REQUEST FOR INFORMATION NO Human Capital Management Systems September 23, 2016

Transcription

1 Steven R. Schuh County Executive REQUEST FOR INFORMATION NO. Human Capital Management Systems September 23, 2016 Written responses are due by October 27, Page 1

2 TABLE OF CONTENTS 1 Introduction Overview of Anne Arundel County RFI Summary RFI Objectives Current Application Background Narrative s Required Capabilities Rresponding Entity Information Business Continuity Planning and Technical s Key Business Capabilities and Demonstration Topics Key Business Capabilities Use Case Examples RFI Demonstration Instructions and Due Dates Attachments Written Response Requirements Submission of Information Outcome Introduction 1.1 Overview of Anne Arundel County The County currently has a system that processes benefits, human resources events, position control, time entry, and payroll for approximately 6000 active employees and benefits for 3000 retirees. The County is interested in learning about proposed tool capabilities to support the following: core HCM, benefits including open enrollment, time entry (with time clock capability) and absence management, payroll, recruiting and onboarding, compensation, pension calculations, position control, talent, and reporting/analytics. The County is committed to improving its overall operations as a part of this process and as part of that commitment is looking to identify opportunities to streamline processes and reduce manual efforts. The purpose of this RFI is to collect information in the form of application demo session(s) and written Page 2

3 responses from the service providers in the marketplace ( responding entity ). The content of the request and specific high level requirements are explained more fully in this RFI. 1.2 RFI Summary Anne Arundel County, Maryland, Office of Central Services, Purchasing Division, on behalf of the Department of Personnel ( The County ) is seeking to obtain information on Human Capital Management systems with North American Payroll and Time Entry as a Software as a Service (SaaS) or outsourced hosted solution. The purpose of this RFI is to obtain information in order to evaluate software solutions to determine the County s long term applications software strategy. The RFI process will include submission of written documentation by the responding entity responding entity and may include a single four (4) hour demonstration meeting for the responding entity to demonstrate their tool and cover key business capabilities and use cases listed in the sections below. The County will select, at its sole discretion, the responding entities whose written responses potentially meet the system needs of the County. The selected responding entity s will be invited to participate in a further Demonstration as detailed in Section 4 below. 1.3 RFI Objectives The intent of this RFI is to, as clearly as reasonably possible, describe some of the County s requirements and key differentiators where the County will need to understand how a tool can facilitate a specific need or processing requirement and to request the responding entity to provide general information about the capabilities of their proposed tool as part of a demonstration and presentation. The County s primary objectives of this RFI are to learn about the following from the responding entity: Provide awareness of all tool offerings, including those already in use by the County but also other capabilities the responding entity can provide as an integrated solution (i.e., Learning, Talent, Recruiting) How the technical solution can be used to streamline standard processes for more timely processing and status of the event awareness; Demonstrate ease of use and management of configuration from the perspective of different types of users; Provide awareness of current and future offerings that can/will provide a platform to introduce efficiencies as part of the implementation or as the application matures over time in order to improve quality, reduce manual effort, and reduce cost; Introduce and bring awareness of technology innovation and best practices that could improve capabilities; Demonstrate the user experience from the viewpoint of all types of users (employee, manager, HR analyst, etc.) and functions; Provide use case examples to demonstrate what others have achieved from the tool; Demonstrate key differentiators specifically as it relates to any designed government specific functionality; Understand where other government agencies have deployed the application; Demonstrate reporting and analytics capabilities and ease of use/maintenance; Review master data storage and demonstrate single source of the truth for transactional and reporting functionality to ensure data integrity; Highlight technology capabilities that will provide for a more scalable solution for the future integrated with other technology advancements. Page 3

