US Agency for International Development (USAID)

USPSC Human Resources Management Team Lead

US Agency for International Development (USAID)

Job Description

SOLICITATION NUMBER: 720FDA19B00118 ISSUANCE DATE: January 2, 2020 CLOSING DATE AND TIME: January 30, 2020, 12:00 P.M. Eastern Time SUBJECT: Solicitation for U.S. Personal Service Contractor (USPSC) Dear Prospective Offerors:The United States Government (USG), represented by the U.S. Agency for International Development (USAID) Office of U.S. Foreign Disaster Assistance (OFDA), is seeking offers from qualified U.S. citizens to provide personal services as a Human Resources (HR) Management Team Lead under a United States Personal Services Contract (USPSC), as described in the solicitation. Submittals must be in accordance with the attached information at the place and time specified. Offerors interested in applying for this position MUST submit the following materials: 1. Complete resume. In order to fully evaluate your offer, your resume must include: (a) Paid and non-paid experience, job title, location(s), dates held (month/year), and hours worked per week for each position. Any experience that does not include dates (month/year), locations, and hours per week will not be counted towards meeting the solicitation requirements. (b) Specific duties performed that fully detail the level and complexity of the work. (c) Education and any other qualifications including job-related Training Courses, job-related skills, or job-related honors, awards or accomplishments. (d) U.S. Citizenship (e) Optional: How did you hear about this opportunity? (FedBizOpps, OFDA Jobs, Career Fair, etc.). Your resume must contain sufficient information to make a valid determination that you fully meet the experience requirements as stated in this solicitation. This information must be clearly identified in your resume. Failure to provide information sufficient to determine your qualifications for the position will result in loss of full consideration. 2. USPSC Offeror form AID 309-2. Offerors are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted. AID 309-2 is available at NOTE REGARDING DATA UNIVERSAL NUMBERING SYSTEM (DUNS) NUMBERS AND THE SYSTEM FOR AWARD MANAGEMENT All USPSCs with a place of performance in the United States are required to have a Data Universal Numbering System (DUNS) number and be registered in the System for Award Management (SAM) database prior to receiving an award. You will be disqualified if you either fail to comply with this requirement or if your name appears on the excluded parties list. The selectee will be provided with guidance regarding this registration. NOTE: As of March 28, 2018, all new entity registrations will now require a signed notarized letter identifying the authorized Entity Administrator for the entity associated with the DUNS number. Additional information on the format of the notarized letter and where to submit can be found via the below Federal Service Desk link: Offerors can expect to receive a confirmation email when offer materials have been received. Offerors should retain for their records copies of all enclosures which accompany their offers. Your complete resume must be emailed to: OFDA Recruitment Team E-Mail Address: Website: Any questions on this solicitation may be directed to OFDA Recruitment Team via the information provided above. Sincerely, Renee Newton Contracting Officer DUTIES AND RESPONSIBILITIES The OFDA HR Management Team Lead will:
  • Manage a team of up to six people staffed at the GS-12 through GS-14 equivalent levels, including assigning/balancing workload, reviewing work products, and addressing personnel issues as they arise.

  • Serve as primary point of contact for the recruitment of additional HR team members through appropriate mechanisms as necessary, including developing all recruitment materials, reviewing applications, interviewing, and selecting staff.

  • Serve as the primary liaison with the DCHA AMS office for the processing of all personnel actions (step increases, temporary promotions, and performance evaluations) and the completion of all other personnel-related matters.

  • Serve as the OFDA focal point for, and assist in, the recruitment and retention of all OFDA U.S. direct hire staff, both civil and foreign service. This includes performing the following and/or overseeing the work of an assigned HR team member in performing the following:

  • Advise OFDA management on the preparation of position descriptions (PDs) and supporting job Analysis packages for U.S. direct-hire recruitment.
    • Review and edit all U.S. direct hire recruitment materials prior to submission to DCHA AMS and HCTM.

    • Prepare all necessary PDs and recruitment materials for the PS Division’s U.S. direct hire staffing needs.

    • Coordinate foreign service bid cycle process for OFDA, including assisting OFDA management in informational interviews and submission of selection to DCHA AMS.

  • Serve as in-house expert on the Foreign Service Backstop 76 (BS-76) and analyze and recommend methods to OFDA’s Senior Management Team (SMT) to better attract, utilize, and integrate foreign service officers in Washington and in the field. This includes representing OFDA in any DCHA or Agency discussions on BS-76.

  • Manage OFDA’s Security Clearance requests and badging issues for all hiring mechanisms across the office, including troubleshooting issues with DCHA AMS and USAID’s Office of Security.

  • Oversee the team in maintaining a repository of current and historical OFDA organizational charts and assisting OFDA’s SMT in making updates or troubleshooting.

