SOLICITATION NUMBER: 14/2023

ISSUANCE DATE: August 21, 2023

QUESTIONS DUE: August 28, 2023, 15:00 hours Malawi time
CLOSING DATE/TIME: September 4, 2023

SUBJECT: Solicitation for a Cooperating Country National Personal Service Contractor (CCN PSC)
for the position of Human Resources Assistant, FSN 9

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, Section I through V of this solicitation.

Incomplete or unsigned offers will not be considered. Offerors should retain copies of all offer
materials for their records.

Any questions must be directed in writing to the Point of Contact specified in Attachment 1. with
the subject line: “Questions Solicitation No. 14 /2023 Human Resources Assistant, not later than
August 28, 2023 at 15:00 hours, Malawi time. We will post responses as soon as possible
afterward.

Offers must be sent to [email protected]. with the subject line: “Solicitation No. 14/2023
CCNPSC Human Resources Assistant. To ensure delivery by the due date, it is recommended that
offers be sent as email attachments.

This solicitation in no way obligates USAID to award a PSCCCN contract, nor does it commit USAID
to pay any cost incurred in the preparation and submission of the offers.

Sincerely,

Digitally signed by

Warren Gray Warren Gray

Date: 2023.08.17 13:11:06
+02'00'
Warren Gray
Supervisory Executive Officer

U.S. Agency for International International Address:

Development Tel: +265-1-772455 USAID/Malawi
Malawi Mission USA Phone: 202-216-6244 DOS/ Lilongwe
NICO House Fax: +265-1-773181 2280 Lilongwe Place
P.O. Box 30455 Http://www.usaid.gov/missions/mw Washington D.C. 20521-2280
LILONGWE 3
 ATTACHMENT 1

I. GENERAL INFORMATION

1. SOLICITATION NO.: 14/2023

2. ISSUANCE DATE: August 21, 2023

3. CLOSING DATE/TIME FOR RECEIPT OF OFFERS: September 4, 2023, at 17:00 p.m.

Malawian time.

4. POINT OF CONTACT: Martha Nanthoka, Supervisory Human Resources Specialist

at [email protected] with copy to Thokozani Chataika, HR Assistant at
[email protected]

5. POSITION TITLE: Human Resources Assistant

6. MARKET VALUE: $19,532-$30,270 (basic salary, paid in local currency Kwacha at

the prevailing exchange rate), equivalent to FSN-9. In accordance with AIDAR
Appendix J and the Local Compensation Plan of United States Mission, Malawi
(Effective February 26, 2023). Final compensation will be negotiated within the
listed market value.

7. PERIOD OF PERFORMANCE: Five (5) years renewable, estimated to start o/a

January 2024.

8. PLACE OF PERFORMANCE: Lilongwe, Malawi with possible travel as stated in the

Position Description.

9. ELIGIBLE OFFERORS:

ALL APPLICANTS MUST HAVE THE REQUIRED WORK AND/OR RESIDENCY

PERMITS TO BE ELIGIBLE FOR CONSIDERATION.

1. This position is open to ALL interested Cooperating Country National (CCN)

applicants. Cooperating Country Nationals as defined in AIDAR, Appendix J,
Section (1)(7) “Cooperating Country National” (“CCN”) means an individual
who is a Malawian citizen, or a non-Malawian citizen lawfully admitted for
permanent residence in Malawi.”
2. Current employees serving a probationary period are not eligible to apply.
3. Current employees with unsatisfactory performance are not eligible to apply.
4. Management will consider nepotism/conflict of interest, budget, and
residency status in determining successful candidacy.

International Address:
U.S. Agency for International Development Tel: +265-1-772455 USAID/Malawi
Malawi Mission USA Phone: 202-216-6244 DOS/ Lilongwe
NICO House Fax: +265-1-773181 2280 Lilongwe Place
P.O. Box 30455 Http://www.usaid.gov/missions/mw Washington D.C. 20521-2280
LILONGWE 3
 10. SECURITY LEVEL REQUIRED: Selected applicant must be able to obtain a
favorable Security Certification for Employment Authorization from the U.S.
Embassy’s Regional Security Office.

