K13680 Amendment 1 - Q&A and Site Visit RSVP.pdf

AMENDMENT #1

FOR

WASHINGTON STATE DOC

RFP K13680

The purpose of this amendment is twofold: first to modify the RSVP data and require completed disclosures with bidders RSVP, and second to answer a handful of questions DOC has received.

1. To account for the administrative time to handle disclosures prior to the site visit. The date to RSVP is being moved earlier to 12:00 PM PST, January 24th. Also, Bidders are required to read, complete, and return the attached required disclosures along with the RSVP. The following changes are made to the

RFP:

A. Section 1.1, Purpose & Background is modified as follows:

1.1 PURPOSE & BACKGROUND

The Washington State Department of Corrections (DOC) is seeking bids for 3 Southern Folger electronic sliding security doors at Clallam Bay Corrections Center. In addition to the doors, Bidders will be expected to provide assistance/consultation on the installation of the doors to ensure that DOC installs the doors consistent with the manufacturer's specifications. **All interested Bidders must participate in the mandatory site visit on January 28th, and RSVP by ((4:00 PM on January 27th)) 12:00 PM on January 24, 2025.

B. Section 2.2 is modified, in part, with the following

Mandatory Site Visit RSVP Deadline

((4:00 PM

January 27, 2025))

12:00 PM

January 24, 2025

C. Exhibits I-N attached to this RFP Amendment must be read and completed (as applicable) and returned to DOC along with your RSVP for the site visit. The RSVP must be received by 12:00 PM on January 24, 2025 for processing before the mandatory site visit. The mandatory site visit is schedules for 11:00 AM on January 28, 2025.

[Continued on next page]

2. DOC received the following questions and provides its responses in bold type as follows:

A. What is the current model number of the sliding doors locking devices that are being replaced?

DOC was unable to discern the model number but, for what it’s worth, DOC provides the attached photo attached as EXHIBIT O.

B. Will you be completely replacing the device including the door, housing, and locking device?

DOC will perform a complete replacement including the door, rails/glides, locking devices, etc. All of it.

C. Will you allow for other manufacturers to bid their devices?

No, DOC desires to stay with same manufacturer to have universal parts and systems.

DOC 03-478 (Rev. 04/19/22) Page 1 of 1 DOC 490.800

PREA ACKNOWLEDGMENT

For persons who may have direct contact with supervised individuals and have not been provided Department Prison Rape Elimination Act (PREA) training, whether in a Prison, Reentry Center, or the community.

The Department has zero tolerance for all forms of sexual misconduct. The Department will impose disciplinary sanctions for such conduct, up to and including dismissal of the employee(s). Incidents of sexual misconduct will be referred for criminal prosecution when appropriate.

I understand my reporting requirements as identified below:

I must immediately report any knowledge, suspicion, or information received, including anonymous and third-party reports, regarding an allegation or incident of sexual misconduct occurring in any incarceration setting even if it is not a Department facility. This also includes related retaliation and knowledge of staff actions or neglect that may have contributed to an incident.

Information obtained about an allegation or incident of sexual misconduct, related retaliation, or staff action or neglect that may have contributed to an incident will be confidentially delivered directly and immediately to the:

o In Prisons, Shift Commander o In Reentry Centers, Reentry Center Administrator or Duty Officer o For all others, Appointing Authority or Duty Officer

I will maintain confidentiality and follow the directions of the Appointing Authority/designee (e.g., question individuals, identify potential witnesses, secure statements), unless the incident is an emergency.

Unless I am a contractor who will have limited unescorted contact with supervised individuals, I have been provided with a copy of the following policies:

DOC 490.800 Prison Rape Elimination Act (PREA) Prevention and Reporting DOC 490.850 Prison Rape Elimination Act (PREA) Response DOC 490.860 Prison Rape Elimination Act (PREA) Investigation DOC 850.030 Relationships/Contacts with Individuals

I have been provided a copy of the PREA informational brochure.

