|Date Posted:||Jul 8, 2021|
|Closing Date:||Jul 25, 2021|
|Work Type:||Full Time|
|Number of Vacancies:||2|
|Functional Area:||Human Resources|
|Salary Range:||As per company salary scaleAF|
|Years of Experience:||3 Years|
|Contract Duration:||5 year(s)|
|Possibility of Contract Extension:||Yes|
|Probation Period:||3 months|
SOLICITATION NUMBER: 72030621R10016
ISSUANCE DATE: July 08, 2021
CLOSING DATE/TIME: July 25, 2021 (4:30 PM Kabul Time)
SUBJECT: Solicitation for a Cooperating Country National Personal Service Contractor (CCNPSC) Human Resources Assistant FSN-07 (Multiple Vacancies)
Dear Prospective Offerors:
The United States Government, represented by the U.S. Agency for International Development (USAID), is seeking offers from qualified persons to provide personal services under contract as described in this solicitation.
Offers must be in accordance with Attachment 1 of this solicitation. Incomplete offers will not be considered. Offerors should retain copies of all offer materials for their records.
This solicitation in no way obligates USAID to award a PSC contract, nor does it commit USAID to pay any cost incurred in the preparation and submission of the offers.
Any questions must be directed in writing to the Point of Contact specified in the attachment 1.
Female candidates are strongly encouraged to apply
I. GENERAL INFORMATION
1. SOLICITATION NO.: 72030621R10016
2. ISSUANCE DATE: July 08, 2021
3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: July 25, 2021 no later than 4:30 PM Kabul time
4. POINT OF CONTACT: E-mail at firstname.lastname@example.org
5. POSITION TITLE: Human Resources Assistant
6. MARKET VALUE: Equivalent to FSN-07 (Step 1 – 13)
In accordance with AIDAR Appendix J and the Local Compensation Plan of U.S. Embassy Afghanistan. Final compensation will be negotiated within the listed market value.
7. PERIOD OF PERFORMANCE: Five (5) years, estimated to start one (1) month following receipt of Security Clearance. Employment contract issued under this solicitation is of a continuing nature. Its duration is expected to be part of a series of sequential contracts.
8. PLACE OF PERFORMANCE: Kabul, Afghanistan with possible travel as stated in the Statement of Duties.
9. ELIGIBLE OFFERORS: Cooperating Country National (CCN), meaning an individual who is a cooperating country (Afghanistan) citizen or a non-cooperating country citizen lawfully admitted for permanent residence in the cooperating country.
10. SECURITY LEVEL REQUIRED: Foreign Service National (FSN) Security Certification.
11. STATEMENT OF DUTIES
1. General Statement of Purpose of the Contract
Under the general supervision of the Human Resources Specialist, the incumbent performs various human resource functions/programs and services. Major human resource functional areas include: recruitment; selection; salary/pay processes; performance evaluation; position classification; promotions; employee benefits; training; awards program; retirement; and disciplinary actions.
Duties & Responsibilities:
2. Statement of Duties to be Performed
Local Employee Pay and Benefits Management
The incumbent advises and provides technical guidance on local pay and benefit practices, including but not limited to: local compensation plan, payroll, benefits, health and life insurance, leave policy, retirement and severance pay entitlement. The incumbent informs employees of changes in personnel policies, practices and procedures in the Agency and the Mission, keeping abreast of policies and regulations proposed by the Embassy, EXO/HR, and/or required by changes in local law. The incumbent advises staff members and supervisors on human resources management matters, including performance evaluation, employee relations, salary increases, training, incentive awards, environmental and working conditions, Reduction-in-Force (RIF), separation, ethics and conduct, disciplinary actions and grievance procedures, and other human resources management issues.
The incumbent assists in the recruitment and appointment of CCN employees. The incumbent assists in coordinating all the initial steps of the recruitment of:
CCNPSC Employees: The incumbent drafts vacancy announcements and has them cleared by the Executive Officer and hiring supervisor. The incumbent develops and recommends sources for recruitment of personnel (including internal recruitment). The incumbent ensures vacancies are posted on Mission intranet and pertinent web sites. If situation requires, the incumbent prepares and submits for approval newspaper advertisements to be run in trade or professional journals.
The incumbent conducts the screening process and maintains accurate applicants list and related information, the incumbent refers all qualified applicants to the hiring office for selection of candidates for further interviewing and/or testing. If the hiring office requests a second level of screening to determine who should be interviewed and/or tested, the incumbent will forward all qualified candidates to the hiring office.
The incumbent conducts skill tests administered by HR such as computer proficiency, writing and language skills. The incumbent ensures that other types of tests administered by the hiring sections are conducted fairly.
