GDKN Proposal

Transcription

GDKN Proposal

GDKN
GDKN's Response to Broward College
RFP#- 2014-290-DD
For
Temporary Staff Augmentation
August 5, 2014- 2:00p.m
GDKN Corporation
1779 North University Drive, Suite 102
Pembroke Pines, FL 33024
Phone: (954) 985-6650
Fax: (954) 985-6652
Email: [email protected]
TAB 1- TITLE PAGE & TABLE OF CONTENTS
CONTENTS
Tab 1- Title Page & Table of Contents .... .............................................................. ...... .... ................... ........ .. ................. 2
TAB 2- Letter Of Interest ... .. ................................................................................................... .................................... 4
Tab 3- Acknowledgement of Released Addenda to RFP ................................ .. ............................. .............................. 6
Tab 4- W-9 Form ................................................................................................ .. .. ..................................................... 7
Tab 5- Notice Provision ............................................................. .................................................................................. 8
Tab 6- Required Response Form ............................................................................................ .... ................................. 9
Tab 7 -Licenses/Certifications ..................... ...... ....................................................................................................... 10
Tab 8- Non-Discrimination Profile Form ......................................................... .......................................................... 12
Tab 9 -Insurance .............................. ......................... .. ...... .. .......... .. ........................... .................... ........ .................... 13
Tab 10 - Executive Summary .................. ........................................................................................................ ............ 14
Tab 11 - Organizational Profile ............................................................ .............................................................. ......... 17
Tab 12- References ....... ....................................................... ...................................................................................... 26
Tab 13 - Organizational Chart .... .................................................................................... .. .... ..................................... 29
Team Members: Key Personnel That Will Assist With the Provision of Service To Broward College .......... .......... 30
Sales Team ..................................... .............. ........ ............................................................................................... 31
Recru iting Team .. .............. ................................... .......................... ..................................................................... 31
Payroll and Accounting Tea ms .................. ................................... .......................... .......................... ................... 32
HR/Quality Assurance Teams .................................................. ........... .. .... ........ ................................................... 33
Tab 14 - Litigation History .......................................................................................................................................... 34
Tab 15 - Proposed Methodology .............................................................. .................................................................. 35
Recruiting, Selecting, Training and Evaluation ...................................... .... ........ ...................................................... 35
Orientation of New Employees .................. ............................................................................................................. 41
Supervisory Plan ............... ......................... ............................................ ...... .... ............ .. .. .. ..................................... 42
Employee Training Programs ................................................................... ............................................................... 47
Tab 16- Availability of Personnel .. ........ ................................................ .................. ............... .. ............................ .... .. 50
Response Time ......... .................... ........ ........ ...........................................................................................................
so
Tab 17 - Cost Proposal Fee ......................................... ............ .. ................................... .... .. ......................................... 52
Tab 18- Financial Capacity ........................................................................................................................................ . 52
Tab 20 - Small Disadvantaged Business (SOB) Certification/Plan ............................................................. ................. 53
TAB 2- LETTER OF INTEREST
Ms. Dora Dixon
Analyst/Buyer
Broward College
Procurement Services Department- 2nd Floor
6400 NW 6th Way, Fort Lauderdale, Florida 33309
Dear Ms. Dixon:
Re: RFP - #2014-290-DD- Temporary Staff Augmentation
GDKN Corporation, a certified Minority Business Enterprise with NMSDC's local chapter,
SFMSDC, and an approved SOB by Broward College, is pleased to submit its proposal in
response to RFP# 2014-290-DD- Temporary Staff Augmentation. GDKN is a full service staffing
firm with over twenty years of experience in the industry. Currently, we serve several state
government agencies and fortune 500 companies providing services similar in scope to what is
provided in RFP# 2014-290-DD . We have a management, sa les and recruiting team of highly
qualified, dedicated professionals who have the combined business domain expertise, and
experience required to effectively work with The Broward Co llege to successfu lly deliver
temporary staff augmentation services on time and within budget. Our proposal will clearly
demonstrate that we have extensive and directly relevant experience in successfu lly delivering
similar Administration, Finance and Information Technology temporary staff to our othe r
clients.
In particular, we would like to highlight the following points:
• The core members of our proposed support team have worked together as a team in
successfully delivering similar staffing services simil ar in scope of this RFP, to our other
clients such as, but not limited to: Broward College, Broward Sherriff's Office, Miami
Dade (several agencies), Florida Department of Correction, Florida Department of
Transportation, Miami Beach, Florida Power and Light, Nextera, Tyco, ADT Security
Services, Motorola, Honeywell, Schlumberger, etc.
• Paul Neto, our VP of Global Services, has extensive experience in managing similar
temporary staff augmentation projects within the scope as outlined in RFP# 2014-290DD. In addition, he has extensive experience in leading all phases of the staffing services
life cycle and is particularly adept in facilitating and leading resource need gathering to
delivering the right resources within given time line and budget. With Paul's combined
management, technical and staffing subject matter expertise, we are confident that he
will lead the proposed team in delivering paramount quality services to The Broward
College on time and within budget.
•
In this proposal, we have analyzed and presented methodically, our processes, support
infrastructure and tools, developed by GDKN such as our state -of the-art recruitment
lifecycle management system - RCRMS. This will be used to jumpstart the delivery of
staffing services and allow GDKN and The Broward College Office to be productive
immediately, right from the beginning of the effort.
GDKN is excited about the opportunity to provide these very important services to The Broward
College and we are confident that we will successfully deliver unparalleled quality of services to
the College. Should you have any questions regarding this proposal, please feel free to contact
me at 954-985-6650, Ext . 206. My email address is: [email protected].
Sincerely,
GDKN Corporation
/
D~i;~
Recruiting Operations Manager
TAB 3- ACKNOWLEDGEMENT OF RELEASED ADDENDA TO RFP
Attached are two addenda that were received on the following dates:
Addendum No. 1-July 23, 2014
Addendum No. 2- July 24, 2014
•BROWARDW
Procurement Services Department
6400 NW 61h Way Room 275
Fort Lauderdale, Florida 33309
954-201-7455
Fax 954-201-7330
www.broward.edu/community/ vendor
t®,.coLLEGE
www. broward.edu
ADDENDUM NO. 1
RFP No.:
RFP Title:
Date:
RFP-2014-290-DD
July 23, 2014
This addendum is being issued to clarify and/or revise the solicitation documents, Proposer's Conference
clarifications, proposal specifications, drawings, and/or blueprints.
PROPOSAL DUE DATE (EXTENDED AS FOLLOWS):
'We encourage proposers to schedule additional time for delivery of proposals due to new security procedures
i
07/28/2014
8/5/2014
8/18/2014
08/26/14
08/21/2014
08/29/14
TBD
09/01/2014
09/04/14
Proposals due at or before 2:30:00 PM (Proposals due at location specified in Section 1.0)
II
Evaluation Committee Shortlist Meeting
I
Posting of Shortlist
Interview Presentation (if necessary)
I Posting Date of Award Recommendation
I
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; hrr: read ~nd ~nd~stanwthis addendum.
GDKN Corporation
I
Title
08-01-14
Date
•BROWARDW
t®,.coLLEGE
www. broward.edu
Procurement Services Department
6400 NW 6th Way Room 275
Fort Lauderdale, Florida 33309
954-201-7455
Fax 954-201-7330
www.broward .edu/community/vendor
ADDENDUM NO. 2
RFP No.:
RFP Title:
Date:
RFP-2014-290-00
July 24, 2014
This addendum is being issued to clarify and/or revise the solicitation documents, Proposer's Conference
clarifications, proposal specifications, drawings, and/or blueprints.
SECTION 3.19 Adding or Deleting Campus/Center Locations DELETE AND REPLACE
•
Delete: Southwest Center (Name Change)
•
rtcplace: Miramar West Center
SECTION 4.0 Submittal Requirements DELETE AND REPLACE
•
Delete: limited to not more than 4Q (8.5 inch x 11 inch) pages
•
Replace: limited to not more than 50 (8.5 inch x 11 inch) pages
SECTION 4.3 Proposer's Qualifications DELETE AND REPLACE:
(Tab 10) 4.3.1 Executive Summary
•
Delete: Letter shall include the year the Firm was established, number of years in business, summarize the Firm and their
qualification for the missellaAeews JlFejesls and identify principal(s) who will be assigned to the missellaAeews JlFejesls.
•
Replace: Letter shall include the year the Firm was established, number of years in business, summarize the Firm and
their qualification for the services of this RFP and identify principal(s) who will be assigned to these services.
(Tab 12) 4.3.3 References
•
Delete: 0Ase st:tertlisled - please inform all references they will receive a Performance Evaluation Survey via fax and email.
•
Replace: Please inform all references they will receive a Performance Evaluation Survey via fax and I or e-mail.
(Tab 14) 4.3.5 Litigation History
•
Delete: State whether Prime or Joint Venture partners have been involved in any l:laAkiAg servises related litigation,
action or claim, whether active, pending, or concluded, at the mediation, arbitration, trial or appellate level, within five (5)
years preceding the submission of this submittal. For each instance include the following information:
•
Replace: State whether Prime or Joint Venture partners have been involved in any services related litigation, action or
claim, whether active, pending, or concluded, at the mediation, arbitration, trial or appellate level, within five (5) years
preceding the submission of this submittal. For each instance include the following information:
REPLACE Bid Summary (Pricing) Page with attached REVISED Bid Summary (Pricing) Page - descriptions updated
RFP-20 14-290-DD
RESPONSES TO QUESTIONS FOR ITB:
01. Can Job Descriptions be provided for the Positions Listed in Attachment F (Bid Summary Pricing Page)
R1 . Yes, if available see attached
02. We do not see a Tab 191isted within the RFP in the required response section. Is this missing?
R2. Yes, Tab 19 is missing
03. Does Attachment G and H within the RFP apply to this bid? Are we meant to include a response to these forms in our
response?
R3. Attachment G & H are not required for this RFP
04. To confirm, a bid or performance bond is not required for this particular RFP, correct?
R4. Correct, a bid bond is not required
05. For the required electronic RFP response, how would you like Attachment F provided to you? In a separate folder? On a
separate CO/Flash Drive sealed with the hardcopy? Would you like it excluded from the electronic response?
RS. Please create a separate folder on your USB or CD for Attachment F
06. Is this a Single-Award Contract or will you be awarding to a pool of qualified vendors?
R6. We will be awarding to multiple vendors.
07. If utilizing a vendor pool, how many vendors will be selected?
R7. The committee will decide on how many vendors will be awarded
08. What was the 2013 or YTD 2014 spend of the contract?
R8. YTD 2013 =$1 ,884,677- YTD 2014 =$4,993,947.94 (inclusive of special project for the implementation of
financial administrative computing system)
Q9. What is the estimated 2015 annual spend for this contract?
R9. Unknown, the hiring spend 'Nill be dependent on the need of the college
Q10. Who is/are the incumbent supplier(s) for this contract?
R10. Broward College does not have a contract for Temporary positions, we currently piggyback off the Florida State
Contract 991-460-07-1
(http://www.dms.myflorida.com/business operations/state purchasing/vendor information/state contracts and agreements/state t
erm contracts/temporary employment staffing services)
011 . What is the current vendor's hourly Mark-up or Hourly Bill Rate per position provided in Attachment F (Bid Summary Pricing
Page)?
R11. See response to Q10
012. Will any of the positions listed in RFP possibly require travel?
R12. Travel will not be required, limited with in the College campuses
013. If any, is travel in county, state, or out of state?
014. Is the Procurement or Vendor Management Software Tool utilized in this program? If so, what is the tool?
R14. A Procurement or Vendor Management Software tool is not used
015. Is the process for requesting temporaries and receiving candidates also through HR, Procurement or Individual Depts?
R15. Requesting of temps are done through individual departments
016. What is the requesUsubmittal process for temporaries?
R16. A phone call followed by an email request, we interview then we issue a purchase order for the services
017. What is the average length of temporary assignment?
R17. Varies depends on the assignment
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RFP-20 14-290-DD
Q18. Will vendors who choose not to partner or subcontract with diversity suppliers be excluded from consideration?
R18. No, however we encourage partcipation
Q19. Can you please provide job descriptions for the positions requested?
Q20. Can you specify the reports you would like to see submitted with our proposals? We typically customize reporting to our
clients request.
R20. Upon request customize reports will be needed.
Q21. 4.0 Submittal Requirements- does the 40 page limit include or exclude, key staff resumes, staff handbook, performance
appraisal documents, and copies of licenses and certifications?
R21 . Yes, the 50 page limit includes key staff resumes, performance appraisal documents, and copies of licenses and
certifications. The Staff Handbook does not count toward the 50 pages.
Q22. 4.3.2 Organizational Profile - Do you need both the resume and profile of the key staff? Or, can the resume alone suffice?
R22. Yes, both resume and profile of key staff is needed
Q23. 4.3.3 References- COST- our contracts for engagements that are similar to this RFP are not project based but are
performed under a master services agreement. So, we provide specific skilled resources as needed by the client. Instead of project
based cost can we provide the total money a specific client spent with us in the last year for temporary staffing services?
R23. Yes, you may provide the total money a specific client spent with you in the last year.
Q24. 4. 4.4.1 Proposed Methodologya) Our Employee Handbook is over 40 pages ... we assume you are more interested in what policies we have in place to address
things like a drug and alcohol free workplace, our policy on sexual harassment, etc. Rather than provide the entire handbook can
we provide copies of the policy acknovAedgements that consultants sign during the on boarding process?
R24. As requested in the RFP, please provide the handbook which does not count toward the 50 pages.
