contract number: gs-02f-0141t

GENERAL SERVICES ADMINISTRATION

Federal Supply Service

Authorized Federal Supply Schedule Price List

Human Resources Services

Contract Number: GS-02F-0141T

Base Contract Period of Performance

August 10, 2017 through August 09, 2022

TAI PEDRO & ASSOCIATES, P.C. 1010 Wayne Avenue

Suite 550 Silver Spring, Maryland 20910

Telephone: 301-565-2181; Fax: 301-565-3416

www.tai-pedro.com

Contract Administration POC: Taiwo Pedro ([email protected])

On-line access to contract ordering information, terms, and conditions, up-to-date pricing, and the option to create an electronic delivery order is available through GSA Advantage!, a menu driven database

system. The website for GSA Advantage! Is http://www.gsaadvantage.gov

http://www.tai-pedro.com/

http://www.gsaadvantage.gov/

Human Resources Services Contract Number: GS-02F-0141T TAI PEDRO & ASSOCIATES, P.C.

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TABLE OF CONTENTS

TABLE OF CONTENTS ..........................................................................2

SECTION I: - CORPORATE OVERVIEW ..................................................3

SECTION II: CUSTOMER INFORMATION ..............................................4

TABLE OF AWARDED SPECIAL ITEM NUMBERS: ................................... 4

SECTION III: PRICING .............................................................................. 9

PRE-EMPLOYMENT SCREENING ......................................................... 19

EMPLOYEE ASSISTANCE ...................................................................... 22

SECTION IV: TPA’s SERVICE OFFERINGS ............................................... 25

56131 --- TALENT ACQUISITION ........................................................................ 25

611430TD--- TALENT DEVELOPMENT ................................................................ 26

541612EPM --- EMPLOYEE PERFORMANCE MANAGEMENT ............................. 27

541612HC --- AGENCY HUMAN CAPITAL STRATEGY, POLICY AND OPERATIONS 28

524292 --- SEPERATION & RETIREMENT ........................................................... 30

541612ER --- EMPLOYEE RELATIONS ................................................................. 31

541612LR --- LABOR RELATIONS ....................................................................... 32

541611W --- WORKFORCE ANALYTICS AND EMPLOYEE RECORDS .................... 34

54161 --- AGENCY HUMAN CAPITAL EVALUATION ............................................ 35

SERVICE CONTRACT ACT (SCA) .......................................................................... 35

Section V: LABOR CATEGORY DESCRIPTION ........................................ 36


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SECTION I: - CORPORATE OVERVIEW Dedicated to customer focused world class consultative services in financial management, management consulting, program support, and information technology to federal agencies, state governments, and private enterprises. TPA has grown every year since its inception. Growth for us, however, is a cautious undertaking. Our first priority is to satisfy our customers, and assure the professional and financial well-being of our employees. At TPA management’s goal is to act responsibly so we can deliver what we promise, take care of our people, and contribute to our community.

Our mission is to achieve leadership positions in these disciplines by serving the needs of our customers in innovative ways and by being the best in everything we do. In our 24-year history, we have provided support services to a number of diverse federal agencies and commercial firms. In our engagements with these customers, we make a commitment to:

conform to the specifications of the contract and adhere to contract schedules and price

provide the services in accordance with commercial best practices

focus on delivering value to our customers ensure customer satisfaction resolve issues immediately and effectively

Our commitment to these performance standards has resulted in a 100% success rate in meeting contract specifications, adhering to contract schedules, and

meeting customer satisfaction benchmarks. We are proud of this impeccable record and our ability to avoid delinquency in any performance element of the contracts we have been awarded. TPA is committed to consolidated service solutions that emphasize high quality, innovative services, solution solving, and pro-active customer service: Quality - At TPA quality is everyone’s job because we know it is the key to customer satisfaction. TPA employs a disciplined process driven approach to project management to assure efficient, consistent high quality results for our customers. Experience - We have the expertise that will integrate the right solutions to meet the needs of your programs. Skilled Professionals - We continuously recruit against future requirements to assure we can respond rapidly to changing customer needs.

To find out how we can assist you in meeting your Human Resources Service needs, please contact us at: 301-565-2181 or visit our website at www.tai-pedro.com

http://www.tai-pedro.com/


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SECTION II: CUSTOMER INFORMATION

1. Table of awarded special item numbers:

524292

Separation and Retirement

This function includes conducting efficient and accurate Human Capital processing actions in support of employee separation or retirement work includes but is not limited to: conducting efficient and accurate HC processing actions in support of employee separation or retirement, handling the appropriate notifications and determining the terms of the separation. Ensuring knowledge transfer occurs between the separating employee and remaining employees. Separating employees are offered transition counseling and support. This sub-function includes: A.6.1 Separation Counseling; A.6.2 Retirement Planning and Processing; and A.6.3 Retirement Management.

54161

Agency Human Capital Evaluation

This function assesses results achieved across all Human Capital

Management systems and activities in support of mission goals to identify

and implement improvements.

541611W

Workforce Analytics and Employee Records

This function requires the implementation of systematic, flexible, and

inclusive process to review workforce and performance data, metrics, and

results, to anticipate and plan for future strategic and operational

requirements and to make holistically informed Human Capital

Management decisions. The function includes the following sub-functions:

A.9.1 Employee Inquiry Processing; A.9.2 Employee Research; A.9.3

Workforce and Performance Analytics; A.9.4 Workforce and Performance

Reporting; A.9.5 Records Management; and A.9.6 Records Disclosure.

541612EPM

Employee Performance Management

Is the creation, implementation, and maintenance of comprehensive

employee performance management practices, programs, and activities

that support customer agency mission objectives. This function includes

the following sub-functions: A.4.1 Employee Performance Management;

and A.4.2 Recognition Management.

541612ER

Employee Relations

This function is the design, development and implementation of programs

to ensure mission effectiveness through employee accountability.

Programs should strive to maintain an effective employer-employee

relationship that balances the agency's needs against its employees'


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rights. The function includes the following sub-functions: A.7.1 Employee

Misconduct Remediation; A.7.2 Employee Performance Remediation;

A.7.3 Administrative Grievances and Third-Party Proceedings; A.7.4

Reasonable Accommodation Programming; and A.7.5 Employee

Suitability.

541612HC

Agency Human Capital Strategy, Policy and Operations

Professional services include but are not limited to development of effective human capital management strategies and enhanced policy. This Function contains the following Sub-Functions: A.1.1 Workforce Planning; A.1.2 Human Capital Strategy; A.1.3 Organizational Design and Position Classification; A.1.4 Diversity and Inclusion; A.1.5 Employee Engagement and Communications; A.1.6 Organizational Development(OPM\Federal Human Capital Business Reference Model)

541612LR

Labor Relations

This function involves the managing of the relationship between the agency and its management associations, unions and bargaining units. This includes negotiating and administering labor contracts and collective bargaining agreements; managing negotiated grievances; and participating in negotiated third party proceedings. Includes adjudication of issues related to Disaster Relief. This function includes the following sub-functions: A.8.1 Labor Relations Management; A.8.2 Negotiated Grievances and Third-Party Proceedings; and A.8.3 Collective Bargaining.

56131

Talent Acquisition

The Talent Acquisition function is the establishment of internal programs and procedures for attracting, recruiting, assessing, and selecting highly qualified, productive employees with appropriate skills and competencies, from all sectors of society, all in accordance with merit system principles. Services include developing a staffing strategy and plan; establishing an applicant evaluation approach; announcing the vacancy, sourcing and evaluating candidates against the competency requirements for the position; initiating pre-employment activities; and hiring employees.

611430TD

Talent Development

Professional services include the implementation and maintenance of comprehensive employee skills development, training and personal attributes via engagement programs to meet current and future talent demands of the agency and to develop and retain quality, high performing, and diverse talent. Services include conducting employee development


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needs assessments; designing employee development programs; administering and delivering employee development programs (Learning Management) and evaluating the overall effectiveness of the agency's employee development approach. The function includes the following sub-functions: A.3.1 Talent Development Planning and Strategy; A.3.2 Workforce Development and Training; and A.3.3 Learning Management. A.3.1 Talent Development Planning and Strategy services include providing advice, guidance and assistance to supervisors and employees as well as HR/personnel staff in managing self-improvement training resources, providing assistance in identifying training needs and requirements, coordinating the availability of various training programs, developmental career programs, executive leadership programs, and tuition assistance programs. A.3.2. Workforce Development and Training services include professional training and individual development services such as HR Specific Training for HR professionals, Leadership and management training, internships and apprenticeship programs. Training devices include but are not limited to audio visual presentation systems and educational media delivered web-based or via traditional print and storage media, CD ROM, Disc, and Thumb Drive. Training services include traditional coursework in all academic disciplines, web-based or classroom; conducting leadership training workshops and seminars not provided via traditional management training curricula available elsewhere, and conducting Speakers Bureau services and Leadership assessment surveys.