The incumbent participates on the interview panel, ensuring that HR policies and procedures are adhered to and records deliberation and outcome for official recruitment file. The incumbent prepares job offer and arranges for medical and security certifications. The incumbent prepares letters for candidates interviewed but not offered a position. The incumbent coordinates with losing and gaining offices to ensure the smoothest possible transition for internal transfers. The incumbent maintains up-to-date personnel files for LE staff, adding or deleting from files as necessary.
United States Personal Service Contractor (USPSC) and Third-Country Personal Service Contractor (TCNPSC) employees: The incumbent assists the Human Resources Specialist (HRS) and/or the designated Human Resources Assistant in the recruitment process for US/TCNPSC positions, including but not limited to: preparation of job advertisements and announcements for posting internationally; collecting resumes, screening applications, forming selection committees, and serving as the HR representative to selection committees; the incumbent prepares contracts for review and signature by Executive Officer – Human Resources (EXO/HR), and reports awards to USAID/Washington/Office of Acquisition and Assistance (OAA); administers and corrects tests of typing speed, language skills, and for other skills, prepares recruitment correspondence, including notifications of non-selection and job offer letters, advising applicants of the agency’s hiring practices, operating procedures (work hours, benefits, etc.); initiates health and security clearance procedures for new employees, in coordination with the Embassy RSO, USAID/Security, and EXO/HR, and ensures that employees have up-to-date clearances.
Position Classification and Management
The incumbent closely works with Human Resources Specialist (HRS) to assists in position classification by working closely with employees and supervisors in developing position descriptions, ensuring position descriptions accurately and currently reflect duties, responsibilities and organizational relationships. In consultation with EXO/HRS, the incumbent discusses classification decisions informally with supervisors and employees to explain the basis for the decisions and to develop understanding and acceptance of them.
Entry & Exit Management
The incumbent performs a variety of duties connected with the in-processing and out-processing of Locally Engaged employees. These duties include: participates in the quarterly new employee orientation program by creating and presenting presentations and workshops for newcomers; initiates relevant personnel actions; updates personnel system database; provides HR in-briefing on conduct, pay and benefits; verification that the final pay calculation done by Bangkok is correct according to the Local Compensation Plan; drafts and routes letters of separation; employment certificate; and other employment related memorandums and letters; performs separation counseling; shepherds separation appeals through the appeal process. The incumbent processes separation action for deceased employees taking care of the following processes: life insurance, drafting cables to Washington, notification of USAID’s Executive Office, advising the family on benefits and pay, interfacing with the insurance company and family in case of dispute.
Establishment, Examination & Processing of Personnel Actions
The incumbent examines personnel action requests of employees and supervisors and initiates personnel action requests. The incumbent Ensures that all documentations are complete, internally consistent, and in compliance with official records and policies; obtains additional or corrected information as necessary. The incumbent prepares for Executive Officer signature individual personnel actions for all types of transactions including PSC contracts, promotions, periodic pay increases, reassignments, suspensions, leave-without-pay, demotions, resignations, retirements, etc.
Performance Management & Employee Development
The incumbent manages performance evaluation process for employees and offices. This work includes assisting employees and supervisors to develop clear work goals and objectives against which employees are to be evaluated; sending out reminders about when evaluations are due; providing them with pertinent information and guidelines on matters such as preparation of performance evaluation reports, admissibility of comments, effect on employees’ careers, assisting in the development of essential goals and work requirements; and ensuring that the requirements and appraisals properly reflect the organizations and their functions during the rated period, reviewing completed evaluations for completeness and internal consistency.
The incumbent provides technical assistance to local employees on matters relating to career development or promotion. The incumbent provides information to locally-hired staff and their supervisors on issues such as work conditions, leave policies, compensation, resignations, etc., and referring particularly complex, sensitive or precedent-setting issues to supervisor.
Training and Development
The incumbent supports post training program by registering employees for training, notifying employees of attendance, drafting country clearance cables, and maintaining accurate individual training records. The incumbent works with client supervisors and their staff to plan for and receive training and development to equip them with the needed knowledge and skills to at least meet established performance standards. The incumbent receives and presents training requests for approval, drafts memos and training cable, prepares training agreements, advises trainees about insurance. The incumbent supports post training program by advising about available trainings and maintaining accurate individual training records. Works with client supervisors and their staff to plan and receive training and development to equip them with the needed knowledge and skills to at least meet established performance standards. The incumbent receives and presents training requests for approval, drafts memos and training cable, prepares training agreements, advises trainees regarding insurance requirements.
