledge, and skills to perform the required EEO services. EEO Counselors and Investigators must receive the applicable thirty-two (32) hours of training and eight (8) hours of refresher training each fiscal year thereafter as described in the EEO MD-110. EEO Mediators must receive the applicable thirty-two (32) hours of training and eight (8) hours of refresher training each fiscal year thereafter as described in the EEO MD-110. FAD Writers must have completed at least 5 cases/decisions; and have a minimum of two (2) years of Federal EEO Investigative or FAD Writing experience and/or legal analysis experience. The Contractor must ensure that its employees, staff, or sub-contractors maintain the required professional certification(s). The Contractor must retain documentation of such records and must provide a copy of the certificate and Counselor's, Mediator's, Investigator's, and/or FAD writer's resume to the COR prior to case assignments, if requested. The Government will not pay expenses for Contractor, its employees, staff, or sub-contractors to meet and/or maintain the professional certification requirement(s). In accordance with FAR 37.1l4(c), the Contractor, its employees, and sub-contractors must always identify themselves as Contractor personnel when dealing with Government employees or the public in the performance of the services under this contract. All documents or reports produced by a Contractor must also be suitably marked as contractor products. Property The Contractor shall be responsible for ensuring that EEO Counselors, Investigators, and FAD Writers have access to commercially available computer hardware and software necessary to perform the duties under this SOW, including but not limited to a personal computer running an operating system of Windows 7 or later, Microsoft Office 2007 or later, Adobe Professional X or later, Internet Explorer, a scanner, internet connectivity, and telephonic and fax access. All individuals working under this Contract must maintain and regularly access email accounts capable of transmitting and receiving documents. The Government is not responsible for furnishing any equipment or connectivity necessary for performing work under this contract. Deliverable Format All documents generated by the Contractor must be created using Microsoft Office products or otherwise in compliance with Section 508 of the Rehabilitation Act of 1973, as amended. Availability of Investigators, Mediators, EEO Counselors, and FAD Writers The Contractor must be able to assign an investigator to an Agency investigation within five (5) business days of a request from the Agency, an EEO Counselor within two (2) business days from the request of the Agency, the EEO Mediator within two (2) business days, and a FAD writer within two (2) business days from the request of the Agency. The Agency requires that the investigator secure testimony and the EEO Counselor conduct counseling duties via telephone or in-person interviews unless otherwise approved by the Agency. The investigator has the option of conducting the interviews via either method, but the EEO Counselor should conduct the interviews and counseling duties via telephone unless otherwise impracticable. The Agency requires that the mediator conduct mediation duties via telephone or in-person interviews unless otherwise approved by the Agency. The mediator has the option of conducting the interviews via either method, but the EEO Mediator should conduct the mediation in a manner most conducive to the Parties of the mediation. The Agency can be divided into two categories, Headquarters Offices and Regional Offices, called Areas. The EEO cases will be located within either the Headquarters Offices or in one of the Agency's twelve Regional Offices (Areas) identified as follows: IHS Regional Offices (Areas) Alaska AreaAlbuquerque Area Bemidji AreaBillings Area California AreaGreat Plains Area Nashville AreaNavajo Area Oklahoma AreaPhoenix Area Portland AreaTucson Area The Government will not reimburse any travel expenses unless prior authorization from the COR is granted in writing. Anticipated Period of Performance BaseDecember 14, 2014 through December 13, 2015 Option Year OneDecember 14, 2015 through December 13, 2016 Option Year TwoDecember 14, 2016 through December 13, 2017 Option Year ThreeDecember 14, 2017 through December 13, 2018 Option Year FourDecember 14, 2018 through December 13, 2019 Disclaimer and Important Notes. This notice does not obligate the Government to award a contract or otherwise pay for the information provided in response. The Government reserves the right to use information provided by respondents for any purpose deemed necessary and legally appropriate. Any organization responding to this notice should ensure that its response is complete and sufficiently detailed to allow the Government to determine the organization's qualifications to perform the work. Respondents are advised that the Government is under no obligation to acknowledge receipt of the information received or provide feedback to respondents with respect to any information submitted. After a review of the responses received, a pre-solicitation synopsis and solicitation may be published in Federal Business Opportunities. However, responses to this notice will not be considered adequate responses to a solicitation. Confidentiality. No proprietary, classified, confidential, or sensitive information should be included in your response. The Government reserves the right to use any non-proprietary technical information in any resultant solicitation(s). Interested small business firms are highly encouraged to respond to this notice. However, firms should understand that generic capability statements are not sufficient for effective evaluation of their capacity and capability to perform the work required. Responses must directly demonstrate the company's capability, experience, and ability to marshal resources to effectively and efficiently perform the objectives described above. Capability statement: Interested parties should provide IHS with a capability statement on their company's ability to perform. The following information is to be included in the white paper: Information about their organizations: (a) staff expertise, including their availability, experience, and formal and other training; (b) current in-house capability and capacity to perform the work; (c) prior completed projects of similar nature; (d) corporate experience and management capability; and (e) examples of prior completed Government contracts; (e) references, and other related information; Respondents' DUNS number, organization name, address, point of contact, and size and type of business (e.g., 8(a), HUB Zone, etc.) pursuant to the applicable NAICS code; technical and administrative points of contact, including names, titles, addresses, telephone and fax numbers, and e-mail addresses Federal Supply Schedule information (if applicable) Responses shall be delivered, via email, in Microsoft Word format and must be received by 5:00PM EST October 24, 2014 Page limitation of responses: Four (4) Responses shall be addressed to: Stephen Yuter Contracting Officer, Head of Contracting Activity Program Support Center Department of Health and Human Services Email: Stephen.Yuter@hhs.gov
- Web Link
-
FBO.gov Permalink
(https://www.fbo.gov/spg/HHS/PSC/DAM/IHS0001/listing.html)
- Place of Performance
- Address: TBD, United States
- Record
- SN03553659-W 20141022/141020233919-1bd0f1cbed922208eee7145beb01b011 (fbodaily.com)
- Source
-
FedBizOpps Link to This Notice
(may not be valid after Archive Date)
| FSG Index | This Issue's Index | Today's FBO Daily Index Page |