How to Use OASIS

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GSA’s OASIS Tier 3, Best-in-Class (BIC) solutions make procuring complex professional services expedient by maximizing streamlined acquisition processes. The following resources are designed to help buyers use the OASIS suite of contracts.

Two ways to access OASIS:

• Direct Acquisition - GSA issues a Delegation of Procurement Authority to the customer agency Ordering Contracting Officer (OCO) who performs the acquisition; or
• Assisted Acquisition - GSA performs the acquisition on behalf of the customer agency and provides post-award support, as negotiated with the customer. An Inter-Agency Agreement is required.

Review the OASIS Order One Page Checklist [PDF - 174 KB] to learn how to issue an order under OASIS.

The OASIS Master Contract and OASIS SB Master Contract will help your agency acquire professional services for integrated solutions more efficiently and economically.

8(a) Program Update: Please be informed that the 8(a) Sole Source Limitations at FAR 19.805-1(a)(2) has increased from $4.0M to $4.5M and FAR 19.808-1(a) has increased from $22M to $25M by way of FAC 2021-01.

• OASIS SB and OASIS Unrestricted Contractor [XLSX - 1 MB](Last Updated December 3, 2020)
• OASIS SB 8(a) Subpool Contractors [XLSX - 168 KB](Last Updated December 3, 2020)

Email links to Contractor pools are in the table below.

Please send all COCM and COPM updates, request for changes, or errors found in the spreadsheet to oasismods@gsa.gov (do not cc OASIS@gsa.gov or OASISsb@gsa.gov)

Warning: It is strictly prohibited to send emails by way of the following Pool Links if you are not an authorized government official. Non-authorized personnel may contact the Prime Contract holders individually but not through the use of the following Pool Links.

• The following OASIS Unrestricted (U), OASIS Small Business (SB), and OASIS SB 8(a) Pool Links generate a group email to the official Points of Contact for all the Prime Contract holders in the respective Pools
• The primary purpose of the Pool links are for authorized government officials issuing Requests for Proposals (RFPs), Requests for Information (RFIs), or other Market Research requests to the OASIS U, OASIS SB, or OASIS 8(a) Prime Contract holders by Pool.

Important: Each Pool is a separate Multiple Award Task Order Contract (MATOC). When issuing an RFP, only one Contract Vehicle (OASIS U, OASIS SB, or SB 8(a) Subpools) and one Pool can be solicited. Pool selection is based on the predominate NAICS Code (definitions by OASIS Pool Numbers) [PDF - 177 KB] assigned to the solicitation (see Ordering Guide Appendix A [DOCX - 384 KB])

Select the OASIS Unrestricted pool link that corresponds to the predominate NAICS code when issuing a RFP that is not a Total Small Business Set- Aside. Select the OASIS SB pool link that corresponds to the predominate NAICS code when issuing a RFP that is a Total Small Business Set-Aside (FAR 19.502-2).

Note: If clicking on the email link does not automatically pull up your email drafts, copy and paste the link into your email. Please do NOT carbon copy (cc) the OASIS@gsa.gov or OASISSB@gsa.gov in your email to OASIS contractors

GSA offers an optional OASIS scope review that analyzes the scope and Pool assignment of your proposed requirement.

To request a scope review you must:

1. Complete the OASIS Scope Review Request Form(OSRRF) [DOCX - 62 KB]. Save and rename the file using the Project Name
2. Use the OASIS NAICS Code definitions document to choose the NAICS code representing the principle purpose of your requirement
3. Input that NAICS code and corresponding pool in the Primary NAICS field of the OSRRF. Example for military engineering: “NAICS 541330 Exception A (Pool 3)”
4. Complete your Statement of Work (SOW)
5. Complete your Independent Government Cost Estimate (IGCE) using your Agency’s government estimate with labor categories and hours template or generated using the OASIS Price Estimating Tool
6. Email the completed OSRRF, SOW and IGCE to OasisScopeReviews@gsa.gov. Use the same project name used in the completed OSRRF for the email subject line

We cannot complete the scope review until the completed OSRRF, SOW and IGCE have been received. Note: If you do not hear back within five business days of submitting all documents, email OasisScopeReviews@gsa.gov for update.

• Increasing Competition and Structuring Contracts for the Best Results;[PDF - 104 KB]

Contract Features

The OASIS program has created a variety of crosswalks to guide buyers through the acquisition process.

Download this snapshot of the OASIS pools [PDF - 220 KB].

Review the North American Industry Classification System (NAICS) Code Definitions by OASIS Pool Numbers [PDF - 177 KB]

• All codes/exceptions in a pool share a common small business (SB) size standard.
• Agencies can solicit task order proposals from contractors holding awards in the pool with the NAICS code that matches the agency's requirement.

