01620s.docx

EXHIBIT A

INCLUDED BUSINESS CONSULTING SERVICES

CONTRACT DESCRIPTION AND SCOPE

REQUIREMENTS FOR ALL CATEGORIES

Whether work is conducted under this Master Contract, Contractor, and its subcontractors, shall:

1. Apply a holistic and systemic approach to improve performance through root cause analysis.

2. Focus on qualitative and quantitative data (using approaches such as assessments, surveys, one-on-one interviews, focus groups, observations, existing documents, metrics, archives, etc.)

3. Maintain objectivity and the highest levels of integrity.

4. Balance the diverse needs, perspectives, and opinions of the people involved.

5. Create a safe learning environment based on mutual respect and trust.

6. Consult with project sponsors and key stakeholders to design and implement organizational effectiveness solutions in such a way that the organization owns the process and the results.

7. Establish psychological safety within organizations – Workplace safety is important for a healthy workplace, improving Diversity, Equity, and Inclusion (DEI) within a team/agency, change management, and post trauma incident (i.e. impact from community trust, harm that happened to a team member, COVID-19). This scope does not include individual counseling or group counseling, which is offered by the state EAP.

8. Create an inclusive team/agency as it relates to Diversity, Equity, and Inclusion – Specific methodology and practices to create equitable inclusion of employees as their authentic self and providing inclusive services for the public. Consultants must be able to demonstrate a methodology that can be measured and show past successes in improving organizational culture.

9. Create or support in creating inclusive policies, plans, processes, reports, and metrics.

Contractor must also be able to:

1. Utilize industry accepted practices for the applicable category.

2. Demonstrate understanding, amplify, and utilize the Washington State Enterprise Leadership Competencies and the Enterprise DEI Competencies for all employees posted by the DEI Committee of the Office of Financial Management, and titled “Enterprise DEI Competencies – All Employees – A pathway for success [PDF]”.

3. Elicit requirements through interviews, document analysis, requirements workshops, surveys, site visits, business process descriptions, use cases, scenarios, business analysis, and task and workflow analysis.

4. Critically evaluate information gathered from multiple sources, reconcile conflicts, deconstruct high-level information into details, abstract up from low-level information to a general understanding, and distinguish user requests from the underlying needs.

5. Proactively communicate and collaborate with external and internal customers to analyze information needs and functional requirements and demonstrate understanding of the import of public service taking action with the community instead of for the community with particular attention to historically disenfranchised communities.

6. Successfully engage in multiple initiatives simultaneously.

7. Work independently with users to define concepts and under direction of project managers.

8. Drive and challenge business units on their assumptions of how they will successfully execute their plans.

9. Provide strong analytical and product management skills, including a thorough understanding of how to interpret customer business needs and translate them into application and operational requirements.

10. Demonstrate excellent verbal and written communication skills and the ability to interact professionally with a diverse group, executives, managers, and subject matter experts.

11. Demonstrate self-awareness, knowledge, understanding and commitment to creating and improving a diverse, equitable, respectful, and inclusive workplace.

12. Serve as the conduit between the customer community (internal and external customers) and the development team through which requirements flow.

13. Develop requirements specifications according to standard templates, using natural language.

14. Collaborate with developers and subject matter experts to establish vision and analyze tradeoffs between usability and performance needs.

15. Be the liaison between the business units, technology teams and support teams.

16. Engage in high-level strategies.

17. Use strategy models to determine direction.

18. Help organizations to improve their performance, operating primarily through the analysis of existing organizational problems and the development of plans for improvement.

19. Utilize knowledge, skills and awareness for building work environments grounded in diversity, equity, inclusion, and respect where people thrive, missions are accomplished, and the public is served.

20. Find ways to improve an organization’s efficiency and increase profits.

21. Collect and analyze data about how a company works and then recommend changes that will decrease costs or boost revenue.

22. Present suggestions as a written report and oral presentation, which can help entities implement their recommendations.

