HomeMy WebLinkAbout113-18 RESOLUTION113 West Mountain Street
Fayetteville, AR 72701
(479) 575-8323
Resolution: 113-18
File Number: 2018-0216
RFP #18-03 AHNIMISHA CONSULTING, LLC:
A RESOLUTION TO AWARD RFP #18-03 AND AUTHORIZE A ONE YEAR CONTRACT WITH
AHNIMISHA CONSULTING, LLC FOR ORGANIZATIONAL DEVELOPMENT CONSULTING
SERVICES AS NEEDED WITH AN OPTION TO RENEW FOR UP TO FOUR (4) ADDITIONAL ONE
YEAR TERMS
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS:
Section 1: That the City Council of the City of Fayetteville, Arkansas hereby awards RFP #18-03 and
authorizes a one year contract with Ahnimisha Consulting, LLC for organizational development
consulting services as needed with an option to renew for up to four (4) additional one year terms for
the fees set forth in Appendix A to the contract.
PASSED and APPROVED on 5/15/2018
Attest:
V &'YL&
Sondra E. Smith, City Clerk Treasurppimr:►r►r►
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Page 1 Printed on 5116118
City of Fayetteville, Arkansas 113 West Mountain Street
v- Fayetteville, AR 72701
. i
(479) 575-8323
Text File
File Number: 2018-0216
Agenda Date: 5/15/2018 Version: 1 Status: Passed
In Control: City Council Meeting File Type: Resolution
Agenda Number: A. 4
RFP #18-03 AHNIMISHA CONSULTING, LLC:
A RESOLUTION TO AWARD RFP #18-03 AND AUTHORIZE A ONE YEAR CONTRACT WITH
AHNIMISHA CONSULTING, LLC FOR ORGANIZATIONAL DEVELOPMENT CONSULTING
SERVICES AS NEEDED WITH AN OPTION TO RENEW FOR UP TO FOUR (4) ADDITIONAL ONE
YEAR TERMS
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS:
Section 1: That the City Council of the City of Fayetteville, Arkansas hereby awards RFP 918-03 and
authorizes a one year contract with Ahnimisha Consulting, LLC for organizational development consulting
services as needed with an option to renew for up to four (4) additional one year terms for the fees set forth in
Appendix A to the contract.
City of Fayetteville, Arkansas Paye 1 Printed on 511612018
City of Fayetteville Staff Review Form
2018-0216
Legistar File ID
5/15/2018
City Council Meeting Date - Agenda Item Only
N/A for Non -Agenda Item
Brenda Reed 4/26/2018 HUMAN RESOURCES (120)
Submitted By Submitted Date Division / Department
Action Recommendation:
Staff recommends approval of a one year contract with four automatic renewal options with Ahnimisha Consulting, I
LLC as one of two primary providers for Organizational Development consulting as needed.
Budget Impact:
Various
Account Number
Various
Fund
Various
Project Number Project Title
Budgeted Item? Yes Current Budget
Funds Obligated
Current Balance $
Does item have a cost? Yes Item Cost $
Budget Adjustment Attached? No Budget Adjustment
Remaining Budget $
Previous Ordinance or Resolution #
Original Contract Number:
Comments:
Approval Date:
V20180209
CITY OF
FAYETTEVILLE
ARKANSAS
MEETING OF MAY 15, 2018
TO: Mayor and City Council
THRU: Don Marr, Chief of Staff
FROM: Brenda Reed, HR Director
DATE: April 26, 2018
CITY COUNCIL MEMO
SUBJECT: Approval of a Contract with Ahnimisha Consulting, LLC — Organizational
Development Consulting Services
RECOMMENDATION:
Staff recommends approval of a one-year contract with four automatic renewal options with
Ahnimisha Consulting, LLC as one of two primary providers for organizational development
consultino as needed. Since organizational development encompasses such a broad scone.
utilizing more than one vendor will provide the City with the added value of having access to a
wide range of subject matter experts in organizational development.
BACKGROUND:
In January 2018, the City published a Request for Proposal (RFP) for Organizational
Development Consulting Services. Nine vendors responded to the RFP. The Organizational
Consulting Services Committee interviewed three vendors and chose two preferred vendors.
DISCUSSION:
The City desires to utilize organizational development consulting services to support strategic
and cultural alignment for short and long-term assignments across multiple departments. By
engaging with organizational development consultants, the City will be able to develop a talent
management philosophy supported by a forward -thinking workplace to deliver optimal services
to the citizens of Fayetteville. Structural and cultural alignment strategies will optimize:
• Infrastructure — Processes and Systems
• Custorner Service
• Integrated Measurements
• Change Management
• Engagement Practices
The outcomes will address such needs as talent acquisition and workforce planning, and
provide pathways for growth and career enrichment, which will support development and job
satisfaction.
BUDGET/STAFF IMPACT:
The 2018 budget has funding allocated for travel and training across departments.
Mailing Address:
113 W. Mountain Street www.fayetteville-ar.gov
Fayetteville, AR 72701
Aft CITY OF
FAYETTEVILLE
ARKANSAS
City of Fayetteville
RFP 18-03, Organizational Development Consultant
Contract — Between City of Fayetteville, AR
and Ahnimisha Consulting, LLC
Renewable Terms: One (1) year with four (4)
renewals
This contract executed this �ay of M 2018, between the City of Fayetteville, Arkansas (City), of 113 W.
Mountain, Fayetteville, AR 72701 and Ahnimishi Consulting, LLC (Ahnimisha) of 17 Ila Lane, Bella Vista, AR 72714, in
consideration of the mutual covenants contained herein, the parties agree as follows:
The Contract documents which comprise the contract between the City of Fayetteville and Ahnimisha consist of
this Contract and the following documents attached hereto, and made a part hereof:
a. Appendix A: Scope of Work & Fees
b. Appendix B: Solicitation identified as RFP 18-03, Organizational Development Consultant
c. Appendix C: Ahnimisha RFP response
2. These Contract documents constitute the entire agreement between the City of Fayetteville and Ahnimisha and
may be modified only by a duly executed written instrument signed by the City of Fayetteville and Ahnimisha.
3. Ahnimisha shall not assign its duties under the terms of this agreement without prior written consent of the City.
4. Ahnimisha agrees to hold the City of Fayetteville harmless and indemnify the City of Fayetteville, against any and
all claims for property damage, personal injury or death, arising from Ahnimisha performance of this contract.
This clause shall not in any form or manner be construed to waive that tort immunity set forth under Arkansas
Law.
5. Ahnimisha shall furnish a certificate of insurance addressed to the City of Fayetteville within ten (10) calendar days
after contract finalization, presenting insurance which shall be maintained throughout the term of the Contract.
Any work sublet, Ahnimisha shall require the subcontractor similarly to provide insurance. In case any employee
engaged in work on the project under this contract is not protected under Worker's Compensation Insurance,
Ahnimisha shall provide and shall cause each Subcontractor to provide adequate employer's liability insurance for
the protection of such of his employees as are not otherwise protected. Worker's Compensation coverage shall be
applicable with state law.
6. Ahnimisha shall furnish proof of licensure as required by all local and state agencies.
Payments:
a. Payments will be made after approval and acceptance of work, delivery, and submission of invoice.
b. Payments will be made 30 calendar days after acceptance of invoice and prefers electronic delivery of
invoices.
8. Terms: This contract shall be effective for one (1) year from date approved by City Council and shall be renewable
for up to an additional four (4) one-year terms for a possible contract term of five (5) years. This contract may be
terminated by the City of Fayetteville or Ahnimisha with 30 days written notice.
The intent of this contract is for Ahnimisha to provide professional services on an as needed basis as
budget appropriations allow to the City. The City makes no guarantee for a minimum amount,of work.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Contract: Ahnimisha Consulting, LLC
Page 1 of 3
9. Travel Expenses: Travel expenses associated with performance of this work shall be considered for
reimbursement subject to the following conditions:
a. All travel expenses are pre -approved by the City
b. All expenses are in accordance with the City's most recent travel policy
c. Travel expenses are not excessive in nature
d. Travel expenses are of the most economical means of travel available (such as: economy class airline
tickets, small compact automobiles, shuttles with available, etc.)
e. City approved per diem rates for meals
f. Travel expenses are not reimbursable for consultants with an office located within 50 miles of 113 W.
Mountain, Fayetteville, AR 72701.
10. Liquidated Damages: N/A
11. Independent Contractor: Ahnimisha is an independent contractor of the City and shall maintain complete
responsibility for applicable state or federal law on unemployment insurance, withholding taxes, social security,
or other industrial, labor or discrimination law for its employees. Ahnimisha is responsible for its agents, methods
and operations.
12. Notices: Any notice required to be given under this Agreement to either party to the other shall be
sufficient if addressed and mailed, certified mail, postage paid, delivery, e-mail or fax (receipt
confirmed), or overnight courier.
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contractual work are subject to the Arkansas Freedom of Information Act. If a Freedom of Information Act
request is presented to the City of Fayetteville, the contractor will do everything possible to provide the
documents in a prompt and timely manner as prescribed in the Arkansas Freedom of Information Act (A.C.A. 25-
19-101 et. Seq.). Only legally authorized photo coping costs pursuant to the FOIA may be assessed for this
compliance.
14. Chanes in Scope or Price: Changes, modifications, or amendments in scope, price or fees to this contract shall
not be allowed without a prior formal contract amendment approved by the Mayor and the City Council in
advance of the change in scope, cost or fees. No modification of this contract shall be binding unless made in
writing and executed by both parties.
15. Applicable Law: This Agreement shall be governed by and construed in accord with the laws of the State
of Arkansas. Venue for all legal disputes shall be Washington County, Arkansas.
16. Contract Administration: The Mayor or his/her Designated Representative shall be the Contract
Administrator for this contract. Ahnimisha's Principal or his/her Designated Representative shall be the
primary contact for all matters pertaining to this contract.
17. professional Responsibility: Ahnimisha shall exercise reasonable skill, care, and diligence in the
performance of services and will carry out its responsibilities in accordance with customarily accepted
professional practices.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Contract: Ahnimisha Consulting, LLC
Page 2 of 3
18. Permits & Licenses: Ahnimisha shall secure and maintain any and all permits and licenses required to complete
this Contract.
19, Debarment Certification: Ahnimisha hereby provides debarment/suspension certification indicating compliance
with the below Federal Executive Order. Federal Executive Order (E.O.) 12549 "Debarment and Suspension"
requires that all contractors receiving individual awards, using federal funds, and all sub -recipients certify that the
organization and its principals are not debarred, suspended, proposed for debarment, declared ineligible, or
voluntarily excluded by any Federal department or agency from doing business with the Federal Government.
Ahnimisha hereby attests its principal is not presently debarred, suspended, proposed for debarment, declared
ineligible, or voluntarily excluded from participation in this transaction by any federal department or agency.
WITNESS OUR HANDS 1 FIQ DAY OF U & 2
AHNIMIW CON ULTING LC
By: () )L ��
Signature
Abby -G —Esaster, Manage Principal
Printed Name & Title
ATTEST (Signature)
Company Secretary (Printed Name)
Business Address
17 Ila Lane
Bella Vista, AR 79714
City, State & Zip Code
Date Signed: A rip 1252018
City of Fayetteville, AR
RFP 1.8-03, Organizational Development Consultant
Contract: Ahnimisha Consulting, LLC
Page 3 of 3
La" "r,
ATTEST: (Signature)
`1��ktitl R�A�r''►r�r
Sondra E. Smith, City CleQ . , OF
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NN
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Date Signed: " 14 aZd /9
Aft CITY OF
FAYETTEVI L.E
ARKANSAS
RFP 18-03, ORGANIZATIONAL DEVELOPMENT CONSULTANT
APPENDIX A -SCOPE OF WORK & PRICING
VENDOR: AHNIMISHA CONSULTING, LLC
1. Objectives:
a. Define the Strategy, wrap it into the Processes, and Implement the changes necessary to proactively
manage the.City's human talent in a forward -thinking environment. With Leadership Alignment on the
overarching talent strategy, and process adjustments that support and perpetuate the talent
philosophy, the City of Fayetteville shall be positioned to Attract, Retain, Motivate, and Develop a fair
share of the talent resources available.
2. Scope of Work & Deliverables:
a. Ongoing services available: Ahnimisha Consulting shall provide services on an as -needed on-call basis to
the City of Fayetteville as desired through the term of the contract.
i. Upon services requested, a detailed scope shall be provided to Ahnimisha Consulting from
the City. Ahnimisha Consulting shall provide the City with a quote based upon hourly
r?tP nrncPntPri in thic rnntrnrt
ii. The City makes no guarantee for an amount of work to be completed under this contract and
Ahnimisha Consulting understands services requested depend on budget availability.
b. Additional details of Scope of work are referenced in Appendix C.
c. Strategies and Processes (Step 1 may be completed independent of Steps 2 and 3)
i. Step 1— Define the Talent Management Strategy: This step shall create the foundation for how
the City of Fayetteville will view, mentor, and manage the human resources who serve its citizens.
From the Philosophy, which lays the groundwork for consistency in how the City manages talent
relative to Performance, Behaviors, Differentiation (investment in specific employees),
Transparency (career conversations), and Accountability (management's engagement in
employee development), to Employee Expectations, and Management Practices; this step of the
proposed solution shall create clarity about the rules and practices all management will
consistently follow in their interactions with and expectations of all employees. (This step is
further defined in Appendix Q
1. Philosophy: Views, mentors, and manage the human resources who serve he citizens
2. Employee Expectations: behaviors, leadership accountabilities, performance
expectations, leadership development
3. Management Practices: guiding principles for hiring, developing, promoting, motivating
and retaining employees
ii. Step 2 — Define Processes: identify process data flow, resources and organization structure to
achieve desired outcomes. Step 2 is a 2 -Part process which includes Strategies and Processes for
the process scope listed in the RFP (Part 1), and Scope -Specific Solutions commonly delivered by
Ahnimisha (Part 2). Ahnimisha shall assume a Provider Role on the talent management scope
areas that are a core competency and a Consultative Role on the areas that are not within core
competency. (This step is further defined in Appendix Q.
1. Desired State: the process flow which best supports the strategy and desired outcomes
envisioned by the Talent Management Strategy
City of Fayetteville, AR
RFP 18-03, Appendix A — Scope of Work and Fees — Ahnimisha Consulting, LLC
Page 1 of 4
2. Best Practices: industry practices specific to the talent area and industry that are proven
effective in achieving desired outcomes
3. Metrics: qualitative and/or quantitative measures of process effectiveness in achieving
desired outcomes
iii. Step 3 — Implement Processes: Changes and adjustments shall align with and support the Talent
Management Team. When deliberately incorporated into the strategies and processes of talent -
related activities (programs, policies, and practices), the City's Talent Management Strategy
becomes tangible. For the strategy to be Institutionalized and the benefits realized in the normal
course of business, however, the newly developed strategies and processes must be
implemented. This will require a focused effort starting with an Impact/Gap Analysis and
including Project Planning and Management and Employee Communication activities. (This step is
further defined in Appendix C).
