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Home My WebLink AboutRESPONSE - RFP - P671 TEMPORARY PERSONNEL SERVICESE Propos,%l No. P�671 U May 21, 1998 C U TRAINING FOR TEMPORARY EMPLOYEES Quality Training — Putting Quality To Work Today, customers are demanding more than just technical skills to fulfill their needs Our workers must also have the skills to deliver excellent service to our customers, our customers' customers and their co-workers Manpower conducted extensive research with customers like the City of Fort Collins to find out what quality service means to them The results of this research told us that customers expect workers to ♦ Be consistently on time with few or no absences ♦ Fit into the corporate culture ♦ Be flexible and willing to take on tasks beyond what they were specifically hired to do ♦ Take initiative to resolve problems ♦ Try to understand the business and the problems it faces ♦ Ask questions This training series consists of eight independent programs that focus on particular aspects of service Each program includes a video tape covering the key issues and a workbook containing information and exercises Each program emphasizes providing better service to a company's customers and providing support to other workers who depend on the employee in order to do a job well A synopsis of each of the eight tapes follows Software Training — Skillware® Maintaining your productivity with highly skilled temporary employees is a Manpower priority That means continuously increasing the skill level of our workforce with office application training This is accomplished through Manpower's Skiliware training program, which provides employees with the skills they need to operate a wide variety of computer systems and software packages This means that you get employees with up-to-date experience on the systems in your company Skillware is administered at our offices on the same software used by your permanent staff Because the training is "hands-on," temporaries do not have to learn a new system before becoming productive at the City of Fort Collins The trainee works at his or her own pace, but there is always a Skillware Trainer nearby to answer questions The Skillware lesson is built around a real, work -related scenario While extremely effective, the training is entertaining, too After temporaries complete a Skillware program, they receive an Operator Support Manual (OSM) to take on assignment The OSM is a Manpower - developed manual of the software program containing relevant material that a temporary will find useful on an assignment It is user-friendly and straightforward With the help of these tools, Manpower temporaries can be more self-sufficient on the job and, therefore, more productive 21 Manpower trains on a wide range of computer programs resulting in a strong base of operators available when you need them We work closely with major hardware and software vendors so we can supply Skillware training for new releases as soon as they are on the market We offer over 225 Skillware training programs covering most word processing, communications, database, spreadsheet, desktop publishing, graphics, and groupware applications including all Microsoft products Manpower's program development experts are constantly adding new Skillware programs and OSMs Data Entry Training Manpower has specialized training to build the skills of active and new temporary employees to create more job opportunities for them With this unique training, Manpower creates a pool of operators qualified for a variety of data entry assignments We provide training on numeric keyboard skills which will enhance a trainee's ten -key calculator skills This Skillware course takes approximately four hours and trains employees to • Key numeric data using the touch -key method • Reach a minimum speed of 5,000-7,000 keystrokes per hour • Achieve maximum productivity by properly positioning themselves at the workstation All trainees complete exercises that measure their productivity levels Technical Training — TechTrackTM In order to continually upgrade the skills of our employees, Manpower has initiated a program to offer our employees high -quality training programs in a number of areas For IT professionals, we offer over 700 courses on a wide variety of information systems topics, most of them in the client -server area These courses attract IT professionals to Manpower by increasing skills and marketability, keeping our employees' skills current with the latest technology, and assisting our employees' efforts toward certifications Manpower Technical helps our employees remain current with the most advanced systems, programming, and support techniques Therefore, we offer this Information Technology Training at no charge — a benefit unparalleled in the technical staffing industry Safety Training A temporary worker who is already well-informed about safety is prepared to follow your work practices and safety rules Also, improving employee safety and reducing work -related accidents is ultimately in your best interest That's why we have developed a safety awareness program for our employees and work with our customers to provide safe and hazard -free work environments Each new Manpower employee is provided with safety information at the time of application Manpower's Safety Program is unique in the industry and includes the following general safety information and training matenals M TESTING FOR TEMPORARY EMPLOYEES Manpower's test development and validation process produces assessment and selection tools that are ♦ Job related ♦ Fair ♦ Predictive of on-the-job performance ♦ Based on actual work samples ♦ Field tested by permanent workers who set evaluation standards ♦ Consistently administered by trained Manpower personnel ♦ In full compliance with the standards and guidelines set by - the American Psychological Association - the American Educational Research Association - the National Council on Measurement in Education and - the Equal Employment Opportunity Commission's Uniform Guidelines on Employee Selection Procedures A complete interview indicates to the Manpower Service Representative the appropriate test or tests to administer to the temporary employee The contents of the test batteries we would use for clerical assignments and the skills, knowledge, abilities and personal characteristics (SKAPs) that they diagnostically measure are outlined in the pages to follow Testing For Data Entry Skills Skilled data entry personnel do more than key data quickly and accurately Often, they must prepare data following precise instructions, and they must have good judgment to handle questionable situations A traditional keying speed test is not sufficient to assess these various abilities, so Manpower developed a system of tests for data entry personnel Data Skills Plus When a record that should have been flagged or rejected is entered on your system, the result could mean a costly error To prevent this, Manpower uses our Data Skills Plus test to identify employees who have the ability to think logically and to exercise good judgment in decision making We also measure the ability to make the right decision in a questionable situation Keying Test We use our Keying Test to measure the ability to key both alpha and numeric data It is administered to temporary operators on an actual data entry terminal for the most accurate measurement of skill Manpower can confidently supply you with a data entry operator at the level you require because of the accuracy of our Keying Test Data Control Skill Measurement (for coding clerks) While data control responsibilities may overlap those of general office clerks, this test was designed to measure the specific skills required of a clerk handling data processing duties such as ❑T • Collating, batchmg, and