Inactive

OUTPLACEMENT SERVICES FOR DEPARTING LOCAL EMPLOYEES 1. Introduction and Background: ? Project Title: Outplacement Services for Departing Local Employees ? Background: The American Embassy is undertaki... OUTPLACEMENT SERVICES FOR DEPARTING LOCAL EMPLOYEES 1. Introduction and Background: ? Project Title: Outplacement Services for Departing Local Employees ? Background: The American Embassy is undertaking a staff reduction that will result in the separation of 13 employees at various levels. Recognizing the impact of this transition on departing employees, the American Embassy seeks to provide comprehensive outplacement services to support their professional transition and well-being. This initiative aims to mitigate the negative impact on departing employees, maintain a positive image of the organization, and facilitate a smooth transition for both departing and remaining employees. 2. Objectives: The main objectives of these outplacement services are: ? Provide departing employees with the necessary resources, tools, and support to secure new employment that aligns with their skills, experience, and professional goals. ? Reduce the time departing employees spend in job transition. ? Increase the self-confidence and motivation of departing employees during their job search. ? Minimize potential negative impacts on remaining employees and the organization's reputation. 3. Scope of Services: The selected outplacement service provider is expected to offer a comprehensive suite of services in Spanish, which may include, but are not limited to: 3.1 Individual Career Coaching: ? One-on-one sessions with experienced career coaches to assess individual needs, skills, and professional aspirations. ? Development of personalized professional transition plans. ? Support in developing effective job search strategies. ? Mock interviews and feedback to improve interview skills (behavioral, technical, and situational). ? Negotiation skills training. ? Training on using social media for job searching. ? Strategies for identifying and approaching the hidden job market. 3.2 Resume and Cover Letter Development: ? Individualized development of impactful resumes and cover letters, tailored to specific job applications. ? Individualized review and optimization of online professional profiles (e.g., LinkedIn). 3.3 Job Search Skills Support: ? Offer individualized job search assistance. The contractor shall send at least 3 job offers per month related to his/her professional profile. ? Services may include headhunter engagement, though job placement is not guaranteed. ? Support in evaluating job offers. 3.4 Individualized certification/training: ? The contractor shall provide one certification, course or training to each employee up to a maximum cost of $3,000 (each). The course will be selected by the employee and the contractor shall facilitate the means of payment. 3.5 Access to resources and job boards: ? Provision of talent search, networking, and recruitment services identifying companies and employment opportunities within professional sectors relevant to the professional profiles of departed local employees. ? Provision of access to online resources, job databases, assessment tools, and other relevant materials. 4. Target Audience: The outplacement services will be provided to 13 departing local employees. The services should be adaptable to meet the diverse needs and experience levels of these employees (assistants, analysts and specialists). 5. Service Delivery Model: Proposals should clearly describe the proposed service delivery model, including: ? Coaching Methodology: Describe the approach to individual coaching (e.g., virtual, in-person, hybrid). ? Technology Platform: Detail any online platform or tools that will be used to deliver services and resources. ? Talent search, networking, and recruitment service methodology: Describe experience and approach to identifying employment opportunities relevant to the professional profiles of departed employees. ? Qualifications and Experience of Coaches: Provide information on the qualifications and experience of the career coaches who will work with our employees. 6. Timeline and Performance Period: ? Project Start Date: on or about July 1, 2025 ? Performance Period: estimated 5 months 7. Fee and Voucher Structure (See attached Statement of Work (SOW) 8. Proposal Requirements: Interested human resources consulting firms should submit a proposal that includes the following: ? Company Overview: General information about the company, its experience, and its mission. ? Services Offered: A detailed description of the proposed outplacement services and how they align with the requirements outlined in this SOW. ? Service Delivery Model: A clear explanation of the proposed service delivery model. ? Team and Qualifications: Information about the team that will be assigned to this project, including the qualifications and experience of the career coaches. ? Pricing Structure: A clear and transparent pricing structure in accordance with the requirements. ? Reporting Capabilities: Description of the reporting mechanisms and metrics that will be provided. ? Client References: Contact information for at least three recent clients for whom similar outplacement services were provided. ? Implementation Plan: A proposed timeline and plan for onboarding departing employees into the outplacement program. 