3228_2.DOC

DATE: January 30, 2015

ADDENDUM #1

REQUEST FOR BID NO. CO-5021

BID DUE DATE: February 19, 2015 at 3:00 PM CT SERVICE: Job Development and Job Placement Services in Milwaukee, Wisconsin

This addendum is in response to further discussion with the Corrections program area concerning the bid specification and bid award. Additional language has been added to the Request for Bid (RFB) Sections 3.6, 8.16, 4.4.2 and 8.3.

The answers to the written questions received from bidders regarding the contents of the bid are also detailed.

Section 3.6 DISABLED VETERAN-OWNED BUSINESSES is added to the RFB

Bids from certified Disabled Veteran-Owned Business (DVB) may be provided up to a five percent (5%) bid preference in accordance with Wis. Stats. s. 16.75(3m). DVB must be certified the by the Department of Administration to be eligible for the preference. Indicate if applicable by checking the box on the front page, form DOA-3070.

Section 8.16 CARRYING A CONCEALED WEAPON is added to the RFB Contractor agrees to have a written policy addressing the concealed carry law which prohibits the possession of any weapon by Contractor's employees while providing services to DOC offenders. The policy must be substantially equivalent to the Department of Corrections' policy as expressed in Executive directive 80, signed October 31, 2011. A copy of Executive Directive 80 may be obtained from the Contract Administrator.

A. Contractor must maintain a copy of the signed employee statement on concealed carry in each employee's personnel file.

B. Contractor will prohibit firearms/weapons in any owned, leased/rented, or available location in which program services are provided for DOC. Signs shall be posted at every public entrance. Each sign must be at least five inches by seven inches state the restriction on carrying a firearm, and inform people that weapons or firearms are prohibited. Sample signage will be available through the Contract Administrator.

Section 4.4.2, item #3, additional language in bold font and underlined, has been added.

3. The contract facilitator shall agree to accept subpoenas and sign admissions of service of such subpoenas to appear at revocation and court hearings if required; or requested by the DOC or it’s employees or its agents.

Section 8.3 PRIME CONTRACTOR, MINORITY BUSINESS AND DISABLED VETERAN-OWNED BUSINESS CONTRACTORS, additional language in bold font and underlined, has been added.

The State of Wisconsin policy provides that minority-owned and disabled veteran-owned business enterprises certified by the Wisconsin Department of Commerce, Bureau of Minority Business Development Wisconsin Department of Administration Minority Business Certification Program and Wisconsin Office of Business Development should have the maximum opportunity to participate in the performance of its contracts. The supplier/contractor is strongly urged to use due diligence to further this policy by awarding subcontracts to minority-owned and disabled veteran-owned business enterprises or by using such enterprises to provide goods and services incidental to this agreement, with a goal of awarding at least 5% of the contract price to such enterprises.

QUESTION #1:

Can you clarify what your outcome expectations are for the program and participants?

ANSWER:

See Section 1.1 and 4.6.1.1.2 of the bid document for this information.

The significant portion of Section 1.1 is copied in italics below for convenience.

In your bid response reference the specific studies rather than simply stating ‘studies have been done’. Place the best available evidence from research at the heart of your program by including the EBP definable outcome(s); illustrate that outcomes are measurable; and show that outcomes are practical as they relate to the program participants. Awarded contractor and DOC shall work together in coordinating outcome data with DOC minimum outcome requirements identified in section 4.6 Program Evaluation of this bid.

The significant portion of Section 4.6.1.1.2 is copied in italics below for convenience.

While employment can play a critical role in reducing recidivism, research has shown that simply placing someone in a job is not a silver bullet for preventing reoffending. To help clients with criminal histories avoid reincarceration and succeed in the workplace, employment programs will need to move beyond traditional services to address individuals’ underlying attitudes about crime and work that make them both more likely to reoffend and to have problems getting and keeping a job. The department is looking for an integrated approach that addresses an individuals’ risk for criminal behavior as well as the importance of matching services to an individuals’ level of job readiness. Preparing offenders to work by first targeting their attitudes and values about work and then combine that with teaching those skills that will help them be successful at work.

