Sections
*Updated every Thursday |
|
|
|
A-76/Competitive Sourcing
Most Efficient Organization Team Leader Paul Treat said MEO team members will continue interviews with Directorate of Logistics and Directorate of Public Works employees as part of the A-76 process, at the June 19 A-76 Town Hall meeting.
“Interviews with DOL and DPW employees are essential to creating a decisive and defensible technical approach,” Treat said.
According to Treat, the Agency Tender is not releasable to the workforce or public until Feb. 8, 2008 or later, depending upon protests and appeals. Treat said federal acquisition regulations require a 10 day protest period. “If there was a protest then we would have to wait for at least 100 days while they deal with the protest,” he said.
Rolling protest periods could drag on for years. Treat said they could lessen that possibility by making sure the MEO team has all the information needed. “You need to help the MEO team develop the technical approach through interviews,” Treat said. The goal is to win decisively and defensibly to prevent long protests/appeals.”
The AT is the government bid for the Performance Work Statement and consists of the following:
•Most Efficient Organization – This consists of the MEO organizational structure, MEO staffing plan to include new position descriptions for all MEO positions, describes MEO materials, equipment, and facilities to comply with PWS requirements, enables government to address existing and emergent requirements, retains existing collective Bargaining Agreements, Defensible technical approach.
•Quality Control Plan – Based on PWS performance requirements summary, ensures that quality control actions taken by MEO control the output of services to meet solicitation requirements and specifications, MEO required to staff quality function.
•Agency Cost Estimate – Compare standardized A-76 software, agency costs grouped into categories that correspond to line entries of A-76, compare costing software (personnel, materials and supplies, capital assets, MEO subcontracts) Used by Source Selection Evaluation Board to compare the MEO bid to competitor bids.
•Phase-In Plan – Describes how organization goes from as-is to to-be state, must address phase-in tasks specified in the PWS, implemented in first performance period as MEO’s plan to transition from current organization’s processes, outlines details to minimize disruptions, personnel impacts, startup costs.
Treat said MEO team members have completed drafts of every document they need to do before the 100 percent Performance Work Statement. He said those documents are based on lessons learned from other agency tenders.
“What we are trying to do is optimize our time so when we get the 100 percent PWS we can focus on all the technical elements,” he said. We will see many many changes, but it’s so much easier working with changes than it is staring at a blank sheet of paper.”
The other thing team members are doing are the interviews. Treat said they are going to continue these interviews and continue to practice.
All bids must be submitted by Oct. 16, 2007.
The bid winner will be announced Jan. 25, 2008
During the meeting Jim Kielty, with the Civilian Personnel Advisory Center, presented a briefing on Personnel Aspects of Competitive Sourcing to include:
•Changes since September 2006 Briefing
•Right of First Refusal
•Voluntary Early Retirement Authority and Voluntary Separation Incentive Pay
•Reduction-In-Force (RIF) –Non- NSPS Employees
•Workforce Shaping (RIF) – NSPS Employees
•Severance Pay
•Federal Employee Placement Assistance
•Other Services
Kielty also answered the following questions:
According to Kielty, employee buy-outs will not be offered to affected employees prior to the end of this Fiscal Year. “In order to offer buy-outs you have to have higher headquarter approval,” Kielty said.
The earliest date that government employees will be gone if a contractor wins the competition is 60 calendar days from the date the employee receives a reduction in force letter.
Based on the following question: “If an employee is entitled to severance pay greater than $25,000, is there any benefit to accepting a VSIP, rather than waiting for the RIF separation?” Kielty said this question is a good example of why it would be essential for employees who are looking for guidance and assistance as the months go by to contact the CPAC and set up individual counseling sessions. He said the answer to similar questions depends on the employee’s particular circumstance.
The maximum amount of money an employee can receive under a VSIP is $25,000. Employees cannot receive severance pay if they are eligible for an immediate annuity, which means they are eligible for optional retirement or would be eligible for an early out.
Based on the following question: “According to AR 5-20, the Human Resource Agency was required to develop a written “employee transition plan” that addresses the transition of civilian employees to the new organizations. Who has that plan? How do employees request a copy? Can it be posted on the A-76 web site?” Kielty said that when the transition plan is completed it will be posted on the A-76 website. The plan has not been completed at this point because in effect there are two transition plans that have to be completed: one for an in-house win and another for a contractor win. Part of the MEO is to develop a phase-in plan.
For more information on Kielty’s presentation and answers to questions log on to the A-76 web site at: http://www.wsmr.army.mil/garrison/sites/a76/.
Top of Page
Copyright © 2006 Missile Ranger
Use of this site signifies that you agree to our Terms of Service.
|
|
|
A-76/Competitive Sourcing
Latest Headlines
|
|
