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HomeMy WebLinkAboutRESPONSE - RFP - 7418 TEMPORARY PERSONNEL SERVICES1 Beth Diven From: Bates, Michelle <MBates@Volt.com> Sent: Friday, August 24, 2012 12:18 PM To: purchasing Subject: Volt's Response to the City of Fort Collins Attachments: Volt Response to the City of Fort Collins RFP_technical.pdf; Volt Response to Fort Collins RFP_Admin.pdf; Attachment 2.1.B.viii_Sample Customer Management Report.zip; Attachment 2.7_Certificate of Insurance_Volt.pdf; Attachment 3.2_Fixed Markup Rates_Admin.xls; Attachment 3.2_Fixed Markup Rates_IT and Tech.xls Importance: High Expires: Wednesday, February 20, 2013 1:00 AM Dear James Volt is pleased to submit our response to the City of Fort Collins Request for Proposal for Temporary Personnel Services. Our proposals, consisting of the following documents, is attached to this email:  Volt’s Response to the City of Fort Collins RFP_technical.pdf  Volt’s Response to the City of Fort Collins RFP_admin.pdf  Attachment 2.1.B.viii_Sample Customer Management Report.zip  Attachment 2.7_Certificate of Insurance.pdf  Attachment 3.2_Fixed Markup Rates_Admin.xls  Attachment 3.2_Fixed Markup Rates_technical.xls We are enthusiastic about the opportunity to develop a partnership with the City of Fort Collins, and we look forward to discussing our service capabilities with you. If you have any questions, please do not hesitate to contact me at 970.494.2000. Sincerely Michelle Bates Business Development Manager Volt Workforce Solutions 3003 E Harmony Rd., Ste. 210 Ft Collins, CO 80528 t: 970.494.2000| f: 970.377.4242 mbates@volt.com| www.volt.com The City of Fort Collins, CO RFP for Temporary Personnel Services - Administrative August 24, 2012 Volt Workforce Solutions, a division of Volt Management Corp. This proposal includes data that shall not be disclosed outside of The City of Fort Collins, CO and shall not be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this proposal. If, however, a contract is awarded to the offeror as a result of, or in connection with, the submission of this data, The City of Fort Collins, CO shall have the right to duplicate, use or disclose the data to the extent provided in the resulting contract. This restriction does not limit The City of Fort Collins, CO’s right to use the information contained in this document if it is obtained from another source without restriction. All data contained herein is subject to this restriction. Please note that all offerings contained in this proposal are valid for sixty (60) days after the date of submission. For more information, please contact: Michelle Bates Senior Business Development Manager mbates@volt.com 970.494.2000 The City of Fort Collins, CO | RFP for Temporary Personnel Services - Administrative August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. i Table of Contents Executive Summary ........................................................................................................ 1 Section 2: Proposal Response ......................................................................................... 3 Section 3: Pricing Options .............................................................................................35 The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 1 Executive Summary Volt Workforce Solutions (Volt) is pleased to submit our response to the City of Fort Collins, CO. We are the largest operating division of Volt Information Services, Inc., a $2 billion talent, technology and consulting organization. Our company is represented in major markets throughout the U.S. and has provided services in the Colorado for 25 years. We have three offices in Colorado that are located in Fort Collins, Denver and Colorado Springs. Annually, we place nearly 170,000 temporary employees on assignment. On average, we have approximately 32,000 temporary employees on assignment weekly and we currently have 2,528 in-house employees. Our candidate pool consists of 10 million candidates throughout the U.S. and internationally, of which nearly 380,000 candidates are available in Colorado. In 2011, we assigned nearly 20,000 temporary workers in administrative and clerical skill sets. In the City of Fort Collins, we have nearly 47,000 administrative candidates available for assignment. Volt specializes in the following types of talent acquisition solutions: Temporary  Temporary-to-hire Payroll/referred Direct-hire and professional placement Recruitment process outsourcing  Statement of work/project-based Our specialty practice areas include:  Administrative and clerical  Information technology  Engineering and technical Manufacturing and industrial Accounting and finance Customer service and help desk Human resources and professional Volt’s Commitment to our Military Volt also strives to make our employment opportunities available to the veteran community through ongoing relationships with military installations including Fort Hood, Joint Base Lewis-McCord, Fort Bragg and Camp Pendleton. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 2 Further reinforcing our dedication to supporting America’s military service men and women are our partnerships with the following organizations: Military Spouse Employment Partnership Volt was recently inducted as a Corporate Partner to the Military Spouse Employment Partnership (MSEP). Led by the U.S. Defense Department, MSEP encourages employers to foster positive policies towards military spouses. MSEP seeks to leverage the qualities possessed by these unique individuals, including a strong work ethic and flexibility, which are sought by today’s top employers. In doing so, MSEP and its partners help military spouses overcome the barriers caused by the uniqueness of military life that can impede them from maintaining employment and establishing career tenure. Hire America’s Heroes Volt is a proud founding member of Hire America’s Heroes, a non-profit organization with the nationwide initiative to thank veterans of America’s military by welcoming them into the corporate workforce and helping them advance their civilian careers. Hire America’s Heroes works with corporate recruiting teams, including Volt and many of our largest clients, as well as transition coordinators at military bases, to facilitate networking and outplacement of exiting military veterans into opportunities that make the most of their skills and abilities. In 2011, Volt’s Executive Vice President and Co-Founder Jerome Shaw received a commendation from the U.S. Navy Northwest Region for his support of the Hire America’s Heroes Program and U.S. Navy Sailors and Marines. Through the efforts of Volt Military Heroes Program, Hire America’s Heroes and our partnership with MSEP, our clients benefit from the extraordinary experience, extensive training and discipline, and motivation that veteran employees and their spouses can provide to their organizations. Conclusion Volt’s approach to client-centric solutions assures the City of Fort Collins of our devotion to attain your temporary workforce goals and creating talent acquisition solutions is uniquely fitted to your business environment. We look forward to discussing the solutions outlined in this proposal and ultimately building a strong collaborative partnership in the years to come. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 3 Section 2: Proposal Response 2.1. Proposal Format Requirements Your proposal should detail these items, numbered in outline format, to correspond with the sections below: A. Firm Capability: Include the time your company has been in the temporary- personnel services business, and your company ownership structure (public, private, franchise, partnership, etc.). Volt Workforce Solutions (Volt) is a division of Volt Information Sciences, Inc., a publicly- owned company that has been providing contingent workforce services since 1956. B. Methods and Approach: Describe your company’s methods for recruiting, selecting, and screening employees for assignment to your customers. Our process for recruiting, selecting and screening employees for assignment is tailored to meet our clients’ requirements and incorporates, as minimum, the processes described below. RECRUITING AND SELECTING FOR ASSIGNMENT Our process for recruiting top talent begins with hiring recruiters with the experience and know-how needed to ensure we meet your contingent workforce needs. By hiring top-performing recruiters, we know they will do the job right, consistently exceeding our clients’ expectations through their ability to find outstanding performers. Actively Involved Expert Recruiters Matching the right person to the right position requires detailed knowledge of industry trends, client business objectives and the precise skills that define best-in-field talent. Our recruiters know the City of Fort Collins and the talent available in the area that will be a good match for your requirements. By tailoring the recruiting plans for the City of Fort Collins, we generate the best candidates within guarantee time-frames. Our recruiters utilize Volt’s proven recruiting methodology described below as a foundation for developing a client-specific recruiting plan that exactly matches your needs with flexibility to change whenever your requirements change. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 4 Redeploying Talent Redeployment is one of the most effective ways to ensure we deliver administrative talent on demand. When clients like the City of Fort Collins need top talent, redeployment is a proven successful approach because we are able to assign people that have the experience and knowledge of working for the City of Fort Collins. Accurate Candidate Matching Many times Volt already has access to the best talent for the position. Through our search technology we can pinpoint the best-fit candidates in our database of 10 million candidates with detailed profiles on jobseekers with in-demand skills. Plus, the technology allows us to simultaneously search for additional candidates on popular job boards such as Monster.com and CareerBuilder.com. The virtually limitless search parameters available through our search technology allow for unparalleled precision in recruiting talent. These searches offer clients candidates who are superb position matches, neither under- or over-qualified, which saves them time and money. A key component of our search technology is its integration with Google Maps, which gives recruiters a real-time visual representation of the candidates available in a particular market. This allows Volt to give the City of Fort Collins’ hiring managers an accurate, detailed view of the talent available in the City of Fort Collins. Sourcing Strategies Volt’s recruiters leverage new media, targeted and traditional sourcing strategies as the next step in our recruiting process. Our sourcing strategies embrace both the time- honored and rapidly developing: New Media  jobs.volt.com  Social networking  Blogs  Community boards  Career sites  Job board integration Targeted  Networking  Strategic search  Skill-specific  Recruitment branding  Hiring sessions Traditional  Referrals  Redeployment  Job fairs  Open-house events  Colleges and schools  Print advertising In addition to the sourcing strategies listed above, local sources include:  Emerge (Fort Collins)  IBMC (College Central)  Colorado Invision  Laramie County Community College The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 5  NOCO Net (www.collectivenet.org)  Red Rocks Community College  Regis University  University of Phoenix  Workforce Center – Colorado Narrowing the Selection The final step in the recruiting process is to narrow the selection of candidates to the most qualified for the City of Fort Collins. Our recruiters accomplish this by drawing upon their industry expertise, exacting screening techniques as described in response to the next question, and industry best practices to determine which candidates should move to the screening process. SCREENING FOR ASSIGNMENT Proven screening methods ensure that Volt’s clients receive well-rounded employees who possess the vital skills crucial to specific job duties. Each client’s industry, work environment and company culture shape the screening, testing and interviewing procedures that we create for each account. This consultative methodology ensures that we continually meet the expectations and requirements unique to each client. The core of our streamlined screening practices is composed of the following steps, which represent more than five decades of best practices and intense scrutiny, using Six Sigma tools, to ensure efficiency at every stage. Resume Review Resumes are reviewed by Volt recruiters who are dedicated to the specific disciplines for which they recruit. The primary objective of resume screening is to map required skill sets to the open requisition. The requisition is broken down to identify three tiers of qualifications crucial to determining best-fit talent:  “Must have” skills, technology, experience and education  “Minimum required” skills, technology, experience and education  “Would like to have” skills, technology, experience and education Additionally, our recruiters scrutinize resumes for completeness, professionalism, spelling and grammar, job history and continuity, longevity and overall aesthetics. Quality candidates are then contacted for an initial phone screening. Initial Phone Screening Before a candidate is scheduled for the application and testing process, Volt will conduct a phone screen specific to the City of Fort Collins’ position. This procedure assists in establishing mutual interests, as well as ensuring the individual has the fundamental The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 6 skills, technical knowledge and experience required for the position. Once a potential fit is determined, an appointment is scheduled to complete Volt’s application, interviewing, skill testing and selection process. Behavior-Based Interviewing Behavior-based interviewing allows Volt’s recruiters to identify each candidate’s current and past accomplishments and their capabilities for future success. Recruiters conduct their interviews as in-depth and strategic conversations to gain a thorough understanding of the candidate’s knowledge, skills and abilities. Behavior-based interviewing supports the premise that past behavior is a predictor of future performance and has been found to have the highest predictive validity of any screening methodology. Research indicates that behavior-based interviewing is two to five times more reliable than traditional interviewing methods. This not only helps to confirm the requisite skills, but the motivation and organizational fit to be successful in the City of Fort Collins. Behavior-Based Reference Checking A 360-degree view of the candidate is obtained through Volt’s behavior-based reference checking process. References are obtained from the candidate’s current and past supervisors, co-workers, subordinates, vendors or clients. This helps us to profile tangible achievements and accomplishments and to discover those qualities not revealed on a resume. Our recruiters ask the candidate’s references behavior-based questions developed from the requisition review previously conducted with your hiring manager(s). Recruiters also incorporate questions about what the candidate has made, saved and achieved. Included in a Volt candidate’s profile is their ability to be a good employee, peer and supervisor. In conjunction with reference checking, Volt conducts thorough background checks in accordance with each client’s requirements. Describe in detail how your company matches the employee’s knowledge, skills, and abilities to those required for each specific assignment. Blending our recruiters’ sourcing expertise and technology-based strategies, Volt’s targeted recruiting campaigns deliver highly qualified candidates to our clients rapidly and reliably. Each campaign is uniquely tailored to our clients’ unique business environment and skill set needs, ensuring their effectiveness. Building upon the knowledge we obtain during our initial needs analysis, our dedicated account team will The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 7 identify strategies that deliver best-fit talent to each of your business units and North American locations, drawing upon the time-proven approaches detailed below. Understanding the Position and Candidate An important first step in determining the ideal candidates for your positions is obtaining detailed position descriptions that incorporate hard-skills requirements, team environments and hiring manager preferences. Our recruiters interview each hiring manager to qualify the requisition at receipt and determine critical skills, required competencies and soft-skills preferences. We do not merely receive a requisition and send the first resume that fits the skills profile; our recruiters develop relationships with hiring managers and candidates to drive a deeper understanding of the soft skills and hard to quantify qualities that make one candidate a better fit to the position and hiring manager than another. Our recruiters have first-hand knowledge of the skills they are sourcing and many have had successful careers in the specialization for which they recruit, providing critical knowledge of the candidates, positions, skills and cultures that affect successful assignments. Accurate Candidate Matching Clients depend upon Volt’s ability to quickly provide candidates possessing the exact skills and experience required for a position. VoltTrack Candidate is an important tool in helping us meet these expectations and accurately identify jobseekers that will thrive in each client’s work environment. This internally developed search technology pinpoints best-fit candidates in Volt’s database, which is populated with detailed profiles on jobseekers with in-demand skills, by using multi-dimensional position and candidate descriptions. The virtually limitless search parameters available between VoltTrack Candidate and the job boards with which it is integrated allow for unparalleled precision in recruiting campaigns. These searches give clients candidates who are superb position matches, neither under- nor over-qualified, which saves them time and money. VoltTrack Candidate’s Features  Real-time search results  Customizable categories  Instant candidate resume and record information  11 primary search filters for exact skills-to-position match A key component of VoltTrack Candidate is its integration with Google Maps, which gives recruiters a real-time visual representation of the candidates available in a The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 8 particular market. By clicking on the marker indicating each candidate’s location on the map, a Volt recruiter can easily view the candidate’s qualifications and experience. This allows Volt to give the City of Fort Collins’ hiring managers an accurate, detailed view of the talent available in their markets. Please describe in detail any specific steps your company takes to recruit, select, and screen employees for Technical Service assignments (with concentration upon Information Technology, Professional, and other degree- bearing disciplines). Please see our response to this question in our technical proposal. Describe how you ensure that you are attracting qualified temporary employees. Our rigorous recruiting process defines critical sourcing strategies from the initial request to placement on assignment and includes effective marketing of the City of Fort Collins to candidates and promotion of your city as an employer-of-choice. For example, we know that the City of Fort Collins’ vision is to be passionate about creating a vibrant world-class community and that your mission is to provide exceptional service to your community. Communicating that to potential employees is what makes the City of Fort Collins an Employer of Choice and will provide extraordinary candidate attraction allowing Volt to identify and select the right people to meet your full range of business interests. As your staffing supplier, we will do more than simply fill open requisitions. Our tenured recruiters are experts at attracting qualified talent and will work diligently to provide the City of Fort Collins with the administrative talent you need. We will:  Learn the City of Fort Collins business culture and your talent acquisition needs  Identify the factors that promote your city as an Employer of Choice most effectively  Use proven recruiting and screening methodologies to ensure candidates meet the City of Fort Collins’ qualification requirements  Monitor and audit the quality of talent we select for the City of Fort Collins through customer satisfaction survey  Present customer satisfaction and service level achievements in quarterly business reviews based on the quality of administrative talent we provide to the City of Fort Collins The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 9  Use constructive feedback for opportunities to improve  Attract outstanding people who are passionate about working for the City of Fort Collins and will thrive in your culture Describe your program for drug testing and background investigations on the temporary employees you provide. Volt’s program for drug testing and background investigations is tailored to meet our clients’ requirements for temporary employees. Drug Testing Volt will follow the 49 Code of Federal Regulations (CFR) 655 from the Federal Transportation Agency (FTA) regarding drug and alcohol testing as described in your RFP. Only those candidates who have successfully passed the complete drug and alcohol screening process will be placed on assignment at the City of Fort Collins locations. This includes a 5-panel test to detect such substances as amphetamines, cocaine, marijuana, opiates and phencyclidine. A Medical Review Officer (MRO) investigation will determine if prescription medicine or extenuating circumstances influenced any positive results. Drug testing is billed to the client at our actual cost. Background Screening Through our partnership with AISS, Volt provides our clients with a flexible menu of background screening options, allowing us to meet a wide variety of screening requirements. Volt’s recommended background screening package includes:  National criminal database search  TRUSST (Multi-county SSN verification, AKAs, aliases and alternate address trace)  7-year county felony and misdemeanor records checks in all counties of residence  Global terrorist watch list search Other available background check services include federal criminal records check, motor vehicle records search, and national sex offender registry check. Background screening is billed to the client at our actual cost. We can combine our recommended drug and background options into a single package for more streamlined invoicing. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 10 Verification of Credentials If the position is dependent upon a degree or diploma, military service, professional license or certification, verification is completed prior to assignment. I-9 Verification All newly hired employees are required to provide Volt with proof of work eligibility, as required for completion of Form I-9, U.S. Department of Justice Immigration and Naturalization Service. To ensure applicants are legally eligible to work in the U.S., we verify I-9 forms or the procurement of applicable visas. Configured Screening Screening solutions for the City of Fort Collins can be configured to focus on topics specific to your industry. The majority of our recruiters have experience from successful careers in the industry for which they recruit, ensuring first-hand knowledge about the skills necessary for success in that specific field. i. Describe how you ensure Equal Employment Opportunity and prevent discrimination in employment and in the referral of employees to your customers. Volt has adopted affirmative action measures in our recruiting and selection practices to ensure reasonable access to, and consideration for, all individuals who wish to work, regardless of age, race, color, ancestry, religious creed, gender, national origin, physical or mental disability, marital status, veteran status, medical condition, sexual orientation or any other legally protected category. The following processes have been implemented to ensure that we prevent discrimination in employment and in the referral of employees to your customers:  Volt utilizes a broad array of diversity recruitment resources to broadcast job opportunities to all sectors of the active workforce  Our behavior-based interviewing methods and standards are adaptable to differing employment conditions and environments  We monitor hiring results to evaluate the effectiveness of nondiscriminatory employment practices and to assess progress toward achieving and maintaining a representative workforce  Our recruiters use leading-edge technology to capture national applicant flow to analyze for diversity utilization The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 11  We develop customized affirmative action plans and training that is appropriate to various Volt divisions and subsidiaries Describe how you ensure compliance with the Immigration Reform and Control Act of 1996. Volt adheres to all mandated Immigration Reform and Control Act Standards. Volt requires that all contingent employees provide proof of work eligibility and completion of Form I-9, U.S. Department of Justice Immigration and Naturalization Service. We conduct qualification of workers based on a client-provided classification criteria questionnaire. Once the client has verified the appropriate classification for the worker, Volt will engage the candidate using the proper employment methods. Through our requisition and reporting tool, we are able to generate a variety of reports that create visibility of spend and usage of all types of talent, including independent contractors. Additionally, we run reports monthly to identify employees who need to re-verify their Form I-9 by providing current documentation. E-Verify E-Verify is a free electronic program that enables verification of employment eligibility for all newly hired employees, regardless of citizenship. E-Verify provides an automated link to the Department of Homeland Security and Social Security Administration databases, which allows Volt to determine employment eligibility. The use of E-Verify is mandatory in some states, and our locations in Arizona, Colorado, Florida, Georgia, Idaho, Indiana, Minnesota, Mississippi, Missouri, Nebraska, North Carolina, Oklahoma, Rhode Island, South Carolina, Utah and Virginia currently use the E-Verify program for all newly hired in-house and contingent employees. Describe any programs you have in place locally and nationally for partnering with minority vendors. Volt has a strong reputation in the business and diversity community for our support of diversity vendors and the opportunities we present their organizations. We understand that business innovation and growth are reliant on the contributions of a diverse workforce and established diversity partnerships. We have developed a highly-creative and innovative subcontracting plan that ensures opportunities and maximizes success potential for diversity-owned suppliers. The key drivers of our plan include: The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 12  A limited number of partners for any one engagement to help ensure that each has maximum opportunity for success  Access to our systems and databases to ensure each partner has the same robust technologies, query tools and resources that are presently available to our own recruiters (many have commented that they learned efficiencies from our technology that they have incorporated into their own systems)  Dedicated requisitions for partners to fill, limiting the potential for duplicate submittals and ensuring a sufficient number of opportunities to fill  Open access policy ensures our partners’ recruiters have either direct access to our clients’ hiring managers or complete and timely information for all requisitions and submittals, as appropriate. This helps to ensure quick fills with high quality candidates  Parity of total compensation packages for candidates regardless of resource. We work with our partners to share resources for developing consistent benefits packages, including health plans, vacation time and other key benefits that support recruitment and retention We treat diversity vendors as full partners in service to our clients. All temporary employees sign teaming agreements that mirror our client’s contract terms and conditions. ii. What is your average placement turn-around time after receiving an order? Explain your service and performance guarantees. Volt’s average time-to-fill by classification: Job Family Days to Fill* Professional 2 to 6 Administrative 1 to 3 Specialty Professionals 2.5 to 6.5 *Timeframes do not include background investigations and may be extended if hiring managers request to see resumes prior to assignment. In the unlikely event there is a performance issue with the assigned temporary workers, we will obtain as much detail as possible about your complaint and expectations for corrective action. If the City of Fort Collins believes that a replacement is warranted, Volt will immediately begin sourcing a qualified replacement. If Volt is notified within the temporary worker’s first four working hours, the City of Fort Collins will not be The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 13 invoiced those hours. Any performance issue and resulting action taken are noted in the employee's file, and a local Volt contact will follow up with the City of Fort Collins to ensure that the solution is satisfactory. iii. Explain the extent of training you offer for both your full-time staff and for temporary employees. Initial and ongoing training is available to both temporary workers and in-house staff. Temporary Worker Training Focused on identifying candidates with the best-fit skills and experience, our precise recruitment methods and thorough screening practices help maximize our employees’ productivity in their new work environment and minimize the need for pre-assignment training. Should we identify a need for additional training for specific the City of Fort Collins positions or locations, Volt will work closely with you to develop pre-assignment training that candidates must take before their first day on assignment. This will eliminate hours of employee ramp-up and on-the-job training time. To accommodate any worker or work schedule, we offer the four training options listed below, some of which were created by Volt and others through outside vendors.  