Request for Proposals: Evaluation of Aboriginal Participation and Upskilling Initiative (APUI)
In fall of 2008 the Government of Canada, through the Workplace Skills Initiative (WSI) partnered with the Saskatchewan Labour Market Commission (SLMC) and its stakeholder/partner the Saskatchewan Ministry of First Nations and Métis Relations to launch the SLMC’s Aboriginal Participation and Upskilling Initiative. For the last 8 months this initiative has focused on investing in employed workers who can bring advantages to their respective employers while contributing to an inclusive and diverse workforce. It has built upon previous successes with Aboriginal employment initiatives and upon working closely with employers and with First Nations and Métis training and employment authorities in Saskatchewan (i.e. Aboriginal Human Resources Development Agreement holders). This pilot project and its outcomes are expected to result in new workplace upskilling models specific to Aboriginal labour market participants. The APUI is seeking qualified management consultants to provide comprehensive evaluation of the pilot project. The following are the key tasks to be addressed in the project evaluation: Preparation of Mid-term and Final Evaluations o Assessment of the APUI initiative and its results by employers/individuals outcomes for each contract or intervention o Evaluation of all tools, templates and models and materials: what worked, lessons learned, and impact analysis Comprehensive report to all stakeholders and partners as defined by the APUI Evaluation Steering Committee The successful consultant will report to an APUI Evaluation Steering Committee.
1. Overview of WSI
The WSI is an important part of the Federal Government's 2007 Policy Framework, Advantage Canada, which is focused on creating Canadian advantages that will help improve Canada's quality of life and succeed on the world stage. Globalization and the growth of the knowledge-based economy are sharply increasing the importance of skills, education and adaptability of the Canadian workforce for global competitiveness. Advantage Canada supports increasing participation, enhancing workplace training and skills development of employees, and breaking down barriers in order for Canadian businesses to compete successfully. The Government of Canada, through the WSI, assists employers, particularly small and medium enterprises (SME), and employees to enhance their skills, respond to constantly evolving workplace requirements, and support their abilities to generate and apply new
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ideas in increasing the productivity of Canadian organizations. The WSI supports partnership-based pilot projects that test and evaluate innovative, outcomes-focused approaches to skills development for employed Canadians. The WSI funds demonstration projects which respond to a range of skills-related challenges in Canadian workplaces, in order to improve our productivity and position ourselves to effectively compete in the global knowledge-based economy. The Aboriginal Participation and Upskilling Initiative was selected from proposals received by the WSI second call for proposals in 2007 to demonstrate new workplace based upskilling models specific to Aboriginal labour market participants.
2. Aboriginal Participation and Upskilling Initiative – Executive Summary
Background Saskatchewan has an Aboriginal population that is ideally suited to replace the baby boomers as they retire. Population projections clearly show the Aboriginal population will form an increasing proportion of those entering the labour market age group. Aboriginal people constitute approximately 15% to 20% of new labour market entrants and projections suggest that this proportion will increase to 25% by 2012 and 30% by 2020. Although there has been an overall increase in recent years of Aboriginal employment rates, it is important to consider that this labour market segment is largely inexperienced. Lack of prior work experience and low education levels among the Aboriginal population points to the need for targeted skills investment in Saskatchewan’s Aboriginal work force participants. There is solid evidence that higher education and skills level lead to greater productivity, an increased capacity for innovation, firm success, economic growth and improved employment and earnings for workers. Access to learning opportunities is seen by workers as a key aspect of job quality. The concept of upskilling in this initiative refers to training and also includes other supportive measures to equip low-skilled workers with employment sustainability and advancement tools. There are several factors that contribute to employment sustainability: employability (the presence of skills and assets and how they are used); job stability (the ability to remain in work when circumstances change); occupational mobility (progression in pay, responsibilities); and retention. This initiative will focus on investing in low-skilled workers who have entered the workforce and who can bring advantages to their respective employers while contributing to an inclusive and diverse workforce. It is important to build upon the previous successes with Aboriginal employment initiatives and to work closely with employers and with First Nations and Métis training and employment authorities in Saskatchewan (i.e. Aboriginal Human Resources Development Agreement holders). This is a pilot project and its outcomes will result in new workplace upskilling models specific to Aboriginal labour market participants. Objectives APUI is well positioned to deliver this initiative given its broad based support and engagement of all significant labour market partners. The overall vision of the project is an increased regard for the importance of workplace learning; empowerment and meaningful participation of Aboriginal