I acknowledge I can contact the PREA Coordinator at DOCPREA@doc.wa.gov or access the PREA website at http://www.doc.wa.gov/corrections/prea/default.htm if I have questions.

Name Signature Date

Title/position Date of birth if contract staff/volunteer

Witness Signature Date

The contents of this document may be eligible for public disclosure. Social Security Numbers are considered confidential information and will be redacted in the event of such a request. This form is governed by Executive Order 16-01, RCW 42.56, and RCW 40.14.

Distribution: ORIGINAL - Personnel/training/volunteer file

EXHIBIT I - RFP K13680

mailto:DOCPREA@doc.wa.gov http://www.doc.wa.gov/corrections/prea/default.htm

DOC 03-506 (Rev. 03/04/22) Page 1 of 2 DOC 530.100, DOC 810.800

SEXUAL MISCONDUCT AND INSTITUTIONAL

EMPLOYMENT/SERVICE DISCLOSURE

PART 1 - To be completed prior to appointment Full name (print):

Federal Prison Rape Elimination Act (PREA) standards require that the Department of Corrections seek disclosure of sexual misconduct from prospective employees, contract staff, and volunteers at the time of hire and whenever the person is considered for promotion.

It is also necessary that all Department of Corrections employees, contract staff, volunteers, and prospective personnel be carefully screened prior to appointment. This includes a review of all prior employment/service with employers that house or provide services to individuals, youths, vulnerable persons, or others in an institutional setting such as prison, jail, lockup, community confinement facility, juvenile facility, or other facility as defined under 42 USC 1997 (i.e., facility for the mentally, physically, intellectually disabled, residential care or treatment facility for juveniles, facility that provides skilled nursing, intermediate or long-term care, or custodial or residential care).

AN INSTITUTION IS: Any facility or institution which is owned, operated, managed by, or provides services on behalf of the state or federal Government, or political subdivision of a state (i.e., county, city, or town).

Please note - An “institutional setting” does not include employment in privately-owned and operated facilities such as nursing homes, where the sole connection to the state is a state license to operate the establishment unless state and/or federal government agencies contract with the facility or its parent company to house individuals.

SEXUAL MISCONDUCT DISCLOSURE

Have you ever engaged in sexual abuse in a prison, jail lockup, community confinement facility, juvenile facility, or institutional setting (as defined above)? No Yes

Have you ever been civilly or administratively adjudicated (there was a formal finding and a judgment or decision was rendered in a civil or administrative proceeding) or otherwise found to have engaged or attempted to engage in sexual abuse/assault in any setting?

No Yes

Have you ever been convicted of engaging or attempting to engage in sexual activity in the community facilitated by force, overt or implied threats of force, or coercion, or if the victim did not consent or was unable to consent or refuse?

No Yes

Have you been the subject of substantiated allegations of sexual abuse or sexual harassment or resigned during a pending investigation of alleged sexual abuse or sexual harassment?

No Yes

Have you ever engaged in any other incident of sexual harassment or sexual misconduct not already addressed above? No Yes

If you answered YES to any of the above questions, please explain below or attach additional sheets/information if needed.

Acknowledgment and Release All answers and statements are true and complete to the best of my knowledge. I understand that a background check will be conducted including, but not limited to, prior employment and contract/volunteer service. I understand that, if hired, untruthful or misleading answers or deliberate omissions may be cause for rejection of my application, removal of my name from eligible registers, or dismissal, if employed or serving as a contract staff or volunteer. By signing this form, I am acknowledging that the information provided above is accurate and complete and giving my authorization to the release of my information.

