Loading...
HomeMy WebLinkAboutRFP - P 680 P 783City of Fort Collins Administ '.ve Services Purchasing Division CITY OF FORT COLLINS ADDENDUM No. 1 JOB EVALUATION SYSTEM SPECIFICATIONS AND CONTRACT DOCUMENTS Description of Proposal P-783 Job Evaluation System OPENING DATE: Thursday, February 22, 2001, 3:00p.m. (Our Clock) To all prospective bidders under the specifications and contract documents described above, the following changes are hereby made. Section I. Background Additional Information: The City of Fort Collins is requesting written proposals from qualified firms to facilitate the creation of a JOB EVALUATION SYSTEM for all City jobs. We are looking for a professional who will assist the City in developing a tool (point factor system) for evaluating all City Jobs. This tool will need to be designed around compensable factors that are of value to our organization with a weight tied to each factor. Our definition of a Job Evaluation system is a process used to provide a systematic and uniform method (tool) to determine the relative value of all jobs within the organization. We are not looking for assistance with fully implementing the Job Evaluation System and we do not need a complete Job Evaluation Classification Study done. Section III. Scope of Services 1. b. Changed to read: Conduct several meetings with City participants to discuss the overall project plan and provide updates on the status of each key point. The Consultant should plan on 5 — 8 meetings: 2 — 3 meetings with Human Resources Department 2 — 3 meetings with City Senior Management Team 1 — 2 meetings with other City staff as requested Section IV. Proposal Submittals Proposal Submittals: Proposers should submit one (1) example of a Job Evaluation System (point factor system) that they have developed for the public sector and one (1) example of a Job Evaluation System (point factor system) that they have developed for the private sector. Please note: Amy Sharkey, Project Manager, phone number is 970-416-2721. If you have any questions please contact Rick Tensley, CPPB, Buyer, at 970-416-2247. RECEIPT OF THIS ADDENDUM MUST BE ACKNOWLEDGED BY A WRITTEN STATEMENT ENCLOSED WITH THE BID/QUOTE STATING THAT THIS ADDENDUM HAS BEEN RECEIVED. 256 W Mountain Avenue • P.O. Box 580 • Fort Collins, CO 80522-0580 • (970) 221-6775 • FAX (970) 221-6707 •- O. EVALUATION STUD THIS AGREEMENT made and entered into the day and year set forth below, by and between THE CITY OF FORT COLLINS, COLORADO, a Municipal Corporation, hereinafter referred to as the "City" and hereinafter referred to as 'Professional'. WITNESSETH: a corporation, In consideration of the mutual covenants and obligations herein expressed, it is agreed by and between the parties hereto as follows: 1. Scope of Services. The Professional agrees to provide services in accordance with the scope of services attached hereto as Exhibit "A", consisting of _ () pages, and incorporated herein by this reference. 2. Time of Commencement and Completion of Services. The services to be performed pursuant to this Agreement shall be initiated within five (5) days following execution of this Agreement. Services shall be completed no later than October 31, 2001. Time is of the essence. Any extensions of the time limit set forth above must be agreed upon in writing by the parties hereto. 3. Early Termination by Citv. Notwithstanding the time periods contained herein, the City may terminate this Agreement at any time without cause by providing written notice of termination to the Professional. Such notice shall be delivered at least fifteen (15) days prior to the termination date contained in said notice unless otherwise agreed in writing by the parties. All notices provided under this Agreement shall be effective when mailed, postage prepaid and sent to the following addresses: PSA 7/93 1 Professional: City: With Copy To: Rick DeLaCastro Human Resources Director City of Fort Collins P. O. Box 580 Fort Collins, CO 80522 James B. O'Neill II, CPPO Director of Purchasing and Risk Management City of Fort Collins P. O. Box 580 Fort Collins, CO 80522 In the event of any such early termination by the City, the Professional shall be paid for services rendered prior to the date of termination, subject only to the satisfactory performance of the Professional's obligations under this Agreement. Such payment shall be the Professional's sole right and remedy for such termination. 4. Project. Indemnity and Insurance Responsibility. The Professional shall be responsible for the professional quality, technical accuracy, timely completion and the coordination of all services rendered by the Professional, including but not limited to plans, reports, and specifications and shall, without additional compensation, promptly remedy and correct any errors, omissions, or other deficiencies. The Professional shall indemnify, save and hold harmless the City, its officers and employees in accordance with Colorado law, from all damages whatsoever claimed by third parties against the City; and for the City's costs and reasonable attorneys fees, arising directly or indirectly out of the Professional's negligent performance of any of the services furnished under this Agreement. The Professional shall maintain commercial general liability insurance in the amount of $500,000 combined single limits, and errors and omissions insurance in the amount of $1,000,000. 