Robbinsville School District Evaluation Committee Recommendations for the Custodial and Management Services RFP

Transcription

1 Robbinsville School District Evaluation Committee Recommendations for the Custodial and Management Services RFP 1. List of Proposers: ABM All Clean Pritchard 2. List of Evaluation Committee Members: Steve Mayer Kim Keener Bob Devita Molly Avery 1

2 3. Cost of Proposals (Ranked from lowest to highest) : Description Comparison of Proposal Form A - PRICING Details Charge for Health Care Benefits Pritchard All Clean Percent Total Charges Percent Total Charges Percent Total Charges $406, $415, $391, % $7, % $48, % $146, % $2, % $5, % $ % $71, % $78, % $67, Custodial Charge for Other Fringe Benefits Consultant Recom'd FTE's No. of FTEs (1 FTE=2080 Hours per Year) Consultant Recom'd Wage Rate $11.50 Avg. Wage Rate Excl. Benefits & Taxes $11.50 $11.75 $11.75 Custodial Overtime $6, $7, $7, % $1, % $1, % $1, Required Hours 400 Number of Annual Hours Consultant Recom'd Wage Rate $17.25 Avg. Wage Rate Excl. Benefits & Taxes $17.25 $17.75 $17.63 $168, $171, $171, Custodial - Head/Leads Charge for Health Care Benefits 6% $10, % $29, % $72, Charge for Other Fringe Benefits 1% $1, % $2, % $ % $29, % $32, % $29, Consultant Recom'd FTE's 6.00 No. of FTEs (1 FTE=2080 Hours per Year) Consultant Recom'd Wage Rate $13.50 Avg. Wage Rate Excl. Benefits & Taxes $13.50 $13.75 $13.75 Custodial Heads/Lead $2, $2, $2, Overtime 18% $ % $ % $ Required Hours 100 Number of Annual Hours Consultant Recom'd Wage Rate $20.25 Avg. Wage Rate Excl. Benefits & Taxes $20.25 $20.75 $20.63 $19, $31, $19, Building Monitor Charge for Health Care Benefits 0% $0.00 0% $0.00 0% $0.00 Charge for Other Fringe Benefits 0% $ % $0.00 0% $ % $3, % $6, % $3, Consultant Recom'd FTE's 0.63 No. of FTEs (1 FTE=2080 Hours per Year) Consultant Recom'd Wage Rate $15.00 Avg. Wage Rate Excl. Benefits & Taxes $15.00 $15.25 $15.50 $38, $33, $33, General Manager Charge for Health Care Benefits 14% $5, % $4, % $8, Charge for Other Fringe Benefits 8% $3, % $ % $ % $6, % $6, % $5, Consultant Recom'd FTE's 1.00 No. of FTEs (1 FTE=2080 Hours per Year) Consultant Recom'd Wage Rate $15.00 Avg. Wage Rate Excl. Benefits & Taxes $18.50 $16.00 $16.00 $28, $29, $28, Custodial Evening Charge for Health Care Benefits 19% $5, % $4, % $8, Supervisors Charge for Other Fringe Benefits 11% $3, % $ % $ % $4, % $5, % $4, Consultant Recom'd FTE's 1.00 No. of FTEs (1 FTE=2080 Hours per Year) Consultant Recom'd Wage Rate $13.50 Avg. Wage Rate Excl. Benefits & Taxes $13.50 $14.00 $13.75 Contractor Start Up Charges Total amount amortized over 5 years: Annual Charges $ $0.00 $0.00 Contractor Equipment Budget/Pool : All Proposed $60,000 Total amount amortized over 5 years: Annual Charges $12, $12, $12, Contractor Charge for Computerized Quality Assurance System $ $1.00 $0.00 Contractor Charge for Office and or Warehouse Rent $1.00 $1.00 $0.00 Contractor Charge for Required Office Equipment $2, $1.00 $2, Contractor Charge for Supplies and On-Going Operating Costs $12, $4, $17, Contractor Management Fee 2.8% $24, % $15, % $54, TOTAL CONTRACT CHARGE YEAR ONE $877, $949, $1,087, Increase for Input Dollar Amount 1.6% $14, % $ % $27, TOTAL CONTRACT CHARGE YEAR TWO $891, $949, $1,114, TOTAL CONTRACT CHARGE YEAR ONE AND TWO $1,769, $1,898, $2,201, Difference from Lowest Total 2 Year Contract Price $0.00 $129, $432, Total for Health Benefits $28, $88, $235, Total for Other Fringe Benefits $9, $9, $0.00 Total for Employee Payroll Taxes excluding overtime $115, $128, $111, Total FTE's Proposed on Form A Does Proposal Form C Staffing Levels Match FTE Count on Form A Yes Yes No ABM 2

