HomeMy WebLinkAbout541166 REVOLUTION ADVISORS LLC - CONTRACT - RFP - 7642 JOB ANALYSIS, PERFORMANCE & LEARNING COMPETEN (6)Agreement Amendment #07
7642 Job Analysis, Performance & Learning Competency Assessment Page 1 of 6
Amendment #07 to the Services Agreement
between The City of Fort Collins
and Revolution Advisors LLC
This Seventh Amendment (“Amendment #07”) is entered into by and between Revolution
Advisors LLC (the “Service Provider”) and the City of Fort Collins, Colorado (the “City”).
WHEREAS, the Service Provider and the City have mutually entered into a Services
Agreement dated August 25, 2014 (the “Agreement”); and
WHEREAS, the Service Provider and the City amended the Agreement on February 27,
2015 (Amendment #01), March 17, 2015 (Amendment #02), February 25, 2016 (Amendment
#03), May 26, 2016 (Amendment #04), July 27, 2016 (Amendment #05), and February 16, 2017
(Amendment #06); and
WHEREAS, the City desires the Service Provider to complete additional services not
contemplated by Amendment #01, Amendment #02, Amendment #03, Amendment #04,
Amendment #05, and Amendment #06; and
WHEREAS, Service Provider agrees to perform additional work pursuant to the
Agreement terms and new Statement of Work attached hereto;
NOW, THEREFORE, in consideration of the foregoing recitals and the mutual promises
herein contained, the parties agree as follows:
1. Statement of Work. A new Exhibit “A”, Statement of Work, is added by this Amendment #07
per the attached document consisting of four (4) pages for execution of an initiative to
increase the effectiveness of the City’s new employee onboarding program.
2. Contract Sum. The City agrees to pay the Service Provider a fixed fee of thirty thousand
($30,000) for the work under Amendment #07. The Service Provider will invoice monthly
upon successful completion of each deliverable detailed in Exhibit “A”. Each payment shall
be subject to the City’s review and approval.
Except as expressly amended by this Amendment #07, all other terms and conditions of the
Agreement, as amended by Amendments #01, #02, #03, #04, #05, and #06 shall remain in full
force and effect.
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IN WITNESS WHEREOF, the parties have executed this Amendment the day and year shown.
THE CITY OF FORT COLLINS, COLORADO
By: _________________________________
Gerry Paul
Purchasing Director
Date: ______________________________
ATTEST:
_________________________________
APPROVED AS TO FORM:
_______________________________
REVOLUTION ADVISORS LLC
By: __________________________________
Printed:
Title:
Date: _______________________________
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3/8/2017
Katie Wilkerson
Chief Financial Officer
Assistant City Attorney
3/9/2017
City Clerk
Agreement Amendment #07
7642 Job Analysis, Performance & Learning Competency Assessment Page 3 of 6
EXHIBIT A
STATEMENT OF WORK
Objectives
The City of Ft. Collins is continually working to enhance its Talent Management strategies and
employment brand, and to increase the effectiveness of its managers in this area. Over the past
2 years, Fort Collins has partnered with Revolution Advisors to design, develop, and implement
a new Total Rewards strategy and processes. The City would now like to increase the
effectiveness of its onboarding program, starting with initial candidate contact with the City and
moving all the way through their initial employment time with the City. There is a desire to
ensure that a candidate’s integration into the organization is an engaging experience that
enables rapid contribution to work, fosters relationship building and promotes alignment to the
culture and values. Additionally, there is a desire to make the process consistent across the
City. This will bring a greater sense of unity and cohesiveness to the process and the City of Ft.
Collins as an employment brand.
