October 22, 2015October 22, 2015

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Orientation and Procurement OverviewOrientation and Procurement Overview

Chrystal D. WisemanChrystal D. WisemanContracting OfficerContracting Officer

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These slides are not to be interpreted as a comprehensive description of the procurement strategy or requirements in the Request For Proposal (RFP)

To the extent there are any inconsistencies between this briefing and the RFP, the RFP will govern

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Purpose of Pre-proposal BulletinPurpose of Pre-proposal Bulletin

The purpose of this Pre-proposal Bulletin is to help industry understand the Government’s requirements

Questions:

• Official responses to written questions received by the Contracting Officer will be posted to the HRIPS procurement website http://procurement.jsc.nasa.gov/hrips/

• The deadline for submitting questions regarding this Preproposal Bulletin is November 2, 2015

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Source Selection Authority

• Herb Baker, Operations Support Office Manager, Johnson Space Center

Acquisition Team

• AH/Nancy Garrick, Chairperson

• AH/Stephen Williams, Voting Member

• BR/Chrystal Wiseman, Contracting Officer

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Contracting Officer:

Chrystal D. Wiseman

Chrystal.D.Wiseman@nasa.gov

(281) 792-7842

Communication will be in accordance with Section L.12, Communications Regarding This Solicitation

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Ombudsman (NFS 1852.215-84): “…before consulting

with an ombudsman, interested parties must first

address their concerns, issues, disagreements, and/or

recommendations to the Contracting Officer for

resolution … If resolution cannot be made by the

Contracting Officer, interested parties may contact the

installation ombudsman whose name, address,

telephone number, and email address may be found at:

http://prod.nais.nasa.gov/pub/pub_library/Omb.html ”

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Contract Number: NNJ11JA01B Prime Contractor: GAPSI-Banner Joint Venture Contract Type: Firm-Fixed-Price, IDIQ Period of Performance: 05/01/2011 – 4/30/2016 Skills currently provided on contract include:

• Design, deliver, manage, coordinate, advertising training courses, programs, & organizational development initiatives

• HR information technology with advanced competencies in information systems Develop applications, tools, and services using agile and joint rapid application development

techniques Consult in ad hoc technical and functional content support for advanced development of HR

applications, tool, collaboration, and service

• Research, analyze, consult, integrate and administer HR services• Interpret and apply HR regulations, policies, and procedures

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JSC Human Resources OfficeJSC Human Resources Office

Nancy Garrick,Nancy Garrick,Human Resources Development Human Resources Development

RepresentativeRepresentative

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Everything we do supports…

Mission:

Ensure a committed and capable workforce where and when it’s needed

Guiding Principles

1.Partner with our customers to provide timely HR solutions that attract, develop, and retain an adaptable, engaged, and diverse workforce

2.Apply HR expertise to increase efficiencies, improve effectiveness, and reduce costs

3.Work together as a team, promote work-life fit

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Inclusion & Innovation

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Brady Pyle, Acting DirectorAnne Roemer, Acting Deputy Director

Workforce Strategy & Analytics Office

Scott Wood, Manager

HR Development OfficeBrad Mudgett, Manager

Paul Cruz, Deputy

HR Management OfficeKelly Elliott, ManagerCasey Swails, Deputy

HR Operations & Systems OfficeDianne Stokes, ManagerStacey Decker, Deputy

• Welfare, Morale and Recreation• Services that Enhance Work Life• Employee Wellness Initiatives• Support to the JSC Team

• Center Workforce Strategy, Planning, & Management

• Workforce and Business Analytics• Workforce Systems and Data

• HR Development Reps for Organizations• Management & Organization Development• Organization Effectiveness• Inclusion & Engagement Initiatives• Leadership Development• Training & Academics• Employee Development• Management Advice & Consultation

