Supervisory HR Specialist

Fixed-Term Contract

SOLICITATION NUMBER:         72061324R10009

ISSUANCE DATE:                           May 9, 2024

CLOSING DATE AND TIME:   May 30, 2024 at 1700 hours Harare local time

SUBJECT:    Solicitation for a Supervisory Human Resources Specialist – Ladder position,

Cooperating Country National Personal Service Contractor (CCNPSC – Local Compensation Plan)

Dear Prospective Offerors:

The United States Government, represented by the U.S. Agency for International Development (USAID), is seeking offers from qualified persons to provide personal services under contract as described in this solicitation.

Offers must be in accordance with this solicitation. Incomplete or unsigned offers will not be considered. Offerors should retain copies of all offer materials for their records.

USAID will evaluate all offerors based on the stated evaluation criteria. USAID encourages all individuals, including those from disadvantaged and under-represented groups, to respond to the solicitation.

This solicitation in no way obligates USAID to award a PSC contract, nor does it commit USAID to pay any cost incurred in the preparation and submission of the offers.

Any questions must be directed in writing to the Point of Contact specified in this solicitation.

Sincerely,

Olakunle Idowu Ogungbayo

Contracting Officer

I.    GENERAL INFORMATION

  1. SOLICITATION NO.: 72061324R10009
  2. ISSUANCE DATE: May 9, 2024
  3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: May 30, 2024 at 1700 Harare local time
  1. POINT OF CONTACT: Aminata Dagnoko, [email protected]
  2. POSITION TITLE: Supervisory Human Resources Specialist – Ladder
  3. MARKET VALUE: The full performance level of this position is equivalent to FSN-11, which is between USD$65,546 – USD$95,036. However, if USAID’s evaluation does not result in an award at the full performance level, USAID may make an award to a selected CCN qualified at the closest next lower level, with contract options to place the contractor at each progressive level until the full performance level is reached.

The entry level of this position is equivalent to FSN-9, which is between USD$46,778-USD$67,828 and the intermediate level of this position is equivalent to FSN-10, which is between USD$53,038-USD$76,898.

In accordance with AIDAR Appendix J and the Local Compensation Plan of USAID/Zimbabwe final compensation will be negotiated within the listed market value of the performance level for which the CCNPSC is selected.

  1. PERIOD OF PERFORMANCE (INCLUSIVE OF OPTIONS): The base period of

performance will be one year, estimated to start on/about July 2024. Based on Agency need, the Contracting Officer (CO) may exercise four one-year option period(s) for the date(s) estimated as follows:

Base Period July 1, 2024 – June 30, 2025
Option Period 1 July 1, 2025 – June 30, 2026
Option Period 2 July 1, 2026 – June 30, 2027
Option Period 3 July 1, 2027 – June 30, 2028
Option Period 4 July 1, 2028 – June 30, 2029

Exercising Options for progressive level(s): The CO will award the contract for a “ladder” position at the level at which the CCN has met the requirements of the solicitation, with options that will be exercised based on the Agency’s needs and the individual having met the requirements for the higher levels. If the Requesting Office determines that the Mission requires performance at the next higher level, funds are available, and the CCNPSC meets the qualifications to advance, the CO may exercise the option for that level as follows:

Base: FSN-9 At award
Option 1: FSN-10 At award or exercised if/when contractor meets qualification at this level and other conditions
Option 2: FSN-11 At award or exercised if/when contractor meets qualification at
this level and other conditions
  1. PLACE OF PERFORMANCE: Harare, Zimbabwe with possible travel as stated in the Statement of Duties.
  2. ELIGIBLE OFFERORS: Cooperating Country Nationals. Cooperating Country National (CCN) means an individual who is a cooperating country citizen, or a non-cooperating country citizen lawfully admitted for permanent residence in the cooperating country.
  3. SECURITY LEVEL REQUIRED: Facility Access or CCN Security certification issued by the US Embassy Regional security Office.
  4. STATEMENT OF DUTIES

This position is established as Supervisory Human Resources Specialist “Ladder” position, which includes positions at the FSN-9, FSN-10, and the full performance level of FSN-11.

