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HomeMy WebLinkAbout157-23 RESOLUTION-IM 113 West Mountain Street Fayetteville, AR 72701 (479) 575-8323 Resolution: 157-23 File Number: 2023-872 AHNIMISHA CONSULTING, LLC (SERVICE CONTRACT): A RESOLUTION TO AWARD RFP #23-04 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 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 August 1, 2023 Page 1 Kara Paxton, City CITY OF FAYETTEVILLE ARKANSAS MEETING OF AUGUST 1, 2023 CITY COUNCIL MEMO 2023-872 TO: Mayor Jordan and City Council THRU: Susan Norton, Chief of Staff FROM: Missy Cole, Human Resources Director DATE: SUBJECT: Staff recommends approval of a contract with Ahnimisha Consulting, LLC. as one of two primary providers for Organizational Development consulting as needed. RECOMMENDATION: Staff recommends approval of a one-year contract with four automatic renewal options with Ahnimisha Consulting, LLC. as one of two primary vendors for organizational development consulting as needed. Since organizational development encompasses such a broad scope, 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: The City published a Request for Proposal (RFP) 23-04 for Organizational Development Consulting Services. Five 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 • Customer Service • Change Management • Employee and Leadership Development • Recruitment and Retention • Employee Engagement • Coaching BUDGET/STAFF IMPACT: The 2023 budget has funding allocated for travel and training across departments. Mailing address: 113 W. Mountain Street www.fayetteville-ar.gov Fayetteville, AR 72701 ATTACHMENTS: Staff Review Ahnimisha, RFP 23-04 Ahnimisha - Appendix A - Scope of Work, RFP 23-04 Ahnimisha - Appendix B - City Issued RFP, RFP 23-04 Ahnimisha - Appendix C - Ahnimisha's Submittal, RFP 23-04, Ahnimisha - Appendix D - Certificate of Insurance, RFP 23-04, Ahnimisha CONTRACT - Signed Mailing address: 113 W. Mountain Street www.fayetteville-ar.gov Fayetteville, AR 72701 == City of Fayetteville, Arkansas y 113 West Mountain Street Fayetteville, AR 72701 (479)575-8323 - Legislation Text File #: 2023-872 Staff recommends approval of a contract with Ahnimisha Consulting, LLC. as one of two primary providers for Organizational Development consulting as needed. A RESOLUTION TO AWARD RFP #23-04 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 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. Page 1 Missy Cole Submitted By City of Fayetteville Staff Review Form 2023-872 Item ID 8/1/2023 City Council Meeting Date - Agenda Item Only N/A for Non -Agenda Item 6/27/2023 HUMAN RESOURCES (120) Submitted Date Division / Department Action Recommendation: Staff recommends approval of a contract with Ahnimisha Consulting, LLC. as one of two primary providers for Organizational Development consulting as needed. Various Account Number Project Number Budgeted Item? Yes Does item have a direct cost? No Is a Budget Adjustment attached? No Purchase Order Number: Change Order Number: Original Contract Number: Comments: Budget Impact: Total Amended Budget Expenses (Actual+Encum) Available Budget Item Cost Budget Adjustment Remaining Budget Various Fund Project Title $ 1,025,836.00 $ 347,998.00 Is 677,838.00 ,77,838.00 Previous Ordinance or Resolution # Approval Date: V20221130 CONTRACT FOR PROFESSIONAL SERVICES RFP 23-04, Organizational Development Consultant APPENDIX A Scope of Work & Fees Ahnimisha Consulting, LLC 1. INTRODUCTION: Ahnimisha Consulting, LLC shall provide different approaches as appropriate based on the services offered. All strategies and processes shall be considered. 2. SCOPE OF WORK: Ahnimisha Consulting, LLC shall provide ongoing support related to human process, talent management processes, and strategic initiatives. a. Human Process i. Team building — identify and define strategies and processes for team building activities as requested by department. ii. Interpersonal and group process approaches — identify and define strategies and processes for interpersonal and group development as requested by department. iii. Coaching — provide leadership coaching sessions at the request of HR. Best and Final Pricing: Coaching $ 250 per hour - Leadership Development Coaching - Behavior Modification b. Talent Management Processes i. Employee Opinion Baseline Project — Pricing for the employee opinion survey project is based on the following elements and information presented on the City's website: 1. Key Pricing Elements a. Number and type of survey questions b. Inclusion of and reporting on demographic data c. Complexity of analysis (qualitative vs. quantitative analytics) 2. Client Information a. 11 Major Business Units b. 24 Departments City of Fayetteville, AR & Ahnimisha Consulting, LLC APPENDIX A — SCOPE OF WORK AND FEES Page 1 of 3 — Last Revised 06.23.2023 Best and Final Pricing: Total Organization (Maximum reports = 50) $ 25,000 Per Major Business Unit (Maximum reports = 5) $ 2,500 perBU Note: Pricing assumes proposed resource (Ana Woods) will work remote ii. Succession planning — by department. Pricing for 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 specific skills and priorities of their individual organization. This planning process translates to a base number of work hours for each department, regardless of size. Given 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: Succession Planning Small Departments (4 or fewer leadership positions) $ 5,500 base price Other Departments - Base Price $ 5,500 base price - Per Leader Rate (above 4 leadership positions) $ 1,200 per leader iii. Training and development — workshops tailored to the organization and department, workshops are most often 2 or 4 hours in duration. Elements of the workshop may include personal awareness, subject matter content, and practical application (actual content is dictated by the specific needs and desired outcomes of the organization or individual department.) Best and Final Pricing: Workshop Delivery (time, materials, and tailored content for up to 20 participants) - Two-hour workshop $ 2,000 - Four-hour workshop $ 3,000 - Full -day workshop $ 5,000 Note: additional workshop participants = $1001ea Workshop Tools - Personality Assessments $ 130 per each - Interviews and Surveys $ 200 per person City of Fayetteville, AR & Ahnimisha Consulting, LLC APPENDIX A — SCOPE OF WORK AND FEES Page 2 of 3 — Last Revised 06.23.2023 c. Strategic Initiatives i. Consulting services — one-off projects and facilitation as well as other ad hoc projects to support the strategic initiatives of the organization. Best and Final Pricing: Consulting One-off projects Facilitation Other projects as defined by the client $ 200 per hour ii. Leadership development — Data gathering, program development, content, and presentation creation. Best and Final Pricing: Leadership Development Programs (Define and Develop) $ 200 per hour Data Gathering Program Development Content and Presentation Creation Note: Programs developed specifically for the City of Foyetteville ore the property of the City City of Fayetteville, AR & Ahnimisha Consulting, LLC APPENDIX A — SCOPE OF WORK AND FEES Page 3 of 3 — Last Revised 06.23.2023 CITY OF FAYETTEVILLE ARKANSAS City of Fayetteville, Arkansas Purchasing Division — Room 306 113 W. Mountain Fayetteville, AR 72701 Phone: 479.575.8256 TDD (Telecommunication Device for the Deaf): 479.521.1316 PROPOSAL)RFP (REQUEST FOR Request for Proposal: RFP 23-04, Organizational Development Consultant DEADLINE: Thursday, April 06, 2023 before 2:00 PM, local time SR. PURCHASING AGENT: Amanda Beilfuss, abeilfuss@fivetteville-ar.gov DATE OF ISSUE AND ADVERTISEMENT: 03/19/2023 r eop •O REQU ESj R PRL �� RFP 23-04 Or aniza al D consultant No late proposals shall be accept RFP'iJbe (i iltted gh the City's third -party electronic biddingplatform or b ittin eale ical al to the City of Fayetteville, p � p p Y Y , Purchasing Division at the bel ocati% O Cit oyett �urcho ' ivisio oom 306 Q1 st m tarn Street �yett A►R 72701 Q� J All proposals shall be submitt(in accordance with the attached City of Fayetteville specifications and 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. 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 bidding, 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 Director. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 1 of 17 City of Fayetteville RFP 23-04, Organizational Development Consultant Advertisement City of Fayetteville, AR Request for Proposal RFP 23-04, Organizational Development Consultant The City of Fayetteville, Arkansas, invites qualified and experienced firms to submit proposals for providing organizational development consulting services. Solicitation documents and addenda shall be obtained at the City of Fayetteville Purchasing Division's electronic bidding platform at www.fayetteville-ar.gov/bids. All proposals shall be received by Thursday, April 06, 2023 before 2:00 PM, Local Time utilizing the electronic bidding software or by submitting a sealed physical proposal to the City of Fayetteville, Purchasing Division. All proposals are due before the time stated; no late proposals shall be accepted. Submitting electronically is strongly encouraged. The City of Fayetteville shall not be responsible ost or misdirected proposals, or for failure of proposer's technical equipment. ,► All interested parties shall be qualified to do business and lic d in accord e ith all able laws of the state and local governments where the project is located. Pursuant to Arkansas Code Annotated §22-9-203 Tl *�kof women -owned business enterprises to bid on an e con Fayetteville encourages all general contractorscontra women -owned business enterprises. R X/ The City of Fayetteville reserves theVt! reJect anall Pi agree that such rejection shall be witilitt e art of g 1p � any interested party because of such rejects shall a City of Fayetteville because of such rejec^tion�e filing �V agreement of the interested party tot s nditions. City of Fayetteville V" Fay cfle enco v all qualified small, minority and trtor gooc, ices, and construction. Also, City of tions of Trxontract to qualified small, minority and Q 'Qai� O o sd to i re ularities therein and all arties g pty of Fa tev le for any damage or claim brought by 'rested eek any recourse of any kind against the 'ttate(m�,e�A,� esponse to this invitation shall constitute an —J O ` Q ` • xA By: Amanda Beilfuss, Sr. Purchasing Agent P: 479.575.8220 abeilfuss@fayetteville-ar.gov TDD (Telecommunications Device for the Deaf): (479) 521-1316 Date of advertisement: 03/19/2023 This publication was paid for by the Purchasing Division of the City of Fayetteville, Arkansas. Amount paid: $178.98 City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 2 of 17 City of Fayetteville RFP 23-04, 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. The term Proposer shall be in reference to a firm or individual responding to this solicitation. L7 c I 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 thl�type of work. Also, include the reference information requested in this RFP. '► The complete fee and cost to the City for�rvices oC �l in this Statement should be no more than* t, y-five,(es; s' ed, standard, readable, print on standard 8.5x11 documents. Pers shubmi a ee (3) page (maximum) executive summary. The following ite I not �towar�, twenty-five (25) page limitation: appendix, cover sheet, 3-pa �ecutiv mary, es (r mes shall be no more than 1 page per person), and fonomrovicJp�l Citkof mpleti�� a. :)ugmiiiing Vn_0 TespRai economically, prortigM requirements rt rojE are not re r Emphz documents pVsically 14 pape �d bound i 6 re s, and Ci �uir e"`� "'ng on - e teary completi roposals o t ' P: PrbosNs shall be prepared simply and g ard, c description of its ability to meet the 2bindi �ored displays, and promotional material 49ould b completeness and clarity of content. All ?d s ��e typewritten on standard 8 %" x 11" white me. Ex eptions would be schematics, exhibits, one -page �i Limit proposal to twenty-five (25) pages or less, Imes, references, and forms required by the City for I be sealed upon delivery to the City of Fayetteville. Option 1 —Electronic Submittal (strongly encouraged): Proposers can go to www.favetteville-ar.gov/bids and follow the prompts to submit a proposal within the electronic bidding platform. If a proposal is submitted electronically, a physical submission is not necessary. All Proposers must register in order to be able to submit. There is no fee for registration. ii.Option 2 — Physical Submittal: All Proposers shall submit one (1) original copy of their proposal as well as one (1) electronic copy on a properly labeled USB or other electronic media device. The electronic copy submitted shall be contained into one single file. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 3 of 17 (1) electronic file and shall be identical to the hard copies provided. The use of Adobe PDF documents is strongly recommended. Files contained on an USB or electronic media shall not be restricted against saving or printing. Electronic copies shall not be submitted via e-mail to City employees bythe Proposer and shall be provided to the City in a sealed manner. Fed Ex, UPS, USPS, or other packages should be clearly marked with the RFP number on the outside of the mailing package. e. Proposals will be reviewed following the stated deadline, as shown on the cover sheet of this document. Only the names of Proposer's 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. f. Proposers shall submit a proposal based on documentation published by the Fayetteville Purchasing Division. �`► g. Proposals must follow the format of the RFP. Proposers sho MQ41tructure their responses to follow the sequence of the RFP. Q1 V '��Z /�1� h. Proposers shall have experience in wro4Lf the saell imila MZand must provide references that will satisfy the City of Fayett � Propo iurnisneference list of clients for whom they have performed similar se nd m r vide in f tion as requested in this document. i. Proposer is advised that Ption a f ei ns co d in this RFP or the attached service agreement muentifi d i its respo,�/to theFailure to do so may lead the City to declare any such on- egotia le. Pr er's de ' e t�take exception to a non-negotiable term will not dis ual t fr. lidera ' r , q Y �j0 j. Local time shall be Am it as the ti� in Fayet Arkansas on the due date of the deadline. Documents shall be r ived bef he deal i me as shown by the atomic clock located in the Purchasing Divi o 0 ice c .3 Ris cl k located in the City's third -party bidding software. 2. WRITTEN REQUESTS PQ4NdMRPRE—TATTONS OR CMRIFICATION: No oral interpretations will b Wk to any firMf as to the meaning of specifications or any other contract documents. All questions peing 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. 3. DESCRIPTION OF SUPPLIES AND SERVICES: Any manufacturer's names, trade name, brand name, catalog number, etc. used in specifications are for the purpose of describing and establishing general quality 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. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 4 of 17 4. 