Contractor Commitment Sample Clauses
Contractor Commitment. To meet minimum staff availability requirements, we maintain effective scheduling and shift management, flexible work schedules, allowing remote work options, utilizing part-time or contract employees, cross-training staff to cover multiple roles, and offering incentives for employees to work during peak periods. For Recruitment, our recruiters will analyze the job duties, skills/training required, work hours, location, and estimated duration of assignment. This will be issued to the appropriate recruiters by the assigned Account Manager(s). All requirements will be assessed, such as, qualifications, skills, background, experience, work history, dependability, and pertinence of candidate. Leveraging our ability to staff this contract successfully and efficiently is our Resume Database which contains resumes from all teaming partners, career sites, Federal and military retiree databases, job fairs, universities, and all prospective candidates who respond to outreach activities Our recruiting process involves, advertising the job, reviewing resumes and applications, conducting interviews, and selecting the most qualified candidate for the job. Then, job postings are created and distributed through various channels, such as job boards, social media, and employee referrals. Candidates are then screened through their resumes and applications, and selected candidates are invited for interviews. Gauging parameters such as availability, communication skills, interest, skill set and personality Behavioral and situational techniques are employed to test analytical and problem-solving skills, as well as the ability to work in high-pressure environments. Our vetting process minimizes the risks of hiring a candidate who does not meet the organization's standards or poses a threat to its reputation, assets, or operations. It also helps to ensure compliance with legal, regulatory, and ethical requirements and maintain a safe and productive work environment. Our process includes the following steps: • Reference checking: Contacting the candidate's previous employers, colleagues, or other references to verify their employment history, achievements, and character. • Education and credential verification: Confirming the candidate's educational qualifications, licenses, certifications, and other credentials through official sources. • Background check: Conducting review of the candidate's criminal record, credit history, to verify their identity, honesty, and integrity. • Emp...
Contractor Commitment. As a certified small business specializing in staffing and consulting, customer satisfaction is a top priority. In order to ensure that we are meeting clients' needs and expectations, the company has developed a comprehensive process for obtaining customer feedback. The company utilizes a variety of methods to collect feedback, including surveys, quarterly business reviews, and ad hoc contact. Account Managers do periodic check-ins with client managers and consultants beginning within 2 weeks of an engagement and monthly thereafter. Surveys are sent out periodically to clients and consultants, giving them the opportunity to provide feedback on their experience working with the company. Quarterly business reviews are conducted to assess performance, address any concerns, and ensure that the company is delivering on their promises. Additionally, the company encourages clients to reach out with any feedback or concerns at any time and will respond promptly to address any issues. When negative feedback is received, the company takes immediate action to resolve the issue. This may involve reaching out to the client to discuss their concerns, conducting a thorough investigation into the issue, and implementing corrective actions to prevent similar issues from occurring in the future. The company is committed to providing exceptional customer service and will go above and beyond to ensure that their clients are satisfied with their services. In summary, we are dedicated to obtaining customer and staff feedback in a variety of ways and using this feedback to continuously improve their services. We are committed to resolving any issues promptly and to the satisfaction of the client and strive to always provide exceptional customer service. • Evaluations must be performed annually with your employees and/or subcontractors to ensure quality performance and educational standards • Relevant certifications must be verified annually to ensure they are current • Training must be required for employees and/or subcontractors to stay relevant with changes in industry technology • Certifications that met requirement in B-1 exhibit, must be made available at customer’s request o Degree must be in Information Systems, Business Administration, Project Management, or a related field • Proven abilities in: o Utilization of industry standard project management software and tools o Tracking project performance o Creating and maintaining detailed documentation, project plans and sche...
