Employment Services

What is NASA SEWP VI

The NASA Solutions for Enterprise-Wide Procurement (SEWP) VI contract is one of the largest and most significant federal government acquisition vehicles for information technology products and services. For prime contractors participating in SEWP VI, the selection of a qualified subcontractor is a critical decision that can directly impact contract performance, compliance, and overall success. This article provides an in-depth overview of NASA SEWP VI, explains how prime contractors bid on task orders, and offers comprehensive guidance on what to look for in a SEWP VI subcontractor.

Overview of NASA SEWP VI

NASA SEWP VI is designed to provide federal agencies with a flexible, efficient, and reliable mechanism to procure a wide array of IT products and solutions. The SEWP program has a long-standing reputation for competitive pricing, rapid order processing, and high customer satisfaction, serving agencies across the federal landscape—including the Department of War, civilian agencies, and NASA itself.

NASA SEWP VI continues this legacy, offering expanded scope, greater flexibility, and enhanced capabilities compared to previous iterations. The contract encompasses IT hardware, software, cloud solutions, cybersecurity, networking, peripherals, and associated services such as installation, maintenance, and training. Its structure allows for both large and small business participation, fostering innovation and inclusion while supporting government procurement goals.

Key features of SEWP VI include:

Multiple award contracts to promote competition and best value
A wide range of IT products and services from leading manufacturers
Streamlined ordering process with robust support from the SEWP Program Office
Emphasis on small business participation and socioeconomic goals
Compliance with Federal Acquisition Regulations (FAR) and other federal procurement policies

Guidance for Primes: What to Look for in SEWP VI Federal Subcontractors

Government subcontractors play a vital role in the execution of SEWP VI task orders. They provide technical expertise, installation services, training, support, or other solutions required by the agency. Selecting the right subcontractor is essential to fulfilling contract requirements, maintaining compliance, and achieving customer satisfaction. Below are eight key factors that prime contractors should consider when evaluating potential SEWP VI federal subcontractors.

1. Technical Capability and Expertise

The primary consideration is whether the subcontractor possesses the technical skills, certifications, and experience relevant to the task order. Look for a federal subcontractor with demonstrated expertise in the required technology domains, proven track records of successful delivery, and familiarity with federal IT environments. Assess their ability to provide innovative solutions, troubleshoot problems, and adapt to evolving requirements.

Key questions to ask:

Does the subcontractor have the necessary certifications and qualifications?
Can they demonstrate successful past performance in similar projects?
Are their personnel experienced with the specific products, platforms, or services required?
Do they have access to manufacturer support or authorized reseller status?

2. Compliance and Regulatory Adherence

SEWP VI contracts are governed by strict federal regulations, including FAR, cybersecurity standards (such as NIST SP 800-53 or FedRAMP for cloud services), and socioeconomic requirements. A federal subcontractor must be able to demonstrate compliance with all applicable rules and regulations and adhere to privacy and data protection standards, including security requirements and ITAR/EAR compliance. Prime contractors should:

Request evidence of compliance certifications and audit records
Verify that subcontractors can support reporting and documentation requirements
Ensure that subcontractors understand and abide by federal procurement policies

3. Past Performance and Reputation

Subcontractor history of performance on government contracts is a strong indicator of their reliability and capabilities. Prime contractors should review past contract awards, references, and performance evaluations. Consider feedback from other primes or agencies, and look for evidence of successful delivery, problem resolution, and customer satisfaction.

Factors to consider:

Documented history of on-time delivery and project completion
Positive references from federal agencies or other prime contractors
Low incidence of contract disputes, terminations, or negative performance reviews

4. AbilityOne® Federal Contractors in NASA SEWP Contract

AbilityOne® federal contractors play a strategic subcontracting role within NASA SEWP contracts. Under SEWP VI, AbilityOne‑participating federal contractors support a broad range of in‑scope IT products and services, including IT services, contact centers, business process outsourcing, facilities‑related services, and select product‑based offerings. By partnering with certified AbilityOne federal contractors—such as those represented by SourceAmerica® and the National Industries for the Blind—SEWP VI prime contractors can satisfy AbilityOne participation requirements while gaining access to a skilled, vetted workforce experienced in federal performance standards. These partnerships allow agencies to advance mission delivery through SEWP while supporting meaningful employment for people with disabilities, aligning procurement outcomes with both operational and social impact goals.

