Common use of Contractor Commitment Clause in Contracts

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. • Employment screening: Administering drug tests, health screenings. • Security clearance: Conducting a security clearance process, to assess the candidate's eligibility for access to sensitive or classified information or assets. • I-9 verification: All I-9forms are extensively reviewed and verified by our Account Managers prior to on-boarding the candidate • eVerify: We adhere to Department of Homeland Security’s eVerification process. Our retention plan, focuses on providing competitive compensation and benefits packages, offering opportunities for professional development and training, promoting work-life balance, recognizing and rewarding employee performance, and providing opportunities for employee feedback and involvement in decision-making processes. Our regular feedback sessions help to identify any concerns or issues that may arise and proactively address them.

Contractor Commitment. To Our approach to recruiting provides a robust model to address all the critical factors and services that are essential to the clients and employees for a successful outcome. This consultative model entails an engaged dialogue between Recruiter, Client and Candidate to enhance the level of partnerships with all stakeholders. Our recruiters approach every recruitment effort with a broad understanding of the specific operational needs of our clients and provide a robust and competitive pool of applicants. We work diligently to attract, recruit, and retain the most qualified and diverse candidates to support strategic, technical, operational, and service excellence goals of our clients. With this approach, we are able to provide full career lifecycle planning services that specially designed to meet minimum staff availability requirementsthe unique need of temporary professionals. These services include global recruiting network, processing of professional work visas in the US, advanced training and development, marketing and placement of consultants, comprehensive employee benefits package, collaborative partnership opportunities and career planning. By this comprehensive approach which addresses all the needs of potential and current employees, we are able to attract high quality of staffing personnel, which in turn gives us critical competitive advantages. As part of our full cycle recruitment process, we utilize an ATS that allows us to track and monitor applicants on a continuous basis. Thus, we maintain effective scheduling an active and shift managementupdated list of qualified candidates. Our resume database contains 500,000+ qualified resumes. Top candidates are interviewed and pre-screened (reference and background checks, flexible work schedules, allowing remote work options, utilizing part-time or contract employees, cross-training staff to cover multiple roleseducation, and offering incentives credentials verification) and placed on a preferred list for employees future opportunities. When a position opens, we identify the skills, experience, and security requirements for the position, and search our candidate database to work during peak periodsidentify the best suited individuals. For Recruitment, our recruiters will analyze We then contact the qualified candidates to begin the hiring process. Our President assesses all candidates based on the same criteria as detailed in the job dutiesdescription. The best suited individual is selected for employment based on knowledge, skills/training required, work hours, location, and estimated duration of assignmentcultural fit. With this proactive process, we screen individuals quickly and provide them with a formal offer pending client approval. Our recruiters go through a stringent validation process for potential candidates, which includes the following checks: • Recruiter Interview • Software Assessments • Technical/IT Evaluation • Reference Check • Pre-Screen Test/Interview • Client Interview/Introduction Our retention strategies revolve around three principles: best compensation, right environment and skill enhancement and training, as described in the below table. Our compensation is amongst the best available in the industry along with the incentives to perform for the key technical and managerial staff. The compensation plan includes 401k and health care plans including FSA. This plan is constantly reviewed by the HR personnel and updated annual to ensure high retention and job satisfaction among contract personnel. The company promotes the work hard play hard philosophy. With our corporate sponsored events and workplace specific events, we ensure that employees are motivated for continual performance. Our training plan supports the career goals and customer goals to ensure higher employee satisfaction. We have a successful retention rates of 99% (2022), 98.82% (2021), and 98.56% (2020). Developing strong partnerships with our clients is something that we passionately believe in, and we have a rich history of long- term relationships that demonstrate the advantages of this approach. A partnership is built through consultative interaction, aligning business philosophies, and providing responsive service. Many of our client partnerships span 5+ years, perhaps the strongest indicator of satisfaction available. Customer satisfaction surveys elicit client feedback on service-critical topics, including: • Service • Response time • Employee quality • Follow-up Our electronic customer satisfaction survey is distributed to each client manager that has requisitioned an employee in the previous quarter. Responses are compiled and evaluated, then used to assess current performance, identify areas for improvement and track emerging trends. Also, this analysis allows us to suggest program adjustments that may save our client both time and money. We will supervise, control and shall take appropriate action to address in a timely manner through disciplinary action, performance counselling, and additional training, to rectify any performance or conduct problems identified by the client relating to the assigned employees. The challenge in the Recruitment at any client environment is that the supplier cannot know first-hand from the Manager regarding the performance or the other issues for the contractor. Upon receipt of information, we propose to mitigate the risk to City by isolating the issue and if warranted, worker removal and then independently working with the worker to resolve the issues and take necessary actions. We communicate regularly with the Employees to be