Contractor Commitment. We only employ consultants with extensive experience in the IT industry. The two principals have combined experience of over 50 years in the IT industry. In terms of recruitment, we have more than ten years of experience with all phases of hiring employees and/or contractors. Posting for a job opening is usually done via a major job website (such as ▇▇▇▇▇▇.▇▇▇ or ▇▇▇▇.▇▇▇); we may also advertise it via LinkedIn. In a situation where we may not get a quality list of applicants in a timely manner, we may rapidly engage with a third-party recruiting firm as they may obtain better/faster results in terms of getting qualified applicants. We pay special attention to the job announcement, required skills and experience as well as job description so that potential candidates get a clear picture of what the work entails as well as whether they are a good fit for the job or not. Once we receive anywhere from three to six applicants, both principals review their resumes to determine the candidates that best fit what we are looking for. Then one of the principals will do a short interview with the top few applicants focused on assessing the candidate's technical qualifications, skills, and experience in more depth. Then a longer interview with both principals is held with the top two candidates from the short interview, the focus of this longer interview is on assessing if the candidate is a good fit for both, the customer agency and our company; this interview consists of a combination of questions and "what-if" scenarios with the goal of taking a deeper dive into the candidate's ability to navigate both complex web development situations as well as roadblocks typical of complex web development efforts; we also include behavioral questions aimed at understanding the candidate ability to work in a team environment. In terms of retention, we strongly believe in providing an environment in which employees (whether W2 or 1099) can contribute to the success of customer agencies while being able to also develop new skills and/or hone existing ones that contribute towards their long-term professional goals. We also believe in paying our employees (whether W2 or 1099), an hourly rate above the average rate a Web Development professional receives in the Olympia, WA market. We also offer annual bonuses depending on performance well above what the Olympia, WA market offers. In terms of retention data, we have engaged with subcontractors who have done work on a project basis. We...
Contractor Commitment. We have a robust recruiting strategy that uses a combination of referrals from our employees, referrals from technical colleges and universities across the regions where we operate, job recruiting sites and Linked In. Candidates are first vetted by our HR department for general technical, consulting and communication skills. If candidates pass this initial level of review they are then handed off to a team of internal technical team members, or project managers depending on the role. There are generally 3-5 additional interviews by our team. All team members must agree that the candidate would be a great addition to the team. Employee data is retained by the HR and accounting departments within our firm. We have excellent employee retention at our firm. Our employees are generally with us at least 10+ yrs. For all of our salesforce product implementations we send a customer survey at the end of every project. On these surveys we have obtained a 4.9 out of 5 stars on average. For other projects we hold quarterly projects reviews (QBR's) with our clients to gather feedback on our team performance. Any issues that arise are addressed with a remedy action plan. • Evaluations must be performed annually with your employees and/or subcontractors to ensure quality performance and educational standards • Relevant certifications must be verified annually to ensure they are current • Training must be required for employees and/or subcontractors to stay relevant with changes in industry technology • Certifications that met requirement in B-1 exhibit, must be made available at customer’s request Journey Consultant Minimum Qualifications Minimum of 4 years of experience producing high quality code per standards and in analyzing, designing, installing, maintaining or programming computer software, and implementing application solutions. Alternatively, 3 years with an associate degree or 2 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o Experience in building and maintaining source control, code review system, build system and delivery pipeline for continuous improvement and continuous delivery (CI/CDDepainpeBliendea) radnd automating unit test framework o Relevant experience in developing applications using adDveaannBecdeardd(Jutne1c1,h20n24o15l:o50gPDieT)s, depending on job description and requirements, such as Internet protocols or web-based technology. These technologies ...
Contractor Commitment. Foundation asks Contractor to make the following commitments to ensure the overall success of the program:
Contractor Commitment. Contractor has reviewed, understands and agrees to the Contractor Commitments attached hereto and incorporated herein as Exhibit C.
Contractor Commitment. As Company receives work requests from the Customer, we will evaluate current employee base for similar skills and domain knowledge. If we cannot locate an employee to start on the date specified in the work request, then we will evaluate our internal database of over 40,000 profiles which would yield results. Once the candidate(s) are identified, Recruiting Manager and Subject Matter expert will screen this candidate(s) to determine if he/she will fit the role and will they be able to fulfill the responsibilities. Based on the response and as per the guidelines in customer work request, either one or two responses will be formulated by the account manager and submitted to the customer. The account manager will follow up with the customer on response status and follow through with the interview schedule if the customer is interested in screening the candidate(s). If this candidate is selected, the account manager will follow through with accounting and administrative staff at Company to complete the contract paperwork. Company pays the highest salaries possible. We maintain a very low overhead and we pass on most of the client bill rate to the employees who are doing the work. In most cases, our consultants know the exact margin on their placement and they know if an increase is paid by the client, it will be passed on to them directly in their pay rate. Knowing the rate and getting rate increases, having a variety of benefits and options, and working on state-of-the-art technology at the client site keep our consultants very content. Company has a very low attrition rate and has a wonderful track record with successfully completing client assignments with very few early terminations. Round-the-clock Recruiting: Recruiters working at Company follow the Sun, as we have recruiters working on the East coast, West coast and offshore in India. This will provide us the advantage of quick turnaround, particularly for clients requiring immediate turnaround time. We are able to submit qualified candidates within 24-48 hours of the requirement posting. Company provides benefits that are equivalent to the Fortune 500 including: • Medical, Dental and Vision Insurance • 401K participation with corporate matching • PTO (Paid Time Off) accumulated at a monthly rate equivalent to the tenure of the employee to cover vacation, sick and holiday pay. • Education Reimbursement • Visa Sponsorship • Relocation Assistance and Corporate Housing Mentor Program: We have a Mentor Pro...
