Reference Text File for Organization/Management Consultants, Inc. GS-10F-0212N
ORGANIZATION/MANAGEMENT
CONSULTANTS, INC
PRICELIST
GENEREAL SERVICES ADMINISTRATION
Federal Supply Service
Authorized MOBIS Price List
Online access to contract ordering information, terms and conditions, up-to-date pricing, and the option to create and electronic delivery order are available through GSA Advantage! TM, a menu-driven database system. The internet address for GSA Advantage!TM is http://www.gsaadvantage.gov
Schedule for Management, Organizational and Business
Improvement Services (MOBIS)
Federal Supply Group: 874
FSC Class: R499 Business Size: Small
Contract Nbr.: GS-10F-0212N
Special Item Nbrs.: 874-1, 2, 3, 4, 5 & 7
Contract
Period:
[with one five (5) year option through
Prices Shown Herein are Net (discount deducted)
Contact Information: Mr. Joel R. Meltzner
Organization/Management Consultants, Inc.
11193 W. Yucca Run
Phone: 303-933-7433
Fax: 303-933-7435
Email: meltz2@concentric.net
Internet Address: orgmgtconsultants.com
Contractor Information:
Organization/Management Consultants, Inc.
11193 W. Yucca Run
Phone: 303-933-7433
DUNS Number: 10-9000414
Cage Code Number: 1SA92
CCR Number: 8748
Taxpayer Identification Number: 04-2722039
Business Size: Small
TABLE OF CONTENTS:
Page
Contract Information &
Task Order Assumptions 3-6
O/MC
Company 7-11
1a. Awarded Special Item Numbers: 874-1, 2, 3,
4, 5 and 7
SIN s DESCRIPTION
874-1
Consulting
Services
Strategic,
Business & Action Planning 12-14
Performance
Management Systems & 14-15
Processes
Organizational
Assessment & Development 15-17
874-2 Facilitation Services 18-20
874-3 Survey
Services 20
874-4 Training
Services 21-29
874-5 Support
Services 30
874-7 Program
Integration & Project Mgt. 31
1b. Professional Fees/Price
List 32
2. Maximum
Order: $1,000,000.00
3. Minimum Order: $300.00
4. Geographic
Coverage (delivery area): Domestic and Overseas
5. Points of
Production: Same as company address
6. Discount
from list prices: Prices shown are net
prices with discount included
7. Quantity
Discounts: Already included in net pricing
8. Prompt Payment Terms:
Net 30 days
9a. Notification that Gov t. purchase cards
are accepted below the micropurchase
threshold: Yes
9b. Notification
whether Gov t. purchase
cards are accepted or not accepted above the micropurchase
threshold: Will accept over $2,500
10. Foreign items
list: None
11a. Time of Delivery:
Specified
on the Task Order
11b. Expedited
Delivery: Contact Contractor
11c. Overnight and
2-day delivery: Contact Contractor
11d. Urgent
Requirements: Contact Contractor
12. F.O.B. Point(s): Destination
13a. Ordering Address(es): Same as company address
13b. Ordering
Procedures: For supplies and
services, the ordering procedures, information on Blanket Purchase Agreements (BPA s), and sample BPA can be
found at the GSA/FSS Schedule homepage (fss.gsa.gov/schedules)
14. Payment Address(es): Same as company address
15. Warranty
Provision: Contractor s standard commercial warranty
16. Export Packing Charges:
N/A
17. Terms and Conditions of Gov't. Purchase Card
Acceptance:
Contact Contractor
18. Terms and Conditions
of Rental, Maintenance, and Repair: N/A
19. Terms and Conditions
of Installation: N/A
20. Terms
and Conditions of Repair Parts Indicating Date of Parts Price Lists and any
Discounts from Price Lists: N/A
21. List of Service and Distribution Points: N/A
22. List of Participating Dealers: N/A
23. Preventative Maintenance: N/A
24a. Special Attributes: N/A
24b. N/A
O/MC s Task Order Assumptions
Costs
for transportation, lodging, meals and incidental expenses incurred by
contractor personnel on official business are allowable to the limitations
contained in FAR 31.205-46, Travel Costs.
O/MC will bill per diem based on the lower of the Federal Per Diem or
our standard per diem. O/MC allows
weekly fly-backs on long out-of-town assignments.
The
labor rates offered are assumed to be for work done at a Gov t. site and assume
that the Gov t. will provide the necessary equipment and information for the
completion of the work. If the work is
to be done at the contractor s site, O/MC will bill the client at
actual/allocated costs for necessary space and equipment that is used to
complete the task.
The
daily rate reflects an 8-10hr. workday.
Hours worked in excess of the standard 8-10 hour workday will be billed
at the same hourly rates as set forth in the pricelist.
COMPANY OVERVIEW
EXECUTIVE SUMMARY
Organization/Management Consultants, Inc.