issued aware of issues they are dealing with and ▇▇▇▇▇ discussion of their self-evaluation of how they are performing their duties. Information we learn from the consultant, if warranted is communicated directly to the appropriate recruiters personnel to address potential issues. On the first report of any identified gaps in the performance, a detailed analysis is conducted to identify the root cause of the report. If the causal analysis findings suggest complete misfit of the employee with the assignment, he is removed immediately, otherwise, a contingency action plan is prepared to increase the performance of the worker. The contingency actions include skill training and self-improvement. • 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 • 5 years of experience performing QA activities (as outlined in the Minimum Project Quality Assurance Activities Standard) or experience in the last 5 years as a lead or deputy project manager or a combination of prior QA or PM experience totaling a minimum of 5 years • Proven abilities in: o QA terminology, methods, and tools o Understanding the application and implications of changes to processes, policies, and procedures o Operating and maintaining new technology and assisting in transitions o Formulating routines and standards of practices Senior Consultant Minimum Qualifications • 6 years of experience using QA projects, programs, and portfolios • Proven abilities in: o Completing complex tasks using advanced knowledge and industry skill, including developing new processes o Understanding QA terminology, methods, and tools o All stages of projects or subsystems of major projects from inception through completion o Change management frameworks o Developing and leading projects using industry leading PM and QA software. • 7 years of experience using QA projects, programs, and portfolios • Proven abilities in: o Consistently applying strategic expertise of field with comprehensive knowledge and understanding o Researching, recommending, and guiding the integration of new technology o Working knowledge of QA terminology, methods, and tools o Utilization of current IT QA software and tools o Developing and leading projects using industry leading PM and QA software Journey $85 per hour Senior $105 per hour Expert $135 per hour After Business Hours Journey $127.50 per hour Senior $157.50 per hour Expert $202.50 per hour * Regular Business Hours: Monday-Friday, 8am-5pm PST Quotes issued under this contract must detail the hourly rates and total number of hours comprising the quote. Quote total may not exceed vendor’s contracted hourly rate multiplied by the assigned Account Manager(s). All requirements will be assessed, such as, qualifications, skills, background, experience, work history, dependability, and pertinence number 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. • Employment screening: Administering drug tests, health screenings. • Security clearance: Conducting a security clearance process, to assess the candidate's eligibility for access to sensitive or classified information or assets. • I-9 verification: All I-9forms are extensively reviewed and verified by our Account Managers prior to on-boarding the candidate • eVerify: We adhere to Department of Homeland Security’s eVerification process. Our retention plan, focuses on providing competitive compensation and benefits packages, offering opportunities for professional development and training, promoting work-life balance, recognizing and rewarding employee performance, and providing opportunities for employee feedback and involvement in decision-making processes. Our regular feedback sessions help to identify any concerns or issues that may arise and proactively address themhours quoted.

Contractor Commitment. We have developed a comprehensive process-based recruiting approach to ensure that we always meet the staffing needs of our clients. Our approach begins well in advance of our clients' needs and culminates in the timely placement of the best possible candidates. To meet minimum staff availability requirementsbetter understand our clients' current and anticipated contract positions, we maintain effective scheduling and shift management, flexible work schedules, allowing remote work options, utilizing part-time conduct a technology survey or contract employees, cross-training staff forecast at no cost 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 assignmentclients. This will be issued survey enables us to align our recruitment efforts with our clients' specific needs, ensuring that we find 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 right 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. ThenFor current openings, job postings are created we have a reactive recruitment team that draws on our extensive database of pre-qualified candidates. If necessary, they also conduct outside searches, including reaching out to subcontractors. For forecasted openings, we have a proactive recruitment team that searches for pre-qualified, suitable candidates by looking for passive candidates and distributed through various channels, such as identifying active candidates from job boards, social medianetworks, coding sites, and employee referrals. Candidates are then screened through their All resumes and applications, and selected information about pre-qualified candidates are invited entered into our customized applicant tracking system. At our company, we pride ourselves on providing exceptional customer service. That's why we assign a dedicated account manager or account management team to each client. This individual or team serves as a single point of contact for interviewsall communication, ensuring that our clients receive personalized attention and support throughout their engagement with us. Gauging parameters such as availabilityOur account manager is supported by a team of experienced recruiters who are responsible for identifying the right resources for each assignment. Additionally, communication skills, interest, skill set we have a Contracts/HR Administrator who conducts pre-employment checks and personality Behavioral facilitates the employment or subcontracting agreement process. Our recruiters are well-trained and situational techniques are employed have extensive education and experience in the technology industry. We use an inventory of questions to test understand the technical capabilities of the candidate and may conduct tests for some job categories. We also verify the authenticity of candidates' certifications. Our interview process includes analytical and questions to assess