At the full performance level, the CCNPSC will perform the following general duties:

Working under the overall supervision of the Supervisory Executive Officer, the Supervisory

HR Specialist (Full Performance Level –FPL) serves as the Mission’s principal advisor for

HR policy matters and directly supervises HR Team staff members. The Supervisory HR Specialist is the HR team leader, working in a coordinated effort with the Supervisory EXO and other team members to implement USAID’s global Human Capital and Talent Management (HCTM) strategy and facilitate the delivery of innovative HR practices at the Mission level.

The Supervisory HR Specialist (S/HRS) serves as the Mission key advisor on HR administrative and management issues, procedures and policy, and in planning, directing and administering HR operations and processes for the Mission. The S/HRS serves as an advisor and supports the EXO leadership with a variety of complex and sensitive HR issues. The S/HRS is a resource for HR practices and is expected to provide guidance on managing local staff. The S/HRS is expected to manage-up in providing informed opinions on office culture, employee motivation and soft skill development. The S/HRS is the main interlocutor in managing the interagency relationship with State/HR and other entities at post, as needed. The S/HRS assists the Executive Officer in planning, directing, and administering the full range of HR services provided to all Mission employees, including position classification, recruitment, staff learning and development, employee performance evaluation systems, employee relations, benefits and allowances, and other HR-related issues. The S/HRS plays an integral role in developing a sustainable high-performance culture as a champion, coach, and consultant responsible for delivering high quality HR services for the Mission. The S/HRS will ensure that the Mission has the right structure and talent needed to deliver its objectives. The S/HRS will provide proactive input on a wide range of complex organizational development and talent management issues to support Mission employees and ensure that established agency strategies, relevant internal and external policies/procedures, local law and regulations are adhered to. Serves as an alter ego to the Supervisory EXO on HR related issues.

This is a Standard Position Description covering S/HRS Ladder positions worldwide. Contract “ladder” awards are typically made at a level below the full performance level, where the selected CCNPSC demonstrates high potential to achieve the full performance grade level but cannot meet the full training and/or experience requirements of the full-performance position description at the time of award.

At the intermediate level, the CCNPSC will perform the following general duties:

The Human Resources (HR) Specialist (Intermediate Level-IL) is a member of the Executive Office (EXO) HR team and is responsible for providing the full range of personnel services and Human Resource (HR) functions to USDH (U.S. Direct Hires), Cooperating Country National Personal Services Contractors (CCNPSCs), Offshore and Resident-Hire U.S.

Personal Services Contractors (USPSCs), Third Country Nationals Personal Services Contractors (TCNPSCs) and others (i.e. PASA, ISC, FMA, etc.) The HR Specialist is a key resource for HR practices and is expected to provide guidance and advice on all HR-related matters. The HR Specialist is expected to manage-up in providing informed opinions on office culture, employee motivation and soft skill development. The HR Specialist is the main interlocutor in managing the interagency relationship with State/HR, and other entities at post, as needed. The Specialist provides advanced-level advice on HR administrative and management issues, procedures, and policy, and in planning, directing, and administering HR operations and processes for the Mission. The HR Specialist serves as an advisor and supports the EXO leadership with a variety of complex and sensitive HR issues. The HR Specialist is expected to have significant input on HR related ICASS relationships and consult with EXO as needed. The Supervisory EXO may delegate HR related authorities to the Specialist.

The HR Specialist is a key partner providing advice primarily in the areas of employee relations and programs and interpretation of policies and procedures. The HR Specialist is the primary subject matter specialist on all phases of PSC recruitment, contracting, onboarding, personnel management, and performance management. Serve as a key resource to all Mission staff on all employee relations matters including performance management program, salary increases, awards and recognition, training and staff development, benefits, and allowance, leave structure as well as other personnel management programs. This is a Standard Position Description covering S/HRS Ladder positions worldwide. Contract “ladder” awards are typically made at a level below the full performance level, where the selected CCNPSC demonstrates high potential to achieve the full performance grade level but cannot meet the full training and/or experience requirements of the full-performance position description at the time of award.