3 4. Evaluation Criteria: The Criteria Used In Evaluating Proposals The points awarded range from, with 5 being the highest score and 1 being the lowest 1. Program Price: What is the price of the program proposed and its impact upon the district s operating budgets? Are the charges detailed in the proposal form realistic; i.e., heath care costs, payroll taxes, management fee, etc. 2. Contractor s financial viability, strength, capability and record of performance: Considers the contractor s capability and experience as measured by financial statements, performance record, litigation, years in the industry, number of public school districts served and references. 3. On-Site Management: Considers the references; proposal resumes, face to face interviews and any other method to discover the capabilities and skill level of the on-site management. At a minimum the proposed candidate must demonstrate the following: On- site Manager(s): a. Must have at least three years of experience in managing a comparable sized public school district. b. Must have more than three years of experience in the facilities management industry. c. Must have a high school diploma or GED equivalent diploma. d. Must be in the process of obtaining or have a Black Seal License by e. Must be fluent in English, bilingual in Spanish is preferred. f. Must have basic computing skills. g. Must have valid driver s license and insurance coverage. On- site Supervisors: a. Must have at least two years of experience in managing a comparable sized educational institution. b. Must have two years of experience in the custodial industry. c. Must have a high school diploma or GED equivalent diploma. d. Must be in the process of obtaining or have a Black Seal License by e. Must be fluent in English, bilingual in Spanish is preferred. f. Must have basic computing skills. g. Must have valid driver s license and insurance coverage. 4. Staffing Viability: Considers whether wages are sufficient to recruit and maintain a stable workforce by comparing the Contractors proposed wage rates to the NJ Dept. of Labor s most current New Jersey Department of Labor OES survey for median average wages for the District s county for custodial, management and clerical positions as well as to current outsourced contractual average wage rates and wages as detailed in Exhibit 7wage rates. Are benefits and paid time off provided/offered and employee contribution to insurance premiums and copays/deductibles sufficient to recruit and maintain a stable workforce? Also considers whether the number of custodial, management and clerical staff provided and recommended by the Contractor is sufficient to meet the Scope of Work in this RFP? Considers the Consultant s Recommended Staffing, Wage Rates and Salaries as detailed in Exhibit Contractor s Proposed Program: Is the contractor s program, systems, training, and procedures for custodial and management services thorough and comprehensive to meet the scope of work? 6. Contractor s Start Up/Transition Plan: Is the contractor s start-up plan customized to the start of this program? Is the plan detailed from pre- planning (30 days prior to the start of the contract) through the start of the contract and the first three months to September 30, 2015? Did it detail the additional management/resources they will be providing as well as the startup task, any requirements for the District, implementation date, estimated completion date, and who is responsible (name and title)? Did the plan have 100 or more different (not repetitive) tasks listed covering the startup activities in implementation, management, HR, custodial and training? Was it submitted in Excel format or a Gantt chart? Weighting Factor 15% 12% 25% Points 24% 10% 14% 3

4 5. Scoring: Evaluations of Award Criteria for Custodial & Management Services Committee Member: Steve Mayer Contractor s capability and record of performance: 12% On-Site Management: 25% Staffing Viability 24% Contractor s Proposed Program: 10% Contractor s Start Up/Transition Plan: 14% TOTALS 100% Committee Member: Kim Kenner Contractor s capability and record of performance: 12% Staffing Viability 24% Contractor s Proposed Program: 10% Contractor s Start Up/Transition Plan: 14% TOTALS 100% Committee Member: Bob DeVita Contractor s capability and record of performance: 12% Staffing Viability 24% Contractor s Proposed Program: 10% Contractor s Start Up/Transition Plan: 14% TOTALS 100% Committee Member: Molly Avery Contractor s capability and record of performance: 12% Staffing Viability 24% Contractor s Proposed Program: 10% Contractor s Start Up/Transition Plan: 14% TOTALS 100% TOTALS Program Price: 15% Contractor s capability and record of performance: 12% On-Site Management: 25% Staffing Viablilty 24% Contractor s Proposed Program: 10% Contractor s Start Up/Transition Plan: 14% TOTALS 100%

5 6. Scoring Summary 1. All Clean: Points All Clean ranked second for Program Price because they had the second lowest price. Contractor s Capability and Record of Performance was based on the references provided as well as each company s financial viability and earned All Clean last place. For On-Site Management, All Clean s proposed candidate stood out as being the strongest. The proposed staffing, wages and benefits provided caused their proposal to be the most advantageous to the District in terms of Staffing Viability. All Clean tied for first with Pritchard for the Contractor s Proposed Program. They also earned the top ranking for Contractor s Startup/Transition Plan because they demonstrated that they had the systems, procedures and corporate support to achieve success through the life of the contract. 2. ABM: Points - ABM had the highest two-year contract price. Their list of school districts served, references and financial statements had them tied with Pritchard for the highest rank regarding Contractor s Capability and Record of Performance. In reviewing ABM s proposed candidate s resumes, they ranked second for On-Site Management. ABM also ranked second in Staffing Viability based upon their mix of staffing, wages and benefits. ABM was deemed to have the poorest Proposed Program and Contractor s Startup/Transition Plan because it lacked comprehensiveness. 3. Pritchard: Points - Pritchard had the lowest price. Their references and financial viability were good enough to tie them with ABM for the highest score for Contractor s Capability and Record of Performance. In reviewing the resumes of Pritchard s proposed candidates, they were given the lowest score for On-Site Management Team. Pritchard also received the lowest score for Staffing Viability because their wages were lower than the other proposers. However, their Contractor s Proposed Program tied with All Clean for the top spot as they both met the requirements of the RFP. Finally their Startup Plan/Transition Plan ranked second for its comprehensiveness and detail. 7. Recommendation of the Robbinsville School District Custodial RFP Evaluation Committee: Upon review of the proposal books submitted, and based upon the RFP evaluation criteria, the committee concludes that the All Clean proposal is most advantageous for the Robbinsville School District. 5