Selection Phase. The phase of the tender procedure described in Chapter 3 of the Selection Instructions.
Selection Phase. After the Interview Phase, Finding Leaders will assist the Board in its deliberations to select a new educational leader. We will be present at all meetings to facilitate interviews, maintain communications with all candidates and assist the Board in negotiating the final contract, if requested. Finding Leaders will provide the Board and the new leader with a nine-month transition plan designed to assist the board and the new leader in determining roles, responsibilities, communication, and decision-making processes. In addition, we will offer to conduct a free Board-Administrative retreat to “Get to Know You,” discuss current district issues and determine how best to work together effectively and efficiently as a team. We will also be available to provide a year-long mentorship with the new superintendent. Finding Leaders was founded on the concept of “Community Engagement.” We believe that stakeholders should be engaged in providing input to the Board when selecting a new district leader. So, we use targeted focus groups with the Board of Education, staff, students, families, and the school district community early in the process to assist the board in developing a leadership profile. We also conduct key leader briefings with suggested community leaders to secure their input. We suggest that a cross selection of stakeholders be involved in the final interview process providing input to the Board who must make the final employment decision. This facilitated stakeholder interview process will occur over a one or two-day period with representatives of the certified staff, support staff, administrators, students, community members and the Board. These sessions may, at the discretion of the Board, include a one- hour interview with stakeholders, a one-hour reflective session, a dinner with the Board and then a final interview with each of the final candidates. Communication with the Board is frequent and ongoing. Starting with the “Checklist” meeting we will assist the Board in developing a profile for the type of candidate that we will recruit. Throughout the process communication with the Board, or its designee, will occur no less than every other week. Responsibilities of Finding Leaders and the Lakota Board of Education Finding Leaders agrees to provide the following consulting services to the Lakota Board in connection with the Board’s effort to fill the leadership vacancy: ● Advisory and general consultation ● Assist the Board in determining the appropr...
Selection Phase. Selection phase (Items 1-4 of the Scope of Services) is a fixed price bid which will be billed upon completion of Steps/phases. SCOPE OF SERVICES ITEMS STEP(S) DESCRIPTION PRICING RFP Evaluation Steps 1 & 2 Discovery & Scoring Mechanisms $11,250 System Demonstrations Steps 3 & 4 Assessments & Demo Facilitation $11,250 System and Vendor Selection Steps 5 & 6 Reference & Best Practice Assistance; Final Report $11,250 Contracting Step 7 Contract Negotiations $11,250 TOTAL: $45,000 Implementation Phase For implementation we are providing our discounted hourly rate. The amount of time will depend on the CRM system selected; but we estimate a 6 – 9 month implementation, again which can vary depending on the selected system Implementation Hourly Rate: $175/hr Implementation Hours/Week for All UPN Resources 15-20 hours/week Implementation Timeline Estimation: 6-9 months Travel $12,000 Because the timeline will be driven by what CRM is selected, the following are the estimated ranges for the projects based on the above numbers: • Minimum: 3 month selection with 6 month implementation: $108,000 plus $12k travel • Maximum: 3 month selection with 9 month implementation: $171,000 plus $12k travel If the vendor requires a longer implementation timeline, then the hourly rates prevail after 9 months. Assumptions: • As stated in the RFQ, City of Xxxxxx can extend the project for another year at the same hourly rate if needed. • Travel - TBD based on agreed trips (also based on City & UPN Covid-19 guidelines/procedures/needs) • Fees are due 30 days upon services being rendered (by completion of steps/phases above) • Post -Launch items are optional CONFLICT OF INTEREST QUESTIONNAIRE - FORM CIQ For vendor or other person doing business with local governmental entity This questionnaire reflects changes made to the law by H.B. 23, 84th Leg., Regular Session. This questionnaire is being filed in accordance with Chapter 176, Local Government Code, by a vendor who has a business relationship as defined by Section 176.001(1-a) with a local governmental entity and the vendor meets requirements under Section 176.006(a). By law this questionnaire must be filed with the records administrator of the local government entity not later than the 7th business day after the date the vendor becomes aware of facts that require the statement to be filed. See Section 176.006(a-1), Local Government Code. A vendor commits an offense if the vendor knowingly violates Section 176.006, Local Government...
Selection Phase. The phase of the tendering procedure described in chapter 3 of the Tendering Guidelines. SMART By XXXXX, the Contracting Authority means: · Specific: Is the Candidate’s proposal clearly described and geared to the Project? · Measurable: Under what (measurable/observable) conditions has the aim of the proposal been achieved? · Acceptable: Is the proposal acceptable in light of the requirements for the Project? · Realistic: Is the proposal feasible? · Time-based: By what point (in time) must the aim of the proposal be achieved? SPV Special Purpose Vehicle organised in the form of a private limited company. Swap Base Rate The swap rate specified by the Tenderer which is based on the Reference Rates.
Selection Phase. The tender procedure starts with the Selection Phase. Selection takes place on the basis of an evaluation of grounds for exclusion and of suitability requirements. The Contracting Authority shall invite Candidates to participate in the Dialogue in the absence of any grounds for their exclusion and on condition that they have met the suitability requirements. This Selection Phase is further described in Chapter 3.
Selection Phase a) Provide recommendations for a number of candidates.
Selection Phase o A Promotional Test for Lieutenants and Captains will be given when a vacancy occurs. The Results of the test will be valid for 12 months from the completion of the process. At the conclusion of the process, the Association will be given a letter outlining start and end of the 12- month time frame. o All scores will be kept confidential o All Time limits may be extended by mutual agreement of the parties. o At the conclusion of the process the candidate will be given his/her ranking. The Chief will have the option of selecting from the top two candidates.
Selection Phase