II. STATEMENT OF DUTIES

BASIC FUNCTION OF POSITION:

Reporting directly to the Supervisory Human Resources Specialist, the Human

Resources (HR) Assistant serves all designated offices and is responsible for providing
the full range of personnel services and Human Resource (HR) functions. HR Unit
responsibilities include position classification, recruitment, contract administration
and management of all local (CCN) and international (US and TCN) Personal Services
Contract (PSC) positions; budgeting for all PSC personnel including salaries and
benefits, USDH bidding, assignment, and overall Post personnel management and
support (i.e. arrival/departure, post protocol and privileges, visas, EFM employment,
etc.), performance management programs for CCN and American staff, management
of Mission staff training, career development, and awards programs, maintenance and
upkeep of HR databases and staffing reporting; and, serving as the main liaison unit
with the US Embassy regarding HR topics and periodic reports.

MAJOR DUTIES AND RESPONSIBILITIES:

Personal Services Contractor (PSC) Contract Administration and Management

Recruitment: The incumbent independently manages and is in charge of day-to-day

recruitment and contracting processes for Personal Services Contract employees.
Provides high level advice and technical guidance to the Mission Management and
employees related to recruitment procedures and internal Mission policies for both
local and international employees. S/he is responsible for proper and timely
management of selection, recruitment, and appointment of PSC staff; the incumbent
administers the complete cycle of the recruitment process for locally and
internationally hired contract employees to include the following: a) drafting
solicitations/vacancy announcements and ensuring appropriate publication of
solicitations and prompt distribution; b) collection and review of applications received,
screening them for meeting the publicized minimum qualifications, and shortlisting
applications for review by the appropriate Mission Technical Evaluation Committees;
c) arranging interviews, serves as the HR representative on TEC panels, and
administering pre-employment skills tests; d) drafting all correspondence required
under the hiring process and communicating with applicants regarding selection
matters. The HR Assistant in collaboration with a Contracting Officer, has the authority
to negotiate salary and other contract terms, initiates all pre-employment and
personnel actions which affect appointment, and works closely with the selected
candidate to ensure smooth and timely onboarding.
The incumbent serves as the HR advisor in charge of providing briefing and orientation
on USAID policies and regulations to incoming personnel. The incumbent advises and
counsels PSC staff throughout their career, on matters pertaining to their employment.

3
The incumbent also provides advice and guidance to supervisors and office chiefs on
matters related to PSC recruitments.

Contract Administration and Management: The HR Assistant is responsible for day-to-

day PSC contract administration and management. Being an in-house expert in PSC
contracting, the incumbent is responsible for proper implementation and application
of the Federal contracting laws and Agency regulations and policies, for achieving
effectiveness and efficiency of contracting operations, and ensuring fiscal integrity of
the Agency’s fiscal systems. The HR Assistant is responsible for ensuring that PSC
contract files are administered, managed, and maintained consistent with M/OAA
guidelines governing contract management requirements. The incumbent is
responsible for preparing and processing all PSC contracts, personal services
contracting actions, and modifications such as incremental funding, extension, salary
step increase, renewal, etc. in collaboration with a Contracting Officer. The incumbent
ensures all requisite contract documentation is uploaded in ASIST, maintains and
upkeeps.
ASIST database for all PSC contracts. The HR Assistant is responsible for conducting and
processing the PSC contract close-outs following the mandatory ADS close out
procedures and guidelines.

Administration of Performance Management Program, Training, and Awards

Performance Management: The HR Assistant is responsible for the management of

the performance evaluation program and serves as an advisor to all Mission employees
and Mission Management on the employee evaluation and performance management
issues. The incumbent is responsible for proper and quality implementation of the
employee evaluation program within the Mission. The HR Assistant advises Mission
employees and supervisors on all aspects of employee performance management such
as annual evaluation process, performance improvement plan, mentoring and
coaching, and achievement recognition. The incumbent ensures the performance
evaluations of all employees are accomplished in a timely manner; s/he is responsible
for maintaining the performance evaluation files current on when evaluations and
annual step increases are due; and follows through with employees and supervisors to
ensure that evaluations are submitted on or before due dates, and that narratives are
consistent with the official duties and responsibilities of the respective position.
Ensures that annual performance evaluations as well as work objectives for the next
rating cycle are completed and submitted to the HR Office within the timeframe set by
the EXO.