2. Maximum order: $1,000,000

3. Minimum order: $100

4. Geographic coverage (delivery area): Domestic and Overseas

5. Point(s) of production (city, county, and State or foreign country): TAI PEDRO & ASSOCIATES, P.C. (TPA) 1010 Wayne Avenue Suite 550 Silver Spring, Maryland 20910

6. Discount from list prices or statement of net price: Government net prices (discounts already deducted).

7. Quantity discounts: None


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8. Prompt payment terms: Net 30 days

9a. Notification that Government purchase cards are accepted at or below the micro-purchase threshold: Yes

9b. Notification whether Government purchase cards are accepted or not accepted above the Micro- purchase threshold: Will accept over $2,500.00

10. Foreign items (list items by country of origin): None

11a. Time of delivery. (Contractor inserts number of days.) To be specified on each individual Task Order

11b. Expedited Delivery. The Contractor will insert the sentence: “Items available for expedited delivery are noted in this price list under this heading”. The Contractor may use a symbol of its choosing to highlight items in its price lists that have expedited delivery. Contact – Taiwo Pedro, President, Tai Pedro & Associates, to expedite delivery.

11c. Overnight and 2-day delivery. The Contractor will indicate whether overnight and 2-day delivery are available. Also, the Contractor will indicate that the schedule customer may contact the Contractor for rates for overnight and 2-day delivery. Contact – Taiwo Pedro, President, Tai Pedro & Associates, for overnight and 2 (two) day delivery.

11d. Urgent Requirements. The Contractor will note in its price list the Urgent Requirements clause of its contract and advise agencies that they can also contact the Contractor s representative to affect a faster delivery. Contact – Taiwo Pedro, President, Tai Pedro & Associates for rates.

12. F.O.B. point (s). Destination

13a. Ordering address.

TAI PEDRO & ASSOCIATES, P.C. (TPA) 1010 Wayne Avenue Suite 550 Silver Spring, Maryland 20910

13b. Ordering procedures: For supplies and services, the ordering procedures, information on Blanket Purchase Agreements (BPA s), and a sample BPA can be found at the GSA/FSS Schedule homepage (fss.gsa.gov/schedules). Contactor is to simply include this statement as Item 13b.

http://www.fss.gsa.gov/schedules


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14. Payment addresses (es).

TAI PEDRO & ASSOCIATES, P.C. (TPA) 1010 Wayne Avenue Suite 550 Silver Spring, Maryland 20910

15. Warranty provision - Contractor Standard Commercial warranty 16. Export packing charges, if applicable. TBD / each Task Order

17. Terms and conditions of Government purchase card acceptance (any thresholds above the micro-purchase level). Contact – Taiwo Pedro, President, Tai Pedro & Associates for rates. 18. Terms and conditions of rental, maintenance, and repair (if applicable). N/A

19. Terms and conditions of installation (if applicable). N/A

20. Terms and conditions of repair parts indicating date of parts price lists and any discounts from list prices (if applicable). N/A 20a. Terms and conditions for any other services (if applicable). N/A

21. List of service and distribution points (if applicable). N/A 22. List of participating dealers (if applicable) N/A 23. Preventive maintenance (if applicable). N/A 24a. Special attributes such as environmental attributes (e.g., recycled content, energy efficiency, and/or reduced pollutants). N/A 24b. If applicable, indicate that Section 508 compliance information is available on Electronic and Information Technology (EIT) supplies and services and shows where full

details can be found (e.g. Contractor s website or other location.) The EIT standards can be

found at: www.Section508.gov/. N/A

25. Data Universal Number System (DUNS) number. 78-6643569

26. Notification regarding registration in System for Award management (SAM) database.

Registered in SAM.

http://www.section508.gov/


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Section III: Pricing Final Pricing: The rates shown below include the Industrial Funding Fee (IFF) of 0.75%.

CATEGORY: 56131 - TALENT ACQUISITION

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023

Subject Matter Expert $ 113.66 $117.07 $120.59 $124.20 $127.93

Sr. Personnel Management Specialist $ 97.46 $100.39 $103.40 $106.50 $109.70

Personnel Management $ 81.12 $ 83.55 $ 86.06 $ 88.64 $ 91.30

Sr. Position Classification Specialist $ 97.46 $100.39 $103.40 $106.50 $109.70

Position Classification Specialist $ 82.55 $ 85.03 $ 87.58 $ 90.20 $ 92.91

Sr. Staffing Specialist $ 97.46 $100.39 $103.40 $106.50 $109.70

Staffing Specialist $ 81.12 $ 83.55 $ 86.06 $ 88.64 $ 91.30

HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01

Personnel Systems Manager $ 91.09 $ 93.82 $ 96.64 $ 99.54 $102.52

Sr. Computer Systems Analyst $ 81.66 $ 84.11 $ 86.63 $ 89.23 $ 91.91

Computer systems Analyst $ 71.25 $ 73.39 $ 75.59 $ 77.86 $ 80.19

Sr. Program Analyst $ 72.26 $ 74.43 $ 76.66 $ 78.96 $ 81.33

Jr. Program Analyst $ 57.73 $ 59.47 $ 61.25 $ 63.09 $ 64.98

Sr. Programmer $ 99.42 $102.40 $105.47 $108.64 $111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30

Sr. Data Base Management Specialist $ 100.11 $103.12 $106.21 $109.40 $112.68

Sr. Systems Analyst $ 105.72 $108.89 $112.16 $115.52 $118.99

Data Base Analyst $ 73.39 $ 75.60 $ 77.86 $ 80.20 $ 82.61

Project Manager II $ 183.44 $188.95 $194.61 $200.45 $206.47


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Project Manager I $ 145.62 $149.99 $154.49 $159.13 $163.90

Senior Consultant $ 388.35 $400.00 $412.00 $424.36 $437.09

Consultant $ 327.64 $337.47 $347.59 $358.02 $368.76


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CATEGORY 541214HR: COMPENSATION AND BENEFITS

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023

Subject Matter Expert $ 113.66 $ 117.07 $ 120.59 $ 124.20 $ 127.93

Sr. Benefit Specialist $ 109.50 $ 112.78 $ 116.17 $ 119.65 $ 123.24

Benefit Specialist $ 88.86 $ 91.52 $ 94.27 $ 97.10 $ 100.01

Sr. Employee Relations Specialist $ 107.06 $ 110.27 $ 113.58 $ 116.99 $ 120.50

Employee Relations Specialist $ 81.12 $ 83.55 $ 86.06 $ 88.64 $ 91.30

Sr. Employee Development Specialist $ 106.76 $ 109.96 $ 113.26 $ 116.66 $ 120.16

Employee Development Specialist $ 88.86 $ 91.52 $ 94.27 $ 97.10 $ 100.01

Employment Development Assistant $ 61.85 $ 63.71 $ 65.62 $ 67.59 $ 69.62

HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01

Personnel Systems Manager $ 91.09 $ 93.82 $ 96.64 $ 99.54 $ 102.52





Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30

Sr. Data Base Management Specialist $ 100.11 $ 103.12 $ 106.21 $ 109.40 $ 112.68

Sr. Systems Analyst $ 105.72 $ 108.89 $ 112.16 $ 115.52 $ 118.99


Project Manager II $ 183.44 $ 188.95 $ 194.61 $ 200.45 $ 206.47

Project Manager I $ 145.62 $ 149.99 $ 154.49 $ 159.13 $ 163.90

Senior Consultant $ 388.35 $ 400.00 $ 412.00 $ 424.36 $ 437.09

Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 541612EPM: EMPLOYEE PERFORMANCE MANAGEMENT

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023





HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01






Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30







Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 611430TD: TALENT DEVELOPMENT

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023









HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01






Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30







Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 524292: SEPERATION AND RETIREMENT

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023









HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01






Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30







Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 541612ER: EMPLOYEE RELATIONS

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023




HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01

Administrative Specialist $ 37.90 $ 39.03 $ 40.20 $ 41.41 $ 42.65

CATEGORY 541612LR: LABOR RELATIONS

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023




HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01



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CATEGORY 541611W: WORKFORCE ANALYTICS AND EMPLOYEE RECORDS

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023


Sr. Personnel Management Specialist $ 97.46 $ 100.39 $ 103.40 $ 106.50 $ 109.70





HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01












Consultant $ 145.62 $ 149.99 $ 154.49 $ 159.13 $ 163.90


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CATEGORY 54161: AGENCY HUMAN CAPITAL EVALUATION

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023




Sr. Position Classification Specialist $ 97.46 $ 100.39 $ 103.40 $ 106.50 $ 109.70


Sr. Staffing Specialist $ 97.46 $ 100.39 $ 103.40 $ 106.50 $ 109.70









HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01






Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30







Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 541612HC: AGENCY HUMAN CAPITAL STRATEGY, POLICY AND OPERATIONS

LABOR CATEGORY

Jan, 17, 2018 to Jan. 16. 31, 2019

Jan, 17, 2019 to Jan. 16. 31, 2020

Jan, 17, 2020 to Jan. 16. 31, 2021

Jan, 17, 2021 to Jan. 16. 31, 2022

Jan, 17, 2022 to Jan. 16. 31, 2023




Sr. Position Classification Specialist $ 97.46 $ 100.39 $ 103.40 $ 106.50 $ 109.70


