Total Compensation Plan. See FAR 52.222-46, Evaluation of Compensation for Professional Employees (FEB 1993) above.
Total Compensation Plan. The Offeror’s proposal shall include a Total Compensation Plan as well as associated rationale and shall be submitted in Volume VI, Plans and Other Data, Item (a). The Total Compensation Plan will contribute to the scoring of the Management sub- factor. Data such as wage and salary ranges and fringe benefit formulas, factors, and rates shall be submitted as part of Volume IV, Cost. Ensure benefits differences for employees not covered by Collective Bargaining Agreements (CBAs) are fully described for each of the Offeror’s labor classification positions. Offeror shall also ensure that the Total Compensation Plan is in compliance with the requirements of FAR 52.222-46 and NFS 1852.231-71.
(1) Discuss how wages, salaries, and fringe benefits were established for exempt and non-exempt employees. Describe applicability of the Service Contract Act, Xxxxx Xxxxx Act, negotiated union agreements and any other wage determinations that affect the Offeror’s job classifications and compensation structure.
(2) Describe the Offeror’s plans for recruiting, staffing, and retaining qualified personnel; including the retention and reorganization of incumbent personnel, internal corporate personnel, and external recruitment.
(a) Describe any proposed special provisions for hiring incumbent personnel; including recognition of talent, protection of current wages/salaries and fringe benefit coverage.
(b) Describe incentives to motivate and reward performance and to encourage the retention of personnel. Describe the Offeror’s overall management approach to attracting and retaining qualified personnel capable of meeting PWS requirements at a high level of excellence. Discuss these aspects with respect to scientific/engineering workforce and competition for talent/expertise with other local aerospace companies.
(3) Describe planned wage/salary escalations for exempt and non-exempt employees. Discuss how the proposed Compensation Plan recognizes the differences in skills and complexities of the varied disciplines, as well as job difficulty. Describe how the potential impact of different pay scales would be handled where services provided by major subcontractors are similar to those provided by the Offeror.
(4) Discuss the proposed fringe benefit policies and practices regarding health insurance coverage, the types of health insurance benefits offered, the company share of premium costs, the effective date of coverage, and anticipated escalation of insurance costs. Describe the propo...
Total Compensation Plan. The Offeror’s proposed compensation structure will be evaluated for sound management approach, understanding, and compliance with applicable statutory, regulatory, and contractual requirements. The Offeror’s management and compensation methodologies for recruiting, staffing, and retaining qualified personnel to include the incumbent workforce, internal corporate resources, and external recruitment will be evaluated. The Offeror’s compensation structure based on labor classification for exempt and non- exempt employees will be evaluated. The Offeror’s approach to addressing potential compensation differences for similar type work will be assessed. The Offeror’s approach to planned wage/salary escalations for both exempt and non- exempt employees will be evaluated. The Offeror’s approach to recognizing the differences in skills and complexities of the varied disciplines, as well as job difficulty will be assessed. The Offeror’s approach to handling the potential impact of different pay scales where services provided by major subcontractors are similar to those provided by the Offeror will be evaluated. The Offeror’s fringe benefits, including health care plans and handling of pre-existing health conditions, retirement/savings plans, including the types of plans, and the amount the Offeror provides towards plans will be assessed. The Offeror’s approach to vesting of company contributions will also be evaluated. The Offeror’s paid time-off policies, including vacation, sick leave, holidays, and payment policies regarding severance pay, overtime pay, holiday pay and any other premium pay anticipated will be evaluated. The Offeror’s uncompensated overtime policy will be evaluated. The Offeror’s rationale for providing different fringe benefits for employees not covered by Collective Bargaining Agreements (CBAs) will be evaluated.
Total Compensation Plan. The Offeror shall submit a Total Compensation Plan meeting the requirements of FAR Clause 52.222-46, Evaluation of Compensation for Professional Employees. The Total Compensation Plan shall include details regarding the prime contractor, subcontractors (can be separately submitted), and JV partners, as applicable. The Offeror shall provide the assumptions used in developing the Total Compensation Plan and explain the market research and indicators used to validate these assumptions. The supporting information provided shall be consistent and traceable with the labor rates proposed in the Cost/Price Workbook presented in Volume IV of the proposal. If the prime cannot submit subcontractor information related to the Total Compensation Plan due to proprietary data issues (i.e. fringe benefit details), subcontractors’ information may be provided directly to the Government separately (reference L.4.1). Offerors are cautioned that subcontractor information shall be in compliance with the deadlines and guidance established above. The Total Compensation Plan will be considered in the determination of responsibility. It is not a requirement for evaluation in source selection. The Total Compensation Plan will be incorporated into any resultant contract.
