SOURCES SOUGHT
R -- GEN VI Human Resources Solutions Support
- Notice Date
- 9/23/2023 6:18:11 AM
- Notice Type
- Sources Sought
- NAICS
- 541612
— Human Resources Consulting Services
- Contracting Office
- W6QK ACC-PICA PICATINNY ARSENAL NJ 07806-5000 USA
- ZIP Code
- 07806-5000
- Solicitation Number
- W15QKN-23-X-0WY3
- Response Due
- 7/21/2023 6:00:00 AM
- Archive Date
- 12/31/2023
- Point of Contact
- Elizabeth A. Horak, Patrick T. Lyons
- E-Mail Address
-
elizabeth.a.horak2.civ@army.mil, patrick.t.lyons9.civ@army.mil
(elizabeth.a.horak2.civ@army.mil, patrick.t.lyons9.civ@army.mil)
- Description
- 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 INFORMATION PERTAINING TO THIS REQUIREMENT. �ALL SMALL BUSINESS CATEGORIES WILL BE CONSIDERED. �TELEPHONE INQUIRIES WILL NOT BE ACCEPTED OR ACKNOWLEDGED, AND NO FEEDBACK OR EVALUATIONS WILL BE PROVIDED TO COMPANIES REGARDING THEIR SUBMISSIONS. � INTRODUCTION: The United States Army Contracting Command � New Jersey (ACC-NJ) is issuing this SOURCES SOUGHT NOTICE on behalf of the Program Executive Office Enterprise Information Systems (PEO EIS) as a means of conducting market research to identify parties having an interest in and the resources to support the requirements for the scope of services supported by the Human Resources (HR) Solutions Program Directorate. This is a market research tool being used to assist in the determination of future procurement strategies. Appropriate procurement strategies will be determined after consideration of industry response to this announcement and other factors. �It is anticipated that the support will continue to be provided through the issuance of competitive task orders under the existing �GEN V� Multiple Award Indefinite Delivery, Indefinite Quantity (IDIQ) contracts for the Personnel Life-Cycle Support (PLS) and Recruiting, Management and Administrative Support (R-MAS) contract suites, however, the Government is starting market research now via this Sources Sought Notice for the �GEN VI� iterations of the existing contracts.� As the preferred source for any/all requirements under Professional Services, it is anticipated that competitive task orders will be issued to support requirements from any Department of Defense (DoD) organization with performance throughout the Continental United States (CONUS) and some Outside Continental United States (OCONUS) locations to include, but not limited to, Japan, Korea, Qatar, Kuwait, Afghanistan, Puerto Rico, Germany and Italy, for the next several years.� Below is a description of the services supported by the HR Solutions Program Directorate: Personnel Life-Cycle Support (PLS) The contractor shall provide support to all facets of the personnel management life cycle. The contractor shall support the HR Support core competencies to 1) man the force; 2) provide HR services; 3) coordinate personnel support; and 4) conduct HR planning. This includes planning, analysis, and program assistance for: 1. Personnel Structure This phase of the personnel life cycle includes activities needed to determine and distribute manpower requirements. Contractor tasks may include: a. Organizing Support for streamlining or transforming the overall organization such as providing management approaches aimed at improvements by means of elevating efficiency and effectiveness of processes that exist within and across organizations. b. Life Cycle Research, Analysis, and Predictive Modeling Development of life cycle models and methodologies or to develop models that predict the outcome of something, e.g., implementation of a new HR project or policy. c. Proof of Concept Studies (to include prototype design and testing) Providing proofs of concept which are short and/or incomplete realization (or synopsis) of methods or ideas to demonstrate feasibility, or a demonstration in principle. The purpose is to verify that a concept or theory is probably capable of exploitation in a useful manner. The proof of concept is usually considered a milestone on the way of a fully functioning prototype. � d. Support for Policy Analysis and Policy Development Study and assessment of projects, policies, and programs and determining their effectiveness and also to assist in the creation of a deliberate plan of action to guide decisions and achieve rational outcomes (policy). e. Program Analysis and Process Reengineering Identification, study, analysis, and/or improvement of new or existing programs/processes within an organization to 1) prediction of an outcome or impact, 2) determination of feasibility or functionality, or 3) to meet new goals and objectives. These actions often follow a specific methodology or strategy to create successful results. Tasks may include tracking to assess progress, location, and impacts of HR policies and action reference customers and programs. f. Operational Business Application Implementation of new or existing business processes or software programs. g. Risk Management and Mitigation Integration of recognition of risk, risk assessment, developing strategies to manage it, and mitigation of risk using managerial resources. Risk management is a philosophy that attempts to integrate the entire spectrum of exposures that can affect an organization, to include operational and financial risks. It examines the effects of risk on the organization, rather than from the source of the exposure and identifies solutions to minimize their effect. 