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The Human Resources/Multiple Personnel Functions (HR/MPF) program consists of non-personal services for the administration and support of the human resources/personnel programs conducted on Air Force Global Strike Command (AFGSC) installations. These HR/MPF programs support the Military Personnel Flight (MPF) and the Civilian Personnel Flight (CPF) on each bomb wing installation as described below:

The mission of the MPF is to provide quality personnel support through the administration of personnel programs for commanders, Air Force members, Air Force family members, and retirees, and to administer Air Force personnel programs in both peacetime and wartime.

Personnel functions for the MPF include: support for the Defense Enrollment Eligibility Reporting System (DEERS) & the Real-time Personnel Identification System (RAPIDS) Common Access Card (CAC) and ID Card (USID) issuing facility, Automatic Records Management System (ARMS), Personnel Records Display Application (PRDA), and military awards and decorations programs. The MPF is the single manager of Military Personnel Data System (MILPDS) for all units and members serviced, whether on base or geographically separated. References to MILPDS also implies any future systems.

Each MPF/Commander (CC) has the flexibility to remove any item, however they cannot add work that is not listed and government employees cannot assume the duty.

Each MPF includes the following major personnel service components which are separate and distinct from each other:

* Customer Service. This section serves as the initial point of contact between the customer and other MPF work centers as well as the installation DEERS/RAPIDS issuing facility.

* Awards and Decorations. This section serves as the base-level focal point for officer, enlisted, and unit awards and decorations actions.

* CyberSecurity Liaison (CL). This section provides information management and CL support to the MPF and the CPF.

* Personnel Systems Management. This section provides MILPDS and other system support to the MPF, Commander’s Support Staffs (CSS) and other work centers upon request.

The major personnel services components are defined in this document and in the referenced publications. All contractor personnel will exemplify professionalism and courtesy in the performance of their duties, particularly in interactions with customer, including senior officers.

Contractor personnel are expected to exercise task flexibility and efficient time-management, contemplating surging customer loads and other unanticipated constraints not within the control of the contractor (including DMDC CAC/ID disruptions internet outages, etc.)

The contractor is solely responsible for monitoring and managing contractor employees. The Government shall utilize customer surveys and other surveillance tools to verify contract performance and customer satisfaction (including accuracy of advice, accuracy of data entered into government databases, professionalism, courtesy, and wait times). Standards are defined in the subsequent paragraphs of the PWS. Contractor employees are expected to be fully versed on the applicable authorities and processes. Phone calls should be answered promptly, with customers not experiencing excessive hold times.

When performing any contract duties, contractor employees shall clearly identify themselves as “Contractor” at all times, in all communication and representations, including in the workplace , at meetings, in conversations, telecommunications, mail, electronic mail (e-mail), and faxes, whether with Government personnel, other Contractor personnel, or with the public. Contractor employees who have military affiliation (i.e., reserve or retired military personnel) will not use their military rank.

The contractor is expected to have all personnel available for duty on the contract start date. The contactor is expected to ensure that all positions are fully staffed in accordance with the contract, without any degradation in services. If there is an unplanned vacancy (i.e., serious illness or death of an employee), the contractor must promptly notify the contracting officer and have a mitigation strategy (i.e., utilization of other contractor employees, temporary hire, etc.).

The Government may request removal (permanent or temporary) of personnel on this contract for security, safety or health reasons, upon discovery of fraudulent resume documentation, or when Contractor personnel behave in an unprofessional manner that would be considered unacceptable by a reasonable person.

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