U.S. General Accounting Office, Acquisition Management, 441 G. Street N.W., Room 6851, Washington, DC 20548

99 -- RECRUITMENT FOR EXCUTIVES AND/OR MANAGEMENT LEVEL PERSON(S). SOL OAM-2000-N-0040 DUE 070300 POC Darion A. Powell (202) 512-3725 DESCRIPTION: This is a combined synopsis/solicitation for commercial items prepared in accordance with the format in Subpart 12.6, as supplemented with additional information included in this notice. This announcement constitutes the only solicitation; proposals are being requested and a written solicitation will not be issued. This is a Request for Proposals (RFP) OAM-2000-N-0040. This combined synopsis/solicitation is organized in nine parts: 1. Background; 2. Period of Performance; 3. Purpose and Scope; 4. Tasks and Deliverables; 5. Applicability of FAR Provisions; 6. Format of Proposals; 7. Cost Proposals; 8. Evaluation Criteria; 9. Point of Contact. 1. BACKGROUND- The U. S. General Accounting Office is seeking contractor assistance in the search for and recruitment of executive and/or management level person(s) to direct and manage GAO's Human Capital activities. The salary ranges from $78,000 to $101,000 for management level positions and $116,000 to $130,000 for executive level positions. Therewill be a guaranteed minimum of one and maximum of five executive search/recruitment efforts. 2. PERIOD OF PERFORMANCE -- The period of performance is for two years from the date of award. 3. PURPOSE AND SCOPE -- In accordance with individually identified positions/ issued tasks, the contractor shall conduct a search to identify no fewer than three highly qualified candidates per position/task who are able to apply and compete for selection. The contractor shall conduct a search to identify prospective candidates and evaluate, with assistance from GAO, the candidates' qualifications. The Executive(s)/Manager(s) to be hired will direct and manage various aspects of GAO's Human Capital activities. The successful candidate will be someone knowledgeable in the whole range of human capital management, including federal personnel matters, competency based performance management, information management systems, training and development, succession planning, recruitment, and retention. The successful candidate will be someone with recent experience in managing a world-class human capital organization, preferably for a professional services organization. The successful candidate must also be someone who embraces and seeks change, looks for innovative approaches, and will be a role model for others. The Executive(s)/Manager(s) will ensure that the GAO workforce represents all segments of society. The successful candidate will clearly demonstrate awareness and support of equal opportunity employment and will be sensitive to workforce issues that have cultural implications, including the protections of classes identified in regulation. The successful candidate will have demonstrated the ability to promote and manage diversity. In addition to providing conceptual leadership on GAO's internal human capital activities, the Executive(s)/Manager(s) would contribute to the design and implementation of evaluations. These evaluations would assist the Congress as it considers the extent to which traditional "civil service" approaches-the structures, oversight mechanisms, and constraints-meet the needs of a government that is adopting modern performance management principles. Working collaboratively with other internal GAO units and with congressional and agency staff, the Executive would help formulate legislative reforms in the human capital area as well as improve the management of the government's human capital even in the absence of fundamental civil service reform. 4. TASKS AND DELIVERABLES -- Task 1: The contractor shall interview senior executives identified by the Contracting Officer's Technical Representative (COTR) to assess GAO's needs and determine the type of individual desired for each position. Additionally, the COTR will provide the contractor with various documents that describe the agency overall as well as the challenges, goals, and objectives related to the desired position(s). Deliverable 1.1: The contractor shall provide the COTR a schedule that details its plan for accomplishing the individualsearches. This plan shall be in keeping with the contractor's standard, commercial business practices for conducting management and executive level recruitments. The plan should also include approaches that will reach a diverse set of potential candidates. Deliverable 1.2: To ensure that GAO and the contractor share a common understanding of the qualifications, skills, competencies, and experiences that a viable candidate would posses, the contractor shall provide the COTR with a written profile of the characteristics, competencies, and qualifications that a prospective candidate should possess. The profile will include private and public sector experiences that would be considered qualifying experiences and prior positions a qualified candidate may have held. The COTR will review the profile and suggest modifications as necessary. Task 2: The contractor shall conduct a focused search for candidates whose skills, competencies, and experiences meet the position profiles. The contractor shall assess the skills, competencies, and experiences of interested candidates produced from their search and determine if those individuals would be willing to apply for the position. The COTR will work closely with the contractor to validate that the individuals recommended by the contractor possess the necessary skills, competencies, and experiences. The contractor shall refer candidates as it determines the candidates meet the qualifications. The COTR will screen each candidate and determine whether the individual should be placed on the list of candidates that will fulfill the final deliverable of the contract. If the candidate is acceptable to GAO, the contractor and the COTR will meet with the candidate to explain, in greater detail, the scope of the position. Deliverable 2.1: The contractor shall provide candidate resume(s) and written assessments of each candidate's experience, qualifications, and skills relative to the agreed profile developed for