SOLICITATION NUMBER: /9/2019/

ISSUANCE DATE: 6/13/2019 CLOSING DATEffIME: 7/01/2019 by 4:30PM

Cairo Time

SUBJECT: Solicitation for a Cooperating Country National Personal Service Contractor

(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 Attachment 1, Sections I through V of this solicitation. Incomplete or unsigned offers will not be considered. Offerors should retain copies of all offer materials for their records.

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 the attached information.

Brian L. arnev Contracting Officer

9/2019

ATTACHMENT I

I. General Information

1. SOLICITATION NO.: 912019

2. ISSUANCE DATE: 6/ 13/2019

3. CLOSING DATE/TIME FOR RECEIPT OF OFFERS: 07/01/2019 at 4:30 PM, Cairo Time

4. POSITION TITLE: Supervisory Human Resources Specialist, Executive Office [EXO/

5. AREA OF CONSIDERATION: Egyptians.

6. MARKET VALUE: Starts at LE. 538,132. This is the Gross Annual salary before deducting taxes equivalent to FSN 12 step 1 In accordance with AIDAR Appendix J and the Local Compensation Plan of USAIDIEJzypf. Final compensation will be negotiated within the listed market value.

7. PERIOD OF PERFORMANCE: O11e _year with options to re11ew

8. PLACE OF PERFORMANCE: Clliro, Egypt

9. SECURITY LEVEL REQUIRED: Employment authorization

10. PHYSICAL DEMANDS: The work requested does not involve undue physical demands.

11. POINT OF CONTACT: USAID Human Resources Office - usaidhr@usaid.gov

12. STATEMENT OF DUTIES: Please see below

BASIC FUNCTION OF POSITION

Incumbent serves as the Cooperating Country National (CCN) expert Human Resources Manager for USAID/Egypt, and Office of Inspector General Middle East/Eastern Europe Regional Office/Cairo Sub-office. S/he is responsible for planning, developing, and implementing a full range of US and CCN personnel services to support USAID/Egypt programs. The USAID Egypt Mission consists of approximately I 55 CCNs and approximately 41 American employees (3 I USDH, 3 Offshore USPSCs & 7 Local Hire USPSCs). The Office of Inspector General consists of 1 USDH employee and 8 CCNs. Services provided include position classification, recruitment, compensation, USDH evacuation hiring and termination, counseling, reduction in force, retirement, taxes, leave administration as well as oversight of mission systems for evaluation, awards, travel, staffing patterns, personnel actions, and training services. The HR Manager provides advice and assistance to mission management on personnel policies and issues, and serves as the Mission point of contact with the Embassy's HR Office on matters pertaining to post-specific regulations and guidelines affecting American and host country employees. The HR Manager administers the Mission awards, employment, and training programs, and ensures Mission compliance with all legal, regulatory, procedural and policy requirements governing personnel management activities.

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S/he interprets various rules and regulations and provides expertise guidance and assistance to Mission staff. In the absence of clear guidance, incumbent has to make some decisions arid standardize them as Mission policy especially in regards to When Actually Employed (W AE) employees, short tenn hire benefits and Egyptian Summer Hire program rules.

A. Cooperating Country National Personnel Program: 35% Collaborates with the Embassy and USAID/Washington on development and implementation of personnel policies and procedures for local personnel, including the FSN Handbook and the Local Compen_sation Plan and as appropriate, seeks clarification on new guidance to provide thorough information to supervisors and to recommend appropriate actions to be taken by the Mission. Develops recruitment sources for new, or newly vacated, positions for both permanent and short-term employment. Oversees the interviewing, testing and selection of applicants, including salary negotfations and employment briefings. Develops or modifies related guidelin_es and procedures to systemize and facilitate the recruitment process. Reviews position descriptions and provides technical g1,1idance and assistance to employees and supervisors on position evaluation matters. Ensures that qualification requirements are clear and adequate to facilitate the evaluation Md select.ion of candidates. Conducts Mission Classification (MClass) position classification reviews as needed. Assists in planning career development opportunities for local personnel, including identification of training opportunities and development of Mission-specific training programs. Provides counseling services and guidance to employees and supervisors on the implications of personnel policies, regulations and procedures to insure proper implementation. Determines the appropriate policy to evaluate and recommend approval/disapproval to supervisors on various personnel actions and services. This includes solu'tions to difficult or sensitive problems and disciplinary actions. Analyzes and interprets complex policies and regulations and articulates them to Mission operations. Negotiates and issues CCN contracts, contract modifications and extensions valued annually at approx. US$5 million.