Sr. Staffing Specialist $ 97.46 $ 100.39 $ 103.40 $ 106.50 $ 109.70









HR Assistant $ 61.98 $ 63.83 $ 65.75 $ 67.72 $ 69.75

HR Processor $ 47.09 $ 48.51 $ 49.96 $ 51.46 $ 53.01







Sr. Programmer $ 99.42 $ 102.40 $ 105.47 $ 108.64 $ 111.90

Jr. Programmer $ 61.57 $ 63.42 $ 65.32 $ 67.28 $ 69.30







Consultant $ 327.64 $ 337.47 $ 347.59 $ 358.02 $ 368.76


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CATEGORY 561611: INVESTIGATION SERVICES

PRE-EMPLOYMENT SCREENING Below prices are for assessment services in support of Recruitment and Internal Placement. Prices are inclusive of GSA Industrial Funding Fee 0.75% ASSESSMENT AND SELECTION PROGRAMS

Customized Telephone Assessment Program (“TAP”)

Program Pricing based on One (1) Assessor per call, for all calls within an assessment:

Program Length in:

Minutes Rates*

20 - 30 $ 95.75 – $ 125.70

30 - 60 $125.70 – $ 173.64

60 - 90 $173.64 – $ 223.58

90 - 120 $223 .58– $ 279.40

120+ $289.40+

Program price varies due to the design/complexity of the individual assessment program requirements. Program Pricing based on Two (2) Assessors for any number of calls requiring two Assessors within an assessment:

Program Length in:

Minutes Rates*

20 - 30 $125.70 – $ 173.64

30 - 60 $173.64 – $ 251.52

60 - 90 $251.52 – $ 353.40

90 - 120 $353.40 – $ 505.03

120+ $505.03+

Program price varies due to the design/complexity of the individual assessment program requirements. Prices below are for assessment services in support of, Recruitment and Internal Placement. Prices are inclusive of GSA Industrial Funding Fee 0.75% effective January 1, 2004

REPeValuator™: Award-Winning Web Assessment Tool. REPeValuator measures and assesses the customer service skills of e-rep hires. REPeValuator can generate useful reports for assessment, selection, and training and performance measurement of entire e-rep workforces. When going through a REPeValuator assessment, candidates assume the role of customer contact representative during various browser-based chat conversations with simulated (based on a recording) customers in situations such as product/service inquiry, technical support, account inquiry, order status and service termination. Simulated


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customers imitate real customers, thereby creating an array of sales and service exchanges. Candidates are immediately rated upon completion of each skill assessment and his or her rating is then delivered via web to the supervisor.

REPeValuator Program Price

Quantity (Participants Price Per Participant

1-500 $25.11

501-1,000 $24.27

1,001-1,500 $23.31

1,501-2,000 $22.35

2,001-2,500 $21.40

2,501-3,000 $20.44

3,001-4,000 $19.49

4,001-5,000 $18.53

5,001+ $17.58

TELeValuator™: A ready-to-use assessment tool that provides a valid, economical, and reliable method to assess customer contact skills remotely through realistic job simulations modeled directly for specific organizations. Experienced assessment professionals role- play with candidates and systematically measure the skills critical for success in telephone sales and service positions. Clients use these programs to enhance hiring success rates, reduce costly turnover, provide training and certify the competency of the existing staff. TELeValuator is also a diagnostic tool for employee training needs. Competency profiles are a quick way to objectively assess your current workforce strengths and weaknesses as well as to certify that recent hires meet training standards.

TELeValuator Program Price

Quantity (Participants Price Per Participant 1-1,000 $105.66

1,001-2,000 $ 95.87

2,001-3,000 $ 85.09

3,001-4,000 $ 80.30

4,001-5,000 $ 78.39

5,001+ $ 70.52


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Prices are inclusive of GSA Industrial Funding Fee 0.75%

PRE-EMPLOYMENT ITEMS SOURCES AMOUNT

Social Security Verification: Validity of the subject’s SS# and name.

Via National Credit

Bureau(s)

$17.75

Employment Verification: Dates, position, salary, duties, eligibility for re-hire, and strengths and weaknesses.

Telephonic $ 19.58

Education Verification: Dates attended, degree received, grade point average attained, and credits earned.

Telephonic $ 19.58

Military Verification: Enlistment history and separation status in the military.

Telephonic $ 19.58

Professional License Verification: Check appropriate licensing/certifying agencies to verify the validity and standing of applicable licenses.

Telephonic $ 19.58

References Check/ Interview: Investigation of dependability, integrity, and character through contact with business, personal and developed references

Telephonic $ 19.58

National Credit Check: Investigation of credit history to include credit lines, outstanding balances, number of accounts, account types and payment histories.

Via National

Credit Bureau(s) $ 19.58

Address Verification: Accuracy of an applicant’s provided address(es).

Various Sources $17.75

Federal Criminal Check: A check of the Federal District Courts that cover the appropriate jurisdictions associated with an individual’s address history or conviction history.

Pacer $ 31.25

Statewide Criminal Check: An investigation of available Statewide Criminal repositories to determine the existence of criminal convictions.

Via Individual

States $ 19.58

County Criminal Check (2 court search): A check of the appropriate Felony and Misdemeanor courts covering the applicable given and developed addresses for an individual.

Directly through appropriate court(s)

$ 45.55

NCIC Mitigation: Further mitigation of information resident in the Federal Bureau of Investigations NCIC database.


$ 81.52


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PRE-EMPLOYMENT ITEMS SOURCES AMOUNT

Civil Litigation (suits and judgments): Investigation of public court findings; civil suits and judgments in which the subject was involved and the disposition of those actions.


$ 75.00

Motor Vehicle Record Check: Verification and investigation of state operator’s license and investigation of motor vehicle record for violations, convictions, revocations, suspensions and accidents.

Via Individual

States $ 16.79

Third Party employment/verification fees and court document retrieval fees will be passed

on at actual cost

EMPLOYEE ASSISTANCE Our Benefit Plans: We offer either the Standard or Premium Benefit Plan in either a 3 or 6 session model. STANDARD Plan offers the following Employee Assistance:

¾ Unrestricted telephonic counseling 27/7

¾ TPA offers either a 3 or 6 counseling session plan

¾ Work/Life Benefits – including debt, legal and financial counseling

¾ Information resource benefits

¾ Dependent Care Services

¾ Lifestyles Benefits

¾ Career Planning and On-line Training

¾ Promotional materials, newsletter PREMIUM Plan offers the following Employee Assistance/Benefits:

¾ Unrestricted telephonic counseling 27/7

¾ TPA offers either a 3 or 6 counseling session plan

¾ Work/Life Benefits – including debt, legal and financial counseling

¾ Premium Information resource benefits

¾ Premium Dependent Care Services

¾ Lifestyles Benefits

¾ Premium Career Planning and On-line Training

¾ Promotional materials, newsletter


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STANDARD PLAN - 3 SESSION PLAN

Price employee

# of Employees Covered Year 1 Year 2 Year 3 Year 4 Year 5

1-500 $ 25.38 $ 26.27 $ 27.19 $ 28.14 $ 29.12

501-1,000 $ 25.12 $ 26.00 $ 26.91 $ 27.85 $ 28.83

1,001-2,500 $ 22.15 $ 22.93 $ 23.73 $ 24.56 $ 25.42

2,501-5,000 $ 20.81 $ 21.54 $ 22.29 $ 23.07 $ 23.88

5,001-10,000 $ 20.51 $ 21.23 $ 21.97 $ 22.74 $ 23.54

10,001-20,000 $ 20.25 $ 20.96 $ 21.69 $ 22.45 $ 23.24

20,001-30,000 $ 20.10 $ 20.80 $ 21.53 $ 22.29 $ 23.07

30,000+ $ 19.84 $ 20.53 $ 21.25 $ 22.00 $ 22.77

STANDARD PLAN - 6 SESSION PLAN

Price per employee

# of Employees

Covered

Year 1 Year 2 Year 3 Year 4 Year 5

1-500 $ 29.75 $ 30.79 $ 31.87 $ 32.98 $ 34.14

501-1,000 $ 29.65 $ 30.69 $ 31.76 $ 32.87 $ 34.02

1,001-2,500 $ 27.85 $ 28.82 $ 29.83 $ 30.88 $ 31.96

2,501-5,000 $ 26.91 $ 27.85 $ 28.83 $ 29.84 $ 30.88

5,001-10,000 $ 25.21 $ 26.09 $ 27.01 $ 27.95 $ 28.93

10,001-20,000 $ 24.11 $ 24.95 $ 25.83 $ 26.73 $ 27.67

20,001-30,000 $ 23.25 $ 24.06 $ 24.91 $ 25.78 $ 26.68

30,000+ $ 21.11 $ 21.85 $ 22.61 $ 23.41 $ 24.22

PREMIUM PLAN - 3 SESSION PLAN

Price per employee


1-500 $ 28.12 $ 29.10 $ 30.12 $ 31.18 $ 32.27

501-1,000 $ 27.75 $ 28.72 $ 29.73 $ 30.77 $ 31.84

1,001-2,500 $ 26.97 $ 27.91 $ 28.89 $ 29.90 $ 30.95

2,501-5,000 $ 26.01 $ 26.92 $ 27.86 $ 28.84 $ 29.85

5,001-10,000 $ 25.21 $ 26.09 $ 27.01 $ 27.95 $ 28.93

10,001-20,000 $ 25.05 $ 25.93 $ 26.83 $ 27.77 $ 28.75

20,001-30,000 $ 24.91 $ 25.78 $ 26.68 $ 27.62 $ 28.58


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30,000+ $ 24.05 $ 24.89 $ 25.76 $ 26.66 $ 27.60