coding D• Calculating totals • Verifying print-outs • Logging or posting Testing For General Office Skills — Predicta Our Predicta test series measures general office skills such as the ability to sort various forms of paperwork, including mail, and to perform automated customer service duties following a company's specific policies and procedures The following is a short description of each test Customer Service/Transaction and Tele-Processing Our customer service test battery assesses each candidate's ability and potential to perform well doing customer service work The tests in this module measure ♦ Overall speed ♦ Attention to detail ♦ Accuracy ♦ Organizational skills ♦ Listening skills ♦ Ability to learn ♦ Judgment ♦ Ability to follow written and verbal instructions ♦ Problem solving ♦ Ability to follow policies and procedures Our tests are computerized and involve applicants interacting with a fictitious company's actual order and forms entry system Therefore, these tests also measure a worker's ability to quickly and accurately learn how to use an automated system to enter, check, change, and search for information in a customer's account file We provide test information on audio tape and through handwritten orders Applicants are also expected to handle problems, complaints, and questions about merchandise or orders following specified policies and procedures Classifying and Organizing Documents This three-part test module determines an applicant's overall speed and accuracy in performing a variety of job -related sorting and organizing tasks. Part One Applicants sort envelopes, invoices, and flyers by numerical and alphabetical information The test identifies ability to adhere to specific company policies and procedures and to demonstrate organizational skills Part Two Applicants sort mail into alpha and numeric groups by using a variety of resources and according to detailed written instructions Part Three Applicants sort invoices according to the amount due on each invoice and i according to the length of time the invoice has been overdue ❑T AI 19 Testing For Automated Office Skills Worker productivity must go beyond general clerical skills and experience with hardware and software Manpower's evaluation for applicants with experience in a specific software includes Sureskill'" Manpower recently released our latest testing product — a set of fully validated, completely interactive tests to determine proficiency in various software skills including • Word processing • Spreadsheets • Presentation graphics • Database Through this automated system, validated by Manpower, our office automation candidates take a computer -based software skills test Applicants interact with the software to complete the tasks using virtually any method to perform the tested action As an applicant completes these tasks, we measure proficiency and prove that the applicant really knows the software package We would use the following software tests ♦ Access 7 Windows 95 ♦ Word 7 0 Windows 95 ♦ Excel 7 Windows 95 ♦ WordPerfect 6 1 Windows ♦ PowerPoint 7 Windows 95 Ultraskdle This test evaluates the word processing and clerical skills that all qualified office automation employees should have Through Ultraskill, we measure an applicant's ability to combine equipment and software knowledge with clerical skills to produce a document lust like the ones created in your company every day Employees create and edit a document from a handwritten, rough draft copy or from machine dictation They use the actual software and equipment you use in your office environment Ultraskill also evaluates an applicant's ability to produce a professional, mailable document in a reasonable period of time Consequently, we measure accuracy, speed, and the elements of accuracy which include ♦ Spelling ♦ Punctuation ♦ Formatting ♦ Following instructions ♦ Editing ♦ Proofing ♦ Machine transcription This is accomplished by our work sample test In your workplace, employees are often asked to take a handwritten document from a manager and create, edit, and finalize that document on a word processing package Ultraskill has ❑T recreated this scenario in our assessment to ensure we have an accurate, realistic picture of an employee's capabilities Skill Check for Programmers After exhaustive research into technical skill testing products, Manpower Technical partnered with Bookman Consulting To place our contractors on assignment, Manpower Technical uses TECKCHEK — the leading validated technical test in the industry TECKCHEK is an on-line technical knowledge checker that measures a programmer's level of current proficiency, not potential ability It allows Manpower to match a programmer's skills to the City of Fort Collins's needs It tests the applicant's technical skills to do the job by measuring a complex assortment of practical skills, not book knowledge Essentially, the use of TECKCHEK streamlines the interview process and determines the specific programming competence of each technical candidate Professional Development Track Manpower recently licensed the rights to CBT Systems' Performance Improvement Series professional training The training is interactive, multimedia -based training which can be used alone or in large groups The courseware is renowned for its presentation of realistic business scenarios in a highly interactive multimedia environment We offer the training in either non -facilitated form or facilitated form for larger groups Below is a list of the courses available ♦ Participating in project teams ♦ Time management ♦ Negotiation ♦ Coaching in the workplace ♦ Taking in information effectively ♦ Dealing with conflict ♦ Everyone sells ♦ Problem solving ♦ Thinking creatively ♦ Listening Training Capabilities Our recruiting programs are enhanced by our internal training capabilities When a qualified pool of employees is not readily available, Manpower can create that pool of "the City of Fort Collins -ready" employees through our own exclusive training programs That means using our training programs to enhance and cross -train our current employees for more job opportunities Building our own pool of skilled employees is a huge opportunity that Manpower has taken advantage of since the creation of our first training program Training is always available at no charge to our employees C7 ♦ Describe how you can help to asses the City's needs in terms of both the numbers of temporaries and the requisite skill levels for a specific situation. Explain how you flex your permanent staffs time to meet customer needs, including volume increases or decreases. Work Environment Survey/Assignment Order Supplement Before assigning the first temporary worker, a Manpower Representative visits each department where workers will be placed to learn detail about the jobs to be performed We uncover specific job tasks, required skills, abilities and personal characteristics necessary for superb job performance Office hours are expanded during times of high customer need Staff can be reached via pager at the request of our customers ♦ Describe any arrangements for subcontracting with other contractors if additional resources were required to meet the City's needs. Explain how you handle emergency recruiting efforts. The subcontractors we use can be suggested by the customer You may suggest those services you have had successful relationships with in the past and that have proven quality procedures in place Manpower will call these services for assistance in filling orders per the Assignment Protocol which specifies time frames and procedures for contacting secondary vendors This Assignment Protocol will be developed in accordance with the City's needs If we are given the opportunity to decide which secondary vendors to use, we will set up meetings with services we are interested in partnering with and complete a thorough secondary vendor evaluation, As your supplier, Manpower assumes responsibility for service and quality whether the temporary employee is provided by Manpower or by a secondary vendor Whenever the need arises, we augment and increase our recruiting and retention efforts For example, we often raise the monetary incentive involved in our referral bonus program depending on the labor climate in the Northern Colorado area We find this program to be a very successful way to attract new skilled workers We handle emergency recruiting efforts by using our network of five Manpower offices within a 50 mile radius of Fort Collins We also coordinate the efforts of all the sub -contractors ♦ List benefits available to your temporary workers. Describe ' any on-the-job support that you provide to them. Explain how you evaluate your employee job satisfaction, and the satisfaction level of your customers. r LJ `4{Yr✓;idi', ,,d, { , {, { Eli, k I.t; ri N" ", m ;,' V U,.14 • 1, , =,,i, „Iw' , P ip —t��''' `"'t �''!;e°!in ,,,+,,, ",;,,'{y,;'a,,t,,,t ,,t,,r-,' y' ;,COMPANYt"' , ,,, ,,,,;,,,, +BENEFIT.