Issues all personnel actions and maintains permanent personnel records. Reviews new or modified scopes of work for services provided to Post FSN employees, recommends revisions to satisfy USAID requirements, and other revisions, as appropriate, to maximize benefits to post and employees, identifies the need for obtaining Mission specific services through contract or agreement and develops scopes of work and agreement terms to satisfy Mission needs and facilitate personnel operatiolls. Example of these services are [Health and Life Insurance contract and Pre­travel medical check-up contract and Memorandums of Understanding (MOUs) with hospitals providing the required services]. Serves as USAID-AOR/COR for thes~ contracts/MOUs. As the AOR/COR, incumbent reviews and approves Pre-travel Medical check-up vouchers, annual value approx. US$3-4K, and for the Health and Life Insurance Services Contract, incumbent ensures compliance with the tenns and provisions of the contract to the satisfaction of Mission and staff needs, develops and issues the bi-annual self~billed invoice (annual amount approx. US$200-300K), sets arrangements with local phannacy(ies) to provide prescription delivery services to Mission Staff. Supervises and monitors the performance of tl1e pharmacy, hospitals as well as the insurance company. Oversees the processing of claims and the enrollment or discontinuation of employees. Identifies and solves problems as soon as they arise to ensure effectiveness. Recommends immediate change of actions for issues that are not working well. Develops new ways to resolve major administrative problems and measures performance. Provides guidance to staff members on autho1ized/unauthorized services provided by the approved insurance company. Oversees the performance of the Health insurance provider representatives assigned to USAID FSN Clinic.

Works closely with the FSN committee on resolving various problems related to CCN issues providing sound judgment and discretion in interpreting policy and regulatory guidance. Reviews and approves payment to Contractors on monthly, semi-annual basis or when services are rendered. Manages the Egyptian Summer Intern program, establishing rules and procedures to be followed for program implementation. Oversees and manages the "When Actually Employed" [WAE] program in the Mission. Monitors the performance of two WAE selected and recruited by incumbent and assigns them to different offices in the Mission based on the need. This program includes fully qualified employees who are ready to step in and help anywhere in the Mission. Establishes Mission specific policy and rules governing the program and ensures that they become an integral part of the contract.

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Keep abreast of changes in Egyptian retirement system, Egyptian Social Insurance (ESI), Egyptian Labor Laws, and benefits and prevailing personnel practices which impact Mission, Personnel Policies and operations. Oversees the processing of all actions related to ESf retirement, enrollment, terrnination and resolution ofrelated problems. Also, communicate Civil Service Retirement System (CSRS) annuitants related problems to OPM and foilow~up until issues are resolved and retirees continue to receive their pension checks.

B. American Personnel Program: 20% Serves as the Mission"s principal FSN advisor on all American Personal issues. S/he interprets regulations and policies and keeps employees informed of all matters affecting assignments, leave and retirement policies, and allowances. Administers the annual position validation process, ensuring timely submission of data to USAlD/Washington and provides guidance and recommendation to Mission Management on options to assist tl1e Mission fo taking decisions on various issues. As the primary expert on US Personal Services Contractors (USPSC) and Third Country National (TCN) issues, incumbent manages the employment program for US Personal Services Contractors (USPSCs), both long and short term, local hire and off-shore, OE and project fimded for the Cairo Mission. Supervises the preparation of all types of contracts and ensures that benefits are extended to employees in accordance with the type of contract awarded. Negotiates and issues USPSC contracts, contract modifications and extensions, valued annually at approx. US$2-3 million. Analyzes new or revised requirements in USAID PSC contracting policies and regulations and evaluates impact on procedures. Discusses needed changes or revisions with Supervisor to coordinate and develop needed revisions in procedures and/or contract documents. Provides guidance to suQordinates to implement changes or revisions. Serves as the lead negotiator on USAID PSC contracts. and intervenes, when necessary, to finalize negotiations and conclude agreements. Works closely with EXO to address audit recommendations for PSC contracts and adjusts Mission Procedures to adhere to the rapidly changes in the PSC rules and regulations. Advises on employee services such as maids, American Employees Cooperative and Welfare Association (AECWA), commissary privileges, and employment possibilities for dependents. Manages the Mission's check-in process for new arrivals, as well as the check-out procedures for employees departing on, h0me leave, and/or transfer.

Coordinates with the Embassy on matters relating to notifications of arrival and/or departure, requests for residence visas, Ministry ofForeign Affairs identity cards and passport renewals. Oversees the USAID American summer hire Progran1 and manages the Egyptian summer internship program [ once resumed].

