Staffing Plan

Typical Content

• Key personnel identification with names, qualifications, and experience
• Labor category descriptions and minimum qualification requirements
• Staffing matrix showing positions by task area and period of performance
• Recruitment and retention strategies
• Security clearance management approach
• Training and professional development plans
• Contingency staffing and backfill procedures
• Key personnel resumes (typically as appendix)

Common Mistakes

• Proposing key personnel who are not available or committed to the contract
• Failing to address how vacancies will be filled, especially for cleared positions
• Understaffing to reduce price without explaining how work will still be accomplished
• Not matching proposed labor categories to the solicitation requirements
• Submitting resumes that do not clearly demonstrate meeting minimum qualifications
• Ignoring incumbent workforce transition and retention considerations

Best Practices

• Name key personnel and include signed letters of commitment
• Match resume content directly to the solicitation's qualification requirements
• Show a staffing ramp-up plan with specific dates and milestones
• Address attrition risk with a robust recruitment pipeline strategy
• Include a clearance management plan for positions requiring security clearances
• Demonstrate bench strength — backup candidates for critical positions

Evaluation Weight

Typically weighted 15-20%, often combined with Management Approach. Key personnel qualifications are frequently evaluated on a pass/fail basis with minimum requirements. The overall staffing plan is assessed for adequacy, realism, and the contractor's ability to maintain staffing levels throughout the period of performance.

Other Volume II Sections

Other Proposal Sections