Exhibit_17_–_Staffing_Model_and_Key_Personnel.docx

Exhibit 17 – Staffing Model and Key Personnel

Purpose This Exhibit evaluates the strength, scalability, and sustainability of Bidder’s staffing model across implementation and ongoing operations, including the qualifications and commitments of key personnel and the ability to support long-term knowledge transfer and continuity.

general instructions

· Page Limit: 18 pages

· Font: Minimum 11-point (Arial, or Calibri)

· Margins: Minimum 1 inch

· Line spacing: Single or 1.15

· Tables and diagrams are encouraged and count toward page limits

· Avoid generic staffing descriptions; focus on roles, responsibilities, allocation, and accountability

· All content within each Exhibit, including bidder instructions, narrative responses, tables, and supporting detail, shall count toward the applicable page limitations unless otherwise specified.

· Each resume shall be limited to one (1) page per individual. Résumés do not count toward the page limit.

Response expectations The Bidder shall describe:

Organizational Structure Bidder Instructions: Organizational Structure Bidder should describe the overall organizational structure supporting the project.

Include:

· Organizational chart identifying key roles and reporting relationships

· Governance structure across implementation and operations

· Roles and responsibilities of key positions

· Alignment of organizational structure to delivery phases and operational needs

Bidder Response: Organizational Structure In this section, the Bidder shall provide its complete written response to the instructions stated above. Responses must be clearly labeled and organized in accordance with this Exhibit.

Staffing Model (by Phase + Steady State) Bidder Instructions: Staffing Model Bidder should describe how staffing will be structured and scaled across the lifecycle of the project.

Include:

· A staffing approach across Design, Development, and Implementation (DDI), Technology Transition (TT), and Maintenance and Operations (M&O)

· Identification of roles by phase, including expected level of effort or allocation (e.g., percentage of time)

· Approach to scaling resources up or down based on project needs and operational demand

· Continuity of staffing between implementation and operations

· Approach to maintaining adequate staffing during peak periods (e.g., Open Enrollment) Bidder Response: Staffing Model In this section, the Bidder shall provide its complete written response to the instructions stated above. Responses must be clearly labeled and organized in accordance with this Exhibit.

Key Personnel and Commitments Bidder Instructions: Key Personnel and Commitments Bidder should describe the qualifications and commitments of key personnel assigned to the project.

Include:

· Identification of key personnel and their roles

· Relevant experience, including prior work on similar Exchange, EDE, or eligibility systems

· Level of commitment (e.g., full-time, part-time, percentage allocation)

· Roles in both implementation and ongoing operations, where applicable

· Approach to ensuring continuity of key personnel throughout the contract

Bidder Response: Key Personnel and Commitments In this section, the Bidder shall provide its complete written response to the instructions stated above. Responses must be clearly labeled and organized in accordance with this Exhibit.

Subcontractor Strategy Bidder Instructions: Subcontractor Strategy Bidder should describe the use and management of subcontractors.

Include:

· Identification of subcontractors and their roles and responsibilities

· Scope of work performed by subcontractors

· Governance and oversight approach for subcontractor performance

· Integration of subcontractors into the overall delivery and operations model

· Approach to managing risk associated with subcontractor dependencies

Bidder Response: Subcontractor Strategy In this section, the Bidder shall provide its complete written response to the instructions stated above. Responses must be clearly labeled and organized in accordance with this Exhibit.

State Roles and Responsibilities Bidder Instructions: State Role and Responsibilities Bidder should describe the roles, responsibilities, and level of effort expected from the State to support implementation and ongoing operations.

Include:

· Identification of State roles required across DDI, TT, and M&O

· Description of responsibilities for each role, including decision-making, approvals, and operational support

· Estimated level of effort or engagement required from the State (e.g., full-time, part-time, percentage allocation)

· Key dependencies on State staff for delivery, integration, testing, and operations

· Assumptions regarding State capabilities, availability, and skillsets

· Assumptions regarding State involvement in oversight of both partner-operated and consumer-facing enrollment channels

· Approach to minimizing State effort while ensuring effective collaboration and oversight

Bidder Response: State Role and Responsibilities In this section, the Bidder shall provide its complete written response to the instructions stated above. Responses must be clearly labeled and organized in accordance with this Exhibit.

Knowledge Transfer and Succession Planning Bidder Instructions: Knowledge Transfer and Succession Planning Bidder should describe how knowledge will be transferred and retained over time.

Include:

· Approach to knowledge transfer across all phases, including between DDI, TT, and M&O

· Internal knowledge transfer processes within the Bidder’s organization to ensure continuity in the event of staff turnover or role changes

· Documentation practices, including the development, maintenance, and accessibility of system, operational, and process documentation

· Training and cross-training strategies to ensure redundancy of critical knowledge across multiple team members (no single points of failure)

· Succession planning for key personnel, including identified backups and transition readiness

· Approach to onboarding new or replacement staff, including timelines and knowledge ramp-up expectations

· Methods and tools used to capture, manage, and share knowledge (e.g., knowledge repositories, playbooks, standard operating procedures)

· Approach to minimizing knowledge loss and maintaining service continuity during staff transitions, including proactive and reactive strategies

Bidder Response: Knowledge Transfer and Succession Planning In this section, the Bidder shall provide its written response to the instructions stated above. The response will be evaluated in accordance with this Exhibit.

Required artifacts The Bidder shall include:

· Project Organizational Chart (required) The chart must depict the proposed project team structure, including roles, reporting relationships, and alignment across implementation and operations phases. The chart shall clearly identify key personnel, subcontractors, and governance structure.

· Key Personnel Résumés (required)

· At a minimum, résumés must be provided for all key personnel identified in this Exhibit, including those referenced in the Mandatory Requirements Exhibit, Section 3.2.

· Résumés should clearly demonstrate relevant experience, qualifications, and roles aligned to the proposed responsibilities for this engagement.

· Company Organizational Overview (optional, additional 1 page maximum) The Bidder may include a high-level company organizational overview to provide context for how the project team is supported within the broader organization.

2 | Page image1.png