PREMIUM PLAN - 6 SESSION PLAN Price per employee


1-500 $ 32.19 $ 33.32 $ 34.48 $ 35.69 $ 36.94

501-1,000 $ 31.59 $ 32.70 $ 33.84 $ 35.02 $ 36.25

1,001-2,500 $ 31.25 $ 32.34 $ 33.48 $ 34.65 $ 35.86

2,501-5,000 $ 30.05 $ 31.10 $ 32.19 $ 33.32 $ 34.48

5,001-10,000 $ 29.55 $ 30.58 $ 31.65 $ 32.76 $ 33.91

10,001-20,000 $ 28.10 $ 29.08 $ 30.10 $ 31.15 $ 32.25

20,001-30,000 $ 27.51 $ 28.47 $ 29.47 $ 30.50 $ 31.57

30,000+ $ 27.02 $ 27.97 $ 28.94 $ 29.96 $ 31.01


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Section IV: TPA’s SERVICE OFFERINGS

SPECIAL ITEM NUMBER (SIN) AND DESCRIPTIONS SIN

56131 --- TALENT ACQUISITION Talent Acquisition Management includes aligning the workforce plan to business unit Strategies/resource needs. Examples of Talent Acquisition Management include but are not limited to Developing and opening job requisitions, preparing job descriptions, posting job requisitions, managing internal/external job posting websites changing/updating requisitions, interacting with hiring managers, creating applicant records, managing/tracking applicant data, archiving and retaining records of non-hires, determining competencies through job analysis, and designing assessment approach and tools.

Contractors shall provide HR consulting services, including planning and management support services providing for staffing and career counseling and On-Boarding support. Candidate Sourcing and Recruitment Candidate Sourcing and Recruitment includes selecting recruiting methods, performing recruiting activities, holding/participating in recruiting events, managing recruitment vendors, recruitment branding, and candidate relationship management. Candidate Sourcing and Recruiting includes but is not limited to providing for Executive Search services, Recruitment Systems, placement coordination, and, Career Transition Guidance, the Contractor shall provide extensive support in the field of recruitment and internal placement. Examples of Recruitment and Internal Placement support include but are not limited to: Performing external recruitment using printed and electronic media, trade schools, job fairs and college visits paying special attention to reaching all segments of the population; managing comprehensive internal recruitment and placement programs including merit promotions, transfers of function (TOF), reassignments, temporary promotions, details, realignments, changes to lower grade, upward mobility, rotational training assignments, reductions-in-force (RIFs), and others. Candidate sourcing and Recruitment also includes Internships and Mentoring Assignments. Candidate Assessment and Selection Candidate Assessment and Selection provides for preliminary design, implementation and review of eligibility requirements and evaluation criteria and qualifications analysis and management for a wide range of special recruitment programs including: Senior Executive Service (SES), Pathways Program, Veterans Recruitment Appointment (VRA), Schedule a Hiring Authority for Individuals with disabilities, and Student Aid programs. Examples of Candidate Assessment and Selection include, but are not limited to: Identifying and deploying candidate selection tools, interviewing and testing applicants, and selecting/rejecting candidates based on skills, competencies, and qualifications. New Hire In-Processing New Hire In-Processing provides for the employment actions immediately upon the selection of


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a candidate and until the candidate has been fully processed into his/her new job. Examples of New Hire In-Processing include, but are not limited to: Developing job offers, negotiating an offer, hiring a candidate, and managing and automating in-processing forms. Provides for design and implementation of new hire In-processing and Orientation including basic training methodologies and delivery. Candidate Suitability A Candidate Suitability determination involves assessing whether a job candidate meets federal government criteria for employment, if there is a legal reason preventing the candidate from working in a particular federal government position, or if a person s identifiable character traits and conduct may have an impact on the integrity or efficiency of the service, testing, and aptitude assessment. Includes Pre-employment Screening and *Security Classification support.

611430TD--- TALENT DEVELOPMENT TPA shall support the Talent Development function including but not limited to the implementation and maintenance of comprehensive employee development and engagement programs to meet current and future talent demands of the agency and to develop and retain quality, high performing, and diverse talent. TPA shall ensure that agency employees have the right competencies and skills for current and future work assignments. This function includes conducting employee development needs assessments; designing employee development programs; administering and delivering employee development programs (Learning Management) and evaluating the overall effectiveness of the agency's employee development approach. Support services shall provide for the implementation and maintenance of comprehensive employee development and engagement programs to meet current and future talent demands of customer agencies and to develop and retain highly qualified, high performing and diverse talent. The function includes the following sub-functions: Talent Development Planning and Strategy; Workforce Development and training; Learning Management. Talent Development Planning & Strategy Talent Development Planning & Strategy determines talent development needs through analysis of required and available skills aligned to organizational objectives. Examples of Talent Development Planning & Strategy work include but are not limited to: Providing advice, guidance and assistance to supervisors and employees as well as HR/personnel staff in managing self-improvement training resources, providing assistance in identifying training needs and requirements, coordinating the availability of various training programs, developmental career programs, executive leadership programs, and tuition assistance programs; encouraging participation and accountability from management and employees in the training program(s), counseling management and employees to determine


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the best and most cost-effective methods of meeting organizational and career developmental needs, and recommending, design, and/or conducting programs in areas related to human resources. Workforce Development, Training and Training Devices Workforce Development and Training is the creation and delivery of resources and opportunities increasing the employees’ capacity to successfully perform in their roles and advance their careers. Workforce Development, Training and Training Devices also includes professional training and individual development services Such as HR Training-Leadership and management training, internships and apprenticeship programs; (off-the-shelf only). Examples of Workforce Development, Training and Training Devices include, but are not limited to: Conducting leadership training workshops and seminars not provided via traditional management training curricula available elsewhere, and conducting Speakers Bureau services and Leadership assessment surveys. For HR-Specific Training, course description and instructor resumes are required. A copy is required of the Commercial End User Licensing Agreement for any Web Based Training Service or Subscription Service (GSA). Learning Management: (LMS) Learning Administration is the management and administration of agency talent development programs. Examples of Learning Management include, but are not limited to: Providing comprehensive professional support to the administration of traditional and automated Learning Management Systems (LMS), gathering and assessing of data (data analytics), reporting, testing and conducting test administration, Educational Program Research & Development, and general HR Consulting Services. Performance and Data Security requirements are determined by the Customer Agency at the Task order Level.

541612EPM --- EMPLOYEE PERFORMANCE MANAGEMENT

TPA shall support the creation implementation, and maintenance of comprehensive employee performance management practices, programs, and activities that support customer agency mission objectives. Contractor shall ensure agency employees are demonstrating competencies required of their work assignments. This function includes the following sub-functions: Employee Performance Management; Recognition Management. Employee Performance Management Employee Performance Management involves defining performance objectives, reviewing, appraising, and managing employee performance, and evaluating and reviewing the performance management program. Examples of Employee Performance Management include, but are not limited to: Planning, and implementing designing, developing and implementing a comprehensive performance management strategy that enables managers to make distinctions


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in performance and links individual performance to agency goal and mission accomplishment. Recognition Management Recognition Management involves defining appropriate types of recognition (e.g., cash, non-monetary, and honor awards, etc.) and determination and administration of appropriate awards, activities and recognition for individuals and groups. Examples of Recognition Management include, but are not limited to: Analyzing current recognition and reward programs and practices to ensure they are aligned to organizational business and people strategies, motivating individual/team/organizational achievement, ensuring award criteria are sufficiently met, encouraging managers to champion recognition programs, communicating the recognition and reward strategy to employees and managing employee performance at the individual level and evaluating the overall effectiveness of the agency's employee development approach and incentives.