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 right to 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 of Fayetteville 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 to nical or immaterial errors in the request for proposal or in proposals submitted. f. The City of Fayetteville reserves the ri o reque neces larifications, additional information or proposal data without Chan' g the t f the al. g. The City of Fayetteville reserves th to ma ction o roposer to perform the services required on the basis of the or' ropos i hout n tion. 11. h. The City reserves the rig ask fo e d firia fro or more Proposers. The best and final offer proces s guar t; theref%l;,l, Prop s hall submit and respond to this RFP on the most fa v terKs avai able. n� n� 5. EVALUATION CRITERIA: The evaluation criterion defines tors tha be used e selection committee to evaluate and score responsive, responsible and qua f d propo R Prop all include sufficient information to allow the selection committee to th gh y evalDn scor ro osals. Each proposal submitted shall be evaluated and ranked by a selec ' o mitte .� contra l v be awarded to the most qualified Proposer, per the evaluation criteria listh► his RF oposer ar of guaranteed to be ranked. 6. COSTS INCURRED BY PROPO 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. 7. ORAL PRESENTATION: An oral presentation and/or interview may be requested of any firm, at the selection committee's discretion. 8. CONFLICT OF INTEREST: a. 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 City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 5 of 17 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 Amanda Beilfuss, City Sr. 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. 9. WITHDRAWAL OF PROPOSAL: A proposal may be withdrawn prior to the time set for the proposal sub tal based on a written request from an authorized representative of the firm; however, a proposal shall withdrawn after the time set for the proposal. Y . L 10ATE PROPOSAL OR MODIFICATIONS: 0\ a. Proposal and modifications received er the tim �#or th 1�42��submittal shall not be considered. Modifications in writeived ii�r�ttb the d'�1'e will be accepted. The City will not be responsible for mild' Wd bids. o osers r their submission status in the online bidding portal or call `Ru"-rchasi �ision at 57520 to ensure receipt of their submittal documents pri penin rrnd t d. IR b. The time set forth ne all be ocal tiror Fay tev�l�e�AR on the date listed. All proposals shall be re ived ' krchasi ivision B E the deadline stated. The official NO clock to determine local tiro 'all be Comic cl cated in the Purchasing Division, Room 306 of City Hall, 113 untain, F t eville, NL 11. LOCAL STATE AND FEDER 0�71P_ LLIIA UIRE 1E W a. The laws of to on. as a Nny purchase made under this request for proposal. Proposers&mplyw4"Y1 loca, sI , and federal directives, orders and laws as applicable to this proposa an quent coS4015ct(s) including but not limited to Equal Employment Opportunity (EEisadvantaged 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 -owned 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 -owned business enterprises. 12. 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 City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 6 of 17 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. 13. COLLUSION: The Proposer, by affixing his or her signature to this proposal, agrees to the following: "Proposer certifies that their 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." 14. RIGHT TO AUDIT, FOIA, AND JURISDICITON: a. The City of Fayetteville reserves the privilege of auditing a Contractor's records as such records relate to purchases between the City and said Contractor. �`► b. Freedom of Information Act: City contracts and docum t prepared while performing City contractual work are subject to the Ar as Freedo for Act. If a Freedom of Information Act request is presented to theVy of F t ille, th tractor) will do everything possible to provide the documents. rompta ely s prescribed in the Arkansas Freedom of Information Act (A.C. 2 -19-1 * seq.). ` cregally authorized photocopying costs pursuant to the FOIA ma sesse t is com le. �C 1(�'� c. Legal jurisdiction to resol disput I be r a �s wit AlR nsas law applying to the case. 15. CITY INDEMNIFICATION: O The successful Proposer(s) agrees to ' 1fy the and hol t armless from and against all claims, liability, loss, damage or expense, incl ' i g but n Zited to Zel fees, arising from or by reason of any actual or claimed trademark, pat copyrig ngem �1�'titigation based thereon, with respect to the services or any part thereof cofNthis , and igation shall survive acceptance of the services and payment thereof by t ity.� 16. VARIANCE FROM STA<&TER L'ONDI IO�tIS. All standard terms ani, con ' ' stated in t44 request for proposal apply to this contract except as specifically stated in the subsent sections of this document, which take precedence, and should be fully understood by Proposers prior to submitting a proposal on this requirement. 17. 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), no later than seven days prior to the deadline. Persons needing translation of this document shall contact the City of Fayetteville, Purchasing Division, immediately. 18. CERTIFICATE OF INSURANCE: The successful Proposer shall provide a Certificate of Insurance of professional liability insurance in the City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 7 of 17 amount of $1 million US dollars, at minimum. Such Certificate of Insurance shall list the City as an additional insured and not be required unless firm is selected. 19. 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. 20. CANCELLATION: a. The City reserves the right to cancel this contract without cau by giving thirty (30) days prior notice to the Contractor in writing of the intention to cancel ith cause if at any time the Contractor fails to fulfill or abide by any of the terms or con ti ns specified. O b. Failure of the contractor to comply with anQf the Viedi ns ofS �ntract shall be considered a material breach of contract and sb cause f nation of the contract at the discretion of the City of Fayettevil �V� c. In addition to all other legal edies a Ze to th of F tteville, the City reserves the right to cancel and obtai an srce n i ms a services which have not been delivered within the e 'oil of t e from thlte of e as determined by the City of Fayetteville. P , 0K nn�nn� d. In the event sufficient bud funds A&t avail` �.�6r a new fiscal period, the City shall notify the Contractor of su rrence a ontract `�i�+t_erminate of the last day of the current fiscal period without pen It r expent he Ci `O 21. ASSIGNMENT, SUBCOZNG. COATE AOQTIONS AND/OR MERGERS: a. The ContrNlr3r'shall perm this fon,kact. No assignment of subcontracting shall be allowed without prior writ, QAsent of th?"City. If a Proposer intends to subcontract a portion of this work, the Propose all disclose such intent in the proposal submitted as a result of this RFP. b. 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. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 8 of 17 22. NON-EXCLUSIVE CONTRACT: Award of this RFP shall impose no obligation on the City to utilize the Contractor for all work of this type, which 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. 23. 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 bid der'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 prot t is finally resolved by the City of Fayetteville; provided, however, nothing herein shall prohibit a prospe 'bidder/proposer from contacting the Purchasing Division to address situations such as clarific and/or questions related to the procurement process. For purposes of this provisio ying act, still in but not be limited to, influencing or attempting to influence action or non-aZ�Vn in co ion wi request for proposal, request for qualification, bid or contract throug ect or in oral rian communication or an attempt to obtain goodwill of persons and/or tXs spe t1� n this \� n. Such actions may cause any request for proposal, request for qual 2ibn, bid 'p 1tract t jected. 24. ADDITIONAL REQUIREMENTS: Q The City reserves the right to r u si�additi na services ting t i RFP from the Proposer. When approved by the City as an ame t t he contract uthoriz in�rriting prior to work, the Contractor shall provide such additional re Lire �na b nece p q � Y �• 25. SERVICES AGREEMENT: A written agreement, in substNnl??vythe fo ttach �rporating the RFP and the successful proposal ��f will be prepared by the C igned by c essfUI r oser and presented to the City of Fayetteville for approval and signatur Mayor 26. INTEGRITY OF REQUEST OR AL (RFP) DL7CUMENTS: Proposers shall use the origiNWFP 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. 27. OTHER GENERAL CONDITIONS: a. 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. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 9 of 17 b. The City reserves the right to request any additional information it deems necessary from any or all Proposers after the submission deadline. c. 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 bid 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. e. Any uncertainties shall be brought to the attention to Amanda B fuss immediately via telephone (479.575.8220) or e-mail (abeilfuss@favetteville-ar.gov). It is ntent and goal of the City of Fayetteville Purchasing Division to provide documental ovidin a clear and accurate understanding of the scope of work to beOwleted a r oods t rovided. We encourage all interested parties to ask questions to enNle all Pr rs to qual terms. f. Any inquiries or requests for exp �ti n in ®rlAirwIto the��_�requirements should be made promptly to Amanda Beilf ity ottevill `5f. Purchasing Agent via e-mail (abeilfuss@fa etteviIIe-ar. br tele � (479. ' 220) No oral interpretation or clarifications will be give the ii f a r of thi e Zst for proposal. All questions, clarifications, and req ogeth r answ,,if any, i provided to all firms via written addendum. Name ms ubmitting $Westion clifications, or requests will not be disclosed until after a'cont n�P lace n g. At the discretion oft, one or irms l asked for more detailed information before k 5 final ranking of the it , which r�a so in U ral interviews. h. Any inform provided J e is i n 4 to assist the Proposer in the preparation of proposals v d� necessarypoperly r nd tot is R The RFP is designed to provide qualified Proposers with sufficient basic i .on to sup meeting minimum specifications and/or test proposals g p requirements but t intended to limit a RFP's content or to exclude any relevant or essential data. 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. 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 it is agreed that the City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 10 of 17 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 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 the City of Fayetteville. � •O �♦ � L � � O P , Q R �o L .tea Q� C IN NEXT PAGE Q City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 11 of 17 City of Fayetteville RFP 23-04, Organizational Development Consultant SECTION B: Scope of Services and General Information 1. INTRODUCTION: The City of Fayetteville, Arkansas, hereinafter referred to as "the City", is requesting proposals for organizational development consulting services. The selected firm shall assist the City in the development of organization resources to improve overall production and efficiency. The City of Fayetteville is located in the northwest corner of Arkansas and has an estimated population of 95,230. Fayetteville serves as the seat of Washington County. The City is part of the Fayetteville - Springdale -Rogers -Bentonville, AR -MO MSA (Metropolitan Statistical Area), with a population just under 600,000. The City of Fayetteville operates under a Mayor -Council form of government. The City Council is composed of eight (8) council members and a Mayor. The City's 2023 Budget provides for 905 full-time equivalent positi he City's current organizational development consultant provider(s) are Ahnimi onsulting, L and III tive Strategies, Inc. The current contract is set to expire on May 15, 2023. 2. SCOPE OF WORK: NV The scope of work in this section ha Zen provi Comm e w the City believes is critical for the success of this project. T invite ser t amide clefoxnt approaches as appropriate based on service d. Pr eTs are i it to in all strategies and processes listed below, or only those to he prpo osing r�. The y r erves the right to award to multiple vendors based on7ealuat* 'Ach stra and pro s submitted by the proposers. e; �GJ The City of Fayetteville inten partner a Orga 'z nal Development company that can provide ongoing support r a e o hum cess t�imanagement processes, and strategic initiatives. Q \O . ?J a. Human Pr � i. Team build ii. InterpersoI nd group process approaches iii. Coaching b. Talent Manaeement Processes i. Employee engagement ii. Performance management iii. Succession planning iv. Training and Development c. Strategic Initiatives i. Organization transformation ii. Cultural integration City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 12 of 17 iii. Leadership development iv. Recruitment and retention 3. PROPOSAL FORMAT: The Proposer shall provide adequate information that will render it qualified and capable of effectively accomplishing the scope of services. The proposals 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. b. Scope of Work/Deliverables. Provide deliverables for the Sco ork outlined by the City in this RFP. Include services outlined in the Scop f Services, �s dition&errvices offered or recommended by the bidder. Provide inform on your"r� approac�accomplishing the work cited in the Scope of Work. /� �► c. Technical or Professional Support. ibe yo nical lr essional support available to the City at no extra cost throu r firm, s legal el, communications, training programs or other services. nn d. Quoli icotions and Ex e '`� Prov' Ale nt i or tion experience f p gprevious related to developi I ar projec2s/All pr s shall s t a minimum of three (3) references within th past fiv yfars. v Provide in this section, the any's p ' busin rest and/or operations including any affiliations. e. List of Project Pe onr . 'ropo II prov escription of its staff and work force that will be assigned t �ctively face he re ements of this project. This description shall include, at a minimie numbe �perma loyees, part time employees, and an organizational chart reflec heir rsibilities. the desire of the City that senior level strategic input is provided at all sta e project. Resumes shall be no more than two pages (a page being defined as a single sided document), and shall include, at a minimum: i. Position title for each person assigned to this project; ii. Tenure with Proposer for each person assigned to this project; iii. Education of each person; iv. Experience of each person; v. Estimated number of hours for each person assigned to this project; vi. Total billable hourly rate for each person assigned to this project; vii. Any other pertinent information related to this project City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 13 of 17 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, fees will not be the determining factor 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. �`► 4. CONTRACT FORMATION: If the negotiation produces mutual agre�Zft, a contract will be considered for approval by the City of Fayetteville City Councf negotiatir�i�h the hiest-ranking Proposer fail, i . I negotiations may be initiated with the next higher nking yser unti reement is reached. The City reserves the right to reject all offers arld d the pro itho tong a contract. The initial term of this agreement shall r one (Per from `� f council approval. The agreement shall automatically renew for up to 4) ad ine ( ear ter sunless either party provides notice of non -renewal at least th' ) da s r'� th e a ter inual renewals shall be subject to annual budget approval by y Cou ci � 0. 