Remedying Performance Issues. Describe Respondent’s ability to remedy staff performance issues. As part of our onboarding process, our contract manager will educate our candidates about State agency specific rules of conduct, security procedures, and any other applicable State rules, regulations, policies, or procedures. We also make sure our employees are aware of the IT acceptable use policies. The goal here is to get them off to a good start and position them to succeed. We understand that State agencies will review the performance of our employees’ work each quarter using the contractor performance survey shared in the RFP. Our goal will be to achieve a rating of three (excellent) for each staff augmentation effort. To this end, our contract manager will schedule monthly meetings with the State’s point of contact to discuss work efforts and any concerns. Our focus in these meetings, and throughout this contract, will be to prevent performance issues. To promote good performance, NTT DATA maintains a robust, proactive employee maintenance and performance program that includes training, employee development, and regular performance reviews. Given this program (described in more detail in Section A.2, Employee Assessment and Screening Process), we rarely encounter the need for staff remediation measures. However, if one of the employees we assign does not meet agency performance expectations or if security issues arise, we have established processes to resolve such concerns. If a State agency determines there is a performance problem, the agency should immediately notify our contract manager. We will work with the agency to determine if there is opportunity to address and correct the employee issue. If we mutually agree the issue can be corrected, we will follow our standard process for performance improvement. In this process, when we first learn of a significant issue with one of our employees we will: ⚫ Clearly identify the issue, the impact, and define how we expect the employee to correct his or her behavior or actions—delivered in the form of a verbal warning ⚫ Routinely follow up to update and monitor progress ⚫ Document results and progress and share this information with the State agency If the issue persists and the State agency is supportive of additional performance improvement measures, NTT DATA will: ⚫ Inform the employee via a second written warning that clearly states the issue we have identified, and the steps required to correct the behavior ⚫ Develop with the employ...
Remedying Performance Issues. Ace takes pride in delivering quality IT services and enforcing strict quality assurance processes. We take any performance issues with our services or staff very seriously. Our approach is to keep an open communication channel between the client project manager and our Account Manager to identify any staff performance issues and skills gaps at any stage of the project. We believe in proactively dealing with performance gaps or issues. The proactive strategy involves having a warning system in place to identify any issues before they become project risks. Xxx employs strict rules to deal with behavioral and technical performance issues. As part of the company orientation, each new hire is briefed and given a copy of the Employee Handbook and Code of Ethics, which clearly sets forth behavioral and technical performance expectations. We employ: • A three-step approach to mitigate behavioral performance issues. These steps include: Verbal or Written Warning, Written Reprimand, and/or Removal/Replacement. • A similar three step approach to remedy technical performance issues. These steps include: Mentoring/ Training, Warning, and/or Removal/Replacement.
Remedying Performance Issues. We’ve had a “Conflict Resolution” process in place since the late 1990’s. It is one tool we use when remedying Employee performance issues. The other tool we use is the “Consultant Evaluation” form we have discussed earlier in this document. Here are the major components of our “Conflict Resolution” process as adapted to remedy Employee performance issues:
Remedying Performance Issues. Employee performance is a function of both ability and motivation and employee performance directly affects organizational performance. Even though our recruitment efforts are geared towards minimizing performance issues it is possible that one of our consultants has performance issues. We do have a mitigation plan in place for contingencies like these. We do require our consultants to send in weekly timesheets and activity sheets. Sometimes we could catch performance issues from these activity sheets well before a hiring manager would raise an issue with performance. We would also reach out to the hiring mangers every couple of weeks initially for the first 3 months and gather feedback regarding our consultant’s performance. If there is a performance issue we identify if it is a skill based or a motivational issue. If it is a skills based issue we would immediately take steps to train the employee on skills or we assign our senior consultants to mentor our employee who has performance issues. We would also request our employee to put in non-billable extra hours to catch up with performance issues. If we identify that it is a motivational issue then we would take professional help to motivate the employee. If these remedial actions are not helping in mitigate the issues then we will start to look for a replacement. Employment Standards: We are an equal opportunity employer and we require our employee to comply with all local and federal standards diligently. We require our employees to be drug free for the entire duration of employment with us. We require our employees to be ethical and to employee fairness in workplace during employment with us. We also require our employees not to compete with us directly or indirectly without written permission from our company. Operational reliance: Some of the factors contributing to our excellent operation reliance are a) 18 years of experience in providing staffing services and it services.
