Staffing Solutions
Our Staff management process for the project consists of the following five elements: Staff Planning, Staff Acquisition, Staff Training, Staff Tracking, and Staff Transition. We will follow this pre-tested Staff Management Process to staff all our service contracts.
Our strategic approach to supporting our customers has been very disciplined in practice. We target key accounts and make investments up-front by committing dedicated staff to support management of that account. This approach has afforded us much success at many clients because it has enabled us to focus on each client's business at hand. By focusing on the client's organization, culture, processes, and technical environment, we have been able to cost-effectively deliver quality services tailored to each client's needs.
To meet each client's need to minimize the time and effort involved in managing contractor staff, we assume full administrative responsibility for managing the client's consultant through constant communication and reporting, which enhances the client's visibility and control of contractor vendors.
Staff Planning
Our systematic process helps ensure that our clients have the right number of people with the right skill sets to fulfill business needs. We take into account internal and external changes and integrate Human Resources planning with our client's business plan.
Based on the information provided in the Statement of Work (SOW) and the client's requirements, objectives, and scope of work, ISSI Human Resources will develop staffing estimation considering certain staffing assumptions and constraints, and Project Organization Plan.
Staff Acquisition
Our recruiting team that features five technical recruiters that work with clients in over 20 U.S. markets. Our recruiters are networked to a database of over 50,000 resumes. Relationship building, communication, and training are paramount in our recruiting methodologies, consultant/employee retention, and organizational growth. We offer the most comprehensive benefits program in the industry. For continued growth, we have an advanced CBT program that allows our consultants to obtain new skills while remaining employed. We also utilize advanced Internet search capabilities to precisely recruit only the best and most qualified candidates for our clients.
Direct Hire Acquisition
We will staff this project with minimum 55% of our employees. We follow a proven recruitment methodology, where the position descriptions and minimum qualifications will be prepared and processed through the normal Human Resources channels. The Project Manager coordinates with the client and ISSI Human Resources to determine the appropriate staff classification, advertise the position, schedule the interviews, and select the staff. We allow a 15 day timeline for acquisition of fulltime staff. We follow a standard interview process to meet the FLSA & EEO compliance. We also allow one week of time for background verification. Staff can be acquired through other methods such as temporary redirection or reorganization.
Consultant Acquisition
Consultants will be utilized on the project when state staff does not possess the necessary qualifications for specific focus areas or the services are of an urgent or temporary nature. The process for acquiring consulting contractors is directed by the Project Manager. This process starts with the development of the Statement of Work (SOW) and by determining the minimum and desired qualifications. The project's Contract Manager will coordinate with PM to select the appropriate candidate or company to solicit proposals from the sub-contracting community, coordinate the proposal or offer reviews, schedule vendor interviews, and participate in the final vendor / candidate selection.
Staff Training
When new staff joins the project, the Project Manager and the functional lead provides an orientation to the project. New staff and Project Orientation will be conducted only after Confidentiality and Conflict of Interest form and Network Access Policy are signed. The orientation discusses the following topics:
- Background of the Project
- Current Status of the Project
- Specific Job Duties and Expectations
- Introduction to the Staff and Consultants
- Overview of the Facility and Infrastructure
- Overview of the Project Processes, including time reporting, attendance, and status meetings
- Review of Confidentiality and Conflict of Interest
This is the place where all the contract consultant expectations, policies on sexual harassment, non-discrimination, etc. The Project manager then reviews with staff their current job skills and discusses mandatory or desired training with the staff. Typical types of training which may be required or of use to staff include:
- Introduction to Project Management Principles
- Introduction to Clients's Best Practices Website
- Introduction to the Project's own website
- Introduction to Project Business Tools
On-Going Training for Staff
At the start of each project, the ISSI PM and functional managers will review their staff skill sets against any new roles or responsibilities needed for the phase. Each manager and their staff will discuss where additional training might be needed to ensure staff has the necessary skills to execute the activities for each project phase. This is a part of performance review and succession planning.
Staff Tracking
Day-to-day management of the project staff is the responsibility of the Project Manager and designated functional managers. Performance evaluations, performance issues and recognition, promotions, and disciplinary actions are the responsibility of the state staff respective organizational chain of command.
Staff Transition
In the event staff desire to transition to another project prior to the completion of the project, Our consultant will give a 2 week notice. The project manager will re-assign the departing staff responsibilities. Our Human Resources staff is responsible for coordinating the knowledge to a new hire, The project manager or functional manager is responsible for ensuring any pending work is transferred to a remaining staff member to ensure timely transition and completion of the work. Resumes for proposed replacements will be sent for review and approval of Client Manager. Replacement staff will meet the original minimum qualifications for the position and generally are subject to an interview in addition to a review of their resume and qualifications. Prior work references will be checked. Where possible, the replacement staff will begin work prior to the original staff departure to ensure appropriate transition of responsibilities and knowledge. At a minimum, job shadowing is performed for at least one week before staff transition off the project.