MRB-56910 - USA (Washington) - Strategic Workforce Planning Capability Development and Implementation Services - Deadline September 16,2026

(1) Vendor needs to provide strategic workforce planning capability development and implementation services. – Design, develop, implement, and institutionalize a sustainable Strategic Workforce Planning (SWP) capability. – Create and mature the methodology, tools, governance, analytics, facilitation materials, change and communication approach, and repeatable annual refresh process. • Program management, governance, and capability development leadership: Provide project management and governance support while serving as a workforce planning capability–development partner.• Strategic workforce planning methodology and process design:– Create a repeatable SWP methodology that can be applied annually and updated as business needs evolve.– The methodology shall connect workforce demand, workforce capability, labor supply, risk, planning assumptions, governance, and reporting into a consistent process.• Workforce demand methodology and team–level workforce demand modeling: Expand and enhance workforce demand analysis at the team and functional level.– Help agency build the methodology, templates, data collection approach, analytical logic, and facilitation model required to forecast workforce demand by team, function, workstream, position classification, and/or position code, as applicable.• Workforce capability, skills alignment, and competency architecture: Help agency identify current and future capabilities, align capabilities to work and demand drivers, validate skills and competencies with business stakeholders, and maintain capability information over time.• Workforce planning analytics, reporting, and technology enablement: Support in developing workforce planning analytics, reporting routines, dashboards, and data governance practices that enable agency to monitor demand, capability, workforce risks, and workforce planning progress over time.• Communication management, change readiness, and staff adoption: Support communication management, change readiness, stakeholder readiness, and adoption of the SWP tools, processes, and operating model.• Workforce planning operating model, governance, and annual refresh: Design and implement the governance structure, ownership model, and annual refresh process needed to operate SWP over the long term.– Help agency define how workforce planning connects to budgeting, talent acquisition, workforce development, succession planning, organizational planning, labor relations, and department–level planning conversations.• Knowledge transfer, training, and transition to agency ownership: Teach agency staff how to execute the work, maintain the tools, facilitate engagement, interpret outputs, and run future refresh cycles.(2) All the questions must be submitted no later than September 4, 2026. (3) Pre–bid meeting will be held on September 2, 2026.