9. Evaluation factors: 9.1. Technical Approach and Scope of Services: ? Individual Career Coaching: Thoroughness of coaching methodology, including personalized plans, job search strategies, mock interviews, negotiation skills, and social media training. ? Resume and Cover Letter Development: Quality and individualized approach to resume, cover letter, and online profile optimization. ? Job Search Skills Support: Clarity on how individualized job search assistance will be provided, including the commitment to send at least 3 job offers per month, and the approach to headhunter engagement and job offer evaluation. ? Individualized Certification/Training: Clear process for facilitating employee selection and payment for certifications/training up to the specified cost. ? Access to Resources and Job Boards: Breadth and relevance of talent search, networking, recruitment services, and access to online resources and job databases. ? Adaptability to Target Audience: Does the proposal demonstrate an understanding of the diverse needs and experience levels of the 13 departing employees (assistants, analysts, and specialists), and how services will be tailored accordingly. 9.2. Service Delivery Model This factor evaluates the provider's proposed methods for delivering services and the quality of their resources. ? Coaching Methodology: Clarity and effectiveness of the proposed coaching approach (e.g., virtual, in-person, hybrid). Does it offer flexibility and accessibility for the employees? ? Technology Platform: Description and effectiveness of any online platforms or tools used for service delivery and resource access. ? Talent Search, Networking, and Recruitment Service Methodology: The provider's experience and specific approach to identifying relevant employment opportunities. ? Qualifications and Experience of Coaches: The professional background, certifications, and relevant experience of the career coaches who will directly work with the employees. This should include their expertise in career transition, job search strategies, and industry knowledge. ? Implementation Plan: The proposed timeline and plan for onboarding departing employees into the outplacement program. 9.3. Company Experience and References ? Company Overview and Experience: The company's general information, its experience in providing similar outplacement services, and its overall mission and approach to client success. ? Client References: The relevance and positive feedback from at least three recent clients for whom similar outplacement services were provided. 9.4. Pricing Structure Cost-effectiveness and transparency of the proposed fees. The U.S. Government intends to award a contract to the responsible company submitting an acceptable offer at the lowest price. We intend to award a contract based on initial quotations, without holding discussions, although we may hold discussions with companies in the competitive range if there is a need to do so. The resultant contract will be a firm fixed-price type contract. We will evaluate offers based on SOW, Section 9. Evaluation factors. All deliverables shall be submitted in English. Offerors shall be registered in the SAM (System for Award Management) database at https://www.sam.gov prior to submittal of their offer/proposal as prescribed under FAR 4.1102. Failure to be registered at time of proposal submission may deem the offeror’s proposal to be considered non-responsible and no further consideration will be given. Therefore, offerors are highly encouraged to register immediately if they are interested in submitting a response to this requirement. Direct any questions regarding this solicitation, by e-mail, to Matthew Madden, Contracting Officer Quitocontracts@state.gov, before 4:00 p.m., local time, June 16, 2025. Your proposal must be submitted, by e-mail, to Matthew Madden, Contracting Officer, QuitoContracts@state.gov, before 4:00 p.m., local time, June 25, 2025. No proposal will be accepted after this time. Please submit your pricing and technical proposals in two different files. It is important to make sure the submission is made in specific size and format; in MS-Word 2007/2010 or MS-Excel 2007/2010 or Adobe Acrobat (pdf) file format. The file size must not exceed 30MB. If the file size should exceed the 30MB, the submission must be made in separate files and attached to separate emails with less than 30MB each. SEE ATTACHED STATEMENT OF WORK (SOW)