Online training via the internet  Online training hosted in local Volt servicing locations  Custom one-to-one training at clients’ requests  Mobile training classes utilizing wireless technology Volt’s solutions are always structured, client-specific plans that ensure that we maximize their effectiveness and benefit to our clients. Our dedicated account and implementation teams will hold responsibility for crafting the training programs that best meet the City of Fort Collins’ specific work environment, meeting with the appropriate individuals within your company to determine the type of training and specific processes required for each position and location. Based on the information we gather during this stage, Volt will create training materials and establish a comprehensive training schedule. Once implemented, our training program and our servicing location’s compliance to it will be coordinated by the account team we dedicate to the City of Fort Collins. Details regarding your training requirements will be posted on Volt’s intranet to ensure a clear understanding of the processes and objectives. We also regularly audit our servicing The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 14 locations supporting your account to validate that they are meeting the program expectations and goals in this area. Online Software Training Volt utilizes Prove It! ® tutorials, interactive, performance-based training programs that employ proven instructional methodologies to teach basic, intermediate and advanced software skills, including Microsoft Office applications, in multiple languages. Prove It! tutorials are available to our employees via the internet or at dedicated training workstations in Volt servicing locations. More than 600 courses include computer and software training for all skill sets. Because Prove It! tutorials focus on the most widely used functions of each application, a beginner can progress to intermediate proficiency, or an intermediate to advanced proficiency, in a matter of hours instead of weeks. Safety Employees are instructed on general safety issues and advised of specific safety requirements and/or equipment/clothing required for the assignment. Safety instruction on specific client equipment is the responsibility of the client. If requested, Volt can provide safety consultants to review the work environment and make recommendations for our mutual benefit. Customized Training Customized training is available for a variety of applications. We develop our own handbooks, training manuals and training videos to assist with, not take the place of, personal instruction. Volt can work with you to coordinate a training program specific to your business environment, especially where off-the-shelf solutions will not suffice. Career Pathing To enhance each employee’s career path, Volt offers training opportunities throughout their tenure with our company. All Volt employees and screened applicants are eligible, both prior to and throughout their work assignments, for free training in new technical skills and behavioral development. As new skills are learned and proficiency is evaluated, employees are assigned to contingent positions that will utilize these skills. New skill levels usually command increased hourly pay rates and more challenging positions, providing them with many of the same advancement opportunities available to direct hires. In-House Training Volt is a culture of integrity, vision and innovation. We believe our people are the most valuable asset and the corner stone upon which rests our future and continuous success. Hence, it is imperative to invest in our employees through training and The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 15 development to secure our shared and successful endeavor. Our training programs cover a wide array of roles and responsibilities for all levels, managerial and otherwise, as we are focused on our shared vision for the future. All in-house employees participate in the following training programs:  Getting People Started (GPS) – introductions to colleagues, work environment, benefits, policies and procedures, privacy and security, safety and Volt’s vision, mission and goals  Back-to-Basics – online database of procedural training modules, available on Volt’s intranet, designed to enhance knowledge, and encourage teambuilding and the sharing of best practices  eLearning Library – online database of presentations covering a wide range of topics, available on Volt’s intranet, designed to enhance knowledge and advance career development  Knowledge Hub – series of webinars led by a Volt trainer and a Volt subject matter expert, conducted weekly, wherein topics for discussion are voted on by managers across our organization and subsequently posted on Volt’s intranet for all employees to view Volt’s recruiters, sourcing assistants and program delivery managers receive additional training focused on program success, operational efficiencies and overall client satisfaction, while our business development managers and vice presidents receive additional training focused on maximizing value for existing and prospective clients. Describe any testing you perform on temporary employee applicants. Volt works closely with clients to expedite required skills testing, utilizing more than 600 Prove It!® and unique Volt-designed tests. These web-based evaluations are primarily conducted at Volt servicing locations but may also be conducted onsite or at the candidate’s home. Generally, Volt conducts skills testing following resume review and initial phone screening, and prior to conducting an in-person interview, thereby allowing test results to be included as a component of the interview. With Volt.proveit.com, an interactive online testing and training application, our recruiters can administer a comprehensive suite of administrative evaluations to candidates, and receive results immediately upon test completion. Bilingual and custom testing is also available. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 16 Clients may request candidate testing at the basic, intermediate or advanced level in a wide variety of skill sets, as summarized below. (Many of the tests listed are also available in Spanish.) Administrative All administrative applicants are evaluated for performance in spelling, comparison and math using Volt-developed testing. Additional testing is available for a variety of administrative skill sets, including but not limited to:  Analytical skills  Basic office skills  Bookkeeping  Business writing  Computer literacy  Data entry 10 key – various  Following instructions (verbal and written)  Human resources basics  Office management skills  PeopleSoft HRMS  Typing Software A candidate’s navigation awareness, response speed and answer accuracy can be tested in many of the most widely used software, including but not limited to:  Adobe – Various  FileMaker Pro 6  Lotus Notes - Various  Microsoft Access - Various  Microsoft Excel – Various  Microsoft Outlook – Various  Microsoft PowerPoint - Various  Microsoft Word - Various The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 17 Custom Volt designs and administers customized testing solutions, as requested. In the event Volt’s arsenal of testing capabilities do not cover the specific request, and third party resources are required, additional costs may be incurred for these special testing services. iv. Describe how you can help to assess the City’s needs in terms of both the numbers of temporaries and the requisite skill levels for a specific situation. Volt’s account management staff will develop action plans into attainable programs and milestones, working alongside the City of Fort Collins’ designated representatives and corporate staff to ensure the numbers of temporaries and the requisite skill levels for any specific situation. Volt account team will also offer consultative support through one-to-one interactions, seminars, program reviews and manager mentoring on a variety of important staffing/human resources management topics, such as:  Co-employment  Achieving positive compliance  Maximizing your workforce  Getting the most out of each assignment  Demand management  Managing labor spend  Pay rate management/rationalization Ongoing, Volt will provide annual rate reviews to make sure your pay rates are competitive. We will utilize quarterly business reviews to discuss forecast needs and we will work with the City of Fort Collins to review your business environment to determine additional roles that can be supported as temporary positions. Explain how you flex your permanent staff’s time to meet customer needs, including volume increase or decrease. Clients who choose Volt’s talent acquisition solutions get more than a contingent workforce supplier. They get a consultative business partner focused on seizing every opportunity to go above and beyond previous experience and expectations. The City of Fort Collins will be supported by motivated Volt account personnel who routinely flex their hours to meet customer needs by working late or coming in early based on client volume increases or decreases. Our combined efforts provided by our servicing The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 18 locations, recruiting hubs and corporate shared resources also ensure we meet customer needs when and where they need us. Program team members will be evaluated on their ability to meet the City of Fort Collins’ goals which means we engage internal resources whenever we need to in order to meet your needs. Like all of our in- house and account staff, they are also evaluated on individual and team performance, the quality and quantity of their work, attitude, initiative, teamwork and client satisfaction ratings. v. Describe any arrangements for subcontracting with other contractors if additional resources were required to meet the City’s needs. Volt has developed an extensive national network of more than 1,400 pre-qualified associate vendors (subcontractors) to help fill contingent labor requests that fall outside of our direct coverage area. Although Volt makes every effort to fill orders through our servicing locations, we sometimes utilize associate vendors to help meet client commitments. Our primary objective is to provide you with timely responses, qualified candidates and best-in-class service, regardless of source or location. Associate vendors are selected based on project scope, contract award structure and business breakdown by location. Volt determines which positions are filled by associate vendors based on a variety of factors, including:  Quantity  Logistics  Time frame  Diversity goals and credits  Hot skills Explain how you handle emergency recruiting efforts. Volt’s teams will work closely with the City of Fort Collins to gain insight into your business and company culture by establishing relationships that foster ongoing communication before the order is placed. The key to success is planning and understanding your needs. We maintain a database of your positions and, using our historical experience, we pipeline positions in the event of an immediate need. We will engage the City of Fort Collins in direct meetings with hiring managers to plan and formulate our recruiting strategies on an on-going basis. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 19 Emergency Requests To accomplish quick turnaround on new requisitions, our recruiters first look to access our talent base of existing pipelined and redeployed contingent workers. Then, we use the following internal resources of Volt’s proven avenues to successful placement:  Availability Listings: Daily reports listing all employees ready for assignment  Extension Call Reports: Companywide listing of all assignments ending that week and the human resources soon to be available for reassignment  Field and Profile Searches: Conducted from our national database of available talent  Custom System Queries: By specialty, personality traits, similar assignment history or other nuance that can facilitate job matching  Communications with Teammates: All Volt recruiters participate in weekly teaming calls, identifying resource needs and sharing information about newly-available resources  Recent Interviews: Local profiles of recently onboarded employees Often, depending upon the classification needed, we can identify an employee immediately. It is Volt's policy to respond within 30 minutes to confirm the name of the person(s) being assigned to your company (volume light industrial positions), or to report when to expect placement confirmation. The City of Fort Collins’ hiring managers will be updated every hour until the order is filled for rush or immediate orders, daily for orders with longer lead times or as requested by the hiring manager. vi. List benefits available to your temporary workers. Benefits often lead to higher productivity and job satisfaction levels, and increase the successful completion of temporary assignments. In addition to attracting top talent, competitive benefits also entice employees to return to Volt for future assignments and to recommend their family and friends. Available benefits depend on position type and qualification/eligibility criteria, and may include: Medical plan Dental plan Vision Service Plan (VSP) discount  Prescription drug card  24-hour nurse hotline  Employee assistance program (EAP) Term life Short-term disability plan Payroll debit card Referral bonus The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 20 Employee discount purchase programs Employee benefits self service  Credit union  Automated verification Describe any on-the-job support that you provide to them. Volt offers employee relations representatives as a value-added feature to reinforce the employee/employer relationship and mitigate co-employment risks. Employee relations representatives have regular interaction with employees from the first day through the end of assignment, aligning with our Six Sigma goal to be an employer of choice. Employee relations representatives are responsible for all employee management tasks typically handled at the servicing location level, including:  Meeting with employees on the first day to go over assignment details, answer questions and distribute client-specific equipment, if any  Conducting monthly meetings with employees to provide performance evaluations, review expectations of the position and counsel on improvement, if needed  Encouraging employees to develop skill sets through Volt’s training opportunities  Responding to all inquiries within 24 hours  Acting as a liaison between employee and payroll, benefits and visa departments  Increasing awareness and understanding of programs available to Volt employees  Administering retention and recognition programs  Preparing employees for assignment completion Employee relations representatives also maintain regular contact with our clients’ hiring managers to build positive relationships, forecast future talent needs and help our recruiters source the most qualified candidates for each requisition. Employee relations representative client contact responsibilities include:  Educating client hiring managers on employee relations representative’s role, minimizing co-employment risks  Responding to inquiries within 24 hours  Consulting with hiring managers regarding employee performance  Updating hiring managers on employee issues  Confirming employees’ end dates  Determining the need to replace departing employees  Discussing open staff positions  Obtaining job descriptions and screening questions for open positions The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 21 Explain how you evaluate your employee job satisfaction, and the satisfaction level of your customers. Developing strong partnerships with our clients is something that Volt passionately believes in, and we have a rich history of long-term relationships that demonstrate the advantages of this approach. A partnership is built through consultative interaction, aligning business philosophies and providing responsive service. Many of our client partnerships span 15 to 40 years, perhaps the strongest indicator of satisfaction available. Our methods for acquiring feedback, conducting follow-up and driving corrective action include: Customer Satisfaction Surveys Customer satisfaction surveys elicit client feedback on service-critical topics, including:  Service  Response time  Employee quality  Follow-up We are dedicatedly client-centric and believe the best way to ensure our partnerships are successful is to regularly ask, “How are we doing?” Volt’s electronic customer satisfaction survey is distributed to each client manager that has requisitioned an employee in the previous quarter. Responses are compiled and evaluated, then used to assess current performance, identify areas for improvement and track emerging trends. Also, this analysis allows Volt to suggest program adjustments that may save our client both time and money. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 22 After results are processed, our account manager will discuss any potential issues or areas of improvement with the quarterly business review and will drive all follow-up or required corrective action. Quarterly Business Reviews Quarterly business reviews evaluate overall solution performance and provide key data to senior the City of Fort Collins management. These reviews are conducted by Volt's account manager and attended by our regional management and executive sponsor for the program, as well as key the City of Fort Collins users. Quarterly business reviews are typically held in-person at client locations, but can be held via Live Meeting when necessary. Volt's onsite program managers can also provide local reviews as required for each business unit. Quarterly business reviews evaluate program successes, challenges, goals, performance metrics and other specifics that impact client productivity and program success. Quarterly business reviews also provide an opportunity to establish new goals or modify existing ones to reflect your changing business objectives, emerging industry trends and evolving workforce requirements, as well as driving continuous improvement initiatives. Typically, quarterly business reviews focus on:  Current status of open action items by geography  Quality metrics  Use and performance of subcontractors  Program developments  Talent acquisition and management trends  Talent forecasting  Employee relations activities  New action items for next quarter Employee Surveys The cornerstone of our success is our employees, and we have designed our employment and assignment processes to maximize their continual satisfaction. We are cognizant of the attitudes and preferences of our assigned workforce, including differences in engagement and attitude across different skill sets. Candidates and employees on assignment are routinely surveyed to assess their satisfaction with Volt’s process management and performance as their employer. This awareness and sensitivity to the drives and needs of our employees is our best tool for engaging and retaining quality employees. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 23 vii. Describe in detail how you follow up to assess and evaluate your temporary employee’s performance while on assignment. Volt employs a wide range of tools and procedures to track our employees’ performance, providing several venues to monitor our employees while on assignment and reinforce our role as the employer of record. Methods are configurable to the City of Fort Collins’ environment and individual hiring manager preferences, including in- person evaluations, phone calls and written and electronic surveys. Sample procedures deployed for other clients include: Quality Check Calls Placed to the client hiring manager the morning of the first day of assignment, the third day, the fifth day and weekly thereafter Employee Quality Evaluations Typically completed by the client hiring manager, these evaluations are used to evaluate each employee at assignment end or at regular intervals for longer-term assignments, usually annually. Assessment encompasses skill competency, attendance, punctuality, work ethic, overall quality, eligibility for reassignment and other client-specific measurements In-Person Service Evaluations Conducted with department managers on a mutually established schedule, service evaluations review overall satisfaction with Volt’s service and the quality of our assigned employees Annual Reviews Conducted each time an employee is assigned to a single client for a year, annual reviews measure performance in-depth based on quality metrics mutually established with our client hiring manager Service Surveys Focused surveys are distributed to clients and employees to assess satisfaction and performance – results from the separate surveys are monitored by executive management to evaluate client account team and Volt servicing location performance overall The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 24 Describe the systems you have in place to deal with performance problems or misconduct of temporary employees. A proactive approach to potential challenges allows Volt to anticipate likely issues well in advance of a written complaint. Volt’s policy is to respond immediately to customer concerns regarding one of our employees and provide solutions as quickly as possible. When a customer expresses dissatisfaction with a contingent employee, Volt will:  Counsel the employee  Retrain the employee, if necessary  Replace the employee, if requested Any performance issue and resulting action taken are noted in the employee’s file, and local management will follow up with the customer to make sure that the solution is satisfactory. If the City of Fort Collins feels that it would be in your best interest for a contingent employee to be replaced, Volt will remove the employee immediately and begin the replacement process. When informed of a problem, the Volt account manager will initiate a service alert to rapidly escalate the issue, as necessary. For minor problems, local staff will work with the City of Fort Collins to rectify the situation. For more serious matters, Volt’s executive leadership will become involved in the resolution process, and all service alerts will be shared with account managers to verify that all issues are tracked and solutions are monitored. viii. Describe the information tracking you provide, and provide examples of reports you have provided to your customers. The account manager will service as the City of Fort Collins’ single point of contact that is responsible for the account and providing information to the City of Fort Collins managers. A number of reports are provided to Volt clients via several methods, including hardcopy, email and fax, and through a proprietary in-house web-based application. Volt can provide reporting information in a password-protected environment, allowing authorized users to run reports from their desktops. Standard available reports include: Contingent Employee Reports  Active contingent employees  New starts The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 25  End-of-assignment notice  Turnover details  Turnover summary Technology Tool Reporting  Requisition reports  Active/assigned requisitions  Open/closed requisitions  Canceled/pending requisitions  Requisitions submitted by managers  Daily requisition status Status Reports  Percentage filled by Volt  Percentage filled by associate vendors  Candidate submittals  HR headcount report Further, our representatives use the comprehensive information collected and compiled through our technology’s end-to-end processes to generate consolidated management reports, including the incorporation of departmental and associate vendor information. Customer Management Reports Customer management reports cover billing and usage data and are available in over 600 different formats, with the programming capability to create additional formats as required. Customer management reports are delivered via email in either Microsoft Excel or Access formats. The extensive data available through customer management reports is valuable in monitoring contingent employee usage to ensure a controlled, cost-effective investment. Customer management reports offer access to:  Information sorted by your choice of fields that will allow quick comparison of actual billing to budget by department  Trends within areas to assist you in preparing budgets for upcoming periods or analyzing high-usage areas  Reports that provide monthly, quarterly or year-to-date schedules Customer management reports include all associate vendor data for consolidated reporting, and can sort by region, department, division, cost center, manager or any The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 26 other designation you specify. Customer management reports can provide detailed information on overtime costs by department in order to evaluate usage and determine ways to reduce overtime. Reports are typically provided at quarterly business reviews but can be generated monthly if required. Please see Attachment 2.1.B.viii_Sample Reports for examples of customer management reports. ix. Describe the current extent of operations automation, and additional automation currently planned or in development, including the time frames to which you can commit. Each year, Volt continues to embrace and deploy emerging technologies that create value for our clients, enabling them to adapt with speed and agility to global market forces. All technological advancements are driven by Volt’s award-winning Internal Technology Organization, which focuses on streamlining processes, managing costs and enhancing our ability to support our clients. Our technology roadmap for the next few years includes:  Integration with third-party suppliers to improve the effectiveness of our customer service. For example, more automated links with third-party suppliers of support systems for functions such as drug and background check and document image management  Enhancement to VoltTrack Candidate and integration with leading job boards to provide industry data on available talent and prevailing wages in a specific location  Using technology tools to coordinate and network all work groups enterprise-wide Describe your electronic data interchange (EDI) and/or electronic funds transfer (EFT) capabilities. In particular, we are interested in knowing if you have the ability to receive payment by credit card (i.e., the City of Fort Collins Procurement Card, which is a Visa Card). Electronic Data Interchange All versions of Electronic Data Interchange (EDI) 810, from 2010 to 4010 are supported by Volt’s technology. The value-added network we use is Harbinger EDI Services. Volt works with each client to capture validity codes, such as cost centers and unit numbers, for data accuracy. Use of EDI dramatically reduces the occurrence of billing errors and expedites our clients’ internal reviews of each invoice. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 27 EFT Capability Volt maintains an EFT capability via industry standard EDI methods and procedures. Payment addenda information may be either sent with the payments themselves through the banking system or separately directly to Volt. Payment information may be transferred to Volt and/or the client’s bank at any time. P-Cards Our technology provides the same reporting and service benefits as those provided through utilizing this payment method. Additionally, P-Card usage increases Volt’s costs, administrative effort and the risk of processing errors due to entering billing information into an additional location. Generally, Volt discourages the use of P-Cards, especially for clients with larger volume. If the City of Fort Collins chooses to use a P- Card, any cost or usage fees charged by the card-issuing company may impact pricing. C. Assigned Personnel: The names of all key personnel with primary responsibility for this contract, along with their titles and their specific task assignment for this contract shall be provided in this section. Please include highlights of their qualifications. Resumes are optional and can be attached in an appendix if included. The primary person responsible for the City of Fort Collins account will be Michelle Bates. Michelle Bates Senior Business Development Manager Michelle Bates is the Senior Business Development Manager and has been with Volt for 10 years. She cultivates long lasting business relationships by actively listening to and providing creative solutions to her clients' unique workforce challenges. With 10 years of experience, she has been able to offer creative and unique solutions for her customers. Sioban Moore Director of Business Development Sioban joined Volt in 1995 and has become a valued member of the Denver team. Throughout her time at Volt, Sioban has held a number of different positions including recruiter, branch manager, regional sales manager and her current role as Director of Business Development. Sioban’s current responsibilities include supervising our The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 28 regional sales and delivery teams, and directing a strategic recruiting and marketing plan designed to deliver results to our customers. During her time with Volt, Sioban has helped implement numerous onsite programs for clients such as Apple, Protocol, Gambro, Benchmark and others. Sioban is a Six Sigma Yellow Belt and in training as a Six Sigma Champion. She maintains a Court Appointed Special Advocate (CASA) for the community and holds a Bachelor of Psychology from University of Colorado at Denver. Ray Brown Senior Technical Recruiter Ray Brown has been a Senior Technical Recruiter with Volt Technical Resources for the past 13+ years in Northern Colorado. He is in charge of staffing for engineering, information technology, technical and professional positions. Ray has won numerous awards on a regional basis with Volt, including Recruiter of the Year five times. Farrah Zelt Employee Relations Coordinator Farrah Zelt is our Employee Relations Coordinator. With over 10 years of office management experience, she brings to us exceptional organizational, communication and leadership skills, among other highly beneficial qualities. In the two-plus years she has been with us she has implemented numerous practices to ensure the best relationships with our field employees and to keep all aspects of our office running smoothly and efficiently. Melissa Gallegos Recruiter Melissa Gallegos has been an administrative and light industrial recruiter for Volt for the past four years. She has filled everything from entry level to Senior Management positions. She takes pride in her customer service abilities and strives to find the best possible position for her candidates every time. Teal Collins Sourcing Specialist Teal Collins is a Sourcing Specialist that is responsible for supporting our client accounts. She begins the working relationship of candidates during the lifecycle of a temporary employee. A recent graduate with a Organizational Communication major, Teal is able to effectively communicate with new incoming candidates and is an asset to our program team. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 29 D. Availability: Describe the availability of project personnel and firm resources to participate in this project in the context of the firm’s other commitments. The Volt account manager will be responsible for the availability of Volt personnel to work on the City of Fort Collins’ requisitions. The account manager will keep abreast of program progress through ongoing communication beginning at the implementation stage and throughout the life of the program. We will communicate progress milestones, successes and identify any areas where we need to increase or decrease program team support based on the City of Fort Collins’ actual volumes. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 30 As part of (or in addition to) your proposal discussion for the items described above, please review the items below and incorporate any additional discussion appropriate to presenting a complete proposal. 2.2. Service Agreement Required A sample Service Agreement is attached; awarded Service Provider(s) will be required to execute this agreement with the City. Please review it carefully prior to submitting your proposal and complete the form below to be submitted with your proposal. Vendor Statement: I have read and understand the specifications and requirements for this bid and I agree to comply with such specifications and requirements. I further agree that the method of award is acceptable to my company. I also agree to complete SERVICES AGREEMENT with the City of Fort Collins within 30 days of notice of award. If contract is not completed and signed within 30 days, City reserves the right to cancel and award to the next highest rated firm. NOTE: VENDOR STATEMENT IS TO BE SIGNED & RETURNED WITH YOUR PROPOSAL. VENDOR IS TO ALSO INCLUDE THE REQUIRED INSURANCE CERTIFICATE NAMING THE CITY OF FORT COLLINS AS AN ADDITIONAL INSURED. FIRM NAME: Volt Workforce Solutions ADDRESS: 2401 3003 East Harmony Road, Suite 210, Fort Collins, CO 80528 EMAIL ADDRESS: mbates@volt.com PHONE: 970.494.2000 BIDDER’S NAME: Michelle Bates SIGNATURE:_____ _______________________________________________ PRIMARY SERVICES ISSUES CONTACT: Michelle Bates TELEPHONE: 970.494.2000 FAX: 970.377.4242 EMAIL: mbates@volt.com CELL: _970.222.6410 EMERGENCY:___________________BACKUP:__________________ Please see Volt’s response on the following page regarding the City of Fort Collins’ service agreement. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 31 Volt has reviewed the terms and conditions included with the City of Fort Collins (“The City”) RFP and find most of them to be consistent with those in Volt’s existing agreements with our Customers. We understand that, at some stage of negotiations, there will be an opportunity to discuss and agree upon terms and conditions included in an agreement yet to be issued. By way of example, some of the indemnification, warranty and insurance provisions appear to extend Volt’s liability to matters which are outside of Volt’s control. It is our understanding that the City will be assigning and overseeing the daily work to be performed by Volt temporary employees, and that Volt will be directing its employees to perform their work in accordance with your instructions and/or specifications. Our proposed prices assume Volt’s indemnification will extend only to our providing qualified temporary employees, apply only to Volt’s negligent acts and omissions and would be subject to an applicable limitation of liability provision. It is our understanding that Volt temporary employees will not be requested or required to drive or handle cash/valuables/sensitive data without Volt’s prior written consent. Volt’s standard payment terms are weekly due upon receipt. Work performed under any agreement issued shall be subject to final inspections and acceptance by Client’s supervisory personnel. Volt’s temporary employees are not authorized to perform any “sign-off” of completed work products. Volt’s pricing is based on our expectation that the City will not allow Volt’s contract employees to be transitioned to another staffing firm, consulting service, or any other third party entity for re-assignment at the City during the term of our agreement or for a period of one hundred eighty (180) days following the conclusion of our employees assignment. In consideration of the foregoing, Volt agrees that in the event of the termination of our agreement and to avoid disruption in Services to the City, employees on assignment at the time of the notice of termination shall continue on their current assignment for so long as requested by the City. Volt reserves the right to pass through rate increases caused by or resulting from increased costs associated with mandatory/statutory benefits, such as Workers’ Compensation, Unemployment Insurance, health benefits, and federal, state and/or local taxes. At such time we have been awarded the business and in keeping with our demonstrated commitment to customer satisfaction, Volt will work with the City to reach a consensus quickly and efficiently. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 32 2.3. Purchase Order for Each Project Volt agrees that each assignment will require an authorized purchase order along with back-up information to include:  A description of the work to be performed  The number and categories of employees required  The location and time for initiation and performance of the work  The payment procedures and amounts  A description of the labor, materials and support to be supplied by the City of Fort Collins  Identification of the supervisor / project manager for the department  Any other special circumstances relating to the performance of the work assignment 2.4. Contract Term, Renewal, & Pricing Volt agrees that the initial term of our agreement will be for one year with options for renewal of additional one-year terms not to exceed four years. 2.5. Ability to Provide Personnel As Required Volt agrees to provide personnel as required by the City of Fort Collins according to your specifications for the number of employees, categories, days, dates, hours, etc. 2.6. Prior Expenditure — No Guarantee of Utilization Volt understands that the City of Fort Collins makes no guarantees regarding the spend amount for temporary personnel services. 2.7. Permanent Employment, Completion of Employment & Liability The process for converting a contingent employee to a direct hire position begins when the City of Fort Collins communicates to Volt intentions to hire one of our employees. We work with the hiring manager to obtain the details regarding the direct hire position to determine if there are any additional requirements for the employee, such as work The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 33 expectations or screening requirements and the pay rate offering. We gather all pertinent information as it relates to transitioning over to the City of Fort Collins’ payroll. Once we have the information we need, we present it to our employee for acceptance. Generally, when an administrative temporary worker completes 521 hours of work, they are eligible for conversion at no charge. We have provided our certificate of insurance in Attachment 2.7_Insurance Certificate. 2.8. Employee Listings & Reporting Volt will provide reports for the City of Fort Collins according to the specific requirements listed in this RFP and within the timeframes you request. 2.9. Employee Résumés, Testing & Personnel Information Volt agrees to provide resumes, employment applications, test results and other relevant information according to the City of Fort Collins requirements. 2.10. Employee Background Checking Volt agrees to provide background checks through our partnership with AISS and will bill the actual cost to the City of Fort Collins. 2.11. Partial Performance & Unsatisfactory Employees Volt agrees not to charge the City of Fort Collins for the first four hours of an employee’s assignment, should you feel that the employee is not suitable for the assignment. We will replace the employee as quickly as possible. 2.12. Employee & Contractor Evaluation Volt agrees to provide temporary workers based on predetermined passing criteria for each assignment and will only assign workers that have met those requirements. We will provide a customer satisfaction survey according to the City of Fort Collins The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 34 requirements and frequency. Volt provides quarterly business reviews as a forum to evaluate our performance and continuously improve. 2.13 Employee and Client Department Orientation Volt agrees to provide a customer specific orientation guide that will outline the policies and procedures the contingent worker should be aware of prior to beginning their assignment. 2.14 Insurance & Bonding Volt has provided our Certificate of Insurance in response to Question 2.7. 2.15 Employee Request Procedures Volt agrees to receive requests for temporary staff directly from the City of Fort Collins agencies and departments that cover a variety of skills and duties. We also understand that if we are unable to meet the department-specific needs in the timeframe required that the City of Fort Collins reserves the right to utilize other contractors. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 35 Section 3: Pricing Options In your proposal, please provide detailed information regarding the following three possible pricing options. The purpose of these options is to provide you with the best opportunity to present the capabilities and costs of your firm, while giving the City a variety of potential mechanisms for optimum cost- effectiveness. For each option, please incorporate any other relevant information or suggestions for alternatives. Temporary-employee pay rates should be appropriate to enable the contractor to attract qualified, capable, and reliable employees for the classification and type of need to be filled. The City reserves the right to request quotations for whichever option(s) appear to best meet the City’s need in any specific situation. As described above, temporary-personnel services will be requested only through a Purchase Order; each Purchase Order will specify the pricing option, specific scope of services, and fixed or estimated total price. 3.1. Fixed Hourly Rates by Category This option provides generally for traditional temporary employees at a fixed cost per hour, for whatever period of time the employee is required. At a minimum, please provide the following: i. Personnel categories you can supply ii. Skill levels, qualifications, and typical job duties for each category iii. Employee pay rate for each category iv. Contractor billing rate for each category Volt proposes a fixed mark-up rate, as seen in response to the next question. The City of Fort Collins, CO | RFP for Administrative Temporary Personnel August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 36 3.2. Fixed Mark-Up Percentage This option is generally an alternative to the first option, fixed hourly rates by category, and can either substitute for or supplement the first option. It provides generally for a fixed percentage of mark-up on the employee pay rate (or a set of percentages, varying with the level of the employee pay rate or the duration of the utilization). This option is sometimes used for personnel categories that are used less frequently or are more difficult to fill with qualified employees (therefore making fixed hourly rates by category more difficult to guarantee). At a minimum, please provide the following: i. Personnel categories for which this option may be appropriate ii. Skill levels, qualifications, and typical job duties for each such category iii. Estimated employee pay rate for each such category iv. Contractor mark-up percentage for each such category Volt proposes a fixed mark-up rate, as seen in Attachment 3.2_Fixed Mark-Up Percentage. 3.3. Fixed Fee Per Project This option provides generally for project-based or longer-term temporary employees, at a fixed fee per project. Typically, this would be based on a mutually-agreed-upon scope of employment services and number of hours required, with the City providing project specifications, documentation, and City-staff availability to ensure that the contractor thoroughly understands the project before providing a quotation for a Purchase Order. This option would typically be appropriate for higher-level technical or professional temporary employee requirements. At a minimum, please provide the following: i. Additional personnel categories you can supply ii. Skill levels, qualifications, and typical job duties for each category iii. Methodology you would use to calculate the employee pay rate iv. Methodology you would use to calculate your total fixed fee Please see Volt’s response to the previous question. 3.4. Other Pricing Options Please discuss or recommend other pricing options, if appropriate. Not applicable. The City of Fort Collins, CO RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Volt Workforce Solutions, a division of Volt Management Corp. This proposal includes data that shall not be disclosed outside of The City of Fort Collins, CO and shall not be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this proposal. If, however, a contract is awarded to the offeror as a result of, or in connection with, the submission of this data, The City of Fort Collins, CO shall have the right to duplicate, use or disclose the data to the extent provided in the resulting contract. This restriction does not limit The City of Fort Collins, CO’s right to use the information contained in this document if it is obtained from another source without restriction. All data contained herein is subject to this restriction. Please note that all offerings contained in this proposal are valid for sixty (60) days after the date of submission. For more information, please contact: Michelle Bates Senior Business Development Manager mbates@volt.com 970.494.2000 The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. i Table of Contents Executive Summary ........................................................................................................ 1 Section 2: Proposal Response ......................................................................................... 5 Section 3: Pricing Options .............................................................................................39 The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 1 Executive Summary Volt Workforce Solutions (Volt) is pleased to respond to the City of Fort Collins, CO, RFP to provide IT and technical temporary personnel services. We excel in providing clients with the full spectrum of talent acquisition services. Helping clients reach their business goals by providing IT and technical temporary workers has been Volt’s focus for several decades. By partnering with some of the world’s largest companies, we have developed a methodology and reputation for repeatable, program processes that drive results. We will put this advantage to work for the City of Fort Collins to strengthen your IT and technical temporary workforce, increase market draw and identify candidates of the highest caliber. Finding the Right IT and Technical Talent for the City of Fort Collins Volt’s recruiters are fully trained professionals who average five to ten years experience in the talent acquisition industry. Many have also had successful careers in the IT and technical industry, giving them the supplemental knowledge and experience necessary to identify, attract and assign quality talent within requisite time frames. They receive regular training on advanced IT and technical interviewing techniques, specific software, workers' compensation and other statutory issues, as well as human resources and diversity. Information Technology Recruiting Strength Our information technology niche evolved from overwhelming demand across all industries for highly skilled software/hardware personnel. Since 1998 when IT Services Business Report conducted their first annual ranking, Volt has continuously ranked among the top U.S. information technology staffing and services firms. In 2011, Volt was ranked fourth for IT staffing services providers, recognized for our operational and talent delivery excellence in IT talent delivery by Staffing Industry Analysts. We provide employees to some of the nation’s largest technology companies in a variety of positions, including but not limited to:  Application developers/architects/programmers  Data analysts/architects  Database administrators  Help desk support  Desktop support technicians  IT strategy consultants  Network architects/engineers/technicians The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 2  IT project managers  Security architects  System administrators  System programmers  Storage administrators  Web designers  Web developers Technical Recruiting Strength Volt’s technical recruiting capabilities are extensive. Many of our recruiters are technical subject matter experts providing the additional expertise for the field which they recruit. Supported by tenured regional and corporate management who are adept at staffing strategies and delivery, we are committed to developing a partnership with the City of Fort Collins for the long term. While we successfully source for all classifications, our foundation began in technical recruiting. We began as a technical company in 1950 and have been sourcing technical skill sets for nearly 60 years. Our recruitment professionals are unparalleled in the technical sourcing industry. A City of Fort Collins-Focused Approach Many in our industry talk about customer-centric services. Volt’s commitment is to provide our clients with the exact services they need by taking this concept several crucial steps further. We will engage ourselves in your culture and design our services to fully meet your needs. Our account manager will work closely with the City of Fort Collins to align our services with your current and anticipated needs. It is our intent to complement your business processes by incorporating our best practices for recruiting IT and technical talent. We offer enhanced knowledge of our clients’ unique business processes and culture, skill set needs, workforce trends and hiring manager preferences. This approach demonstrates our commitment to working as an extension of your organization, providing sustainable consistency and embedded knowledge. Volt’s Commitment to our Military Volt also strives to make our employment opportunities available to the veteran community through ongoing relationships with military installations including Fort Hood, Joint Base Lewis-McCord, Fort Bragg and Camp Pendleton. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 3 Further reinforcing our dedication to supporting America’s military service men and women are our partnerships with the following organizations: Military Spouse Employment Partnership Volt has recently been inducted as a Corporate Partner to the Military Spouse Employment Partnership (MSEP). Led by the U.S. Defense Department, MSEP encourages employers to foster positive policies towards military spouses. MSEP seeks to leverage the qualities possessed by these unique individuals including a strong work ethic and flexibility, which are sought by today’s top employers. In doing so, MSEP and its partners help military spouses overcome the barriers caused by the uniqueness of military life that can impede them from maintaining employment and establishing career tenure. Hire America’s Heroes Volt is a proud founding member of Hire America’s Heroes, a non-profit organization with the nationwide initiative to thank veterans of America’s military, by welcoming them into the corporate workforce and helping them advance their civilian careers. Hire America’s Heroes works with corporate recruiting teams, including Volt and many of our largest clients, as well as transition coordinators at military bases, to facilitate networking and outplacement of exiting military veterans into opportunities that make the most of their skills and abilities. In 2011, Volt’s Executive Vice President and Co-Founder Jerome Shaw received a commendation from the U.S. Navy Northwest Region for his support of the Hire America’s Heroes Program and U.S. Navy Sailors and Marines. Through the efforts of Volt Military Heroes Program, Hire America’s Heroes and our partnership with MSEP, our clients benefit from the extraordinary experience, extensive training and discipline, and motivation that veteran employees and their spouses can provide to their organizations. Consistent Service Quality the City of Fort Collins Can Depend Upon Clients who choose Volt’s talent acquisition solutions get more than a contingent workforce supplier. They benefit from a consultative business partner focused on seizing every opportunity to go above and beyond previous experience and expectations to deliver: The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 4  Single point of contact service for streamlined communication, heightened accountability and personal attention  Top quality, enthusiastic candidates when and where you need them  A continually improving business partnership using our Six Sigma approach to tailor repeatable and successful recruiting outcomes for each location  An organization that takes ownership and pride in delivering a high-quality service experience  Concise measurement and analysis of processes and delivery to create cost efficiencies; reducing high turnover areas and building a strong throughput of candidates for the City of Fort Collins  Developing and maintaining a strong employee relations solution that builds morale and strengthens productivity within your organizations Conclusion Volt’s approach to client-centric services assures the City of Fort Collins our devotion to attain your IT and technical temporary workforce goals uniquely fitted to your business environment. We look forward to discussing the services outlined in this proposal and ultimately building a strong collaborative partnership in the years to come. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 5 Section 2: Proposal Response 2.1. Proposal Format Requirements Your proposal should detail these items, numbered in outline format, to correspond with the sections below: A. Firm Capability: Include the time your company has been in the temporary- personnel services business, and your company ownership structure (public, private, franchise, partnership, etc.). Volt Workforce Solutions (Volt) is a division of Volt Information Sciences, Inc., a publicly-owned company that has been providing contingent workforce services since 1956. B. Methods and Approach: Describe your company’s methods for recruiting, selecting, and screening employees for assignment to your customers. Our process for recruiting, selecting and screening IT and technical temporary workers for assignment is tailored to meet our clients’ requirements and incorporates, as minimum, the processes described below. RECRUITING AND SELECTING FOR ASSIGNMENT Our process for recruiting top IT and technical temporary talent begins with hiring recruiters with the experience and know-how needed to ensure we meet your contingent workforce needs. By hiring top-performing recruiters, we know they will do the job right, consistently exceeding our clients’ expectations through their ability to find outstanding performers. Actively Involved Expert Recruiters Matching the right person to the right position requires detailed knowledge of IT and technical industry trends, client business objectives and the precise skills that define best-in-field talent. Our recruiters know the City of Fort Collins and the talent available in the area that will be a good match for the City of Fort Collins. By tailoring the recruiting plans for the City of Fort Collins, we generate the best IT and technical candidates within guarantee time-frames. Our recruiters utilize Volt’s proven recruiting methodology described below as a foundation for developing a client-specific recruiting The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 6 plan that exactly matches your needs with flexibility to change whenever your requirements change. Redeploying Talent Redeployment is our first and most effective way to ensure we deliver hot and rare IT and technical skills on demand. When clients like the City of Fort Collins need IT and technical talent, redeployment is a proven successful approach because we are able to assign people that have the experience and knowledge of working in similar IT and technical environments. Volt redeploys talent to:  Other clients with similar skills or business requirements  Other client departments or locations  Contract assignments from full-time positions  Assist clients with break-in-service requirements Our structured redeployment program keeps our employees actively engaged and ensures the availability of a flexible, yet stable resource pool of skilled, reliable IT and technical talent that is satisfied with their contract status. Particularly effective for skill sets that are challenging to fill, redeployment ensures Volt does not lose hot-skills talent at assignment end – instead they are immediately redeployed within the market and are available to other clients or the same client for a talent recall. Accurate Candidate Matching Many times Volt already has access to the best talent for the position. Through our search technology we can pinpoint the best-fit candidates in our database of 10 million candidates with detailed profiles on jobseekers with in-demand skills. Plus, the technology allows us to simultaneously search for additional candidates on popular job boards such as Monster.com and CareerBuilder.com. The virtually limitless search parameters available through our search technology allow for unparalleled precision in recruiting talent. These searches offer clients candidates who are superb position matches, neither under- or over-qualified, which saves them time and money. A key component of our search technology is its integration with Google Maps, which gives recruiters a real-time visual representation of the candidates available in a particular market. This allows Volt to give the City of Fort Collins’ hiring managers an accurate, detailed view of the talent available in the City of Fort Collins. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 7 Sourcing Strategies Volt’s recruiters leverage new media, targeted and traditional sourcing strategies as the next step in our recruiting process. Our sourcing strategies embrace both the time- honored and rapidly developing: New Media  jobs.volt.com  Social networking  Blogs  Community boards  Career sites  Job board integration Targeted  Networking  Strategic search  Skill-specific  Recruitment branding  Hiring sessions Traditional  Referrals  Redeployment  Job fairs  Open-house events  Colleges and schools  Print advertising In addition to the sourcing strategies listed above, local sources include:  Casper College  College America  Colorado State University  Emerge (Fort Collins)  Fort Range Community College  IMBC (College Central)  Colorado Invision  ITT Technical Institute  Laramie County Community College  NOCO Net (www.collectivenet.org)  Red Rocks Community College  Regis University  University of Phoenix  Workforce Center – Colorado Narrowing the Selection The final step in the recruiting process is to narrow the selection of IT and technical candidates to the most qualified for the City of Fort Collins. Our recruiters accomplish this by drawing upon their industry expertise, exacting IT and technical screening techniques as described below, and industry best practices to determine which candidates should move to the screening process. SCREENING FOR ASSIGNMENT Proven screening methods ensure that Volt’s clients receive well-rounded employees who possess the vital skills crucial to specific job duties. Each client’s industry, work environment and company culture shape the screening, testing and interviewing procedures that we create for each account. This consultative methodology ensures that we continually meet the expectations and requirements unique to each client. The core of our streamlined screening practices is composed of the following steps, which represent more than five decades of best practices and intense scrutiny, using Six Sigma tools, to ensure efficiency at every stage. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 8 Resume Review Resumes are reviewed by Volt recruiters who are dedicated to the specific disciplines for which they recruit. The primary objective of resume screening is to map required skill sets to the open requisition. The requisition is broken down to identify three tiers of qualifications crucial to determining best-fit talent:  “Must have” skills, technology, experience and education  “Minimum required” skills, technology, experience and education  “Would like to have” skills, technology, experience and education Additionally, our recruiters scrutinize resumes for completeness, professionalism, spelling and grammar, job history and continuity, longevity and overall aesthetics. Quality candidates are then contacted for an initial phone screening. Initial Phone Screening Before a candidate is scheduled for the application and testing process, Volt will conduct a phone screen specific to the City of Fort Collin’s position. This procedure assists in establishing mutual interests, as well as ensuring the individual has the fundamental skills, technical knowledge and experience required for the position. Once a potential fit is determined, an appointment is scheduled to complete Volt’s application, interviewing, skill testing and selection process. Behavior-Based Interviewing Behavior-based interviewing allows Volt’s recruiters to identify each candidate’s current and past accomplishments and their capabilities for future success. Recruiters conduct their interviews as in-depth and strategic conversations to gain a thorough understanding of the candidate’s knowledge, skills and abilities. Behavior-based interviewing supports the premise that past behavior is a predictor of future performance and has been found to have the highest predictive validity of any screening methodology. Research indicates that behavior-based interviewing is two to five times more reliable than traditional interviewing methods. This not only helps to confirm the requisite skills, but the motivation and organizational fit to be successful in the City of Fort Collins. For example, after asking a battery of IT-specific questions – including made, saved and achieved questions designed to document what the candidate has accomplished in previous positions – the recruiter asks IT and technical position-specific questions developed to determine if the candidate would be a good fit in the particular department working for the City of Fort Collins hiring manager. If a candidate passes The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 9 this rigorous interview, they are given a series of computer-based skills tests using one of our testing platforms, such as ProveIt! online testing. Specific tests are preselected for each position and the recruiter can include additional tests to verify identified skills. Behavior-Based Reference Checking A 360-degree view of the candidate is obtained through Volt’s behavior-based reference checking process. References are obtained from the candidate’s current and past supervisors, co-workers, subordinates, vendors or clients. This helps us to profile tangible achievements and accomplishments and to discover those qualities not revealed on a resume. Our recruiters ask the candidate’s references behavior-based questions developed from the requisition review previously conducted with your hiring manager(s). Recruiters also incorporate questions about what the candidate has made, saved and achieved. Included in a Volt candidate’s profile is their ability to be a good employee, peer and supervisor. In conjunction with reference checking, Volt conducts thorough background checks in accordance with each client’s requirements. Describe in detail how your company matches the employee’s knowledge, skills, and abilities to those required for each specific assignment. Blending our recruiters’ sourcing expertise and technology-based strategies, Volt’s targeted recruiting campaigns deliver highly qualified candidates to our clients rapidly and reliably. Each campaign is uniquely tailored to our clients’ unique business environment and skill set needs, ensuring their effectiveness. Building upon the knowledge we obtain during our initial needs analysis, our dedicated account team will identify strategies that deliver best-fit talent to each of your business units and North American locations, drawing upon the time-proven approaches detailed below. Understanding the Position and Candidate An important first step in determining the ideal candidates for your positions is obtaining detailed position descriptions that incorporate hard-skills requirements, team environments and hiring manager preferences. Our recruiters interview each hiring “Our technical expertise allows us to „talk shop‟ with hiring managers and understand a requirement, instead of just using it in a keyword search.” Jesse Ferguson, Technical Recruiter The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 10 manager to qualify the requisition at receipt and determine critical skills, required competencies and soft-skills preferences. We do not merely receive a requisition and send the first resume that fits the skills profile; our recruiters develop relationships with hiring managers and candidates to drive a deeper understanding of the soft skills and hard to quantify qualities that make one candidate a better fit to the position and hiring manager than another. Our recruiters have first-hand knowledge of the skills they are sourcing and many have had successful careers in the specialization for which they recruit, providing critical knowledge of the candidates, positions, skills and cultures that affect successful assignments. Accurate Candidate Matching Clients depend upon Volt’s ability to quickly provide candidates possessing the exact skills and experience required for a position. VoltTrack Candidate is an important tool in helping us meet these expectations and accurately identify jobseekers who will thrive in each client’s work environment. This internally developed search technology pinpoints best-fit candidates in Volt’s database, which is populated with detailed profiles on jobseekers with in-demand skills, by using multi-dimensional position and candidate descriptions. The virtually limitless search parameters available between VoltTrack Candidate and the job boards with which it is integrated allow for unparalleled precision in recruiting campaigns. These searches give clients candidates who are superb position matches, neither under- or over-qualified, which saves them time and money. VoltTrack Candidate’s Features  Real-time search results  Customizable categories  Instant candidate resume and record information  11 primary search filters for exact skills-to-position match A key component of VoltTrack Candidate is its integration with Google Maps, which gives recruiters a real-time visual representation of the candidates available in a particular market. By clicking on the marker indicating each candidate’s location on the map, a Volt recruiter can easily view the candidate’s qualifications and experience. This allows Volt to give the City of Fort Collins’ hiring managers an accurate, detailed view of the talent available in their markets. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 11 Please describe in detail any specific steps your company takes to recruit, select, and screen employees for Technical Service assignments (with concentration upon Information Technology, Professional, and other degree- bearing disciplines). Our processes to recruit, select and screen for IT and technical service assignments include at a minimum the following steps:  Recruiting and selecting for assignment - Understanding the position and candidate - Redeploying talent - Accurate candidate matching - Sourcing strategies (i.e., new media, targeted and traditional) - Narrowing the selection  Screening for assignment - Resume review - Initial phone screening - Behavior-based interviewing - Behavior-based reference checking Below, we have described our technical recruiting capabilities that include information technology and technical skill sets, as well as and professional recruiting capabilities for accounting and finance, and project management. Volt assigned nearly 20,000 IT and technical temporary employees in 2011. Technical Skills Information Technology Information technology (IT) is now first among all employment fields. Expanding demand across all industries for increasingly complex applications and Web 2.0 technology is raising customer expectations for Internet and ecommerce sites that drive competition for qualified IT specialists. Volt has been recognized regularly by Staffing Industry Analysts (SIA) as one of the top four U.S. IT staffing firms. We understand the importance of finding the best-fit specialist for your IT projects. Our recruiters work closely with you to understand your projects and then they locate the talent you need for every stage of IT development, implementation and support. Volt engages emerging technologies such as social media and networking website platforms to access candidates that demonstrate working knowledge of the technologies used by our clients. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 12 Technical The need to compete in an increasingly global economy is boosting demand for technical specialists, and as businesses deal with the widening talent gap, many recognize the need for flexible, collaborative recruiting processes. You need a focused, targeted approach that supplies qualified technical talent who can step in and start producing. Volt can provide candidates for a wide variety of technical roles, including CNC programming, electronics, product design, technical writing, inspection and management, among many others. Professional Skills Accounting & Finance Every employee at your business has an impact on the bottom line, but none more so than your accounting and finance professionals. To fill a vacancy in these departments, you need staff with the skill sets to step in and start working, the experience to make smart decisions, and the attention to detail to ensure the work is done right. Volt applies that same attention to detail to our candidate screening process. Consistently ranked as a top-10 provider of accounting and finance staff, we work with you to understand your company’s culture and the requirements of the position, and then leverage our proven search process to locate and deliver qualified specialists. Project Management An effective project manager wears many hats. The role demands the expertise to understand the technical details of the project, the management skills to motivate the team, the financial acumen to monitor and control the budget, and the diplomacy to maintain the timeline through unexpected hurdles. While the job title appears on many job resumes, it is uncommon to find someone who can meet each of those expectations. We will provide you with a shortlist of specialists with the skills to guide your project from feasibility study to implementation and, if necessary, through ongoing evaluation and support/maintenance. Describe how you ensure that you are attracting qualified temporary employees. Our rigorous recruiting process defines critical sourcing strategies from the initial request to placement on assignment and includes effective marketing of the City of Fort Collins to candidates and promotion of your city as an employer-of-choice. For example, we know that the City of Fort Collins’ mission is to be passionate about creating a vibrant world-class community and that your vision is to provide exceptional service to your community. Communicating that to potential employees is what makes the City of The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 13 Fort Collins an Employer of Choice and will provide extraordinary candidate attraction allowing Volt to identify and select the right people to meet your full range of business interests. As your staffing supplier, we will do more than simply fill open requisitions. Our tenured recruiters are experts at attracting qualified talent and will work diligently to provide the City of Fort Collins with the IT and technical talent you need. We will:  Learn the City of Fort Collins business culture and your talent acquisition needs  Identify the factors that promote your city as an Employer of Choice most effectively  Use proven recruiting and screening methodologies to ensure candidates meet the City of Fort Collins’ qualification requirements  Monitor and audit the quality of talent we select for the City of Fort Collins through customer satisfaction survey  Present customer satisfaction and service level achievements in quarterly business reviews based on the quality of IT and technical talent we provide to the City of Fort Collins  Use constructive feedback for opportunities to improve  Attract outstanding people who are passionate about working for the City of Fort Collins and will thrive in your culture Describe your program for drug testing and background investigations on the temporary employees you provide. Volt’s program for drug testing and background investigations is tailored to meet our clients’ requirements for temporary employees. Drug Testing Volt will follow the 49 Code of Federal Regulations (CFR) 655 from the Federal Transportation Agency (FTA) regarding drug and alcohol testing described in your RFP. Only those candidates who have successfully passed the complete drug and alcohol screening process will be placed on assignment at the City of Fort Collins locations. This includes a 5-panel test to detect such substances as amphetamines, cocaine, marijuana, opiates and phencyclidine. A Medical Review Officer (MRO) investigation will determine if prescription medicine or extenuating circumstances influenced any positive results. Drug testing is billed to the client at our actual cost. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 14 Background Screening Through our partnership with Acxiom, Volt provides our clients with a flexible menu of background screening options, allowing us to meet a wide variety of screening requirements. Volt’s recommended background screening package includes:  National criminal database search  TRUSST (Multi-county SSN verification, AKAs, aliases and alternate address trace)  7-year county felony and misdemeanor records checks in all counties of residence  Global terrorist watch list search Other available background check services include federal criminal records check, motor vehicle records search, and national sex offender registry check. Background screening is billed to the client at our actual cost. We can combine our recommended drug and background options into a single package for more streamlined invoicing. Verification of Credentials If the position is dependent upon a degree or diploma, military service, or professional license or certification, verification is completed prior to assignment. I-9 Verification All newly hired employees are required to provide Volt with proof of work eligibility, as required for completion of Form I-9, U.S. Department of Justice Immigration and Naturalization Service. To ensure applicants are legally eligible to work in the U.S., we verify I-9 forms or the procurement of applicable visas. Configured Screening Screening solutions for the City of Fort Collins can be configured to focus on topics specific to your industry. The majority of our recruiters have experience from successful careers in the industry for which they recruit, ensuring first-hand knowledge about the skills necessary for success in that specific field. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 15 i. Describe how you ensure Equal Employment Opportunity and prevent discrimination in employment and in the referral of employees to your customers. Volt has adopted affirmative action measures in our recruiting and selection practices to ensure reasonable access to, and consideration for, all individuals who wish to work, regardless of age, race, color, ancestry, religious creed, gender, national origin, physical or mental disability, marital status, veteran status, medical condition, sexual orientation or any other legally protected category. The following processes have been implemented to ensure that we prevent discrimination in employment and in the referral of employees to your customers:  Volt utilizes a broad array of diversity recruitment resources to broadcast job opportunities to all sectors of the active workforce  Our behavior-based interviewing methods and standards are adaptable to differing employment conditions and environments  We monitor hiring results to evaluate the effectiveness of nondiscriminatory employment practices and to assess progress toward achieving and maintaining a representative workforce  Our recruiters use leading-edge technology to capture national applicant flow to analyze for diversity utilization  We develop customized affirmative action plans and training that is appropriate to various Volt divisions and subsidiaries Describe how you ensure compliance with the Immigration Reform and Control Act of 1996. Volt adheres to all mandated Immigration Reform and Control Act Standards. Volt requires that all contingent employees provide proof of work eligibility and completion of Form I-9, U.S. Department of Justice Immigration and Naturalization Service. We conduct qualification of workers based on a client-provided classification criteria questionnaire. Once the client has verified the appropriate classification for the worker, Volt will engage the candidate using the proper employment methods. Through our requisition and reporting tool, we are able to generate a variety of reports that create visibility of spend and usage of all types of talent, including independent contractors. Additionally, we run reports monthly to identify employees who need to re-verify their Form I-9 by providing current documentation. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 16 E-Verify E-Verify is a free electronic program that enables verification of employment eligibility for all newly hired employees, regardless of citizenship. E-Verify provides an automated link to the Department of Homeland Security and Social Security Administration databases, which allows Volt to determine employment eligibility. The use of E-Verify is mandatory in some states, and our locations in Arizona, Colorado, Florida, Georgia, Idaho, Indiana, Minnesota, Mississippi, Missouri, Nebraska, North Carolina, Oklahoma, Rhode Island, South Carolina, Utah and Virginia currently use the E-Verify program for all newly hired in-house and contingent employees. Describe any programs you have in place locally and nationally for partnering with minority vendors. Volt has a strong reputation in the business and diversity community for our support of diversity vendors and the opportunities we present their organizations. We understand that business innovation and growth are reliant on the contributions of a diverse workforce and established diversity partnerships. We have developed a highly-creative and innovative subcontracting plan that ensures opportunities and maximizes success potential for diversity-owned suppliers. The key drivers of our plan include:  A limited number of partners for any one engagement to help ensure that each has maximum opportunity for success  Access to our systems and databases to ensure each partner has the same robust technologies, query tools and resources that are presently available to our own recruiters (many have commented that they learned efficiencies from our technology that they have incorporated into their own systems)  Dedicated requisitions for partners to fill, limiting the potential for duplicate submittals and ensuring a sufficient number of opportunities to fill  Open access policy ensures our partners’ recruiters have either direct access to our clients’ hiring managers or complete and timely information for all requisitions and submittals, as appropriate. This helps to ensure quick fills with high quality candidates  Parity of total compensation packages for candidates regardless of resource. We work with our partners to share resources for developing consistent benefits packages, including health plans, vacation time and other key benefits that support recruitment and retention The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 17 We treat diversity vendors as full partners in service to our clients. All temporary employees sign teaming agreements that mirror our client’s contract terms and conditions. ii. What is your average placement turn-around time after receiving an order? Explain your service and performance guarantees. Volt’s average time-to-fill by classification: Job Family Days to Fill* Professional 2 to 6 Administrative 1 to 3 Specialty Professionals 2.5 to 6.5 *Timeframes do not include background investigations and may be extended if hiring managers request to see resumes prior to assignment. In the unlikely event there is a performance issue with the assigned temporary workers, we will obtain as much detail as possible about your complaint and expectations for corrective action. If the City of Fort Collins believes that a replacement is warranted, Volt will immediately begin sourcing a qualified replacement. If Volt is notified within the temporary worker’s first four working hours, the City of Fort Collins will not be invoiced those hours. Any performance issue and resulting action taken are noted in the employee's file, and a local Volt contact will follow up with the City of Fort Collins to ensure that the solution is satisfactory. iii. Explain the extent of training you offer for both your full-time staff and for temporary employees. Initial and ongoing training is available to both temporary workers and in-house staff. Temporary Worker Training Focused on identifying candidates with the best-fit skills and experience, our precise recruitment methods and thorough screening practices help maximize our employees’ productivity in their new work environment and minimize the need for pre-assignment training. Should we identify a need for additional training for specific the City of Fort Collins positions or locations, Volt will work closely with you to develop pre-assignment The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 18 training that candidates must take before their first day on assignment. This will eliminate hours of employee ramp-up and on-the-job training time. To accommodate any worker or work schedule, we offer the four training options listed below, some of which were created by Volt and others through outside vendors.  Online training via the internet  Online training hosted in local Volt servicing locations  Custom one-to-one training at clients’ requests  Mobile training classes utilizing wireless technology Volt’s solutions are always structured, client-specific plans that ensure that we maximize their effectiveness and benefit to our clients. Our dedicated account and implementation teams will hold responsibility for crafting the training programs that best meet the City of Fort Collins’ specific work environment, meeting with the appropriate individuals within your company to determine the type of training and specific processes required for each position and location. Based on the information we gather during this stage, Volt will create training materials and establish a comprehensive training schedule. Once implemented, our training program and our servicing locations’ compliance to it will be coordinated by the account team we dedicate to the City of Fort Collins. Details regarding your training requirements will be posted on Volt’s intranet to ensure a clear understanding of the processes and objectives. We also regularly audit our servicing locations supporting your account to validate that they are meeting the program expectations and goals in this area. Online Software Training Volt utilizes Prove It! ® tutorials, interactive, performance-based training programs that employ proven instructional methodologies to teach basic, intermediate and advanced software skills, including Microsoft Office applications, in multiple languages. Prove It! tutorials are available to our employees via the internet or at dedicated training workstations in Volt servicing locations. More than 600 courses include computer and software training for all skill sets. Because Prove It! tutorials focus on the most widely used functions of each application, a beginner can progress to intermediate proficiency, or an intermediate to advanced proficiency, in a matter of hours instead of weeks. Safety Employees are instructed on general safety issues and advised of specific safety requirements and/or equipment/clothing required for the assignment. Safety The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 19 instruction on specific client equipment is the responsibility of the client. If requested, Volt can provide safety consultants to review the work environment and make recommendations for our mutual benefit. Customized Training Customized training is available for a variety of applications. We develop our own handbooks, training manuals and training videos to assist with, not take the place of, personal instruction. Volt can work with you to coordinate a training program specific to your business environment, especially where off-the-shelf solutions will not suffice. Career Pathing To enhance each employee’s career path, Volt offers training opportunities throughout their tenure with our company. All Volt employees and screened applicants are eligible, both prior to and throughout their work assignments, for free training in new technical skills and behavioral development. As new skills are learned and proficiency is evaluated, employees are assigned to contingent positions that will utilize these skills. New skill levels usually command increased hourly pay rates and more challenging positions, providing them with many of the same advancement opportunities available to direct hires. In-House Training Volt is a culture of integrity, vision and innovation. We believe our people are the most valuable asset and the corner stone upon which rests our future and continuous success. Hence, it is imperative to invest in our employees through training and development to secure our shared and successful endeavor. Our training programs cover a wide array of roles and responsibilities for all levels, managerial and otherwise, as we are focused on our shared vision for the future. All in-house employees participate in the following training programs:  Getting People Started (GPS) – introductions to colleagues, work environment, benefits, policies and procedures, privacy and security, safety and Volt’s vision, mission and goals  Back-to-Basics – online database of procedural training modules, available on Volt’s intranet, designed to enhance knowledge, and encourage teambuilding and the sharing of best practices  eLearning Library – online database of presentations covering a wide range of topics, available on Volt’s intranet, designed to enhance knowledge and advance career development The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 20  Knowledge Hub – series of webinars led by a Volt trainer and a Volt subject matter expert, conducted weekly, wherein topics for discussion are voted on by managers across our organization and subsequently posted on Volt’s intranet for all employees to view Volt’s program team receives additional training focused on program success, operational efficiencies and overall client satisfaction, while our business development managers and vice presidents receive additional training focused on maximizing value for existing and prospective clients. Describe any testing you perform on temporary employee applicants. Volt works closely with clients to expedite required skills testing, utilizing more than 600 Prove It!® and unique Volt-designed tests. These web-based evaluations are primarily conducted at Volt servicing locations but may also be conducted onsite or at the candidate’s home. Generally, Volt conducts skills testing following resume review and initial phone screening, and prior to conducting an in-person interview, thereby allowing test results to be included as a component of the interview. With Volt.proveit.com, an interactive online testing and training application, our recruiters can administer a comprehensive suite of evaluations to candidates, and receive results immediately upon test completion. Bilingual and custom testing is also available. Clients may request candidate testing at the basic, intermediate or advanced level in a wide variety of skill sets, as summarized below. (Many of the tests listed are also available in Spanish.) Software A candidate’s navigation awareness, response speed and answer accuracy can be tested in many of the most widely used software, including but not limited to:  Adobe – Various  FileMaker Pro 6  Lotus Notes - Various  Microsoft Access - Various  Microsoft Excel – Various  Microsoft Outlook – Various  Microsoft PowerPoint - Various  Microsoft Word - Various The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 21 Technical Prove It! offers more than 300 technical skills tests in categories including but not limited to:  Engineering/design  Internet-/intranet-related principles  Mainframe and midrange  Networking and groupware  Operating systems  Programming languages  Relational database management systems and related applications  Troubleshooting and help desk To further test high-level technical abilities, Volt uses the knowledge and expertise of technical subject matter experts. These subject matter experts include veteran staff members (generally working as technical managers or project managers) and technical advisors. Subject matter experts interact with recruiters and client hiring managers to understand the nature of the position and construct a customized battery of questions/scenarios, designed to evaluate a candidate’s critical thinking and problem solving skills specific to the position. This high-level interaction evaluates a candidate’s suitability to a specific high-level technical position the way no standardized test can. Custom Volt designs and administers customized testing solutions, as requested. In the event Volt’s arsenal of testing capabilities do not cover the specific request, and third party resources are required, additional costs may be incurred for these special testing services. iv. Describe how you can help to assess the City’s needs in terms of both the numbers of temporaries and the requisite skill levels for a specific situation. Volt’s account management staff will develop action plans into attainable programs and milestones, working alongside the City of Fort Collins’ designated representatives and corporate staff to ensure the numbers of temporaries and the requisite skill levels for any specific situation. Volt account team will also offer consultative support through one-to-one interactions, seminars, program reviews and manager mentoring on a variety of important staffing/human resources management topics, such as: The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 22  Co-employment  Achieving positive compliance  Maximizing your workforce  Getting the most out of each assignment  Demand management  Managing labor spend  Pay rate management/rationalization Ongoing, Volt will provide annual rate reviews to make sure your pay rates are competitive. We will utilize quarterly business reviews to discuss forecast needs and we will work with the City of Fort Collins to review your business environment to determine additional roles that can be supported as temporary positions. Explain how you flex your permanent staff’s time to meet customer needs, including volume increase or decrease. Clients who choose Volt’s talent acquisition solutions get more than a contingent workforce supplier. They get a consultative business partner focused on seizing every opportunity to go above and beyond previous experience and expectations. The City of Fort Collins will be supported by motivated Volt account personnel who routinely flex their hours to meet customer needs by working late or coming in early based on client volume increases or decreases. Our combined efforts provided by of our servicing locations, recruiting hubs and corporate shared resources also ensure we meet customer needs when and where they need us. Program team members will be evaluated on their ability to meet the City of Fort Collins’ goals which means we engage internal resources whenever we need to in order to meet your needs. Like all of our in- house and account staff, they are also evaluated on individual and team performance, the quality and quantity of their work, attitude, initiative, teamwork and client satisfaction ratings. v. Describe any arrangements for subcontracting with other contractors if additional resources were required to meet the City’s needs. Volt has developed an extensive national network of more than 1,400 pre-qualified associate vendors (subcontractors) to help fill contingent labor requests that fall outside of our direct coverage area. Although Volt makes every effort to fill orders through our servicing locations, we sometimes utilize associate vendors to help meet client