Statement of Work--CNSF KM Workforce Development

COMMANDER, NAVAL SURFACE FORCE

(CNSP) | STATEMENT OF WORK

STATEMENT OF WORK

COMMANDER, NAVAL SURFACE FORCE, PACIFIC

Human-Centric Knowledge Management Workforce Development Program

1.0 Background

1.1 Commander, Naval Surface Force Pacific (CNSP) generates significant amounts of information and data through meetings, emails, Naval messages, reports, processes, instructions, turnover files, lessons learned, training, collaboration platforms, and daily operations. Gaps in this knowledge, ineffective knowledge sharing, and knowledge hoarding create substantial organizational risk. 1.2 Simply possessing information does not ensure that personnel know what information is important, who needs to know it, when it should be shared, how it should be transferred, which knowledge resides primarily in someone's experience, or how to continue the mission when a critical team member is unavailable. When knowledge resides primarily with individuals, single points of failure exist, and the organization becomes vulnerable to knowledge losses during personnel turnover, Permanent Changes of Station, retirements, reassignments, promotions, leave, illnesses, deployments, and unexpected absences.
1.3 Technology can store information and data, but technology alone cannot create a workforce that understands how to apply knowledge to accomplish the mission. A human-centric Knowledge Management (KM) workforce development program is required to define KM practical application 'knowing what to do with the information you have' and translate that understanding into repeatable workplace behaviors across CNSP staff.

2.0 Scope of Work

2.1 The Contractor shall establish a practical understanding and application of human-centric KM across the CNSP staff through customized training, coaching, and reinforcement using a framework based on an initial KM assessment, tailored KM training, guided KM execution, and KM performance feedback over a 12-month Period of Performance. Rather than establishing KM as an additional administrative requirement, the program will integrate knowledge practices into existing staff meetings, training, turnover, planning, execution, and decision-making processes. 2.2 The scope includes one primary cohort of up to 125 CNSP Gov’t and military participants, a designated internal KM Champion group, and leadership participation, supported by a designated CNSP civilian deputy KM Champion to serve as reinforcement continuity for long-term program sustainment. 2.3 At the completion of the engagement, participating personnel shall be capable of answering six