Amendment Of Solicitation/modification Of Contract (Page 6 of 40) in pdf

CONTRACT NO.

DELIVERY ORDER NO.

AMENDMENT/MODIFICATION NO.

PAGE

FINAL

N00178-14-D-7823

EX01

4 of 38

SECTION C DESCRIPTIONS AND SPECIFICATIONS

Performance-Based Work Statement for

Defense Civilian Intelligence Personnel Systems (DCIPS)

Introduction

The Chief Human Capital Office (CHCO) is organizationally aligned under the Naval Intelligence Activity (NIA). The staff

implements, executes and administers the Defense Civilian Intelligence Personnel System (DCIPS)/Human Resources

Management (HRM)/Talent Management (TM) policies and strategies; issues guidance; develops long-range plans and

objectives; develops and manages programs, interprets regulations; and evaluates program adequacy. The CHCO is designed

to ensure the promotion of a fully integrated Human Capital program through effective workforce planning, recruitment, training

and development, management and retention of a workforce which supports the Naval Intelligence mission and corporate

strategy.

Scope

The contractor shall provide support across the range of Human Capital functions for Naval Intelligence including the Civilian

Intelligence Personnel Office (CIPO) which manages HR operations, the DCIPS policy team, the strategic workforce planning

team responsible for development of strategic HR solutions based on current/forecasted gaps/risks, and the talent development

team which manages career development, leadership development, succession planning and the Navy joint-duty-assignment

(JDA) program.

The contractor shall provide support in mature strategic workforce planning and talent development practices including research

of best practices, implementation of competency-based workforce planning and targeted solutions to address critical gaps,

supporting management of joint-duty-assignment (JDA) program, establishing/updating/maintenance of career development

plans, managing existing leadership development programs and strengthening succession planning approaches and

implementations. Support is required for HR day-to-day functions including DCIPS policy, classification and/or staffing as

needed.

The contractor shall provide process improvement support for the execution of total force management work for N2N6,

including research of best practices and providing recommendations related to the management and execution of government

billets, support of N2N6 Defense Civilian Intelligence Personnel System tasks related to the establishment and administration

of pay pool and performance management activities, and data analysis and recommendations for the improvement of processes

related to budgeting and execution of civilian pay and management of government billets.

Specific Requirements

The tasks are divided into five four areas:

3.1.

Defense Civilian Intelligence Personnel System (DCIPS) Policy and Program Management

3.1.1. Assist and support the execution of monthly Naval Intelligence Civilian Oversight Board (NCOB) and Civilian Advisory

Group (CAG) meetings by researching and preparing materials for government principals.

3.1.2. Support the planning and implementation of communication and training for CHCO programs including DCIPS program

management, workforce planning, talent development and HR policy/operations. Develop communications such as emails,

newsletters, briefings, training materials, worksheets, etc. Assist with delivering briefings and training live or via VTC.

3.1.2.1 Facilitate quarterly leadership development forums

3.1.3. Assist with providing policy support required to format, develop and publish Naval Intelligence DCIPS and HR guidance.

3.1.4. Support assist in the execution of a program evaluation plan for the DCIPS Program to include a framework and action plan

for implementing current DCIPS Program Evaluation, which may include a statistical analysis reports, measuring USD(I)

Volume 2013 compliance, supporting government-led focus groups, surveys, and leadership interviews as directed by the

DCIPS program manager.

3.2.

Strategic Workforce Planning (SWP) and Analysis

3.2.1. Assist in the planning and development of SWP, measurement and analysis for the Naval Intelligence workforce including

competency development and competency gap analysis. Supports development of forecasting model -- which projects needed

competencies, number of personnel required, number of personnel/competencies projected onboard, etc., with sufficiency to

support development of hiring, training/development and retention strategies.

3.2.2. Support coordinating data calls, reviewing for accuracy, and synthesizing reports per USD (I) and Naval Intelligence SWP

requirements and responding to requests for information from different organizations.

Amendment Of Solicitation/modification Of Contract Page 6

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