Human Capital and Training Solutions (HCaTS)

HCaTS is designed to address agencies’ needs for a full range of customized human capital, training and organizational performance improvement requirements and will support Federal agencies in accomplishing the following six objectives:

  1. Improving the management of human capital in accordance with the HCAAF and OPM governing doctrines and accomplishing their assigned critical missions
  2. Increasing the effectiveness and efficiency of critical business processes
  3. Providing optimal professional development opportunities to the Federal workforce
  4. Undertaking effective change management initiatives
  5. Developing effective metrics to assess progress in carrying out human capital strategies, and
  6. Maximizing the return on investment in training and development, human capital, and organizational performance improvements.

HCaTS Overview

HCaTS is a ten-year, multiple award, Indefinite Delivery/Indefinite Quantity (IDIQ) contract administered by the General Services Administration (GSA), in partnership with the Office of Personnel Management (OPM). HCaTS provides flexible and innovative solutions for customized human capital, training and organizational performance improvement services.

The contract includes the following benefits for all Federal clients:

  • Available for use by all Federal government agencies
  • Allows flexibility for all contract types, including hybrids and cost-reimbursement, at the task order level
  • 10 year period of performance
  • High program ceilings – $3.45B (Pool 1) and $2.3B (Pool 2) – allow for long term planning of complex program requirements
  • Allows ancillary support components (Other Direct Costs (ODCs)), at the task order level

HCaTS Scope

HCaTS is a ten-year, multiple award, Indefinite Delivery/Indefinite Quantity (IDIQ) contract administered by the General Services Administration (GSA), in partnership with the Office of Personnel Management (OPM). HCaTS provides flexible and innovative solutions for customized human capital, training and organizational performance improvement services.

KSA 1 – Customized Training and Development Services

This KSA covers many types of customized training and development requirements and their respective lifecycles, which can be performed at any level (e.g., enterprise, unit, individual). The level of customization may vary dependent upon an ordering activity’s requirements. While training and development requirements that are not customized are generally, by definition, considered to be outside the scope of this KSA, the HCaTS CO reserves the right to permit consideration of limited customization efforts dependent upon the total solution required to meet a Federal agency’s needs.

The scope of KSA 1 falls into two domains:

1. Customized Training Services: Includes, but is not limited to, training that is developed and/or delivered to any Federal employee to enhance knowledge, skills and abilities related to a specific title, series and/or function on any subject matter, or general knowledge, skills and abilities. Customized training services may also include, as part of training management support, such support services as course or instructional program administration. Customized training services may also include training that is developed and/or delivered to a Federal agency’s constituency(ies) as a means of enabling the agency to carry out its mission, and

2. Customized Employee Development Services: Includes, but is not limited to, services provided to any Federal employee to develop and/or enhance their general, mission-specific, management and/or leadership knowledge, skills and abilities. A service that is provided to any Federal employee to coach them throughout their transition(s) in the Federal government.

Training and development services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

KSA 2 – Customized Human Capital Strategy Services

This KSA covers many types of customized human capital strategy services and their respective lifecycles, which can be performed at any level (e.g., enterprise, unit, individual). The level of customization may vary dependent upon an ordering activity’s requirements. While human capital strategy services that are not customized are generally, by definition, considered to be outside the scope of this KSA, the HCaTS CO reserves the right to permit consideration of limited customization efforts dependent upon the total solution required to meet a Federal agency’s needs.

The scope of KSA 2 is inclusive of, but not limited to, a broad range of human capital and human resources services. These services may include, as a part of talent management and human capital management, the following:

  • HR strategy
  • Organizational and position management
  • Staff acquisition
  • Performance management
  • Compensation management (excluding payroll)
  • HR Development
  • Employee relations
  • Labor relations
  • Separation management

The scope of KSA 2 excludes payroll processing, benefits management, and personnel action processing, which are provided through Public and Private Shared Service Centers (SSCs).

Human capital strategy services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

KSA 3 – Customized Organizational Performance Improvement

The scope of KSA 3 is inclusive of, but not limited to, improved performance requiring changes in how people are organized around business processes, changes to the processes themselves and the tools created to support those processes, as well as changes in management practices.