`rli;' ,'_,', ,;TENURE+'TO'',,, ,, t` `' ,,i';`!;m, i;',+,D SCRIPTI « ,,,,,: E ION ;, i'',EMPLO ff;ih; 3,11, ;_ ;r;„h;;Ipl ,�dt;,_,,,�;;•,�'? ;fk l r;il;,,,QUAUFY,,, ''='i , ,`, l i ,EE`:!I „ 'I'q'IFUNDED',s,i`` •, d;, ;tii„ '•dual i, �I,r,t �� , �''�ui�;r, 'I r',�,, , � �f°; it �t,,' Medical 400 Hours Comprehensive Ma/or 50% Company Medical 50% Employee Life and AD&D 400 Hours $10,000 Life and 50% Company Insurance $10,000 AD&D 50% Employee Holidays 1200 Hours 6 Days 100% Company 1 Year Vacation 1500 Hours/ 1 Week after 1 Yr 100% Company 12 Months 2 Year Vacation 1800 Hours/ 2 Weeks/2nd Yr 100% Company 12 Months Hospitalization and 300 Hours within $100/day to 25 100% Company Survivor Assistance 3 months prior to days/$2500 paid to (non -work related) injury/death estate Stock Purchase Plan Employment by 15% Discount Yearly 85% Employee 12/31 and offer 15% Company consistent employment Tiffany Award 400 Hours and Pin, necklace, or tie 100% Company Program favorable quality tack presented to ratings outstanding temporary Referral Bonus Immediately Referrals to 100% Company Manpower Direct Immediately Automatic paycheck 100% Company Deposit/PayTM deposit programs Skill Training Enrollment "Hands-on" computer 100% Company Program delivered and Quality Training Manpower evaluates employee job satisfaction using Job Satisfaction Reviews (Exhibit C ) this review asks temporary workers to evaluate their satisfaction with job assignments and with the service they are receiving from Manpower Utilizing this feed back, we can constantly assess our own strengths and weaknesses as part of our goal of continuous improvement This process allows Manpower to fulfill our employees expectations so that they, in turn, can productively fulfill your expectations ❑T Customer Service Evaluation (Exhibit D) gathers candid evaluations from our customers on topics such as personal attention, speed and accuracy in filling orders, invoicing, and follow-up calls of visits That means continuous improvement in the level of service you receive ♦ Describe how you evaluate your temporary employee's performance while on assignment. Describe the system you have in place to deal with performance problems or misconduct of temporary employees. Manpower asks customers to rate our temporary employee's performance with the Employee Performance Appraisals (Exhibit E) This appraisal asks customers to rate our employee in areas such as appearance, adaptability, quality and quantity of work, and his or her ability to follow instructions The result is workers who meet or exceed your specific expectations Quality Performance Reviews (Exhibit F) provide a graphical summary of service evaluation, as reported by you, our customer These summary graphs help us make sure that the level of quality service remains high Performance Problems Manpower takes full responsibility for our employees and we possess the knowledge and resources to resolve performance problems quickly We encourage an open door policy with all our employees and implement a formal mechanism for feed back through our Quality Performance Program In this way, we aim to address negative situations before they become problems One example of the proactive measures that Manpower takes are our "First Day" and "Week Ending" call programs This ensures that each time a Manpower employee is beginning an assignment, the supervisor is called the first day they are on -the -lob, and weekly there after to ensure that your expectations are being met, and no problems have arisen This also opens lines of communication between your staff and Manpower staff, so that problems can be addressed immediately When problems arise, Manpower takes a direct, proactive approach to address and resolve all problems to protect the customer as much as possible from negative effects Manpower's service personnel are trained to handle common personnel issues As a resource, Manpower's corporate Legal Department has created the Service Representatives legal/Operational desk Reference which covers common personnel issues In addition, the professional staff in our I" legal department is also available for further consultation to address Cr matters outside the scope of this manual That means that City department supervisors can focus on the core functions of their department with less concern about resolving personnel issues of temporary employees Manpower has a defined process for ensuring prompt resolution of complaints Our service staff and management are empowered with the authority and training to handle all complaints thoroughly and immediately This process is part of the training that the Manpower Service Representatives and Managers complete When a complaint is received at the local level, the following steps are followed ♦ Listen to the complaint, probe to identify specific causes, ♦ Apologize and empathize, ♦ Identify a mutually agreed -upon plan of action for resolution, ♦ Identify a time frame for immediate resolution ♦ Implement the resolution, ♦ Immediately communicate results or changes in time frame where they occur, ♦ Monitor the situation during and after the resolution steps have been completed, ♦ Test for satisfaction and continue to monitor the situation, and ♦ Identify preventative steps and communicate to staff to avert future occurrences of complaint ♦ Describe the information tracking you provide, and provide examples of reports you have provided to your customers A sample report provided by Manpower is shown in Exhibit G Manpower can provide standard reports to meet the needs of the City of Fort Collins One or all of these can be printed weekly, monthly, quarterly or annually for one location or for locations nationwide These reports can cover ♦ the employee's name and social security number, ♦ the employee's position classification, and training or skill level(s), as appropriate, ♦ the agency / department assignment, ♦ the employee's total hours worked, salary per hour and cost per hour, and total cost, ♦ the supervisor's performance rating of the employee, ♦ the total hours assigned per classification, and ♦ the total cost to the City for all employees provided rLA Section 1 Proposal Requirements The proposal requirements have been met The information requested in Section 1 is found under the topics listed in Sections 2, 3, and 4 Section 2 Background Information and Scope of Work �2.1 Proposal Discussion Information ♦ Include the time your company has been in the temporary - services business, and your company ownership structure (public, private, franchise, partnership, etc.). Manpower is a publicly held company traded on the New York Stock Exchange Manpower