5. Compensation. In consideration of the services to be performed pursuant to this Agreement, the City agrees to pay Professional a fixed fee in the amount of Dollars ($.00). Monthly partial payments based upon the Professional's billings and itemized statements are permissible. The amounts of all such partial payments shall be based upon the Professional's PSA 7/93 2 City -verified progress in completing the services to be performed pursuant hereto. Final payment shall be made following acceptance of the work by the City. Upon final payment, all plans, reports, specifications, and other services rendered by the Professional shall become the sole property of the City. 6. City Representative. The City will designate, prior to commencement of work, its project representative who shall make, within the scope of his or her authority, all necessary and proper decisions with reference to the project. All requests for contract interpretations, change orders, and other clarification or instruction shall be directed to the City Representative. 7. Monthly Repo . Commencing thirty (30) days after the date of execution of this Agreement and every thirty (30) days thereafter, Professional is required to provide the City Representative with a written report of the status of the work with respect to the Scope of Services, Work Schedule, and other material information. Failure to provide any required monthly report may, at the option of the City, suspend the processing of any partial payment request. 8. Independent Contractor. The services to be performed by Professional are those of an independent contractor and not of an employee of the City of Fort Collins. The City shall not be responsible for withholding any portion of Professional's compensation hereunder for the payment of FICA, Workers' Compensation, other taxes or benefits or for any other purpose. 9. Personal Services. It is understood that the City enters into this Agreement based on the special abilities of the Professional and that this Agreement shall be considered as an agreement for personal services. Accordingly, the Professional shall neither assign any responsibilities nor delegate any duties arising under this Agreement without the prior written consent of the City. 10. Acceptance Not Waiver. The City's approval of drawings, designs, plans, specifications, reports, and incidental work or materials furnished hereunder shall not in any way PSA 7/93 3 relieve the Professional of responsibility for the quality or technical accuracy of the work. The City's approval or acceptance of, or payment for, any of the services shall not be construed to operate as a waiver of any rights or benefits provided to the City under this Agreement. 11. Defat It. Each and every term and condition hereof shall be deemed to be a material element of this Agreement. In the event either parry should fail or refuse to perform according to the terms of this agreement; such party may be declared in default. 12. Remedies. In the event a party has been declared in default, such defaulting parry shall be allowed a period often (10) days within which to cure said default. In the event the default remains uncorrected, the parry declaring default may elect to (a) terminate the Agreement and seek damages; (b) treat the Agreement as continuing and require specific performance; or (c) avail himself of any other remedy at law or equity. If the non -defaulting party commences legal or equitable actions against the defaulting party, the defaulting party shall be liable to the non -defaulting party for the non -defaulting party's reasonable attorney fees and costs incurred because of the default. 13. Binding Effect. This writing, together with the exhibits hereto, constitutes the entire agreement between the parties and shall be binding upon said parties, their officers, employees, agents and assigns and shall inure to the benefit of the respective survivors, heirs, personal representatives, successors and assigns of said parties. 14. Law/Severability. The laws of the State of Colorado shall govern the construction, interpretation, execution and enforcement of this Agreement. In the event any provision of this Agreement shall be held invalid or unenforceable by any court of competent jurisdiction, such holding shall not invalidate or render unenforceable any other provision of this Agreement. 15. Any computer software to be furnished to City pursuant to this Agreement, including the REWARD software, shall be licensed to City in accordance with the terms of a separate PSA 7/93 4 software license agreement. THE CITY OF FORT COLLINS, COLORADO By: James B. O'Neill II, CPPO Director of Purchasing & Risk Management DATE: ATTEST: City Clerk APPROVED AS TO FORM: Assistant City Attorney in Title: CORPORATE PRESIDENT OR VICE PRESIDENT Date: ATTEST: (Corporate Seal) Corporate Secretary PSA 7/93 5 Rick ensley - Job Evaluation age 1 = From: Amy Sharkey To: Jim O'Neill; Rick Tensley Date: Fri, Jan 12, 2001 2:53 PM Subject: Job Evaluation RFP Attached is what we came up with for the RFP for the Job Evaluation System. Please review and get back to me with your comments by the end of the day on Monday. As you are aware, would like to run this by the ELT members early next week. Thanks again for all your help, Amy Amy Sharkey, Comp Administrator City of Fort Collins (970)416-2721 asharkey@ci.fort-collins.co.us CC: Rick DeLaCastro .11 11 