Contractor Commitment. We take a proactive approach to quality, from the people we hire, to continuous learning and working with our clients to ensure a positive experience. Our quality starts with our recruiting/hiring approach and retaining strong candidates with diverse backgrounds and experiences. We do this by providing a competitive salary and benefits, continuous learning opportunities, all FTEs have a career advocate, engagement support through account managers and owners, access to Partners who listen to feedback and adjust appropriately, and an overall positive culture of collaboration and respect. This is reinforced through our referral program which results in 30% of our overall hires. Our recruiting strategy is to build long-term relationships with talent coming out of top Universities, and Consulting Firms, we typically have already begun conversations with candidates we hire before a specific need arises. The interview process assesses culture fit, experience, skillset, problem solving and methodical approach. We do this through an initial recruiter screening of applications where we look for consultants who match our culture and values. We then assess their skill sets and experience against our clients’ needs, followed by a skills assessment interview, and finally a case study performed by our leadership team. We hire consultants with bachelor's degrees or higher related to business expertise or industry specific degrees as well as certifications in at least one transformation methodology, such as Project / Program Management, Change Management, Process Improvement, or Business Analysis. Our consultants are cross-trained in transformation methodologies so they can wear multiple hats and dive in where needed, as well as have a solid view of the big picture, outside of their tasks. We understand the importance of lifelong learning and encourage our consultants to have a growth mindset. Our internal training platform reinforces growth and offers our consultants learning paths with course roadmaps that are tailored to fit the needs of each level of consultant at the firm. We offer over 140 courses that have each been reviewed and tested by our leadership team. In addition to training, we have dedicated career development partners that guide our consultants through identifying performance and aptitude with both hard and soft skills, creating and tracking goals for continuous improvement. Our current retention data: - YTD turn over: 8.68% - Avg Tenure: 2.05 years (for ...
Contractor Commitment. We are dedicated to delivering the best-value IT professional services and solutions through the innovative application of our employees’ experience and state-of-the-art technologies. We have a surgical recruitment approach and a strong track record of experience in successfully recruiting, qualifying, interviewing, and hiring staff to operate complex, remote, and difficult technology systems throughout the United States. Our recruiting, staffing, and retention policy and procedures are honed from more than 24 years of IT professional services with our lead personnel that are highly experienced in using “out of the box” systems and unique non-traditional practices, tactics, and strategies that consistently provide high demand IT professionals for our client’s staffing challenges. We have more than 165,000 pre-vetted candidate’s strong database including 1500 pre-vetted candidates that match the skill sets required by DES in our resume pool local and have 24X7 recruiting team consist of 30+ technical recruiters and resume miners with an average experience of 5+ years to support DES. We have over 1M highly proficient and experienced candidates of required skill level and services in our resume database. Currently, we have 165,000+ resumes of candidates meeting the requirement and we keep updating our database to meet the client’s immediate requirements, it takes us 16-24 business hours to provide 3-4 qualified resumes per position. We have different avenues for sourcing and keep a number of pre-screened green-lite candidates accessible for projects or referrals. We also use Job Diva, Recruiting Partner connections, LinkedIn, Monster, Salesforce, Career Builder, indeed. We use JobDiva Applicant Tracking System, and also our internal and databases of several pre-screened candidates for faster processing of work orders. We also contact our partners for seasonal hiring to achieve clients’ goals during changing times. By using the latest screening tools, we can provide the best applicants for the job. Our vetting process includes confirming employment history, authenticating educational credentials such as degrees, professional licenses and certifications, checking social media profiles, reviewing credit reports and searching for any prior criminal records. We put a premium on retaining employees, allowing our clients to enjoy years of consistent service and strategy execution from the same individuals. Our employees are eligible to participate in group health, d...
Contractor Commitment. If for any reason the Contractor does not make equipment available for work a minimum of 20 days of each month, the Carrier reserves the right to charge back to the Contractor $25 per day with a maximum of $500 per month for insurance and licensing cost.