USPSC Diversity, Equity and Inclusion Team Lead

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USAID / OFDA
Published
November 17, 2020
Location
Washington, D.C.
Post Type
Experience (minimum)
5-10 Years
Education (minimum)
Bachelor's
Travel Required?
Not specified
Base Salary
Not specified

Description

1. SOLICITATION NO.: 720FDA20B00084
2. ISSUANCE DATE: November 11, 2020
3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: This solicitation is open and continuous until July 14, 2021. The following are the closing dates for each review period:

December 2, 2020, 12:00 P.M. Eastern Time
March 22, 2021, 12:00 P.M. Eastern Time
July 14, 2021, 12:00 P.M. Eastern Time

Offerors not selected during a previous review period must reapply in order to be considered for positions available in subsequent review periods. A review period may be cancelled at HBMO’s discretion.

4. POINT OF CONTACT: HBMO Recruitment Team, BHA.HBMORecruitment@usaid.gov
5. POSITION TITLE: Diversity, Equity and Inclusion Team Lead
6. MARKET VALUE: $121,316 - $157,709 equivalent to GS-14 (includes locality pay)

Final compensation will be negotiated within the listed market value and based upon the candidate’s established salary history. Salaries over and above the top of the pay range will not be entertained or negotiated.

If the position is for a Washington based PSC, offerors who live outside the Washington, D.C. area will be considered for employment, but no relocation expenses will be reimbursed.
7. PERIOD OF PERFORMANCE: One (1) year, with four (4) one-year options
8. PLACE OF PERFORMANCE: Washington, D.C.
9. ELIGIBLE OFFERORS: U.S. Citizens
10. SECURITY LEVEL REQUIRED: Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.

POSITION DESCRIPTION

BACKGROUND
The United States Agency for International Development (USAID)’s Bureau for Humanitarian Assistance (BHA) is responsible for facilitating and coordinating U.S. Government (USG) humanitarian assistance overseas in response to all types of international disasters, including slow-onset disasters such as droughts or famine; natural disasters such as earthquakes or floods; or human-made disasters such as conflict or war. BHA is responsible for planning, coordinating, developing, achieving, monitoring, and evaluating international humanitarian assistance focusing on the following three pillars:

 Early Response and Disaster Relief programs are committed to responding early, protecting lives and livelihoods, reducing the impact of disasters on vulnerable populations, and helping households and communities to maintain their assets and their capacities for self-recovery.
 Early Recovery programs consist of activities that capitalize upon and protect opportunities for communities to restore and improve systems impacted by disasters, maintaining markets, service delivery, and supportive social networks after a crisis has occurred.
 Risk Reduction and Humanitarian Transition programs build resilience at household, community, and national levels; catalyze and sustain development efforts; and support the advances gained on the Journey to Self-Reliance. In addition, BHA will seek to link its life-saving emergency interventions to longer-term programs that move targeted communities forward.

BHA has seven offices, as follows:
The Bureau’s three geographic offices are: (1) Office of Africa; (2) Office of Asia, Latin America, and the Caribbean; and (3) the Office of the Middle East, North Africa, and Europe. Each geographic office designs, provides, and assesses humanitarian assistance for their respective regions, including assistance related to responding to, recovering from, and reducing the risk of human-made and natural disasters, while linking with other USAID investments that build resilience.

The Office of Global Policy, Partnerships, Programs, and Communications (G3PC) shapes and influences USAID’s role within the international humanitarian system; leads engagement on a range of policy, programmatic, and operational issues; and positions the Agency to influence collective response to emergency needs across the globe.

The Office of Technical and Program Quality (TPQ) leads the Bureau's efforts to provide high-quality programmatic and technical leadership, oversight, and guidance. In addition, TPQ leads the Bureau’s external engagement with academia and coordinates research to advance the effectiveness, efficiency, and impact of humanitarian and multi-year programming.

The Office of Humanitarian Business and Management Operations (HBMO) is responsible for maintaining 24/7 operability by providing leadership, planning, quality assurance, technical expertise, and process management. HBMO ensures effective stewardship of the Bureau’s support services, including workforce planning, staffing, financial management, internal controls, facilities operations, and infrastructure.

The Office of Field and Response Operations (FARO) leads and manages operational assistance and the purchase and delivery of goods and services in response to declared foreign disasters and international humanitarian needs in key functional areas, including supply-chain management, procurement, logistics, oversight, and operational coordination with the U.S. military.

