USPSC Human Resources (HR) Management Team Lead

USAID/OFDA
  • Location
    Washington, D.C.
  • Sector
    Government
  • Experience
    Advanced
  • Apply by
    Jan-30-2020
  • Posted
    Jan 06

Position 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 http://www.usaid.gov/forms. 

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 SAM.gov 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:

https://www.fsd.gov/fsd-gov/answer.do?sysparm_kbid=d2e67885db0d5f00b3257d321f96194b&sysparm_search=kb0013183

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: [email protected]

Website: www.OFDAjobs.net

Any questions on this solicitation may be directed to OFDA Recruitment Team via the information provided above.

Sincerely,

Renee Newton

Contracting Officer

I. GENERAL INFORMATION

1. SOLICITATION NO.: 720FDA19B00118

2. ISSUANCE DATE: January 2, 2020

3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: January 30, 2020, 12:00 P.M. Eastern Time

4. POINT OF CONTACT: OFDA Recruitment Team, [email protected]  

5. POSITION TITLE: Human Resources (HR) Management Team Lead

6. MARKET VALUE: $117,191 - $152,352 equivalent to GS-14 (includes locality pay)

Final compensation will be negotiated within the listed market value and based upon the candidate’s established salary history. Salaries over and above the top of the pay range will not be entertained or negotiated.

If the position is for a Washington based PSC, offerors who live outside the Washington, D.C. area will be considered for employment, but no relocation expenses will be reimbursed.

7. PERIOD OF PERFORMANCE: Two (2) years, with three (3) one-year options

8. PLACE OF PERFORMANCE: Washington, D.C.

9. ELIGIBLE OFFERORS: U.S. Citizens

10. SECURITY LEVEL REQUIRED: Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.

11. STATEMENT OF DUTIES

POSITION DESCRIPTION

BACKGROUND

The Office of U.S. Foreign Disaster Assistance (OFDA) is the office within USAID that is responsible for providing emergency non-food humanitarian assistance in response to international crises and disasters. OFDA is part of the Bureau for Democracy, Conflict, and Humanitarian Assistance (DCHA) and is organized into six divisions.

The Africa (AFD) Response Division and the Asia, Latin America, Europe, and Middle East (ALE) Response Division are responsible for the provision of emergency humanitarian assistance through a grants mechanism to non-governmental organizations (NGOs), international organizations including United Nations (UN) agencies and to other partners to ensure the implementation and delivery of this assistance. These divisions also oversee OFDA’s non-response efforts in disaster risk reduction and resilience. AFD and ALE Response Divisions also coordinate with other organizations for the provision of relief supplies and assistance. They devise, coordinate and implement program strategies for a variety of natural and complex disaster situations. Both Divisions encompass groups of operations specialists who provide technical expert capability in assessing the quality and strategic function of disaster response and risk reduction activities. The AFD Response Division is divided into two teams: East and Central Africa (ECA), and Southern, West, and North Africa (SWAN). The ALE Response Division is divided into four teams: East Asia and the Pacific (EAP), Europe, the Middle East, and Central Asia (EMCA), Latin America and the Caribbean (LAC), and South Asia (SA).

The Operations (OPS) Division develops and manages operations for OFDA’s disaster responses by readying people and systems; projecting U.S. Government (USG) humanitarian capacity quickly into the field; and delivering material and technical assistance. The OPS Division maintains readiness to respond to emergencies through several mechanisms, including managing Urban Search and Rescue Teams, coordinating, staffing, training, and equipping Disaster Assistance Response Teams (DARTs), and Washington-based Response Management Teams (RMTs), and stockpiling emergency relief commodities in key locations around the globe to ensure OFDA’s capacity to execute and coordinate USG humanitarian assistance and response to natural disasters and complex emergencies. The OPS Division provides technical guidance and expertise in Disaster Logistics, Urban Search and Rescue, Operations Center management, activation/readiness, Civil-Military Liaison, and Chemical, Biological, Radiological, Nuclear and Explosive Consequence Management. It also provides overseas support to OFDA offices and personnel and to other sectors necessary to ensure OFDA’s capacity to execute and coordinate USG humanitarian assistance and response to natural disasters and complex emergencies. The OPS Division is divided into four teams: the Disaster Assistance Support Program (DASP), Military Liaison Team (MLT), Operations Support Team (OST), and Overseas Administration Team (OAT). 

The Program Support (PS) Division provides operational management support, including general administration, budget and financial services, procurement planning, information technology, human resources management including staff care, and contract and grant administration support to OFDA.  The PS Division supports OFDA's mandate by providing innovative solutions in the areas of Information Technology, staffing, funds control, budgeting, human resource management, and procurement to facilitate timely disaster responses. The PS Division is divided into four teams: the Award, Audit, and Risk Management (AARM) Team, Human Resources Management (HRM) Team, Budget, Finance, and Information Technology (BFIT) Team, and the Acquisition and Management (ACQ) Team. 

The Preparation, Strategic Planning and Mitigation (PSPM) Division is responsible for the technical oversight of all OFDA response and mitigation programs, as well as preparation for response, mitigation, and disaster risk reduction activities. The PSPM Division houses technical experts in all sectors potentially affected by disasters, and leads the Agency in developing and promoting best practices for programming in these specific sectors. In addition, PSPM will be the focal point for technological innovations for humanitarian assistance in areas such as monitoring and evaluation, assessment, and information management. The PSPM Division is divided into four teams: Cross-Cutting Sectors Team, Natural Hazards Team, Health Team, and the Food Security and Livelihoods Team.