The objectives of this work include:
1) Develop a framework and process for an effective, engaging, standardized approach to
onboarding new employees into the organization
2) Identify “quick win” opportunities for redesigning and aligning the onboarding process
3) Create an implementation plan, so that the City of Ft. Collins Learning & Organizational
Department team can take the recommended process and framework and effectively launch it
across the City
4) Support the development of City of Ft. Collins templates and collateral to help provide a
succinct, engaging and consistent message to employees and potential candidates
5) Facilitate employee alignment to the City of Ft. Collins work values and culture
Scope
Revolution Advisors will be responsible for the following services:
1. The design of an onboarding process and framework that begins with the candidate
experience prior to receiving a job offer and continues through the first 6 months at work
for those who are hired. It will provide processes for logistical onboarding, employee
engagement, and enablement of employee performance, and will tie into the
employment brand for talent acquisition purposes.
2. The identification of communications and collateral that a potential candidate and new
employee will receive as a mechanism for onboarding, and the drafting of templates and
materials to be used as such.
3. The identification of short term (quick win) and longer term changes within an
implementation plan that will create a clear roadmap of the required steps to integrate
the new onboarding process into the City of Ft. Collins.
4. The identification and development of specialized programs to supplement the
onboarding process, as well as a process / framework for their development (e.g.
training plan, mentoring program, new employee orientation program enhancements,
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etc.). This would primarily be targeted at enhancing service-area specific onboarding
and giving them tools to help make their own onboarding more effective.
5. The identification of metrics and indicators that accurately assess the effectiveness of
the onboarding program.
6. Providing strategies for gaining stakeholder alignment and accountability to the new
process, once implemented (change management strategy).
Throughout the project, Revolution Advisors will integrate leading-edge practices from both the
public and private sector into the recommendations for the City of Fort Collins. In addition, we
will coordinate the directions for onboarding with the broader Total Rewards initiative for the City
to help ensure that they are integrated and support each other. This will include consistent
branding, messaging, etc.
Deliverables and Timeline
The key activities for this project will include:
Week Key Activities
Week 1 Meet with Learning & Development to understand high-level current
process, touchpoints and materials
Begin identification of quick wins
Begin definition of success metrics and indicators
Gather current collateral
Gather data on Service Areas specific onboarding programs (key service
areas)
Week 2 Begin building framework for new onboarding process
Build templates and write collateral
Develop initial quick win listing
Week 3 Finalize the initial draft framework for the new onboarding process
Begin mapping out framework for specialized programs, as part of
onboarding process
Prepare initial concept presentation and conduct check-in meeting with
project sponsor
Week 4 Build out the onboarding framework with additional detail around process
steps, activities, timelines and touchpoints
Build out specialized programs to include objectives, agendas, definitions
and timelines
Build additional collateral, templates and materials
Week 5 Finalize the onboarding framework with additional detail around success
metrics
Finalize the specialized programs
Finalize collateral, templates and materials
Begin implementation plan and change management strategy
Week 6 Conduct review meeting with project sponsors
Revise onboarding framework, programs and materials as necessary
Finalize implementation plan and change management strategy
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Activities will continue to evolve based on the initial discovery and timing may shift based on the
availability of Fort Collins staff for meetings, reviews, etc. Throughout the project, there will be
an ongoing focus on alignment with project sponsors through regular check-ins and update
meetings.
Fees
Deliverable Costs (fixed fee)
Onboarding process / framework with success metrics $13,000
Communication templates and onboarding collateral $2,000
Process for specialized onboarding programs (Service
Areas)
$7,000
Implementation plan $6,000
Change management strategy $2,000
The investment for all elements of the above plan would be a fixed fee of $30,000. This
assumes a 6-week project. The components of the projects have been priced separately so that
the City of Fort Collins can choose which elements it would like Revolution Advisors to support.
The Onboarding Process and Framework would be the only required deliverable for the project.
Final confirmation of desired deliverables will be required prior to project initiation. We prefer to
price our projects on a fixed fee basis so that our clients can secure a predictable outcome for a
predictable investment. This fee is subject to the assumptions below.
Assumptions
This proposal is subject to the following assumptions. Should these assumptions prove to be
incorrect, it may impact the scope, timing, deliverables or cost associated with this proposal.