At the entry level, the CCNPSC will perform the following general duties:

The Human Resources (HR) Specialist (Entry Level-EL) is a member of the Executive Office

(EXO) HR team and is responsible for providing the full range of personnel services and Human Resource (HR) functions to USDH (U.S. Direct Hires), Cooperating Country National Personal Services Contractors (CCNPSC), Offshore and Resident-Hire U.S.

Personal Services Contractors (USPSC), Third Country Nationals Personal Services Contractors (TCNPSCs), and others (i.e. PASA, ISC, FMA, etc.) HR services to include position classification, recruitment, PSC contract administration and management, USDH portfolio, performance management programs, staff training, career development, and awards programs, maintenance and upkeep of HR databases and staffing reporting; and, serving as the main liaison with the US Embassy regarding HR topics and periodic reports. The HR Specialist is responsible for a variety of human resource development activities and personnel functions provided to all USDH and PSC employees in the Mission. The HR Specialist serves as a key resource to all Mission staff providing HR-related guidance and is directly responsible for all aspects of employee recruitment, selection, and PSC contracting, personnel management and HR administration, and overall management of training, performance management, career development related matters, and incentive awards. The HR Specialist is the main Point of Contact (POC) for position management and classification actions. Works with supervisors in preparing classification packages per MCLASS system requirements and provides guidance for the completion of classification packages. The HR Specialist is a resource for HR practices and is expected to provide input on managing local staff. The HR Specialist is expected to manage-up in providing input on office culture, employee motivation and soft skill development. The HR Specialist provides advice on HR administrative and management issues, procedures, and policy, and in planning, directing, and administering human resources management for the Mission. The HR Specialist serves as an advisor and supports the EXO leadership with a variety of complex and sensitive HR issues.

This is a Standard Position Description covering Supervisory Human Resources Specialist Ladder positions worldwide. Contract “ladder” awards are typically made at a level below the full performance level, where the selected CCNPSC demonstrates high potential to achieve the full performance grade level but cannot meet the full training and/or experience requirements of the full-performance position description at the time of award.

The contractor is eligible for temporary duty (TDY) travel to the United States, or to other Missions abroad, to participate in the “Foreign Service National” Fellowship Program or other Agency needs, in accordance with USAID policy.

  1. PHYSICAL DEMANDS

The work requested does not involve undue physical demands.

II. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION

Full Performance Level (FSN-11):

Education: A Bachelor’s Degree or the equivalent of a four-year US college/university (or equivalency accreditation if a non-US institution) degree in HR-related field (i.e. Human Resources, Business Administration, Communication, Human Services, Humanities, Law, Organizational Management, Psychology, Public Relations, Social Science), is required.

Prior Work Experience: A minimum of five years of progressively responsible experience in human resources administration, management, and negotiations, or a position that requires closely related skills in the following areas: compensation and benefits, employment contracts, financial management, labor laws and regulations, organizational leadership, training and professional development, recruiting or any combination thereof, with a government or non-government organization, the private sector, or within an international or donor organization is required. One year of this experience must have been gained working in a position equivalent to no less than the next lower level of FSN responsibility in this or an occupation that requires similar skills, with a government or non-government organization, the private sector, or within an international or donor organization. Note: Additional experience will NOT be substituted for Education.

Language Proficiency: Level 4 (tested and verified fluency in speaking/reading/writing) English and Level 4 local language is required.

Intermediate Performance Level (FSN-10):

Education: A Bachelor’s Degree or the equivalent of a four-year US college/university (or equivalency accreditation if a non-US institution) degree in HR-related field (i.e. Human Resources, Business Administration, Communication, Human Services, Humanities, Law, Organizational Management, Psychology, Public Relations, Social Science), is required.