  • Serve as point of contact for all OFDA space-related issues across all hiring mechanisms, and perform or oversee the team in performing the following: maintaining seating charts; developing and recommending solutions on space; serving on Agency space committees; reviewing contractor proposed space at contractor-owned facilities; and brokering discussions amongst OFDA’s SMT on the division and assignment of space.

  • Advise and assist OFDA management on sensitive personnel issues for all hiring mechanisms.

  • Assist in the interpretation and application of USAID ADS policies relating to all HR, human capital, and Talent Management issues.

  • Oversee OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms. This includes tracking compliance against submission requirements, following up with OFDA supervisors/managers, and serving as liaison with the appropriate oversight office (HCTM or USAID’s Office of Acquisition and Assistance).

  • Manage and maintain the OFDA Staff Development SharePoint portal, which is designed to be a dynamic portal for best practices on managing, supervising and mentoring staff, as well as for all OFDA-related policies, tools, processes and templates.

  • Coordinate and/or implement informational offerings on best practices related to supervising, managing, leading and/or mentoring staff and any other human resources, capital and talent management topics. This may be in the form of seminars, brown bag sessions and other informal educational venues, and may include identifying and hosting experts in the subject matter. • Serve as the Activity Manager for the training portfolio implemented through OFDA’s administrative services contract and run by the OFDA Training Unit (TU). This includes serving as the OFDA point of contact for the TU to help prioritize the development of new coursework, answer questions/troubleshoot issues as they arise, coordinate with OFDA leadership, approve the annual training calendar, prioritize course attendance, and monitor TU performance against performance requirements.

  • Coordinate with OFDA’s PSC Contracts Team on benefits issues related to PSCs, including reviewing, editing and performing quality control on the PSC Manual maintained by the PSC Contracts Team.

  • Troubleshoot, research, and analyze benefits issues as they arise across all hiring mechanisms and recommend solutions for implementation by OFDA management.

  • As needed, develop and draft OFDA-specific tools, templates and processes for the implementation of applicable Agency HR policies and upload onto the SharePoint portal.

  • Serve as OFDA’s in-house expert on best practices in the field of HR, capital and talent management. This includes maintaining currency in Office of Personnel Management (OPM) regulations.

  • Respond to or oversee the team in all Agency and DCHA Bureau data calls on staffing and personnel.

  • As needed, research, analyze and recommend HR-related, OFDA-specific policies that are in line with USG requirements.

  • Perform policy analysis as it relates to other personnel matters that arise, such as Compensatory Time versus Overtime payouts, benefits issues, etc., and draft recommended policies for OFDA senior management to review and implement.

  • Assist in strategic and tactical workforce planning for steady-state operations and response surges in Coordination with OFDA’s Operations Division.

  • Assist OFDA Operations Division DASP staff in the development, update, and maintenance of OFDA response systems, processes, and tools by researching and making recommendations on related HR, human capital, and talent management issues.

  • Assist OFDA SMT in drafting, distributing, reviewing, and annualizing staff morale and/or support surveys in order to improve performance and morale across the office.

  • Serve as the primary liaison to USAID’s HCTM, USAID Staff Care Center, and USAID’s Office of Civil Rights and Diversity.

  • Represent OFDA in DCHA and/or Agency efforts related to HR such as serving on committees to analyze and recommend changes to PSC policies or working groups to review and prepare deviations on benefits issues for PSCs.

  • Represent OFDA in DCHA and/or Agency efforts related to rightsizing and regionalization or other relevant topics.

  • Maintain currency in USAID PSC policies related to both contracting and benefits as governed by AIDAR’s Appendix D.

  • Undertake studies to determine immediate and long-range training and staff development needs of employees engaged in complex humanitarian and Technical Support work throughout the USAID/OFDA organization.

  • Evaluate the merits of employee morale problems, excessive employee turnover, and instances of low productivity relative to staff development opportunities.

  • Provide career counseling to managers and employees to assist them in identifying realistic career objectives and in obtaining required skills through staff development and training initiatives.

  • Sign-up for, and serve as needed, on Washington-based RMTs which provide services and support to DARTs deployed in response to disasters. The duties on RMTs will vary.

  • Serve as the OFDA after-hours duty officer on a rotational basis for approximately one week every six months.

  • As needed, serve on DARTs which may require immediate (within 24 hours) deployment overseas for an extended period of time.

  • As needed, may serve on temporary detail within the office to meet operational needs during staff shortages, not to exceed six months. Duties performed while on detail will be aligned with the team’s existing duties and responsibilities, as well as directly related to the scope of work provided.