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people in Saskatchewan’s labour market; and investments in skills development of Aboriginal labour market participants. The project will result in a significant increase in productivity, a more skilled labour force, a demonstrated commitment to the under-utilized and under-valued Aboriginal labour market supply, and new models of upskilling, laddering and retention. The project is partnership-based and supports the adoption, testing and sharing of promising models for enhancing the employability and skills of low-skilled workers and workers in lowskilled occupations to suit employer needs. Activities are grouped into three main pillars: Outreach and Promotions; Upskilling Investments; and Employer Supports. Outreach and Promotions is intended to sustain education of public and private sector corporations, small and medium sized enterprises and organized labour about the value of adopting Aboriginal participation and retention strategies. This activity will result in raising awareness across all sectors about the opportunity for employers to access upskilling investments for their workers. Outcomes include the creation of a Workplace Learning Portal as a tool for outreach to Aboriginal people interested in upgrading and upskilling. Upskilling Investments is designed to offer wage replacement incentives for employers who are committed to investing in skills training. This will be done through targeted outreach and the creation of Individual Training and Growth Plans with the support of a Workplace Coach. These Plans will be tailored to the unique needs of the identified low-skilled worker and their respective employer. Assessments of essential workplace skills will be arranged and a custom training plan will be developed and implemented. This pillar will provide resources to help off-set costs of wages, wage replacements, and workplace based training. This is expected to be of direct benefit to employers and employees. A priority will be on reaching down into small and medium sized enterprises where there are significant labour market demands and skills gaps. The initiative intends to leverage employers through existing networks and mechanisms. Employer Support Services is intended to provide practical employer support services and tools aimed at recruiting, upskilling, retaining and laddering of Aboriginal and other low-skilled employees. The main deliverable is the development and testing of Employer Supports Toolkit that will be shared with at least 300 employers across all sectors. This toolkit would pull together best in class products, research, best practices and other supports and would include tools such as policy templates, current essential skills assessment techniques, recognition of prior learning mechanisms, and other employment supports aimed at retention such as mentoring, paid training leave, and flexible time management.
The following Exhibit 1 demonstrates the step by step plan and timeline phases for the three Activity Pillars of APUI:
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Exhibit 1: APUI Activity Pillars
Project Activities/Timelines Phase One 0-6 months Planning and development Establishment of pilot steering committee Steering Committee Meetings Advertise/recruit Workplace Coaches Advertise/recruit Portal Interactor Gather data and low-skilled workers/employers inventory Outsource and scope out high level architecture for portal Outsource Employer Supports Toolkit Research best in class tools and create Employer Supports package Develop Individual Training and Growth Plan template Develop detailed marketing/communications plan Printing of Employer Supports Toolkit and other communications material Outsource video production Outsource evaluation firm (for mid-term and final evaluation) Project delivery Video Production Outreach to Employers (letter, phone calls, networks, and other communications) Workplace Coaches outreach to Employers Workplace Coaches develop Individual Training and Growth Plans Implementation of Individual Training and Growth Plans Implementation of Employer Support Services (Workplace Coaches) Marketing/Communications Initiative promotions (advertising, letter campaigns, information sharing with established networks, web-links, etc.) Launch Interactive Portal Portal Interactor follows-up on all web and telephone (1-800) enquiries Portal Maintenance and Updating X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X X Phase Two 6-12 months Phase Three 12-18 months Phase Four 18-22 months
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Evaluation Assessments of the initiative and its results by Employers/Individuals for each intervention Mid-term Evaluation Preparation of Final Evaluation including evaluation of all tools templates and models: what worked, lessons learned, and impact analysis Dissemination strategy of project outcomes Report– to all stakeholders and national partners X X X X X X X
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Budget Narrative The total approved APUI budget is $1.2M over a twenty-two month period. • WSI confirmed a total of $900,000 over the twenty-two month project. • The budget contribution of the SLMC and by one of its key partner – Saskatchewan Ministry First Nations and Métis Relations, consists of a project cost-sharing contribution of $150,000 (12.5%) by the SLMC and a matching contribution by FNMR.
