FY 2012 Request for Proposals

Soft Skills Training Curriculum Development

Deadline All applications are due by 4:00 p.m. on October 14, 2011.

Contact Information For questions concerning this solicitation, contact Heather Henry at 410-987-3890 x 243 or at hhenry@aawdc.org

Release date: September 14, 2011

An electronic copy of this RFP will be available at www.aawdc.org on September 22, 2011.

Table of Contents
I. GENERAL INFORMATION ............................................................................................... 3 A. Organizational Background .............................................................................................. 3 B. Project Background ........................................................................................................... 3 C. RFP Summary .................................................................................................................... 4 II. PROJECT REQUIREMENTS ............................................................................................. 5 A. Project Overview ............................................................................................................... 5 B. Required Curriculum Topics ............................................................................................. 5 C. Staff Training ..................................................................................................................... 7 D. Supporting Pieces .............................................................................................................. 8 III. IV. EVAULATION CRITERIA AND RATING SYSTEM .................................................. 9 TERMS AND CONDITIONS .......................................................................................... 11 A. General Conditions.......................................................................................................... 11 B. Availability of Funds ....................................................................................................... 12 C. Ownership of Materials ................................................................................................... 12 V. PROPOSAL SUBMISSION ................................................................................................ 12 A. Submission Requirements ................................................................................................ 12 B. Award Process ................................................................................................................. 13 C. Timeline ........................................................................................................................... 13 D. Bidders Webinar ............................................................................................................. 13 APPLICATION CHECKLIST .................................................................................................. 14 ATTACHMENT A: Non-Collusion Certificate

AAWDC/AAWIB Soft Skills Curriculum RFP

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I.

GENERAL INFORMATION

A. Organizational Background
The Anne Arundel Workforce Development Corporations (AAWDC) mission is to develop and deliver an innovative, effective workforce delivery system that is aligned with the economic and educational goals of Anne Arundel County, Maryland and that will produce a well-qualified workforce. AAWDC works to ensure that Anne Arundel County has a highly skilled workforce that meets the current and future needs of its businesses, and that citizens have the tools and resources to maximize their career potential. Through seven (7) Career Centers and five (5) Community Career Connection library sites throughout the county, AAWDC offers a variety of services for job seekers and businesses in partnership with the Maryland Department of Labor, Licensing and Regulation. Services include recruitment, retention, downsizing assistance, and training funds for businesses; and job search and training assistance for job seekers. AAWDC also operates targeted workforce programs aimed at assisting youth, older workers, recipients of public assistance, and offenders. AAWDC additionally manages training programs in green jobs and cybersecurity to increase the skills of Anne Arundel County citizens in high-growth industries.

B. Project Background
Project Justification Technical skills are almost never the final determining factor of whether a person gets the job. When it comes to the final decision, the hiring employer is choosing among numerous candidates who have the ability to do the job. The final decision is often based on which candidate best fits into the team and company culture, who will be dedicated to the position, and who will be a positive addition to the company. In the end, it is soft skills that secure the job and maintain long-term employment. Employers expect employees to fit into the companys culture and deliver on the job. Soft skills are vital because employers maintain expectations of behavior and attitude regardless of a candidates background or life situations. Our customers, therefore, need to understand the culture of their work environment. Definition of Soft Skills Soft skills are the non-technical skills required to do a job and succeed in the workforce in general. Frequent employer complaints about soft skills include being late or absent, inability to communicate effectively with co-workers and customers, lack of eye contact, improper use of cell phones, rudeness, lack of common-sense problem solving, inappropriate dress, and more. History of Process AAWDC has heard concerns from numerous employers in Anne Arundel County about the lack of soft skills exhibited by todays job applicants and employees. In March 2011, AAWDC hired a consultant to conduct a soft skills needs assessment in Anne Arundel County and to develop a methodology for addressing soft skills acquisition among AAWDC customers. The consultant
AAWDC/AAWIB Soft Skills Curriculum RFP 3 FY 2012

