ML22063A037

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NRC-2022-000080 - Resp 1 - Final, Agency Records Subject to the Request Are Enclosed. Part 1
ML22063A037
Person / Time
Issue date: 02/24/2022
From:
NRC/OCIO
To:
Shared Package
ML22063A034 List:
References
FOIA, NRC-2022-000080
Download: ML22063A037 (12)
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SECTION C. STATEMENT OF WORK THE NRC accepts Evolution Managements Proposal as received.

C.1 Title of Project This Project is titled: Competency / Position Modeling Development C.2 Background The Nuclear Regulatory Commission (NRC) licenses and regulates the Nations civilian use of radioactive materials to protect public health and safety, promote the common defense and security, and protect the environment. The NRCs regulatory mission includes three main areas: 1) Reactors - commercial reactors for generating electric power and research and test reactors used for research, testing and training; 2) Materials - uses of nuclear materials in medical, industrial, and academics setting and facilities that produce nuclear fuel; 3)

Transportation storage, and disposal of nuclear materials and waste and decommissioning of nuclear facilities from service.

To support the mission the NRC employs technical and non-technical staff in a variety of roles and positions. In support of its mission, the NRC provides a program of training and qualification for its inspectors and other technical personnel. Staff are required to complete training and qualification programs to develop the skills needed to perform their duties The NRC is looking to enhance employee agility by reducing the time required to shift employees or their work assignments to meet the demands of a changing environment. To support this initiative, the Agency is piloting a new approach to strategic workforce planning using competency modeling to identify training gaps and skill needs for mission-critical positions. A competency model is a framework for organizing a collection of observable skills, behaviors, knowledge, and attitudes that impact the quality of work that people do. It describes what people need to be able to do in order to execute their responsibilities effectively. By documenting the competency models needed to execute job tasks, the NRC can perform a gap analysis of existing qualification programs against needed knowledge and skills and make changes to its qualification programs to make training and development programs more efficient and effective.

Competency models have the ability to close skill gaps and will support the long-term strategic workforce planning efforts by the agency to enhance the NRCs ability to plan and execute its mission in a more effective, efficient, and agile manner. To be successful, competency models must be role-specific to provide NRC employees with a baseline that tells them what skill gaps exist and what development activities are needed to transition to different roles. The competency models also must identify various levels of proficiency and performance.

C.3 Objective The objective of this contract is to develop competency models for selected NRC technical and corporate support positions (Roles).

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C.4 Scope of Work/Tasks The contractor shall provide all resources necessary to accomplish the tasks and deliverables described in this Statement of Work (SOW). Activities under this project are being conducted to accelerate the development of competency models and a skills inventory to support agency strategic workforce planning efforts. The contractor shall provide the following services:

Task 1: Review Organizational Structure and Develop a Recommended List of Roles.

1. Perform Organizational Review and Develop Recommended List of Roles: The contractor shall perform a review of the NRC organizational structure and positions and develop a recommended list of roles or job families ("Roles) for the competency model to be developed under task C.4.3.
2. Review Organizational Roles and Position Descriptions: The contractor shall review the information on organizational roles and position descriptions provided by the Contracting Officers Representative (COR).
3. Develop List of Roles for Possible Modeling: Based on the outcome of the organizational review, the contractor shall develop a recommended list of roles for possible competency modeling. After this list is developed, the COR will select the roles that will then be modeled under Task C.4.3. (minimum 5 and a maximum of 50 roles).
4. Develop and maintain a Project Plan: Jointly with the NRC COR, the contractor shall determine the roles to be modeled and develop a Project Plan with a list of the roles based on NRC CORs selection of identified roles for the project. After the initial Project Plan is developed, the contractor deliver revised Project Plans within 2 days of COR request.
5. The Contractor shall complete the organizational review, identification of roles and the Project Plan shall within 60 days of contract award.

Task 2: Conduct Interviews with NRC Staff.

1. For each role selected under the Project Plan development in Task C.4.1., the NRC COR shall identify the NRC Subject Matter Experts to be interviewed and coordinate interviews with the contractor.
2. The contractor shall interview the selected NRC Subject Matter Experts for the purpose of developing the competency model under Task C.4.3.
3. During the scheduled interviews, the selected NRC Subject Matter Experts shall provide information to the contractor on their specific roles and responsibilities for each job description as it relates to their current duties.

Task 3: Develop Position / Competency Models.

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1. Identify Specific Tasks for Each Role: Based on the input collected in these interviews with the NRC Subject Matter Experts, the contractor shall identify and develop examples of specific tasks for each role.
2. Identify Proficiency Levels for Each Task: For each for each task identified, the contractor shall identify both behavioral examples as well as proficiency levels, using the following numerical scale: (1) Learning, (2) Basic, (3) Applied, (4) Skilled, (5)

Expert.

3. Develop a Task Model for Each Selected Role: The contractor shall develop the completed competency model in accordance with the standard format included as an example in this SOW.
4. The contractor shall complete the competency / position model no later than 30 calendar days after completion of the scheduled subject matter expert interviews.

