Operational Formula. ICS employs a mature, well defined process to quickly and consistently provide appropriate staffing resources to our clients. This is governed by the ICS Quality Management System. Multiple subordinate processes apply to staff augmentation services, including: • Business Development • Contract Execution processes • Service Delivery • Human Resources Management Below are the process maps for Service Delivery and Human Resources Management processes from the ICS Quality Management System. ICS’s strategic staffing plan includes (but is not limited to) the following types of actions: • Defining required placements (e.g., numbers, sources/paths, and possible redeployment) • Defining recruiting needs and developing recruiting strategies (e.g., numbers, types, sources, and lead times) • Defining reductions (e.g., retirements and voluntary resignations) • Defining training and development needs to support planned placement • Defining diversity initiatives Implementation of ICS’s strategic staffing plan includes: • Evaluating the current talent that exists within ICS (e.g., skills, performance, and potential) • Identifying what specific actions will be done with whom, when, where, and how. This could include: o Targeting specific placement (promotions, transfers, etc.) o Managing voluntary attrition (retirement and separations) o Improving staff utilization (redesigning work and organizational structure, redeploying and retraining talent) o Intensifying the focus on performance standards, evaluation, and actions (performance improvement, redeployment or corrective action) o Using alternative staffing (part-time, temporary, and subcontract services as necessary) The implementation of the ICS’s strategic staffing plan produces the desired workforce needed in terms of the number of employees, the appropriate skills, employees at the right locations, etc. These plans are measured for efficiency and effectiveness. Efficiency of ICS staffing plans is measured in terms of time, speed, cost, and volume. Effectiveness of ICS staffing plans is evidenced by achieving the desired result of not only eliminating gaps or surpluses, but having the right skills or capabilities needed. Efficiency measures will indicate the time, speed, cost, and volume regarding staffing plans: • Response time (e.g., between requisition and interview) • Cost per hire by source, recruiting program or initiative • Number of openings filled • Number of qualified resumes submitted • Number of qualified ...
Operational Formula. Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. At any given time, some of NTT DATA’s experienced IT professionals are available from our “bench”— meaning, we have personnel who are ready to accept a new assignment. This bench allows us to make personnel available quickly, when necessary. The size of our bench varies. At any given time, we may have 3,000 to 4,000 employees on our bench, which is about 6 to 8% of our 50,000-U.S. employee workforce. On average, an employee spends between two and five weeks on our bench. We offer on-demand training programs so that our employees can use the time between assignments to sharpen their skills. We calibrate the size of our bench so that it aligns with our forecasted demand for services. In order to better anticipate demand, we work proactively with our clients to gather information about long-term IT staffing needs. For these reasons, our bench numbers do fully reflect our ability to provide and assign resources the moment State agencies need them.
Operational Formula. At Ace, we have developed a unique prioritization system to ensure staff availability and optimum performance of our business operations. The prioritization system is based on the following categories: • Market Based • Client Partnership • Requirement Deadlines • New or Existing Client One of our experienced recruiting staff is assigned to assess the current market trends of our customers’ staffing needs and the required skills and experience to meet them. The recruiting staff proactively reaches out to potential candidates who possess required skills and meets our employment standards, thus creating a Working Bench. The Working Bench is updated daily or weekly. This enables us to meet our customer staffing needs, quickly and efficiently. We understand that meeting customers’ staff augmentation requirements is an ongoing process. Responding to a SOW and a contract award, is the beginning to our commitment and partnership with the customer, to ensure the project’s continuous operation and successful delivery. We ensure: • Continuous support to back-fill any open positions which may result from any existing staff leaving the project for any reason. We treat back-fill requests as a top priority in all our recruiting efforts. • A standard Screening & Qualifying process to find the best candidate. • Ability to deploy a team of dedicated recruiting staff to work 7 days a week to meet these crucial needs. • An ongoing engagement between our Account Manager and each of our project staff members. A weekly meeting is conducted in which our contract tracking tool (tool captures key project milestones, technology involved, any known project issues, and training needs etc.) “Critical Success Factors for Continuous Operation” is maintained. • The “Critical Success Factors for Continuous Operation” becomes a live document for any existing and back-fill staff member to gain project functional and technical knowledge and be more effective and productive on the project within a short span of time. • An ongoing training and mentoring program which helps our employees to be able to start and be productive on the very first day of a staff augmentation initial requirement or any back-fill position. We have been very successful in staff hiring and managing our operations by using the employee referral program, advertisements in job portals (Dice and Monsters on a regular basis for key skills), holding job fairs, newspaper advertisements, and a strong and trusted relationship wit...
Operational Formula. Defined Software Development provides a full spectrum of IT staffing services to Florida organizations that require on-demand technical expertise. We have access to highly skilled, pre-evaluated technology professionals for any kind of IT hiring need. Defined Software Development understands technology and its practical applications, which allows us to better match IT skills to jobs, work style to organization culture, and individual career goals to our clients’ IT staffing needs. By allowing our company to find the appropriately skilled IT professionals that they need, our clients can use that time and energy saved toward other business demands. If the client is not satisfied with our candidate after the first 48 hours, Defined Software Development will work closely with management to replace the candidate immediately. Defined Software Development works with our clients’ best interest in mind.
Operational Formula. Staffing Availability 7