The core disciplines/scopes of the contracts include:

• The labor categories are aligned with occupations, as outlined in the Office of Management and Budget’s (OMB) Standard Occupational Classification (SOC) system.

• OASIS offers more meaningful proposed rate comparisons at the Task Order level (apples to apples)
  • 104 OASIS LCATs (individual and groups priced at the master contract level)
  • 127 OMB SOC occupations, and
  • 1,000 typical industry job titles
• The remaining 840 SOC occupations can be added and priced at the task order level as ‘ancillary labor'

The OASIS Labor Category Crosswalk Table [XLSX - 81 KB]compares Industry's functional job descriptions and specific the Office of Management and Budget (OMB) Standard Occupational Classification (SOC) system occupational descriptions. In this table, you will find more than a thousand industry job titles with suggested SOC occupation and OASIS LCAT matches.

The OASIS Table of PSC codes by OASIS pool number;[XLSX - 67 KB];is excerpted from Federal Procurement Data System-Next Generation (FPDS-NG) and only includes those in scope. Select the link to search for your Pool number and the various possible PSC Codes that may apply. (Note:;The white drop down arrows on the table will streamline the process.)

Note: Ordering Contracting Officers (OCOs) are required to identify, in each task order solicitation, the PSC that represents the principal nature of the work, and report these PSCs in FPDS-NG.

The core disciplines/scopes of the contracts include:

• OASIS Unrestricted is a Full and Open contract whereas OASIS Small Business is a 100 percent Small Business Set-Aside contract (FAR 19.502) with the ability to do Socio-Economic Set-Asides (FAR 19.8 thru FAR 19.15) at the task order level. The OASIS 8(a) SubPools were developed to provide the 8(a) community expanded access to the OASIS Best-in-Class contract program while creating more options for federal agencies to meet their 8(a) business development program goals through both competitive 8(a) set-asides and 8(a) directed task order awards.

  OASIS Unrestricted and OASIS Small Business are a family of 7 separate Governmentwide Multiple Award, Indefinite Delivery, Indefinite Quantity (MA-IDIQ) task order contracts that span 28 North American Industry Classification System (NAICS) Codes and 6 NAICS Code Exceptions under the economic subsector 541 - Professional, Scientific, and Technical Services.

  Below are copies of the OASIS Unrestricted, OASIS Small Business Contracts, and OASIS Small Business 8(a) Subpool Contracts:

  Contract	Associated Documents
  OASIS Unrestricted Contracts	Section J.1. OASIS Labor Categories and Definitions [PDF - 281 KB] (Applies to all OASIS Unrestricted MATOCS).
  OASIS Small Business Contracts	Section J.1. OASIS SB Labor Categories and Definitions [PDF - 281 KB] (Applies to all OASIS SB MATOCS).
  OASIS Small Business 8(a) Subpool Contracts

Below is a list of agencies that have signed a Memorandum of Understanding to use the OASIS contracts and the related reduced Contract Assessment Fee (CAF) rate percentages.

Research Tools

These tools are designed to help buyers make better program and business decisions.

The OASIS Program created a tool that takes its data to the next level. OASIS stakeholders can now view and segment OASIS information to make better program and business decisions.

With the OASIS Dashboard, you have the ability to:

• Explore OASIS and OASIS SB data by federal agency and industry partner; and
• Build customized reports and download them to your computer.

Notice to Users: GSA strives to comply with Section 508 of the Rehabilitation Act of 1973. Some of the dashboard content presented through .swf files may not be completely accessible to users of assisted technology. If you experience technical issues, please contact BIEDW Support.

For content questions, please email OASIS Customer Support.

The OASIS Dashboard shortcut is www.gsa.gov/oasisdashboards.

Discovery is a market research tool for GSA contracts including OASIS and OASIS Small Business (SB). Discovery streamlines the process for developing scenarios for set-asides on various contract vehicles to reduce, replace or support Requests for Information (RFI), saving time and cost for the federal government and contractors.

Discovery allows federal users to:

• Generate a listing of awarded contractors based on a primary North American Industry Classification;
• System (NAICS) code and filter for fair opportunity from a list of socioeconomic classifications;
• Find contractor administrative information such as points of contact, as well as, lists of current and completed contract actions from the Federal Procurement Data System (FPDS); and
• Download contractor details as a Comma Separated Values (CSV) file for offline use and analysis.

​How Discovery Works

Discovery pulls information from FPDS to provide context-rich contract history on awarded contractors based on primary NAICS codes. Each contract is separated into Unrestricted and SB to make it easy to reserve task orders for small business categories.

With Discovery, users can research contracts by first selecting the contract vehicle of interest and then selecting a NAICS code/description matching the requirement. This will display all of the awarded contractors in that contract pool. A pool is a separate contract with one or more NAICS assigned and a single small business size standard. Each pool has unique qualifications tied to a specific scope identified by an assigned NAICS code.

