Questions and Responses DMA-RFP-204

Transcription

1 Questions and Responses DMA-RFP-204 I. Question submitted by Ravinder Rawat of 22 nd Century Technology, Inc. via on January 9, 2017: 1. Question: Could you please provide us bill rate & pay rate for consultants working under current contract? Response: Maximum bill and pay rates are provided on Attachment A for all anticipated job descriptions, plus the approved markup rate. At this time the markup fee is 23%. II. Questions submitted by Mary Lowry of Kelly Services via on January 11, 2017: 1- Question: Could we have a copy of the previous and current pricing and bid tabulations? Response: All current contracts are available on the FACTS systems for public viewing. All previous bid tabulations were posted on the vendor bid system immediately following the evaluation process. Copies were provided on or about January 23, 2017 the day of questions being posted. 2- Question: Page 20. Does the 7 day guarantee translate into replacing the employee at no additional cost or 7 days no bill? Response: DMA will only pay in arrears for hours worked plus the contracted markup fee. 3- Question: Section 5.9-Performance. What is the minimum level of service expectation or SLA? Response: Please refer to section 5.7 for performance measures and expectations. 4- Question: How many contractors were hired permanently? Of the contractors hired permanently, as an average, how long were the contractors on temporary status before hired permanently? Response: The DMA does not track how many contractors become full-time state employees. Although many of the contractors have been absorbed into the new contracts over the last four contracts, none are considered permanent contractors. Some have applied for vacant state positions, were selected, and became state employees or left for other ventures. This new contract requires a 1 year or less assignment. At the end of the year, each contractor requirement will be reviewed by the DMA to determine if a need still exists and whether funding is available for continued assignment for another year. 5- Question: What were the reasons for terminating the original agreement with the vendor?

2 Response: The contractor was not in compliance with General Liability and Workers Compensation Liability Insurance requirements. 6- Question: What is the average hourly work week for a contractor? Response: 40 hours-however as stated in the solicitation 40 hours are not guaranteed. 7- Question: Does the staffing agency have to bid all of the positions in Appendix A? Response: Yes, the staffing agency has be to be able to provide all positions listed on Appendix A. 8- Question: Can you clarify please the description for billing for overtime pay? Response: Overtime is to be paid in accordance with Fair Labor Standards Act (FLSA) laws. Clarifications are provided by the US Department of Labor at Overtime hours and pay rate for each applicable contract provided staff member should be listed as a separate item on the invoice. Sample: Staffer Name John Doe Jane What Title Stock Clerk Admin. Asst. Pay Rate Per Hour # of hours worked Pay Rate for O/T #of O/T hours worked Workers Pay (Gross Pay) Bid Value Percentage 15% Total Billed $ $ $ $ $ $ $81.00 $ Question: What positions would most likely run into overtime? Response: The Electrical, Maintenance and Repair, Security Manager, Emergency Management Program Coordinator, Stock Clerk, Maids and Housekeeping Cleaners do have overtime on a routine basis. 10- Question: What is the breakout of headcount per city in Florida? Response: Breakout of Contractors are at the following locations: Avon Park: 1; Brooksville: 2; Camp Blanding (Starke): 48; St Augustine: 16; Jacksonville: 1; Miami: 1; Tampa: 1; Orlando: 1; Tallahassee: 1 III. Questions submitted by Shelley Sherman of CareerUSA via on January 19, 2017: 1- Question: We do not bond our employees, but have a $5,000, crime policy which provides for dishonest acts of our employees. Will this suffice?