(O/MC) has been incorporated since Feb. 16, 1981, and is an acknowledged leader
in providing: Organization Development;
Human Resource Development; Human Resource Management; Project Management and
Management/Leadership Development services to organizations both domestically
and internationally (North America U.S. & Canada, Europe, Asia and
Australia). We have worked in both the
public and private sector. Because of
our varied client experiences, we are able to bring a wide spectrum of best
practices and lessons learned to bear on each new client situation. Perhaps, the following information from our
new business, client information package, best expresses our beliefs, operating
standards and the way we work with our clients.
O/MC Philosophy
Help me to better communicate and translate our agencies
vision and direction, values and beliefs,
goals and objectives so
my people
can align with them. Performance will
increase and I
know I ll have a more effective
organization.
The step to higher
people performance may be simpler than you might imagine. Though the approaches may vary based on
unique organization variables, all change processes are taken one step at a
time.
O/MC works with
you to develop customized,
creative alternatives not packaged solutions or approaches. We design each program to meet your
business needs and we invest in shared ownership of the outcomes. Our interventions produce results from day
one, where it counts, with your people.
We start with your
goals and challenges. What do my
people need to make them more effective in their jobs? Is the climate in our organization conducive
to innovation, creativity and risk taking?
Only once we have a thorough understanding of your unique situation do
we begin to determine what your people need in order to more effectively
support your organization, and what your organization needs in order to better
support your people.
We take your
day-to-day problems and issues into consideration in designing an approach that
works in-sync with the rhythm and culture of your organization. And we teach your personnel to apply new
knowledge and skills to their daily routines in a way that produces tangible
results quickly.
Our team of
professionals that works to understand your special needs is the same team that
designs and executes every aspect of your program, so that nothing ever gets
lost in translation.
We value your
active participation, but also appreciate the value of your time. We work side-by-side with you, sharing
progress and insights personally, to help you understand learning s, monitor
results and control the process in the most efficient way possible.
We Measure Our
Success by Yours
While we are proud
that our own growth rate has averaged more than 20% each year, what means the
most is that we ve achieved that growth by creating demonstrable success for
our clients. Each year, more than half
our growth comes from ongoing client relationships. And nearly all the remaining total comes from
client referrals.
The Experience We Share With You
Since founding
O/MC in 1981, our vision has always been to provide highly customized and
personalized consulting services.
Because of our personal investment in our client s success and
well-being we have been able to grow as a business and as people along with our
clients.
We have worked
with organizations of all sizes -- from small start-ups to members of the
Fortune 500 from manufacturing to banking, to advertising/public relations,
to service organizations. We have also
worked with private and public sector organizations including Federal Agencies
and have designed and/or delivered programs and services throughout the U.S.,
Canada, Europe, Asia and Australia.
Our management
team has years of combined experience in line management, human resources and
organization development prior to founding O/MC. This hands-on experience has given us the
perspective to fully understand both the long term -- and the daily --
challenges that must be considered when planning and implementing effective
change processes.
A partial listing
of our clients includes:
ADT Security Systems McDonald s
American Optical/Warner Lambert
Black & Decker
Barnes Hind Hydrocurve/Revlon Health Care NASA
Burson Marsteller
PR/Young & Rubicam National
Carrier Corp./Untied Technologies Natkin/Fishbach
Corp
Commonwealth Energy Service Co.
Communi-Care/Pro Rehab CMS Therapies Ortho Diagnostics
Corning Glass Oscar Mayer -
Kraft/General Foods
Digital Equipment Powers Process Control/MarkControls
Eastern Airlines SLC Technologies
Fairchild Weston Schering Plough
Foster Grant Sony
General Electric/Interlogix
Glasrock Home Health Care/BOC Group Stanley Corp.
IBM Sun
Life of
Integrated Marketing Solutions
Landis & Gyr
Liberty Mutual Insurance Co. Bureau of
Reclamation
Lintas Advertising
MCC Powers/Mark Controls
McDonald s Corp. U.S.A Vistakon/Johnson & Johnson
Warner
- Lambert Technologies
How We Help You Achieve Success
We can start at
the very beginning, by helping you identify those areas in which you have
needs. Or we can respond to specific
needs in your organization that you have already identified.
Either way, our
approach is one of research, probing and problem-solving to give you the right
strategic foundation and seamless execution to help you accomplish your
goals. Once we ve designed the program
and approach that best serves your needs, we then apply the appropriate tools
and techniques to your situation.
Our process for understanding your needs
Since organization
dynamics don t operate from textbook models, textbook models alone can t
provide the solutions to organization problems.
