WORKFORCE DEVELOPMENT BOARD OF SOUTH CENTRAL WISCONSIN, INC. (WDBSCW) REQUEST FOR PROPOSALS FOR Windows to Work Funded Through State of Wisconsin Department of Corrections – Becky Young Recidivism Appropriation Proposal Due Date: April 21, 2015 – 3:00 p.m. Deliver or Mail Proposals to: Mr. Seth Lentz Deputy Director Re: Windows to Work Workforce Development Board of South Central Wisconsin 3513 Anderson Street, Suite 104 Madison, WI 53704 RFP Issued: March 30, 2015 1
Transcript
WORKFORCE DEVELOPMENT BOARDOF
SOUTH CENTRAL WISCONSIN, INC.(WDBSCW)
REQUEST FOR PROPOSALS
FOR
Windows to WorkFunded Through
State of Wisconsin Department of Corrections – Becky Young Recidivism Appropriation
Proposal Due Date:April 21, 2015 – 3:00 p.m.
Deliver or Mail Proposals to:Mr. Seth Lentz
Deputy DirectorRe: Windows to Work
Workforce Development Board of South Central Wisconsin3513 Anderson Street, Suite 104
Madison, WI 53704
RFP Issued: March 30, 2015
The Workforce Development Board of South Central Wisconsin, Inc. is an Equal Opportunity Employer and provider of employment and training programs.
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Notice of Request for Proposals (RFP)
Due Date: April 21, 2015
Submit To: Mr. Seth LentzDeputy Director Re: Windows to WorkWorkforce Development Board of South Central Wisconsin3513 Anderson Street, Suite 104Madison, WI 53704
Services: Windows to Work -Services Targeted to Re-entering Offenders
Contract Type: Cost Reimbursement
Contract Term: July 1, 2015 – June 30, 2016 with the option to renew for an additional one-year period
SECTION III: SUBMISSION AND REVIEW..............................................................................................14
SECTION VII: ATTACHMENTS AND APPENDICES………………………………………………………………………………..18
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SECTION I: GENERAL INFORMATION
A. About the WDBSCW
The Workforce Development Board of South Central Wisconsin (WDBSCW) is issuing a Request for Proposals (RFP) to solicit companies/agencies/organizations with the capacity and expertise to provide workforce development services in accordance with the Windows to Work Program Design which is funded through the State of Wisconsin Department of Corrections via the Becky Young Recidivism Reduction Appropriation.
The Workforce Development Board of South Central Wisconsin’s mission is to build public and private partnerships that support innovation and excellence in workforce development. We dedicate time, talent and financial resources to: collaboration, flexibility, innovation, regionalism, customer focus, fiscal integrity and valuing people. The Workforce Development Board of South Central Wisconsin (WDBSCW) is a nonprofit organization that collaborates with businesses and workforce in the counties of Columbia, Dane, Dodge, Jefferson, Marquette and Sauk to promote a healthy economy. We adapt to the changing economic environment and respond to the pressures felt by workers, businesses and communities in our 6-county region. We are recognized for our ability to anticipate needs and forge partnerships to address those needs directly.
The One-Stop Workforce Development System and WorkSmart Network in the South Central Wisconsin Workforce Development Area is built on a Career Pathway Model to support individuals’ exploration and continuous engagement in a work and learn strategy to advance their careers. The Job Centers are the main service delivery locations for the Workforce Development System and are the office locations for the majority of the staff. The Job Centers and Workforce Development System is also supported by community based partner locations, which compose the WorkSmart Network.
The mission of the Windows to Work program is to promote self-sufficiency for individuals returning to the community through the development of constructive skills and the modification of thought processes related to criminal behavior. This project will implement a Department of Corrections (DOC) Windows to Work program at Oakhill Correctional facility for participants releasing to the counties of Columbia, Dane, Dodge, Jefferson, Marquette and Sauk. The WDBSCW envisions a successful Windows to Work contractor will collaborate, align, engage and maintain an active partner status with the Job Centers and Workforce Development System.
B. Purpose of Request for Proposal
The Purpose of this Request for Proposal (RFP) is specifically to solicit competitive proposals for the delivery of the “Windows to Work” Program that is funded by the State of Wisconsin Department of Corrections via the Becky Young Recidivism Reduction Appropriation. Contacts resulting from this RFP are anticipated to commence on July 1, 2015, and end June 30, 2016. Based on future funding availability and contractor’s performance, the Workforce Development Board of South Central Wisconsin reserves the option to extend the contract by one year. Renegotiation will be initiated by the WDBSCW before the expiration of the first year’s contract. In order for the WDBSCW to exercise a contract extension, consideration will be based on defined performance outcomes, future funding availability, contractors’
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satisfactory performance, and other factors. However, the WDBSCW is not bound to exercise a second-year contract solely on stated performance outcomes.
WDBSCW currently estimates the available funding will not exceed $66,515 dollars per year for the one year period of July 1, 2015 through June 30, 2016. Final funding awards will be based upon Windows to Work funding allocations, WDBSCW priorities, and other factors at the discretion of the WDBSCW. The actual amount of the contract award will be based on the proposed budgets, availability of funds, and the standards for the use of public funds (all costs must be reasonable and necessary to carry out the planned functions, allowable, and allocable to the proper grant/cost categories). The proposal(s) most advantageous to WDBSCW in terms of quality and cost will be recommended for funding.
The WDBSCW in coordination with the Department of Corrections has established a model framework which proposals must respond within. This framework identifies a specific position, responsibilities and services to be funded and the total amount of funds available. Funds available are to include all salary/wage, fringe and associated costs. Cost price comparisons will be a component of the review process.
C. Windows to Work Program Overview
Windows to Work is a pre- and post-release program designed to address criminogenic needs that can lead to recidivism, including: employment, education, anti-social cognition, anti-social personality, and anti-social companions. The Department of Corrections (DOC), through Appropriation 112 and Reentry Purchase of Service funds, holds a contract with The WDBSCW to subcontract for the provision of services at Oakhill Correctional Facility. There are similar programs operating in all 11 Workforce Development Areas. For a listing of facilities in each workforce development area (see Windows to Work Program Sites Chart – Attachment D). Instruction begins in the institution/facility approximately 2 to 12 months prior to a participant’s release, and continues in the community for approximately 12 months following release.
The five components of Windows to Work are: 1) Cognitive Intervention, 2) General Work Skills and Expectations, 3) Financial Literacy, 4) Community Resources, 5) Job Seeking, Applications, and Resumes. Participants receive classroom training in the five core components during the pre-release portion of the program. The Windows to Work program has a set base curriculum which contractors will utilize. Contractors selected will be provided all curriculum documents, forms and training on the utilization of this curriculum. Training on relating to access and activities within the Correctional Institution, Thinking for a Change and other correctional facility related topics will be coordinated for the selected contractor and Windows to Work Coach through the Department of Corrections. The Windows to Work Coach is also expected to complete 40 hours of ongoing professional development annually.
Following a participant’s release from incarceration, the Windows to Work Coach will collaborate with the Division of Community Corrections (DCC) agent and others to assist participants with job search and job retention activities. Participants additionally receive assistance in accessing available community resources to address needs for food, shelter, clothing, transportation, and other services. Windows to Work program has limited funds to assist participants in addressing barriers to employment such as transportation, education, identification and work supplies.