facilitated focus groups with local employers, AAWDC program staff, and area community organizations currently offering soft skills assistance to determine the unique soft skills desired and needed in Anne Arundel County. As a result of the assessment, the consultant produced a targeted report outlining the specific needs of each AAWDC program and the curriculum criteria necessary to teach the soft skills Anne Arundel County employers are seeking. Project Goals The goal of the AAWDC soft skills initiative is to equip its job seekers across the various programs with the soft skills needed to successfully obtain and retain employment. Because AAWDCs charge is helping business and people connect in Anne Arundel County, this project focuses on soft skills directly related to entering and succeeding in the workplace. Through the soft skills initiative, AAWDC endeavors to cultivate the attitudes and behaviors that will increase a candidates success in getting, keeping, and advancing in the workplace. The theme of the curriculum should be fostering a sense of biculturalism (ability to fit the culture of work while maintaining ones personal culture or way of doing things) in the customer and teaching them how to put themselves in the shoes of the employer. AAWDC programs target displaced workers and career changers, recipients of public assistance, youth, older workers, technically skilled workers, and offenders. Some core soft skills are required across industry and AAWDC program. Others are unique to customers in specific AAWDC programs, based upon the referral source and life situations. Therefore, it is important that the curriculum incorporate a degree of flexibility to fit the needs of each AAWDC program and customer base. To enhance retention and implementation of training, AAWDC seeks both a curriculum for participant training with supplemental materials, as well as staff training to support participant learning.

C. RFP Summary
This Request for Proposals (RFP) is to solicit proposals from organizations to deliver a costreimbursable project to develop and test a tailored curriculum for soft skills acquisition among AAWDC customers, in addition to training staff to support such curriculum. Organizations are permitted to subcontract with other organizations. AAWDC intends to make one award dependent upon funding availability in the range of $50,000 to $60,000. To avoid conflict of interest, neither AAWDC, nor any member of the Soft Skills RFP Workgroup may be a respondent to this RFP. In addition, no individual or organization associated with the Workforce Investment Board (WIB) who responds to this RFP will participate in any review, evaluation, recommendation, or decision-making activities.

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II.

PROJECT REQUIREMENTS

A. Project Overview
The goal of the initiative is to deliver soft skills training in a way that fosters biculturalism between the participants own culture and that of the workplace. The participant should be able to put themselves in the employers shoes throughout the training. It is also important that the training incorporate interactivity in delivery and a connection to real life experiences. Curriculum developed as a result of this RFP must include the pre-defined curriculum topics. The selected vendor will be expected to design curriculum and supporting documents, conduct pilot testing, and develop and conduct staff training based on pre-determined staff competencies. The curriculum must be developed in stand-alone modules focused on a singular topic as to increase the flexibility of delivery to meet the unique needs of AAWDC programs. Topics have been determined through an in-depth needs assessment of area employers and AAWDC programs. Modules should be roughly two to three hours. Each module should introduce new ideas, create awareness of real world employer expectations, cultivate customer buy-in, and offer practical strategies for success. Attention should be given to personal exploration and application to allow customers to process and best internalize each lesson. The curriculum should be written in an adult or peer voice at a respectful 8-9th grade reading level, incorporate a professional look, and should be designed for delivery to groups. The curriculum can be developed using elements of existing curricula; through use materials and processes that already exist either in the public domain, usable by permission at a lower (than development) cost, or already developed by the proposer on other contracts. Previously developed materials must be described in the proposal.

B. Required Curriculum Topics

The following modules have been pre-determined and must be incorporated into the curriculum: 1. Adapting to Change The ability to adapt to change ranks high among employers. This module should cover the value of, and strategies for, being appropriately flexible on the job, and appearing and being open to change. 2. Managing Your Outlook Employers tend to hire and retain people that are positive and confident. This module should include the types of positive attributes employers value versus the attributes that can cause employees difficulties, and strategies participants can use to change their outlooks. 3. Working in Multi-Generational Environments For the first time in American history, four unique generations are working side by side. This module should include traits of different generations (Silent, Boomers, Generation X, and