5. Financial Stability and Risk Management

The financial health of a federal subcontractor is critical, especially for large or long-term task orders. Prime contractors should assess a subcontractor’s ability to scale operations, manage cash flow, and absorb unforeseen costs or delays. Financial instability can jeopardize project delivery and expose the prime to risk.

Recommended actions:

Review audited financial statements or credit reports
Assess capacity to handle project scale and complexity
Evaluate insurance coverage and risk mitigation strategies

6. Responsiveness and Communication

Effective communication and responsiveness are essential for successful contract execution. Prime contractors should seek federal subcontractors who are proactive, transparent, and collaborative. This includes timely responses to requests for information, clear reporting, and a willingness to work through challenges.

Look for subcontractors who:

Provide regular status updates and reports
Respond promptly to inquiries and requests
Engage in collaborative problem-solving

7. Pricing and Value

Competitive pricing is a cornerstone of SEWP VI, and primes must ensure that a subcontractor offers cost-effective solutions without sacrificing quality. Evaluate ‘pricing against market benchmarks, and consider total value—including warranty, support, and lifecycle costs.

Prime contractors should:

Request detailed pricing breakdowns
Ensure transparency in pricing and terms

8. Commitment to Quality and Continuous Improvement

Quality assurance is vital for meeting agency expectations and maintaining SEWP VI’s reputation for excellence. Prime contractors should select subcontractors that have robust quality management systems, are committed to continuous improvement, and can demonstrate adherence to industry standards.

Key considerations:

Presence of ISO or other quality certifications
Documented quality control processes
Track record of resolving issues and implementing improvements

Conclusion

NASA SEWP VI offers prime contractors unparalleled opportunities to deliver innovative IT solutions to federal agencies. However, the selection of subcontractors is a critical factor in achieving success. By carefully evaluating potential partners across technical, compliance, financial, and operational competencies, prime contractors can build strong teams, fulfill contract requirements, and contribute to the ongoing success of the SEWP program. The guidance provided serves as a comprehensive framework for making informed selections and ensuring high-performance delivery under SEWP VI.

PRIDE Industries and NASA SEWP

As the nation’s leading employer of people with disabilities, and the nation’s largest AbilityOne federal contractor, PRIDE Industries plays a strategic subcontracting role in supporting NASA SEWP VI contracts by helping prime contractors meet AbilityOne participation requirements while strengthening proposal quality and execution capacity. PRIDE Industries has decades of experience supporting federal customers and has been engaged in AbilityOne solutioning for SEWP VI, supporting mission‑critical IT products and services across multiple in-scope NAICS codes. With ISO 9001, ISO 13485, and AS 9100-cerified and ITAR registered processes and facilities, PRIDE Industries enables prime contractors to combine compliant, high-quality service delivery with measurable social impact by employing a skilled workforce that includes people with disabilities. This model allows SEWP prime contractors to enhance competitiveness, satisfy federal inclusivity mandates, and deliver reliable outcomes aligned with NASA SEWP performance expectations.

To learn more visit: https://www.prideindustries.com/nasa-sewp-vi

Host Robert Cook interviews Dana Almora, Director of Culture and Communications at PRIDE Industries, who shares the importance of creating a people-first culture and the strategies that have helped PRIDE Industries grow for more than 60 years.

Listen to the podcast

In 2026, one competitive edge for companies remains constant across industries: high workforce retention. Businesses that keep workers engaged and supported build momentum that no hiring campaign can replicate. When employees stay, companies gain experience, trust, and innovation, all of which strengthen performance and culture.

At PRIDE Industries, we’ve seen the transformative power of workforce retention firsthand. Through inclusive employment partnerships, our customers are able to achieve what once felt out of reach: dependable teams, measurable growth, and workplaces built on purpose.