was founded in 1948 and we have 50 years experience in the staffing industry The Fort Collins office was opened in 1984 and Manpower Technical was established in Fort Collins in 1993 Both are corporately owned ♦ Describe your company's methods for recruiting , selecting, and screening employees for assignment to your customers. Describe how you ensure that you are attracting qualified temporary employees. Describe your program for drug testing and background investigations on the temporary employees you provide. RECRUITING Manpower has over 13,000 available candidates in the Northern Colorado databases As unemployment rates have dropped, we have reached new levels of innovation to recruit without sacrificing quality We will apply this expertise for the City of Fort Collins when sourcing highly qualified clerical and technical applicants U s Describe the current extent of operations automation, and additional automation currently planned or in development, including the time frames to which you can commit. Describe your electronic data interchange (EDI) and/or electronic funds transfer (EFT) capabilities. Electronic Employee Database Management — PowerBase Manpower uses an integrated operating system that operates in a Windows NT environment to maintain customer and employee information Our system named PowerBase, maintains this information in a real time environment, giving instant access to every aspect of employee and customer activity Our customers benefit from PowerBase system in hundreds of direct and indirect ways such as the following ♦ By analyzing the skill set in demand locally, we make strategic decisions about focused recruitment or training needs ♦ Our Service Representatives and Technical Recruiters use highly customized matching criteria to properly fill each order A successful search process ensures we can meet the response rates the City of Fort Collins expects ♦ Our Service Representatives and Technical Recruiters are prompted by the system to fulfill customized services or requirements specific to the City of Fort Collins including all conditions and terms of the contract ♦ We can also program PowerBase to automatically insert our negotiated pricing into the system for all City of Fort Collins orders e Through PowerBase, we can also track specific operational information This allows us to accommodate common customer reporting requests with great accuracy and speed Reports include response times, turnover statistics, recruiting sources, and many others Our investment in testing and continuously enhancing the PowerBase system ensures that Manpower will meet our customers' needs into the next century e Detail your experience with Electronic Data Interchange (EDI) Manpower has been conducting business with customers using an EDI standard invoice (810) for many years We use Gentran on a mainframe to support various versions of the X12 standard We are currently using Advantis as a Value -Added Network for EDI For more details about the feasibility of invoicing through EDI, Manpower's account management will C place your representatives in contact with our EDI Group at Corporate ' Headquarters ♦ Detail your experience with Electronic Funds Transfer (EFT) Manpower is also able to provide Electronic Funds Transfer The City of Fort Collins can transfer funds electronically in order to deposit them directly to our primary corporate account in Milwaukee, Wisconsin This transfer may take place via CTX When this occurs, the payment is transferred with remittance advice allowing application of the payment of the invoice Transmissions occur when possible according to normal banking schedules and guidelines Any reporting methods available detailing this procedure are provided through your local banking system 2.2 - 2.14 We have reviewed items 2 2 through 2 14 and can meet the proposal requirements 0 n U Section 3 Pricing Options 13.1 Fixed Hourly Rates by Category Clerical Skills Classification Categories Classification Description Pay Rate Bill Rate RECEPTIONIST TELEPHONE SWITCHBOARD OPERATOR Greets and directs visitors, provides information, answers telephone, maintains visitor log, may provide security passes and handle simple typing Transfers calls, provides agency directory assistance, handles a variety of calls, good phone skills and customer relations Experience in operating telephone switchboard or PBX console ACCOUNTING CLERK Posts to account receivable general ledger or cash receipts journal Reconciles bank statements Experience in manual and computer systems, payroll tax reporting and ten key skills $7 00 M $9 92 $800-$900 $992-$1116 ru 19 Clerical Skills Classification Categories Classification Description Pay Rate Bill Rate OFFICE CLERK Performs clerical duties $7 00 $8 68 as assigned in accordance with the agency office procedures including collating, sorting, inserting, folding materials, filing, verifying data, completing routine forms and maintain records KEY ENTRY Enters mailing lists, $7 50 $9 30 OPERATOR demographic data, general information, etc , into data bank Able to key from simple source documents batched or unbatched ADMIN ASST I Clerical duties, $7 50 $9 30 processes information of a general nature Has knowledge of word processing, spreadsheets, etc ADMIN ASST II Capable of information $8 50 $10 54 storage, retrieval, modification to produce error -free final copy Must have excellent computer skills ADMIN ASST III Must have professional $9 50 $11 78 policies Processes own initiative C7 Technical Skills Classification Categories Classification Description Pay Rate Bill Rate ACCOUNTANT CAD OPERATOR LL�11111 COMPUTER OPERATOR C�7 Examines, analyzes and interprets accounting records to prepare statements and/or advise management May supervise accounting personnel Requires advanced degree Utilizes a computer workstation to make a drawing that would otherwise be made, by hand on a drafting board The workstation may consist of a computer a CRT display and a keyboard Sets up, operates and monitors a computer system that processes and prepares reports for business or scientific records Uses a mainframe or digital computer $15 86 - $23 08 $20 93 -$30 47 $1200-$1682 $1584-$2220 $950-$1100 $1254-$1452 0 C7 EE Classification Description Pay Rate Bill Rate COMPUTER OPERATOR - ADVANCED COMPUTER SUPPORT SPECIALIST DESKTOP PUBLISHING Advanced levels of monitoring and operating the control console of a mainframe or digital computer Knowledge and experience of set-up and load equipment, operate console, diagnose and correct equipment or program malfunctions and maintain operations records Installs, modifies and makes minor repairs to personal, mid -range and mainframe computers, hardware and software systems and provides technical assistance and training Assists in the preparation of engineering or technical documents using a desktop publishing system Documents include technical business and management presentation, technical papers, proposals, reports, manuals, and brochures $1100-$1350 $1452-$1782 $1200-$1500 $1584-$1980 $1346-$1730 $1777-$2284 0 0 Classification Description Pay Rate Bill Rate ENVIRONMENTAL PLANNER/ANALYST ENGINEERS 0 Ell Analyzes data to assess pollution problems, establish standards and develop approaches for control of pollution May specialize in air pollution, soils, or water quality analysis Possesses educational qualifications and work experience as established by engineering schools, employers, and licensing authorities for employment in the various disciplines of engineering Problem resoultion, directs protects Four year degree $17 78 - $23 08 $23 47 - $30 47 $20 00 - $38 00 $26 40 - $50 16 0 Classification Description Pay Rate Bill Rate PROGRAMMER Prepares sequences of instructions for a computer without necessarily converting them into detailed codes **Pay