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Program Goals
Reduce recidivism for participants released from incarceration Increase employment placement opportunities for participants Increase length of employment retention for participants Increase wages of participants
Program Objectives
Program participants will have a lower rate of recidivism than those who did not participate in or successfully complete the program at 12, 18, 24 and 36 months following release
Program participants will obtain employment or be enrolled in educational/technical programming within 90 days of release from incarceration
Program participants will progress in a career pathway while participating in the program (using wages as the measurement)
Program participants will have longer episodes of employment than those who did not participate in or successfully complete the program at 6, 9, 12, 18, 24, and 36 months following release
Program participants will be employed at a higher rate than those who did not participate in or successfully complete the program at 3, 6, 9, 12, 18, 24 and 36 months following release
Outcome Measures
As of 2014, Windows to Work outcome measurement is focused on four outcome areas that were chosen through discussions and logic model creation between DOC staff and the Windows to Work Program Director, and adapted to address feasibility and redundancy:
A. Recidivism : The percentage of Windows to Work participants that recidivate one, two and three years after release, as determined by the DOC definition of recidivism: A new offense resulting in a conviction and sentence to the Wisconsin DOC during the specified follow-up period.
B. Employment Rate : The percentage of employment eligible Windows to Work participants that are employed at three, six, nine, twelve, eighteen, twenty-four, and thirty-six months after release.
C. Employment Duration : The percentage of Windows to Work participants who have an employment duration that falls within either 1 to 3, 4 to 6, 7 to 9, 10 to 12, or 12 or more months following the start of their employment eligibility.
D. Employment Wages : The average hourly wage of employed Windows to Work participants at three, six, nine, twelve, eighteen, twenty-four, and thirty-six months following first employment start-date.
D. Regional One-Stop Workforce Development System
The Regional One-Stop Workforce Development System model was developed from a strategic planning process in which Workforce Development Board committees engaged program partners and current contractors to identify critical workforce development system elements to be incorporated into the model. The WDBSCW intends to maintain a regional platform that extends across the six counties of South Central Wisconsin and builds on the existing Comprehensive Job Center Structure. The current structure includes three Job Center locations with full time WIA funded staff (Dane, Jefferson and Sauk).
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These Job Centers are also the hubs to which the Windows to Work program shall be aligned. For a mapping of the Job Centers and current WorkSmart Network, please see the reference documents located on the WDBSCW Procurement Web Page (http://wdbscw.org/)
Job Centers
Dane County Job Center1819 Aberg AvenueMadison, WI 53713
Sauk County Job Center505 Broadway StreetRoom 232Baraboo, WI 53913
Jefferson County Workforce Development Center874 Collins RoadJefferson, WI 53549
Affiliate Sites
Portage Enterprise Center1800 Kutzke RoadPortage, WI 53901
Marquette County Services Building480 Underwood AvenueMontello, WI 53949
Moraine Park Technical College (Beaver Dam Campus)700 Gould StreetBeaver Dam, WI 53916
E. Business Services
The WDBSCW believes that the cornerstone of workforce development begins with employers who offer the actual jobs. In addition to employer services offered through the individual JCW site, the WDBSCW staff leads a Regional Business Service Team to offer creative and innovative business outreach strategies. The successful contractor(s) will be able to demonstrate successful outreach strategies, business relationships, job development experience, job placement and retention rates. The Windows to Work Job Coach will be expected to be an active member of the Business Services Team and follow all associated protocols regarding business engagement strategies.
The WDBSCW is part of a statewide project which utilizes a web based customer relations management system called Skills Wisconsin. This tool is being used by the workforce system partners and will be the exclusive tool used by WDBSCW contractors.
F. Number To Be Served
The WDBSCW has established a target of 35-40 (3-4 cohorts) new participants to be served through this program year and has expressed the focus on employment outcomes. Proposals should be cognizant of the cohort design for program delivery. Cohorts should be between 8 and 12 participants. The established curriculum will affect the frequency to launch new cohorts. The Transition Plan will be one location for proposals to reflect this information and should be supported through the narrative responses.
Bidder must be aware that there will be continuing Windows to Work participants who will be assumed through this contract and will require services. Those participants may still be incarcerated but will have completed the established pre-release curriculum portion of the program. Additionally, there will be participants who will be engaged in the post release phase of the program and will need employment and employment retention assistance to successful complete the program.
To provide additional context, below is a reflection of the 2014 (current) program year program figures and participant status as of March 2015. The actual number of participants at the time of contract initiation is unknown at this time.
Program Year 2014-2015 Currently Currently Engaged – Exits
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New EnrollmentsEngaged Pre-
Release Post Release8 3 17 6
E. Schedule for RFP Submission, Review, and Awards
RFP Released March 30, 2015 Available on WDBSCW’s Website: www.wdbscw.org
Bidder’s Conference April 6, 2015 9:00 a.m. to 10:00 a.m.Workforce Development Board of South Central Wisconsin – 3513 Anderson Street, Suite 104, Madison
Questions to WDBSCW April 15, 2015 Must be received at [email protected] by 12 p.m. Central Standard Time
Proposals Due April 21, 2015 Must be received at WDBSCW Office by 3 p.m. Central Standard Time
Procurement Committee Review TBD TBDContract Recommendations May 26, 2015 Recommendation to WDBSCW Board of
DirectorsContract Development and Transition Planning
May-June 2015
Contract(s) Starts July 1, 2015
WDBSCW reserves the right to make changes to the above timeline.
F. Eligible Applicants
Proposals will be accepted from any private for-profit agency, private non-profit organization, government agency, or educational institution that can demonstrate the capacity to successfully provide the services identified in this RFP. Proposals from consortia, partnerships or other combinations of organizations are encouraged but must identify one organization as the lead agency and prime contractor and must specify the assignment of subcontracting relationships.
Staffing Note: Windows to Work contracted employees will be required to complete DOC orientation training and a DOC background check. If entering a DOC Division of Adult Institution facility, Windows to Work contracted employees will comply with all institution policies and rules which may require specific documentation of compliance. DOC may solely determine that the employee may compromise the security of the institution and exclude the employee from any of its institutions.
G. Questions and Answers
The primary mode of communication between WDBSCW and potential bidders will occur at www.wdbscw.org. Beginning March 30, 2015, interested parties can download the Request for Proposals from the WDBSCW website. After the Bidders’ Conference scheduled on April 6, 2015, a question and answer page will be available on the WDBSCW website. Any questions must be submitted via e-mail, no later than 12:00 p.m. Noon CST on April 15, 2015 for a response to be posted to the RFP section of the WDBSCW website (www.wdbscw.org ). Please note “RFP Question” in the subject line of the e-mail and submit questions to: [email protected]. Questions received after April 15, 2015 will not be answered.
The chosen contractor(s) from this RFP will must agree to the provisions outlined in Attachment A. Successful agencies through this RFP will be required to sign and agree to additional contractual assurance as part of the contract completion and implementation process.
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SECTION II: Proposal Format
A. General Preparation Instructions
The RFP response is divided into ten components as follows:
Section Format Evaluation Criteria1. Cover Page Form Pass/Fail2. Proposal Checklist Form Pass/Fail3. Proposal Summary Narrative Pass/Fail4. Organizational Experience and
Past PerformanceNarrative 20 points
5. Relationships and Collaborations Narrative 25 points6. Design and Staffing Narrative 35 points7. Budgets / Costs Form and Narrative 10 points8. Transition Plan Narrative 10 points9. Compliance Forms Form Pass/Fail
The maximum number of points available is 100 points. Sections 1-3 and 9 will be evaluated on a pass/fail basis. Points will be awarded for responses to Sections 5-8. These sections ask the proposer what they will do, how they will do it, how much it will cost, and how qualified they are to successfully carry out their proposal.
All sections are required to be completed. Refusal to complete all of the sections successfully will eliminate the proposer from consideration.
B. Proposal Sections Overview
The narrative section of the proposal should not exceed established page limits. The instructions for each section are provided below. Please note to repeat the question in your response. Also note that bidders are not required to bid for all positions.