5. SELECTION CRITERIA: The fdllowi�Itha will ed by t ity to evaluate and score responsive l proposals. Proposers shall includ�s fficient ation �J�low the City to thoroughly evaluate and score the proposal. Each prNtthe submit s not re 1f to be ranked by the selection committee. The contract may be awar em t alifie �,I er the evaluation criteria listed below, based on the evaluation oft el �01s) ying the evaluation of the proposals, the Selection Committee may re Nhat the��rankir0 make an oral presentation or be interviewed. If presentations ar sary, tl�lfill to Fayetteville, Arkansas. Notices will be sent by the Purchasing Division. O 1) 30% Qualifications in Relation to Specific Project to be Performed: Information reflecting qualifications of the consultant, partners, and project team. Indicated specialized experience and technical competence of the firm in connection with the type and complexity of the service required. Subcontractors, if used, shall be listed with information on their organization. 2) 25% Experience, Competence, and Capacity for Performance: Information reflecting the names, titles, and qualifications (including experience and technical competence) of the major personnel assigned to this specific project. City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 14 of 17 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) 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 evaluations with the City are not available, the professional firm's past performance records with City and others will be used, including quality of work, timely performance, diligence, and any other pertinent information. Firm will 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. � •O �♦ O Q � L � � O P , Q 1 `, CO N TJ E$ NEXT PAGE c ♦ City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 15 of 17 City of Fayetteville RFP 23-04, Organizational Development Consultant SECTION C: Signature Submittal 1. DISCLOSURE INFORMATION Proposer must 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 1 LIES TO YOUR FIRM: 1) NO KNOWN RELATIONSHIP EXISTS O 2) RELATIONSHIP EXISTS (Please exp h): ` .(�� X� � I certify that; as an officer of this organizati�-,4 ethfched le e aut ization, am duly authorized to certify the information provided herein i'�c�iratan n�rganiz i shall comply with all State and Federal Equal Opportunity and Non- n iP1►inatioend con of employment. Pursuant Arkansas Code Annotated 25-h� Con ' agree ertifies that they do not currently boycott Israel and will not boycott Isr I g any t' whic re entering into, or while in contract, with any public entity as defined i - 503. If time d contract the contractor decides to boycott Israel, the contractor must noti the ntract lic ent' writing. 2. PRIMARY CONTACT INFO ON ` . �� At the discretion of the I e or moms my asked for more detailed information before final ranking of the firms, which may also inch al intervie .. NOTE: Each Proposer shall submit to the City a primary contact name, e-mail address, JlQhone 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: City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 16 of 17 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 Contractor to disqualification. ADDENDUM NO. SIGNATURE AND PRINTED NAME DATE ACKNOWLEDGED 4. DEBARMENT CERTIFICATION: As an interested party on this project, you are required to provide debarment/suspension certification indicating compliance with the below Federal Executive Order. Certification can be do, N y completing and signing this form. V' Federal Executive Order (E.O.) 12549 "Debarment an�spensi9uires II contractors receiving en�s certi Nit the 12ation and its principals are p p individual awards usingfederal funds and all sub-rXIared** not debarred, suspended, proposed for deb arm ' i le, or � tardy excluded by any Federal department or agency from doing business with ederal rnmen .J► Signature certifies that neither you nor yourepal is pr fly deba suspended, proposed for debarment, declared ineligible, or voluntarily excludarti n in t ansac ' by any federal department or agency. � c' O x v Questions regarding this form shouubbe dire �o the l�'�ayett Purchasing Division. NAME OF COMPANY: O PHYSICAL ADDRESS: J MAILING ADDRESS: ',A TAX ID #: AR. SECRETARY OF STATE FILING #: PHONE: FAX: E-MAIL: SIGNATURE: PRINTED NAME: TITLE: DATE: City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 17 of 17 CITY OF 10A FAYETTEVILLE ARKANSAS RFP 23-04 Addendum 1 Ahnimisha Consulting, LLC Supplier Response Event Information O Number: RFP 23-04 Addendum 1 / o ` Title: Organizational DeveloConswl Type: Request for Proposal Issue Date. 3/19/2023 Deadline: 4/6/2023 02:00 T) Notes: The City of tevill A ansas, �ks pr from experienced and qua irm to su mit p sals for iding organizational developm nt c irig ser e . An tions concerning this solicitation ro s sho dir t Amanda Beilfuss, Cityof p � � Fayetteville'�'urchas' ent, bel; 0 e�lfuss@fayetteville-ar.gov. r Contact I atior�� • �; Contact: Amanda Address: Purchasin r Room 306 P City Hall 113 West Mountain Street - Room 306 Fayetteville, AR 72701 Email: abeilfuss@fayetteville-ar.gov Page 1 of 2 pages Vendor: Ahnimisha Consulting, LLC RFP 23-04 Addendum 1 Ahnimisha Consulting, LLC Information Contact: Abby Foster Address: 17 Ila Ln Bella Vista, AR 72714 Phone: (832) 922-1164 Email: afoster@ahnimisha.com Web Address: www.ahnimishaconsulting.com By submitting your response, you certify that you are authorized to represent and bind your company. Abby Foster Signature Submitted at 4/6/2023 01:23:35 PM (CT) SuaDlier Note afoster@ahnimisha.com Email Please find the response for Ahnimisha Consulting, in relation to RFP 2 4, rgani2 Consultant. � •` Y% Requested Attachments 4 al Development RFP 23-04, Organizational Development C tant/��� A 11�'ha Co � i g Signature Submittal.pdf Please attach the signed and completed RF , locat ilt tfie 'Atta ts' tab;Al�gg with any additional documents. `� Response Attachments O Ahnimisha Consulting_RFP 23-04, Prdea Res .pdf L05110 Ahnimisha Consulting response to RFF-04, Orga�nal De e1o�p�nent Consultant Bid Attributes 9 0-4 1 1 Addendum Ackn By selecting "I agree", you solicitation, if applicable. ❑✓ 1 agree (I agree) Otnt ckno that yo§read all addendum(s) that have been issued for this Page 2 of 2 pages Vendor: Ahnimisha Consulting, LLC RFP 23-04 Addendum 1 Ahnimisha 10�6rCONSULTING TALENT INTELLECT: Unlock the power of human potential City of Fayetteville, Arkansas RFP 23-04, Organizational Development Consultant Response by: Ahnimisha Consulting, LLC Table of Contents Response Section 1. Executive Summary Page # 2 2. Scope of Work a. Human Process �� .(� 4 b. Talent Management Proc6'�- �`1/ ` 9 c. Strategic Initiatives ` V' ' X� 15 O 3. Technical or Profes i �i pport 18 O 4. Qualifications and Experi N, 19 5. List of Project Pers 20 6. Availability Nc� 21 v 7. Listing of al1►Fees n 22 O r 8. Appendix 23 City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Executive Summary Introduction Thank you for the opportunity to answer The City of Fayetteville, AR, RFP 23-04, Organizational Development Consultant. My name is Abby Foster, and I am the Founder and Managing Principal of Ahnimisha Consulting, LLC [Ahnimisha]. I have totally enjoyed serving this organization over the past five years and hope to continue that service through this selection process. As a sole proprietor and woman -owned small business, our overhead is limited and by design, we seek to streamline projects with a practical, efficient approach to meeting client needs. The experience gained from being a preferred provider for the city has been incredible. Even as I came into the relationship with a whole load of experience (over 25 years) and expertise, the nature of a municipal organization was a key learning for me and the knowledge I've gained frames and informs my thinking with every service provided and/or proposed. We understand the unique challenge a city government has when seeking to attract and retain their fair share of today's limited resources, and we believe Ahnimisha Consulting is just as uniquely positioned to help create an environment where the employees themselves becomeur greatest recruiting tool. Core Values Customer satisfaction, tailored solutions and knowledge tr sfer are the cor eXeshatdrXhnimisha's success. Satisfied customers are our bread and butter, and we take in unde a1[ing our cli�t o the point where our work is most often viewed as an extension of their wn. Our resoe seas bfessionals who bring years of knowledge, experience, and professional' 1tar on be f our is e �� Seasoned with success and armed with prc and create tailored solutions for sustainab management and understand the curre create workforce solutions that meeVsKi success. From generational dynamics to succession plannninl, r elevate service delivery; we don't just deliver solution provide information and insights to re' 1p our clients j� promote effective outcomes in tre norAz courses I started Ahnimisha ConsWtl% practices and embrace,.&lgfi organizational surviv.%,p[%Lr change in a gradual mafter Choctaw words "ahni" [to thi clients. (is of every client _ ve talent It -life experience to on you for future eadership development, we With every piece of work, we and establish cultural norms that Id inspire organizations to think beyond current belief that cultural flexibility is critical to ,rl'who were known for their ability to assess and embrace i#core beliefs. The name Ahnimisha is a combination of the d] and a perfect representation of a core value I being to my Scope of Work For the most part, the scope of work presented in the RFP is well -aligned with the expertise delivered by Ahnimisha Consulting. In the following narrative, I will identify where we are proposing on specific scope components and where we believe delivery on these components will likely create a positive ancillary impact. Human Process (Team Building, Interpersonal and group process approaches, and Coaching) This is a sweet spot for Ahnimisha Consulting and one that is at the very nucleus of our success. We are proposing on every element of the Human Process scope of work and have included our approach and methodology for each in our proposal. ©Ahnimisha Consulting, LLC P a g e 12 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response While the Human Process is just one element of the Talent Management continuum, we believe it is pivotal in an organization's ability to attract great resources. This area of work is all about employee empowerment through belonging [connection] and contribution [engagement]. A connection with the people and the work is the #1 reason people stay in an organization, and the lack thereof is the #1 reason people who are really good at what they do leave organizations. A team approach, amiable working conditions, and opportunity for personal and professional growth are key differentiators and we have provided details to demonstrate that we are uniquely positioned to help the City create an environment that attracts and retains the very best. Talent Management Processes (Employee engagement, Performance management, Succession planning, and Training and Development) Ahnimisha Consulting has a notable and proven expertise in Succession Planning and Training and Development. Once again, these scope areas are met with solutions tailored to the specific group and/or individual we are serving. Our proposal is specific to these two areas, and we have included impacts and benefits that speak to Employee engagement and Performance management. We believe Succession Planning begins at recruitment, and we have included a reco dation to identify key behavior expectations across all functional areas to be incorporated into the rec process as well as performance management. What we measure, we do, andCe n we can gain on wh�rs we expect of others, we truly set them up to meet those expectations a erience through tll�ir individual career journey. Training and development programs are an expre •&how val mploye o the or zation. They are the action that brings a tangible element of le ' 'r to thee r- °pular st �1it that "i ployees are our greatest assets" Employees notice and app `N` growth Y young ratio n.o orce views it as a minimum requirement. We are very pro Q> ve bee of the 1 and de �nt environment in the City of Fayetteville and are well po o ed to t t rk t t level. Strategic Initiatives (Organizatic sfor ation, ultural ir►g�ation, Lead development, and Recruitment and retention) ` 1 � �J' Under the topic of Strategic Initiatives A ni Tsha Consul liars eci 'c e rtise in Leadership Development. p g p p p With tried-and-true expertise in this -are have b Solved W%1111eral organizations to define, develop and deliver leadership development gar s for em emogra ranging from new hires to high potential employees. While Leadership Deve1?ti merit is a for Ah r onsulting, we recognize the practice lends itself to positive impacts oo a n ion TVfo m lion,.; I Integration, and Recruitment and Retention. Our proposal describ upproach a thodQlo�oaching, Workshops, and Program Development and Delivery. These compo n s of lea d I i set the tone for learning and development in an organization. When you embr stent le dip development practices, the impact is deep and wide in that your leaders and potential lea re pr c i►positioned for success. And an even greater outcome is that you are creating an environment where empl come to know they can trust you to ensure they are well-equipped for leadership. Aligned with this scope, we have recommended the development of two specific leadership development programs that we believe will benefit the organization. Specifically, we are recommending a project to define, develop, and deploy leadership development programs we describe as ... 1. High Potential Leadership Program 2. First -Time Supervisor Training Summary Once again, I thank you for the opportunity to serve the City of Fayetteville and hope to meet wit you soon to discuss the proposal in person. ©Ahnimisha Consulting, LLC P a g e 13 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Scope of Work: Human Process As noted in the RFP outline, the Human Process incorporates three key streams of work including team building, interpersonal and group process approaches, and coaching. In the work I have done for the City of Fayetteville over the past five years, elements of each of these have been incorporated into a number of projects. That said, the following describes Ahnimisha Consulting's approach and methodology to accomplish each as stand-alone components of the Human Process: Team Building Performance and efficiency are the cornerstone reasons to engage in a team building project. The purpose is to optimize the outcomes of a group of people who work together as a team. In a team building project the participants are positioned as skilled individuals, each with a unique contribution that, when recognized and utilized appropriately, enhances the overall performance of the group and supports results that mark the team's success. Approach and Methodology — Discover, Develop, and Deploy Ahnimisha Consulting recognizes that each team is un' ue and whilre ay be e described as a loose conglomeration of individuals, others are tight) vo en andh a i e focus. Regardless of the starting point, we utilize a tailored approac and method''Eo tea ng that begins with the unique qualities of the current team and d7ss.,on tha it outco a tea s seeking to achieve. Described in detail below, our apprteam' ng seeks oet the here they are today, address any issues they are cur y dealin iya, and cr n envir where each person is motivated to develop and utit a skills rspecti >i cessary 01- their team to the next level: Step 1: Discovery O Discovery begins with an inter ew w'Ct3am le roughs of questions and discussion we gain key insights into the team an it curre de of tin, which is the foundation for the g Y g work we will do together. It is in discussio we ide srecific issues the team is facing and determine the best approach t e ure tot a gem team building process. What does success loo fil That is a questiol` t launches the interview discussion with the team leader. As th c describ`e� desired c mes, they also identify issues that need to be addressed, skillsets tTVNFwant t *lop in t ople, and most importantly, the behaviors they want to keep and/or perpetuate is c n hin the team, it is identified, and all of this together informs our thinking as we bo n the { pment phase of the project. Step 2: Development The foundation for Team Building workshops is supported by Three Pillars of High -Performing Teams, consisting of Purpose, Clarity, and Psychological Safety, defined as follows: 1. Purpose - represents the uniting factor for why the team exists. Clarity — focuses on the creation of an environment where you continuously strive to understand and create alignment between the team's people and tasks. Psychological Safety — represents an environment where team members feel safe to take risks and be vulnerable in front of each other. With these very basic principles as the backdrop, the workshop agenda is tailored to the specific needs and perspectives of the group, and developed to facilitate an understanding of each pillar along with interactive exercises that support the personalization of the same. ©Ahnimisha Consulting, LLC P a g e 14 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Each team building project is as unique as the individuals on the team, and we tailor team building workshops to leverage what's right while addressing improvement opportunities. The combined tools we propose for each project will likely differ, as they are chosen (and may be altered) to meet the unique needs of each team. Certain proven tools (described below), are regularly utilized in team building: Birkman° Personality Assessment: Team building for leadership teams may begin with personal awareness facilitated by Birkman Personality Assessments reviewed with each participant individually. In this process, each person receives their individual results along with a point -by -point analysis of the results tailored specifically to them. This provides a firm grounding for each individual in personal strengths, interests, needs and stress behaviors. This view serves to raise awareness of the strengths they bring to the team and the behaviors they exhibit as they operate. The team results are compiled and utilized in the team building workshop to allow the group to view and understand their collective strengths, interests, needs, and stress behavi The result is group/team awareness that informs the team's decision -making allow' j bem to better leverage individual strengths and mitigate weaknesses as a sing -minded tig �I Mc on f leaders. C' ' 6 K Howard Guttman's Team Development Wheel: Frol?� bird's �w, tea operationalized through afour-phase process including FobNO k Stormin bird's P6rr�t"ormi . To demonstrate these steps to a high-perfor earn, we tiVe the Gu�ttflfian Mod icted below] which defines the behaviors demonstr n each st � team ylev@kpment. odel is utilized in an interactive way that promote niti gon We the Na%4today,* ;���►dndid and open discussion to define how they pr to an tentQ �t the hi level of team behavior. The Team Development Whe rson ze t e toTW the �uraged to use it and display it in their operati to serveM�constatrnder o f they are capable of achieving.r Lk , �+► HIGH-Pj&ftING TIN Air is thick Team member maintain a fapde Fear of co f--g o—Andividwi, Dwia &conflict T m members wary of one atwthv Pen—l-non of os Members Mel attacked. frustrated Fingerpo. nng Ten Control In... Reference: Howard Guttman's Team Development Wheel Team Protocols: Team protocols are defined to answer the questions; How will we work together and what can we expect from one another in the normal course of our operation? This is a commitment, and a very basic but powerful tool for setting expectations and creating an environment that promotes psychological safety. Working in groups and subgroups, the team participants define the protocols they will follow individually and collectively, and commitment is demonstrated in the workshop, with each person's individual signature. ©Ahnimisha Consulting, LLC P a g e 15 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Finally, workshops are developed to address whatever specific issues the organization may be facing, and additional content is included as appropriate. Examples of this include but are not limited to Conflict Management, the Multigenerational Workforce Dynamic, Bullying, Listening Skills, and Feedback Conversations. Step 3: Deployment Team building workshops may vary in length and duration and even location. Where appropriate and desired by the leader and participants, we will incorporate offsite activities where team members can interact in an informal (fun) setting. Where this is appropriate, Ahnimisha Consulting will make the arrangements and incorporate content into the outing to weave team building concepts into the overall experience. Team building workshops are fast moving and interactive. Team and group ex rcises are interwoven through the content, and individuals are encouraged to engage with one ano to ensure everyone's perspective is heard and understood. Leaders and team members are gro gether, and discussions are facilitated to allow and encourage an open exchange of ideas. The men i safe and there are no wrong perspectives. Interpersonal and Group Process Appro Identify and solve interpersonal problems k the Zj of war I ted pr �lniversity of Oregon, Organizational Development a nge M ent ov N'IE thatis ee rpose behind interpersonal and group process ap S. Hu comp Always ha en and always will be, and while there is no better sof creVNIn inguit thi w hen humans are at odds with one another, the v ironmenop in n shift productive to chaotic in a nanosecond. Intervention is th key, and,-Vrvice p d by n* * a Consulting on this topic seeks to help individuals and groups "rstand, di e, and 'gr e nonproductive behaviors. Interpersonal conflict is a sera ediment anizati success, and we feel that it should be addressed quickly with an open nest, a did appF4VVrOur methodology is simple and focused on helping the individu nd or gro ize t �.iact they have on others and shift their thinking to create a roment hey ho vselves accountable to themselves, internal i stakeholders, and t tomers depend m. In short, our approach and methodology focus on recognizing conflict situ derstan it )ehavioral drivers/triggers, and making deliberate modifications to better sup perso rganizational success. Approach and Methodology 9Y Conflict can take on a life of its own and may play out between individuals or be embedded in the informal interactions of a group or team. Our approach will vary depending on the circumstances, considering the specifics of each situation and the individuals involved. The details described below offer insight into our approach, methodology, and tools for helping individuals and groups better understand and manage conflict: Individuals Open, honest discussion at the onset is a critical success factor for helping individuals recognize nonproductive and/or dysfunctional behaviors and commit to a better outcome. This starts at the beginning of an engagement and is facilitated by a conversation between the individual and their ©Ahnimisha Consulting, LLC P a g e 16 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response supervisor. For Ahnimisha Consulting to work with an individual we need to ensure they have been made aware of the behaviors in question and have expressed a commitment to a better outcome. With this discussion complete, we will work with the individual to promote personal awareness, equip them with tools and techniques to address and alter nonproductive behaviors, and provide coaching to identify appropriate analysis and measurements to support sustainability. Work with an individual typically takes place in one-on-one meetings either in person or via zoom (depending on the client's preference). It begins with an understanding of the individual's perspective on the situation, and that, coupled with the supervisor's input lays the groundwork for identifying the precise behaviors the individual wants/needs to address or modify. The next step is personal awareness, where the Birkman° Personality Assessment is utilized to help the individual understand their strengths, interests, needs, and stress behaviors. Utilizing Birkman results, we help the individual to understand the personal drivers and needs that act riggers in certain situations. We draw a line between the needs and stress behaviors to helis dividual recognize their own bad behaviors and the situations that might trigger them. With an elevated personal awareness, we develop mel ements,�Qnicate �'l�c ss and incorporate tools and techniques to help the individual pray �' as more de e res e�'certain situations. In this part of our work, we spread out our mee Xtervals tOaivw the i`n al to i nent and gauge new practices, then use our time to to ana1�1e result �tl/make a date adjustments.' • �� .[ N Groups Group dynamics can be very and coucan a IN-11ith th gy It receives from the collective group. Conflict with a group a�so be ha diag ate root cause isn't always apparent. To address group conflict, g by int ftniing the I I iduals involved in the group. The interviews utilize a standard set q ns tha th gLNI ve and quantitative, preserve individual anonymity, and ma a ducted v' a online so ey or one-on-one interviews. The next step to address r up onflic 's ict ma 1►m((eJJn''t/conflict resolution workshop that starts with the survey result address' are c�,d and tied thematically and with a focus on the areas where everyone is i. The re4ffl,4y defilni emonstrate that everyone has had a voice in the issue and every voice as been which �1�otes engagement and a sense of equality and respect. Participants are encourage 9keareas scss ide clarification on the results and through that discussion, we identify the will address and seek to resolve as a group. Workshop content is focused on the most common causes of team conflict and utilizes the Thomas- K'I1 C fl'tMd A mann on Ic o es mo e (see depiction] which demonstrates and elaborates on the five approaches to resolving conflict. In addition to the model, participants take an in -class assessment to identify their individual default approach to conflict. With these tools, the group participates in a series of exercises and group discussions focused on identifying and documenting how they will approach Thomas-Kilmann Conflict Modes Competing Collaborating • Sero um or�ent.tton , C.pand range of po::ibla :pt;on: 'A'rn . ll-;e po.. cr ;t rrle Achleva wn/vm outcome: ASSERTIVENESS Compromising Focus on my noad:. let ll dotuod outcome: .Nd..nend. Pal.ttion:hip: tadamaged Avoiding Accommodating . withdraw from the :R nen • Accede to the other patty • h1antatn rx rttahty • M..ntatn harmony COOPERATIVENESS Focus on od—, needs and mutual telat,o h ps ©Ahnimisha Consulting, LLC P a g e 17 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response conflict as a group. The Conflict Resolution Guidelines they create are documented and signed by each individual to demonstrate individual and team commitment to resolve issues in the normal course of business. Coaching Coaching is about partnership. Specifically, coaching is partnering with clients in a thought -provoking and creative process that inspires them to maximize their personal and professional potential. Helping clients reach their full potential is Ahnimisha's coaching focus, and our approach is aligned with values and ethics that promote excellence in the field. Our coaching services follow International Coaching Federation guidelines from the start as we build a relationship with the coaching client, set the stage for roles and responsibilities, and uphold the strictest confidentiality to provide a dynamic safe -space where the client is free to explore personal and professional possibilities and make transformational decisions. Approach and Methodology Creating a coaching relationship is the first step in the coaching approach �'fically, a relationship that positions the coach as an advocate for the client's vision. As a coach, I along�jrde the client. We believe the client and we believe in them. Our relatio hi is one a listen 'powerful questions, and challenge limiting assumptions and bell We h client ain clarity on the personal and professional transformation they.o accon-Ai hen @qIl1412m t ecognize the gap between where they are today and where th Jtht to be F1�iKthere, w� ompt the identify the steps they need/want to take and help th L,(ablish �te n mea tints an ntability for creating the reality they desire. �' ZN Roles and responsibilities are a k or in t e*c�hing pr ces�he o guide, not an instructor. They support and a for theat wit ou�' t-prov uestions and introspective reflection and discussion. The ient is r ible for Tlyyencla r coaching session. The Client defines the desired outcome and set t pace for tVj-aaching sessi . Coaching is about the Client and they are always in control. Trust is a critical success factor i he coac rocess, anfidentiality is necessary to develop and establish trust. Where izations a i d in t a ement, we will provide very high level ���g p Y g confirmation that th cHfng sessi �e progr , but will not speak to the details discussed during the engage hen a s rvisor's v ent or understanding is requested or required for the Client to progress, a w- pt the Cset up a meeting, set the agenda, and lead the conversation. Where timing is concerned, coaching td{ces place in one -hour sessions scheduled over several weeks or months (depending on the total hours). Sessions are typically scheduled weekly at the beginning of the engagement and move to every other week and monthly as the client begins to practice new techniques and exhibit new behaviors. An engagement may range from 6 hours to 10, and the duration depends on the individual and the difficulty of the topic addressed. ©Ahnimisha Consulting, LLC P a g e 18 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Scope of Work: Talent Management Processes Relative to the talent management processes, Ahnimisha Consulting has an established expertise in Succession Planning and Training and Development. That said, it is important to note that these two areas may have a significant impact on Employee Engagement and Performance Management. As we describe our approach and methodology relative to Succession Planning and Training and Development, we will point out the obvious and logical connections to the Employee Engagement and Performance Management processes and identify how we believe the greatest positive impact can be realized. Succession Planning Ahnimisha Consulting views Succession Planning as a process that begins with recruitment. It is the process by which organizations identify, develop, and equip their next generation of leaders with the skills and insights necessary to be successful. We recognize succession planning as a process that impacts every Talent Management area of the organization. With that in mind, our so Zng n provides the framework to develop and implement a robust and sustainable Succession process to produce the next generation of leaders in the normal course of business. Approach and Methodology Ahnimisha Consulting's Succession Planning proc s has been rut in `apartments including Water, Sewer, and Fleet. Our appro *N�IWmethd il11 [depic low] is dicated on the basic premise of leveraging current talent, r�g futur a rs, an ng a c proactive talent development for all City employ �► ^ Succession Planning is deployed on partm -- - art&edby `sis`, an isha's proposal and pricing reflects completing thor de t ents re r�ber of the Executive p g p g Leadership Team. The approa tim ne are pictur ow, al the activities, deliverables, and estimated timeline to complete . \ As fors partme� Occess llannir� Iep Activities: A ` ctivities: • Schedule and nduct a elop leader Identify/develop tool interviews ofile for gap analysis • Compile Results O Develo ch li for Identify gaps on High High P Potentials readiness Deliverables: • Priorities Deliverables: • Sequencing Leadership Profiles • Mentor/Coach Potential Successors identification Educational/Technical • Leadership technical skills requirements Behaviors/Experience • V Draft High Potentials • Roadblocks • Timing • Leadership Behaviors • High Potential Behaviors 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 ©Ahnimisha Consulting, LLC P a g e 19 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Ahnimisha's succession planning process is designed for speed and agility and while it allows each department to tailor deliverables, the process also identifies the specific competencies each department values in leaders. We utilize the Korn Ferry Leadership ArchitectureT" during Step 1 of the process to identify these key competencies and create a high -potential survey to allow supervisors to objectively review where the competencies are visible and where they need to be developed. A natural outcome of this process is alignment across functional areas. To the extent it is followed by different departments, a common language with common competencies is created to facilitate cross - functional conversations and cross -functional opportunities for employees. For example, across Water, Sewer, and Fleet, leaders identified the competencies they consider critical for effective leadership. Each group identified six to seven competencies they want to develop in their leaders, and in the process identified three competencies [Motivating Others, Action Oriented, and Directing Others] that are common across these functional areas. Deliverables Key deliverables include Leadership Profiles, High Pot tiaI Behavic# P�ss sments Individual Development Plans [icon access below]. '►� Leadership Profile: The leadership profile is 'ge corn ' of thedi facto specific to each leadership position. The profile notes Replac��t Priori ifficult a include Technical/Educational Requirements, Behdval Requi ts, Pot V us h readiness indicators), and Succession Challenges. O Leadership O Prof ile-De Iiverable.pd P , J► High Potential Behavior Assess S behav li?e4smeh 49ms current leaders and supervisors who have operational contac it a candi assess �Wevel of competency portrayed in the normal course of business The essme ses on t Tiaviors that represent a manifestation of the leadership compet the orga ee ,for leadership effectiveness. Employee -Behavior Q' Assessment Workshee v O r Individual Development Plan: Individu�velopment plans are developed to close the gap on experience, certifications, expertise, etc. necessary to prepare potential successors for their next career move. The document is specific to the individual and includes a readiness rating for each potential position, development needs (Education and Experience, Technical Certification and Licensing, Leadership Behaviors, and Success Challenges), a strategy and plan, and specific development activities with corresponding budget considerations. Individual Development Plan Exz ©Ahnimisha Consulting, LLC P a g e 110 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Benefits and Extended Impacts A robust succession planning practice incorporated into the normal course of business has extended benefits that positively impact Talent Management in general as follows: 1. Talent Retention — succession plans demonstrate to employees that they are valuable and worthy of development. These plans provide clarity on career advancement and promote retention by defining the potential for future promotion. 2. Performance — succession plans help employees understand expectations which positions them for their best performance and creates an environment of consistent productivity levels even during change events. 3. Organizational and Career Clarity — identifying the next generation of leadership brings clarity relative to who is in line to fill leadership positions which provides an element of stability for employees. When employees feel comfortable and secure, it raises morale, which increases productivity and supports engagement and retention. 4. Replacement Strategy— succession planning is the most effective stri for replacing an employee after an unexpected departure. Minimizing disruptiontkaducing the cost to replace are key impacts that benefit the ongoing operations o lithe pe le and financial levels. Recommendation: It is our opinion that the City of Fayetteville, efit froject atxecutiv ership level, to identify the minimum competencies y to se 1. Every employee Q/ ` ON 2. High Potential Employee 3. Leaders O Once identified, these competenciesOrther J�Kbe incor t d into � fruiting process as well as the performance management process. s that inand rowin leaders should be a p g p� Y g growing key expectation for current le �nd reflect such in ecfations set out in leadership roles and responsibilities and leadership formanc v luation Training and Dev o nt v A core competency f Ahnimismft*xsulting� * ing and Development is a key indicator of an organization's commitmei today's workforce. As a to recruitment and elevates job satisfa their fair share of the limited resources available in %*sTrategy, the positive impact of developing talent begins at employee morale, productivity, and overall results. Approach and Methodology Ahnimisha Consulting's approach to training and development is practical, pragmatic, and tailored to the specific needs of the audience. We deliver expertise in a format that is fast-moving and interactive, where content is branded and delivered for the specific audience, and participants practice application with exercises and discussion for greater retention. Our goal is to equip participants with knowledge and skills so they both know and own the content when they leave the classroom. Along with the content, workshop timing and duration are also tailored to the client. Two-hour and four- hour workshops are most common, and full -day and virtual workshops are also available where ©Ahnimisha Consulting, LLC P a g e 111 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response appropriate. Some of our workshops require pre -work and, in those instances, we confer with the organization sponsor to ensure the work is appropriate and can be easily completed. Representative workshops delivered by Ahnimisha Consulting The following list includes content -specific workshops delivered by Ahnimisha Consulting. Please note that each workshop is tailored to address individual department/group needs, and workshop topics/content may be combined where appropriate to best meet the needs of your organization. Leadership Competencies Drawing from the Korn Ferry Leadership Architecture TM, competencies identified by the organization are presented in a workshop environment that includes in depth content delivered in a fast -paced interactive environment. This workshop is configured for skill development, and participants gain both cerebral knowledge and practical skills to allow them to leave the workshop equipped to practice the competencies presented. Listening Skills Participants will receive content and practice listenin skills in a fast- �d and in Nvive workshop that begins with a clear differentiation between Hear nd List At the Z 'the workshop, participants will understand the three key listen zones and nize e� when each is appropriate. Practical application is a key co Ant of thisrlvitshop, articip will be encouraged to engage in exercises allowin to prac c nd ass i 1r curr !ning skills in a safe environment. Feedback Skills Participants will receive content n i1►forma on n the Po► jr $f Feed a`mechanism for improving or confirming choi fut a actions. This rksho cov ee types of feedback p g g � p Yp (Positive, Corrective, and Deve pme a nil partici 'learn nd when to utilize each to enhance communication, minimize ct, and eli� e conf qpiokicipants n ' the normal course of operating. Practical application is a key co r4nt of ;feck shop, an will have the opportunity to practice the principles preseptldl build slll�u interactive and reflective exercises. Conflict Management As soon as there are intera tions 4be human I*K, the potential for conflict arises. From the primary sources of conflict to the cienceN� Papersonal triggers, this workshop focuses on how to recognize conflict, ewn your onal ruse, and manage to a productive outcome. Participants will learn their personal "-tto es on nvnflict and receive a proven six -step approach for managing tough situations tomb positi ;Q�ome. The learning is solidified with interactive exercises and open discussion to allow participants t practice the concepts and develop skills throughout the learning process. Personal Awareness Prework: This workshop utilizes the Birkman° Personality assessment, which is a great tool for improving personal awareness and group communication. With individual results as the backdrop, this workshop explores the DNA of everyone, with a focus on the key drivers that impact our personal and professional effectiveness. Guided by assessment results, each participant will receive content and information to gain insights on the individual interests, behaviors, and motivations that guide their perspective and inform their behavior. Through interactive exercises and open discussion, they will better understand themselves and gain critical insights to maximize their own potential, and that of everyone with whom they interact. ©Ahnimisha Consulting, LLC Page 112 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response Generational Dynamics For the first time in history, we have five generations in the workplace and the complexity presented by that dynamic is the topic of this workshop. From customers to coworkers, generational perspectives are a key component in our ability to connect, respect, and value everyone with whom we interact both personally and professionally. From Traditionalists to Generation Z, Participants in this workshop will be provided with content and information to first understand what constitutes a generation, then to understand the key drivers and expectations of each. Open discussion and interactive exercises provide practical applications to solidify the learning. Personal Awareness and Group Dynamics (Team Development) Prework: This workshop utilizes the Birkman° Personality assessment, which is a great tool for improving personal awareness and group communication. With individual results as the backdrop, this workshop explores the DNA of bone, with a focus on the key drivers that impact our personal and professional effectiveness. Xby assessment results, each participant will receive content and information;tp gain insights indivi I interests, behaviors, and motivations that guide their perspecti e a d infor *tehavio ugh interactive exercises and open discussion, they will better underst d the � and gaV' ical insights to maximize their own potential, and that of eve +ith wro t�Y inte g � �1 r.�� n\ From a group perspective, we will focus identify strengths, weaknesses, and ris( presented by functional area and d interactions are highlighted, janthe Birkman results to real si. TIstrengths can be better leverd and_v Listening skills are addressed in;+ underlying science, and formulaic Team Commitment (fon to Per Prework: Survey (Su o key) tto guidelines) nn- This workshop leverages inD4, key Group Dynamics, bringing everything Conflict Resolution Guidelines (inform " res hd partic( d team d a)CS Sa )iTpa ici disc ply thEKew learning. 'in gui dWussions to Team is will be a s and cross -functional Fentify nd exercises to relate areas where L'SC)vill be introduced to the concepts, the Is in this area. I Group Dynamics) for team protocols and conflict resolution i Wpoints, and group input from Personal Awareness and et er with tangible outputs that include Team Protocols and on for these outputs is gathered in the Prework). Key learning content for the workshop provides a comprehensive understanding of workplace conflict including the sources and types of conflict as well as appropriate responses. Participants will learn their personal "go -to" response to conflict and receive a six -step model for depersonalizing and managing conflict to a successful outcome. Benefits and Extended Impacts A consistent training and development practice provides extended positive impacts on Talent Management in general as follows: ©Ahnimisha Consulting, LLC Page 113 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response 1. Talent Retention — training and development establishes a sense of value for employees in the organization and fosters loyalty and retention. It is a basic expectation of our youngest generation and a competitive advantage for organizations seeking to attract and retain the best employees. 2. Future Leadership — preparing promotable talent is an effective strategy for the future in that it ensures an organization is focused on and preparing the next generation of leaders to accomplish future business goals. 3. Empower Employees — developing employees results in a workforce with a greater sense of autonomy, value, and confidence in their work. Empowered employees are more effective at influencing coworkers and establishing trust. 