various depending upon the programming language Oracle, COBOL, PowerBuilder, RPG - pay is at premium TECHNICAL WRITER Often an engineering level person who writes proposals, reports, manuals, specifications, etc Must be technically oriented to understand the design, construction and operations of equipment Must also be able to assimilate information and present it in a clear, organized and concise manner, often to a non - technically -oriented reader 0 $20 00 and up $26 40 and up $15 00 - $35 00 $19 80 - $46 20 :11 3.2 Fixed Markup Percentage The markup for clerical positions is 1 24 times the pay rate and the markup for technical positions is 1 32 times the pay rate 3 3 Fixed Fee per Project Manpower does not provide temporary employees on a fixed fee per protect basis 3.4 Other Pricing Options None Section 4 Evaluation 4.1 Evaluation and Assessment of Proposals We understand the assessment process you will use 4.2 Reference Evaluation References As further testament to our service excellence, the following clients serve as references Cheryl Galida Purchasing Agent USDA Rocky Mountain Research Station 498-1145 Lew Wymisner Assistant Director Larimer County Employment and Training Services 223-2470 ext 203 Sally Maggart Natural Resources Department City of Fort Collins 221-6600 0 Fred Jones Traffic Operations City of Fort Collins 221-6820 Marilyn Anderson Office Manager MoorMan Manufacturing Regional Support Center 667-9311 DIS 0 El Qualified candidates are proactively recruited through a variety of methods that have been tested and proven to attract the right candidates Our multi- level recruitment program is budgeted and planned as an ongoing activity to ensure a consistent supply of qualified employees for most skill classifications Some of our most successful recruitment programs are described below Client and Employee Referrals Over 50% of our employee growth is due to referrals from satisfied employees Manpower is a leading employer in the Northern Colorado area We offer benefits, training, skill matching, and other services that assure lob satisfaction Job satisfaction produces referrals Customer satisfaction produces referrals, too Many of our clients refer highly skilled applicants to us as a result of corporate downsizing Referrals from satisfied clients and employees continue to be our largest resource of additional personnel Newspaper Advertising Manpower advertises consistently in the classified section of area newspapers The advertisements are designed for specific client requirements but generate hundreds of resumes which enhance our overall capabilities for filling future orders By frequently advertising, we reach new arrivals to the area, recent graduates, people wishing to make career changes, the unemployed, and many others Manpower's Internet Recruiting Site Recognizing the potential for communicating with applicants through the Internet, Manpower has established a number of avenues to post lob openings Through Manpower's Home Page, located at http//www manpower com, we post customer lob openings from around the world To Maximize the Internet's strategic value in recruiting, Manpower Technical has developed our own software for Internet lob posting, called NetExpress NetExpress gives us an easy, cost-effective method for posting lob openings on multiple sites instantly through e-mail or modem Internet lob seekers will see Manpower Technical postings on Career Magazine, Net -Temps, CareerMosaic, CE Weekly, DICE, Monster Board, America's Job Bank sites, and our own Home Page Prospective applicants use the Internet to search on lob openings in their skill category When they find a Manpower -listed lob, they follow instructions to submit their resume to our Corporate Headquarters either by fax or e-mail We receive over 1,200 resumes each day through our NetExpress Program Our Corporate Headquarters Recruiters immediately distribute these resumes to the local Manpower Technical office for proper follow In the Fort Collins area, we receive resumes and other customer communication at our local e-mail address http Aftcollins tech co@na Manpower com Exhibit A IYWIYrMEW TEMPORARY SERVICES Employment) Opportunity It is the policy of Manpower Inc. and all of its subsidiaries to recruit, tram, promote, transfer, pay and take all other employment actions without regard to an employee's race, color, national origin, ancestry, sex, religion, age, physical handicap or veteran status, as required by law. Implementation of this policy by managers and employees at all locations assures compliance with federal, state and local legislation as well as other applicable government regulations and executive orders. Manpower has developed an Affirmative Action Plan which is administered by the Affirmative Action Coordinator at the Home Office. Any questions concerning the plan should be directed to the Affirmative Action Coordinator Mttchell S. Fromstem President —Manpower Inc. NX HR 15(R.v 2/89) Exhibit B 8 MANPOWER° TEMPORARY SERVICES We guarantee to you upon the use of our services, the following Guarantee That our services will be performed to your satisfaction With reasonable notification, Manpower will not charge for unsatisfactory performance All Manpower employees are paid by check for services performed All employees are paid for services promptly and when payment is due As the employer, we will make all contributions for unemployment compensation funds as required by federal and state laws, and we will indemnify and hold you harmless from liability for such contributions As the employer, we will make all deductions required of employers by state, federal and local laws, including deductions for social security and withholding taxes We agree at all time, to make the proper deposits required by federal and state laws and to pay all taxes as required by federal, state and local laws covering the employees of Manpower All Manpower employees are insured and Manpower agrees to provide and maintain the various insurances described Coverage includes liability for the acts of all Manpower employees for which Manpower is legally liable Limits of Liability Bodily Injury Property Damage Kind of Policy Each Person Each Occurrence I Each Occurrence I Aggregate Blanket Excess 35,000,000 [ Combined Single Limit Liability Bodily Injury and Property Damage Workers' Compensation As provided by Workers' XXXX XXXX Including Occupational Disease Compensation Laws Comprehensive General Liability 11000,000 11000,000 1,000,000 1,000,000 Primary Commercial Blanket Bond 2,000,000 Each Occurrence Effective Date 3n/91 5120-1 (Rev 3/93)1974 1988 1990 Manpower International Inc MOt^a 0 , REFOLD, SEAL AND RETURN POSTPAID TODAY Confidential We try to give you, our temporary, the very best assistance with your fob assignment(s) To maintain our standards, we need to know how we are doing in satisfying your needs as a temporary worker Your comments will be used confidentially to help us both maintain and Improve our service to you and your co-workers Thank you for your time and help Most of Always the time Rarely 1 Is the Manpower office staff, Including the Service Representative, friendly and helpful? ❑ ❑ ❑ 2 Is the Service Representative responsive to your fob needs9 ❑ Cl ❑ 3 Are your skills and capabilities used effectively by Manpower? ❑ ❑ ❑ If answer is negative, please explain why 4 Were you also given enough details about your assignment(s) �do a good fob? I ❑ ❑ El 5 Id our assignments) keep you working as often and as much as you would like? ❑ ❑ ❑ 6 Did our assignments) meet your expectations? ❑ ❑ ❑ 7 Does your Service Representative keep you advised as to your performance after your assignment(s)? ❑ Yes ❑ No 8 Do you feel you have a good relationship established with your Service Representative? ❑ Yes ❑ No 9 Does your Service