Total Compensation Plan. Offerors shall submit a comprehensive Total Compensation Plan, in accordance with Federal Acquisition Regulation (FAR) 52.222-46. Subcontractors are permitted to submit their portion of the Total Compensation Plan directly to the Government utilizing the DoD SAFE. Subcontractors shall identify prime contractor to ensure information is connected with its proposal. Offerors shall provide letters of commitment for all subcontractors for their total compensation plan to be considered. This commitment shall acknowledge a teaming arrangement for contract performance and shall be the awarded team structure. Offerors shall provide its base salary rates and fringe benefit rates proposed for the professional employees who will work under the contract in MS Excel. Offeror shall include supporting information which should include data, such as recognized national and regional compensation surveys and studies of professional, public and private organizations, used in establishing the base salary rates and fringe benefit rates proposed. The Total Compensation Plan shall include details regarding the prime contractor and major subcontractors for each labor category, as applicable.
(1) The offeror shall describe the methodology to be employed by the offeror to recruit, retain, and develop personnel with the requisite knowledge, skills, education, experience and clearances to ensure successful accomplishment of the PWS and individual delivery/task order requirements.
(2) Offerors shall provide the assumptions used in developing the Total Compensation Plan and explain the market research and indicators used to validate these assumptions in developing its Total Compensation Plan. The offeror shall provide sufficient information to enable the Government to evaluate that the plan reflects a sound management approach and understanding of the contract requirements. The supporting information provided shall be consistent and traceable to the fully burdened labor rates proposed in Attachment 2. Offerors shall identify if the individual Labor Categories are Exempt or Non-Exempt from Service Contract Labor Standards. Offerors must self-certify exemption status and provide rationale of that status.
Total Compensation Plan. The Government will evaluate the Total Compensation Plan IAW FAR 52.222-46, Evaluation of Compensation for Professional Employees. The Government will evaluate the plan to ensure that it reflects a sound management approach and understanding of the contract requirements. This evaluation will include an assessment of the Offeror’s ability to provide uninterrupted high- quality work and may include comparison to recognized national and regional compensation surveys and other techniques the Government deems appropriate. The professional compensation proposed will be considered in terms of its impact upon recruiting and retention, its realism, and its consistency with a total plan for compensation. Professional compensation that is unrealistically low or not in reasonable relationship to the various job categories may be rated as a weakness within the technical factors as it may impair the Contractor’s ability to attract and retain competent professional service employees.
Total Compensation Plan. The Offeror shall provide a Total Compensation Plan (TCP) for all personnel proposed, in accordance with NFS provision 1852.231-71, "Determination of Compensation Reasonableness," and FAR provision 52.222- 46, "Evaluation of Compensation for Professional Employees." Note, the Offeror shall require all service subcontractors (1) with proposed cost reimbursement or non-competitive fixed-price type subcontracts having a total potential value in excess of $500,000 and (2) the cumulative value of all their service subcontracts under the proposed prime contract in excess of 10 percent of the prime contract's total potential value, provide as part of their proposals the information identified in (a) through (c) of NFS provision 1852.231-71. The required professional compensation plan must: Identify the categories of personnel that are in a bona fide executive, administrative or professional capacity as defined by FAR 22.1102 and 29 CFR 541. Identify salary ranges and fringe benefits proposed for professional employees – including an itemization of the benefits that require employee contributions and the amount of that contribution as a percentage of the total cost of the benefit – and how they relate to the local employment market. Discuss employee compensation regarding: vacations, severance pay, holidays, overtime and shift differentials, sick leave, California Family Leave Act, bonus plans, life insurance, medical/dental/vision insurance, uncompensated overtime, pension contributions, employee incentives, training, career development, moving expenses, and compensatory time. Identify benefits that require employee contributions and the amount of that contribution as a percentage of the total cost of each benefit. Impact of the Offeror’s policy for continuing and/or replacing the benefits of the incumbent contractor’s employees expected to be hired (e.g., seniority, accrued sick and annual leave, compensatory time, health plans, 401k plans, etc.). Provide supporting data, such as recognized national, regional, and local compensation surveys and studies of professional, public and private organizations, used in establishing the total professional compensation structure. Describe the impact that the proposed compensation will have on recruiting and retaining professional employees (as defined in 29 CFR 541). If uncompensated overtime is proposed, give rationale and identify hours of uncompensated overtime proposed by labor category. The Past Performa...
