National Archives and Records Administration, Acquisitions Services Division (NAA), 8601 Adelphi Road, Room 3360, College Park, MD 20740-6001

R -- DESIGNING THE CORE "HUMAN RESOURCE" SYSTEMS AND COMPONENTS SOL NAMA-98-N9-P-0028 DUE 082098 POC Joan Stewart,301-713-6755, x 228, Fax: 301-713-6910 The National Archives and Records Administration (NARA) required the following: BACKGROUND: The Military Personnel Records facility (MPR) of the National Archives and Records Administration (NARA) maintains approximately 50 million official military personnel files. Each year MPR responds to approximately 1.5 million requests for information from these files from veterans, government agencies, and the public. In order to improve the servicing of information requests, NARA initiated a Business Process Reengineering (BPR) project to reengineer MPR's reference service process. The result of the BPR study was a vision of a redesigned reference service process and a re-structuring of reference service staff. The implementation of this vision requires the development of core human resource systems in support of the staff re-structuring, establishing an experimental pilot team to test the redesigned systems, assistance in planning the full implementation of those new systems and the transition to the new systems. OBJECTIVE: The objective of this task order is to acquire the services of a contractor to assist the MPR/BPR Project Manager and NARA Personnel Officer in designing the core HUMAN RESOURCE systems and components consistent with the "To-Be" vision of a reengineered MPR reference service process, which includes: -Pilot team experiment, -Organizational structure, -Career progression, job certification and pay, -Performance management and incentive awards, -Workforce management and transition planning. SPECIFIC TASKS: The contractor shall work with the NARA Project Manager and Personnel Officer assisting in the development of the following systems: A. Pilot Team -- This experiment will simulate many of the process and information technology innovations envisioned for the reengineered MPR reference service. DELIVERABLES: This will require the development of serveral human resource components: 1.Staffing Plan, 2.Selection Plan based on voluntary participation, 3.Draft position descriptions, 4.Draft individual performance plans and rating criteria, 5.Draft team performance plan based on the Balanced Scorecard Vision, 6.Performance monitoring mechanism, 7.Experiment evaluation mechanism, 8.Technical and staff development training. ASSESSMENT OF PILOT TEAM EXPERIENCE: Organizational Structure -- The re-structuring vision calls for transforming the current hierarchical organization based on military service-centric branches and sections into a cross-service team-based environment. This will require the following: DELIVERABLES: 1.Formal NARA reorganization plan, 2.Final staffing plans to include NPRC positions not assigned to teams, 3.Final position descriptions. C. Career progression, job certification and pay -- Central to the human resource vision of a reengineered and restructured MPR is the developmentment of a career laddar on each team that reflects individual, developmental advanceament based on the acquisition and demonstration of skills and competencies and workload assessment. DELIVERABLES: 1.Skillsand competencies inventory for each level of the career ladder, 2.Classification actions confirming and establishing the new career ladder QUESTION: Are we asking the contractor to classify jobs?, 3.Development of a "Career Ladder Advancement Plan", 4.Development of the "Certification Assessment Process and Plan". D. Performance Management and incentive pay -- A core component of the human resource structure within the vision is the shift in focus from individual performance to group or team performance. Recognizing the continuing requirement to maintain the NARA performancea system, there will be the need to create a dual system that ties individual performance plans to the teams' Balanced Scorecard Performance Plan. This will require the following: DELIVERABLES: 1.Final and formal individual position performance plans tied #2 below, 2.Development of a team-based "Balanced Scoarecard Performancae Plan" scoring the following meansures:-Speed/Cycle-time,-Cost Per Case,-Customer Satisfaction,-Individual/Team Development, 3.Development of a team-based clompensation structure for incentive awards. E.Workforce Management and Transition Planning -- The magnitude of this restructuring will require close coordination between MPR management and the NARA personnel office. Consequently, specific action plans will be required to ensure a smooth transition during the protracted team roll-out period. DELIVERABLES: 1.Structural transition plan, 2.Employee Transition Plan, 3.Management Transition Plan 5. SECURITY: In compliance with the Privacy Act (5 U.S.C. 55a), the Contractor shall ensure that unauthorized access to any military service records is prohibited. The Government will permit and authorize Contractor personnel who have the required security clearances and/or need to know access to relevant records. Contractor shall not disclose the information contained in such records to any person. 6.PLACE OF PERFORMANCE: This project will be performed primarily at the National Personnel Recoards Center, St.Louis, MO and atthe contractor's site. 7. GOVERNMENT FURNISHED INFORMATION: NARA will provide the contractor with the following information: A.NARA personnel policy and procedures, B.Project Milestone Chart, C.Project Business Case/Cost Benefit Analysis. Any other information that would add to the the completeness of the contractor's analysis can also be provided. For a copy of the full statement of work (SOW), please fax a request and/or questions to Joan Stewart, 301-713-6910. Mailing Address is: National Archives, 8601 Adelphi Road, Rm 3360, College Park, MD 20740. Government will not pay for any materials provided to it in response to this synopsis and submittals will not be returned to the sender. Posted 08/05/98 (W-SN232846). (0217)

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