Signature: Date:

EXHIBIT J - RFP K13680

DOC 03-506 (Rev. 03/04/22) Page 2 of 2 DOC 530.100, DOC 810.800

PART 2 - To be completed by prospective employees, not required for current employees

INSTITUTIONAL EMPLOYMENT/SERVICE DISCLOSURE HISTORY

Have you ever been employed by or otherwise provided services on a contract or volunteer basis in an institutional setting as defined above? No Yes - specify all (attach additional sheets/information if needed)

Facility name Location (city, state) Start/end date (m/y) Facility contact/phone

Acknowledgment and Release All answers and statements are true and complete to the best of my knowledge. I understand that a background check will be conducted including, but not limited to, prior employment and contract/volunteer service. I understand that, if hired, untruthful or misleading answers or deliberate omissions may be cause for rejection of my application, removal of my name from eligible registers, or dismissal, if employed or serving as a contract staff or volunteer. By signing this form, I am acknowledging that the information provided above is accurate and complete and giving my authorization to the release of my information.

Signature: Date:

FOR EMPLOYER USE ONLY

See PREA-Institutional Employer Verification Job Aid for detailed instructions

Intro: <Candidates Name> has applied for a position with the Washington State Department of Corrections. Due to Prison Rape Elimination Act (PREA) requirements, our Department is required to conduct a review of all prior employment/service with employers such as yours.

Question 1: Are you aware of whether or not this person engaged in any sexual abuse or sexual harassment while employed at your facility? If YES, please elaborate (e.g., outcomes, determinations, description of allegation).

Question 2: Are you aware of whether or not this person resigned from your facility while under investigation of an allegation of sexual abuse or sexual harassment?

1. Facility contact name Contact title Attempt dates Method(s) of contact:

Question 1: No Yes Unable to verify Question 2: No Yes Unable to verify Comments: Comments:

2. Facility contact name Contact title Attempt dates Method(s) of contact:

Question 1: No Yes Unable to verify Question 2: No Yes Unable to verify Comments: Comments:

3. Facility contact name Contact title Attempt dates Method(s) of contact:

Question 1: No Yes Unable to verify Question 2: No Yes Unable to verify Comments: Comments:

4. Facility contact name Contact title Attempt dates Method(s) of contact:

Question 1: No Yes Unable to verify Question 2: No Yes Unable to verify Comments: Comments:

Review completed by: Date:

The contents of this document may be eligible for public disclosure. Social Security Numbers are considered confidential information and will be redacted in the event of such a request. This form is governed by Executive Order 16-01, RCW 42.56, and RCW 40.14.

Distribution: ORIGINAL - Recruitment/Contract/Volunteer file http://idoc/employees/human-resources/docs/prea-employer-verification-job-aid.pdf

DOC 05-370 (Rev. 03/04/22) E-form Page 1 of 1 DOC 390.590, DOC 400.320, DOC 450.310, Scan Code VS11 Scan & Toss DOC 530.100, DOC 590.320, DOC 810.015

REQUEST FOR CRIMINAL HISTORY RECORD INFORMATION

WASIS/NCIC III CHECK NCIC/WACIC CHECK

Routine Urgent Date:

Type of request:

Classification update Visitor re: incarcerated individual Volunteer Intake Contract employee PSI Furlough sponsor Prospective employee ESR/Risk Update Field file Firearms requalification OOS investigation Update Central file Vendor/maintenance worker Release/ORP/parole investigation Wants and Warrants Other:

REQUIRED DATA

Legal name (Last, First, Middle) Date of birth DOC number

Sex at birth Race SID number FBI number

OTHER DATA

Maiden name/alias Birthplace

Maiden name/alias Citizenship

Maiden name/alias Hair Eyes

SSN Height Weight

Current Washington State Driver license Yes No License number:

If driver’s license is issued from another state, list which state:

Mail stop:

Address of submitting office (if no mail stop)

INTAKE/FOS - CASE MANAGER SUBMIT FINGERPRINT CARDS TO YOUR LOCAL RECORDS OFFICE

REQUESTER

Name Signature

Title Date

Date Initials

Employment and Visitor requests only:

Clear Criminal History (NCIC/WACIC) Yes No Clear Criminal History (JABS) Yes No Clear Wants and Warrants Yes No Clear Statewide Visit System Yes No

The contents of this document may be eligible for public disclosure. Social Security Numbers are considered confidential information and will be redacted in the event of such a request. This form is governed by Executive Order 16-01, RCW 42.56, and RCW 40.14.

