U009 - ASN (M&RA) EMPO - DON Senior Executive Service Coaching

Performance Work Statement For Senior Executive Service Coaching Background/Scope The Department of the Navy (DON) has a mission-critical need to provide leadership assessments and professional coaching focusing on individualized development to target specific needs and concerns of the executive client. Specifically, DON has a requirement to utilize professional coaching to support executives development and refine Executive Core Qualifications (ECQs). 5 CFR part 412.401 and Executive Order “Strengthening the Senior Executive Service” details the requirement for at least one leadership assessment involving employee feedback every three years. The target audience includes approximately 300 Senior Executive Service (SES) and 100 Senior Leaders and Scientific and Professional members currently employed throughout DON, in an array of professions at geographically dispersed locations world-wide. The Senior Executive Service (SES) refers to a group of top-level managerial, supervisory, and policy-making positions in the DON, and represent 0.18% of all civilian employees. At the center of the DON’s leadership development system is a validated SES competency model that comprises the success factors for members of the DON SES corps. The DON SES leadership system has been adopted by the upper echelons of DON leadership: The Under Secretary of the Navy (UNSECNAV); the Assistant Secretary of the Navy for Manpower and Reserve Affairs [ASN (M&RA)]; and the Deputy Assistant Secretary of the Navy for Civilian Human Resources [DASN (CHR)]. This contract shall provide for the continued support of leadership development resources based upon the DON SES leadership system through coaching and leadership assessments. Program Objectives and Components To assist the senior executive cadre and improve their skills and capabilities, and ultimately to become better leaders within the DON, the Executive Management Program Office (EMPO) offers Leadership Assessments and Executive Coaching engagements to the Senior Executive cadre. The purpose is to provide a variety of the leaders with the opportunity to obtain guidance and support while gaining immediate feedback from outside of the traditional classroom setting. This is a successfully proven concept in the government and the private sector. The DON also may also provide executive coaching for its pipeline development, emerging leaders on the path to the Senior Executive Service. Assessment tools to be offered, at a minimum, include 360° Assessment and the Hogan Suite (HPI, MVPI, HDS). The Contractor shall determine which Office of Personnel Management’s Executive Core Qualifications it will measure using these tools. Executive coaching shall be a practical, goal-focused form of one-on-one learning where the participant works with a coach who helps establish and monitor progress toward linking organization objectives to individuals needs, support that drives mindset shits, builds high-impact leadership behaviors and delivers measurable business results. Technical Requirements The Contractor shall provide all services, materials, supplies, equipment, and project supervision, as required in connection with this Performance of Work Statement (PWS). Leadership Assessment Tools The Contractor shall provide 360° and personality assessments to include: Viable offerings of 360° Assessments aligned with Office of Personnel Management’s Executive Core Qualifications (ECQs). Definitions for the ECQs can be found at https://www.opm.gov/policy-data-oversight/senior-executive-service/executive-core-qualifications/. The 360 Assessment(s) must be completed online, have the ability to add raters and include reports for the Executive client (referred to as client) and summary reports. The Contractor must share documentation attesting to the validity and reliability of the assessment. Personality Assessments must be scientifically validated personality assessments, primarily but not limited to the Hogan Suite. Platform access for users to serve as single stop for all assessments and for admins to show real time monitoring and usage (dashboard as well as reports). Executive Coaching The executive coaching engagement covered shall consist of: 1:1 Coaching by ICF credentialed coaches with global C-Suite experience Coaching shall be integrated into the Leadership Assessment debrief on ways to leverage results to propel ongoing development Coaching sessions occurring within two business days of request An on-line scheduling tool with the ability to provide reports on the number of sessions provided by executive Learning/development resources to support the coachees to gain knowledge and develop skills in coaching areas which includes a whole-person approach Assessment to be completed at start and end of engagements Team Coaching As complex business challenges arise, team coaching maybe requested. The coach shall work with and facilitate the process to improve team performance, enhance collaboration to achieve shared goals of the collective group in accordance with ICF Team Coaching Competencies. Engagement Preparation Time The client will schedule an introductory discussion to assess fit between the designated coach and client. Timely identification of coaches is required, within five business days of request. During the introductory session, or within a week of it, there will be an orientation/intake session to learn more about the executive, his/her areas of support and development, and a description of the coaching process, outcomes, and any other logistical considerations included in the engagement. Within the first two sessions, there will be a development of a coaching plan to include customized deliverables and development objectives aimed at helping the participant achieve the desired outcomes and alignment to organizational goals. Coaching Cadre Coaches shall be International Coach Federation c…