Productivity That Compounds Over Time

Operational consistency is one of workforce retention’s greatest rewards. Experienced employees know internal systems, so they’re better able to anticipate challenges and require less supervision. This efficiency compounds with every year of tenure.

The converse is also true—high turnover leads to inefficiency, as the data makes clear. A recent 2024 Gallup poll found that only 31 percent of employees in the U.S. are fully engaged in their work, creating a significant drag on company performance. It’s estimated that disengaged employees cost U.S. employers $1.9 trillion annually in lost productivity. And a McKinsey analysis shows that turnover at a typical mid-sized company can quietly drain $228–$355 million per year due to lost productivity and retraining.

As these numbers make clear, retention is not just a cultural strength; it is a measurable financial advantage.

High Workforce Retention Yields Exceptional Customer Experiences

Increased productivity is not the only advantage of workforce retention. A consistent workforce also strengthens the relationships that determine a company’s reputation.

At Eskaton Gold River, a senior living community, turnover in dining and hospitality roles was fueling tenant dissatisfaction. This situation is not uncommon in the hospitality industry, and is especially acute in the senior living sector, where consistency is highly valued. A 2021 study by the National Investment Center for Seniors Housing and Care (NIC) found that the annual turnover rate among senior living workers averages around 85 percent, making long-term staff stability a rare and valuable differentiator.

In an effort to address its staffing challenges, Eskaton entered into a partnership with PRIDE Industries. The strategy worked. By adopting an inclusive employment model, adding employees with disabilities supported by on-site job coaches, Eskaton created a reliable and consistent hospitality staff. The change greatly improved resident satisfaction.

“The residents really enjoy the presence of PRIDE Industries employees,” said Paul Nelson, Director of Culinary Experience. “The employees know residents by name, anticipate their needs, and create a welcoming atmosphere every single day.”

Workforce retention builds relationships, and those relationships build loyalty, which translates to bottom-line benefits for businesses.

A Culture of Inclusion, Dedication, and Pride

When teams are stable, culture deepens. Long-term employees foster trust and bring a contagious enthusiasm that lifts everyone around them.

Matsuda’s Nursery in Central California saw this transformation firsthand in 2018, in an industry rife with retention issues—nearly two thirds of respondents in a recent survey of horticulture companies indicated that they were unable to hire all the employees they wanted. Matsuda’s struggled with staffing gaps at a time of increasing demand for its products. That’s when the nursery partnered with PRIDE Industries to hire teams of employees with disabilities, mentored directly on site by expert job coaches.

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask—and do it day after day, correctly and efficiently, with a smile,” said Travis Gill, co-owner of Matsuda’s Nursery.

Over time, that dependable workforce became integral to Matsuda’s operations, taking on new responsibilities in planting, loading, and seasonal production. Many team members have been with Matsuda’s since 2018, a testament to both their dedication and the company’s inclusive environment.

“The biggest thing from an ownership perspective is morale,” said Gill. “The energy these employees bring every day is unmatched. It’s honestly been the greatest part of it all.”

High workforce retention doesn’t just sustain operations; it builds community energy that no short-term staffing solution can replace.

High Workforce Retention Improves Safety, Quality, and Operational Performance

High turnover increases safety hazards and operational errors. Inexperienced employees face steeper learning curves and are more prone to make mistakes, as is consistently shown in national safety data.

OSHA’s 2025 review found that approximately 36 percent of workplace injuries occur among employees with less than one year of tenure. In addition to the physical and emotional toll of serious injuries, there’s a financial burden as well. Businesses lose over $170 billion annually due to employee injuries or illnesses. Indirect expenses such as productivity loss, equipment damage, and legal fees can multiply total costs by a factor of ten.

Building a Workforce That Stays and Thrives

PRIDE Industries has decades of experience working with hundreds of businesses to provide turnkey, scalable staffing solutions. We make it easy to offer life-changing employment to individuals looking for long-term opportunities, helping companies reduce turnover while strengthening their operations and culture.