Distribution: ORIGINAL - Imaging file COPY - As applicable

EXHIBIT K - RFP K13680

DOC 21-573 (Rev. 12/27/21) Page 1 of 1 DOC 400.030

WIRELESS PORTABLE TECHNOLOGY

SECURITY EXEMPTION REQUEST

Requester: Phone number:

Supervisor: Phone number:

I have reviewed DOC 400.030 Wireless Portable Technology in Prisons and request to take the following non-Department issued item(s) within the secure perimeter of the Prison:

Laptop computer Tablet Camera Other:

Duration of request:

Reason:

If approved, I understand I must carry a signed copy of this form with the authorized device while within the secure perimeter.

Signature: Date:

FACILITY APPROVAL

Approved: Yes No Facility:

If no, reason(s):

Superintendent/designee Signature Date

STATEWIDE APPROVAL

Approved: Yes No If no, reason(s):

Assistant Secretary for Prisons/designee Signature Date

ADDITIONAL CONDITIONS FOR USE

The contents of this document may be eligible for public disclosure. Social Security Numbers are considered confidential information and will be redacted in the event of such a request. This form is governed by Executive Order 00-03, RCW 42.56, and RCW 40.14.

Distribution: ORIGINAL - Superintendent COPY - Requester, Shift Commander, Public Access File

EXHIBIT L - RFP K13680

DOC 21-877 (Rev. 08/27/20) Page 1 of 1 DOC 420.500

TOOL CONTROL INVENTORY FOR VENDORS

Company/firm:

Representative: Signature:

TOOL DESCRIPTION QUANTITY CHECK-IN CHECK-OUT

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

13.

14.

15.

16.

17.

18.

19.

20.

USE AN ADDITIONAL SHEET IF NEEDED

CERTIFIED CORRECT

I certify that the above listed inventory is complete and accurate.

Officer checking-in Signature Date

Officer checking-out Signature Date

The contents of this document may be eligible for public disclosure. Social Security Numbers are considered confidential information and will be redacted in the event of such a request. This form is governed by Executive Order 16-01, RCW 42.56, and RCW 40.14.

Distribution: ORIGINAL - Construction Officer

EXHIBIT M - RFP K13680

PREA

Employee Resources

There are five staff psychologists who will provide confidential, voluntary, free, and easily accessible services.

Staff psychologists can be reached at:

Lacey (360) 413-5444

Lacey (360) 791-4960

Monroe (360)-913-5226

Seattle 206) 305-7315

Spokane (509) 319-1782

Walla Walla (509) 540-5347

Toll Free (888) 833-3726

Additional Resources

RCW 9A.44.160

RCW 9A.44.170

RCW 72.09/225

www.nicic.org www.prearesourcecenter.org www.nij.gov

The following DOC policies are available at www.doc.wa.gov:

490.800 PREA Prevention and Reporting

490.820 PREA Risk Assessments and

Assignments

490.850 PREA Response

490.860 PREA Investigation

Department of Corrections P.O. Box 41100

Olympia, WA 98504-1100 Phone: (360) 725-8213

Red Flags

The following are examples of behaviors that may signal that you or a coworker are in danger of engaging in an inappropriate relationship with an inmate:

Isolating from coworkers

Spending too much time with one inmate

Notable changes in behavior/appearance

Deviating from policy

Horseplay

Doing favors for an inmate or their family

Consistently volunteering for a specific assignment/shift

Coming to work early/leaving late

Flirting with an inmate

Standing too close to an inmate

Taking up an inmate’s cause/grievance

Getting into conflict with coworkers over an inmate

Bringing unauthorized items into the facility

Professional Behavior

DOC is committed to providing a safe and respectful environment for everyone, including LGBTI individuals. Do not use language that contains LGBTI stereotypes. Everyone should be treated with fairness, dignity, and respect. The following behaviors will assist you in remaining professional.