INTRODUCTION
The Office of Humanitarian Business and Management Operations (HBMO) is the office within the Bureau for Humanitarian Assistance that is responsible for providing the bureau with all of the necessary capacities to maintain 24/7 operability, such as leadership, staffing, budget planning, quality assurance, technical expertise, and business processes. HBMO develops, maintains, and coordinates the Bureau’s critical business functions and processes in areas of acquisition and assistance, administrative management services, workforce planning, talent management, internal training, programmatic risk management, audit management, budget planning and financial management and information technology. The office is organized into five divisions, namely, Acquisition and Assistance; Award, Risk, and Performance Management; Human Resources and Administrative Management Services; Budget and Finance; and Information Technology Management.

OBJECTIVE
The Diversity, Equity and Inclusion (DEI) Team Lead is responsible for managing the Diversity and Inclusion Team as well as leading the Bureau for Humanitarian Assistance’s (BHA’s) efforts to develop, implement and institutionalize a continuous diversity, equity and inclusion strategy. The DEI Team Lead will serve as the Bureau’s expert on DEI, including both technical leadership and representation throughout USAID.

DUTIES AND RESPONSIBILITIES

Management
 Ensure the Diversity, Equity and Inclusion (DEI) Team is fulfilling the team’s mandate to develop and implement a continuous diversity, equity, and inclusion strategy in line with and in support of USAID’s Diversity and Inclusion Strategic Plan, ultimately leading to a diverse, equitable and inclusive workplace.
 Manage the activities of the DEI Team and provide training, guidance, and support to team members as needed.
 Conduct quality assurance on team work products, ensuring that written communications and presentations are clear, concise, accurate and error-free.
 Proactively problem-solve and mitigate risks before they arise.
 Create and maintain a collaborative and effective team environment while setting the tone and example for open communication and regular coordination; a work environment conducive to mutual respect; clear expectations for performance; and clear delegations of roles, responsibilities, and authority.
 Ensure the DEI Team management and supervision structure is in place; hiring staff; developing solicitations; ensure performance evaluations, staff development plans, and training are in place for the entire team; and effectively address performance issues of DEI Team staff, as needed.
 Create a culture of civility and respect whereby both managers and employees are expected to behave professionally at all times.
 Set workload and direct assignments for DEI staff.

