8-20260901-Addendum No 2 Workplace RFQ.pdf

LOS ANGELES WORLD AIRPORTS

ADDENDUM NO. 2

TO THE

REQUEST FOR QUALIFICATIONS (RFQ) FOR

Workplace Culture, Training & Safety Professional

Services (Personal Services) at LAX Ref. 0496-2026-07-RFPQ-231342

Addendum Issued:

September 1, 2026

The following clarifications, corrections, revisions, additions, and/or deletions included in this addendum, shall be incorporated into the subject RFQ

Solicitation as directed herein with immediate effect.

TO ALL PROSPECTIVE PROPOSERS:

This Addendum provides an update to the following:

1. Quick-Start Guide for Respondents – What You Need to Submit (Scoring)

Original:

Submittal Description Scoring

A — Admin Docs

Acknowledgment Letter, Conflict of Interest Form, required City forms Pass/Fail

B — BE

Program

Business Enterprise participation commitments (see note on sole proprietors below)

Pass / Fail

C — Experience

Verification that staff meet experience thresholds; Key Personnel narrative 20 points

D — Technical

SOQ

Part 1: Qualifications & Experience (10 pg.); Part 2: Approach & Methodology (400 points); Part 3: Inclusivity Plan (200 points)

60 points

The evaluation table in the Quick-Start Guide is deleted in its entirety and replaced with the following:

REVISED:

Submittal Description Scoring

A — Admin Docs

Acknowledgment Letter, Conflict of Interest Form, required City forms Pass/Fail

B — BE

Program

Business Enterprise participation commitments (see note on sole proprietors below)

10%

C — Experience

Experience & Past Performance (Mandatory) 25%

D — Technical SOQ Organizational Capacity & Risk 15%

D — Technical SOQ Project Management & Service Delivery 15%

D — Technical SOQ Cost/Fee Structure 10%

D — Technical SOQ Technical Capability 25%

2. Cover Page - Due Date

Original: Cover Page: Qualifications due October 1, 2026.

REVISED: The qualifications due date is changed from October 1, 2026, to October 9, 2026.

3. Section 1.8 – Procurement Schedule

Original: IN-PERSON Pre-Proposal Meeting 10:00AM September 9, 2026

REVISED: IN-PERSON Pre-Proposal Meeting 1:00PM, September 23, 2026

Please monitor Bonfire Events for details (location, agenda, etc.)

4. Section 4.2 – Evaluation of Written SOQ

Original:

Written Criteria Reference Weight

Organizational Capacity & Risk Submittal C 15%

REVISED:

Written Criteria Reference Weight

Organizational Capacity & Risk Submittal D 15%

5. Section 4.5 – Clarification Period

Original: “For the avoidance of doubt, compensation, labor classification rates, multipliers, fee structures, and Rate Schedules are not subject to submission or negotiation during the Clarification Period for bench qualification under this RFQ. Pricing and rate negotiations shall occur exclusively at the Task Order level, in accordance with Section 4.7 (Task Order Rate Schedule and Negotiation Procedure). Any submission of rate or pricing information during the bench qualification phase, whether solicited or unsolicited, shall not be considered by the Evaluation Committee and shall not affect the qualifications-based ranking of Respondents.”

REVISED: Section 4.5 is revised by deleting the quoted paragraph in its entirety.

6. Section 5 – Statement of Work

Section 5 is revised in its entirety and replaced with the following

Original:

CATEGORY A: Talent Acquisition & Executive Search

Scope of Services — Executive Search & Recruitment

CATEGORY B: Employer Branding & HR Marketing

Scope of Services — Employer Brand & Talent Marketing

Scope of Services — HR Marketing & Communications Campaigns

CATEGORY C: Leadership & Organizational Development

Scope of Services — Organizational Development

Scope of Services — Leadership Development & Management Training

Scope of Services — Executive Transition, Onboarding & Retention

CATEGORY D: Employee Health, Wellness & Transition Support

Scope of Services — Employee Wellness Strategy

REVISED:

CATEGORY A WORKPLACE INTEGRITY & INVESTIGATIONS

This category provides legally consequential, technically specialized services supporting LAWA's HR, Legal, and Divisions for high-sensitivity matters.

Conflict-of-Interest Protocol for Workplace Investigations Third-party workplace investigators under this Category shall be engaged only when a written conflict-of-interest, scope, or independence protocol applies. The default forum for routine workplace investigations remains the LAWA / City of Los Angeles Personnel Department EEO function, the LAWA Office of Inspector General, the City Attorney's Office, and the LAWA Human Resources Division. A Task Order under this Category requires written documentation that one or more of the following applies:

• The matter involves an executive, elected official, or senior leader in the chain of command of the internal investigative function.