C. Travel and Training Program: 30% Administers the Mission's travel program. Interprets regulations and keeps employees informed on all matters pertaining to travel regulations and post-funded travel. Serves as the Mission liaison with government contracted Travel Management Center on travel matters. Directs the preparation of all travel authorizations for employees of USAID/Cairo ensuring compliance with all pertinent laws and regulations.

Administers the Mission's training program. Provides advice and support in the identification of training needs, allocation of training funds, development of Mission and training opportunities, and nominations to USAID leadership courses. Monitors Mission utiliz.ation of training resources to ensure compliance with pertinent regulations and guidelines. Oversees the provision of logistical support to Mis'sion training programs conducted in Egypt. Manages the purchase of annual training courses as per the Mission training plan, annual budget US$200K.

D. Human Resources Management and Reporting: 15% Ensures that services provided meet all legal, regulatory, procedural, and policy requirements of the specialized personnel program areas.

Assists in implementing organizational changes as needed to reflect the Mission's objectives and priorities. Develops and updates tables on staffing levels for reporting purposes and, as needed, develops various ad hoc reports for Mission Management, Embassy and USAID/Washington. Participates in the preparation of the annual budget estimates to assure that personriel requirements and wage adjustments are adequately covered.

Develops and implements an effective employee management program by anticipating and identifying sources of difficulties and taking actions to amend situations; ensuring that complaints are handled expeditiously and equitably

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and that all grievance procedures are comprehended and operable, assuring an active support of equal employment opportunities.

Analyzes new or revised personnel policies, regulations and procedures proposed by the Embassy or by USAID/Washington regarding all aspects of the personnel program. Provides comments or recommendations to supervisors on their imp1ications. Provides drafts, or comments on drafts, of documents implementing proposed or announced changes. Advises Mission managers and employees on the application of such changes. Responds to inquire and requests for information or guidance from other USAID Missions covering all aspects of Human Resources Programs to promote cooperation between Missions.

Oversees the Management of the Mission's awards program including Embassy Awards, Agency Awards, On-The­Spot-Cash A wards, Safe Driving A wards and Length o(Service Awards.

Serves as the expert and primary resource in coordinating with the Embassy and USAID/Washington in the preparation of various crucial reports sut:h as Mission Workforce Planning for the Annual Review Process requested by Washington, Rightsizing Exercise for Mission Staffing levels and FSN Annual Local Compensation Questionnaire requested by the Embassy, Revision and Validation of the Post Personnel Module (PPM) data requested by Washington, Annual Fair Act Inventory Report requested by Washington and others. Oversees the preparation and issuance of other periodic staffing reports requested by the Mission Front Office. Ensures timely and accurate updates to USAID Staffmg Patterns. Identifies the need for developing or modifying automated database systems to increase efficiency and to achieve mission objectives. Discusses and coordinates related actions, and directs the design of such systems to ensurt>c a complete understanding of needed actions and features.

Oversees the document and budget preparation for safe havening family members at Post when the employee is assigned to Iraq, Afghanistan, Pakistan or South Sudan leaving the family inembers in Cairo. Seeks and obtains all required clearances and approvals from the Embassy as well as Washington, DC. Ensures all paperwork is in place. Provides EXO with various reports, data and background information to assist in justifying FSN salary increases to the Embassy and to Washington.

Monitors the annual filing of mandatory financial disclosure reports by all affected Mission employees. Responds to and resolves audits and investigations involving personnel management issues when conducted by the USAID Office of the Inspector General, the General Accounting Office, Office of Acquisition and Assistance (OAA) or other agencies.

POSI'.UQN ELEMENTS •·.

a. Supervision Received: Incumbent works closely with the EXO Office Director who provides broad policy guidance and direction. S/he operates with a great deal of latitude in carrying out his/her responsibilities. Incumbent is also expected to perform with a high degree of independence and initiative in planning, organizing and implementing all phases ofthc Human Resources Program.

b. Supervision Exercised: Incumbent directly supervises an overall workforce of eleven employees: five (5) HR Assistants, FSN~9, one (I) Training Coordinator, FSN-9, one (1) HR Assistant, FSN~7, one (I) Secretary, FSN-6, one (I) Admin Clerk, FSN-5, and two (2) Roving Secretaries. S/he is responsible for assigning work, reviewing and approving results, monitoring and evaluating performance.

c. Available Guidelines: USAID policies and procedures contained in various documents such as Automated Directive System [ADS], Foreign Affairs Manuals [FAM], AID Acquisition Regulations [AIDAR], Acquisition ahd Assistance Policy Directives [AAPDs], US Department of State Standardized Regulations [DSSR], Federal Travel Regulations [FTR], Mission Orders and USAID/Washington General Notices. Guidelines may also be provided orally by supervisor. Incumbent is required to be creative, resourceful and innovative in developing his/her own effective means of implementing these guidelines in accomplishing his/her work responsibilities.