541612HC --- AGENCY HUMAN CAPITAL STRATEGY, POLICY AND OPERATIONS

TPA shall provide for the design, development and implementation of compensation, benefit and retention programs to support customer agency mission objectives and workforce strategy. This function provides for General Human Resources basic functions including but not limited to Payroll, Benefits Management, Workers Compensation, Unemployment Insurance Claims; and Executive Services. This function includes the following sub-functions Compensation Management; Work Schedule and Leave Administration; Benefits Management; Work-Life Wellness/Employee Assistance Programs and Social Services. Compensation Management Compensation Management designs, develops, and implements compensation policies and programs that attract, retain, and equitably compensate employees in accordance with law and regulations. Develops and implements strategic and cost-effective use of pay flexibilities to address agency recruitment and retention needs in support of their missions and goals. Compensation Management ensures policies, programs, and human resources, payroll, and time and attendance systems support accurate and timely pay for employees. Examples of Compensation Management work include, but are not limited to: Providing administrative and Management support in the planning and adoption of nondiscretionary (government-wide) agency discretionary and alternative compensation programs that are fair, equitable and promote employee retention and the designing and planning of programs for award and bonus payout strategies and payroll processing, employee and third party disbursements, and payroll reconciliation. Work Schedule and Leave Administration: Work Schedule and Leave Management designs, develops, and implements work schedules and


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leave policies and programs that attract, retain, and meet the work-life needs of employees in accordance with law and regulations. Develops and implements policies to administer leave and work schedules in support of agency missions and goals. Ensures policies, programs, and human resources, payroll, and time and attendance systems support accurate and timely benefits for employees. Examples of Work Schedule and Leave Administration work include, but are not limited to: Providing consulting and program management services in support of the creation of work schedules that may also include approval and recording systems that reconcile leave accrued and leave taken. Benefits Administration Benefits Management is the process of establishing and maintaining non-wage compensations for the employees of the organization, managing the day-to-day operations of group benefits programs and employee enrollment, processing claims, and performing benefits reconciliation. Employee benefits typically include but are not limited to medical insurance and individual retirement accounts (IRAs). Examples of Benefits Administration work include, but are not limited to: Consulting and management support services to insure proper determination, allocation, and disbursement of employee benefits including the processing and adjudication of workers compensation claims. Workers Compensation involves the management of claims processing under the Federal Employees' Compensation Act (FECA) pursuant to the Department of Labor, Office of Workers' Compensation Program (OWCP). Examples of Workers Compensation Benefits Administration work include, but are not limited to: Providing technical and managerial assistance; monitoring hearing and appeal responses; counseling claimants in filing injury reports and establishing the essential elements of the claim; developing training programs for employees and management; developing return-to-work strategies; and claims re-validation assessments and administrative inquiries to confirm or refute suspicions or allegations of invalid claim status. Work-Life Wellness/Employee Assistance Programs Work-life Wellness and Employee Assistance Programming is the managing of organizational services that help employees work through various life challenges that may adversely affect job performance, health, and personal well-being to optimize organizational success and work-like wellness. EAP services include employee assessments, counseling, and referrals for additional services to address personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol or other substance abuse. Examples of Work-Life Wellness/Employee Assistance work include, but are not limited to: Providing comprehensive employee assistance and related social and behavioral health counseling and readjustment services including, traditional EAP, vocational and psychosocial rehabilitation, physical/occupational/educational therapy and outpatient recovery; personal and family support, wellness coaching, psychotherapy, including homeless counseling and placement services, emergency response and social advocacy services, educational and public health program administration, service registries (employment, daycare, etc.); legal, benefit/compensation consultation in the areas of individual and family personal and financial


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enhancement.

524292 --- SEPERATION & RETIREMENT

TPA shall conduct efficient and accurate HC processing actions in support of employee separation or retirement. Examples of Separation and Retirement work includes but is not limited to: conducting efficient and accurate HC processing actions in support of employee separation or retirement, handling the appropriate notifications and determining the terms of the separation. Ensuring knowledge transfer occurs between the separating employee and remaining employees. This function includes the following sub-functions: Separating employees are offered transition counseling and support. This sub-function includes: Separation Counseling; Retirement Planning and Processing; Retirement Management Separation, Retirement, Payroll and Benefits services require a Quality Control Plan that addresses security of personal individual data. Separation Counseling Separation Counseling involves determining the terms, entitlements, and benefits options of separation (e.g., leave balance pay out or transfer of account, severance, pension, Temporary Continuation of Coverage, etc.) and conducting counseling activities, when appropriate or requested, to assist the separating employee and/or their family with the transition and helping complete necessary documents. Examples of Separation Counseling work include, but are not limited to: Contractor shall provide HR Consulting services specific to retirement not otherwise offered under EAP. Also, providing outplacement support including, but are not limited to: comprehensive outplacement/career transition services in response to downsizing and reorganizing including moving personnel to new positions inside or outside of the organization and retirement assistance; training, counseling and guidance in areas such as self-assessment; knowledge, skills, and abilities (KSA) assessment; job aptitude/interest inventories; group and individual counseling; career and job workshops; resume writing; job search methods; interview and negotiation techniques; stress management; and personal financial management and job training. Retirement Planning and Processing Retirement Planning and Processing includes retirement counseling between the HR department and the prospective retiree, retirement application processing (which includes input from the prospective retiree, HR, and payroll), the application adjudication, and the authorization of retirement payments. Examples of Retirement Planning and Processing work include, but are not limited to: Providing professional consulting services in support of retirement planning.


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Retirement Management Retirement management includes the oversight and maintenance of the organization s retirement systems, tools, and processes. Examples of Retirement Management include but are not limited to providing consulting and management support in the design and implementation of customer agency retirement protocols.

541612ER --- EMPLOYEE RELATIONS

TPA shall provide services in the design, development and implementation of programs to ensure mission effectiveness through employee accountability and that strive to maintain an effective employer-employee relationship that balances the agency's needs against its employees' rights. The function includes the following sub-functions: Employee Misconduct Remediation; Employee Performance Remediation; Administrative Grievances and Third-Party Proceedings; Reasonable Accommodation Programming; and Employee Suitability. Employee Misconduct Remediation Employee Misconduct Remediation involves developing policies that outline employee conduct expectations, defining acts of misconduct, specifying the responsibilities of supervisors when handling misconduct in the workplace, establishing appropriate actions to be taken, and granting the opportunity for employees to respond to allegations. Examples of Employee Misconduct Remediation work include, but are not limited to: Performing case management; reviewing proposed correspondence for regulatory compliance; serving as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and the appropriate internal agency activities as required. Employee Performance Remediation Employee Performance Remediation involves developing processes that address and define corrective actions for departures from acceptable standards of performance established for employees to successfully fulfill the job duties and responsibilities indicated in performance plans. Examples of Employee Performance Remediation work include, but are not limited to: Performing case management; reviewing proposed correspondence for regulatory compliance; serving as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and the appropriate internal agency activities as required. Administrative Grievances and Third-Party Proceedings Administrative Grievances and Third-Party Proceedings refer to the processes and procedures


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organizations use to objectively review complaints concerning working conditions or employment decisions affecting employees not covered by a labor agreement with a union, and engagement in alternative methods of dispute resolution, as appropriate, (e.g., mediation, fact finding, ombudsman meeting, dispute panels, and facilitated discussion. Examples of Administrative Grievances and Third-Party Proceeding work include, but are not limited to: Providing comprehensive support in disciplinary actions as they relate to complaints, grievances, and appeals; leave administration, recognition and awards, performance management and appraisal, insurance benefits, Thrift Savings Plan, and retirements , providing guidance and assistance in completing necessary processes and documentation; providing guidance and assistance in monitoring and assessing the value of or operation of a complaint receipt systems such as an agency complaint hotline, performing case management; assisting in the review of correspondence for regulatory compliance; serving as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and providing support to the appropriate internal agency activities as required. (GSA) Reasonable Accommodation Programming Reasonable Accommodations Programming refers to formal procedures for handling requests for an adjustment or change to some aspect of one's job or benefit of employment for reasons related to a disability or medical condition, and available provisions that make it easier for an employee to successfully perform position duties. Examples of Reasonable Accommodation Programming work include, but are not limited to: Performing case management, screening or assisting in the review of proposed correspondence for regulatory compliance; serving as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and supporting the appropriate internal agency activities as required. Employee Suitability Employee Suitability refers to a determination of whether the continued employment of an employee with more than one year of continuous service would or would not protect the integrity or promote the efficiency of the service, and any adverse actions taken to remove the employee from their position. Examples of Employee Suitability work include, but are not limited to: Assisting in determining candidate/employee suitability based on information collected outside of the HR process or within, including interviews, skills assessment, skills testing and resume review.

541612LR --- LABOR RELATIONS

TPA shall support the managing of the relationship between the agency and its management associations, unions and bargaining units. This includes negotiating and administering labor contracts and collective bargaining agreements; managing negotiated grievances; and


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participating in negotiated third party proceedings. Includes adjudication of issues related to Disaster Relief. This function includes the following sub-functions: Labor Relations Management; Negotiated Grievances and Third-Party Proceedings; Collective Bargaining. Labor Relations Management Labor Management Relations involves managing bargaining unit recognition requests, establishing an environment and resources conducive for ongoing communication between union and management between management and non-labor organizations representing Federal employees, and ensuring union negotiations, contracts, and agreements are legal and compliant with government-wide laws, rules and regulations. Examples of Labor Relations Management work include, but are not limited to: Performing case management; meditating and/or Alternative Dispute Resolution (ADR), as needed; assisting a Customer Agency in the Review of correspondence for regulatory sufficiency or compliance; serving as an interface support for activities with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and supporting appropriate internal agency activities as required. Negotiated Grievances and Third-Party Proceedings Negotiated Grievances and Third-Party Proceedings refer to the procedures and guidelines to be followed by employees, management or the union when resolving disputes or conflicts, and the provision of an appeal or third-party arbitration for any grievance not satisfactorily settled under negotiated grievance procedures. Examples of Negotiated Grievances and Third-Party Proceeding work include, but are not limited to: Performing case management; mediating and/or ADR, as needed; supporting management review of correspondence for Regulatory sufficiency or compliance; assisting Customer Agency management as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and supporting appropriate internal agency activities as required; including providing paralegal and related ancillary services. Collective Bargaining Collective Bargaining involves negotiating in good faith and reaching agreements that result in written contracts governing the terms and conditions of employment for unionized employees (e.g., working hours, training, health and safety, overtime, grievance mechanisms, etc.). Examples of Collective Bargaining work include, but are not limited to: Performing case management; mediating, and assisting customer agencies in the review of proposed correspondence for Regulatory sufficiency or compliance; assisting Customer Agency management as an interface with legal staff, union representatives, Department of Labor (DOL), Office of Personnel Management (OPM), other appropriate outside agencies, and supporting appropriate internal agency activities as required.