The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 23 commitments. Our primary objective is to provide you with timely responses, qualified candidates and best-in-class service, regardless of source or location. Associate vendors are selected based on project scope, contract award structure and business breakdown by location. Volt determines which positions are filled by associate vendors based on a variety of factors, including:  Quantity  Logistics  Time frame  Diversity goals and credits  Hot skills Explain how you handle emergency recruiting efforts. Volt’s teams will work closely with the City of Fort Collins to gain insight into your business and company culture by establishing relationships that foster ongoing communication before the order is placed. The key to success is planning and understanding your needs. We maintain a database of your positions and, using our historical experience, we pipeline positions in the event of an immediate need. We will engage the City of Fort Collins in direct meetings with hiring managers to plan and formulate our recruiting strategies on an on-going basis. Emergency Requests To accomplish quick turnaround on new requisitions, our recruiters first look to access our talent base of existing pipelined and redeployed contingent workers. Then, we use the following internal resources of Volt’s proven avenues to successful placement:  Availability Listings: Daily reports listing all employees ready for assignment  Extension Call Reports: Companywide listing of all assignments ending that week and the human resources soon to be available for reassignment  Field and Profile Searches: Conducted from our national database of available talent  Custom System Queries: By specialty, personality traits, similar assignment history or other nuance that can facilitate job matching  Communications with Teammates: All Volt recruiters participate in weekly teaming calls, identifying resource needs and sharing information about newly-available resources  Recent Interviews: Local profiles of recently onboarded employees The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 24 Often, depending upon the classification needed, we can identify an employee immediately. It is Volt's policy to respond within 30 minutes to confirm the name of the person(s) being assigned to your company (volume light industrial positions), or to report when to expect placement confirmation. The City of Fort Collins’ hiring managers will be updated every hour until the order is filled for rush or immediate orders, daily for orders with longer lead times or as requested by the hiring manager. vi. List benefits available to your temporary workers. Benefits often lead to higher productivity and job satisfaction levels, and increase the successful completion of temporary assignments. In addition to attracting top talent, competitive benefits also entice employees to return to Volt for future assignments and to recommend their family and friends. Available benefits depend on position type and qualification/eligibility criteria, and may include: Medical plan Dental plan Vision Service Plan (VSP) discount  Prescription drug card  24-hour nurse hotline  Employee assistance program (EAP) Term life Short-term disability plan Payroll debit card Referral bonus Employee discount purchase programs Employee benefits self service  401K  Credit union  Automated verification Describe any on-the-job support that you provide to them. Volt offers employee relations representatives as a value-added feature to reinforce the employee/employer relationship and mitigate co-employment risks. Employee relations representatives have regular interaction with employees from the first day through the end of assignment, aligning with our Six Sigma goal to be an employer of choice. Employee relations representatives are responsible for all employee management tasks typically handled at the servicing location level, including:  Meeting with employees on the first day to go over assignment details, answer questions and distribute client-specific equipment, if any The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 25  Conducting monthly meetings with employees to provide performance evaluations, review expectations of the position and counsel on improvement, if needed  Encouraging employees to develop skill sets through Volt’s training opportunities  Responding to all inquiries within 24 hours  Acting as a liaison between employee and payroll, benefits and visa departments  Increasing awareness and understanding of programs available to Volt employees  Administering retention and recognition programs  Preparing employees for assignment completion Employee relations representatives also maintain regular contact with our clients’ hiring managers to build positive relationships, forecast future talent needs and help our recruiters source the most qualified candidates for each requisition. Employee relations representative client contact responsibilities include:  Educating client hiring managers on employee relations representative’s role, minimizing co-employment risks  Responding to inquiries within 24 hours  Consulting with hiring managers regarding employee performance  Updating hiring managers on employee issues  Confirming employees’ end dates  Determining the need to replace departing employees  Discussing open staff positions  Obtaining job descriptions and screening questions for open positions Explain how you evaluate your employee job satisfaction, and the satisfaction level of your customers. Developing strong partnerships with our clients is something that Volt passionately believes in, and we have a rich history of long-term relationships that demonstrate the advantages of this approach. A partnership is built through consultative interaction, aligning business philosophies and providing responsive service. Many of our client partnerships span 15 to 40 years, perhaps the strongest indicator of satisfaction available. Our methods for acquiring feedback, conducting follow-up and driving corrective action include: The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 26 Customer Satisfaction Surveys Customer satisfaction surveys elicit client feedback on service-critical topics, including:  Service  Response time  Employee quality  Follow-up We are dedicatedly client-centric and believe the best way to ensure our partnerships are successful is to regularly ask, “How are we doing?” Volt’s electronic customer satisfaction survey is distributed to each client manager that has requisitioned an employee in the previous quarter. Responses are compiled and evaluated, then used to assess current performance, identify areas for improvement and track emerging trends. Also, this analysis allows Volt to suggest program adjustments that may save our client both time and money. After results are processed, our account manager will discuss any potential issues or areas of improvement with the quarterly business review and will drive all follow-up or required corrective action. Quarterly Business Reviews Quarterly business reviews evaluate overall solution performance and provide key data to senior the City of Fort Collins management. These reviews are conducted by Volt's account manager and attended by our regional management and executive sponsor for the program, as well as key the City of Fort Collins users. Quarterly business reviews are typically held in-person at client locations, but can be held via Live Meeting when necessary. Volt's onsite program managers can also provide local reviews as required for each business unit. Quarterly business reviews evaluate program successes, challenges, goals, performance metrics and other specifics that impact client productivity and program success. Quarterly business reviews also provide an opportunity to establish new goals or modify The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 27 existing ones to reflect your changing business objectives, emerging industry trends and evolving workforce requirements, as well as driving continuous improvement initiatives. Typically, quarterly business reviews focus on:  Current status of open action items by geography  Quality metrics  Use and performance of subcontractors  Program developments  Talent acquisition and management trends  Talent forecasting  Employee relations activities  New action items for next quarter Employee Surveys The cornerstone of our success is our employees, and we have designed our employment and assignment processes to maximize their continual satisfaction. We are cognizant of the attitudes and preferences of our assigned workforce, including differences in engagement and attitude across different skill sets. Candidates and employees on assignment are routinely surveyed to assess their satisfaction with Volt’s process management and performance as their employer. This awareness and sensitivity to the drives and needs of our employees is our best tool for engaging and retaining quality employees. vii. Describe in detail how you follow up to assess and evaluate your temporary employee’s performance while on assignment. Volt employs a wide range of tools and procedures to track our employees’ performance providing several venues to monitor our employees while on assignment and reinforce our role as the employer of record. Methods are configurable to the City of Fort Collins environment and individual hiring manager preferences, including in- person evaluations, phone calls and written and electronic surveys. Sample procedures deployed for other clients include: Quality Check Calls Placed to the client hiring manager the morning of the first day of assignment, the third day, the fifth day and weekly thereafter The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 28 Employee Quality Evaluations Typically completed by the client hiring manager, these evaluations are used to evaluate each employee at assignment end or at regular intervals for longer-term assignments, usually annually. Assessment encompasses skill competency, attendance, punctuality, work ethic, overall quality, eligibility for reassignment and other client-specific measurements In-Person Service Evaluations Conducted with department managers on a mutually established schedule, service evaluations review overall satisfaction with Volt’s service and the quality of our assigned employees Annual Reviews Conducted each time an employee is assigned to a single client for a year, annual reviews measure performance in-depth based on quality metrics mutually established with our client hiring manager Service Surveys Focused surveys are distributed to clients and employees to assess satisfaction and performance – results from the separate surveys are monitored by executive management to evaluate client account team and Volt servicing location performance overall Describe the systems you have in place to deal with performance problems or misconduct of temporary employees. A proactive approach to potential challenges allows Volt to anticipate likely issues well in advance of a written complaint. Volt’s policy is to respond immediately to customer concerns regarding one of our employees and provide solutions as quickly as possible. When a customer expresses dissatisfaction with a contingent employee, Volt will:  Counsel the employee  Retrain the employee, if necessary  Replace the employee, if requested Any performance issue and resulting action taken are noted in the employee’s file, and local management will follow up with the customer to make sure that the solution is satisfactory. If the City of Fort Collins feels that it would be in your best interest for a The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 29 contingent employee to be replaced, Volt will remove the employee immediately and begin the replacement process. When informed of a problem, the Volt account manager will initiate a service alert to rapidly escalate the issue, as necessary. For minor problems, local staff will work with the City of Fort Collins to rectify the situation. For more serious matters, Volt’s executive leadership will become involved in the resolution process, and all service alerts will be shared with account managers to verify that all issues are tracked and solutions are monitored. viii. Describe the information tracking you provide, and provide examples of reports you have provided to your customers. The account manager will service as the City of Fort Collins’ single point of contact that is responsible for the account and providing information to the City managers. A number of reports are provided to Volt clients via several methods, including hardcopy, email and fax, and through a proprietary in-house web-based application. Volt can provide reporting information in a password-protected environment, allowing authorized users to run reports from their desktops. Standard available reports include: Contingent Employee Reports  Active contingent employees  New starts  End-of-assignment notice  Turnover details  Turnover summary Technology Tool Reporting  Requisition reports  Active/assigned requisitions  Open/closed requisitions  Canceled/pending requisitions  Requisitions submitted by managers  Daily requisition status Status Reports  Percentage filled by Volt  Percentage filled by associate vendors  Candidate submittals The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 30  HR headcount report Further, our representatives use the comprehensive information collected and compiled through our technology’s end-to-end processes to generate consolidated management reports, including the incorporation of departmental and associate vendor information. Customer Management Reports Customer management reports cover billing and usage data and are available in over 600 different formats, with the programming capability to create additional formats as required. Customer management reports are delivered via email in either Microsoft Excel or Access formats. The extensive data available through customer management reports is valuable in monitoring contingent employee usage to ensure a controlled, cost-effective investment. Customer management reports offer access to:  Information sorted by your choice of fields that will allow quick comparison of actual billing to budget by department  Trends within areas to assist you in preparing budgets for upcoming periods or analyzing high-usage areas  Reports that provide monthly, quarterly or year-to-date schedules Customer management reports include all associate vendor data for consolidated reporting, and can sort by region, department, division, cost center, manager or any other designation you specify. Customer management reports can provide detailed information on overtime costs by department in order to evaluate usage and determine ways to reduce overtime. Reports are typically provided at quarterly business reviews but can be generated monthly if required. Please see Attachment 2.1.B.viii_Sample Reports for examples of customer management reports. ix. Describe the current extent of operations automation, and additional automation currently planned or in development, including the time frames to which you can commit. Each year, Volt continues to embrace and deploy emerging technologies that create value for our clients, enabling them to adapt with speed and agility to global market The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 31 forces. All technological advancements are driven by Volt’s award-winning Internal Technology Organization, which focuses on streamlining processes, managing costs and enhancing our ability to support our clients. Our technology roadmap for the next few years includes:  Integration with third-party suppliers to improve the effectiveness of our customer service. For example, more automated links with third-party suppliers of support systems for functions such as drug and background check and document image management.  Enhancement to VoltTrack Candidate and integration with leading job boards to provide industry data on available talent and prevailing wages in a specific location  Using technology tools to coordinate and network all work groups enterprise-wide Describe your electronic data interchange (EDI) and/or electronic funds transfer (EFT) capabilities. In particular, we are interested in knowing if you have the ability to receive payment by credit card (i.e., the City of Fort Collins Procurement Card, which is a Visa Card). Electronic Data Interchange All versions of Electronic Data Interchange (EDI) 810, from 2010 to 4010 are supported by Volt’s technology. The value-added network we use is Harbinger EDI Services. Volt works with each client to capture validity codes, such as cost centers and unit numbers, for data accuracy. Use of EDI dramatically reduces the occurrence of billing errors and expedites our clients’ internal reviews of each invoice. EFT Capability Volt maintains an EFT capability via industry standard EDI methods and procedures. Payment addenda information may be either sent with the payments themselves through the banking system or separately directly to Volt. Payment information may be transferred to Volt and/or the client’s bank at any time. P-Cards Our technology provides the same reporting and service benefits as those provided through utilizing this payment method. Additionally, P-Card usage increases Volt’s costs, administrative effort and the risk of processing errors due to entering billing information into an additional location. Generally, Volt discourages the use of P-Cards, especially for clients with larger volume. If the City of Fort Collins chooses to use a P- Card, any cost or usage fees charged by the card-issuing company may impact pricing The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 32 C. Assigned Personnel: The names of all key personnel with primary responsibility for this contract, along with their titles and their specific task assignment for this contract shall be provided in this section. Please include highlights of their qualifications. Resumes are optional and can be attached in an appendix if included. The primary person responsible for the City of Fort Collins account will be Michelle Bates. Michele Bates Business Development Manager Michelle Bates is the Business Development Manager and has been with Volt for 10 years. She cultivates long lasting business relationships by actively listening to and providing creative solutions to her clients' unique workforce challenges. With 10 years of experience, she has been able to offer creative and unique solutions for her customers. Sioban Moore Regional Manager Sioban joined Volt in 1995 and has become a valued member of the Denver team. Throughout her time at Volt, Sioban has held a number of different positions, including recruiter, branch manager, regional sales manager and her current role as regional manager. Sioban’s current responsibilities include supervising our regional delivery teams and directing a strategic recruiting and marketing plan designed to deliver results to our customers. During her time with Volt, Sioban helped implement numerous onsite programs for clients such as Apple, Protocol, Gambro, Benchmark and others. Sioban is a Six Sigma Yellow Belt and in training as a Six Sigma Champion. She maintains a Court Appointed Special Advocate (CASA) for the community and holds a Bachelor of Psychology from University of Colorado at Denver. Ray Brown Senior Technical Recruiter Ray Brown has been a Senior Technical Recruiter with Volt Technical for the past 13+ years in Northern Colorado. He is in charge of staffing for engineering, information technology, technical and professional positions. Ray has won numerous awards on a regional basis with Volt, including Recruiter of the Year five times. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 33 Farrah Zelt Employee Relations Coordinator Farrah Zelt is our Employee Relations Coordinator. With over 10 years of office management experience, she brings to us exceptional organizational, communication and leadership skills, among other highly beneficial qualities. In the two-plus years she has been with us she has implemented numerous practices to ensure the best relationships with our field employees and to keep all aspects of our office running smoothly and efficiently. Melissa Gallegos Recruiter Melissa Gallegos has been an administrative and light industrial recruiter for Volt for the past four years. She has filled everything from entry level to Senior Management positions. She takes pride in her customer service abilities and strives to find the best possible position for her candidates every time. D. Availability: Describe the availability of project personnel and firm resources to participate in this project in the context of the firm’s other commitments. The Volt account manager, Michelle Bates will be responsible for the availability of Volt personnel to work on the City of Fort Collins’ requisitions. The account manager will keep abreast of program progress through ongoing communication beginning at the implementation stage and throughout the life of the program. We will communicate progress milestones, successes and identify any areas where we need to increase or decrease program team support based on the City of Fort Collins’ actual volumes. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 34 As part of (or in addition to) your proposal discussion for the items described above, please review the items below and incorporate any additional discussion appropriate to presenting a complete proposal. 2.2. Service Agreement Required A sample Service Agreement is attached; awarded Service Provider(s) will be required to execute this agreement with the City. Please review it carefully prior to submitting your proposal and complete the form below to be submitted with your proposal. Vendor Statement: I have read and understand the specifications and requirements for this bid and I agree to comply with such specifications and requirements. I further agree that the method of award is acceptable to my company. I also agree to complete SERVICES AGREEMENT with the City of Fort Collins within 30 days of notice of award. If contract is not completed and signed within 30 days, City reserves the right to cancel and award to the next highest rated firm. NOTE: VENDOR STATEMENT IS TO BE SIGNED & RETURNED WITH YOUR PROPOSAL. VENDOR IS TO ALSO INCLUDE THE REQUIRED INSURANCE CERTIFICATE NAMING THE CITY OF FORT COLLINS AS AN ADDITIONAL INSURED. FIRM NAME: Volt Workforce Solutions ADDRESS: 2401 3003 East Harmony Road, Suite 210, Fort Collins, CO 80528 EMAIL ADDRESS: mbates@volt.com PHONE: 970.494.2000 BIDDER’S NAME: Michelle Bates SIGNATURE:_______ _____________________________________________ PRIMARY SERVICES ISSUES CONTACT: Michelle Bates TELEPHONE: 970.494.2000 FAX: 970.377.4242 EMAIL: mbates@volt.com CELL: 970.222.6410 EMERGENCY:___________________BACKUP:__________________ Please see Volt’s response on the following page regarding the City of Fort Collins’ service agreement. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 35 Volt has reviewed the terms and conditions included with the City of Fort Collins (“The City”) RFP and find most of them to be consistent with those in Volt’s existing agreements with our Customers. We understand that, at some stage of negotiations, there will be an opportunity to discuss and agree upon terms and conditions included in an agreement yet to be issued. By way of example, some of the indemnification, warranty and insurance provisions appear to extend Volt’s liability to matters which are outside of Volt’s control. It is our understanding that the City will be assigning and overseeing the daily work to be performed by Volt temporary employees, and that Volt will be directing its employees to perform their work in accordance with your instructions and/or specifications. Our proposed prices assume Volt’s indemnification will extend only to our providing qualified temporary employees, apply only to Volt’s negligent acts and omissions and would be subject to an applicable limitation of liability provision. It is our understanding that Volt temporary employees will not be requested or required to drive or handle cash/valuables/sensitive data without Volt’s prior written consent. Volt’s standard payment terms are weekly due upon receipt. Work performed under any agreement issued shall be subject to final inspections and acceptance by Client’s supervisory personnel. Volt’s temporary employees are not authorized to perform any “sign-off” of completed work products. Volt’s pricing is based on our expectation that the City will not allow Volt’s contract employees to be transitioned to another staffing firm, consulting service, or any other third party entity for re-assignment at the City during the term of our agreement or for a period of one hundred eighty (180) days following the conclusion of our employees assignment. In consideration of the foregoing, Volt agrees that in the event of the termination of our agreement and to avoid disruption in Services to the City, employees on assignment at the time of the notice of termination shall continue on their current assignment for so long as requested by the City. Volt reserves the right to pass through rate increases caused by or resulting from increased costs associated with mandatory/statutory benefits, such as Workers’ Compensation, Unemployment Insurance, health benefits, and federal, state and/or local taxes. At such time we have been awarded the business and in keeping with our demonstrated commitment to customer satisfaction, Volt will work with the City to reach a consensus quickly and efficiently. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 36 2.3. Purchase Order for Each Project Volt agrees that each assignment will require an authorized purchase order along with back-up information to include:  A description of the work to be performed  The number and categories of employees required  The location and time for initiation and performance of the work  The payment procedures and amounts  A description of the labor, materials, and support to be supplied by the City of Fort Collins  Identification of the supervisor / project manager for the department  Any other special circumstances relating to the performance of the work assignment 2.4. Contract Term, Renewal, & Pricing Volt agrees that the initial term of our agreement will be for one year with options for renewal additional of one-year terms not to exceed four years. 2.5. Ability to Provide Personnel As Required Volt agrees to provide personnel as required by the City of Fort Collins according to your specifications for the number of employees, categories, days, dates, hours, etc. 2.6. Prior Expenditure — No Guarantee of Utilization Volt understands that the City of Fort Collins makes no guarantees regarding the spend amount for temporary personnel services. 2.7. Permanent Employment, Completion of Employment & Liability The process for converting a contingent employee to a direct hire position begins when the City of Fort Collins communicates to Volt intentions to hire one of our employees. We work with the hiring manager to obtain the details regarding the direct hire position to determine if there are any additional requirements for the employee, such as work The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 37 expectations or screening requirements and the pay rate offering. We gather all pertinent information as it relates to transitioning over to the City of Fort Collins’ payroll. Once we have the information we need, we present it to our employee for acceptance. Generally, when an IT and/or technical worker completes 721 hours of work, they are eligible for conversion at no charge. We have provided our certificate of insurance in Attachment 2.7_Insurance Certificate. 2.8. Employee Listings & Reporting Volt will provide reports for the City of Fort Collins according to the specific requirements listed in this RFP and within the timeframes you request. 2.9. Employee Résumés, Testing & Personnel Information Volt agrees to provide resumes, employment applications, test results and other relevant information according to the City of Fort Collins requirements. 2.10. Employee Background Checking Volt agrees to provide background checks through our partnership with Acxiom and will bill the actual cost to the City of Fort Collins. 2.11. Partial Performance & Unsatisfactory Employees Volt agrees not to charge the City of Fort Collins for the first four hours of an employee’s assignment, should you feel that the employee is not suitable for the assignment. We will replace the employee as quickly as possible. 2.12. Employee & Contractor Evaluation Volt agrees to provide temporary workers’ based on predetermined passing criteria for each assignment and will only assign workers that have met those requirements. We will provide a customer satisfaction survey according to the City of Fort Collins The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 38 requirements and frequency. Volt provides quarterly business reviews as a forum to evaluate our performance and continuously improve. 2.13 Employee and Client Department Orientation Volt agrees to provide a customer specific orientation guide that will outline the policies and procedures the contingent worker should be aware of prior to beginning their assignment. 2.14 Insurance & Bonding Volt has provided our Certificate of Insurance in response to Question 2.7. 2.15 Employee Request Procedures Volt agrees to receive requests for temporary staff directly from the City of Fort Collins agencies and departments cover a variety of skills and duties. We also understand that if we are unable to meet the department’s specific needs in the timeframe required that the City of Fort Collins reserves the right to utilize other contractors. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 39 Section 3: Pricing Options In your proposal, please provide detailed information regarding the following three possible pricing options. The purpose of these options is to provide you with the best opportunity to present the capabilities and costs of your firm, while giving the City a variety of potential mechanisms for optimum cost- effectiveness. For each option, please incorporate any other relevant information or suggestions for alternatives. Temporary-employee pay rates should be appropriate to enable the contractor to attract qualified, capable, and reliable employees for the classification and type of need to be filled. The City reserves the right to request quotations for whichever option(s) appear to best meet the City’s need in any specific situation. As described above, temporary-personnel services will be requested only through a Purchase Order; each Purchase Order will specify the pricing option, specific scope of services, and fixed or estimated total price. 