this position. This summary shall include evidence of reference checks, education level, positions held, and any other information gained from the reference checks. Deliverable 2.2: On a biweekly basis, the contractor shall provide progress reports to the COTR describing the search activities; candidates submitted for screening, and the results of each candidate's interview with GAO management. The progress reports should also identify any impediments encountered by the contractor in locating viable candidates and provide recommendations on how to avoid or mitigate the difficulties encountered. Deliverable 2.3: The final deliverable shall be the identification of at least three viable candidates per position/task. The candidates, agreed upon by the COTR and the contractor to be qualified and desirable, shall be presented as the best qualified, based on the contractor's evaluation of the candidates' qualifications and skills against the profile, GAO's assessment of the candidate, and any other relevant factors. The list the contractor provides to the COTR should include qualified candidates representing different races and ages and both genders. Candidates should be aware that GAO is an equal opportunity employer and that U.S. citizenship is required. If at the end of 60 days fewer than 3 potential candidates per position/task have been identified, GAO reserves the right to direct the contractor to cancel their efforts on a particular task or to extend the effort in 30 day increments not to exceed an additional 90 days. 5. APPLICABILITY OF FAR PROVISIONS: the following Federal Acquisition Regulations (FAR) provisions and clauses apply to this solicitation and are incorporated by reference. FAR 52.212-1 -- Instructions to Offerors -- Commercial Items. Offerors must include a completed copy of FAR provision 52.212-3 -- Offeror Representations and Certifications-Commercial Items with their offer. FAR 52.212-5 -- Contract Terms and Conditions Required to Implement Statues or Executive Orders-Commercial Items. FAR 52-212-4 -- Contract Terms and Conditions-Commercial Items, Conditions. Proposals will be evaluated in accordance with FAR Provisions 52.212-2, Evaluation of Commercial Items, price and other technical factors considered. FAR 52-249-2, Termination for Convenience of the Government (Fixed-Price). 6. FORMAT OF PROPOSALS: Offerors must submit proposals no later than 2:00pm, August 3, 2000. Proposals may be mailed or delivered to the above address or faxed to Darion Powell, (202) 512-2658. Proposals must contain:1) the name, address, and telephone number of the offeror; 2) Representations and Certifications at FAR 52.212-3; 3) technical proposal addressing GAO's technical requirements; 4) cost proposal; 5) identification of at least 5 references, preferably references that include other government entities, professional services organizations. Offerors must preface their proposals by an Executive Summary that ties in or correlates their technical proposal with the specific SOW tasks and evaluation criteria contained within this CBD SOW. An official authorized to bind the offeror must sign the proposal. Offerors that fail to furnish required representation and certifications, or reject the terms and conditions of the solicitation, may be excluded from consideration. 7. COST PROPOSALS: Offerors shall propose a fixed price per recruitment effort for a total of five (5) efforts. 8. EVALUATION CRITERIA: The Government will award a contract resulting from this solicitation to the responsible offeror(s) whose offer, conforming to the solicitation, will be most advantageous to the Government, price and other factors considered. The following factors shall be used to evaluate offers. CRITERIA 1 -- Diversity (50 points): GAO will evaluate the provided information to determine whether the contractor demonstrates the commitment to searching for and identifying a broad range of qualified candidates that reflect the diversity of the American society. Specifically, GAO will evaluate the firm's previous recruitments to assess whether it demonstrates concerted efforts to obtain qualified candidates representing different races and ages and both genders by asking specific questions of the firm's references. GAO will also evaluate the information to ensure that the requirement for U.S. citizenship is met. CRITERIA 2 -- Past Performance and Experience (25 points): GAO will evaluate information that describes the offeror's past performance record of successful management and executive-level recruitments and placements in both government and private industry. GAO will evaluate the firm's experience in search/recruitment in a variety of arenas (federal, state, and local governments, public and non-profit) and the level of positions successfully recruited (CEO, COO, President, VP, CIO, etc.) in the last five years. References should be provided for at least five management or executive level recruitments, to include current names and telephone numbers. CRITERIA 3 -- Capacity (25 points): GAO will evaluate provided information to determine whether the offeror's proposed staff and other resources are reasonable and sufficient to successfully complete the tasks. GAO will evaluate the (1) Project Manager(s) resumes, with special attention to successful executive recruitment placements within the past 3 years and (2) information on the extent and level of participation of the proposed Project Manager(s). GAO will evaluate the resumes of the staff assigned to this project and the estimated the level of participation for each staff. Also, GAO will evaluate the offeror's contingency plans to provide a qualified replacement of any project manager in the case of the unforeseen unavailability or loss of that individual. Offers will be evaluated based on past performance/experience, capacity and price, with past performance/experience and capacity of equal weight and more important than price. 9. POINT OF CONTACT: Ms. Darion A. Powell, U.S. General Accounting Office, Acquisition Management, Room 6B46, 441 G. St. NW, Washington, D.C. 20548. Telephone: 202-512-3725, FAX 202-512-2658. Email: powelld.gsc@gao.gov. Posted 07/21/00 (W-SN477668). (0203)

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