RFP - One-Stop Operator & Service Provider.pdf

Career Center Operator Workforce Services

RFP-CSBFV-2025-013

REQUEST FOR PROPOSAL

Table of Contents

SECTION 1 - PURPOSE

SECTION 2 - BACKGROUND

SECTION 3 – ELIGIBLE RESPONDENTS

SECTION 4 – CONTRACT TYPE AND AMOUNT

SECTION 5 – PERIOD OF PERFORMANCE

SECTION 6 – SCOPE OF SERVICES - GENERAL

SECTION 7 – SCOPE OF SERVICES – EMPLOYER SERVICES

SECTION 8 – SCOPE OF SERVICES – JOB SEEKER CAREER SERVICES

SECTION 9 – SCOPE OF SERVICES – WELFARE TRANSITION/SNAP

SECTION 10 – SCOPE OF SERVICES – YOUNG ADULT SERVICES

SECTION 11 – PERFORMANCE

SECTION 12 – SOLICITATIONS INCORPORATED BY REFERENCE

SECTION 13 – PROPOSAL SCHEDULE

SECTION 14 – PROPOSAL INQUIRIES

SECTION 15 – PROPOSAL NOTICES, ADDENDA AND COMMUNICATIONS

SECTION 16 – PROPOSAL PREPARATION AND FORMAT

SECTION 17 – PROPOSAL SUBMISSION

SECTION 18 – PROPOSAL EVALUATION

SECTION 19 – CONDITIONS AND LIMITATIONS

SECTION 20 – APPEAL PROCEDURE FOR PROCUREMENT ACTIONS

Attachments A – Cover Sheet B – Past Performance Table C – Pricing Schedule Representations and Certifications

Resources Job Descriptions Career Center Standards Review Tool

Attachments and Resources are available on the CSBFV Website.

https://careersourcebfv.com/about-us/doing-business-with-us/procurements/

1. PURPOSE

Brevard Workforce Development Board, Inc., d/b/a CareerSource Brevard Flagler Volusia (hereinafter referred to as the “Board” or “CSBFV”), is soliciting proposals from qualified organizations to manage the day-to-day operations of multiple career centers in Brevard, Flagler, and Volusia Counties, Florida. These organizations will be responsible for delivering a broad range of federally mandated workforce services to employers and job-seeking customers in the region in accordance with the federal Workforce Innovation and Opportunity Act (WIOA) and other applicable laws and regulations. A link to the CSBFV 2025-2028 Local Plan is included for informational purposes.

The Board intends to award a single contract for the services outlined in this solicitation.

Respondents are advised that CSBFV receives federal and state funds to implement the awarding agency’s projects and programs. The entity awarded a contract through this RFP will serve as the sub-recipient of these funds and will be accountable to CSBFV for the use of the funds provided.

Respondents to this proposal are required to acknowledge, as part of their submission, that the role of the career center operator necessitates knowledge of the following laws, regulations, and guidance:

• The Training and Employment Guidance Letter (TEGL) WIOA No. 15-16 provides information on the requirements to designate or certify career center operators through a competitive process as set forth in sec. 121(d)(2)(A) of the Workforce Innovation and Opportunity Act.

• Workforce Innovation and Opportunity Act (WIOA) [Public Law 113-128 (29 U.S.C. Sec.

3101, et. seq.)] and associated WIOA Final Rules [20CFR Parts 603, 652-654, 658, 675

- 688] and [34CFR Parts 361 and 463].

• As subrecipients of Federal funds, career center operators must follow the Uniform Guidance at 2 CFR part 200, including the contractual provisions in 2 CFR 200.326 and 2 CFR part 2900.

• The Florida Workforce Innovation Act (Chapter 2000-165, Laws of Florida)

• Personal Responsibility and Work Opportunity Act of 1996 Welfare Transition Program

(WTP)

• The Supplemental Nutrition Assistant Program (SNAP)

• The Wagner-Peyser Labor Exchange Program

• Social Security Act, Title IV, as amended

• Various Federal and State guidance and policy issued from the U.S. Department of

Labor, Employment & Training Administration and the Florida Department of Economic Opportunity.

o Federal Guidance o State Guidance

• Special emphasis on the most recent WIOA Advisories and Guidance related to Youth, Adults and Dislocated Workers.

One-Stop Operator Roles and Prohibited Functions The basic role of a career center operator is to coordinate the service delivery of participating one-stop delivery system partners and service providers. At a minimum, States and Local WDBs must ensure that in carrying out this role, career center operators will do the following:

https://csbfvprod.wpenginepowered.com/wp-content/uploads/2024/11/CSBFV-WIOA-4-Year-Local-Plan.pdf https://wdr.doleta.gov/directives/ http://floridajobs.org/local-workforce-development-board-resources/policy-and-guidance/guidance-papers

• Disclose any potential conflicts of interest arising from the relationships of the career center operators with particular training service providers or other service providers, including but not limited to, career services providers.

• In coordinating services and serving as a career center operator, refrain from establishing practices that create disincentives to providing services to individuals with barriers to employment who may require longer-term services, such as intensive employment, training, and education services; and

• Comply with Federal regulations and procurement policies, relating to the calculation and use of profits.