Prior Work Experience: A minimum of four years of progressively responsible experience in human resources administration, management, and negotiations, or a position that requires closely related skills in the following areas: compensation and benefits, employment contracts, financial management, labor laws and regulations, organizational leadership, training and professional development, recruiting or any combination thereof, with a government or non-government organization, the private sector, or within an international or donor organization is required. One year of this experience must have been gained working in a position equivalent to no less than the next lower level of FSN responsibility in this or an occupation that requires similar skills, with a government or non-government organization, the private sector, or within an international or donor organization. Note: Additional experience will NOT be substituted for Education.

Language Proficiency: Level 4 (tested and verified fluency in speaking/reading/writing) English and Level 4 local language is required.

Entry Level (FSN-9):

Education: A bachelor’s degree or the equivalent of a four-year US college/university (or equivalency accreditation if a non-US institution) degree in HR-related field (i.e. Human Resources, Business Administration, Communication, Human Services, Humanities, Law, Organizational Management, Psychology, Public Relations, Social Science), is required.

Prior Work Experience: A minimum of three years of experience in human resources administration, management, and negotiations, or a position that requires closely related skills in the following areas: compensation and benefits, employment contracts, labor laws and regulations, organizational leadership, training and professional development, recruiting or any combination thereof, with a government or non-government organization, the private sector, or within an international or donor organization is required. Note: Additional experience will NOT be substituted for Education.

Language Proficiency: Level 3 (fluency in speaking/reading/writing) English and Level 4 local language is required. *Please note: Within the first year of employment, the Specialist will be required to attend and successfully complete Agency-provided English language training courses and pass the Level 4 to meet the requirement for the FSN-10 level position.

III.EVALUATION AND SELECTION FACTORS

Offerors seeking consideration for the full performance level will be considered in isolation first, and only if no acceptable offeror is found at that level, the Technical Evaluation Committee (TEC) will proceed to review offerors at the lower levels. The TEC will consider all offerors below the full performance level on an equal basis for their demonstrated potential to rise to the full performance level.

As this solicitation is for a “ladder” position, The CO will award the contract at the level at which the CCN has met the requirements of the solicitation.

The technical evaluation committee may conduct reference checks, including references from individuals who have not been specifically identified by the offeror, and may do so before or after a candidate is interviewed.

Offerors who meet the minimum qualifications listed above will be evaluated and ranked according to the following job-related criteria. Top-ranking candidates will be invited for a test and an oral interview.

At the FSN-11 Full Performance Level, the evaluation criteria are as follows:

Job Knowledge – 60 points

In addition to the knowledge required for the FSN-10 level, the work at FSN-11 requires an excellent understanding of position classification and organization development principles, and knowledge of personal services contracting. In-depth knowledge and understanding of local labor law and culture, social security system, as well as prevailing labor practices, and host country immigration regulations, as they fit into HR Management practices at Mission level is required. Extensive knowledge or the potential to acquire knowledge of U.S. Government regulations governing all areas of HR administration and management is required. Extensive knowledge of recruitment, employment contracting, compensation, and other related HR area regulations and procedures is required. Professional level knowledge of USG systems and processes (e.g. MBC – Merit Based Compensation or other performance management systems; FSO – Foreign Service Officer assignment process; CCN and USPSC regulations and policies, and others).

