AMENDMENT #4-Q&A-HR RESEARCH&ADVISORY SERVICES.pdf

Mississippi Department of Health

Procurement Dorthy Young, -

570 East Woodrow Wilson Drive, Jackson, MS 39216

(855) 767-0170

QUESTION & ANSWER REPORT

IFB No. 3160008077 HR Research and Advisory Services

RESPONSE DEADLINE: July 6, 2026, at 4:00 pm

Monday, June 15, 2026

1. Pricing Clarification Question Jun 3, 2026 3:07 PM

Question: The solicitation describes the required membership as including one Executive Counselor, one Advisory seat, and four Team seats, supported by the services and entitlements outlined in Sections 1.1 and 4.1. However, it appears that the quantities reflected in this description represent the intended requirement, while the quantities presented in the Bid Form table (e.g., Line Item 1 listing six memberships and additional quantities for advisory access, research access, and event sessions) do not align with that structure and may be incorrect. Can MSDH review and confirm whether the quantities included in the Bid Form are accurate, or if they should be revised to align with the stated membership requirements and scope of services? If revisions are required, will MSDH issue a corrected Bid Form/table that reflects the intended quantities and pricing structure to ensure consistency and comparability across bidder responses? Additionally, please clarify how bidders should interpret and price the quantities listed in Line Items 2–5 in relation to the overall requirement.

Jun 3, 2026 3:07 PM

Answered: Executive Counselor Membership – (1) A dedicated Executive Counselor partners with you to develop, enhance, and execute business-aligned HR strategies. Includes: 2 full-day virtual or onsite strategy sessions annually, HR Executive Peer Forum and 2 Signature or Elevate HR Tickets = Included in Membership Advisory Membership (1) (Unlimited Advisory level access) = Included in Membership Team Seat Membership (4) (Full Web Research access and HR Academy access) = Included in Membership Diagnostic Access (1) (Access to Standard Diagnostics; Engagement Survey, New Hire, Exit Survey, Retention Pulse Survey, HR Alignment Survey, Organizational Alignment Survey, 360 Surveys, etc) = Standard Diagnostic Access HR Signature Event Ticket (1) = Event

Invitation For Bid - HR Research and Advisory Services

Jun 15, 2026 10:16 AM

2. Standard Diagnostic Tools Jun 8, 2026 10:59 AM

Question: Section 4.1 references access to “standard diagnostic tools,” are there tools MSDH have in mind that vendors should include in their submission?

Jun 8, 2026 10:59 AM

Answered: Submission should include the ability to provide a comprehensive suite of strategic HR diagnostics designed to assess organizational health, alignment, and employee experience across the full lifecycle. Access to tools will provide data-driven insights that inform evidence-based HR strategy, operational improvements, and future training needs for succession planning. Standard diagnostic offerings should include: Strategic HR Diagnostics, HR Organizational Alignment Diagnostic, HR Management & Governance Diagnostic, Employee Lifecycle Diagnostics. Provide guidance, development, and execution of surveys to approximately 1900 employees, maintain results, and provide expert analyst support throughout the execution and data analysis phase. Develop a summary of findings and provide a report with results to inform and support evidence-based action plans, structure, and initiatives. New Hire Survey Employee Engagement Program Employee Experience Monitor Inclusion Pulse Workplace Wellness Survey Employee Retention Pulse Employee Exit Survey Development Assessments 360 Feedback, Learning Effectiveness Excellence Awards & Recognition Insights on developing programs that will aid reinforce organizational values and performance standards Implementation Support Each diagnostic needs to be supported by onsite and online workshops designed to help Executive leadership and the Human Capital team interpret findings, prioritize action items, and build sustainable solutions aligned with organizational goals.

3. Question on Section 4.1: Diagnostic Tool Access and Service Expectations Jun 8, 2026 11:07 AM

Question: Section 4.1 references access to “standard diagnostic tools.” Is the expectation that MSDH will utilize the tools provided by the selected vendor, or will the vendor be required to provide access as well as provide all services/activities required to execute the diagnostic?