• HR Reps for Organizations• Management Advice & Consultation• Organization Design• Classification & Position Management• Performance Management• Hiring & Placement • Employee Relations • Expatriate Management• SES Program Management• Student Employment & College Recruiting

• HR Policy Analysis, Strategy & Development• Staffing (Hiring & Promotions)• Regulatory & Merit Systems Compliance• Awards & Recognition Programss Programs• Work-life Programs• Employee Accountability/Liaison NSSC• HR & Admin Contract Management• Contracting Officer Representative (JASS &

HRMODSS)

JSC Human Resources OfficeStarport Services

(Exchange Operations)Rob Banfield, Manager

Stephen Williams, Deputy

2015

GAPsi Banner Joint VentureHR Management Operations

Development Support Services (HRMODSS)

AH12

AH1

AH14

AH8AH7AH3

HRIPSHRIPSSOW, J Attachments, DRDs OverviewSOW, J Attachments, DRDs Overview

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The SOW, Section C is composed of six technical sections, which outlines the following:

1. Human Resources Management

2. Human Resources Operations

3. Human Resources Development

4. Human Resources Information Systems Development

5. Workforce Planning & Analysis

6. NASA Exchange – JSC Office (Starport)

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Section 3.0: Contract Management

• Comply with all the applicable documents listed in the SOW

• Provide all the Data Requirements Description (DRDs) per delivery schedule in the Data Requirements List (DRL)

• Perform all the management functions, including technical and business management, necessary to plan, implement, track, report, and deliver the services described in the SOW

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Section 4.0: Human Resources Management

• Perform technical, analytical, consulting, and administrative services in support of HRMO and JSC Human Resources Representatives (HRRs) in accordance with JSC HRO policies as outlined in the SOW

• Utilize a variety of HR Information Systems and tools to perform a variety of activities such as preparing, processing, and reporting documentation

• Assist in planning, administration, and reporting related to a variety of activities including NASA’s Employee Performance Communication System (EPCS) and other related performance management programs; Employee & Labor Relations practices; and Recruiting efforts; as well as JSC’s Classification & Wage requirements; Expatriate Program; and Pathways Intern Employment Program

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Section 5.0: Human Resources Operations• Provide paraprofessionals to perform technical, analytical, consulting, and administrative

services in accordance with JSC Human Resources Office policies, responsible for: Support HR Office and the HR Customer Service Desk by providing real-time routine and non-

routine information to callers and visitors

Interact with NASA Shared Services Center (NSSC) in relation to the electronic official personnel files for JSC employees

Participate in safety inspections, Safety and Health Day, and evacuation drills

Responsible for management of HR records in support of SOW activities

Develop, update and process JSC forms and directives

Support HR budget tracking using MS Excel

Internal and external hiring and general staffing support

Provide professional services for the Astronaut Candidate (ASCAN) Selection Office

Provide guidance on awards policies and programs in support of SOW activities

Support and advise the HRRs and the HRDRs to ensure HR regulations, policy and procedures are followed

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Part 6: Human Resources Development• Perform technical, analytical, consulting, and administrative services in support of the

Human Resources Development Office in accordance with JSC Human Resources Office policies, including:

Design, deliver, manage, coordinate, and advertise raining courses, programs, and organizational development initiatives

Support NASA and JSC organizational transition and change management activities

Support overall planning, design, development, selection, management, execution, coordination and assessment of various Agency and Center level professional development programs

Identify and provide consultants, mentors, speakers, and coaches to participate in Center-level professional development

Provide administration and operational support to HRDO systems

Provide logistics support to classes

Monitor all training room facilities to ensure that all are ready for use and have appropriate support tools and equipment at all times

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Part 7: Human Resources Information Systems Development

• Perform information systems support to the Human Resources Information Systems Office (HRISO) activities in accordance with JSC HR Office policies, including:

Provide successful, state-of-the-art human resources information systems with advanced competencies in information systems as outlines in the SOW