2. Distribution This phase of the personnel life cycle involves assigning Soldiers based on requirements and priorities and civilians at command discretion and based on resource availability. Contractor tasks may include: a. Manpower, Requirements, and Trend Analysis Collection of information and identify a pattern or trend in manpower or requirements. b. Forecasting Manpower, MANPRINT, Strength Requirement, Distribution, and Utilization Projection of manpower needs. 3. Training and Development This phase of the personnel life cycle involves Individual and institutional training, self and leader development, education and support programs. Contractor tasks may include actions to develop familiarization training as it relates to understanding and use of a developed product. It also includes training that focuses on developing, coordinating training programs and conducting the actual training aimed at benefiting the total workforce. � 4. Deployment This phase of the personnel life cycle involves mobilizing, demobilizing, reconfiguring, non- combatant evacuation, and repatriating military members, civilian employees, and contractors. Contractor tasks may include: a. Personnel System Support Coordination of overall personnel support at the program level such as, but not limited to, Military Personnel Office (MILPO), and Defense Military Pay Office (DMPO), Mobilization and Demobilization support services, and casualty affairs services. 5. Compensation This phase of the personnel life cycle involves managing pay, allowances, benefits, and financial entitlements of Soldiers and civilian retirees; and pay and incentives for civilian employees and contractors. Contractor tasks may include: a. Benefits and Entitlements Providing information on and education of Soldiers, civilian personnel and their family members on available benefits and entitlements programs such as, but not limited to, retirement, education, and medical. b. Boards Providing support in scheduling, establishing, collecting data, implementing, and recording results of boards for promotion, medical, assignment, and other services in support of board activities. c. Awards Providing support to activities in the processing of awards and related documents recognizing military and civilian service. Functions could include but are not limited to researching individual personnel records, award cases, and making recommendations for award. d. Honors Planning and preparation for military honors and ceremonies. 6. Sustainment This phase of the personnel life cycle involves managing programs to maintain and advance the well-being and work-life balance of Soldiers, civilians, family members, and veterans. a. Well Being Programs The contractor shall provide support for program development, information preparation and delivery, assistance and referral services on well-being programs relating to, but is not limited to, health care and prevention, pay compensation, housing, fitness, workplace environment, religious programs, investments education, and family member employment, etc. � b. Family and Morale, Welfare and Recreation Support Services Support for Family and Morale, Welfare and Recreation (FMWR) programs and activities. c. Drug and Alcohol Programs Coordination and implementation of drug and alcohol abuse prevention programs. This may include developing, distributing, and presenting training or seminars. d. Counseling Providing education and counseling resources for Soldiers, civilian personnel and their family member, e.g., substance abuse, stress, etc. and other job-related problems. e. Wounded Warrior Programs Providing a system of advocacy and follow-up to severely injured and ill Soldiers and their families with individual support during their rehabilitation and transition back to military service or into the civilian community. This may include monitoring and tracking individual usage, follow-up of individuals utilizing the programs, and providing feedback regarding the overall effectiveness of the program. f. Family Community Programs Providing support as needed to ensure continued improvement and operation of the various ""family welfare organizations�, e.g., Community and Family Support Center, Army Community Services, Family Advocacy, Well-Being, and New Parent Support Program. This may involve maintaining day-to-day operations. g. Personnel Safety Recommending, designing and establishing various safety-focused programs, e.g., Risk Reduction, Child Advocacy, and Family Advocacy. Actions may also include review and analysis of incident reports. h. Tracking and Monitoring Quality control, quality assurance, and data collection and analysis, e.g., monitoring expenses, and adherence to schedules. i. Call-in Programs Recommending, designing and establishing various ""call center� operations through which Soldiers and family members and civilian personnel can call a toll-free phone number for assistance in a particular situation, e.g., suicide prevention, accident reporting, deployment support, relocation support, and Wounded Warrior (AW2) support. j. Help Desk The help desk may be the first point of entry for Soldiers, their family members, and civilian personnel who are requesting additional information or guidance on HR-related issues. Tasks will include operation of help desks, generally for 7 days per week, 24 hours per day. � k. Library Operation and maintenance of a reference library at DoD or Federal locations that makes available printed materials and generic employment research/information and internet resources. In addition, the library may include reference materials that cover such subjects as personal appraisal, career decision making, resumes, and application preparation. l. Routing and Distribution of Correspondence Processing incoming and outgoing mail and correspondence. 