We have a constantly evolving process for analyzing your needs that
combines the specifics of your organization with our broad perspective of
what s going on in business today. It is
based on our own model of critical elements that comprise optimum
performance. If any element is out of
sync, it will reduce effectiveness. You
may need adjustments in several or just a few of these areas. These areas may include but are not limited
to the following organization variables:
History, Values and Traditions - the heritage of the organization, as well
as any baggage that may come with it; what the organization stands for
and truly believes in
Vision, Mission & Strategy - Where an organization is going, what it
is trying to become, and how it plans on getting there
Climate and Culture - the current philosophies, beliefs and
norms, expectations and mindsets, tone and environment--what it feels like to
work there and how people get their work done
Systems, Procedures and Mechanisms - transactional processes and details that
either encourage, reward or impede the effectiveness and efficiency of work
processes
Management/Leadership Practices - The specific behavioral actions and
interactions that enable the people in your organization to: express their
desire to succeed on-the-job; apply their skills and abilities to perform; be
valued and rewarded for individual and team performance; work effectively
within a guided and coached system to
mutually satisfy both their own and the organizations goals while obtaining job
satisfaction
The values we share with you
These are the
values we hold for our own performance and which we bring to our client
relationships.
* Work as a true partner with each client. * Treat each situation as unique, and
stretch
to new heights in creating the
* Keep it simple,
direct and focused on best possible
solution(s)
bottom line results * Listen well and invest in understanding
the clients business
* Create cutting edge programs that
produce tangible
results for your * Make
EVERY client a highly
organization satisfied referrer
* Invest
personally in the success,
well-being
and health of each client in a
very
real and demonstrable way
MOBIS
SUMMARY of SERVICES
874-1
CONSULTING SERVICES
Consulting Services
Services include
providing expert advice, assistance, guidance or counseling in support of
agencies' management, organizational, and business improvement efforts. This
includes studies, analyses and reports documenting any proposed developmental,
consultative or implementation efforts. Examples of consultation include: Strategic,
Business and Action Planning; High Performance Work Process and Productivity Improvement;
Systems Alignment; Leadership/Management Development Systems; Organizational Assessments
& Development; Performance Measures
and Indicators; and Program Audits, and Evaluations.
In particular, we
are aware of President Bush s Management Agenda for government and can work
with Federal entities in helping them achieve the objectives of developing
their human capital .
O/MC offers the
following consulting services: Strategic, Business and Action Planning; Organizational
Development & Assessments; design, development and implementation
assistance with Performance Management Systems & Processes that
support Productivity Improvement efforts; design and development of Performance
Measures and Indicators; and Change Management Processes
Strategic, Business and
Action Planning
O/MC is highly
experienced in helping the heads and executive team members in the development
and definition of a Vision statement for their organization that provides a
true articulation of the future destination for the organization. We then support them in defining the
This planning
approach and methodology incorporates a range of strategic issues to include
the following: Strategic
Direction/Destination - Coming to grips with the essence of the
organization, what it stands for, what it will become, its values and beliefs; Strategic Performance
Objectives - Translating the vision s initiatives and strategies into
practical, pragmatic and measurable objectives is the next order of
business. These then serve the purpose
of identifying and specifying what will be accomplished, by when and at
what expense and/or return on investment and finally, by whom ; Assessing
the Organizations Capacity - Assessing the organizations capacity to
support and achieve the strategic initiatives, strategies and performance
objectives is critical in determining what support processes and mechanisms
will be need to be improved and/or acquired in order to ensure successful
completion and delivery. This analysis
will also include a look at the organizations structure to see if
modifications or adjustments may be required; Identifying Strategic
Alliances - Identifying the need for and possible execution of strategic
alliances with external organizations, creating a win-win environment and set
of outcomes for both parties, and establishment of mechanisms, processes and
structure to support the effective completion of the initiatives and strategies
is then completed. This analysis will
also include: the need for technological solutions and/or modifications
to existing systems that will be critical in supporting performance, and; cost
improvements that can be realized through removal of redundancies and/or more
efficient approaches.
Each of the following represents separate
elements and/or sessions of the business planning process that are facilitated
by O/MC.
Agency
Vision Development
O/MC works with the senior team to identify key stakeholders to the vision
achieved; develops high impact statements that are emotion filled and contain
high levels of excitement; works to refine these statements into cogent
paragraphs that serve to be clearly articulated and well defined statements of
how these respective stakeholder groups will both think and feel about the organization once the vision has
been achieved. These statements can then
be used to guide, direct, and as an acid litmus test for the organization in
its decision making process as it moves toward its future destination.
Agency
and Top Executive Team
Strategic
Business Planning
Now that the Vision and Mission are in place, it is time to turn the leaders of
the organization s attention to a gap analysis approach in developing their
strategic plan . This is accomplished
by defining the gaps between each section of the Vision and the current
reality and then building a bridge of both strategic actions and objectives to
accomplish the Vision for each section.
The approach moves away from the traditional deductive approaches to strategic planning and thinking by using a
heavily based inductive thinking approach
that takes the blinders off that narrow or inhibit executive thinking and
allows for much greater creativity and innovation.
Performance Management Systems and Processes
Performance
management, through the comprehensive application of clear objectives and
performance measures, including appropriate standards of performance, enables
organizations to accurately and objectively measure RESULTS against performance
objectives or INTENT. We work with our
clients to identify measures that are most appropriate and then apply those
measures in a constructive process to increase the probability of an individual s
success.