Representative tell you what to do in case of difficulties on the fob, illness, or tardiness? ❑ Yes ❑ No 10 Is it your intention to continue working for Manpower? ❑ Yes ❑ No If not, why not We would appreciate any comments or suggestions on how we can be of greater and better service to you Name I�'lamgamoeN+h�lta-�u, Exhibit D � o Confraentlat We endeavor to give our customers the very best service from the time you phone until the time the lob Is completed In order to maintain that level of service, or make required Improvements, it is Important that we have your candid evaluation of our performance Client's Name Account No Address Zip Phone Customer Contact Title Department(s) Serviced Some Yes No times t Do you feel we provide enough personal attention to your account during the time we are providing service? ❑ ❑ ❑ 2 Are you confident in our ability to send you the right person for the lobr) ❑ ❑ ❑ 3 Are your orders filled quickly and accurately') ❑ ❑ ❑ 4 Are your invoices accurate and sufficiently descriptive9 ❑ ❑ ❑ 5 What can we do as a company to better service your account) RV 6 Do you currently use more than one temporary help service9 If yes, explain why ❑ ❑ ❑ 7 How do you feel we compare in service? 8 Has the Manpower training for Word Processing Operators resulted in temporaries being available with skills to meet your needs? ❑ Yes ❑ No Recommendation for follow up action ❑ate or appraisal Date action taken FOR OFFICE USE ONLY To be taken by Manpower Manager or Service Supervisor on a personal call to customer or inactive account � �'Ylam•(�-�Dtar�.k�-you' f Service Evaluation Confidential We endeavor to give our customers the very best service from the time you phone until the fob is completed In order to maintain that level of service, or make required improvements, it is important that we have your candid evaluation of our performance Client's Name Account No Address Zip Phone Customer Contact Title Department(s) Serviced Some Yes No times t Do you feel we provide enough personal attention to your account during the time we are providing services ❑ ❑ ❑ 2 When you place a fob order with us, do you feel we follow-up with you in a timely manners ❑ ❑ ❑ 3 If resumes are submitted by Manpower Technical, do they closely match your fob requirements9 ❑ ❑ ❑ If no or sometimes, please explain Agh IV Are you aware of our ability to upgrade skill levels of employees via ourTechTrackT"Training? ❑ ❑ 5 Would training prospective employees on TechTrackT be a value added option you would want to consider in the future? ❑ ❑ 6 Do you currently use more than one technical or contract service firm'? If yes, please explain why 7 How do you feel we compare in service? 8 What can we do as a company to better service your account? 9 Are your invoices accurate and sufficiently descriptive? ❑ ❑ ❑ Recommendations for follow-up action a u, Manpower Technical Manager =_ a d Date of appraisal Date action taken nU. For Office use only - to be taken by Manpower Manager on a personal call to customer or inactive account 3 0 n `m rn MMK MIER'8TECHNICAL a O U W f MOISTEN, REFOLD, SEAL AND RETURN TODAY Confidential This brief appraisal is an Integral part of Manpower's unique Quality Performance Program, a continuing audit system which permits us, at regular intervals, to review on -the -lob performance of our employees lust as you evaluate your own staff We appreciate your help in this process Your comments and assessments are important to us and to our employees and help us to continually improve our total service MANY THANKS FOR YOUR TIME AND HELP Manpower employee's name Employee # Date of assignment Type of work performed Department 5 Pts = Excellent 4 Pts = Very Good 3 Pts. = Good 2 Pts. = Fair 1 Pt. = Poor How would you rate this employee (✓) 5 4 3 2 1 1 Ability to understand instructions and become proficient quickly ❑ ❑ ❑ ❑ ❑ 2 Skill in readily adapting to your work environment and routine ❑ ❑ ❑ ❑ ❑ 3 Acceptance of supervision ❑ ❑ ❑ ❑ ❑ 4 Ability to work cooperatively ❑ ❑ ❑ ❑ ❑ ® Capacity to remember and follow given instructions ❑ ❑ ❑ ❑ ❑ b Concern for the quality of work performed, even that which may be repetitive ❑ ❑ ❑ ❑ ❑ 7 Actual quantity of work performed as it compares to your expectations and time limitations ❑ ❑ ❑ ❑ ❑ 8 General work habits and discipline ❑ ❑ ❑ ❑ ❑ 9 Appearance appropriate to the work environment ❑ ❑ ❑ ❑ ❑ 10 Extent to which this employee's qualifications match your work requirements ❑ ❑ ❑ ❑ ❑ 11 If the need arises, would you specifically request this Manpower employee again? ❑ YES ❑ NO ❑ Don't Know 12 How would you rate this employee's attendance 13 What do you feel are this employee's strengths and/or weaknesses Name Title Company Telephone Today's Date I x L W 0 Employee Performance Appraisal Confidential This brief appraisal is an integral part of Manpower Technical's unique Quality Performance Program, a continuing audit system which permits us, at regular intervals, to review on -the -lob performance of our employees just as you evaluate your own staff We appreciate your help in this process Your comments and assessments are important to us and to our employees and help us to continually improve our total service Manpower Employee's Name Employee N Date of assignment Type of work performed Department 5 Pts = Excellent 4 Pts = Very Good 3 Pts = Good 2 Pts = Fair 1 Pt = Poor How would you rate this employee (✓) 1 2 .4 5 6 7 8 9 10 11 12 5 4 3 2 Technical knowledge ❑ ❑ ❑ ❑ Skill in readily adapting to your work environment and routine ❑ ❑ ❑ ❑ Acceptance of supervision ❑ ❑ ❑ ❑ Ability to work cooperatively with colleagues ❑ ❑ ❑ ❑ Quality of work performed ❑ ❑ ❑ ❑ Actual quantity of work performed as it compares to your ❑ ❑ ❑ ❑ expectations and time limitations General work habits & discipline ❑ ❑ ❑ ❑ Appearance appropriate to the work environment ❑ ❑ ❑ ❑ Extent to which this employee's qualifications match ❑ ❑ ❑ ❑ your work requirements Attendance ❑ ❑ ❑ ❑ If the need arises, would you specifically request this Manpower employee again? ❑ Yes ❑ No ❑ Don't Know What do you feel are this employee's strengths and/or weaknesses Other Comments _ Name Title Company Telephone Today's Date r° U MANPOWER ()TECHNICAL 10 H■ Exhibit F P® 9 ® \ e Quality Performance Review Company Name Manpower Presented To City of Fort Collins Date May 21, 1998 This is an overview of the performance of Manpower Temporary Employees evaluated at your company during the period between Our systematic evaluations through our unique Quality Performance Program are an expression of our desire to consistently provide you with highly productive qualified help We wish to extend our appreciation for the cooperation you have given us in returning the performance appraisal forms Your input combined with Manpower's Predictable Performance System allows us to provide you with the right worker for the job whenever you need temporary help We look forward to the opportunity to continue providing you with the best possible service Thank You TOTAL NUMBER OF QUALITY PERFORMANCE FORMS RETURNED NUMBER OF EMPLOYEES EVALUATED ttll 11 II 0 0 77% 22% 100% 90% 80% oa�l„py,"x',ii''d3i''7�„� 70% 60% 50% 40% 30% 20% f{ I�i Yd l4 '�utlnatt.PP« n_ 'i fd«�{j4'! 10° ,''.h( +I44,'dPT Sv 'rl9u EXCELLENT VERY GOOD GOOD FAIR POOR Score of Score of Score of Score of Score of 41.50 31-40 21-30 11-20 0-10 Manpower thanks you 0 for helping us help you. r �. .. Dui a gar:..- - � '^v.F �,._ � - x _ 'Cs w�• �-.a i^ ..y x. .,.� ., ,.