*** | SUPPLEMENTAL LABOR MANAGEMENT OFFICE

ADDITIONAL PROCUREMENT INFORMATION (API)

Title & Level

Technical Business Analyst 2

Work Group Location

Portland, OR

Specialty

Organization Change Management

Offsite Work Eligibility*

Routine Telework Eligible

Organization

JP

Number of Days Onsite

2 days per Week

Hours

Full-Time, up to 40 hours

Additional Information

Regular onsite work will be required for the first 3-6 months, then work can be performed more remotely.

Overtime

5% anticipated

On-Call

No

Travel

Up to 5% for local meetings in Portland metro

FN Status

NOT open to Foreign Nationals

* Current telework, remote work and onsite support is based on BPA's business needs and is subject to change or termination at any time.

** Assignments with the "Remote" Designation must reside in WA, OR, ID or MT. Case-by-case exceptions may apply only when in the best interest of BPA.

OVERVIEW

Assignment

This contract Technical Business Analyst 2 assignment will advise on and execute change management efforts for new system implementations within the IT Project Management Office at *** (BPA). As an organizational change manager, this role will ensure that system transitions align with BPA's goals and create a positive, user-focused experience for employees. The change manager will develop, recommend, and implement robust change strategies, communicating system benefits, and engaging stakeholders to build organization-wide support for a successful rollout. This assignment requires a strategic leader with strong empathy, capable of addressing employee concerns and guiding the organization through the change process effectively.

Organization

The mission of BPA's IT Project Management Office (PMO) is to partner with business lines to identify, select, and deliver strategic business solutions involving IT that enhance BPA's IT portfolio. We work under the auspices of a governance board, and within established budget and resource limitations to maximize value to the agency while ensuring successful project delivery. The projects we manage are dependent upon business needs and vary in scope and size, from smaller short-term "PMO Lite" type of projects such as software upgrades, to larger capital projects and programs that may span several years and have budgets more than ***million.

The IT PMO is located primarily at BPA HQ in Portland, OR and is made up of portfolio managers, project managers, business analysts, and support staff, with a mix of Federal employees, supplemental labor contractors, and managed services vendors on staff. There may be occasional travel to BPA offices in Vancouver depending on project needs. The work of the IT PMO is fast-paced, and staff are expected to interact with people from all levels of the agency in a collaborative environment. Since we often represent the face of IT to our business partners, we strive for professionalism in all that we do and expect respect and support for each other and our customers as we work together to cultivate a results-driven IT PMO.

ASSIGNMENT RESPONSIBILITIES

Note: All official drafts, documents and recommendations, as listed below, must be reviewed, finalized and approved / accepted by appropriate BPA manager or other federal personnel with the authority to do so.

Change Strategy Development:

Design, recommend, and execute a BPA-approved strategic change management plan that aligns with organizational goals and supports smooth system adoption.

Define and track measurable objectives for successful implementation, outlining clear stages and milestones for change progression.

Use a structured change methodology (e.g., Prosci ADKAR or Kotter's 8-Step Model) to guide planning and actions, creating consistent processes across different phases of change.

Stakeholder Engagement & Relationship Management:

Identify and assess key stakeholders, building relationships to secure buy-in and support for the change initiative.

Conduct regular consultations with stakeholders, including executive leaders, department heads, and system users, to communicate goals and gather input on the change strategy.

Serve as a trusted advisor to leadership, providing insights on employee sentiment and readiness while adjusting strategies to address concerns and resistance.

Impact Assessment & Readiness Planning:

Conduct detailed change impact analyses, assessing how the new system will affect roles, processes, workflows, and departmental objectives.

Identify groups that may experience high impact from the change, creating targeted support and readiness plans to address unique needs and challenges.

Develop risk mitigation strategies, enabling proactive solutions to potential areas of resistance or disruption.

Communication Planning & Execution:

Develop a clear, structured communication plan to deliver key messages, addressing the reasons for change, expected benefits, and timeline.

Assist with the development, maintenance, and improvements of change management toolkits (e.g., deliverables, templates, techniques) that are simple, effective, and designed for different audiences.

Utilize multiple communication channels (e.g., emails, workshops, intranet updates) to reach diverse employee groups, ensuring transparency and openness throughout the implementation.

Maintain regular and consistent communication regarding project / assignment status and any concerns with appropriate parties, including the BPA manager, project manager, stakeholders, project team, etc. This may include creating / drafting a project SharePoint site for project documentation, coordination, and tracking.

Draft targeted messages that address specific concerns, fostering a sense of inclusion, and reducing resistance by emphasizing the positive aspects of the new system.

Mark documents and maintain filing system(s), files, emails, and records in accordance with compliance requirements. Share and disperse documents only to appropriate personnel (those with a Lawful Government Purpose (LGP) to know). Mark and maintain all official records in accordance with the Information Security (INFOSEC) and Information Governance & Lifecycle Management (IGLM) standards and procedures. Validate official records are accurately maintained for auditing purposes.

Training & User Support:

Develop and recommend formats for a variety of training courses, including recommending the emphasis to be placed upon each segment according to organizational need and standards. Research the information necessary to develop and draft training manuals and materials.

Develop and recommend methods to assess trainee progress in business process-related training, as well as for continuing education for management consideration; assist with implementation of management-approved recommendations.

Develop learning materials, such as user guides, FAQs, and video tutorials, to support employees with diverse learning preferences.

Establish a support network, including help desks, feedback channels, and peer mentors, to ensure users have access to assistance during and after the transition.