Training Program and Activities: The HR Assistant is responsible for the management
and administration of the employee training and career development initiatives. The
incumbent conducts Mission-wide assessment and analysis of the employee training
needs to determine what training is required to help staff meet strategic goals and
objectives and ensures these are linked to and included in their annual work plans. The
HR Assistant ensures compliance with the Mission Order on Training and Agency
policies and procedures and provides guidance and direction to employees and
managers on training policies and regulations. The HR Assistant also maintains and
upkeeps a training database with the training history of all employees and establishes
and maintains training files for all employees and programs. The HR Assistant advises
and assists Mission employees and supervisors with the completion of Individual

4
Learning and Training Plans (ILTPs), linking the ILTPs to the Performance Evaluation
Reports (PERs). The HR Assistant guides staff to find appropriate on-line and in-person
training opportunities.

The HR Assistant serves as the HR representative and facilitator for the annual and ad-
hoc Training Committee (TC) meetings for review and approval of employee’s training
requests and ensures that the TC’s recommendations are submitted to the Mission
Director in a timely manner; and, tracks recipients’ completion of their funded training,
and advises the EXO when reimbursement is due.

Incentive Awards Programs: The HR Assistant manages the administration of the

Mission incentive awards program (IMAP) and the Agency Incentive Awards Program,
including cash awards, honor awards, meritorious step increases, safe driving awards,
and length of service awards. The Assistant drafts memoranda to all employees
providing awards information, and deadlines for submission; collects award
nominations; reviews nominations with the S/EXO and the supervisor; and provides
nominations to the interagency awards committee or to the Bureau AMS through
EIMS, as appropriate. Once awards are approved, the Assistant informs the nominee
and submits the approved awards to the appropriate payroll office to facilitate cash
payment processing, effecting meritorious step increases, or other awards recognition.
The HR Assistant assures that nominations submitted to USAID/Washington are
provided in the correct format and submitted to the proper AID Washington contact.

Human Resources Administration

The incumbent serves as a liaison and resource person responsible for providing
leadership, advice and technical guidance to employees on all personnel matters,
salary and benefit entitlements under contracts, in accordance with the Standardized
Regulations and General Provisions. Provides guidance and counsels employees in the
proper implementation of HR policies and procedures. Specific responsibilities include
provides high level advice and technical guidance on matters relating to the local
compensation plan, payroll, wages and compensation and benefits, health and life
insurance, leave policy, and retirement and severance pay entitlements. Keeps
employees informed and advises them of changes in personnel policies and procedures
in USAID/Malawi. Advises and counsels employees on the full range of personnel and
management matters such as employee relations, Post privileges, housing, allowances,
entitlements, salary increases, environmental and working conditions, Reduction-in-
Force (RIF), separation, ethics and conduct, disciplinary actions, grievance procedures,
and other HR management issues.

Organizes and coordinates the orientation of new CCN employees and new offshore
arrivals at the Mission. S\he develops and coordinates mentoring programs and
professional enrichment programming, including staff exchanges, fellowships,
rotations, and other opportunities. Establishes and maintains all CCN employees’
official personnel/contract folders in ASIST, ensuring that these are kept current,
accurate, and complete; prepares personnel actions for promotions, step increases,
resignations, retirements, disciplinary actions, etc.; coordinates all activities related to
the Medical Insurance Plan and the CCN Retirement Plan provided to employees under
the Local Compensation Plan; and, requests insurance for the duration of official travel
for CCNs traveling abroad.

5
The HR Assistant manages and coordinates arrivals and departures of expat staff. The
HR Assistant serves as the main point of contact and liaison for all employees assigned
to Post responsible for providing guidance and coordinating their transfer to/from
Post. This includes coordination and communication with gaining/losing Mission(s) and
AID/W, sending out the welcome to Post information, arrival and departure notices,
making sure employees complete their check-in or check-out process, coordination
with the Embassy GSO regarding housing, ICASS support, and making other Post
arrangements. The Assistant provides the orientation program and advises new
personnel on overseas and educational allowances, job-related subjects, security
matters, and the physical location of offices and services, including completing HR
forms. Processes all agency entitlement/allowances related to personnel and family
arrival, including the accreditation of PSC and other non-USDHs and school payments.
Ensures that all new arrivals complete the arrival processes, such as registration with
Embassy and Ministry of Foreign Affairs, acquisition of the Ministry of Foreign Affairs
card, security and health briefings, etc. are completed within the shortest time
possible.