Q25. 5. Tab 19 is skipped in the RFP. Should we repeat that in our response, or change what is listed as Tab 20- SOB
Certifications/Plan to Tab 19?
R25. Do not skip
Q26. For the Bid Summary Pricing Page- Attachment F, can we provide a range for the specific positions that are
listed? Depending on years of experience, background and the salary requirements of candidates that we work with we have seen
a range is more successful in identifying qualified candidates
R26. No please provide Proposed Bill Rate, see revised Attachment F
Q27. The RFP provided gives an example of a standard Statement of Work, Attachment E, do we need to include this in our
submitted RFP?
R27. Yes, Attachment E must be completed
Q28. How many vendors is Broward looking to add as a result of this RFP?
Q29. For section 4.3.3 on References, (1) are we allowed to site specific projects that we have completed successfully with
Broward College? (2) If so, up to how many projects can be listed? (3) Otherwise, if provided other contacts for projects, can we
provide projects that are currently in process, and will we be able to be informed prior to contact so we can ensure our references
expect the contact/call?
R29. (1) No, the College cannot be used as a reference. (2) None. (3) Yes, you may provide projects that are currently in
process and No, you will not be informed prior to references being contacted.
QJO. During our meeting, it was stated that the job descriptions for the Bid Summary Pricing Page will be provided. Please advise
on where we can obtain these or if the job descriptions will indeed be provided.
RJO. See response to Q1
Q31 . For the Standard Contract for Services, Attachment C, states See separate Adobe PDF in Demandstar. Is this for our
usage and review, do we need to physically add this to our submitted RFP?
R31. This is for your review, if you are selected as a awardee it will have to be completed during contract negotiations.
3
RFP-20 14-290-DD
Q32. Can the College provide job descriptions for the various IT jobs that will be included under this contract?
Q33. On the Bid Summary (pricing} page can we provide a price range (low- high} rather than just one price for each position? We
believe this will give the College the most economical solution.
Q34. Can you please provide the job descriptions for the roles that will be sourced under the RFP
Q35. What other roles/positions will be potentially included in the scope of the project?
R35. This RFP is for various roles/positions through-out the contract period
Q36. Who is/are the incumbent(s}?
Q37. How many suppliers are in the current contract?
R37. Broward College does not currently have a contract for temporary services, however we piggyback off the Florida
State Contract
Q38. What is the average frequency of the staffing job orders?
R38. Varies depends on the college needs
Q39. Are placements staggered or staged in any way, or will providers staff all positions upon contract launch?
R39. Temporary position will be placed on an as-needed basis
Q40. Is the RFP open to payrolling services for these and/or other roles?
R40. No, this RFP is not open to payrolling services.
Q41 . How many suppliers will be awarded the contract?
Q42. What is the expected annual hiring spend?
R42. Unknown, the hiring spend will be dependent on the need of the college
Q43. What is the estimated contract duration per role?
R43. Unknown, depends on the department need
Q44. Please clarify if you need full resumes or summarized bios of the members of our org chart as it applies to the scope of the
RFP's services.
Q45. If our company handbook exceeds the maximum 40 pages in the RFP response, can we submit it in a separate document, as
an addendum, or can we state that 'our company has an employee handbook that is shared with all resources that we hire and can
be submitted to Broward College upon contract confirmation'.
R45. Please submit your handbook as a separate document
Q46. Can we redact any documents required by the RFP, which we consider confidential?
R46. All responses to a competitive solicitation are public records unless exempt by law. Any respondent claiming that its
response contains information that is exempt from the public records law shall clearly segregate and mark that information and
provide the specific statutory citation for such exemption inserted by reference FL Statue 119.011
Q47. What are your policies around Right of Refusal for Temp Labor?
R47. The College shall have the right of approval and refusal of any temporary employee. In an instance of an
unsatisfactory or unqualified person being assigned, that person may be dismissed from his/her duties immediately (Attachment
0.2}
4
RFP-20 14-290-DD
Q48. In order to meet the College's SOB subcontracting requirements, our company will be working with a certified SOB company.
HoVJever, it is also possible that our SOB subcontracting partner may want to submit a separate RFP response as a prime
contractor. Is this allowable by the College? Please advise.
R48. Yes, any one has the right to respond
Q49. Are there any performance/payment/bid/surety bond requirements for this opportunity?
R49. See response Q4
Q50. According to the RFP's General Conditions, the College "requires that MSDS are required for all applicable items, materials
and/or substances ordered" and that "Respondent must supply all MSDS with this Bid or Upon Request." Are the MSDS applicable
for Temporary Staff Augmentation? If so, is this form required to be completed for this proposal submittal
R50. MSDS are not required for this RFP
Q51 . The RFP's Tab 10 - 4.3.1 Executive Summary section requires Firms to summarize "their qualification for the miscellaneous
projects and identify principal(s) who will be assigned to the miscellaneous projects." What does the College mean by
"miscellaneous projects?" Please clarify
R51. Please see Clarifications above
Q52. The RFP's Tab 11 - 4.3.2 Organizational Profile section requires Proposers to include "the operational safety record" of their
firms. What type of operational safety record/documentation does the College require?
R52. Any claims or losses due to safety issues
Q53. Are Proposers alloVJed to submit exceptions/suggested contract changes to the College? If so, would the proposer be
adversely affected during the evaluation period?
R53. You may submit exceptions/suggestions, hoVJever all exceptions/suggestions will go through Broward College
Contract negotiator, upon award of contractor only
Q54. What are the College's current rates for each job category?
Q55. During the contract term, will the College allow for adjustment in pricing when mandates of the Affordable Care Act go into
effect?
R55. See 4.0 Submittal Requirement, sub-section 3.2.1 Contract Renewal
Q56. Are Attachment G- Written Opinion Requirement re: Florida Preference- Printing and Attachment H- Written Opinion
Requirement re: Florida Preference - Personal Property applicable to Temporary Staff Augmentation? If so, are these forms
required to be submitted along with proposal submissions
R56. See response Q3
Q57. Are vendors required to bid on all positions (an all or nothing bid)?
R57. The College is seeking vendors who can provide all services.
Q58. What is the NIGP Code for Temporary Staff Augmentation?
R58. The NIGP code is 96269, Personnel Services, Temporary
Q59. Attachment A4 -Subcontractor/Supplier Utilization Form requires Proposers to state the dollar value of work to be
subcontracted to a SOB. In response to this form, what is the total dollar value of this contract? If the total contract dollar amount is
not known, how should Proposers respond to this requirement?
R59. See new form and supply historical SOB usage
Q60. Should the RFP's Section 4.7.1 be labeled as Tab 19?
Q61 . According to the RFP's Attachment D- Scope of Services, "the Contractor will provide the College with a copy of the FDLE
criminal background check, or any other type of background check.' The Contractor will also "conduct and pay for the background
check.' HoVJever, Section 4.4.1 of the RFP's 4.0 Submittal Requirements requires Proposers to list any background checks not
included in their billing rates and the corresponding levels to the College, should the College choose to request such checks. Are
Proposers allowed to bill back costs of background checks and/or drug screens back to the College or should these costs be
included within the bill rates
R61. These costs should be included in the bill rates
5
RFP-20 14-290-DD
Q62. According to RFP's page 8 of 22, "the cover letter" required via this RFP do not count toward the 40-page limit. Do both of the
RFP's Tab 2: Letter of Interest and Tab 10: Executive Summary require signatures? If so, can Tab 10: Executive Summary be
excluded from the 40-page limit page count due to its letter form?
R62. Tab 2 -does not require a signature. Tab 10 requires a signature and Tab 10 counts toward the 50 page limit.
Q63. Are Proposers required to acknowledge receipt of addenda in Tabs 2. 3, and 10 of the Proposal?
R63. Yes, you must acknowledge receipt of all addenda's
Q64. Does the separately sealed Cost Proposal also require a separate CO/USB copy (which would have a total of four [4] copies:
one [1] original technical hard copy, one [1] technical proposal CD/USB, one [1] cost hard copy, and one (1] cost proposal
CD/USB)?
R64. See response to QS
Q65. The RFP's Tab 15 requires proposers to provide Staff Handbooks, background check pricing sheets, forms, training agendas,
and management reports. Can these documents be separate from the 40 page limit?
R65. All documents listed count toward the now amended 50 page limit, except the handbook
Q66. Section 28. Background Checks of the RFP's Attachment E -Sample Contract refers to an "attached 'Contractor Policy Code
Acknowledgement Form,' which is attached hereto and incorporated herein as Exhibit 'B.'" The aforementioned form is not included
within the RFP. Is this form applicable to Temporary Staff Augmentation? Please advise
R66. Yes, see attached Attachment I
Q67. Can you please provide the sign-in sheet for the Temporary Personnel pre-bid conference?
R67. See attached
Attachment A6: Historical Utilization of Supplier
Attachment F: Bid Summary (Pricing) Page REVISED
Attachment 1: Contractor Policy Code Acknowledgement Form
Attachment J: Positions Descriptions
Attachment K: Proposer's Sign In Sheet
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Addenda should be returned with the proposal. Failure to do so may disqualify your proposal. Please sign below to verify that
you hav read and understand !tlis addendum.
Title
GDKN Corporation
Company Name
08-01 -14
Date
6
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\.OrtmoDtJon lnl tru CIIOM. YOU m u:M eron ou1 Item 4! ~ rl you have been nob tied by the IJ Ill IIVII rau • ., o;urranUy aulJlect to backl.c> y,olllhokA-lg
bocu..mo you h:we fulled to report llll lnl~ ftnd dlvldr:n<b on youo Ill>< return for r•al estate ~n~nUC~Ions, Item 2 dD«>S no1 III>PIY· For mongage
trt1UJW..C ......... ~Uhdlk.IJI U
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genamMy, Pll)lmenta olhiW lhon ln le 1""1 and dMdench, you •• 1101 raq.W.d to l~Vl lho oatlfloallon. b.lt you rn,ll( provide your OOfiOCI TlN See l hft
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cotart>l 110tn the I AIUA lltt'Otllni!,lt OOtl'llel
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olfoool"" Follll W ·lllluCh UIGQ'III I•Uw er.no~ ohct wo • - • Ill w I bo PDilO<I
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...,lw to thb
Purpose or Form
--'"Y"U'""
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n llllUtll whh • •• 108 u~<~~t UIJI•~• Y<M
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tor.,,,,.,.,.., Income pad t o
JVU, f• l ll ... ft.IU~ lu .,..,U l•tOOlJJtot l .,.ll uf ..-wJI IID I' \..olJ nttJ •II· U~ IJ fll!'\f'U ~
n:r~l miMe lranu:~tto,.._ mcwt()~ •mwQ&I )'OU ,..,. n , ac~ Uon 01
-~ ~ o l uocurod DttKMWtv ......,..ltltlnnnf 1Mt., r"W r r#"~tl• •t""'- Ytlllnl r' ' " '
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TAB 5- NOTICE PROVISION
Below please find completed Notice of Provision form .
4.1.5 Notice Provision
When any of the parties desire to give notice to lhe other, such notice must be in Yt'riting, sent by
US Mail. postage prepaid. addressed to the party for Y.rom it is intended at the ~ last
specified; the ~aoo for giving notice shall remain sum un!Jl ft is ~ by written notice in
com~iance wilh the provisions of this paragra~ This information must be submitted with the
proposal or within three days of request for the present the parties designatethe foiiO\ving as
the respective places for giving notice:
To College: ZaidaRiollano. InterimAVP- Business Services &Resource Management
Procurement Services Department- 2"'1 Floor
6400 NW6" Way, Fort lauderdale. Florida 33309
With Copy To: Gregory Haile. General Counsel &VP. Public Policy &Govern Affairs
President'sSutte - 121" Floor
6400 NW 6" Way, Fort Lauderdale. Florida 33309'4
With Copy To: Human Resource Department
6400 NW 6" Way, Fort Lauderdale. Rorida 33309
With Copy To:
Donna Harris-Gill - Recruiting Operations Manager
GDKN - 1779 N University Drive. Pembroke Pines. FL 33025
TAB 6- REQUIRED RESPONSE FORM
Attached is completed Required Respon se form .
REQUEST FOR PROPOSAL (RFP) #2014·290-DD
1.0 REQUIRED RESPONSE FORM
RFP#:
RFP-2014-290-DD
DUE DATE:
07/2812014
RFPTITLE:
NUMBER OF
TIME DUE· AT OR BEFORE:
ORIGINALS:
PROPOSAL COPIES
2:30:00 p.m.
1
REQUIRED:
Hard Copy
-7
RELEASE DATE:
I
COPIES:
0
Additional
Hard Copy
06/16/14
Complete Electronic Copy of Proposal
(On CD Rom or USB Flash Drivel:
*1
*Must be a sim:~le Adobe PDF File
This Proposal must be submitted in a sealed package to the Business SeJVices & Resource Management/Procurement SeJVices
Department of Broward College, 6400 NW 61h Way, Fort Lauderdale, Florida 33309, plainlv marked with RFP Number and Title.
We encourage proposers to schedule additional time for delivery of proposals due to new security procedures. Proposals
received after the date and time due will not be considered.
All proposals shall include this REQUIRED RESPONSE FORM fully executed. Proposal must contain all information required to be
included in the proposal as described herein. Proposal submittal package must include one original proposal, the additional number of
copies stated above and, if required above, an electronic version of proposal on CD(s) or Flash Drive(s).