Customized organizational performance improvement services can be provided at any level for any discipline and subject matter in any format and mode. As a part of an integrated and total solution, temporary services as defined by FAR Section 37.112 and information technology products and services are allowable provided they are ancillary and incidental to the in-scope work to be performed.

Guidehouse Capabilities

Guidehouse works with the Federal government to help them successfully meet 21st-century workforce challenges. We promote human capital services and solutions that are comprehensive, innovative, and forward-looking. Guidehouse understands that each agency or department has a unique set of strengths and challenges, so we offer customized solutions based on our experience and values but tailored to their needs.

Guidehouse’s solutions support the Office of Personnel Management’s (OPM) Human Capital Assessment and Accountability Framework (HCAAF). The Framework is designed to help organizations transform to a results-oriented, citizen-centered culture. Guidehouse uses a holistic, integrated service offering designed to solve unique human capital challenges by focusing on six interlocking performance areas:

Strategy

The establishment of an organizational structure that supports the achievement of business objectives and is aligned with the organization’s mission and strategies.

• Does the organization’s human capital strategy effectively support the execution of its mission?

• Are human capital programs and initiatives aligned with mission objectives?

• Have specific human capital tactics and priorities been defined to drive optimal workforce performance?

Organizational Design

The development, design, and implementation of a human capital road map that provides direction for an organization to achieve its goals.

• What agency-specific factors influence organizational structure (e.g., business capabilities, governance and decision rights, organizational model, talent strategy, process/technology)?

• Are the organization’s missions and goals supported by its structure?

• Are roles and lines of authority within the organization clearly defined and communicated?

• Have critical functions been identified?

Workforce Planning

A holistic approach that provides a framework for staffing decisions and resource allocations based on an organization’s mission, strategic plan, resources, and workforce objectives.

• What are the workforce needs and characteristics to accomplish current and future organizational responsibilities?

• Does the organization have the right people, with the right skills, in the right jobs, at the right time?

• Are the organization’s recruitment, development, and training decisions linked to its workforce priorities and do they support the organization’s mission objectives?

Knowledge Management

The effort to capture, transfer, organize, and share tacit and explicit knowledge to address mission critical issues such as knowledge retention.

• Does the organization have a clearly defined knowledge retention and transfer strategy and policy?

• Does the organization have a robust infrastructure in place to support a knowledge retention and
   transfer program?

• Is there a program that embeds institutional knowledge retention into the organization’s business
  processes?

Succession Management

Planning for the development and placement of people in senior executive positions in order to establish, maintain, and nurture the entire pipeline of leadership talent.

• Which executive positions are critical to the success of the organization?

• How does the organization evaluate its current and aspiring leaders?

• Does the organization have a recruiting strategy and leadership development program?

• What is the organization’s strategy to retain key leaders?

Contract Information

Guidehouse holds a prime contract in Pools 1 and 2, which contain the following NAICS codes:

Pool 1

611430 – Professional and Management Development Training

611699 – All Other Miscellaneous Schools and Instruction

624310 – Vocational Rehabilitation Services

Pool 2

541611 – Administrative Management and General Management Consulting Services

541612 – Human Resources Consulting Services

541613 – Marketing Consulting Services

541618 – Other Management Consulting Services

611710 – Educational Support Services

Contract Documents:

Pool 1 Conformed Contract (Contract Number GS02Q16DCR0027)

Pool 2 Conformed Contract (Contract Number GS02Q16DCR0064)

Labor Categories and Definitions

Additional Resources:

GSA HCaTS webpage

GSA HCaTS Contact: hcats@gsa.gov

Contact us:

Frank Durso
Corporate HCaTS Program Manager (CHPM), Guidehouse
(703) 965 8278
fdurso@guidehouse.com

Brett Surbey
Corporate HCaTS Contract Manager (CHCM), Guidehouse
(571) 245 0304
bsurbey@guidehouse.com

DUNS number: 079529872
Guidehouse Support: gsa_hcats@guidehouse.com

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