3 Response: If this is your normal business practice to cover normally bonded positions, this is acceptable. 2- Question: We do not have a 401K or similar plan for our Staffing Associates. Will this preclude us from consideration? Response: This is a requirement specified in Section 5.4 f 5, of the solicitation. Yes, as a requirement this would preclude participation. 3- Question: On page 19, #5.5 it states contractor s ability to provide supervision/monitoring. We can monitor through discussions with our Staffing Associates and DMA, but we will not have direct supervision over our associates. Response: This is understood, as long as you are able provide counseling, disciplinary actions or dismissal as may be necessary. 4- Question: On page 22, Tab G: would you please describe the information needed for planned staff. Please clarify what information is needed for position availability to incumbent contractor s employees (your current (incumbent) contractor? Response: Provide your current or planned methods of staffing as well as addressing the how your company would handle the probability of current contractor provided staffing seeking to transfer to the new contract. 5- Question: What position would require transporting students? What age are the students? Response: None at this time, but may be necessary during the life of the contract. Students range in age from Question: Will the State be responsible for any issues that occur while driving State or Federal vehicles by our Staffing Associates? Response: No, this is the Contractor s responsibility. 7- Question: Would the DMA consider earlier invoices than monthly? Response: No, once monthly other than required to accommodate State and Federal fiscal year obligations. 8- Question: What is your current contracted pricing? Response: Markup of 23% 9- Question: What are your drug testing requirements i.e. 5 or 10 panel tests? Response: 10 Panel

4 10- Question: What are your current background screening requirements? What is required for Level II background screens? Response: As indicated in Section 5.4(h) of the solicitation, Level I and Level II requirements are stated in Florida Statute 435. Level II screenings will be assigned on a case-by-case basis otherwise Level I is required. 11- Question: Are there performance guarantees that vendors must meet? Response: At a minimum, meet the requirements stated in Section 5 of the solicitation, which will be incorporated into awarded contract. 12- Question: Do you have any M/WBE requirements or considerations? Response: No 13- Question: What are your challenges today? Response: None at this time. 14- Question: Why are you going out to bid at this time? Response: We are currently operating under an emergency contract as a result of the previous contractor defaulting. Competitive requirement in accordance with Florida Statutes. 15- Question: Can you break-out your spend on temporary labor by position? Response: Information is not available in that format. As of 20 January there are 71 positions total. The total invoice for November billing was $125,458. December s invoice has not yet been finalized. 16- Question: What is your payment method i.e. check, ACH, credit card? Response: Contractor may receive payment in the form of checks from various Agency checking accounts and from the State level either by Check or EFT (electronic funds transfer). 17- Question: Do references need to be current or will past references be allowed? Response: References must be timely and variable, not necessarily a current contractual relationship. 18- Question: Will you accept changes to the indemnification language? Response: No, State and Federal language is mandatory.

5 IV. Questions submitted by Gary Baran of Brandt Information Services via on January 19, 2017: 1- Question: Does DMA require that Brandt bring all temporary staff on board as W2 employees, or can they be 1099/C2C if assignment terms are less than 6 months? Our standard policy is to use 1099/C2C for all assignments less than 6 months. Response: The requirement of a W2 or form 1099 is deferred to the Vendor Contractor's way of doing business as long as the IRS laws and business rules governing taxes are adhered to. 2- Question: If the temporary staff must be W2, can they be either Hourly W2 with benefits; or Hourly W2 with no benefits, based on their choice. Response: See IV. 1 above. 3- Question: Can you provide an estimate of the typical length of assignment for a temporary staffer? Response: Refer to answer previously provided in II. 4 above. Contractor provided staffing are processed for a one year assignment. Any time frame under one year will be designated as such on the form 684 with a start and end date. V. Questions submitted by Jana Thoemke of Keystaff, Inc. via on January 19, 2017: 1- Question: I would like to confirm that 1% revenues on this contract must be paid monthly to the State of Florida? (I just wanted to get that in for the other bidders :)) Response: Section 4.1 of the solicitation requires all prospective contractors must be registered on MyFLoridaMarketPlace to do business with the State of Florida. This requirement is further addressed in Section 14 of the PUR 1000, incorporated by reference by Section 3 of the solicitation. The registration process lists applicable transaction fees; at this time, through June 30, 2017, the fee is.70%. 2- Question: Can you define a Level II background screen, and approximately how many employees do you have that will require Level II screening? Response: Refer to Response to Question III.10 above. VI. Questions submitted by Susan Kennedy of IOSS Staffing via on January 20, 2017: 1- Question: Who is the current vendor(s) and what are their rates? Response: Keystaff, Inc. is the current vendor, markup rate is 23%

6 2- Questions: What is the approximate spend/budget on this contract? Do we have to bid on all of the titles? Response: Refer to Section 4.4 of the Solicitation, estimated expenditure is $2,000,000 annually. Yes, the vendor/contractor must be able to provide all titles.