1. Impact/Gap Analysis: compare current processes with desired state to determine process
adjustments and changes
2; Project Planning: Identify project timeline and resources with milestones, priorities and
reporting requirements
3. Roil Out: operationalize new processes with supporting tools, technology and resources
d. Succession Planning by Department
e. Training and Development Workshops
f. Employee Opinion Baseline Project
g. General Consulting
h. Diagram
City of Fayetteville, RFP; 18-03
Talent Management Scope
Strategies and
Processes
Provide Consult
Sourcing
Recruiting
✓
Onboarding _
✓
Development: Customer Service Training
✓
Development: Workforce Development Training
Engagement
✓ ✓
Retention
✓ ✓
Next Generation Leadership
✓ ✓
Cultural integration
v'
Quality Process Improvement: Lean Government Assessment
✓
Quality Process Improvement: Process Improvement Training
✓
3. Pricing & Hourly Rates:
City of Fayetteville, AR
RFP 18-03, Appendix A — Scope of Work and Fees—Ahnimisha Consulting, LLC
Page 2 of 4
1. Strategies and Processes— Best and final pricing is presented below for the work associated with the development
and implementation of a talent management philosophy and strategy. Pricing is broken down by the Steps described
in the Approach and Methodology.
Best and Final Pricing:
Step 1: Define Strategy $12,000
Step 2: Define Processes $12,000
Step 3: Implement Processes $16,000
Total $ 40,000
Note: Step 1 may be completed independent of Steps 2 and 3
2. Succession Planning by Department— Pricing for the succession planning process is structured to address each
department's individual needs. The work is staged in four distinct phases and is planned with each department head
to consider the specificskilis and priorities of their individual organization. This planning process translates to a base
number of work hours for each department, regardless of size, riven this, pricing is calculated on the number of
leadership positions and includes a base price is offered to accommodate smaller departments.
Best and Final Pricing:
Small Departments (A or fewer leadership positlons) $ 5,500 Bose price
All other departments (base price plus per leader rate) $ 1,200 perleoder
3. Training and Development Workshops—Tailored to the organization and department, workshops are either 2 or 4
hours in duration. Element= of the workshop may include personal awareness, subject matter content, and practical
application factual content is dictated by the specific needs and desired outcomes of the organization or individrlal
di partnrentj.
Best and Final Pricing:
- Sirkman Method" Personality Assessment $ 120 per each
MEPJT`m Profile $ 125 per each
- MSC"' Assessment $ 25 per each
Nate. Production cast of $25 rs included in assessment priceng
Workshop Delivery time materials and tailored content for up to 20 participants)
Taro -h our workshop $ 1,500
Four-hourwork5hop $ 2,500
Note:.Addrtionor workshop participants = assessmentpass-through (if appi cala)e f, plus S75 per each
City of Fayetteville, AR
RFP 18-03, Appendix A—Scope of Work and Fees —Ahnimisha Consulting, LLC
Page 3 of 4
4. Employee Opinion Baseline Project -Pricing for the employee opinion survey project is based on the following
elements and information presented on the Qys website:
• Key Pricing Elements
-o Number and type of survey questions
n- Inclusion of and reporting on demographic data
o Complexityof analysis (qualitative vs quantitative analytics)
Client Information
o 11 Major Business Units
L , 22 Departments (Nate: to ensure confidentiality, we will not report separately on departments
with 4 .or fewer employees)
Best and Final Pricing:
Total Organization (Maximum reports= SO) 15,000
Per, Major Business Unit IMaxImurn reports = 5) 1,800 per SU
Note: Pricing assumes proposed resource (Ana Woods; wiff work remote
5. Con -salting Rate —Best and Final Pricing:
Senior Resources 110+ years relevant experience) $ 125 per hour
Junior Resources (Student intern level) $ 30 per hour
Blended Rate (Junior resource with senior oversight) $ 80 per hour
Note,, Junbr Resources currently planned to perform back-office tasks with lim;fed client -Racing work
City of Fayetteville, AR
RFP 18-03, Appendix A —Scope of Work and Fees — Ahni misha Consulting, LLC
Page 4 of 4
CITY OF City of Fayetteville, Arkansas
�� � � � � � � � � � Purchasing Division —Room 306
113 W. Mountain
ARKANSAS Fayetteville, AR 72701
Phone: 479.575.8220
TDD (Telecommunication Device for the Deaf): 479.521.1316
REQUEST FOR PROPOSAL: RFP 18-03, Organizational Development Consultant
DEADLINE: Wednesday, February 07, 2018 before 2:00:00 PM, local time
RFP DELIVERY LOCATION: Room 306 —113 W. Mountain, Fayetteville, AR 72701
PURCHASING AGENT: Les McGaugh, Imc au h fa etteville-ar. ov
DATE OF ISSUE AND ADVERTISEMENT: Tuesday, January 02 & January 09, 2018
REQUEST FOR PROPOSAL
RFP 18-03, Organizational Development Consultant
i- tI I.__ - - i nrn 6 II 4 I- ;++ A ---1-,4 I 1-,h. 1I 4 ,I+h +k- ,-i-,+
number and name as well as the name and address of the firm.
All proposals shall be submitted in accordance with the attached City of Fayetteville specifications and bid
documents attached hereto. Each Proposer is required to fill in every blank and shall supply all information
requested; failure to do so may be used as basis of rejection. Any bid, proposal, or statements of qualification
will be rejected that violates or conflicts with state, local, or federal laws, ordinances, or policies.
The undersigned hereby offers to furnish & deliver the articles or services as specified, at the prices & terms stated
herein, and in strict accordance with the specifications and general conditions of submitting, all of which are made a part
of this offer. This offer is not subject to withdrawal unless upon mutual written agreement by the Proposer/Bidder and
City Purchasing Agent.
Name of Firm:
Contact Person:
E -Mail:
Business Address:
City:
Signature:
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 1 of 22
State:
Title:
Phone:
Date:
Zip:
City of Fayetteville
RFP 18-03, Organizational Development Consultant
Advertisement
City of Fayetteville, AR
Request for Proposal
RFP 18-03, Organizational Development Consultant
The City of Fayetteville, Arkansas is requesting proposals from qualified consulting firms to provide
organizational development consulting services.
To be considered, sealed proposals shall be received at the City Administration Building, City Hall, Purchasing —
Room 306, 113 West Mountain, Fayetteville, Arkansas, by Wednesday, February 07, 2018 before 2:00;_00 PM,
local time. No late submittals shall be accepted.
Project documents & addendums can be obtained by request from the City of Fayetteville via request from Les
McGaugh, Purchasing Agent at Imcgaugh@favetteville-ar.gov or (479)575-8220. The invitation to bid, notice of
and addenda issued will be made publically available at http:/Ifavetteville-ar.gov/bids. All questions regarding
the process should be directed to Les McGaugh.
Proposals submitted shall be qualified to do business and licensed in accordance with all applicable laws of the
state and local governments where the project is located.
Pursuant to Arkansas Code Annotated §22-9-203 The City of Fayetteville encourages all qualified small, minority
and women business enterprises to bid on and receive contracts for goods, services, and construction. Also,
City of Fayetteville encourages all general contractors to subcontract portions of their contract to qualified
small, minority and women business enterprises.
The City of Fayetteville reserves the right to reject any or all proposals and to waive irregularities therein and all
Proposers shall agree that such rejection shall be without liability on the part of the City of Fayetteville for any
damage or claim brought by any Proposer because of such rejections, nor shall the Proposers seek any recourse
of any kind against the City of Fayetteville because of such rejections. The filing of any Proposal in response to
this invitation shall constitute an agreement of the Proposer to these conditions.
CITY OF FAYETTEVILLE, AR
By: Les McGaugh
Title: Purchasing Agent
Ad date: 01/02/2018 and 01/09/2018
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 2 of 22
City of Fayetteville
RFP 18-03, Organizational Development Consultant
Appendix
SECTION:
PAGE NUMBER
Cover Page
01
Advertisement
02
SECTION A: General Terms & Conditions
04
SECTION B: Vendor References
14
SECTION C: Scope of Services and General Information
15
SECTION D: Submittal Signature
21
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 3 of 22
City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION A: General Terms & Conditions
1. SUBMISSION OF A PROPOSAL SHALL INCLUDE:.
Each proposal shall contain the following at a minimum. Proposer must also address detailed requirements
as specified in the Scope of Work.
a. A written narrative describing the method or manner in which the Proposer proposes to satisfy
requirements of this RFP in the most cost-effective manner.
b. A description of the Proposer's experience in providing the same or similar services as outlined in
the RFP. This description should include the names of the person(s) who will provide the
services, their qualifications, and the years of experience in performing this type of work. Also,
include the reference information requested in this RFP.
c. The complete fee and cost to the City for all services outlined in this RFP.
Statement should be no more than twenty-five (25) pages; single sided, standard, readable, print
on standard 8.5x11 papers, Proposers shall also submit a three (3) page (maximum) executive
summary. The following items will not count toward the page limitations: appendix, cover sheet,
3 -page executive summary, resumes (resumes shall be no more than 1 page per person), and
forms provided by the City for completion.
All Proposers shall submit six -(6) identical sets of the proposal as well as one (1) electronic copy
on a properly labeled CD or other electronic media device. The electronic copy submitted should
be contained into one (1) file. The use of Adobe PDF documents is strongly recommended. Files
contained on the CD or electronic media shall not be restricted against saving or printing. The
electronic copy shall be identical to the original papers submitted inclusive of City forms for
completion. Electronic copies shall not be submitted via e-mail to City employees by the
Proposer.
f. Proposals will be reviewed following the stated deadline, as shown on the cover sheet of this
document, Only the names of Proposers will be available after the deadline until a contract has
been awarded by the Fayetteville City Council. All interested parties understand proposal
documents will not be available until after a valid contract has been executed.
Proposers shall submit a proposal based on documentation published by the Fayetteville
Purchasing Division.
h: Proposals shall be enclosed in sealed envelopes or packages addressed to the City of Fayetteville,
Purchasing Division, Room 306, 113 W. Mountain, Fayetteville, AR 72701. The name, address of
the firm and Bid, RFP, or RFQ number shall be on the outside of the packaging as well as on any
packages enclosed in shipping containers or boxes.
Proposals must follow the format of the RFP. Proposers should structure their responses to
follow the sequence of the RFP.
Proposers shall have experience in work of the same or similar nature, and must provide
references that will satisfy the City of Fayetteville. Proposer shall furnish a reference list of
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 4 of 22
clients for whom they have performed similar services and must provide information as
requested in this document.
Proposer is advised that exceptions to any of the terms contained in this RFP or the attached
service agreement must be identified in its response to the RFP. Failure to do so may lead the
City to declare any such term non-negotiable. Proposer's desire to take exception to a non-
negotiable term will not disqualify it from consideration for award.
Local time shall be defined as the time in Fayetteville, Arkansas on the due date of the deadline.
Documents shall be received before the deadline time as shown by the atomic clock located in
the Purchasing Division Office.
2. WRITTEN REQUESTS FOR INTERPRETATIONS OR CLARIFICATION:
No oral interpretations will be made to any firms as to the meaning of specifications or any other contract
documents. All questions pertaining to the terms and conditions or scope of work of this proposal must be
sent in writing via e-mail to the Purchasing Department. Responses to questions may be handled as an
addendum if the response would provide clarification to the requirements of the proposal. All such
addenda shall become part of the contract documents. The City will not be responsible for any other
explanation or interpretation of the proposed RFP made or given prior to the award of the contract.
DESCRIPTION OF SUPPLIES AND SERVICES:
Any manufacturer's names, trade name, brand name, catalog number, etc. used in specifications are for the
nuroose of describine and establishing general auality levels. Such references are NOT intended to be
restrictive. Proposals shall be considered for all brands that meet the quality of the specifications listed for
any items.
3. RIGHTS OF CITY OF FAYETTEVILLE IN REQUEST FOR PROPOSAL PROCESS,
In addition to all other rights of the City of Fayetteville, under state law, the City specifically reserves the
following:
a. The City of Fayetteville reserves the right to rank firms and negotiate with the highest-ranking
firm. Negotiation with an individual Proposer does not require negotiation with others.
b. The City reserves the right to select the proposal it believes will serve the best interest of the
City.
c. The City of Fayetteville reserves the right to accept or reject any or all proposals.
d. The City of Fayetteville reserves the right to cancel the entire request for proposal.
e. The City of Fayetteville reserves the right to remedy or waive technical or immaterial errors in
the request for proposal or in proposals submitted.
The City of Fayetteville reserves the right to request any necessary clarifications, additional
information or proposal data without changing the terms of the proposal.
g. The City of Fayetteville reserves the right to make selection of the Proposer to perform the
services required on the basis of the original proposals without negotiation.
4. EVALUATION CRITERIA:
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 5 of 22
The evaluation criterion defines the factors that will be used by the selection committee to evaluate and
score responsive, responsible and qualified proposals. Proposers shall include sufficient information to
allow the selection committee to thoroughly evaluate and score proposals. Each proposal submitted shall
be evaluated and ranked by a selection committee. The contract will be awarded to the most qualified
Proposer, per the evaluation criteria listed in this RFP. Proposers are not guaranteed to be ranked.
5. COSTS INCURRED BY PROPOSERS:
All expenses involved with the preparation and submission of proposals to the City, or any work performed
in connection therewith, shall be borne solely by the Proposer(s). No payment will be made for any
responses received, or for any other effort required of, or made by, the Proposer(s) prior to contract
commencement.
6. ORAL PRESENTATION:
An oral presentation and/or interview may be requested of any firm, at the selection committee's
discretion.
7. CONFLICT OF INTEREST;
The Proposer represents that it presently has no interest and shall acquire no interest, either
direct or indirect, which would conflict in any manner with the performance or services required
hereunder, as provided in City of Fayetteville Code Section 34.26 titled "Limited Authority of City
Employee to Provide Services to the City".
b. The Proposer shall promptly notify Les McGaugh, City Purchasing Agent, in writing, of all
potential conflicts of interest for any prospective business association, interest, or other
circumstance which may influence or appear to influence the Proposer's judgment or quality of
services being provided. Such written notification shall identify the prospective business
association, interest or circumstance, the nature of which the Proposer may undertake and
request an opinion to the City as to whether the association, interest or circumstance would, in
the opinion of the City, constitute a conflict of interest if entered into by the Proposer. The City
agrees to communicate with the Proposer its opinion via e-mail or first-class mail within thirty
days of receipt of notification.
8. WITHDRAWAL OF PROPOSAL:
A proposal may be withdrawn prior to the time set for the proposal submittal based on a written request
from an authorized representative of the firm; however, a proposal shall not be withdrawn after the time
set for the proposal.