1. Cover Page – The cover page is to be completed by the proposing organization or lead applicant if the proposal is from more than one organization. The proposal cover page must be completed, in full, and signed by an agency officer authorized to bind the agency to all commitments made in the proposal. Only one cover page is needed per proposal.
2. Proposal Checklist – Please complete this form by placing a check by each item included in your proposal. It is the bidder’s responsibility to make sure that all the required elements and forms are included in the proposal.
3. Proposal Summary – Maximum of 1 pages – Please provide an executive summary of your proposal.
4. Organizational Experience and Past Performance – Maximum of 2 pages – Please answer the questions in the order listed. This category will evaluate past experience in providing services similar to those being proposed, including the ability to deliver as proposed, attain, track, and report performance. Additionally, this section will be used to evaluate the performance and management capability of the proposing agency(s).
5. Relationships and Collaboration – Maximum of 2 pages – Please answer the questions in the order listed. This category will evaluate how well the bidder has planned to work together with
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the Job Centers and Workforce Development System, community colleges, training providers, community organizations and other service providers to leverage funds and integrate services and staff functions.
6. Design and Staffing – Maximum 2 pages – Please answer the questions in the order listed. This category will evaluate the adequacy, creativity, and plausibility and alignment of staff and services within the of program design.
7. Budget/Cost – Please utilize the established format. This category will evaluate the cost and of the proposal and the degree to which expenditure of funds relates to performance outcomes. Budgets will be reviewed for accuracy, completeness and competitiveness in comparison to other proposals.
8. Transition Plan – Maximum of 1 page – Please answer the questions in the order listed. This category will assess the ability to make a smooth transition that will minimize any disruption in services to program participants and employers. The plan should also include timeliness and cost-efficient transition activities.
9. Compliance Forms – Please certify the statement of compliance through a signature by an agency officer authorized to bind the agency to all commitments made in the proposal.
C. Proposal Narrative Response
Proposal Summary
Please provide an executive summary of your proposal. (Maximum of 1 pages)A. In addition to the executive summary narrative, please include: the organization name (if
consortium, list collaborators), address, proposal contact, phone, email and amount being requested.
Organizational Experience and Past Performance – 20 Points (Maximum of 2 pages)
A. Describe your agency’s vision, mission, and service expertise. Also describe your experience in providing serves to the targeted population, services provided, relationships and successes. Describe how this proposal relates to your organization’s goals and to WDBSCW’s work.
B. Describe your organization’s and staff’s experience related to workforce development program design, delivery, program management, financial management (including use of acceptable accounting practices and controls), and capacity to carry out your proposed program design.
C. Describe your organization’s experience in managing various state and/or federal funded/government programs, including successful attainment of programmatic performance measures. How many people annually have you served in a workforce program and what were the quantifiable results? (If available provide information which relates to the Windows to Work performance measures)
D. Describe your organizational experience in working with the Department of Corrections, correctional facilities and/or programs engaging incarcerated individuals. Include a description of strategies which you feel will be important to support employment attainment and retention.
E. Describe your organizational experience in partnering with employers to meet their workforce development needs. Describe services provided, outcomes and key successful strategies. Provide information on the number served when possible to demonstrate the scale of services.
Relationships and Collaborations – 25 points (Maximum of 2 pages)
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A. Please describe the partnerships necessary to accomplish the program design elements outlined in this proposal. Please reference the current status of these partnerships in relation to this proposal. Also include relevant experience you have in building partnerships, possibly in other areas outside of the WDBSCW region. Include the outcome information as applicable and/or appropriate.
B. The WDBSCW envisions the Windows to Work program as part of the workforce development system. Describe how your organization has partnered or how you plan to partner with Job Centers, Workforce Development System Partners, community based organizations, faith based organizations, service providers, and other resources. Include how these organizations will be connected to the Windows to Work program and support program outcomes and participant success. Include letter of commitment from partner reflected in your bid.
C. Describe and demonstrate your organization’s capacity and ability to apply and receive nongovernmental funds, including grant opportunities, corporate sponsorship, foundation funds, etc. Describe how you will work with WDBSCW to ensure these funds are connected and leveraged to support the workforce development system.
D. Describe how you envision effectively collaborating and communicating with Workforce Development System partners, WorkSmart Network partners and WDBSCW staff to effectively align staffing, ensure efficient and effective service coordination and support region, program and system wide success on a day to day basis.
Design and Staffing – 35 points (Maximum of 2 pages)
A. Describe what you envision as necessary qualifications, credentials, characteristics or experience for the Windows to Work Coach? Be specific and provide examples and/or justification to support your response.
If proposing multiple staff, Include the number of staff proposed and the envisioned distribution of responsibilities
If proposing to utilize existing staff please include related resume(s)B. Describe where you envision housing the Windows to Work Coach and how you will ensure that
the Windows to Work Coach will supports the entire region. C. Describe what technology will be needed to support the Windows to Work Coach Position. Be
specific and provide justification regarding the benefits to having this technology. D. What other roles, functions or opportunities do you envision for this position? E. Describe your contract management structure to provide supervision to staff. Explain any
strategies to maintain accessibility and contact with staff, other WorkSmart Network managers and WDBSCW staff.
F. Describe how you will be flexible with staffing. Explain some of your innovative personnel policies and your ability to shift staff responsibilities and hours of service to respond to demands. Provide examples as appropriate to support your response.
G. Describe how information on workforce development system efforts, initiatives, resources and opportunities will be communicated to your proposed partners? Be as specific as possible in describing strategies.
Budget/Cost – 10 points
Please complete the Budget Summary to summarize your total budget. If you are submitting a consortium proposal, please complete the Consortium Budget Summary to articulate the funding directed toward each consortium partner. Please reflect leveraged resources which support the
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proposal design. Please complete a Detail Budget and provide narrative to explain costs reflected. Please complete a Detail Budget describing the leveraged resources. Also complete the Staffing Pattern to articulate the staffing strategy to support the proposal design.
Transition Plan – 10 points (Maximum of 1 page)WDBSCW expects the contractor to begin assisting with transition planning immediately after the award and expects implementation on July 1, 2015.
A. Outline your commitment to accomplishing a thorough, smooth, and seamless transition. B. Describe your plan for working with WDBSCW to notify customers, providers, and other
community organizations about changes. Outline your plan for providing uninterrupted Windows to Work services and activities to customers.
C. Describe your transition timeline. Include detail on staff recruitment, hiring, training as well as anticipated cohort starts. (Information may be displayed in a chart or table format)
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SECTION III: Submission and Review
A. Submission
WDBSCW must receive all sealed proposals no later than 3:00 p.m. CST, April 21, 2015. Regardless of postmark or arrival, (if hand delivered), proposals received after the due date and time will not be considered. Proposals may be submitted by U.S. mail, other mail carrier services, or hand delivered. Faxed or e-mailed proposals will NOT be accepted. Untimely proposals are not eligible for appeal. The applicant is solely responsible for assuring that everything sent to WDBSCW arrive completely, legibly and on time. Submissions must include one original, six (6) copies of the proposal (narrative and budget only) and one full electronic version. Deliver proposals to:
Mr. Seth Lentz, Deputy DirectorRe: Windows to Work RFPWorkforce Development Board of South Central Wisconsin3513 Anderson Street, Suite 104Madison, WI 53704
B. Format Requirements
Clear, thorough, concise and relevant information and answers are required. If it is necessary to repeat text within the proposal, please do so rather than referring the evaluator to another section of the proposal. Clarity and completeness are essential. Use specific details to describe activities, tasks, knowledge, skills, abilities, results and leveraged resources. A journalistic approach of “who, what, when, how, why and how much” is recommended. Charts may be inserted to communicate information and data as appropriate.