• The matter requires specialized expertise (e.g., complex discrimination class claims, multi-jurisdictional retaliation, large-scale ethics inquiries) exceeding internal capacity.

• Independence is required to preserve due process, defensibility, or public credibility.

• Documented internal capacity constraint precludes timely investigation.

Scope of Services Workplace Investigations & Sensitive Personnel

• Conduct impartial investigations into qualifying complaints of misconduct, discrimination, harassment, retaliation, and ethics violations.

• Perform witness interviews, fact-finding inquiries, document reviews, and policy compliance assessments.

• Provide findings of fact and final written investigative reports consistent with City of Los

Angeles personnel policies and collective-bargaining obligations.

• Provide factual investigative deliverables that feed the City Attorney's due-process and

Skelly process. The third-party contractor shall not draft, prepare, or render legal advice on Skelly notices or hearings; that work remains with the City Attorney and LAWA HR.

• Conduct culture or climate audits in departments experiencing elevated complaints, turnover, or morale disruption (subject to the labor protocol in Category C for represented employees), and, where warranted, provide risk and pattern analysis of repeated or systemic conduct (a qualitative leadership diagnostic) that identifies underlying systemic issues and supports prevention at the lowest appropriate level.

Required Investigator Skillset Demonstrated expertise in impartial, defensible investigations; advanced fact-finding; structured witness interviewing; document review; policy compliance analysis; and working knowledge of employment law, public-sector personnel rules, collective bargaining agreements, the Police Officer Bill of Rights (POBR), and due-process requirements. Investigators must demonstrate professional judgment, independence, discretion, emotional intelligence, credibility-assessment skills, and confidentiality discipline.

Services Reserved to LAWA Staff Category E The following work is reserved to classified LAWA / City of Los Angeles staff and is not within the scope of this Category:

• Routine workplace investigations of represented employees (handled by LAWA HR, Personnel Department EEO, and the LAWA Office of Inspector General).

• Drafting, preparation, or legal advice on Skelly notices and hearings (reserved to the City Attorney and LAWA HR).

• Standing legal advisory relationships (reserved to the City Attorney).

Expected Deliverables

• Investigation workplans, findings of fact, redacted summary reports.

• Climate audit reports and corrective-action recommendations.

• Compliance memoranda aligned to City rules and LAWA policies.

CATEGORY B CULTURE MANAGEMENT & EMPLOYEE ENGAGEMENT

This category strengthens culture, and engagement of LAWA's existing workforce across all management tiers covering culture-building initiatives and employee engagement experiences.

These are consulting services that provide the processes, systems, and tools to drive engagement, including the design and delivery of engagement events; a technology platform may be included but is not required.

Scope of Services Culture & Engagement Consulting

• Strategy design and one-time program rollout to strengthen culture, engagement, and employee experience.

• Recognition program frameworks and implementation guidance.

• Change-management and stakeholder-engagement plans.

Expected Deliverables

• Creating culture and engagement surveys and dashboards.

• Change-management and stakeholder-engagement plans.

• Culture and Engagement program design and implementation.

CATEGORY C CREATIVE PRODUCTION & SPECIALIZED TRAINING SERVICES

This category provides marketing, creative production, digital, and specialized professional training services on a temporary, project-specific basis to support LAWA's recruitment, engagement, training, and organizational initiatives and to deliver capabilities the City classification system does not provide.

Scope of Services Audio, Video, Podcast & Photography Production

• Project-specific video for recruitment, onboarding, training, leadership communications, internal campaigns.

• Project-specific photography for workforce portraits, events, recruitment, leadership.

• Scripting, storyboarding, direction, filming, editing, motion graphics, captioning, accessibility compliance.

• Asset libraries and usage-rights documentation.

• Project-specific podcasts, narrated training audio, leadership audio, campaign audio.

• End-to-end production: scripting, recording, editing, mixing, mastering, hosting, distribution.

Scope of Services Graphic Design & Visual Arts

• Project-specific graphic design, illustration, infographics, visual identity work.

• Specialized artist engagements for custom illustration and campaign artwork.

• Brand-aligned design systems, templates, style guides.

Scope of Services Web Design & Digital Platforms (Design and One-Time Build Only)

• Design and develop HR-facing web properties intranets, employee portals, microsites, landing pages, recruitment campaign sites as one-time build engagements.

