Question: Clarifying from page 11, contractors should only budget for our staff supplies?

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1 Questions submitted to Guilford County WDB Question: If the successful One-Stop Operator bidder would like to pursue a future contract in Guilford County for an Adult and Dislocated Worker contract, would they be able to? Or, does being the Operator preclude the bidder from also being the Adult/DW provider? Answer: While the State of rth Carolina does not prohibit the same entity from serving as the one stop operator as well as a service provider (Adult, DW, or Youth), we would expect that the bidder would detail the steps they would take to have a firewall between the two contracts. Question 4-2 (b) (xi) would be the appropriate place to document this in your proposal. Question: Clarifying from page 11, contractors should only budget for our staff supplies? Answer: That is correct. For example, a desktop computer and office phone will be provided to the contractor, but if they feel that a cell phone or laptop is needed they would need to budget for that. Question: The operator is supposed to coordinate business service delivery efforts can you supply counts of the current business service delivery staff in the both centers? Answer: There are two main hubs for business services delivery the WDB directly employs Business Services Representatives (currently 3, but there are current vacancies being filled) and the Talent Employment Team, which currently employs 4 Employer Consultants. There are also Veteran staff in the centers that are involved with serving employers. Question: The second outcome mentioned on page 13 is establishing measuring methodologies for different items is there a current methodology that the WDB or current contractor uses to track those efforts? Can it be shared? Answer: The primary method used for tracking quantitative measures is NCWorks making sure that services are recorded accurately. For qualitative measures, we have used focus groups, labor market research, and follow-up phone calls to participants, but are open to other methods. Question: Can you please clarify the length for the Program Plan Narrative the RFP states 15 pages on page 19 and 10 pages on page 20? Answer: 10 is the intended length. Question: On page 20 of the RFP it states the Budget Narrative is limited to 2 pages and will describe the Bidders planned budget. On Page 24 we are to provide a detailed line item budget, supported by a strong narrative justifying the funds. Is there a template for the budget or does the proposer create a line item budget? Does the 2 page limit include both the budget and detailed narrative or only the narrative? Answer: There is not a template provided- we would suggest being as specific in line-items as possible (individual positions in a personnel section, types of supplies in overhead, any profit or indirect cost in fees). The 2 page limit does not include the budget, just the narrative. Question: What is the One-Stop Operator s role in coordinating and providing workshops? What is the current system for providing them?

2 Answer: Currently, workshops are provided by internal staff as well as community partners (such as the community college). The One-Stop Operator would be responsible for gathering customer feedback for ensuring that we are offering the right workshops at the right times, and working with the service providers to improve or refine them. Question: Who are your current WIOA providers? Answer: ResCare is our Adult/DW provider and EDSI is our Youth provider. Question: Please provide a list of your current partner agencies in your Career Centers. Answer: National Caucus for Black and Aging (NCBA), Guilford County Reentry Council, Welfare Reform Liaison Project, Guilford Technical Community College, Vocational Rehabilitation, Educational Dynamic Solutions Inc., ResCare Workforce Services. Question: What is the One-Stop Operator s role in revenue-sharing agreements? Answer: The primary responsibility of creating and maintaining revenue-sharing agreements is the WDB staff; however, the operator may be involved in discussions or negotiations of future agreements. Question: Will the bidder be expected to maintain or interview current staff? Answer:, they will not. We expect there will be minimal or no displaced staff as a result of current vacancies and other factors. Question: What are the current salaries of your center managers? Answer: Historically, our Career Center Manager salaries have ranged from $50,000-$70,000. This range is based on whether the manager is a DWS or contractor employee, their skills, and their tenure of service. Question: What is the One-Stop Operator s role in maintaining office supplies? Answer: Office supplies are not part of the operator s budget; however, they may play a role in observing when supplies are low and advising the relevant entity to reorder. Question: In several areas, the roles & responsibilities of the One-Stop Operator and/or the Center Manager discusses service promotion and marketing, including the development of outreach materials. Are there expectations for a marketing budget in the One-Stop contract, or are those costs held separate? Answer: Those costs are separate, there is no need to budget for them. The WDB does not supply business cards however. Question: Similarly, several mentions of staff development, technical assistance and/or training are there expectations for a training budget in the One-Stop contract, or are those costs held separate? Answer: Those costs are separate with the exception of staff development training that is particular to your staff members. For example, you would need to budget for conference attendance for the one stop operator and center managers. Question: Page 24 states Funds awarded under this RFP will be made available to a selected contractor under a fixed rate contract. Are we correct to interpret this to mean that with an approved budget, the total contract will be paid in monthly installments versus direct cost reimbursement? This will make a significant difference in the administrative/overhead supports needed (particularly from the accounting department).

