SOURCES SOUGHT
R -- Manpower analysis
- Notice Date
- 7/19/2018
- Notice Type
- Sources Sought
- NAICS
- 541612
— Human Resources Consulting Services
- Contracting Office
- Strategic Systems Programs, 1250 10th Street, SE, Suite 3600, Washington, DC, District of Columbia, 20374-5127, United States
- ZIP Code
- 20374-5127
- Solicitation Number
- 3186STRAT
- Archive Date
- 8/16/2018
- Point of Contact
- Alexander Miller, Phone: 2024338429
- E-Mail Address
-
alexander.miller@ssp.navy.mil
(alexander.miller@ssp.navy.mil)
- Small Business Set-Aside
- N/A
- Description
- A. DISCLAIMER THIS SOURCES SOUGHT NOTICE IS FOR INFORMATIONAL PURPOSES ONLY. THIS IS NOT A REQUEST FOR PROPOSAL. IT DOES NOT CONSTITUTE A SOLICITATION AND SHALL NOT BE CONSTRUED AS A COMMITMENT BY THE GOVERNMENT. RESPONSES IN ANY FORM ARE NOT OFFERS AND THE GOVERNMENT IS UNDER NO OBLIGATION TO AWARD A CONTRACT AS A RESULT OF THIS ANNOUNCEMENT. NO FUNDS ARE AVAILABLE TO PAY FOR PREPARATION OF RESPONSES TO THIS ANNOUNCEMENT. ANY INFORMATION SUBMITTED BY RESPONDENTS TO THIS TECHNICAL DESCRIPTION IS STRICTLY VOLUNTARY. B. INTRODUCTION SOURCES SOUGHT NOTICE The information provided in response to this sources sought notice will be used to complete SSP's market research in an effort to identify any other potential and eligible vendors capable of fulfilling the requirements described in paragraph C below. NOTE: The Government is not obligated to and will not pay for any information received from potential sources as a result of this synopsis. THIS SOURCES SOUGHT IS NOT A REQUEST FOR PROPOSAL C. REQUIREMENT Baseline Manpower Assessment and Workforce Assessment Tool (Phase 1) Based on SSP's strategic vision, mission, goals, objectives, requirements, and business plans the Contractor shall develop a comprehensive manpower assessment for identified SSP Branches and FAs; which will be identified at the task order level. The Contractor shall provide a standard approach and tool for manpower assessments which shall include: •A framework that clearly defines the organization's capability areas, develops baseline manpower assessments and enables the branch's ability to assess functions and areas of responsibilities, •An interactive workforce dashboard that shows current expenditure of staff time across identified SSP Branches and FAs in SSP's established function-responsibility framework, •Support Government's assessment of organizational capacity alignment and whether aligned with management's/leadership's priorities, •A description of the most likely attrition scenarios and how this attrition may impact capability standpoint, and •Develop and deliver a tool integrated within SSP's standard approach/tool but customized to each branch that shows the impact of potential efficiency improvements, changes in level of effort, and other strategic decisions and that can be updated by the government at a later date to show trends over time. The Contractor shall deliver a Plan of Action and Milestones (POA&M) consisting of a timeline for executing SSP's selected approach/tool for the Branch/Branches under the scope of the project, with completion dates for developing each workforce assessment. Workforce Assessment and Assessment Tool II (Phase 2) The Contractor shall leverage subsequent workforce assessments (Phase 1) and conduct an assessment for specified SSP Branches and FAs identified at the task order level. The Contractor shall develop and deliver a branch/FA unique workforce planner (tool) that models current and emerging manpower needs and accurately forecast future manpower needs associated with above SSP Branches and FA functions. Such assessments shall include current and emerging SSP Branch and FA staffing requirements and accurately forecast current and future staffing needs in relation to strategic mission, objectives, changing program requirements, and future command requirements. The Contractor will deliver Branch and FA unique/specific workforce assessment tool that has capability to show how requirements could shift based on a changing environment and allows for the tool to be updated by the government at a later date. The Contractor shall provide a Workforce Assessment and Assessment Tool II to include: •A branch/FA unique workforce planner (tool) that models current and emerging staffing needs and accurately forecast future staffing needs associated with SSP Branches and FA functions. A description of the type of critical skills and key knowledge required to meet future mission requirements as identified by above Branches and FA, •By SSP Branch and FA, a quantification of the number of personnel required, by skill and competency, to meet future mission