C.4.4. GENERAL INFORMATION

1. For the purposes of maintaining consistency with previously-completed work, the NRC COR will provide the contractor access to current developed competency models.
2. The NRC COR will order at least (5) but no more than fifty (50) competency / position models to be developed under this contract.
3. The NRC COR will select the roles to be modeled.
4. The contractor shall conduct these NRC Subject Matter Expert interviews via virtual meetings, or teleconference, or at a designated NRC facility if requested by the COR.
5. If travel is authorized by the NRC COR, the contractor shall travel to the designated location specified by the COR to complete the i n t e r v i e w s . Potential interview locations include: Atlanta, GA; Arlington, TX; King of Prussia, PA; Lisle, IL; Chattanooga, TN; and Rockville, MD.
6. Scheduled interview dates shall be arranged between the COR and the contractor and confirmed by written delivery order from the COR to the contractor (email is permissible).
7. The NRC may reschedule or cancel any session without obligation to the government should the NRC determine no later than thirty (30) days prior to the scheduled workshop.

C.5 Reporting Requirements 3

C. 5.1 Monthly Status Reports The contractor shall provide a Monthly Progress Report with an option for a briefing/presentation after each model to the NRC. The NRC shall provide feedback and the contractor will make adjustments if necessary. The contractor can develop the report template.

C.5.2 Final Report The contractor shall provide a Final Report summarizing the work performed and the results and conclusions reached under this contract. The Final Report shall include any and all details, observations, and recommendations for follow on actions for onboarding, career planning or training the contractor believes to be relevant under the circumstances. The contractor can develop the report template.

The Contractor shall deliver the Final Report to the COR prior to the expiration of the contract period of performance. The Final Report shall not be considered complete until the COR reviews and accepts the Final Report.

C.6 Level of Effort CLINS SOW Tasks FY 18 FY 19 FY 20 TOTAL LOE 00001 Task 1 200 0 0 200 00002 Tasks 2 & 3 850 600 200 1,650 TOTAL Tasks 1 - 3 1,050 600 200 1,850 C.7 List of Deliverables The following are required deliverables under this contract:

1. A recommended list of roles for the project based on the contractors NRC organizational review performed as part of Task C.4.1.
2. Develop and maintain Project Plan: A Project Plan with a list of roles performed as part of Task C.4.1., for subsequent model competency development under Task C.4.3. To be delivered within 2 days of COR request.
3. Competency / Position Models: For each role that is selected for competency modeling development under Task C.4.3, the contractor shall develop examples of specific tasks, behavioral examples and proficiency levels at different numerical proficiency levels for each task.

The Contractor shall provide all deliverables to the COR in a Microsoft Word format. The NRC will provide a template for the competency / position models.

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C.8 Release of Publications No documents generated by the contractor under this contract shall be released for publication or dissemination without CO and COR prior written approval.

C.9 Place of Performance The primary location of contract performance will be the contractor facility via virtual workshops.

Contractor travel may be required to assist with organizational / position review or interviews if requested. If travel is authorized by the COR it will be scheduled at one of the following NRC locations:

1. NRC Headquarters Location:

U.S. Nuclear Regulatory Commission White Flint Complex 1555 Rockville Pike Rockville, MD 20852-2738

2. U.S. NRC Region I:

2100 Renaissance Blvd., Suite 100 King of Prussia, PA 19406-2713

3. U.S. NRC Region II:

Marquis One Tower 245 Peachtree Center Ave. N.E., Suite 1200 Atlanta, GA 30303

4. U.S. NRC Region III:

2443 Warrenville Road Suite210 Lisle, Illinois 60532-435

5. U.S. NRC Region IV:

1600 East Lamar Boulevard Arlington, Texas 76011-4511

6. U.S. NRC Technical Training Center:

Osborne Office Center 5746 Marlin Road, Suite 200 Chattanooga, TN 37411-5677 5

C.10 Personnel and Qualification Requirements The following positions have been designated as key personnel: (See Section H, clause 2052.215-70 KEY PERSONNEL. (JAN 1993))Competency Model Developer(s) / Facilitator(s) -

All contractor personnel proposed for this labor category shall have a minimum of five years of professional experience developing competency models for technical positons in an engineering or scientific field. Experience performing job task analysis is desired but not required.

C.11 Contractor Travel Contractor will be authorized travel expenses consistent with the Federal Travel Regulation (FTR) and the limitation of funds specified in the travel line item of this contract/order. All travel requires prior written Government approval from the Contracting Officer (CO), unless otherwise delegated to the COR.

C.12 Data Rights The NRC shall have unlimited rights to and ownership of all deliverables provided under this contract/order, including reports, recommendations, briefings, work plans and all other deliverables. All documents and materials, to include the source codes of any software, produced under this contract/order are the property of the Government with all rights and privileges of ownership/copyright belonging exclusively to the Government. These documents and materials may not be used or sold by the contractor without prior written authorization from the CO. All materials supplied to the Government shall be the sole property of the Government and may not be used for any other purpose. This right does not abrogate any other Government rights.

