Export-Import Bank of the United States, 811 Vermont Avenue, N.W., Room 1023, Washington, D.C. 20571

B -- ``COMPREHENSIVE REVIEW OF THE EX-IM BANK HUMAN RESOURCE MANAGEMENT PROGRAM'' Sol 95-0S-0010 due 052396. Contact Barbara H. Hardin, (202)565-3338, FAX (202)565-3528. The Export-Import Bank of the United States (Ex-Im Bank or the Bank) plans to issue a sole source contract to the National Academy of Public Administration (NAPA) to conduct a comprehensive review of its human resource management program with emphasis on the plans, policies and systems that support its mission, vision, and goals. This initiative is undertaken to ensure that the Bank's human resource program meets the needs of Ex-Im Bank and its workforce. The contractor will accomplish the following tasks: (1) Review all pertinent documents related to the Bank's human resource management program including policies, guidelines, procedures and practices, and relevant studies; (2) Interview senior Bank officials including the Chairman, Bank Directors, General Counsel, Executive Vice President, Senior Vice Presidents, and selected Vice Presidents and equivalents; (3) Interview the Director of Personnel and all staff in the Office of Human Resources; (4) Interview other appropriate individuals from within and outside the Bank, as deemed necessary; (5) Perform an assessment of human resource programs, operations, policies, practices, etc., utilizing a variety of data gathering and analysis tools with emphasis on identifying problem areas requiring immediate attention; (6) Recommend specific action plans in those areas requiring immediate attention; (7) Design a long-term human resource management strategy accomplished through partnering with a Bank task force comprising representatives from across the agency; (8) Work with the Bank task force to identify ``best'' human resource practices of other public and private sector organizations; (9) Develop, in partnership with the Bank task force, an initial human resource program management model; (10) Update Bank officials of progress of the human resource model on at least a monthly basis during the development phase of the model; (11) Submit to senior management a comprehensive and detailed set of recommendations--legislative, regulatory and internal--on enhancements to the Bank's human resource management program; (12) Assist Bank personnel in implementing action plans for change; (13) Assist the Bank in re-designing its pay, classification and pay-for-performance systems through a demonstration project, agency-specific legislation, etc.; (14) Assist the Bank in developing a long-range plan for implementing approved recommendations; (15) Assist the Bank in developing specific criteria for monitoring program effectiveness and overall program evaluation; (16) Prepare an annual evaluation of the Bank's progress in meeting its long-term strategic plan for human resource change; and (17) Provide on-going advisory services to personnel of the Office of Human Resources during the period of this contract. NAPA is a non-profit, non-partisan organization, chartered by Congress to improve governance and public management at all levels of government. The Academy is well-equipped to perform the work due to its objectivity, credibility, and specific technical and professional human resources management expertise. There are two (2) major functions to be performed, (1) the review of existing human resource programs, and (2) the preparation for the implementation of new programs designed by the Bank under Office of Personnel Management (OPM) Demonstration Project Authority. NAPA's stature as an organization, chartered by the Congress, that works closely with OPM in the area of designing new human resource programs makes it uniquely situated to assist us in deciding how to approach the design of alternative personnel systems. NAPA is involved in many HR system redesign efforts at this time, including one for a consortium of a number of sponsoring Federal agencies, including the Bank. The resulting proposals are expected to provide much useful information that will assist us, first, as we decide what kinds of changes we would like to make in our programs and then, for guidance about how to approach the kinds of program innovations we choose to pursue. In association with NAPA we gain access to a unique wealth of practical expertise as well as comprehensive knowledge of the state-of-the-art in HR systems from an organization that is pursuing research specifically from the standpoint of what will work for the Federal government. NAPA's standing as an organization chartered by the Congress is even more potentially valuable in that they are uniquely qualified to help us determine whether the Bank is a candidate for a full-fledged alternative personnel system. Further, they are well equipped to advise us on how to present such a proposal to the Congress, which holds final approval authority. No other organization exists that can provide this particular combination of expertise and experience that will be so vitally important as we decide how to pursue HR systems redesign at the Bank. No solicitation exists for this effort. Responsible sources may submit a proposal, based upon the outlined tasks, which will be considered by the Agency. Such proposals must be received by May 23, 1996. (135)

Loren Data Corp. http://www.ld.com (SYN# 0011 19960515\B-0001.SOL)