Proposed Employment Procedures Sample Clauses

Proposed Employment Procedures. Xxxxx services cover the entire spectrum of information technology (IT) services from design to post-implementation staff augmentation and support. Xxxxx has made government a top priority and recognizes government’s unique challenges of serving constituents effectively, while navigating significant budget constraints. We recognize the value that staff augmentation brings to our clients, as governments are being tasked with delivering more services in more ways to a growing constituency. Xxxxx will support the state’s many mission essential functions by:  Providing exceptional staff augmentation  Leveraging a diverse pool of highly trained IT professionals  Delivering strong customer service and support for each RFQ and subsequent engagement  Ensuring rapid engagement to meet emergent needs Xxxxx staff are acquired using a standard, consistent hiring process. Staff are aligned to positions which have minimum qualifications. Staff are prepared and processed through the normal human resources (HR) channels. Xxxxx performs thorough reference checks on all staff prior to employment or contract engagement. This process ensures that multiple references are contacted to fully vet each candidate and ensure that standards for professional excellence are maintained. The reference check process ensures that we gain insight into an applicant’s skills, qualifications, and abilities to do the job prior to selection. The HR office coordinates with hiring managers to:  Determine the appropriate staff classification  Perform interviews of potential candidates  Verify references and experience  Validate educational background  Perform pre-hire drug and background screenings Xxxxx will review all details contained in RFQs to determine which personnel meet the State’s job title criteria. Suitability will be determined by the results of the screening process that validates school(s) attended, degrees obtained, attendance dates, and GPA. In addition, relevant work experience may be factored into suitability when permitted. Former employers are contacted, as well as listed references, to gain an understanding of the work ethic and Florida Department of Management Services Information Technology Staff Augmentation Services - 3rd Bid RFP No. 15-80101507-SA-D dependability of the candidate. Also, interviews focus on specific skills as determined applicable to the job under consideration, including but not limited to:  Communication skills  Work history and experience  T...

Proposed Employment Procedures. The State of FL desires to do business with a vendor with an established Staffing Resource Management Plan. Following is a description of Xxxxxxxx & Associates, Inc. (AAI) plan to provide highly qualified staff for the Florida Department of Management Services, Information Technology (IT) Staff Augmentation Services. • Respondent’s plan to provide staff for IT Staff Augmentation Xxxxxxxx & Associates, Inc. (AAI) has 22 contiguous years as an information technology (IT) vendor with the State of Illinois. XXX’s expertise in recruiting, screening, and hiring high level IT resources, has resulted in the successful placement and retention of over 225 resources on public sector projects. The established processes used to obtain high quality resources are provided in summary below. These established and honed processes insure the quality of the resources that are matched to the individual skill categories requested by the customer. AAI continues to provide qualified resources to the State of Illinois and will implement the same plan to provide staff for the Florida IT Staff Augmentation, once we are approved for the Florida IT Vendor’s List. • Respondent’s employment screening processes that contain the following elements: o Respondent’s employment standards ▪ Approximately 18 months ago, AAI contracted with an individual with a Senior Professional in Human Resources (SPHR) certification to assist with personnel-related issues and standards. This individual assists AAI with all aspects of the selection, interview and candidate validation processes. ▪ AAI’s employment standards follow, at a minimum, the Illinois Statutes on Employment. AAI will implement, at a minimum, the Florida Statutes on Employment, including the use of the Federal E-Verify system. These state statutes are in addition to the Federal Statutes on Employment. ▪ Through internal evaluation and verification, we reach a point at which it is determined whether or not to move forward with a particular candidate for any given opportunity. ▪ Candidates are then provided with AAI Employment Standards & Guidelines. Candidates must review, then sign confirmation form and return. Confirmation forms are kept in the candidates file. o Respondent validation of staff’s resume stated education ▪ Candidate contact and AAI contact information exchanged. ▪ Resume is requested from candidate. ▪ Resume is reviewed by qualified technical AAI staff. ▪ Candidate is contacted and resume is discussed. Questions are asked...

Proposed Employment Procedures. Requested Information CGI Response Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. CGI’s overall staffing process is outlined above. Our dedicated CGI Account Manager will review state issued Request for Quotes (RFQ) in a timely manner and respond where applicable with proposed candidates. We will perform the required screening and certification steps in advance of submitting candidate resumes. In general, CGI prefers to use employees (members), but will leverage subcontracted resources only where necessary. Describe Respondent’s employment screening processes that contain the following elements:  Respondent’s employment standards (the minimum performance standards the Respondent requires of its employees and subcontractors).  How the Respondent validates staff’s resume stated education.  How the Respondent determines which staff fit the State’s Job Title Description and/or Request for Quote criteria.  How Respondent will implement required Resume Self-Certification Form (Contract Exhibit G).  How the Respondent will conduct interviews and include interview criteria.  How the Respondent will conduct reference checks on staff.  How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote. The CGI Account Manager is responsible for working with CGI Recruitment and Assignment staff to identify potential candidates who meet the state’s functional and technical requirements. In the event external candidates are required, the Account Manager will coordinate CGI Leadership, Analytical, and Technical interviews; and propose candidates for projects. The Account Manager is also responsible for ensuring that Exhibit G is completed by each respondent as they are presented for projects. CGI Recruitment conducts background investigations on all new hires. The standard background investigation contents differ dependent on the geographic location in order to align with the market practice or local legislation. As an example below are the standard background investigation requirements for the US:  Social Security Number Verification  Education Verification  Employment Verification  7 year criminal history (felony, misdemeanor), based on residence and employment addresses  NationScan In addition to the standard background checks, a credit check will be conducted for those potential candidates filling fiduciary and executive roles. Additional background components may...

Proposed Employment Procedures. Providing qualified staff: In order to ensure quality candidates are presented to our clients, Stratice’s experienced team of recruiters complete an extensive qualification process that includes the following: • Employment Standards: From initial contact with potential consultants, we take the time to give an overview of Stratice’s mission as well as our staffing experience within a range of industries. Stratice invests time within the initial contact to learn about the potential candidate’s relevant experiences, salary requirements, career objectives, as well as their expectations for this role. If the potential consultant displays qualities of exceptional work ethics that Stratice strives to uphold, then our team follows up for an in-person meeting either locally, or a thorough phone call with Skype capabilities. This second screening is solely meant to dive deeper into the initial points of conversation: employment history, specific job duties, certification and abilities, technical skills and career objectives. This is also our chance to have an open conversation on furthering the consultants career goals now and through future opportunities. • Validation of education: Throughout our qualifying process, we ensure each candidates’ educational background matches the requirements of each client. To ensure all requirements are met, Stratice uses a combination of GoodHire, which is a human resource tool that validates the background information of potential consultants through an extensive database, and a strict qualifying process through the in-person interview. During the interview process, our team will follow up with the applicant to ensure their educational background is accurately represented by requiring applicants to provide proof of education during the process.

Proposed Employment Procedures. ✓ We provide the Right Talent, at the Right Time, at the Right Price. ✓ We have a 100% lifetime fill rate ✓ We not only attract top talent, but we also retain the talent. ✓ We provide “high-touch” and personal customer service ✓ We use our OST University to ensure our talent has the “Right Skills, Every Time.” ✓ We ensure maximum participation of MBE/WBE partners ✓ Low-Risk Transition of Incumbent Staff.

Proposed Employment Procedures. As required in the RFP, we provide in this section, Tal Search Group’s Employment Procedures pursuant to Sections 5.2.2 (A) and (B).

Proposed Employment Procedures