problem-solving skills, as well as the ability analytical skills, and flexibility to work adapt to new technologies. Most interviews are conducted in high-pressure environmentsperson or through video conferencing. Our vetting account managers meet each candidate shortlisted by our technical recruiters before presenting them to the client. Our account managers typically have more than 10 years of experience in the technology and staffing industry. We conduct reference checks for candidates and use vendors such as ADP or Accurate for background checks of candidates selected by clients. Our retention process minimizes the risks of hiring includes a candidate who does not meet the organization's standards or poses competitive compensation package, training and upskilling, opportunities for growth and development, fostering a threat to its reputationpositive work environment, assets, or operations. It also helps to ensure compliance with legal, regulatoryrecognizing, and ethical requirements rewarding performance, providing opportunities for leadership, and maintain a safe listening and productive work environmentacting on feedback. Our overall turnover rate for employees and/or subcontractors is around 6%, which is much lower than the industry average. However, our specific turnover rate for public sector customer projects is even lower, at around 3%. The overall length of employment for our employees and/or subcontractors is around 24 months, but this figure increases to around 4 years for public sector customer projects. We have several employees and/or subcontractors who have been working for the same public sector customers for more than 5 years. Our account management team works with the customer to determine a mechanism for collecting feedback. This could be through online surveys or online meetings on a regular cadence. Our Customer Relation Management process includes the following steps: • Reference checkingContract Monitoring: Contacting Our account management team will monitor the candidate's previous employerscontract to ensure that both parties are fulfilling their obligations. They will track the progress of the project, colleagues, or other references to verify their employment history, achievementsensure that deadlines are met, and characterhandle any issues that may arise. • Education Performance Evaluation: Our account management team will evaluate the performance of the project/resource to ensure that it meets the customer’s expectations. They will analyze the project's progress, assess its effectiveness, and credential verificationidentify areas for improvement. Communication: Confirming The account management team will maintain regular communication with the candidatecustomer to keep them informed of the progress. They will provide status updates, address any concerns, and ensure that the customer is satisfied with the outcomes. Contract Compliance: The account management team will ensure that the project is compliant with all the terms and conditions of the contract. They will monitor the project's educational qualificationsprogress to ensure that it is on track to meet the deliverables, licenses, certificationsmilestones, and other credentials through official sourcescontractual obligations. • Background checkContract Renewal: Conducting review If the resource’s contract requires renewal at the end of its term, the candidate's criminal record, credit history, to verify their identity, honesty, and integrity. • Employment screening: Administering drug tests, health screenings. • Security clearance: Conducting account management team will work with the customer for a security clearance smooth renewal process, to assess the candidate's eligibility for access to sensitive or classified information or assets. • I-9 verification: All I-9forms are extensively reviewed and verified by our Account Managers prior to on-boarding the candidate • eVerify: We adhere to Department of Homeland Security’s eVerification process. Our retention plan, focuses on providing competitive compensation and benefits packages, offering opportunities for professional development and training, promoting work-life balance, recognizing and rewarding employee performance, and providing opportunities for employee feedback and involvement in decision-making processes. Our regular feedback sessions help to identify any concerns or issues that may arise and proactively address them.

Contractor Commitment. As an enterprise we primarily focus on analyzing client requirements to recruit specialists in the technology and business domains. We also think holistically about other qualities and skills that an ideal candidate should possess to best fit the needs. To accomplish this, we communicate with hiring managers to fully understand the context of the engagement and how the candidate will be utilized. This knowledge is not only critical to isolate the attitudes and soft skills that a candidate would need to be successful in the position, but it also allows us to identify growth areas for potential candidates. We have learned from experience that when we can address these early in the process, to propose the best consultants. After thorough analysis, we determine the best method of identifying/ shortlisting candidates such as internal database, job portals, networking sites, and referrals. Because turnaround time is critical in securing candidates, we prioritize our chosen search methods. Once we have found candidates and evaluated them through resume reviews and interviews, we ask them to submit references to support their overall background checks. For new/fresh consultants, the background check is limited to educational qualifications and conduct/criminal record checks. We continue this recruitment process until a candidate is selected and is onboarded; this allows us to have backups for the same position. Our comprehensive recruiting process and resource allocation approach ensures that we have the right people at the right time to fulfil all our staffing needs. Our project life-cycle resource plan begins by identifying and defining agency’s specific services, defining the skills and experience needed to effectively perform those services, and then engaging our comprehensive recruiting process to fill positions with the most qualified personnel. We follow this by monitoring, motivating, and retaining personnel through our benefits packages. We then monitor the effectiveness of our resource plan for continuous improvement. Activity sequence to recruit qualified personnel. • Interviews – Candidates are interviewed by the recruiting