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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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