Each proposal must contain all required documents identified and physically adhere to the following:1. Must be printed on 8.5” x 11” plain white paper2. Must be single spaced in 12 point Times New Roman or Arial font 3. Each page must have a one-inch margin4. Each page must be single sided5. Pages must be sequentially numbered6. Must submit one (1) original proposal marked “Original” and manually signed by officials
authorized to represent and bind applicants7. Include six (6) copies and one electronic copy on flash drive. The files must be compatible with
Microsoft Word and Excel.
C. Proposal Review and Evaluation Process
Phase I: WDBSCW staff will initially evaluate each proposal for acceptability, with emphasis placed on completeness and responsiveness to requisite program criteria. The following minimum criteria will be used to determine which proposals will continue on to Phase II:
All required services for the program for which they are bidding are addressed; All requested information and documentation is included in the application package; and The proposal is submitted in accordance with the RFP.
Phase II: Proposals that have met the minimum criteria, as stated above, will then be reviewed and by a WDBSCW Review Committee. The Review Committee is compiled of WDBSCW Board and community members who have no fiduciary interest in bidding for any of the WIA programs. All WDBSCW Staff and
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Review Committee Members have signed non-disclosure agreements and cannot be lobbied or share any information relating to the procurement review process or submissions.
Proposals will be scored based on evaluation criteria outlined in the next section. These rankings will be used as a guide for discussion and determination of recommendations. Note: WDBSCW retains the right to request additional information from any applicant, request oral presentations from applicants, or conduct site visits from any applicant before a contract award. If no response adequately addresses the services and outcomes requested, the committee may recommend that no award be made.
Phase III: The recommendations of the Review Committee, if any, will be presented to the full WDBSCW board for approval and award of contracts. All contract awards will be considered provisional pending receipt of any additional documentation regarding administrative qualifications, any other areas of concern, the successful completion of contract negotiations, and the availability of funds.
D. Withdrawals
A submitted application may be withdrawn prior to the application due date. A written request to withdraw the application must be submitted to WDBSCW. If a bidder does not withdraw a proposal by the due date, the proposal becomes the property of WDBSCW and may be subject to public disclosure.
E. Disqualification
Proposals containing one or more of the following will not be considered nor will they be subject to appeal:
1. Proposals and any other requested information received after the stipulated due date and or time,
2. Proposals that are incomplete, not containing all required documentation stated 3. All mandatory certifications not completed and/or submitted,4. Not printed on 8.5” x 11” plain white paper with 1” margins on each side, top and bottom,5. Not printed in 12 point Times New Roman or Arial font,6. Not have pages sequentially numbered on the bottom right hand corner of the page,7. Not have page numbers reflected in the table of contents,8. The original proposal lacks an original signature by the applicant’s authorized representative,
and/or marked “original”,9. None less than six (6) copies or no digital version on CD/flash drive, 10. Facsimiles and electronic submissions of proposals,11. Incomplete or erroneous information, withholding material information, or falsifying information
will result in disqualification or subsequent contract termination, and 12. Inappropriate contact. To avoid actual conflicts, the appearance of conflicts, or undue influence
over the process, all prospective applicants, their employees, agents, sub-applicants etc. are prohibited from contacting and WDBSCW member, staff or other persons identified by WDBSCW regarding this RFP.
F. Appeals
Each applicant will receive written notice advising them of WDBSCW’s selection from this RFP. Non-selected applicants have the right to file one (1) original appeal.
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To appeal, the applicant must submit a letter to the WDBSCW Executive Director within three (3) business days from the date of selection notification. The letter must state that an appeal to the selection is being filed and all specific reasons for that appeal or disqualification must be based on one or more of the following:
Clear and substantial error or misstated facts upon which the decision was made by WDBSCW, Unfair competition or conflict of interest in the decision making process, Any illegal or improper act of violation of law, or Any other legal bases on ground that may substantially alter WDBSCW’s decision.
The letter of original appeal must be received within three (3) business days from the date of selection notification via a traceable delivery system that required signature upon receipt at the address below. Letters of original appeal cannot be submitted via facsimile or electronic mail. The same person that signed the applicant submitted proposal must sign the letter of original appeal.
WDBSCW’s Executive Director will review the original appeal and determine whether or not the appeal meets one of the established criteria. The applicant will receive written notice advising as to whether or not their original appeal has been accepted or rejected within ten (10) calendar days from the appeal date. In the event WDBSCW’s Executive Director’s response is not satisfactory to the applicant; one (1) subsequent appeal to the WDBSCW Executive Committee is permitted. This appeal must clearly state why the applicant believes a review is justified and must be submitted in writing within ten (10) calendar days from the date of the Executive Director’s decision to:
WDBSCW ChairRe: RFP Subsequent AppealWDBSCW3513 Anderson Street, Suite 104Madison, WI 53704
The letter of subsequent appeal is required to be sent first via traceable delivery service requiring a signature upon delivery. The same person that signed the applicant’s submitted proposal and original appeal must sign the letter of subsequent appeal. WDBSCW will schedule the subsequent appeal hearing after consultation with the WDBSCW Executive Director. Decisions by the WDBSCW Executive Committee will be mailed to the applicant and are final. An original or subsequent appeal will not delay the WDBSCW from conducting and concluding contract negotiations with the selected applicant(s).
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SECTION III: Resources and Attachments
Resources
The flowing is a list of some web resources that may be helpful as you develop your proposal:www.wdbscw.org – Workforce Development Board of South Central Wisconsinhttp://doc.wi.gov/Home - Wisconsin Department of Correctionshttp://doc.wi.gov/Documents/WEB/ABOUT/OVERVIEW/Reentry%20Unit/Becky%20Young%20Report%202014-Final.pdf – Becky Young Community Corrections Recidivism Reduction Fiscal Year 2014 Reportwww.doleta.gov – Department of Labor Employment and Training Associationhttp://www.money-wise.org – Financial Literacy Curriculum
1. All solicitations are contingent upon availability of funds.2. This RFP is for one year and is renewable at the discretion of the board.3. WDBSCW reserves the right to accept or reject any or all proposals received.4. WDBSCW reserves the right to waive informalities and minor irregularities in the proposals received.5. This RFP does not commit WDBSCW to award a contract.6. This RFP is for Windows to Work services and other related programs and funding streams which may
become available to WDBSCW during this funding period.7. WDBSCW may accept any item or group of items of any proposal, unless the proposal qualified its
offer by specific limitations.8. WDBSCW may select a service provider based on its initial proposal received, without discussion of
the proposal. Accordingly, each proposal should be submitted on the most favorable terms from a price and technical standpoint that the bidder can submit to WDBSCW.
9. Proposals should follow the format set forth in the RFP Response Package section of the RFP and adhere to the minimum requirements specified therein.
10. WDBSCW retains the right to request additional information from any applicant, request oral presentations from applicants, or conduct site visits from any applicant before a contract award.
11. No costs will be paid to cover the expense of preparing a proposal or procuring a contract for services or supplies under Windows to Work.
12. All data, material, and documentation originated and prepared by the bidder pursuant to the contract shall belong exclusively to the WDBSCW and be subject to disclosure under the Freedom of Information Act, Right to Know Law, or other applicable legislation.
13. The final award and execution of a contract is subject to receipt of WIA funds, WDBSCW’s satisfactory negotiation of the terms of the contract, and the continued availability of funds.
14. Any changes to the WIA program, performance measures, funding level, or WDBSCW direction may result in a change in contracting. In such instances, WDBSCW shall not be liable for any damage arising from this Request for Proposals package or subsequent contract.