team to ensure that they meet the required technical and communication skills. • Validating Qualifications – Our team validates a candidate’s educational history by confirming the university/school attended and the qualifications gained. • References – All candidates are required to provide a minimum of three professional references, which are checked prior to the candidate’s submittal to the client. • Interviews – All candidates are required to complete a technical interview with our internal employee having the same or similar skills. • Offer– After shortlisting, the consultant is required to sign an offer letter of acceptance outlining their agreement with the Company for salary, benefits, and position. • Client Interview – Interview between the client and the candidate is arranged. • Follow Up – Following acceptance by the client, the recruiter makes the necessary arrangements for the employee to begin work. • Post-Employment – Once the employee is placed with the client, we monitor the success of the placement. • Training – We provide extensive training to all its employees, regardless of the clients and projects. Customer Relation Management (CRM) processes and issue resolution obligations We strongly believe in self-inspection as a basis for process improvement. Through our periodic employee performance assessment process, we solicit feedback from our clients on their performance and his/her impact on the overall program initiative. We collect this information by sending questionnaires on both technical and behavioral aspects. These inputs become an integral part of our employees’ annual developmental framework and help us to identify areas for continued growth and improvement. We assess quality at every step of the task assignment and reiterate that quality is the responsibility of the entire staff availability throughout the engagement. We hold high standards for our performance, measuring individual and team contributions stringently and continuously, and we look forward to a successful engagement supporting the customer. We have stringent internal staff performance measurement methodologies, which will be used in the context of aligning individual performance to achieve the required and acceptable quality levels. Our detailed incentive programs and the management practices consistently recognize, reward, and reinforce our employee achievement of goals. Corrective action shall be taken for serious performance issues. These occur when an employee either exhibits unacceptable behavior or does not perform to the expectations of the customer in terms of deliverables. Our corrective action discussions are firm and direct, the manager clearly indicates that correcting the situation is the employee’s responsibility. The consequences of continued performance issues are clearly explained to the employee. To avoid performance issues, project induction is provided to each consultant assigned to a project, which covers the customer domain, technical requirements, we maintain effective scheduling do’s and shift managementdon’ts within the project, flexible work schedulesreporting structure, allowing remote work options, utilizing part-time or contract employees, cross-training staff to cover multiple rolesescalation procedure, and offering incentives communication plan. If the best candidate for a position lacks experience with a tool or technology that is used at the client environment, we immediately train that candidate to fill the knowledge gap and make sure they achieve the confidence necessary to work with the tools effectively and efficiently. • 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 work during peak periodsstay 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 in the web development field, 3 years with an associate degree or 2 years with a bachelor’s degree. For Recruitmento Degree must be in Computer Science, our recruiters will analyze the job dutiesInformation Systems, skills/training requiredEngineering, 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 assessedor a related field Proven abilities in: o HTML o Cascading Style Sheets (CSS) o Experience modifying or writing code in server-side programming languages, such as: PHP, qualificationsPython, skillsRuby, background▇▇▇.▇▇▇/▇#, experienceor Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, work historyJQuery, dependabilityAngular, and pertinence React, Ajax o Experience using GIT or other source control management systems Senior Consultant Minimum Qualifications Minimum of candidate6 years of experience in the web development field, 5 years with an associate degree, 4 years with a bachelor’s degree. Leveraging our ability to staff o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML o Cascading Style Sheets (CSS) o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Minimum of 9 years of experience in web development, 8 years with an associate degree, 7 years with a bachelor’s degree or 6 years with a master’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o Cascading Style Sheets (CSS) o HTML o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Senior $88.04 per hour Expert $95.52 per hour After Business Hours Senior $132.06 per hour Expert $143.28 per hour * Regular Business Hours: Monday-Friday, 8am-5pm PST Quotes issued under this contract successfully must detail the hourly rates 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 total number of hours comprising the job, reviewing resumes and applications, conducting interviews, and selecting quote. Quote total may not exceed vendor’s contracted hourly rate multiplied by 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 number 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. • Employment screening: Administering drug tests, health screenings. • Security clearance: Conducting a security clearance process, to assess the candidate's eligibility for access to sensitive or classified information or assets. • I-9 verification: All I-9forms are extensively reviewed and verified by our Account Managers prior to on-boarding the candidate • eVerify: We adhere to Department of Homeland Security’s eVerification process. Our retention plan, focuses on providing competitive compensation and benefits packages, offering opportunities for professional development and training, promoting work-life balance, recognizing and rewarding employee performance, and providing opportunities for employee feedback and involvement in decision-making processes. Our regular feedback sessions help to identify any concerns or issues that may arise and proactively address themhours quoted.