Representation
 Represent BHA’s DEI program to BHA senior leadership and to relevant groups across USAID in written and oral forms, including drafting of memos, oral presentations, written policies, and advocacy documents.
 Represent BHA staff’s interests and reflect the Agency’s guidance and efforts back to BHA via participation in relevant DEI groups across USAID.
 Serve as BHA’s official liaison and representative with relevant USAID groups, including relevant Employee Resource Groups, USAID’s Office of Civil Rights and Diversity, Executive Diversity Council, Staff Care, Employee and Labor Relations and Action Alliance for Preventing Sexual Misconduct.
 Engage with public and private sector think-tanks, policy groups, and other external experts on diversity, equity and inclusion to continually identify, evolve and institutionalize learning and best practices. Work with these entities to identify opportunities for BHA leadership to engage on these topics.
Technical
 Develop a comprehensive DEI strategy, objectives, metrics and multi-pronged implementation plan for BHA that spans all offices and addresses all hiring-mechanisms and staff levels.
 Ensure BHA’s DEI strategy directly links to and supports the implementation of USAID’s Diversity and Inclusion Strategic Plan.
 Lead implementation of DEI initiatives for BHA by working with BHA and HBMO leadership and staff at all levels and across all hiring-mechanisms within the organization, including by sharing best practices, tools, training, and open conversations.
 Convene and lead a BHA Diversity, Equity and Inclusion Advisory Council with representation from across all BHA offices to ensure all DEI solutions, policies, and strategies are applied corporately across BHA; to maintain a standardized communication, feedback, and information platform within BHA; and to ensure cross-Bureau engagement and input on DEI matters.
 Support BHA staff to understand and fulfill their responsibilities to adhere to USAID’s policies, laws, and executive orders that prohibit Equal Employment Opportunity (EEO) and non-EEO infringements as well as the agency’s zero tolerance for sexual misconduct, including harassment, exploitation and abuse of any kind, including coordination with USAID offices and units regarding these policies.
 In conjunction with and in support of relevant HBMO Human Resources and Administrative Management Services (HRAMS) Division teams, inform and/or develop and maintain key corporate strategies and policies on DEI matters including but not limited to the areas of recruitment, retention, training, performance management, and workforce planning.
 Advise leadership across BHA to ensure that DEI principles, policies and strategies are embedded in and inform every aspect of the organization, including human resource management processes.
 Support BHA leadership to ensure the Agency’s anti-discriminatory policies are implemented.
 Work with BHA leadership to identify and address structural barriers to DEI in the organization.
 Work with HBMO and BHA leadership to identify and address equity issues across hiring mechanisms.
 Review BHA and USAID’s suite of DEI training and identify opportunities for strengthening BHA’s corporate training strategy.
 Inform the development and implementation of training for staff at all levels across the bureau in DEI topics such as bystander intervention, unconscious bias, and talking about organizational diversity; and serve as subject matter expert as needed in the development and delivery of associated training
 Develop a DEI metrics strategy to transparently measure BHA’s progress toward DEI goals, including establishing baseline data.
 Regularly report on goals and progress to BHA leadership and staff at all levels to help encourage accountability for change across the organization.
 Promote a culture of everyday inclusion throughout the bureau by developing change agents that champion DEI initiatives at all levels of BHA staff.
 Coordinate and convene BHA’s Diversity, Equity and Inclusion Advisory Council along with other employee networks or resource groups that identify and implement solutions related to DEI.
 Become certified and serve as an Agreement Officer’s Representative/Contracting Officer’s Representative (AOR/COR), as assigned. The AOR/COR provides financial and programmatic oversight of all aspects of managing the agreement or contract; this includes but is not limited to reviewing invoices, requests for approvals, program/project deliverables (i.e. work plans, annual reports, month status reports), travel requests, key personnel requests, and financial/budget reports. They are responsible for drafting and submitting the annual contractor performance evaluation in Contract/Assistance Performance Assessment Review System (CPARS/APARS). They prepare and review contract/assistance modifications documentation and assist the Contracting/Agreement Officer to ensure performance is compliant with the terms and conditions of the contract/agreement, the FAR, and USAID policy. AOR/CORs are responsible for all related requirements set forth in the COR designation letter and the AOR designation letter.

SUPERVISORY RELATIONSHIP:
The USPSC will take direction from and report to the HBMO/HRAMS Division Chief or his/her designee.

SUPERVISORY CONTROLS:
Supervisor provides administrative directions in terms of broadly defined missions or functions. The USPSC independently plans, designs and carries out programs, projects, studies or other work. Results are considered authoritative and are normally accepted without significant change.

12. PHYSICAL DEMANDS
The work is generally sedentary and does not pose undue physical demands. During deployment on DARTs (if required), and during site visits, there may be some additional physical exertion including long periods of standing, walking over rough terrain, or carrying of moderately heavy items (less than 50 pounds).

13. WORK ENVIRONMENT
Work is primarily performed in an office setting. During deployment on DARTs (if required), and during site visits, the work may additionally involve special safety and/or security precautions, wearing of protective equipment, and exposure to severe weather conditions.

14. START DATE: Immediately, once necessary clearances are obtained.

II. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION
EDUCATION/EXPERIENCE REQUIRED FOR THIS POSITION
(Determines basic eligibility for the position. Offerors who do not meet all of the education and experience factors are considered NOT qualified for the position.)

Bachelor’s degree with significant study in or pertinent to the specialized field (including, but not limited to: human resources, diversity programs, organizational studies, business administration, communications, social work, public policy, or a related field) plus a minimum of nine (9) years of progressively responsible professional experience working in human resources, diversity programming, organizational change, business administration, social work, or public policy with a minimum of four (4) years on diversity, equity and inclusion efforts. A minimum of one (1) year of previously managing staff required.

OR
Master’s degree with significant study in or pertinent to the specialized field (including, but not limited to: human resources, diversity programs, organizational studies, business administration, communications, social work, public policy, or a related field) plus a minimum of seven (7) years of progressively responsible professional experience working in human resources, diversity programming, organizational change, business administration, social work, or public policy with a minimum of four (4) years on diversity and inclusion efforts. A minimum of one (1) year of previously managing staff required.

III. 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. FAR provisions of this solicitation are available at https://www.acquisition.gov/browse/index/far.

