Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services Sample Clauses

Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. Alltech Consulting has a well-defined and established operational formula that our entire organization follows on a daily basis, ensuring high-quality staffing availability for IT Staff Augmentation services to our many State of Florida government clients. Our written policy defining our Operational Formula, “Alltech Consulting 365”, was originally drafted in 2009 and is continuously updated. The intent of this policy is to apply uniformity to how our organization provides IT Staff Augmentation services to our State of Florida government clients. This policy also governs how our recruitment teams communicate with our clients and candidates while setting expectations and goals for performance and response times. The driving principle of this policy is our desire to achieve Consistency, Predictability, and Repeatability (CPR) as it relates to our policies and procedures. With Alltech Consulting 365, and CPR at the center of our Operational Formula, our organization consistently provides the best possible service experience for our State of Florida government clientele. The development and implementation of Alltech Consulting 365 originated with our President, Xxxxxxxxxxx Xxxxxxx and our entire management team is responsible for its adoption and adherence into their everyday work activities. An example of this policy’s effectiveness is the creation and maintenance of our pre-employment screening processes. Over the past 20 years, our operational formula has proven to be successful promoting uniformity and consistency while responding to RFQ’s, thus ensuring the desired outcome which is to continue providing qualified IT Staff Augmentation candidates to our many State of Florida clients.
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. SGS Technologie has catered to the temporary staffing needs in a variety of sectors. We have developed an effective approach to assist in analyzing staffing trends and responding quickly and effectively to our client's requirements. We will forecast an estimated number, type and level of staff that are needed over the course of a year, technology usage, skills needed, the average fill rate, and other key factors that provide essential information to guarantee that our hiring processes meet the client's needs. In addition, SGS follows a formula to ensure staffing availability for IT Staff Augmentation services. Our structure of operations is optimized to fulfill seasonal as well urgent requirements of our clients. For this:  Continuous Review Policy: Ensures clients staffing needs is always within budget.  Critical Path Method: Ensures on-time delivery.
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. In evaluating the staffing needs for the IT Staff Augmentation Services, GCOM creates and maintains a current and future staff projection plan for the duration of the contract. On a monthly basis, GCOM reviews and updates these plans to ensure continuity of services required. This allow GCOM to anticipate staffing needs and proceed filling these needs in a timely manner. GCOM provides a great place to work including an extensive set of methods, tools, professional development opportunities, and participation in networking and community events to help xxxxxx a team that helps them stay current with industry leading best practices, trends, methods and tools for the benefit of our clients. Performing as a technology staffing company, as well as one of the leading system integrators in the Public Sector, GCOM has invested in an extensive set of methods and tools to assist our practitioners in delivering high quality services and deliverables, consistently and timely. Led by GCOM’s Engagement Manager, GCOM resources placed on FDMS positions will be well supported. Staff placed on GCOM engagements benefit from GCOM Corporate and Account Management Teams: All GCOM consultants are encouraged to pursue technical industry certifications. Upon successful completion, GCOM offers our consultants full reimbursement of all costs associated with the certification, and along the path to certification, we provide reimbursement for approved training requirements.
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. SoftHQ as a prime consultant has ability to deliver all the services specified in this RFP. Our ability to staff projects and deliver services to our customers is enhanced by our well-equipped infrastructure, consisting of a geographically dispersed network of 10 U.S. branch offices and 3 offshore offices. At SoftHQ, our recruiting philosophy has always been “Hire the Best”. Our processes are built on our extensive experience working with State and Local Government clients since 2010.We have been providing Staff Augmentation Services from 2010. This allows SoftHQ to act as a local partner and enhances our ability to attract IT talent from a resources pool. Besides this, we have an excellent recruiting team that can provide staffing resources in a quick turnaround time and put together a much larger team if the requirement arises. SoftHQ believes in systematic planning strategy that leads to quality and quantity services to the clients in prescribed time frames. SoftHQ works towards aim of reducing cost and provide competitive pricing to our clients. Our ability to provide Excellency stands on following parameters: ▪ Talented pool employees and consultants: As per Department’s requirement qualified professionals are assigned within the project. ▪ Dedicated team of recruiters: The team of experienced recruiters with access to premier job boards and resume databases are able get quality resources into our projects. ▪ Employee references: Many of the resources we have added have come from employee references. This has helped us maintain good quality of resources ▪ Sub vendors: We have a group of sub vendors who we work with on skill and domain areas that they have expertise in ▪ Low attrition: We have been able to keep attrition low. This has helped our clients with minimum substitutions on their projects and helped our clients in qualitative deliverables.