Develop and administer portlets and components of the Human Capital Information Environment (HCIE) portlet associated with assigned HRISO application

Provide ad hoc technical and functional content support and consultation for advanced development of HR applications, tools, collaboration and services

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Part 8: Workforce Planning & Analysis

• Perform technical, analytical, consulting, and administrative support of the HR Workforce Planning Office, including:

Access, extract, integrate, and analyze data from multiple JSC and Agency workforce and financial systems as outlined in SOW

Analyze, determine outcomes, and model scenarios and relational impacts using a wide range of mathematical and statistical methods, and provide recommendations, designs, restructuring, or rebalancing strategies

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Part 9: NASA Exchange – JSC (Starport) Office

• Perform managerial and paraprofessional services in support of the NASA Exchange - JSC Starport activities in accordance with JSC’s HRO.

• Provide communication services for JSC Starport and HRO including development and execution of short and long-term internal and external communication strategies across the JSC community

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Minor changes in Section C from Draft to Final RFP

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Section C 3.1: Work Authorizations paragraph 1 was revised with reference to Section I.11 Task Ordering Procedure

Section C 3.3: Travel Requirement paragraph 2 was deleted Section C 7.5: The Statement of Work has been updated to reflect that a

blade server configuration has been replaced by Virtual Memory (VM) server appliances.

Section C 9.0: Section of paragraph describing non-appropriated funds has been deleted

NASA LABOR CATEGORY NASA LABOR CATEGORYProgram Manager Senior HRIS Applications Architect/User Interface/UsabilityEngineering Training Specialist I HR Assistant I Engineering Training Specialist II HR Assistant II Engineering Training Specialist III HR Assistant III Engineering Training Specialist IV HR Assistant IV Training Specialist I HR Assistant V Training Specialist II HR Associate I Training Specialist III HR Associate II Training Specialist IV HR Associate III Training Specialist V HR Associate IV Training Specialist Lead HR Associate V Training Assistant I HR Associate Lead Training Assistant II HR Expert/Consultant ITraining Assistant III HR Expert/Consultant IISubject Matter Expert – Mentor HR Expert/Consultant IIIWorkforce Planner I HR Expert/Consultant IVWorkforce Planner II HR Policy or Programs Analyst IWorkforce Planner III HR Policy or Programs Analyst IIWorkforce Planner IV HR Policy or Programs Analyst IIIWorkforce Planner V HR Policy or Programs Analyst IVWorkforce Planner Lead HR Policy or Programs Analyst VFacility Manager (Starport) HR Policy or Programs Analyst I - Pathways ProgramCommunications Manager (Starport) HR Policy or Programs Analyst II - Pathways ProgramLead Senior HRIS Applications Architect/DBA HR Policy or Programs Analyst III - Pathways ProgramSenior HRIS Applications Architect/DBA HR Policy or Programs Analyst IV - Pathways ProgramSenior HRIS Applications Architect/DBA/Oracle HR Policy or Programs Analyst V - Pathways ProgramOther labor categories Note: For additional labor categories proposed, that cannot logically mapped into any of the listed standard categories above, list the category and provide a job description and qualifying education and/or experience in support of additional labor category; and identify between exempt and non-exempt.

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Minor changes to the SOW Attachment C-1 from Draft to Final RFP

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Attachment C-01: Deputy Program Manager requirement has been removed

Attachment C-01: SLCs education training have been updated on the following: Engineering Training Specialist I-IV; Training Assistant II-III; HR Associate II-V; HR Associate II-V; HR Lead Associate

The SEB is taking a zero-based approach to DRDs. All DRDs associated with the current contract will be reviewed and their inclusion in the new solicitation must be justified

Significant DRD changes from the Draft anticipated include:• Eliminated DRDs: None• Added DRDs : None

Modified DRDs, with brief description of modification : • DRD HRIPS-01: Safety and Health Plan: Frequency of Submission language has been added to include,

“Safety and Health Plan must be fully approved by NASA prior to the end of the Phase-In period.”