SELECTION FACTORS
(Determines basic eligibility for the position. Offerors who do not meet all of the selection factors are considered NOT qualified for the position.)
● Offeror is a U.S. Citizen.
● Complete resume submitted. See cover page for resume requirements. Experience that cannot be quantified will not be counted towards meeting the solicitation requirements.
● USPSC Offeror form AID 309-2. Offerors are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.
● Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.
● Must not appear as an excluded party in the System for Award Management (SAM.gov).
● Satisfactory verification of academic credentials.

OFFEROR RATING SYSTEM
The offeror rating system factors are used to determine the competitive ranking of qualified offerors in comparison to other offerors. Offerors must demonstrate the rating factors outlined below within their resume, as they are evaluated strictly by the information provided. The rating factors are as follows:
Professional Experience (40 points)
 Demonstrated breadth of experience developing and leading diversity, equity and/or inclusion initiatives within a diverse organization. This may include, but is not limited to, efforts such as assessing and advising on DEI strategies for recruitment, retention, training, performance management, and workforce planning.
 Demonstrated experience with laws that prohibit EEO and/or non-EEO infringements or other policies, laws, and executive orders related to diversity, equity and inclusion.
 Demonstrated experience creating a collaborative environment for a team of diverse staff in a fast-paced environment while meeting ongoing deadlines.
 Demonstrated experience working with senior leadership and staff at all levels, including by providing clear, concise and error-free oral presentations and written communications, to implement change programs.
 Demonstrated experience in communicating complex and sensitive subjects clearly and professionally, especially via developing and delivering training programs and in written communications, to staff of all levels.
 Demonstrated experience in leading teams within a high-pressure environment.

Interview Performance (50 points)
Satisfactory Professional Reference Checks (10 points)
Total Possible Points: 100

BASIS OF RATING: Offerors who meet the Education/Experience requirements and Selection Factors will be further evaluated in accordance with the Offeror Rating System. Those offerors determined to be competitively ranked may also be evaluated on interview performance and satisfactory professional reference checks.

Offerors are required to address each factor of the Offeror Rating System in their resume, describing specifically and accurately what experience, training, education and/or awards they have received as it pertains to each factor. Be sure to include your name and the announcement number at the top of each additional page. Failure to address the selection factors and/or Offeror Rating System factors may result in not receiving credit for all pertinent experience, education, training and/or awards.

The most qualified offerors may be interviewed and required to provide a writing sample. BHA will not pay for any expenses associated with the interviews. Professional references and academic credentials will be evaluated for offerors being considered for selection. Note: Please be advised that references may be obtained independently from other sources in addition to the ones provided by an offeror. BHA reserves the right to select additional offerors if vacancies become available during future phase of the selection process.

IV. SUBMITTING AN OFFER
Offers must be received by the closing date and time at the address specified in the cover letter.

Qualified individuals are required to submit:
1. Complete resume. In order to fully evaluate your offer, your resume must include:
(a) Paid and non-paid experience, job title, location(s), dates held (month/year), and hours worked per week for each position. Any experience that does not include dates (month/year), locations, and hours per week will not be counted towards meeting the solicitation requirements.
(b) Specific duties performed that fully detail the level and complexity of the work.
(c) Education and any other qualifications including job-related training courses, job-related skills, or job-related honors, awards or accomplishments.
(d) U.S. Citizenship
(e) Optional: How did you hear about this opportunity? (beta.SAM.gov, BHA Jobs, Career Fair, etc.).

Your resume must contain sufficient information to make a valid determination that you fully meet the experience requirements as stated in this solicitation. This information must be clearly identified in your resume. Failure to provide information sufficient to determine your qualifications for the position will result in loss of full consideration.

2. USPSC Offeror form AID 309-2. Offerors are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted. AID 309-2 is available at http://www.usaid.gov/forms. Additional documents submitted will not be accepted.

By submitting your offer materials, you certify that all of the information on and attached to the offer is true, correct, complete, and made in good faith. You agree to allow all information on and attached to the offer to be investigated. False or fraudulent information on or attached to your offer may result in you being eliminated from consideration for this position, or being terminated after award, and may be punishable by fine or imprisonment.

To ensure consideration of offers for the intended position, please reference the solicitation number on your offer, and as the subject line in any email.

DOCUMENT SUBMITTALS
Via email: BHA.HBMORecruitment@usaid.gov

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