15. Proposals submitted for funding consideration must be consistent with, and if funded operated according to, the federal WIA legislation, all applicable federal regulations, State of Wisconsin policies, and WDBSCW policies and procedures.
16. Bidders selected for funding must also ensure compliance with the following, as applicable: U.S. DOL regulations 20 CFR Part 652; 29 CFR Parts 96, 93, 37, 2, and 98; and 48 CFR Part 31; Office of Management and Budget (OMB) Circulars A-21, A-87, A-110, A-122, and A-133 OR 46 CFR part 31, whichever is applicable.
17. Bidders will be expected to adhere to WDBSCW procedures to collect, verify, and submit required data and submit monthly invoices to WDBSCW.
18. Additional funds received by WDBSCW may be contracted by expanding existing programs or by consideration of proposals not initially funded under this RFP. These decisions shall be at the sole discretion of WDBSCW.
19. WDBSCW may decide not to fund part or all of a proposal even though it is found to be in the competitive range if, in the opinion of WDBSCW, the services proposed are not needed, or the costs are higher than WDBSCW finds reasonable in relation to the overall funds available, or if past management concerns lead WDBSCW to believe that the bidder has undertaken more services than it can reasonably provide.
20. WDBSCW has a right to fund a lower ranked proposal over a higher ranked proposal because of valid policy considerations, including but not limited to, organizational experience, geographical considerations, leveraging of outside resources, and target populations.
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21. Any proposal approved for funding is contingent on the results of a pre-award site visit that may be conducted by WDBSCW staff. This site visit will establish, to WDBSCW's satisfaction, whether the bidder is capable of conducting and carrying out the provisions of the proposed contract. If the results of the site visit indicate, in the opinion of WDBSCW, that the bidder may not be able to fulfill contract expectations, WDBSCW reserves the right not to enter into contract with the organization, regardless of WDBSCW approval of the bidder’s proposal.
22. WDBSCW is required to abide by all Windows to Work and/or WIA legislation and regulations. Therefore, WDBSCW reserves the right to modify or alter the requirements and standards set forth in this RFP based on program requirements mandated by state or federal agencies.
23. All contractors must ensure compliance with the State of Wisconsin Department of Workforce Development’s Civil Rights Compliance plan and expectations and provided equal opportunity to all individuals. No individual shall be excluded from participation in, denied the benefits of, or subjected to discrimination under any Windows to Work and/or WIA-funded program or activity because of race, color, religion, sex, national origin, age, disability, or political affiliation or belief.
24. All contractors must ensure access to individuals with disabilities pursuant to the Americans with Disabilities Act.
25. Bidders selected for funding must ensure equitable access to clients with limited English speaking, reading or writing ability and upon contracting will need to identify a Limited English Proficiency (LEP) coordinator as part of the Civil Right Compliance planning.
26. Contractors must accept liability for all aspects of any Windows to Work program conducted under contract with WDBSCW. Bidders will be liable for any disallowed costs or illegal expenditures of funds or program operations conducted.
27. Contractors must have an established grievance and complaint process and procedure to address any customer concerns, complaints or grievance. Any such complaints or grievances must be documents and addressed and resolved if possible prior to the engagement of the WDBSCW complaint and grievance process.
28. Reductions in the funding level of any contract resulting from this solicitation process may be considered during the contract period when a bidder fails to meet expenditure, participant, and/or outcome goals specified in the contract or when anticipated funding is not forthcoming from the federal or state governments.
29. Contractors will allow local, state, and federal representatives access to all Windows to Work records, program materials, staff, and participants. In addition, bidders are required to maintain all Windows to Work records for the period required by State of Wisconsin DOC and/or DWD record retention requirements, beginning on the last day of the program year.
30. The contract award will not be final until WDBSCW and the successful bidder have executed a mutually satisfactory contractual agreement. WDBSCW reserves the right to make an award without further discussion of the proposal submitted. No program activity may begin prior to final WDBSCW approval of the award and execution of a contractual agreement between the successful bidder and WDBSCW.
31. Contracts will be cost reimbursement only. Developed budgets shall define anticipated costs associated with the delivery of proposed service plan.
32. WDBSCW reserves the right to cancel an award immediately if new state or federal regulations or policy makes it necessary to change the program purpose or content substantially, or to prohibit such a program.
33. WDBSCW reserves the right to determine both the number and the funding levels of contracts finally awarded. Such determination will depend upon overall fund availability and other factors arising during the proposal review process. Bids submitted which are over the maximum amount of funds specified for this RFP will be rejected.
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34. The submission of the proposal warrants that the costs quoted for services in response to the RFP are not in excess of those that would be charged any other individual for the same services performed by the bidder.
35. WDBSCW reserves the right to reject any or all proposals received and to negotiate with any and all bidders on modifications to proposals.
36. All contractors shall purchase annually an organization-wide audit according to the requirements of the Single Audit Act and Office of Management and Budget Circular A-128 or A-133, as appropriate.
37. Commercial organizations will purchase A-128 audits. Include audit costs in the proposed budget detail.
38. Each party shall be responsible for the negligence of its own employees or agents in the performance of this contract. All successful bidders shall provide a certificate of liability insurance, providing commercial general liability coverage in the amount of $1,000,000.00 for each occurrence, automobile liability, workers compensation and professional liability insurance, if applicable. The contractor will provide a certificate of insurance satisfactory to WDBSCW.
39. Applicants are advised that most documents in the possession of WDBSCW are considered public records and subject to disclosure.
40. Applicants are advised the contracted employees will be required to complete DOC orientation training and a DOC background check. If entering a DOC Division of Adult Institution facility, Windows to Work contractor and employees will comply with all institution policies and rules which may require specific documentation of compliance. DOC may solely determine that the employee may compromise the security of the institution and exclude the employee from any of its institutions.
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Attachment B – Windows to Work Program Delivery Components
A. Organizational Capabilities
Program Operators contracted through this RFP must demonstrate the organization and management capability necessary to ensure that the proper outcomes are achieved. Bidders must have adequate resources to fully supervise, train, and manage the proposed staffing. Bidders must be prepared to fully provide the following functions:
Delivery of contracted services in a high quality fashion Striving to exceed performance goals Conducting self-monitoring for contract and performance compliance Reviewing data to ensure appropriate target population engagement Actively engaging in continuous improvement activities Maintaining all appropriate records in an accurate, timely and auditable manner Maintaining data in an accurate, timely and auditable manner Adhering to applicable statutes, regulations, policies and procedures Acquiring, training and retraining qualified employees Addressing staff day to day issues relating to policy interpretation, reporting and problem solving Acting in good faith with all system contractors and partners Cooperating in every manner with the WDBSCW and WDBSCW staff Cooperating to respond to requests for information relating to financial and/or programmatic
inquiries during monitoring conducted by the WDBSCW staff, Operations Manager or State Department of Workforce Development.
Please Note: WDBSCW contracted employees will be required to complete DOC orientation training and a DOC background check. If entering a DOC Division of Adult Institution facility, WDBSCW contracted employees will comply with all institution policies and rules. DOC may solely determine that the employee may compromise the security of the institution and exclude the employee from any of its institutions.
B. Windows to Work Coach
The Windows to Work Coach is the contracted staff member primarily responsible for the implementation of Windows to Work programming. He/she is employed by the WDB subcontracted agency and is given limited access to DOC technology resources and, upon acceptance to the program, participant information. Serving as a link between incarceration and the community, the Coach provides both pre- and post-release services to participants in order to assist in the transition from incarceration to the community. This allows for a type of continuous service that is vital to the participant achieving self-sufficiency.