3.1. Fixed Hourly Rates by Category This option provides generally for traditional temporary employees at a fixed cost per hour, for whatever period of time the employee is required. At a minimum, please provide the following: i. Personnel categories you can supply ii. Skill levels, qualifications, and typical job duties for each category iii. Employee pay rate for each category iv. Contractor billing rate for each category Volt proposes a fixed mark-up rate, as seen in response to the next question. The City of Fort Collins, CO | RFP for Temporary Personnel Services – IT and Technical August 24, 2012 Proprietary and Confidential: Not to be duplicated, used or disclosed – in whole or in part – for any purpose other than to evaluate this information. 40 3.2. Fixed Mark-Up Percentage This option is generally an alternative to the first option, fixed hourly rates by category, and can either substitute for or supplement the first option. It provides generally for a fixed percentage of mark-up on the employee pay rate (or a set of percentages, varying with the level of the employee pay rate or the duration of the utilization). This option is sometimes used for personnel categories that are used less frequently or are more difficult to fill with qualified employees (therefore making fixed hourly rates by category more difficult to guarantee). At a minimum, please provide the following: i. Personnel categories for which this option may be appropriate ii. Skill levels, qualifications, and typical job duties for each such category iii. Estimated employee pay rate for each such category iv. Contractor mark-up percentage for each such category Volt proposes a fixed mark-up rate, as seen in Attachment 3.2_Fixed Mark-Up Percentage. 3.3. Fixed Fee Per Project This option provides generally for project-based or longer-term temporary employees, at a fixed fee per project. Typically, this would be based on a mutually-agreed-upon scope of employment services and number of hours required, with the City providing project specifications, documentation, and City-staff availability to ensure that the contractor thoroughly understands the project before providing a quotation for a Purchase Order. This option would typically be appropriate for higher-level technical or professional temporary employee requirements. At a minimum, please provide the following: i. Additional personnel categories you can supply ii. Skill levels, qualifications, and typical job duties for each category iii. Methodology you would use to calculate the employee pay rate iv. Methodology you would use to calculate your total fixed fee Please see Volt’s response to the previous question. 3.4. Other Pricing Options Please discuss or recommend other pricing options, if appropriate. Not applicable. Volt Workforce Solutions presentation to Volt Client 2012 Quarter 2 Time Business Runs on Talent ©2010 Volt Information Sciences, Inc. All rights reserved. Proprietary & Confidential. Total Hours Worked XX April May June 160.33 141.67 0 30.50 0 893.50 April = 1226 Hours Grounds Maintenance Tasting Room/ Server Inside Maintenance Warehouse Other Production Total Hours Worked XX April May June 41.50 166.83 168.00 962.17 124.50 May = 1463 Hours Warehouse/Bikes Tasting Room/ Server Inside Maintenance Production Grounds Maintenance Total Hours Worked XX April May June 205.50 368.25 94.58 1095.25 176.00 15.00 31.33 32.50 0 June = 2018.41 Hours Grounds Maintenance Tasting Room/ Server Warehouse/Bikes Production Inside Maintenance Recycling Center Marketing Summer Intern Total Hours Worked Quarter XX 490.33 676.75 15.00 166.58 31.33 2950.92 32.50 344.00 0.00 Q2 2012 = 4707.41 Hours Grounds Maintenance Tasting Room/ Server Recycling Center Warehouse/Bikes Marketing Production Summer Intern Inside Maintenance HR/Data Entry Partner with us… Compete with anybody. Named Insured: Volt Management Corp. National Union Fire Insurance Company of 19445-002 New Hampshire Insurance Company 23841-001 National Union Fire Insurance Co. of Pitt 19445-001 Illinois National Insurance Co. 23817-002 877-945-7378 888-467-2378 certificates@willis.com Willis of New York, Inc. c/o 26 Century Blvd. P. O. Box 305191 Nashville, TN 37230 2401 N. Glassell St. Orange, CA 92865 X X X 1,000,000 250,000 10,000 1,000,000 2,000,000 A GL4406353 3/31/2012 3/31/2013 X 1,000,000 1,000,000 1,000,000 N B WC033464491 3/31/2012 3/31/2013 C WC033464492 3/31/2012 3/31/2013 D WC033464493 3/31/2012 3/31/2013 A WC033464494 3/31/2012 3/31/2013 B WC WC033464495 3/31/2012 3/31/2013 See above WC section Re: Proof of insurance to accompany a bid. Volt Management Corp. Page 1 of 1 08/07/2012 18330355 Fort Collins, CO 80521 300 LaPorte Ave. Attn: James B. O’Neill II City of Fort Collins, CO Coll:3819934 Tpl:1447956 Cert:18330355 DATE (MM/DD/YYYY) PRODUCER INSURED INSR ADD’L SUBR POLICY EFF POLICY EXP LTR TYPE OF INSURANCE INSRD WVD POLICY NUMBER (MM/DD/YYYY) (MM/DD/YYYY) LIMITS GENERAL LIABILITY AUTOMOBILE LIABILITY UMBRELLA LIAB EXCESS LIAB WORKERS COMPENSATION AND EMPLOYERS’ LIABILITY Y / N N / A (Mandatory in NH) DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (Attach Acord 101, Additonal Remarks Schedule, if more space is required) AUTHORIZED REPRESENTATIVE CONTACT NAME: PHONE FAX (A/C, NO, EXT): (A/C, NO): E−MAIL On Site Job Title Job Description Job Category Pay Rate Rate Min Pay Rate Max Bill Rate Min Bill Rate Max Mark Up % Accountant I Identify and research discrepancies to determine the appropriate course of action to resolve/match problematic payment with invoice(s). Work closely with customers during the investigation process due to application complexity across different businesses/product lines. Process pay by order analysis and audit payments vs. closed orders to assure proper cash application, to estimate % of received payments compared to required by a contract with customer, as well as to justify the reserve levels for the uncollectable receivables. Work closely with customers and Account Manager/RVP during the reconciliation to obtain clarifications and to rationalize the adjustments. Efficient and effective communications with business units and management teams, billing and collections departments as well as with the offshore team responsible for cash applications. Finance/Accounting $24.00 $27.00 $33.12 $37.26 36.00% Accountant II 3 years minimum experience required. Performs complex administrative duties, including but not limited to; collecting, analyzing and preparing data, developing new work methods, researching data for special projects, completing complex reports on a periodic basis or for special projects maintaining department records, frequently communicates with all levels of management both inside and outside the company. Some college preferred, knowledge of intermediate and advanced software functions, such as MS Word, MS Excel; minimum typing speed of 60 WPM. Knowledge of office machines; experience with e‐mail systems; excellent interpersonal skills and communications skills, ability to handle routine situations with minimal direction regarding tasks to be performed; ability to work under deadline pressure, ability to work independently; excellent spelling, punctuation, proofreading, and grammatical skills. Finance/Accounting $28.00 $35.00 $38.64 $48.30 36.00% Admin Project Responsibilities of a project administrator include assisting in administrative functions of project‐related assignments including overall planning, tracking and documentation of one or several projects from the project proposal phase to the project closeout. Projects are typically outlined with specific guidelines to be followed. Professional $18.00 $20.50 $24.84 $28.29 36.00% Admin Systems I *Intermediate Level Job Description Summary: Member of the Interactive team with shared responsibility for the day to day operation and monitoring of platforms within the Interactive infrastructure. Essential duties and responsibilities: • Perform day‐to‐day operational support of servers in an UNIX/Windows environment. • Perform system, network and capacity monitoring of production and lab systems. • Open, work and escalate trouble tickets using Remedy. • Participate in and contribute to the development and implementation of support tools and resources to enhance support capabilities of the environment. • Develop, implement and maintain systems documentation and operational procedures. • Assist NOC personnel in improving their skill sets and resolve operational issues. • Provide 24x7 on call support on a rotating basis; some after‐hours scheduled maintenance events Professional $25.00 $33.00 $34.50 $45.54 36.00% Admin Systems II *Intermediate Level Job Description Summary: Member of the Interactive team with shared responsibility for the day to day operation and monitoring of platforms within the Interactive infrastructure. Essential duties and responsibilities: • Perform day‐to‐day operational support of servers in an UNIX/Windows environment. • Perform system, network and capacity monitoring of production and lab systems. • Open, work and escalate trouble tickets using Remedy. • Participate in and contribute to the development and implementation of support tools and resources to enhance support capabilities of the environment. • Develop, implement and maintain systems documentation and operational procedures. • Assist NOC personnel in improving their skill sets and resolve operational issues. • Provide 24x7 on call support on a rotating basis; some after‐hours scheduled maintenance events Professional $39.00 $39.00 $53.82 $53.82 36.00% Analyst Application Systems Under direction, the Applications Systems Analyst is responsible for planning, designing, and implementing major information systems; functions as a coordinating systems analyst; and performs related work as required. This is a competitive classification. Professional $41.00 $42.00 $56.58 $57.96 36.00% Analyst Business I Evaluate the impact; return and cost presented by work process improvement opportunities, participate in business user acceptance test planning, demand analysis, and business risk assessment. Will attend meetings and assist with projects to help define and determine how to test the new products for these projects. Help to train team, look at metrics, write test cases, etc. Will likely jump into some projects that have already begun so they’ll need to be a quick learner. Job Responsibilities: • Responsible for coordinating User Acceptance and Regression Testing Plans • Create Test Plan and get sign off from stake holders consisting of the following; schedule, resources, traceability matrix, security Testing, risk management, entry/exit criteria for User Acceptance Testing, etc • In‐depth understanding of the project design, which results in more concise/accurate test cases as well as addressing missed requirements and/or potential design shortcomings • Drive and/or organize test case reviews with peers, other disciplines and incorporate the feedback into test cases for the project/s • Consult with other team members on test automation efforts • Contribute to project test planning, risk tracking and mitigation, and effective communication • Timely and accurate entry of status, defect information and metrics to facilitate accurate/timely reporting • Communicate test processes as described in test plan to project team • Help quantify risk and quality metrics Professional $40.00 $50.00 $55.20 $69.00 36.00% Analyst Business I ‐ Functional Assist in defining requirements, tracking issues, documenting busniess decisions. Evaluate the impact, return and cost presented by work process improvement opportunities, participate in business planning, demand analysis, and business risk assessment. Professional $33.00 $37.00 $45.54 $51.06 36.00% Analyst Business I‐ Reporting 1. Perform complex analysis of business and user needs. 2. Assist management with the planning and design of business processes and systems.3. Make recommendations and changes in order to improve and support business activities.4. Utilize systems and data to resolve complex business issues. 5. Interact with different client groups to provide analytical support.6. Perform testing and document changes. Write user documentation as needed.7. Provide mentoring and coaching to other business analysts. Professional $25.00 $30.00 $34.50 $41.40 36.00% Analyst Business II Candidate will be involved in projects that includes multiple systems in the BMW’s landscape, as well as our external partners’ systems. Exceptional communication, coordination, and documentation skills are essential in this position. Strong interpersonal skills and leadership skills are required. This is a Mid to Sr level position and requires 5+ years exp Excellent communication and documentation skills are a must. Proficiency to take ownership of numerous tasks associated with multiple projects and perform some project management activities. Strong understanding of System Development Life‐Cycle and Project Methodologies Familiarity with Java / J2EE, Oracle, SQL technologies is desirable Professional $37.50 $42.00 $51.75 $57.96 36.00% Analyst CRM Technology I systems analyst of CRM and marketing systems to provide technical expertise related to various CRM/Marketing Systems applications. This role will work closely with the Architects, development managers and support managers on all technology issues and development projects. This role will be the owner of a number of applications in the CRM area for all support and enhancements. This role will be the technical subject matter expert for assigned CRM applications Professional $24.75 $28.00 $34.16 $38.64 36.00% Analyst Financial I Analyze financial position of US Airways by maintaining & enhancing current forecasting models. Responsibilities include oversight of the following: Financial Forecasting, Airline Profitability Analysis, Fleet & Labor Analysis and Strategic Planning. Additional duties include monthly financial review of business lines preparing in‐depth cause & effect analyses on a variety of complex financial issues, competitive industry analyses, analytical modeling and internal consulting Principal Duties and Responsibilities: ‐Establish corporate and Division financial goals and work with divisions to build budgets and forecasts meeting these targets ‐Analyze actuals, forecasts, and budgets and prepare analyses for upper management of Division and corporate performance against benchmarks ‐Analyze capital spending projects and make recommendations for approval, rejection, or rework ‐Manage one or more corporate wide projects such as cash flow modeling, long‐term strategic plan models, or cost cutting initiatives ‐Write Board of Directors packages justifying large capital projects, explaining financial performance, or the financial forecast ‐Meet weekly with upper management to explain capital or headcount needs and help divisions obtain resources ‐Work extensively as consultants for other groups in the company Finance/Accounting $28.00 $32.50 $38.64 $44.85 36.00% Analyst Financial II Analyze financial position of US Airways by maintaining & enhancing current forecasting models. Responsibilities include oversight of the following: Financial Forecasting, Airline Profitability Analysis, Fleet & Labor Analysis and Strategic Planning. Additional duties include monthly financial review of business lines preparing in‐depth cause & effect analyses on a variety of complex financial issues, competitive industry analyses, analytical modeling and internal consulting Principal Duties and Responsibilities: ‐Establish corporate and Division financial goals and work with divisions to build budgets and forecasts meeting these targets ‐Analyze actuals, forecasts, and budgets and prepare analyses for upper management of Division and corporate performance against benchmarks ‐Analyze capital spending projects and make recommendations for approval, rejection, or rework ‐Manage one or more corporate wide projects such as cash flow modeling, long‐term strategic plan models, or cost cutting initiatives ‐Write Board of Directors packages justifying large capital projects, explaining financial performance, or the financial forecast ‐Meet weekly with upper management to explain capital or headcount needs and help divisions obtain resources ‐Work extensively as consultants for other groups in the company Finance/Accounting $33.00 $37.00 $45.54 $51.06 36.00% Analyst Marketing I Roles and Responsibilities The Marketing Analyst will collect and report on daily residential customer additions, deletions, and migrations within the ERCOT and PJM markets in which Gexa provides service. The successful analyst will identify trends and patterns that may indicate potential marketing opportunities that suggest customer acquisition and retention programs, leading to positive business impact for Gexa Allocation • 50% time: Campaign analytics test design, test development, and implementation via campaign management software and applications. Campaigns will include: Direct Mail, email, SEO, digital display, social, mobile, telemarketing, 3rd party, and other channels. • 20% time: customer operations reporting: (Connect, Disconnect, and Migration updates and on a daily basis. • 20% time: Marketing Strategy Assistance (Working with Manager of Campaign Planning and Analysis to develop and revise marketing and sales campaign strategies) • 10% time: Ad hoc projects File Attached Marketing_Analyst_Job_Description.doc Comments Roles and Responsibilities The Marketing Analyst will collect and report on daily residential customer additions, deletions, and migrations within the ERCOT and PJM markets in which Gexa provides service. The successful analyst will identify trends and patterns that may indicate potential marketing opportunities that suggest customer acquisition and retention programs leading to positive business Professional $28.00 $32.50 $38.64 $44.85 36.00% Analyst Marketing Research The Market Research Analyst is principally responsible for interpreting data, formulating reports and making recommendations based upon the research findings. To accomplish this task, the Market Research Analyst works with the client (either internal or external) to understand, define and document the overarching business object. The Market Research Analyst applies qualitative and quantitative techniques to interpret the data and produce substantiated recommendations. Market Research Analysts frequently present the findings and recommendations to the client. Professional $25.00 $25.00 $34.50 $34.50 36.00% Analyst Ops I Serves as Operations Business Analyst for the Operations Organization, including Sales, Credit & Collections, Call Center, Service Centers, Field Service, and Operations Support. Manages the financial planning process, reviews and evaluates monthly performance and identifies key drivers to financial and operational variances. Assists in the evaluation of resource allocation related specifically to the Sales and Credit & Collections Operations. Works in partnership with Service Assurance group to identify process improvement opportunities and implement process improvement. Represents the strategic and financial interests of Operations and ensures compliance with established budget and procedures, and effectively communicates operational issues to the Operations leadership. Finance/Accounting $22.00 $26.00 $30.36 $35.88 36.00% Analyst Procurement Providing support for asset management operations and experience should be in areas of data analysis with a background in manipulating data between multiple systems such as an asset repository, MS Excel, MS Access and such. Incident Management and managing of incident tickets driven by several SLA’s (Service Level Agreements) for provisioning of many types of assets, including; wireless assets, RSA tokens, PC’s such as laptops, desktops, their peripherals and printers. Improve the team I have by insuring redundancy and continuity across all phases of asset management operations, provisioning and accountability. Someone who understands those disciplines as we will be interfacing with personnel who do have those skills. Good customer interaction skills are a must and ability to apply common sense to a fast paced business environment. Database familiarity and an understanding of business practices would be helpful. Professional $24.00 $27.00 $33.12 $37.26 36.00% Analyst Project Product Development experience A positive attitude and outlook The ability to interact with strong personalities in a professional manner The ability to adapt a fast‐paced development environment A strong ‘task master’ mentality Basic administration skills and experience on SharePoint 2007 Strong problem solving skills IT Project Analysts focus on projects that involve software development as well as hardware/infrastructure projects. The IT Project Analyst is in volved in one or more projects on an ongoing and regular basis. Individually, or as part of a team, responsible for project planning and statusing, risk management, and issue resolution. Duties may include: Coordination with other projects and work groups. Overseeing various system projects of a complex technical nature. Working closely with the end users, business technologies, and others to understand and prioritize business goals and information needs related to the project. Facilitating business and technical design sessions, data conversion planning and case model design. Professional $35.00 $38.00 $48.30 $52.44 36.00% Associate Marketing Responsible for new products’ development, marketing communications, pricing and distributors’ support for the Laboratory business of Saint Gobain Performance Plastics’ Healthcare Division. Responsibilities: ‐ Support product development projects ‐ Work with outside Marketing Graphic Designer Agencies to develop new marketing literature, WEB site, promotions, Application Grams and press releases ‐ Process distributor application and actively maintain relationship with distributors via phone calls and emails. ‐ Perform market research by analyze competitors’ campaigns, promotions, new products and pricing trend. ‐ Coordinate trade show and marketing events, including shipping and handling of exhibit and display materials for both domestic and international shows, and representing Saint Gobain Performance Plastics at trade shows. ‐ Participate in marketing meetings to ensure programs and initiatives are coordinated, supported, and executed in a timely manner and within budget ‐ Travel occasionally for customers, distributors and suppliers’ visits Professional $20.00 $25.00 $27.60 $34.50 36.00% Asst Admin I Provides direct support to Business Operations management staff and perform general office work. Learn and apply new technologies, analyze data and produce documents under minimum supervision. Possess a high level of accuracy and attention to detail in completing work as assigned. Use working knowledge of company and/or department policies, practices, and work related procedures to complete work as assigned. Exercise direction and maintain complete confidentiality when dealing with employee records or other highly sensitive or confidential documents. Clerical / Administrative $14.00 $17.00 $19.32 $23.46 36.00% Asst Admin II 3 years minimum experience required. Performs complex administrative duties, including but not limited to; collecting, analyzing and preparing data, developing new work methods, researching data for special projects, completing complex reports on a periodic basis or for special projects maintaining department records, frequently communicates with all levels of management both inside and outside the company. Some college preferred, knowledge of intermediate and advanced software functions, such as MS Word, MS Excel; minimum typing speed of 60 WPM. Knowledge of office machines; experience with e‐mail systems; excellent interpersonal skills and communications skills, ability to handle routine situations with minimal direction regarding tasks to be performed; ability to work under deadline pressure, ability to work independently; excellent spelling, punctuation, proofreading, and grammatical skills. Clerical / Administrative $19.00 $22.00 $26.22 $30.36 36.00% Asst Admin III General Job Responsibilities: This position will provide administrative and office management support to senior management staff in Beaverton, Oregon . The responsibilities include: facilities management, scheduling meetings and conference calls, processing mail, filing of contracts and other legal documents, typing and modification of documents as requested, coordination and planning of departmental activities, processing of expense reports and re‐imbursements, opening trouble tickets for staff as required and coordinating repair work with IT, making travel arrangements, faxing, ordering supplies, light research as requested and other general administrative functions for supported staff. Clerical / Administrative $24.00 $25.00 $33.12 $34.50 36.00% Asst HR Human resources assistants (HR assistants) keep an organization's personnel records up‐to‐date. They keep track of employees' address changes, changes in job titles, benefits, and salaries. Tasks may vary depending on the size of the organization. At a larger company, for example, an HR assistant may perform additional clerical duties or screen job candidates Clerical / Administrative $14.00 $17.00 $19.32 $23.46 36.00% Asst Tax Tax assistant helps a corporation accurately compute its fiscal liabilities. For example, a tax aide may partner with an accountant and a treasury manager to calculate tax amounts due at the end of the month or quarter. He then ensures that the Internal Revenue Service (IRS) and both state and local fiscal agencies receive payment checks on time. A tax aide also ensures that a corporation's tax accounting reports are accurate and conform to IRS guidelines and industry practices. Finance/Accounting $15.00 $20.00 $20.70 $27.60 36.00% Clerk AP Duties include journal entry preparation, account analysis, recording financial related data into appropriate systems or subsystems and other tasks requiring a basic knowledge of generally accepted accounting principles. CRITICAL RESULTS: Effective financial controls are in place to ensure that the company’s assets are safeguarded and that the company’s financial operations are reported in compliance to GAAP; An environment exists within General Accounting that encourages continual growth in process improvement, efficiency, and cost effectiveness; Accounting systems that deliver accurate, timely and relevant information to meet the needs of the business are in place; Work groups are functioning as high performance teams with an emphasis on continual development; The General Accounting group understands the mission statement of LS&Co. and has established business goals and objectives to support that statement. KEY RESPONSIBILITIES: Records financial transactions requiring knowledge of accounting policies and practices. (25%); Prepare journal entries as required using both internal and external data sources. (25%); Prepare and analyze various financial reports, both internal and external, requiring the selection and interpretation of data. (20%); Provide support within the team as needed to meet work deadlines. (10%); Maintain adequate documentation to support and Clerical / Administrative $13.50 $15.00 $18.63 $20.70 36.00% Consultant The job description of consultant covers a wide variety of business and service sectors such as recruitment, finance, advertising, PR, management, sales, human resources, IT, medicine and much more. In general terms, consultancy is simply dealing with clients or customers who need advice or assistance, however specialised. Working in partnership with clients to identify and provide for their needs is the key function here. Professional $40.00 $50.00 $55.20 $69.00 36.00% Contract Administrator The candidate will under moderate supervision, is responsible for the daily contract administration and customer support of designated accounts. Administers day‐to‐day customer order and status, including all data entry. Daily serves as a primary point of contact with external customers. Enters customer orders into ERP system in a timely and accurate manner. Assures all pertinent information is added to sales orders including FAI requirements, material certifications, customer forms, non‐conformance information, freight method and accounts numbers and all other requirements stated on purchase order by customer. Maintains various hard copy and electronic files pertaining to customer orders and activity. Fields customer inquiries via telephone and email. Processes requests for product information and/or status via telephone and email. Insures accuracy of customer backlog. Follows established departmental and company policies, procedures and objectives. Attends meetings as required to support objectives of department and company. Reviews customer purchase orders to assure compliance to terms of contracts or agreements. Processes customer returns and work with Engineering, QA, Production Control and customer as necessary to resolve discrepancies. Performs miscellaneous job‐related duties as assigned. Will have interaction with external customers. Primary interaction takes place via telephone or email Clerical / Administrative $25.00 $27.00 $34.50 $37.26 36.00% Coord Facilities Sorts return‐to‐sender mail. Facilitates address corrections for all return‐to‐sender mail. Assist Facilities Coordinator with shipment deliveries daily. Support distribution as necessary. Assist Facilities Coordinator with warehouse organization. Back up for setting up meeting rooms. Back up for maintaining paper supplies in copy rooms and printer bars. May prepare shipments and maintain inventory for facilities and other departments. Back up support of facilities functions as needed to include furniture moves. Per Mgr‐ Willingness and ability to: Responsible for investigating and evaluating plumbing, electrical and HVAC issues. Performs light maintenance service, repairs and painting. Performs appraisals of the condition and cleanliness of grounds and facilities. Alerts building management of issues that fall under their responsibility with a cc to the Facilities Supervisor. Monitors progress of contractors to ensure tasks assigned are completed. And Assist Facilities Supervisor with space planning. Facilitates small to large moves, for department, people, furniture, office content and equipment to include phones, computers printers, faxes and copiers. Clerical / Administrative $13.50 $15.00 $18.63 $20.70 36.00% Coord HR Work on Staffing Compliance, coordination of hiring activities, coordination of new hire orientations, filing HR paperwork. Preferred experience with Kronos, Sharepoint, training records management, MS Office Clerical / Administrative $13.50 $15.00 $18.63 $20.70 36.00% Coord Warehouse Controls warehouse inventory by coordinating movement of product from production to warehouse to shipping. Light Industrial $10.00 $13.00 $13.80 $17.94 36.00% Coordinator Sales Provide exceptional customer service as the a primary contact