Partner with PRIDE Industries and build a workforce that stays, thrives, and powers your mission forward.

Matsuda's Nursery Solves Labor Shortage with Innovative Workforce Initiative

Since 1957, Matsuda’s Nursery has been a staple of the Sacramento region’s horticultural landscape, supplying over 2.5 million plants annually to retailers like Green Acres Nursery and Supply (co-owner of Matsuda’s), Home Depot, and local contractors.

“At any given time, between propagation and the field, there are around 5 to 6 million plants—living organisms—we’re responsible for,” said Travis Gill, co-owner of Matsuda’s Nursery. “Our vegetable-growing greenhouse in Auburn alone sells 1.5 million vegetable and annual starts a year.”

Behind this massive operation is a team dedicated not only to growing exceptional plants, but to nurturing the people who help them thrive.

With approximately 150 full-time nursery workers and another 100 seasonal employees, Matsuda’s success relies on a committed workforce ready to meet the demanding challenges of greenhouse and field labor. From planting to weeding to harvesting under the sun, the job requires resilience, precision, and heart.

But even in an industry rooted in growth, Matsuda’s found itself facing a hiring drought.

“We went through a period when people were not looking for work,” said Ryan Wallace, General Manager at Matsuda’s. “It was a different pattern than we were used to.”

The Challenge: A Shortage of Seasonal Employees

Like many agricultural businesses, Matsuda’s traditionally depended on seasonal employees to supplement its full-time workforce. But the labor market began to tighten, with fewer people seeking these physically demanding roles. One challenge in particular, an overgrowth of weeds, highlighted the urgency of finding reliable full-time nursery workers.

“Two weeds turn into two thousand, then two hundred thousand, in about eight weeks,” said Gill. “If you can’t go through the field and get every last weed out, the job is not complete. Staying ahead of the weeds to maintain a clean nursery, in addition to all of the plant production work required, was affecting morale. When we brought on PRIDE Industries seven years ago, they showed up and did an incredible job. Now, you can’t find a weed in our fields.”

But it wasn’t just about weed control. Matsuda’s needed nursery workers who could integrate into their close-knit culture, where workers feel like a family and are dedicated to high standards.

The Solution: A Winning Partnership Takes Root

To address their staffing needs, Matsuda’s Nursery partnered with PRIDE Industries, a social enterprise creating employment opportunities for people with disabilities. PRIDE Industries provided supported work crews—teams of employees supported by embedded job coaches—who brought consistency, dedication, and enthusiasm to the nursery’s daily operations.

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face,” said Gill.

The nursery quickly saw that this wasn’t just a staffing solution; it was a cultural fit. The PRIDE Industries job coaches played a crucial role, setting expectations, providing guidance, and ensuring that the PRIDE Industries employees worked seamlessly with the other nursery workers, so that together these two groups formed a single, productive workforce.

“The job coaches make the crew what they are,” said Irene Ramirez, Operations Manager. “They’re on time, they know what’s needed, they jump in. If something needs doing, they don’t wait—they take care of it. They’ve been doing an amazing job.”

Over time, with the weed issue resolved, the responsibilities of the PRIDE Industries crew expanded significantly.

“They started by tackling the weed issue,” said Wallace. “But now they’re helping us load flats for planting, supporting bare root production, and taking on more responsibilities every year. They’ve become a vital part of our operation.”

Many of the PRIDE Industries crew members have been with Matsuda’s since 2018, proof of both their dedication and the supportive environment Matsuda’s has cultivated.

The Results: A Stronger, More Inclusive Matsuda's

The impact of the partnership goes far beyond solving a shortage of nursery workers. It has elevated morale and supported the culture at Matsuda’s, while providing meaningful, stable employment for people with disabilities.

“These jobs mean everything for our PRIDE team members,” said Grant Murray, PRIDE Industries Workforce Inclusion Manager. “This means independence—being able to afford rent, groceries, and transportation. It gives our employees purpose and a deep connection to the work they do.”

For Matsuda’s, the benefits have been both personal and operational.