R16k Tensf6y­ - equesl for roposal - J .dew a e 1 REQUEST FOR PROPOSAL CITY OF FORT COLLINS JOB EVALUATION SYSTEM for THE CITY OF FORT COLLINS, COLORADO PROPOSAL NO.: PROPOSAL DATE: 3:00 p.m. (our clock), FEBRUARY 12, 2001 Rick Tensley'- Request for Proposal JE.doc a e 2 i REQUEST FOR PROPOSAL CITY OF FORT COLLINS JOB EVALUATION SYSTEM For THE CITY OF FORT COLLINS, COLORADO PROPOSAL NO.: The City of Fort Collins is requesting written proposals from qualified firms to facilitate the creation of a JOB EVAULATION SYSTEM for all City jobs. To be eligible, the proposing firm must be capable of supplying the services as outlined in the Scope of Services section in this document. Written proposals, one (1) original and six (6) copies will be received at the City of Fort Collins' Purchasing Division, 256 West Mountain Avenue, Fort Collins, Colorado 80521. Proposals will be received before 3:00 p.m. (our clock), February 12, 2001. Proposal No.: Any interpretation of or change to the RFP will be made by addendum to each prospective firm and shall become a part of the request for any contract awarded. The City will not be responsible for the accuracy of any other oral explanations, interpretations or representations. All information included in a responding firm's proposal that is of a proprietary nature must be marked as such. The City will hold items of a proprietary nature in confidence. Questions concerning the scope of the project should be directed to the Project Manager, Amy Sharkey, (970)416-2721. Questions regarding proposal submittal or process should be directed to Rick Tensley, CPPB, Buyer, (970)416-2247. Sales prohibited/conflict of interest: No officer, employee, or their dependent or person residing in and sharing the expenses of their household, shall have a financial interest in the sale to the City of any real or personal property, equipment, material, supplies, or services. This rule also applies to subcontracts with the City. This shall not apply to members of any authority, board, committee or commission of the City, other than the members of the City Council. Soliciting or accepting any gift, gratuity favor, entertainment, kick -back or any items of monetary value from any person who has or is seeking to do business with the City of Fort Collins is prohibited. Any vendor knowing of this type of activity is encouraged to report in confidence to the Director of Purchasing and Risk Management, Director of Finance, City Attorney or City Manager so that the matter can be dealt with. The City of Fort Collins reserves the right to reject any and all proposals and to waive any irregularities or informalities. Sincerely, James B. O'Neill II, CPPO Director of Purchasing and Risk Management Rick Tensley - Requesffor Proposal - JE.doc Pa e I. Background The City of Fort Collins is a progressive, culturally rich and diversified organization that has embarked upon a long-term program of strategic change. The organization functions as a strong mayor form of government with a five member City Council. An appointed City Manager oversees the operation of many departments, including Police, Transportation, and Public Utilities. The City has approximately 1150 unclassified and classified employees within approximately 450 classifications. In a combined effort to hire and retain high quality employees dedicated to the vision and mission of the organization, the need to develop a standard, objective tool to evaluate every job in the City has become a requirement. A Job Evaluation System is a process used to provide a systematic and uniform method to determine relative value of jobs within the organization. The City does not have a formal Job Evaluation System that classifies new jobs or reclassifies current jobs into pay grades. Currently, a Job Analysis Questionnaire is filled out by a department manager and/or an employee and then submitted to Human Resources to review for a new classification or possible reclassification of the job. Many of the City's jobs are unique and do not have market data available. In addition and in the absence of a Job Evaluation System, looking at internal equity between like jobs is attempted but somewhat difficult to manage. Presently, there is a moratorium on all reclassification requests until a City-wide Job Evaluation System has been implemented. II. Objectives - The City is seeking an innovative approach to evaluating jobs through the implementation of a Job Evaluation System. The objectives will include the following: • To create a job evaluation tool that will be used across the entire organization for all classifications of jobs. �• Work closely with the City Manager, Service Directors, Human Resources department, managers, and employees. To implement a system that meets all legal requirements, be totally nondiscriminatory, and provide for compliance with all pertinent federal, state, and local requirements. • To hold meetings with all identified participants throughout the entire process of designing the Job Evaluation System. To create a system that can easily accommodate organizational change and growth. • To ddee�v�elop a project plan with a timeline and deadlines dates. I Rick'11ensley - equest for Proposal JE ab"r'.",e 4 III. Scope of Services - a. Provide information regarding best business practices for establishing a job evaluation system. b. Conduct meetings with City participants to