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Section J Attachment 2 Competency Model Example REGULATORY AND TECHNICAL ANALYSIS TASKS

Task Example: Perform event assessments Rating Behavioral Examples 5 - Expert

  • Recognized by decision makers as an expert in event assessments o Usually able to provide recommendations based on event analysis
  • Apply foresight to defend conclusions o Anticipate and prepare for objections
  • Identify key, but traditionally unexplored, areas to investigate
  • Create event assessment templates for others to use
  • Demonstrate Skilled behaviors 4 - Skilled
  • Understand all modeling assumptions of different plant types
  • Understand aspects of the event that arent explicitly included in the model o Revise the model accordingly
  • Consistently provide well supported recommendations to management based on results/conclusions
  • Translate technical to laymans language and vice versa with ease
  • Follow up with stakeholders to ensure understanding of results
  • Consistently communicate to stakeholders in an unbiased fashion o Provide all sides of the event (the good, bad, and ugly) o Allow them to make their own decisions
  • Apply insight to defend conclusions o Apply personal experience and a broader understanding of regulatory framework in my defense o Reviewers typically concur with my assessments
  • Demonstrate Applied behaviors 3 - Applied
  • Quickly identify the resources required to understand the event
  • Understand the event o Review operational event information (e.g., Licensee Event Report (LER))

o Evaluate the conditions that led to the event

  • Refer to sources that contain plant-specific information o Final Safety Analysis Reports (FSARs) o Standardized Plan Analysis Risk (SPAR) model reports o Operator training manuals o Plant visits o Licensing submittals o Integrated Safety Analysis (SA) summaries
  • Model the event o Understand the scope of the Probabilistic Risk Assessment (PRA) model o Select the appropriate Event/Fault Tree(s) and relevant components o Understand the human reliability aspects of the event o Perform a recovery analysis
  • Run the analysis o Perform an uncertainty analysis (or sensitivity case(s) as appropriate) o Modify the model (e.g., adjust code input)

Modify model logic Modify data o Re-run the computer code

  • Review results o Understand the cut sets, sequences, uncertainties, and results
  • Challenge and/or validate assumptions used in the analysis
  • Interpret and draw conclusions o Determine risk significance
  • Communicate results to appropriate stakeholders
  • Defend conclusions by identifying assumptions and limitations

Rating Behavioral Examples 2 - Basic

  • Can independently perform some, but not all, Applied behaviors o Can perform basic event assessments on my own or with limited assistance for some tasks o Obtain guidance to help me learn and perform more complex event assessments
  • Understand basic modeling assumptions
  • Occasionally have difficulties finding the resources required to understand plant-specific information 1 - Learning
  • Understand the difference between developing a risk model/PRA and performing a risk assessment (e.g., event or degraded condition) using a risk model
  • Can execute individual event assessment tasks assigned to me

Perform uncertainty and sensitivity analyses Rating Behavioral Examples 5 - Expert

  • Recognized by decision makers as an expert in risk assessments o Usually able to provide recommendations based on risk analysis
  • Apply foresight to defend conclusions o Anticipate and prepare for objections
  • Explore various distribution types to determine the most appropriate to use as part of the uncertainty analysis, and document the basis for the determination
  • Determine a set of sensitivity analyses that collectively addresses the most risk-significant sources of uncertainty in the PRA model or application
  • Identify key, but traditionally unexplored areas to investigate
  • Create risk assessment templates for others to use
  • Recognized as an expert in model software (e.g., SAPHIRE) o Can easily perform manipulations o Frequently engaged by peers for support on software-related issues
  • Demonstrate Skilled behaviors 4 - Skilled
  • Use a simple means to perform diverse analysis to estimate the range of results o Cross-check order of magnitude
  • Characterize results and insights in terms of regulatory significance
  • Translate technical to laymans language and vice versa with ease
  • Follow up with stakeholders to ensure understanding of results
  • Consistently communicate to stakeholders in an unbiased fashion o Provide all perspectives of the analyses (the good, bad, and ugly) o Describes the broader context of the analyses o Allow management to make their own decisions
  • Apply insight to defend conclusions o Apply personal experience and a broader understanding of regulatory framework in my defense o Reviewers typically concur with my assessments
  • Possess advanced knowledge of modeling software (e.g., SAPHIRE) o Can perform complex simulations independently
  • Demonstrate Applied behavior 3 - Applied
  • Recognize/identify assumptions and limitations
  • Identify bounding and realistic assumptions and inputs
  • Identify key parameters o Ranges o Probabilistic distributions o Understanding which are correlated and which are independent
  • Run the analysis o Modify the model if applicable Modify model logic Modify data
  • Review results
  • Interpret and draw conclusions o Determine risk significance
  • Adept in use of modeling software (e.g., SAPHIRE)
  • Communicate results to appropriate stakeholders
  • Defend conclusions by identifying assumptions and limitations 2 - Basic
  • Can independently use modeling software (e.g., SAPHIRE) for basic tasks
  • Can perform some, but not all, actions required to perform uncertainty and sensitivity analyses o Able to quickly identify resources to help me accomplish tasks if needed

Rating Behavioral Examples 1 - Learning

  • Familiar with modeling software (e.g., SAPHIRE)
  • Understand different sources of uncertainty and what is covered in the model
  • Understand policy guidance on the use of uncertainty
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