In designing performance
key result areas, clear objectives/targets, standards of performance and
appropriate measures, O/MC helps their clients: better communicate their goals;
clarify roles and responsibilities throughout the organization, and; better
evaluate progress toward goals on an on-going basis thus minimizing
surprises . This then translates to a
better identification of development needs for each person; clearer
understanding of roles and responsibilities, which lead to better teamwork,
and; creation of an environment for learning and growth.
Each of the following represents separate
elements and/or sessions of the
performance management process that are facilitated by O/MC.
Annual
Goal and Objective Setting Having the Vision,
Design/Development
of Performance Management & Appraisal/Review Systems Now that all of the planning and goal/objective setting processes are now in place, we
turn our attention to the total performance management process by evaluating,
designing and/or modifying existing processes, such as: both formal and
informal reward and recognition systems; performance contracting; coaching, the
counseling & discipline processes that are now in-place; and, finally, the
Performance Appraisal process as it currently exists.
Human
Resource/Succession Planning Consultation, design recommendations and/or modifications to the
existing planning processes with a full view of all the current alternatives
available for both human resource and succession planning approaches and
methods.
Organizational Assessment and
Development
Business
Acquisition & Integration Assistance The acquisition of organizations has become more
commonplace today, than perhaps ever before in recorded business history. In most cases, the acquiring organization
does a decent job during due diligence and thru some of the initial integration
phases. The one area that is usually
left lacking is the proper recognition of culture, climate, work environment
and people differences and how to effectively deal with them in a way that doesn t throw the baby out with the
bathwater . O/MC guides and counsels
both organizations through this process so that pure synergy is achieved and people are left with their pride intact.
Team
Development/Building
Teams and performance are inextricably connected! A truly committed team is perhaps the most
productive performance unit management has at its disposal. Any time performance depends on combining the
skills, experience, and judgment of a small number of people in real time,
teams work better than individuals! O/MC
works with the team to diagnose starting level and most pressing development
needs, and then works through the process with the team until non-dependence on
consulting assistance and results are
achieved.
Understanding
and Using Organizational Culture & Climate to Serve the Needs and Vision of
the Organization It
has been said by many that organizational culture is perhaps the most powerful
and influential factor that exists within organizations. It silently, but very powerfully directs and
commands the way we get things done around here in order to be successful . It is most often misunderstood and mis-diagnosed
and, therefore, efforts put in place to change or modify it are incorrect,
which result in less than truly successful performance and become just another
flavor of the month . O/MC works with
the organization to measure and understand the core culture(s) of the current
organization what strengths and potential liabilities that brings to the
organization and then identifies those areas where a modification and/or
different culture needs to be put in place, nurtured and supported and serves
in support of the core culture(s)
A similar approach is taken with respect to Climate, which truly
measures how people feel about working within a particular
environment/organization. First, we need
to measure how the current climate is perceived by the worker, supervisors,
managers and senior management; analyze the differences/gaps that exist;
understand the reasons why those gaps exist; then move to some type of
corrective action programs and/or processes.
Organization
Diagnosis and Assessment In approaching a person that is sick or not feeling well, a
doctor will typically perform a number of diagnostic assessments, analyze the
results and then make a determination as to defining specific alternative
courses of action. In approaching an
organization whether that be one that is as small as a team, as large as a
department/branch, or even larger such as a division or entire organization
we take the same diagnostic approach. We
do believe the magic answer is a hammer and then we look to find all the
nails. Each organization is different
with different needs, problems, situations, opportunities, etc. We must be careful to maintain our
objectiveness in analyzing any given situation.
We, therefore, approach this phase of our work with a clear mind, and
dedication to unearthing the realities of what s going on , utilizing a number
of different assessment/diagnostic processes that will allow us to derive a
recommended course of action that is loaded in the direction of being
successful, before any definitive steps are actually taken.
Conflict
Resolution If there
is any breach of trust or mis-alignment of expected vs. actual behavior, or
fear of some form, there will be conflict .
How we deal with that conflict and then use it to encourage healthy and
needed debate, disagreement and discussion in pursuit of rich and productive
dialogue, without anyone taking it personally is the end we achieve.
Organization
Restructuring & Re-Alignment Once the planning is complete, the
re-structuring and the re-shuffling must take place. The communication and messages that go out
introducing this change and the dialogue that must be encouraged and embraced
must also take place. O/MC works with
the senior management team and the workforce in coming to grips with this
phenomenon in a highly spirited and positive way.
Roles
and Responsibilities Clarification One of the most frequent causes of friction and conflict in an
organization is the lack of clarity around
who does/is responsible for what gets done around here and how and
who should they involve in getting these things done ? O/MC takes a very systematic and pragmatic
approach to this issue and works through the answers to all these questions in
a succinct and efficient way. We bring
the members of a team to a point where they contract with each other around
these role definition and role process requirements.