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Millennials), fostering respect for each generation, and ways to bridge generational differences when working together. 4. Managing Your Time For many jobs, managing time is more than arriving to work at the appropriate time. This module should include how to meet deadlines, prioritize and juggle tasks, in addition to strategies for managing time both on and off the job so they demonstrate responsibility and reliability. 5. Verbal Communication Verbal communication plays a major role in an employers impression of an individual both on the job and in the interview. This module should include communicating in an interview, use of business English, engaging a two-way conversation, active listening, and making small talk. 6. Non-Verbal Communication Studies show that 93% of communication is more than what we say. This module should include building awareness of ways we communicate without speaking, identification of strengths and weaknesses, and practical strategies to improve non-verbal communication. 7. Written Communication Poorly written memos, incomplete messages, and hard-to-read reports can erode productivity and raise stress levels. This module should introduce how a variety of workplaces use written communications, the basics of business writing, e-mail etiquette, and how to improve writing. 8. Workplace Realities and Expectations Employers have certain expectations of employees upon hire. This module should include topics such as working under someone elses authority, taking direction, learning from constructive criticism, taking responsibility for learning, working smart, and differences in employee roles. 9. Personal Presentation First impressions are made in the first eight seconds, often based on personal presentation. This module should include the value of presentation, understanding of workplace style, dressing for success, personal hygiene, and etiquette. 10. Understanding the Employers Perspective Those who succeed on the job are those who are able to think like the employer. This module should introduce the employers perspective, including focus on the bottom line, disinterest in personal drama, and measurement of important dynamics. 11. Fitting In On the Job The world of work has its own culture, and job seekers need to understand what todays business culture looks like. This module should include a comparison between personal and professional lives, and strategies for fitting in on the job.

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12. Moving from Welfare to Work: Managing Work and Life This module is specific for the JobsWork! Arundel welfare-to-work program. This module should help prepare customers to balance life and work responsibilities before they are employed. Topics include taking a long-term view, moving off government assistance, and daily planning to manage barriers such as childcare, transportation, and budgeting.

C. Staff Training
Staff training is an important component in ensuring the best results of the curriculum are realized. The selected vendor should deliver staff training as part of the project, either directly or through a subcontractor. Staff Competencies AAWDC has identified nine (9) competencies staff should be proficient in after training: 1. Demonstration of Soft Skills AAWDC staff must buy-in to the curriculum, be able to discuss the modules, and personally demonstrate the soft skills taught in the modules. 2. Incentivizing Soft Skill Acquisition Staff must be able to help customers see the value of soft skills acquisition. Staff should reinforce the value of the training with an understanding of how soft skills affect job acquisition and retention. 3. Understanding and Infusing the Employers Perspective Employers have emphatically stated soft skills are lacking in candidates. Staff must be able to consistently think like an employer, and share the employers perspective about soft skills in a way that is natural and respectful. 4. Showing Respect Customers will better respond to soft skills training if they feel respected and do not feel attacked for their cultural or personal ways of doing things. Staff must be able to use a respectful approach to customers interaction and allow them to make their own decisions. 5. Saying the Hard Things Topics such as hygiene, attitude, and appearance can be difficult to respectfully address. Staff must learn how to comfortably and effectively conduct conversations with customers on these topics. 6. Helping Customers Get Unstuck The ability to help customers move in a more productive direction is a powerful skill. Staff needs to be able to help customers see fresh and viable options, make educated and better decisions, take new action, and accept personal responsibility for their decisions.

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7. Connecting Customers to Needed Resources There are some skills and resources customers need that cannot be taught in a soft skills curriculum. Staff must possess knowledge of local resources, have an understanding of when and how to refer customers, and be able to appropriately follow up to ensure the connection to needed resources is made. Note: Local resources will be developed in house. 8. Accommodating Different Learning Styles People learn and communicate differently. By having a strong understanding of the major learning and processing styles, staff can recognize and accommodate different styles and improve candidate learning of soft skills. 9. Creating Action Plans and Accountability Developing action plans and ensuring accountability among customers is already a foundational piece of AAWDC case management. Staff, however, must be able to determine and address why a candidate is not moving forward, respectfully and consistently evaluate and correct actions, manage progress, and support application of soft skills learning.