Skills and Abilities – 40 points

The ability to independently oversee and manage all aspects of the EXO HR portfolio. The position requires proficiency in coaching, mediating, influencing, presentation, communication, and problem solving. The SHR Specialist must be a detail-oriented professional with a high tolerance for dealing with ambiguity and on-going change and must be able to handle frequent interruptions and shifts in priorities. Excellent oral/written communication skills and the ability to draft high quality HR documents and reports is required. The SHR Specialist must communicate effectively and approach conversations from different angles and effectively explain the rationale for HR decisions in order to gain consensus from multiple stakeholders given audience and situation dynamics, in order to achieve desired results. The SHR Specialist must have effective time management and a hands-on approach to move initiatives forward with detailed follow through and commitment to see things to completion for assignments, many of which will require working with urgency and quick turnaround. Ability to analyze data, understand trends, develop recommendations, and produce and prepare well written reports while meeting tight deadlines. An ability to deal effectively with complex HR processes and situations, including, but not limited to, contract negotiations and management, compliance with USAID and US government regulations and local laws, staffing planning and management, and dealing effectively with mid- to high-level representatives of the US, local, and regional community. Advanced analytical, negotiating, and time management skills, along with strong proofreading skills and attention to detail, are required. Ability to advise peers and management. Demonstrated ability to lead, supervise, and mentor diverse teams. Outstanding ability to provide researched and expert-level advice to supervisors and Mission Management. The ability to work calmly, tactfully, and effectively under pressure is essential, as well as the ability to maintain strict confidentiality, and meet all standards of conduct/ ethics standards, is required. The Specialist will be approachable, discrete and have exceptionally high client relationship skills as well as the ability to build and maintain strong relationships with leaders and colleagues at all levels and makes skillful use of resources to deliver efficient high-quality work. Outstanding proficiency in the use of HR Information Systems as well as Microsoft Office Suite (Word, Excel, Access, PowerPoint) is required.

At the FSN-10 Intermediate Level, the evaluation criteria are as follows:

Job Knowledge – 60 points

Must have good knowledge of public and/or private-sector HR concepts, processes, principles and best practices. Ability to effectively supervise staff and manage a complex portfolio. An understanding of the general HR administrative and management process is required, particularly PSCs. The job holder requires a good knowledge of standard personnel practices applicable to the full spectrum of personnel management from recruitment through retirement, including performance management, staff training, achievement recognition, and professional development. The HR Specialist must possess a detailed knowledge of or has the ability to quickly gain a thorough knowledge of the USG human resources manuals and regulations. The job holder requires thorough knowledge of USG and USAID contracting regulations and procedures after appropriate training. The HR Specialist maintains knowledge and awareness of federal, state, and Local Labor Laws especially as they pertain to Workmen’s Compensation, Retirement, Outsourcing, Reduction in Force (RIF), and time limited contracts with host-country nationals. Must have strong knowledge of standard personnel practices applicable to the full spectrum of human resources/personnel management from recruitment through retirement, prevailing practice in compensation and employment; and a knowledge of personnel administration principles and benefits for all categories of staff in host country is required.

Skills and Abilities – 40 points

The ability to semi-independently oversee all aspects of job holders EXO HR portfolio. The work requires the ability to analyze, conceptualize, negotiate, exercise sound judgment, originate ideas and creative solutions, and handle requests and complaints promptly, effectively, and diplomatically with staff and counterparts. The HR Specialist must be able to work under pressure and make decisions quickly and independently when dealing with emergencies. The HR Specialist must maintain a positive customer service orientation and be able to manage multiple priorities with minimal supervision. An ability to deal effectively with complex HR processes and situations, including, but not limited to, contract negotiations and management, compliance with USAID and US government regulations and local laws, staffing planning and management, and dealing effectively with mid- to high-level representatives of the US, local, and regional community. Ability to interpret and apply HR regulations to current situations. Demonstrated analytical, negotiating, and time management skills, along with strong proofreading skills and attention to detail, are required. Excellent organizational skills as well as good customer service, must be tactful, personable, compassionate and understanding with an interest in serving people to maintain smooth and effective working relationships with all Mission personnel at all levels. The ability to work calmly, tactfully, and effectively under pressure is essential, as well as the ability to maintain strict confidentiality, and meet all standards of conduct/ ethics standards, is required. Excellent computer skills and the use of Microsoft Business suite.