3 Answer: That is a typo this contract is expected to be direct cost reimbursement. Question: Pg. 13 of the RFP states The Operator will be responsible for hiring one administrative staff and two Career Center Managers and that The Career Center Manager is the functional supervisor of all Career Center staff and is primarily responsible to the One Stop Operator. A. Does the Board intend to have the One-Stop Operator also serve as one Career Center Manager? B. Does the Board intend to have four distinct positions, as laid out below, funded through this RFP? One-Stop Operator position High Point Career Center Manager position Greensboro Career Center Manager position administrative staff position Answer: Option B is the intention. Question: Can we use a legible font smaller than 12-point for charts, tables, graphics, and/or question prompts? Answer:, as long as it will be legible on the printed page, not just a screen. Question: Can we remove or truncate questions? Answer: It will be easier for the reviewers to review if the questions are still there; however, you can truncate or remove if necessary. Question: Would you be able to provide a current O-Chart for both the Greensboro and High Point locations by job title and formal employer of record? Greensboro Career Center: One-Stop Operator: 1 ResCare Center Manager: 1 DWS Marketing/Outreach: 1 ResCare Talent Engagement: 2 ResCare, 5 DWS Talent Development: 2 ResCare, 3 DWS Veteran Staff: 2 DWS RESEA/EAI/TAA/Special Projects: 7 DWS Talent Employment Solutions: 3 ResCare, 1 DWS Youth: 6 EDSI High Point Career Center: Center Manager: Currently Vacant Talent Engagement: 2 ResCare, 3 DWS Talent Development: 2 ResCare RESEA/EAI/TAA/Special Projects: 4 DWS Talent Employment Solutions: 3 ResCare Youth : 2 EDSI In addition to Career Center Staff, the WDB (City of Greensboro) directly employs a Director and Assistant Director, an admin team (5 staff), a Business Services team(4 staff), and special projects staff (2-3 staff). Question: Do you have a workflow/customer flow chart for each Center that you could provide to us?

4 Answer:, see below. Question: In the RFP package, it indicated on page 5, Section 1-8, that the package would be available in a downloadable Microsoft Word format. I have searched on the website and can only find the PDF version; is that the only format the RFP will be available? Answer: This was a typo, the pdf is the only format being made available.

5 Talent Engagement (TE) Functional Area 3/12/2019 Reception Desk Will be referred to other local agencies, community resource list will be provided to the customer Customer enters Workforce Office and is greeted by TE Staff per welcome script t seeking job-related services Is customer 100% registered in NCWorks, Wagner Peyser, and WIA Core Returning Sign-in at the computer kiosk and select service Check-in at Receptionist Desk. Receptionist checks NCWorks registration, will determine reason for visit, place customer on scheduler and then issue a color-coded visitor badge. New or Returning customer Badge Color Key Red= Talent Engagement Yellow= Talent Development Green= Employment Solutions White= Self-directed job search Purple= Group Blue= non-product box services New Get Red Badge View Intro Orientation and complete Self Assessment Active within past 90 days? Get Red Badge Get Red Badge Directed to CRC to complete NCWorks Registration One-on-One meeting with TE Staff member to review case notes, customer selfassessment, and complete Needs Assessment (in NCWorks) to determine next step. Ensure enrollment in WP and WIA Core and initiate IEP, and also introduce Product Box services. Get Yellow, Green, or White badge Directed to appointment, job referral from NCWorks, job listing for jobs not requiring specific screenings, or next step based on needs or referral. Make appointment for customer to return or provide job referral from NCWorks job listing for jobs not requiring specific screenings. Customer receives instruction card w/appt, referral, etc. All customers will receive a Membership Card Customer leaves Talent Engagement Customer leaves Talent Engagement Enters Talent Development or Employment Solutions Enters Talent Development

6 Customer enters Talent Development Functional Area per appointment or referral If program services are not appropriate for individual, they will be referred to outside agency. Talent Development (TD) Functional Area Customer will meet with TD Advisor. Together they will review needs assessment, which will include barriers to employment, and IEP, add objectives to the IEP, and introduce them to the Work Ready Checklist. Does the Customer have a specific career area? 3/12/201 9 Initial meeting with industry specific TD consultant who will work through the Work Ready Checklist through conversation and observation with the customer and validate any items that the customer has already completed. This will include an investigation into industry trends and a focus on comparing the customer s current skill set (measured with self-reporting and objective assessment) with the skill set of their desired occupation. Customer will be enrolled in WIA intensive services. Determine exact career cluster/area of interest by utilizing product box services for career exploration. Once they have selected a career area, they will be referred to a TD Consultant. Is Work Ready Checklist complete? Receives Recommendation Certificate Work Ready Checklist is under development To complete items on Work Ready Checklist, using product box, Customer is given appropriate referral(s), assessments, ITA request(s), supportive service request(s), etc by TD Consultant. IEP will be updated as customer progresses. Checklist must be complete to move forward. Customer leaves Talent Development Enters Employment Solutions

7 Employment Solutions (ES) Functional Area 3/12/201 9 Customer enters Employment Solutions Functional Area per appointment or referral from Talent Development Staff Customer has a One-on- One meeting with an ES Job Seeker Consultant. The ES Job Seeker Consultant reviews customer s skills, aptitudes, and employment goals. Together with the customer updates IEP for employment goals and objectives, and provides Job Search Assistance. Pre-screening for specific jobs and appropriate referrals will be made for full-time jobs. Rapid Employment: Special pools of candidates will be recruited from NCWorks and screened based on employer-specific criteria. Any skill gaps will be addressed by staff. Referrals will be made to employer from pool. Did customer follow prescribed job search plan? Customer receives written warning that Job Search Assistance could be suspended and they may be sent back to core services/self-directed job search if they do not follow through Did customer obtain employment? Customer has a One-on- One meeting with an ES Job Seeker Consultant to determine needs and/or corrective actions, reevaluate IEP and goals. Follow-Up: Customer will notify ES Consultant within 5 working days of employment. Consultant will enter information in NCWorks online case file and create case closure after all activities are completed. Present customer with a Congratulatory Certificate and post picture and success story on special board in Workforce Office. Flow chart for employer process/business services will be developed with input from leadership team