The, project sponsor or point of contact that provides project oversight for the City of Ft.
Collins will be reasonably available during the duration of the project for consultation and
feedback.
The schedule outlined above is highly dependent on the ability to schedule review
meetings at the required times. Any delay in scheduling these activities could result in a
delay to the overall project.
Revolution Advisors will have timely access to existing documentation relative to current
onboarding documentation, offer letters, new hire information, onboarding checklists,
collateral and other relevant materials subject to non-disclosure.
Any review by the City of Ft. Collins of deliverables, recommendations, or other
documentation required during the course of this project will be done in a timely manner
and without significant delay. This will include the preliminary framework, etc.
Revolution Advisors will have timely access to the current staff beyond the primary
contacts at the City to provide pertinent information as required.
Revolution Advisors Staff Bios
The staff below will be the primary consultants assigned to this project for the City of Fort
Collins. This team brings a strong depth of experience onboarding best practices and broader
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Human Capital Management practices as well as in-depth knowledge of Fort Collins and its
Talent Management strategy. These consultants may be supported by other staff from
Revolution Advisors as required. The team will be led by Kristen Cooksley, a Senior Human
Capital Consultant from our firm.
Kristen Cooksley, SPHR – Project Lead
Kristen Cooksley is a Senior Consultant for Revolution Advisors. She brings more than 15 years
of experience in leading successful organizational transformation efforts and has worked around
the globe on major change initiatives. Her areas of expertise span across Human Capital
Management with a particular focus on organizational assessment, organizational development
and change management.
Kristen has helped many organizations understand their unique issues, opportunities and
challenges, such as the Walt Disney Company, Bodybuilding.com and the City of Boulder. She
has designed multiple onboarding processes including an organization-wide approach for an
international Sony Pictures Entertainment shared services center in her role as Director of
Change Management Services there. She has developed employment brands and cultural blue-
prints for organizations, and has built programs directly targeted at enhancing employee
engagement from employee surveys to mentoring programs. She has a Master’s degree in
Industrial/Organizational Psychology, is certified in a number of Organizational Effectiveness
tools and assessments, and holds an SPHR Certification. She is a member of the Organization
Development Network, the Association for Talent Development, the Professionals in Human
Resources Association, and served as President on the Board of Directors for a local school
and 501(c)(3) charitable organization.
Brian E. Wilkerson, Subject Matter Expert
Brian Wilkerson is the Managing Director for Revolution Advisors, a strategy and planning
consulting firm. Mr. Wilkerson is a deep specialist in driving innovative strategies and using
cutting-edge planning techniques to help organizations secure their future. He is a noted expert
and speaker in the fields of human capital management, workforce planning and organization
design.
His client work has focused on the intersection between people and strategy for more than 2
decades and he has been responsible for developing innovative solutions for both public and
private sector clients such as Yamaha, Hasbro, Johns Manville, Edison Mission Energy, Bank of
America, Western Union, MGM MIRAGE, the US Department of Defense, the US Department of
Energy, the US GSA and numerous universities, state, local, and tribal governments. He has
built a reputation for helping organizations solve complex human capital issues and is often
brought in to rescue initiatives when other consultants have failed.
Mr. Wilkerson was formerly the CEO and co-Founder of WisdomNet, a Strategy and Human
Capital firm focused on delivering cutting-edge consulting and technology solutions. WisdomNet
was acquired in 2007 by global consulting leader Watson Wyatt and Mr. Wilkerson served as a
Global Practice Leader there until he left to found Revolution Advisors. His previous experience
includes leadership roles in organizations such as Level 3 Communications, Accenture, and
non-profit / governmental affairs. Mr. Wilkerson is a frequent speaker for organizations such as
The Conference Board and the Human Resources Planning Society in his areas of expertise
and has authored a number of articles and book chapters. His education includes a Master’s
Degree in Urban and Regional Planning from the University of Colorado at Denver and a
Bachelor of Science in Criminal Justice from the University of Cincinnati.
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