Common use of Staffing Resource Management Plan Clause in Contracts

Staffing Resource Management Plan. ▇. ▇▇▇▇▇▇▇▇▇▇▇▇’s Proposed Employment Procedures HireVergence Plan to Provide Staff for IT Staff Augmentation Services: 1. Dedicated account manager will qualify requirements for the resources needed 2. HireVergence will assign recruiter to see requirement through the entire process 3. Recruiter will meet with account manager to decide on proper methodology to source candidates 4. Recruiter will find qualified candidates, speak with them to ensure resume is accurate and experience meets requirements, and present resume and summary of discussion to the account manager 5. Account manager will review and provide an additional layer of quality control before submitting candidate to the State for consideration 6. Account manager will provide communication from the State to the recruiter as to the status of the requirement. He/she will also be the main point of contact to set up interviews with the State. 7. Recruiter will serve as main point of contact with the candidate to find interview times and provide feedback 8. If candidate is selected, recruiter will assist in arranging start date and coach candidate through the process 9. Recruiter will communicate with candidate on a weekly basis and provide feedback to the account manager to ensure there are no issues during length of contract HireVergence uses a multi-method, full-press approach to conducting a candidate search that will produce the most qualified and diverse talent pool for each individual requisition. Our recruitment methods include online and social recruiting, mobile outreach, and employment branding campaigns that run parallel with the efforts of our marketing department. Online recruiting channels include cross-industry and discipline-specific job boards, as well as various social networks. College recruiting programs may include holding campus recruiting events, developing university relations, and hosting internship programs for more entry level positions. HireVergence can provide visibility to the State’s requisitions online and in the communities of job seekers. Select requisitions will be showcased on the HireVergence website, popular job boards, career websites, and HireVergence social media channels when appropriate. Each recruitment channel is judged on its efficacy by various metrics, such as number of sourced candidates, the total cost of hire, and the long-term success of hires. Additionally, we utilize an active, up-to-date, internal candidate database managed in a premier applicant tracking system (ATS). Some examples of the methods HireVergence uses are:  User Group Participation: HireVergence participates in dozens of IT user groups throughout the State of Florida. HireVergence is an active industry contributor, which yields the opportunity to build our talent pool and network at local, regional, and national conferences and events. Many of our recruiters and account managers ardently participate in industry associations, including serving on the boards of the Tampa Bay chapter of ISSA and AFCEA. HireVergence also hosts and sponsors events and meet up groups charged with bringing together leaders for networking, speaking, and social events. Through hosting events, we have built a recognized brand, resulting in an expansive network of industry connections, which includes hard-to-reach “passive” candidates.  Social Responsibility: HireVergence takes pride in establishing long-term and mutually beneficial relationships with organizations that share common social values. By partnering with organizations like Hire Heroes USA, we are able to provide subject matter expertise in the support of preparing transitioning military members, veterans, and their families into the civilian workforce. HireVergence works in coordination with the Hire Heroes USA Transition Specialists to determine technical fits for candidates with the clients of HireVergence.  Video interviews: HireVergence takes advantage of the video technology program HighFive, and often other video software, to interview candidates. With video interviews, recruiters have an added level of verification and a personalized experience with the prospective candidate.  Online networking events: Attending career fairs and networking events in person can be a valuable experience, but with today’s online networking community we are able to have a more global reach to sourcing candidates. Our recruiters are often turning to online networking events to engage with top talent in the IT community. It gives us access to a wide range of candidates without spending precious hours traveling to in person events or talking to people who aren’t a good fit.  Social Media: Networks like Twitter, Facebook, and LinkedIn are great places to find potential candidates, share job postings, and develop relationships with recruits. We also encourage our employees to recruit people from their own networks. Even more importantly, studies show that people who are recruited via social media are more likely to be hired, and stay on longer than candidates found via other methods.