between internal and external customers. To serve in the customer’s and company’s best interest by managing customer relationships effectively and understanding their business. This position works with primary direction from the customer and outside sales; requires support from all company functions to ensure complete customer satisfaction. Facilitate timely quoting, contract review, order entry and confirmation. Incumbent interfaces not only with the customer but also with outside sales, quality, manufacturing, accounting and shipping. This position requires the incumbent to exercise judgment, make critical decisions when necessary and escalate when appropriate. Ensure proper flow of required information throughout the process and manage proactive communication regarding changes. Individual will demonstrate sense of urgency and will aggressively pursue deadlines. Contributes to sales growth through diligent quote followup/feedback and proactively sourcing (including cold calling) sales opportunities from internal and external resources. • INTERFACING WITH CUSTOMERS • MANAGES THE ADMINISTRATION OF ASSIGNED AND UNASSIGNED CUSTOMER ACCOUNTS • RECEIVE AND PROCESS ALL QUOTATIONS • CONFIRMATION AND ACKNOWLEDGEMENT OF CUSTOMER PURCHASE ORDERS • CUSTOMER CREDITS AND/OR RETURNS Clerical / Administrative $14.01 $14.01 $19.33 $19.33 36.00% Customer Service Assistant This position is responsible for computer order processing and to provide support for the Sales Department. This position requires a thorough knowledge of sales order procedures and transportation functions. External contact with customers and brokers; the Customer Service Assistant will be required to properly provide information for order processing and follow up to meet customer’s requirements for shipment. • Receive and prepare documentation for processing customer orders. • Process all relative computer documents: o Sales Order Confirmation o Product Certificate of Analysis o Warehouse Pick List • Communicate directly to customers and brokers on shipments, confirmations, delays or quantity adjustments. • Confirm completed copies of shipment and invoice documentation to customers: o Invoice o Bill of Lading o Certificate of Analysis o Additional Documents based on customer specifics • Maintain all files that include customer documentation for Sales, Finance and Distribution Departments. • Relay incoming company inquiries to appropriate departments. • Provide updates on product specifications, Material Safety Data Sheets and product information to existing accounts. • Back up phone coverage for Executive staff. • Orders office supplies for Sales Department and Break Room. • At the direction of the manager, performs all tasks which the position holder is given responsibility which may Clerical / Administrative $13.00 $13.00 $17.94 $17.94 36.00% Dept Coordinator Organization & implementation of all clerical and administrative functions and requirements of the department. Responsibilities include, but not limited to: filing, publication of bulletins, word processing, updating reports and other departmental duties as necessary. Attention to detail is very important for this position. Assumes the coordinator duties in his/her absence. Clerical / Administrative $15.85 $17.97 $21.87 $24.80 36.00% Financial Reporting General understanding of finance or accounting theories, principles, and concepts. Produces reports and analysis to support senior management decision making. Enhances existing reports and develops new reports to meet business needs. Responsible for financial analysis and provides relevant data for budgeting decisions. Must be strong in Excel and basic PC skills. Experience in financial services industry is a plus. Finance/Accounting $60.00 $65.00 $82.80 $89.70 36.00% Dir Program Mgmt Provide and implement FTS PMO strategies and vision while working in conjunction with business partners to understand their short and long term vision. • Link together business partners and FTT to ensure corporate strategies are met through technology initiatives. • Participate in business unit technical strategic planning sessions. • Facilitate in project steering/sponsor discussions. • Develop and assist in guiding strategies to support ongoing changes within technology and with business partners. • Execute and manage resources to ensure projects are completed on time. • Identify and implement efficiencies in project lifecycle and business process. Represent FTS PMO in cross‐functional forums. Direct and Execute Front Office Initiatives: • Engage with the business in prioritizing technology solutions that address business needs, negotiating tradeoffs and allocating team resources. Partner with PMOC and other project offices within FTI to exchange and leverage existing project lifecycle best practices, and implement, where appropriate. • Partner with FTT to ensure: o Cross functional project teams are created and work together effectively. Project teams identify and commit to achieving a set of common, measurable objectives that determine ultimate project success. o The project plan incorporates and the project team supports not only the design and development of technology, but also the concept requirements business readiness Professional $50.00 $60.00 $69.00 $82.80 36.00% Dir Public & Media Relations The PR Director Consults with marketing, sales, product development, legal, and human resources in order to project the corporate message to both external and internal mediums. This person will also interface with a public relations agency and act as the corporate spokesperson to the media, analysts and the general public at large. The person must be able to execute and use their best strategy solutions in this capacity Professional $55.29 $55.29 $76.30 $76.30 36.00% Dir Real Estate A real estate director's duties include analyzing the real estate market, information and models, compiling reports and researching real estate markets. Professional $60.00 $65.00 $82.80 $89.70 36.00% Facilities Manager Performs maintenance and repair of mechanical, electrical, and life safety equipment in accordance with operating manuals and manufacturers' specifications; completes work in compliance with all regulatory standards; plans and installs new or replacement equipment as necessary; makes recommendations on further maintenance or repair work needed; works in coordination with maintenance manager and project manager to ensure timely completion of work with little disruption. Performs projects in conformance with the Asbestos Operations and Maintenance Plan. Maintains the Computerized Maintenance Management Sytem (CMMS) for preventive maintenance; updates tasks and frequencies on a quarterly basis in conjunction with maintenance manager and/or department director's input. Oversees operation of Energy Management System to ensure efficient operations and provides periodic reports. Proficient in the use of Company web‐based database to reference all Corporate Support Center (CSC) & Innovative Center (IC) buildig plans and operating manuals; assists with annual building condition assessments. Assists with overseeing the maintenance of the landscape and exterior image for CSC and IC grounds and buildings. Maintains system furniture and assists with tenant improvement projects including: replacement of systems furniture components; makes adjustments to systems furniture configurations Sets Professional $40.00 $45.00 $55.20 $62.10 36.00% File Clerk Position entails filing paper into boxes, catagorizing the paper/boxes, and moving them to appropriate areas Clerical / Administrative $12.00 $12.85 $16.56 $17.73 36.00% General Laborer This will typically require familiarity with a warehouse or distribution environment, ability to operate a pallet jack and ability to lift up to 50 pounds, and good reading, writing, and communication skills. Light Industrial $10.00 $14.00 $13.80 $19.32 36.00% Generalist HR The Human Resources Generalist manages the day‐to‐ day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment. Finance/Accounting $32.27 $37.00 $44.53 $51.06 36.00% Greeter / Cashier In a retail environment, ensures customer satisfaction and loyalty by handling a variety of customer requests, inquiries and complaints regarding orders, billing and service in a professional manner. Responsible for acquiring new customers and selling, upgrading and retaining existing customers in order to attain established retail sales goals. 1‐Communicates with customers in‐person or via telephone regarding orders, bills and services. 2‐Balances and secures cash drawers, maintains petty cash account, processes payments from drop box, prepares deposits and completes and maintains accurate recordkeeping. 3‐ Responsible for the processing of scheduled and self‐ installation, service upgrade/downgrade, and/or disconnect work orders. 4‐Researches customers' account inquiries and implements appropriate and timely follow through. 5‐Completes daily inventory log on converter activity for inventory control purposes. 6‐ Processes and records customer payments accurately. 7‐Issues and exchanges equipment to/with customers. 8‐Resolves complex collection issues, avoiding termination or disconnection of service whenever possible, by proposing more appropriate packages and/or payment arrangements. 9‐May sell/upgrade/retain customers during initial contact in an effort to attain established retail and payment center sales goals. 10‐Conducts regular training classes for retail and payment center employees Sales/ Marketing $10.00 $10.00 $13.80 $13.80 36.00% Indirect Sales Specialist Creates and implements sales forecasts and objectives. • Sets budgets and customer sales expectations. • Follows inter‐accountability management and internal controls processes and procedures. • Develops, pursues and manages new business opportunities (NBO’s). • Supports policies and procedures to promote continuous improvements to the quality of the product. • Works and communicates closely with customer service, planning and R&D teams. • This position will report to the Senior Sales Manager. Responsibilities: • Sets the defined sales direction for growth in order to maximize market potential. • Negotiates contracts and manages existing opportunities. • Meets with and supports key/high volume customers. • Participates at regional meetings and assists on developing plans to achieve regional sales growth, marketing objectives. • Provides market related and technical feedback as gained from customer relationships in helping to define the Company's direction. • Strives to meet/exceed monthly and annual budgets and sales expectations as set y top organizational level • Works directly with R&D and Sr. Sales Manager to promote new business opportunities, both with existing and new sought after customer prospects. Sales/ Marketing $24.00 $30.00 $33.12 $41.40 36.00% Intern Varies Professional $20.00 $25.00 $27.60 $34.50 36.00% Internal Auditor Under direction of Internal Audit Manager, the auditor is responsible for the timely execution of risk‐based internal audits in accordance with the annual audit plan, as well as assisting with other audit matters and projects Finance/Accounting $30.00 $37.00 $41.40 $51.06 36.00% Mgr Accounting Monthend close P&L Analysis Journal entry review There will be overtime during month end close. The Accounting Manager of this business unit is responsible for managing the General Accounting team and processes. The role is critical to the processing of this business unit's monthly financial statements, with the majority of transactions originating from them. The role has a strong focus on driving process and system improvements, as well as process documentation. The position reports directly to the business unit's Controller and assists in managing the Finance and Accounting Department Professional $28.00 $38.00 $38.64 $52.44 36.00% Mgr Billing Operations This position is responsible for leading and planning the billing operations for a department. The individual is responsible for designing, implementing and enforcing policies and procedures, as well as streamlining effective billing processes across multiple markets. This position is highly visible and requires a strong leader with the ability to prioritize, plan, and direct the department. Professional $24.00 $33.00 $33.12 $45.54 36.00% Mgr Budgets & Forecast The budget manager is responsible for working with all department managers related to financial issues. They are to provide feedback in relation to the departments' expenses, production, revenue contributions and any potential variances in the budgeted costs. Most department managers and line managers are not well‐ versed in accounting issues. This makes it necessary for the budget manager to frame the financial reports and information in a non‐accountant format. They act as a liaison between accounting and the production management team. Professional $33.00 $43.00 $45.54 $59.34 36.00% Mgr Construction Review drawings for accuracy, monitor and report progress compared to baselines, project team building, client management, and project closeout. Depending on qualifications, the Contractor may also be requested to perform in‐field inspections, safety reviews, and sub‐contractor oversight. Professional $45.00 $50.00 $62.10 $69.00 36.00% Mgr Marketing The contractor will work in a fast‐paced marketing department to support marketing project management and communications needs for a variety of projects such as strategic initiatives, collateral updates, event communications, email campaigns and more. The individual will serve in both a lead and participant role on multiple project simultaneously working with copywriters, designers, business stakeholders, and Compliance. The candidate will take on initiatives as assigned to help across the team and proactively look for ways to support ongoing and new initiatives. On a day‐to‐day basis, the contractor will develop creative briefs for assigned projects and see projects from vision to implementation through the copy and creative process. In this process, the individual will review projects and recommend improvements based on industry knowledge, stakeholder feedback, and competitive intelligence. Professional $35.00 $40.00 $48.30 $55.20 36.00% Mgr Natl Accounts National Account Managers sustain and develop existing client accounts. They work to ensure that the processes and regulations used in their businesses are continually updated and adhered to. They prepare action plans and stick to the codes of ethics in their business Professional $45.00 $50.00 $62.10 $69.00 36.00% Mgr Ntwk Eng & Applications The Manager of Applications Engineering provides management direction, coordination and oversight for a staff of scientific application engineers, scientists, and software developers within the Maui Supercomputing Center (MSC) Operations Directorate. The preferred candidates will have significant experience supporting scientific and engineering research projects and will also have experience deploying SAICs Common Approach to Software Engineering. This position requires both management and technical expertise and will include management of 12‐15 staff and subcontractor personnel including Ph.D. level subject matter experts. The incumbent will manage a staff supporting a diverse set of scientific and engineering task orders, provide technical program direction, and participate in strategic planning for the center. Additional duties include the development and establishment of departmental standards and procedures, independent development of project plans, management of departmental budgets, and staff and resource assessments. Works closely with other members of the senior staff to provide a comprehensive support program for a wide range of DoD research programs. Professional $55.00 $60.00 $75.90 $82.80 36.00% Mgr Procurement I Responsible for the overall daily Planning/Scheduling, Purchasing, Inventory Control, and Inside Sales functions. Will manage the ongoing day to day issues of these departments. Under general direction of the VP of Manufacturing will provide leadership, judgment and decision authority in meeting customer requirements in terms of product quality and delivery, coordinate and direct production related human, material and equipment to optimize throughput, and work with production support groups to assure smooth integration of all organizational resources. • Provide guidance and support to Inside Sales team and ensure exceptional customer service for Barrday customers • Responsible for overall, scheduling of material flow in the production process and controls of inventory of raw, in‐production and finished goods and/or materials. • Responsible for all aspects of material planning, sourcing, supplier negotiations including contract performance and relationship management • Work closely with Quality to assure implementation of process documents to meet ISO requirements • Monitor production output to meet process efficiencies, quality and delivery objectives • Coordinate with Production Control to maintain adequate stock levels using MRP, forecasting and delivery requests • Converts sales forecasts and manufacturing schedule into inventory plans • Work with outside vendors and service providers on Professional $41.00 $46.00 $56.58 $63.48 36.00% Mgr Project Mgmt The key responsibilities of this role will be ensuring internal and external customer satisfaction by managing all incoming defects reported from clients and end users and software enhancements. The person filling this role will need to manage these items by client and create timely and articulate responses to clients and end users. They will also be responsible for ensuring these items are appropriately managed through the incident and software development lifecycle. Key areas: •Excellent communication skills – particularly with clients and non‐technical users •Customer service skills •Project Management •Process Management •Good business and systems analysis skills Overall responsibility: •Communication •Ability to clearly articulate written and verbal responses to clients and end users •Ability to effectively manage client expectations through communication •Ability to effectively communicate with colleagues and request folllow through on their areas of responsibility •Ability to communicate and negotiate priorities with customers •Ability to convey a “customer first”, solution oriented attitude to internal and external customers via written and verbal communication •Project Management Skills •Comfortable following up with colleagues to ensure timely responses/actions •Ability to track multiple work efforts and ensure deliverables are met by colleagues •Ensure work efforts by colleagues are on Professional $60.00 $65.00 $82.80 $89.70 36.00% Mgr Site Dev I Master site planning, engineering design, production of plans and specifications, regulatory permitting, cost estimating, and construction administration for a variety of site development and infrastructure improvement projects. Professional $50.00 $60.00 $69.00 $82.80 36.00% Mgr Software Eng Computer software managers are responsible for managing employees who provide technical resources, such as software security or software support. Their job requires that they oversee the administration of employees who implement and configure computer systems. Those who love working to resolve computer software related issues and managing others may enjoy this career choice. According to the Bureau of Labor Statistics, employment for computer software engineers is projected to increase by 21 percent from 2010 to 2018. Professional $60.00 $65.00 $82.80 $89.70 36.00% Mgr Supply Chain Develops global procurement strategies to affect corporate‐wide objectives. Leads the process of identifying worldwide opportunities for high quality, low cost supply lines for components with an emphasis on world‐class suppliers. May allocate work, train and/or provide guidance on a regular basis. Does not have hire, fire authority. Develop and implement strategic commodity roadmaps and strategies that support corporate indirect business requirements. Develop and facilitate major supplier relationships. Lead cross‐functional team on formal supplier surveys to evaluate capabilities, QC procedures, technology / industry leadership, and managerial and financial stability. Lead supplier selection and associated contract negotiation. Development and implementation of supplier agreements. Establish and manage aggressive cost reduction programs for assigned commodities. Foster relationships with our internal customers through open communication and follow‐up. Direct the participation of Commodity Specialists in negotiating supplier partnerships, devising objectives and strategies. Lead cost‐cutting and streamlining programs for internal business processes and business requirements. Direct the development, implementation, and maintenance of the preferred supplier list.Manage and maintain a benchmarking program for each assigned commodity group in order to ensure competitive pricing Provide Professional $42.00 $47.00 $57.96 $64.86 36.00% Mgr ‐ Call Center Ops Call Center Manager who will oversee our client services team. Responsible for designing and implementing improved business processes and operational policies. Will work closely with all aspects of the business to ensure client and employee retention and overall satisfaction. Professional $25.00 $32.00 $34.50 $44.16 36.00% Mgr ‐ Contract Contract Manager to manage accounting and operational reporting of cash flow from the Lockbox to each charities account as per the terms of the contract. This includes contract interpretation and client setup; advising Company Management on contract guarantee status and assisting operations with the calling schedule. Responsibilities Include: Oversee the opening of bank accounts for each individual client upon contract inception and maintaining/reconciling bank accounts monthly. Analyze and Interpret term‐end collections, payments, and contracts. Provide and review interim reporting for clients, sales department, and for state as per each of their requirements. Oversee and manage distributions to clients and to the respective Professional Fundraiser as per the contract terms. Oversee and manage the database, which reflects any contract changes/amendments. To include scan line additions, payment changes, term changes, contact changes, Lockbox adjustments, etc. Oversee and manage the activities of the staff members. Professional $33.00 $37.00 $45.54 $51.06 36.00% Mgr ‐ Customer Ops Call Center Manager who will oversee our client services team. Responsible for designing and implementing improved business processes and operational policies. Will work closely with all aspects of the business to ensure client and employee retention and overall satisfaction. Professional $35.00 $40.00 $48.30 $55.20 36.00% Mgr Vendor ‐ Quality Ops Extensive experience and remarkable skills in technical negotiation and business development to join the Corporate Information Systems Vendor Management team. This team is responsible for strategy, selection, negotiation, and execution of contracts with strategic vendors supplying services related to Corporate global infrastructure. Individuals in this role will be responsible for working with internal technical and business teams, as well as senior management to identify and define new projects and initiatives necessary to meet our client's ongoing needs for both expansion and cost reduction; will work closely with both existing and new vendors to identify highly cost effective conventional or out‐of‐the‐box solutions for these initiatives; will negotiate with vendors and/or service providers for the most favorable commercial and technical terms possible; and will work with the legal and technical teams to negotiate and execute contracts for these mission critical services. These individuals will be expected to communicate vendor and service provider (major carriers) progress to both internal and external stakeholders, will have a passion for cost reduction and highly cost efficient solutions, and should be able to think outside of the box to find creative solutions to complicated negotiation challenges. Vendor Manager candidates with experience in one or more of the following areas: • Negotiations for Corporate IS Network Desktop Professional $38.00 $42.00 $52.44 $57.96 36.00% Mgr Business Process A business process manager reviews important processes in a company's operating systems and ensures that such processes are adequate, functional and conform to industry standards. Professional $35.00 $45.00 $48.30 $62.10 36.00% Mgr, Gov't Affairs Administers and maintains policies and objectives involving local, state, and federal government affairs. Manages staff who liaise between legislative entities and the organization. Monitors legislative and regulatory activities and oversees writing and review of new policies that support organizational goals. Analyzes proposed legislative actions and determines the potential impact on the organization. Requires a bachelor's degree with at least 7 years of experience in the field. Familiar with a variety of the field's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. Leads and directs the work of others. A wide degree of creativity and latitude is expected. Typically reports to a head of a unit/department. Professional $50.00 $60.00 $69.00 $82.80 36.00% Office Assistant General office, filing, assisting all other office employees. Administrative $10.00 $13.00 $13.80 $17.94 36.00% Office Clerk Copying, filing, faxing, and scanning documents Light typing in MS Word/Excel Assisting with clean up and organizing of office files, documents, and equipment Assisting with office set up of computers, office supplies, phones Preparing files for off‐site storage Answering phones and covering for receptionist during lunch and breaks Administrative $10.00 $13.00 $13.80 $17.94 36.00% Program Manager Position will own the Customer/Program relationship from Receipt of quote, Contract through Start of Production and will have the primary interface with the customer to ensure on‐time product delivery and status of production through the operations. The position participates in Customer Programs from quoting to sales through final billing and follow‐up (including follow‐on opportunities with current customers and working with the Capture team for all new business). Incumbent will lead the program review process to ensure customer satisfaction and operational performance. Has overall responsibility to ensure all contracts, bids and proposals, purchasing of material and material costs, gross profit margins and schedules are defined to meet business objectives, product line goals, and customer commitments. Essential Functions: Manages all assigned new and existing product development programs and leads and ensures; customer relationship, on‐time delivery and customer satisfaction. Business Development • Support sales and marketing in presenting company capabilities to new customers • Prepares bids and proposals in response to Requests for Quotes and other customer requests • Participates in contract negotiations and ensures all purchase orders are well within operational performance and gross profit margins Product Line • Conducts program reviews to ensure that all functions and senior management are Professional $33.00 $48.50 $45.54 $66.93 36.00% Project Mgr I The key responsibilities of this role will be ensuring internal and external customer satisfaction by managing all incoming defects reported from clients and end users and software enhancements. The person filling this role will need to manage these items by client and create timely and articulate responses to clients and end users. They will also be responsible for ensuring these items are appropriately managed through the incident and software development lifecycle. Key areas: •Excellent communication skills – particularly with clients and non‐technical users •Customer service skills •Project Management •Process Management •Good business and systems analysis skills Overall responsibility: •Communication •Ability to clearly articulate written and verbal responses to clients and end users •Ability to effectively manage client expectations through communication •Ability to effectively communicate with colleagues and request folllow through on their areas of responsibility •Ability to communicate and negotiate priorities with customers •Ability to convey a “customer first”, solution oriented attitude to internal and external customers via written and verbal communication •Project Management Skills •Comfortable following up with colleagues to ensure timely responses/actions •Ability to track multiple work efforts and ensure deliverables are met by colleagues •Ensure work efforts by colleagues are on Professional $33.00 $37.00 $45.54 $51.06 36.00% Project Mgr II Manage all aspects of project management and project lifecycles by effectively initiating, planning, scheduling, controlling, and bringing to closure multiple, large, high profile, high priority projects. * Act as a role model and mentor on project management methodology, standards, strategy, quality and change leadership. * Serve as an influential leader by demonstrating PM professionalism, passion/enthusiasm, providing communication/motivation and creating teamwork and collaboration. RESPONSIBILITIES:1. Manage all aspects of project management and project lifecycles by effectively initiating, planning, scheduling, controlling, and bringing to closure multiple large, high profile, high priority projects. 2. Create and maintain an effort‐driven project schedule for each project by identifying and monitoring: overall project timeline, project milestones, tasks, resources, task dependencies, and critical paths. 