4. Employee Engagement— consistent training and development practices influence company culture by creating an emphasis on planning. The practice requires supervisors to review existing talent and evaluate growth and development opportunities in the normal course of business, promoting organic growth instead of purchasing skills through the recment process. c . O 0 ZN P ©Ahnimisha Consulting, LLC P a g e 114 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Scope of Work: Strategic Initiatives Under the topic of Strategic Initiatives, Ahnimisha Consulting has specific expertise in Leadership Development. With tried-and-true experience in this area, we have been involved with several organizations to define, develop and deliver leadership development programs for employee demographics ranging from new hires to high potential employees. While Leadership Development is a focus for Ahnimisha Consulting, we recognize the practice lends itself to positive impacts on Organization Transformation, Cultural Integration, and Recruitment and Retention. Approach and Methodology Ahnimisha Consulting utilizes a multi -pronged approach to Leadership Development that includes Coaching, Workshops, and Program Development and Delivery. Our approach selection is tailored to the client's needs and begins with clarification on the desired outcome. Each appoach is described below, along with client examples to ensure a comprehensive understanding. A� Leadership Development: Coaching �• (� For a general description of the coaching approach ar rr thodol ase ref e details under Interpersonal and Group Process Approaches in th above narra 0' Leadership Development coaching is an abs &,assion imisha Iting fo ole load of reasons, not the least of which is the hon elping i i uals pee the r hat are impeding their success, and set themsn a pa ach the RN potential` " equally rewarding both for the coach and the client, a is one t e re edD method developing sustainable and powerful leadership skills. ��► Coaching for leadership skill deybelop appositive r ct fro Wing to end. Our expertise has been gained in engagements that inc every lev org iza ' n from the shop floor to the C- v suite, and our coaching clients spir Averal ind i and are loo ed across the United States. We follow the ICF (International chjJg Feder code of i and apply ICF values to every engagement. The follow* ex ples a uded ide additional insights: n � Industry: Higher (n CoachingClient: Mle to Sr�aGrsJ hig tial program); ex erience-10+ yrs. Challenge: individual app ac Viden if, "and addressing barriers to success Industry: Non -Profit Foundation with cal and global reach Coaching Client: Chief Financial Officer; experience-20+ yrs. Challenge: build trust/create psychological safety with peers and subordinates Industry: Banking Coaching Client: IT Director; experience-15+ yrs. Challenge: shift focus from tactics to strategy Industry: Banking Coaching Client: Regional V.P.; experience-25+ yrs. Challenge: executive presence ©Ahnimisha Consulting, LLC P a g e 115 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Leadership Development: Workshops For a general description and examples of the leadership development workshops delivered by Ahnimisha Consulting, please refer to the Training and Development details under Interpersonal and Group Process Approaches in the above narrative. Leadership Development: Program Development and Delivery It is not uncommon for clients to reach out with a need to develop a specific leadership training program, and over the years Ahnimisha Consulting has developed an expertise in this area. Approach and Methodology From new hires to high -potentials, we utilize a three -step process to Define, Develop, and Deliver specific programs to develop leaders. Details for each step are presented below followed by a couple of examples to enhance understanding: Step 1: Define At Ahnimisha Consulting, we approach development programs with thJ in min Through a series of questions and discussions with key stakeholders, we in clarity o what t gram is expected to deliver in terms of sustainable knowledge and skills. this st work wi a clientsponsors to define the participant demographic and identi per ancl/ cnt p rrMto to into consideration. In addition to this, we identify ization enges, urrent ticipated future challenges, to help ensure the pro compr s ve enou ake thA*a ipants' leadership skills into the future.' • This is also the step where we id rgani tii� valuesonde!iefs I ip competencies, and operating principles to incor to the tralll�fig. Wit focused eff a will develop the training to support specific skills and p ctices th� Aresent le m if 'on of the behaviors considered by the organization as cri c kT r effectiership. Step 2: Develop � �` With stakeholder alignme on above ons, w in program development. Drawing on our prior experience and p expertise entify �i?,c tools and techniques to be incorporated into the program and cr gram s. Clien ement in this step is key and every aspect of the program is discussedetail wi nt appr wired at specific intervals. p It is important to note that leader velopment programs incorporate a number of ancillary tools such as coaching, personality as ents, and competency assessments. Additionally, executive leadership presence is a powerful com ement to a robust leadership development program, where executive leaders are scheduled at regular intervals to speak, facilitate a fireside chat, and demonstrate their commitment to the program and the individual success of each participant. Step 3: Delivery Client input drives program delivery, and we deliver the program complete with tools and materials as desired by the client. We work directly with you to determine the best program roll -out and are open to delivering in person and virtually. ©Ahnimisha Consulting, LLC P a g e 116 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response The follow are examples of Leadership Development programs created and delivered to local clients: Client: The University of Arkansas, Fayetteville (Client Representative: Ann Bordelon, Vice Chancellor of Finance and Administration) • Program: High Potential Leaders Program • Approach: Working with an alliance partner (The Swanson Group, LLC), we utilized the Korn Ferry Leadershp Architecture TM competencies to help the client identify and gain alignment with key stakeholders on the competencies most critical to effective leadership. From there, we developed content, created assessments, and identified appropriate tools to deliver learning and help participants gauge their individual needs and develop skills to support each competency. • Deliver: We delivered the competency learning as part of the overall High Potential Program, in an in -person venue at the client site. Client: Waco Title (Client Representative: Amanda Brumbelow, Director of C osing Operations) • Program: New Closing Agents Leadership Development • Approach: Working with the client representative and their staff, we i �'ed the key values and operating principles supporting overall performance and success. en ide ed the leadership competencies most closely aligned with these de 're ehavior • velc riculum to provide knowledge and skill development for each2'6mpete • Deliver: The leadership development proOF s incorp a into �d Closi Agents technical training program and deliverednthly i � throu h t e firsti&of the New Agent's career at Waco Title. x V" Recommendation: `� � O'`` ;\► As we have worked with the City, ettevil , aa`ouple of "Cp rtuniti dership development programs have emerged. Spe .. we recomlT%nd a p ect to Definelop, and Deploy two separate leadership development pro raN;aafollowsZ 1. High Potential Leadership D e "ment—t ram ould�be developed to equip high potential employees wi hO'leadershi o petenciX,�rsonal awareness, and people -related skills to grow knowleoN ro skill an ion the 'success as future leaders. 2. First-time Supervi r Tr ing — w ipate a m that would incorporate some technical (budgeting, int r ' ing, tactic a ong ome of the very basic skills for people managers. T Nmight incI s ening Teedback skills, and conflict management skills, as examples. N O r P ©Ahnimisha Consulting, LLC P a g e 117 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response Technical or Professional Support Technical or professional support available to the City through Ahnimisha Consulting includes resources (information, tools, podcasts, blogs, etc.) available through professional organizations in which we have a membership. This includes SHRM (Society for H.R. Management), Birkman International, and International Coaching Federation. ©Ahnimisha Consulting, LLC P a g e 118 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response Qualifications and Experience Ahnimisha Consulting provides Organizational Development and Executive Coaching to public, private, nonprofit, and corporate clients. Our focus and our mission is completely aligned and woven into every client engagement... we help individuals and organizations reach their full potential as ordained or envisioned by their creator(s)! Ahnimisha was founded in 2010 and is an independently owned, Woman -Owned Small 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 client list crosses several industries and includes organizations of all sizes. The following provides a representation of both: Industries include: • Government • Energy Banking • Public Transit • Nonprofit '� Tax Vda Audit Services • Healthcare • Trucking '`O • A ing / A Clients include: �v • Arvest Bank • The C' ayettev' WAC • The University of Arkansas • JB \4' G�• r' eselka, CPAs • Ozark Regional Transit • �A�fister Re rwW Health SNr • n Enterprises • Apache Corporation "Rd i�tio O� Professional Certifications. � ►� • SHRM-SCP • (%xas/I ) T Certified Conflict Manager • ICF Member (Coach • ertified 'Ae • Certified Coach/Trainer, certification in process) i�.. Consu:11 MERIT Profile • Certified DISC Behavior No No Manerb Analyst N. tior� (t R��// �N References: 4 1. Ann Bordelon, Vil jane finance ministration, University of Arkansas, Fayetteville a. Phone:479.5b. Email: bordelark.e 2. Marcus Guinn, EVP and Loan Manager, Arvest Bank a. Phone:501.377.7238 b. Email: mauinn(@arvest.com 3. Joel Gardner, Executive Director, Ozark Regional Transit a. Phone:479.361.8742 b. Email: *gardner@ozark.org 4. Amanda Brumbelow, Vice President of Operations, Allegiance Title of Arkansas a. Phone:479.633.3549 b. Email: abrumbelow@allegiancetitle.com ©Ahnimisha Consulting, LLC Page 119 www.ahnimishaconsulting.com City of Fayetteville Ahnimisha Consulting, LLC RFP 23-04, Organizational Development Consultant Proposal Response Project Personnel Ahnimisha Consulting is a sole proprietorship and a growing business. We promise our clients seasoned expertise and we work with Alliance Partners to ensure we resource our engagements with the same deep subject matter expertise and seasoned success we deliver personally. The following is a resume provided as an example of a key partner we work with on an ongoing basis and anticipate bringing into the City of Fayetteville on appropriate projects: CELIA SWANSON Principal and Owner. The Swanson Group Linkodln I Celia Swanson Celia Swanson is an accomplished senior executive who spent 26 years at Walmart Inc championing its culture and its people She is in notably recognized as the first female executive vice president at Walmart Inc., breaking the glass ceiling for women. Her deep O expertise in retail, large scale transformation, comps culture and* 1 muftigenerational workforce engagement serves as th rnerston oil her career legacy Upon retiring from Walmart Inc. in 2016, sh • �beCome •ivor, professional speaker, executive coach, a isor V Her first consulting role was with Fo Arkan ublic-p(iA partner cused on dramatically improving student a ment, t14Er ac evA nt gap i king Arkansas a leadingstate in education C li ion fo v sting in ch n's ed rl►and health in addition 9 to developing and advancin in e wori�c lace es her miss even focus P 9 � P Swanson s Walmart career began iWlksVice RJent of Peo at Sam's Club Based u n e9Po her contributions in this role, sh xp nced Fn s proAW sto senior vice president and executive vice president leads bership,g an I?;tics at Sam's Club Her growth at Sam's Club led to succeeds �t Wal VP. Change Management and SVP, Talent Development Sh omFllt3ted er r at Wa i 7�erving in global HR capacity as SVP, �V't Global Associate Ex i e In that anson lkdgobal labor relations and global culture strafe and enha founds i the toociate experience 9Y 9 P Amon her notablek1bders6hh,,, ts, Swa dee experience m culture and transformation 9 P Pchange leadership are no nnob a earned a reputation for being a key culture ambassador throughout heer dlilt Gvating a people -first mindset In addition, she was hand - selected by the CEO of Walmart U S ad a cost savings and associate engagement strategy, transforming store operations for 1.4 m lion associates. She was also honored to receive the top Operations Awards from both Sam's Club and Walmart U S. during her tenure In addition to her professional career, Celia is known for her community leadership in Northwest Arkansas She was selected by the Northwest Arkansas business community as the 2016 Athena Woman of the Year for her excellence in community service, board leadership and regional impact in Northwest Arkansas Originally from Nebraska, Celia is based in Bentonville. Arkansas Celia received her bachelor's degree in fashion merchandising and honorary MBA from the University of Nebraska She also completed the Women's Director Development Program at Northwestern/Kellogg Executive Education Her professional network includes the National Association of Corporate Directors and Network of Executive Women ©Ahnimisha Consulting, LLC P a g e 120 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response Availability In addition to alliance partners, Ahnimisha has a professional network we bring to bear on projects that require additional resources. From independent coaches to established organizations, we are deliberate in our approach to planning and identifying resources to serve our clients. In addition to the partner presented above, the following alliance partners are part of our professional resource network: • XBig6.Com • The Swanson Group, LLC • Designing the Journey (Dominique Seitz) • coNexus Workforce Healthcare Solutions ©Ahnimisha Consulting, LLC P a g e 121 www.ahnimishaconsulting.com City of Fayetteville RFP 23-04, Organizational Development Consultant Ahnimisha Consulting, LLC Proposal Response Fees Pricing is itemized below and reflects the hourly and event -based rates to be applied to the different scopes of work. Each workshop and/or project may be different, and I have provided pricing by workshop duration, with hourly rates noted for projects that are not clearly defined as of this proposal. Workshop Delivery (time, materials, and tailored content for up to 20 participants) 1. Workshops (Training _Two-hour workshop $ 2,000 and Development, Four-hour workshop $ 3,000 and Leadershp Full -day workshop $ 5,000 Development) Note: additional workshop participants = $1001ea Workshop Tools Personality Assessments Interviews and Surveys Leadership Development Pro (Define �d 1% elop) .[ 2. Leadership - Data Gathering /1'� Development (Define Program Developn*n� • /�� (T `%`(J' and Develop) Content and Prete Creatio `1/ Note: Programs d specifics the City o a eville are 3. Coaching Services 4. Succession Planning < 5. Consulting Services $ 130 per each $ 200 per person 200 per hour ierty of the City Coac���� �/ r V � � $ 250 per hour - Leir(erjhi Develo e Coaching V r M ification �/�%` N e: Asse u�lized in codthing are chastely at the documented rate above s n Plannin m II partment 4 ewer I ositions) $ 5,500 base price pam Ot r De� • - Base Pri `` `� $ 5,500 base price Per 'e' e to (abov a ership positions) $ 1,200 per leader 0. Co suiting $ 200 per hour - ne-off - Facilitatio i?k- - Other projects as defined by the client ©Ahnimisha Consulting, LLC P a g e 122 www.ahnimishaconsulting.com SRRMwSCF SHRM SENIOR CERTIFIED PROFESSIONAL' The Society for Human Reso� `� nagement (SHRM) Hereby Certifies That ABB 40 'C♦ VED HRM IOR C �IFIED PROFESSIONAL �H C . X'�. ai tin th e fenceVu� and demonstrated HR Cum ctcncg �E' Y �and Knowle quire etablished by SHRM. , O v� Wi c sign %re.(�df the duly authorized officer of SHRM: V `O • J� • Q�hnny C. Taylor Jr. . President and Chief Executive Officer CERTIFIED SINCE: 01/2019 ID#:122652 SOCIETY FOR HUMAN RESOURCE MANAGEMENT 0 NIO A; P � A t � C fie o ct Manager !I/xi�/ild o �xrun/,-iiexl�u;1u;.� lr,, I,irS i;nlPrxarrali,�y� 'IDI 12 1I1VA r���r��`cealu�-ie ft 07/12/2022 (3�;m ®� BIRKMAN INTERNATIONAL INC. EP �3: This certificate is presented to �Z Abby Cost�P t•'� signifying that theQr,�i'pi�a(.