• Local WDBs may establish additional roles for the career center operator, including the following: being the primary provider of services within the center; providing some of the services within the center; coordinating service providers within the center and across the one-stop system; and coordinating service delivery in a multi-center area, which may include affiliated sites. The role of the career center operator must be clearly articulated in all phases of the procurement process, as well as in the legally binding agreement between the Local WDB and the career center operator.

One-stop operators may not perform the following functions:

• Convene system stakeholders to assist in the development of the local plan.

• Prepare and submit local plans (as required under WIOA sec. 107).

• Be responsible for oversight of itself.

• Manage or significantly participate in the competitive selection process for career center operators.

• Select or terminate career center operators, career service providers, and youth providers.

• Negotiate local performance accountability measures.

• Develop and submit budgets for activities of the Local WDB in the Local Area.

Pursuant to the Stevens Amendment, this project is supported by the U.S. Department of Labor Employment & Training Administration, Health and Human Services, Education and Agriculture as part of awards not to exceed $18,000.000 with 0.2% percentage financed from non-governmental sources.

2. BACKGROUND

CareerSource Brevard Flagler Volusia (CSBFV) is designated as the administrative entity and grant recipient for federal workforce investment programs in Brevard, Flagler, and Volusia Counties, Florida. A core operating principle of the organization is to respond to a demand-driven economy by addressing the needs of local employers and equipping job seekers with the skills and knowledge required to meet the current and future occupational demands of the region’s businesses.

The primary objective is to deliver a high-quality, integrated workforce services program through an operational model that is responsive to the needs of both employers and residents in Brevard, Flagler, and Volusia Counties. CSBFV currently operates six strategically located career centers:

three in Brevard County, one in Flagler County, and two in Volusia County. All six locations are full-service centers, providing an integrated employment and career development system coordinated and structured by CSBFV.

Brevard County

Titusville Career Center (Comprehensive)

3880 S. Washington Ave., Ste. 214, Titusville 32780

Rockledge Career Center (Comprehensive)

295 Barnes Boulevard, Rockledge 32955

Palm Bay Career Center (Comprehensive)

5275 Babcock St., NE, Suite 8B, Palm Bay 32905

Monday–Thursday 9:00 am–6:00 pm Friday 8:00 am–5:00 pm

Flagler County

Palm Coast Center 20 Airport Road, Suite E Palm Coast, FL 32164

Monday-Friday

8am-12pm & 1pm-4pm

Volusia County

Daytona Beach Center (Comprehensive)

359 Bill France Blvd.

Daytona Beach, FL 32114

Orange City Center (Comprehensive) 846 Saxon Blvd.

Orange City, FL 32763

Monday-Friday 8am-4pm

The CSBFV career centers serve two primary customer groups: employers and job seekers.

For employers, career centers offer a comprehensive range of services, including labor market information, job order listings, job matching and placement, rapid response support, recruiting events, and access to training and education resources.

For job seekers, career centers provide training and employment opportunities through an integrated case management system. This system delivers workforce services to individuals eligible under programs such as Welfare Transition (WT), Workforce Innovation and Opportunity Act (WIOA), Supplemental Nutrition Assistance Program (SNAP), Trade Adjustment Assistance (TAA), Wagner-Peyser (WP), Veteran Services, and Reemployment Services and Eligibility Assessment (RESEA).

Workforce Innovation and Opportunity Act (WIOA) The Workforce Innovation and Opportunity Act (WIOA) defines the nationwide system of career centers which directly provide an array of employment services and connects customers to work-related training and education. WIOA promotes a high-quality career center system by continuing to align investments in workforce, education, and economic development to regional in-demand jobs. It places great emphasis on career centers achieving results for jobseekers, workers, and businesses. WIOA reinforces the partnerships and strategies necessary for career centers to provide jobseekers and workers with the high-quality career services, education and training, and supportive services they need to acquire stable employment opportunities with a livable sustainable wage.

WIOA outlines a comprehensive youth vision that supports an integrated service delivery system for both in-school and out-of-school youth. It reinforces the U.S. Department of Labor’s (USDOL) commitment to delivering high-quality services to youth and young adults. These services begin https://www.dol.gov/agencies/eta/wioa with career exploration and guidance, extend to continued support for educational attainment, and include opportunities for skills training in in-demand industries and occupations. The ultimate goal is to establish a career pathway or facilitate enrollment in postsecondary education, leading to a sustainable, livable wage.

Additionally, WIOA emphasizes the importance of services targeted to individuals with barriers to employment, including those with disabilities, individuals receiving public assistance, individuals who are low-income, and/or those who are basic skills deficient. WIOA seeks to ensure that career center operators do not implement practices that create disincentives to serving individuals with barriers to employment, particularly those who may require longer-term support, such as intensive employment, training, and educational services.

