REQUEST FOR PROPOSALS- FREQUENTLY ASKED QUESTIONS

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1 REQUEST FOR PROPOSALS- FREQUENTLY ASKED QUESTIONS This list of questions and answers is being provided as additional guidance to organizations that are considering responding to the RFPs. This includes common questions that have been asked since the RFPs were released. For additional discussion, contact Kevin Murray at TRAINING Q: What is the ideal length of time for training for participants? A: This depends on the employer, the amount of training required for a specific job, and the work readiness of the individual. We realize that many participants will have a desire to begin earning income as quickly as possible after entering the program. However, we know that achieving our goal of sustainable, living- wage employment will require a commitment to training programs that meet the needs of both the employer and the new employee. We envision pathway approaches that allow men to begin earning wages in transitional and temporary work environments, while pursuing training and credentialing opportunities that align with employer needs. Q: Where does customized training fit? A: Employers will work with our training partners to develop customized training when appropriate. SUPPORT SERVICES Q: Can support services also include bus passes for participants? A: Yes. Organizations applying to provide enrollment & support services should outline the types of supports you feel participants will need, along with cost projections in your budget. Q: What type of collaborative software are you using to track all of this? A: We are in the midst of identifying a software system that all partners will access. Page 1 of 5

2 BUDGET Q: Is there a parameter for budget costs? A: Today s workforce development programs have an average cost between $6,000- $10,000 per person, including training. We realize that the model calls for a level of innovation that may exceed that number and we encourage applicants to outline the approach and supports that you think will provide a transformational experience for participants. Ultimately, once partners are selected, we will negotiate the grant budget and contract reimbursement terms. CONTRACTS & GRANT AGREEMENTS Q: Who signs the Memorandum of Understanding (MOU) or contract? FUNCTIONS A: The President, CEO, or Executive Director of the organization that is fiscally responsible for the work will sign all agreements. Q: Where do things like basic training fit (i.e. computer training) to get people ready to do customized training? A: The organization selected to provide the Enrollment, Data Management, Assessments, Coaching & Support Services will be responsible for developing a basic training plan for each individual. Q: Many organizations experience an attrition rate significantly higher than the 40-50% rate assumes. How will the current levels of attrition be reduced? A: is designed to intervene in several specific areas of the current workforce system to create transformational outcomes. A brief outline of those interventions is below: 1) Trusted Networks: Men who live on the Northside are surrounded by trusted organizations and leaders within the African American community. They will be referred to by churches, friends, and others who believe in their potential. 2) Aspiration and Aptitude Testing: Men will take custom assessments to help them define and understand their strengths and opportunities. They will also learn about the type of work environment that they would enjoy, which will help them retain employment over time. 3) Customized Training and Placement: Through s customized training, men will develop needed soft skills, technical, and job- specific skills. They will be matched with work in a meaningful and permanent job that suits their skills in targeted high- potential industries such as healthcare, automotive technology, or construction. Page 2 of 5

3 4) Cohort Model: Each man will be supported by a cohort of his peers who are striving toward similar life goals and a cohort of peers entering the workforce at the same time. 5) Inclusive Workplaces: employers will be supported by a team of diverse staffing experts. While men are being trained to be productive employees, employers will partner with our experts to strengthen their capacity for effective and inclusive hiring, training, and retention. 6) Advocacy: will support African American men by challenging public and employer policies and practices that present barriers to sustainable employment. Q: How many pilots will you run in 2016? How many organizations will be selected for each function? A: We expect 4-5 pilots in 2016 to achieve our initial enrollment and employment goals, dependent upon funding and early successes. During the first pilot, we will select one organization for each of the four functions. Subsequent pilots may include some or all of the first pilot partners and may also include new partners. We will launch the first pilot from providers chosen through this RFP in late December or early January. EVALUATION Q: What assessments will be used for the program? A: All participants will complete the TABE assessment. We will work with partners to identify other skill- based and personality- based assessments to help each participant establish and monitor progress on career and life goals. Organizations responding to the Enrollment, Data Management, Assessments, Coaching & Support Services RFP should outline the types of assessments they recommend for participants. COHORT SUPPORT Q: How long will the program last? A: The journey to employment for each participant will vary based on his individual needs as well as career and life goals. participants are eligible for coaching and support services two- years after beginning employment. Q: How will cohorts be determined? A: Each individual will participate in two cohorts, as described below: Page 3 of 5

4 The first cohort will be determined by primary life goals (Examples: establish or strengthen relationships with a child or children; increase financial stability and build wealth; overcome addiction; address mental health needs). Men will participate in weekly sessions with their life- goal cohort. These life- goals cohorts will be supported primarily through the organization fulfilling the Cohort Support RFP functions. The second cohort is based on the type of work participants are pursuing. (i.e., individuals who are pursuing similar employment and/or training). This will be served primarily through the organization fulfilling the Enrollment, Data Management, Assessments, Coaching & Support Services RFP functions. Q: Will the organization providing cohort support weekly sessions need to provide meeting space for those sessions? A: Yes. The provider chosen for the cohort support function will need to secure ongoing space requirements for weekly support sessions, preferably in or in close proximity to north Minneapolis. EMPLOYER MANAGEMENT Q: Are you considering organizations and/or companies outside of workforce development nonprofits to provide the Employer Management functions? A: Yes. Q: Who are the employers you will be working with and how will we be notified who is hiring? A: While we have had several employers express interest in as we ve prepared for the launch, we have not solicited formal commitments from employers yet. We will work in partnership with the Employer Management provider to finalize employer agreements. As employers commit to the Employer Management partner will brief all partners on the job and career opportunities available and jointly develop steps for preparing men for opportunities. Q: Can an organization apply for more than one RFP? Can an organization be selected to provide services for more than one RFP? A: Yes, an organization may apply for more than one RFP. And yes, an organization may be selected to provide services for two of the RFP s: Enrollment, Data Management, Coaching & Support Services RFP & Cohort Support RFP. Please see below: Enrollment, Data Management, Coaching & Support Services & Cohort Support RFPs: The goals of both of these RFPs could be met by one organization; therefore Page 4 of 5

5 we will consider such proposals. However, we do not anticipate one organization being able to provide more than these two functions together. Outreach & Recruitment RFP: After thorough consideration of the potential conflicts of interest that workforce development organizations may face in recruiting individuals for their own programs and we have determined that we will not consider organizations that provide workforce development services for the Outreach & Recruitment RFP. Employer Management RFP: This function is designed to be an entity that is not fulfilling any other function of the contract (for themselves or for to avoid conflict of interest and to clarify the intentionality of focus on the needs and readiness of the employers. The entity should have experience in staffing as well as corporate diversity & inclusion strategy design, training, etc. We re looking for an organization whose sole purpose is to meet the needs of the employer by ensuring that the employer and their supervisors are ready to be an inclusive and engaging workforce for African American men. MEASUREMENT Q: How will the program be evaluated? A: The primary goal for is for participants to achieve meaningful, sustainable, and living- wage employment as a result of the services provided. We will evaluate individual participant s progress toward this goal at established benchmarks (to be determined during contract negotiation). We will also evaluate participant s ability to sustain employment and increase wages for two years post- employment and compare that data to today s outcomes. COMMUNICATION Q: How will the partners communicate with each other? A: Kevin Murray, NFG s Workforce Development Program Officer, will host bi- weekly meetings with each of the partners to facility transparent communication and partnership, implement cross- partner strategies, evaluate progress, and address challenges as they arise. Page 5 of 5

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