Source Selection Evaluation of SETAs/Personnel

Do you request past performance information for similar efforts? 

If so, you could sample the personnel qualifications of employees that are working (or worked) on those contracts. That would probably be a better indicator of the personnel qualifications of the employees that would work on your projects. You'd be evaluating data instead of empty promises.

And/or, you could ask the offerors to propose any skills, qualifications, experience, training, certifications, et cetera, that they are promising to provide during performance that go beyond any minimums specified in your work statement.

You could conduct thorough and comprehensive past performance evaluations.  By that  I mean locate all customers for the same and similar work of the offeror.  Hold detailed, fact finding conversations with those most familiar with their performance.  If you conclude the offeror performs well and as promised, why be concerned about resumes?

Personnel/SETA contracts aren't my thing, I mostly do IT services.  But I feel your pain.  The problem of evaluating people who may or may not actually do the work is a very common problem.  The general solution is to not evaluate people, evaluate the firm, because that is who you are going to hire.  And for firms, the best thing to evaluate is - surprising absolutely nobody on wifcon - Past Performance.

The larger the project, the more true this is.  If I were evaluating say a three-person consulting team, I definitely would evaluate those three individuals.  If it were a 50+ person team, I would not evaluate that stack of resumes.

Here is some guides/examples of typical IT services solicitations that may serve as inspiration for your sections L &M: 

https://aida.mitre.org/agile/agile-rfp/

 https://resources.sei.cmu.edu/asset_files/specialreport/2016_003_001_484063.pdf

https://hallways.cap.gsa.gov/app/#/doclib?document=5144

Just wanted to ask the OP. Commercial or Non-Commercial for clarity of situation?