R -- HUMAN RESOURCE MANAGEMENT

Notice Date

November 16, 2000

Contracting Office

Department of Commerce, Patent and Trademark Office (PTO), Office of Procurement, Box 6, Washington, DC, 20231

ZIP Code

20231

Solicitation Number

199P132390

Response Due

November 20, 2000

Point of Contact

Kelli Stillwagon, Procurement Analyst, Phone (703) 305-8015, Fax (703) 305-8294, Email kelli.stillwagon@uspto.gov

E-Mail Address

Kelli Stillwagon (kelli.stillwagon@uspto.gov)

Description

The purpose of this MOD is for addressing additional questions: 26) Will proposal be excepted electronically? No, proposals are due no later than 5:00 pm EST on November 20, 2000. 27) From a performance management perspective, how developed are corporate goals and the balanced scorecard? That is, how well deployed and cascaded throughout the organization are specific goals and measurable objectives for senior-level managers? USPTO corporate goals have been in place for several years and are revisited each year as part of the planning process. Balanced scorecards have only been in place for the past year and are changed as business goals change and as new methods for capturing performance data are derived. In several organizations, the balanced measures are specifically used in SES individual performance evaluations. 28) Are there other organizational reasons or drivers for wanting to convert to a pay for performance system other than your recent conversion to a PBO? Our belief is that in order to succeed, employees must focus on common goals and objectives and must be held accountable for delivering against those goals and objectives. This accountability must start with senior leadership. Whether we were designated as a PBO or not, this philosophy makes good business sense. 29) What organizations do USPTO currently benchmarks against for performance management and compensation? USPTO participates in several federal government-wide survey efforts to measure customer and employee satisfaction and uses benchmark data to help drive performance. 30) Has USPTO had any experience with pay for performance, including prototypes or demonstration projects? There are gainsharing programs in both patents and trademarks. 31)15. Does the USPTO performance management project require the offeror to develop a balanced scorecard for USPTO? If the answer is no, does USPTO already have a balanced scorecard, or have you begun the development of the balanced scorecard? No, USPTO has balanced scorecards for its business units. -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- The US Patent & Trademark Office (USPTO) is in need of developing a well-designed, highly-effective executive and managerial performance management system that will link individual performance to the overall performance of the organization. Our newly formed Performance Review Board is chartering this effort. The contractor will work with small groups comprised of Senior Executive Service (SES) members, Administrative Patent Judges and Administrative Trademark Judges (AD), Senior Level (SL) staff and managers. The design of the executive and managerial performance management system is the first step to becoming a performance-based organization. USPTO will create an enhanced performance system that is based on organization-specific and shared objectives. USPTO wants a system that links executive and managerial performance plans to the USPTO corporate goals and the balanced scorecards. The executive and managerial staff includes the Commissioners for Patents and Trademarks, Senior Executive Service (SES) members, Administrative Patent Judges and Administrative Trademark Judges (AD), and Senior Level (SL) staff. The development of new executive performance plans will extend executive level managerial accountability for meeting the performance goals throughout USPTO. The performance plans of the two Commissioners will be linked to those of the SES personnel under their supervision. In the future, changes will also be made to all remaining USPTO performance plans. The contractor will provide "best practice" approaches and workable solutions for improving performance used by leading public and private firms that link executive compensation to significant improvements in employee and organizational performance. Also, this plan should include ideas on gain-sharing concepts that have worked in other organizations. USPTO is looking for an Offeror who can provide senior level consultants with strong backgrounds and experience in designing executive compensation programs for the public and private sector. This acquisition is being conducted under FAR Part 13, Simplified Acquisition Procedures. After extensive Market research the USPTO has concluded that there are few qualified HR Management Resources Companies able to perform this task at the level indicated. There are a limited amount of solicitations obtainable and will be made available on a first come first serve basis until the supply has been exhausted. To obtain a copy of this solicitation and instruction to offerors please contact Kelli Stillwagon @ kelli.stillwagon@uspto.gov.

Web Link

Visit this URL for the latest information about this (http://www2.eps.gov/cgi-bin/WebObjects/EPS.woa/wa/SPF?A=M&P=199P132390&L=251)

Record

Loren Data Corp. 20001120/RSOL005.HTM (D-321 SN506871)