On the vendor results page, users select a primary NAICS Code to view the vendor contract history, as well as up to date System for Award Management (SAM) registration data. Discovery also loads data from the FPDS to automatically provide you with a context-rich contract history for each contractor, including the amount of the contract, the primary NAICS code and the pricing type.

Provide Feedback

Sb Order 25/2010 Pdf

If you would like to suggest improvements for Discovery or be a part of our user research, email pshc-dev@gsa.gov

The Contract-Awarded Labor Category (CALC) tool helps federal contracting officers and others find awarded prices to use in negotiations for labor contracts. It offers ceiling prices, fully burdened costs, services data, and worldwide rates.

The OASIS Price Estimating Tool is designed to assist you in preparing the labor portion of your Independent Government Cost Estimate (IGCE).

The OASIS Price Estimating Tool User Guide [PDF - 1 MB], in combination with the OASIS Labor Categories Crosswalk [XLSX - 81 KB] companion document, provides detailed step-by-step instructions. For best results, the user must be familiar with the OASIS and OASIS Small Business contracts through self-study or by attending the Delegation of Procurement Authority (DPA) training. It is especially important to have an understanding of the Standardized Labor Categories and how they are priced.

Users can access the OASIS Price Estimating Tool directly (no log in or registration required) or via the GSA ASSIST web portal. Note: if accessing via ASSIST you must be registered in ASSIST.

This list shows which departments/agencies have received OASIS Delegation of Procurement Authority (DPA) [XLSX - 126 KB]training.

OASIS Contractor Capability Statements pulled together by the OASIS Shared Interest Groups (OSIGs).

Update: Governor Newsom signed SB 1159 into law on September 17, 2020.

* * *

In May, California Governor Newsom signed Executive Order N-62-20, which created a rebuttable presumption that certain employees who test positive for COVID-19 contracted the virus at work for workers’ compensation purposes. With the governor’s order expiring on July 5, 2020, there has been widespread speculation as to whether the executive order would be substantively formalized into legislation and, if so, what portions of the executive order would be expanded, extended, or amended. As expected, the California legislature has passed Senate Bill 1159, which creates a new framework for COVID-19-related workers’ compensation claims. As emergency legislation, this bill would take effect the day it is signed and chaptered.

How Long is the Presumption Effective?

SB 1159 states that a “disputable presumption” exists for an employee who suffers illness or death resulting from COVID-19 on or after July 6, 2020 through January 1, 2023. Presumably, if an employee suffers an illness or death resulting from COVID-19 after January 1, 2023, the presumption no longer applies and case will be treated under the traditional workers’ compensation framework.

How Long Does the Claim Administrator Have to Deny the Claim?

Senate Bill 1159 creates a presumption that an illness or death resulting from COVID-19 has arisen out of and in the course and scope of employment. However, this presumption is disputable. An employer may dispute the presumption with evidence such as: (1) measures in place to reduce potential transmission of COVID-19 in the employee’s place of employment, (2) the employee’s non-occupational risks of COVID-19 infection, (3) statements made by the employee, and (4) any other evidence normally used to dispute a work-related injury.

The employer and claim administrator must work quickly to gather evidence to dispute the presumption. If the date of injury is before July 6, 2020, the claim administrator has 30 days to deny the claim. If the date of injury is on or after July 6, 2020, the claim administrator now has 45 days to deny the claim, or the injury is presumed compensable. The presumption of compensability is rebuttable but only with evidence discovered subsequent to the applicable investigation period. However, if the employee is an “essential employee” as specified in Labor Code Section 3212.87, then the 30-day denial period applies regardless of the date of injury. Such “essential employees” include but are not limited to certain firefighters, peace officers, frontline healthcare providers and healthcare facility workers.

Which Employees are Covered?

The presumption created by SB 1159 applies to all employees who: (1) test positive during an outbreak (defined below) at the employee’s specific place of employment, and (2) whose employer has five or more employees. The only injury for which the presumption applies is illness or death resulting from COVID-19. However, the following conditions must exist for the presumption to apply:

• The employee tests positive for COVID-19 within 14 days after a day that the employee performed labor or services at the employee’s place of employment at the employer’s direction.
• The day on which the employee performed labor or services at the employee’s place of employment at the employer’s direction was on or after July 6, 2020. This must be the last date the employee performed labor or services at the employee’s place of employment at the employer’s direction before the positive test.
• The employee’s positive test occurred during a period of an outbreak at the employee’s specific place of employment.

Although not specifically addressed, if the employee tested positive between March 19 and July 5, 2020 (i.e., when the executive order was in effect), then the executive order presumably controls.