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541611W --- WORKFORCE ANALYTICS AND EMPLOYEE RECORDS

Contractor shall support Workforce Analytics and Employee Records functions including but not limited to the implementation of systematic, flexible, and inclusive process to review workforce and performance data, metrics, and results, to anticipate and plan for future strategic and operational requirements and to make holistically informed Human Capital Management decisions. This function includes the following sub-functions: Employee Inquiry Processing; Employee Research; Workforce and Performance Analytics; Workforce and Performance Reporting; Records Management; and Records Disclosure. Employee Inquiry Processing Employee Inquiry Processing refers to the process of receiving, responding to, and recording information related to employee inquiries, questions, concerns, complaints or suggestions. Employee Research Employee Research involves the use of surveys, focus groups and other data-gathering methods to reveal the attitudes, opinions and feelings of employees that could influence change within the organization. Workforce and Performance Analytics Workforce and Performance Analytics refer to an advanced set of data analysis tools and metrics that comprehensively measure workforce performance and facilitate ongoing improvement. It includes analysis of recruitment, staffing, training and development, personnel, and compensation and benefits, as well as standard ratios such as time to fill, cost per hire, accession rate, retention rate, replacement rate, offer acceptance rate, etc. Workforce and Performance Reporting Workforce and Performance Reporting involve communicating organizational composition, resources utilization, and/or achievements data to relevant stakeholders to inform goal creation and drive positive change. Records Management Records Management involves establishing standards of accuracy, relevancy, necessity, timeliness, and completeness for personnel records, and prescribes processes for the creation, collection, processing, use, revision, and maintenance of employee data.


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54161 --- AGENCY HUMAN CAPITAL EVALUATION OPM defines the Agency Human Capital Evaluation function as assess results achieved across all Human Capital Management systems and activities in support of mission goals to identify and implement improvements. Human Capital Programmatic Evaluation Human Capital Programmatic Evaluation refers to an agency's self-assessment of its human capital strategy, services, and practices to improve its return on human capital investment, quality, efficiency, and employee satisfaction. SERVICE CONTRACT ACT (SCA) The SCA is applicable to this contract as it applies to the entire Human Resources Service Schedule and all services provided. While no specific labor categories have been identified as being subject to SCA due to exemptions for professional employees (FAR 22.1101, 22.1102 and 29 CFR 541.300), this contract still maintains the provisions and protections for SCA eligible categories. If and / or when the Contractor adds SCA labor categories / employees to the contract through the modification process, the Contractor must inform the Contracting Officer and establish a SCA matrix identifying the GSA labor category titles, the occupational code, SCA labor category titles and the applicable WD number. Failure to do so may result in cancellation of the contract.


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Section V: LABOR CATEGORY DESCRIPTION

1. SUBJECT MATTER EXPERT

General Experience:

Expert in single or multiple technical disciplines. Provides Expert guidance and insight into specific Human Resources technologies and their application and independently performs a variety of system design and integration tasks where a specific subject matter expertise is necessary. Principal Duties and Responsibilities:

Plans and performs research, design assessment, development, integration and other assignments in a specific technical area.

Supervises broad team of human resources personnel

Responsible for highly complex technical/engineering areas. May perform other duties, as assigned.

Qualification

Bachelor's Degree or equivalent and 17 years of general experience. 10 years of general experience is considered equivalent to a Bachelor's Degree. With a Master's Degree, 15 years of general experience is required. With a PhD, 13 year of general experience is required.

2. Senior Personnel Management Specialist

General Experience:

Sr. Personnel Management specialist possess at least 11 years of experience in Human Resources services, business process redesign, change management efforts or information systems implementation.

Principal Duties and Responsibilities:

Must apply broad management skills and specialized functional and technical expertise to guide project teams in delivering client solutions or to manage the day-to-day operations of Human Resources Services projects. Must also provide subject matter expertise in HR processes or technology areas. Qualified to perform such tasks as:

¾ Design and implement new organization structures ¾ Conceptual design and development of training curricula ¾ Assist an organization translate its vision and strategy into core human resource

and business processes ¾ Lead clients through streamlining, reengineering and transforming business processes ¾ Develop and execute project budgets.

Job Specifications:

Bachelor s Degree with 10 years of related experience.


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3. Personnel Management

General Experience:

Personnel Manager must possess at least 6 years of experience in outsourcing services, business process redesign, change management efforts or information systems implementation.


Personnel Manager must apply broad management skills and specialized functional and technical expertise to guide project teams in delivering client solutions or to manage the day-to-day operations of Human Resources Services projects. Personnel Manager provides subject matter expertise in HR processes or technology areas. Qualified to perform such tasks as:

Design and implement new organization structures Conceptual design and development of training curricula Assist an organization translate its vision and strategy into core human resource and

business processes Lead clients through streamlining, reengineering and transforming business

processes Develop and execute project budgets.

Job Specifications:

Bachelor s Degree and minimum of 5 years related experience with (civilian) Federal Government agencies or (Military and Civilian) Department of Defense agencies.

4. SR. Position Classification Specialist

General Experience Senior Position Classification Specialist must possess at least 10 years of experience in position classification in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in conducting evaluation statements (if they exist), perform necessary fact-finding, and gather necessary information, in order to determine series and grade of proposed position description


Reviews new position descriptions submitted by customers, review evaluation statements (if they exist), perform necessary fact-finding, and gather necessary information, in order to determine series and grade of proposed position description.

For desk audits and position classification appeals, prepare a written analysis and any other required documentation of each position reviewed and recommend to the project manager whether or not the position is properly classified by comparison to the OPM classification standards.

Write and classify new position descriptions. This may require meetings with subject matter experts and/or other classification specialists to obtain additional information.


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Job Specifications:

Bachelor s Degree and minimum of 10 years related experience with (civilian) Federal

Government agencies or (Military and Civilian) Department of Defense agencies.

5. Position Classification Specialist

General Experience:

Position Classification Specialist must possess at least 5 years of experience in position classification in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in conducting evaluation statements (if they exist), perform necessary fact-finding, and gather necessary information, in order to determine series and grade of proposed position description.


Reviews new position descriptions submitted by customers, review evaluation statements (if they exist), perform necessary fact-finding, and gather necessary information, in order to determine series and grade of proposed position description.

For desk audits and position classification appeals, prepare a written analysis and any other required documentation of each position reviewed and recommend to the project manager whether or not the position is properly classified by comparison to the OPM classification standards.

Write and classify new position descriptions. This may require meetings with subject matter experts and/or other classification specialists to obtain additional information.

Job Specifications:

Bachelor s Degree and minimum of 10 years related experience with (civilian)Federal Government agencies or (Military and Civilian) Department of Defense agencies.

6. Senior Staffing Specialist:

General Experience: Senior Staffing Specialist must possess at least 10 years of experience in staffing in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in screening job announcement, evaluating case files for basic qualifications, and analyzing eligibility as required by job announcements. Conduct rating and ranking of applications.


Using a classified position description, prepare job analyses and knowledge, skills, and abilities (KSA) statements using the HHS streamlined process.

Draft appropriate sections of vacancy announcements. Screen job announcement case files for basic qualifications and eligibility as

required by job announcements. Conduct rating and ranking of applications.


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Job Specifications:


7. Staffing Specialist:

General Experience:

Staffing Specialist must possess at least 5 years of experience in staffing in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in screening job announcement, evaluating case files for basic qualifications, and analyzing eligibility as required by job announcements. Conduct rating and ranking of applications.


Using a classified position description, prepare job analyses and knowledge, skills, and abilities (KSA) statements using the HHS streamlined process.

Draft appropriate sections of vacancy announcements. Screen job announcement case files for basic qualifications and eligibility as required by

job announcements. Conduct rating and ranking of applications.

Job Specifications:


8. Senior Benefits Specialist

General Experience:

Senior Benefits Specialist must possess at least 10 years of experience in employee benefits administration in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in preparing retirement packages for submission to Office of Personnel Management.


Counsel employees on retirement. Prepare retirement packages for submission to Office of Personnel Management.

Job Specifications:


9. Benefits Specialist:

General Experience

Benefits Specialist must possess at least 5 years of experience in employee benefits administration in accordance with Office of Personnel Management (OPM) guidance. Must possess extensive experience in preparing retirement packages for submission to Office of


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Personnel Management.


Counsel employees on retirement. Prepare retirement packages for submission to Office of Personnel Management.

Job Specifications:


10. Senior Employee Relations Specialist

General Experience:

Senior Employee Relations Specialist must possess at least 10 years of experience in employee relations in accordance with Office of Personnel Management (OPM) guidance. Professional must possess the ability to investigate and evaluate the merits of an administrative or union grievance filed by an individual within an organization. Conduct fact- finding as necessary to include interviews, under oath, with management officials and employees. Evaluate pertinent Federal/Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.