9. LATE PROPOSAL OR MODIFICATIONS:
a. Proposal and modifications received after the time set for the proposal submittal shall not be
considered. Modifications in writing received prior to the deadline will be accepted. The City
will not be responsible for misdirected bids. Proposers should call the Purchasing Division at
(479) 575-8220 to insure receipt of their submittal documents prior to opening time and date
listed.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 6 of 22
The Lirrie sel fur lhie deddlirie slydll be luLdl Lime rut Fayelleville, AR on the date listed. All
proposals shall be received in the Purchasing Division BEFORE the deadline stated. The official
clock to determine local time shall be the atomic clock located in the Purchasing Division, Room
306 of City Hall, 113 W. Mountain, Fayetteville, AR.
10. LOCAL, STATE, AND FEDERAL COMPLIANCE REQUIREMENTS:
a. The laws of the State of Arkansas apply to any purchase made under this request for proposal.
Proposers shall comply with all local, state, and federal directives, orders and laws as applicable
to this proposal and subsequent contract(s) including but not limited to Equal Employment
Opportunity (EEO), Disadvantaged Business Enterprises (DBE), & OSHA as applicable to this
contract.
b. Pursuant to Arkansas Code Annotated §22-9-203 The City of Fayetteville encourages all qualified
small, minority and women business enterprises to bid on and receive contracts for goods,
services, and construction. Also, City of Fayetteville encourages all general contractors to
subcontract portions of their contract to qualified small, minority and women business
enterprises.
11. PROVISION FOR OTHER AGENCIES:
Unless otherwise stipulated by the Proposer, the Proposer agrees to make available to all Government
agencies, departments, municipalities, and counties, the proposal prices submitted in accordance with said
proposal terms and conditions therein, should any said governmental entity desire to buy under this
proposal. Eligible users shall mean all state of Arkansas agencies, the legislative and judicial branches,
political subdivisions (counties, local district school boards, community colleges, municipalities, counties, or
other public agencies or authorities), which may desire to purchase under the terms and conditions of the
contract.
12. COLLUSION:
The Proposer, by affixing his or her signature to this proposal, agrees to the following: "Proposer certifies
that his proposal is made without previous understanding, agreement, or connection with any person, firm
or corporation making a proposal for the same item(s) and/or services and is in all respects fair, without
outside control, collusion, fraud, or otherwise illegal action."
13. RIGHT TO AUDIT, FOIA, AND JURISDICITON
a. The City of Fayetteville reserves the privilege of auditing a vendor's records as such records
relate to purchases between the City and said vendor.
b. Freedom of Information Act: City contracts and documents prepared while performing City
contractual work are subject to the Arkansas Freedom of Information Act. If a Freedom of
Information Act request is presented to the City of Fayetteville, the (contractor) will do
everything possible to provide the documents in a prompt and timely manner as prescribed in
the Arkansas Freedom of Information Act (A.C.A. §25-19-101 et. sec.). Only legally authorized
photocopying costs pursuant to the FOIA may be assessed for this compliance.
c. Legal jurisdiction to resolve any disputes shall be Arkansas with Arkansas law applying to the
case.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 7 of 22
14. CITY INDEMNIFICATION:
The successful Proposer(s) agrees to indemnify the City and hold it harmless from and against all claims,
liability, loss, damage or expense, including but not limited to counsel fees, arising from or by reason of any
actual or claimed trademark, patent or copyright infringement or litigation based thereon, with respect to
the services or any part thereof covered by this order, and such obligation shall survive acceptance of the
services and payment thereof by the City.
15. VARIANCE FROM STANDARD TERMS & CONDITIONS:
All standard terms and conditions stated in this request for proposal apply to this contract except as
specifically stated in the subsequent sections of this document, which take precedence, and should be fully
understood by Proposers prior to submitting a proposal on this requirement.
16. ADA REQUIREMENT FOR PUBLIC NOTICES & TRANSLATION:
Persons with disabilities requiring reasonable accommodation to participate in this proceeding/event,
should call 479.521.1316 (telecommunications device for the deaf), not later than seven days prior to the
deadline, Persons needing translation of this document shall contact the City of Fayetteville, Purchasing
Division, immediately.
17. CERTIFICATE OF INSURANCE:
The successful Proposer shall provide a Certificate of Insurance in accordance with specifications listed in
this request for proposal, prior to commencement of any work. Such certificate shall list the City of
Fayetteville as an additional insured. Insurance shall remain valid throughout project completion.
18. PAYMENTS AND INVOICING:
The Proposer must specify in their proposal the exact company name and address which must be the same
as invoices submitted for payment as a result of award of this RFP. Further, the successful Proposer is
responsible for immediately notifying the Purchasing Division of any company name change, which would
cause invoicing to change from the name used at the time of the original RFP. Payment will be made within
thirty days of invoice received. The City of Fayetteville is very credit worthy and will not pay any interest or
penalty for untimely payments. Payments can be processed through Proposer's acceptance of Visa at no
additional costs to the City for expedited payment processing. The City will not agree to allow any increase in
hourly rates by the contract without PRIOR Fayetteville City Council approval.
19. CANCELLATION:
a. The City reserves the right to cancel this contract without cause by giving thirty (30) days prior
notice to the Contractor in writing of the intention to cancel or with cause if at any time the
Contractor fails to fulfill or abide by any of the terms or conditions specified.
b. Failure of the contractor to comply with any of the provisions of the contract shall be considered
a material breach of contract and shall be cause for immediate termination of the contract at the
discretion of the City of Fayetteville.
c. In addition to all other legal remedies available to the City of Fayetteville, the City reserves the
right to cancel and obtain from another source, any items and/or services which have not been
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 8 of 22
delivered within the period oftirne from Lhe dale of order as delerrnined by Lhe CiLy of
Fayetteville.
d. In the event sufficient budgeted funds are not available fora new fiscal period, the City shall
notify the vendor of such occurrence and contract shall terminate of the last day of the current
fiscal period without penalty or expense to the City.
20. ASSIGNMENT, SUBCONTRACTING, CORPORATE ACQUISITIONS ANDJOR MERGERS:
The Contractor shall perform this contract. No assignment of subcontracting shall be allowed
without prior written consent of the City. If a Proposer intends to subcontract a portion of this
work, the Proposer shall disclose such intent in the proposal submitted as a result of this RFP.
In the event of a corporate acquisition and/or merger, the Contractor shall provide written
notice to the City within thirty (30) calendar days of Contractor's notice of such action or upon
the occurrence of said action, whichever occurs first. The right to terminate this contract, which
shall not be unreasonably exercised by the City, shall include, but not be limited to, instances in
which a corporate acquisition and/or merger represent a conflict of interest or are contrary to
any local, state, or federal laws. Action by the City awarding a proposal to a firm that has
disclosed its intent to assign or subcontract in its response to the RFP, without exception shall
constitute approval for purpose of this Agreement.
21. NON-EXCLUSIVE CONTRACT:
Hwara or anis rtrr snaii impose no obiigatiUn Un gyne �111_y rU uLiiize Lile vendur iUl d i WUI k U1 Liiis Hype, M nu I
may develop during the contract period. This is not an exclusive contract. The City specifically reserves the
right to concurrently contract with other companies for similar work if it deems such an action to be in the
City's best interest. In the case of multiple -phase contracts, this provision shall apply separately to each
item.
22. LOBBYING:
Lobbying of selection committee members, City of Fayetteville employees, or elected officials regarding
request for proposals, request for qualifications, bids or contracts, during the pendency of bid protest, by
the bidder/proposer/protestor or any member of the bidder's/proposer's/protestor's staff, and agent of the
bidder/proposer/protestor, or any person employed by any legal entity affiliated with or representing an
organization that is responding to the request for proposal, request for qualification, bid or contract, or has
a pending bid protest is strictly prohibited either upon advertisement or on a date established by the City of
Fayetteville and shall be prohibited until either an award is final or the protest is finally resolved by the City
of Fayetteville; provided, however, nothing herein shall prohibit a prospective/bidder/proposer from
contacting the Purchasing Division to address situations such as clarification and/or questions related to the
procurement process. For purposes of this provision lobbying activities shall include but not be limited to,
influencing or attempting to influence action or non -action in connection with any request for proposal,
request for qualification, bid or contract through direct or indirect oral or written communication or an
attempt to obtain goodwill of persons and/or entities specified in this provision. Such actions may cause
any request for proposal, request for qualification, bid or contract to be rejected.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 9 of 22
23. ADDITIONAL REQUIREMENTS:
The City reserves the right to request additional services relating to this RFP from the Proposer. When
approved by the City as an amendment to the contract and authorized in writing prior to work, the
Contractor shall provide such additional requirements as may become necessary.
24. SERVICES AGREEMENT:
A written agreement, in substantially the form attached, incorporating the RFP and the successful proposal
will be prepared by the City, signed by the successful Proposer and presented to the City of Fayetteville for
approval and signature of the Mayor.
25. INTEGRITY OF REQUEST FOR PROPOSAL (RFP) DOCUMENTS:
Proposers shall use the original RFP form(s) provided by the Purchasing Division and enter information only
in the spaces where a response is requested. Proposers may use an attachment as an addendum to the RFP
form(s) if sufficient space is not available on the original form for the Proposer to enter a complete
response. Any modifications or alterations to the original RFP documents by the Proposer, whether
intentional or otherwise, will constitute grounds for rejection of such RFP response, Any such modifications
or alterations a Proposer wishes to propose shall be clearly stated in the Proposer's RFP response and
presented in the form of an addendum to the original RFP documents.
26. OTHER GENERAL CONDITIONS:
Proposers must provide the City with their proposals signed by an employee having legal
authority to submit proposals on behalf of the Proposer. The entire cost of preparing and
providing responses shall be borne by the Proposer.
The City reserves the right to request any additional information it deems necessary from any or
all Proposers after the submission deadline.
This solicitation is not to be construed as an offer, a contract, or a commitment of any kind; nor
does it commit the city to pay for any costs incurred by Proposer in preparation, It shall be
clearly understood that any costs incurred by the Proposer in responding to this request for
proposal is at the Proposer's own risk and expense as a cost of doing business. The City of
Fayetteville shall not be liable for reimbursement to the Proposer for any expense so incurred,
regardless of whether or not the proposal is accepted.
d. If products, components, or services other than those described in this solicitation document are
proposed, the Proposer must include complete descriptive literature for each. All requests for
additional information must be received within five working days following the request.
Any uncertainties shall be brought to the attention to Les McGaugh immediately via telephone
(479.575.8220) or e-mail (Imcgaugh@fayetteville-ar.gov). It is the intent and goal of the City of
Fayetteville Purchasing Division to provide documents providing a clear and accurate
understanding of the scope of work to be completed and/or goods to be provided. We encourage
all interested parties to ask questions to result in all Proposers being on equal terms.
f. Any inquiries or requests for explanation in regard to the City's requirements shall be made
promptly to Les McGaugh, City of Fayetteville, Purchasing Agent via e-mail
(lmcgaugh_ fayetteville-ar.go ) or telephone (479.575.8220). No oral interpretation or
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 10 of 22
clarifications will be given as to the meaning of any part of this request for proposal. All
questions, clarifications, and requests, together with answers, if any, will be provided to all firms
via written addendum. Names of firms submitting any questions, clarifications, or requests will
not be disclosed until after a contract is in place.
g. At the discretion of the City, one or more firms may be asked for more detailed information
before final ranking of the firms, which may also include oral interviews.
Any information provided herein is intended to assist the Proposer in the preparation of
proposals necessary to properly respond to this RFP. The RFP is designed to provide qualified
Proposers with sufficient basic information to submit proposals meeting minimum specifications
and/or test requirements, but is not intended to limit a RFP's content or to exclude any relevant
or essential data.
i. Proposers irrevocably consent that any legal action or proceeding against it under, arising out of or
in any manner relating to this Contract shall be controlled by Arkansas law in Washington County.
Proposer hereby expressly and irrevocably waives any claim or defense in any said action or
proceeding based on any alleged lack of jurisdiction or improper venue or any similar basis.
j. The successful Proposer shall not assign the whole or any part of this Contract or any monies due
or to become due hereunder without written consent of City of Fayetteville. In case the successful
Proposer assigns all or any part of any monies due or to become due under this Contract, the
Instrument of assignment shall contain a clause substantially to the effect that is agreed that the
right of the assignee in and to any monies due or to become due to the successful Proposer shall
be subject to prior liens of all persons, firms, and corporations for services rendered or materials
supplied for the performance of the services called for in this contract.
k, The successful Proposer's attention is directed to the fact that all applicable Federal and State laws,
municipal ordinances, and the rules and regulations of all authorities having jurisdiction over the
services shall apply to the contract throughout, and they will be deemed to be included in the
contract as though written out in full herein. The successful Proposer shall keep himself/herself
fully informed of all laws, ordinances and regulations of the Federal, State, and municipal
governments or authorities in any manner affecting those engaged or employed in providing these
services or in any way affecting the conduct of the services and of all orders and decrees of bodies
or tribunals having anyjurisdiction or authority over same. If any discrepancy or inconsistency
should be discovered in these Contract Documents or in the specifications herein referred to, in
relation to any such law, ordinance, regulation, order or decree, s/he shall herewith report the
same in writing to the City of Fayetteville.
27. CONTRACT REQUIREMENTS: Any contract between the successful proposer and the City shall include the
following:
a. Indemnification: The awarded Proposer shall indemnify and hold harmless City of Fayetteville and
their agents and employees from and against all claims, damages, losses and expenses including
attorneys' fees arising out of or resulting from the performance of the services, provided that any
such claims, damage, loss or expense is attributable to bodily injury, sickness, disease or death, or
to injury to or destruction of tangible property, including the loss of use resulting there from; and is
caused in whole or in part by any negligent or willful act or omission of the successful Proposer and
anyone directly or indirectly employed by him/her or anyone for whose acts any of them may be
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 11 of 22
liable. In any and all claims against City of Fayetteville or any of their agents or employees, by any
employee of the successful Proposer, directly or indirectly employed by him/her, or anyone for
whose acts any of them may be liable, the indemnification obligation shall not be limited in any
way by any limitation on the amount or type of damages, compensation or benefits payable by or
for the successful Proposer or under the Workers' Compensation Acts, Disability Benefits Acts or
other employee benefits acts.
b. Suspension or Termination of Services: City of Fayetteville or awarded Proposer shall have the
right to terminate this agreement at any time upon thirty (30) days advance written notice to the
other party of its intention to terminate.
c. Laws and Regulations: The successful Proposer's attention is directed to the fact that all applicable
Federal and State laws, municipal ordinances, and the rules and regulations of all authorities
having jurisdiction over the services shall apply to the contract throughout, and they will be
deemed to be included in the contract as though written out in full herein. The successful
Proposer shall keep himself/herself fully informed of all laws, ordinances and regulations of the
Federal, State, and municipal governments or authorities in any manner affecting those engaged
or employed in providing these services or in any way affecting the conduct of the services and of
all orders and decrees of bodies or tribunals having any jurisdiction or authority over same. If any
discrepancy or inconsistency should be discovered in these Contract Documents or in the
specifications herein referred to, in relation to any such law, ordinance, regulation, order or
decree, s/he shall herewith report the same in writing to City of Fayetteville.
