NPAAMB Labour Market Study

Transcription

1 Request for Proposal (RFP) Niagara Peninsula Aboriginal Area Management Board c/o NPAAMB Steering Committee 50 Generations Drive, 2 nd Floor Ohsweken, ON N0A 1M0 Tel: ed@npaamb.com Website: Attention: Shari St. Peter, Executive Director Notice The Niagara Peninsula Aboriginal Area Management Board (NPAAMB) is soliciting proposals from professional consultants to undertake a detailed Labour Market Research Study of the urban Aboriginal people in NPAAMB s service catchment area. The identified timeline for this project includes: Monday March 2, 2015 to March 31, 2016.

2 LABOUR MARKET RESEARCH STUDY SUBMISSION PROCESS Date of Issue: January 28, 2015 Expression of Interest: 4 pm February 6, 2015 Submission Due Date: 4 pm February 13, 2015 Review Proponent Submissions: February 16 th Week Interview/Select Proponent: February 23 rd Week Contract Commence: March 2, 2015 For the period commencing, March 2, 2015 to March 31, All submissions must be hand delivered or via and include: 1. At least 3 references listed who have direct knowledge of your work within the last 5 years 2. Complete contact listing of principle contact, and team support if applicable. 3. Complete proposal including activities to address identified objectives, company experience/credentials, detailed methodology, clear division of proponent responsibilities and associate team members, realistic budget, relevant references and supporting documentation. 4. Experience with Aboriginal Communities and/or ASETS agreements/service Canada. 5. Copy(ies) of previous labour market research, skills based assessments; labour market needs assessments and/or socio-economic reports executed within the last 5 years. 6. Confirmation of availability for March 2, 2015 to March 31, All submissions and any inquiries should be addressed to: Shari St. Peter -Executive Director Niagara Peninsula Aboriginal Area Management Board 50 Generations Drive, 2 nd Floor, Box 9 Ohsweken, Ontario N0A 1M0 Tel: ext ed@npaamb.com website: Page 2

3 1.0 History and Mandate of Niagara Peninsula Aboriginal Area Management Board (NPAAMB) NPAAMB is a not for profit Aboriginal organization with a primary mandate to provide Employment and Training Solutions for Aboriginal youth ages who reside within the catchment areas of Fort Erie, St. Catharines, Hamilton, Brantford and Kitchener-Waterloo. NPAAMB is a modified Aboriginal Skills and Employment and Training Agreement holder (ASETS) and is solely funded by HRSDC Service Canada. Mandate NPAAMB, as a circle of Aboriginal people with a vision of self-determination, seeks to enhance the quality of life through employment and training initiatives as identified by the Aboriginal communities of whom we serve, resulting in a skilled Aboriginal labor force. Mission To assist urban Aboriginal youth to find jobs and access to higher learning opportunities in the geographic area of Fort Erie, St. Catharines, Hamilton, Brantford and Kitchener-Waterloo. Vision To provide Employment and Training support to build a strong and vibrant labor market that will enhance urban Aboriginal youth, as they become the leaders of today, for a better tomorrow. Objectives Assessing the needs and establishing the priorities of the various communities within the NPAAMB areas Developing and implementing policies designed to address such needs and priorities Assessing existing employment and training programs and services available within the various communities Facilitating the availability of such employment and training programs and services to the Aboriginal people within the various communities through the existing infrastructure of Aboriginal organizations Ensuring such employment and training programs and services meet the current and future needs and priorities of the various communities Encouraging and monitoring employment equity for Aboriginal people and facilitating the improvement of such employment equity. Organizational Structure The affairs of the corporation are managed by a Board of Directors. The number of Directors is ten (10), two (2) from each catchment community. The Board will create committees that are deemed necessary Page 3

4 and will include a terms of reference to guide the work of the respective group. The Board meets on a monthly basis to review and make decisions and directives concerning the policies and overall governance of the organization. The Executive Director is responsible for all day to day operations, internal procedures, staffing management and execution of the Annual Work plan and objectives for the organization. As at January 1, 2015 there is currently nine full time staff and six contracted staff. All staff report directly to the Executive Director. Five (5) Youth Services Officers deliver their programs and services from regional offices located respectively in Fort Erie, St. Catharines, Hamilton, Brantford and Cambridge. 2.0 CURRENT STATUS NPAAMB is currently in the final year funding cycle with Service Canada. Service Canada has granted each of the ASETS organizations a one-year extension for the period April 1, 2015 to March 31, There has been a lot of transition within the organization in the last 2 years including changeover of Executive Directors, replacement of some staff; organizational structural changes with Service Canada agreements and service delivery frameworks (from the AHRDA to ASETS agreement). As a result, the organization has had to quickly adapt to the above changes while continuing to implement identified priorities and activities on an annual basis. In preparation for the next one-year funding cycle (April 1, 2015), it is necessary for the organization to pause and reflect on: Successes and challenges to date operational, activities (review of annual reports present; review of Funder monitors/mid-year dialogues) Review and identify gaps in policy/programming, organizational structure, governance mechanisms and operations Finalize NPAAMB Strategic Business Plan to prepare for the next funding cycle Develop short term and long terms goals and objectives for implementation within the fiscal year so as to round out the current Business Plan (with respect to governance, policy and long range planning) Develop timeframes and work plan for the next twelve (12) months in preparation of post 2015 NPAAMB Strategic Business Plan and the one-year extension period. The solicitation for proposals to consulting groups respects NPAAMB s current business at hand. Approaches reflective of our cultural history; unique learning styles and holistic in nature are strongly encouraged. This RFP is an Open Bidding Service (OBS) for qualified professional consulting groups. Page 4

5 3.0 QUALIFICATIONS, SKILLS AND EXPERIENCE The successful proponent will have the following qualifications and experience: Knowledge and experience in conducting labour market assessments, labour market studies, skills needs analysis, economic development forecasting, labour force needs and socio-economic reports Have a minimum 5 years of past experience in undertaking similar labour market assessment or labour market studies working in the urban Aboriginal community Computer based research skills and proficient use of MS-Word, MS-Excel, MS-Access or Statistical Software Packages Sample or links to previous studies completed including sample size, methodologies utilized and final project report from a minimum 2 similar projects lead by the proponent Skills in labour market research, quantitative and qualitative research methodologies, data collection, data analysis, tabulations, coding and report writing Excellent written and verbal English skills 4.0 PROPOSED SCOPE OF WORK Under the Direction of the NPAAMB Steering Committee who is working with the Ministry of Training, Colleges and Universities (MTCU) the Proponent will develop the Scope of Work and related Research Methodologies to undertake this assignment with strict adherence to the timeline in completed the study. The proposed Scope of Work for the will address the following Research Questions as identified by the NPAAMB Steering Committee: 1. Who is NPAAMB s Target Audiences? (i.e., gender, age, education, training and skill level) 2. Where does the Target Audience live? (i.e., city, town, rural transient, social housing, private dwelling, living on the street, living in transitional homes, emergency shelters)? 3. What factors impact the Target Audience access to training and employment? (i.e., mobility, day care, lack of skills, training, education, other factors) 4. How large is NPAAMB s Target Audience Labour Pool? 5. What industries (sector) are driving Job Creation in NPAAMB s service area? 6. What are the current and future training trends and employment patterns for the urban Aboriginal population in NPAAMB s catchment area? 7. What are the Economic Development Opportunities available to the urban Aboriginal population? 8. What are the major factors that currently influence the urban Aboriginal labour market in NPAAMB s catchment area? 9. What are the critical Leadership and Career Skills necessary to prepare the urban Aboriginal population for future training and employment? Page 5

6 10. Who are the Local Mentors the urban Aboriginal population can work with to support them in their training and employment goals? 11. Is NPAAMB pro-actively addressing duplication of programs and services in the service area? 12. Is the Target Audience aware of the programs and services offered by NPAAMB, Ontario Works, Employment Ontario and other key stakeholders? 13. What are the sources of funding available in each region to support the people? 14. What are the factors impact Recruitment and Retention of the urban Aboriginal population? 15. What are the existing structural challenges in the urban Aboriginal community and how does it impact training and employment readiness? 16. Pre-employment initiatives who are they and what do they do? What are their findings and best practices, availability, accessibility, equitable analysis of each service region) NPAAMB anticipates the study will take 1-Year for the successful proponent to complete the extensive work. The study will examine at a minimum the following: 1. NPAAMB Document, Annual Report and Literature Review 2. Review of NPAAMB/Service Canada Contribution Agreements and Reporting Standards 3. Environmental Labour Market Scan of the Service Area Trends and Patterns in Training, Employment, Apprenticeship, Education, Housing and Business Development 4. Hosting 15 Community Engagement Sessions to Gather Information from the Community and Key Stakeholders 5. Occupational Supply and Demand Analysis of Growth Sectors for the Urban Aboriginal population 6. NPAAMB s Target Audience Demographic Analysis 7. Estimate Size of the Urban Aboriginal Population Labour Pool in the Service Area including the Urban Aboriginal Youth Segment 8. Leadership and Essential Skills Analysis of the Urban Aboriginal Population 9. Identify Community Mentors in the Service Area 10. Roll Up Information and Data Analysis 11. Preparation of Milestone Monthly, Quarterly and Progress Reports 12. Preparation of Final Report and Presentations to the Steering Committee 13. Publicly Release Final Report to the Community and Key Stakeholders 5.0 DURATION OF STUDY The length of engagement of the contracted services will be March 2, 2015 with an end date of March 31, Upon awarding of the contract, the proponent principal contact will be contacted to meet with the Executive Director and/or delegates from the NPAAMB Steering Committee to discuss in more detail some of the objectives sought for the training. At this time, a copy of the existing Labour Market Information, Year-End Reports, Strategic Plans and other relevant documents that may assist with the study will be provided to the proponent over the duration of the study. Page 6

7 6.0 METHODOLOGY APPROACH The proponent must illustrate their understanding of NPAAMB s needs relative to the Labour Market Study. The proponent will outline their methods to ensure consistency with the required Work Plan. Research Methodology The proponent will outline their research methodologies for undertaking the. The NPAAMB Steering Committee envisions a variety of approaches which may include the following: 1. Qualitative Research Methodology 2. Quantitative Research Methodology 3. Indigenous Research Methodology The proponent will identify the sample size to be undertaken within the scope of work and illustrate how they intend to engage the urban Aboriginal community, facilitate data collection, code and tabulate information gathered, perform data analysis and prepare interim and final reports for presentation to the NPAAMB Steering Committee. Human Resource Plan and Divisions of Labour The proponent will outline a detailed human resource allocation plan and highlight specific activities which will be undertaken by the proponent and his/her team members for the assignment. The proponent will submit the following templates as part of their formal submission: Personnel Allocation and Fee Structure Name of Person Title and Role Rate Per Diem Hourly Rate # of Hours Allocated Total $ Indicate the number of hours the Lead Proponent and/or Co-Leads will work in the Hours Allocated Column. Sub-Contracted Personnel/Third Party Team Members Name of Person Title and Role Rate Per Diem Hourly Rate # of Hours Allocated Total $ Indicate the number of hours Sub-Contracted Personnel and/or Third Party Team Members will work in the Hours Allocated Column. Sub-contracted and third party team members must not be replaced without informing NPAAM Steering Committee. Page 7

8 Work Plan The proponent will outline a detailed Work Plan and a timeline schedule for undertaking specific tasks during the course of this assignment. The proponent will submit the Work Plan as an appendix to the formal proposal submission. Milestone Deliverables The proponent will outline critical Milestone Deliverables and present Key Findings to the NPAAMB Steering Committee at regular scheduled intervals throughout the duration of the project. Reporting Mechanism The proponent s main contact for the assignment is the NPAAMB Executive Director. 7.0 BUDGET The proponent will outline a detailed project budget which will include costs for the following line items: Professional Fees Overhead Costs Sub-Contracted Personnel and/or Third Party Fees Additional Data Purchase - Costs for Special Runs and/or Research Reports Other Costs Incentives or Other Special Costs to Implement the Study Proposed Critical Path Timeline (CPT) January February 2015 March 2, 2015 March 2 - April 30, 2015 May 1 June 30, 2015 Steering Committee s Finalizing Terms of Reference and Request for Proposal (RFP); RFP Issued and Proponent Interviewed Proponent Selected, Contractual Agreement Signed and Labour Market Study Initiated Environmental Labour Market Scan Completed in All Communities Labour Market Analysis, Trends, Patterns; Occupational Analysis; Target Audience Demographic Analysis and Estimated Size of the Urban Aboriginal Population May 1 August 31, 2015 August 1-September 2015 September-October 2015 November-December 2015 Community Engagement Sessions Essential Skills and Leadership Skills Analysis Community Mentors, Partnerships and Collaboration Statistical and Qualitative Roll Up and Analysis Page 8

9 January 2016 January 2016 February 2016 March 31, 2016 April 2016 Proponent Recommendations and Implementation Schedule Proponent Final Report Preparation and Edit Report Proponent Presentation to Community Stakeholders NPAAMB Accepts the Final Report NPAAMB Publicly Releases the Final Report 8.0 PROPOSAL REQUIREMENTS & ASSESSMENT CRITERIA The Proponent will be selected based on the following criteria: Completeness and quality of proposal in addressing the Terms of Reference Feasibility of the propose methodology, human resource allocation and timeline schedule Experience, knowledge and skills of the Proponent and Team Members Names of three references which are relevant to the proposal Cost and value of proposed services Resources and capabilities Innovation and creativity of the approach to undertake the Scoring for the will be as follows: Technical Merit Weighting Factor Capacity to perform the work (knowledge, skills, abilities) 20% Methodology (clear, concise, reasonable time frames and deliverables) 25% Overall presentation of proposal (well written, organized) 10% Budget (realistic and includes financial notes) 20% Total: Technical Merit Value 75% Other Criteria Proven Experience working with urban Aboriginal community 15% Proposal includes all requested documentation and is complete 10% Total: Other Value 25% Page 9

10 Miigwetch, thank you for your time and attention to our request. We look forward to hearing from you. In friendship and unity, Shari St. Peter- Executive Director Niagara Peninsula Aboriginal Area Management Board 50 Generations Drive, 2 nd Floor, Box 9 Ohsweken, Ontario N0A 1M0 Tel: ext ed@npaamb.com Website: Page 10