� .. � �,.. -, - DETAIL BILLED BY P.O. NUMBER/EMPLOYEE RPT0800 PREPARED FOR ABC COMPANY Page 1 WS Report Week Ending 5115/94 Current Regular Overtime P O Number Employee Name SkillCode Skill Description Bill Rate Hours Hours Total Billed 461 CANSTEN LAURA GOO TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 461 CARLSON JOHN GOO TECHNICAL SERVICES MISC S8 94 4000 000 $357 60 461 JOHNSON WILLIAM GOO TECHNICAL SERVICES MISC $11 00 4000 000 $440 00 461 P O Subtotal 12000 000 $1,155 20 462 COOK STEVEN GOO TECHNICAL SERVICES MISC S8 94 3925 0 00 $350 90 462 ELLNER RICHARD GOO TECHNICAL SERVICES MISC S8 94 3200 000 $286 08 462 GOODMAN JILL GOO TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 462 MARTIN ANGELA GOO TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 462 STERMER JIMMY GOO TECHNICAL SERVICES MISC S10 31 4000 000 $412 40 462 P O Subtotal 19125 0 00 $1,764 58 474 ELLNER THOMAS GOO TECHNICAL SERVICES MISC $8 94 4000 1500 $558 75 474 GALVIN HENRY GOO TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 474 P 0 Subtotal 8000 15 00 $916 35 477 ANDERSON KENT GOO TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 477 BERTZ RALPH Z38 MACHINE OPER-WIRE STRPING $11 90 3200 000 $380 80 477 DIXON LOUIS Z38 MACHINE OPER-WIRE STRPING $1190 4000 coo $47600 477 HILL JOHN Z38 MACHINE OPER-WIRE STRPING $1190 4000 000 $47600 477 JONES BILL GOO TECHNICAL SERVICES MISC $8 94 4000 000 S357 60 477 MANNINGS JOHN GOO TECHNICAL SERVICES MISC S8 94 3900 0 00 $348 66 477 RAMSEY ROSE GOO TECHNICAL SERVICES MISC S8 94 4000 500 S424 65 477 VALE DANIEL GOO TECHNICAL SERVICES MISC S10 31 4000 000 $412 40 477 VELEY VICTOR Z38 MACHINE OPER-WIRE STRPING $1190 4000 000 $47600 477 WEBER FRED Z28 MACHINE OPER-WIRE STRPING $1190 4000 000 $47600 477 WEBER JACK Z38 MACHINE OPER-WIRE STRPING $11 90 4000 0 00 $47600 477 P 0 Subtotal 431 00 500 $4,661 71 478 MILLAN MARTIN W30 SHEETMETAL WORKER S11 20 8 00 000 $89 60 478 VILLON DANIEL W30 SHEETMETAL WORKER S11 20 4000 5 00 $532 00 478 P 0 Subtotal 48 00 5 00 $621 60 479 ADAMS CARL Y90 ENGINEERING AIDE $8 94 4000 0 00 $357 60 479 HORST CLAUDIA R YOO TECHNICAL SERVICES MISC $8 94 3200 800 S393 36 479 OLLMAN BECKY Y00 TECHNICAL SERVICES MISC $8 94 4000 000 $357 60 479 SANDERS CARL Y00 TECHNICAL SERVICES MISC $8 94 4000 0 00 S357 60 x a Sample 10/27/95 M; DETAIL BILLED BY P.O. NUMBER/EMPLOYEE RPT0800 PREPARED FOR ABC COMPANY Page 2 INS Report. Week Ending 5/15194 Current Regular Overtime P O Number Employee Name SkillCode Skill Description Bill Rate Hours Hours Total Billed 479 SHERWOOD LINDA Y90 ENGINEERINGAIDE $1000 3900 000 $39000 479 P 0 Subtotal 191 00 800 $1,85616 511 MOODY EPIC L Y74 SYSTEMS ANALYST $16 58 4000 300 $737 81 511 P 0 Subtotal 4000 300 $737 81 520 GARVIN JEANETTE Q26 DATA ENTRY OPER-INTERMED $10 40 1600 000 $166 40 520 GWEN ALICE Q26 DATA ENTRY OPER-INTERMED S10 40 4000 000 $416 00 - 520 P 0 Subtotal 5600 0 00 $532 40 530 MOORE JF,MES JR C W42 TRADESMEN HELPER $12 07 2400 000 $289 68 530 P 0 Subtotal 2400 000 $289 68 540 FOWLER EDWARD Y90 ENGINEERING AIDE $15 00 4000 500 $712 50 540 21MMERM,N CHARLES Q26 DATA ENTRY OPER-INTERMED $11 05 4000 000 $442 00 540 P 0 Subtotal 80 00 5 00 $1,154 50 541 FIFER CARRIE V16 WORD PROCESSING SECRETA $16 90 4000 300 5752 05 541 FRANKLIN MICHAEL G15 CAD OPERATOR S23 75 4000 200 $1,021 24 541 RISER SALT Y90 ENGINEERING AIDE $15 00 4000 1000 $825 00 541 URBINA ART G Y90 ENGINEERING AIDE $30 25 2000 000 $1,210 00 541 WHEELOCK MICHAEL A Y90 ENGINEERING AIDE S15 00 4000 350 5678 75 541 P 0 Subtotal 18000 1850 $4,487 04 542 FREELAND GAIL Y93 INSPECTOR $15 00 1600 000 $240 00 542 HOV1E ST=°HANIE Y93 INSPECTOR $15 00 1600 000 5240 00 542 P 0 Subtcal 32 00 000 $480 00 570 JENKINS COUGLAS Y70 ILLUSTRATOR $20 57 3000 000 $617 10 570 MILLER TF=NT Y60 TECHNICIAN $11 38 4000 000 5455 20 570 P 0 Subtcal 7000 000 $1,072 30 653 FREDERIC4 RICHARD E Y68 TECHNICAL WRITER S30 00 40 00 000 S1 20000 653 P 0 Subtcal 4000 000 $1,200 00 654 FLANDERS JESSE Y90 ENGINEERING AIDE $21 25 4000 000 $850 00 654 P 0 Subtcal 4000 0 00 $850 00 655 NIELSEN 70NNIE M Y90 ENGINEERING AIDE 51000 36 00 1 00 5375 00 655 P 0 Subtcal 3600 1 00 $375 00 725 FOX DON'.; N V75 SECRETARY -ADVANCED S 14 30 32 00 000 5457 60 Sample 10/27/95 T❑ Strategic Alliances As a result of growing customer needs, Manpower has created relationships with selected strategic alliances ♦ Drake Beam Morin is the world's largest provider of outplacement services which provides Manpower with access to thousands of people who receive career transition support as they leave their current positions ♦ ICS Learning Systems is the world's largest provider of distance education and self -study courses and gives us access to thousands of trained and still -in -training workers for office, technical, and professional assignments Job Fairs As an active member of many associations, Manpower participates in several job fairs annually These job fairs generate hundreds of resumes of personnel in every area Corporate Resources On a corporate level, Manpower has developed a central recruiting resource The staff and systems supporting this area have the following mission — to act as a clearinghouse for recruiting ideas and to research recruiting methods to help Manpower offices maximize their recruiting efforts and dollars We track new and existing recruiting methods to communicate successful recruiting efforts to all offices Through these methods, we apply our recruiting expenditures in the most effective manner possible Approximate dollar amount spent in various recruitment methods in the United States 0 Yua �Re'cruftment fir} �Vletl orl s_ _ rj ,aE`..' $ Sjien .I `ii� i a1p995 = r y ftl.+"@At Pvw Ntrt •�� $ S}ie d m�rr/ i g"g5 961_ON� ,G fa �,}, jQrge y} Wu .i'' $Total a k_u y aw_..fi •�a_ au u{ ;ryr Uar-►anc :{.� »ic c i°u�i'e�""- � ,, m r_ Classified Advertising (Including the Internet) 7,369,236 9,026,028 62 3% $1,656,792 Radio & TV 385,178 762,364 5 3% 377,186 Display Advertising 223,578 338,036 2 3% 114,458 Recruitment Supplies 1,188,964 1,453,376 10 0% 264,412 Recruiting Special Projects 195,764 217,918 1 5% 22,154 National Recruiting 0 1,480 <1% 1,480 Referral/Retention Bonus 681,714 1,149,956 7 9% 468,242 Payroll Inserts 8,710 13,058 <1% 4,348 Miscellaneous 1,469,392 1,513,790 105%1 44,398 Grand Total $11,522,536 $14,476,006 100% 1 $2,953,470 l,�'a ��5,' T 1 �� j {J aq� T,� 1 @T'.t �� }��+� tr C'✓a �m3� e m;�^rii', is ;n, `.�#.+oi +*1£�7rx"+jy.. ,,.' gu^+mod`,✓i,'i'" E DETAIL BILLED BY P.O. NUMBER/EMPLOYEE RPT0800 PREPARED FOR ABC COMPANY Page 3 INS Report Week Ending: 5/15/94 Current Regular Overtime P O Number Employee Name SkillCode Skill Description Bill Rate Hours Hours Total Billed 725 P O Subtotal 32 00 000 $457 60 825 AMEY PATTY K V34 GENERAL OFC CLERK-ADVANC $10 40 3950 750 $527 80 825 MCQUILLEN AARON S V34 GENERAL OFC CLERK-ADVANC $9 75 4000 550 $470 41 825 P O Subtotal 7950 13 00 $998 21 Totals 1,770 75 7350 $23,660 14 SamPle 10127195 .;,�3 SPECIAL: �� Find the Job _�� Ylou Want _ I. 2. 3. 4. 5. 