“The biggest thing from an ownership perspective is morale,” said Gill. “The energy that these employees bring every day is unmatched. They are so happy to be here and work alongside our other employees, and I did not see that as part of the equation when we decided to bring the PRIDE Industries crew in. It’s honestly been the greatest part of it all.”

From day one, the fit of this partnership was undeniable.

“What we have with PRIDE Industries is a partnership built on respect, trust, and shared values,” said Murray. “From the first meeting, it wasn’t just about getting a job done—it was about inclusion and believing in what’s possible when people are given the chance to thrive.”

Gill’s advice to other businesses is as straightforward as it is heartfelt.

“If you’re a business facing workforce challenges, I believe this kind of partnership is worth exploring,” he said. “What we’ve built with PRIDE Industries goes far beyond filling roles—it’s about finding people who care, who show up with purpose, and who lift the entire team. It’s been one of the most meaningful decisions we’ve made.”

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face.”

— Travis Gill, co-owner of Matsuda’s Nursery

Legacy Resort Partners with PRIDE Industries for Reliable Housekeepers

Legacy Resort Hotel and Spa in San Diego, California, opened its doors in 2020 and has since hosted hundreds of thousands of guests from across the U.S. and the world. With a footprint that includes a 126-room hotel, conference facilities, and multiple event spaces spread across more than 17 acres, Legacy is one of the largest hospitality venues in the region offering guests a full luxury experience. To maintain this high level of service and ensure that every guest has a memorable stay, the resort relies on a dedicated team of employees, including housekeepers, who keep Legacy’s reputation sparkling.

The Challenge: Staffing Housekeepers

From the start, Legacy Resort Hotel and Spa has been committed to delivering outstanding services to its guests, which is why hiring the most qualified, reliable, and dedicated staff, including housekeepers, has always been a priority. However, like many businesses in the hospitality industry, Legacy Resort has felt the impact of staffing shortages.

According to the American Hotel and Lodging Association, 76% of hotels are experiencing staffing shortages, with 13% describing themselves as severely understaffed. Additionally, the survey revealed that 50% of hotels identified housekeepers as their top hiring need.

With the pressure of a labor shortage and high standards for staffing, the hotel faced the challenge of finding qualified candidates.

The Solution: Partnering to Provide Housekeepers

For Legacy, being understaffed and relying on underqualified employees was simply not an option. Committed to finding the right team members, they turned to PRIDE Industries.

PRIDE Industries, a social enterprise dedicated to creating employment opportunities for people with disabilities, provided just what Legacy needed. Through this partnership, Legacy was able to hire skilled housekeepers and custodial staff, filling critical positions in their operations. This collaboration allowed the resort to maintain its cleanliness standards while providing meaningful employment opportunities for people with disabilities.

The Results: A Reliable, Dedicated Staff

Today, housekeeping teams provided by PRIDE Industries not only keep Legacy spotless, but they also bring a positive attitude to work every day. A standout example of this is Ben Godown, who was hired in a custodial role through PRIDE Industries. Ben has become an integral part of the Legacy Resort team, and his impact can be seen and felt by everyone on staff.

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job,” said General Manager Brad Naucler.

Housekeeping Manager Irma Ruiz agrees.

“It is a pleasure to have Ben on our housekeeping team,” she said. “He understands what we do and goes the extra mile every time he is assigned a task.”

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job.”

— Brad Naucler, General Manager

Manchester Grand Hyatt Finds Hotel Staffing Solutions with PRIDE Industries

The Manchester Grand Hyatt Hotel, located in sunny San Diego, is the largest hotel in Southern California. Boasting two towering high-rises with 1,628 guest rooms, a rooftop pool, multiple restaurants, bars, and a spa, it stands as a key player in the region’s hospitality industry. As a major employer in the area, the hotel relies on a skilled and dedicated workforce across all departments and requires reliable hotel staffing solutions. Today, the Manchester Grand Hyatt boasts a skilled and dedicated workforce that delivers top-notch customer service. But the hotel considered a number of hotel staffing solutions before choosing a winner.