The Humanitarian Policy and Global Engagement (HPGE) Division assists the DCHA front office, the OFDA Director and OFDA Deputy Director with tracking trends and policy developments in the humanitarian assistance field. It engages in policy dialogue with other parts of USAID, the USG interagency, other donors, multilateral agencies, and NGO partners; recommends strategies for action to DCHA; initiates development of policy and internal guidance for OFDA; maintains global relationships with implementing partners, other donors, and the broader humanitarian architecture; and engages with the UN to advance USG humanitarian policy objectives and promote humanitarian principles within the USG and internationally. The HPGE Division leads OFDA's communications and social media outreach to effectively communicate OFDA’s story to a variety of strategic audiences. It serves as the office’s primary interlocutor on strategic issues with other federal partners to provide guidance to OFDA on policy issues pertaining to the interagency, and to improve USG humanitarian coordination and response during large-scale crises. The HPGE Division staff manages global programs, policy and outreach, strategic communications, and interagency training and engagement. HPGE is divided into seven teams: Policy Team, Global Programs Team, Strategic Interagency Team, Strategic Communications Team, Global Capacity and Leadership Development Team, Public-Private Engagement Team, and the United States Mission to the UN (USUN) in New York, Geneva, and Rome.

INTRODUCTION

OFDA has a highly complex and ever-evolving HR landscape. The office has approximately 650 staff members around the world through a variety of hiring mechanisms, including but not limited to, U.S. direct hires (both civil and foreign service), U.S. Personal Services Contractors (USPSCs), fellows, institutional contractors, Participating Agency Services Agreements (PASA) employees, and interns. Each mechanism operates under its own authorities complete with a unique set of benefits and governing HR policies. Additionally, OFDA has been operating at an unprecedented level both in terms of the number and complexity of responses, simultaneously supporting up to five RMTs and six DARTs. This has created both a significant HR challenge for the office in terms of staffing to these tremendous requirements, as well as a unique opportunity to increase staffing levels and develop new or evolve the nature of many positions. As such, OFDA is undergoing a significant growth spurt across all Divisions. 

OFDA has established an HR Team within the PS Division to provide comprehensive HR support across all of OFDA’s hiring mechanisms. The complexity and diversity of its hiring mechanisms, coupled with the current staffing increases, has highlighted the need to dedicate appropriately skilled resources to the management of OFDA’s unique HR requirements. 

The HR Team support includes, but is not limited to, the following tasks:  providing a full range of comprehensive management advisory/consultative services and assistance for the various OFDA divisions; performing personnel management functions; advising on legal, regulatory, and procedural issues related to position management and classification, staffing, recruitment,  benefits, performance management, employee relations, workforce planning, staff development, and other HR activities; assisting in the recruitment and retention of all OFDA USPSCs  and other hiring mechanisms; advising OFDA management on personnel issues; assisting in the interpretation and application of USAID Automated Directive System (ADS) policies relating to all HR, human capital, and talent management issues; supporting OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms; maintaining the OFDA Staff Development SharePoint portal and all related efforts including seminars, brown bags, and other educational opportunities; supporting the Agency’s automated time and attendance process, Transit Benefits Program, and Telework Program; planning and implementing HR outreach activities designed to strengthen the OFDA community; gathering and capturing HR statistical and performance tracking data; conducting research and analysis on a variety of HR-related topics and service offerings; participating in HR-related projects and managing a specified work stream of activities; assisting with and supporting the HR Document Retention Program; supporting the Worker’s Compensation Program; as needed, assisting in drafting OFDA-specific tools, templates, and processes for applicable Agency HR policies; providing OFDA’s in-house expertise on best practices in the field of HR, human capital, and talent management; performing and assisting with workforce planning for steady-state operations and response surges; developing training materials and facilitating knowledge transfer to broad audiences; responding to data calls on staffing and general personnel inquiries; performing and assisting with employee on-boarding and exit activities; liaising with OFDA hiring managers on recruitment and hiring activities and provide status reporting; writing HR policies, procedures, and guidelines in line with USG requirements; and as needed, liaising with USAID’s Office of Human Capital and Talent Management (HCTM), USAID Staff Care Center; USAID’s Office of Civil Rights and Diversity; and the DCHA Offices of Program, Policy and Management and Administrative Management Services (AMS).

The HR Team comprises one USPSC Team Lead GS-14 equivalent, one USPSC Technical Advisor GS-14 equivalent, and up to five additional supporting staff at the GS-12 and GS-13 equivalent levels. The team resides within the PS Division, with the HR Management Team Lead reporting directly to the PS Division Chief.

OBJECTIVE

OFDA requires the services of a HR Management Team Lead at the GS-14 equivalent level in order to manage the end-to-end delivery of HR, capital and talent management support across all of OFDA’s hiring mechanisms. 

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. http://auslnxapvweb01.usaid.gov/ADS/300/aidar.pdf 
  • 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. 

12. 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).

13. 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.

14. START DATE: Immediately, once necessary clearances are obtained.

Qualifications

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 https://www.acquisition.gov/browse/index/far.

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 (SAM.gov).
  • 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.

Application instructions

SUBMITTING AN OFFER

Offers must be received by the closing date and time at the address specified in the cover letter.

Qualified individuals are required to submit:

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 http://www.usaid.gov/forms. 

Additional documents submitted will not be accepted.

By submitting your offer materials, you certify that all of the information on and attached to the offer is true, correct, complete, and made in good faith. You agree to allow all information on and attached to the offer to be investigated. False or fraudulent information on or attached to your offer may result in you being eliminated from consideration for this position, or being terminated after award, and may be punishable by fine or imprisonment.

To ensure consideration of offers for the intended position, please reference the solicitation number on your offer, and as the subject line in any email.

DOCUMENT SUBMITTALS

Via email: [email protected]

follow us on Twitter