Total Compensation Plan. See FAR 52.222-46, Evaluation of Compensation for Professional Employees (FEB 1993) above. L-1 Labor Category Qualifications L-2 Present/Past Performance Questionnaires (PPQ) L-3 ORC Program Management Plan (PMP) Guidance (Also a PWS Attachment) Section M - Evaluation Factors for Award
Total Compensation Plan. See FAR 52.222-46, Evaluation of Compensation for Professional Employees (FEB 1993) above. L-1 Labor Category Qualifications L-2 Present/Past Performance Questionnaires (PPQ) L-3 ORC Program Management Plan (PMP) Guidance (Also a PWS Attachment) CLAUSES INCORPORATED BY REFERENCE 52.204-7 System for Award Management OCT 2018 52.204-16 Commercial and Government Entity Code Reporting AUG 2020 52.204-22 Alternative Line Item Proposal JAN 2017 52.215-1 Instructions to Offerors--Competitive Acquisition JAN 2017 52.215-20 Requirements for Certified Cost or Pricing Data or OCT 2010 Information Other Than Certified Cost or Pricing Data 52.215-22 Limitations on Pass-Through Charges--Identification of OCT 2009 Subcontract Effort 52.216-1 Type Of Contract APR 1984 52.222-24 Preaward On-Site Equal Opportunity Compliance Evaluation FEB 1999 52.237-1 Site Visit APR 1984 52.237-10 Identification of Uncompensated Overtime MAR 2015 252.204-7008 Compliance With Safeguarding Covered Defense Information OCT 2016 Controls 252.215-7010 Requirements for Certified Cost or Pricing Data and Data JUL 2019 Other Than Certified Cost or Pricing Data 252.215-7013 Supplies and Services Provided by Nontraditional Defense JAN 2018 Contractors. 252.227-7017 Identification and Assertion of Use, Release, or Disclosure JAN 2011 Restrictions CLAUSES INCORPORATED BY FULL TEXT Firm52.216-1 TYPE OF CONTRACT (APR 1984) The Government contemplates award of a Firm, Fixed Price contract resulting from this solicitation. (End of provision) 52.222-46 EVALUATION OF COMPENSATION FOR PROFESSIONAL EMPLOYEES (FEB 1993)
(a) Recompetition of service contracts may in some cases result in lowering the compensation (salaries and fringe benefits) paid or furnished professional employees. This lowering can be detrimental in obtaining the quality of professional services needed for adequate contract performance. It is therefore in the Government's best interest that professional employees, as defined in 29 CFR 541, be properly and fairly compensated. As part of their proposals, offerors will submit a total compensation plan setting forth salaries and fringe benefits proposed for the professional employees who will work under the contract. The Government will evaluate the plan to assure that it reflects a sound management approach and understanding of the contract requirements. This evaluation will include an assessment of the offeror's ability to provide uninterrupted high-quality work. The professional compensation ...
Total Compensation Plan. Written Proposal. The Government will evaluate the reasonableness, appropriateness, effectiveness, and completeness of the Offeror’s Total Compensation Plan (TCP) both overall and in specific reference to the items listed below, in accordance with NFS 1852.231-71, "Determination of Compensation Reasonableness," and FAR 52.222-46, "Evaluation of Compensation for Professional Employees.” Categories of personnel that are in a bona fide executive, administrative, or professional capacity as defined by FAR 22.1102 and 29 CFR 541. Salary ranges and fringe benefits proposed for professional employees – including an itemization of the benefits that require employee contributions and the amount of that contribution as a percentage of the total cost of the benefit – and how they relate to the local employment market. Employee compensation information regarding: vacations, severance pay, holidays, overtime and shift differentials, sick leave, California Family Leave Act, bonus plans, life insurance, medical/dental/ vision insurance, uncompensated overtime, pension contributions, employee incentives, education/ training, moving expenses, and compensatory time. Identification of benefits that require employee contributions and the amount of that contribution as a percentage of the total cost of each benefit. Impact for continuing and/or replacing the benefits of the incumbent Contractor’s employees expected to be hired (e.g., seniority, accrued sick and annual leave, compensatory time, health plans, 401K plans, etc.). Rationale of supporting data, such as recognized national, regional, and local compensation surveys and studies of professional, public and private organizations, used in establishing the total professional compensation structure. Understanding of the impact that the proposed compensation will have on recruiting and retaining professional employees (as defined in 29 CFR 541).