Large
Scale Organization Change Processes It sounds so simple prepare for the future while improving
your organization s current performance; stay close to the customer and
simultaneously install new technology; align everyone around the organization s
strategy; while at the same time completely transform your primary business
processes. As all of us know easier
said than done!
O/MC will guide your organization through a process called
collaborative organizational change .
This process enables people to comprehensively transform their
organization because: sufficient numbers
of people come to understand what change is.
The process ensures agreements at every level, starting with senior
management; and the focus and emphasis on necessary agreements continues
throughout the process. The process has
six key characteristics, it is:
1.
comprehensive
2.
collaborative
3.
managed
to outcomes and deadlines
4.
client
led
5.
explicit;
and
6.
it
builds agreements
Organization
Life-Cycle Assessment and Planning Every organization goes through a predictable set of life-cycle
stages. Understanding at what stage your
organization is and what the necessary actions should be, in addition to
planning for the next stages in a comprehensive and proactive way, are critical
to any organization s staying power and stability. O/MC is well versed in this model and works
with your executive team to arrive at the correct answers and do the necessary
thinking and planning that will maintain and grow the organizations
competitive advantage while building an internal vitality that will fire the
engines.
874-2
FACILITATION SERVICES
Includes
facilitation and related decision support services to agencies engaging in
collaboration efforts, working groups, or integrated product, process, or
self-directed teams. Agencies bringing together diverse teams and/or groups
with common and divergent interests may require a neutral party to assist them
in: the use of problem solving techniques, defining and refining the agenda,
debriefing and overall meeting planning, resolving disputes, disagreements, and
divergent views, logistical meeting/conference support when performing technical
facilitation, convening and leading large and small group briefings and
discussions, providing a draft for the permanent record, recording discussion
content and focusing decision-making and preparing draft and final reports for
dissemination.
O/MC offers the
following Facilitation Services:
|
Meeting
Planning
Logistics
Coordination & Meeting Debriefing
Defining
the Criteria for Agenda Setting
Convening
and Leading both Small & Large Group Discussions |
Working
with In-Tact Self-Directed Teams
Preparing
Final
Uses
of both Problem-Solving Techniques and Conflict Resolution Strategies to
Resolve Disputes and Make Decisions |
With respect to these services, the act
of providing Organization Development services, necessitates and makes it is
absolutely essential that we be expert in our role as facilitators to the
processes we are involved in. More
specifically, in the process of Team Building/Team Development and Change
Management, we are constantly in the process of: helping the team develop
problem-solving and decision-making methodologies ; being expert at conflict
resolution strategies and influencing strategies ; helping the team with
meeting management and agenda setting approaches . In addition, convening and leading large and
small group briefings and discussions is at the very heart of what we do in
with organizational teams. This also,
automatically includes, preparing draft and final reports for dissemination. This facet of our work in the commercial
sector now constitutes almost 50% of our time.
Meeting Planning, Logistics
Coordination & Meeting Debriefing
Meetings have
taken on a more prominent role within organizations than perhaps, at any other
time in the history of running organizations.
And yet, meeting effectiveness is perhaps at an all time low. The reasons are many and the causes are
varied. The one thing that has always
been true and is still true today is that it all begins with a plan ! In order to make the best use of everyone s
time, meetings need to be carefully planned for instance, what is/are the real objective(s) of the meeting and then
use those objectives to select agenda topics, sequence, timing and expected
outcomes. The planning steps should
include, but not limited to the following:
Define Meeting Logistics selecting the right time, place and
environment to fit the meetings objectives.
Establish Meeting Goals/Outputs and Topics
for Discussion
creating the right balance and number of topics to be discussed, knowing what the
expected outcomes are for each presentation, sequencing the presentations and
outcomes so that they build upon one another.
Meeting Methods & Tools establishing the roles of each presenter
and the facilitators, selecting the best presentation tools for each presenter,
knowing when to meet in large vs. sub-groups, determining the take-aways for
the participants.
Making the Meeting Arrangements proper travel, accommodation and meal
arrangements are a must.
Meeting Debrief a thorough review of the meeting, to
include what worked and did not work, identifying which presentations or
sections of the meeting were most useful/beneficial and why
874-3 SURVEY
SERVICES
Services shall
provide expert consultation, assistance, and deliverables associated with all
aspects of surveying within the context of MOBIS. Contractors shall assist
with, and/or perform all phases of the survey process to include, but not
limited to: planning survey design sampling; survey development, pretest/pilot
surveying, defining and refining the agenda, survey database administration,
assessing reliability and validity of data, determining proper survey data
collection methodology, administering surveys using various types of data
collection methods and analyses of quantitative and qualitative survey data.
Production of reports to include, but not limited to: description and summary
of results with associated graphs, charts, and tables; description of data
collection and survey administration methods; discussion of sample
characteristics and the representative nature of data; analysis of
non-response; and briefings of results to include discussion of recommendations
and potential follow-up actions.