CATEGORY - ORGANIZATIONAL DEVELOPMENT

ORGANIZATIONAL DEVELOPMENT is a category devoted to improving the functioning of an organization’s employees, work units, culture, management and business systems, processes, and structure. Contractor agrees to offer all of the disciplines below for this category and as further defined in Purchaser’s scope of work:

EXECUTIVE COACHING is a professional relationship between a trained coach and a client (who may be an individual or a group) with the goal to enhance the client's leadership or management performance and development. Executive coaches assist top executives, managers, and other identified leaders to perform, learn, stay healthy and balanced, and effectively guide their teams to successfully reach desired goals and exceed individual and corporate expectations. Such coaching enables leaders to unlock and unleash their full-potential so they bring greater value and abundance to the people and entities they serve. Executive coaches facilitate solutions through interactive dialog with the client, and use discoveries to compile data, provide feedback to management, identify development opportunities, build awareness, set goals, and create strategy plans, facilitate learning, support, and encourage leaders over the long term, and monitor and assess progress.

Concerning Diversity, Equity, and Inclusion, shall assist agencies and institutions in the following:

· Assisting in developing priorities, goals, and strategies for creating a diverse, inclusive, and culturally competent workforce;

· Establishing both internal and external committees to advise state government on workforce diversity policy and strategy, including convening cross agency/institution work groups to develop and coordinate enterprise-wide diversity and inclusion initiatives;

· Establishing streamlined agency, institution, and statewide workforce diversity reporting requirements;

· Reviewing, evaluating, and implementing agency and institution workforce diversity plans, policies, and strategies

· Developing and delivering annual reports to the Governor on the state’s progress towards creating a diverse, inclusive, and culturally competent workforce.

TEAM DEVELOPMENT COACHING is a process of developing teams to be effective change agents for their organization. The purpose of team building is to increase trust, improve communication, increase collaboration, and increase or maintain motivation. Effective team development motivates people to work together, develop their strengths, and address any weaknesses. Team building exercises and encourage collaboration rather than competition. Team Development Coaches create a safe environment to learn by encouraging cooperation, teamwork, interdependence, and by building trust among team members. Team Development Coaches lead teams through accepted team development techniques, to include five stages of Team Development: Forming, Storming, Norming, Performing, and Adjourning.

COACHING WORKSHOPS ensure sustained learning and application of skills over a wide variety of situations. These workshops support learners, clients and teams in achieving a specific goals by providing training and guidance. Coaching workshops focus on specific tasks or objectives as required by the client, as opposed to more general goals or overall development. Workshops increase the level of knowledge regarding a specific subject while also increasing effectiveness in the team or organization, and provide interactive training that transforms learners through the experience, equipping them to continue making progress when they return to work.

CATEGORY - CHANGE MANAGEMENT

CHANGE MANAGEMENT is a systematic approach to dealing with the transition or transformation of an organization's goals, processes, or technologies. The purpose of change management is to implement strategies for effecting change, controlling change, and helping people to adapt to change. Contractor agrees to offer all of the disciplines below for this category and as further defined in Purchaser’s scope of work:

a. All approaches to prepare, support, and help individuals, teams, and organizations make organizational change. The most common change drivers include: technological and cultural evolution, process reviews, crisis management, consumer habit changes, pressure from new business entrants, acquisitions, mergers, and organizational restructuring.

b. Preparing, supporting, and helping individuals, teams, and organizations in accomplishing organizational change.

c. Includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.

d. Considering the full organization and what needs to change, while change management solely refers to how people and teams are affected by organizational transitions.

e. Coaches to lead organizations through change and utilize accepted change management practices to include at a minimum the 16 principles of change management that may include:

1) Diagnosing the problem

2) Lead with culture

3) Start at the top

4) Involve every layer

5) Coalition building

6) Provide clear instructions

7) Transparent communication

8) Training

9) Questions and concerns

10) Formal and informal solutions

11) Accountability

12) Appreciation

13) Ongoing support

14) Evaluation

15) Assessment, and

16) Utilizing technology

f. Practices including knowledge, skills, and awareness for building work environments grounded in diversity, equity, inclusion, and respect where people thrive, missions are accomplished, and the public is served.