Focus on duties and assignments

Refer to staff as Ms., Mrs., Mr., or their title and last name

Refer to inmates as inmate and their last name

Do not accept gifts, letters, personal phone calls, or favors from inmates, their family, or friends

Prison Rape Elimination Act

A Resource for Staff, Volunteers, and Contractors

EXHIBIT N - RFP K13680

What is PREA?

The Prison Rape Elimination Act (PREA) is a federal law that went into effect in September 2003. It prohibits sexual misconduct in correctional settings such as prisons, jails, lock-ups, juvenile facilities and Immigration Services/ICE detention facilities.

Abuse of Power/Victimization

Due to the imbalance of power between inmates and employees in a correctional setting, sexual interaction between an employee (power) and an inmate (who lacks power) is unprofessional, unethical and illegal. Some inmates may become sexually involved with staff in an effort to equalize the imbalance of power. Occasionally, an inmate may try to use sex to improve his/her standing or circumstances (e.g., better job, avoid disciplinary action, gain privileges, etc.). Because of the imbalance of power between inmates and employees, contractors, and volunteers, there can never be a consensual relationship between inmates and persons working or volunteering for DOC. The law states “consent” is not a defense to prosecution.

Some people don’t think of inmates as ‘victims’ of staff sexual misconduct particularly when the inmate appears to be a willing participant or even the initiator of the sexual or romantic interaction with a staff member.

The inmate is always the victim because of the imbalance of power.

Signs of Abuse

Inmates may be anxious about reporting sexual abuse/harassment for a number of reasons including fear of retaliation from other inmates and/or staff.

Some signs an inmate may be sexually abused/ harassed include:

Withdrawal

Hypervigilance

Refusing to shower

Afraid to sleep

Requests for protective custody

Inmates who experience sexual abuse may experience depression, be in emotional shock or disbelief, feel guilty, be in denial or suffer self-blame or shame.

If an inmate is at risk of imminent sexual abuse, they must be separated from the alleged perpetrator and kept safe.

Inmates have the right to be free from sexual abuse and sexual harassment while incarcerated. DOC has ZERO tolerance for all forms of sexual misconduct and will impose disciplinary sanctions for such misconduct, up to and including dismissal for staff and serious infractions for inmates who victimize other inmates. Incidents of sexual misconduct will be referred to law enforcement when applicable.

DOC policies regarding sexual misconduct apply to all individuals in DOC custody, both incarcerated and on community supervision. They also apply to employees, contract staff, volunteers and any other person providing services in department facilities or offices. Inmates and staff also have the right to be free from retaliation for reporting sexual abuse and sexual harassment.

400-BR016 (r4/2019)

Zero Tolerance

You must immediately report any knowledge, suspicion, or information received regarding an incident of sexual abuse, sexual solicitation, sexual harassment or sexual coercion, or any staff neglect or violation of responsibilities that may have contributed to such an incident. Staff receiving any information regarding an allegation or incident of sexual misconduct must deliver the information confidentially and immediately to the shift commander (prisons), the work release/residential program administrator/duty officer (work release) or the appropriate appointing authority/duty officer.

Any knowledge of retaliation must be reported in the same manner.

Duty to Report

Amorous or sexual relationships with inmates are seldom a secret. They are inappropriate and illegal. Your personal and professional reputation may be jeopardized because of inappropriate conduct with an inmate. Your career, and even your family, can be negatively impacted or destroyed. Once in a relationship, professional judgment becomes clouded and the normal defenses that exist to protect you, will be compromised. You will face the loss of employment and may be prosecuted resulting in a felony conviction and imprisonment. If you see warning signs, talk with the staff member. Don’t let them “fall off the cliff” and then tell everyone “I could have told you that was going to happen.”

Risk factors that may lead to an inappropriate relationship with an inmate

Assignment to an isolated/remote post

A personal crisis (financial, marital, etc.)

Little or no social life—work is the main focus

Anger, resentment, bitterness toward, or dispute with administration

Things to Consider