Inactive Total Small Business Set-Aside (FAR 19.5)

The St. Paul District, U.S. Army Corps of Engineers (USACE) seeks the professional services of a consultant to develop and administer two part-time leadership/management development programs. The firs... The St. Paul District, U.S. Army Corps of Engineers (USACE) seeks the professional services of a consultant to develop and administer two part-time leadership/management development programs. The first program is a Tier 2 program targeting employees who typically come from a variety of career fields including science, engineering, trades and administration, and who are mostly at early or mid-career (GS-9 through GS-12). The second program is a Tier 3 or Executive Leadership Development Program targeting supervisors and managers typically at the GS-13 or GS-14 level or wage grade equivalent. Only one program will be run per year. The specific program to be run during the base and option years will be determined by the Corps of Engineers. The number of participants in each program will vary, but will typically be 8 to 12. The overall objective of the Tier 2 program is to help these employees become self aware and to learn, grow, and develop into effective leaders/managers within the Corps of Engineers, and the St. Paul District (MVP) in particular. The Tier 3 program focuses on individuals understanding and applying skills as current leaders that promote self awareness and accountability, while challenging their comfort zones to lead people successfully in a complex environment. The LDP (note that the term “LDP” hereafter refers to both the Tier 2 and Tier 3 programs) is a part-time, year long, multi-faceted leadership and management development program. The program includes an analysis of one’s leadership style, structured leadership training, guided preparation of an Individual Leadership Development Plan (ILDP), and a mentoring relationship with a senior manager. The LDP was designed in direct response to the need to systematically develop and/or enhance the leadership and management skills of the District’s current and future leaders and managers. The LDP is based on the premise that, while some people are “born leaders”, the vast majority of leaders are grown and developed. The commitment of the Commander and District executives to leadership and management development is reflected in the direct involvement of these leaders in many components of the LDP. The transfer of the success-oriented, organizational culture and interrelationships, which our current leaders have cultivated over a period of years, is facilitated through various LDP activities. ALL QUESTIONS SHALL BE SUBMITTED NLT: 27 April 2020 @ 10 AM CDT