Proposer shall at all times observe and comply with all such existing and future laws,
ordinances and regulations, and shall protect and indemnify City of Fayetteville and its
agents against the violation of any such law, ordinance, regulation, order or decree,
whether by himself/herself or by his/her employees. Licenses of a temporary nature,
necessary for the prosecution of the services shall be secured and paid for by the
successful Proposer.
d. Assignments: The successful Proposer shall not assign the whole or any part of this Contract or any
monies due or to become due hereunder without written consent of City of Fayetteville. In case
the successful Proposer assigns all or any part of any monies due or to become due under this Con-
tract, the Instrument of assignment shall contain a clause substantially to the effect that is agreed
that the right of the assignee in and to any monies due or to become due to the successful
Proposer shall be subject to prior liens of all persons, firms, and corporations for services rendered
or materials supplied for the performance of the services called for in this contract.
e. Insurance: The successful Proposer shall not commence work under this contract until all insurance
described below has been obtained, certificate listing the City as an additional insured, and such
insurance has been approved by City of Fayetteville. Premiums for all insurance policies required
shall be the responsibility of the Proposer. It is the City's intent to be listed as an additional insured
with the final Proposer after contract award. Proposer should submit current insurance coverages
with RFP submittal.
f. Payments: If the Consultant has made application for payment as above, the Project Manager will
issue a request for payment to the Accounting Department for such amount as is determined to be
properly due, or state in writing the itemized and specific reasons for withholding a payment. The
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 12 of 22
City intends to pay accepted invoice within thirty (30) calendar days. No payment shall constitute
an acceptance of any services not in accordance with the Contract Documents.
Final payment: Upon receipt of written notice from the Consultant that all contracted
services are complete, the Project Manager will, within a reasonable time, review all
services and reports. If the Project Manager finds the services and reports of the
Consultant complete and acceptable in accordance with the provisions of the Contract
Documents, s/he shall, within a reasonable time, process a pay request so that final
payment can be made. The acceptance of final payment shall constitute a waiver of all
claims by the Consultant except those previously made in writing and still unsettled.
g. Freedom of Information Act: City of Fayetteville contracts and documents prepared while
performing city contractual work are subject to the Arkansas Freedom of Information Act. If a
Freedom of Information Act request is presented to the City of Fayetteville, the contractor will
do everything possible to provide the documents in a prompt and timely manner as prescribed in
the Arkansas Freedom of Information Act (A.C.A. 25-19-101 et. Sec.). Only legally authorized
photo coping costs pursuant to the FOIA may be assessed for this compliance.
h. Changes in Scope or Price: Changes, modifications, or amendments in scope, price or fees to this
contract shall not be allowed without a prior formal contract amendment approved by the
Mayor and the City Council in advance of the change in scope, cost or fees.
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City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION B: Vendor References
TELEPHONE
The following information is required from all firms so all statements of qualification may be reviewed and properly evaluated:
COMPANY NAME:
FAX NUMBER
NUMBER OF YEARS IN BUSINESS: HOW
LONG IN PRESENT LOCATION:
TOTAL NUMBER OF CURRENT EMPLOYEES:
FULL TIME PARTTIME
NUMBER OF EMPLOYEES PLANNED FOR THIS CONTRACT:
FULLTIME PARTTIME
PLEASE LIST FOUR (4) REFERENCES THAT YOU HAVE PREVIOUSLY
PERFORMED CONTRACT SERVICES FOR WITHIN THE PAST FIVE (5)
YEARS (All fields must be completed):
1.
2.
COMPANY NAME
COMPANY NAME
CITY, STATE, ZIP
CITY, STATE, ZIP
CONTACT PERSON
CONTACT PERSON
TELEPHONE
TELEPHONE
FAX NUMBER
FAX NUMBER
E-MAIL ADDRESS
E-MAIL ADDRESS
3.
4.
COMPANY NAME
COMPANY NAME
CITY, STATE, ZIP CITY, STATE, ZIP
CONTACT PERSON CONTACT PERSON
TELEPHONE
TELEPHONE
FAX NUMBER
FAX NUMBER
E-MAIL ADDRESS
E-MAIL ADDRESS
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 14 of 22
City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION C: Scope of Services and General Information
1. PURPOSE:
The City of Fayetteville, Arkansas, hereinafter referred to as "the City", is requesting proposals for
Organizational Development Consulting Services.
The City is seeking proposals from qualified vendors to assist us in developing a talent management
philosophy supported by a forwarding thinking workplace to deliver optimal services to the citizens of
the City of Fayetteville.
Questions from interested parties shall be submitted to Les McGaugh, City Purchasing Agent, no later
than 4:00 PM, Thursday January 18, 2018 via e-mail to Imcgaugh@fayetteville-ar.gov.
2. CURRENT PROGRAMS:
The City of Fayetteville is located in the northwest corner of Arkansas and has an estimated
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Fayetteville- Springdale -Rogers, AR -MO MSA (Metropolitan Statistical Area), with a population of
just under 500,000. The City of Fayetteville operates under a Mayor -Council form of government.
The City Council is composed of eight council members and a Mayor.
The City's 2017 Budget provided for 789 full-time equivalent positions,
3. SCOPE OF WORK:
The scope of work in this section has been provided to communicate what the City believes is critical
for the success of this project. The City invites Proposers to provide different approaches as
appropriate based on services offered. Proposers are invited to include all strategies and processes
listed below, or only to those specific to the proposing firm. The City reserves the right to award to
multiple vendors based on evaluation of each strategy and process submitted by the proposers.
Talent Management Strategies and Processes
a. Sourcing
b. Recruiting
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 15 of 22
c. Onboarding
d. Development
Customer Service Training, and/or;
Other workforce development training
e. Engagement
f. Retention
g. Next generation leadership
h. Cultural integration
i. Quality Process Improvement
Lean Government Assessment
Process Improvement Training
4. SUBMITTAL REQUIREMENTS:
The Proposer shall provide adequate information that will render it qualified and capable of effectively
accomplishing the scope of services. The proposal will be reviewed by a Selection Committee which
could include ranking. Since there is no assurance of the Proposer having any other opportunity to
communicate its ability, the proposal response shall negate any ambiguity with respect to the
Proposer's ability and approach.
All respondents shall submit the following information with submittal at a minimum:
a. Methods and Approach. Describe expected approach and identify each task. Describe the
anticipated interaction with the City and a description of the method(s) which will be used
to successfully accomplish the project. Provide a detailed timeline of the anticipated
schedule for completing each task.
L Scope of Work/Deliverables-. Provide deliverables for the Scope of Work outlined by the
City in this RFP. Include services outlined in the Scope of Services, as well additional services
offered or recommended by the bidder. Provide information on your firm's approach to
accomplishing the work cited in the Scope of Work.
Technical or Professional Support. Describe your technical or professional support
available to the City at no extra cost through your firm, such as legal counsel,
communications, training programs or other services.
d. Qualifications and Experience. Provide relevant information regarding previous
experience related to developing similar projects. All proposers shall submit a minimum
of three (3) references within the past five (5) years.
Provide in this section, the company's primary business interest and/or operations including
any affiliations.
e. List of Project Personnel. Proposer shall provide a description of its staff and work force
that will be assigned to effectively facilitate the requirements of this project. This
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 16 of 22
description shall include, at a minimum, the number of permanent employees, part time
employees, and an organizational chart reflecting their responsibilities. It is the desire of the
City that senior level strategic input is provided at all stages of the project.
Resumes shall be no more than two pages (a page being defined as a single
sided document), and shall include, at a minimum:
• Position title for each person assigned to this project;
• Tenure with Proposer for each person assigned to this project;
• Education of each person;
• Experience of each person;
• Estimated number of hours for each person assigned to this project;,
• Total billable hourly rate for each person assigned to this project;
• Any other pertinent information related to this project
f. Availability. Proposers shall describe the availability of project personnel and company to
participate in this project in the context of the Proposer's other commitments.
g. Listing of all Fees. Proposer shall clearly itemize and provide a list of all fees to cover
the requested scope of work and deliverables Proposer shall also provide an hourly
rate for any additional work which is not included in the scope of work.
Fees proposed are extremely important; however, tees will not be the determining tactor in
the selection process. It is not the intent of the City of Fayetteville to limit innovative
solutions by dollar constraints, but rather to determine which proposal has the potential of
providing the best value for the services required.
City of Fayetteville shall not be liable for any expense incurred while preparing a response to
this document. In addition, City of Fayetteville shall reserve the right to accept any part or
the Proposer's entire fee schedule and to negotiate any charges contained therein, unless
otherwise qualified by the Proposer.
5. PROPOSAL CONTENT:
Proposals shall be prepared simply and economically, providing a straight forward, concise
description its ability to meet the requirements for the project. Fancy bindings, colored displays,
and promotional material are not required. Emphasis should be on completeness and clarity of
content. All documents should be typewritten on standard 8 %" x 11" white papers and bound in
one volume. Exceptions would be schematics, exhibits, one page resumes, and City required forms.
Limit proposal to twenty- five (25) pages or less, excluding one-page team resumes, references,
and forms required by the City for completion. All proposals shall be sealed upon delivery to the
City of Fayetteville.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 17 of 22
All Proposers shall submit ten (10) sets of their proposal as well as one (1) electronic copy on a
properly labeled CD or other electronic media device. The electronic copy submitted shall be
contained into one
(1) electronic file and shall be identical to the hard copies provided. The use of
Adobe PDF documents is strongly recommended. Files contained on the CD or
electronic media shall not be restricted against saving or printing. Electronic
copies shall not be submitted via e-mail to City employees by the Proposer and
shall be provided to the City in a sealed manner. FedEx, UPS, USPS, or other
packages should be clearly marked with the RFP number on the outside of
the mailingpackage.
6. NEGOTIATIONS:
If the negotiation produces mutual agreement, a contract will be considered for approval by the
City Council. If negotiations with the highest ranking Proposer fail, negotiations shall be initiated
with the next highest ranking Proposer until an agreement is reached. The City reserves the right to
reject all offers and end the process without executing a contract.
7. CONTRACT ADMINISTRATION:
The Contract Administrator for this Request for Proposal (RFP) shall be the City of Fayetteville's
assigned Project Manager, which is intended to be Brenda Reed, Human Resources Director. The
City's selected Project Manager will:
a. Provide the successful Proposer direction and monitor the results within the limits of the contract's
terms and conditions.
b. Manage issues which may arise as to quality and acceptability of services performed.
c. Shall judge as to the accuracy of quantities submitted by the successful Proposer in payment requests
and the acceptability of the services which these quantities represent.
d. Serve as the point -of -contact for developing contract changes and amendments to be approved by
City of Fayetteville.
e. Shall act as City of Fayetteville's Representative during the execution of any subsequent contract and
related amendments. All questions arising, subsequent to the contract award, shall be addressed to
the Purchasing Division.
Other than the Project Manager, the successful Proposer shall not take guidance or influence from
any group or individual in relation to this project. All communication, both formal and informal shall
be routed through the Project Manager.
8. SELECTION CRITERIA:
The following criteria will be used by the committee to evaluate and score responsive proposals.
Proposers shall include sufficient information to allow the committee to thoroughly evaluate and
score the proposal. City of Fayetteville reserves the right to accept a proposal, as submitted, and enter
directly into a contractual agreement with a selected Proposer. Each proposal submitted is not
required to be ranked by the selection committee; however, all proposals will be evaluated. The
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 18 of 22
L.unlldLL Indy be awarded Lo tyle rnost qualified firm for each process or strategy, per the evaluation
criteria listed below, based on the evaluation and voting of the selection committee. Following the
evaluation of the proposals, the Selection Committee may request that the top ranking firm(s) make
an oral presentation, be interviewed or submit best and final offers. If presentations are necessary,
they will take place in Fayetteville, Arkansas. Notices will be sent by the Purchasing Division.
1) 30% Qualifications in Relation to Specific Project to be Performed: Information reflecting
qualifications of the firm. Indicated specialized experience and technical competence
of the firm in connection with the type and complexity of the service required.
Subcontractors, if used, must be listed with RFP response.
2) 25% Experience, Competence, and Capacity for Performance: Including information reflecting
the names, titles, and qualifications (including experience and technical competence)
of the major personnel assigned to this specific project.
3) 20% Proposed Method of Doing Work: A proposed work plan (description of how the project
would be conducted as well as other facts concerning approach to scope you wish to
present) indicating methods and schedules for accomplishing scope of work. Include
with this the amount of work presently underway.
4) 15% Past Performance: Previous evaluations shall be considered a significant factor. If previous
evaivaLlons Wlth the l.lty are not dValldUie, We pruiessiundi I-IHTI.S paJL Pel IUlflldllue
records with other governmental agencies, and others will be used, including quality of
work, timely performance, diligence, and any other pertinent information. Firm shall
provide a list of similar jobs performed and person whom the City can contact for
information.
5) 10% Cost/Fees: Proposer shall provide a total listing of any fee the City could be charged. A fee
shall be included for the presented scope of work as well as any other additional fee.
All fees shall be clearly identified with RFP response and be itemized as much as
possible.
9. RENEWABLE TERMS:
The initial term of this Agreement shall be for one (1) year. The Agreement shall automatically renew
for up to four (4) additional one (1) year terms unless either party provides notice of non -renewal at
least thirty (30) days prior to the end of a term. Annual renewals shall be subject to annual budget
approval by the City Council.
10. ANTICIPATED PROJECT TIMELINE: subject to change
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 19 of 22
RFP 18-03, Organizational Development Consultant
Tentative Timeline as of 11/29/17 ---
Action Item
Date
Note
Advertisement 1 of 2 for RFP
Tuesday, January 02, 2015
City website and legal newspaper
advertisement
Advertisement 2 of 2 for RFP
Tuesday, January 16, 2015
legal newspaper advertisement
Sealed and delivered before 2:00:00 PM,
Deadline for RFP
Wednesday, February 07, 2018
local time
Inform short listed vendors of
Friday, March 09, 2018
By end of day - if applicable
Interview
March b, 2018 through
h March 3,
Interviews tn��itll short listed vendors
If Applicable
2018
Contract to be signed by vendor no later
Deadline for contract: negotiations
Friday, March 23, 2018
than.5 PM, electronic scan acceptable
City Council Agenda Deadline
Friday, March 30, 2013
(internal Deadline) 4:00 PM - City Clerk
City Council Agenda session
Tuesday, April 10, 2018
4:30:00 PM, City Hall, Room 326
Council to consider contract award, 5:30
City Council Meeting
Tuesday, April 12', 2018
PM, City Haile Room 219
PO Issue Date
Tuesday, April 24, 2018
After receipt of Certificate of insurance
Start date of Contract
Wednesday, April 2.5, 2018
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 20 of 22
City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION D: Signature Submittal — Required with all responses
Proposers shall include this form completed in its entirety with RFP response This form shall not count towards
oap-e limitations set forth in the RFP.