discuss the overall project plan and provide periodic updates on the status of each key point. c. Present findings, conclusions, and recommendations to all City participants. d. Design a Job Evaluation System for a public organization where the end result is the successful development of a job evaluation tool for evaluating each job within the City. 1. Develop "occupational group" definitions. Currently we have 13 occupational groups (job families) including Administrative Support, Information Technology, Technical/Engineering, etc. 2. Define the City's compensable factors that will be evaluated. a. factors that apply to all jobs b. differentiate levels of job worth C. neutral factors d. what the City values and is willing to pay for Develop a "point" system for each factor to ultimately determine the job's pay grade a. job alignment b. align non -benchmark jobs to benchmark jobs that have market data available C. define degrees for each factor and determine their weights d. Due to the variety of jobs with in the 13 occupational groups, identify if more than one evaluation tool/process/system will be needed that encompasses different compensable factors to accommodate different jobs. e. Develop a job analysis questionnaire that ties closely to the compensable factors in the Job Evaluation System. f. Assist in developing Policies and Procedures for the entire Job Evaluation System. g. Assist in developing employee communication tools for the Job Evaluation System. h. Run a test of the Job Evaluation System and present results to all City participants. -i. Provide additional related consulting services or presentations on an as needed basis. j. Meet the project deadline date - end of October 2001 or before. IV. Proposal Submittals Proposers should itemize the cost associated for providing related areas for the Scope of Services Proposers should submit the resumes of key personnel who will be working on this project as well as other information necessary to allow raters to determine your qualifications as set forth in the review and assessment section. Proposers should submit one (1) example of a Job Evaluation System that they have developed for the public sector and one (1) example of a Job Evaluation System that they have developed for the private sector. REVIEW AND ASSESSMENT City of Fort Collins AdminisL ive Services Purchasing Division REQUEST FOR PROPOSAL CITY OF FORT COLLINS JOB EVALUATION STUDY for THE CITY OF FORT COLLINS, COLORADO PROPOSAL NO.: P-783 PROPOSAL DATE: 3:00 p.m. (our clock), THURSDAY, FEBRUARY 22, 2001 256 W Mountain Avenue • P.O. Box 580 • Fort Collins, CO 80522-0580 • (970) 221-6775 • FAX (970) 221-6707 cL—k,,Tehsfdy - equest or roposal JE d4 image 5 Professional firms will be evaluated on the following criteria. These criteria will be the basis for review of the written proposals and interview session. The rating scale shall be from 1 to 5, with 1 being a poor rating, 3 being an average rating, and 5 being an outstanding rating. FACTOR QUALIFICATION STANDARD 2.0 Scope of Proposal Does the proposal show an understanding of the project objective, methodology to be used and results that are desired from the project? 2.0 Assigned Personnel Do the persons who will be working on the project have the necessary skills? Are sufficient people of the requisite skills assigned to the project? 1.0 Availability Can the work be completed in the necessary time? Can the target start and completion dates be met? Are other qualified personnel available to assist in meeting the project schedule if required? Is the project team available to attend meetings as required by the Scope of Work? 1.0 Motivation Is the firm interested and are they capable of doing the work in the required time frame? 2.0 Cost and Work Hours Do the proposed cost and work hours compare favorably with the Project Manager's estimate? Are the work hours presented reasonable for the Effort required in each project task or phase? 2.0 Firm Capability Does the firm have the support capabilities the assigned personnel require? Has the firm done previous projects of this type and scope? Rick Tensley Requ6s forPin5p6sal E.do Jc . ..... Page 6 REFERENCE EVALUATION (ToD Ranked Fi The Project Manager will check references using the following criteria. The evaluation rankings will be labeled Satisfactory/Unsatisfactory. QUALIFICATION STANDARD Overall Performance Would you hire this Professional again? Did they show the skills required by this project? Timetable Was the original Scope of Work completed within the specified time? Were interim deadlines met in a timely manner? Completeness Was the Professional responsive to client needs; did the Professional anticipate problems? Were problems solved quickly and effectively? Budget Was the original Scope of Work completed within the project budget? Job Knowledge a) If a study, did it meet the Scope of Work? b) If Professional administered a construction contract, was the project functional upon completion and did it operate properly? Were problems corrected quickly and effectively? is erisley Jo val age P-783 From: Amy Sharkey To: Rick Tensley Date: Wed, Jan 17, 2001 2:18 PM Subject: Job Eval RFP The draft RFP was distributed to all Service Directors at their ELT meeting this morning. The Service Directors have until Friday, January 26th to get back to me with any comments. I would like to get prepared and ready to send