Jun 8, 2026 11:07 AM

Answered: Submission should include the ability to provide a comprehensive suite of strategic HR diagnostics designed to assess organizational health, alignment, and employee experience across the full lifecycle. Access to tools will provide data-driven insights that inform evidence-based HR strategy, operational improvements, and future training needs for succession planning. Standard diagnostic offerings should include: Strategic HR Diagnostics, HR Organizational Alignment Diagnostic, HR Management & Governance Diagnostic, Employee Lifecycle Diagnostics

Provide guidance, development and execution of surveys to approximately 1900 employees, maintain results, provide expert analyst support throughout the execution and data analysis phase. Develop summary of findings and provide report with results to inform and support evidence-based action plans, structure, and initiatives. New Hire Survey Employee Engagement Program Employee Experience Monitor Inclusion Pulse Workplace Wellness Survey Employee Retention Pulse Employee Exit Survey Development Assessments 360 Feedback, Learning Effectiveness Excellence Awards & Recognition Insights on developing programs that will aid reinforce organizational values and performance standards Implementation Support Each diagnostic needs to be supported by onsite and online workshops designed to help Executive leadership and the Human Capital team interpret findings, prioritize action items, and build sustainable solutions aligned with organizational goals.

4. Submission Requirements Jun 8, 2026 11:09 AM

Question: Will the state please verify that to be considered “responsive,” the only submission requirements include responding to the 13 questions listed in Section 5 Bid Submission Requirements and pricing details as outlined in Section 6 Bid Form?

Jun 8, 2026 11:09 AM

Answered: Responsive is considered as responding to questions in Section 5 and Section

6. Please review - Project Documents, 1. Introduction and Overview, 1.1. Purpose and Goals - Before the award of any contract, the Bidder will be required to document to MSDH that it has the necessary capabilities to provide the core services specified in this IFB. The Bidder may also be required to provide additional client references, as well as related project experience details, in order to satisfy MSDH that the Bidder is qualified. MSDH may make reasonable investigations, as it deems necessary and proper, to determine the ability of the Bidder to perform the work, and the Bidder shall be required to furnish to MSDH all information that may be requested for this purpose. MSDH reserves the right to reject any bid if the Bidder fails to provide the requested information and/or fails to satisfy MSDH that the Bidder is properly qualified to carry out the obligations of the contract and to complete the work described in this

IFB.

5. Responsibilities of the 3 roles

Question: Section 6, Line Item 1 describes 3 roles (Executive Counselor, Advisory Seat, and Team Seat), will the State please provide details regarding the individual responsibilities and expected outcomes for each of the 3 roles?

Answered: Individual responsibilities and expected outcomes for the three roles described are to provide distinct organizational levels within MSDH's HR function, with tailored support aligned with the scope and strategic needs of the role holder. The Executive Counselor role is designed for the most senior HR leader and provides a dedicated Executive Counselor and Executive Advisor who will partner with the senior HR leader to develop, enhance, and execute a business-aligned HR strategy. This should include, but not limited to, prescheduled and ad hoc meetings, two (2) remote or onsite full- day strategy sessions annually, a personalized Leadership Development Accelerator Plan, exclusive access to executive level HR resources, virtual and in-person networking opportunities with HR leaders, contract review and price benchmarking for select HR technology vendors, and a 90-day "Follow Me" service for executive onboarding and transition support. Expected outcomes include the development and execution of a business-aligned HR strategy, enhanced executive leadership capability, preparation for boardroom-level HR challenges, and strategic alignment of resources with organizational priorities. The Advisory Seat is designed for mid-level HR leaders or specialized advisors who require deeper strategic support. This membership should include, but is not limited to, all team seat benefits as well as a dedicated Account Manager, unlimited advisory assistance for complex HR challenges, and access to diagnostics tools to assess HR functions and processes. Expected outcomes include enhanced strategic HR program development and execution, data-driven insights through diagnostic assessments, timely expert guidance on complex HR matters, and strengthened capability to lead HR initiatives aligned with organizational goals. The Team Seat is designed for HR team members and practitioners who execute day-to-day HR operations and programs. This membership should provide role-based access to all research and project methodologies, full web content access to HR best practices and resources, and eLearning Academy access for professional development. Expected outcomes include enhanced HR practitioner capability and skill development, improved execution of HR programs using evidence-based methodologies, timely access to resources that support operational HR questions, and continuous professional growth. capability and skill development, improved execution of HR programs using evidence-based methodologies, timely access to resources that support operational HR questions, and continuous professional growth.