During the pre-release phase of the program, the Coach provides classroom training in the five core program components, as well as providing individual release/case planning in conjunction with the institution social worker and/or DCC Agent. While providing services to participants pre- and post-release from incarceration, the Coach develops and maintains contacts in each community, forming a network of
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employers, residential property owners, educational institutions, community support agencies and treatment providers willing to assist Windows to Work participants.
Working in coordination with the DCC Agent during the post-release phase, the Coach assists participants with job search and job retention activities. The Coach is available to employers to problem solve and assist participants in taking corrective actions in order to retain their jobs, thereby reducing costly employee turnover for employers.
A. Program Delivery Methods
As stated, the classroom instruction for Windows to Work is made up of five core components. Within each of these components are required learning activities, as well as identified resource materials to meet each learning activity. As the pre-release (or classroom instruction) phase of Windows to Work is provided in a variety of institutional settings, the method of delivery for required resource materials shall be determined by agency supervisors with direction from DOC, taking in to account staff resources, institution schedules, and various agency needs. In general, the most effective method for achieving the desired effect of the program is to provide instruction on various skills and to allow participants to role-play or practice these skills. This is an important aspect of Windows to Work, and every opportunity should be utilized to allow for continued practice and/or discussion regarding the various topics and curriculum components.
B. Group Size/Frequency
It is recommended that each new Windows to Work group include 8-12 participants. Participants should be selected utilizing the defined eligibility criteria, and it is strongly encouraged that the pre-release phase of Windows to Work be provided in a “closed” group format, whereas all members are enrolled at the same time and vacancies that may occur are not filled.
It is strongly encouraged that the pre-release phase of the program be scheduled so that there are a minimum of two group sessions per week, however the total number of sessions per week shall be determined by agency staff with direction from DOC, taking in to consideration staff resources, institution schedules, and agency needs. In addition to group meetings, it is suggested that Coaches meet with participants individually throughout the course of the program to evaluate progress and provide instruction related to specific tasks and goals.
C. Lessons/Sessions/Groups
Group meetings are defined as a period of time when all participants are in attendance and where instruction on core content material is provided. Lessons are typically one to two hours in duration, however this is a function of agency (and institution) needs and resources. It is anticipated that the competencies and required learning activities for Windows to Work are expected to require 22-34 lessons for completion, depending on structure and setting, as well as additional discussion during individual meetings.
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Individual meetings are defined as a period of time when the program provider meets individually with a participant to evaluate progress and provide instruction related to specific tasks and goals. It is expected that these meetings will be utilized to provide individualized instruction related to a participant’s needs and concerns. In particular, it is suggested that instruction related to the Community Resources be provided during these individual meetings.
Individual meetings should be scheduled as appropriate, taking in to account group and individual progress and staff resources. During the pre-release phase (curriculum phase), it is suggested that individual meetings occur with each participant at least monthly. During the post-release phase, these meetings should take place weekly immediately following release, and should gradually taper off as the participant gains employment and achieves goals as determined in his or her individual case plan.
D. Program Participant Selection
Enrollment in Windows to Work is voluntary, and potential participants shall be counseled regarding their programming options, including discussion about requirements and expectations of the Windows to Work program. There are 3 methods for referral of participants to the program: self-referral, referral from institution staff, and recruitment based on a list forwarded from DOC Central Office. These methods will be examined in further detail with the selected Windows to Work contractor.
E. COMPASS Assessment
DOC utilizes the COMPASS risk/needs assessment tool that provides an indication of how likely (risk) an offender is to recidivate both generally and violently within two years post-assessment. In addition to risk, COMPAS also provides information relative to the level of criminogenic need (factors shown to be statistically correlated with recidivism) in the offender’s life. Within DOC institutions, program assignment(s) are based on the COMPASS criminogenic needs scales as well as a comprehensive review of all collateral information demonstrating aggravating/mitigating factors that are not evident through the COMPASS tool. Thus, it is essential that this COMPAS assessment is completed prior to participants enrolling in the Windows to Work program. As contracted staff do not have access to COMPASS, the institution staff will be providing this information in a timely manner to ensure program integrity. If a participant is interested in (and eligible for) the program, the institution staff will coordinate the appropriate assessment completed to determine participant status for enrollment.
Only individuals with a COMPASS recommended supervision level of medium, medium with override consideration, or high shall be further considered for enrollment. Further, in addition to evaluating risk, research suggests that resources are best utilized when participants are selected based upon their individual level of need. For Windows to Work, this means that participants should have a medium to high level of need in the areas of employment and/or education (as indicated in their COMPASS assessment).
F. Orientation
The Windows to Work Coach should provide an introduction and allow group members to introduce themselves. The Windows to Work Guidelines and Expectations (included in the curriculum) should be
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distributed and each element discussed. Allow time for questions and discussion, and have participants sign at the bottom of the form. This form shall then be copied and Coach keeps the original. Copies are to be distributed as follows: participant, social worker, DCC agent.
The orientation period shall further be used to familiarize participant’s with the structure of the program, including pre- and post-release expectations. This time can also be used for any information gathering that is needed for agency documentation and reporting. Further, it’s anticipated that this orientation won’t last the full session, and it’s recommended that instruction begin on the Cognitive Intervention program materials.
G. Pre-Release Curriculum Structure
The Curriculum Outline (Attachment C) is a blueprint for facilitating Windows to Work. As identified above, the curriculum has five main components. In addition to a description of each of the five curriculum components on the following pages, a plan for implementation is provided, as well as a suggested timeframe for instruction. Within each section, a framework for the program is provided, including: competency to be addressed by curriculum, learning objectives, required learning activities, required resource materials to complete learning activities, and optional activities and/or resource materials. The method of delivery for required resource materials shall be determined by the contracted agency with direction from WDBSCW Staff and DOC Reentry Employment Coordinator, taking in to account staff resources, institution schedules, and various agency needs. All required resource materials are included in the Windows to Work Curriculum. If a Windows to Work Coach and/or agency wishes to utilize alternative resource materials in order to meet a defined competency and/or learning objective, prior approval must be granted and documented by the Workforce Development Board Staff and DOC Reentry Employment Coordinator.
H. Post-Release Structure
Windows to Work Coaches provide services for approximately 12 months post-release. The structure for the post-release phase of the program will vary from area to area, and agency supervisors shall determine staff expectations, including standards for client interaction. At a minimum, each agency should ensure that Windows to Work participants are linked with potential job opportunities in the community, as well as all other relevant resources. The Windows to Work Coach should collaborate with the DCC agent to assist participants with job search and job retention activities. Participants should additionally receive assistance in accessing available community resources to address needs for food, shelter, clothing, transportation, and other services. Windows to Work programs sometimes have limited funds to assist participants in addressing barriers to employment such as transportation, education, identification and work supplies. The manner in which these funds are made available shall be determined by agency policies and procedures.
I. Participant Case File
Each Windows to Work program provider will maintain a case file for each participant. Minimum file contents include (copies):
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Windows to Work Program Participant Referral form (DOC-2541) Authorization for Disclosure of Non-Health Confidential Information form (DOC-1163) Authorization for Use and Disclosure of Protected Health Information (DOC-1163A) COMPAS Bar Chart and Narrative Windows to Work Guidelines and Expectations Curriculum Checklist (depending on completion status) Individual Action Plan (IAP) Career Assessment/Interest Inventory Any pre- and post-tests Case Notes (as applicable)
J. Individual Action Plan (IAP)
During the early stages of enrollment in Windows to Work, the Coach shall work with the participant to begin developing an Individual Action Plan (IAP), which outlines specific tasks and goals that the participant will work toward during the program. The IAP (form included in curriculum) will also contain basic information regarding past employment, past education, and various needs/resources that the participant may have in relation to reentering the community upon release from incarceration. Information regarding specific employment and post-release goals can be completed at the end of the pre-release (curriculum) phase of the program or immediately following the participant’s release from incarceration.
