HR Consultant
Company: https://www.spra.com/
Location: Oakland
Posted on: March 16, 2023
Job Description:
About Social Policy Research AssociatesOver the past 30 years,
Social Policy Research (SPR) has earned national recognition for
our work in evaluating the role of philanthropic and public-sector
investments in policies and programs designed to improve outcomes
for diverse populations across the country. Through customized
services in evaluation, organizational development, and
facilitation, "we help organizations doing good, do better" and
work collaboratively with non-profit and government clients to
bring innovative approaches to new or existing strategies,
programs, and initiatives. We are a small business located in
Oakland, California (with some remote staff) and have about 60
employees.In line with federal engagements, specific Labor
Categories (LCAT) guide our staffing structure. Approximately 70%
of our staff fall under the associate and senior associate labor
categories and another 12% fall under two emerging
categories-project assistant and programmer. The size of our staff
has grown by approximately 15% and has become increasingly remote,
with staff residing in nine states across the U.S. We are a small,
mission and values-driven business. RequestSPR is soliciting
proposals from qualified consultants (small or large firms)
specializing in performance management to help us better align our
appraisal review processes with client contract and deliverable
requirements and with HR appraisal review standards, in a way that
ensures clarity and equity among our staff. The infrastructure we
implement will result in a more comprehensive and constructive
performance review process. There are two tasks included in this
RFP. The consultant will our review annual review process, identify
areas for improvement and suggestions for implementation changes.
First, the project prioritizes developing career ladder
modifications and refining the reviewer nomination process and
should be ideally completed within 45-60 days of signing the
agreement. The second priority, development or identification of a
suite of on-demand and planned trainings for supervisors, can occur
simultaneously with the first task, but is secondary in priority
and may be completed somewhat later than Task 1. Task 1. Career
Ladder Modification and Appraisal Review Nominations
We seek support in the modification
of our performance appraisal career ladder tools for four labor
categories-project assistants, associates, senior associates, and
programmers-to create a clear representation of staff advancement
from one labor category to another and progress across the career
ladder within each set of labor categories. To the support the
career ladder modifications, an analysis of the average number of
years at both the associate and senior associate levels as compared
to a sample of peer competitors will be included. -Currently, staff
self-nominate appraisal reviewers, leading to weighted and
unbalanced assessments of performance. To create a more
comprehensive and well-rounded review process, we seek assistance
developing assessment items that rate staff's participation in and
completion of core business responsibilities, such as but not
limited to SOW development, identification of viable bid
opportunities, and accurate and efficient preparation of proposals
- -assessment elements criteria that measure. - For deliverables,
SPR expects formal performance review documents and a summary of
the revised performance review process that will enable us to
implement this process internally, including a co-presentation to
staff explaining the new career ladders. Task 2. Management
Training Library
We seek support in assessing and
identifying management training needs for our staff development
supervisors (SDS) that will provide support for new and seasoned
SDSs. The consultant will then develop and/or identify a training
resource library based on best practices and documented results to
increase SDSs confidence in serving in this role. The training
resources may include a mix of asynchronous on-demand video
training, synchronous live video, and in-person training resources
on a myriad of topics, including topics such as constructive
feedback and management of employee grievances. For deliverables,
SPR expects an electronic library catalogued by category with a
brief description of each training. Proposal RequirementsSPR will
provide all necessary documentation to the consultant, including
job descriptions and resumes, our current GSA labor categories and
rates, current performance review forms, and a summary of the
current strengths and weaknesses of the review process. In
addition, SPR will make available key staff throughout the contract
to ensure the consultant has the information necessary to complete
this contract. -In response to this RFP, we ask that organizations
prepare a work proposal, approximately 2-3 pages, but no longer
than 5 pages, that provides the following information: - A
description of the organization and its experience working with
small businesses. A description of any experience the organization
may have working with clients who are federal contractors.A
description of any experience and results the organization may have
in developing and implementing career ladder instruments and
utilization of the Lattice HR system. A discussion of how the
organization intends to do the work and the approach taken. This
description should include information on how the analyses are
conducted and how adjustments or considerations will be made for
the specific business environment of SPR.A discussion of how the
work will be managed and a discussion of how the organization will
communicate with SPR, including the frequency and type of
communication, as well as a description of the types of information
that will be requested from SPR. Please also include the names and
resumes of key staff who will work on this project. (Resumes are
not included as part of the 5-page limit). A timeline for the work
and submission of the deliverables. We want to apply the modified
career ladder tools to this year's appraisal review cycle and
therefore, seek to complete this work over approximately a 3-month
timeframe. Please respond to this anticipated timeframe.Indicates
SHRM certificates and any additional professional certificates
held. In addition to the above questions, please submit a cost
outline. The cost outline has no page limit and should include:
An estimate of the cost for doing
this work, including if possible a budget broken down by labor and
other direct cost. Cost should include line items for staff (or
labor categories), rates, and the number of hours per staff by the
two tasks listed above, as well as any other anticipated direct
costs that would be billed to SPR.
Provide at least three references of
former or current clients, a brief description (about a paragraph
long) of the work performed for them, and a contact along with
their contact information.Questions to this proposal should be
submitted via email to: Stephanie Timmons-Brown, Ph.D. Executive
Vice PresidentS_Timmons-Brown @spra.com For more information about
our company, please visit us at SPR's website (). -Responses to
this proposal are due March 28, 2023 by 5pm PST. We are accepting
responses via email or via online uploads via Jazz. Email
submissions should be sent to:Stephanie Timmons-Brown, Ph.D.
Executive Vice PresidentS_Timmons-Brown @spra.com -We anticipate
making our decision by April 14, 2023. Powered by JazzHR
Keywords: https://www.spra.com/, Oakland , HR Consultant, Human Resources , Oakland, California
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