Investigate and evaluate the merits of an administrative or union grievance filed by an individual within an organization. Conduct fact- finding as necessary to include interviews, under oath, with management officials and employees. Evaluate pertinent Federal/Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.

Conduct an investigation of allegations of employee misconduct as necessary to include interviews, under oath, with management offices and employees. Evaluate pertinent Federal /Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.

Conduct retirement computations, including review of documentation in OPF to verify

creditable service. Job Specifications: Bachelor s Degree and minimum of 10 years related experience with (civilian) Federal Government agencies or (Military and Civilian) Department of Defense agencies.

11. Employee Relations Specialist

General Experience:

Employee Relations Specialist must possess at least 5 years of experience in employee relations in accordance with Office of Personnel Management (OPM) guidance. Professional must possess the ability to investigate and evaluate the merits of an


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administrative or union grievance filed by an individual within an organization. Conduct fact- finding as necessary to include interviews, under oath, with management officials and employees. Evaluate pertinent Federal/Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.


Investigate and evaluate the merits of an administrative or union grievance filed by an individual within an organization. Conduct fact- finding as necessary to include interviews, under oath, with management officials and employees. Evaluate pertinent Federal/Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.

Conduct an investigation of allegations of employee misconduct as necessary to include interviews, under oath, with management offices and employees. Evaluate pertinent Federal /Agency laws, regulations, guidelines and relevant case law. Advise appropriate individual(s) and prepare any necessary documentation.

3. Conduct retirement computations, including review of documentation in OPF to verify creditable service.

Job Specifications:


12. Senior Employee Development Specialist

General Experience:

Sr. Employee Development Specialists possess at least 10 years of experience in Human Resource business processes.


Must apply their advanced skills and experience in processing personnel transactions, detailed knowledge of business processes, and supervisory skills to administer human resource processes. On Human Resources Services projects, Senior Specialists provide HR process services and interact with clients at the supervisory level. Sr. Employee Development Specialist is qualified to perform tasks such as:

Input data into Human Resource Information Systems (HRIS) Provide assistance on employee records Process personnel transactions Prepare human resource reports

Provide daily supervision and direction to staff

Job Specifications:

Bachelor s Degree with 10 years related experience.

13. Employee Development Specialist


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General Experience:

Must possess at least 5 years of experience in Human Resource business processes or training development and administration.


Must apply their advanced skills and experience in processing personnel transactions, detailed knowledge of business processes, and supervisory skills to administer human resource processes. On Human Resources Services projects, Senior Specialists provide HR process services and interact with clients. Employee Development Specialist is qualified to perform tasks such as:

Input data into Human Resource Information Systems (HRIS) Provide assistance on employee records

Process personnel transactions Prepare human resource reports Provide daily supervision and direction to staff

Job Specifications:

Bachelor s Degree with 5 years related experience.

14. Employment Development Assistant

General Experience:

Possess at least 2 years of experience in Human Resource business processes.


Apply their skills to administer human resource processes. Employee Development Assistant must provide HR data entry services. Qualified to perform tasks such as:

Input data into Human Resource Information Systems (HRIS) Provide assistance on employee records Process personnel transactions Prepare human resource reports

Job Specifications: Associate s Degree with 2 years related experience.

15. Human Resource Assistant

General Experience:

Possess at least 2 years of experience in Human Resource business processes


Research personnel laws, regulations and procedures to determine and/or verify appropriate nature of action and legal authority. Enter data into automated personnel action processing system for personnel and pay actions. Maintain Official Personnel Files.

Job Specifications:


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Associate s Degree with 2 years related experience.

16. HR Processor

General Experience:

Possess at least 2 years of experience in Human Resource business processes


Research personnel laws, regulations and procedures to determine and/or verify appropriate nature of action and legal authority. Enter data into automated personnel action processing system for personnel and pay actions. Maintain Official Personnel Files.

Job Specifications:

Associate s Degree with 2 years related experience.

17. Personnel Systems Manager

General Experience:

Must possess a minimum of 10 years of experience in human resource systems.


Confers with client executive management to define the client's strategic business information technology goals and advises in the reengineering of business processes to meet those goals. Applies process improvement and reengineering methodologies and principles to process modernization projects. Responsible for effective transition of existing project teams and the facilitation of project teams in the accomplishment of project activities and objectives. Provides group facilitation, interviewing, training, and additional forms of knowledge transfer. Acts as key coordinator between multiple project teams to ensure enterprise-wide integration of reengineering efforts. May provide daily supervision and direction to business process reengineering team or high-level consulting input. May include specific knowledge of paperless environment and electronic document management systems.

Job Specifications:

Bachelor s Degree with a minimum of 10 years in Personnel Systems Management of which 3 years must have been spent in providing HR Software implementation services for Federal Government Agencies and/or Department of Defense agencies.

18. Administrative Specialist

General Experience:

Must possess a minimum of 5 years in preparation of presentation graphics and supports the development of contract deliverables and reports by developing and updating graphic presentations to improve the quality and enhance the usability of these documents.


Directly supports Program Manager or Project Manager by maintaining personnel and other


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files; prepares correspondence, schedules and coordinates travel. Assists in the preparation of presentation graphics and supports the development of contract deliverables and reports by developing and updating graphic presentations to improve the quality and enhance the usability of these documents. Responsible for integrating the graphics generated with automated tools and the deliverable documents.

Job Specifications:

Bachelor s Degree or High School Diploma or Associate Degree with a minimum of 5 years in preparation of presentation graphics and supports the development of contract deliverables and reports by developing and updating graphic presentations to improve the quality and enhance the usability of these documents for Federal Government Agencies and/or Department of Defense agencies.

19. Senior Computer Systems Analyst

General Experience:

Works with Ada, SQL, and third/fourth generation languages in the design and implementation of systems and using database management systems. Possesses ability to assume increasing responsibilities in information engineering activities. Knowledgeable of applicable standards and provides general technical support.

Principal Duties and Responsibilities

Analyzes and studies complex information system requirements. Designs software tools and subsystems to support software reuse and domain analyses and manages their implementation. Manages software development and support using formal specifications, data flow diagrams, other accepted design techniques and Computer Aided Software Engineering (CASE) tools. Provides input to estimate software development costs and schedule. Reviews existing programs and assists in making refinements, reducing operating time, and improving current techniques. May manage, coordinate, or install system upgrades. Uses diagnostic software to test and isolate ADPE to validate functionality. May provide system analysis and integration and oversee system operations. Often assists with monitoring system performance and security and sets up terminal/printer queues. Provides in-service support for proper use of system software, hardware, or applications and provides Tier 1 technical support for ADPE. Works independently under minimal supervision. Job Specifications

Bachelor's degree or equivalent and 1 year of general experience. Six (6) years of general experience is equivalent to a Bachelor's degree. With a Master's degree, no experience is required.

20. Computer Systems Analyst

General Experience:

Works with Ada, SQL, and third/fourth generation languages in the design and implementation of systems and using database management systems. Possesses ability to


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assume increasing responsibilities in information engineering activities. Knowledgeable of applicable standards and provides general technical support.


Analyzes and studies complex information system requirements. Designs software tools and subsystems to support software reuse and domain analyses and manages their implementation. Manages software development and support using formal specifications, data flow diagrams, other accepted design techniques and Computer Aided Software Engineering (CASE) tools. Provides input to estimate software development costs and schedule. Reviews existing programs and assists in making refinements, reducing operating time, and improving current techniques. May manage, coordinate, or install system upgrades. Uses diagnostic software to test and isolate ADPE to validate functionality. May provide system analysis and integration and oversee system operations. Often assists with monitoring system performance and security and sets up terminal/printer queues. Provides in-service support for proper use of system software, hardware, or applications and provides Tier 1 technical support for ADPE. Works independently under minimal supervision.

Job Specifications

Bachelor's degree or equivalent and 1 year of general experience. Six (4) years of general experience is equivalent to a Bachelor's degree. With a Master's degree, no experience is required.

21. Senior Program Analyst

General Experience:

Works independently, with management review of end results. Has prime accountability for the maintenance and operating efficiency of a major subsystem, such as the teleprocessing network, database management systems, etc.


Continually assess the performance of appropriate software systems to identify and correct problems which impact operation efficiency and work quality.

Maintains active liaison with user personnel to ensure continuing responsiveness of applicable system software user requirements.

Analyzes performance indicators such as system's response time and number of programs being processed to ensure operational efficiency.

Designs, codes, install, and maintains appropriate systems software program. Identifies, evaluates, tailors, and directs the implementation of vendor-supplied

software packages. Performs special system regenerations where applicable to reflect changes in peripheral

configuration. Ensures the maintenance of adequate software systems documentation.

Recommends to management the purchase or lease of system software packages and related hardware.


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Provides technical assistance to less experienced systems software personnel in the resolution of complex system-related problems.

Trains users in applications programming and other user personnel in the use of systems software and related hardware.

May perform other duties as assigned.

Job Specifications:

Bachelor's Degree or equivalent and 6 years of general experience. Six (6) years of general experience is considered equivalent to a Bachelor's Degree. With a Master's Degree, four (4) years of general experience is required. With a PhD, 2 year of general experience is required.