7. Transition This phase of the personnel life cycle involves moving military and civilian employees among military components and to non-military related civilian status. Contractor tasks may include: a. Transition Support Providing transitioning Soldiers, civilian personnel and their families with needs such as, but not limited to, identification cards, forms processing, individual counseling in the area of transition services and benefits etc. �� � b. �Employment Assistance Assisting individual(s)/ Soldiers with job search and job placement agencies. Discussing the benefits of reenlistment to acquire additional experience, education, and certification. Providing resume development assistance and interviewing techniques. c. Transition Processing Coordinating Soldier/civilian personnel transition from one phase of their career or from one duty location to another such as, but not limited to classification processes, employee relation programs, entitlement programs such as retirement and benefits, development of position descriptions, and preparation of vacancy announcements. 8. Data Administration Data administration tasks support information needs of all phases of the personnel life cycle. Contractor task may include: a. Content Management Performing content management (CM). CM is a set of processes and technologies that support the evolutionary life cycle of digital information. This digital information is often referred to as digital content. Digital content may take the form of text, such as documents, multimedia files, such as audio or video files or any other file type which follows a content lifecycle which requires management. b. Data Modeling and Management Structuring and organizing data which is then typically implemented in a database management system. In addition to defining and organizing the data, data modeling will impose (implicitly or explicitly) constraints or limitations on the data placed within the structure. � c. Communication Systems Enhancement Developing recommendations for upgrading, purchasing, and/or projecting enhancements to communications systems. Recruiting, Management and Administrative Support (R-MAS) 1. Professional Program Support� a. Business Management Services� Provide program-wide administrative management support, e.g., performance monitoring, tracking data, coordinating finances, augmenting recruiter strength, generating progress reports and projections, etc. in support of recruiting and retention.� b. Program Analysis� Develop and ensure a formalized approach to studying and assessing recruiting and retention projects, policies and programs, and determining their impact on recruiting and retention.� � c. Information Technology (IT)� Support or provide enhancements to existing IT systems related to HR Programs, for example, root cause analysis, helpdesk support, integrate, and test program related software applications and/or provide webmaster services.� d. Support for Policy Analysis and Policy Development� Support the Government's efforts in developing policy and procedures related to recruiting and retention. The contractor may assist the Government in creating a deliberate plan of action to guide decisions and achieve rational outcome(s). Development is the process of creating draft policy based on research, coordination, and collaboration.� � e. Data Analysis� Review and analyze information and reports such as the unit strength reports to highlight concerns and recommend solutions for retention. Track trends and provide analysis and reports.� 2. �Recruiting and Retention Personnel Support� Support in furtherance of the military recruiting and retention mission, data collection and analysis, helpdesk support, augment recruiter strength, and other services to support the recruiting and retention mission.� a. Tracking� Conduct or support data collection and analysis; e.g., track, monitor, and maintain records of personnel within the recruiting and retention program.� b. Assessment� Support or conduct analysis and/or evaluation of progress toward a goal/milestone. Conduct assessment of recruiting and retention programs to recommend the number of potential recruiting vacancies.� c. Recruiting and Retention� Assist in conducting military recruiting, retention, and outplacement functions.� d. Information Handling� Disseminate information to military personnel such as data on the location and phone numbers of local career counselors who can assist with military service obligations and options for basic benefits and local appointment procedures for Reserve Components. Provide coordination services to unit level commanders and family readiness groups with information, referral outreach and assistance. Operate help desks to assist members in transferring and reporting to their new units.� e. Credentialing/Qualification� Design, develop, pilot and measure the effectiveness of a standardized and centralized credentialing process for recruiting personnel.