WIOA §121(d)(4)(B) defines an “individual with a barrier to employment” as a member of one or more of the following populations:

• Displaced homemakers

• Low-income individuals

• Alaska Natives, and Native Hawaiians (as defined in section 166)

• Individuals with disabilities, including youth who are individuals with disabilities

• Older individuals

• Ex-offenders

• Homeless individuals (as defined in Section 41403(6) of the Violence Against Women

Act of 1994, 42 U.S.C. 14043e-2(6)), or homeless children and youths (as defined in Section 725(2) of the McKinney-Vento Homeless Assistance Act, 42 U.S.C. 11434a(2))

• Youth who are in or have aged out of the foster care system

• Individuals who are English language learners, with low literacy levels, and individuals facing substantial cultural barriers

• Eligible migrant and seasonal farmworkers (as defined in section 167(i))

• Individuals within 2 years of exhausting lifetime eligibility under part A of title IV of the Social Security Act (42 U.S.C. 601 et seq.)

• Single parents (including single pregnant women)

• Long-term unemployed individuals

• Such other groups as the Governor determines

While adherence to WIOA requirements is necessary, it is not the intent of CSBFV to dictate specific strategies for meeting these requirements. This allows respondents to the RFP to showcase their innovative ideas, approaches, and past successes in demonstrating how they can deliver high-performance one-stop services to our region.

We encourage respondents to present their unique solutions and strategies for achieving these goals.

Currently, CSBFV program service delivery is focused on business and industry as the primary customer under the premise that jobseekers are the human capital necessary to meet business needs. The employer-centered approach focuses on increasing customer access to all services while ensuring efficient and unduplicated use of resources. Staff with industry-specific based knowledge are available for employer and jobseeker customers alike. Emphasis is placed on sector-based initiatives that strategically align not only within the region, but labor market area and statewide to be effective, efficient, innovative, and sustainable. The philosophy of this approach is based on a “no wrong door” approach that assures all employer and jobseeker customers’ access to information on all services.

CSBFV is firmly committed to ensuring that the career centers provide universal services equitably to all the various groups of employer and jobseeker customers. The CSBFV career centers must have solid, effective methods for serving a wide range of diverse groups. A primary measure of success for any contract awarded in result of this RFP will be the Contractor meeting the performance measures set forth in the negotiated contract.

In addition to the WIOA performance measures set by the state, the CSBFV Board establishes local performance measures to assess program effectiveness and drive continuous improvement in the delivery of WIOA programs. The state-specific Letter Grades Performance focuses on key metrics designated by the state, while the local measures are tailored to the specific needs and goals of our region.

Regarding day-to-day career center operations and management, the contractor will be responsible for integrating all workforce investment activities across the career centers. This integration will ensure that the needs of both employer and jobseeker customers are met by improving communication, coordination, collaboration, and engagement.

The Contractor will be responsible and accountable for effectively and efficiently managing the CSBFV career centers under policies and guidelines established by the Board in accordance with state and federal rules and regulations. The Contractor will be required to deliver the services and activities below while providing excellent customer service and achieving the contracted performance measures and deliverables established by CSBFV. The Contractor will also ensure system-wide standards are achieved and utilize continuous quality improvement assessment tools to document positive change and to systemize standards and their usage across the system.

Respondents are expected to have (a) technical competence, knowledge, and expertise in the management and administration of career centers; (b) professional staff who understand the human resource needs of businesses and the training and employment needs of the full range of CSBFV jobseekers; (c) administrative and fiscal management systems to accomplish the scope of work and meet performance standards; (d) knowledge of the laws, regulations, rules, and policies of the specific funding sources involved; and (e) knowledge of other federal agency-supported workforce development initiatives under the Departments of Transportation, Energy, Veterans Affairs, Housing and Urban Development, Interior, Health and Human Services, and Defense programs. Respondents should demonstrate considerable experience in assessing employer needs against labor market assets as well as workforce development and placement services. Proposals should describe respondents:

• Capacity to expertly manage staff and operations.

• Ability to represent CareerSource Brevard Flagler Volusia to the community as knowledgeable human resource professionals.

• Understanding of how to deliver high quality, customer-oriented service.

• Ability to work as a part of a team to satisfy customers.

• Ability to ensure our system delivers the services promised to customers.

• Ability to understand the needs of business and industry.

• Ability to integrate and partner with Industry Relations & Planning staff managed directly by the Board.

• Capacity to provide a “front-line” perspective, operating & planning information as well as developing innovative ideas to ensure great service and performance.

The following table illustrates the most current number of employer and jobseeker customers served by our CSBFV career centers and is provided for planning purposes only. Actual year-over-year service levels may vary, depending on factors such as the local economy, the level of unemployment, changes in legislation, and/or funding.

7/1/22 – 6/30/23

7/1/23 – 6/30/24

7/1/24 – 12/31/24

Businesses Served Number of Businesses 2,819 2,895 1,218

Jobseekers Served Titusville 1,902 2,117 993 Rockledge 3,099 3,171 2,104 Palm Bay 3,778 4,557 2,284 Palm Coast 831 986 555 Daytona Beach 2,357 2,377 1,659 Orange City 1,708 2,162 1,335

In addition to the above activity, CSBFV handles approximately 1,750 inbound calls to the CSBFV phone system on a weekly basis. Currently, staff also maintains a web chat feature for customers who wish to engage us via the web page. The CSBFV website averages 13,000 unique visitors each month. The career center contractor is responsible for recommending new or updated web content for this site so that it is always timely and up to date.