d. Exercise of Judgment: A high level of professional judgment is required in interpreting Policy and regulatory guidance for each situation, to device new approaches to solve problems in the absence of applicable policies and regulations. Incumbent has extensive con_tact with employees on confidential issues

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which require tact, patience and discretion. Must be able to recognize situations of political sensitivity, or which may cause -emba!1'assment to the Mission, Agency or U.S. Government. Incumbent makes independent judgment in resolving the day to day HR issues, timely processing of actions as wel! as providing input for various reports sent to the Embassy and to Washington. lncumbent's human resources recommendations and analysis will lay the basis for decisions on the part of the senior management.

e. Authority to Make Commitments: The incumbent has no independent authority over USG funds, but subject to USAID policy guidance, regulations and persbnal judgment, approves travel commitments, health & life insurance payments and pre-travel check-up vouchers. Determines priorities and training needs for the HR staff; Implements Mission reorganization in various HR systems and answers all related inquiries. Evaluates and detennines staff needs and possible services and help from within the Mission instead of hiring from the local market. Determines and applies the appropriate policies and regulations to all personnel services provided without prior approval. Conducts all the necessary analyses and research for the evaluation and formulation of Mission Personnel policies until the point of approval and signature by supervisors. On other personnel issues, incumbent's recommendations form the basis for decisions made by supervisors,

f. Nature, Level1 and Purpose of Contacts: Has daily contact with senior Mission officials and with staff at all levels, to interpret USAID policies and regulations to provide information, guidance/assistance, counseling and to discuss issues and problems regarding implementation of personnel services and functions. Has frequent contacts with HCTM and Middle East Bureau officials in USAID/Washington and the Embassy, to discuss personnel issues and exchange information on personnel actions. Has occasional contact with various USAID Missions seeking guidance and help from Cairo/HR office, local officials on issues stemming from changes to the local labor law. Has frequent contact with local vendors providing personnel~related services to the Mission (such as Health and Life insurance provider, medical examinations, travel agent located in the Mission i.e. Carlson Wagonlit and the pharmacy owner). Has some contact with managers of contractors and grantees to provide information and advice on personnel issues. Serves as USAID main point of contact for salary and benefits survey companies such as Watson Wyatt and others.

Time Expected to Reach Full Performance Level: One year.

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All candidates must meet the Minimum Qualifications. Applications will be screened accordingly, and only those who meet the below, required criteria, will be moved forward in the recruitment process.

• Education: A Bachelor's degree in Business Management/Administration, Social Science, Liberal Arts, or related field is required.

• Experience: A minimum of seven years ofprogressively responsible professional experience in Human Resources field with an American or international development organization is required. Experience should include the analysis and interpretation of policies and the ability to present in written and oral fonn.

• Language Proficiency: Level IV in both written and spoken English and Arabic proficiency is required.

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Experience (20%): A minimum of seven years of progressively responsible professional experience in Human Resources field with an American or international development organization is required. Experience should include the analysis and interpretation of policies and the ability to present in written and oral fonn.

Job Knowledge (40%): Expert knowledge of personnel management is required to plan and implement an effective and equitable personnel program and to identify causes ofprob!ems and recommend sound solutions, A broad and thorough understanding and knowledge of US government regulations .and procedures, Egyptian systems for retirement, social insurance, local labor law and employee rights are desirable. Thorough

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knowledge of Automated Directive System (ADS), interagency Foreign Affairs Manuals (FAM), Department of State Standardized Regulations (DSSR], Federal and USAID Personnel and Acquisition regulations and Federal Travel Regulations (FTR) is required. A good knowledge of USG development and strategic objectives, programs and projects, organizational structure to easily and effectively plan and implement a personnel program that supports USAID operations. This position requires broad analytical skills. Incumbent is considered a key person in providing recommendations, technical advice and analysis to Mission individuals.

Skills and Abilities (40%): Incumbent must have strong interpersonal skills, be able to develop and maintain cordial and effective working contacts with Mission staff of all levels as well as staff in USAID/Washington Human Capital and Talent Management (HCTM), Middle East Bureau and Embassy Human Resources Personnel at all levels. A comprehensive knowledge of the principles of supervision and of customer service, in addition to sound organizational skills are required to plan, manage and evaluate various complex Human Resources issues. Must demonstrate the ability to analyze and interpret complicated policies, to articulate these policies and their application to Mission operations, and to put into effective practice USAID regulations and directions. Sound and mature judgment to counsel and advise employees and supervisors on various sensitive issues including disciplinary actions, Performance Management is required. Possession of excellent negotiation skills is required to handle requests and complaints with patience and diplomacy and to finalize contracts. Excellent Managerial skills, ability to lead, train, supervise and work independently with minimal supervision or guidance is required. Ability to work within the framework of a team is essential, identify problems, generate ideas and develop creative solutions are essential to increase efficiency, improve customer service and meet changing work demands. Clarity of thought and excellent communication skills to present information to managers and others in a concise and professional manner. Incumbent's advice is regularly sought on important and at times extremely sensitive matters. S/he carries out assigned duties effectively and independently. Must possess the ability to work under high pressure with tight deadlines.