PROPOSER'SNAME:
STREET ADDRESS:
CITY AND STATE:
PROPOSER'S INFORMATION
GDKN Corporation
1779 N University Drive
Pembroke Pines, Florida 33024
PROPOSER TELEPHONE: 954-985-6650
PROPOSER FAX: 954-985-6652
------~~----------------------------PROPOSERTOLLFREE: (~\ &61- Gr,b (Lfl X 2- 0b
CONTACT PERSON: ____...,D.oo.a.nu.Jn!Q,
a_,_H....au.Jrru.is=-G.....wil _____________________________________________________
CONTACT PERSON'SADDRESS: __. .: S:. : a:.m
:. :. :. :e: . . :a=.:s: . . :a=.b::. : o:.v..::.e
. :. _________________________________________________
CONTACT TELEPHONE: 954-985-6650 X206
CONTACT FAX: ___;:_95::....4:....-9::..:8:..::5'--'-6:..::6=-=5-=2_ _ _ _ _ _ _ _ _ __ _ ___
CONTACT TOLL FREE: ------------------------------------------------------------------INTERNET E-MAILADDRESS: _ _ _ _ _ _ _ INTERNET URL: _ _. :. :cwww..:. :. . :. :c.:. o·g=d=k"-'n=.c=o:m
. :.;'---- - - - - - -- - - PROPOSER TAXPAYER IDENTIFICATION NUMBER: _.:.L3..~..:1-:..J.1.:.l.3""82.._1._,3,....9:..___ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
How were you informed of this solicitation? (Please provide media name(s) in blank space):
• Website: [email protected] Newspaper:
Other: ___________
Proposal Certification
I hereby certify that: I am submitting the following information as my finn's (proposer) proposal and am authorized by proposer to do
so; proposer agrees to complete and unconditional acceptance of the contents of this document inclusive of this Request for
Proposals, and all attachments, exhibits and appendices and the contents of any Addenda released hereto; proposer agrees to be
bound to any and all specifications, terms and conditions contained in the Request for Proposals, and any released Addenda and
understand that the following are requirements of this RFP and failure to comply will result in disqualification of proposal submitted;
proposer has not divulged, discussed, or compared the proposal with other proposers and has not colluded with any other proposer or
party to any other proposal; proposer acknowledges that all information contained herein is part of the public domain as defined by
the State of Florida Sunshine and Public Records Laws; all responses, data and information contained in this proposal are true and
accurate.
~
~ --
.
(jy-0/-/4::
Signature of Proposer's thonzed Pnnc1pal
Date
Donna Harris-Gill
Name of Proposer's Authorized Principal
Title of Proposer's Authorized Principal
NOTE: Entries must be completed in ink or typewritten. This original Required Response Form must be fully executed and
submitted with this Proposal (see Section 3.7 - Joint Ventures).
Page 1 of 22
TAB 7- LICENSES/CERTIFICATIONS
Below is Florida Department of State, Division of Corporations- proof of registration
R LED
2014 EORBGN PROAT CORPORATION ANNUAL REPORT
Mar 30 , 201 4
Secretary of State
CC3003928829
DOCUMENT# F00000000502
Entity Nam e: GDKN CORPORATION
Current Principal P lace of Business:
1779 tl. UtWERSITY DRIVE
102
I'EJJBROKE ~IES, fL 3302-4
Curre nt Mailing Address:
1n9 N. UNIVERSITY DRIVE
102
PEMBROKE PINES, FL 33024
FEI Number: 31-1382139
Certificate of Status Desired: No
Name and Address of Current Registered Agent:
fiARAfiG, JAY
1779 tl Utii\IERSilY DRIVE
102
PELIBROKE ~IES. fL 3302-4 US
___
_,_.,_lorlt>o-<lldiM-b~-01'~-01'---
SIGNAlURE:
...
-d-.
Eledronic Signature of Registered Agent
Officer-/Director Detail :
p
tlame
IIARAfiG, VIC
Address
Cly..stat&.Zip:
VP
tlame
tiARAfiG, JAY
1779 N. UtWERSITY ORJ\IE; SUITE 102
Address
1779 ll UIIIYERSIJY OR/liE; SUITE 102
laJBROKE PflES fL 3302-4
cty-Sblle.ZCI:
I'IELIBRDI<E PliES FL 33024
I NtUy~I'Wb~~GJI'ltl8f/GIZCI~..,c.a.tJ=.tt.,.;d~a:D~qa~~~lliilmft.U~..,a:taaUiflaazallr~!25i!I~M
G:"M---
Cat'«OD'KI:f(;/ft~Uft.IKa!l~U:tliSM~ob..,..;;dtWl:ftPC,QU~.)y~~ .rlxl:ll.s:D2fre11'II:IIIJ'fii~~UCl· (IIGW~~d
SIGNAlURE: VIC NARANG
PRESEIDENT
03130/2014
Below is copy of Broward County Local Bu siness Tax Receipt
115 S. Andrews Ave., Rm. A-100. Ft. Lauderdale, FL 33301 -1895-954-831-4000
VALID OCTOBER 1,2013 THROUGH SEPTEMBER 30,2014
DBA:
, GENERAL DATA KOMMUNICATION
BUSIness Name 'NETWORKING CORP
327-12300
Receipt# .'BUS
INESS/ FINANCIAL/CONS
Business Type: (CONSULTING>
&
Owner Name: JAY NARANG
Business location: 1779 N UNIVERSITY DR 102
PEMBROKE PINES
Business Phone: 954-985-6650
Soats
Rooms
Business Opened:Ol/01/2002
State/County/Cert/Reg:
Exemption Code:
Machines
EmployMS
Profnslonal•
6
f.......,tJ II
\\ IL__..I/
\\
For Vending Bullness Only
Number of Machines:
Tax Amount
Transfer Fee
81.00
Vending Type:
NSFFee
0.00
0.00
Penalty
8 . 10
PriorYears
~~
0 . 00
Collection Cost
Total Paid
0.00
89.10
THIS RECEIPT MUST BE POSTED CONSPICUOUSLY IN YOUR PLACE OF BUSINESS
THIS BECOMES A TAX RECEIPT
WHEN VALIDATED
This tax is levied for the privilege of doing business within Broward County and is
non·regulalory in nature. You must meet all County and/or Municipality planning
and zoning requirements. This Business Tax Receipt must be transferred when
the business is sold, business name has changed or you have moved the
business location. This receipt does not indicate that the business is legal or that
it is in compliance with Stale or local laws and regulations.
Mailing Address:
JAY NARANG
1779 N UNIVERSITY DR STE 102
PEMBROKE PINES, FL
33024
Receipt IWWW-13 - 00000271
Paid 10/04/2013 89.10
2013 - 2014
TAB 8 - NON-DISCRIMINATION PROFILE FORM
Attached is signed Non-discrimination Profile Form
ATTACHMENT A2
ABROWARD-
te...coLLEGE
www. b roward.edu
OFFICE OF SUPPLIER RELATIONS AND DIVERSITY
NON-DISCRIMINATION PROFILE
The undersigned und erstan ds that it is the poli cy of Broward College to promote full and equal
business opportunity for all persons doing business with the College. The undersigned covenants
that we have not discriminated, on the basis of race, creed, color, gender, national origin, ethnicity,
disability, or religion, with regard to prime contracting, subcontracting or partnering opportunities on
this proj ect; contract.
The undersigned further covenants that we agree to make a Good Faith Effort to utilize SOB
subcontractors/suppliers and will comply truthfully an d full y with the req uired forms SDB-2, SDB-3
and SDB-7.
Set forth below is the signature of an officer of the bidding entity with the authority to bind the
entity.
Title of Attesting Party
s-\-
(\ . -
...l.
On this _ \_ day of ~
, 20~, before me appeared
person who signed the above covenant in my presence.
b~mQ. \\:,...~--<5\\\
, the
--~~~·~~''•
INDlRA SEERKRISENJEE
•
Notary Public . State of Florida •
~-;.U}.•
• -..:
•: My Com m.
Expires Dec 3• 2016
•
"·:·~
~z--Commrssron
ff EE 853654
,,,OFn:,,,
8onded Through Nalronal NOtary A$sn.
'"""'
{"m
• '\~\
Form: SDB-1
Broward College
Page I of I
TAB 9- INSURANCE
Be low is copy of certificat ion of insurance per requirements outlined in Section 3.0; pa ragraph
3.11
.,____....
ACORD•
I
CERTIFICA TE OF LIABILITY INSURANCE
DAR......,.,..,.
711712014
TltiS CERTIFICATE IS ISSUED AS A MATTER OF lliFORMATIOII OIILY AIID COIIFERS 110 RIGHTS UPOII THE CERTIACATE HOLDER. THIS
CERTIACATE DOES riOT AFFIRMATIVELY OR IIEGATIYELY AM£110, EXTEtiD OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
B.E LOW. THIS CERTIFICATE OF IIISURAIICE DOES riOT COriSTffUTE A COIITRACT BETWEEII THE ISSUitiG IIISURER(S ). AUTHORIZED
REPRESEIITATIYE OR PRODUCER. AIID THE CERTIFICATE HOLDER.
IMPORTAliT: H lbe certifiC31e bolde< is an ADDITIOIIAL IIISURED, lhe policy(les) must be endorsed. II SUBROGATIOIIIS WAIVED. subject to
lbe terms and conditions o f lbe polic:y, cemin policies may <equire an enckM'semenL A statement on lbis cenificate does not coot... lights to lbe
caur.c:ate holde< in lieu of such endoo'sement(s._
-.aA
:a':U~ Sean O'H;tJianja
Caonmeuial Unes- (813) 6J9.30IJO
.~~IS13-6l9-3000
.I r~"""-SSS-299-7117
Wds Fargo lnsur.lnce Services USA. Inc..
dw~Jsf-.com
~s-
2SII2 H_ Roc:l<y Pclint DINe, Suite 400
Tan;pa, R.33607
-D
DIS~B :
GOt<N Corpoqlilln
1779 tl
~
HNC•
-NRlla*GCOIIERAGE
•s..otA. :
16535
194 10
Zurich American Insurance Co
c.............,. &
Industry Insurance Company
Dl:naotC :
tlrwel'102
. ..u.t:DID:
DI.U IIIDlE :
~-R.33024
··~r :
CERTIACATE NUMBER: 7981399
COVERAGES
REVISION N UMBER: S . . . -
n G I S TO CERTIFY THAT THE I'OUCE.S OF INSURANCE U STED e a.ow HAVE BEEN ISSUED TOn£ ~ NAio!ED ABOVE FOR THE P<li.JCY PERIOD
INDICATED_ NOT~oiiTHST~ AWf R£0UIRSIEMT. TERU OR CONDITI<»I OF AW'I OClHJRACT OR OTHER OCX:UUEHT WITH RESPECT TO WHICH THIS
CCRTF'ICATE UAY eE ISSUED OR liMY PERTAIN. nlE I~CE AFFORDED BY THE PCllJCJES DESOR!eED tfERBN IS SUBJECT TO All. THE 'IERUS..
EXCU JSJON SANOOONDIT'IOHS OF SUCH ~l.A11TS SHCW.nl L!AY HAVE eEJEJ>REDUC£08Y PAID CU.WS.
•s•
U lt
A
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~
-
001 IIEROALGOIERN. ~
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f'OUC\'
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FRlllUCTS-CCU'.'CP NJG
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313112DIS
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~~CFERATIONS-
~OPGP.UlAIJDMS· I LDCADOIUIVHK:I..£S
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s
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tJD)jDI
p_COfU) 1GI,. . . . . _ . ........ s~_msy . . asacaec~•-~· lf......,;J
., R9:uds to RFP-2014-290-00 enwecs Tem,pcr.>ry S13lf Aog""""""'lilln.
c~rtifieate holdl!r is named as addllion31Rsured as it rebtes to gener.>J & aulD
li2lbllily & waive< of Slbogation is graMed as i1 - - t o gener.>l and auto bblily 3Bd WOI1<etS c:omp in acconlance wilblhe tenns and c:ondilions of lhe
policies. Ulnb<eSa folbWs form as il rebles &o 3dllilional ~s. The abo•.-e coverage is prina.y and -.contrillutory-., ~ b y - - . . conaract.
CERTIACATE HOLDER
Bmw:ml College
f>n>cuRmenl Savic:es De~
6400 t~W 6lh Way
Fort L.auden131e, florida 33309
CANCELLATION
.
SHOUlD IUf't OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
DATE TltEREOF, NOTICE WILL BE llEUVERED
THE EXPIRATION
ACCORDANCE WITH TlE POUCY PROVISIONS.
A~
llf:PRSDRA."D'n.
9(~-
l
The ACORD name :md logo are registe<ed m:JJils of ACORD
ACORD 25 (2014iD1)
<0 1988,2014 ACORD CORPORATION. All nghts reserved.
TAB 10- EXECUTIVE SUMMARY
GDKN is a global full service staffing firm with a reputation for quality, superior technical skills,
and proven customer service oriented results. Our mission is to understand our clients'
business needs and their industry. We use Information Technology in meeting and resolving
their complex business and technical challenges. GDKN has been providing the highest quality
of integrated, full lifecycle staffing services since 1993, across a broad range of business and
technical platforms.
At GDKN we believe that for organizations to exceed the expectations of their customers in a
competitive environment, formation of a value chain founded on core competencies is
imperative. GDKN perseveres to form such a value chain . This enables GDKN to help our clients
use technology to improve their core business processes. This allows our customers to focus on
their core competencies.
At GDKN we listen, learn, and then co-create business solutions. GDKN solves client problems
through a durable global infrastructure and powerful methodologies. We deliver profitable
results that accelerate our clients' competitive advantage.
Our goal is to assist our clients in leveraging their resources to improve business performance.
Utilizing a knowledge-based approach, we bring our collective thinking to each engagement.
We are committed to making our processes accessible, sharing information and insights and
inviting participation to and from our Clients. It is this ability that makes the GDKN process so
special.