The ultimate goal is to reduce recidivism. To achieve this goal, risk-need responsivity principles should be used and matching the offenders level of job readiness to those services that will meet this goal. Short term outcomes could include:

--Targeting the most intensive services to those most likely to re-offend

- Provide services that address individuals’ factors that contribute to criminal behavior

- Deliver individually tailored services that maximize motivation and ability to learn

- Employment is increased

- Finding and retaining employment

- Promoting job readiness

- Reducing criminogenic risk by addressing anti-social attitudes and behaviors

- Better attitude on the job

- Greater valuation of work

- Conflict resolution skills

- Problem solving skills

- Improving Employment outcomes through workforce development strategies

- Job XXXXX & stability

- Pro-social associates

- Ability to support family

- Structured use of time

DOC and the awarded provider will work together to develop a logic model that will further define the outcomes that are desired from the program.

QUESTION #2:

Will the vendor be able to reject any referred clients, such as those with certain criminal convictions or identified AODA/MH concerns?

ANSWER:

A referral/intake procedure will be developed by the DOC and the awarded provider. Criminal convictions/AODA/MH will not be the sole determining factor and the ultimate decision will rest with the DOC. The DOC is not looking for a one size fits all, cookie cutter approach. It is the expectation that with careful assessment for risk of offending and job readiness a service delivery plan can be individually tailored to meet the needs of even higher-risk and special needs individuals when possible. The DOC does recognize that not all offenders referred will be a good fit for this program, but that determination will need to be confirmed through the use of evidence based assessment tools.

Corrections, reentry and workforce service providers cannot successfully serve every adult on probation or leaving prison or jail who needs a job. There are simply not enough resources to do so and attempting to serve everyone would be largely ineffective. Also, some individuals require intensive services and programming, while others perform better with lighter interventions and supervision. It is hoped that the screening and assessment process will identify any need areas that are to be addressed. By assessing using a resource allocation and service matching tool, which is based on two key dimensions-an individual’s risk of reoffending (criminogenic risk) and job readiness, each offender can be assigned a combination of employment program components and service delivery strategies that are tailored to individuals’ risk for criminal activity and complemented by corrections interventions. Assessing for risk of reoffending and job readiness will identify factors associated with individual’s increased risk for criminal activity (such as antisocial peers or substance abuse). These assessments also detect individuals’ responsivity needs (such as mental illness or learning disorders) that can interfere with interventions, and can be used to inform how supervision and programming resources can be properly prioritized for higher-risk individuals to reduce their risk of reoffending. Similarly, workforce development screenings can help identify areas of need. The information is used to focus intensive job-readiness interventions on groups with characteristics that put them at disadvantage in the workforce (such as limited work history and low levels of education or occupational training). Because the tool groups individuals first by risk and then by readiness, resources are more efficiently focused where they can be most effective. For example, a higher-risk person returning from prison that has limited work experience and negative attitudes about legitimate employment will receive intensive, structured services that complement close supervision. In contrast, a lower risk individual with a history of successful employment will benefit from minimal supervision and may need little beyond assistance writing a resume or reinstating a driver’s license.

Section 4.5.1 REFERRAL/INTAKE of the RFB provides this information in brief by stating the following: Bidder shall develop referral/intake procedures in cooperation with DOC staff. If the bidder rejects an offender, this must be discussed with DOC staff to determine if the program can be modified to address the specific offender need.

QUESTION #3:

If the minimum proposal requirements are met by several vendors, and their cost proposals are very close in dollar cost, is the lowest vendor automatically chosen? Or, is some weight given to the more qualified vendor?

ANSWER:

Because this is a bid and not a proposal, there is no weighing of bidder qualifications between the qualified bidder responses, and the low bidder is offered the award.

QUESTION #4:

Can commensurate or applicable employment history or experience be considered in lieu of a Bachelor's Degree - particularly those who currently and effectively work in similar positions at the applying agency?

ANSWER:

No.

QUESTION #5:

Can certain staff in similar positions at the applying agency be considered as candidates if their criminal convictions occurred a minimum (to be defined) number of years ago

ANSWER:

No employee providing direct service can be on probation or parole. All hiring or employee issues relating to pending charges or convictions should be reviewed with the contract administrator for guidance on how to handle. This is addressed in Section 8.8 of the RFB.

QUESTION #6

On page 21 of the bin announcement for Job Development and Job Placement Services (CO-5021), it states: All contracts of more than Twenty Five Thousand Dollars ($50,000) require the submission of a written affirmative action plan. Can you clarify if this is $25,000 or $50,000?

ANSWER:

All contracts of more than Fifty Thousand Dollars ($50,000) require the submission of a written affirmative action plan.

For further information concerning this addendum contact:

Contact: Charlene Orsted, Procurement Specialist Telephone 608-240-5583

Department of Corrections

Charlene.Orsted@wisconsin.gov