3. ELIGIBLE RESPONDENTS

All public or private not-for-profit corporations, organizations, or agencies, as well as private for-profit corporations and businesses, not otherwise excluded, that are properly organized in accordance with applicable state, local, and federal laws and can demonstrate the capacity to successfully provide the services identified in this RFP, may submit a proposal. Minority- and women-owned businesses are encouraged to submit proposals.

Proposals may be submitted by consortia, partnerships, or other combinations of organizations, provided one organization is designated as the lead agency, fiscal agent, and prime contractor, with details included on the assignment of consortium/subcontracting relationships. Proposals that involve subcontracting all activities and services outlined in this RFP to other organizations will not be considered responsive. Individuals are not eligible to apply.

In accordance with Florida Statutes Sections 607.1501, 605.0902, and 620.1902, foreign corporations, foreign limited liability companies, and foreign limited partnerships must be authorized to do business in the State of Florida. Any organization awarded a contract as a result of this solicitation will be required to be authorized and licensed to conduct business in Florida prior to contract execution.

No entity may compete for funds if: (1) the entity has been debarred or suspended or otherwise determined to be ineligible to receive federal funds by an action of any governmental organization; (2) the entity’s previous contract(s) with CSBFV has been terminated for cause; (3) the entity has not complied with an official order to repay disallowed costs incurred during the conduct of services under any contract; (4) the entity or its parent organization have filed for bankruptcy during the past (5) years; (5) the entity has been convicted of a public entity crime pursuant to 287.133(1)(a) Florida Statutes, or (6) the entity developed or drafted work requirements, or statements of work for this RFP. All proposals shall be reviewed for a perceived conflict of interest.

Respondents must have direct experience with and a thorough understanding of the federal workforce investment system, including its associated services and programs. Additionally, they must employ a team capable of promptly responding to CSBFV's needs. The ability to deliver innovative, high-quality services, along with flexibility and a timely response to CSBFV's requirements, is of utmost importance to the Board.

This RFP does not commit or obligate CSBFV to award a contract, to commit to any funds identified in this RFP document, to pay any costs incurred for the preparation or presentation of a proposal to this RFP, to pay for any costs incurred in advance of the execution of a contract, or to procure or contract for services or supplies.

4. CONTRACT TYPE AND AMOUNT

Any contract awarded under this RFP is subject to available funding. CSBFV anticipates awarding a cost-reimbursement, performance-based incentive fee contract but does not guarantee a minimum or maximum amount of work or dollar value associated with this procurement. However, Board does not expect to commit funding exceeding $5.5 million per year for the services under this RFP, which is provided as a planning estimate and does not obligate CSBFV to award a contract for this amount. Respondents should note that funding for Business Services and Training is separate and is allocated under the CSBFV budget. The specific payment method for services rendered and award fees earned will be outlined in the negotiated contract and contingent upon the successful achievement of negotiated performance deliverables, to CSBFV’s satisfaction, and the submission of an invoice with supporting documentation.

The primary funding sources for this contract include the U.S. Department of Labor - Employment and Training Administration (USDOL-ETA) for all WIOA-related services, Wagner-Peyser, and Reemployment Assistance; the U.S. Department of Health and Human Services (HHS) for Welfare Transition (WT) and Temporary Assistance for Needy Families (TANF) services; and the U.S. Department of Agriculture for the Supplemental Nutrition Assistance Program (SNAP).

Additional funding sources may become available for varying periods throughout the contract term. Current examples of additional funding sources include the National Dislocated Worker Grant (NDWG), the Florida Atlantic Workforce Alliance (FAWA) grant, the Non-Custodial Parent Employment Program (NCPEP), HOPE Florida, Rural Initiatives and Semiconductor grants, the AARP Foundation BACK TO WORK 50+ Grant, and local grants such as the Spectrum and Truist Renewed Futures initiatives. Funding levels may be adjusted at CSBFV's sole discretion during the initial contract period or any option period. Additionally, reductions in funding levels of any contract resulting from this solicitation process may be considered during the contract period if a Contractor fails to meet expenditure, participant, and/or outcome goals specified in the contract, or when anticipated funding is not forthcoming from federal or state sources.

Due to the nature of the funding sources, potential changes in legislation, policies and performance achieved, Respondents are advised that any contract awarded under this RFP may be modified to incorporate such changes. The Respondent’s ultimate role in any new grants, reductions or increases in funding are at the discretion of CSBFV.

Certain workforce services are integrated into the framework of the one-stop delivery system and are provided through the following partner programs under other funding sources. Partner program funding and staff for these services may be delivered through the career centers and come under the functional supervision of the Contractor. The Contractor will be responsible for ensuring a seamless delivery of services. The stated funding level above does not include costs for:

• Employment services funded under the Wagner-Peyser (WP) Act, including services to Claimants, Veterans and Migrant and Seasonal Farm Workers.

• Workforce services for veterans (VET) authorized under Title 38 USC, Chapter 42 including dedicated job counseling, training and placement for veterans.

• Outreach and referral services for the Job Corps (JC) program under Subtitle C of the

Workforce Innovation and Opportunities Act.