3. Detailed Request for Proposals
Qualified consultants who wish to submit a proposal are required to respond to the project deliverables and issues based on the Rated Requirements, Exhibit 2, below. Consultants are requested to prepare comprehensive but concise responses in the exact order and using the same numbering as appears in the Rated Requirements, Exhibit 2. • • • • • • All compliant proposals received will be adjudicated by the APUI Evaluation Steering Committee on the scoring system provided in Exhibit 2, “Rated Requirements Matrix Evaluation of APUI.” All proposals are to be adjudicated on a score of 100. All proposals must be received on or before Friday, May 29, 2009 at 3pm Saskatchewan time zone. Please send completed proposals in electronic PDF FORMAT ONLY to: sasklmc@sasklmc.ca. Bidders will be notified that their proposal has been received officially prior to 5 pm, CST, June 1, 2009. Late proposals will be rejected and will not be opened or scored and the proponents will be informed of late proposals only by return email. Questions are to be addressed before 3 pm, CST, May 25, 2009 in written format and only by email to: sasklmc@sasklmc.ca. Written responses to any questions will be provided to all bidders without identification of the questioner. Telephone enquiries are not permitted. Consultants should note that a Price Proposal is required. The proposed budget for the APUI evaluation is not to exceed $50,000 plus GST. Fees for “Professional Services” will be negotiated with the firm 5
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selected based on approved deliverables and budget allocation. The final approved budget will be prepared by the Evaluation Steering Committee for the APUI evaluation and will form part of the awarded contract. The SLMC reserves the right to reject any or all of the bids received.
Exhibit 2: Rated Requirements Matrix Evaluation of APUI
Consultant Deliverable 1. Understanding of Evaluation Objectives Points Rating 15 Proposal Evaluation Criteria Points awarded for bidders understanding of the labour market environment for Aboriginal people in Saskatchewan and for describing how to fulfill the objectives of the evaluation of the APUI project: • 0-5 points for demonstrated knowledge of Aboriginal labour market and demographic conditions • 0-15 points for bidders understanding of current project objectives, as demonstrated by the bidders proposal. 2. Project Management (Project/Work Plan Demonstrates how evaluation will be managed) 40 Points awarded for bidders demonstrating how evaluation will be managed. Proposal contains breakdown of work, how evaluation will be managed, reporting arrangements and management of risk. • 0-10 points for limited breakdown • 11-25 for sufficient breakdown • 26-40 points for extensive breakdown of work, activities, and risk management. Bidders must demonstrate that they have the ability to begin the project 6
3. Firm Experience • Preparation of Evaluation frameworks and tools • Experience conducting comprehensive evaluation assignments
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for June ___start date and complete the evaluation before _____, 2010 Points to be awarded as follows: • 0-5 points per each evaluation experience demonstrated by firm qualifications, including client references to a maximum of 35 points • additional 0-10 bonus points for bidders who demonstrate experience in evaluation of projects with similar goals and objectives
4. References
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Projects should be undertaken in the last 5 years and should include name of project sponsor, project objective and budget value. Experience in working on projects of similar size to the APUI project will be an asset in the bonus scoring. mandatory 3 references of the principal consultant and 2 references for each team member are required, including name and telephone or econtact. 100 points
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