• DRD HRIPS-01: Safety and Health Plan: requirement for 1 hard copy to be submitted to the Contracting Officer has been deleted.

• DRD HRIPS-05: Environmental and Energy Consuming Product Compliance Reports: requirement for hard copy to be submitted has been deleted.

• DRD HRIPS-06: Organizational Conflict of Interest Plan: requirement to submit Plan with proposal has been revised to submit Section 8. (c) 5 with proposal and full Plan due before end of the contract phase-in period.

• DRD HRIPS-07: Information Technology (IT) Security and Management Plan: Section 8.A has been changed to read, “Written approval by the Information Resources Directorate – Computer Information Security Official (CISO) is required before contractor implementation of the IT Security Management Program Plan

• DRD HRIPS-09: Phase-In plan was re-numbered to DRD HRIPS-08.

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DRDs that are due with the proposal are :

• DRD HRIPS-02: Management Staffing and Operation Plan

• DRD HRIPS-06: Organizational Conflict of Interest Plan: Section 8. (c) 5 with proposal and full Plan due before end of the contract phase-in period.

• DRD HRIPS-08: Phase-In Plan

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Overview of Anticipated Overview of Anticipated Human Resources Human Resources

Integrated Professional Integrated Professional Services (HRIPS) ContractServices (HRIPS) Contract

Solicitation No. NNJ15541361RSolicitation No. NNJ15541361RContract No. NNJ16RA02BContract No. NNJ16RA02B

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The actual RFP issued and amendments take precedence over this bulletin or any draft RFP issued

Competition: 8 (a) Set-aside

NAICS Code: 541612 – Human Resources Consulting Services

Size Standard: $15,000,000

Period of Performance (POP):

• Phase-In Period: 04/01/2016 – 04/30/2016

• POP: 05/01/2016 – 04/30/2021

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Type of Contract: Firm-Fixed-Price (FFP) with FFP Indefinite Delivery/Indefinite Quantity (IDIQ) task orders

• IDIQ Task Orders issued will be priced using the established prices in B.7 IDIQ Task Ordering Estimating – FFP, Fully Burdened Labor Rates for the skills listed in the B.7 table for JSC and WSTF

• B.6 IDIQ Minimum and Maximum Ordering Limits:

Minimum Contract Total: $250,000

NTE Maximum Contract Total: $24,600,000

• The Task Order Procedure is described in Clause I.11, NFS 1852.216-80, Task Ordering Procedure

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When reading the HRIPS Final RFP, note that:

• Important information is contained in the SF33 and numerous clauses and provisions that have been incorporated, via full text and/or referenced text, throughout the document

• Clauses incorporated by reference have the same force and effect as if they were included in their full text

• Section J includes documents, exhibits, and other attachments including Data Requirement Descriptions (DRDs)

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The System for Award Management (SAM) is a Federal Government owned and operated free web site that consolidates the capabilities in the:

• Central Contractor Registration (CCR)/Federal Register

• Online Representations and Certifications Applications (ORCA)

• Excluded Parties List System (EPLS)

Future phases of SAM will add the capabilities of other systems used in Federal procurement and awards processes

The SAM website is located at:  https://staging.sam.gov/portal/public/SAM/

If you have an active record in the CCR database, you have an active record in SAM

We recommend that you create an account in SAM in order to verify that your information in this database is current or to add information to SAM

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If a subcontracting arrangement is proposed, Offerors shall include specific detail as defined in the RFP under Section L17.4.A - Subcontracting Arrangement Information, so that the Government can determine that the prime contractor making the offer will be performing the primary and vital requirements for the contract.

