Presented by: Marv Salsman

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Defense Distribution Center
Transition to a New Service Provider

• Presented by Marv Salsman
• DDC J-3/J-4 TxT
• DSN 430-1220

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Presentation Outline

• Background
• DDC J-3/4 Transition Team (TxT) Organization
• Mission
• Roles Responsibilities
• Performance
• Major Transition Activities
• TxT Transition Process Model
• Lessons Learned

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Background

• 26 Distribution Centers Throughout the World
• Established Transition Team (TxT) in 1999
• December 2002 - Became Part of the DDC Logistics
  Operations
• DDC Projected to Save 456 M from A-76
  Competitions Between Now and 2017
• Organizational Realignment Increased Scope to
  Support Areas Outside of A-76 Competitions
• Re-Competitions from Contractor to Contractor
• Support Establishment of New Distribution Centers
• BRAC ?

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TxT Organization
Marvin Salsman Team Leader
Denny Clark Deputy
Ken Goulet Transition Manager
Vacant Government Team Lead
Dale DeArment Government Team Lead
Harriette Hoagland Training Manager
Steve Coiley Government Team Lead
Jerry Castleberry Transition Sr Analyst
Rolf Wold Transition Analyst
John Reed Transition Analyst
Chris Johnson Training Sr Analyst
Emily Asmus Training Analyst
Vacant Training Analyst
Government Employees 5 Contractors 8
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Mission

• Ensure timely and effective completion of all
  actions necessary to transition a Distribution
  Center (DC) to a more efficient government
  organization or a contractor run facility,
  without compromising the DCs mission.

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Roles and Responsibilities

• Act as primary DDC POC for transition issues
• Prepare the Center for the transition process
• Provide on-site support for transition tasks such
  as inventories and training
• Report on transition progress and assess
  preparedness for Full Performance

• Assist with implementation of PAs transition
  plan
• Provide transition best practices information to
  Center management
• Manage the transition via a Plan of Action and
  Milestones (POAM)
• Identify and schedule transition training
  requirements

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TxT Transitions
Initial Studies GovernmentgtContractor/MEO
Initial Studies GovernmentgtContractor/MEO
DD-Columbus, Ohio (99)
DD-Puget Sound, Washington (04)
DD-Barstow, California (00)
DD-Tobyhana, Pennsylvania (05)
DD-Warner Robins, Georgia (00)
DD-Corpus Christi, Texas (05)
DD-Jacksonville, Florida (01)
DD-San Joaquin, California (06)
DD-Cherry Point, North Carolina (01)
DD-Susquehanna, Pennsylvania (06)
Re-Competitions Contractor/MEOgtContractor
DD-Hill, Utah (02)
DD-San Diego, California (02)
DD DD-Barstow, California (04)
DD-Albany, Georgia (02)
DD-Warner Robins, Georgia (04)
DD-Richmond, Virginia (02)
DD DD-San Diego, California (05-06)
Future Transition
Ongoing Transition
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Underlying Complexity
DSS Training DSS Access
CGA Academy Training MEO Development A-76 PWS
Development Establish CGA
Training Activities
Training Gap Analysis Schedule Training MEO
Guidance
Non-DSS Training
Financial Issues ISA Review
Mission Stock Inventory SWARM Training
Depot Operations MEO Changes PWS Development
TxT
Training Gap Analysis Schedule Training CGA
Planning Guidance
Risk Assessment Briefings Transition Status
Briefings
Personnel Actions RIF PPP VERA/VSIP Employee
Assistance
Facilities and Equipment Maintenance Facilities
Walkthrough Environmental and Safety Issues Securi
ty Clearances
Contracting Issues Post Award Conference Accountab
le Property Inventory Service Contract Review
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Defense Distribution Center
Major Transition Activities
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Major Transition Activities

• HR and Personnel Management Activities
• Conduct Reduction In Force (RIF)
• Establish Employee Transition Assistance Center
• Establish the Continuing Government Activity
  (CGA)
• Fill CGA Positions
• Provide Training for CGA Personnel
• Review and Update Quality Assurance Surveillance
  Plan (QASP)
• Workforce Augmentation
• Identify Requirement
• Ensure Timely, Effective Support

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Major Transition Activities

• Provide Government Furnished Training
• Complete Training Needs Analysis (TNA)
• Identify Critical Skills for Mission Success
• Facilitate Distribution Standard System (DSS)
  Training
• Schedule and Ensure Other Government Furnished
  Training delivery (HAZMAT/RAM/RAD)
• Monitor and Record Training Completed by
  Performing Activity (PA) and CGA
• Process for ADP Access, Security and Other
  Requests

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Major Transition Activities

• Conduct Inventories
• Mission Stock
• Accountable Property
• Disposal/Transfer of Excess Property
• Facilities Inspection and Handover
• Re-negotiate or Cancel Inter-Service Support
  Agreements (ISAs) and Service Contracts
• Identify Existing/Potential Backlogs