At the FSN-9 Entry Level, the evaluation criteria are as follows:

Job Knowledge – 60 points

Knowledge of public and/or private-sector HR administrative and management processes, concepts, and principles. The position requires a good knowledge of standard personnel practices applicable to the full spectrum of personnel management from recruitment through retirement. The HR Specialist must have a thorough understanding of performance management and employee evaluation concepts and practices. The HR Specialist must have a good understanding of staff training, achievement recognition, and professional development methods and procedures. The Specialist must have a good understanding of general document preparation, as well as a general knowledge of office administrative procedures and practices.

Skills and Abilities – 40 points

Must demonstrate excellent interpersonal and communication skills as well as the ability to work effectively in a fast-paced multicultural environment. An ability to deal effectively with HR processes and situations, including, but not limited to, contract negotiations and management, compliance with US government regulations and local laws, staffing planning and management. Must have the ability to build relationships as well as demonstrated problem solving and conflict and dispute resolution skills. Demonstrated analytical, negotiating, and time management skills, along with strong proofreading skills and attention to detail, are required. Must be self-motivated, well organized, energetic, congenial, and demonstrate a willingness and ability to work effectively and collaboratively in a team-based environment. The ability to work calmly, tactfully, and effectively under pressure is essential, as well as the ability to maintain strict confidentiality, and meet all standards of conduct/ ethics standards, is required. Skill in the use of most elements of the Microsoft Business suite and google is required.

IV. SUBMITTING AN OFFER

  1. Complete and submit attached Google form here and,
  2. Offerors are required to complete and submit the application package via email to [email protected] to the attention of the Human Resources Office and must include:
  3. USAID Form AID 309-2 PSC Application Form (Offeror Information for Personal Services Contracts) with handwritten signature (available at the USAID website, http://www.usaid.gov/forms/).
  4. An application (cover) letter, detailing how the applicant meets minimum qualifications and evaluation criteria for the level at which they are applying for. Please type in the letter your response to each item, e.g., education, experience, job knowledge, etc. and state how you meet the targeted minimum qualifications and evaluation criteria. Failure to do this will result in you not being shortlisted.
  5. A current resume relevant to the position (no more than 2 pages).
  6. Names of three professional references, including at least one current/former supervisor, that have knowledge of the offeror’s ability to perform the duties set forth in the solicitation. This information may be included in the cover letter or resume/CV.
  7. Any other documentation that addresses the qualification requirements of the position listed above.

Offerors who do not include all above required documents in their offer submission will not be considered for this position.

  1. Offers must be received by the closing date and time specified in Section I, item 3, and submitted to the Point of Contact in Section I, item 12.
  2. To ensure consideration of offers for the intended position, Offerors must prominently reference the Solicitation number in the offer submission.
  3. As this solicitation is for a “ladder” position, The CO will award the contract at the level at which the CCN has met the requirements of the solicitation.

V. LIST OF REQUIRED FORMS PRIOR TO AWARD

  1. The CO will provide instructions about how to complete and submit the following forms after an offeror is selected for the contract award: a. Security Eligibility/Facility Access Forms
  2. Medical Clearance Forms
  3. Forms for use of government furnished equipment and remote access as applicable.
  4. Financial Disclosure, as appropriate

VI.BENEFITS AND ALLOWANCES

Benefits and allowances are in accordance with the U.S. Mission Zimbabwe Local Compensation Plan and will be communicated to the successful candidate.

VII.     TAXES

Locally Employed Staff are responsible for paying local income taxes. The U.S. Mission does not withhold year-end local income tax payments.