D. Supporting Pieces
Operating Guide The curriculum must include an overall guide to help the AAWDC team understand how the modules work, options for mixing and matching to meet the unique needs of customers and programs, and guidance on how best to use the modules. Facilitators Guide Each module must include a facilitator guide. The guides should focus on bringing the curriculum to life in a group setting, how to accommodate various learning styles during the module, tips for engaging audiences, and how to cater the module to different populations AAWDC works with: displaced workers, public assistance recipients, older workers, youth, technically-skilled workers and offenders. Staff Guides Each module must include a one-page guide that programmatic staff can quickly, effectively, and consistently utilize to maximize the value customers get from each workshop. It should include ideas to help staff identify client lessons, how to integrate the module in career advising, top tips, questions to ask customers, potential next steps, etc. PowerPoint Presentations Modules will be delivered in settings that have access to technology, and therefore, should include a PowerPoint presentation that supports the module. Preferred Supplements The ideal curriculum will include a pre-assessment to identify a customers soft skills training needs and a post-assessment to measure soft skills acquisition. In addition, the ideal curriculum will include visuals to post in the training rooms and program work spaces.
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III.

EVAULATION CRITERIA AND RATING SYSTEM

All proposals received in response to the RFP shall be reviewed and rated by the Soft Skills RFP Workgroup, who will submit recommendations for funding to the full WIB for their approval. In addition to peer review ratings, considerations for award recommendations and decisions may include, but are not limited to, strategic priorities, past performance, and available funding. Each section of the proposal has been assigned a point value that represents the maximum score that can be achieved for the section. The maximum point value combined for all sections is 100 points. Proposals will be evaluated, assessed and rated based on the following criteria:
Criteria Quality of Proposed Approach Usability Across Programs Institutional Capacity Management Plan Timeline for Completion Budget Summary and Justification Point Value 40 20 15 10 5 10 Total 100

1. Quality of Proposed Approach 40 points This section should describe the proposed curriculum development process in detail sufficient to demonstrate a thorough understanding of the desired RFP objectives. Proposers should provide information as applicable on the extent to which they will use materials and processes that already exist either in the public domain, usable by permission at a lower cost, or already developed by the proposer on other contracts. a) Evidence of Effectiveness (10 points) Describe the methodology and process to be used to develop the soft skills curriculum. Include how your approach addresses current adult learning principles and will be based on leading workforce concepts. b) Use of Interactive and Engaging Features (10 points) Interactivity is an important aspect of engaging AAWDC customers and ensuring internalization of content. Describe what interactive features (such as case studies, role playing, use of technology, or others) will be incorporated into the curriculum. c) Understanding of Need and Scope of Project (20 points) Applicants must show an understanding of the project goals and incorporate the results of AAWDCs soft skills needs assessment. Include plans to address the required project elements, maintain a focus on employers perspective, and address the required topics. 2. Usability Across Programs 20 points Applicants should demonstrate an understanding of the different populations AAWDC serves through its programs, and show a focus on ensuring usability of the curriculum across programs.
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a) Flexibility of Delivery (10 points) Outline how the curriculum will maintain a balance of detail and flexibility. The training facilitator should be able to have a detailed guideline of the curriculum, but also be allowed the flexibility to adjust as needed to fit the audience. b) Appropriateness for Targeted Audience (10 points) The curriculum should be targeted to older youth and adults. More points will be awarded to proposals that focus on appealing to a diverse population, as well as understanding learning traits of AAWDC populations (dislocated workers, youth, older workers, public assistance recipients, technically-skilled workers, offenders). 3. Institutional Capacity 15 points Proposals should show that the applicant has adequate resources and experience to meet the needs of contract, and will leverage available tools and resources as appropriate. a) Relevant Experience (10 points) Briefly outline your organizations history and background. Describe in detail your organizations experience and qualifications in designing and/or delivering workforcerelated curriculum. Include a sample of work and references or testimonials from two organizations for which you have provided similar services. b) Staff Qualifications (5 points) Indicate staff to be assigned to the project and demonstrate that the staff qualifications match the requirements of the contract. 4. Management Plan 10 points Describe the management plan for the proposed project in terms of systems, procedures and controls that will ensure contract compliance and meet project objectives. Detail the methods with which the project will be monitored and the proposed timeline will be maintained. Describe the system for reporting fiscal activities. If applicable, define method of selection and accountability for managing any activities to be completed by subcontractors. 5. Timeline for Completion 5 points Attach a work plan for accomplishing project goals. Include time for pilot testing, staff training, and curriculum revisions. Estimate the time required to reach each milestone. More points will be awarded to proposals requiring less time with a solid approach. 6. Budget Summary and Justification 10 points Provide a detailed budget and narrative. Your narrative should describe costs associated with each line item. Staff positions must be listed individually, showing salary levels and fringe benefits. Part-time or intermittent staffing should show the number of hours and hourly rates. Other costs must be listed and justified by category (supplies, printing, travel, etc.). Include a description of leveraged resources (as applicable) to support project activities. Proposals will be evaluated based on reasonableness of costs and cost effectiveness in terms of expected outcomes.
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IV.

