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DISCLAIMER
"THIS SOURCES SOUGHT IS FOR INFORMATIONAL PURPOSES ONLY. THIS IS NOT A "REQUEST FOR PROPOSAL (RFP)" TO BE SUBMITTED. IT DOES NOT CONSTITUTE A SOLICITATION AND SHALL NOT BE CONSTRUED AS A COMMITMENT BY THE GOVERNMENT. RESPONSES IN ANY FORM ARE NOT OFFERS AND THE GOVERNMENT IS UNDER NO OBLIGATION TO AWARD A CONTRACT AS A RESULT OF THIS
ANNOUNCEMENT. NO FUNDS ARE AVAILABLE TO PAY FOR PREPARATION OF RESPONSES TO THIS ANNOUNCEMENT. ANY INFORMATION SUBMITTED BY RESPONDENTS TO THIS TECHNICAL DESCRIPTION IS STRICTLY VOLUNTARY. RESPONSES WILL NOT BE RETURNED TO THE RESPONDER. NOT RESPONDING TO THIS NOTICE DOES NOT PRECLUDE PARTICIPATION IN ANY FUTURE REQUEST FOR QUOTE (RFQ) OR INVITATION FOR BID (IFB) OR RFP, IF ANY ISSUED. IF A SOLICITATION IS RELEASED, IT WILL BE SYNOPSIZED ON THE GOVERNMENT-WIDE POINT OF ENTRY (GPE). IT IS THE RESPONSIBILITY OF POTENTIAL OFFERORS TO MONITOR THE GPE FOR ADDITIONAL INFORMMATION PERTAINING TO THIS REQUIREMENT."
PROGRAM BACKGROUND
Pursuant to the Federal Advisory Committee Act of 1972 (5 U.S.C., Appendix, as amended), the Sunshine in Government Act of 1976 (U.S.C. 552b, as amended) and 41 Code of the Federal Regulations (CFR 102-3.140 through 160) the Department of the Army requests industry information on products, science and technology (S&T) research, operational concepts, and mission support innovations to support Army Talent Management concepts. No funds are available for any proposal or information submission and submitting information does not bind the Army for any future contracts/grants resulting from this request for information: (a) The Government does not intend to award a contract on the basis of this solicitation or to otherwise pay for the information solicited except as an allowable cost under other contracts as provided in subsection 31.205-18, Bid and proposal costs, of the Federal Acquisition Regulation.
(b) Although "proposal" and "offeror" are used in this Request for Information, your response will be treated as information only. It shall not be used as a proposal.
(c) This request for information is issued for the purpose of market research. The Army Science Board is requesting information from organizations external to the Army that will help the board complete its analysis and ensure that all viable sources of information are explored. Based on information submitted in response to this request, the Army Science Board may subsequently conduct additional market research.
To supplement the information developed in previous studies and otherwise available to the Board, organizations are invited to submit information on products or technologies to support Army Talent Management.
The Army Science Board (ASB) is conducting a 2019 study on "Reforming Army Talent Management." Army Talent Management consists of the entire human capital lifecycle including recruitment, onboarding, training, development, position assignment, promotion, retention, separation and planning needs of the Army. Army talent management platforms do not directly perform compensation functions, but must be integrated with existing compensation platforms. Army talent management platforms will collect information over the course of a 20+ year career to make the best use of internal talent to meet predicted Army requirements. Talent management should include, comprehensive evaluations and assessments, and differentiation in performance management. Principal objectives of this study include: (1) defined knowledge, skills and behaviors, metrics and collection methods in Army office populations (2) cutting edge information systems to advance the Army's people analytics capability. Example systems do not need to meet FEDRAMP requirements at this time, as this is for information purposes only. The Terms of Reference (TOR) for the study is provided in the Supplemental Information provided below.
Talent management concepts of interest include the role of assessments in identifying talent; predictive analytics; advanced methodologies for training, education and position assignments to develop and leverage talent; retention tools, particularly for officers with less than 10 years of service. Effective talent management solutions will improve the Army's retention of junior officers, deepen the bench for executive positions demanding particular managerial skills and experiences, reward a variety of career paths, and better acknowledge service members' preferences while meeting the Army's readiness requirements.
ADDITIONAL INFORMATION AND SUBMISSION DETAILS (CAPABILITIES STATEMENT)
Background. The Terms of Reference (ToR) provided by the Office of the Secretary of the Army directs the Army Science Board (ASB) to undertake a 2019 Study on "Reforming Talent Management."
In accordance with the ToR, the Talent Management study team has been asked define officer attributes and characterize a talent management system, including information systems, to reform Army Talent Management. The Study team will offer suggestions for improvement, recommend a personnel management data system, determine if the proposed data system can be expanded to include the entire uniformed workforce, identify differing needs of the generating and operation force positions, describe and assess impacts of changes in different generations to talent management approaches.
Interested parties are requested to submit a capabilities statement of no more than ten (10) pages in length in Times New Roman font of not less than 10 pitch. The deadline for response to this request is no later than 9 am, EST, 18 Mar 19. All responses under this Sources Sought Notice must be e-mailed to [email protected]
This documentation must address at a minimum the following items:
1.) What Talent Management concepts are currently being evaluating or in development that offer potential solutions to Army recruitment, development, position assignment, promotion, retention and talent planning needs?
2.) What are the most significant technical, operational, or other people analytics challenges that must be resolved for these concepts to be operationally effective?
3.) What research & development (R&D), either contracted or internally-funded, is being conducted to define or develop technically mature solutions to these challenges?
4.) What additional work would you suggest the Army R&D community pursue if funding were made available?
5.) What commercially available solutions are available that can scale from minimally available data to match positions and internal applicants (about 5,000 movers) to a full suite of talent management tools for 1.1 million full and part time employees
All data received in response to this Sources Sought that is marked or designated as corporate or proprietary will be fully protected from any release outside the Government.