• AARP Foundation Employment and training services under the Senior Community

Service Employment Program (SCSEP), Title V of the Older Americans Act of 1965 (42 U.S.C. 3056 et seq.);

• Brevard County School Districts, Brevard Adult & Community Education, Adult Education and Literacy (WIOA 121(b)(1)(B)(iii)) Title II.

• Daytona State College, Adult Education and Literacy (WIOA 121(b)(1)(B)(iii)) Title II;

• Florida Department of Education, Division of Blind Services (DBS); Title I of the

Rehabilitation Act of 1973 (29 U.S.C. 720 et seq.) as amended by WIOA title IV, (other than section 112 or part C of title I of such Act (29 U.S.C. 732, 741);

• Florida Department of Education, Department of Vocational Rehabilitation (VR), Title I of the Rehabilitation Act of 1973 (29 U.S.C. 720 et seq.) as amended by WIOA title IV, (other than section 112 or part C of title I of such Act (29 U.S.C. 732, 741)

• Early Learning Coalition (ELC) of Brevard County

• Early Learning Coalition (ELCFV) of Flagler and Volusia

The following chart illustrates the estimated staffing resources by funding source or program.

These figures are not affected by current vacancies or Florida Commerce hiring freezes.

However, the chart may be impacted by new or expiring grants, fluctuations in funding, programming changes directed by federal and state entities, or other funding partner agreements and goals. This chart is intended for planning purposes only.

It is important to note:

• “GC Other” represents staff in various non-case management roles (e.g. managers, recruiters, workshop trainers, etc.).

• The asterisk (*) represents integrated Career Advisors.

• WIOA, WT, SNAP, RESEA, Military Family Employment Advocate (MFEA) and AARP

Foundation BACK TO WORK 50+ (BTW50+) are included in the GC or Career Advisor under GC columns.

• **Florida Commerce are state employees where funding passes through to CSBFV.

In addition to the staff above, Partners such as Vocational Rehabilitation, Adult Education and Family Literacy, Division of Blind Services, Job Corps, Career & Technical Education (CTE) Institutions, Community Services Block Grant (CSBG) programs, and Senior Community Service Employment Program (SCSEP), are co-located (on-site or via direct-linkage) in the career centers to provide dual case management, direct client access, and wrap-around services. This co-location model streamlines service delivery and improves client outcomes.

Various Grants

GC

Other

Career Advisor under GC Funding (total)

WIOA WT SNAP* RESEA* MFEA AARP

BTW50+

Grant Projects

WP VET

45 68 18 7 5 9 1 1 5 11 11

Florida Commerce**

Staffing Resources by Funding Source

General Contract Funded Positions

5. PERIOD OF PERFORMANCE

The duration of the contract to be awarded as a result of this RFP shall be for an initial one-year period, provided performance remains acceptable to CSBFV during that period. Time will be of the essence for the performance of services under the contract. Any contract awarded as a result of this RFP will provide that CSBFV shall have the option to extend the term of the contract. The duration of the contract, including any exercised options, will not exceed four (4) years. CSBFV anticipates the following periods of performance, provided contractor performance remains satisfactory to CSBFV.

Year Contract Phase Contract Period From: To:

1 Initial July 1, 2025 June 30, 2026 2 Option 1 July 1, 2026 June 30, 2027 3 Option 2 July 1, 2027 June 30, 2028 4 Option 3 July 1, 2028 June 30, 2029

The offer of an option renewal period is not guaranteed, and the award of the initial contract does not imply an exercise of the option renewal. The option to renew and the terms and conditions of the option to renew shall be exercised at the sole and absolute discretion of CSBFV.

6. SCOPE OF SERVICES – GENERAL

The following scope of services shall apply to any contract awarded as a result of this RFP.

Upon contract award, the Contractor shall:

6.1. With respect to overall operations and management of the CSBFV career centers, the Contractor will be required to provide services and activities in accordance with, and as subscribed and authorized by, the Workforce Innovation and Opportunity Act (WIOA) [Public Law 113-128 (29 U.S.C. Sec. 3101 et seq.)] and associated WIOA USDOL Final Rule [20CFR Parts 603, 652-654, 658, 675, 679-688] and Joint USDOL and US Dept. of Education Final Rules [20CFR Parts 676-678 and 34CFR Parts 361 and 463], related state and federal laws, rules, regulations, policies, guidance, communiqués, and memoranda, as well as CSBFV policy.

6.2. Utilize a universally accessible system using standard business software for all CSBFV career center-related procedures, forms, and policies that is available to all BDWB staff.

Currently, CSBFV utilizes a SharePoint system to accomplish this.

6.3. Ensure that services are accessible to customers beyond traditional hours of operation, with schedules designed to meet the needs of the majority of customers. The Contractor must maintain staff presence at the career centers whenever they are open.

Comprehensive career centers must provide walk-in services for a minimum of eight hours per day during regular business days, Monday through Friday. Career centers will be closed on applicable state and federal holidays, as well as any additional days approved by CSBFV.

Any additional service days, hours, or appointment-based services requiring staff presence outside regular business hours must be mutually agreed upon by the Contractor and CSBFV before the contract start date. Center hours may be adjusted at CSBFV's discretion. Saturday hours must be offered if special conditions warrant, as directed by CSBFV. Additionally, the Contractor must ensure service delivery remains available throughout the holiday seasons, with closures limited to major holidays.