� f. Counseling� Provide education and counseling resources for Soldiers, civilian personnel and their family members, e.g., resilience, substance abuse, stress, etc. and other job related problems pertaining to Soldiers and civilian personnel serving in recruiting and retention occupations.� g. Transition Processing� Support service members transitioning from the active service to the Reserve and Guard units to include tracking and monitoring transferring members to ensure they report as required after separation from the active component. Establish and operate interstate transfer processing sites. Serve as the centralized point of contact to collect and assess the relevance for all information provided for Reserve sources.� 3. Logistical/Operational Support� a. Facilitation Support� Orchestrate meetings as a facilitator or operator in support of human resource endeavors, propose agendas for meetings to include speakers, activities, team building exercises, breakout sessions, and discussion topics. Assist assigned speakers with logistics and speech preparation.� � b. Property Management� Maintain operational control of facilities such as auditoriums, recommendations for the purchase of new equipment, support for audio, video projection, and other supplies or services required in support of human resource programs.� c. Training� Assist in training program development and execution in support of human resource functions. Facilitate groupware sessions to include preparation and summarization of results. Provide development, maintenance, and training of courseware that will enhance recruiting and retention missions.� d. Outreach� Support and conduct interaction with the general population to gauge reaction/interests on a particular issue or product, e.g., implementation of a survey instrument, or development of recognition programs to expand the spheres of influence to support recruiting and retention.� e. Technical Writing� Provide or support writing of technical documentation, e.g., white paper, requirements documentation, business plan, and software documentation.� f. Distribution (correspondence, etc.)� Process all incoming and outgoing internal Government correspondence.� g. Event Planning� Support meeting activities. Facilitate all program planning logistics which includes site selection, support for identification and recommendation for space, logistical support, audio visual support, and oversight and management of the delivery of services.� 4. General Administration� a. Reception� Coordinate greeting/receiving visitors, notifying host of their arrival, maintaining daily visitor and call logs, scheduling appointments, answering phones, referring callers to subject matter experts, facilitating problem resolution, and other services in support of reception requirements.� b. Ombudsman� Identify and coordinate advocacy on behalf of a Soldier or their Family members in a particular subject area, (e.g., credit counseling-related negotiation, financial negotiation for housing discount.)� � c. Schedule Management� Coordinate, track, monitor and update schedules, such as event schedules, training schedules or program/project schedules.� � d. Records Management� Maintain records. This includes electronic records management and extraction for reporting.� e. Data Gathering/Trend Identification� Use data gathering instruments in support of HR endeavors such as interview questionnaires, web-based methodologies, and other suitable instruments. Analyze data gathered and prepare reports. Maintain and update market research databanks and indices. Conduct longitudinal and trend analysis of polls and ad tracking data, and obtain comparable estimates across demographic and other categories.� � f. General Administration Function� Perform administrative functions such as operating office equipment, establishing and maintaining office files, setting meetings, preparing charts, recording minutes of meetings and preparing and processing office travel orders. Provide administrative support to recruiting and retention program management, to include coordination, funds management, orders production, and retention operations.� � 5. �Special Programs� a. Protocol� Coordinate protocol for official functions, special events and/or high-visibility reception areas e.g., Congressional visits to installations.� b. Recognition/Ceremonies� Coordinate special events, e.g., recognition ceremonies, awards ceremonies, and military honors.� c. Public Relations� Coordinate public relations or other outreach-focused programs.� SPECIAL REQUIREMENTS:� a. Personnel and Facility Security Clearances. For time of contract award, eligibility is enough. �A DD Form 254 Contract Security Classification Specification shall apply to this requirement and the prime contractor shall have or demonstrate ability to obtain a Secret Facility Clearance. b. Service Contract Act c. Government Furnished Property Plan CAPABILITIES STATEMENT: �Companies interested in this opportunity are encouraged to provide a statement of capabilities to address the areas listed above. � If your organization has the potential capacity to perform these contract services, please provide the following information on a 10 page capabilities statement in addition to the Capability Questionnaire addressed to those listed within this notice. �Capabilities statement at a minimum should include:� 1. Organization name, address, email address, Web site address, telephone number, CAGE Code or Unique Entity ID, and size and type of ownership for the organization;� 2. Tailored capability statements addressing the particulars of this effort, with appropriate documentation supporting claims of organizational and staff capability.