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Under Clause G.2, NFS 1852.245-71, Installation Accountable Government Property, NASA anticipates providing:• Office space, work area space, and utilities

• Office furniture

• Property listed in Section J, Attachment J-09

• Safety and fire protection

• Installation service facilities (office automation information technology onsite only, disposal services, pickup and delivery of official mail, use of JSC Calibration Laboratory)

• Medical treatment of a first aid nature

• Cafeteria privileges

• Building maintenance

• Moving and hauling for office moves

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Offeror’s initial proposal should contain the best terms from a price and technical standpoint

The Government preference is to award without discussions, however, the Government reserves the right to conduct discussions with those Offerors who have made it to competitive range

If discussions are held, the Offeror will:• Have the opportunity to address potentially acceptable items

• Be requested to resubmit the SF33 with Final Proposal Revisions (FPR) which will include clearly marked changes

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Volume I – Technical Acceptability• Management Approach

• Specific Technical Understanding HR IT Scenario

• Phase-in Approach

Volume II—Past Performance Volume III—Price Factor Volume IV— Responsibility Considerations

• Subcontracting Arrangement Information

• Organizational Conflict of Interest

• Responsibility Information

Volume V— Model Contract• SF33

• Contract Clauses (Fill-ins required Sections B through I)

• Section J – Attachments

• Section K - Representations and Certifications

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In accordance with L.16, Instructions for Preparation of Technical Proposal: • Instructions for proposal arrangement, page limitations, copies and the due date are

specified in Section L.16.2

• Offerors shall submit their proposals in accordance with those instructions

• Pages submitted in excess of the limitations specified in this provision will not be evaluated by the Government and will be returned to the offeror in accordance with NFS 1815.204-70(b).  Minor informalities or irregularities in a proposal that can be adjusted, corrected, or waived without being prejudicial to other offerors may be accepted if it is immaterial to the acquisition.  However, any pages contained in a page limited section of your proposal which do not comply with the RFP requirements may be returned by the Government and not evaluated.

• For example Volume I has a page limit requirement of 40 pages. If an Offeror submits this volume with 45 pages, the 5 excess pages will be returned to the Offeror and will not be evaluated.

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Pay close attention to ensure that the number of pages, page margins, font type, font size, and page size are in conformance to Section L.16.2

Please note page limitations

• Some volumes/sections are subject to a page limitation and others are not

In the Past Performance Volume, the Past Performance Information is subject to the page limit of 40 pages, but the Environmental and Safety Data, Past Performance Attachments, Key Personnel Resumes, and Insurance Carrier Information are not subject to the page limitation

• Proposal information must be provided in the correct volume

• Proposal information in a page-limited volume or section should not be moved to another volume/section without such page limitations

Having non-conforming pages returned may affect the government’s evaluation of a proposal, and how this proposal is ultimately rated

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NOTE TO PROSPECTIVE OFFERORS

Prospective Offerors are reminded not to contact incumbent personnel (either directly or through electronic means) during duty hours or at their place of employment, as such contacts are disruptive to the performance of the current contract

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Labor RelationsLabor Relations

Guidelines for Responding to Guidelines for Responding to Labor Relations Requirements in the Labor Relations Requirements in the

Request for Proposal (RFP)Request for Proposal (RFP)

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WD 2005-25-16, Revision 19 was issued on July 14, 2015

• The new Health and Welfare benefit is $4.27 an hour

The WD will be updated upon the anniversary date of the HRIPS contract

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The primary purpose must be to provide for the payment of benefits to employees on account of death, disability, advanced age, retirement, illness, medical expenses, hospitalization, supplemental unemployment benefits, and the like

Examples of benefits include: Life, accident, and health insurance plans, sick leave, pension plans, civic and personal leave, severance pay, and savings and thrift plans

Minimum employer contributions costing an average of $4.27 per hour computed on the basis of all hours worked by service employees employed on the contract

Fringe benefits are required to be provided separate from and in addition to the specified minimum hourly rate provided on the wage determination

• Fringe benefits are not included in the hourly wage rate, even if the hourly wage is more than required by the WD

Fringe benefit obligations may be discharged by paying to the employee on the regular payday, in addition to the monetary wage required, a cash amount per hour in lieu of the specified fringe benefits, provided such amount is equivalent to the cost of the fringe benefits required

• Records are kept separately showing the amounts to be paid for fringe benefits

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This clause must be read in depth.