Staffing Resource Management Plan. ▇. ▇▇▇▇▇▇▇▇▇▇▇▇300 Maximum Possible Points A. Respondent’s Proposed Employment Procedures HireVergence Plan •Describe Respondent’s plan to Provide Staff provide staff for IT Staff Augmentation Services: 1. Dedicated account manager • Describe Respondent’s employment screening processes that contain the following elements: o Respondent’s employment standards (The minimum standards the Respondent requires its employees and subcontractors to follow). o How the Respondent validates staff’s resume stated education. o How the Respondent determines which staff fit the State’s Job Title Description and/or Request for Quote criteria. o How Respondent will qualify requirements implement required Resume Self-Certification Form (Contract Exhibit F). o How the Respondent will conduct interviews and include interview criteria. o How the Respondent will conduct reference checks on staff. o How will Respondent have staff demonstrate their experience prior to submission to State as candidate for the resources needed 2a Request for Quote. HireVergence will assign recruiter to see requirement through the entire process 3. Recruiter will meet with account manager to decide on proper methodology to source candidates 4. Recruiter will find qualified candidates, speak with them • Describe Respondent’s Operational Formula to ensure resume staffing availability for IT Staff Augmentation services. • Describe Respondent’s ability to remedy staff performance issues. • Describe Respondent’s ability to ensure its employees protect confidential information. • Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. B. Respondent’s Principal Personnel It is accurate preferred that the Respondent’s Principal Personnel have IT experience. • List Respondent’s Principal Personnel who will make management decisions concerning staff placement for services under the contract(s) that results from this solicitation and experience meets requirementsinclude the following: o Each Principal Personnel’s name, education, credentials and certifications, job title, years of IT experience, and present resume and summary number of discussion to the account manager 5. Account manager will review and provide an additional layer of quality control before submitting candidate to the State for consideration 6. Account manager will provide communication from the State to the recruiter as to the status of the requirement. He/she will also be the main point of contact to set up interviews years employed with the State. 7Respondent. Recruiter o Describe the role each Principal Personnel will serve as main point of contact with the candidate to find interview times have in a contract(s) that may result from this solicitation o Describe each Principal Personnel’s staffing resource management role in past IT Staff Augmentation contracts. o Detail any unique expertise and provide feedback 8. If candidate is selected, recruiter will assist in arranging start date and coach candidate through the process 9. Recruiter will communicate with candidate on a weekly basis and provide feedback to the account manager to ensure there are no issues during length of contract HireVergence uses a multi-method, full-press approach to conducting a candidate search capabilities each Principal Personnel possess that will produce the most qualified and diverse talent pool for each individual requisition. Our recruitment methods include online and social recruiting, mobile outreach, and employment branding campaigns that run parallel with the efforts of our marketing department. Online recruiting channels include cross-industry and discipline-specific job boards, as well as various social networks. College recruiting programs may include holding campus recruiting events, developing university relations, and hosting internship programs for more entry level positions. HireVergence can provide visibility could bring additional value to the State’s requisitions online . PROPOSED EMPLOYMENT PROCEDURES PLAN TO PROVIDE STAFF FOR IT STAFF AUGMENTATION SERVICES Cambria Solutions Inc. was recently named by Silicon Review as one of their 50 Smartest Companies for 2017. We are recognized as technology leaders supporting government innovation across multiple domains and program areas. Our organization has always been human-centered with a focus on serving the public and engaging our clients. Critical to that is hiring the right people, and engaging with clients, specifically in the communities of job seekersgovernment sector, who get it and are primed to innovate and deliver results in new and emerging ways. Select requisitions will be showcased Our focus on listening to the HireVergence website, popular job boards, career websites, and HireVergence social media channels when appropriate. Each recruitment channel is judged on its efficacy by various metrics, such as number of sourced candidates, the total cost of hire, and the long-term success of hires. Additionally, we utilize an active, up-to-date, internal candidate database managed in a premier applicant tracking system (ATS). Some examples of the methods HireVergence uses are:  User Group Participation: HireVergence participates in dozens of IT user groups throughout the State of Florida. HireVergence is an active industry contributor, which yields the opportunity to build our talent pool and network at local, regional, and national conferences and events. Many needs of our recruiters clients, empathizing with their needs and account managers ardently participate in industry associations, including serving then providing resources that meet those needs is what we call HumanGenuity. We utilize a structured methodology for the sourcing and placing of resources on client engagements. This process starts with understanding the boards of client’s needs and ends with an organized and timely engagement process to put the Tampa Bay chapter of ISSA and AFCEA. HireVergence also hosts and sponsors events and meet up groups charged with bringing together leaders for networking, speaking, and social events. Through hosting events, we have built a recognized brand, resulting in an expansive network of industry connections, which includes hard-to-reach “passive” candidates.  Social Responsibility: HireVergence takes pride in establishing long-term and mutually beneficial relationships with organizations that share common social values. By partnering with organizations like Hire Heroes USA, we are able to provide subject matter expertise right resource in the support of preparing transitioning military membersright role. Throughout that process, veterans, our skilled recruiting and their families into placement teams are evaluating the civilian workforce. HireVergence works in coordination with resource to make sure they are a proper fit for the Hire Heroes USA Transition Specialists to determine technical fits for candidates with the clients of HireVergence.  Video interviews: HireVergence takes advantage of the video technology program HighFive, and often other video software, to interview candidates. With video interviews, recruiters have an added level of verification and a personalized experience with the prospective candidate.  Online networking events: Attending career fairs and networking events in person can be a valuable experience, but with today’s online networking community we are able to have a more global reach to sourcing candidatesrole. Our recruiters are often turning process as illustrated in Exhibit 1 is structured to online networking events to engage with top talent in capture the IT community. It gives us access to client request, define the skills and experience for the role through our capture tool, check our availability and source through a wide range of candidates without spending precious hours traveling to in person events or talking to people who aren’t a good fit.  Social Media: Networks like Twitter, Facebook, and LinkedIn are great places to find potential candidates, share job postings, and develop relationships with recruits. We also encourage our employees to recruit people from their own networks. Even more importantly, studies show that people who are recruited via social media are more likely to be hired, and stay on longer than candidates found via other methodsstructured process through client placement.