• User-experience research, information architecture, accessibility compliance (ADA / WCAG 2.1), content strategy.

• Integration with LAWA's existing HRIS, recruitment, and communications tools as required by Task Order.

• Project-completion documentation and knowledge transfer to LAWA IT for ongoing maintenance. Ongoing maintenance, hosting, monitoring, and routine updates are NOT within the scope of this Category and shall revert to LAWA / City of Los Angeles IT staff upon project completion.

Scope of Services Live Event Production & Fabrication

• Booth and exhibit design, fabrication, signage, staging, lighting, AV.

• Logistics, permitting, vendor management, attendee experience design.

• Post-event reporting and attendee analytics.

Scope of Services Specialized Professional Training (Skills Not Available in City Classifications)

• Training programs on AI in the workplace and AI in HR practice (generative AI, people analytics, automation, prompt design, responsible/ethical AI).

• Bilingual delivery (including Spanish) and mobile-first delivery.

• Skill-gap assessment, targeted curricula, learning-outcome measurement.

Services Reserved to LAWA Staff Category G The following work is reserved to classified LAWA / City of Los Angeles staff and is not within the scope of this Category:

• Recurring HR marketing and internal communications (reserved to LAWA Public Relations and HR Marketing staff including Public Relations Specialist, Senior Public Relations Specialist, Public Information Director).

• Recurring graphic design and routine visual production (reserved to Graphics Designer and Senior Graphics Designer classifications).

• Routine in-house video and photography production (reserved to LAWA Video Production unit).

• Ongoing maintenance, hosting, and routine updates of HR-facing web properties (reserved to LAWA / City of Los Angeles IT classifications).

• Routine internal event coordination (reserved to LAWA HR and Public Relations staff).

• General-purpose employee training delivered through City Personnel Department channels.

Expected Deliverables

• Campaign strategies, creative briefs, performance reports.

• Video and photography assets with accessibility compliance.

• Podcast episodes and audio content.

• Graphic design, illustration, campaign art.

• One-time-build web platforms with knowledge-transfer documentation to LAWA IT.

• Trade-show and event builds.

• Specialized training curricula, facilitator guides, learner assessments.

CATEGORY D EMPLOYEE HEALTH, WELLNESS & TRANSITION SUPPORT

This category supports employees' holistic wellbeing and life circumstances encompassing wellness program design and the logistical support needed when employees relocate for LAWA assignments. Vendors should be able to assemble comprehensive, ready-to-deploy wellness content spanning physical, mental, and financial well-being.

Scope of Services Employee Wellness Strategy

• Assess current wellness programs, needs, and engagement.

• Design and implement (one-time rollout) wellness initiatives across physical, mental, and financial well-being.

• Workshops, training, or campaigns to promote wellness behaviors.

• Metrics and reporting tools to measure program effectiveness.

Services Reserved to LAWA Staff Category D The following work is reserved to classified LAWA / City of Los Angeles staff and is not within the scope of this Category:

• Day-to-day administration of LAWA wellness programs after design and rollout (reverts to LAWA HR / Benefits staff).

• Routine employee-benefits counseling and benefits enrollment support.

• Day-to-day Employee Assistance Program (EAP) coordination.

Expected Deliverables

• Wellness program assessments and design plans.

• Workshop materials and employee-facing resources.

• Relocation management plans and vendor coordination documentation.

• Employee satisfaction surveys and feedback reports.

7. Form 1: Intent & Category Selection

Original: Lists categories A - D

A - Workplace Integrity & Investigations

B - Culture Management & Employee Engagement

C - Creative Production & Specialized Training Services

D - Occupational Safety, Industrial Hygiene & Specialized Training

REVISED: Lists categories A – D

A – Workplace Integrity & Investigations

B – Culture Management & Employee Engagement

C – Creative Production & Specialized Training Services

D – Employee Health, Wellness & Transition Support

Corrected FORM 1: INTENT & CATEGORY SELECTION is uploaded to Bonfire.

8. Public Files - Submittal B - Business Enterprise Program

Original: SBE 10%; LBE 0%; LSBE 0%; DVBE 0%

REVISED: SBE 15%; LBE 3%; LSBE 3%; DVBE 0%

The corrected Exhibit 2 – Business Enterprise Program form has been uploaded to Bonfire.

End of ADDENDUM NO. 2

Note: Any addenda so issued are to be considered part of this Solicitation Document.

Expected Deliverables