In summary:

• Predecessor non-exempt employees are offered a right of first refusal only for positions for which they are qualified

• The successor contractor and its subcontractors may employ fewer employees than did the predecessor contractor

• The successor contractor is not obligated to pay the incumbent employees their current wages and fringe benefits

• This clause does not apply to exempt (professional) employees

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Vacation: 2 weeks paid vacation after 1 year of service with a contractor or successor; 3 weeks after 5 years, and 4 weeks after 15 years

• Length of service includes the whole span of continuous service with the present contractor or successor, wherever employed, and with the predecessor contractors in the performance of similar work at the same Federal facility (Reg. 29 CFR 4.173)

Regulation 29 CFR 4.173(d)(1): “The contractor by whom a person is employed at the time the vacation right vests, i.e., on the employee's anniversary date of employment, must provide the full benefit required by the determination which is applicable on that date.”

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Suzan P. Thomas, Contractor Industrial Relations Officer

(281) 244-9777

Suzan.P.Thomas@nasa.gov

David J. Wilson, Contractor Industrial Relations Officer (Alternate)

(281) 483-3385

David.J.Wilson@nasa.gov

Department of Labor, Wage and Hour Division, Clear Lake District Office

(281) 488-0690, 1-866-4-USWAGE, (1-866-487-9243)

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Department of Labor, Wage and Hour Division, Prevailing Wage Resource Book

http://www.dol.gov/whd/recovery/pwrb/toc.htm

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Safety & Health ProgramsSafety & Health Programs

Guidelines for responding to Guidelines for responding to Safety Requirements Safety Requirements

in the in the Request for Proposal (RFP) andRequest for Proposal (RFP) and

during Phase-Induring Phase-In

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NASA safety objective is to avoid loss of life, personal injury and illness, property loss or damage, environmental harm resulting from any of its activities and to ensure safe and healthy conditions for persons working at or visiting NASA facilities

NASA shall comply with all applicable regulations• NASA Safety & Health requirements

• Requirements of those Federal agencies with regulatory authority over NASA such as OSHA, EPA, and DoT

NASA requires every employee to report workplace hazards• NASA ensures that there is no reprisal to personnel for reporting

unsafe or unhealthy conditions

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The NASA Safety Policy stresses the individual responsibility of each employee for their own safety and that of their co-worker. Risk within the work environment must be managed to control hazards, and we continuously improve workplace conditions

The OSHA has recognized JSC as a leader in health and safety by awarding the “Star” designation level of achievement in the Voluntary Protection Program (VPP)

As a VPP Star, JSC has a comprehensive and successful safety and health program, is below the national average for the industry in injury/illness rates, has demonstrated good faith in dealing with OSHA, and serves as a safety & health mentor

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All contractors performing work at JSC shall comply with all applicable safety and health regulations

Every major onsite contractor shall have a designated safety official and shall conform to a written safety and health plan

Safety and health approach shall follow OSHA, JSC and VPP guidelines

Failure to comply with safety and health requirements may result in one or more of the following - contract termination, lower fee, and exclusion from future contract awards

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Submission of detailed safety and health data as part of contract award• Statement regarding past OSHA and EPA citations and corrective

actions taken to prevent recurrence

• Records of OSHA recordable injuries (OSHA 300 and 300A logs and calculated frequency rates)

• Insurance carrier information - including Experience Modifier Rates (EMR)

Safety & Health Plan which includes detailed discussion of the policies, procedures, and techniques that will be used to ensure the safety and occupational health of your employees and to ensure safe working conditions throughout the performance of the contract will be submitted after contract award