TERMS AND CONDITIONS

A. General Conditions
AAWDC reserves the right to reject any and/or all proposals, in whole or in part; to make partial awards; to waive any irregularity in any quotation; to reject any proposal that shows any omissions or alterations of form, additions not requested, conditions or alternate proposals. Furthermore, AAWDC reserves the right to accept other than the lowest cost proposals and to reject any or all proposals, or parts thereof, and to make any such award as is deemed to be in the best interest of Anne Arundel County. Contracts awarded will be based on cost reimbursement with allowable costs limited to those reasonable and necessary for the performance of the contracted services. Partial payment may be withheld for failure to meet contract-specified goals. With the written approval of AAWDC, a vendor may subcontract activities by following the proper legal procurement procedures. Respondents are advised of the following conditions: 1. AAWDC will not pay for any costs incurred in the preparation of proposals in response to this RFP. 2. This RFP does not constitute a commitment for funding, nor is it a contract. Selected respondents must participate in contract negotiations with AAWDC. 3. Organizations selected to contract for curriculum development may be required to submit programmatic, financial, or other revisions to their proposal that may have resulted from negotiations prior to an agreement to contract. 4. Proposals will be exempt from disclosure until the evaluation and selection process has been completed. If a proposal contains any information that the offeror considers proprietary and does not want disclosed to the public, or used for any purpose other than evaluation of the offer, all such information must be indicated. 5. AAWDC reserves the right to negotiate the final terms of all contracts with the successful proposer. Items that may be negotiated include, but are not limited to: project budget, type and scope of services and activities, prices, etc. Proposers will be required to submit all revisions to their proposals that may result from negotiations prior to any agreement to contract. 6. The proposer certifies that it is a legally constituted organization and that, in connection with this proposal, points a, b, and c below are true. All applicants must submit the signed Non-Collusion Certificate (Attachment B). a. The prices in the proposal have been arrived at independently, without consultation, communication, or agreement for the purpose of restricting competition as to any matter relating to such prices, with any other offeror or with any competition. b. Unless otherwise required by law, the prices that have been quoted in the proposal have not been knowingly disclosed by the proposer, and will not knowingly be disclosed by the proposer prior to award, directly or indirectly, to any other proposer or to any competition.
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c.

No attempt has been made by the proposer to induce any other person or firm to submit, or not to submit, a proposal for the purpose of restricting competition.

7. The organization must be eligible to contract with the federal government, the State of Maryland, and Anne Arundel County, and not be subject to disbarment or suspension actions.

B. Availability of Funds
Funding for contracts awarded as a result of this process shall be contingent on continued grant funding for project activities and is subject to amendment or termination due to lack of funds.

C. Ownership of Materials
Rights to any new material created as a result of the works for hire will be shared equally between AAWDC and the successful bidder. Both parties will cooperate to commercialize material as deemed appropriate and will keep each other informed of all such requests by third parties. Neither party will have the right to license or commercialize material created as a result of the works for hire without the express written permission of the other party. Any net profits accrued as a result of revenue generated will be shared 50% by each party.

V.

PROPOSAL SUBMISSION

Proposals submitted which do not conform to the RFP format and/or do not provide adequate responses to all sections of this RFP will be considered non-responsive and will be disqualified from the review and selection process.