VIII. USAID REGULATIONS, POLICIES AND CONTRACT CLAUSES PERTAINING TO PSCs

USAID regulations and policies governing CCNPSC awards are available at these sources:

  1. USAID Acquisition Regulation (AIDAR), Appendix J, “Direct USAID Contracts With a Cooperating Country National and with a Third Country National for Personal Services Abroad,” including contract clause “General Provisions,” available at https://www.usaid.gov/ads/policy/300/aidar
  2. Contract Cover Page form AID 309-1 available at https://www.usaid.gov/forms. Pricing by line item is to be determined upon contract award as described below:

LINEITEMS

ITE

M

NO

(A)

SUPPLIES/SERVICES

(DESCRIPTION) (B)

QUANTI TY

(C)

UNI

T

(D)

UNIT

PRICE

(E)

AMOUNT

(F)

0001 Base Period – Compensation,

Fringe Benefits and Other Direct

Costs (ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g.,

R497]

–  Accounting Info: [insert one or

more citation(s) from Phoenix/GLAAS]

1 LOT $ TBD $_TBD at Award after negotiations with Contractor_
1001 Option Period 1 – Compensation,

Fringe Benefits and Other Direct

Costs (ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g.,

R497]

–  Accounting Info: [insert from

Phoenix/GLAAS]

1 LOT $ TBD $_TBD at Award after negotiations with Contractor_
2001 Option Period

2 – Compensation, Fringe

Benefits and Other Direct Costs

(ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g.,

R497]

1 LOT $ TBD $_TBD at Award after negotiations with Contractor_

 

– Accounting Info: [insert from

Phoenix/GLAAS]

3001 Option Period

3 – Compensation, Fringe

Benefits and Other Direct Costs

(ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g.,

R497]

–  Accounting Info: [insert from

Phoenix/GLAAS]

1 LOT $ TBD $_TBD at Award after negotiations with Contractor_
4001 Option Period

4 – Compensation, Fringe

Benefits and Other Direct Costs

(ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g.,

R497]

–  Accounting Info: [insert from

Phoenix/GLAAS]

1 LOT $ TBD $_TBD at Award after negotiations with Contractor_
ITEM

NO

(A)

SUPPLIES/SERVICES (DESCRIPTION)

(B)

QUANTI

TY

(C)

UNI

T

(D)

UNIT

PRICE

(E)

AMOUN

T

(F)

0001 Base Contract- FSN – 9 Compensation,

Fringe Benefits and Other Direct

Costs (ODCs)

–                  Award Type: Cost

–                  Product Service Code: [e.g. R497] – Accounting Info: [insert one or more citation(s) from Phoenix/GLAAS]

1 LOT $ _TBD__ $_TBD at

Award after

negotiatio ns with

Contractor

_

1001 Option 1 FSN – 10 Compensation,

Fringe Benefits and Other Direct

Costs (ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g. R497]

–  Accounting Info: [insert from

Phoenix/GLAAS]

1 LOT $ _TBD__ $_TBD at

Award after

negotiatio ns with

Contractor

_

2001 Option 2 FSN – 11 Compensation,

Fringe Benefits and Other Direct

Costs (ODCs)

–  Award Type: Cost

–  Product Service Code: [e.g. R497]

–  Accounting Info: [insert from

Phoenix/GLAAS]

1 LOT $ _TBD__ $_TBD at

Award after

negotiatio ns with

Contractor

_

  1. Acquisition & Assistance Policy Directives/Contract Information Bulletins (AAPDs/CIBs) for Personal Services Contracts with Individuals available at http://www.usaid.gov/work-usaid/aapds-cibs
  2. Ethical Conduct. By the acceptance of a USAID personal services contract as an individual, the contractor will be acknowledging receipt of the “Standards of Ethical Conduct for Employees of the Executive Branch,” available from the U.S. Office of Government Ethics,

in accordance with General Provision 2 and 5 CFR 2635. See

https://www.oge.gov/web/oge.nsf/resources_standards-of-conduct

  1. PSC Ombudsman

The PSC Ombudsman serves as a resource for any Personal Services Contractor who has entered into a contract with the United States Agency for International Development and is available to provide clarity on their specific contract with the Agency. Please visit our page for additional information: https://www.usaid.gov/work-usaid/personal-service-contracts-ombudsman

The PSC Ombudsman may be contacted via: [email protected].

  1. FAR Provisions Incorporated by Reference
52.204-27 PROHIBITION ON A BYTEDANCE COVERED APPLICATION JUN

2023