K. Data Tracking
The Windows to Work provider is responsible for tracking participant data related to enrollment, education, and employment. This data will be entered into a spreadsheet which is provided by DOC. The spreadsheet, with monthly data for participants, will then be forwarded to the DOC Reentry Employment Coordinator no later than the 5th day of the month following services (i.e., information for participants during the month of August 2015 will be forwarded no later than September 5, 2015).
The Windows to Work spreadsheet is designed to capture a significant amount of data related to program participation. Specifically, there are three sections which need attention: enrollment, employment, and education. Then, as a participant’s work and/or education status changes, this information should be updated. Data should not be entered for something which is anticipated but which has not yet occurred. Windows to Work Coach are further required to maintain case notes regarding participant progress.
L. Program Completion/Termination
Reasons for program termination other than successful can occur at any time and include: reincarceration, violation of supervision, movement out of participating area, failure to meet program requirements, and withdrawal. If a program participant is terminated/removed from the program for any reason, the Windows to Work Coach shall notify the participant’s institution social worker and/or DCC agent, and agency supervisor (email, phone, in-person, etc.).
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Participants should be recognized once they successfully complete the pre-release (curriculum) phase of the Windows to Work program. Though this is not a full completion of the entire program, it is important to acknowledge that the completion of the curriculum and all related activities is a significant accomplishment. A template for a certificate of completion for this pre-release phase will be provided.
Successful completion of the full program is determined through a joint meeting between the participant, DCC agent, and Windows to Work Coach when the participant has shown stability in the community and in their employment, accomplishing their individual employment goals. A certificate of completion is provided to participants upon successful completion.
M. Exit Survey
At the final meeting before successful discharge from the Windows to Work program, participants will complete the Windows to Work Participant Exit Survey (Included in the curriculum). Please inform the participant that the survey is not anonymous, and that we will ask for their name and DOC number. The survey is, however, confidential. This means that the reporting of the results will not be associated with the participant’s name. To keep the results confidential, Coaches are asked to provide the survey and an envelope to the participant and allow the participant to complete the survey privately. Upon completion, participants are asked to place the survey in the envelope and seal the envelope prior to returning to the Coach, who will then mail the sealed envelope to the Reentry Employment Coordinator.
For participants who are discharged from the program due to reincarceration or revocation, Coaches are to provide the survey, along with an addressed envelope, to the agent of record for completion and return to the DOC Reentry Employment Coordinator.
For participants who withdraw from the program during the pre-release phase, Coaches are to provide the survey, along with an addressed envelope, to the participant’s social worker for completion and return to the DOC Reentry Employment Coordinator.
For participants who are discharged due to non-participation, Coaches will make a final contact to provide the survey to the participant, along with the envelope. If Coaches are unable to make contact with the participant, their attempts to locate the participant should be documented, along with the participant contact information, and provided to the DOC Reentry Employment Coordinator.
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Attachment C – Workforce to Work Curriculum
A. Pre-Release Services
Pre-Release Services will be provided in a “closed” group format, all members of each cohort are enrolled at the same time and vacancies will not be filled. The staff team will consider the dosage strategy in scheduling pre-release phase of the program. Each cohort will participate in a minimum of two group sessions per week. In addition to group meetings, Windows to Work Coach will meet one on one throughout the course of the program to evaluate progress and provide related instruction. Computer/technology will be used whenever possible to build the computer skills
B. Pre-release Lessons/Sessions/Groups
The Windows to Work Coach will provide classroom training in the five core program components, as well as providing individual release/case planning in conjunction with the institution social worker. Pre-release components includes: 1) Cognitive Intervention, 2) General Work Skills and Expectations, 3) Financial Literacy, 4) Community Resources, 5) Job Seeking, Applications, Resumes.
1) Cognitive Intervention (“Thinking for a Change Curriculum” – Lessons 1-10 and 16):Designed to help participants recognize their thoughts, feelings, attitudes, and beliefs. Focus is to reduce anti-social cognitions, recognize risky thinking and feelings, build problem solving, self-management, and coping skills. Emphasis will be skill training with directed practice. Lessons will be 1-2 hours in duration, at least 2 lessons per week over the course of 10-16 lessons.
Discover a process for self-reflection aimed at uncovering antisocial thoughts, feelings, attitudes, and beliefs
1. Recognize thoughts, feelings, attitudes, and beliefs 2. Demonstrate ability to utilize new thinking in place of thinking that leads to hurtful or criminal behaviors
Social Skills Understand how to engage in pro-social interactions based on self-understanding and consideration of the impact of actions on others
3. Identify and demonstrate skills for interacting with others in a pro-social manner
Problem-Solving Skills
Understand process for addressing challenging and stressful real life situations
4. Learn step-by-step approach for handling difficult situations 5. Display problem-solving skills through role-play scenarios
Cognitive Intervention Resource Materials: Required: Thinking for a Change (lessons 1-10, 16), Optional Moving On (Females Only); Makin’ it Work; Getting it Right
2) General Work Skills and Expectations:
This program component is designed to build upon skills learned in Cognitive Intervention. Social skills, transferable skills, and problem solving skills are examined in greater detail. This program component prepares group members to engage in pro-social interactions in the community and the workplace by providing opportunity to practice learned skills during a workplace simulation. Participants will begin to examine career options based on their skills and interests.
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Implementation: Delivered in group discussion format. A check list has been developed related to obtaining and maintaining employment in the community. Completion of the checklists will be assigned as homework, and further discussed during subsequent group meeting. Class time will be spent discussing participants’ career interests (from Career Assessment/Interest Inventory) and employment opportunities. Students may also utilize the State of WI database “Skills Explorer” to research their future job opportunities. This tool is based on job titles to find opportunities that match the skills and training that the individual has and recommends careers.
Instruction timeframe: The competencies and required learning activities are expected to require 4-6 lessons for completion.
Career Plan Identify employment interests and options to assist in career development
1. Complete Career Assessment/Interest Inventory 2. Identify 1 to 2 occupation in top career clusters, examine skills, abilities, education requirements
3) Financial Literacy:
Provide a basic understanding of ways to better manage finances. A range of topics are discussed, from checking and savings accounts to techniques for building good credit.
Implementation: A PowerPoint presentation will be utilized to facilitate each seminar. Slides will be printed and disseminated and the Windows to Work Coach will provide worksheets from the MoneyWi$e Basic and Credit seminars as handouts.
Instruction Timeframe: Each seminar will take 2 hours to complete, utilizing 2-3 sessions.
2. Complete MoneyWi$e Improve Your Credit seminar (http://www.money-wise.org/)
4) Community Resources:
Provides an understanding of resources available to the community upon release.
Implementation: Windows to Work Coach will focus on each participants needs related to release to the community. This involves case planning, meeting in one-on-one sessions, and group discussions. The Windows to Work Coach may provide access to resource pamphlets, brochures, and other informational materials to provide to participants as necessary. Each of the “competency” topics listed below are to be addressed with participants in order to gauge need. The Windows to Work will need to continually work
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with community agencies to develop a comprehensive menu of resources and services available to participants upon release to the community.
Instruction Timeframe: Individual planning sessions will be utilized to evaluate a participant’s need for services in the community. A brief introduction to the material and various resources will be done during group time, limited to no more than one hour, additional time can be dedicated to community resources at the end of the program.