4 1.4 Current Application Background This section describes some key elements of the current production environment in use by The County. The County implemented its current applications as a hosted solution in 2001, expanded to include online time entry in 2005 and benefits in The most recent full upgrade was in The following is a list of functionality currently deployed with the current software: Core HCM with position control Benefits including open enrollment for active and retired employees North American Payroll with W2 and 1099 production Time entry including integrated time clocks and absence management User defined reporting capabilities Separate Pension control system Manual processes for Workers compensation, FMLA, etc. Third party support for some benefit selection processing and COBRA Integration with health care providers and other third parties as needed Employee and Manager self service capabilities Integration to general ledger There are approximately 150 pay rules, 4300 positions, 420 classes, 25 job plans, 30 grades, and 30 steps in use in production today. Historical counts may result in higher numbers. The County has multiple outbound and inbound integrations to third party or in-house applications and utilizes functionality to mass upload data (new and changed records). 2 Narrative s Responding entity is expected to review the Narrative s laid out below and respond, in writing and, if selected, during the demonstration process. Written responses are due by October 27, Required Capabilities The following are required as part of the written response. Ref Provide at least two customer profiles where the responding entity is providing a production HCM solution for a state or local government organization utilizing position control and pension capabilities for at least 5000 active employees and 2000 retirees (Local government with union requirements using Payroll is preferred). A description of the position control and pension solutions in use by the agency needs to be included (specify whether the solution is part of the application configuration, customization, or external application). The solutions must provide, as a single configured application utilizing a single source for all master data, the following elements: a). CORE Human Capital Management with functionality to support position control b). Benefits including open enrollment capabilities c). Payroll d). Time Entry with a solution that can support clock time capability Provide a current SOC2 report or equivalent evaluation. Provide whether there is a proposed plan for obtaining an SOC2 report if an alternative is provided. Page 4

5 2.2 Responding Entity Information The following is a list of information required regarding the responding entity. Ref Provide the following information for your firm s Local Division, Headquarters, and the Parent Company: (a) Company Name; (b) Address; (c) D&B number/tax ID number; and (d) Website URL. Describe your firm s history since its founding, including the date the company was established. Include any significant acquisitions or mergers that have occurred, the date of those acquisitions/mergers. (1 page maximum) Explain how your firm concentrates on market segments and indicate the investments it is making in its government related practice/sector (1/2 page maximum) Explain key partnerships or strategic alliances it has developed with third party companies. (½ page maximum) Describe any awards, alliances, or industry recognition that demonstrates your firm s experience and longstanding track record of successful deliveries and customer experiences. (½ page maximum) 2.3 Business Continuity Planning and Technical s The following is a list of security, business continuity planning and technical questions. Please provide concise, detailed responses to each of the items below and any standard marketing material or supplemental documents. In addition, attached to this document is a security questionnaire to be submitted with this information. Ref Data Center - Describe at a high level the data center architecture, failover process, location, and 9 redundancy. Provide SLA information for system availability. Systems Recovery Planning - Describe the steps performed to conduct risk assessments of your data center 10 facilities to ensure risks are identified and addressed or accepted (e.g. storms, power failures, network outages, support staff unavailable). Systems Recovery Planning - Describe the strategies in place to mitigate the risk an incident will cause a 11 disruption to systems availability and capability to work (pre-incident planning). 12 Systems Recovery Planning - What is the distance between the primary and recovery sites? Systems Recovery Planning - Describe at a high level the type of information contained in the systems 13 recovery plans (e.g. critical personnel, contact information, recovery sequence of events, test scripts, system design diagrams). Security - Describe your service offering for internal and external vulnerability scanning. Do you perform 14 the scans, vet false positives and report them to your customers? 15 Security - Describe the method for authentication for customer access to their data and system. How is SSO supported or managed with your application? 16 Security Describe the encryption approach for data in transit and at rest Application Security Please provide an overview of the access management controls including how you ensure segregation of duties for personnel, how you ensure removal of access for terminated staff, and the approval process for user creation. What audit functions are provided? Migration - Please provide a sample project plan and/or timeline for a similarly sized deployment of HCM, NA Payroll, Time entry with time clock capability, and Benefits. Provide information relating to historical data, complexity of security, and any other pertinent information as it relates to the sample plan. Page 5

6 Ref Support Model Post Production Provide detail on offerings for post-production support and SLA levels. Include any options for payroll support for related tax filings (e.g.: ACA filings) and updates. Indicate whether the support is obtained through a 3 rd party or provided by the responding entity. Technology Provide information on the underlying technological solution including open APIs and reporting technology. 3 Key Business Capabilities and Demonstration Topics The responding entity must provide written responses that describe how the system capability can support the capabilities listed below. If selected for demonstration, the following topics need to be included in the demonstration as part of responding entity s general demonstration of the application s functionality. Demonstrations should provide The County with an overview of the capabilities and highlight key capabilities from multiple user points of view. 3.1 Key Business Capabilities The following table identifies key capabilities The County is looking to ensure the application can support. Please indicate whether the application can support this function, and if so, indicate the method: configuration, customization, or another solution. Ref Position control Position control is a key feature used by The County to track position status, budget, department, level, etc. Reporting functionality is needed to view position data at multiple levels and include vacancy and what if forecasting. Please demonstrate and provide information on position control capabilities including any budget or position forecasting capabilities and discuss any application limitations. Include in the demonstration how the position number is generated, reporting options, budget/forecasting capabilities, the position funding process, and the data that is tracked with the position number. Job Codes The system needs to be able to support a hierarchy of data: Job class or code, salary plan, salary grade, and step. Reporting should be flexible to be at any level. Provide examples of job codes, demonstrate the flexibility of the configuration and data elements that are stored with the job record detail, and demonstrate reporting capabilities including EE04 and other key government related reporting. Effective Dated Records Demonstrate how the system supports effective dated records and the reporting of historical data as a result. Effective dated records should at least be available for job, personnel, payroll, position, salary plans, and benefits records. Please provide detail on what transactions maintain effective dated records and whether historical data loads will be able to reflect actual effective dates. Workflow The County is looking to automate manual processes through the use of workflow. An example is the hiring process where approvals are required based on the request (at or above base). Please provide an example of how workflow is configured, demonstrate the complexity or ease of the configuration tool, and provide detail on any pre-defined workflow that is provided within the application as standard functionality. If selected for the demonstration, include demonstrating the creation of a simple workflow with approvals and the execution of the workflow based off of an event in the application. Event Based Triggers and subsequent alerts Provide how workflow or other capabilities can be used to trigger actions based on events. For example, The County would like to trigger an to a new employee to provide key data within 31 days of employment for benefits selection. Demonstrate how events can be bound by amount, date, time, or other data elements and what types of alerts can result from the event. Pre-validation of data Please describe how data is validated to ensure accuracy during data entry or loading of data externally. Page 6

7 Ref Flexible configuration Describe and if selected, demonstrate different configurable elements (jobs, positions, deduction rules, benefits rules, payroll calculations, etc.). Workers Compensation and FMLA capabilities Please demonstrate or provide detail on reports and online capabilities. Employee Record changes Please demonstrate regular transactions such as: Transfers, New Hire, Termination, Retirement, name changes, and address changes including the impact to payroll, absence, and benefits. Mass Updates Provide detail on functionality within the application to support mass update capabilities (for example, benefits enrollment, COLA increases, job records changes, new hires, union increases, etc.) Payroll (please provide some detail / demonstration on the following payroll related elements): a) Definition / modification of deduction codes and rules; b) How shift differential is configured and processed based on a work shift; c) How a temporary increase above the base rate is applied (how is the duration managed, date driven, event driven, etc.); d) Exceptions to general pay calculations (i.e., holiday work, shift work); e) Allowance configuration (i.e., per diem for food (based on hours worked), pay guarantees pay regardless of clocked hours); f) OT rules definitions how flexible are the rules/configuration; g) Taxed and non-taxed amounts applied to an employee s pay; h) Printing of the paystub where the employer and employee contributions are displayed; i) Support of different pay period definitions: 80 hours, 84 hours, etc. j) Payroll reporting 1099, W2, 1095C, ACA. Does the system generate and maintain these reports? k) Tax rules are tax updates provided as part of the subscription service? Time Entry - Does the application support scheduled time? Can time be interfaced from a third party application? Does the time entry application support multiple time periods (i.e., 80 and 84 hours)? General Ledger Does the application support the ability to distribute payroll expenses at the individual or other level across cost centers as part of the integration to GL. Provide detail on budget integration and budget related reporting including position management reports. Data Element values Please indicate whether there are any limits for key data elements (i.e., alphanumeric; character/size limits; required sequencing). Specifically address key data (i.e. position control number, job code related fields, and employee number). Page 7

8 Historical data load Are there any restrictions to the history load? Is history stored where ESS and MSS 35 can view loaded history or is the history reporting only? Government Extensions - Are there any specific extensions that are created for government agencies, for example: a) Grants is the system configured to support grant by fiscal year for payroll payments? 36 b) Pension calculations c) COLA update d) DROP 37 ESS/Benefits - Is there a portal that supports the uploading of documents (as.pdf) into the system Benefits The county has the need to mass enroll or terminate all or part of the employee population 38 from a benefit plan when a change occurs. Please provide how that can be accomplished in the system. Benefits Please demonstrate how benefits rules are configured. Specifically, how rules can be 39 configured to support opt-out choices (tiered and non-tiered). In addition, can rules be defined to exclude opt-out credits for spouses to allow only a single opt-out benefit per family? Benefits Please describe how benefits costs can be recovered through payroll deductions for individuals 40 that are, for example: on Leave With Out Pay? How is the balance tracked and managed? Reporting? What is visible to the employee and benefits team online? Reporting - Please demonstrate reporting capability that highlights user defined reporting, ease of reporting, provided or supplied reports, dashboards, and the type of data included in reports. Specifically show and provide examples of reports related to position control, salary tables, job codes, payroll balances, PTO balances, benefits elections, history of changes to an employee record, performance 41 management related, employee data by type of employee (active, retiree, temporary), position incumbent history, and EEO reports. Demonstration should highlight provided and ad-hoc capabilities from the employee, manager, HR specialist, payroll analyst, payroll manager, benefits analyst and benefits manager roles. Applicant Tracking The County uses a third party tool for recruiting. Please provide detail on how data is interfaced from other recruiting tools into the HCM application or a recruiting tool solution. Provide detail 42 on workflow capabilities for the applicate to hire process and indicate or show the data provided within the core HCM applications to reflect the outcome. The County would like to have visibility of applicant history and resulting hiring actions. Recruiting - Provide information on a potential recruiting solution offering including reporting capabilities. Recruiting information needs to include elements related to the hiring process including test status and 43 result that is maintained or visible from within the HCM application. Provide detail on reporting (demographic, EE04, etc.) that is provided within a recruiting solution. ESS/Employee Record Data and Learning Please provide detail on how certifications and training information can be recorded on the employee record including test scores. Could certificates be 44 uploaded? Is it possible to integrate the completion of a class from another tool or through ESS, keyed by the employee, with manager approval to initiate a payment through payroll for completing the class? Performance Management provide detail on performance management and the approval or workflow process. Does the solution provide for online entry from the employee, manager input, approvals, and e- signature from the employee to complete the cycle? Can multiple review processes exist in the same cycle 45 to support different measurements (1-5 vs. pass/fail) or different requirements? Demonstrate the performance review process and alerts for time based events and the Performance Improvement Process. Please also demonstrate reporting capabilities from the employee, manager, and HR specialist perspective. Compensation Is there a process where benchmarking can be automated? Or data loaded? Are there 46 standard integrations already available for benchmarking data, if so, what companies? Please provide detail on your mobile capabilities especially for ESS and MSS functionality and workflow 47 approvals. Page 8

9 3.2 Use Case Examples The following table provides examples of current situations to understand how the responding entity s proposed solution would support the requirement. It is expected that the items below would be addressed during the demonstration, if selected, using the responding entity s demo environment. Please indicate in the written response whether the application can support this function, and if so, indicate the method: configuration, customization, or another solution. Ref Multiple hourly rates for employee pay The county needs to track not only the base hourly rate but an additional field for the Longevity pay rate. Longevity pay is based on years of service and has a different calculation and application formula for COLA updates as an example. Please describe and if selected, demonstrate how the system would maintain two rates and how to configure calculation rules that support splitting an update across more than one rate. Include how payroll will use both fields in its payment process to calculate pay correctly for a pay period. Active to Pension to Rehire please describe and if selected, demonstrate how the system supports the change in status of an employee from an active position to a retiree and then is rehired. When an employee retires, what happens to the benefits? upon rehire as a temporary employee; can the pension be stopped? Benefits Please describe and if selected, demonstrate benefits reclassifications that can occur where an employee s position changes and the associated benefits may also change as a result of the event. Demonstrate how workflow can be used to facilitate approvals and notifications. Date Display Currently, the coverage level effective date for medical/dental/vision reverts back to initial date of plan coverage, which does not accurately reflect the effective date of the current level of coverage and employee contributions. For example, if an employee has Employee + Spouse coverage effective 1/1/15, and adds a new child to his/her medical coverage effective 7/1/16, the effective date of the Employee + Family coverage displays as 1/1/15 instead of 7/1/16. This creates confusion for the employee as he/she cannot clearly see when the new dependent was added to coverage. It also creates issues when completing pay adjustments as OBA does not clearly show when the new deduction should have gone into effect. Please describe and if selected, demonstrate how dates are displayed and updated for this scenario. Display for pending life insurance and life insurance approved through EOI Process: Currently, The display for pending life insurance is incorrect. Some employees appear to have had life insurance approved when they did not go through EOI. The small pending flag is not listed next to the pending amount but instead it is listed at the top of the page and unclear as to which benefit it applies to unless you look through the event history. This can lead employees to believe that they have life insurance coverage that they do not actually have. (This issue appears to only apply to life insurance elections made through the Open Enrollment event and not to New Hires.) Also, when life insurance has been pended for EOI and is then approved, the system does not recognize the effective date of the new coverage. The coverage appears to be effective in benefits as retroactive to the event date. For example, if an employee elects $400k Supplemental Life via a New Hire event effective 6/1/16, but they are not approved for the coverage until 8/7/16, when the coverage is approved, it will appear to be effective 6/1/16. This issue creates the same problems as the example above where it is not clear when the coverage went into effect for pay adjustment purposes. Please describe, and if selected, demonstrate how life insurance events are defined and applied through Open Enrollment, New Hire, and Life event changes. Describe and/or show how the effective date is reflected based on life insurance elections and coverage approvals. Life Insurance Eligibility We have two different classes of Basic life Insurance eligibility for full-time employees. Class 1 provides $10k in Basic Life and Class 2 requires an election of either $50k or 2x salary to maximum of $100k for Basic Life. Some employees who change jobs during the year will be newly eligible for a different class of life insurance. The programming needs to correctly update their coverage and Page 9

10 Ref provide a relevant communication to the employee. For example, an employee who changes from Class 1 to Class 2 is eligible for a higher amount of Basic Life coverage, and must make an election between the two options. An employee who changes from Class 2 to Class 1 is eligible for a lower amount of Basic Life coverage. This change can lead to a reduction of coverage for Dependent Life (Spouse and/or Child Life) based on the rule that Dependent Life cannot be more than 50% of the employee s combined Basic and Supplemental Life. The system needs to be able to calculate the employee s new eligibility for Dependent Life and make adjustments if appropriate. For example, an employee has $50k Basic Life, no Supplemental Life and $25k Spouse Life. The employee changes jobs 7/1/16 and is now in Class 1, so their Basic Life coverage changes to $10k. The employee s Spouse Life must be reduced to $5k due to the 50% rule and the employee must be notified. (Our current system incorrectly cancels the Spouse Life altogether.) There is a similar issue during Open Enrollment. The current system is not calculating the 50% rule for employees who elect Supplemental and Dependent Life and the Supplemental Life is pending EOI. For example, an employee has $10k Basic Life and no Supplemental Life. During Open Enrollment, the employee elects $25k Supplemental Life (the full amount is pended for EOI) and $10,000 Child Life. The employee should be enrolled in $5k Child Life regardless of whether the Supplemental Life is approved due to the 50% rule. Our current system pends the entire amount. If the employee s Supplemental Life is approved, the full $10k Child Life is approved at that time. If the employee s Supplemental Life is denied, the full $10k Child Life is denied. This methodology is incorrect Please describe and, if selected demonstrate, how this type of life insurance event would be configured in the application and then selected through an open enrollment cycle or new hire event. Leave The county needs to be able to have flexible leave rules that track leave accruals, have different carryover rules, rules that stop accruals based on an event, and have multi-step rules based on status, union classification, years of service, for example. Please describe and if selected, demonstrate the configuration of leave rules and how some of the above elements could be configured and applied to an employee. Indicate what is viewable from the employee perspective online and what reports are available? Personnel Data Audit Requirements - The county has a need to audit all new hire data keyed or loaded into the system for Separation of Duties purposes and to ensure accuracy. The process involves the review of the physical data entry sheet and the entry into the system of the employee ID to record that the review occurred. Please describe and if selected, demonstrate how this type of audit function which is manual today can be automated or streamlined in the future. Employee job/position related transactions Please demonstrate the following: a) Transfers in/out of a job, position, etc. b) Reclassification of a job record provide detail on the history and what is visible from the manager and employee levels. Will the history of the reclassification show before/after? c) Job sharing within the same position d) Dual role when an employee is retiring, there is a transition period where the retiree and the employee that will assume that role occupy the same position number. Please describe and if selected, demonstrate how the items above are managed in the new application. Payroll / Time Please describe and if selected, demonstrate how time entry/payroll can support the entry of time worked in a 2 week 80 hour period where the first week was 48 hours and the second week was 32 hours. The time should not reflect overtime or leave accruals in the first week. Payroll General Ledger Accounting The county needs to be able to distribute payroll across multiple cost centers. Describe how payroll expense and accruals are processed, the level of detail, any flexibility or restrictions, and how the cost center is determined? Can a person s home cost center be multiple cost centers with different allocated percentages of pay? Page 10

11 59 60 Delegation - The County has individuals that do not use computers. How are ESS and Time entry functions delegated? How would workflow help to facilitate the delegation process for approval(s)? Functions could include time entry, employee certification entry, employee record changes, etc. Describe and if selected, demonstrate delegation in the application and identify what can be delegated and how it is achieved. Position Control/Budget Tracking Please describe and if selected, demonstrate how what if reporting is used to provide results for merit or departmental increases as an example. Can the system produce a report that looks at scheduled merit increases and project out to the end of the year the cost by month? Can the system produce a report that projects the cost monthly by year for a group of employees to receive a pay increase percentage? 4 RFI Demonstration Instructions and Due Dates The demonstration, if requested from the responding entity, will consist of a single four (4) hour session. The responding entity will demonstrate the application and provide any other presentation material appropriate for the discussion. The overall purpose of the meeting is the demonstration and to showcase any key differentiators of the overall offering to support a fully integrated HCM solution. Presentation material should align with the demonstration and be limited to not more than the first hour of the session. Supplemental materials can be included and left for review after the demonstration. The County expects the responding entity to manage the meeting and come prepared with an agenda presented ahead of the session to The County. Demonstrations will be scheduled on the following dates (see table below) and will begin promptly at 8:00 a.m. local time or 1:00 p.m. local time. responding entities will have access to setup 30 minutes prior to the demonstration. All demonstrations will occur at the County s office located at 2660 Riva Road, Annapolis, MD Demonstration Number Day Date D01A Monday 8 am 12 noon 11/14/2016 D01P Monday 1 pm 5 pm 11/14/2016 D02A Tuesday 8 am 12 noon 11/15/2016 D02P Tuesday 1 pm 5 pm 11/15/2016 D03A Wednesday 8 am 12 noon 11/16/2016 D03P Wednesday 1 pm 5 pm 11/16/2016 D04A Thursday 8 am 12 noon 11/17/2016 D04P Thursday 1 pm 5 pm 11/17/2016 D05A Friday 8 am 12 noon 11/18/2016 D05P Friday 1 pm 5 pm 11/18/2016 Service providers are to select two (2) dates and times of preference, and provide this information in their written response to this RFI. The County will schedule the demonstrations by November 4, The County will attempt to honor the responding entities date/time request, but this cannot be guaranteed. Page 11

12 Below is a list of the activities and due dates for the RFI process: Activity Due From Due Date Responses due for written portion of the RFI responding entity 10/27/2016 Scheduled demonstration date, at The County s sole discretion. Anne Arundel County 11/4/2016 Demonstration Agenda due responding entity 11/11/16 5 Attachments AACO Cloud Security Requiremen 6 Written Response Requirements Please keep your response to 20 pages or less and respond by reference number. As it is anticipated that responders will submit brochures and marketing information, the County may not be able to copy such material. Responders are requested to provide three (3) complete copies of all documents/materials submitted. Please do not include any service pricing information. RFI response should contain the following: Contact Information Please provide the following contact information: Company Name Address Name of the individual who will act as primary point of contact for inquiries Contact Person s Telephone Number Contact person s Facsimile number Contact Person s Address 7 Submission of Information RFI response may be submitted by hardcopy only. Written responses are due by October 27, To: Anne Arundel County, Maryland Stephen Ports, CPPB, Buyer IV Office of Central Services, Purchasing Division 2660 Riva Road, 3 rd Floor Annapolis, MD TELEPHONE: (410) (Direct) Page 12

13 Please questions or comments to 8 Outcome Anne Arundel County does not guarantee any formal solicitation will be generated as a result of this RFI. This RFI is issued solely for the purpose of allowing the County to gather information concerning and evaluate options that may be available for the delivery and enhancement of these service. End of Document Page 13