We provide a climate where employees are continually developing their skills and are
committed to meeting and exceeding client expectations. We invest a significant portion of our
gross income on training our employees to continually improve efficiency and productivity
while maintaining the professionalism required for conducting business in a competitive
marketplace. This enables the employees to stay abreast with the latest technologies and new
developments.
Our employees are on the high end of the spectrum with respect to their compensation while
our se rvice delivery costs at the low end. This ena bles us to deliver top quality of services at
very competitive prices. We believe that our employees are our most important assets and
back that up with excellent compensation package and benefits.
GDKN is a Certified MBE and an approved SOB.
GDKN has been involved in the Staffing industry for over 20 Years.
VISION
We believe in focusing on building strong individual client relationships. Therefore, the
value that we place on our relationship is a priority. We are large enough to provide
temporary staff augmentation services to Broward College and small enough to provide
the personal detailed attention and commitment required to provide service of the
highest quality. Additionally, GDKN is large enough to provide its workers with superior
benefits and training opportunities, and small enough to stay close to their projects and
personal goals. GDKN's perspective places tremendous value on our long-term
relationships with our clients and the quality of the service that we provide to them .
:··························............................................................----···-····-·······················-······················································································-·············-······························-················--·-····-·- ···············-·······.....
ICOMMITMENT TO QUALITY
At GDKN we believe that the quality of our people speaks for itself. Our extensive
recruiting and interviewing process ensures that our consultants are "cream of the
crop". When GDKN provides our clients with quality people, this automatically
generates requests for additional quality people. As a result 75% of our business is
repeat business and often turns into long-term assignments. Satisfied clients such as
these are the reason why quality is our number one concern .
:···············································································································································..············································································"·"""""''"""'""_"_,,,........................................................................
ISERVICE
When GDKN was founded in 1993, it was built upon a philosophy that true success
manifests itself in meaningful relationships. At GDKN, we believe that relationships that
are built on mutual tru st are the relationships that last. It is this long-term philoso phy
that generates an attitude of service towards our clients. This mind-set is prevalent all
the way from our president and management team to our consultants. Service means
that we maintain a professional and friendly demeanor even under adverse
circumstances. Service means that we listen carefully to our customers and pay close
attention to details. Service means that customer satisfaction is always GDKN's top
priority.
KEY STRENGTHS
The fact that we provide staffing services to several government agencies and Fortune
500 clients, drives our policy for hiring the Account Managers. All of our Account
Managers have a very good understanding of the skill-set our clients require for each
position, and are trained on a regular basis to keep them abreast with the latest
developments in the marketplace. These Account Managers will, from time to time,
come up with creative suggestions to assist our clients to be at the forefront .
.....................................................................- ..............- ......- .............................................................................................. _.. _
IGD KN'S PHILOSOPHY
, ,
.........._......................................................- ...............................................
GDKN works with each individual client to define the issues and then develop and implement
the right solution. Our strength lies in our ability to architect solutions to address our client's
business needs. GDKN's has the philosophy of looking at the big picture and maintaining a longterm perspective. The "Service" attitude is embedded in the culture of the organization.
GDKN's management team comp rises of seasoned professionals with each business-unit head
possessing many years of experience in their areas of expertise.
We list below a sampling of the positions that GDKN's Recruiting Division has successfully
staffed for some of our existing clients:
Administrative Resources: Administrative Assistants, Executive Assistants,Administrat ive
Specialist s, Receptionist s, Office Clerks, Office Managers, etc.
Finance Resources: Cost Accountants, Payroll Clerks, Junior Accountants, Payroll Specialist s,
Payroll Managers, Senior Accountants, Junior Accountants, etc.
Information Technology: Systems Analyst s, Quality Assurance Analyst s, Applications Architects
Document Specialist s/Technical Writers, Database Administrators, Web Application Analyst s,
Network & System Administrators (Advanced), Software Developers, etc.
Based on our experience, GDKN is confident that it can provide temporary employment services
t o the Broward College with ease in accordance with the scope of work outlined under
RFP#2014-290-DD.
We underst and that our clients have several choices in tod ay's competitive marketplace and we
thank you, our potential cli ent, for consid ering us.
..t.I.~.:.S.~
Donna Harris-Gill
Recruitin g Operations M anager
Addenda:
We rece ived 2 add end a dat ed as follows:
Add endum No. 1 - Dated July 23, 2014
Add endum No. 2- Dat ed July 24, 2014
TAB 11- ORGANIZATIONAL PROFILE
Current Legal Name: GDKN Corporation
Size of Organization: 350 employees
Number of years is business: 20+
Number of years in business in the State of Florida: 14
Profiles of Individuals that will have direct role in performance and supervision of the
engagement:
Jay Narang
Mr. Narang is the Co-Founder of GDKN Corporation. Currently he serves as the Vice President of
Staffing Services at GDKN Corporation. GDKN is a Staff Augmentation Services provider with
employees in 47 states and an Off-shore facility in Asia.
Mr. Narang has been in the Staffing industry for over 17 years. During this period he has
worked in different capacities/arenas ranging from Systems Engineering to Senior Technical
Management at several Fortune 500 firms including, IBM, MCI (now part of Verizon), and
Florida Power and Light etc. He was also selected to serve as Vice President at Nations Bank
(now Bank of America) .
At GDKN, he is responsible for Planning, Budgeting, Coordination, Management, TechnologyEvaluation, Sales-Management, etc. He has been instrumental in creating strategic internal
systems, to grow GDKN in an orderly and organized manner, which are scalable and has
prepped GDKN to continue to consistently grow in the future. He has managed several
/technical ly challenging~, time and budget-con strained' projects and delivered results in time
and on-schedule. He is seen as a talented visionary with in satiable aspiration for perfection. He
is well respected amongst his peers and superiors alike.
1
Jay sits on Manpower Inc.'s distinguished Busi ness Advisory Board. He also Chairs FRMBC's
Business Development Comm ittee.
Mr. Narang was recently invited to speak at Manpower Inc's Supplier Roundtable . He presented
on 11Strategic Decision Making and Risk Management". Jay also spoke on ~~surviving the
Challenges of Entrepreneurship" at FRMBC's 2008 Symposium in December.
Under Mr. Narang's leadership GDKN has grown from a 10 employee outfit to a group with over
140 employees in 23 states and two continents (North America and Asia). GDKN now serves
several Fortune 500 firms including: Motorola, Honeywell, Siemens, General Mills, Office Depot,
Florida Power and Light, Duke Energy, Progress Energy, Northeast Utilities, FOOT, FDOC etc.
Mr. Narang was awarded the "Congressional Order of Merit" in 2007.
GDKN, under the direction and guidance of Mr. Narang, won SFMSDC's prestigious "Supplier of
the Year Award" in September 2008. GDKN also won Manpower's Supplier Achievement award
in 2008. In March 2009 GDKN was awarded the Top 100 MBE Award by Miami Dade Chamber
of Commerce and in October 2009, the company won the NMSDC's National Supplier of Year
Award .
Academic Background
Bachelor of Engineering- Computer Technology- GE College, Bhopal, India
Hewlett Packard- UNIX Systems Administration Certification
VisuaiWorks
- Smalltalk OOAD Certification
Various other trade certifications
Paul Neto - Vice President- Global Services
AREAS OF EXPERTISE
Team Leadership and Building • Workforce Planning • Social Media Recruiting • Staffing
Program Development and Best Practices • Sourcing, Interviewing and Selection Process
Design and Implementation. • Vendor and Agency Relationship Management • Global
Talent Acquisition • Employment Branding & Marketing • Client Relationship Management
and Negotiation • Staff Augmentation • Reporting and Metrics • Recruitment/Sourcing
Management • On-boarding • Training and Development • Applicant Tracking System (ATS)
Selection Implementation/Integration • Requisition & Offer Management • Candidate
Management • Assessment Tool Selection and Implementation • High Volume Recruiting •
Employee Referral Program Development & Implementation • Immigration (Visa and Green
Card Processi ng) • Benefits Administration and Management • HR Compliance
Management • Employee Relations • Compensation Management • Risk Management •
RPO Development and Deployment • Offshore Recruitment Center Development and
Management
(
PROFESSIONAL EXPERIENCE
03/14- Present- Vice President Global Services - GDKN Corporation
10/12- 03/14 - Vice President Global Services {Staffing), Tech link Systems, Inc.
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Hired to concurrently re-build the northern California operations and grow the India
operations.
Respo nsi ble for developing recruiting strategies for contingent staffing, RPO, and
managed services projects.
At Techlink he Grew Bangalore India location from 7 people to 22 and the northern
California location from 3 to 9 while simultaneously rebuilding our account base
from nearly ground-up.
Act as subject matter expert for global staffing, off-shore recruitment and sou rcing,
and RPO.
P&L responsibility for both cost centers.
7/12- 9/12, Senior Director, Global Talent Acquisition, Pro Unlimited
•
•
Responsible for managing all corporate hiring globally for PRO Unlimited and its
subsidiary RightSourcing.
Responsible for mana ging RightSourcing's contingent staffing team which supported
the RightSourcing client base nationally.
• Acted as subj ect m atter expert in supporting PRO's sa les team for RPO pricing,
program design, and deployment as needed.
• Migrated RightSourcing's contingent hiring ATS from MaxHire to Sendouts
(se lection, implementation, data integrity, training, admin istration).
• Worked with executive team and sen ior managers to overcome roadblocks and
improve hiring effectiveness.
•
Transitioned the recruiting function/team from supporting PRO nationally to
supporting both PRO and RightSourcing globally.
3/11- 7/12, Senior Director of Recruiting, Tea leaf Technology- San Francisco, CA.
•
Responsible for managing all corporate hiring throughout North America and
EM EA.
•
Responsible for overseeing HR comp liance, immigration, benefits, and
com pensation.
Manage Recru iters, Sou rce rs, HR Generalist, and HR Administ rator.
Implemented Taleo as an ATS and integrated it with our corporate website and
popular social networking sites including Linked In and Facebook.
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Developed campu s recruiting program from scratch .
Reduced cost per hire by nearly 200%.
Reduced time to fill by over 300%
Reduced dependency on outside vendors from 1 in 3 hires in 2010 to 1 in 11
hires in 2011.
Built sourcing/recruiting infrastructure from ground-up (tools, strategy, etc.).
Manage internal and external employee referral programs.
Developed a social recruiting program from scratch .
12/09-3/11, Vice President of Staffing, Meta byte Inc. - Fremont, CA.
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•
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Responsible for build ing and managing a global staffing infrastructure and
recruiting teams in the United States and India.
Doubled staff size with a continued projected growth rate of approximately 50%
for the 2011 calendar year.
Developed and manage staffing reports and metrics.
Metabyte tripled its revenue run-rate during my tenure.
Represent Metabyte as subject matter expert on staffing/hiring as a public
speaker and panelist at various industry events.
12/01-12/09, Techlink Systems, Inc. - San Francisco, CA.
6/04 - 12/09, Regional Vice President
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Responsible for overseeing the west ern region for Techlink Syst ems comprising
of offices in San Francisco, Chicago and Los Angeles.
Total Regional revenue was between 20M and 25M annually.
In strumental in having Techlink recognized as an INC 500 company in 2006 and
2007
Managed Branch and Division M anagers and teams of up to SO people.
Built an HR Services division from ground-up which had revi ew approaching 1M
within the first yea r.
Represe nted Tech link as a foundin g member of th e Supplier Advisory Board for
M anpower Corporation for 2 years, a first of its kind advisory board focusing on
staffing indu stry best practices and trends.
12/01 - 6/04 Branch Director
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Responsible for managing all operation al as pect s of the Sa n Franci sco Branch.
Re-built all aspect s of account management and recruiting in order to position
th e comp any to be successful in a changing industry land scape.
Generat ed a 300% revenu e increase in th e first 12 month s.
•
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Instrumental in Techlink becoming the 19th fastest growing company in the bay
area in 2002 (San Francisco Business Times) and one of the top 100 fastest
growing minority owned businesses in California.
Top Sales producer in 2002, 2003, and 2004 at Techlink, responsible for over
70% of the sales review generated by the San Francisco branch.
Hired and managed a staff of up to 20 employees.
1/01-12/01, Recruiting Manager, Covalent Technologies- San Francisco, CA.
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Responsible for managing all corporate hiring including the recruiting team and
external vendors.
Developed recruiting strategies, processes and procedures.
Negotiated vendor contracts and created official vendor list.
Managed, organized, and attended job fairs and recruiting networking events.
Managed internal and external employee referral programs.
Worked closely with executive staff and hiring managers to meet hiring
targets/needs.
Developed interview training curriculum and conducted interview training
classes.
6/00-1/01, Staffing Manager, Synapta Inc. (a subsidiary of Attachmate)- Palo Alto,CA.
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Re-vamped the recruiting organization and recruiting processes from the ground
up.
Launched extremely successful recruiting campaign including television, radio,
print, and web advertising.
Managed a team of Recruiters, Sourcers, and Coordinators.
Implemented and managed performance management process for the recruiting
team.
Negotiated all vendor contracts and created official vendor list.
Managed, organized, and attended job fairs and recruiting networking events.
Worked with executive staff and hiring managers to access hiring targets/needs
and resource allocations.
Conducted interview training an d managed the interview process.
Managed all immigration cases for the organization.
6/99-6/00, Recruiting Manager, Vividence Corporation- San Mateo, CA.
•
•
Built the recruiting department from ground-up for this Kliener Perkins Caufield
& Byers and Sequoia funded Internet start- up.
Assisted in building an HR infrastructure and migrating out ofTriNet.
•
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Managed internal recruiting team and external staffing agencies.