Selection Factors Scoring Percentage Experience 20% Knowledge 40% Skills & Abilities 40% TOTAL 100%

* As per details reflected under Qualifications above.

IV. PRESENTING AN OFFER

1. Eligible Offerors are required to complete and submit a ~esume that includes the month, year and ompany name of employment for all exnerience or the experience cannot be considered.

fferors must provide in their CVs names of family members working in the Mission.

Qualified offerors who are interested in this vacancy should apply by submitting an up-to-date CV with a cover letter detailing how they are qualified for the 12,_osition, quoting the vacancy number, to USAID Human Resources Office, by no later than COB of the vacancy deadline noted above. CVs can be submitted via e-mail to usaidhr@usaid.gov, inter-office mail, or by fax to 25160388 (submissions made in any other way will be disregarded). The CV and attachments must not in all cases exceed five pages. The USAID HR Office will disregard any submissions exceeding five pages and/or those received after the deadline.

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Employees new to a position must serve in the new position for a minimum of 6 (six) months before they can be considered eligible for another position within the mission, this includes moves between agencies. The Mission mandatory retirement age is 60 years.

The evaluation and selection process usually takes two to three months after the deadline. Shortlisted applicants are invited for tests and/or interviews during this time frame. Due to the high volwne of resumes, only candidates who are seriously being considered for a position are contacted for an interview. Please do not contact HR for a status report on your resume once you receive an automatic acknowledgement of receipt from the system. Interviewed candidates will normally be- advised of the outcome of the selection process after a period of about four weeks.

In determining the appropriate salary, no salary adjustments will be made for fringe benefits such as uniforms, free airline tickets, free medicine or company products, life/medical/accident insurance policies, transportation, meal allowance, or other similar company benefits provided by former employers. Applicants with prior U.S. Government service may receive salary adjustments at the grade level of the position, to match highest previous USG salary levels in a relevant field. The USAID Hwnan Resources and Contracting Officers determine the appropriate salary rate.

SOFT COPIES OF TIITS SOLICITATION ARE AVAILABLE ON THE USAID MISSION INTRANET, UNDER JOB OPPORTUNITIES. HARD COPIES CAN ALSO BE OBTAINED FROM THE USAID HR OFFICE OR THE US EMBASSY HR OFFICE.

l. It is the U.S. Government policy to prohibit discrimination on the basis of race, color, religion, national origin, handicap or gender.

2. Offers must be received by the closing date and time specified in Section I, item 3, and submitted to the Point of Contact under line item 11.

3. To ensure consideration of offers for the intended positio_n, Offerors must prominently reference the Solicitation number in the offer submission.

V. LIST OF REQUIRED FORMS FOR PSC HIRES

Once the Contracting Officer (CO) or his designee informs the successful Offeror about being selected for a contract award, the CO or his designee will provide the successful Offeror instructions about how to complete the hiring process.

Vl. BENEFITS/ALLOWANCES

As a matter of policy, and as appropriate, a PSC is nonnally authorized the follov-ring benefits and allowances:

1. BENEFITS: The Mission currently provides:

1) Health Insurance Services.

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2) Life/accident/disability insurance. 3) Semi-annual bonus.

2. ALLOWANCES (as applicable): NA

VII. TAXES LES

LES employees of the mission became liable for payment of income taxes on their salaries with the implementation of the new tax law effective July 15

\ 2005. Payment of taxes is on biweekly basis.

VIII. USAID REGULA TIO NS, POLICIES AND CONTRACT CLAUSES PERTAINING TO PSCs

USAID regulations and policies governing CCN/TCN PSC 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/sites/ default/files/ documents/ 1868/ aidar O. pdf

2. Contract Cover Page form AID 309-1 available at https://www.usaid.gov/forms

3. Acquisition & Assistance Policy Directives/Contract Information Bulletins (AAPDs/CIBs) for Personal Services Contracts with Individuals available at http://www.usaid.gov/work­usaid/aapds-cibs

4. 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/0GE%20Regulations

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