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Based on 4 Basic VPP elements defined by OSHA Region VI

Worksite Analysis Hazard Preventionand Control

Management LeadershipEmployee Involvement

Safety and HealthTraining

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Safety & Health Plan provisions you should expect to address on a typical JSC service contract• Management Leadership and Employee Participation

Policy, Goals and Objectives - Discuss company policies, goals and objectives for safety and health and top leadership’s level of commitment for achieving objectives

Management Leadership and Employee Participation - Discuss visible leadership actions that motivate and reinforce safety and health performance and discuss meaningful opportunities for employees to engage and support the safety and health program

Assignment of Responsibility – Discuss roles, responsibilities and accountability of safety representatives

Program Evaluation – Discuss annual evaluation of safety and health program consistent with OSHA’s VPP criteria

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Worksite Analysis

• Hazard Identification – Describe the methods and techniques used to systematically identify hazards

• Inspections – Describe the procedures and frequency for regular inspections and who will be accountable for implementing corrective measures

• Employee Reports of Hazards – Describe the methods to be used to encourage employees to report hazards and how the reports will be analyzed and resolved

• Mishap Investigations – Discuss methods of response, reporting, and investigation of mishaps

• Trend Analysis – Discuss approach in performing trend analysis and methods of documenting data

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Hazard Prevention and Control

• Discuss the approach to be used for selecting controls appropriate to the hazardous operations associated with this contract

Maintain a list of hazardous operations and processes

Develop written procedures to identify safety procedures

Describe methods for notification of personnel

• Medical (Occupational Healthcare) Program –describe medical surveillance program, response to injuries & illnesses, case management

• Disciplinary System – approach to modify behaviors

• Emergency Preparedness – approach used for emergency preparedness and contingency planning that addresses fire, explosion, weather, environmental releases or other potential emergencies

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Safety and Health Training

• Program Description – describe your training program to ensure safe work practices, hazard recognition and to meet all regulatory requirements

• Tailor training toward specific audiences – managers, supervisors, employees (crafts, office workers, etc.)

• Train for emergencies – fire drills, evacuation drills, site emergencies

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Pay special attention to the miscellaneous reports contained in the body of the Safety & Health Plan DRD under Other Deliverables – building fire warden roster; hazardous materials inventory; roster of terminated employees; material safety data sheets; OSHA logs; program self evaluation

Tailor your plan to what you will do on the contract

Review the requirements provided in JSC Safety and Health Handbook (JPR 1700.1) http://jschandbook.jsc.nasa.gov and describe how you will incorporate JSC requirements into your Safety & Health Program

For the good of your employees and your business, take safety seriously and proactively plan to PREVENT injuries

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Proposal InstructionsProposal InstructionsHRIPSHRIPS

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Section L explains what to include in the proposal and how to organize it

Proposals shall demonstrate overall understanding of requirements and convey your company’s capabilities

Do not simply repeat our statement of work

Be succinct yet thorough, addressing all solicitation requirements

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Proposals shall include 5 volumes: • Volume I – Technical Acceptability - 40 page count restriction

• Volume II – Past Performance - 40 page count restriction

• Volume III – Price Factor - No page restriction

• Volume IV – Responsibility Considerations – 5 page count restriction

• Volume V - Model Contract - No page restriction

Excluded from the Volume I and II page counts are the following:• Environmental and Safety Data, Past Performance Attachments,

Key Personnel Resumes (including Commitment Letter), and Insurance Carrier Information

• Organizational Conflict of Interest Plan, [Item 8.(c).5 of] DRD-06

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Volume I – Technical Acceptability

• Management Approach

• Provide a Management Operating and Staffing Plan (per DRD HRIPS-02)

• Specific Technical Understanding

• Describe how the offeror would address a Human Resources (HR) Information Technology (IT) sample scenario if awarded the HRIPS contract. 