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. Neumeric has a pool of candidates available at any point of time, across different technologies. These individuals have varied experience and qualification. There would also be consultants, who would be transitioning various projects, who can be available for different opportunities, which come up at that point of time. Neumeric utilizes SugarCRM to maintain the profiles/ resumes. It is maintained for 5 years, and the non-active profiles are archived after a period of 5 years. On an average, Neumeric would provide a consultant for the requirement received within 2-3 working days and the expected timeframe will vary from here due to factors like shortlisting time sought by the client, interview scheduling, availability of interview panel, number of rounds of interviews, evaluation time sought by the client, back-ground check requirements, etc. Neumeric would endeavor to fill a position sought by The State within reasonable time line and as per the urgency of the assignment. One an average, for a particular position, three to five candidates are shortlisted and qualified for submission.
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. We understand that to source candidates quickly, we need an up-to-date database that is continually refreshed and updated to support the tight turn-around times to respond to the State of Florida’s staffing needs. Our HCAT database is set up to identify resumes and report daily on candidates whose information is older than 6 months; and recruiters can customize this report to focus on specific locations and skillsets. As part of their daily duties, recruiters review the list and reach out to candidates to refresh their information and to see if they are still in the market or have updated skills. We update information for those who reply, xxxx candidates’ records who we have attempted to contact, and remove those who have not responded after five attempts to contact them over a period of an additional two months. For the State of Florida, we would create customized searches and expiration reports to ensure that our pool of potential resources for State of Florida RFQs is no older than 6 months. Our Team also refreshes our collective resume pool using proactive and passive resume collection techniques. We will use our automated parsing and ingestion process (Figure 1) to employ a model that alerts and pushes the best-qualified candidates to our recruiters for further contact. Proactively, the Pleiotek Team continually posts job requisitions on major job boards, including Monster, Dice, Indeed, CareerBuilder, ZipRecruiter and LinkedIn to gather new resumes and perform prescreening activities ahead of future requirements. For the State of Florida, we would apply this continuous technique to identify candidates with requisite skills, clearances, location, and other requirements ahead of State of Florida’s future needs. Additionally, Pleiotek Team members are active users of corporate and business social media. Pleiotek will often post positions for anticipated projects to gather resumes and potential candidates well ahead of award and requirements. Our postings, through our corporate pages and our principal members’ LinkedIn networks, reach over . Using these techniques, we tag and track all leads, connections, and resumes collected in our HCAT database. In time of surge or short response, Pleiotek utilizes our network of recruiting firms to augment and further assist in candidate identification and pre-screening. This includes our recruiting firm’s ability to employ 24/7 searching to find and stack potential candidates meeting the criteria, allowing our staff...
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Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. Over the past fifteen (15) years, we have built a strong network of qualified IT Professionals. Our Eureka database has over one hundred thousand (100,000) active resumes who are qualified to work within the United States. For example, we have a strong pool of over four thousand (4000) resources in the National Capital Region (NCR) including Washington DC, Northern Virginia and Greater Baltimore area. As described earlier, our Recruitment Strategy is based on pro-actively seeking resources and building the candidate pipeline. Our staffing plan is based on providing preferences to the local candidates, where our Account Managers and Technical Recruiters will search for the candidates in Eureka and shortlist them, closer to the place of performance (POP). In absence of such candidates from the Florida, we will source for candidates from outside states matching the requirements of the agency, and will assist the selected candidates to relocate closer to the POP. We have adopted similar strategy in staffing large contracts that are similar in size and complexities such as this like County of Sacramento in California, Boise State University, Idaho, IBM in multiple states in USA, Washington Metropolitan Area Transit Authority (WMATA), Washington Suburban Sanitary Commission (WSSC), DC-Water, US House of Representatives (House), Federal Reserve Board (FRB) and Federal Aviation Administration (FAA) to name a few. We have staff members who have been working for us on these client engagements for the last several years. Our retention policy has ensured that these resources work with us for a longer period. ADS approach will be to provide an immediate feedback to the candidate. We will utilize the DMS-FL solicitation stakeholders’ observations, and our analysis, in discussing the problem in detail with the candidate, understand from candidate’s perspective the reasons and arrive at a short-term action plan. This is critical and will be the key to turning the performance around. We will observe the candidate’s response to our approach and apply stringent actions in case of non-adherence to the action plan.
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