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City of Tampa

INTENT TO SINGLE SOURCE (ISS) FOR

Intent to Single Source for Military Talent Acquisition Training Program

26-X-01677

Police

Arian Cora, Procurement Analyst

2555 E. Hanna Ave

Tampa, FL 33610

Phone: (813) 274-5743

Table Of Contents

1. Specifications

2. Vendor Response

1. Specifications

1. PURPOSE

The City of Tampa Police Department (TPD) requires specialized Military Talent Acquisition Training designed specifically for law enforcement recruitment personnel. The training shall enhance TPD's ability to identify, attract, engage, recruit, and retain military veterans and transitioning service members for law enforcement careers.

The Contractor shall provide an integrated training program addressing the military talent acquisition lifecycle, including candidate identification, military-focused outreach, candidate engagement, recruiting channel development, hiring pipeline management, candidate retention, staffing forecasting, and implementation planning.

2. GENERAL REQUIREMENTS

The Contractor shall provide instructor-led, on-site training at a location designated by the Tampa Police Department.

The training program shall:

1. Be specifically designed for law enforcement and public safety recruitment rather than general corporate recruiting.

2. Focus on recruiting military veterans and transitioning service members into sworn law enforcement positions.

3. Provide practical strategies and tools that TPD recruiting personnel can implement following completion of the training.

4. Address the complete military recruiting and hiring pipeline, from initial identification and prospecting through application, hiring, and retention.

5. Incorporate hands-on exercises, practical application, and individualized coaching where applicable.

6. Provide both foundational and advanced military talent acquisition instruction.

3. COURSE 1 – RECRUITMENT BOOTCAMP

The Contractor shall provide an intensive two-day, on-site Military Talent Acquisition Recruitment Bootcamp for TPD personnel involved in recruitment, talent acquisition, human resources, community outreach, and related recruiting activities.

At a minimum, the Recruitment Bootcamp shall address the following:

• Identification and development of an ideal military candidate profile, including military backgrounds, competencies, experience, and transferable skills relevant to law enforcement.

• Understanding the military talent market and military transition environment.

• Military-focused prospecting and candidate outreach.

• Consultative recruiting and engagement techniques for military candidates.

• Communication strategies for addressing questions and concerns unique to veterans and transitioning service members.

• Public speaking and presentation techniques for military installations, veteran hiring events, Transition Assistance Program

(TAP) workshops, and similar recruiting environments.

• Data-driven military recruiting and measurement of recruiting effectiveness.

• Staffing forecasting and development of military hiring goals.

• Development of an application and onboarding experience appropriate for military candidates.

• Identification and utilization of alternative military recruiting channels, including military transition offices, veteran service organizations, Guard and Reserve units, ROTC programs, and military-focused networks.

• Effective utilization of full-time and part-time recruiting resources.

• Development of military candidate prospecting plans.

• Strategies for retaining military candidates throughout the hiring process.

• Development of a 30/60/90-day military recruiting action plan containing measurable goals, responsibilities, and outreach milestones.

• Strategies for communicating military recruiting objectives, resource requirements, and anticipated results to departmental leadership.

4. COURSE 2 – ADVANCED RECRUITER TRAINING

The Contractor shall provide an intensive two-day, on-site Advanced Military Talent Acquisition Training program for law enforcement recruiters actively engaged in recruiting and managing military veteran and transitioning service member candidates.

The advanced training shall build upon the concepts provided during the Recruitment Bootcamp and provide higher-level practical application.

At a minimum, the Advanced Recruiter Training shall include:

• Advanced military candidate journey mapping from military separation through appointment as sworn law enforcement personnel.

• Identification of candidate communication gaps, hiring-process friction points, and stages at which military candidates may disengage.

• Analysis of TPD's existing military recruiting channels and identification of additional military talent access points.

• Development and prioritization of military recruiting channels, including military installations, transition offices, veteran organizations, Guard and Reserve units, veteran-focused platforms, and referral networks.

• Advanced public speaking and presentation techniques for military and veteran audiences.

• Advanced consultative recruiting and candidate engagement techniques.

• Military-specific objection handling, including candidate concerns related to compensation, benefits, pensions, career transition, and organizational culture.

• Advanced prospecting and recruiting pipeline management.

• Development of sustainable relationships with military transition counselors, veteran service organizations, installation personnel, and other military talent resources.

• Live or simulated candidate outreach and follow-up exercises.

• Individual recruiter coaching and feedback.

• Development of individualized recruiter action plans.

5. INSTRUCTOR QUALIFICATIONS

Training shall be provided by instructor(s) possessing demonstrated experience and subject-matter expertise in:

• Military service and/or military recruiting;

• Law enforcement or public safety recruitment;

• Military veteran and transitioning service member talent acquisition;

• Recruitment strategy, candidate engagement, and pipeline development; and

• Providing recruitment training to law enforcement or public safety organizations.

Instructor experience shall demonstrate an understanding of military culture, military-to-civilian career transition, and the operational recruiting needs of law enforcement agencies.

6. TRAINING METHODOLOGY

Training shall incorporate a combination of instructor-led instruction and practical application. Depending upon the course and subject matter, training shall include:

• Classroom instruction;

• Group exercises and workshops;

• Candidate journey mapping;

• Recruiting channel analysis;

• Military candidate prospecting exercises;

• Live or simulated candidate outreach;

• Candidate objection-handling exercises;

• Individualized recruiter coaching; and

• Development of actionable recruiting plans.

Training shall emphasize practical application to TPD's recruiting environment rather than solely theoretical instruction.

7. DELIVERABLES

The Contractor shall provide, at a minimum:

1. One two-day Military Talent Acquisition Recruitment Bootcamp;

2. One two-day Advanced Military Talent Acquisition Recruiter Training program;

3. Training curriculum and instructional materials necessary to conduct each course;

4. Practical exercises and tools necessary to support implementation of the training;

5. Development of military-focused recruiting and prospecting strategies;

6. Development of actionable implementation plans, including a 30/60/90-day recruiting action plan where applicable; and

7. Individual recruiter feedback and/or action planning as part of the advanced training.

8. TRAINING LOCATION AND LOGISTICS

Training shall be conducted on-site at a Tampa Police Department-designated training facility.

TPD will provide access to a suitable training room and necessary presentation equipment, including internet access, presentation monitor or projector and screen, whiteboard, and markers.

The Contractor shall coordinate training dates and instructional requirements with the Tampa Police Department.

9. PROGRAM OBJECTIVE

Upon completion of the training, TPD recruiting personnel should possess enhanced capabilities to strategically identify, engage, recruit, and retain military veterans and transitioning service members and to establish a repeatable and sustainable military talent acquisition pipeline supporting the Department's long-term staffing and recruitment objectives.

1.1. Additional Specifications

The prospective bidder must be an authorized manufacturer's distributor or dealer who can quote the product and also provide warranty service, maintenance or repairs if and when requested for the quoted product provided to the City.

2. Vendor Response

1. Are you able to provide the requested goods or services as described in the requirements of this Intent to Single

Source?*

☐ Yes

☐ No

*Response required

When equals "Yes"

1.1. Please upload documentation that you are an authorized vendor for this product/service.*

*Response required