What is a “Specific Place of Employment”?

Under SB 1159, a “specific place employment” specifically excludes an employee’s home or residence, unless the employee performs home health care services at a home or residence. However, a “specific place of employment” does include a “building, store, facility, or agricultural field where an employee performs work at the employer’s direction.” Not specifically addressed in this code section are employees who perform work outside of a “building, store, facility, or agricultural field” such as those employees who may visit customers’ homes for work. For these employees, one may argue there is no “specific place of employment” and, therefore, no presumption.

What Benefits is the Employee Entitled to?

If the presumption applies, the employee is entitled to “full hospital, surgical, medical treatment, disability indemnity, and death benefits.” However, the Department of Industrial Relations has waived entitlement to any death benefits under Labor Code Section 4706.5 in the event the deceased employee did not have any dependents.

SB 1159 treats entitlement to temporary disability benefits similarly to the May 6 executive order. SB 1159 states that if an employee is eligible for paid sick leave benefits “specifically available in response to COVID-19” such as those available under FFCRA, such benefits must be used and exhausted before using any temporary disability benefits. However, if an employee does not have such paid sick benefits available to them, then the employee must be provided temporary disability benefits without the traditional three-day waiting period.

If it is determined that an employee may be eligible for temporary disability benefits related to a COVID-19 illness or injury claim, whether an employee qualifies for temporary disability benefits depends on the date they tested positive or was diagnosed with COVID-19.

If the employee tests positive or is diagnosed with COVID-19 on or after May 6, 2020, the employee must be certified for temporary disability by a licensed physician within the first 15 days after the initial diagnosis, and then must be recertified every 15 days thereafter for the first 45 days following diagnosis.

If the employee tested positive or was diagnosed with COVID-19 before May 6, 2020, the employee must have obtained a certification no later than May 21, 2020 documenting the period for which the employee was temporarily disabled and unable to work, and must have been recertified for temporary disability every 15 days thereafter for the first 45 days following diagnosis.

Reporting Requirements

SB 1159 creates new reporting requirements for an employer. Beginning when this legislation takes effect, when an employer “knows or reasonably should know that an employee has tested positive for COVID-19” the employer must report to its claims administrator the following information within three business days, via e-mail or fax:

• An employee has tested positive. The employer shall not provide any personally identifiable information regarding the employee who tested positive for COVID-19 unless the employee asserts the infection is work-related or has filed a claim form pursuant to Labor Code Section 5401.
• The date the employee tests positive—this is the date the specimen was collected for testing.
• The address or addresses of the employee’s specific place(s) of employment during the 14-day period preceding the date of the employee’s positive test.
• The highest number of employees who reported to work at the employee’s specific place of employment in the 45-day period preceding the last day the employee worked at each specific place of employment.

There are separate reporting requirements for positive tests between July 6, 2020 and up to the date that SB 1159 takes effect. If an employer is aware of an employee who has tested positive during this period, the employer must report the information in the first three bullet points above, via e-mail or fax, to its claims administrator within 30 business days of the date this legislation took effect. However, instead of the last bullet point, the employer must report the highest number of employees who reported to work at each of the employee’s specific places of employment on any work date between July 6, 2020 and the date SB 1159 takes effect.

The claims administrator will use the above information to determine whether an outbreak has occurred. Following these reporting requirements is crucial as SB 1159 institutes a penalty of $10,000 for an employer that “intentionally submits false or misleading information or fails to submit information.”

What is an “Outbreak”?

Under Labor Code Section 3212.88, an outbreak exists if within 14 calendar days one of the following occurs at a specific place of employment:

• If the employer has 100 employees or fewer at a specific place of employment, 4 employees test positive for COVID-19.
• If the employer has more than 100 employees at a specific place of employment, 4% of the number of employees who reported to the specific place of employment test positive for COVID-19.
• A specific place of employment is ordered to close by a local public health department, the State Department of Public Health, the Division of Occupational Safety and Health, or a school superintendent due to a risk of infection with COVID-19.

If there has been an outbreak, then the presumption of compensability is applicable. Recall, for the presumption to apply, the employee must test positive during an outbreak. Therefore, if there is no outbreak, there is no presumption.

Conclusion

Sb Order 2014

Although much of the California workers’ compensation world was expecting that Governor Newsom’s executive order would be codified, there is some relief on the part of employers that were fearing the legislation would include an absolute presumption instead of a disputable one. For employers and claim administrators to take full advantage of this disputable presumption, the parties must work quickly and diligently to investigate each positive test and obtain evidence in all forms. As with the governor’s prior executive order, this legislation should provide yet another incentive for employers to follow guidelines and to take all reasonable steps to keep their workforces safe and healthy as the state of California continues the process of re-opening.