6.4. In some cases, and during national emergencies, CSBFV may receive National Dislocated Worker Grant (NDWG) funding to respond to large, unexpected layoff events causing significant job losses (e.g. end of shuttle program; pandemics; military base closures). NDWG’s also address rapid employment needs in our area when an emergency or major disaster, such as a hurricane, occurs. The purpose of disaster funding is to create temporary jobs to provide clean-up, restoration and humanitarian assistance to designated communities. The Contractor may be requested to provide services outside the stated scope of services and hours. These services will be identified and agreed upon following identification of CSBFV requirements and will be considered a reimbursable expense.

6.5. Be required to meet all performance requirements as indicated by CSBFV. Current performance requirements may include but are not limited to: Primary Indicators of Performance, CareerSource Florida Letter Grades and Monthly Management Reports (MMR). Reports may be periodically changed depending on grantor and CSBFV requirements. The contractor will be responsible for meeting specific grant reporting requirements for any new grants received during the contract period.

6.6. Ensure compliance with all State and Local policies and procedures relative to the One- Stop Delivery System and career centers. Contractor may suggest revisions, additions and deletions to policies based on program knowledge and expertise.

6.7. Be required to provide monthly, bi-monthly, or quarterly progress reports or presentations of program performance and expenditures in comparison to the deliverables agreed upon in the contract.

6.8. As requested by CSBFV, work collaboratively with Board staff, partners, community members and others to provide the resources necessary to support other funding opportunities; assist with the preparation of reports and other documentation as requested; and provide quotations or project costs as required.

6.9. Be required to implement and fulfill CSBFV cooperative agreements and memorandum of understanding (MOU) with partners.

6.9.1. Understand the mission, vision and service delivery requirements of the required one-stop partners to better strategically align with CSBFV priorities and services.

6.9.2. Work to support building relationships with the required partners of designated comprehensive one-stop centers, as defined by CSBFV.

6.9.3. Facilitate conversations and support the development of a mutual client assessment and referral process; an agreed upon data sharing process, and a mechanism to capture performance between all partners.

6.9.4. Convene quarterly meetings to share information, discuss strategies to positively impact employment outcomes for shared customers and problem-solve collaboration issues.

6.9.5. Make recommendations for additional partners that will help improve and support the one-stop system.

6.9.6. Provide quarterly reports that include actual usage of career centers by partners, all non-cash and in-kind contributions made by partners to CSBFV, number of referrals to and from mandatory partners, updates to partner strategies to coordinate and deliver services, participant outcomes, partner success stories, and highlights of services coordination efforts, to CSBFV’s designee.

6.10. Additional grants, contracts and workforce services may be obtained and provided by CSBFV during the contract period. It is anticipated that most of the additional service programs will have deadlines and performance measures. Contractor will be required to support CSBFV in the administration/local management of these additional grants and contracts regardless of whether the performance is listed as specific pay point in the final contract. The Service Provider shall provide information specific to the capacity of the organization to respond to additional requirements while still maintaining normal programs and services and all expected performance levels. The contractor shall provide services for those special projects funded by CSBFV or some other funding source. The contractor shall also provide technical assistance and staff training to these special projects as requested by CSBFV.

6.11. The Board’s revenues, which it uses to fund contracts and operations, are primarily federal and state funds, subject to the requirements for use of public funding. The Contractor is expected to understand and use applicable federal Office of Management and Budget (OMB) cost and administrative circulars including 2 CFR, Chapter II, Part 200, et al., and applicable federal and state laws and regulations in budgeting and expending the public funds in their CSBFV contracts. Contractors must maintain cost allocation plans that properly allocate costs between management/administrative functions and operations, as well as among the various service modules funded by CSBFV. Contractors’ cost allocation plans must meet CSBFV requirements and will be reviewed and approved by Board staff. CSBFV will ask Contractors to develop their allocation plans when negotiating a contract budget.

6.11.1. Contractor will be subject to mandatory, CSBFV-provided, independent programmatic and financial monitoring evaluations as well as separate monitoring evaluations conducted by Florida Commerce and the US Department of Labor.

6.11.2. Contractor will be required to develop internal monitoring procedures to ensure that program operations are conducted in compliance with WIOA Final Rules and Regulations, as well as Federal, State and Board requirements.

6.11.3. Contractor will be required to respond to any findings in accordance with Board requirements.

6.11.4. If indirect costs are included in the budget, then include either, a) an agency-approved indirect cost rate with a copy of the Negotiated Indirect Cost Rate Agreement (NICRA), a description of the base used to calculate indirect costs along with the amount of the base, and the total indirect costs requested, or b) if you meet the requirements to use the de minimis rate as described in 2 CFR 200.414(f) then include a description of the modified total direct costs base (see 2 CFR 200.68 for definition) used in the calculation along with the amount of the base, and the total direct costs requested based on the de minimis rate.

6.11.5. Contractor must accept complete liability for its role in providing services for all aspects of any WIOA program conducted under contract with CSBFV.