• Phase-In Approach

• Provide a Phase-In Plan (per DRD HRIPS-08)

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Volume II – Past Performance• Narrative Summary – Last 3 years

• Contact information for organizations for which the company has previously performed work

• Additional performance information the Offeror deems relevant

• Send Reference forms (Sec L, Attachment L-2) to three to five recent and relevant references Government contracts are preferred, but not mandatory References must complete the forms and send them to NASA

directly by the cutoff date If proposing a prime-subcontractor relationship or joint venture,

provide the same information for each subcontractor or team member proposed

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Volume III – Price Factor• Carefully follow all pricing instructions included in Section L, using Excel

spreadsheets provided

• See Government Standard Labor Categories (SLCs) and map your labor categories to this list (See Section C, Attachment C-01)

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Volume IV – Responsibility Considerations• Subcontracting Arrangement

The offeror shall include specific details if proposing a subcontracting arrangement and/or 8(a) joint venture

SBA must approve a joint venture prior to the award of a 8(a) contract on behalf of the joint venture

Award of the contract will only be made to an approved 8(a) company or 8(a) joint venture

• Organizational Conflict of Interest The offeror shall submit a statement expressing understanding of NFS 1852.237-72, Access to

Sensitive Information, and address Item 8.(c).5 of the Organizational Conflict of Interest Plan DRD-06

• Responsibility Information Offerers may provide any additional information not already addressed under another proposal

volume that is considered to be necessary to demonstrate status as a responsible Offeror under FAR 9.104, Standards

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Volume V – Model Contract

• Acknowledgment of amendments

• Four (4) original signed Standard Form 33

• Sections A-K with all fill-ins completed

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HRIPS acquisition website:

http://procurement.jsc.nasa.gov/hrips

Questions may be submitted in writing directly to the Contracting Officer at chrystal.d.wiseman@nasa.gov . Please begin entries with “Questions-HRIPS Bulletin.”

Deadline for submitting questions is November 2, 2015

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Pricing SessionPricing Session

Pricing session is scheduled for October 30, 2015 at 9:00 am central time to provide detailed understanding and instructions on how to prepare a priced proposal.

For access, please email Chrystal Wiseman, Contracting Officer at chrystal.d.wiseman@nasa.gov. Your email must include the following:

1.Subject line: “HRIPS Pricing Session2.Company’s name and address3.Company’s points of contact names, telephone numbers, and email address

Requests for access to this pricing session must be received no later than 4:00 pm (CDT) on October 29, 2015

A confirmation email will be sent to acknowledge your request and provide further instructions on how to join the teleconference

Only the pricing requirements contained in the HRIPS Final RFP will be discussed during this session and no other informational sessions for the HRIPS acquisition will be conducted

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For your proposal to be considered timely, your package must be delivered to Building 420 by the due date and time stated in the RFP Section L.10

Review all proposal delivery instructions with your courier to stress the importance of timeliness and the proper location of delivery

• Shipping and Receiving will give your courier a receipt of delivery

When delivering a proposal in person, remember to deliver the proposal through Gate 4, and not through the Central JSC Gate 1

• Directions to Gate 4 are in the proposal instructions

Allot at least 48 hours to over-night a proposal through a mail carrier

• A commercial/government mail carrier may have a mechanical breakdown or otherwise fail to deliver in a timely manner

If you choose to deliver in person on the due date, remember that late flights, traffic jams, and congestion in the JSC area may affect the timeliness of your proposal

Review the proposal instructions, coordinate with the point of contact in advance of the delivery, and ask questions if any instructions are not clear

Review paragraph (c)(3) of FAR 52.215-1,“Instructions to Offerors – Competitive Acquisition”

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This concludes theThis concludes theJohnson Space CenterJohnson Space Center Pre-proposal Bulletin Pre-proposal Bulletin

for thefor theHuman Resources Integrated Professional Human Resources Integrated Professional

Services ContractServices Contract

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