1. DISCLOSURE INFORMATION
Proposer shall disclose any possible conflict of interest with the City of Fayetteville, including, but not limited to,
any relationship with any City of Fayetteville employee. Proposer response must disclose if a known
relationship exists between any principal or employee of your firm and any City of Fayetteville employee or
elected City of Fayetteville official.
If, to your knowledge, no relationship exists, this should also be stated in your response. Failure to disclose
such a relationship may result in cancellation of a purchase and/or contract as a result of your response. This
form must be completed and returned in order for your bid/proposal to be eligible for consideration.
PLEASE CHECK ONE OF THE FOLLOWING TWO OPTIONS, AS IT APPROPRIATELY APPLIES TO YOUR FIRM:
1) NO KNOWN RELATIONSHIP EXISTS
2) RELATIONSHIP EXISTS (Please explain):
I certify that; as an officer of this organization, or per the attached letter of authorization, am duly authorized to
certify the information provided herein are accurate and true; and my organization shall comply with all State
and Federal Equal Opportunity and Non -Discrimination requirements and conditions of employment,
2. PRIMARY CONTACT INFORMATION
At the discretion of the City, one or more firms may be asked for more detailed information before final ranking
of the firms, which may also include oral interviews. NOTE: Each Proposer shall submit to the City a primary
contact name, e-mail address, and phone number (preferably a cell phone number) where the City selection
committee can call for clarification or interview via telephone.
Corporate Name of Firm:
Primary Contact:
Phone#1 (cell preferred):
E -Mail Address:
Title of Primary Contact:
Phone#2:
3. ACKNOWLEDGEMENT OF ADDENDA
Acknowledge receipt of addenda for this invitation to bid, request for proposal, or request for qualification by
signing and dating below. All addendums are hereby made a part of the bid or RFP documents to the same
extent as though it were originally included therein. Proposers/Bidders should indicate their receipt of same in
the appropriate blank listed herein. Failure to do so may subject vendor to disqualification,
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 21 of 22
ADDENDUM NO. SIGNATURE AND PRINTED NAME DATE ACKNOWLEDGED
4. PRICING:
Pricing shall be attached as a separate form. Reference RFP for details on what all pricing shall include.
5. DEBARMENT CERTIFICATION:
As an interested party on this project, you are required to provide debarment/suspension certification
indicating in compliance with the below Federal Executive Order. Certification can be done by completing and
signing this form.
Federal Executive Order (E.O.) 12549 "Debarment and Suspension" requires that all contractors receiving
individual awards, using federal funds, and all sub -recipients certify that the organization and its principals are
not debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded by any Federal
department or agency from doing business with the Federal Government.
Signature certifies that neither you nor your principal is presently debarred, suspended, proposed for
debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any federal
department or agency.
Questions regarding this form should be directed to the City of Fayetteville Purchasing Division.
NAME OF COMPANY:
PHYSICAL ADDRESS:
MAILING ADDRESS:
PRINTED NAME:
PHONE: FAX:
E-MAIL:
SIGNATURE:
TITLE: DATE:
DUNS#: TAX ID:
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 22 of 22
RFP 18-03, Addendum I
Date: Friday January 26, 2018
To: All Prospective Vendors
From: Les McGaugh— 479.575.8220 — Imcgaugh@fayetteville-ar.gov
RE: RFP 18-03, Organizational Development Consultant
►I
CITY OF
FAYET"TEV LLE
ARKANSAS
This addendum is hereby made a part of the contract documents to the same extent as though it were originally included
therein. Bidders should indicate their receipt of same in the appropriate blank of the Bid Form. BIDDERS SHOULD
ACKNOWLEDGE THIS ADDENDUM ON THE DESIGNATED LOCATION ON THE BID FORM,
1. Signature Section on Page one shall be included in the proposal.
2. No "intent to submit" needs to be submitted prior to proposal submission.
3. The City does not currently have employee resources who are trained/ licensed in Lean Government.
4. Staff Directory and department listings available online are an accurate representation of organization
structure and headcount by department.
5. There is no current project budget range or not -to -exceed for this project at this time.
6. After project deadline, the selection committee will make a recommendation for award to a single, or
multiple vendors, based on evaluation criteria established in the RFP for all, a single, or any combination of
strategies or processes that are in the best of the City, as outlined in the RFP Scope of Work.
7. Variance Correction. All proposers shall submit six 6) identical sets of the proposal as well as one 1
electronic copy on a properly labeled CD or other electronic media device. The Electronic copy submitted
should be contained into one (1) electronic file. The Use of Adobe PDF documents is strongly
recommended.
City of Fayetteville, AR
R F P 18 0 3, Add e n d u m 1
Page 111
Tel ecoiramrx-ricatic ir s Device forthe Ded TOO ( 73)521-1316 113VVcstMoulitain • Fayk_.ttcvi[Ic, Ait727L11
Executive Summary
INTRODUCTION
Thank you for the opportunity to answer The City of Fayetteville, RFP 18-03. My name is Abby Foster,
and I am the Founder and Managing Principal of Ahnimisha Consulting, LLC [Ahnimisha]. At Ahnimisha
we understand the benefits of a focused approach to managing your human resources and are honored
to submit a proposal to help you develop the Strategies and Processes you need to attract, retain, grow,
and leverage your fair share of today's talent.
With over 25 years of H.R. and Finance experience along with the focused expertise of our alliance
partners, Ahnimisha understands the workforce challenges faced by today's employers and is familiar
with the additional hurdles inherent in the public sector. We are a woman -owned small business with
limited overhead and a practical, efficient approach to meeting client needs. At Ahnimisha we Think
Beyond your current needs and deliver solutions that position you for the future. We only deploy
resources with deep subject matter expertise and further differentiate ourselves from the competition
by creating an empowering environment within your organization and giving you the tools and insights
your company needs to grow.
CORE VALUES
Customer satisfaction, tailored solutions, and knowledge transfer are the core values that drive
Ahnimisha's success. Satisfied customers are our bread and butter, and we take pride in understanding
our clients to the point where our work is most often viewed as an extension of their own. Our
resources are seasoned professionals who bring years of knowledge, experience, and professionalism to
bear on behalf of our clients.
Seasoned with success and armed with proven tools and techniques, we consider the unique needs of
every client and create tailored solutions for sustainable results. We know the complexity inherent in
effective talent management and understand the current trends; which we combine with considerable
real-life experience to create workforce solutions that meet the immediate needs of your organization
and position you for future success. Our Talent Management philosophy is simple....
"Maximize the contribution of every employee and optimize results...."
....which is exactly what we seek to achieve with every client engagement. From generational dynamics,
to succession planning, professional coaching, and leadership development, we take service delivery to
an elevated level; we don't just deliver solutions, we transfer knowledge. With every piece of work, we
provide information and insights to help our clients institutionalize new practices and establish cultural
norms that promote effective outcomes in the normal course of business.
I started Ahnimisha Consulting because I wanted to motivate and inspire organizations to think beyond
current practices and embrace emerging trends as a cultural norm. My belief that cultural flexibility is
critical to organizational survival comes from my Choctaw ancestors who were known for their ability to
assess and embrace change in a gradual manner without endangering their core beliefs. The name
Ahnimisha is a combination of the Choctaw words "ahni" [to think], and "misha" [beyond] and a perfect
representation of a core value I bring to my clients.
City of Fayetteville
RFP 18-03, Organizational Development Consulting
APPROACH AND METHODOLOGY
Ahnimisha Consulting, LLC
Proposal Respnnse
Ahnimisha is proposing a 3 -Step Approach to help the City develop the Strategy and Processes to
",..deliver optimal services to the citizens of the City of Fayetteville". Summarized in the Diagram below,
the proposed approach and methodology is designed to define, develop and implement the Strategies
and Processes that drive effective talent management, while at the same time addressing the factors
most critical to overall success, i.e. Leadership Alignment, Consistent (Overarching) Practices, and
Cultural Integration.
Leadership alignment on. -
Philosophy -how you view, mentor, and manage the bunion resources whasie� is De{lrte.Srrolegy
serve the citizens of Fayetteville, AR ,..how will we manage
Employez Expectations - behaviors, leadership accounrobilitles, talent across the
performance expectations, leadership development organization?
• Management Practices- guiding principles forhiring,developing,
promoting, motivating, and retaining employees
! Definition and documentation of...
- Desired State- the process flaw that best supports the strategy and desired ,Step 2. Define Processe!
j' outcomes envisioned by the Talent Management Strategy ...identify prooessdata f
`-;•T,•, Best Practices- industry practices speripe to the talent area and industry resources and organizat,
' that are proven effective in achieving desired outcomes structure to achieve des,
• Metrics - qualitative and/or quantitative measurements pfpracess outcomes
effectiveness in achieving desired outrornes
ImplementStrategies and Processes...
• Impact/Gap Analysis - compare current processes with desired store to
determine process adjustments and changes
Project Planning -identify project timeline and resources with milestones,
priorities, and reporting requirements
Roll Out - operarionolize new processes with supporting tools, technology,
and resources
SS@LL- AIM-pteme"t PY9_ln !•s
implement process changes and
adjustments to align with and
support the Talent Management
strategy
Define the Strategy, wrap it into the Processes, and Implement the changes necessary to proactively
manage the City's human talent in a forward -thinking environment. With Leadership Alignment on the
overarching talent strategy, and process adjustments that support and perpetuate the talent
philosophy, the City of Fayetteville will be positioned to Attract, Retain, Motivate, and Develop your fair
share of the talent resources available to you. The steps depicted in our Approach and Methodology are
further explained as follows:
STEP 1: DEFINE THE TALENT MANAGEMENT STRATEGY
Step 1 will create the foundation for how the City of Fayetteville will view, mentor, and manage the
human resources who serve its citizens. From the Philosophy, which lays the groundwork for consistency
in how the City manages talent relative to Performance, Behaviors, Differentiation (investment in
specific employees), Transparency (career conversations), and Accountability (management's
engagement in employee development), to Employee Expectations, and Management Practices; this
step of the proposed solution is designed to create clarity about the rules and practices all management
will consistently follow in their interactions with and expectations of all employees.
STEP 2: DEVELOP STRATEGIES, PROCESSES, AND SOLUTIONS
After developing an overarching Talent Management Strategy and identifying the Building Blocks that
support it, the next step in Ahnimisha's proposal is to develop specific strategies and solutions for the in -
scope areas listed in the RFP.
17 Ila Lane
Bella Vista, AR 72714
Page 2 of 3
832.922.1164
afoster@ahnimisha.com
City of Fayetteville
RFP 18-03, Organizational Development Consulting
Ahnimisha Consulting, LLC
Proposal Response
Step 2 is a 2 -Part process which includes Strategies and Processes for the process scope listed in the RFP
(Part 1), and Scope -Specific Solutions commonly delivered by Ahnimisha (Part 2). Additionally, our
proposal provides for Ahnimisha to assume a Provider Role on the talent management scope areas that
are a core competency for us and a Consultative Role on the areas that are not within our core
competency.
STEP 3: IMPLEMENT PROCESS ADJUSTMENTS
As described above, when deliberately incorporated into the strategies and processes of talent -related
activities (programs, policies, and practices), the City's Talent Management Strategy becomes tangible,
For the strategy to be Institutionalized and the benefits realized in the normal course of business,
however, the newly developed strategies and processes must be implemented. This will require a
focused effort starting with an Impact/Gap Analysis and including Project Planning and Management
and Employee Communication activities.
TIMELINE AND DELIVERABLES
As shown in the Diagram below, the proposed activities and deliverables are spaced sequentially and
sequenced such that each Step in the approach provides inputs to the subsequent approach. By design,
the methodology is comprehensive, systematic, and tailored to allow for the City's culture,
organizational design, and resource availability. As we progress through the project, we will be able to
efficiently back up if necessary and make appropriate adjustments for defining information not
previously discovered.
Activities Deliverables Timeline
• Identify interview questions talent Management Strategy „ 6 weeks
• Conduct individual interviews with Exec. Leadership team philosophy
• Compflere'.1s. EE €xpetlations
• Conduct Strategy components workshop Mgmt. Practices
• Compile workshop results
• Conduct talent Ingrid. strategy workshop
• Identify Interview questions
Deliverables are by Process Area
" - Conduct interviews with key stakeholders (ELL Supervisors,
Desired Stake -- 6weeks
Managers, Employees
+ best Practices
• Identify and request current process information
Metrics
r Compile data and interview results bypfocess
• Define desired state by process (1"dratt)
• Conduct focus group meetings
• Adjust/Confirm desired state
• Present desired state to ELT for approval
• •`•.: Impact analysis (by process)
Conduct impact/gap analysis by process
• Document issuesand roadblocks Implementation plan and -'8 weeks
timeline
• Identify project timelire, resources, milestones, priorities, Manager and employee
and reporting requirernenls
communications
• Operationalize new princesses Communication materials
Issues and roadblocks
'lhnunipnn xirrpl4Y a) ro•1Svltatrvwto7rfar m?pf a'vnf outiidPOHrGeTe Canlpefzncy
Summary
Once again, I thank you for the opportunity to serve the City of Fayetteville and hope to meet with you
soon to discuss the proposal in person.
17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 3 of 3 afoster@ahnimisha.com
City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, nrgani7ational nPVPInpmPnt ConSidting Proposal Response
PROJECT STATEMENT
Purpose
As stated in RFP 18-03, "...the City wishes to develop a talent management philosophy supported by a
forward -thinking workplace to deliver optimal services to the citizens of the City of Fayetteville".
The City of Fayetteville currently employs 789 full-time equivalents and is listed among the top employers
in Fayetteville (and Northwest Arkansas). The staff demographic consists of all four generations in today's
workforce and will most likely begin adding a 5th generation in 2018. Generational diversity, rapid advances
in technology, and today's culture of e -enabled transaction processing, global information venues and
virtual work accommodations, set the stage for shifting expectations from employees and citizens alike.
Considering these workforce challenges in addition to projected labor shortages, the City of Fayetteville has
recognized the need to address and adjust Talent Management practices. The desired outcome is a
forward -thinking work environment positioned to meet the needs of a 21St Century workforce.
Approach and Methodology
The goal set out above represents a cultural shift that will permeate every level of the organization and is
best accomplished by taking a comprehensive top-down look at Talent Management. Leadership alignment
is paramount to success, and the obvious starting point to set a new standard for the employee practices
that are necessary to achieve the goal; which is why Ahnimisha consulting is proposing a wholistic approach
utilizing a comprehensive, systematic, and tailored methodology as described below. The backdrop for
Ahnimisha's approach is the Talent Management Continuum (depicted in Diagram 1), and described as
follows:
At its most basic level the Talent Management Continuum boils down to a series of talent -focused activities
planned and executed to support the organization's short and long-term business objectives.