Contractor will be liable for repayment of any disallowed costs or illegal expenditures of funds or program operations conducted.

6.12. As required by CSBFV, Contractor shall attend both regularly scheduled and impromptu meetings, either in person or via teleconference, to review overall performance, and to address issues to ensure that the needs of employer and jobseeker customers are met, and duplication of services is minimized or eliminated. Contractor will be expected to provide timely response and action as course corrections dictate. Contractor is expected to make suggestions and recommendations to maximize performance.

6.13. Upon contract award, Contractor shall designate a knowledgeable primary point of contact who shall have optimum management and operations authority and be available to the Board during normal business hours as defined by CSBFV with the ability to provide live assistance during those times. During peak performance periods, or emergencies, Contractor primary contact and/or staff may be required to be available beyond these parameters. Contact information shall be made available to CSBFV for after-hours assistance. Contractor is expected to notify CSBFV if there are any changes to the primary point of contact within 24 hours of a change.

6.14. Contractor is responsible for the control of all career centers’ assigned property. A Property Account Custodian shall also be designated to account for all acquired and CSBFV-tagged property assigned to the CSBFV career centers and verify property is maintained and controlled. All property is to be used for the sole purpose of the delivery of workforce services. All property purchased under the contract will comply with the

6.15. terms of the State of Florida DEO policy regarding Accounting and Reporting Requirement for WIOA Property (FMA- 86-3). Accountability for property purchased with WIOA funds must be in accordance with Chapter 273, Florida Statutes and Rules of the Auditor General - Chapter 10.300 State-Owned Tangible Personal Property. Equipment ownership will vest with the Service Provider until the end of the program at which time ownership will revert to the Board.

6.15.1. Contractor must notify CSBFV immediately when property is acquired, lost, missing, destroyed, relocated or sent for maintenance or repair. Contractor must ensure theft of property is reported to proper authorities immediately.

Depending upon the circumstances and value of the lost, missing or destroyed property, Contractor may be liable for the cost of replacement.

6.16. The Military Family Employment Advocacy (MFEA) program provides advocates through Florida's career centers for regions where military bases and communities are located.

The primary focus of the program is to assist military spouses and dependents in obtaining and retaining gainful employment. Patrick Space Force Base is located within the CSBFV region and provides space at the Airmen & Family Readiness Center for the one staff person assigned. This staff person is part of the career center contract. Persons eligible for assistance through this program include spouses and dependents of active-duty military personnel, activated Florida National Guard members, and activated military reservists. Contractor is expected to assist in maximizing this resource by suggesting and implementing innovative services to the MFEA program.

6.16.1. The Contractor will, in coordination with CSBFV, designate a Military Family Employment Advocate who will serve as a designated advocate for the employment of military spouses and families and through coordination with the Department of Defense (DOD) Family Support/ Service Centers and Transition Assistance Programs (TAP), identify military spouses and families for workforce services.

6.17. Services include, but are not limited to, registration, assessment and testing services, job search and placement assistance, resume assistance, labor market information, employability skills workshops, job clubs, career planning and counseling, case management, interviewing skills training, and referral to educational and training programs. WIOA contemplates additional services not listed here but may be requested in the future. Contractor is expected to be knowledgeable of such services and provide recommendations when appropriate.

6.18. All CSBFV career centers will provide a wide range of short-term skills development opportunities through multiple service delivery methods.

6.19. CSBFV staff plans and directs all external marketing, outreach and system communications. Contractor involvement in these efforts is at CSBFV direction.

Contractor is expected to provide suggestions and recommendations to CSBFV to maximize service to customers. Internal communications, flyers, etc. are produced by the Contractor and must comply with CSBFV guidelines and policy.

6.19.1. Internal printed material and other written information at the career centers must be language accessible for Brevard, Flager, and Volusia counties’ diverse population of jobseekers. Whenever feasible, language barriers should be removed so that all visitors to the career centers feel welcome and can benefit from the experience. Depending on future guidance, the contractor may establish and maintain a Limited English Proficiency Plan (LEP Plan), including services for individuals with a hearing impairment.

6.20. Contractor will be required to maintain accurate auditable records, including, but not limited to, records, timesheets, activity logs, invoices, or other expense records, which are the basis of charges for any fees, expenses or other charges to CSBFV under the contract. State regulations require that all records attributable to the contract must be maintained for a minimum period of 5 fiscal years after all applicable audits have been released.

6.21. Any work product developed by Contractor in performance of this contract will require review and approval by CSBFV and shall be the sole property of CSBFV. CSBFV shall have the right to copyright or otherwise protect its rights in, and ownership of, the work product.

6.22. Contractor will be required to work with the board's data analysis team to ensure user-friendly ad hoc reporting that produce all information needed to manage the daily operations of the CSBFV career centers and to ensure that management has a clear and ongoing understanding of how the reports work, how to navigate them and the methodology of the performance numbers. This information includes, but is not limited to, program operation, performance outcomes, customer satisfaction, cost effectiveness, unduplicated customer and transaction counts, training enrollments, etc. Contractor will be responsible for submitting reports with real-time data that reflect progress towards meeting these metrics.