requirements, •An analysis of branch and FA critical functions that, based on type and number of resources required to meet future requirements, describes how best to achieve without increasing branches/FA end strength/headcount, and •Develop and deliver a tool integrated within SSP's standard approach/tool that shows how requirements could shift based on a changing environment and allows for the tool to be updated by the government at a later date. The Contractor shall deliver a POA&M consisting of a timeline for executing SSP's selected approach/tool for the Branch/Branches under the scope of the project, with completion dates for developing each workforce assessment. Strategic Workforce Blueprint (Phase 3) The Contractor shall create and develop a Strategic Workforce Blueprint, based on data gathered and analyzed during SSP Branches and FA manpower and workforce assessments. The Contractor shall combine Phase 1 and Phase 2 data from the Branches into the workforce tool. The long-term strategy blueprint and command roadmap shall identify and address longer term gaps and needs. Development of the blueprint includes working with senior leaders to identify changes in mission requirements to predict and identify future skills employees must possess and any training these employees may require to meet the requirements of their positions. This blueprint shall include training and development solutions; and identification of potential employee losses and develop plans to enable managers to prepare employees to assume the responsibilities of a departing employee, to ensure SSP's mission continuity, and highlight to SSP leadership where any high attrition risks intersect with critical command capabilities. The Contractor shall deliver a POA&M consisting of a timeline for executing SSP's selected approach/tool for the Branch/Branches under the scope of the project, with completion dates for developing each workforce assessment. Workforce Assessment Tool Minimum Technical Requirements The Contractor shall have the ability to use SSP's selected workforce assessment approach and tool, or a comparable off-the-shelf workforce assessment approach and tool, to complete the orders issued under each CLIN. The Contractor's workforce assessment approach and tool must have the following capabilities: •Provide Web-based data collection from multiple users simultaneously across a distributed organization •Provide software-supported data validation and supervisor oversight •Display completion progress tracking and completion status dashboards •Display data collection against a matrixed framework of organizational functions and areas of responsibilities •Provide an interactive web-based dashboard presentations of organizational capabilities and attrition impacts against a matrixed framework of organizational functions and areas of responsibilities •Ability to toggle between organization, unit, and individual views •Ability to examine the impact of potential future scenarios and strategic decisions on staff level of effort, distribution of work, and overtime cost •Ability to produce custom static reports from dashboard •Ability for customization to address any additional questions or pain points that SSP leadership may have The Period of Performance is estimated to be 60 months. The Contractor shall provide personnel who maintain a secret level clearance to enable the appropriate level of building access to conduct necessary meetings and other data gathering requirements. D. RESPONSE DEADLINE Interested sources shall submit a brief capability package by 12:00pm Eastern on August 1, 2018 (10 pages or less) containing: 1) Company Name and Address, 2) Company Point of Contact, 3) Email Address, 4) Phone Number, 5) specifics addressing the tasking listed above and the company's capability, and 6) have the capability to provide a commercial workforce assessment tool. Responders shall indicate which portions of their response are proprietary and should mark them accordingly. It is the responsibility of the interested businesses to monitor the FEDBIZOPS website for additional information pertaining to any potential acquisition and provide security clearances if necessary. Electronic responses are acceptable. Email electronic responses to Alexander Miller at email: Alexander.Miller@ssp.navy.mil with "Sources Sought" in the subject line of the Email. Contracting Office Address: SPN, 1250 10th Street S.E., Suite 3600, Washington Navy Yard, 20374-5127
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- SN04998543-W 20180721/180719230914-240171328d514e07495127214cc89a13 (fbodaily.com)
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