- Identify, design, develop, and execute technology projects that will eliminate requirements gaps in facility and plant hardware, software, instrumentation, analytical methods, computational modeling and simulation, and test methodology improvements;
- Assure the transition of technology products to the intended environment with operational and maintenance activities identified;
- Conduct advanced measurement and troubleshooting services;
- Provide engineering support for Small Business Innovative Research (SBIR) programs;
- Execute and track progress of test technology projects.

Additionally, there are TOS test technology requirements related to providing lifecycle sustainment of technology assets and laboratory equipment including the technology laboratories.
The current A&AS test technology requirements are a subset of requirements found in the TMAS Range draft RFP that was issued to the General Services Administration's One Acquisition Solution for Integrated Services (OASIS) Pool 3 small business awardees. AEDC TMAS Range task order requirements are incorporated in an industry site visit briefing that was recently shared with the OASIS Pool 3 small businesses and other industry attendees. The July 15, 2014 briefing can be found at the AEDC competition library within the Test Services (Advisory and Assistance Services [A&AS]) folder. AEDC A&AS test technology requirements include providing the Government with advice and assistance in support of:

- Discovery and development of broadly applicable core technologies that advance the science of ground test and evaluation including new test capabilities in support of meeting future test program needs
- Technology advances in test instrumentation and diagno;stic capabilities;
- Technology advances in physics-based modeling and simulation capabilities;
- Technology advances in facility test techniques and monitoring capability;
- Trade studies for emerging systems and test requirements;
- Identifying and documenting technology projects for the AEDC Integrated Technology Investment Plan;
- Identifying candidate topics for SBIR awards, technical analysis on SBIR topic responses, and providing technical input at progress reviews.

Again, final test technology requirements will be published in the respective final RFPs associated with the TOS and TMAS acquisitions.

May 7 Release

1. For the FY04 contract Jacobs Sverdrup employees were given a package from Sverdrup Human Resources from our personnel folder for our records and to assist us in completing an application and/or resume for the new contract. Will something similar be done this time?

ATA Response: We do not recall that Jacobs Sverdrup HR provided packets, but believe that ACS HR did. However, personnel information is available electronically direct to the employee now that was only available through paper copy in HR files in the past. All employees can access and print their salary profiles, performance evaluations, and training records without assistance from HR. Therefore, ATA HR will not plan to automatically provide employees information. If employees feel that there is additional information in their personnel folder, they can visit HR and ask for their folder to be pulled from the file and copies made of specific documents which are not available electronically. Visits should be scheduled with Faye Mathews (x6143) or April Powers (x5217). Employees who feel they need this assistance should begin this process as early as possible. HR will be very busy in the months prior to the end of the ATA contract and will not have the capacity to handle a large surge in these types of employee requests. In addition, a resume template is now available on the PM41 homepage. You can access it by going to the ATA Employee Resources Tab on the ATA Portal, and then selecting the Human Resource Branch under the Human Resources area. Once on the HR homepage, you select the PM41 Section and the document is available from the list on the Employee Relations homepage.

April 28 Release

1. Since the FSS is going to be a Firm Fixed Price (FFP) it is assumes that additional work required by the Air Force will be negotiated through contract add-ons or change orders. If this is the case, will the PWS or SOW be revised during the consecutive years of the contract to make the change orders part of a new PWS?

AF Response: Firm Fixed Price contracting for portions of the operating contract is new to AEDC. Changes in work within the scope of the contract clearly must be negotiated in manner different from a Cost Plus Award Fee arrangement. The process and timing for these modifications will be determined by the government Contracting Officer.

April 16, 2014 Release

1. Where can I find out what all will be serviced under the Ability one contract?

AF Response: The AbilityOne contract will include custodial, grounds maintenance, and refuse collection services.

April 4, 2014 Release

1. Since pension will be frozen for 5 of the upcoming contracts, when will ATA employees know which contract they could possibly be employed by? It would seem the earlier the better so employees can start looking to see what retirement action will make the best financial sense for them. A lot of employees are "assuming" they will be picked up under one contract or another, but there are certain skills and organizations where it is not real clear, and those employees could go a couple of different ways. They also may be assigned, right now, in one contract, but have the skill and desire to actually work in another. How and how soon will employees know what their possible future employment will look like?

ATA Response: The PMEL and AbilityOne (Big 3) contracts, both with frozen pension, start October 1, 2014 so these are the first employment decisions that ATA employees or ATA subcontractor employees will need to resolve. Since these contracts startup before the end of ATA's contract, the Government will remove scope of work and funding from the ATA contract for FY15. ATA will have to terminate employment for a select number of employees based on this reduction. The remaining five contracts, three of which do not have the defined benefit pension plan, which start October 1, 2015 will coincide with the end of ATA's contract. Employees can review the scope of work associated with each contract and determine which contracts they desire to submit applications. The Task Order or RFP for each contract will contain detailed information about the scope of work that bidders will propose to for each contract. The Award Date for each contract is an important date in that the winner is notified on that date and can then begin their hiring process. The awardees would typically announce the process for submitting applications and resumes fairly quickly. Job applications can be submitted to multiple contractors. Any interviews required would be held and offers would follow to position the workforce to be in place on October 1, 2015
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2. What is the last date someone can retire from ATA?

ATA Response: The last day an employee can retire from ATA is September 30, 2015.

3. I would like to know if a table could be assembled that would identify the groups (org code and type of resource) and which contract they would fall under with the new contract proposal. This would clarify a lot of speculation that is going on and possibly reduce concerns.

AF Response: The AF Competition Library (http://www.arnold.af.mil/toslibrary) contains a link to an Information Announcement to Industry - February 7, 2014 that provides a basic description of what work scope is in each contract. From this, you can see the approximate job functions that map to each contract. Without the final Request for Proposals (RFPs) and scope of work for each contract, the linkage is difficult.

4. There is a general feeling that this benefits policy change hurts the people most who have served AEDC the longest. However, the younger employees are observing that some of the reasons for having a long AEDC career are disappearing. How does the Air Force expect the next contractors to retain young engineering talent?

AF Response: It is up to the contractor to ensure they provide a workforce with the requisite knowledge, skills, and abilities to meet the contractual requirements. The successor contractors have the ability to use a vast array of incentives to attract and retain talent. The Government will not dictate how this should be accomplished.