(&ce�'lly completed The Birkin�Vle dO��Jtification �CQ� o n r 17th dav of P September, 2015 A.., /k jiL Sharon Birkman Fink In recognition of t successfully coml Behavioral Theory an with all rights and re Q r, Awarded by Innermetrix Inc ted Bryan rzan ' Direct r of Sales arketin J Date O r P hk�A i n n E R M E T R I X mW Certificate of Completion This certifies that e\ Abby �jster\o� has succlla plet�' nav' i rsations STRATEGIC CIOtiKCHINIL LEADERS • , Q ctob & 292019 • te: Facilitator . • • . . • 112016 Leadscape Learning Inc All Rights Reserved. TM leadscape learning LEADERSHIP CONVERSATIONS www.leadscapelearning.com i 4w 40 I C 1 CERTIFICATE OF COMPLETION MERIT COACH CERT CATION o Nw AW D T �` A S ` For successfully com leti 9 z e ui - C:()urseQo th IT Coach Certification. The Courses required for the suc IC lon of MERIT Coach Certification are: The Achieving Authen ' 4Ciccess se t L� �21,'IRIT Profile Advisor Course th (: .ourse ward is � 15 of August, 2016 . Y � I0 Future AchievemenirInter na T)-1Nt8 Personal Leadership EffeetivenessTM lutions coach 1 I 40 40 u- N/Psl� /.o// /0, Ov 0, /// Q, l.Ai" derh to is 4[aa c t0 On 1. �l' 1C!'�Illt:lilt IIMN /IIN/ rr, AV AfAv/ /.//,4r /, vvr.r/r�/ /ii//ii /irrurr/rrrlrl/ 46224 City of Fayetteville RFP 23-04, Organizational Development Consultant SECTION C: Signature Submittal 1. DISCLOSURE INFORMATION Proposer must 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 LIES TO YOUR FIRM: 1) NO KNOWN RELATIONSHIP EXISTS v �o 2) RELATIONSHIP EXISTS (Plea explain): Ile 10 I certify that; as an officer of this organiz �/or per ached L of auth 't on, am duly authorized to certifythe information provided herei curat rye• an m aniza ' .hall comply with all State and P g ��;� P Y Federal Equal Opportunity and No iminatio uireXts d con s of employment. Pursuant Arkansas Code Annotated §25- , the Con r agrees a�jr certifies that they do not currently boycott Israel and will not boycott Isrpa I ing any in whicNt� are entering into, or while in contract, with any public entity as defined i -503. I q�ti e contract the contractor decides to boycott Israel, the contractor must notify thontr c blic� t 'n writing. 2. PRIMARY CONTACT INFORMATION At the discretion of the City, one or firms ma eked for more detailed information before final ranking of the firms, which may also i al inter e s. NOTE: Each Proposer shall submit to the City a primary contact name, e-mail address, a hon �r (preferably a cell phone number) where the City selection committee can call for clarification or inte via telephone. Corporate Name of Firm: Ahnimisha Consulting, LLC Primary Contact: Abby Foster Title of Primary Contact: Managing Principal Phone#1 (cell preferred): 832.922.1164 E-Mail Address: Afoster@ahnimisha.com City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 16 of 17 Phone#2: N/A 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 Contractor to disqualification. ADDENDUM NO. SIGNATURE AND PRINTED NAME DATE ACKNOWLEDGED 1 Abby Foster 04/05/2023 4. DEBARMENT CERTIFICATION: As an interested party on this project, you are required to provide debarment/su ension certification indicating compliance with the below Federal Executive Order, Certification can bed,Q Iy completing and signing this form. ' Federal Executive Order (E.O.) 12549 "Debarment and spens' quires all contractors receiving individual awards, using federal funds, and all s not debarred, suspended, proposed for debarn department or agency from doing business wip ents cer ii at tha Xg ization and its nrincinals are W Fede Signature certifies that neither you nor your&iXipal is plo declared ineligible, or voluntarily excluc ffTOrr agency. Y _ Questions regarding this form should be cell mac► - larec rl� ible, o ntarily Xded by any Federal r� vernmen>� s�tly deba+�bl, susperi��lyproposed for debarment, On i ooss ransacti "any federal department or v V to the66 Fayetteville urchasing Division. NAME OF COMPANY: Ahnimisha CruJ ?1f, LLC PHYSICAL ADDRESS: 17 Ila MAILING ADDRESS: 17 'lqe, Bella J �v 82-1755235 TAX ID #: CRETARY OF STATE FILING #: PHONE: 832.922.1164 P FAX: N/A E-MAIL: afoster@ahnimisha.com SIGNATURE: PRINTED NAME: Abby Foster TITLE: Managing Principal DATE: April 6, 2023 City of Fayetteville, AR RFP 23-04, Organizational Development Consultant Page 17 of 17 080742746 THE HARTFORD BUSINESS SERVICE CENTER THE 3600 WISEMAN BLVD HARTFORD SAN ANTONIO TX 78251 City of Fayetteville, AR 113 W MOUNTAIN ST FAYETTEVILLE AR 72701 Account Information: Policy Holder Details : ABBY FOSTER DBA AHNIMISHA CONSULTING June 27, 2023 Contact Us Need Help? Chat online or call us at (866) 467-8730. We're here Monday - Friday. Enclosed please find a Certificate Of Insurance for the above referenced Policyholder. Please contact us if you have any questions or concerns. Sincerely, Your Hartford Service Team WLTRO05 ACC7RLJ CERTIFICATE OF LIABILITY INSURANCE DATE(MMIDDIYYYY) 06/27/2023 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must be endorsed. If SUBROGATIONIS 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). PRODUCER CONTACT VILLAGE INSURANCE INC/PHS 38592281 NAME: PHONE (866)467-8730 (A/C, No, Ext): FAX (A/C, No): The Hartford Business Service Center 3600 Wiseman Blvd E-MAIL San Antonio, TX 78251 ADDRESS: INSURER(S) AFFORDING COVERAGE NAIC# INSURED INSURERA: Hartford Fire and Its P&C Affiliates 00914 ABBY FOSTER DBA AHNIMISHA CONSULTING INSURER B : 17 ILA LN INSURER C : BELLA VISTA AR 72714-4002 INSURER D : INSURER E : 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. INSR TYPE OF INSURANCE ADDL SUBR POLICY NUMBER POLICY EFF POLICY EXP LIMITS LTR INSR WVD MM/DD/YYYY MM/DD/Y YYY COMMERCIAL GENERAL LIABILITY EACH OCCURRENCE CLAIMS -MADE ❑OCCUR DAMAGE TO RENTED PREMISES Ea occurrence MED EXP (Any one person) PERSONAL & ADV INJURY GEN'L AGGREGATE LIMIT APPLIES PER: GENERAL AGGREGATE POLICY ❑ PRO 1-1LOC JECT PRODUCTS - COMP/OP AGG OTHER: AUTOMOBILE LIABILITY COMBINED SINGLE LIMIT Ea accident BODILY INJURY (Per person) ANY AUTO ALL OWNED SCHEDULED AUTOS AUTOS BODILY INJURY (Per accident) HIRED NON -OWNED PROPERTY DAMAGE AUTOS AUTOS (Per accident) UMBRELLA LIAB OCCUR EACH OCCURRENCE EXCESS LIAB CLAIMS- MADE AGGREGATE DED RETENTION $ WORKERS COMPENSATION X PER OTH- AND EMPLOYERS' LIABILITY STATUTE ER E.L. EACH ACCIDENT $100,000 ANY Y/N A PROPRIETOR/PARTNER/EXECUTIVE OFFICER/MEMBER EXCLUDED? N/A 38 WBC AR7697 09/06/2022 09/06/2023 E.L. DISEASE -EA EMPLOYEE $1 OO,000 (Mandatory in NH) If yes, describe under E.L. DISEASE - POLICY LIMIT $500,000 DESCRIPTION OF OPERATIONS below DESCRIPTION OF OPERATIONS/LOCATIONS/VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) Those usual to the Insured's Operations. CERTIFICATE HOLDER CANCELLATION City of Fayetteville, AR SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED 113 W MOUNTAIN ST BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED FAYETTEVILLE AR 72701 IN ACCORDANCE WITH THE POLICY PROVISIONS. AUTHORIZED REPRESENTATIVE 6f C�&Ile © 1988-2015 ACORD CORPORATION. All rights reserved. ACORD 25 (2016/03) The ACORD name and logo are registered marks of ACORD A ftPr-- CITY OF FAYETTEVILLE ARKANSAS CONTRACT FOR PROFESSIONAL SERVICES RFP 23-04, Organizational Development Consultant between City of Fayetteville, Arkansas and Ahnimisha Consulting, LLC THIS AGREEMENT is executed this 1St day of August 2023, by and between the City of Fayetteville acting by and through its Mayor (hereinafter called CITY OF FAYETTEVILLE or CITY) and Ahnimisha Consulting, LLC (hereinafter called Ahnimisha). CITY OF FAYETTEVILLE from time to time requires professional services in connection with the organizational development consultation services. Ahnimisha was selected through RFP 23-04 to provide the scope of work outlined and identified in this contract. Therefore, City and Ahnimisha in consideration of their mutual covenants agree as follows: Ahnimisha shall provide organizational development consulting services to the CITY in those assignments to which this Agreement applies and shall give consultation and advice to CITY OF FAYETTEVILLE during the performance of services defined in the scope of work. All services shall be performed under the direction of a licensed firm - registered in the State of Arkansas and qualified in the particular field. 1. Contracted parties: a. This agreement shall be binding between all parties. Fees for services shall be provided as identified in appendices. 2. Entire Agreement and Exhibits: This Agreement sets forth the entire agreement and understanding between the parties on the subject matter of this Agreement. Parties shall not be bound by any conditions, definitions, representations or warranties with respect to the subject matter of this Agreement other than those as expressly provided herein. This agreement may be modified only by a duly executed written instrument signed by the City and Ahnimisha. a. Appendices included under this agreement include the following and shall govern in the following order. Contract language in this document shall prevail over all exhibits: i. Appendix A: Scope of Work & Fees ii. Appendix B: City's Solicitation identified as RFP 23-04, Organizational Development Consultant iii. Appendix C: Ahnimisha's RFP response iv. Appendix D: Ahnimisha's Certificate of Insurance RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 1 of 9 — Last Revised: 06.23.23 3. Notices: Any notice required under this Agreement shall be in writing, addressed to the appropriate party at the following addresses: a. City of Fayetteville: Attention: Mayor Lioneld Jordan, 113 W. Mountain, Fayetteville, AR 72701 b. Ahnimisha Consulting, LLC: Attention: Abby Foster, 17 Ila Lane, Bella Vista, AR 72714 4. Payments and Terms: a. 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. b. All invoices are payable upon approval and due within thirty (30) calendar days. If a portion of an invoice or statement is disputed by CITY, the undisputed portion shall be paid. CITY OF FAYETTEVILLE shall advise Ahnimisha in writing of the basis for any disputed portion of any invoice. CITY shall make reasonable effort to pay invoices within thirty (30) calendar days of date the invoice is approved. c. Final Payment: Upon satisfactory completion of the work performed under this Agreement, as a condition before final payment under this Agreement, or as a termination settlement under this Agreement, Ahnimisha shall execute and deliver to CITY OF FAYETTEVILLE a release of all claims against CITY OF FAYETTEVILLE arising under or by virtue of this Agreement, except claims which are specifically exempted by Ahnimisha to be set forth therein. i. Unless otherwise provided in this Agreement or by State law or otherwise expressly agreed to by the parties to this Agreement, final payment under this Agreement or settlement upon termination of this Agreement shall not constitute a waiver of CITY OF FAYETTEVILLE claims against Ahnimisha or sureties under this Agreement. d. This contract shall be effective for one (1) year from date approved by City Council and shall be automatically renewable for up to 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. 5. Approval of Agent: The City reserves the right to require Ahnimisha to replace an assigned agent with another agent of the same company if, in the opinion of the City staff, the agent is not rendering or is incapable of rendering the quality of service and cooperation required. 6. 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, fax or e-mail (receipt confirmed), or overnight courier. 7. Jurisdiction: Legal jurisdiction to resolve any disputes shall be Arkansas with Arkansas law applying to the case. 8. Venue: Venue for all legal disputes shall be Washington County, Arkansas. 9. 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, Ahnimisha 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 copying costs pursuant to the FOIA may be assessed for this compliance. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 2 of 9 — Last Revised: 06.23.23 10. 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. 11. Insurance: Ahnimisha shall furnish a certificate of insurance addressed to the City of Fayetteville, showing coverages for the following insurance which shall be maintained throughout the term of this agreement. Any work sublet to major subconsultants Ahnimisha shall require the subconsultant to provide the insurance identified. 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 insurance for the protection of such of his employees as are not otherwise protected. a. Ahnimisha shall provide to the City certificates as evidence of the specified insurance presented in Appendix D within ten (10) calendar days of the date of this agreement and upon each renewal coverage. b. Subconsultants shall maintain reasonable insurance including but not limited to worker's compensation, auto as applicable, general liability, errors and omissions, etc. 12. Professional Responsibility: Ahnimisha will 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 will promptly report to Ahnimisha any defects or suspected defects in services of which CITY OF FAYETTEVILLE becomes aware, so Ahnimisha can take measures to minimize the consequences of such a defect. CITY OF FAYETTEVILLE retains all remedies to recover for its damages caused by any negligence of Ahnimisha. a. Ahnimisha will perform its duties, responsibilities and obligations with the care, skill, prudence and diligence that an ADA assessment agency acting in a like capacity and familiar with such matters would use in the conduct of an enterprise of a like character and with like aims under the circumstances prevailing. b. Conflict of Interest: Ahnimisha's engagement under this Agreement will not prevent it from taking similar engagements with other clients. Ahnimisha will, nevertheless, exercise care and diligence to prevent any actions or conditions which could result in a conflict of interest. c. Subcontractors: Ahnimisha may cause another person or entity, as a subcontractor of Ahnimisha to provide some of the services required to be performed by Ahnimisha hereunder; provided that Ahnimisha shall remain responsible for all acts and omissions of any such subcontractors, each of which shall be bound by Ahnimisha's obligations under this Agreement. Ahnimisha shall seek prior written approval from the City for any subcontractors providing substantive consulting, professional or managerial services. Prior written approval shall not be required for clerical, office, secretarial, IT back-up, administrative or similar support services. 13. Responsibility of the City of Fayetteville a. CITY OF FAYETTEVILLE shall, within a reasonable time, so as not to delay the services of Ahnimisha: i. Provide full information as to the requirements for the Project. ii. Assist Ahnimisha by placing at Ahnimisha's disposal all available information pertinent to the assignment including previous reports and any other data relative thereto. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 3 of 9 — Last Revised: 06.23.23 iii. Examine all studies, reports, cost options, proposals, and other documents presented by Ahnimisha and render in writing decisions pertaining thereto. iv. Review all documents and provide written comments to Ahnimisha in a timely manner. v. The City of Fayetteville's Human Resources Director is the project representative with respect to the services to be performed under this Agreement. The Human Resources Director shall have complete authority to transmit instructions, receive information, interpret and define policies and decisions with respect to materials, equipment, elements and systems to be used in the Project, and other matters pertinent to the services covered by this Agreement. 