The incumbent establishes and maintains a database to identify Employee Performance Report (EPR) /Work and Development Plan (WDP) based training need of LE Staff in order to support HR's target for identifying Mission training need and plan. Coordinates and organizes a day-long HR based refresher courses for identified target group. In coordination with HRS, the incumbent assesses the impact of the workshop, identifies need/skill gaps and as well measure positive impact of the workshop; coordinates and organizes with HR members/facilitators the preparation, participation and producing of standard presentation slides and other supporting materials, conducts and lead the workshop in close consultation with the Deputy Executive Officer (D/EXO) and HRS. The incumbent designs feedback template and collect feedback from participants, and produces and analyzes feedback summary reports for future improvements.
The contractor is eligible for temporary duty (TDY) travel to the U.S., or to other Missions abroad (if required), to participate in the "Foreign Service National" Fellowship Program, in accordance with USAID policy.
12. PHYSICAL DEMANDS
The work requested does not involve undue physical demands.
I. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION
a) Education: At least two (2) years of college/university studies in human resources management, business administration, management, marketing management or related social science field is required. (Education requirements must be met at the time of application for the subject position).
b) Work Experience: A minimum of three (3) years of progressively responsible experience in human resources work in at least two (2) of the following HR areas: recruitment & selection; job evaluation; or pay & benefits administration with a basic understanding of employment law and/or substantial knowledge of and experience in an administrative HR role is required. (Work experience requirements must be met at the time of application for the subject position).
c) Language: Level IV (fluent) speaking/writing of English and Level IV (fluent) speaking/writing of Dari or Pashto is required. (English language ability will be tested).
d) Knowledge: A good understanding of Compensation, Position Classification, human resources manuals is required. Basic knowledge of contracting regulations and procedures is required. Knowledge of local labor law and standard human resources practices applicable to the full spectrum of human resources management.
e) Skills and Abilities: Good organizational, judgment and analytical skills is required. The incumbent must have a high level of customer service skills with an ability to maintain smooth and effective working relationships with all Mission personnel and at all levels. Interviewing and analytical skills to make objective position evaluation decisions and present them concisely are necessary. An ability to apply and interpret regulations to current situations is required. Competency in using MS Office Suite is a requirement.
II. EVALUATION AND SELECTION FACTORS
The Government may award a contract without discussions with offerors in accordance with FAR 52.215-1. The CO reserves the right at any point in the evaluation process to establish a competitive range of offerors with whom negotiations will be conducted pursuant to FAR 15.306(c). In accordance with FAR 52.215-1, if the CO determines that the number of offers that would otherwise be in the competitive range exceeds the number at which an efficient competition can be conducted, the CO may limit the number of offerors in the competitive range to the greatest number that will permit an efficient competition among the most highly rated offers. The FAR provisions referenced above are available at https://www.acquisition.gov/browse/index/far.
After the closing date for receipt of applications, applications will be reviewed for basic eligibility (quality check, submitted all required documents, meeting the set requirements, education and experience). Successful Applications will be forwarded to the Technical Evaluation Committee (TEC) for review. The TEC will review and score the application based on the evaluation factors as described below. Successful candidates at this stage will be invited for an English Proficiency Test and Skills Test. Candidates with the best scores based on their application and skills test will be invited for interview
Application: 25 Points: Extent to which the applicant has the education or training required to satisfy position elements, and quality of experience or skills necessary to successfully perform the work. The application review will be weighted as follows: Experience (10 points), Job Knowledge and Skills (15 points). (See II. b, d, e.) Candidates with superior scores from the application review will be invited to complete an English test and skills test. Those that are determined successful in the English Test and Skills test will participate in an interview.
English Proficiency Test (EPT) Pass/Fail (Level IV)
Skills Test: 25 Points: Candidates will have one hour to attend a written assessment. Questions will focus on best practices for human resources management, filing and customer service. Assessment will be graded on content (15 points) and proper use of the English language (10 points).
Interview: 50 Points: Interview questions will revolve around the candidate’s propensity to:
• Demonstrate an understanding of the local labor laws of Afghanistan;
• Demonstrate an understanding of confidentiality regarding human resources and personnel actions;
• Demonstrate the ability to work effectively in a team environment;
• Handle multiple, competing tasks simultaneously.
Total Possible Score: 100 Points
References of the finalists will be checked prior to offering the position. Applicant references must be able to provide substantive information about past performance and abilities. USAID/Afghanistan reserves the right to seek references from anyone who may be able to provide information about a candidate; reference checks are not limited to the names provided. A preponderance of negative references will likely disqualify a candidate from consideration.
USAID/Afghanistan reserves the right to select additional candidates if vacancies become available during future phases of the selection process.