out the RFP on Monday, January 29th. I would like to receive from either you or Jim a list of vendors from your search to review. In addition, I will have prepared a list of vendors that I know of for you and get those to you by the 26th. I would like to change the response date to Tuesday, February 20th (since the 19th is a City holiday). If there is anything else we need to be doing in the meantime, please let me know at your earliest convenience. Thanks again for all of your help, Amy Amy Sharkey, Comp Administrator City of Fort Collins (970)416-2721 asharkey@ci.fort-collins.co.us CC: Jim O'Neill; Rick DeLaCastro REQUEST FOR PROPOSAL JOB EVALUATION STUDY PROPOSAL NO.: P-783 The City of Fort Collins is requesting written proposals from qualified firms to conduct a JOB EVALUATION study for City classified positions. To be eligible, the proposing firm must be capable of supplying the services as outlined in the Scope of Services section in this document. Written proposals, one (1) original and six (6) copies will be received at the City of Fort Collins' Purchasing Division, 256 West Mountain Avenue, Fort Collins, Colorado 80521. Proposals will be received before 3:00 p.m. (our clock), Thursday, February 22, 2001. Proposal No.: P-783. Any interpretation of or change to the RFP will be made by addendum to each prospective firm and shall become a part of the request for any contract awarded. The City will not be responsible for the accuracy of any other oral explanations, interpretations or representations. All information included in a responding firm's proposal that is of a proprietary nature must be marked as such. Items of a proprietary nature will be held in confidence by the City. Information relating to the City of Fort Collins job evaluation is available at the City of Fort Collins Human Resource Dept. and may be reviewed upon request. A copy of the RFP may be obtained as follows: Call the Purchasing Fax -line, 970-416-2033 and follow the verbal instruction to request document # 30783. 2. Download the Bid from the Purchasing Webpage, www.fcgov.com/purchasing. Come by Purchasing at 256 W. Mountain Ave., Fort Collins, and request a copy of the Bid. Questions concerning the scope of the project should be directed to the Project Manager, Amy Sharkey, (970) 221-2721. Questions regarding proposals submittal or process should be directed to Rick Tensley, CPPB, Buyer, (970) 416-2247. Sales prohibited/conflict of interest: No officer, employee, or their dependent or person residing in and sharing the expenses of their household, shall have a financial interest in the sale to the City of any real or personal property, equipment, material, supplies, or services. This rule also applies to subcontracts with the City. This shall not apply to members of any authority, board, committee or commission of the City, other than the members of the City Council. Soliciting or accepting any gift, gratuity favor, entertainment, kick -back or any items of monetary value from any person who has or is seeking to do business with the City of Fort Collins is prohibited. Any vendor knowing of this type of activity is encouraged to report in confidence to the Director of Purchasing and Risk Management, Director of Finance, City Attorney or City Manager so the matter can be dealt with. The City of Fort Collins reserves the right to reject any and all proposals and to waive any irregularities or informalities. Sincerely, Q ,mes B. O'Neill II, CPPO Director of Purchasing & Risk Management I. Background The City of Fort Collins is a progressive, culturally rich and diversified organization that has embarked upon a long -term program of strategic change. The organization functions as a city manager/council form of government with a seven member City council one of which is a direct elected Mayor. An appointed City Manager oversees the operation of many departments, including Police, Fire, and Public Utilities. The City has approximately 1150 unclassified and classified employees within approximately 450 classifications. In a combined effort to hire and retain high quality employees dedicated to the vision and mission of the organization, the need to develop a standard, objective tool to evaluate every job in the City has become a requirement. A job Evaluation System is a process used to provide a systematic and uniform method to determine relative value of jobs within the organization. The City does not have a formal Job Evaluation System that classifies new jobs or reclassifies current jobs into pay grades. Currently, a job Analysis Questionnaire is filled out by a department manager and/or employee and then submitted to Human Resources to review for a new classification or possible reclassification of the job. Many of the City's jobs are unique and do not have market data available. In addition and in the absence of a Job Evaluation System, looking at internal equity between like jobs is attempted but somewhat difficult to manage. Presently, there is a moratorium on all reclassification requests until a City-wide Job Evaluation System is established and implemented. II. Objectives The City is seeking an innovative approach to evaluating jobs through the implementation of a Job Evaluation System. The objectives of the study will include but not be limited to the following: • To create a job evaluation tool that will be used across the entire organization for all classifications of jobs. • Work closely with the City Manager, Service Directors, Human Resources department, managers, and employees. • To implement a system that meets all legal requirements, be totally nondiscriminatory and provide for compliance with all pertinent federal, state and local requirements. • To hold meetings with all identified participants throughout the entire process of designing and implementation of the Job Evaluation System. • To create a system that can easily accommodate organizational change and growth. • To develop a project timeline with obtainable deadlines. 