14. Cost Opinions and Projections: Cost opinions and projections prepared by Ahnimisha relating to organizational development consulting services are based on Ahnimisha's experience, qualifications, and judgement as a professional agency. 15. 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. 16. Termination: a. This Agreement may be terminated in whole or in part in writing by either party in the event of substantial failure by the other party to fulfill its obligations under this Agreement through no fault of the terminating party, provided that no termination may be effected unless the other party is given: i. Not less than ten (10) calendar days written notice (delivered by certified mail, return receipt requested) of intent to terminate, ii. An opportunity for consultation with the terminating party prior to termination. b. This Agreement may be terminated in whole or in part in writing by CITY OF FAYETTEVILLE for its convenience, provided that Ahnimisha is given: i. Not less than ten (10) calendar days written notice (delivered by certified mail, return receipt requested) of intent to terminate, ii. An opportunity for consultation with the terminating party prior to termination. c. If termination for default is affected by CITY OF FAYETTEVILLE, an equitable adjustment in the price provided for in this Agreement shall be made, but i. No amount shall be allowed for anticipated profit on unperformed services or other work, ii. Any payment due to Ahnimisha at the time of termination may be adjusted to cover any additional costs to CITY OF FAYETTEVILLE because of Ahnimisha's default. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 4 of 9 — Last Revised: 06.23.23 d. If termination for default is affected by Ahnimisha, or if termination for convenience is affected by CITY OF FAYETTEVILLE, the equitable adjustment shall include a reasonable profit for services or other work performed. The equitable adjustment for any termination shall provide for payment to Ahnimisha for services rendered and expenses incurred prior to the termination, in addition to termination settlement costs reasonably incurred by Ahnimisha relating to commitments which had become firm prior to the termination. e. Upon receipt of a termination action, Ahnimisha shall: i. Promptly discontinue all affected work (unless the notice directs otherwise), ii. Deliver or otherwise make available to CITY OF FAYETTEVILLE all data, drawings, specifications, reports, estimates, summaries and such other information and materials as may have been accumulated by Ahnimisha in performing this Agreement, whether completed or in process. f. Upon termination under sections above, CITY OF FAYETTEVILLE may take over the work and may award another party an agreement to complete the work under this Agreement. g. If, after termination for failure of Ahnimisha to fulfill contractual obligations, it is determined that Ahnimisha had not failed to fulfill contractual obligations, the termination shall be deemed to have been for the convenience of CITY OF FAYETTEVILLE. In such event, adjustments of the agreement price shall be made as provided in this agreement. 17. Delays a. In the event the services of Ahnimisha are suspended or delayed by CITY OF FAYETTEVILLE or by other events beyond Ahnimisha's reasonable control, Ahnimisha shall be entitled to additional compensation and time for reasonable documented costs actually incurred by Ahnimisha in temporarily closing down or delaying the Project. b. In the event the services are suspended or delayed by Ahnimisha, City shall be entitled to compensation for its reasonable costs incurred in temporarily closing down or delaying the project. The City does not agree to waive its right to claim (in addition to direct damages) special, indirect, or consequential damages, whether such liability arises in breach of contract or warranty, tort (including negligence), strict or statutory liability, or any other cause of action. 18. Rights and Benefits a. Ahnimisha's services shall be performed solely for the benefit of CITY OF FAYETTEVILLE and not for the benefit of any other persons or entities. 19. Dispute Resolution a. Scope of Paragraph: The procedures of this Paragraph shall apply to any and all disputes between CITY OF FAYETTEVILLE and Ahnimisha which arise from, or in any way are related to, this Agreement, including, but not limited to the interpretation of this Agreement, the enforcement of its terms, any acts, errors, or omissions of CITY OF FAYETTEVILLE or Ahnimisha in the performance of this Agreement, and disputes concerning payment. b. Exhaustion of Remedies Required: No action may be filed unless the parties first negotiate. If timely Notice is given as described in this agreement, but an action is initiated prior to exhaustion of these procedures, such action shall be stayed, upon application by either party to a court of proper jurisdiction, until the procedures in this agreement have been complied with. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 5 of 9 — Last Revised: 06.23.23 c. Notice of Dispute i. For disputes arising prior to the making of final payment promptly after the occurrence of any incident, action, or failure to act upon which a claim is based, the party seeking relief shall serve the other party with a written Notice. ii. For disputes arising within one year after the making of final payment, CITY OF FAYETTEVILLE shall give Ahnimisha written Notice at the address listed in this agreement within thirty (30) calendar days after occurrence of any incident, accident, or first observance of defect or damage. In both instances, the Notice shall specify the nature and amount of relief sought, the reason relief should be granted, and the appropriate portions of this Agreement that authorize the relief requested. iii. Negotiation: Within seven (7) calendar days of receipt of the Notice, the Project Managers for CITY OF FAYETTEVILLE and Ahnimisha shall confer in an effort to resolve the dispute. If the dispute cannot be resolved at that level, then, upon written request of either side, the matter shall be referred to the President of Ahnimisha and the Mayor of CITY OF FAYETTEVILLE or his designee. These officers shall meet at the Project Site or such other location as is agreed upon within 30 calendar days of the written request to resolve the dispute. 20. Sufficient Funds: The CITY represents it has sufficient funds or the means of obtaining funds to remit payment to Ahnimisha for services rendered by Ahnimisha. 21. Publications: a. Recognizing the importance of professional development on the part of Ahnimisha's employees and the importance of Ahnimisha's public relations Ahnimisha may prepare publications, such as technical papers, articles for periodicals, promotional materials, and press releases, in electronic or other format, pertaining to Ahnimisha's services for the Project. Such publications will be provided to CITY OF FAYETTEVILLE in draft form for CITY OF FAYETTEVILLE's advance review. CITY OF FAYETTEVILLE shall review such drafts promptly and provide CITY OF FAYETTEVILLE's comments to Ahnimisha, CITY OF FAYETTEVILLE may require deletion of proprietary data or confidential information from such publications, but otherwise CITY OF FAYETTEVILLE will not unreasonably withhold approval. Approved materials may be used in a variety of situations and do not require additional review or approval for each use. The cost of Ahnimisha's activities pertaining to any such publication shall be for Ahnimisha's account. 22. Indemnification: a. Ahnimisha shall indemnify, hold harmless and, not excluding the City's right to participate, defend the City and any of its officers, or employees from and against all liabilities, claims, actions, damages, losses and expenses, including without limitation reasonable attorneys' fees and costs, arising out of or resulting in any way from the performance of professional services for the City in Ahnimisha's capacity as an agency, and caused by any willful or negligent error, omission, or act of Ahnimisha or any person employed by it or anyone for whose acts Ahnimisha is legally liable. 23. Additional Responsibilities of Ahnimisha: a. Review, approval, or acceptance of reports and other services furnished hereunder by CITY shall not in any way relieve Ahnimisha of responsibility for the technical adequacy of the work. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 6 of 9 — Last Revised: 06.23.23 Review, approval or acceptance of, or payment for any of the services by CITY shall not be construed as a waiver of any rights under this Agreement or of any cause of action arising out of the performance of this Agreement. b. Ahnimisha shall be and shall remain liable, in accordance with applicable law, for all damages to CITY OF FAYETTEVILLE caused by Ahnimisha's negligent performance, except beyond the Ahnimisha's normal standard of care, of any of the services furnished under this Agreement, and except for errors, omissions or other deficiencies to the extent attributable to CITY OF FAYETTEVILLE or CITY OF FAYETTEVILLE-furnished data. c. Ahnimisha's obligations under this clause are in addition to Ahnimisha's other express or implied assurances under this Agreement or State law and in no way diminish any other rights that CITY OF FAYETTEVILLE may have against Ahnimisha for faulty materials, equipment, or work. 24. Audit and Access to Records: a. Ahnimisha shall maintain books, records, documents and other evidence directly pertinent to performance of work under this Agreement in accordance with generally accepted accounting principles and practices consistently applied in effect on the date of execution of this Agreement. b. Ahnimisha shall also maintain the financial information and data used by Ahnimisha in the preparation of support of the cost submission required for any negotiated agreement or change order and send to CITY OF FAYETTEVILLE a copy of the cost summary submitted. CITY OF FAYETTEVILLE, or any of their authorized representatives shall have access to all such books, records, documents and other evidence for the purpose of inspection, audit and copying during normal business hours. Ahnimisha will provide proper facilities for such access and inspection. c. Records shall be maintained and made available during performance on assisted work under this Agreement and until three years from the date of final payment for the project. In addition, those records which relate to any controversy arising out of such performance, or to costs or items to which an audit exception has been taken, shall be maintained and made available until three years after the date of resolution of such appeal, litigation, claim or exception. d. The CITY reserves the right to review, audit, and examine any and all records obtained by Ahnimisha relating to the Scope of Work (Appendix A). e. This right of access clause (with respect to financial records) applies to: i. Negotiated prime agreements: ii. Negotiated change orders or agreement amendments affecting the price of any formally advertised, competitively awarded, fixed price agreement: iii. Agreements or purchase orders under any agreement other than a formally advertised, competitively awarded, fixed price agreement. However, this right of access does not apply to a prime agreement, lower tier sub agreement or purchase order awarded after effective price competition, except: 1. With respect to record pertaining directly to sub agreement performance, excluding any financial records of Ahnimisha; 2. If there is any indication that fraud, gross abuse or corrupt practices may be involved; 3. If the sub agreement is terminated for default or for convenience. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 7 of 9 — Last Revised: 06.23.23 25. Covenant Against Contingent Fees: a. Ahnimisha warrants that no person or selling agency has been employed or retained to solicit or secure this Agreement upon an agreement of understanding for a commission, percentage, brokerage or contingent fee, excepting bona fide employees or bona fide established commercial or selling agencies maintained by Ahnimisha for the purpose of securing business. For breach or violation of this warranty, CITY OF FAYETTEVILLE shall have the right to annul this Agreement without liability or at its discretion, to deduct from the contract price or consideration, or otherwise recover, the full amount of such commission, percentage, brokerage, or contingent fee. 26. Gratuities: a. If CITY OF FAYETTEVILLE finds after a notice and hearing that Ahnimisha or any of Ahnimisha's agents or representatives, offered or gave gratuities (in the form of entertainment, gifts or otherwise) to any official, employee or agent of CITY OF FAYETTEVILLE, or related third party contractor associated with this project, in an attempt to secure an agreement or favorable treatment in awarding, amending or making any determinations related to the performance of this Agreement, CITY OF FAYETTEVILLE may, by written notice to Ahnimisha, terminate this Agreement. CITY OF FAYETTEVILLE may also pursue other rights and remedies that the law or this Agreement provides. However, the existence of the facts on which CITY OF FAYETTEVILLE bases such finding shall be in issue and may be reviewed in proceedings under the Remedies clause of this Agreement. b. The CITY may pursue the same remedies against Ahnimisha as it could pursue in the event of a breach of the Agreement by Ahnimisha. As a penalty, in addition to any other damages to which it may be entitled by law, CITY OF FAYETTEVILLE may pursue exemplary damages in an amount, as determined by CITY, which shall be not less than three nor more than ten times the costs Ahnimisha incurs in providing any such gratuities to any such officer or employee. 27. Clarification and Understanding of all parties: a. Ahnimisha shall not assign its duties under the terms of this agreement without prior written consent of the City. Subconsultants identified in Ahnimisha's response shall be permitted as being referenced herein. 28. Equal Employment Opportunity: The parties hereby incorporate by reference the Equal Employment Opportunity Clause required under 41 C.F.R. § 60-1.4, 41 C.F.R. § 60-300.5(a), and 41 C.F.R. § 60- 741.5(a), if applicable. a. Ahnimisha shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60- 300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability. b. Ahnimisha and subconsultants certify that they do not maintain segregated facilities or permit their employees to perform services at locations where segregated facilities are maintained, as required by 41 CFR 60-1.8. RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 8 of 9 — Last Revised: 06.23.23 29. 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. IN WITNESS WHEREOF, CITY OF FAYETTEVILLE, ARKANSAS by and through its Mayor, and AHNIMISHA CONSULTING, LLC by its authorized officer has made and executed this Agreement as of the day and year first above written. ELD JOR ATTEST: ARKANSAS AHNIMISHA CONSULTING, LLC � 61'�/ By; 0�✓ YOR ABBY FOSTER, MANAGING PRINCIPAL Kara Paxton, City Clerk FR .11,i "'.6\1 Y FAYETTFVII.Li �: .• 1 reASUYer = •?s � ' : s� . h'AN� • ��, 4vfti•!et iti�'''�� Date Signed: I Z0�3 Date Signed: RFP 23-04, Organizational Development Consultant Contract: City of Fayetteville and Ahnimisha Consulting, LLC Page 9 of 9 — Last Revised: 06.23.23 June 29, 2023