6. 5 event sessions Section 6 Jun 8, 2026 11:14 AM

Question: Section 6, Line Item 2 describes the following event session(s): (2 ) full-day virtual or onsite strategy sessions annually, (1) HR Executive Peer Forum, and (2 ) Signature or Elevate HR Tickets. Will the State please provide details of what would be included in the 5 sessions? What are the expectations of the selected vendor during these events (e.g., attend as advisor and subject matter expert, plan and execute all event logistics and day of activities, participate/lead breakout sessions during the event, etc.)?

Jun 8, 2026 11:14 AM

Answered: Section 6, Line Item 2, describes the following event sessions that will be provided during the Period of Performance. The Vendor will provide two (2) full-day virtual or onsite strategy sessions annually that feature practical, activity-based learning and real-world examples to drive learning, along with handbooks, tools, and resources to sustain learning beyond these sessions.

These strategy sessions will offer opportunities for MSDH's HR team to collaborate on solving challenges and driving common goals forward within the organization. The Peer Forum provides access for the executive advisor to attend an event with fellow HR executives to discuss current trends and innovative concepts, gain practical insights on top challenges, and exchange ideas and network with peers. The Peer Forum should be designed to encourage the exchange of diverse experiences and innovative strategies, ensuring that HR leaders stay at the forefront of industry trends and best practices. The two

(2) Signature or Elevate HR Tickets will be coordinated with the HR Executive Counselor Seat to plan and execute all event logistics, including registration and daily activities to attend during the chosen event, ensuring that the executive's participation aligns with strategic priorities and maximizes the value of the professional development opportunity that the vendor can provide.

7. Clarification Requested: Section 6, Line Item 4 “Full Web Research Access” Quantity and Expected Research Hours Jun 8, 2026 11:15 AM

Question: Section 6, Line Item 4 lists a quantity of 4 “Full Web Research Access”, will the state clarify if the quantity of 4 coincides with the Team Seats (4) and therefore is indicating general access to the 4 Team Seat resources that will perform HR research services for the entire duration of the Period of Performance? Can the State specify how many hours of research are expected in total for the 4 “Full Web Research Access”?

Jun 8, 2026 11:15 AM

Answered: The quantity of four (4) Full Web Research Access coincides with the four (4) Team Seats identified in Section 6, Line Item 1. This indicates general access for the four Team Seat resources chosen by the agency, the ability to access and perform HR research services for the entire duration of the Period of Performance. Full Web Research Access is a feature included within each Team Seat membership, providing role-based access to all research and project methodologies, a complete library of HR best practices and resources, and the ability to provide an eLearning Academy with content for professional development. This access is continuous and unlimited throughout the contract period, enabling the four Team Seat holders to conduct HR research, access evidence-based tools and frameworks, and utilize current methodologies as needed to support MSDH's HR operations and programs. The State does not specify a set number of hours for research activities, as Full Web Research Access is designed to be available on-demand and utilized as frequently as needed by the Team Seat holders to address operational HR questions, support program development, and inform decision-making throughout the Period of Performance.

ACKNOWLEDGEMENT OF AMENDMENTS

Please acknowledge receipt of this amendment and all others by signing this form and returning it, along with your solicitation response.

Failure to submit this acknowledgement may result in rejection of your Bid.

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