Evaluated and implemented recruiting search tools.
Negotiated all vendor contracts and created official vendor list.
Managed, organized, and attended job fairs and recru iting networking events.
Developed a campus recruiting program from scratch.
Managed all immigration cases for the organization.
Implemented and managed resume database.
Responsible for building Vividence from 20 employees to over 100 employees.
EDUCATION
•
Ca lifornia State University, East Bay - Liberal Studies, Sociology
•
Chabot College, Hayward - AA Liberal Studies
Donna Harris-Gill- Recruiting Operations Manager
Donna Harris-Gill is a results-oriented, strategic staffing manager with a proven ability to hire,
train and mentor staff while working a full time desk concurrently, combining both recruiting
and other project management activities.
Ms. Harris-Gill has been working with GDKN Corporation for the past 5 years.
Her major
responsibilities include:
• Management of the recruiting operations division which includes managing the full life cycle
of the recruiting process from training and managing recruiters through to ensuring that the
highest quality customer standards are achieved.
• Managing daily recruiting operations and a team of recruiters
• Establishing excellent professional working relationships with clients
• Reviewing and analyzing open requirements and ensuring that delivery of se rvice meets the
clients' expectations
• Coordinating specific branding/sourcing strategies tools based on geographic locations
• Creating e-networking/social networking process to increase the candidate funnel
• Communicating with clients to resolve issues
• Maintaining daily reporting with staff and clients
• Ongoing development of training material and updating of GDKN's computer based training
• Continuous evaluation and development of staff
Prior to joining GDKN, Miss Harris-Gill had responsibilities for management of operations,
human resou rces, recruiting, training and development, in her previous roles.
Accomplishments
•
•
•
•
•
•
•
•
Development of Computer Based Training at GDKN Corp.
Training and development of staff
Implementation of operational controls
Development of psychometric testing for senior management staff
Rolled out of strategic plan for fourteen business units which increased company's
efficiency
Development of logistics flow for Supply Chain Department
Developed metric reports from Salesforce for the Sales team
Preparation of responses to severa l RFPs that have won awards
Work History
•
•
•
GDKN Corporation
Concord Camera Corporation
Cable & Wireless
Academic Background
•
•
Masters in Business Administration
Bachelor of Science- Management
Doreen Esparza
Doreen Esparza has been the Accounts Receivable and Financial Compliance Manager at
GDKN since 2012. She has 8 years of accounting experience with expertise in full-charge
accounting and tax preparation. She currently holds a Bachelors of Science Degree in
Accounting and is on route to complete her Master's with concentration in Public
Accounting. The Master's program is geared to prepare Ms. Esparza for the career as a
Certified Public Accountant. As of 2012 Ms. Esparza has been qualified by the Florida
Board of Accountancy to sit for the CPA examination.
In 2005 Ms. Esparza was employed at Gordon L. Schwieger, CPA as an accounting
apprentice. She was mentored and trained by Gordon L. Schwieger who has more than
40 years of public accountancy experience. After 2 years of training, Ms. Esparza was
promoted to Staff Accountant providing support to clients in all areas of financial
recording and reporting, and tax planning and preparation. As a Staff Accountant Ms.
Esparza managed several client accounts, assisting with the preparation of tax and
accounting reporting requirements for corporations, partnerships and not-for profits,
according to Generally Accepted Accounting Principles and current IRS tax regulations.
M s. Esparza was a Staff Accountant to Gordon L. Schwieger, CPA for over 6 years.
In 2012, GDKN Corporation acquired Doreen Esparza to manage and expand its
accounting department. As the Accounts Receivable and Financial Compliance manager,
Ms. Esparza has worked close ly with Executive Management to develop policies and
procedures to improve the overall work flow of transactions to properly record and
report necessary financial statements. Ms. Esparza has led her team to successfully
accomplish a significant reduction of number of days outstanding as well as accounts
receivable turnover ratios. Ms. Esparza is also in charge of supervising the accounting
department for the Canadian Branch with GDKN
Christine Carr
Christine Carr has recently joined GDKN Corporation as HR Manager and Onboarding Manager.
She comes with a decade of HR Management experience combined with 15 years of Office
Management. She obtained her Professional in Human Resources (PHR) Certification from
Nova University and continues to stay current on the many updates to HR compliance laws and
mandated changes. Christine is a member of the Society of Human Resources Management
(SHRM) and the local chapter of Human Resources Association of Broward County (HRABC).
Prior to joining GDKN, Christine was employed at U.S. Imaging Solutions initially as Office
Manager and within one year promoted to HR Manager as she single-handedly turned around a
struggling Human Resources department from ground up, establishing company policies and
strategies to help benefit overall operational health. Christine was responsible for all aspects of
HR including payroll, benefits, employee relations, workman's comp as well as developed
compa ny new hire process and retention strategies. As Office Manager, Christine's primary
focus was supporting all company operations to achieve organizational objectives while
maintaining customer relations and overall quality assurance. During her 15+ year history in
operations, administration and HR Management, Christine delivers a high degree of personal
drive and work ethic to deliver valuable solutions and improvements to aid in company success.
Since joining GDKN, Christine has assisted in fine-tuning existing processes within HR and
GDKN's Onboarding System to ensure efficiency and accuracy. She manages a team both
locally and India-based and works regularly with the recruitment department with a common
goal of improving the new hire process from initiation to completion. Her focus extends to
em ployee benefits, establishing company policies and procedu res, employee relations and
researching affordable healthcare solutions while ensuring strict ACA compliance.
Maritza Saxe - Payroll Manager
Key Accomplishments
• From creation to implementation of TEEMS software
• Training for TEEMS software
• Implemented new software for payroll processing and record keeping
• Completed payroll with 2,000 hours to as much as 25,000 hours
• Redesigned office improving office productivity & customer service
•
•
•
•
Transitioned office management change without down time
Bilingual (English/Spanish} - Spoken & Written
Opened, structured, and established an efficient doctor's office
Created employee application, manual and guidelines for employees
Maritza has 20 years experience in office administration, ten of those years specializing in
Contributing team member where her
Human Resources and Payroll Administration.
experience can be a significant factor in helping achieve the company goals. Dedicated, team
player, dependable, quick learner, work independently, and meet deadlines.
•
•
•
•
•
•
•
•
Accurately record, calculate and processes bi weekly payroll for 30-500 employees and
contractors (different events and locations, hard sites).
M aintain organization's personnel files and policies.
Oversee compensation programs to ensure regulatory compliance and competitive salary
levels.
Evaluate procedures and technology solutions to improve human resources data
management, implemented paperless office.
Assisted the Director in managing of the Human Resources Dept
Account Receivable, Accounts Payable
Bank Reconciliations and petty cash .
Ordered and maintain inventory for office supplies and uniforms
Knowledge of all office positions for vacations and time off
Strong knowledge and experience with Excet Word, Outlook skills
Overseeing all other aspect for the successful daily operations of the busin ess.
•
•
•
•
Management of th e Human Resource Department
Synchronize staff development and meetin gs
Processing payroll for 80-500 employees
Coordinated grievances and m ediated employee counse lin g sessions
•
•
•
Work History
Academic Background
Accurate Event Group
M arcone Nissan of Delray
Eldo n L W ebb, MD PA
Bachelor's Degree in Business M gmt.
TAB 12- REFERENCES
Below are four references:
Project Name
Temporary Staffing Services
Address of Project
8120 Nations Way Building 100
Jacksonville, FL-32256, USA
2101 Maryland Circle
Tallahassee, FL-32303, USA
Project Type
IT; Professional Services; Office Administrative/Clerical
Cost
$1M-$2M
Completion Date
In progress
Company
Address of Company
Broward College Property Insurance
2101 Maryland Circle,
Tallahassee, FL 32303
Contact Name
Huw O' Callaghan
Contact Email Address
Huw.O' Callaghan@Broward Collegefla.com
Contact Phone Number
850-521-8336
Contact Fax Number
888-392-6739
Project Name
Address of Project
Library of Professional Information Technology Services
2601 W. Broward Blvd.,
Fort Lauderdale, FL 33312
Project Type
IT
Cost
$300,000- $500,000
Completion Date
In Progress
Company
Broward Sheriffs Office
Address of Company
2601 W . Broward Blvd.,
Fort Lauderdale, FL 33312
Contact Name
Rick Torres
[email protected]
954-831-8170
Contact Fax Number
954-765-4006
Project Name
IT Consultant Services
Address of Project
5680 S.W . 87th Avenue
M iami, FL-33173, USA
Project Type
IT
Cost
$1M-$2M
Completion Date
In Progress
Company
Miami Dade County
Address of Company
5680 S.W. 87th Avenue, Miami, Florida 33173
Contact Name
Santiago Pastoriza
[email protected]
(305) 375-1084
Contact Fax Number
305-375-5688
Project Name
Temporary Employment Services
Address of Project
Throughout the State of Florida
Office Administrative/Clerical and IT
Project Type
Cost
$500,000- $1M
Completion Date
In Progress
Company
Florida Department of Corrections
Address of Company
501 S. Calhoun Street, Tallahassee, FL 32399-2500
Contact Name
Keren sa Lockwood
[email protected] .fl.us
850 717 3131
Contact Fax Number
(850) 922-2238
TAB 13 - ORGANIZATIONAL CHART
Below is the GDKN's organizational chart:
President &CEO
V"KeNarang
ExecutiYe V"Ke Preside11t
JayNarang
ao
CPA
Rid Porras
Ram Ramochandtan
V"Ke President -Global
Semces
PauiNeta
I
Operations Manager
Olxeen Espana
I
Payroll Manager
MoritzoSoxe
I
I
Reauiting
Operations Mgr.
OOIIno Hams-Gil
Business DeYelcpment
Manager
(Vaant)
I
filandal
Comptiance
Manager
Natalia Goukassian
Acrount Managen
(6)
J
Reauitefl
(20)
HRManager
Christine Co"
I
I
QualityAsS~.J~a~Ke
Manger
Indy Seertrisenjee
Onboardil'€ Team
(S)
TEAM MEMBERS: KEY PERSONNEL THAT WILL ASSIST WITH THE PROVISION OF SERVICE TO
BROWARD COLLEGE
The team members who will work on this project have several years of experience combined,
working in the staffing industry. Below is a breakdown of the roles and responsibilities for each
person .
•.........................................................................
ITASK BREAKDOWN
······· · ····· · ·······························-· · ··· · · · · ·························································· ·············~ -
... -·-······································..············ ............................................................... .
We plan that Paul Neto will be the primary Single Point of Contact for Broward College. He will
be backed by a support team of highly qualified individuals that will be available on his cue to
address any of Broward College's temporary staffing needs. We have found this approach to
be very successful with some of our other clients. However, if Broward College prefers more
than 1 point of contact, GDKN will gladly facilitate the need.
The Broward College
Single Point of Contact at GDKN
@
GOIN
/
ISALES TEAM
The Sales Team under Paul Neto's leadership will :
Provide supervision/monitoring of assigned temporary staff as
necessary
Handle temporary staff disputes as necessary
Ensure that all of Broward College's needs for resou rces are met
within the timeline provided and within budget.
Contact Details:
Name:
Paul Neto
Title :
Vice President- Sales and Recruiting
1779 North University Drive, Suite 102, Pembroke Pines, FL
Address :
33024
Work Phone:
(954) 985-6650 x 248; Toll Free (877) GET-GDKN x 248
Cell Phone:
(954) 881-9920
Email address:
[email protected]
IRECRUITING TEAM
The Recruiting Team under Donna Harris-Gill's leadership will :
Ensure that qualified temporary workers are provided to Broward
College in a timely and cost effective manner at their requisite
locations, for, but not limited to the following job categories:
Administration, Finance, Information Technology.
Work with Representative from the College to get clarification on any
requirement for which additional information is needed.
Ensure that all potential temporary workers are properly prepped
prior to an interview.
Replace, within 48 hours of notification, at no expense to Broward
College, any temporary worker that is not performing satisfactorily.
Contact Details:
Nam e:
Donna Harris-G ill
Title:
Recruiting Operations M anager
Address:
33024
Work Phone:
Ce ll Phone:
(954) 885 9920
Email address:
[email protected]
IPAYROLL AND ACCOUNTING TEAM S
Payroll and Accounting under Maritza Saxe/sand Doreen Esparza/s leadership the team will :
Provide reporting information that may become necessa ry during the
contract term/ including but not limited to : a list of temporary staff
that will be provided to Broward College under this contract/
individual wage reports/ history of wage increases/ monthly and
annual reporting request s/ etc.
Perform administration and maintenance of all employment and
payroll records/ payroll processing/ remittance of payroll and taxes/
including the provision of payroll time sheets/ checks/ and delivery of
checks .
Provide login details to temporary worker for input of their weekly
time sheets into our Time Entry Employment Management System
(TEEMS).
Ensure that invoices are accurate and are submitted to the College
within the required time frame.
Ensure that all supporting documentation that justify prices for all
services invoiced/ are kept for at least five (5) years after completion
of this contract.
Contact Details:
Name:
Maritza Saxe
Title:
Payroll Manager
1779 North University Drive1 Suite 102 Pembroke Pin es/ FL
1
Address:
33024
Work Phone:
{954) 985-6650 x 227; Toll Free {877) GET-GDKN x 227
Ema il address:
[email protected]
Contact Details:
Name:
Doreen Esparza
Title:
Operations and Accounting M anager
1779 North University Drive/ Suite 102 Pembroke Pines/ FL
1
Address:
33024
Work Phone:
(954) 985-6650 x 223; Toll Free {877) GET-GDKN x 223
Email address:
Desparza@gd kn.com
IHR/QUALITY ASSURANCE TEAMS
The HR and Quality Assurance teams under Christine Carr's leadership will provide the
following services to each employee assigned to Broward College :
E-Verify each employee to verify their employment eligibility.