The individual
activities
(programs, policies,
and practices), are
interrelated to the
point that when
successfully
executed,they
create a positive
momentum across
the continuum. The
result is a talent -
focused thread that
Dicier : The Talent Management Continuum
• Workforce Strategy
and Pian
Sourcing
Recruiting
• On boarding
Orientation
• Assimilation
Ica
• Learning Strategy
• Competency Models
• Leadership
Development Program
• Staff Development
Program
Technical Training
• Compliance Training
Coaching Program
Mentoring Program
• compensation
• Benefits
• Employee Reward
Program
• Fmployc.c Rvcognitlon
Program
• Performance
Management Program
Employee Engagement
Staff Retention Strategy
Critical workforce
Strategy and Plan
• Succession Planning
Career Planning
• Service Recognition
Program
Employee Referral
Program
permeates the organization and supports the overarching Talent Management Strategy within the normal
17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 1 of 16 afoster@ahnimisha.com
City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
course of business. With each activity strategically developed and planned in concert with its upstream and
downstream counterparts, effective Talent Management becomes an Institutionalized core value and a
cultural descriptor. In short, the organization is known as "A Great Place to Work".
Considering the wholistic nature of end to end talent management, Ahnimisha is proposing a 3 -Step
Approach to help the City develop the Strategy and Processes to "...deliver optimal services to the citizens
of the City of Fayetteville". Summarized in Diagram 2 below, the proposed approach and methodology is
designed to define, develop and implement the Strategies and Processes that drive effective talent
management, while at the same time addressing the factors most critical to overall success, i.e. Leadership
Alignment, Consistent (Overarching) Practices, and Cultural Integration.
,y't:u) i% f vlt ,,, t i f t:edo ivlw y
Leadership alignment on...
Philosophy - how you view,mentor, and manage the humon resources who Step 1.,i:. eflAe Strate4St
serva the citizens of Fayettevil)e,. AR ,,.how will we monoge
Employee Erpectatlons- behoviols,.leodership occountabi'iittes, talent across the
performance. expectations, ieadershfp development organization?
• hl,-gementPractices- guidirtq prindplesfor hiring, de—.piny,
promoting, rnorivoting, and retaining employees
Definition and documentation of -
Desired Stare - the press flow that best supports the .strategy and desired $tet Z: DeP7ete PfoFeSSCS
outcomes envisioned by the Talent Manogerneot Strategy ...identify process dato flow,
• Best Practices - industry p—licesspeofc to the talent ore. and h,dustry resources and orgonilotion
that are proven effectit•e in achlevmy desired outcgrn¢s Structure to achieve desired
fvtetrics- quahrorive and/or quantitative measurements o/process ` outcomes
effectiveness in achieving desired outeam!'5
■
Implement Strategies and Processes...
Impact/Gap Analysis- compare current processes With desired stateto Step 3: tmpiemeni PFrocegeS
determine process adjustments and changes ..,implement process changes and
Project Planning - identifyproject timeline and resources with milestones, adjustinents to align with and
priorities, and reporting requirements support the Ta Pent Manogement
• Rall Out- aperationalrre newprocesses svifh supporting tools, technology, Strotegy
and resowces
STEP 1: DEFINE THE TALENT MANAGEMENT STRATEGY
Step 1 will create the foundation for how the City of Fayetteville will view, mentor, and manage the human
resources who serve its citizens. From the Philosophy, which lays the groundwork for consistency in how
the City manages talent relative to Performance, Behaviors, Differentiation (investment in specific
employees), Transparency (career conversations), and Accountability (management's engagement in
employee development), to Employee Expectations, and Management Practices; this step of the proposed
solution is designed to create clarity about the rules and practices all management will consistently follow
in their interactions with and expectations of all employees.
Philosophy: Simply defined, the Talent Management Philosophy is your executive team's agreement on
how to best manage talent to achieve the organization's objectives. A well thought out Philosophy is widely
recognized as the very foundation of successful talent management. It consists of five key components as
described below:
Performance - What are consequences of higher or lower employee performance?
Behaviors - How much do behaviors matter, What are our behavioral expectations for.
o Employees in general
o High potentials
o Leadership (various levels)
17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 2 of 16 afoster@ahnimisha.com
City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
Differentiation - How will we allocate resources and rewards relative to performance and potential?
Transparency - How transparent are we with employees about their career potential? How transparent
should we be?
Accountability - How accountable should our managers be for....
o Increasing employee engagement?
o Developing their team?
o Identifying and developing the next generation of leadership?
Employee Expectations: Including behaviors, performance expectations, and leadership accountabilities,
this component of the talent management strategy identifies and defines how you want employees and
leaders to interact with one another and with the citizens they serve. By defining these qualities, your team
will create a minimum standard for all employees and gain clarity on the accelerated expectations that will
become defining attributes for current and future leaders.
Management Practices: The guiding principles for hiring, developing, promoting, motivating, and retaining
employees, Management Practices are the key to consistency in how you manage talent. From basic
performance conversations to documented career paths and development opportunities, consistent
management practices across the organization create cohesion and promote a sense of belonging.
Through a series of individual interviews with the members of the executive leadership team, Ahnimisha
will gather and compile individual input to be reviewed, discussed, and ultimately agreed by the team.
I Itih7in(r tho I anrlprchin nnrl Hiah Pntpntinl rlpcirarl hahavinrc intprwi,-w nw-rtinnr and the I nminapr@
behavioral profile descriptions, we will identify the top desired behaviors for Staff, High Potentials, and
Leadership Levels. Individual answers to the Philosophy questions will be compiled and coupled with the
behavior components to provide a combined leadership perspective which we will use to agree the overall
Strategy and Practices.
This is an iterative process wherein Ahnimisha will facilitate the team's agreement on the key components
of a talent management strategy as described above. With the key components defined and agreed, we will
facilitate the process of combining these elements into a cohesive, well thought out talent management
strategy.
As stated above, the deliverables created in Step 1 are the foundation for the fulfillment of the in -scope
Strategies and Processes named in the City's RFP. They lay the groundwork for the processes we will define
in Step 2, where the processes and solutions created will represent a tangible manifestation of the City's
Talent Management Strategy.
Step 1: Key deliverables and Project Resources
Deliverables:
1) A well thought out and mutually agreed Talent Management Strategy
2) Building Blocks for the in -scope Strategies and Processes; examples include:
• Behavior Profiles (all employees, leadership levels)
• Qualifications for Cultural Fit (hiring minimums, upward mobility)
• Leadership Responsibilities (proactive employee development, critical workforce continuity)
Project Resources:
City of Fayetteville — Executive Leadership Team (workshops to coincide with scheduled team meetings)
Ahnimisha Consulting — Abby Foster, College/University Intern
17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 3 of 16 afoster@ahnimisha.com
City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
STEP 2: DEVELOP STRATEGIES, PROCESSES, AND SOLUTIONS
After developing an overarching Talent Management Strategy and identifying the Building Blocks that
support it, the next step in Ahnimisha's proposal is to develop specific strategies and solutions for the in -
scope areas listed in the RFP.
Step 2 is a 2 -Part process which includes Strategies and Processes for the process scope listed in the RFP
(Part 1), and Scope -Specific Solutions commonly delivered by Ahnimisha (Part 2). Additionally, our proposal
provides for Ahnimisha to assume a Provider Role on the talent management scope areas that are a core
competency for us and a Consultative Role on the areas that are not within our core competency. Scope
details and our 2 -Part proposal are as follows:
Scope:
Ahnimisha is proposing to be involved in the full scope of work defined in the RFP, but the level of
involvement proposed varies significantly where the scope does not align with our core competencies.
As depicted below in Diagram 3: Scope of Work, Ahnimisha's core competencies lie at the center of the in -
scope areas. While we are proposing to provide strategies and processes represented in these competency
areas, we also know that the upstream and downstream processes (those not highlighted), are an inherent
part of a cohesive solution. Therefore, Ahnimisha's proposal relative to Step 2 includes both a Provider role
and a Consultative role as shown:
Diagram 3: Scope of Work
City of Fayetteville, RFP: 18-03
Talent Management Scope
Strategies and
Processes
Provide Consult
Sourcing
✓
Recruiting
✓
Onboarding
Development: Customer Service Training
Development: Workforce Development Training
✓
✓
✓ ✓
Engagement
✓ ✓
Retention
✓ ✓
Next Generation Leadership
✓ ✓
Cultural Integration
Quality Process Improvement: Lean Government Assessment
✓ ✓
✓
Quality Process Improvement: Process Improvement Training
✓
Step 2 (Part 1): Strategies and Processes — scope listed in the RFP
Process strategy is a pattern of deliberate decisions made in the management of operations; the purpose of
which is to support priorities and achieve desired outcomes or business goals. The development of an
individual strategy includes not only the operational decision flow specific to a process, but also the
resources (human, technical, third -party, etc.), utilized to produce those outcomes.
Leveraging the information and outcomes delivered in Step 1 of our proposal, along with information
gathered in interviews and provided by current process experts, Ahnimisha will define the Desired State,
incorporate Best Practices, and define and develop Metrics for the talent management areas noted above
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18 03, Organizational Development Consulting Proposal Response
in the Provider Role. As described below, the key outcomes from this effort bring tools, resources, best
practices, and measured outcomes together to operationalize the Talent Management Strategy.
Desired State: The process flow that is accessible, efficient, and best supports the strategy and desired
outcomes envisioned by the Talent Management Strategy. Attributes include organizational structure,
technology, documentation, and processing tools (forms, input screens, third -party providers, etc.).
Best Practices: Processing practices specific to the talent area and industry that are proven effective in
achieving desired outcomes. Best practices are first identified, then reviewed and tailored to best meet the
needs of the organization.
Metrics: Qualitative and/or quantitative measurements of the expected or targeted outcomes to
determine if and to what degree intended outcomes are being met.
In addition to the work described above, Ahnimisha will hold cross -functional focus group meetings to
present findings and recommendations and gather input from key stakeholders in the organization. We will
work in collaboration with the H.R. Director to identify the process stakeholders and determine
participation in the focus group meetings.
Step 2 (Part 1): Key Deliverables and Project Resources
Y/C.YYV VY QIf.Y�C..a 11+cY YIua. �.JJ�.
1) Desired State
2) Best Practices
3) Metrics
Project Resources:
City of Fayetteville — H.R. Director, Process Stakeholders
Ahnimisha Consulting—Abby Foster, College/University Intern
Third -Party Providers - TBD
Consultation Services — scope areas NOT a core competency for Ahnimisha
Given the interrelated nature of the scope, and the need to leverage knowledge and nuances gained during
the development and application of the Talent Management Strategy, Ahnimisha is proposing to consult
with or facilitate strategy discussions on scope areas not within our core competency. Our experience with
end-to-end process design suggests that active consultation may be beneficial to ensure practices,
processes, and outcomes are well -aligned with the overall Talent Management Strategy.
Therefore, in addition to the proposed pricing for the highlighted areas, we have provided an hourly rate
for direct consulting on the peripheral areas of work included in your scope.
Step 2 (Part 2): Scope -Specific Solutions — scope representing a core competency forAhnimisha
Workforce Development Training, Employee Engagement, Employee Retention, and Next Generation
Leadership are areas of scope that fall within Ahnimisha's list of core competencies. In addition to providing
Strategies and Processes for these areas, our proposal includes the following services and point solutions
for your consideration:
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
1) Next Generation Leadership:
Succession Planning is the process by which organizations identify, develop, and equip their next
generation of leaders with the skills and insights necessary to be successful. This scope -specific solution
provides the framework to develop and implement a robust and sustainable Succession Planning process to
produce the next generation of leaders in the normal course of business.
The basic premise is to leverage current talent, grow future leaders, and create a culture of proactive talent
development for all City employees, but especially those who are identified as the City's High Potentials.
The Approach and Timeline is pictured below in Diagram 4, and represents the activities, deliverables, and
estimated timeline to complete the process for one department. It utilizes the Lominger° behavioral
competencies referenced in Step 1 above and represents a continuation of the leadership team's
identification of desired behaviors, education, and character attributes for City employees.
Succession Planning is rolled -out on a department by department basis, and Ahnimisha's proposal and
pricing reflects completing the project for departments represented by each member of the Executive
Leadership Team. It is important to note that the project is over 50% complete for Water and Sewer and
members of the leadership team have expressed interest in having it applied to their specific departments
as well. It is also important to note that the outcomes and insights gained during the Succession Planning
process add value to the RFP objective in that they identify areas where departments may have additional
or specific talent management needs that are unique and/or critical to their employee demographic.
The Approach and Timeline is pictured below, and represents the activities, deliverables, and estimated
timeline to complete the process for one department. Steps and timing are as follows:
4
Step 1: Step 2: Step 3: Step 4:
Data Leadership Gap Developmen
Gathering Profiles Analysis t Plans
Activities:
• Schedule and conduct
interviews
Compile Results
Deliverables:
Priorities
• Sequencing
• Mentor/Coach
identification
• Leadership technical
requirements
11� Draft High
Potentials
• Roadblocks
Timing
Leadership Behaviors
High Potential
Behaviors
Activities:
• Develop leadership
profile
• Develop checklistfor
High Potentials
Deliverables:
Leadership Profiles
• Potential Successors
• Educational/Technical
skills
• Behaviors/Experience
Activities:
Identify/develop tool
for gap analysis
Identify gaps on High
Potentials readiness
Deliverables:
• High Potential
development
opportunities by
individual
• Leadership
development
priorities
Activities:
• Research development
options
Document training
specifications for High
Potentials
• Document disciplines
Deliverables:
• High Potentials'
individualized
development program
• Leadership
development roadmap
by functional area
• Recommended
disciplines
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
2) Employee Engagement: An Employee Opinion Survey, customized for the City of Fayetteville and
tailored to the City's demographic is included in Ahnimisha's proposal. The survey we are proposing is
NOT canned or mass-produced, and it will NOT provide insight into how your employees respond in
comparison with employees in other organizations, industries, cities, nations, etc. The survey we are
proposing is developed specifically for the City of Fayetteville, and the purpose is to provide a baseline
to support and help direct and measure the efficacy of your efforts relative to employee engagement.
The resultant employee opinion baseline is developed to give you a starting point to understand the
current environmental temperature of your workforce. It includes a survey (administered
electronically), to allow a safe and anonymous way for your employees to provide feedback regarding
their workplace experience, and detailed reporting to allow you to dissect the results in the way that is
most meaningful to you and your leadership.
