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The U.S. Office of Personnel Management (OPM) is seeking a contractor to provide anti-harassment training to its workforce of 2,700 employees. The training material must align with OPM's definition of harassment and cover various protected statuses such as race, color, sex, gender identity, sexual orientation, age, national origin, disability, and religion. The training will be conducted on a virtual platform and must be accessible to all employees, including those with disabilities. It should include a clear definition of unlawful harassment, examples of prohibited conduct, and information on how to report alleged harassment. The initial period of performance will be through FY23, with the possibility of continuation on an annual basis. OPM prefers interactive training in live sessions and separate sessions for supervisors and non-supervisors.
This opportunity presents a significant contract for a contractor experienced in providing anti-harassment training. With a workforce of 2,700 employees, OPM requires comprehensive training that covers various protected statuses and promotes a respectful work environment. The training must be accessible to all employees and include information on reporting procedures. The use of a virtual platform allows for flexibility in delivery and ensures widespread participation. Contractors should emphasize their ability to deliver interactive training in live sessions, as well as their experience in tailoring content for different employee groups such as supervisors and non-supervisors. This contract offers potential for continued work beyond the initial period of performance if the contractor demonstrates effectiveness in delivering the required training.
The U.S. Office of Personnel Management (OPM) is seeking a contractor to provide anti-harassment training to its workforce of 2,700 employees. The training material must align with OPM's definition of harassment and cover various protected statuses such as race, color, sex, gender identity, sexual orientation, age, national origin, disability, and religion. The training will be conducted on a virtual platform and must be accessible to all employees, including those with disabilities. It should include a clear definition of unlawful harassment, examples of prohibited conduct, and information on how to report alleged harassment. The initial period of performance will be through FY23, with the possibility of continuation on an annual basis. OPM prefers interactive training in live sessions and separate sessions for supervisors and non-supervisors.
This opportunity presents a significant contract for a contractor experienced in providing anti-harassment training. With a workforce of 2,700 employees, OPM requires comprehensive training that covers various protected statuses and promotes a respectful work environment. The training must be accessible to all employees and include information on reporting procedures. The use of a virtual platform allows for flexibility in delivery and ensures widespread participation. Contractors should emphasize their ability to deliver interactive training in live sessions, as well as their experience in tailoring content for different employee groups such as supervisors and non-supervisors. This contract offers potential for continued work beyond the initial period of performance if the contractor demonstrates effectiveness in delivering the required training.
The U.S. Office of Personnel Management (OPM) is seeking a contractor to provide anti-harassment training to its workforce of 2,700 employees. The training material must align with OPM's definition of harassment, which includes unwelcome comments or physical conduct based on protected statuses such as race, color, sex, gender identity, sexual orientation, age, national origin, disability, and religion. The contractor will be required to deliver the training on a virtual platform accessible to all employees, including those with disabilities. The training should include a clear definition of unlawful harassment, examples of prohibited conduct, and guidance on reporting procedures. Additionally, OPM prefers interactive training conducted in live sessions and separate sessions for supervisors and non-supervisors. The initial period of performance will be through FY23 with the possibility of continuation on an annual basis.
This opportunity provides contractors with the chance to deliver essential anti-harassment training to a large government agency. OPM's workforce of 2,700 employees necessitates comprehensive training that addresses various protected statuses and promotes a respectful work environment. The virtual platform delivery method allows for flexibility and accessibility, ensuring all employees can participate. Contractors should highlight their expertise in developing interactive training sessions and tailoring content for different employee groups. The potential for continued work beyond the initial period of performance offers long-term opportunities for contractors who can effectively deliver the required training.