A. Submission Requirements
Responding organizations should ensure that proposals are prepared complying with the outlined formatting requirements. Organization of the proposal should follow the proposal criteria and emphasis should be placed on clarity of content. Narratives are limited to fifteen (15) pages. The narrative should be double-spaced with 1 margins, in Times Roman 12-point, with pages numbered. Narratives should include a one to two-page executive summary outlining the proposed cost and summarizing the technical narrative. Mail/Hand-Delivery To apply by mail, please submit one-blue-ink signed typewritten original and four (4) one-sided, unbound copies in one package to Anne Arundel Workforce Development Corporation, Attn: Heather Henry, 401 Headquarters Drive, Suite 208, Millersville, MD 21108. Mailed application must be received by October 14, 2011. Hand delivered proposals will be received at the above address until 4:00pm on October 14, 2011.

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Electronic Submission To apply electronically, e-mail copies of all proposal documents to hhenry@aawdc.org by 4:00pm on October 14, 2011. The components of the application must be saved as either .doc, .xls, or .pdf files. Documents received in a format other than .doc, .xls., or .pdf will not be read.

B. Award Process
AAWDC is committed to ensuring a fair and open process for awarding grants. AAWDC staff will review all applications to make sure that the information presented is reasonable, measurable, and achievable, as well as consistent with the solicitation requirements. Applications meeting the basic RFP requirements will be forwarded to the review panel. The Soft Skills RFP Workgroup will serve as the review panel using the identified evaluation criteria outlined in this RFP. The RFP Workgroup will submit their funding recommendation to the full WIB for final approval. The selected applicant will be asked to present their proposal to a representation of businesses and AAWDC staff. Applicants not selected for contracting negotiations will be notified within 15 days after the final proposal selection has been approved by the WIB. Selection decisions are final. There is no process for further review or appeal.

C. Timeline
Date September 14, 2011 September 29, 2011 October 14, 2011 October 20, 2011 October 27, 2011 November 2011 December 1, 2011 January 2011 Activity Solicitation Announcement Bidders Webinar Deadline for Proposals Soft Skills RFP Workgroup Convenes to Evaluate Proposals Recommendation of Award to Full WIB Proposal Presentation and Contract Negotiations Contract Begins First Draft of Curriculum Should be Completed

D. Bidders Webinar
A bidders webinar is scheduled for Thursday, September 29, 2011 at 11:00am EST. Interested bidders are urged to attend. The webinar will be recorded and will be posted along with related materials by Monday, September 26th. For additional questions regarding the bidders webinar or to register, contact Heather Henry at 410-987-3890 x 243 or at hhenry@aawdc.org.

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APPLICATION CHECKLIST
The following checklist represents all of the information and attachments required to be considered for funding. Incomplete applications and those submitted after the deadline will not be considered for funding. Cover Letter include name, address and phone number of applicant as well as contact person. The letter should be signed by the individual(s) with authority to execute contracts on your organizations behalf. Technical Narrative (Limited to 15 pages)
One to Two-Page Executive Summary Project Narrative One-Page Work Plan

Budget and Budget Narrative Required Attachments

Audited Financial Statement and Narrative Non-Collusion Certificate Letters of Reference or Testimonials from Two (2) Organizations Curriculum Sample

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ATTACHMENT A
NON-COLLUSION CERTIFICATE
I HEREBY CERTIFY I AM THE ______________________________________ (Title) and the duly authorized representative of the _______________________________

whose address is_______________________________________________________

AND THAT, to the best of my knowledge, information and belief, neither I nor the above firm or organization nor any of its representatives have: (a) Agreed, conspired, connived or colluded to produce a deceptive show of competition in the compilation of the bid or offer being submitted herewith; (b) Not in any manner, directly or indirectly, entered into any agreement, participated in any collusion to fix the bid price or price proposal of the bidder or offeror herein or any competitor, or otherwise taken any action in restraint of free competitive bidding in connection with the Contract for which the bid or offer is submitted. In signing this Certificate, I represent that I have personal knowledge of the matters and facts herein stated.

__________________________________________ (Signature)

_______________ (Date)

___________________________________________ (Printed or Typed Name)

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