3. Control and track project performance, time allocations, cost, and quality by constantly evaluating project progress and conducting regular team status meetings.4. Determine, monitor, and review all project economics, including costs, operational budgets, staffing requirements, resources, and risk.5. Provide leadership, direction and integrate activities with other departments to ensure successful implementation and support.6. Anticipate and identify risks and issues that may impact deliverables and develop and implement mitigation Professional $37.50 $42.00 $51.75 $57.96 36.00% Project Mgr III Responsible for leading project teams and managing all activities in a project life‐cycle (initiation planning, executing/ controlling, and closing) associated with projects that are long term, line of business‐wide and medium to high in risk, scope and complexity. Consults with business partners to clarify and define project requirements and business case, including development of a statement of work. Develops and revises project plans and budgets, works with users to understand complex problems and focuses on bringing issues to resolution, escalating as necessary to meet timelines. Creates and delivers presentations to senior management on project goals and plans, including progress reports. Responsible for end‐to‐end project management; demonstrating ownership of the entire process from beginning to end. Develops and implements program and project level processes, procedures and performance metrics. May be responsible for sourcing, negotiating and managing outside vendors. May manage a program or a series of projects associated with a specific business function. Performs project risk analysis. Leads project staff, including training and providing input to performance evaluations Professional $42.00 $48.50 $57.96 $66.93 36.00% Receptionist Greet and direct visitors in office. Operate multi‐line telephone system to answer incoming calls and directs callers to appropriate personnel. ‐ Retrieves messages from voice mail and forwards to appropriate personnel. ‐ Answers incoming telephone calls, determines purpose of callers, and forwards calls to appropriate personnel or department; takes and delivers messages or transfers calls to voice mail when appropriate personnel are unavailable. ‐ Answers questions about organization and provides callers with address, directions, and other information; welcomes on‐site visitors, determines nature of business, and announces visitors to appropriate personnel. ‐ Monitors visitor access and issues passes when required, updates appointment calendars, prepares travel vouchers, takes payments for services and products. ‐ Receives, sorts, and routes mail, and maintains and routes publications; maintains fax machines, assists users, sends faxes, and retrieves and routes incoming faxes; Creates and prints fax cover sheets, memos, correspondence, reports, and other documents when necessary. ‐ Orders, receives, and maintains office supplies. ‐ Performs other clerical duties as needed, such as filing, photocopying, and collating. Works on standard issues/problems While performing the duties of this Job, the employee is regularly required to sit and talk and hear. The employee is occasionally required to walk and stoop Clerical / Administrative $12.00 $13.50 $16.56 $18.63 38.00% Recruiter I Recruiter. Technical or Professional. Head hunting experience. someone who goes beyond the job boards to find candidates. Not afraid to pick up the phones. They will be searching for Marketing professionals, sales professionals, technical people. 2‐5 years experience, could be a year in the recruiting, and a year on the corporate side, from the professional services arena, or someone with a mix of experience from all arenas: technical, engineering. Professional. Someone who can succeed in a high volume corporate environment… Ideal candidate has 2‐5 years of experience in a Technical Recruiting capacity and is aggressive and professional. Finance/Accounting $17.00 $23.00 $23.46 $31.74 36.00% Rep Cust Relat The Customer Relations Representative is primarily responsible the delivery of exceptional customer service for all existing and potential clients. The position requires an ability to effectively analyze complex customer issues for multiple accounts with multiple commodities and across multiple distinct markets and regular interaction with multiple functions to assist with issue resolution. In addition, they must ensure requests are consistently processed and completed. Accountabilities: • Provide expedient and quality interactions for multi‐commodity commercial and industrial clients within 50+ electric and 20+ natural gas service areas • Ability to efficiently handle interactions via phone, e‐mail, fax and regular mail in a professional manner. Respond to internal and external inquiries within multiple segments (small business, large/industrial, national/key accounts. • Analyze and reconcile customer accounts with respect to provision of service, billing, payment, and utility related information. Escalate issues as appropriate. • In‐depth understanding of internal company processes and polices and external third‐party policies and procedures including distinct market rules • Comprehensive understanding of products and services and their relation to customer lifecycle. • Ensure the timely processing of customer requests related to drops, refund requests, sales, initiation of service, etc • Effective communication concerning and knowledge Clerical / Administrative $15.00 $17.00 $20.70 $23.46 36.00% Retail Sales Representative Candidate with 1‐3 years retail sales experience.. A strong candidate will be motivated, an extravert, driven/outgoing and be extremely inquisitive. Not looking for an order taker, rather an individual that will approach potential customers in the store, and provide a high level of customer centric service. Candidates should have a “thick skin,” as they will also help frustrated customers from time to time. Indiciduals must work well in a metrics based position, where a “daily scorecard” will be used to promote quotas and goals. Position requires candidates availability to work all potential days/times. Scheduling is coordinated by the store manager. Sales/ Marketing $12.00 $15.00 $16.56 $20.70 36.00% Spec Contracts The selected candidate will work with team members on the research, construction, revision, and execution of hardware, software, and professional services contracts. Our preferred candidate will be a self‐ motivated individual with a strong customer‐service background, a desire to help our vendors succeed, and the writing and language skills to construct solid legal documents. Responsibilities include: Helping implement vendor management best practices. Interacting with our legal, procurement, and IT organizations. Assisting with creating and updating various vendor performance management scorecards, resource tracking reports, and other applicable documents ? Establishing relationships with vendors and internal stakeholders. Reviewing, editing, and constructing software, hardware, and professional services contracts. Defining processes and best practices § Researching existing contracts between Level 3, recently acquired companies and applicable vendors to find synergies and benefits for contract consolidation Finance/Accounting $25.00 $30.00 $34.50 $41.40 36.00% Spec Hr HR Specialist This position provides project and administrative support to managers in Corporate Human Resources. Work is generally of a critical and confidential nature, involving attention to detail as well as a broad working knowledge of HR policies, processes and practices. General administrative duties necessary to the support and operation of the department, such as: ∙ Scheduling meetings and conference rooms ∙ Collecting and compiling data ∙ Making travel arrangements and preparing expense reports ∙ Providing phone coverage for the department as needed HR functional responsibilities including but not limited to: ∙ Responding to employee and manager inquiries ∙ Working with and managing information of a confidential nature requiring considerable discretion, judgment, tact and diplomacy ∙ Assisting in the design, development and implementation of administrative procedures and in applying innovation to improve department processes ∙ Supporting and/or leading special projects as assigned ∙ Managing day‐to‐day administration of HR processes, e.g., FMLA and LOA programs Required Skills: Very proficient in MS Office (Word, Excel, PowerPoint) and other computer tools, particularly in Excel skills listed below: Insert rows/columns Format row/column/cell sizes Apply a filter to data Sort data Format cells/data (as number, date, etc.) Create and apply basic formulas Create, edit and manipulate data in Pivot Tables Apply more Finance/Accounting $18.00 $20.50 $24.84 $28.29 36.00% Spec Procurement Procurement Services Labor team. Responsibilities include: Negotiation of low dollar/low risk contracts for consulting/professional services. Ensuring accurate and timely review and processing of statements of work (SOWS) for consulting and professional services from initial submission to purchase order creation. Supporting ad hoc projects and assignments as needed. candidate must have ability to work well under pressure and learn new tools/procedures quickly Professional $24.00 $27.00 $33.12 $37.26 36.00% Spec Safety & Security Assist Safety Manager and Safety Commitee through education and enforcement of regulated safety rules and policies from both a local and governed level. Professional $22.00 $25.00 $30.36 $34.50 36.00% Spec Site Development Master site planning, engineering design, production of plans and specifications, regulatory permitting, cost estimating, and construction administration for a variety of site development and infrastructure improvement projects. Professional $24.00 $27.00 $33.12 $37.26 36.00% Spec Warehouse Plans, implements and controls the efficient, effective flow and storage of goods, services, and related information from the point of origin to the point of consumption in order to meet internal customers' requirements. Responsible for the purchase of telecommunications equipment, parts, and related goods and services to meet the needs of the Company nationwide. Manages the corporate Logistics, Warehouse, and Bar Coding processes. Develops and implements Inventory Control systems, policies and procedures in a Shared Services environment. Maintains primary oversight of corporate contract negotiations for purchase agreements and service level agreements. 1‐Receive materials from vendors, stock shelves and complete paperwork. 2‐May unload and stock incoming materials. 3‐Enter inventory into computer database 4‐Pull inventory to fulfill field and office requisitions 5‐Operate bar code readers to tag all equipment received. 6‐Pack customer orders according to specifications. 7‐Use computer programs designed to support the receiving and shipping functions of the warehouse. 8‐Assist in performing periodic warehouse inventories, researches discrepancies and takes corrective action. 9‐Perform tagging, packing and shipping activities according to schedule. 10‐May clean and make routine repairs to converters and remotes. 11‐Diagnose module malfunctions; uses test equipment such as sweep analyzer to examine module Light Industrial $13.50 $15.00 $18.63 $20.70 36.00% Sr Payroll Admin Employee will be responsible for assisting with payroll acquisition on‐boarding, tie‐documentation, reporting through payroll tools, metrics and customer facing communication. Employee must be self‐directed/works independently able to manage projects and processes Excel, Access, Metrics, Reporting, intermediate project management skills Clerical / Administrative $23.50 $23.50 $32.43 $32.43 36.00% On Site Job Title Job Description Job Category Pay Rate Min Pay Rate Max Bill Rate Min Bill Rate Max Mark Up % Admin Database I Installs new software releases, system upgrades, evaluates and installs patches and resolves system related problems. Performs system backups and recovery. Maintains and monitors system configuration and preformance to ensure system integrity. Engineering $27.50 $30.00 $37.95 $41.40 38.00% Admin Tech Systems Support I Responsible for designs, installs, maintains and upgrades development, test and production databases using expertise in database administration, database monitoring, tuning, logical data modeling. IT $25.00 $33.00 $34.50 $45.54 38.00% Analyst Application Sys I Software design and implementation: Provides client management for requirements analysis. Performance analysis: analyzes, manages and reports on application performance and trends IT $30.00 $35.00 $41.40 $48.30 38.00% Analyst Application Sys II Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $35.00 $45.00 $48.30 $62.10 38.00% Analyst GIS I Update and correction of personal and distributed GIS databases, project tracking databases, and technical reports to support daily and ongoing project activities. Normal duties include heads‐up digitizing, attributing spatial and tabular data, customer support including limited travel to customer sites, manipulation of raster and vector data using COTS and customized geoprocessing tools, and GIS map creation to meet required standards. IT $24.00 $27.00 $33.12 $37.26 38.00% Analyst IT Security Analyzes information security systems and applications and recommends and develops security measures to protect information against unauthorized modification or loss. Designs and implements security policies and procedures. IT $35.00 $40.00 $48.30 $55.20 38.00% Analyst Operations Systems Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $28.00 $32.00 $38.64 $44.16 38.00% Analyst Oracle Apps Systems Production support across multiple Oracle applications IT $32.00 $36.00 $44.16 $49.68 38.00% Analyst Oracle Apps Systems Sr Production support across multiple Oracle applications IT $40.00 $45.00 $55.20 $62.10 38.00% Analyst Systems Facilitates movement of datat between vendor and internal databases. Conducts studies of operational procedures and systems, convert user requirements into functional specifications, coordinated market launches (testing, vendor coordination, plan updates) IT $24.00 $28.00 $33.12 $38.64 38.00% Analyst Systems I Facilitates movement of datat between vendor and internal databases. Conducts studies of operational procedures and systems, convert user requirements into functional specifications, coordinated market launches (testing, vendor coordination, plan updates) IT $27.00 $32.00 $37.26 $44.16 38.00% Analyst Systems III Lead production support for multiple applications: leads and develops support requirements, creates SOPs, traings others and uses query and analysis toolds IT $35.00 $40.00 $48.30 $55.20 38.00% Analyst Systems IV Lead production support for multiple applications: leads and develops support requirements, creates SOPs, traings others and uses query and analysis tools IT $40.00 $45.00 $55.20 $62.10 38.00% Analyst Telecom Bill Maintains database and tracks telecom spend for all voice, data, cellular and paging. Investigates cost saving opportunities IT $27.00 $32.00 $37.26 $44.16 38.00% Architect III Support business procuess design workshops/JADs related to relevant applications; performing impact and system analysis based on business requirements; supporting the development of teest architectures and technology validation strategies IT $75.00 $85.00 $103.50 $117.30 38.00% Backhaul Engineer Design the backhaul network for an LTE network. The Microwave Backhaul Design Engineer will be able to design the backhaul network from the ground up, making sure the links are sized properly and the capacity is correct and provisioned correctly for an LTE network. Will also work with the microwave vendors to implement the network. Engineering $42.00 $47.00 $57.96 $64.86 38.00% Data Network Engineer III Will work with team lead to understand tasking and deliver system to required specifications. They will also work with stakeholders to understand and implement system components IT $43.27 $52.88 $59.71 $72.97 38.00% Dir Engineering The engineering director has overall responsibility for all engineering services. The main focus of the role is to design and lead the company’s engineering strategy, covering engineering maintenance on site, capital projects, compliance with regulatory standards, and staff recruitment and training. The engineering director is a member of the senior management team, and will report to the site director and work closely with a number of business or commercial managers. Engineering $60.00 $65.00 $82.80 $89.70 38.00% Dir Program Mgmt ‐ IT The director of programs has an externally facing role managing relationships in the community. There also is a heavy emphasis on team management and development, and establishing standards of performance across all programs. IT $60.00 $65.00 $82.80 $89.70 38.00% Eng Applications II To coordinate the planning, design, and installation of machinery and equipment in an industrial environment, using knowledge of engineering and programming as well as sophisticated instruments and computers. Additional information available includes essential job functions, additional responsibilities, and education and experience requirements. Engineering $37.00 $42.00 $51.06 $57.96 38.00% Eng Applications III To coordinate the planning, design, and installation of machinery and equipment in an industrial environment, using knowledge of engineering and programming as well as sophisticated instruments and computers. Additional information available includes essential job functions, additional responsibilities, and education and experience requirements. Engineering $50.00 $55.00 $69.00 $75.90 38.00% Eng Data Device Provides Tier 1‐3 support for enterprise data network devices and services. Experience with routers, switches, load balancers as well as advanced trouble shooting skills from cabling to application issues. Engineering $40.00 $45.00 $55.20 $62.10 38.00% Eng Data Network Provides Tier 1‐3 support for enterprise data network devices and services. Experience with routers, switches, load balancers as well as advanced trouble shooting skills from cabling to application issues. Engineering $70.00 $80.00 $96.60 $110.40 38.00% Eng Database Configuration Management Hands‐on experiences with various SCM tools, Shell Scripting, Basic Server Administration, Unix/Linyx/Windows, BladeLogic, StreamStep IT $55.00 $55.00 $75.90 $75.90 38.00% Eng Network Systems This position will be responsible for senior‐level management and maintenance of the companies' LAN/WAN environment and computer systems. It will include the participation in and oversight of the daily upkeep and administration of the companies' network infrastructure and computer systems. This position will also be responsible for the design, planning, implementation and maintenance of the companies' network infrastructure and architecture. Senior Engineers will be expected to show leadership and mentor other less‐ experienced engineers. Engineering $30.00 $35.00 $41.40 $48.30 38.00% Eng Ntwk Eng & Develop I This position will be responsible for senior‐level management and maintenance of the companies' LAN/WAN environment and computer systems. It will include the participation in and oversight of the daily upkeep and administration of the companies' network infrastructure and computer systems. This position will also be responsible for the design, planning, implementation and maintenance of the companies' network infrastructure and architecture. Senior Engineers will be expected to show leadership and mentor other less‐ experienced engineers. Engineering $40.00 $45.00 $55.20 $62.10 38.00% Eng Ntwk Eng & Develop II This position will be responsible for senior‐level management and maintenance of the companies' LAN/WAN environment and computer systems. It will include the participation in and oversight of the daily upkeep and administration of the companies' network infrastructure and computer systems. This position will also be responsible for the design, planning, implementation and maintenance of the companies' network infrastructure and architecture. Senior Engineers will be expected to show leadership and mentor other less‐ experienced engineers. Engineering $45.00 $55.00 $62.10 $75.90 38.00% Eng QA I Test case creation, test excecution, defect tracking, test plan creation, Entry level knowledge of Mecury Quality Center/ Test Pro/ LoadRunner, Web Services, SQL, VB Script Engineering $30.00 $35.00 $41.40 $48.30 38.00% Eng QA II Senior role in planning, executing, and documenting the results of both manual and automated testing efforts in diverse software applications and complex environments Engineering $32.00 $38.00 $44.16 $52.44 38.00% Eng QA III Lead or senior role in guiding the work effort of the Quality Assurance Team Engineering $38.00 $48.00 $52.44 $66.24 38.00% Eng RF I Responsible for optimizing, analyzing and improving performance of network. Monitor, analyze statistical and drive test data to improve system performance indicators. Meet departmental goals. Apply propagation theory, cellular theory, RF ENGINEERing tools and antenna theory to choose tower antenna placement. Design wireless system using GSM. Responsible for capacity planning, GSM frequency planning and frequency hopping by applying carrier/interference (C/I) ratio analysis. Design sites to improve coverage and fix existing holes. Recommend site upgrade such as down tilling of antenna and re‐ orientation of radio additions. Optimize existing network by adjusting radio Engineering $40.00 $45.00 $55.20 $62.10 38.00% Eng RF II Responsible for optimizing, analyzing and improving performance of network. Monitor, analyze statistical and drive test data to improve system performance indicators. Meet departmental goals. Apply propagation theory, cellular theory, RF ENGINEERing tools and antenna theory to choose tower antenna placement. Design wireless system using GSM. Responsible for capacity planning, GSM frequency planning and frequency hopping by applying carrier/interference (C/I) ratio analysis. Design sites to improve coverage and fix existing holes. Recommend site upgrade such as down tilling of antenna and re‐ orientation of radio additions. Optimize existing network by adjusting radio Engineering $43.00 $48.00 $59.34 $66.24 38.00% Eng RF III Responsible for optimizing, analyzing and improving performance of network. Monitor, analyze statistical and drive test data to improve system performance indicators. Meet departmental goals. Apply propagation theory, cellular theory, RF ENGINEERing tools and antenna theory to choose tower antenna placement. Design wireless system using GSM. Responsible for capacity planning, GSM frequency planning and frequency hopping by applying carrier/interference (C/I) ratio analysis. Design sites to improve coverage and fix existing holes. Recommend site upgrade such as down tilling of antenna and re‐ orientation of radio additions. Optimize existing network by adjusting radio Engineering $40.00 $50.00 $55.20 $69.00 38.00% Eng Software Config Hands‐on experiences with various SCM tools, Shell Scripting, Basic Server Administration, Unix/Linyx/Windows, BladeLogic, StreamStep IT $38.00 $42.00 $52.44 $57.96 38.00% Eng Software Config Lead Hands‐on experiences with various SCM tools, Shell Scripting, Basic Server Administration, Unix/Linyx/Windows, BladeLogic, StreamStep IT $48.00 $55.00 $66.24 $75.90 38.00% Eng Software Config Sr Hands‐on experiences with various SCM tools, Shell Scripting, Basic Server Administration, Unix/Linyx/Windows, BladeLogic, StreamStep IT $45.00 $50.00 $62.10 $69.00 38.00% Eng Software I Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $32.00 $37.00 $44.16 $51.06 38.00% Eng Software II Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $35.00 $42.00 $48.30 $57.96 38.00% Eng Software III Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $38.00 $50.00 $52.44 $69.00 38.00% Eng Software IV IT $65.00 $65.00 $89.70 $89.70 38.00% Eng Software V Designs and implements software programming applications. Supports and installs software applications/operating systems. Participates in the testing process through test review and analysis, test witnessing and certification of software IT $68.00 $75.00 $93.84 $103.50 38.00% GIS Developer The purpose of this position is to provide general supervision, planning, development, enhancement, and support of GIS software, database, and web applications; and to develop interfaces, productivity tools, desktop tools, and client utilities in the context of WMATAs enterprise GIS IT $60.00 $60.00 $82.80 $82.80 38.00% HRMS Analyst The HRIS Analyst is an intermediate position within the HRIS structure. The primary focus of this position is the support and maintenance of the Human Resource Management System (HRMS) in addition to other systems supported by the HRIS team. This individual serves as a technical point‐of‐contact for assigned functional areas and assists subject matter experts with ensuring data integrity, testing of system changes, report writing and analyzing data flows for process improvement opportunities. The HRIS Analyst also supports HRMS upgrades, patches, testing and other technical projects as assigned. IT $30.00 $35.00 $41.40 $48.30 38.00% Mgr NOCC The network operations center manager primarily deals with customers, vendors, engineers and the whole technical team. He is responsible for managing and coordinating the NOC team. The main aim of his coordination is to ensure that the networking system runs efficiently without interruption. He also manages the business process in the organization. The NOC manager also ensures that the systems and technology used are constantly upgraded to remain relevant. The success of a NOC manager depends on his knowledge of the industry and his level of experience in the field. He should be flexible and creative. Typically, the NOC manager reports to top management. IT $45.00 $50.00 $62.10 $69.00 38.00% Production Oracle DBA Install, patch and maintain all Oracle software. Tune all Oracle instance components including SQL and PL/SQL. Approve all production schema changes. Approve changes to database design. Control all migrations of Oracle schema objects. Design and implement a backup & recovery system. Implement Oracle failover technology IT $30.00 $38.00 $41.40 $52.44 38.00% Programmer Strong programming background in team environments • Strong working knowledge of Microsoft based technology and solutions. • High level of computer literacy, which includes all items mentioned in Education / Experience as well as basic understanding of technologies (networking, Windows System Administration outside software development. • Planning, Engineering, and Quality Assurance work on applications in a deadline driven environment • Encourage professional development of jr. level programmers and apply sound measurement and feedback techniques to manage and optimize individual and team contributions • Ability to work long hours to meet IT $35.00 $60.00 $48.30 $82.80 38.00% Project Financial Analyst To analyse existing operational and cost data to identify current cost drivers and underlying costs for the services to be re‐procured, providing a cost model that can support scenario analysis. The model will need to identify the risks, issues and opportunities across various scenarios. IT $75.00 $85.00 $103.50 $117.30 38.00% Help Desk I Entry‐level position responsible for reseaching and resolving issues related to IT Support (i.e., PC/Workstation/EUD issues, application issues,and other anomalies that may develop)to ensure end user satisfaction. Performs predetermined work assignments with detailed instructions. Follows established guidelines, procedures and policies IT $16.00 $18.00 $22.08 $24.84 38.00% Sr SQL DBA Run diagnostic tools to identify database performance bottlenecks, and take appropriate corrective actions to improve database performance. IT $55.00 $60.00 $75.90 $82.80 38.00% Staff Engineer Staff civil engineers typically oversee the structural design and construction of bridges, sewer systems, buildings, and other aspects of urban and suburban infrastructure. Their duties may include projecting the financial costs of a construction project as well as anticipating the rate of degradation to its structural integrity over time. They also are responsible for considering health and safety regulations in the event of natural disasters such as earthquakes, floods or extreme weather like hurricanes or blizzards. Engineering $60.00 $70.00 $82.80 $96.60 38.00% Tech Field Helping customers solve technical issues with our widgets. Answering questions from customers and prospective customers about the features and capabilities of our widgets. Developing customer‐facing documentation for our website on an as‐needed basis. Communicating customer needs and wishes to our development and engineering staff IT $25.00 $30.00 $34.50 $41.40 38.00% Tech NOCC Responsibility of monitoring and maintaining the network, servers and any telecommunications equipment in the company datacenter. When the system malfunctions, the NOC technician troubleshoots the network, makes repairs and gets the system back up as quickly as possible. This can require the technician to work at all hours of the day, depending on when the network disruption occurs. Due to the complexity of networks, companies often have different levels, or tiers, of technicians, with each tier tasked with resolving more complex problems. IT $18.00 $23.00 $24.84 $31.74 38.00% Tech Switch I Switch technicians sometimes work at heights, which puts them at risk of falling. They also work with electrical equipment, which can expose them to electrical shocks. According to the Bureau of Labor Statistics, the rate of injury for switch technicians and other telecommunications workers is higher than average. This position requires that the technician put herself in uncomfortable positions such as stooping and leaning, sometimes for a long period of time. IT $20.50 $25.00 $28.29 $34.50 38.00% Web Programmer Accountable for developing software code and associated life cycle deliverables for PC and Mainframe applications. Interprets process, data modules, and business requirements into software code. Analyzes, designs, develops, implements and maintains moderate to complex computer programs and subsystems. Performs all of the steps required to design, test, and code such programs. Develops procedures and operating instructions, and successfully moves programs into production. Provides production support through problems analysis and resolution to correct deficiencies. Performs assignments under direct supervision. COMPETENCIES: Analyze problem or new request; IT $22.00 $35.00 $30.36 $48.30 38.00% ADDRESS: INSURER(S)AFFORDING COVERAGE NAIC # INSURER A: INSURER B: INSURER C: INSURER D: INSURER E: INSURER F: EACH OCCURRENCE DAMAGE TO RENTED $ COMMERCIAL GENERAL LIABILITY PREMISES (Ea occurence) $ CLAIMS−MADE OCCUR MED EXP (Any one person) $ PERSONAL & ADV INJURY $ GENERAL AGGREGATE $ GEN’L AGGREGATE LIMIT APPLIES PER: PRODUCTS - COMP/OP AGG $ PRO- POLICY JECT LOC $ COMBINED SINGLE LIMIT (Ea accident) $ ANY AUTO ALL OWNED AUTOS BODILY INJURY(Per person) $ SCHEDULED AUTOS HIRED AUTOS BODILY INJURY(Per accident) $ NON-OWNED AUTOS PROPERTY DAMAGE (Per accident) $ $ OCCUR EACH OCCURRENCE CLAIMS−MADE AGGREGATE $ $ DED RETENTION $ $ WC STATU- OTH- TORY LIMITS ER ANY PROPRIETOR/PARTNER/EXECUTIVE E.L. EACH ACCIDENT $ OFFICER/MEMBER EXCLUDED? If yes, describe under DESCRIPTION OF OPERATIONS below E.L. DISEASE - EA EMPLOYEE $ E.L. DISEASE - POLICY LIMIT $ THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN. THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS. THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies)must be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s). COVERAGES CERTIFICATE NUMBER: REVISION NUMBER: CERTIFICATE HOLDER CANCELLATION ACORD 25 (2010/05) © 1988−2010 ACORD CORPORATION. All rights reserved. The ACORD name and logo are registered marks of ACORD CERTIFICATE OF LIABILITY INSURANCE