The survey demographic includes all employees, and based on the organizational information listed
online, we estimate there will be 50 reports produced from the results. As with Succession Planning
proposed above, the results will likely produce valuable inputs and provide additional insights in the
efforts to create talent management programs anal practices that promote greater employee
engagement. The Approach and Timeline is presented below in Diagram 5 for your review:
iagrua° 5: Employee Opinion Survey
rurvey Survey
Design Distribution
Activities:
Define employee
population to receive
survey (gather emails)
Define demographic
breakdowns for
reporting results
• Review and adjust
survey questions to fit
City of Fayetteville
needs
Gain agreement on
how results will be
utilized an by whom
Deliverables:
• Customized employee
opinion survey
Activities:
• Develop employee
communication
Gain approvals on
communication
Communicate with
employees
Distribute survey
(online)
Deliverables:
• Communication and
distribution of
employee opinion
survey
Step 3:
Reporting
Activities:
• Compile survey
results
• Prepare management
reports
Present employee
opinion results to ELT
Deliverables:
• Management Reports
on employee
engagement
Activities:
• Break down reports by
agreed manager
Identify manager goals
Define metrics to
measure goals
• Identify programs,
policies, practices to
positively impact
employee engagement
Deliverables:
Employee engagement
goals
3) Employee Engagement/Employee Retention/Leadership Development: Generational Dynamics
Workshops address today's multigenerational workplace where four (and soon to be five) generations
with vastly differing expectations are operating in the same workspace for the first time in history. The
workshops are developed to equip participants with knowledge, skills, and understanding to address
generational diversity with respect and professionalism. Utilizing self-assessment tools (Birkman® or
DISCO), coupled with textual content to help participants grow personally and professionally, and
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
Ahnimisha Consulting, LLC
Proposal Response
interactive exercises to apply what they learn, participants gain hands-on insight into generational
differences and learn how to work well with everyone in today's multigenerational workforce.
Workshops are either 2 or 4 hours in duration and may be configured for specific audiences and
purposes including:
• Leadership Development —for supervisors and managers with multigenerational staff
• Millennial Retention —for executives, managers, and supervisors who want to better connect
with millennial staff or customers
• Next Generation Workshop —for millennials who want to better connect with Baby Boomers,
Gen Xers, and Traditionalists
4) Workforce Development Training: Personal Awareness Workshop for emerging leaders, staff, or team
members who want to develop personal awareness to grow personally and professionally. The focus
for this workshop is understanding your personal style, motivation, and expectations. The workshop
utilizes an assessment tool (Birkman® or DISCO), that is administered online prior to the workshop.
Workshop participants focus on individual results and participate in exercises developed to provide
insight into how they view themselves and others while also learning how to better understand and
address differences. The group will participate in discussion exercises developed to facilitate an
understanding of how to apply learnings to past, present, and future situations relevant to the
workplace.
Step 2 (Part 2): Key Deliverables and Project Resources
Deliverables:
1) Reference Succession Planning Approach and Timeline
2) Reference Employee Opinion Survey Approach and Timeline
3) As defined in Workshop details
Project Resources (Succession Planning):
City of Fayetteville — Executive Leadership Team Members and Department Leadership
Ahnimisha Consulting — Abby Foster, College/University Intern
Project Resources (Employee Opinion Survey):
City of Fayetteville — H.R. Director
Ahnimisha Consulting—Abby Foster, Ana Antoni Woods (Alliance Partner)
STEP 3: IMPLEMENT PROCESS ADJUSTMENTS
As described above, when deliberately incorporated into the strategies and processes of talent -related
activities (programs, policies, and practices), the City's Talent Management Strategy becomes tangible. For
the strategy to be Institutionalized and the benefits realized in the normal course of business, however, the
newly developed strategies and processes must be implemented. This will require a focused effort starting
with an Impact/Gap Analysis and including Project Planning and Management and Employee
Communication activities as described below:
Impact/Gap Analysis: Utilizing the Desired State defined in Step 2, Ahnimisha will gather data on the
current activities and perform a gap analysis to determine where current processes should be adjusted to
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
better integrate the newly established Talent Management Strategy. From job descriptions to performance
reviews and training budgets, adjustments to established talent management activities are necessary to
implement the Strategy. Utilizing the findings from the gap analysis, Ahnimisha will identify the
organizational, cultural, and to the extent possible, financial impacts of implementation. Working closely
with the H.R. Director and other members of the executive leadership team as necessary, we will provide a
comprehensive view of the impacts and benefits associated with the proposed changes.
Project Planning: With outcomes from the Impact/Gap Analysis described above, Ahnimisha will identify
the milestones, activities, sequencing, and timing to implement the process adjustments and changes
identified. Working in collaboration with the H.R. Director, we will estimate internal and external project
resources and develop a plan to implement the recommended (and approved) adjustments to talent
management programs, policies, and practices.
Manager and Employee Communication: Just as the effectiveness of a Talent Management Strategy
requires executive level endorsement, adjustments to programs, policies, and practices need to be
understood, embraced, and "actively practiced" to achieve the desired outcomes. Transparency is critical
to success; and in this step of our approach Ahnimisha will develop presentation materials and facilitate
interactive communication meetings as outlined in the following paragraphs.
Specific to middle and senior -level managers, transparency is critical to buy -in. For this level of
management, Ahnimisha is proposing to facilitate interactive communication meetings where the
presenter is a member of the executive leadership team. These sessions will provide detailed information
(developed in collaboration with the H.R. Director and the Communications & Marketing Director), on the
Talent Management Strategy, its purpose, the desired outcome, the impact analysis, and impending
implementation. The intended outcome of these sessions is for managers to fully understand the new
expectations for how they should manage talent along with the consequences for doing that well or poorly.
The session is interactive to allow managers to voice support and/or concerns and provide feedback for the
executive leadership's consideration. The interactive venue allows open and honest communication which
promotes active engagement and buy -in.
For employees who are not currently in management roles, we are proposing communication meetings
that are facilitated and led by the managers referenced above. Working in collaboration with the H.R.
Director and the Communications & Marketing Director, Ahnimisha will develop communication materials
for managers to utilize in their meetings. Information gathered from the interactive managers' meetings
will be used to craft FAQs with corresponding responses, for the managers' use.
Step 3: Key Deliverables and Project Resources
Deliverables (per Process):
4) Impact/Gap Analysis
5) Implementation Activities and Timeline
6) Manager and Employee Communications
7) Communication Materials
8) Possible Issues and/or Roadblocks
Project Resources:
City of Fayetteville — H.R. Director, Process Stakeholders, Communications & Marketing Director
Ahnimisha Consulting—Abby Foster, College/University Intern
Implementation — Internal and third -party resources as dictated by the project size scope
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
TIMELINE AND DELIVERABLES
Ahnimisha Consulting, LLC
Proposal Response
The proposal timeline is an estimate and may need to be adjusted for factors such as availability of client
resources, cyclical blackout dates, and other unforeseen factors outside the control of either party. As
depicted below, each step in the project includes specific activities and deliverables, with time intervals
included for iterative processes, client reviews, and general availability of data and resources.
As shown in Diagram 6 below, the proposed activities and deliverables are spaced sequentially and
sequenced such that each Step in the approach provides inputs to the subsequent approach. By design, the
methodology is comprehensive, systematic, and tailored to allow for the City's culture, organizational
design, and resource availability. As we progress through the project, we will be able to efficiently back up
if necessary and make appropriate adjustment for defining information not previously discovered.
Activities Deliverables Timeline
• Identify interview questiom s Talent Management Strategy-6weeks
• Conduct individual interviews with Exec. Leadership team - philosophy
• Compile results EEExpertati.-
• Conduct strategy components workshop Mgmt. Practices
• Compile workshop results
• Conduct talent mgmt. strategy workshop
•
Identify interview, questions Dehvenibles are by Process Area
•
Conduct tnterwewswith key stakeholders (ELT$llpelvisors, DeshcciRate — 6weeks
Managers, Employees Best Practices
• Identify and request current process information Metrics
• Compile data and interview results bypro( es,�
• Define desired state by process (i°'draft)
• Conduct focus group mcetirg,
Adjust/Confirm desired state
• Present dcslredstate to ELT for approvai
Conduct impact/papirtqut"ritati0o pl oandasY
analysis by proeess . tmp[emcn[ati0n p9an Aztd
• Document issues and roadblocks -8 weeks
timrlinr
• Identify project timeline, resources, milestones, priorities, Miri'lect andennotoyce
and reporting requirements
• Operations€i:e new processes C69T+munrtatipn5
• Ccmmunirariort matrrruty
hsues and roadblocks
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17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 10 of 16 afoster@ahnimisha.com
City of Fayetteville
RFP 18-03, Organizational Development Consulting
PROFESSIONAL SUPPORT
Ahnimisha Consulting, LLC
Proposal Response
Ahnimisha Consulting is an independent H.R. Consulting, Training & Development, and Workforce
Effectiveness professional. As such, we have certification in and utilize certain professional assessment
tools in the delivery of our services.
While we are assessed a fee on most of the assessment tools we bring to bear on behalf of our clients, we
have been granted free (unlimited) access to the DISC Assessment through co Nexus Solutions
headquartered in Siloam Springs (a trusted Alliance Partner).
The DISC Assessment is utilized for Team Development, Leadership Development, and Personal Awareness,
and measures our Preferred and Adaptive style relative to Decision Making, Motivation, and Behavior.
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
QUALIFICATIONS, EXPERIENCE, and AVAILABILITY
Ahnimisha Consulting, LLC
Ahnimisha Consulting, LLC
Proposal Response
Ahnimisha Consulting specializes in solutions for Workforce Effectiveness. We deliver workshops,
training seminars, professional coaching, and human resource consulting services utilizing proven
tools and techniques to help companies maximize the efforts of every employee in today's
multigenerational workforce.
Ahnimisha was founded in 2010 and is an independently -owned, Woman -Owned Smoll Business.
Workforce Effectiveness is our passion and we take pride in our ability to optimize results for our
clients with seamless resource integration, deep subject matter expertise, and proven tools and
techniques.
Our Services
As depicted below, we deliver Workforce Solutions in the key areas of Next Generation Strategy,
Leadership Development, and Human Resource Strategies and Processes:
AHNIMISHACONSULTING SERVICES
1o,:
Optimize results and create competitive advantage when you bridge generation gaps and leverage the skills and
expertise of alIf our generations in the workforce today. Ahnimisha Consulting brings insight and expertise to help
your organization understand and respect the vastly differing behaviors and expectations of each unique
generation in today's workplace.
Services Include:
• Generational Awareness Training • Next Generation Workshop (millennials)
• Millennial Retention Workshop (executives, managers • Millennial R.E.G.sV (policies and practices
and supervisors) review)
• Millennial BaseHnefl (millennial satisfaction analysis)
Forthe first time in history, there arefour generations in the workforce with vastly differing behaviors and
expectations, resulting in never -before -seen challenges far today's leaders. Ahnimisha Consulting offers
professional development services andtrainingfor individuals and groupsto help leaders grow professionally as
they seek to maximize the efforts of everyone in the workforce.
Services Include:
• Professional Coaching (Certified Birkman' Consultant) • Multigenerational Team Training
• Generational Awareness Workshops • Millennial Leadership Program )high -potential
millennials)
To be an effective business partner, the HR professional must be Strategically Focused, Totally Invested, Financially
Savvy and constantly Pursue Eminence. Ahnimisha providesthe tools and trainingfor HR professionalsto deliver
strategic direction and quantifiable results that your executive team will value.
Services Include:
• Human Capital Business Partner Training • Succession Strategy and Plan
• Staffing Strategy • Staffing Optimization Model
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
Ahnimisha Consulting, LLC
Proposal Response
In addition to the services depicted above, Ahnimisha's founder is a Certified Birkman' Consultant, and
holds additional certifications in the MERIT' Profile, and DISC' Assessment tools; which are utilized in
Professional Coaching, Leadership Development, Outplacement and Conflict Resolution engagements.
As a Certified Personal Leadership Effectiveness Coach and Trainer, Ahnimisha is engaged with Inseitz
Group, LLC, to deliver the Women's Empowerment Personal Leadership Effectiveness program to Rising
Female Leaders in Northwest Arkansas.
Our Clients
Ahnimisha's clients are headquartered in Texas and Arkansas and represent several industry sectors (listed
below).
• Government
• Nonprofit
• Healthcare
Resources and Availability
• Energy
• Tax and Audit Services
• Banking
• Transportation
• Construction
Ahnimisha Consulting is a sole proprietorship and a growing business. We promise our clients seasoned
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the same deep subject matter expertise and seasoned success we deliver personally.
In addition to our Partners, Ahnimisha is positioned to hire interns from NWACC and the University of
Arkansas; and is currently working to hire two interns in the spring. Our Alliance Partners are listed below
for your review:
• MAJ Consulting, Inc. (see Project Resources)
• Inseitz Group, LLC
• coNexus Workforce Healthcare Solutions
• XBig6.Com (xbig6com, LLC)
Resource planning is critical to Ahnimisha's success, and we are deliberate in our approach to planning and
identifying resources to serve our clients. From the college intern who provides administrative support
behind the scenes, to the seasoned professionals who work collaboratively with us to plan and execute
complex projects, we hire experts who are well-positioned to meet our client's needs.
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
Abby G. Foster
Managing Principal
About Abby Foster
Abby Foster is the founder and managing principal of Ahnimisha Consulting.
Foster has over 25 years of corporate and nonprofit experience, and is a
generational dynamics trainer, Human Capital consultant, and Executive Coach
with certification in the Birkman° method, MERIT® Profile, and DISC°.
Before launching Ahnimisha Consulting, Foster held a number of senior
leadership positions in high-profile companies, such as Deloitte Consulting,
Exult, Inc. (now Aon Hewitt), and Baker Hughes, Inc. Foster has built a repertoire
for business success with market eminence as a thought leader, and is known
for her ability to motivate and inspire organizations to embrace workforce
diversity, remove barriers, and build highly functioning cross -generational work
groups. Former corporate and consulting positions include the following:
DELOITTE CONSULTING, LLP - Director, Human Capital Consulting Practice
Responsible for Building and Maintaining C -Suite Relationships with Human Capital and Finance executives,
and for selling and delivering on engagements managing to client expectations while also meeting internal
P&L requirements. Provided deep subject -matter expertise in Outsourcing, Process Optimization, Delivery
Model Design, and Strategic HR for clients in the Oil and Gas, Financial Services, and Healthcare sectors.
• Led HR BPO Contract Negotiations for large, public insurance company, providing expertise in HR BPO
industrytrends, advice on strategic focus for HR Operations, and negotiating positioningfor
Procurement; created a "team" environment where HRIT, HR Operations, Security and Risk, and
Procurement were aligned and working together to ensure a cohesive, effective outcome.
• Led Multi -Functional Business Development Team effort resulting in a $20M engagement with a multi-
national financial services company for global redesign of their finance and HR organizations.
Developed HR Strategy and Service Delivery Model for utility company, streamlining administrative HR
processes and implementing strategic HR focus; identified business needs and provided expertise
positioning HR to meet the needs of the business while maintaining an appropriate HR to Employee ratio
and HR Spend per Employee measurement.
EXULT, INC. (acquired by Hewitt Associates/Aon Hewitt) - V.P. Client Sales and Accounts
Managed C -Suite relationships in the sales and delivery of long-term contracts for customized HR
Administrative services to Fortune 500 clients, with accountability for end to end delivery from contract
negotiation to client satisfaction. Responsible for Contract Negotiation, Service Delivery, and Client
Reference -ability for a Portfolio of Accounts valued at approx. $700M, including clients such as British
Petroleum (US), Pactiv Corporation, Tenneco Automotive, TXU, Air Canada, McKesson Corporation,
Prudential Financial, Unisys, Baylor Medical, and Capgemni.