Remedying Performance Issues. At the inception of a contract, we will meet with the appropriate State agency staff to inform them of the process to report any performance issues with our staff. In the event that one of our staff is not meeting the agencies performance expectations, the point of contact that was given at contract inception will follow up with the agency. Based on that discussion, we will have a meeting with the staff in question and set expectations for moving forward including the implementation of a performance plan if deemed necessary. In the unlikely event that a performance issue occurs again, we will meet with the staff in question to determine if the issue can immediately be resolved. If we feel that it cannot be resolved, the staff in question will be removed from the contract and replaced with another staff person of equal or better qualifications. Bottom line, we will ensure that our services and staff meet or exceed the expectations of the State agency client. This has been a mandate from the very beginning of Marquis and we have not reduced our focus or services in over thirty years of successful staff consultation services for multiple State agency clients. Information Security Protocols Our staff will abide by all the security protocols that are put in place by the State agencies we provide our services to. We currently maintain secure servers onsite that provide development and testing services for multiple state agencies from around the country. Our experience in maintaining secure platforms, development standards and data services for multiple government clients has provided us with the experience and knowledge to follow all required security protocols. These protocols will be followed whether the services we are providing are done on-site or off-site. In the case that we provide off-site services, we will abide by any additional security protocols that are required for off-site work. Our staff are well versed in developing systems compliant with: • Health Insurance Portability & Accountability Act (HIPAA) Privacy Rule (45 CFR Part 160, Subparts A and E of Part 164) • 2180.1 CIO P GSA Rules of Behavior for Handling Personally Identifiable Information (PII) • Federal Information Processing Standards (FIPS) • Federal Information Security Management Act of 2002 (FISMA)
Remedying Performance Issues. Coherent Staffing Solutions, LLC has a “Conflict Resolution” process in place. It is one tool we use when remedying Employee performance issues. Here are the major components of our “Conflict Resolution” process as adapted to remedy Employee performance issues:
Remedying Performance Issues i. Our policy regarding performance issues is to address them early and directly. We have implemented a Performance Assessment Checklist to determine the cause(s) of the performance problem. The information obtained from the checklist helps us provide the applicable corrective measures in a particular situation.
Remedying Performance Issues. WFTI’s account manager will handle all the consultant matters, such as performance evaluations, coaching, and counseling. • WFTI is further responsible for dealing directly with Consultants concerning their performance related issues at Customer place. We identify the performance issues such as lack of integration, design challenges, Lack of leadership support, implementation failure, incompetence, lack of reward, communication challenges, inspiration challenges, lack of monitoring and lack of evaluation. And then deal with each one of them with a right remedy. But primarily finding out the right performance issue is the major criteria for adopting the appropriate remedies. • Customer may deal directly with a Consultant concerning the workplace safety or security issues. Customer’s supervisor may provide day-to-day oversight in relation to the assignment, work instructions and guidance. We will check the customer performance surveys (Attachment – E) and find if there are any consultant performance issues and address them accordingly. • WFTI confirms that while Consultant is on Customer’ premises, they will abide by Customer’ general rules of work and standard practices governing Consultant behavior.
Remedying Performance Issues. ICS takes a proactive and constructive approach to managing its team members with regular meetings, communication, status reporting, and calls. When coaching is required, our team leaders are well equipped to guide their staff to improve performance to better meet our customers’ need. ICS is equally proactive and constructive when addressing disciplinary matters to ensure that undesirable behavior or activities which could negatively affect customer projects are rooted out of the organization either through behavior modification up to and including termination. We discourage employee misconduct and control poor performance through progressive disciplining steps. The following three step process is consistently followed as outlined in the ICS Policy & Procedures Manual:
