Addendum No. 05 with Written Inquiry Responses

DCF RFP 2324 107

Workforce Leadership Development and Behavioral Outcomes Training

PMT-08 1 Rev. January 30, 2024

Solicitation Number: DCF RFP 2324 107 Solicitation Title: Workforce Leadership Development and Behavioral Outcomes Training Response(s) Due Date: October 16, 2025 Addendum Number: 05 Addendum Date: September 29, 2025

FAILURE TO FILE A PROTEST WITHIN THE TIME PRESCRIBED IN SECTION 120.57(3),

FLORIDA STATUTES, OR FAILURE TO POST THE BOND OR OTHER SECURITY REQUIRED

BY LAW WITHIN THE TIME ALLOWED FOR FILING A BOND SHALL CONSTITUTE A WAIVER

OF PROCEEDINGS UNDER CHAPTER 120, FLORIDA STATUTES.

DCF RFA 2324 107 is hereby amended as follows, all other terms and conditions of the solicitation remain in effect. All additions are highlighted in yellow, and words stricken are deletions:

Change No. 1

4.2.6 Response Section 5: Service Approach and Solution (Limited to 30 pages) The Respondent’s Response should demonstrate the Respondent’s capability in providing processes, approaches, and tools to perform requested services described in the Contract.

4.2.6.1 Capability and Approach to Services

4.2.6.1.1 Describe the Respondent’s and subcontractor(s)’ evidence-based experience conducting similar projects requiring need assessments and gap analysis to successfully complete work described in this solicitation and its appendices, attachments, exhibits, and referenced supporting documentation. The Response should outline the specific methods and tools that will be used for all processes, including but not limited to measuring behavioral outcomes and demonstrating the effectiveness of the provided trainings. The Respondent should clearly define how skill acquisition and behavioral change will be assessed over time. The Respondent is required to provide information regarding previous successfully executed projects related to behavioral outcomes and recommendations provided for training curricula improvement.

Change No. 2

Section 4.3.2. Response Section 7: Cost Proposal, amended to read as follows:

The Respondent will use Appendix V: Cost Proposal, to provide a not-to-exceed price for the services described in the Contract

Change No. 3 Updated Appendix V: Cost Proposal

Change No. 4

PMT-08 2 Rev. January 30, 2024

Standard Contract Part 2 F.1.1. This is a hybrid fixed-price (fixed fee) Contract (fixed fee and cost-reimbursable). The Department will compensate the Provider for the delivery of service units as outlined in the terms and conditions of this Contract, with the total payment not exceeding the amount stated in Section 1.1, contingent upon the availability of funds and performance of the Provider.

Change No. 5

See Updated Standard Contract Part 2 for the revised placement of the language in the document and other modifications. Below are notable changes referenced herein.

Standard Contract Part 2, Section B.1 Scope of Service:

B.1.1. The Provider is tasked with conducting a training Needs Assessment and a Gap Analysis throughout all six (6) regions of the Department of Children and Families (Department) and developing an Initial and subsequent Annual Training Plan that features a tailored teaching development strategy centered on Workforce Leadership and Behavioral Outcomes. The Annual Training Plan will be specifically designed to meet the unique requirements of each region, addressing areas such as leadership development, cultural transformation, effective communication, and relationship building. Additionally, the Provider will deliver the trainings outlined in the Annual Training Plan in a manner that is approved by the Department, ensuring that all sessions are conducted effectively and align with the identified regional needs. The Department has a right to request modifications to the Initial and Annual Training Plans based upon needs.

B.1.5. The Provider shall ensure that all training materials, resources, virtual sessions, and electronic deliverables developed under this Contract are fully compliant with the Americans with Disabilities Act (ADA) and Section 508 of the Rehabilitation Act, as amended (29 U.S.C. § 794d).

B.1.6. The Provider shall utilize a Learning Management System (LMS) as the primary platform for delivering online training content, tracking learner progress, and generating completion and performance reports. The LMS will support both synchronous (live virtual) and asynchronous (self-paced) training modules, ensuring accessibility and flexibility for Department staff across all regions.

Asynchronous modules will be SCORM-compliant and include interactive elements such as quizzes, case studies, and downloadable resources. Synchronous sessions will be delivered via secure video conferencing platforms (e.g., Microsoft Teams or Zoom) and may be recorded and uploaded to the LMS for on-demand access.

The LMS will also serve as a centralized repository for training materials, assessments, and certificates of completion. All content will be subject to Department review and approval prior to deployment.

B.1.7. The Department expects the Provider to not only deliver training and coaching but also to demonstrate measurable increases in participants’ behavioral skills. The Provider must clearly

PMT-08 3 Rev. January 30, 2024 define how they will assess skill acquisition and behavioral change over time. This may include, but is not limited to:

• Pre- and post-training assessments

• Behavioral observation rubrics

• 360-degree feedback tools

• Self-assessments and supervisor evaluations

• Follow-up surveys or performance data

PMT-08 4 Rev. January 30, 2024

Response to Written Inquiries:

Question # Vendor Name Solicitation

Section Question Department Response

1. I Got Her Six, LLC

Could you kindly provide insight on the expected timeline, budget parameters, number of employees this may impact, the locations involved, and any other key details you feel would be helpful?

Budget will be based upon awards for this solicitation. The requested details regarding timeline, impacted personnel, service locations, and key deliverables are comprehensively outlined throughout Standard Contract Part 2.

2.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.6.1.1, pg. 11

How many training sessions per year does the Department anticipate delivering across the six regions?

Per the Scope of Work outlined in the RFP, the Provider is required to conduct up to six (6) training sessions annually in each of the Department’s six (6) regions. Additionally, each training cohort must include no fewer than eight (8) participants, unless otherwise agreed upon with the Department’s designated training manager (Exhibit C, Section C.1.2.2.5).

Therefore, the expected minimum participation per region is 48 individuals annually (6 sessions × 8 participants), with a total minimum of 288 participants statewide per year, assuming the minimum cohort size is met in each region.

The Provider will work collaboratively with the Department’s Training Team to develop a Department-approved Initial Training Plan and Annual Training Plans that identify regional training needs and drive the scheduling and content of training sessions (Exhibit C, Sections C.1.2.2 and C.1.2.4). These plans will ensure that training activities are responsive to the results of the Needs Assessment and Gap Analysis and aligned with Department priorities.

3.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.6.1.1, pg. 11

What is the expected number of participants per training session or regionally?

Refer to the response to Question #2.

PMT-08 5 Rev. January 30, 2024

Question # Vendor Name Solicitation

Section Question Department Response

4.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.6.1.4, pg. 12

Does the Department have a preferred delivery format for trainings (e.g., in-person, virtual, hybrid)?

The Department does not prescribe a single preferred delivery format for trainings. Instead, the resulting contract allows for flexibility in delivery methods, stating that trainings may be conducted in-person, virtually, or in a hybrid format, as approved by the Department (Exhibit B – Scope of Work; Exhibit C, Section C.1.2.2.3).

The chosen format must be responsive to the training needs identified in the Needs Assessment and Gap Analysis and included in the Department-approved Initial and Annual Training Plans. The Provider is expected to propose and deliver training in the format that best supports learning outcomes and aligns with Department guidance and regional needs.

5.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.6.1.2, pg. 11

How many individuals are expected to receive 1:1 coaching annually?

Refer to updated Standard Contract Part 2 (renumbered), Section C.1.2.3. and Section B.1.8.1. The Provider will deliver customized guidance to meet the specific needs of the 6 regions. The Department has defined the need for 150 sessions each year for PAs and OMs;

however, the Department still requires the Provider to give recommendations overall.

6.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Appendix V, Cost Proposal

Are there reimbursement caps or standard rates for training facilitation, travel, or assessment tools?

All proposed costs, including training facilitation, travel, and assessment tools, are based on reasonable and customary rates and comply with applicable state guidelines. Travel reimbursements will adhere to the limits established in Section 112.061, Florida Statutes, including per diem, mileage, lodging, and meal allowances.

Any cost-reimbursable items, such as training delivery or assessment tools, will be invoiced with supporting documentation and are subject to Department approval. Hourly consulting rates and deliverable-based pricing are aligned with market

PMT-08 6 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response standards and reflect the qualifications and expertise of the personnel assigned.

The Provider affirms that no costs exceed allowable thresholds and that all pricing is transparent, auditable, and compliant with the Department’s fiscal accountability standards. Refer to Change No. 04.

7.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.6.2.1.2, pg. 12

Will the Department provide access to internal systems or existing survey/evaluation tools for training effectiveness?

While collaboration with the Department’s Training Team is emphasized throughout the Scope of Work, including for data collection and training development, it is the Provider’s responsibility to identify current gaps and needs based on their own assessment processes and tools. Therefore, Respondents should be prepared to initiate and execute the full assessment process without reliance on prior baseline data from the Department unless otherwise made available after contract execution.

8.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Appendix V, Cost Proposal

Should regional Needs Assessments be submitted as individual reports or one consolidated statewide report?

Refer to Standard Contract Part 2, particularly Section B.1., Scope of Work, Section B.2.1. and Section C.1.1.

9.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 4.2.4.5, pg. 10

Is there a preference for in-state (Florida-based) subcontractors or vendors?

There is not a preference for in-state subcontractors or Vendors.

10.

C7 Enterprises

LLC DBA CLT

& Associates

General Can the Department confirm if there is a current or incumbent vendor performing similar services?

The Department has had contracts with the University of South Florida via Purchase Orders C1FD5C and C21A5B to provide behavioral health training services. In addition, there are several vendors who provide related training services to the regions.

11.

C7 Enterprises

LLC DBA CLT

& Associates

RFP, Section 1.3,

pg. 4

When is the anticipated date for the first deliverable (Needs Assessment) following contract award?

Per Standard Contract Part 2, Section D.2.

Deliverable Documents, the Provider is required to submit the Needs Assessment within ninety (90) days from the effective date of the Contract, and subsequently on an annual basis.

PMT-08 7 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

12. Maven Tree Consulting

Scope & Deliverables

Approximately how many leaders are expected to participate in coaching and training annually, and how many from each region?

Refer to the response to Question #2.

13. Maven Tree Consulting

Scope & Deliverables

What leadership levels are included in the target audience (e.g., supervisors, managers, executive leaders)?

Leadership levels may include Program Administrators, Operations Managers, Family Navigators, and Executive Directors.

14. Maven Tree Consulting

Scope & Deliverables

Does the Department anticipate trainings to be delivered in-person, virtually, or through a blended format?

Refer to the response to Question #4.

15. Maven Tree Consulting

Scope & Deliverables

Are there existing leadership frameworks, internal values, or prior training materials we should align with?

The Department has promoted (not trained) multiple frameworks over the past several years which we can provide input around to the vendor selected. The internal values should align with the Department's mission, vision, and goals. There are no training materials that need to align at this time.

16. Maven Tree Consulting Timeline & Logistics

What is the expected contract start date and timeline for submitting the initial Annual Training Plan?

Per Section 1.3, Term of the Agreement, the anticipated start date of the resulting contract is November 1, 2025.

Per Standard Contract Part 2, Section D.2.

Deliverable Documents, the Provider is required to submit the Initial Training Plan within forty-five

(45) days following the submission of the Needs Assessment and Gap Analysis.

17. Maven Tree Consulting Timeline & Logistics

Is there an anticipated number of training events or coaching sessions per region or statewide each year?

Refer to response to Question #2.

18. Maven Tree Consulting

Budget & Reimbursement

Can the Department provide a general budget range or ceiling for this engagement?

No, Providers shall submit Appendix V: Cost Proposal, to include proposed pricing. Cost will be evaluated as part of the overall scoring process, as outlined in Section 5.2.2 of the RFP, and will be considered alongside technical and programmatic criteria to determine the most advantageous proposal.

PMT-08 8 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

19. Maven Tree Consulting

Budget & Reimbursement

Should costs for travel, materials, and indirect expenses be included in per-unit pricing, or will those be reimbursed separately?

Refer to the response to Question #6.

20. Maven Tree Consulting

Budget & Reimbursement

Is there a maximum allowable hourly or daily rate for consultants under this agreement?

There is not an explicitly stated maximum allowable hourly or daily rate; however, proposed rates must be reasonable and competitive. As the Financial Score accounts for 200 points in the evaluation, cost will significantly impact scoring.

Therefore, to be eligible for award and to receive a higher financial score, Respondents should ensure that proposed rates reflect fair market value and provide a strong overall value to the Department.

21. Maven Tree Consulting Evaluation

What are the key outcomes or success metrics the Department hopes to achieve through this leadership program?

Refer to Exhibit E and Section B.2.

22. Maven Tree Consulting Evaluation

Do you count certified Woman Owned Small Businesses, certified LGBT businesses, or only minority or veteran owned?

Refer to Section 2.4.9., Commitment to Diversity.

23.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, B.1.1., Page:

Needs Assessment & Gap Analysis: Can you confirm whether the Department will provide any baseline data or prior assessments to inform the initial Needs Assessment?

Refer to the response to Question #7.

24.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.5, Training Delivery: Are there any preferred or required platforms for virtual or hybrid training delivery beyond the Department’s LMS?

Refer to the response to Question #4.

25.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.5, Training Type: Is DCF seeking asynchronous training, live or pre-recorded online training?

PMT-08 9 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

26.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.3.7, LMS File Types: What is the LMS platform currently being used? What type of files are accepted within DCF’s Learning Management System?

The LMS platform is My FL Learn through Cornerstone. Files need to be 2004 version 3 SCORM files or newer. The Department can drop most other file types into a SCORM program to be loaded (pdf, wav, mp4, etc.).

27.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.4, Coaching Sessions: Will the Department assign specific Program Administrators and Operations Managers for coaching, or is the vendor expected to identify participants?

The Department will identify and assign specific Program Administrators (PAs), Operations Managers (OMs), and other designated leaders for coaching. As stated in Exhibit C, Section C.1.2.3, "The Provider will deliver personalized Coaching sessions and consulting services for each region’s PAs, OMs, and other designated leaders as identified by the Department" As such, the Provider is not responsible for identifying participants but must be prepared to deliver coaching and consulting services to those assigned by the Department, in alignment with the Needs Assessment and Gap Analysis.

28.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.6, Quarterly Reports: Should the training metrics in the quarterly reports be standardized across all regions or tailored per region?

The training metrics included in the quarterly reports should be standardized in format but tailored in content to reflect each region’s specific training activities and outcomes. The resulting contract requires the Provider to submit quarterly reports that include:

• A comprehensive record of training sessions (date, time, location, instructor, delivery method, etc.)

• Metrics aimed at enhancement, derived from the Needs Assessment and Gap Analysis

• Progress toward goals established in the Annual Training Plan (Exhibit C, Section C.1.2.4.)

PMT-08 10 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

This structure ensures consistency in how data is reported while allowing for region-specific insights and progress tracking. Therefore, the Department expects standardized reporting templates with region-specific data to support comparability and accountability across all six regions.

29.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.5, Staff Requirements: Do the staff outlined in this RFP have annual training requirements that must be met?

Yes, but those training requirements do not relate directly to leadership behavioral outcomes.

30.

K.L. Scott & Associates, LLC. (KLSA)

Standard Contract Part 2, C.1.2.5, Number of participants: What is the expected number of participants for universal training?

Refer to the response to Question #2.

31.

K.L. Scott & Associates, LLC. (KLSA)

RFP Template, Appendix V: Cost Proposal, Page 25

Budget: Has the State established a not-to-exceed budget for this scope of work?

Refer to the response to Question #18.

32.

K.L. Scott & Associates, LLC. (KLSA)

RFP Template, Appendix V: Cost Proposal, Page 25

Budget: Has the State identified a not-to-exceed amount for other direct costs (e.g. travel, software, materials)?

Refer to the response to Question #6.

33. Deltek What is the name of the current/ most recent vendor(s)? Refer to the response to Question #10.

34. Deltek What is the budget for these services? Refer to the response to Question #18.

35.

Impact Consulting, LLC

RFP Template:

Section 1.

Introduction 1.1 Purpose of the

Procurement pg 3

What are the specific 6 regions of the department and where are they headquarters? https://www.myflfamilies.com/news-events/department-regions-and-circuits

36. Impact Consulting, LLC General What role will regional department leaders play in this process?

The Department’s Regional Leaders role will be to provide input, support the recommendations, promote staff engagement, address process concerns, and assist in resolution in barriers.

https://www.myflfamilies.com/news-events/department-regions-and-circuits https://www.myflfamilies.com/news-events/department-regions-and-circuits

PMT-08 11 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

37. Impact Consulting, LLC

Standard Contract Part 2: C.1.2.1.7 pg

Who are the key stakeholders for this engagement?

Key stakeholders include Program Administrators, Operations Managers, Family Navigators, Department’s existing training team, as well as headquarters and regional leadership.

38. Impact Consulting, LLC General Who are the key decision makers for this contract award? Refer to Section 5, Selection Methodology.

39. Impact Consulting, LLC General Is it your intent to award this contract entirely to one vendor or multiple? Refer to Section 2.7, Department’s Discretion.

40. Impact Consulting, LLC

Standard Contract Part 2: C.1.2.1.7 pg

How will access to key stakeholders be facilitated during assessment and delivery?

Access to key stakeholders will be facilitated through virtual or in person meetings.

41. Impact Consulting, LLC General

How will access to key historical and necessary workforce planning and training data be made accessible during the assessment and delivery process?

The Department can provide access to the last two years of training plans upon request of the awarded Respondent(s). Additional information can be provided upon request if available.

42. Impact Consulting, LLC

Standard Contract Part 2: C.1.2.4.2 pg

What are your preferred tech solutions and tools currently being leveraged for workforce planning, coaching and training?

The Department currently utilizes Microsoft Teams for communication and collaboration, as well as a Learning Management System (LMS) known as My FL Learn for training and development. These platforms support virtual meetings, resource sharing, and structured learning modules. While these are the primary tools in use, the Department remains open to leveraging additional technology solutions that align with its needs and receive appropriate approvals.

43. Impact Consulting, LLC

RFP Template:

Capability and Approach to

Services 4.2.6.1.1 pg 11

Has a needs assessment and gap analysis ever been conducted for the department before and if so, will the results be shared with the contract awardee?

No, however formal assessments exist at a statewide level. To the extent that such materials are available and relevant, they may be shared with the awarded Respondent(s) upon request and approval.

44. Impact Consulting, LLC General What is prompting this initiative currently?

The Department seeks to streamline the training process to ensure consistency across the State.

This initiative reflects the Department’s

PMT-08 12 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response commitment to strengthening workforce development and aligning training efforts with strategic priorities. In recent years, training programs have been developed in response to emerging needs across various program areas. As the Department continues to evolve, there is a growing need to take a more coordinated and data-informed approach to workforce training.

45. Impact Consulting, LLC

RFP Template:

Capability and Approach to

Services 4.2.6.1.1 pg 11

Are you able to provide more specificity around the gaps/opportunities across the focus areas identified (leadership development, cultural transformation, effective communication and relationship building)?

The Department is committed to continuously strengthening its workforce and supporting staff throughout their professional journey. As part of this commitment, opportunities have been identified to enhance consistency in leadership development statewide. While many leaders have advanced through demonstrated experience and performance, the Department is now working to implement a more standardized approach to leadership training to further support their success.

Additionally, the Department is prioritizing efforts to build a strong, values-driven culture that promotes effective communication and relationship building. These focus areas represent opportunities to reinforce shared goals, improve collaboration, and support a positive and resilient work environment across all levels of the organization.

46. Impact Consulting, LLC General

What are the main tactical deliverables you hope to achieve because of this engagement?

Refer to Exhibit D.

47. Impact Consulting, LLC General

What are the main behavioral changes you hope to achieve because of this engagement?

The Department aims to establish a consistent set of behavioral leadership competencies that can be demonstrated across all regions. Key deliverables include the development and implementation of standardized leadership training aligned with clearly defined behaviors, practical tools for

PMT-08 13 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response applying those behaviors in day-to-day operations, and a framework for measuring progress and effectiveness. The goal is to equip leaders at all levels with the skills and support needed to lead with confidence, consistency, and impact statewide.

48. Impact Consulting, LLC General

How many total staff will participate in and/or be impacted by this workforce assessment and training plan?

Up to 120 staff members are expected to participate, including Program Administrators (PAs), Operations Managers (OMs), and other regional leadership roles.

49. Impact Consulting, LLC General

Following up on Q11, what is the proportion of staff that are individual contributors vs. managers?

All participating staff serve in management or leadership capacities.

50. Impact Consulting, LLC General

Which are the specific areas of content and/or behavioral competencies you are hoping to accelerate within/across the department?

Refer to Standard Contract Part 2.

51. Impact Consulting, LLC General

What are the Department’s preferred or required delivery methods (in-person, virtual, hybrid) by region?

52. Impact Consulting, LLC General

What certifications, skills and experience levels are required of consulting and coaching staff?

Refer to Section C.2.1.3.

53. Impact Consulting, LLC General

What is the anticipated or not-to-exceed contract amount for this procurement?

54. Impact Consulting, LLC

Standard Contract Part 1: 3:3:1 pg 4

Are travel and material expenses reimbursable, or should they be built into the fixed pricing?

55. momentUS Solutions General

To help us understand the level of executive sponsorship and anticipated challenges, what office or individual within DCF will serve as the executive

The Office of Child and Family Well-Being.

PMT-08 14 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response sponsor for the workforce leadership development training program?

56. momentUS Solutions General

Is there an established committee, workgroup, or structure for managing training requirements within the Department and the six regions?

Yes. Training requirements are managed through the Department’s Office of Workforce Learning and Development, which provides centralized oversight and coordination of workforce training initiatives across all six regions. This office ensures alignment with Departmental goals, promotes consistency in training standards, and supports the implementation of statewide development efforts.

57. momentUS Solutions General1

Does the DCF have a prior Annual Training Plan for Workforce Leadership Development and Behavior Outcomes that they can share?

Yes, upon contract execution, the Department will share available relevant information to support the Provide

58. momentUS Solutions General

Who is responsible for approving the Annual Training Plan for Workforce Leadership Development and Behavior Outcomes? Specifically, since the acceptance of deliverables impacts payments on a quarterly basis.

Approval of the Annual Training Plan and associated deliverables is the responsibility of the designated Workforce Learning and Development Training Manager in coordination with the designated Contract Manager.

59. momentUS Solutions General Does the DCF have a published strategic plan it can share?

Yes, The Child and Family Services Plan which is available on MyFLFamilies.com linked here: Child and Family Services Plan 2025-2029.pdf

60. momentUS Solutions General

Who are the key stakeholder groups that should be included in the Needs Assessment and Gap Analysis process? Should this include community-based care partners, contracted service providers, or

Refer to the response to Question #37.

https://www.myflfamilies.com/sites/default/files/2025-01/Child%20and%20Family%20Services%20Plan%202025-2029.pdf https://www.myflfamilies.com/sites/default/files/2025-01/Child%20and%20Family%20Services%20Plan%202025-2029.pdf

PMT-08 15 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response external stakeholders beyond DCF staff?

61. momentUS Solutions General

Is there an incumbent contractor currently providing similar services? If so, what transition requirements or knowledge transfer activities should be anticipated?

The Department currently partners with multiple vendors who provide leadership development services. While there is no single incumbent Provider, the Department can share information on previous efforts and materials developed over the past two years to support a smooth transition and knowledge transfer for the successful awardee.

62. momentUS Solutions General

Does the Department have workforce demographic information centrally available, or will the vendor need to collect this information from all Regions?

The Department maintains centralized access to workforce demographic information and can provide relevant data to the vendor upon request following contract award.

63. momentUS Solutions

DCF RFP Section 1 (Introduction), Page

Can the Department provide specific information about each of the six regions, including:

a) approximate number of staff in each region to train and coach by position (Program Administrators, Operations Managers, Family Navigators, leadership

(b) geographic coverage areas and outlying locations

(c) current training capacity/facilities available in each region?

Note: This information informs travel, time, and personnel allocation.

The Department will provide detailed information related to staffing, geographic coverage, and training facilities upon contract award. Providers should anticipate that travel to any location within the state may be required as part of this engagement. The scope and specifics of travel and on-site activities will be further clarified through the Needs Assessment and Gap Analysis process.

64. momentUS Solutions

DCF RFP Section 1 (Introduction), Page

The RFP mentions "cultural transformation" as a priority. Are there specific cultural competencies or preferences for training content and delivery approaches?

The Department prefers in-person training delivery to support cultural transformation initiatives, though virtual sessions may be accepted with prior approval. Specific cultural competencies and training objectives related to this priority are detailed in Attachment 1, under “Leadership

PMT-08 16 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

Outcomes,” item 1, which focuses on enhancing organizational culture.

65. momentUS Solutions

DC RFP, Section

1.3 (Terms of the

Agreement), page 4 and Appendix V (Cost Proposal), This is an administrative recommendation to clarify if this is a three- or four-year contract. The three-year term in Section 1.3 does not align with the four-year pricing table in Appendix V.

It is anticipated that the resulting Contract, while for 3 years, will span 4 State Fiscal Years (SFY), that operates July 1 to June 30. The number of quarters in each SFY is reflected on Appendix V:

Cost Proposal. Refer to Change No. 3.

66. momentUS Solutions

DCF RFP Section

4.2.1 (Cover Page), Would the government please confirm that providing the Vendor Number from the My Florida Market Place sufficiently meets the proof of registration needs on the cover page?

If this is inaccurate, please clarify what is required for proof of registration.

Yes, providing the Vendor Number issued through My Florida Market Place (MFMP) satisfies the proof of registration requirement on the cover page.

67. momentUS Solutions

DCF RFP Section

4.2.6 (Service

Approach), Page 11

What existing training data, performance metrics, or previous assessments are available to inform the initial Needs Assessment and Gap Analysis?

Refer to the response to Question #57.

68. momentUS

DCF RFP Section

4.2.6 (Service

Approach), Page 11

Are there specific behavioral outcome metrics or leadership competency frameworks currently in use?

No, there are currently no established behavioral outcome metrics or leadership competency frameworks in use. This initiative provides an opportunity to develop and implement these frameworks as part of the training and workforce development efforts.

69. momentUS Solutions

DCF RFP Section

4.2.6 (Service

Approach), Page 11

What specific behavioral outcomes and performance metrics will be used to evaluate the success of the training programs? Are there existing benchmarks or targets the Department wants to achieve?

The performance metrics will be developed based on the findings from the Needs Assessment and Gap Analysis to ensure they are tailored to the Department’s specific requirements. For reference, Attachment 1 of the RFP outlines key behavioral outcomes the Department aims to support through this initiative. The Department encourages Providers to design customized training solutions

PMT-08 17 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response and propose comprehensive evaluation methods that align with these outcomes and overall program goals.

70. momentUS Solutions

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

Would the government please confirm that industry should not propose line-item number 4 (Workforce Leadership Training Delivery) which cannot be quantified at this time?

Line-item number 4 refers to the overall workforce leadership training delivery. The Department expects Providers to include cost proposals for both in-person and virtual delivery methods.

Compensation will be based on actual delivery costs incurred.

71. momentUS Solutions

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

If it is the government’s desire for industry to propose line-item number 4 (Workforce Leadership Training Delivery), would the government provide minimum requirements to allow industry to complete a basis of estimate and encourage a fair and reasonable evaluation. What is the anticipated number and frequency of training sessions per region annually?

What is the typical duration of workforce leadership training sessions (half-day, full-day, multi-day)?

An alternative is to propose an hourly fully burdened rate for time and material (T&M).

Refer to the response to Question #2.

72. momentUS Solutions

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

Would the government please clarify why Line Item # 6 (Annual Coaching and Consultation Report and Training Report) is “not applicable” in the payment schedule for all four years?

Recommendation: synchronizing the contract periods with the deliverable

The Annual Coaching and Consultation Report is developed based on needs identified through the Needs Assessment and Gap Analysis, which are funded as allowable expenses. Since these reports stem directly from those assessments, including them as separate payable deliverables in the payment schedule would result in duplication of expenses. Therefore, Line Item #6 is designated as “not applicable” to avoid unnecessary or duplicate payments.

PMT-08 18 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response expectations with the payment table to reduce risk for the DCF. This is particularly important in the abbreviated base and year four periods.

73. momentUS

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

Can the Department provide guidance on the anticipated total annual budget or budget range for this contract to ensure proposals are appropriately scaled?

74. momentUS

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

For the "Cost Reimbursable" training delivery component, what types of expenses are eligible for reimbursement (travel, materials, technology, venue costs)? Are there any pre-approval requirements or spending limits per training session?

75. momentUS

DCF RFP, Appendix V (Cost Proposal), page 25 & 26

Some deliverables show "N/A" for the amount. Please validate that proposers should not include estimated costs for these items and that they will be negotiated separately.

Refer to the response to Question #72.

These deliverables will not be negotiated separately, as no negotiations will occur.

Respondents should not include estimated costs for items marked as "N/A".

76. momentUS

DCF RFP, Section

4.2.6 Service

Approach &

Solution, Page 12, 4.2.6.1.4

Does the Department expect CEU’s to be linked to any of the educational offerings? If so, which one’s?

Continuing Education Units (CEUs) are not required for the Department’s training programs.

However, if a standardized training is approved by the Department, it may qualify for training hours applicable toward professional re-certification, even without formal CEU accreditation.

77. momentUS Solutions

DCF RFP, Section

4.2.6 Service

Approach &

Solution, Page 12, 4.2.6.1.4

Can the Department provide the successful bidder with the DCF Strategic Pillars, Priorities, Key Metrics, and any Strategic Deployment Plans to ensure

Refer to the response for Question #57.

PMT-08 19 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response alignment of behavioral and cultural transformation?

78. momentUS Solutions

Standard Contract Part 2, pages 6-14

Please verify that there is not a specific Deliverable #2 aligned to Section C.1.2 (Consulting) on page 6.

This is an administrative recommendation to remove the reference to Deliverable 2 on page 6, which makes it look like there are two Deliverable 2s.

Refer to Change No. 01 for updated Standard Contract Part 2.

79. momentUS Solutions

Standard Contract Part 2, Section C.1.2.3 (Annual

Training Plan), page

Would the government please confirm that they only expect one annual training plan submitted 135 days (about four and a half months) after contract start (March 2026) to cover the period from 7/1/26 through 6/30/27. Specifically, please verify that they do not expect another annual training plan on 7/10/2026.

The anticipated contract start date is November 1, 2025. The State Fiscal Year runs from July 1 through June 30 of the following year. The Department expects one annual training plan to be submitted no later than July 10 of each contractual year to cover the upcoming fiscal year, as outlined in Section C.1.2.3 and Section D.2 Deliverable Documents. Therefore, the submission expected on July 10, 2026, will cover the period from July 1, 2026, through June 30, 2027.

80. momentUS Solutions

Standard Contract, Part 2, Section C.1.2.2 (Initial

Training Plan), page

Would the government please confirm that the Initial Training Plan (Deliverable 2) is the same as the subsequent Annual Training Plans (Deliverable 3) due on the 10th of July each year.

The Initial Training Plan (Deliverable 2) serves as the baseline training plan and is required within 45 days following the submission of the Needs Assessment and Gap Analysis. Subsequent Annual Training Plans (Deliverable 3) are due by July 10 of each fiscal year thereafter. These annual plans build upon the initial plan and reflect updated priorities and findings. Please refer to Section D.2, Deliverable Documents, for further details.

81. momentUS Solutions

Standard Contract, Part 2, Section

C.1.2.2.1, page 7

Would the government please clarify what “tailored training plans” mean?

Specifically, why is this plural?

The term “tailored training plans” reflects the Department’s intent for the Provider to customize the training content and approach to address the unique needs of each of the six regions. While the Department expects one consolidated training plan

PMT-08 20 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response report to be submitted annually, the plan should include region-specific adaptations to effectively meet varying regional requirements.

82.

momentUS

Standard Contract, Part 2, Section

C.1.2.2.1, page 7

Would the government please confirm the approximate month each year the DCF desires to publish their Annual Training Plan and the period it traditionally covers?

Specifically, is it accurate to publish in the fourth quarter of each fiscal year and have it cover the following FY (July through June?)

Refer to Section D.2 Deliverable Documents.

83.

Standard Contract, Part 2, C.2.1.6.4.2 (Annual Report), page 12 and page

Would the Government consider changing the due date for the Annual Coaching and Consultation Report and Training Report (Deliverable 6) to coincide with the period of performance? For example, submitting the first report on 7/10/2026 is outside of the base year period of performance.

Recommend requiring it 7 days prior to the contract period end date.

No.

84.

Standard Contract, Part 2, C.2.1.6.4.1

(Quarterly Reports), Would the government consider changing the due dates for the quarterly reports to 7-days before the fiscal quarter ends to coincide with the period of performance? Requiring the reports to occur on the 10th business day after the end of the quarter results in one quarterly report carrying over to the fiscal year and contract period.

No.

PMT-08 21 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

85. momentUS Solutions

Standard Contract, Part 2, C.2.1.6.4.1

(Quarterly Reports), During the base performance period (Year 1), would the Government please validate that the first period they expect quarterly reports is in June 2026 (Q4)?

Rationale: Conducting quarterly training and evaluating that training will not occur during the first 5-6 months of the project.

Refer to the response to Question # 79 and Section D.2. Deliverable Documents.

86. momentUS Solutions

Standard Contract, Part 2, C.2.1.6.4.1

(Quarterly Reports), Would the Government please confirm that there is one Department’s Learning Management System to use across all six Regions?

There is one Department Learning Management System to use across all regions.

87. momentUS Solutions

Standard Contract, Part 2, Section D.3.1, page 15

What does the Department consider to be a reasonable period for reviewing and accepting or providing feedback on deliverables?

Recommendation: seven workdays

The Department’s internal goal is to complete reviews within 10 business days however, the schedule will be adjusted based on the complexity of the deliverable and the Department’s operational needs.

88. momentUS Solutions

Standard Contracts, Part 2, Section E.1.1, page 16

When (approximate month) does the DCF desire to have the annual assessment complete by each year in Years 2, 3, and 4?

Recommendation: an option is to have the gap analysis and assessment completed in the April time to inform the following years’ annual training plan to be due in June.

Refer to Section D.2. Deliverable Documents

89. MomentUS Solutions

Standard Contracts, Part 2, Section

C.1.2.4 (Coaching Session and

Who within DCF will serve as the Sponsor for coaching support responsible for establishing upfront rules around interactions and confidentiality?

The Program Leadership team, in coordination with the Training Manager, will serve as the Sponsor for coaching support.

PMT-08 22 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

Consulting Services), page 9

90. momentUS Solutions General

To help us understand the level of executive sponsorship and anticipated challenges, what office or individual within DCF will serve as the executive sponsor for the workforce leadership development training program?

The executive sponsorship for the workforce leadership development training program will be provided by the Office of Child and Family Well- Being (OCFW) Leadership, in collaboration with the OCFW Training Manager.

91.

USF DCF RFP 2324 107

Workforce

Leadership Dev

What is the maximum allowable indirect rate allowed?

Indirect costs are not allowed under this contract.

All costs included in the Cost Proposal must be direct costs associated with the deliverables.

Therefore, limits on indirect costs are not applicable.

92.

USF DCF RFP 2324 107

Workforce Leadership Dev

How many family navigators will be included in the work? There will be up to 10 positions included.

93.

USF DCF RFP 2324 107

Workforce Leadership Dev

Is this RFP just for OCW or is it across API and Hope Florida as well?

Refer to Section 1.1., Purpose of the Procurement.

94. The Well Group

The selected Respondent shall provide statewide consulting services and deliver trainings for the Department, including but not limited to, Program Administrators (PA), Operations Managers (OM), Family Navigators, and leadership.

Can the Department provide the current organizational structure for each of the six regions, including the number of Program Administrators (PAs), Operations Managers (OMs), and Family Navigators, as well as a breakdown of associated circuits and office locations?

The current organizational structure by region is as follows:

• Northeast Region: 3 Operations Managers, 14 Program Administrators

• Northwest Region: 2 Operations Managers, 8 Program Administrators

• Central Region: 4 Operations Managers, 21 Program Administrators

• Southeast Region: 2 Operations Managers, 13 Program Administrators

• Southern Region: 2 Operations Managers, 7 Program Administrators

• North Suncoast Region: 2 Operations Managers, 9 Program Administrators

PMT-08 23 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response

• South Suncoast Region: 2 Operations Managers, 6 Program Administrators

Regarding Family Navigators, there are 3 Program Administrators who cover the entire state. Each Program Administrator oversees two regions, with the Suncoast area considered a single region for Family Navigator coverage.

95. The Well Group page Numbers Does the Department expect for page numbers to restart at the beginning of each response section or should should they by sequential.

This is at the discretion of the Respondent.

96. The Well Group

Full position descriptions and résumés may be included as supporting documentation.

Can the Department clarify whether resumes are required for all proposed project staff or only for key personnel expected to lead or manage aspects of the engagement?

Résumés are required for key leadership personnel expected to lead or manage aspects of the engagement (RFP Section 4.2.5). For other proposed project staff, résumés are optional but encouraged, especially for roles with significant responsibilities. Position descriptions should be included for all proposed staff.

97. The Well Group

It is also important to describe the credentials for human resources, quality assurance, financial, information technology, and other key professional level employees.

Can the Department clarify how the credentials of human resources, quality assurance, financial, and IT personnel will be evaluated in relation to the scope of work?

The Department will evaluate these credentials under Section 4.2.5 – Core Team Qualifications of the RFP. The evaluation will focus on ensuring that the Respondent’s organization is structured with appropriately qualified personnel in human resources, quality assurance, financial management, and IT to effectively support the scope of work. This includes assessing relevant experience, certifications, and organizational capacity to meet the project requirements. These roles are considered part of the overall staffing strategy to meet the performance standards outlined in the Contract.

98. The Well Group It is also important to describe the credentials for

How does the Department define "professional Level employees"

While the RFP does not explicitly define “professional level employees,” the term refers to individuals with specialized expertise, credentials, PMT-08 24 Rev. January 30, 2024

# Vendor Name Solicitation

Section Question Department Response human resources, quality assurance, financial, information technology, and other key professional level employees.

and experience in their respective fields—such as human resources, quality assurance, financial management, and information technology—who are essential to supporting the successful delivery of the contract. These roles are expected to demonstrate appropriate qualifications, certifications, and capacity to meet the performance standards outlined in the Scope of Work (RFP Section 4.2.5).

99. The Well Group

It is also important to describe the credentials for human resources, quality assurance, financial, information technology, and other key professional level employees.

In light of the 30-page limit for the Technical Response, can the Department clarify how the credentials of human resources, quality assurance, financial, and IT personnel will be evaluated in relation to the scope of work?

The Department seeks sufficient evidence within the proposal demonstrating the Respondent’s experience in managing similar projects.

Specifically, the response should highlight how key personnel in human resources, quality assurance, financial management, and IT contributed to past initiatives aligned with the tasks and deliverables in this RFP. The focus is on showing relevant expertise and successful stakeholder involvement while adhering to the page limit.

100. The…