O/MC provides
services specifically in the areas of: Defining the Agenda, Objectives and
Survey Design; Survey Development; Sampling: Pre-Test & Pilot Surveys;
Administering Surveys; Analysis of Survey Results; Assessing Reliability and
Validity; Database Administration; Production of Final Reports.
With respect to
this area, it is a fundamental skill and experience factor for any Organization
Development professional to be knowledgeable in and be able to apply proper
diagnostic surveying techniques, utilizing various methods for data
collection, analysis, presentation and validation. For example, we will ALWAYS use (design, develop or customize existing
shelf products) one or several data collection methodologies for preparation
in any merger/acquisition work, organizational change process and even in Team
Development. We quite often will perform
(design and/or implement) Culture Surveys, Attitude Surveys, Climate Surveys,
Leadership Behavior Diagnosis, Role Competency Assessments, etc.
We have designed,
developed and utilized our own surveys, and have utilized published diagnostic
instruments both conforming to meeting and addressing specific clients needs.
874-4
TRAINING SERVICES
Contractors shall
provide off-the-shelf, or customized off-the-shelf training packages under this
SIN to meet specific agency needs related to management, organizational and
business improvement services, such as, but not limited to: customer service,
team building, ISO 9000 and ISO 14000, process improvement, performance
measurement, statistical process control, performance problem-solving, business
process reengineering, quality management change, management strategic planning
and benchmarking.
O/MC provides the
following training/skill enhancement programs, many of which can be customized
to a specific agency s needs:
Leadership/Management
Development
Leadership Perception Profiler/Leadership
Effectiveness Analysis 360 - A one day workshop designed for leaders at all levels of the
organization, that delivers a picture of their leadership effectiveness survey
data feedback, provides for explanation of the results and allows for
development planning based on the results.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Basic Supervisory/Management Skills
Workshop A three
(day) program that covers the essentials of supervision/management skill i.e.
Active Listening, Giving and Receiving Feedback, Understanding and Using
Motivation Theory, Situational Leadership, Myers-Briggs Feedback, Coaching and
Counseling.
Commercial Cost $7,500 Prof. Fee
GSA Cost $6,000 Prof. Fee
Situational Leadership II One Day Program
This one day program
provides the basics of the Situational Leadership model -- Leadership Style,
Follower Development Levels and Contracting for Performance. This workshop is designed for those with
supervisory/management experience. It
allows participants to reframe their managerial experiences into a model that
will unravel some of the mysteries of past successes and failures in managing
others and will give them the framework for moving forward with a new perspective
and approach to leadership.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Situational Leadership II Two Day Program
This two day program is
designed for the inexperienced supervisor/manager who requires an introductory
explanation of the supervisory/managerial role and provides the basic
components of the model Leadership Style, Development Level of Followers
& Contracting for Performance with exercises and role-plays to develop
and apply the information they are obtaining.
This is a multi-media presentation with accompanying workbooks.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Recruiting, Interviewing & Selection
This one day workshop
covers the basics of effectively fulfilling staffing needs, from placing the
correct information in the hands of search organizations, to basic interviewing
skills, to final selection strategies and processes.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Behavioral Interviewing
This advanced interviewing
skills workshop teaches Behavioral Interviewing skills to obtain the kind of
information that is normally missed in standard interviews and that gets at the
core behaviors needed for the right job fit, that either are or are not
resident in the applicant.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Coaching, Counseling & Discipline In order for a manager to effectively grow and develop their
people for possible promotion it is absolutely essential that they master the
skills of being able to Coach their people to attain higher levels of
productivity; Counsel their people re performance deficiencies and bring them
back to an acceptable level of performance; and, finally effectively Discipline
their people re poor performance issues.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Understanding & Using Motivation This one day session examines the basic
theories of motivation and how it works; how to interpret and translate these
theories into pragmatic terms for their use in increasing organizational
performance; and, finally how to engage these principles in developing
organizational climates and working relationships that are more rewarding and
fulfilling for employees.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Creating Organizational Vision
In order for leaders to
be effective in leading their organization and the human resources contained
within to ever higher levels of performance and commitment, it is absolutely
essential for these leaders to be able to craft a Vision of the future. They must learn to do this with their direct
reports and develop a process that takes visioning throughout the entire
org. This intensive one day workshop is
a workshop in the true sense of the word, as participants will experience the
process of actually creating a Vision for their own organizations. This program can be conducted for an in-tact
work team, at any level of the organization, or for a cross-section of leaders
from either a single or multiple organizations.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Building An Effective Team
This two day workshop is
designed for the manager or internal human resource specialist who is
interested in developing the skills and approaches to forming and developing
teams in organizations. It examines:
ways to identify the needs and issues confronting the team at any given point
in time; how to bring these identified issues to the team and present them in a
way that engenders team ownership; where to access various resources and
approaches to helping the team address these needs; facilitation styles and
approaches; developing living contracts with the team to accomplish on-going
development.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Management Effectiveness Analysis A one day workshop designed for mid-level
managers of an organization, that delivers a picture of their management
effectiveness survey data feedback, provides for explanation of the results and
allows for development planning based on the results.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Work Styles Inventory/Management
Effectiveness Analysis
A one day workshop
designed for mid-level managers of an organization, that delivers a picture of
their management effectiveness thru survey data feedback, provides for
explanation of the results and allows for development planning based on the
results.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Interpersonal
Skills/Communication Skill Training
Active Listening Workshop
This workshop teaches
the techniques for becoming an empathetic/effective listener. It combines techniques with practice time to
attain a level of competence and confidence.
Commercial Cost $1,875 Prof. Fee
GSA Cost $1,500 Prof. Fee
Giving & Receiving Feedback Workshop
The ability to effectively
give constructive feedback to someone while reducing the amount of
defensiveness is essential for effective
supervision/management/leadership. This
workshop teaches the skills, the sequence and allows sufficient time for
application to gain confidence and competence.
Commercial Cost $1,250 Prof. Fee
GSA Cost $1,000 Prof. Fee
Myers- Briggs Type Indicator Introductory
Session This introductory session will help participants have a much better
appreciation of the basis for their own behavior as well as that of
others. They will explore the both the
functions and the attitudes of the model and understand how all the letters
come together to accurately describe many of the things that have always
puzzled them about themselves an others, and then move beyond that to forming
working relationships with others that
result in higher levels of performance.
This program is the true basis for understanding and working with diversity.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Conflict Resolution Strategies Workshop
This one day program
examines the nature of how and when conflict occurs, the causal factors
involved, and the approaches/strategies that one can take to resolve these
conflicts in a mutually beneficial way.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Customer Service/Sales
Programs
Basic Selling Skills
This two day program is
designed for the new and/or inexperienced sales person and focuses primarily on
the across-the-desk selling skills that cover the gamut from Opening Benefit
Statements to Closing Strategies.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Myers-Briggs & Sales This one day workshop the application of type differences in
the Selling process. This fascinating
approach looks at reading customer types, adjusting to their preferences and
then presenting information to them in their own language . Has been proven to be extremely effective in
almost any type of sales situation from direct sales of commodity products to
hi tech sales to senior decision makers.
The process may also be applied to internal influencing situations
within organizations.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Consultative Selling Skills
This two day workshop
focuses on a problem-solving approach to selling. With many organizations choosing to become
customer intimate in their basic orientation and approach to their customers,
it becomes paramount for the sales people of these organizations to be master
problem solvers and consultative in their dealings with customers.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Service Excellence Exceeding Your
Customers Needs & Expectations Simply meeting your clients/customers
needs and expectations ONLY makes you average in today s competitive
marketplace it is simply the price of admission. Organizations must develop ways to exceed and
delight their customers. This one day
workshop looks at ways for organizations to measure/assess where their
customers see them today and what they would like to see in the future. There is the capability in this workshop to
gain a multiple view i.e. how out customers see us, how our employees see our
services/products to our customers AND how management sees the organizations
services/products that it provides their customers. A gap-analysis is then performed to
pinpoint and highlight opportunity areas for improvement.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Advanced
Leadership/Organization Development Programs
Assessing, Interpreting and Changing
Organizational Culture There is nothing more penetrating and powerful in an organization
than its culture! The culture of an
organization shapes the way things are done around here and how we choose to
move toward success . This two-day
workshop looks at ways to accurately assess an organizations culture, interpret
the findings in an accurate way, develop approaches and strategies for dealing
with various aspects of the culture and examine the whole notion of Change
Management.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Myers-Briggs and Organizational Change
This two day workshop
delves deeply into the whole approach of using the Myers-Briggs typology as
part of facilitating and expediting a change management project, thus
allowing all type to participate and be committed to the change in a meaningful
way.
Commercial Cost $5,000 Prof. Fee
GSA Cost $4,000 Prof. Fee
Myers-Briggs and Team Development
This one and a half day
workshop delves deeply into the application of type differences within an
intact work team. It produces an
understanding of how to apply these differences within a team to gain synergy
and mutual advantage for the team itself.
Differences are used to leverage natural preferences for certain tasks
and thus provide the team and each team member higher levels of productivity.
Commercial Cost $3,750 Prof. Fee
GSA Cost $3,000 Prof. Fee
Designing and Leading Organizational Change
This intensive three day
workshop looks at not only the proper sequence of activities to engineer a
successful change effort, but also delves deeply into the how to s of
managing the change process. There is
ample opportunity here for participants to utilize/apply the information
presented in their own home change program initiatives and allow for feedback
and suggestions.
Commercial Cost $7,500 Prof. Fee
GSA Cost $6,000 Prof. Fee
Diagnosing and Using Organizational Climate
Factors This one day workshop focuses on a standard set of organizational
climate factors i.e. how people feel about coming to work how to asses where
they are today, where employees and managers would like them to be, and how to
make the transition to create a more job fulfilling work climate .
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Project Management/Assessment
Center Designs
Basic Project Management Skills
This one day workshop covers
the basic elements of Project Management and accomplishes the following
objectives:
v
Defines
the terms and constraints of project management (PM)
v
Review
a six-stage approach to PM
v
Explores
roles of people involved in the project team
v
Clarify
project scope, objectives and requirements
v
Learn
and apply PM tools
v
Generate
a work breakdown structure (WBS)
v
Determine
task sequencing task effort and duration
v
Develop
a Gantt chart and identify critical path
v
Assess
risk, develop preventive and contingency plans
v
Review
project close-out
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
Project Management/Leader Assessment Center
Assessment center design
has been around for good amount of time.
They are able to accurately gauge participant s skills, abilities and
behaviors and allow for a comparison of these against the specific requirements
of higher level positions. Thus the
organization and the individual capitalizes on the identification of specific
development needs and facilitates the development process for these people to
be capable of being successful in these higher level positions.
This is a custom
designed process for each organization.
The research and design portion of this would more than likely entail
10-15 consultant days @:
Commercial Cost $25,000 to $37,500 Prof. Fee
GSA Cost $20,000 to $30,000 Prof. Fee
The conduct of
these
Commercial Cost $7,500 to $17,500 Prof. Fee
GSA Cost $6,000 to $14,000 Prof. Fee
Assessor Training
One of the key elements
in an
This three (3) day
program covers the critical and essential skills necessary to be an effective
Assessor in the
Commercial Cost $7,500 Prof. Fee
GSA Cost $6,000 Prof. Fee
Additional Programs
Train-the-Trainer Program
This three day program
is designed to provide the essential information necessary to: determine
training needs accurately (Needs Assessment); develop training/instructional
objectives; design training materials and develop training strategies that
support attainment of the instructional objectives; delivery approaches,
techniques and styles; evaluation strategies/levels; thru to re-design.
Commercial Cost $7,500 Prof. Fee
GSA Cost $6,000 Prof. Fee
Individual Directions Development/Appraise
Your World This one day workshop is focused on Individual
Development/Executive Development. A
combination of diagnostics and feedback are provided to enable participants to
understand their strengths, weaknesses, desires, needs, cravings, motivations,
etc. the combination of these inputs allows participants to begin a life
planning process to bring higher levels of satisfaction to both their personal
and professional lives.
Commercial Cost $2,500 Prof. Fee
GSA Cost $2,000 Prof. Fee
874-5
SUPPORT PRODUCTS
Support products
are those items used in support of services offered in SINs 1 through 4 and 6.
They could include: Support products can be workbooks, training manuals,
slides, videotapes, overhead transparencies, software programs, etc. Any
support products offered must be supplied in conjunction with services offered
herein.
|
PROGRAM/PRODUCT CATEGORY |
COMMERCIAL RATE/PRICE |
|
Leadership Perception Profiler/ Leadership Effectiveness
Analysis 360 |
$300/Person |
|
Basic Supervisory/ Management Skills |
$100/Person |
|
Myers-Briggs Type Indicator (MBTI) Intro Session |
$50/Person |
|
Situational Leadership 1 Day Version |
$50/Person |
|
Situational Leadership 2 Day Version |
$60/Person |
|
Building an Effective Team |
$25/Person |
|
Work Style Inventory/Management Effectiveness Analysis |
$300/Person |
|
Basic Project Management Skills |
$20/Person |
|
Assessing, Interpreting & Changing Organizational Culture |
$40/Person |
|
Myers-Briggs & Organizational Change |
$50/Person |
|
Designing & Leading Organizational Change |
$50/Person |
|
Myers-Briggs & Sales |
$50/Person |
|
Consultative Selling Skills |
$50/Person |
|
Service Excellence Exceeding Your Customers Needs |
$50/Person |
|
Project Management Assessment/Development Center |
$420/Person |
|
Individual Directions Development/Appraise Your World |
$140/Person |
874-7
PROGRAM INTEGRATION AND PROJECT
MANAGEMENT
Contractors shall
provide services in the management, integration, and programs and projects.
These services may include, but are not limited to: program management, program
oversight project management program integration (team leader)
With respect to this area of competence, we have most recently been
involved with the NASA Academy for Project & Program Leadership curriculum,
specifically for their Basic Project Management, Advanced Project Management, Strategic
Aspects of Project Management and most recently in the design and
implementation of an assessment center (titled Project Mirror) for the
identification of needed Project Leader skill and competency deficiencies and
establishment of targeted development plans to bring them up-to-par in the
shortest period of time.
MOBIS
SUMMARY of
LABOR
CATEGORIES
for
SIN S 874-1,2,3,4 & 7
|
|
COMMERCIAL DAILY RATE |
COMMERCIAL HOURLY RATE |
GOV T/FAVORED CUSTOMER
DAILY RATE |
GOV T/FAVORED CUSTOMER HOURLY RATE |
GOV T. DISCOUNT % |
|
Senior
Consultant |
$2,500/day |
$312.,50/hr. |
$2,000/day |
$250.00/hr. |
20% |