� 3. If significant subcontracting or teaming is anticipated in order to deliver technical capability, organizations should address the administrative and management structure of such arrangements. � 4. Please note that under a Small-Business Set-Aside, in accordance with FAR 52.219-14, the small business prime must perform at least 50% of the work themselves in terms of the cost of performance. Provide an explanation of your company�s ability to perform at least 50% of the tasking described in this notice� 5. Business size. If small business please specify all small business classifications (i.e., 8a, women owned, etc.) under NAICS codes 541611 and 541612. 6. Completed Tables in Tab A � Complexity and Tab B � Task Experience of the attached Excel Spreadsheet using the instructions provided in each worksheet. 7. The Government intends to designate each IDIQ contract suite as either: (1) set-aside for small business concerns; or (2) unrestricted with small business set-aside capabilities at the task order level. �Companies interested in one or both mission areas are encouraged to state a preference for each suite. �Utilize Tab A � Complexity in attached spreadsheet to indicate your interest in participating if the suite is (1) set-aside for small business concerns; or (2) unrestricted with small business set-aside capabilities at the task order level; or (3) not interested in participating. � GOVERNMENT REVIEW: �The Government will review submitted capability packages from industry to ascertain potential market capacity to: 1) provide services consistent, in scope and scale, with those described in this notice and otherwise anticipated; 2) secure and apply the full range of corporate financial, human capital, and technical resources required to successfully perform similar requirements; 3) implement a successful project management plan that includes: compliance with tight program schedules; cost containment; meeting and tracking performance; hiring and retention of key personnel and risk mitigation; and 4) provide services under a performance based service acquisition contract.� Statements of capabilities shall not exceed 10 pages and shall be received not later than 21 July 2023, 9:00 am eastern time by Ms. Elizabeth A. Horak, Contracting Officer, Army Contracting Command � New Jersey (ACC-NJ), elizabeth.a.horak2.civ@army.mil and Mr. Patrick Lyons, Contract Specialist, ACC-NJ, at patrick.t.lyons9.civ@army.mil. � Your response to this Sources Sought, including any capabilities statement, shall be electronically submitted to the Contracting Officer and Contract Specialists in either Microsoft Word or Portable Document Format (PDF). Questions regarding this sources sought notice shall be received not later than 30 June 2023, 9:00 am eastern time by Ms. Elizabeth A. Horak, Contracting Officer, Army Contracting Command � New Jersey (ACC-NJ), elizabeth.a.horak2.civ@army.mil, and Mr. Patrick Lyons, Contract Specialist, ACC-NJ, at patrick.t.lyons9.civ@army.mil.. �All questions must be submitted in writing; no additional information will be provided via telephone. Responses to questions may be posted as an amendment to this sources sought notice. Any information provided by industry to the Government as a result of this sources sought synopsis is strictly voluntary. No entitlements to payment of direct or indirect costs or charges to the Government will arise as a result of contractor submission of responses, or the Government use of such information. The information obtained from industry responses to this notice may be used in the development of an acquisition plan/strategy and future Request for Proposal. Proprietary information or trade secrets, if any, must be clearly marked on all materials. All information received that is marked as proprietary will be handled accordingly. All Government personnel reviewing responses will have signed non-disclosure agreements and understand their responsibility for proper use and protection from unauthorized disclosure of proprietary information as described in 41 USC 2102. The Government will not be held liable for any damages incurred if proprietary information is not properly identified.� 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 INFORMATION PERTAINING TO THIS REQUIREMENT. �ALL SMALL BUSINESS CATEGORIES WILL BE CONSIDERED. �TELEPHONE INQUIRIES WILL NOT BE ACCEPTED OR ACKNOWLEDGED, AND NO FEEDBACK OR EVALUATIONS WILL BE PROVIDED TO COMPANIES REGARDING THEIR SUBMISSIONS. AMENDMENT 1 23 SEPTEMBER 2023 - ANSWERS TO INDUSTRY QUESTIONS THE PURPOSE OF AMENDMENT 1 TO THIS SOURCES SOUGHT NOTICE IS TO ANSWER SOME INDUSTRY QUESTIONS RECEIVED AS A RESULT OF THIS NOTICE.� PLEASE SEE ATTACHED DOCUMENT ""HRS GENERATION VI SOURCES SOUGHT NOTICE - AMENDMENT 1 QUESTION AND ANSWER 23 SEPT 23.""� THE SAME DISCLAIMERS FROM ORIGINAL NOTICE APPLY.� AMENDMENT 1 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 INFORMATION PERTAINING TO THIS REQUIREMENT. �ALL SMALL BUSINESS CATEGORIES WILL BE CONSIDERED. �TELEPHONE INQUIRIES WILL NOT BE ACCEPTED OR ACKNOWLEDGED, AND NO FEEDBACK OR EVALUATIONS WILL BE PROVIDED TO COMPANIES REGARDING THEIR SUBMISSIONS.
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