Monitoring & Evaluation of Change Adoption:

Participate in change management / informational presentations and sessions with a variety of employees ranging from line workers to executives, in both small and large groups, to promote buy-in and change satisfaction.

Create feedback mechanisms (e.g., surveys, focus groups, pulse checks) to assess user satisfaction, gather insights, and measure adoption rates.

Track change management metrics, including system usage rates, employee engagement, and training completion to gauge the success of change initiatives.

Adjust change strategies and provide follow-up support based on feedback, ensuring a positive experience and effective long-term adoption.

Monitor effectiveness of change plans and strategies, recommending improvements for management consideration to gain maximum benefit. Alert stakeholders, including the appropriate BPA manager, of any risks that may negatively impact project scope, schedule, or value delivery; provide mitigation recommendations for BPA review and acceptance; implement BPA approved actions

REQUIREMENTS

Education & Corresponding Experience (required on matrix)

A bachelor's or associate degree in business administration, organizational development, information systems, or a related field is preferred.

7 years of experience is required with an applicable bachelor's degree.

9 years of experience is required with an applicable associate degree.

11 years of experience is required without a degree or applicable degree.

Minimum of 5 years in organizational change management or a related field, with proven experience managing change during system implementations.

Background in working within a corporate, technology, or project-driven environment, with experience leading large-scale, complex change initiatives.

Required Technical Skills & Experience (required on matrix)

Change Management Frameworks: In-depth knowledge of change management principles and methodologies, such as Prosci ADKAR, Kotter's 8-Step Model, or similar.

Project Management: Strong project management skills, with experience integrating change management into project plans. Familiarity with tools like Microsoft Project, Asana, or Jira.

Data Analysis and Reporting: Ability to interpret and utilize data (e.g., user engagement metrics, survey results) to assess change progress and adapt strategies as needed.

Technology Familiarity: Understanding of IT system concepts and their impact on business processes to facilitate effective change communication.

Preferred Skills & Experience (optional on matrix)

Certifications: Certification in change management (e.g., Certified Change Management Professional (CCMP), Prosci Certification).

System Implementation Expertise: Direct experience managing change for system rollouts, such as ERP, CRM, or other enterprise platforms.

Advanced Communication Skills: Exceptional interpersonal, negotiation, and facilitation skills to manage resistance and influence stakeholders at all organizational levels.

Familiarity with project management methodologies such as Project Management Body of Knowledge (PMBOK) and Lean Agile.

Additional Requirements (not required on matrix)

Valid U.S. Driver's License is required.

Appendices

The following appendices apply to this assignment and may be downloaded from the Fieldglass Reference Library:

Offsite Work

Remote Work Program

Training Expectations (Worker is expected to keep current on the latest technologies and skills required for the assignment.)

Training Type

Details

Provided by

Prosci ADKAR Model Training

Model for change in business, government, and community

Supplier or Worker

Overview of Change Management Courses

1 hour summary provided by HR on change management

BPA

Attendance at all conferences, workshops, training, etc. must be pre-approved by SLMO. Requests will be reviewed on a case-by-case basis. Approval is subject to the most current guidance provided to SLMO by BPA or DOE and is subject to change at any time. SLMO reserves the right to negotiate attendance on billable/non-billable hours and reimbursement of travel costs with the supplier. Reimbursable travel costs must adhere to the Federal Travel Regulations and be submitted via an expense sheet in Fieldglass.

CLOSELY ASSOCIATED RESPONSIBILITIES & REQUIRED ASSOCIATED MITIGATION MEASURES

The following is a list of potential inherently governmental risk areas and the measures that SLMO-Compliance has determined must be in place, via processes and procedures, to mitigate the associated risks. The BPA manager's acceptance of the API or CWSD serves as their attestation that all applicable mitigation measures listed below are or will be established and adhered to in their organization.

Area of potential Closely Associated / Inherently Government function

Mitigation Measures

Access to Confidential / Sensitive Information

CFTE must sign NDA (Non-Disclosure Agreements) at beginning of assignments. (Does not apply to Craft assignments)

CFTE must complete annual Information Security and Privacy Awareness training.

CFTE must complete and pass background investigations of an appropriate level.

Acquisition Planning / Source Selection

CFTE are not permitted to serve as "voting" members for acquisition selections.

All purchasing decisions must be made by appropriate federal personnel (Contracting Officers).

All acquisition documents (requirements,
SOW's, evaluation criteria, etc.) must be reviewed, finalized and approved by appropriate BPA federal personnel.

Only Contracting Officers are authorized to obligate BPA funds.

Agency / Org Planning

All drafts, documents, materials and recommendations must be reviewed, finalized and approved by appropriate BPA federal personnel.

Budget / Finance Prep

Only Federal Employees may determine budget priorities & allocations.

BFTE must control and finalize / approve all budgets and related documentation, including that for projects, programs and Organizations.

Contract Management

All Contractual documents, including invoices must be finalized / approved by appropriate Federal personnel.

All contract-related decisions (modifications, changes, performance) must be determined by appropriate federal personnel (COs).

Decision Making

CFTE may provide input and recommendations to decision-makers.

Only appropriate federal personnel may make decisions which obligate BPA resources or to a specific course of action.

Direction & Control
(directing BFTE)

CFTE are not permitted to direct the actions of federal employees (BFTE) or have any control or input into their performance.

Work of BFTE must be assigned by federal manager, supervisor, Program / Resource manager or another appropriate designee.

Disposing Govt. Property

All decisions regarding the d