22. Junior Program Analyst

General Summary

Works under supervision to support the activities of a Programmer Analyst. Assists in the support of the maintenance and operating efficiency of a major system, such as the teleprocessing network, database management system, etc.


Assists programmer analysts in the assessment of the performance of appropriate software systems to identify and correct problems which impact operation and work quality.

Assists in analyzing performance indicators such as system response time and number of programs being processed to ensure operational efficiency.

Codes, in accordance with specific design parameters, system software modules as

directed by the Programmer Analyst.

Assists in the identification, evaluation, customizing and implementation of vendor-

supplied software packages.

Assists the Programmer Analyst in end user training in applications programming and

other user personnel in the use of systems software and related hardware.


Job Specifications

Bachelor's Degree or equivalent. Six (6) years of general experience is considered

equivalent to a Bachelor's Degree.

23. Senior Programmer

General Experience:

Works independently, with management review of end results. Has prime accountability for the maintenance and operating efficiency of a major subsystem, such as the teleprocessing network, database management systems, etc.



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Analyzes performance indicators such as system's response time and number of

programs being processed to ensure operational efficiency.

Designs, codes, install, and maintains appropriate systems software program.

Identifies, evaluates, tailors, and directs the implementation of vendor-supplied

software packages.

Performs special system regenerations where applicable to reflect changes in

peripheral configuration.

Ensures the maintenance of adequate software systems documentation.

Recommends to management the purchase or lease of system software packages and

related hardware. Provides technical assistance to less experienced systems software personnel in the

resolution of complex system-related problems. Trains users in applications programming and other user personnel in the use of systems software and related hardware.


Job Specifications


24. Junior Programmer

General Experience:

Works under the supervision of Senior Programmer and Programmer, with management review of end results. Has prime accountability for the maintenance and operating efficiency of a major subsystem, such as the teleprocessing network, database management systems, etc.




Analyzes performance indicators such as system's response time and number of programs being processed to ensure operational efficiency.

Designs, codes, installs, and maintains appropriate systems software program. Identifies, evaluates, tailors, and directs the implementation of vendor-supplied

software packages.


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Performs special system regenerations where applicable to reflect changes in peripheral configuration.

Ensures the maintenance of adequate software systems documentation. Recommends to management the purchase or lease of system software packages and

related hardware. Provides technical assistance to less experienced systems software personnel in the

resolution of complex system-related problems.

Job Specifications


25. Senior Data Base Management Specialist

General Experience:

Engineering applications, databases and systems to integrate and analyze Security Operations Data.


Must have demonstrated technical writing skills; Demonstrated verbal communication skills; Demonstrated analytical skills; Occasional travel broad knowledge of IT and IT security standards, Including U.S. Federal Government standards; Knowledge of and experience with Technologies, products and procedures listed below: Data Modeling (Normilization, Data Relationships, Data Entegrity); Process Flow ModelingDatabase Architecture (MS SQL Server 7.0);Data Minuplation and Management (Structured Query Lanquage); High Availability Cluster Configurations Technologies; Application Architecture Design & Engineering Application Development Tools and Methodologies; X.500 & LDAP Directories; Netware/NDSWindows 2K and NTSystem Hardening; Web Servers; Software Deployment; Storage Systems; Backup and Recovery; Experience In:Data Moduling (Normalization, Data Relationships, Data Entegry and Flow); Data Minipulation and Management (SQL); Database Administration (MS SQL Server 7.0 on NT); High Availability Cluster; Configurations Technologies; Application Design, Engineering & Development; Developing System Documentation, Design & Engineering Documentation, Deployment Plans, and Operating Procedures; Developing Training Materials for Users, Administrators, and Support Personnel Security Certifications Such As CISSP, CISA and SANS GNSA U.S. Federal Government Security Clearance.

Job Specifications:

College Degree or IT Technical Certifications or Equivalent Experience; 3 Years IT Experience; 2 Years IT Security Experience.

26. Senior Systems Analyst


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General Experience:

Acts as a lead in performing systems analysis of computer and communications/networks systems. Oversees the overall installation of computer operating systems, network, and application software. Has ability to adapt to new situations and environments. Possesses keen troubleshooting skills to assist other Sr. Systems Analysts and Program Managers.


Performs systems analysis of computer and networking systems.

Supports other Sr. Systems Analysts and Program Managers, as required. Oversees the overall integration of all systems peripherals so that they can operate

correctly within a predefined environment. Oversees hotline support to customers.

Analyzes and develops technical documentation detailing the installation procedures. May perform other duties, as assigned.

Job Specifications:

Bachelor's Degree or equivalent and 8 years of general experience. Six (6) years of general experience is considered equivalent to a Bachelor's Degree. With a Master's Degree, six (6) years of general experience is acceptable. With a PhD, 4 years of general experience is required.

27. Data Base Analyst

General Experience:

Perform systems analysis of computer and communications/networks systems. Oversees the overall installation of computer operating systems, network, and application software. Has ability to adapt to new situations and environments.


Assists with analyzing, developing, and implementing the physical database design in support of

information technology requirements. Performs the maintenance of database dictionaries.

Monitors standards and procedures, access methods and time, validation checks and

organizational and statistical methods. Reviews, evaluates, designs, implements and maintains

databases. Helps identify data sources, construct data decomposition diagrams and document

the process. Implements codes for database access, modifications and constructions including

stored procedures. Works under direct supervision.

Job Specifications:

Bachelor's Degree or equivalent and 5 years of general experience. Three (3) years of general experience is considered equivalent to a Bachelor's Degree. With a Master's Degree, six (2) years of general experience is acceptable.

28. Project Manager II

General Experience:


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Minimum of 10 years of related work experience.

Principal Duties and Responsibility:

Consults with Contracting Officer's Technical Representative (COTR) and other government project office personnel to minimize costs and maximize efficiency in achieving requirements stated in the contract. Leads the planning, organizing, and control efforts of the overall activities of the task, i.e., task management, technical work, quality of work, schedule, and cost associated with various orders issued under the contract. Ensures that all activities conform to the terms and conditions of the contract and ordering procedures. Acts as liaison between the COTR, the Contracting Officer (CO), and project manager. Coordinates activities and seeks resolution of contractual and technical problems while working with the COTR, the CO, and other Government personnel.

Job Specifications:

Minimum Requirement: Master’s Degree in business, operations research, management, computer science, engineering, or related discipline.

29. Project Manager I

General Experience:

A minimum of 10 years of related work experience.

Principal Duties and Responsibility:

Consults with Contracting Officer's Technical Representative (COTR) and other government project office personnel to minimize costs and maximize efficiency in achieving requirements stated in the contract. Leads the planning, organizing, and control efforts of the overall activities of the task, i.e., task management, technical work, quality of work, schedule, and cost associated with various orders issued under the contract. Ensures that all activities conform to the terms and conditions of the contract and ordering procedures. Acts as liaison between the COTR, the Contracting Officer (CO), and project manager. Coordinates activities and seeks resolution of contractual and technical problems while working with the COTR, the CO, and other Government personnel.

Job Specifications:

Minimum Requirement: Master’s Degree in business, operations research, management,

computer science, engineering, or related discipline.

30. Consultant General Experience:

Good written communications skills, working knowledge of word processing and integrated software applications, organizational skills and ability to perform detail-oriented work are required. Position may require travel and the ability to pass and maintain a security clearance.

Functional Responsibilities:


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The Senior Management Consultant is responsible for management and performance of major contract programs requiring multidiscipline services and inter- organizational cooperation of business units. Manages and directs all phases of a program from inception to completion to assure all technical, schedule, delivery, and cost requirements are met. Communicates with customer to resolve technical and contractual issues. Oversees the development of design concepts and test criteria. Reviews program schedules and potential impacts. Directs proposal preparation, management plans, budgets, and schedules for program, which are critical to the company. Directs the integration of a program management team, reviews progress and evaluates results.

Job Specifications:

Bachelor’s degree in Business Administration or a related field and 10 years of job-related experience or equivalent.

Level Ph.D. Master’s Degree

Bachelor’s Degree

Level 3 10 12 15

Level 2 7 10 12

Level 1 5 7 9

31. Senior Consultant General Experience:

Good written communications skills, working knowledge of word processing and integrated software applications, organizational skills and ability to perform detail-oriented work are required. Position may require travel and the ability to pass and maintain a security clearance.

Functional Responsibilities:

The Senior Management Consultant is responsible for management and performance of major contract programs requiring multidiscipline services and inter- organizational cooperation of business units. Manages and directs all phases of a program from inception to completion to assure all technical, schedule, delivery, and cost requirements are met. Communicates with customer to resolve technical and contractual issues. Oversees the development of design concepts and test criteria. Reviews program schedules and potential impacts. Directs proposal preparation, management plans, budgets, and schedules for program, which are critical to the company. Directs the integration of a program management team, reviews progress and evaluates results.

Job Specifications:

Bachelor’s degree in Business Administration or a related field and 15 years of job-related experience or equivalent.

Level Ph.D. Master’s Degree

Bachelor’s Degree

Level 3 15 17 19

Level 2 11 13 15

Level 1 7 9 11

contract number: gs-02f-0141t

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