Position Management and Positions Classification

Position Management and Classification: The incumbent serves as the Mission HR

Advisor for position management and classification purposes acting as consultant to
management, familiarizing participants, and management with the MCLASS
classification structure and process and PSC benchmarking. The incumbent advises and
assists employees and supervisors in preparing accurate and current position
descriptions to reflect duties, responsibilities, and organizational relationships for
authorized positions. HR Assistant serves as a main point of contact (POC) for the
servicing Human Resources Support Unit (HRSU). Reviews Position Description (PD)
and Job Discussion Help Sheet (JDHS) submitted for adequacy, clarity, and
completeness and serves as a quality control specialist for review of all MClass
documentation prior to submission to the HRSU. Ensures that all employees have up-
to-date and signed classification reports and PDs, as appropriate. Advises employees
and supervisors on final position evaluation and classification results and appeals
procedure.

The HR Assistant conducts the review and analysis of job descriptions for off-shore PSC
positions and conducts a GS-equivalent market value determination.

Summer Hire Program and Records Keeping

Summer Hire Program: The HR Assistant fully supports the Supervisory HR Specialist
in the management of the USAID Summer Intern and Family Member Summer Hire
Programs and is considered the Point of Contact (PoC) for information and
implementation of these programs at the Mission. For USAID Interns assigned by
Washington, the incumbent will manage all logistics, when necessary.

For Family Member Summer Hires, the incumbent will solicit USAID offices for
statements of work, obtain a list of all eligible family members seeking summer
employment, and coordinate with Embassy HR. Once students are identified, notifies
both the students and Offices of their relative assignments. The incumbent assists

6
 interns and dependents with all logistical aspects of their internship, such as
completion of the W-4 form, and recording Time and Attendance. The incumbent will
prepare and present an orientation session, explaining USAID procedures for payment,
conduct, etc. The incumbent will provide backup to the EXO/Human Resources
Specialist on HR issues.

Records Keeping and Reporting: The HR Assistant is responsible for maintaining

accurate and up to date different types of HR records on HR information systems
(WebPass, EAPS, OPS, ASIST, public drive, HR drive, etc.), maintaining official personnel
and contract files and recruitment files. The incumbent regularly updates various
Mission staffing reports and ensures that all employee and contract data and
information is up to date and accurate at all times, prepares and submits periodic
staffing pattern and staffing numbers and other ad-hoc HR reports to
USAID/Washington and the Embassy. Prepares various reports and status updates on
recruitment actions as needed.

III. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION

a. Education: At least two years of post-secondary education (College studies or

local equivalent) in Human Resources Management, Business Administration
and Public Administration.
b. Prior Work Experience: A minimum of three years of progressively
responsible, job related, professional-level experience in the field of human
resources management, business or public administration, and/or contracting
is required. Some of the total experience should be in recruitment, position
classification, personnel administration, performance management or in a
closely related field. At least two years of such experience should have
included substantive work in an English-language work situation, in the private
sector, or for an international organization is required.
c. Language Proficiency: Level IV (Fluent) speaking/reading/writing of English
and Level IV (Fluent) speaking/reading of Chichewa is required.

IV. 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.

Prior Work Experience: A minimum of three years of progressively responsible, job

related, professional-level experience in the field of human resources management,
business or public administration, and/or contracting is required. Some of the total
experience should be in recruitment, position classification, personnel administration,
performance management or in a closely related field. At least two years of such

7
experience should have included substantive work in an English-language work
situation, in the private sector, or for an international organization is required.