6. General Electric Microsoft Coca-Cola Intel Hewlett-Packard Southwest Airlines Berkshire Hathaway Disney Johnson &Johnson Merck GROVE I GATES WELCH BUFFETT EISNER J College/Trade School Recruiting Manpower links ourselves with area schools, such as Colorado State University, University of Northern Colorado, Front Range Community College and AIMS Community College, and placement centers all over the country We frequently speak to graduating classes about job and networking opportunities through Manpower Holding on -site recruiting events and participating in campus job fairs also attracts employees to us and our various customer assignments We reinforce our role as the employment experts by bringing to every community our expertise in hiring activity, skill sets in demand, and customer contacts City of Fort Collins Specific Skill Sets Through Manpower's automated employee database, we can search our existing database of employees defined by your job descriptions This allows us to easily identify employees who fulfill your skill requirements If the number of available employees in any skill area has been depleted, Manpower can immediately implement recruiting efforts to replenish our supply This means that Manpower has a ready pool of skilled employees in anticipation of a City of Fort Collins order SELECTING AND SCREENING EMPLOYEES Manpower Service Representatives follow a structured interviewing process The Manpower interview profiles an applicant's work experiences, interests and preferences to an extent that is unusual in the industry Manpower's interview draws out the maximum amount of work -related information from all applicants The standard format ensures that each applicant is evaluated in the same fair and equal manner, that only appropriate questions are asked and that only work -related information is recorded The interview determines which of the temporary's capabilities to evaluate with our various test batteries Documentation and Retrieval Each interview is documented using a standardized format that ensures consistency The data from the Interview Worksheet is input into Manpower's Automated Operational System An employee's record includes information from the interview as well as test results and quality performance scores from previous assignments Together, this information allows a Service Representative to accurately select the assignment for which the temporary is best suited When you have a request for temporary help, our Service Representatives use electronic work order formats to place your order The Automated Operational System allows us to search for the ideal candidates to fill an assignment Your request is processed within seconds, and the Service Representative identifies the most qualified, productive workers to meet your needs U Technical candidates are selected using TechBase, a resume scanning and retrieval system is an enormous database composed of all resumes contained in all of our Technical Centers Our database grows weekly by thousands of resumes giving Manpower substantial recruiting capabilities throughout North America This state-of-the-art resume scanning and retrieval system makes recruiting and selecting technical professionals even more efficient TechBase's unique system of data organization provides fast and accurate retrieval of applicant, assignment, client, and contact information The capacity to search and retrieve the information instantaneously greatly improves the efficiency of our operation Through state-of-the-art scanning and imaging systems to input resumes and job order information, our technical recruiters respond rapidly to the City of Fort Collins's requests Background Checks You need to be sure temporary workers are reliable and experienced for the work performed The following are standard background checks completed on every Manpower temporary employee Work History Verification Manpower's standard policy is to check every applicant's work references U.S. Employment Eligibility Verification Manpower, as the legal employer, verifies identity and U S employment eligibility for every employee and completes all necessary documentation as required by federal law including the 1-9 form Supplemental Background Checks Manpower has had experience completing additional background checks with numerous companies based on their individual needs The following lists our current capabilities ♦ Drug Screening ♦ Review of Criminal Conviction History ♦ Review of Department of Motor Vehicle Records ♦ Educational Record Verification ♦ Consumer Credit Check L1J M ♦ Describe how you ensure Equal Employment Opportunity and prevent discrimination in employment and in the referral of employees to your customers. Describe how you ensure compliance with the Immigration Reform and Control Act of 1996. Describe any programs you have in place locally and nationally for partnering with minority vendors. Equal Employment Opportunity Manpower is committed to a program of Equal Employment Opportunity We recruit, assign, train, and promote employees without regard to race, color, national origin, sex, religion, age, physical handicap, or veteran status Please refer to our Equal Employment Opportunity Policy Statement included in this proposal as Exhibit A Manpower has relationships with the following MBEMBE subcontractors: ♦ Foster Davis Temporary Personnel based in Southfield, Michigan ♦ Karen Smith Temps based in Wheaton, Georgia ♦ Ladera Career Paths, Inc based in Los Angeles, California ♦ Business & Professional based in Los Angeles, California ♦ CT Engineering based in Los Angeles, California ♦ AM Engineering based in Santa Barbara, California ♦ Amtec based in Los Angeles, California ♦ APR Consulting based in Diamond Bar, California ♦ Midcom Computing based in Orange County, Chicago, Mountain View, and Phoenix ♦ Star Personnel Services based in Los Angeles, California ♦ System I based in Northern California ♦ Professional Interim Connections based in Los Angeles, California ♦ V31 based in Orange County, California ♦ Key Personnel based in San Francisco, California ♦ XLC Services based in Cincinnati, Ohio ♦ ATA Services based in Golden, Colorado ♦ Employment Solutions, Fort Collins, Colorado ♦ What is your average placement turn -around time after receiving an order? Explain your service and performance guarantees. Our placement turn -around time is skill -specific and varies from two hours for entry level positions up to several days for highly skilled personnel We have the ability to track this information for the City of Fort Collins 0 Guarantee We are confident that you will be satisfied with Manpower employees that we guarantee it, in writing, on our attached Guarantee Certificate, Exhibit B We will take every step necessary to provide a temporary employee who meets your requirements and lives up to your performance standards If for any reason you should be dissatisfied with the performance of a temporary, we will replace that employee, with reasonable notice, at no cost to you r�1 L`� T❑ t,U Explain the extent of training you offer for both your full-time staff and for temporary employees. Describe any testing you perform on temporary employee applicants. TRAINING FOR FULL-TIME STAFF Manpower Staff has been professionally trained with the most extensive training support process in the temporary help industry They have the training and the tools to consistently support a high level of service which include three formal training seminars involving a total of twenty-four training days that cover all aspects of Manpower's products and customer service Additional proficiency and upgrade training is provided on an ongoing basis The name and credentials of Manpower representatives who will be directly involved in servicing the City of Fort Collins is listed below Name Title Experience Diane Beard Area Manager - Ten (10) years management Northern Colorado, experience in employment services Wyoming including (2) two years with Manpower B S from Colorado State University Elizabeth Glathar Branch Manager - Nineteen (19) years experience Fort Collins working for and with government agencies recruiting, evaluating, and training applicants Six (6) years management experience, nine (9) years with Manpower, B A from University of Nebraska Jennifer Jaska Technical Manager - Eight (8) years experience in Northern Colorado, Human Resources Management Wyoming including two (2) years with Manpower supporting executive, professional and technical staff University of Phoenix, Attending Regis University, B A Julie Nostrand Service Four and a half years with Representative - Manpower including experience as Fort Collins a dedicated Service Representative for several large accounts B S from Colorado State University Jennifer Allen Service One and a half years with Representative - Manpower including experience as Fort Collins a dedicated Service Representative for a large account B S from Oregon State University