• Provided leadership and business acumen in the start-up and growth of Exult, Inc., launching the end-
to-end pure play HR BPO industry with IPO in 2001; grew company to $500 million in annual revenues,
2,400 employees and eight operating centers on four continents.
• Developed client -specific multi -center onshore/offshore delivery models meeting client budget needs
while also achieving ROI measurement, resulting in 100% client reference -ability.
• Implemented India service center with C -suite client engagement, hosting Sr. Executives at Exult's
Mumbai service center, resulting in Sr. Executive buy -in and supporting change management initiatives.
• Represented Exult to market analysts and published insights and information on Business Process
Outsourcing, resulting in client confidence and market -eminence designation.
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
About Abby Foster (continued)
Ahnimisha Consulting, LLC
Proposal Response
BAKER HUGHES, INC. - Project Renaissance Core Team Lead/Shared Services Director
Led global process redesign of Finance, HR, and Manufacturing (A/P) including ERP system selection (SAP) and
implementation. Led Design and implementation of Finance, HR, and IT shared services business unit serving Baker
Hughes North America business units. Managed C -suite and executive level relationships, securing engagement
and support for the newly developed shared services organization.
• Developed and implemented best practices in administrative processing, common data repositories, enhanced
and streamlined financial reporting, and intra/intercompany transaction efficiencies across U.S., Europe, Great
Britain, Africa, Asia, Middle East, and South America.
• Implemented 125 -person organization serving 15,000 employees, providing career path definition for
administrative staff, and resulting in 50% reduction in administrative costs.
• Additional roles held over 10 -year tenure include Cost Accounting Manager, General Accounting Manager,
Assistant Controller
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City of Fayetteville Ahnimisha Consulting, LLC
RFP 18-03, Organizational Development Consulting Proposal Response
PRICING and FEES
Pricing is itemized below by proposed project or solution. Pricing is fixed fee, inclusive of materials,
incidentals, mileage, etc. An hourly rate is included, as requested, for additional work not included in the
RFP scope of work.
1) Strategies and Processes $50,000
• Define Strategy
• Define Processes
• Implement Processes
Pricing provides for Scope of Work included in the RFP as follows:
• End to end project ownership for....
o Workforce Development Training
o Employee Engagement
o Next Generation Leadership
o Cultural Integration
• Consulting hours included for....
o Sourcing
o Recruiting
o Onboarding
o Customer Service Training
o Quality Process Improvement
2) Succession Planning $20,000
Pricing is per department
3) Employee Opinion Baseline Project $20,000
4) Consulting Rate $125/hr.
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City of Fayetteville
RFP 18-03, Organizational Development Consulting
Ana Antoni -Woods
Founder/CEO
MAJ Consulting, Inc
Ahnimisha Consulting, LLC
Proposal Response
Project Personnel: Ana Antoni Woods
Professional Summary: Ana Antoni Woods is a human resources
consultant with significant managerial experience in all areas of Human
Resources. Ana specializes in compensation, benefits, performance
management, HR training, HR process improvements and employee
opinion surveys. She is fluent in Spanish, and highly recognized for
managing organizational change and aligning human resources to support
business strategies.
An energetic, results -oriented professional with personal values focused
on customer satisfaction, integrity and collaboration, Ana is best known
for providing practical solutions to her clients. She has traveled, lived and
worked throughout Latin America and now lives in Houston, Texas with
her husband and son.
Experience and Expertise: Ms. Woods has over twenty-five years of experience in human resources
management. The last thirteen years she has provided consulting services to global employers
including:
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Baker Hughes
• Cooper Cameron
• Conscious Pursuits
• Computer Sciences Corporation
• Flotek Industries
• Grant Prideco
W- 11;hiir+ten I-normI Car„{ror
• The Hannover Company
• Hydril
■ Monroe Energy
• NOV IntelliSery
• Spherion Corporation
• St. Luke's Episcopal Hospital
Ana has conducted human resources audits and designed and produced customized compensation and
benefits surveys. She has coordinated the start-up of HR operations in Latin America, designed and
implemented performance incentive plans and conducted/facilitated HR, Change Management,
Supervisory and Work Process training in English and Spanish.
Education: Ms. Woods earned her degree in Psychology from the National University Pedro Henriquez
Urena in Santo Domingo, Dominican Republic, where she graduated magna -cum -laude. She immigrated
to the United States in 1982 and immediately began working in the field of Human Resources, where she
held managerial and director level positions, accountable for worldwide HR practices.
Project Position: Employee Opinion Survey creation, data analysis, reporting
Tenure with Ahnimisha Consulting: Alliance partnership since 2016; Colleagues since 1990
Estimated Project Hours: 120
Billable Hourly Rate: $125
17 Ila Lane 832.922.1164
Bella Vista, AR 72714 Page 1 of 1 afoster@ahnimisha.com
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CERTIFICATE OF LIABILITY INSURANCE Ro45 1/11/2018
THIS CERTIFICATEIS 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 have ADDITIONAL INSURED provisions or 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).
VILLAGE INSURANCE INC/PHS wc, o, EU: ( 8 6 6 ) 467-8730 N, (888) 443-6112
592281 P: (866) 467-8730 F: (888) 443-6112 gDRIESS:
PO BOX 33015 INSURER(S) AFFORDING COVERAGE NAICfl
SAN ANTONIO TX 78265 INSURER A: Hartford Fire & Its P&C Affiliates 091
INSURED
INSURER B
INSURER C
ABBY FOSTER DBA AHNIMISHA CONSULTING INSURER
17 ILA LN INSURER E
BELLA VISTA AR 72714 INSURER F.
COVERAGES CERTIFICATE NUMBER: REVISION NUMBER:
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.
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EACH OCCURRENCE
CLAIMS -MADE OCCUR
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PREMISES lEa occurrence)
MED EXP (Any one person)
PERSONAL & ADV INJURY 5
GENERAL AGGREGATE 5
GENAL HGgTE LIMIT APPLIES PER:
POLICY PRO- LOC
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PRODUCTS - COMP/OP AGG g
OTHER:
AUTOMOBILE LIABILITY
COMBINED SINGLE LIMIT _
(Ea accidenD
BODILY INJURY (Per person)
ANY AUTO
OWNED SCHEDULED
AUTOS ONLY AUTOS
BODILY INJURY (Per accident)
PROPERTY DAMAGE
HIRED NON -OWNED
AUTOS ONLY AUTOS ONLY
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UMBRELLA LIAB
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(Mandatory in NH) ❑
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09/06/2018
EL.DISEASE- EAEMPLOYEE x'100, 000
If yes, describe under
DESCRIPTION OF OPERATIONS below
$
E.L- DISEASE -POLICY LIMIT 500,000
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DESCRIPTION OF OPERATIONS /LOCATIONS /VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached it more space is required)
Those usual to the Insured's Operations.
CERTIFICATE HOLDER CANCELLATION
City of Fayetteville
Les McGaugh, Purchasing Agent
113 W MTN
FAYETTEVILLE, AR 72701
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED
BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE
DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS.
AUTHORIZED REPRESENTATIVE
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ACORD 25 (2016/03) The ACORD name and logo are registered marks of ACORD
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City of Fayetteville, Arkansas
Purchasing Division — Room 306
U L= 1L� - L� 113 W Mountain
Fayetteville, AR 72701
Phone: 479.575.8220
TDD (Telecommunication Device for the Deaf): 479.521.1316
REQUEST FOR PROPOSAL: RFP 18-03, Organizational Development Consultant
DEADLINE: Wednesday, February 07, 2018 before 2:00:00 PM, local time
RFP DELIVERY LOCATION: Room 306 —113 W. Mountain, Fayetteville, AR 72701
PURCHASING AGENT: Les McGaugh, Imcgaugh@fayetteville-ar.gov
DATE OF ISSUE AND ADVERTISEMENT: Tuesday, January 02 & January 09, 2018
REQUEST FOR PROPOSAL
RFP 18-03, Organizational Development Consultant
No late proposals shall be accepted. RFP's shall be submitted in sealed envelopes labeled with the project
number and name as well as the name and address of the firm.
All proposals shall be submitted in accordance with the attached City of Fayetteville specifications and bid
documents attached hereto. Each Proposer is required to fill in every blank and shall supply all information
requested; failure to do so may be used as basis of rejection. Any bid, proposal, or statements of qualification
will be rejected that violates or conflicts with state, local, or federal laws, ordinances, or policies.
The undersigned hereby offers to furnish & deliver the articles or services as specified, at the prices & terms stated
herein, and in strict accordance with the specifications and general conditions of submitting, all of which are made a part
of this offer, This offer is not subject to withdrawal unless upon mutual written agreement by the Proposer/Bidder and
City Purchasing Agent.
Name of Firm : Ahnimisha Consulting, LLC
Contact Person: Abby G. Foster Title: Managing Principal
E -Mail: afoster@ahnimisha.com Phone
Business Address: 17 Ila Lane
City: Bella Vista
Signature:
City of Fayetteville, AR
RFP 18-03, organizational Development Consultant
Page 1 of 22
State: AR
832.922.1164
Zip: 72714
Date: February 2, 2018
City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION B: Vendor References
The following information is required from all firms so all statements of qualification may be reviewed and properly evaluated:
COMPANY NAME: Ahnimisha Constilting, LLC:
NUMBER OF YEARS IN BUSINESS: 17
TOTAL NUMBER OF CURRENT EMPLOYEES:
NUMBER OF EMPLOYEES PLANNED FOR THIS CONTRACT
LONG IN PRESENT LOCATION: 2.5 years
FULLTIME
PARTTIME
FULLTIME 2 PARTTIME(Alliance Partners as proposed)
PLEASE LIST FOUR (4) REFERENCES THAT YOU HAVE PREVIOUSLY PERFORMED CONTRACT SERVICES FOR WITHIN THE PAST FIVE (5)
YEARS (All fields must be completed):
1. BriggsVesella_Co.
COMPANY NAME
Houston, TX 77046
CITYSTATE, ZIP
Tsy Johnson, Director
Or anizational Development
CONTACT PERSON
713.353.1943
TELEPHONE
713.667.1697
FAX NUMBER
_ iolinson@bvccpa.com
E-MAIL ADDRESS
3. City of Fayetteville, Water and Sewer Departrnent
COMPANY NAME
Fayetteville, AR 727.01
CITY, STATE, ZIP
Tim Nyander, Utilities Director
CONTACT PERSON
479.575.8390
TELEPHONE
479.684.4730
FAX NUMBER
tnyander@fayetteville-ar.gov
E-MAIL ADDRESS
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 14 of 22
2. _ Inseitz Groin, L7_
COMPANY NAME
Rogers AR 72756
CITY, STATE, ZIP
Becky Paner_tz. Phd.
CONTACT PERSON
479.586.8704
TELEPHONE
N/A
FAX NUMBER
beclgpaneitz@inseit/,.g up�com
E-MAIL ADDRESS
4. coNexus Healthcare Workforce Solutions
COMPANY NAME
Springdale, AR 72762
CITY, STATE, ZIP
Jimmie Bilby I11, CEO
CONTACT PERSON
479.871.3602
TELEPHONE
N/A
FAX NUMBER
jbitby@cone,yussolutions.com
E-MAIL ADDRESS
City of Fayetteville
RFP 18-03, Organizational Development Consultant
SECTION D: Signature Submittal — Required with all responses
Proposers shall include this form completed in its entirety with RFP response. This form shall not count towards
page limitations set forth in the RFP.
1. DISCLOSURE INFORMATION
Proposer shall disclose any possible conflict of interest with the City of Fayetteville, including, but not limited to,
any relationship with any City of Fayetteville employee. Proposer response must disclose if a known
relationship exists between any principal or employee of your firm and any City of Fayetteville employee or
elected City of Fayetteville official.
If, to your knowledge, no relationship exists, this should also be stated in your response. Failure to disclose
such a relationship may result in cancellation of a purchase and/or contract as a result of your response. This
form must be completed and returned in order for your bid/proposal to be eligible for consideration.
PLEASE CHECK ONE OF THE FOLLOWING TWO OPTIONS, AS IT APPROPRIATELY APPLIES TO YOUR FIRM:
1) NO KNOWN RELATIONSHIP EXISTS
2) RELATIONSHIP EXISTS (Please explain): Delivery of H.R. consulting services
I certity that; as an otticer of this organization, or per the attached letter of authorization, am duly authorized to
certify the information provided herein are accurate and true; and my organization shall comply with all State
and Federal Equal Opportunity and Non -Discrimination requirements and conditions of employment.
2. PRIMARY CONTACT INFORMATION
At the discretion of the City, one or more firms may be asked for more detailed information before final ranking
of the firms, which may also include oral interviews. NOTE: Each Proposer shall submit to the City a primary
contact name, e-mail address, and phone number (preferably a cell phone number) where the City selection
committee can call for clarification or interview via telephone.
Corporate Name of Firm: Ahnimisha Consultigg, LLC
Primary Contact: Abby Foster Title of Primary Contact: Managing Principal
Phone#1 (cell preferred): 832.922.1164 Phone#2:
E -Mail Address: afoster@ahnimisha.com
3. ACKNOWLEDGEMENT OF ADDENDA
Acknowledge receipt of addenda for this invitation to bid, request for proposal, or request for qualification by
signing and dating below. All addendums are hereby made a part of the bid or RFP documents to the same
extent as though it were originally included therein. Proposers/Bidders should indicate their receipt of same in
the appropriate blank listed herein. Failure to do so may subject vendor to disqualification.
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 21 of 22
ADDENDUM NO.
SIGNATURE AND RINTE AME
DATE ACKNOWLEDGED
Addendum #1
Abby G Foster
January 26, 2018
—1—kez.
4. PRICING:
Pricing shall be attached as a separate form. Reference RFP for details on what all pricing shall include..
5. DEBARMENT CERTIFICATION:
As an interested party on this project, you are required to provide debarment/suspension certification
indicating in compliance with the below Federal Executive Order. Certification can be done by completing and
signing this form.
Federal Executive Order (E.O.) 12549 "Debarment and Suspension" requires that all contractors receiving
individual awards, using federal funds, and all sub -recipients certify that the organization and its principals are
not debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded by any Federal
department or agency from doing business with the Federal Government.
Signature certifies that neither you nor your principal is presently debarred, suspended, proposed for
debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any federal
department or agency.
Questions regarding this form should be directed to the City of Fayetteville Purchasing Division.
NAME OF COMPANY: Ahnimisha Consulting, LLC
PHYSICAL ADDRESS: 17 Ila Lane Bella Vista AR 72714-4002
MAILING ADDRESS: 17 Ila Lane, Bella Vista, AR 72714-4002
PRINTED NAME: Abby G. Foster
PHONE: 832.922.1164
E-MAIL:
I/
SIGNATURE: / '
FAX:
TITLE: M_anaginsz Principal _ DATE: Februag 2, 2018
DUNS#: 080742746
City of Fayetteville, AR
RFP 18-03, Organizational Development Consultant
Page 22 of 22
TAX ID: 82-1755235