Job Knowledge: The HR Assistant must possess a detailed knowledge of or have the
ability to quickly gain a thorough knowledge of, the Automated Directives System
(ADS), position classification, the LES handbook, the Local Compensation Plan (LCP), 3
FAM, USAID-specific handbooks and associated-agency human resources manuals
and regulations. A good understanding or the ability to gain a good understanding, of
the Agency Position Classification System (MCLASS) and its associated manuals is
required. A good knowledge of USG contracting regulations (AIDAR, ADS 309, AAPDs,
etc.) and procedures is required, after appropriate training. A good knowledge of local
labor law, standard personnel practices applicable to the full spectrum of human
resources/personnel management from recruitment through retirement, prevailing
practice in compensation and employment; and knowledge of personnel
administration principles and benefits for all categories of international staff in
Malawi is required.

Skills and Abilities: The position requires excellent communication and organizational
skills, tact, excellent negotiation skills, good judgment and discretion, compassion,
understanding, and an interest in serving people to maintain smooth and effective
working relationships with personnel at all levels. Good judgment and analytical skills,
in order to make objective decisions and present them concisely is necessary and the
ability to research, interpret and apply regulations to particular situations is required.
Excellent computer skills in the use of MS Office applications, Google Suite, and HRM
applications are needed. Work requires the utmost discretion in handling human
relations matters, and the ability to inspire confidence and maintain confidentiality.
The incumbent must be able to work under pressure, and to make decisions quickly
and independently when dealing with emergencies. The incumbent must maintain a
positive customer service orientation and be able to manage multiple priorities with
minimal supervision. Good customer services, interviewing and analytical skills to
make objective evaluation decisions and present them concisely. Ability to apply and
interpret regulations to current situations is necessary.

Total Possible Demonstrated Experience, Knowledge, Skills & Abilities Points: 20

points
Total Possible Interview Points: 50 points
Total Possible Written Exercise Points: 30 points
Satisfactory Professional Reference Checks: Pass/Fail

Total Possible Point -100

• Applicants will be initially screened based on the extent to which the individual
meets the minimum qualifications above.

• A Technical Evaluation Committee (TEC) will review and evaluate the applications
that meet the minimum requirements and will create a ranking of the most highly
rated and technically qualified applicants based on the selection/evaluation
criteria.

8
 • The TEC may conduct interviews of the most highly rated applicants before making
a selection recommendation to the Contracting Officer (CO). The interview may be
one of the determining factors in the final selection, but an interview is not always
necessary.

• A timed technical test may be required.

• Before a final candidate is selected the hiring panel will perform professional
reference checks (including those that have not been specifically identified by
applicants) and may check references before or after a candidate is interviewed.
The outcome of the reference checks will also be factored into the final selection.
The offeror’s references must be able to provide substantive information about
his/her past performance and abilities.

• Due to the volume of responses, individual acknowledgements regarding receipt of

applications cannot be made. Only those applicants who are invited for an
interview will be notified regarding the status of their applications.

V. SUBMITTING AN OFFER

1. Only those fulfilling the education and experience requirements listed above
should submit their application by e-mail to: [email protected].

2. Offers must be received by the closing date and time specified in Section I, item 3,
and submitted to [email protected].

3. To ensure consideration of offers for the intended position, Offerors must

prominently reference the Solicitation number in the offer submission. E-mails
received without the appropriate subject line and incomplete applications will not
be considered.

4. Offerors must submit ALL of the following documents to be considered;

• Current curriculum vitae (CV) or resume.

• Form AID 309-2 (offeror for personal service services contract with individuals):
https://www.usaid.gov/forms
• A cover letter or Summary Statement Addressing the evaluation factors
• Copy of educational certificates (bachelor, master’s degree, etc.)
• List of a minimum of three (3) professional references with accurate telephone
and e-mail information

[END OF ATTACHMENT 1]

9
 ATTACHMENT 2

VI. LIST OF REQUIRED FORMS TO BE SUBMITTED PRIOR TO AWARD

Once the Contracting Officer (CO) informs the successful candidate about being
selected for a contract award, the CO will provide the successful candidate
instructions about how to complete and submit the necessary forms for security and
medical certifications.