Techniques to search for and attain employment will be presented. Group members are counseled on how to complete applications, build a resumes, interviewing techniques and mock interviews. The Windows to Work Coach will help the participants to become familiar with resources such as Job Center of Wisconsin.
In the month(s) prior to release, the Windows to Work Coach will work to help participants select an occupational area of concentration for future job placement and if needed targeted skill training to support a successful transition to a career pathway. Additional pre-release training options will be examined prior to release. These in house job training would support inmates acquiring work skills and support resume development.
Implementation: Group meetings will be utilized to engage participants in a discussion related to obtaining and maintaining employment in the community. Completion of sample applications, personal data record, and various checklists will be assigned as homework, with discussion during subsequent group meetings. The Windows to Work Coach will work with participants to use computers to produce documents (resume, reference page, cover letter, thank you letter). Documents may be maintained so they may be used at post-release phase. Group discussion will also include possible interview questions and responses. Participants will be encouraged to answer during group as they would during an actual interview, and feedback will be provided. The Windows to Work Coach will work with the Oakhill Correctional Institution staff to identify volunteers who can assist with mock interview.
Instruction Timeframe: Program component are expected to require 6-10 lessons for completion, as well as additional discussion during individual meetings.
Competency Learning Objective
Required Learning Activity
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Job-Seeking Methods
Identify and understand job seeking techniques
1. Read and discuss networking handout and identify personal networking contacts.2. Read and discuss “Where to Look for Job Opportunities” handout 3. Read and discuss “Want Ad Procedures” handout 4. Read and discuss “80% of Job Search Success Depends on Research” 5. Read and discuss Qualities an Employer Looks for When Hiring and Promoting handout 6. Read FairShake List of Companies Who Supposedly Hire Former Felons
Job Applications
Learn how to complete job applications
7. Complete Ability to Follow Directions handout 8. Complete Avoid Application Form Errors handout 9. Complete Personal Data Record 10. Review and complete sample job application
Learn about fair hiring practices
11. Read and discuss Reentry Myth Busters 12. Read and discuss Arrest and Conviction Records Under the Law13. Read and discuss You Are Bondable! Handout
Resume Development
Develop personalized components of an employment portfolio
14. Read and discuss “The Right Words to Use in Your Job Search” 15. Read and discuss FairShake Resume Guide16. Read and discuss Thoughts on Resumes17. Complete Resume Worksheet 18. Develop and type Sample Resume 19. Develop and type Sample References Page 20. Develop and type Sample Cover Letter
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ATTACHMENT D – PROGRAM LOCATIONS
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ATTACHMENT E – Cover Page, Checklist, Compliance Form
1) Proposal Cover Page
Windows to Work ProgramFunded Through
State of Wisconsin Department of Corrections – Becky Young Recidivism Appropriation
Submission Date:
Organization Name:
(If consortium list collaborators):
Address:
Proposal Contact:
Phone: Fax:
E-mail: Website:
Amount Being Requested:
Request Summary:
I hereby declare that the information provided in this RFP response is accurate, valid and a full disclosure of requested information. I am fully authorized to represent the organization(s) listed above and act on behalf of in all matters relating to the RFP. Additionally, I will comply with all RFP provisions and associated contract assurances upon successful award.
Proposal Contact Signature: Date:
For WDBSCW Internal Use OnlyDate Received:Time Received:Received By:
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2) PROPOSAL CHECKLIST
It is the bidder’s responsibility to make sure that all required elements and forms are included in the proposal. Proposals that do not include the required elements and forms are subject to disqualification. If you have questions about the requirements or feel that special circumstances apply to your proposal, please submit a question in writing to WDBSCW to be answered on our website.
Before submitting your proposal, check the following:
One original proposal and required documents, plus six hard copies One electronic copy of Proposal Response Package
Proposal Response Package Requirements 1. Proposal Cover Page 2. Proposal Checklist 3. Proposal Summary 4. Organizational Experience and Past Performance 5. Relationships and Collaboration 6. Design and Staffing 7. Budget / Cost
9. Transition Plan 10. Statement of Compliance Form
Letter(s) of Commitment (if applicable) One copy each of the last two years’ audited financial statements
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3) STATEMENT OF COMPLIANCE FORM
As the authorized signatory official for: Submitting / Lead Organization
I hereby certify:
That the above named proposer is legally authorized to submit this application requesting funding under the Windows to Work procurement.
That the above-named proposer does hereby agree to execute all work related to this application in accordance with the Workforce Investment Act, U.S. Department of Labor, State of Wisconsin Department of Workforce Development, Division of Employment and Training, Workforce Development Board of South Central Wisconsin policies and guidelines, and other administrative requirements issued by the State of Wisconsin Department of Workforce Development, Department of Corrections or governing authority. The vendor shall notify the WDBSCW within 30 calendar days after issuance of any amended directives if it cannot so comply with the amendments; and
That the above named proposer will ensure special efforts to prevent fraud and other program abuses, such as but not limited to, deceitful practices, intentional misconduct, willful misrepresentation, and improper conduct which may or may not be fraudulent in nature; and
That the contents of the application are truthful and accurate and the above named proposer agrees to comply with the provisions and policies stated in this application and that this application represents a firm request subject only to mutually agreeable negotiations; and that the above named proposer is in agreement that the WDBSCW reserves the right to accept or reject any proposal for funding; and that the above-named proposer has not been debarred or suspended from receiving federal grants, contracts, or assistance; and that the above named proposer waives any right to claims against the members and staff of the Workforce Development Board of South Central Wisconsin.
Authorized Representative Signature
Typed Name and Title:
Date:
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Budget SummaryWorkforce Development Board of South Central Wisconsin – Effective: 7/1/2015 - 6/30/2016
Total Windows to Work Request Leveraged Resources Total
Staff Salaries $ -
Staff Fringe Benefits $ -
Staff Total Salary + Fringe $ - $ - $ -
Non-Personnel
Audit and Accounting $ -
Communication $ -
Facilities $ -
Office Supplies $ -
Staff Travel $ -
Staff Training $ -
Equipment $ -
Use/Depreciation $ -
Purchase of Service $ -
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Lease/Maintenance $ -
Indirect Cost $ -
Other: $ -
Total Non-Personal $ - $ - $ -
Grand Total $ - $ - $ -
Please complete based on above budget
Fringe Rate:
Non-Personnel Rate: Consortium SummaryWorkforce Development Board of South Central Wisconsin – Effective: 7/1/2015 - 6/30/2016 Windows to Work Request Partner Partner Partner Total WIA Request Leveraged Resources Staff Salaries Staff Fringe Benefits Staff Total Salary + Fringe Non-Personnel Audit and Accounting Communication
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Facilities Office Supplies Staff Travel Staff Training Equipment Use/Depreciation Purchase of Service Lease/Maintenance Indirect Cost Other: Total Non-Personal Grand Total
Please complete based on above budgetFringe Rate: Non-Personnel Rate:
Program Budget DetailWorkforce Development Board of South Central Wisconsin – Effective: 7/1/2015 - 6/30/2016
Non-Personnel Audit and Accounting $ - Communication $ - Facilities $ - Office Supplies/Orientation $ - Staff Travel - Project Area $ - Staff Training $ - Equipment $ - Use/Depreciation $ - Purchase of Service $ - Lease/Maintenance $ - Indirect Cost $ - Other: $ - $ - $ - Total Non-Personnel $ - Grand Total $ -
Staffing PatternWorkforce Development Board of South Central Wisconsin – Effective: 7/1/2015 - 6/30/2016
Position Location Monthly Salary / Wages Percent Charged
Number of Months Total
X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00
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X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 X X = 0.00 Staffing Total = $0.00