6.23. Contractor shall create and implement a continuous improvement model of the career center services using leading indicator performance measures to quantify and evaluate organizational success relative to meeting operations expectations and performance outcomes, and ensure means are developed to improve performance.

6.24. Contractor shall serve any specific industry or population that CSBFV identifies and targets as special priority.

6.25. Contractor shall not at any time or in any manner, either directly or indirectly, disclose, publish or otherwise reveal information obtained by Contractor in performance of the contract to any other party for any purpose not in conformity with state and federal regulations without the prior approval of CSBFV.

6.26. Assist employer and jobseeker customers with responsive and knowledgeable staff through a user-friendly, quality driven, service delivery system. Adequate numbers of staff will be assigned to facilitate customers through the identification, access, and use of services.

6.26.1. In accordance with State policy, minimum skills standards for front-line staff (all those employees providing direct customer service) includes communication skills training, basic computer software skills (e.g. Word, Excel, Outlook) training, specific programmatic training and attainment of Florida Workforce Professional Tier 1 Certification. Training and certification is provided through Florida Commerce’s Learning Management System.

6.26.2. Newly hired front line staff must attain the Tier I certification within six months of their hire date. For this purpose, front line staff is defined as any individual who works primarily with customers, either employers or jobseekers.

6.26.3. Subsequent to the attainment of the initial certification, staff must complete in the second year and thereafter, 15 hours of continuing education credits per year in order to remain certified. New staff who complete their Tier 1 Certification have a one-year period after the completion date to accumulate their credits. Contractor will identify staff that will be assigned to system-wide training and who will be expected to train or coordinate the training of new and existing staff to include, but not limited to, competency-based training across programmatic funding lines, organizational productivity, and customer service.

6.27. Contractor is required to utilize the US Department of Homeland Security’s E-Verify system to verify employment eligibility of all persons employed during the contract term by Contractor to perform employment duties within Florida; and all persons assigned by Contractor to perform work under the terms of the contract.

6.27.1. All employees of career center contractors, subcontractors, or agents with access to, and the ability to change or destroy confidential data, including data stored in the information systems used by workforce service providers to manage and report participant information, are required to undergo background screening as a condition of employment or contract award. Contractors shall be rescreened upon assignment to a new contract, or after a new contract award period or based on the screening standards prescribed by the State of Florida.

All staff are required to have a Level 1 background screening.

6.27.2. Section 435.03 mandates that a Level 1 background screening shall include but not be limited to, employment history checks and statewide criminal correspondence checks through the Florida Department of Law Enforcement.

Local criminal records check through local law enforcement agencies may be included. Any person for whom an employment screening is required by statute must not have been found guilty of, regardless of adjudication, or entered a plea of nolo contendere or guilty to, any offence prohibited under Section 435.04(2) or similar law of another jurisdiction. The background screening results shall be used to determine eligibility for employment or continued employment, and approval of contractor/agent personnel performing work on behalf of CSBFV. If Florida Statute 445.002(3) is modified, requirements may change to Level 2 background screenings.

6.28. The Contractor shall, at its sole expense, maintain the following insurance. A certificate of insurance satisfactory to the Board and evidencing the coverage must be presented http://www.uscis.gov/e-verify http://www.uscis.gov/e-verify https://www.flsenate.gov/Laws/Statutes/2018/Chapter435/All https://www.flsenate.gov/Laws/Statutes/2018/Chapter435/All to the Board prior to commencement of services and updated upon exercise of any option to extend the contract. All policies of insurance referenced herein will be primary and will include CSBFV as an additional insured party with the exception of Workers’ Compensation. All policies will include provisions that the insurers waive the rights of recovery or subrogation against CSBFV. CSBFV shall be exempt from, and in no way liable for, any sum of money which may represent a deductible in any of the aforementioned insurance policies. The payment of such deductible shall be the sole responsibility of the Contractor.

6.28.1. Liability Insurance: A standard liability insurance policy in the single limit amount of $1,000,000 per occurrence and $2,000,000 as an aggregate amount.

General liability insurance in an amount not less than $100,000 per person and $200,000 per occurrence.

6.28.2. Worker’s Compensation: Workers' Compensation or similar insurance which provides coverage to all staff in at least the minimum statutory limits required by the state of Florida.

6.28.3. Bonding: A company-wide blanket Employee Fidelity Bond intended to cover every officer, director, agent, subcontractor, or employee authorized to receive or deposit funds under the contract, or issue financial documents, checks, or other instruments of payment of program costs. This bond shall be in the amount of $100,000 or the highest planned single payment by the CSBFV during the contract period, whichever is more.

6.28.4. Motor Vehicle Insurance: When using motorized vehicles in performance of actions authorized by the Contract, Contractor agrees to obtain Motor Vehicle Insurance coverage in the amounts of not less than $500,000 property damage, and $1,000,000 per person, per occurrence. Contractor shall require and maintain proof of current motor vehicle insurance and vehicle registrations of all employees receiving any vehicle reimbursement expenses, including, but not limited to, mileage reimbursement.

6.29. Ensure employers and jobseekers are made aware of and can access services in a timely manner.

6.29.1. Employers and jobseekers will learn about the services, understand the services available to them, and be directed to services immediately upon…