2 III. Scope of Services In conducting the classification study the City requests that the consultant performs the following tasks: a. Provide information regarding best business practices for establishing a job evaluation system. b. Conduct meeting with City participants to discuss the overall project and provide periodic updates on the status of the each key point. C. Present findings, conclusions, and recommendations to all City participants. d. Design a Job Evaluation System for a public organization where the end result is the successful development of a job evaluation tool for evaluating each job within the City. 1. Develop "occupational group" definitions. Currently we have 13 occupational groups (job families) including Administrative Support, Information Technology, Technical/Engineering, etc. 2. Define the City's compensable factors that will be evaluated. a. factors that apply to all jobs b. differentiate levels of job worth c. neutral factors d. what the City values and is willing to pay for 3. Develop a "point" system for each factor to ultimately determine the job's pay grade a. job alignment b. align non -benchmark jobs to benchmark jobs that have market data available c. define degrees for each factor and determine their weights e. Due to the variety of jobs within the 13 occupational groups, identify if more than one evaluation tool/process/system will be needed that encompasses different compensable factors to accommodate different jobs. Develop a job analysis questionnaire that ties closely to the compensable factors in the Job Evaluation System. Assist in developing Policies and Procedures for the entire Job Evaluation System. Assist in developing employee communication tools for the Job Evaluation System. Run a test of the Job Evaluation System and present results to all City participants. j. Provide additional related consulting services or presentations on an as needed basis. k. Meet the project deadline date of October3l, 2001 or before. IV. Proposal Submittals Proposers should itemize the cost associated for providing related areas for the Scope of Services. Proposers should submit the resumes of key personnel who will be working on this project as well as other information necessary to allow raters to determine your qualifications as set forth in the review and assessment section. Proposers should submit one (1) example of a Job Evaluation System that you have developed both for the public and private sector. rd REVIEW AND ASSESSMENT Professional firms will be evaluated on the following criteria. These criteria will be the basis for review of the written proposals and interview session. The rating scale shall be from 1 to 5, with 1 being a poor rating, 3 being an average rating, and 5 being an outstanding rating. WEIGHTING FACTOR QUALIFICATION STANDARD 2.0 Scope of Proposal Does the proposal show an understanding of the project objective, methodology to be used and results that are desired from the project? 2.0 Assigned Personnel Do the persons who will be working on the project have the necessary skills? Are sufficient people of the requisite skills assigned to the project? 1.0 Availability Can the work be completed in the necessary time? Can the target start and completion dates be met? Are other qualified personnel available to assist in meeting the project schedule if required? Is the project team available to attend meetings as required by the Scope of Work? 1.0 Motivation Is the firm interested and are they capable of doing the work in the required time frame? 2.0 Cost and Work Hours Do the proposed cost and work hours compare favorably with the project Manager's estimate? Are the work hours presented reasonable for the effort required in each project task or phase? 2.0 Firm Capability Does the firm have the support capabilities the assigned personnel require? Has the firm done previous projects of this type and scope? 5 Reference evaluation (Top Ranked Firm) The project Manager will check references using the following criteria. The evaluation rankings will be labeled Satisfactory/Unsatisfactory. QUALIFICATION STANDARD Overall Performance Would you hire this Professional again? Did they show the skills required by this project? Timetable Was the original Scope of Work completed within the specified time? Were interim deadlines met in a timely manner? Completeness Budget Was the Professional responsive to client needs; did the Professional anticipate problems? Were problems solved quickly and effectively? Was the original Scope of Work completed within the project budget? Job Knowledge a) If a study, did it meet the Scope of work? b) If Professional administered a construction contract, was the project functional upon completion and did it operate properly? Were problems corrected quickly and effectively.