SUPERVISORY RELATIONSHIP: The USPSC will take direction from and report to the PS Division Chief or his/her designee. SUPERVISORY CONTROLS: The PS Division Chief provides administrative directions in terms of broadly defined missions or functions. The USPSC independently plans, designs and carries out programs, projects, studies or other work. Results are considered authoritative and are normally accepted without significant change. PHYSICAL DEMANDS The work is generally sedentary and does not pose undue physical demands. During deployment on DARTs (if required), and during site visits, there may be some additional physical exertion including long periods of standing, walking over rough terrain, or carrying of moderately heavy items (less than 50 pounds). WORK ENVIRONMENT Work is primarily performed in an office setting. During deployment on DARTs (if required), and during site visits, the work may additionally involve special safety and/or security precautions, wearing of protective equipment, and exposure to severe weather conditions. START DATE: Immediately, once necessary clearances are obtained. II. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION EDUCATION/EXPERIENCE REQUIRED FOR THIS POSITION (Determines basic eligibility for the position. Offerors who do not meet all of the education and experience factors are considered NOT qualified for the position.) Bachelor’s degree with significant study in or pertinent to the field (including, but not limited to, management, organization development, and/or HR, capital and talent management), plus nine (9) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management, including at least two (2) years of experience in successfully managing a team of HR professionals that provide comprehensive HR support in a fast-paced dynamic environment. OR Master’s degree with significant study in or pertinent to the field (including, but not limited to, management, organization development, and/or HR, capital and talent management), plus seven (7) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management, including at least two (2) years of experience in successfully managing a team of HR professionals that provide comprehensive HR support in a fast-paced dynamic environment. III. EVALUATION AND SELECTION FACTORS The Government may award a contract without discussions with offerors in accordance with FAR 52.215-1. The Contracting Officer (CO) reserves the right at any point in the evaluation process to establish a competitive range of offerors with whom negotiations will be conducted pursuant to FAR 15.306(c). In accordance with FAR 52.215-1, if the CO determines that the number of offers that would otherwise be in the competitive range exceeds the number at which an efficient competition can be conducted, the CO may limit the number of offerors in the competitive range to the greatest number that will permit an efficient competition among the most highly rated offers. FAR provisions of this solicitation are available at SELECTION FACTORS (Determines basic eligibility for the position. Offerors who do not meet all of the selection factors are considered NOT qualified for the position.)
  • Offeror is a U.S. Citizen.

  • Complete resume submitted. See cover page for resume requirements. Experience that cannot be quantified will not be counted towards meeting the solicitation requirements.

  • USPSC Offeror form AID 309-2. Offerors are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.

  • Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.

  • Must not appear as an excluded party in the System for Award Management (

  • Satisfactory verification of academic credentials.**OFFEROR RATING SYSTEM** The offeror rating system factors are used to determine the competitive ranking of qualified offerors in comparison to other offerors. Offerors must demonstrate the rating factors outlined below within their resume, as they are evaluated strictly by the information provided. The rating factors are as follows:

Human Resources Professional Experience (15 points)
  • Experience working with a variety of personnel hiring mechanisms, including, but not limited to, USG direct hires (civil service and foreign service), USPSCs, contractors, consultants, fellows/interns, PASAs, other Interagency Agreements, short term contract or temporary employees, and the private sector. Experience must include, but is not limited to, the following: recruitment, hiring/termination, benefits coordination, and general support. • Experience in the following elements of HR, capital and talent management: workforce planning, policy development/interpretation/implementation, staff development/training/

  • morale, and strategic planning.

  • Familiarity with OPM guidelines, Equal Employment Opportunity Act, and FAR regulations pertaining to USPSCs.

  • Experience representing an organization’s HR equities at senior/strategic level forums, such as working groups, planning committees, and other venues.Management and Supervision Experience (10 points)

  • Experience managing and supervising a team of HR professionals, including assigning and balancing workload, reviewing work products, and addressing personnel issues as they arise.Team Work/Flexibility (5 points)

  • Experience working as part of a team in a dynamic, fast-paced, and demanding environment.

  • Experience working on HR issues in a matrixed organization where staff might be temporarily reassigned to focus on organizational priorities or where the workforce must regularly expand/contract to meet emergent requirements.

  • Experience working in HR for a decentralized organization with a field/headquarters component and/or an organization with international operational requirements.**Writing Test (10 points)** Interview Performance (40 points) Satisfactory Professional Reference Checks (20 points) Total Possible Points: 100

BASIS OF RATING: Offerors who meet the Education/Experience requirements and Selection Factors will be further evaluated in accordance with the Offeror Rating System. Those offerors determined to be competitively ranked may also be evaluated on interview performance and satisfactory professional reference checks. Offerors are required to address each factor of the Offeror Rating System in their resume, describing specifically and accurately what experience, training, education and/or awards they have received as it pertains to each factor. Be sure to include your name and the announcement number at the top of each additional page. Failure to address the selection factors and/or Offeror Rating System factors may result in not receiving credit for all pertinent experience, education, training and/or awards. The most qualified offerors may be interviewed and required to provide a writing sample. OFDA will not pay for any expenses associated with the interviews. Professional references and academic credentials will be evaluated for offerors being considered for selection. Note: Please be advised that references may be obtained independently from other sources in addition to the ones provided by an offeror. OFDA reserves the right to select additional offerors if vacancies become available during future phase of the selection process.
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