The Problem: Hospitality Industry Labor Shortage

In a city where tourism is one of the top economic drivers, the Manchester Grand Hyatt plays a pivotal role in San Diego’s economy. However, as demand grew post-pandemic, the property faced a pressing need for hotel staffing solutions to fill vital roles and maintain its high service standards.

When the COVID-19 pandemic hit in 2020, the hospitality industry faced unprecedented challenges. Like many others, the Manchester Grand Hyatt had to close its doors. Later, when restrictions lifted and the industry began to recover, the hotel was eager to bring back employees and expand its workforce. With demand surging and business picking up, reliable hotel staffing solutions became critical to maintaining exceptional service. However, in addition to the uncertainties of the post-pandemic landscape, the hotel was confronted with an industry-wide staffing shortage.

According to the Bureau of Labor Statistics, in 2024 there were 196,000 fewer workers in the hotel industry than in 2020, with positions unfilled despite higher wages and improved benefits.

The Solution: Hardworking Employees with Disabilities

In search of an answer to their growing demand for employees, the Manchester Grand Hyatt reinstated their partnership with PRIDE Industries. Having previously worked with employees from PRIDE Industries, Hyatt recognized that this partnership would not only help the hotel meet its demand for qualified employees but also provide meaningful employment opportunities for individuals with disabilities. This collaboration became the ideal staffing solution, allowing the hotel to fill key positions efficiently while supporting a diverse workforce.

“The support we needed as our business reopened and grew was crucial, and we knew that the PRIDE Industries associates could deliver exceptional service and offer an extra level of support for the rest of our team,” said Matt Farnsworth, assistant director of food and beverage.

“When asked about renewing the partnership with PRIDE Industries, it was an immediate yes for us,” Farnsworth added. “Seeing the smiling faces of the Hyatt associates when they saw the PRIDE Industries employees return was incredible. They were so happy.”

This partnership aligns well with Hyatt’s commitment to empowering people. “We always make sure not to lose sight of what’s most important: the people. Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company,” Farnsworth emphasized.

Through PRIDE Industries work groups, the Manchester Grand Hyatt has successfully filled key food service roles, including stewards. In these work groups, three employees with disabilities are paired with a job coach who supports them directly, ensuring they succeed in their positions and meet the hotel’s expectations. PRIDE Industries serves as the employer of record, taking on the recruiting, hiring, training, payroll, supervision, and quality control work—eliminating management overhead for Hyatt.

“As a coach, my main responsibility is to make sure employees are safe and that I can watch out for them as they each meet certain goals,” said Employment Coach Tina Bowman. “Being at work with them, it makes me happy to see them as they grow in their work ethic. Employment means everything to them, not just financially, but mentally, physically, emotionally. I’m proud to be a part of making that happen for them.”

The Results: Reliable Hotel Staffing Solutions

The results of the partnership with PRIDE Industries have been clear and impactful for the Manchester Grand Hyatt. Employee retention has been exceptional, with some PRIDE Industries associates celebrating five and even ten-year anniversaries.

Eric, a steward at the hotel, is one such long-term employee. He’s been with the Grand Hyatt for over 13 years.

“Everyone in the building knows Eric, whether it’s housekeeping, the front desk, or our laundry team. Just seeing him interact with the team daily is very rewarding, and you can really feel the difference,” Farnsworth said.

Morale has also seen a significant boost—across the entire workforce—since the PRIDE Industries employees returned to their jobs at the hotel. “Seeing the associates interact with the PRIDE Industries employees is incredible. They create a better working environment for everyone,” Farnsworth added.

Most importantly, the hotel has once again found a dependable and dedicated workforce. As Bowman put it, “PRIDE Industries employees want to work. They love to come in, always show up on time, and when it’s time to start, they’re ready. They are hardworking.” Of all the hotel staffing solutions available, this one has gone beyond providing a reliable workforce. It has also fostered a positive, supportive workplace culture that benefits everyone.

“Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company.”

—Matt Farnsworth, Assistant Director of Food and Beverage