EXPERIENCE MANAGEMENT SYSTEM

Wake County Public School System (WCPSS) is seeking a comprehensive Experience Management System through Request for Proposal #251-26-187, with proposals due on August 29, 2025, at 2:00 PM ET. The procurement targets a robust system designed to capture and analyze employee lifecycle experience data, encompassing capabilities such as annual engagement surveys, pulse surveys, and lifecycle surveys. Key system requirements include role-based dashboards, ad-hoc employee research, text analysis, and the ability to survey employees at critical points like 30 days post-onboarding and during milestone career stages. The evaluation process will allocate 100 total points, with 50 points for cost, 45 points for experience and qualifications, and 5 points for responsiveness. Vendors must be licensed to do business in North Carolina, possess a minimum of five years of relevant experience, and comply with specific technical specifications including user authentication methods, accessibility requirements, and data portability standards. The initial contract term is one year, with options to extend for two additional one-year periods at the same cost.

Potential vendors must meet stringent requirements including integration capabilities with platforms like Classlink, IMS Global LTI, and Clever, and provide comprehensive reporting functionalities across different user roles. Insurance requirements and background check provisions are mandated, with vendors required to conduct sexual offender registry checks on personnel. While no specific set-aside designations are mentioned, the RFP implies a competitive procurement process open to qualified technology vendors specializing in employee experience management systems. The document does not specify a precise budget range, but the detailed technical and reporting requirements suggest a sophisticated solution potentially requiring significant investment. The system's core objective is to provide WCPSS with deep insights into employee experiences, engagement levels, and potential retention factors, ultimately supporting the district's human resources strategic planning and workforce management efforts.