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Defense Distribution Center
TxT Transition Process Model
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TxT Process Model Drivers

• Consistent TxT Procedures
• Well-Defined Headquarters Process
• Library of Most Current Information/ Templates
• Training Tool for New TxT Personnel
• Ease of Access and Configuration Control

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TxT Process Model Approach

• Map the Process as an Interactive Flow Diagram
• Link Activities to High Level Descriptions
• Link Descriptive Paragraphs to Examples/Templates
• Process Model Continually Updated for Best
  Practices
• Access the Model via Desk Top Link

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TxT Process Model Pre-Transition
Training Analysis
Transition Planning Guidance
RFP Review
Pre-Transition (180 Days Prior)
Transition (60,90,120 Days)
Post-Transition (90 Days After)
TEB
Initial Site Visit Brief
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TxT Process Model Transition
DLA/DDC Reports
Post Award Conference
Issues and Actions Log
Utilize Transition Training
Management Plan Review
POAM Master Calendar
Post-Transition (90 Days After)
Transition (60,90,120 Days)
Pre-Transition (180 Days Prior)
Risk Assessment Brief
Transition Review Brief
Transition Close Out
Major Transition Activities

• Training (DSS and Non-DSS)
• Accountable Property Inventory
• Mission Stock Inventory
• Facility Walk-Through
• Personnel
• Property Turn-In

• Host Support (ISA/Service Contracts)
• Workforce Augmentation
• Establishment of CGA
• Actions (Plan, De-Conflict, Monitor, Report,
  etc.)

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TxT Process Model Post-Transition
Post Assessment Brief
Lessons Learned
Pre-Transition (180 Days Prior)
Post-Transition (90 Days After)
Transition (60,90,120 Days)
Training Post Assessment
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TxT Process Model
Post Award Conference
DLA/DDC Reports
Issues and Actions Log
Transition Analysis
Post Assessment Brief
Transition Planning Guidance
Utilize Transition Training
Management Plan Review
POAM Master Calendar
PWS Review
Post-Transition (90 Days After)
Transition (60,90,120 Days)
Pre-Transition (180 Days Prior)
Training Post Assessment
Risk Assessment Brief
Transition Review Brief
Transition Close Out
TEB
Major Transition Activities
Lessons Learned
Initial Site Visit Brief

• Training (DSS and Non-DSS)
• Accountable Property Inventory
• Mission Stock Inventory
• Facility Walk-Through
• Personnel
• Property Turn-In

• Host Support (ISA/Service Contracts)
• Workforce Augmentation
• Establishment of CGA
• Actions (Plan, De-Conflict, Monitor, Report,
  etc.)

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TxT Process Model Ex. POAM
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Defense Distribution Center
MEO Lessons Learned
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MEO Lessons Learned Personnel

• RIF Process of Filling Positions with Minimally
  Qualified Personnel
• No Certifications and Licenses, Not Physically
  Qualified, etc.
• MEO Positions are Multi-skilled and Requires More
  Training than Expected
• Hiring Process to Lengthy to Fill Vacancies
  (Issue with Personnel Turbulence Caused by PPP
  and MEO Deviations)
• VSIP/VERA Removes Most Experienced Personnel from
  MEO
• MEO Staffing Must be Completed Early in
  Transition to Allow Adequate Time for all
  Training Requirements
• Workforce Augmentation Required to Allow MEO
  Personnel to be Trained
• VSIP/VERA Personnel Must Remain On-board Through
  End of Transition
• DDC Utilized CLSS and Temporary Employees Hired
  on Early

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MEO Lessons Learned MEO Deviations

• Review PWS Early for Potential MEO Deviations
  (Workload, Mission, etc..)
• Establish Process for Submitting and Approving
  Deviations that Ensures Adequate Documentation
  for Post-MEO Review
• Review MEO Staffing Changes to be Implemented
  (Re-Run RIF, JOA, etc) Early to Ensure Adequate
  Time for Training
• Establish Separate MEO Team within J-3/4 to
  Outline MEO Deviation Process and Ensure Post
  Competition Accountability

BRACs Impact?
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MEO Lessons Learned Training

• Perform Critical Skills Gap Analysis
• Develop Individual Training Plans for All MEO
  Members
• Ensure Appropriate MEO Personnel Attend
  Government Furnished Training
• Develop Internal Cross-Training Program that
  Allows MEO Personnel to Obtain OJT from Others
  During Transition
• MEO Management May Require Additional Training
  ("Contract Management")

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MEO Lessons Learned Inventory and Other

• Conduct Equipment Inventories/Inspection by MEO
  Personnel Early and Identify Equipment Required
  for Operation
• Dispose of All Excess Equipment Prior to the End
  of Transition (CGA and MEO Not Staffed to Perform
  this Work During Performance)
• Develop Plan of Action and Milestones (POAM) for
  Implementing All Process Improvements Identified
  in MEO Management Plan
• Allow Time in the Transition Period to Test" the
  MEO

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Defense Distribution Center

• QUESTIONS ?