STRATEGIC PLANNING is a process by which organizations analyze, document, and setting realistic goals and objectives. Strategic planning coaches assist entities to define their strategy or direction, and make resource allocation decisions that support such strategy. Strategic planning coaches utilize accepted planning strategies, to include the five stages: goal-setting, analysis, strategy formation, and strategy monitoring / implementation.

PROCESS IMPROVEMENT is the proactive task of identifying, analyzing, and improving upon existing business processes, which enables organizations to continuously improve upon existing business processes to optimize production, quality standards, or any other identified goal, such as cutting cost or lowering length of time to complete a process. Process Improvement is an ongoing practice, to be followed up with the analysis of tangible areas of improvement by employing benchmarking techniques. Process improvement coaches utilize generally accepted process improvement techniques to include, at a minimum: map the process, analyze the process, redesign the process, acquire resources, implement, and communicate change, review the process, and readjust where required. In general, the process improvement process supports needed changes that have been identified through the management and business analysis process.

CATEGORY - MANAGEMENT AND BUSINESS ANALYSIS

MANAGEMENT AND BUSINESS ANALYSIS is a disciplined approach to identify and define solutions that will maximize the value delivered by an organization to its stakeholders, with an emphasis on financial analysis. The Business Analyst is an agent of change. Business analysis is used to identify and articulate the need for change in how organizations work, and to facilitate that change. Business analysts work across all levels of an organization and may be involved in defining strategy, creating the enterprise architecture, and taking a leadership role by defining the goals and requirements for programs and projects or supporting continuous improvement in its technology and processes. Business analysis seeks to improve an organization’s business and operations at an executive level, and maximize revenue and efficiency. Analysts interact with executives, employees, vendors, and clients to determine the strengths and weaknesses of an entity, then provide decision-makers with suggestions to improve their entity. Business Analysts utilize accepted analysis practices, to include the Business Analysis Body of Knowledge (BABOK Guide). Contractor agrees to offer all of the disciplines below for this category and as further defined in Purchaser’s scope of work:

SERVICES TO ASSIST MANAGEMENT with operation or management of the agency, unit, or division of the agency (when related primarily to the business processes of the agency, not to human resource issues).

SERVICES THAT IMPACT AGENCY POLICY, regulatory, and business issues or that have broad agency or statewide policy implications. Services that result in operational or managerial recommendations (related primarily to business and policy issues), management reports and studies, including those requested by the Legislature, and feasibility studies with significant policy impact. Services for needs assessment and business process re-engineering related to the agency’s business and policy responsibilities.

SERVICES FOR PROGRAM DEVELOPMENT, implementation, and coordination; program evaluation and/or external quality review; services for project management and quality assurance services.

STAKEHOLDER ANALYSIS to determine who the sponsor and key business stakeholders for a project will be and anyone else who needs to be involved, the multiple perspectives to be included in the requirements, and discover anyone else who needs to be involved.

MAINTAIN REQUIREMENTS issues lists, contribute to the project implementation plan, and provide regular status updates. Create meeting agendas, type meeting notes to capture the results of discussions. Manage change requests as required.

CHANGE MANAGEMENT related to this category, to include updating business procedures, checklists, work aids, or new training materials.

ASSIST ENTITIES IN MEETING OBJECTIVES AND GOALS. Understand how work is conducted, through analysis and determine solutions to issues. Solutions could include training, process changes, and modifications to business rules, modifications to or implementation of new technology, or a combination of all four.

MASTER CONTRACT NO. 01620 – BUSINESS CONSULTING SERVICES PAGE 20

(Rev. 2020-03-11)