Provide services including but not limited to hiring, firing, counse ling,
reprimands, and absences.
Provide follow-up service to ensure that all temporary staff is
performing satisfactorily.
Provide notification of temporary staff leave/projected absences to
Program Manager.
Drug Test each employee- 5 or 10 panel dependent on the request
of Broward College.
FDLE background check each employee. Other background checks
include seven year nationwide
background checks with service
provider Hireright.
Ensure that each temporary staff completes and signs non-disclosure
and
confidentiality agreements
(if necessary)
prohibiting the
temporary worker from sharing GDKN and its client Broward
College's proprietary information with any third party.
Provide an orientation of GDKN benefits, procedures and philoso phy
as outlined in the GDKN Handbook.
Benefits include access to
health, dental, and life insurance and GDKN's 401K plan.
Ensure that Broward College's mandated forms, if any, are presented
and duly signed by all temporary workers prior to st art of their
assignments.
Provide Broward College's policy and procedure orientation to new
temporary workers, as deem necessary by the College.
Coordinate direct deposit of temporary workers' pay, at no cost to
them .
Contact Details:
Nam e:
Christine Carr
Title:
HR Manager
Address:
33024
Work Phone:
Email address:
[email protected]
l"l:·E·G·A·L··&····c:c;·R·r;·; ·R·Ar·E·· c:c;·M·P. L·i·A·N·c:-E";··················..········································································································································································
Legal and corporate compliance will be handled by Jay Narang working with legal counsel Ellen
Leibovitch. They will ensure corporate compliance with all State and Federal laws.
Contact Details:
Name:
Jay Narang
Title :
Executive Vice President
Address:
33024
Work Phone:
Email address:
[email protected]
TAB 14- LITIGATION HISTORY
No litigation or regulatory action has been filed against GDKN.
TAB 15- PROPOSED METHODOLOGY
RECRUITING , SELECTING , TRAINING AND EVA LUATION
Outlined below is the proposed recruiting methodology to provide Broward College with
temporary staff augmentation services.
,.
.................................................................................., _ , , _,,,..........................................................................-..- ...............................................................................................................................................
!EVALUAT ION/INTERVIEW/ACCEPTANCE PROCESS
If awarded the opportunity to serve Broward College under RFP#2014-290-DD:
~
GDKN's team will meet with Broward College to determine the requirements for each
assignment.
~ GDKN's team will set-up interviews with Broward College's staff to evaluate the
candidates' level of competency required for the assignment. Examples of test s
conducted are as follows:
o Administration: typing speed and accuracy, business writing, data entry speed
and accuracy, e-mail etiquette, etc.
o Finance: cost accounting, accounts receivable and payable, payroll, advance
accounting, financial analysis, etc.
o Information Technology: various software applications test s
~
~
~
~
~
~
~
GDKN's team will perform professional reference checks on each individual professional.
GDKN's team will determine the potential candidates' legal employment
status/eligibility and will ensure that only eligible individuals are forwarded to Broward
College.
Prior to a candidate's interview with Broward College, GDKN's team will submit a copy
of the necessary certification/licenses and/or degrees and a copy of each interviewee's
resume that verifies qualifications.
GDKN's team will facilitate screen ing of resumes with Broward College and will schedule
interviews with Broward College for qualified professionals prese nted by GDKN.
GDKN understands and acknowledges that Broward College reserves the right to accept
or reject the interviewee(s) for the proposed assignment based upon the result of the
screening process.
GDKN wi ll do Florida Department of Law Enforcement (FDLE) criminal background check
or any other type of background check process on temporary employees prior to the
start of their assignment. A copy will be provided to the College.
GDKN's team promises to ensure that t emporary workers accepted by the College
agree to all the terms, conditions of employment with the College.
: GDKN'S RECRUITMENT CYCLE INCLUD ING RCRMS (HOME GROWN CUSTOM ATS)
Communication with the client is an extremely important ingredient in ensuring the success of
our relationship with our clients.
At GDKN we listen, learn, and then co-create solutions to our customers' needs. GDKN solves
client problems through a durable infrastructure and powerful methodologies. We deliver
profitable resu lts that accelerate our clients' competitive advantage.
Communication is the key to success. It is imperative that the lines of communication are open
not only between GDKN and the client management but also with the representatives of the
end-user-community. The use of project methodologies, and associated checklists ensures duediligence on the part of the GDKN team members and ensures that all the t's are crossed and i's
are dotted .
If in doubt about any of the customer recruitment needs we contact the responsible client
employee to seek clarification. We utilize a template to ask questions from the customer about
the resource they seek. Some of the example questions in the template are:
• Skill set sought
• Bu siness Area expertise sought
• Knowledge of tools sought
• Communication skill level required
•
Required Vs Desired skills etc..... .
This helps us in narrowing down our search criteria to deliver most accurate results. Once we
deliver the choices of potential candidate resumes, GDKN then communicates with the
customer manager to ensure that we are meeting their expectations. If there are any concerns
at that point we then document and act on resolving those concerns to deliver the right results
to our customers. Documentation is important every step of the way so that we avoid the same
issues in the future.
Commun ication with each of th e stakeholder is maintained through period ic status meetings
and reports.
We conduct a thorough screening upfront, to reduce the likelihood of errors. We list below the
steps that comprise our recruitment methodology.
•..........................._................_. ..................................................................... ...... .............................................................................................................................................. .
! THOROUGH REQUIREMENT ASSESSMENT
GDKN provides a single point of contact to each customer. Our Client Liaisons are very busin ess
sawy and they have a very good understanding of the marketplace. They conduct an extensive
assessment ofthe client requirements by:
(a) reviewing the client requirements and then
(b) by interviewing the client manager to better understand the project requirements, the work
environment, etc.
We list below some of the logical steps of our process
o Discuss and understand the resource requirements with Client Manager
o Create a Skills Matrix by extracting the relevant information from the
requirement details received from Broward College.
o Create a job description and add that to our proprietary home grown Order
Management System (see an example below)
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iSEARCH FOR THE RIGHT CANDIDATE
The above assessment process provides our recruiters with all the information they need to
start searching for the right candidate. GDKN's recruiters gather the information provided by
its clients and start the search for the best candidate, to fit the client's requirements.
At GDKN we use state of the art techniques to search for the candidates. GDKN has a
proprietary state-of-the-art recruiting software application and an in-house top-of the line
successfu l, recruiting division with access to several job-boards such as Monster, Dice, Hotjobs,
CareerBuilder, The Ladders, Beyond .com etc. GDKN also utilizes government unemployment
agencies such as Workforce One, Craig's List, social networking sites such as Linked-In,
Facebook, Twitter, etc. In addition, GDKN has state-of-the- art Business Intelligence (BI) tools
which have the ability to data-mine resources from its internal databases with close to one
million resumes. This provides efficient and effective resume search and improves efficiency
in recruiting by increasing our recruiters' ability to quickly find qualified candidates. The Bl
tools enable significant reduction in sourcing time by eliminating/ reducing 'false positives',
resulting in truly qualified candidates quickly. The Bl tools also enable our recruiters to move
beyond key word search and identify talent based on what the candidates are capable of
doing, not just the words they place in their resumes/profiles.
GDKN's recruiters also use its proprietary state-of-the-art web-based recruiting software
application which allows them to track the client-needs and candidates for those needs. They
also use this system for planning and managing their day-to-day tasks to ensure the process of
recruitment for client-needs runs smooth ly. Management reports available through this system
allow the Recruiting Manager to be on top of all the recruiters and ensure that nothing falls
through the cracks.
This proprietary management system is maintained by in-house technical support at GDKN and
enhancements are made, as the market evolves to improve the processes and ensure that our
clients are served in the best possible way.
Advertisements in the trade publications, Job fairs, flyers and our business alliances all over the
country are some of the other ways that are used to look for the perfect fit for every client
requirement. All in all we do not leave any stone unturned.
All in all we do not leave any ston e unturned.
PR E-SC REEN ING
On ce the candidates are identified, GDKN's Recruiters then conduct a pre-screening to ensure
that each candidate m eet s the minimum proficiency necessary for the client requirement in the
areas of work experience, education and training. This may include online skills assessment
testing. A check list of suggested question s is then utilized for this effort.
.......................................................................................................................................................................................................................... .............................................................................................................
ICUSTOMER SERVICE SCREEN ING
Upon passing the pre-screening each candidate is interviewed by GDKN's Client Relation
Executives who extensively examine the candidate's work history, customer orientation skills,
professionalism, reliability, flexibility, positive attitude and team attitude. A check list of
suggested questions is then utilized for this effort.
;
.......................................................................................................................................................................................................................................................................................................................................
I TECHNICAL SCREENING
The eligible candidates filtered through the above process are then interviewed by our
technical managers or consultants who are proficient in the areas of expertise involved. This
three tier process eliminates the undesirable resources.
: .........................................................................................................................................................................................................................
___
....................- - -·--···-···---············..........- ......_,
I E-CONSENT, FINALIZE INITIAL AGREEMENT WITH THE CONSULTANT
Candidate that makes it out successfully from the above screening process is then sent an
Electronic Consent From (a web-link is sent). The candidate then logs-in and signs the Consent
Form in compliance with the ESIGN Act and UETA, where we capture and record the
Timestamp, Physical Location and IP Address of the candidate. This electronically signed
consent form provides us the candidate's authorization to present their resume to FOOT and
proceed to the next steps in our screening process.
Before presenting the candidate to our clients, this consent form enables us to finalize the
negotiations, and ensures that the candidate understands client's benefits, compensation plan,
philosophy etc. We realize that effective commun ication with both our candidates and our
clients is the key to a successfu l bu siness relationship.
············--·············--........-................................................................................................_________,,,........................................................._,
j SKI LLS TESTING AND ASSESSMENT
_____.............................................................................................
Each individual candid ate is required to go through a skills assessment process. This assessment
ranges from online testing for more technically demanding positions to typing speed test s,
computer skills test, phone interviews for other positions. We have several proprietary online
testing tools available to us that are used to conduct these test , such as 'Prove-it' testing. The
test s are done in the various job areas such as Administration, Finance, Information
Technology .
...................................................................... .................................................................................................................................................................................................................................................................
ICLIENT INTERVIEWS
We arrange candidate interviews directly with the client's personnel once we have
accomplished a positive eva luati on of the ca ndidate. An initial phone interview is typically
arranged, followed by a face-to-face interview if required.
FINAL SCREENING PROCESS
GDKN is a drug free and safe (crime free) workplace. We take safety of our employees and our
clients VERY SERIOUSLY. Hence, we conduct the following checks as a part of our pre-hire
process:
);>
Three References (minimum)
);>
Thorough Background Check (7 Year)
);>
FDLE Background Check
);>
Drug Screen
);>
Employment Eligibility Verification (E-Verify)
These checks can be altered to suit the needs of Broward College.
Process Flow of the Recruiting Cycle at GDKN
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ORIENTATION OF NEW EMPLOYEES
Coordinating an orientation program for new employees (also referred to as onboarding) is an
important step to help introduce new employees to our team, familiarize them with the
workplace, and create a positive first impression. Employee orientation helps to increase
retention and enhance employee productivity.
Below is our New Employee Orientation Checklist:
CHECKLIST - ORIENTATION FOR NEW EMPLOYEES
INTRODUCTION TO THE COMPANY
_ _ _Welcome
_ _ _ Description of the company:
•
•
•
•
•
Mission, Vision, Philosophy
Hours of Operation
The importance of quality service
Goals
Organizational Structure
POLICIES AND PROCEDURES
_ _ _Explain dress code
_ _ _Ensure that biometrics is done and employee knows how to sign in and out of the
building
_ _ _ Review amount of sick time, holiday time, personal time and vacation time as
applicable
_ _ _ Review of Benefits - 401K, Health, Dental, other applicable insurance
_ _ _ Explain out of office procedures- who to call if unable to attend work
_ _ _Explain time off request proced ure
_ _ _Explain rules on personal t elephone use
_ _ _Review disciplinary guidelines
_ _ _ Review teamwork policy
_ _ _ Review Employee Performance Appraisal system
_ _ _Ensure that em ployee acknowledges receipt of Employee Handbook
The employment handbook is attached under separate cover.
SUPERVISORY PLAN
We share with you some of our internal processes and procedures. At GDKN the supervisory
plan comprises of following 4 components:
•
Reward good performance
•
Proactively identify the problem and take appropriate action
•
Progressive discipline
•
Just cause self audit
•···················································································································
IREWARD GOOD PERFORMANCE
...........................................................................................................................................................................................................
We believe that rewarding top performers not only is the right thing to do but it makes
business sense. Rewarding good performance encourages others to learn from the example of
the successful employees. It's not only an incentive to the employee receiving the reward to
keep up the good work they do but, also an incentive for others to achieve the same level of
performance. We have set procedures and measurement metrics for our in-house employees.
We will be glad to work with the Broward College managers to develop a similar program for
the temporary staff at their facilities.
I PRO ACTIVE LY I DENTIFY THE PROBLEM A ND TAKE APPROPR IATE ACTION
When facing a performance discrepancy (a gap between expectations and actual performance}
we ensure that employees have:
1. The performance standards the training the direction, and
2. The feedback to do the job before moving to disciplinary actions.
We create a Performance Improvement Plan if we feel additional information is necessary in
any of these four areas. If we feel confident that we have provided each of these opportunities
to our employees, then we have addressed our supervisory responsibilities. If a performance
discrepancy still exist s with a particular employee we :
1.
2.
3.
4.
5.
6.
Make it explicitly clear to the employee what is expected
Repeat the performance standards to the employee
Enforce the performance standards
Document the performance discrepancy and actions we have taken, and then
Begin the Progressive Disciplin e Process
Apply th e stand ards of Just Cause.
Each situation can be classified in one of the category most similar to the problem :
•
•
•
•
•
•
•
•
Missed deadlines
Attendance-related issues (unscheduled absences, excessive absences, tardiness}
Poor quality work
Inappropriate behavior
Insubordination
Not doing enough work
Personality conflicts
Rule Violation (dress codes, call-in procedures, break-times, departmental policy
violations, using phone inappropriately, etc}.
:·······························································································································································..··········-································································································--············································-·······
l PROGRESSIVE DISCIP LIN E
We adopt a progressive discip line approach towards employees that violate GDKN's policies.
Progressive discipline is the process of using increasingly severe steps or measures when an
employee fails to correct a problem after being given a reasonable opportunity to do so. The
underlying principle of sound progressive discipline is to use the least severe action that we
believe is necessary to correct the undesirable situation. We increase the severity of the action
only if the condition is not corrected.
Some guidelines we take into consideration are:
•
•
•
•
•
Thoroughly investigate the situation which includes obtaining the employee's
explanation or response prior to administering discipline.
Document the process and resu lts of our investigation.
It is acceptable to repeat a step if we feel that it will correct the problem . This may be
the case if some time has passed since it was last necessary to address the issue and the
situation has only recently reappeared. Or perhaps, the employee misunderstood or we
feel there is value in doing it again in a clearer fashion . If repeating the step works, the
situation has been resolved without escalating it unnecessarily. However, we remain
aware that an employee may be led to believe that nothing worse will happen if we
continually repeat a step. If repeating a step does not resolve the problem, we can then
move on to a higher step.
The goal is to modify the unacceptable behavior or improve the performance. The goal
is not to punish the employee but to more strongly alert the employee of the need to
correct the problem.
There is no rigid set of steps nor is there an inflexible rule that all steps must be
followed before terminating an em ployee. The circumstances of each case and our
judgment as to the least severe action that is necessary to correct the situation will help
determine which step to use.
•
•
•
Early, less stringent, measures are skipped for serious offenses such as theft, fighting,
drug or alcohol use or sale. All steps are typically used for attendance or general work
performance problems.
While usually unnecessary, it is acceptable to have a witness or note taker present when
meeting with the employee during the progressive discipline process. Our witness/note
taker should never be a peer of the emp loyee. GDKN's policy permits the employee to
have a witness if he or she wishes.
Human Resources is available for consultation at any step of the process, but it is
especially important at the steps of suspension and termination .
Essential elements of each progressive discipline step
Disciplinary actions are often overturned completely or reduced to a lesser level when any of
the essential elements of progressive discipline are missing.
•
•
•
The employee is explicitly informed of the unacceptable behavior or performance and is
given specific work-related examples. It is not sufficient to assume that the employee
knows what the problem is.
Explaining acceptable behavior or performance standards and give the employee
reasonable time to comply. This may be a longer time frame if a skill needs to be
learned or a shorter time frame if it is a behavior to be changed.
The employee is informed of the consequences of failing to comply. This is not a threat,
rather it gives the employee reasonable expectations of the consequences if change
does not occur.
These three essential elements need to be present at each step of progressive discipline and
are discussed prior to taking disciplinary action.
Typical progressive disciplinary steps :
Cou nseling/ Verbal Warning
Written warning
Termination/Dismissal
Counseling/ Verbal Warning
Counseling is usually the initial step.
• We conduct the whole counseling session in a "low-key" manner. We are friendly, yet
firm.
• This discussion is done in private. We tell the employee the purpose for the discussion.
Identify the problem.
• We try not to be mechanical or read from a piece of paper. We have documentation
available to serve as a basis for the discussion.
• We seek the input from the employee about the cause of the problem.
•
Where possible we jointly identify a solution to the problem; otherwise, we identify
your desired solution.
• We clarify the employee 's understa nding of our expectations concerning the situation.
• We let the employee know that possible disciplinary action may follow if the problem is
not corrected .
• We try to get a commitment from the employee to resolve the problem.
• We schedule follow up with the employee. Provide feedback. Let the employee know
how he/she is progressing on solving the problem.
Considerations:
Counseling sessions are used to bring a problem to the attention of the employee before it
becomes so serious that it has to become part of a written warning and placed in the
employee's file.
The purpose of this discussion is to alleviate any misunderstandings and clarify the direction for
necessary and successful correction . Most "discipline" problems are solved at this stage.
If some progress is seen, this counseling step can be repeated to allow the employee full
opportunity to correct the problem.
It is not necessary to document the counseling session as it is considered an informal step in
progressive discipline. However, a brief statement confirming the subject matter discussed and
the agreed upon course of action to correct the problem can be noted in a short memo to the
employee.
Written warning
•
•
•
•
•
We initiate this step by repeating the process used in the counseling step, i.e., talking
before preparing any written action.
After this discussion, we prepare the written warning. Build in information, responses,
and commitments made in the discussion.
The written warning will have three parts:
o A statement about the past, reviewing the employee's history with respect to
the problem.
o A statement about the present, describing the who, what, when, etc. of the
current situation, including the employee's explanation.
o A statement of the future, describing our expectations and the consequences of
continued failure.
The warning is addressed to the employee.
This step may be repeated with stronger consequence statements. Examples range from
a statement that failure to correct this situation "may lead to further disciplinary action"
to a statement that "this is a final warning and failure to correct the problem will lead to
discharge."
Termination
•
•
•
•
•
This is the last step of GDKN's progressive disci pline system and is used when earlier
steps have not produced the needed re sults.
A discussion with the employee must occur before a final determination is reached. We
inform the employee about the nature of the problem. See sequence described under
co un seling.
The employee must be given an opportunity to explain his or her action and to provide
information.
If the employee takes this opportunity, we must investigate where appropriate an d give
consideration to the information provided .
A written notice of termination is prepared after the discussion and considerat ion of all
available information.
J··············..··················································································································· ····························•·······•···•·····················································································•····································································
i JUST CA USE SE LF AUD IT
GDKN's personnel policies provide that employees will only be disciplined for just cause. Establishing just
cause means; having legitimate reason to invoke formal discipline. Disciplinary actions are frequently
overturned completely or reduced to a lesser level if even one of these elements does not
exist. However, there are occasional situations in which such serious issues arise that termination is
merited.
A self-audit to determine if just cause exists
We adopt the method of answering yes or no to each question on the audit. A "yes" response to all
seven questions indicates that just cause for discipline does likely exist, however just cause may
occasionally exist even if fewer t han all seve n are answered in the affirmative.
1. Adequate warning
Did the employee know or should the employee have known that the behavior could
result in disciplinary action?
2. Reasonable, related rules
Was the rule or order reasonable, safe, and related to GDKN's needs?
3. Fair investigation
Did we conduct a thorough investigation of the facts and circumstances--including the
em ployee's explanation and/or evidence--prior to administering discipline? Was the
investigation conducted in a timely, fair and objective manner?
4. Substantial proof
Is there substantial proof for our case?
5. Equitable treatment and past practice
Have the rules, orders, and penalties been consistently applied to this and other
employees in the past?
6. Appropriateness of discipline
Was the discipline related to the seriousness of the offense, to the employee's record,
and to the employee's level of responsibility within GDKN?
7. Meeting with the employee
Was the employee provided an opportunity to be heard, to present evidence, give
statements, etc.? In cases of termination or other loss of pay situations, this opportunity
is required prior to taking action.
!'"E·M·PLovEi.E.vA.i:.u.Ar·i·o·N·F·a·R·M. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .... . . .... . . . . . . . . . . . . ..
Attached is copy of employee evaluation form .
EMPLOYEE TRAINING PROGRAMS
As a potential client most firms will tell you what they can do for you. How do we actually do it
is the unique insight into our operations.
At GDKN we provide a climate where employees are continually developing their skills and are
committed to meeting, and exceeding client expectations. We invest a significant portion of
our gross income on training our employees to continually improve efficiency and productivity
while maintaining the professionalism required for conducting business in a competitive
marketplace. This enables the employees to stay abreast with the latest technologies and new
developments.
In order to ensure that our employees are equipped to meet the challenges of the changing
times GDKN has instituted an R&D team of excellence that is constantly researching to find
effective and efficient ways to perform day to day tasks. This team then makes
recommendations that are reviewed by our senior management team. Once approved, our
Training Development Analysts develop WBTs and other training material to prepare our
teams to use the new methods while our IT team prepares to deploy the same into our
production environment.
We provide below screenshots of such a WBT for our proprietary RCRMS. New versions of this
WBT are available every 3-4 months. As a result of our continuous training programs GDKN has
been able to continually improve its processes and enhance the delivery to our clients.
Moreover, this keeps our staff motivated thus allowing us to maintain a low attrition rate.
Annual Performance Evaluation
((_!)
Page 1
GDKN
Employee
Supervisor
Hire Date
Job Title
Department
Review Date
1.
PERFORMANCE REVIEW FACTORS
A.
JOB KNOWLEDGE
0 Poor - Unable to complete job duties, poor understand of job
0 Less than Satisfactory - Lacks knowledge of some phases of work
0 Satisfactory - - Has adequate grasp of job requirements
0 Very Good - Understands all phases of work
0 Superior - Has completely mastered job, strives to learn more/improve job skills
OBSERVATIONS
B.
INDUSTRY/BUSINESS "GDKN" KNOWLEDGE
0 Poor- unable to assimilate to GDKN Corporate Culture; doesn't understand business model
0 Less than Satisfactory - needs to better understand our business
0 Satisfactory - Understands GDKN's needs
0 Very Good - Still needs some coaching and direction
0 Superior- Needs very little coaching and direction; Represents GDKN in proper manner
OBSERVATIONS
C.
QUALITY (correctness, completeness, and accuracy of work duties performed)
0 Poor- Makes frequent and recurrent errors; does not understand job requirements
0 Less than Satisfactory - Makes above average number of errors
0 Satisfactory - Usually accurate makes minimum number of mistakes
Very Good - Requires little supervision, is exact and precise most of the time, seldom makes
0
errors
0 Superior- Requires minimum of supervision, consistently thorough and accurate
OBSERVATIONS
D.
QUANTITY OF WORK (amount of calls /appointments/placements made during workday)
0 Poor - Not enough calls , placements and appointments being made
0 Less than Satisfactory - not enough income producing activity
0 Satisfactory - making break-even placements
0 Very Good - consistent follow up on leads and calls , making sales goals
0 Superior - Placing qualified candidates in positions; exceeding sales goals
OBSERVATIONS
2014 CCL Performance Review
(CJ)
Page 2
GDKN
E.
RESPONSIBILITY & DEPENDABILITY (willingness to take on assignments and be held accountable)
D Poor- Unable to complete job duties, poor understand of job
D Less than Satisfactory - Lacks knowledge of some phases of work
D Satisfactory-- Takes care of necessary tasks; completes them with reasonable promptness
D Very Good- Reliable , requires little supervision, carries through effectively
D Superior- Requires minimum of supervision, seeks additional responsibility; is very reliable
OBSERVATIONS
F.
EFFECTIVE USE OF TIME (ability to organize , prioritize and schedule)
D Poor- does not qualify and quantify income producing tasks as priority
D Less than Satisfactory - Difficulty in determining priority and schedule of duties
D Satisfactory - Completes assignments within time expected, meets schedules
D Very Good - Plans skillfully, handles unusual situations
D Superior - Extremely capable in coordinating tasks in changing situations
OBSERVATIONS
~-
INITIATIVE (origination and development of vital job procedures)
D Poor- Unwilling to demonstrate interest in gaining new knowledge
D Less than Satisfactory D Satisfactory - Follows formal instructions as necessary
D Very Good - Seeks additional knowledge pertaining to job
D Superior- Thinks "outside the box"; Develops new ideas and methods to improve quality of results
OBSERVATIONS
H.
INTERPERSONAL RELATIONS (communication and cooperation with fellow employees & Clients)
D Poor- Fails to consider others, not courteous, lacks understanding
D Less than Satisfactory - Sometimes rigid and defensive, does not foster good working relationships
D Satisfactory - Adapts self to others and to most situations, seeks guidance when needed
D Very Good - very cooperative and considerate of others, gives a positive image
D Superior - Goes out of way to promote good interpersonal relations ; proactive
OBSERVATIONS
I.
ATTENDANCE AND PUNCTUALITY (conformity to work hours; timely attendance at meetings)
D Poor - Absent often, frequently late, chronic offender
D Less than Satisfactory- Lax in attendance or reporting time, allows personal factors to interfere
D Satisfactory - Usually present and on time, generally reliable
D Very Good -Very prompt, shows responsibility toward regular attendance
D Superior - Superior attendance and promptness, always dependable
cc_,
Page 3
GDICN
OBSERVATIONS
*Note
For every poor and/or superior performance ratings , must have examples in the observations section.
2.
PERFORMANCE REVIEW FOR MANAGEMENT
INSTRUCTIONS: Listed below are five performance appraisal factors which are considered
representative of positions requiring administrative/managerial responsibility. A brief description is
provided for each factor. In the space provided, the reviewer should place words or phrases that most
appropriately describe the employee's ability to perform the administrative/professional function.
A
LEADERSHIP.
Consider the ability to motivate subordinates and co-workers, to foster high morale and to function
consistently and effectively in an objective and rational manner.
COMMUNICATION SKILLS
Consider the ability to keep you informed and to communicate (both written and verbal) effectively with
peers, subordinates and supervisor.
C.
DECISION MAKING
Consider the ability to identify problems, gather and organize facts, evaluate, and make an effective
final decision. Examine the ability to understand the bottom line and adhere to budget effectively.
D.
BUSINESS DEVELOPMENT
Consider how well the employee selects, assists in proposals, and develops leads. Also consider how
well Executive develops business relationships, networks, maintains and services existing clients.
E.
PLANNING AND IMPLEMENTATION
Consider the ability to plan in advance, to utilize resources (e.g. Time , money, facilities, materials,
equipment, employees' skills, etc.) and to accomplish objectives, meeting all deadline dates.
(CJ)
Page 4
GDKN
3.
PERFORMANCE REVIEW SUMMARY
Performance Strengths
4.
Areas for Improvements
OVERALL PERFORMANCE EVALUATION
Rating at the completion of 90 days:
0 Poor - Unable to complete job duties, poor understand of job
0 Less than Satisfactory - Performance is below the minimum requirements for an Executive
0 Satisfactory - - Performance is acceptable, but could be more profitable
0 Very Good - Performance is above normal expectations; makes all sales goals
0 Superior - Performance exceeds requirements and expectations
Comments:
((_!)
Page 5
GDKN
5.
MUTUALLY UNDERSTSOOD GOALS
Goals to be evaluated at next review
Goals
Deadline
Goals met Y/N
a.
b.
c.
Employees are encouraged to send written comments concerning the evaluation process to the Human
~sources Department; and Executive Management. Specific comments regarding evaluation of performance,
::~val setting, and plans for improving performance would be most helpful.
I, the supervisor of the employee, certify by my signature below that the content of this performance review has
been discussed with the my manager.
GDKN Enterprises
GDKN Employee
Agreed and Signed by:
Agreed and Signed by:
Name:
Title:
Date:
Name:
Title:
Date:
) dl
,~
Gc>-1j!e"'Jc~-==-
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·""-1- 11
Basic Training for the Cllfmt-Consulblm-Lblson (CCL)
a-•--""
""""'__
I> The CCt. rrust always keep on mnd that we rej)ri!Sirt GOI<N and Ole <iefllllflalwe do. ~ Ole.-..
os why we are al here.
1> GOKH's ciellls eJpl!d lheu re<premertslo be met ina pnleswwl and buslnessa;e way. - R!lleds
wel1410fllhem as an orgar1llllllon. Of course. ol's resuls IIIII a.tis 1o pr~ Ole (jed
Wllhlhe most tectricaly IJ.Wfied candtdales available,. and .. Ole moslltml!ly .......... pa55illlt!.
.--goal
way.-
I> The candtdales we conlad also hiM! expedalions. They exped Ill be-~~~ a -.ess.ae
relledsa sensi1Miy lor eachnilodual as a person(nal;.sla .......a!) To persaaaunoilblle~
we rrust be sensiiM! Ill each candtdale's needs a n d - a oe--IXIDCI!OII.., ~ lliln1ler1hDse needs. We sllaUd ~keep 1R mnd- irs .... persons job {paltelllaiJJ - - . . , laltilg . - lhal's preay ·~ lo most people
I> Gutdelnes lor elledM! use of telepllooe and e...-.ait a1e ~ •
a_. dlailler oftis --.g
a-•--""
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fa.:
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Hof":"'>f'
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(.ou ru Lt..acl
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This chapter presents a tlnal enmlnaUon for new CCL'a who have -this c:owse.
It covers .U c hap ters, .ml te.b for understand ing of key c:onc:epts pruentecl In 1he
course. Quesdona may be of the following lypes:
1 . True/F.tae
2. UuiUple Choice (select a single choice from 1he h i)
3. U ulliple Selecllon {select any that apply from 1he hi)
After answering each question, cDc:k lhe " Grade lhe Tul" -..n to review yow
•
resutta.
a- •--""
·················-·-··········································-···-···········································································--·····-···············.........................
! EXAMPLE OF TRAINING COURSE
...•.•........ ····················································-·······-··········································
,.,_
Attached is copy of tra ining course for the Administrative job cat egory.
TRAINING SCHEDULE- ADMINISTRATION
ADM IN ISTRAliVE ASSISTANT/EXECUTIVE
SECRETARY
Module One: Getting Started
Module Five: Meeting Management
•
•
•
•
•
Housekeeping Items
The Parking Lot
Workshop Objectives
Pre-Assignment
Action Plans and Evaluations
•
•
•
•
Creating An Agenda
Keeping Minutes
Keeping the Meeting On Time
Variations for Large and Small
Meetings
Case Study
Module Five: Review Questions
•
•
Module Two: Working with Your Mc:m ...:er
;.'lodule Six: Tools of the Trade (I}
•
•
•
•
•
•
Adapting to Their Style
Anticipate Their Needs
Getting Your Responsibilities Defined
When to Take the Initiative
Case Study
Module Two: Review Questions
•
•
•
•
•
•
Email Protocol
Office Machinery
Computer and Software Skills
Communication Skills
Case Study
Module Six: Review Questions
Module Seven: Tools of the Trade (II}
Module Three: Administrative Soft Skills
•
•
•
•
•
•
Social Intelligence
Basic Business Acumen
Office Management
Active Listening
Case Study
Module Three: Review Questions
•
•
•
•
•
•
Phone and Voicemail Etiquette
Word Processing
Business Writing
Internet Research
Case Study
Module Seven: Review Questions
Module Eight: Being an Effective Gatekeeper
Module Four: Effective Time Management
•
•
•
•
•
•
Calendar Management
Prepare for Changes and Surprises
Keeping Others On Track
Urgent/Important Matrix
Case Study
Module Four: Review Questions
•
•
•
•
•
•
Filtering Data and Information
Learn to Say No
Dealing With Difficult People
Recognize the Tricks
Case Study
Module Eight: Review Questions
Module Nine: Organizational Skills
•
•
•
•
•
Prioritizing Your Workload
Goal Setting
Plan for Tomorrow, Today
Staying on Track
Case Study
Module Nine: Review Questions
Module Ten: Confidentiality Guidelines
•
•
•
•
•
•
Your Confidentially Duty
Be Diplomatic and Discreet
Keeping Data Secure
What To Do in Sticky Situations
Case Study
Module Ten : Review Questions
Module Eleven: Special Tasks
•
•
•
•
•
•
Project Management
Trade Shows
Interacting with Clients
Social Media Management
Case Study
Module Eleven: Review Questions
Module Twelve: Wrapping Up
•
•
•
•
Words from the Wise
Review of Parking Lot
Lessons Learned
Completion of Action Plans and
Evaluations
TAB 16- AVAILABILITY OF PERSONNEL
GDKN has hundreds of qualified candidates in its database for all job categories. As a result we
are able to provide qualified resources to our clients at very short notice.
Longer lead time would be required for the more technical requirements.
RESPONSE TIME
Within the first 2 hours of GDKN receiving the recruitment request following steps will be
completed:
································································-·····--····--·······························..···············································································-·-·······-·-······-································.................................................................................
IREQUEST REVIEW
-..
GDKN's internal review of the Job Description received from Broward College will be conducted
by our recruiting team
If in doubt about any of the specifics of the need we will contact the responsible Broward
College emp loyee to seek clarification . We utilize a template to ask questions from the
customer about the resource they seek. Some of the example questions in the template are:
• Skill set sought
• Business Area expertise sought
• Knowledge of tools sought
• Communication skill level required
• Required Vs Desired skills etc......
Within the next 2 hours
j SK ILLS MATR IX DEVELOPMENT
If there are no doubts or once all the doubts are cleared up, we will develop a Skills Matrix
···········-··································..····································································································-···--··········-----·················································-·-··································································..··--······........ _.,.
IADD TO RCRMS AND GDKN .COM
Once the above steps are completed we will then add the request in our internal Work
Management/Applicant Tracking System RCRMS. This will immediately make the requirement
description available on our website.
...................................................................................................................................................................................
IASS IGN , POST AND MATCH
o
o
o
o
.............................................................................................................................................
~""'~
This request is then assigned to relevant recruiting personnel. Our highly
trained Recruiters then search our internal proprietary RCRMS database,
and various premium "members only", web based search engines
RCRMS sends out the job requirements via emails and fax to our industry
contacts for referra ls including our current employee base
We utilize the trade journals and print media for sourcing these
candidates
If it is a very difficult to find skill set then our technical recruiters make a
determination and we may use radio ads etc.
Based on the response from the above effort the following takes place in next 20 hours
PROCESS THE RESPO NSE
The response from the above effort is then processed where we perform (as described earlier in the
"Recruiting Procedures" section) :
)> Pre-Screening, Customer Service Screening, Technical Screening etc.
)> Electronic Consent Signing
)> Presentation of resumes to Broward College's Hiring Manager
i BROWARD COLLEGE
INTERVIEWS
Based on the time it takes for Broward College's hiring managers to review the resumes
prese nted by GDKN, and the response received, rest of the process moves accordingly.
TAB 17- COST PROPOSAL FEE
The cost proposal is enclosed under in a separate package.
TAB 18- FINANCIAL CAPACITY
GDKN' s Dunn & Bradstreet Number is: 03-288-9680.
Attached is copy of Dunn & Bradstreet
Report
Dun &Brads
tre e t
C
CoR P
R
J!ID i t \ I L
I T
Y
G d k n Corpo ra1:i o n
ouN s , o3-2aa.ac.o
Business l n 1'o nnatlon R eport
Company l n f onnation
o.r- Ste
"1779 1:'11 ....~
~Pineo . FL
"102
330.24
"'Tb:is is a single l ocation loc:D11an.
.......
.,.--..cc::-..s-·-= .-CIU•'f
S~
~
Sy-.lbol.:
Y e..-.-S~
DlRECTOR(S ... THE OFF'ICER(S.
NA
. _ . . _ - ...._ _ss=
t Q ge
Corporate FamBy:
r-IH-!1111.!.I
PAYDEX®...,
tCoC I
79
I
:JoGD•"•Goc ...
-
~- - . p - Z:a ----~
D&.B P .AYD:EXIE» "'-Jo'
--
--~
~ of late P=J)I"h"'C::t"W
aiflr"rage 3Q d..aJrSO or- k-s"S ~ .vnc::~
..1\eclturn
ser-rno.
LatA· n~ o:l L.::ll~ pay~
Ca..:elf'alge~
1o
.30 ... dalP'"S
~ ~~
RFP·2-0-14·2Yll·DU
IPricin<~l Page· Attachment F REVISED
5
100
Payroll Specialist
$29.00
6
100
Payroll Manager
$47.00
7
100
Accountant
$45.00
8
100
Senior Accountant
$60.00
10
100
11
100
12
. ·-···-··· & System Administrators (Advanced)
I
$6,000.00
$80.00
$8,000.00
Applications Architect
$83.76
$8,376.00
100
Document Specialist/Technical Writer
$58.33
13
100
Database Administrator
$66.00
14
100
Web Application Analyst
$45.00
$4,500.00
15
100
Quality Assurance Analyst
$53.03
$5,303.00
16
100
Systems Analysts
$55.00
$5,500.00
*The quantities listed on the Bid Summary (Pricing) Page are estimated quantities to be used as a guide and not a guaranteed of actual hours.
COMPANY NAME:
AUTHORIZED SIGNATURE:
TITILE:
GDKN Corporation
~- I(;;Jj;
Recruitino Operations
TAB 20 - SMALL DISADVANTAGED BUSINESS (SOB) CERTIFICATION/PLAN
GDKN is approved to participate in the SDB program by Broward College. Please see letter
below:
•BROWARD-
PROCUREMENI" S ERVICES
~COLLEGE
Cyp•'. ,."" ~ Ad..a.Uni!llrahv e Center
6400 N .W . 6th W a y . Fort La...~.,. FL 33309
Phon.. ~201-74c55/Fax 954-201 -7330
--ww.broward...du/coaununlty /vendo.
www. broward . e d u
OFFICE OF SUPPLIER RElATIONS AND DIVERSITY
December 9 , 2013
JayNarang
GDKN Corporation
1 77 9 N unn-ersity Drive tH02
Pem.broke Pines_ Fl.. 33024
Dear Jay Narang:
Congratulations! The- Bro"'-"'ard Colle-ge Offi~ of Supplier Relatioos and ~' as ple-ased to
announce' that }"OW' finn is eligible- to participate- in file Sina.ll Disadvantage-d Business Program
(SDB).
The documentation received from one of our Ce'rtification agents bas been '~ed m accordancewith Broward College' s SOB Program ~s- The '-alidation proc-ess documents your
finn ns a "ertified , -endor.
Your finn ' s eligibility s tatus as a certified vendor is '-alid through Se-ptenber 19 , 2015.
B roward College protides ac~s to supplier tesowces and ~ oppcxtuoities on lme- at
broward.edulcommunity/vendor. This link also gn·es }-aD ace~ to the- Certified Vendor
Directory and lhe Seahawk Sowcing system. for supplier ID3D3gemeu1 and re-gistration.
During the certification period, you are- require-d to protide current contact infonnation for }"OUI"
finn with the Office of Supplier Relations and Div~-- ReJ-"1 any cb:uages in your finn' s
ownership and managerial or operational control to }'Our cmnpany· s ~tifying agen c·y .
S h ould you have questions. you may contact the 0~ of Supplier Rdatioos and Dive.Yty by
te-leph one a t (954) 2 01- 7 898 or e-mail [email protected].
Sincerely,
Broward College Offic e- o f Supplier Relations and Dn·ersit)·
GDKN's Corporate Headquarter, Pembroke Pines, Florida.

GDKN Proposal

Transcription

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