VII. BENEFITS AND ALLOWANCES

As a matter of policy, and as appropriate, a CCNPSC is normally authorized the

following benefits and allowances:

1. BENEFITS: (in accordance with the Malawi Local Compensation Plan)

a. Health Insurance
b. Local insurance (Defined Contribution Plan with National Insurance Company
[NICO])
c. Annual Salary Increase (if applicable)
d. Annual and Sick leave
e. Annual Bonus
f. Maternity Leave

2. ALLOWANCES: (in accordance with the Malawi Local Compensation Plan)

a. Meal Allowance
b. Miscellaneous Allowance
c. Housing Allowance

VIII. TAXES

The Mission emphasizes to all of its employees that they are obliged to observe
Malawian Laws, including those concerning income and related tax obligations.
Payment of such taxes is a matter between the individual employee and the
Malawian Government. The US Mission does not withhold or make tax payments.

IX. USAID REGULATIONS, POLICIES AND CONTRACT CLAUSES

PERTAINING TO PSCs

USAID regulations and policies governing CCN/TCN PSC awards are available at
these sources:

1. USAID Acquisition Regulation (AIDAR), Appendix J, “Direct USAID Contracts With

a Cooperating Country National and with a Third Country National for Personal
Services Abroad,” including contract clause “General Provisions,” available at
https://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf

2. Contract Cover Page form AID 309-1 available at https://www.usaid.gov/forms.

Pricing by line item is to be determined upon contract award as described below:

10
LINE ITEMS
ITEM SUPPLIES/SERVICES QUANTITY UNIT UNIT AMOUNT
NO (DESCRIPTION) (C) (D) PRICE (F)
(A) (B) (E)

0001 Base Period - Compensation, 1 LOT $ $_TBD at Award

Fringe Benefits and Other Direct _TBD__ after negotiations
Costs (ODCs) with Contractor_
- Award Type: Cost
- Product Service Code: [e.g.,
R497]
- Accounting Info: [insert one or
more citation(s) from
Phoenix/GLAAS]

1001 Option Period 1 – 1 LOT $ $_TBD at Award

Compensation, Fringe Benefits _TBD__ after negotiations
and Other Direct Costs (ODCs) with Contractor_
- Award Type: Cost
- Product Service Code: [e.g.,
R497]
- Accounting Info: [insert from
Phoenix/GLAAS]

2001 Option Period 2 – 1 LOT $ $_TBD at Award

Compensation, Fringe Benefits _TBD__ after negotiations
and Other Direct Costs (ODCs) with Contractor_
- Award Type: Cost
- Product Service Code: [e.g.,
R497]
- Accounting Info: [insert from
Phoenix/GLAAS]

3. Acquisition & Assistance Policy Directives/Contract Information Bulletins

(AAPDs/CIBs) for Personal Services Contracts with Individuals available at
http://www.usaid.gov/work-usaid/aapds-cibs

4.Ethical Conduct. By the acceptance of a USAID personal services contract as an

individual, the contractor will be acknowledging receipt of the “Standards of Ethical
Conduct for Employees of the Executive Branch,” available from the U.S. Office of
Government Ethics, in accordance with General Provision 2 and 5 CFR 2635. See
https://www.oge.gov/web/oge.nsf/OGE%20Regulations

5.EQUAL EMPLOYMENT OPPORTUNITY. The U.S. Mission provides equal opportunity

and fair and equitable treatment in employment to all people without regard to race,
color, religion, sex, national origin, age, disability, political affiliation, marital status, or
sexual orientation. The Department of State also strives to achieve equal employment
opportunity in all personnel operations through continuing diversity enhancement
programs. The EEO complaint procedure is not available to individuals who believe

11
 they have been denied equal opportunity based upon marital status or political
affiliation. Individuals with such complaints should avail themselves of the appropriate
grievance procedures, remedies for prohibited personnel practices, and/or courts for
relief.

6.PSC Ombudsman: The PSC Ombudsman serves as a resource for any Personal Services
Contractor who has entered a contract with the United States Agency for International
Development and is available to provide clarity on their specific contract with the Agency.
Please visit our page for additional information: https://www.usaid.gov/work-
usaid/personal-service-contracts-ombudsman.

The PSC Ombudsman may be contacted via: [email protected].

End of Attachment 2

End of Solicitation 14/23

12