Job Role Evaluation for Disclosure and Barring Services
The provider should be familiar with the evaluation process used throughout the Civil Service (job evaluation and grading system – JEGs).
PS327 (RM4423) PROVISION OF JOB ROLE EVALUATION for the DBS
This deadline is for…EOI at 13:00pm Friday 26th September 2014.
Contract value:£0 – £0
Location where the contract is to be carried out:United Kingdom
Is this suitable for smaller suppliers?Yes
Is this contract suitable for a voluntary, community and social enterprise organisations?Yes
Name of the buying organisation:Home Office
Description of the contract
Background to the Opportunity: Following a merger between the Criminal Records Bureau and the Independent Safeguarding Authority, the Disclosure and Barring service was formed. It is a non-departmental public body based across two sites – Liverpool and Darlington. The DBS is responsible for checks on staff in all sectors (public, private and voluntary) to ensure that they are safe to work with vulnerable people in society. There is a requirement to have a number of new and existing job roles evaluated throughout business. At present the numbers involved are predicted to be in the region of 20 to 30 over the forthcoming 12 to 18 months. These numbers may change as they will be identified through a large scale restructure and organisational design project. Whilst internal DBS staff are trained in the evaluation process due to other priorities and volume the work cannot be undertaken in-house. The provider should be familiar with the evaluation process used throughout the Civil Service (job evaluation and grading system – JEGs). This is a first time contract and there is the expectation that the provider will be expected to undertake evaluations and deliver outcomes within the timescales outlined in the service level agreement. The expectation is that an end to end evaluation of a single post should take no more than 22 working days. Any delays should be identified at the outset and an alternative end date provided. There will also be the requirement to provide a HR nominated individual (intelligent customer) with a timetable of activities at the start of each evaluation and provide updates where the deadline is unlikely to be met. HR will be available for advice should the supplier have any queries/issues throughout the evaluation process. NB – There may be the requirement for more than one post to be evaluated at the same time. The supplier will need to liaise with HR if there is the potential that they will not be able to deliver as per the service level agreement. Scope: 5.1 The authority requires the potential supplier to be able to deliver a number of key objectives throughout the duration of the contract as detailed at 5.3. The provider will be required to provide a single point of contact (SPOC) for all communications. 5.2 The successful provider should have excellent verbal and written communication skills and strong analytical skills. Evidence should be provided by means of a sample report drafted on a previous evaluation and an overview of the thought process followed. 5.3 It is expected that evaluation work will vary in volume from month to month. The restructure and organisational design project will drive the frequency and volume of evaluation requests. It is envisaged that in the initial stages of the project, evaluation requests will be in frequent and low volume but frequency and volume are expected to increase as the project progresses. In undertaking the evaluation activity, the provider will be required to: – 1. Gain an understanding of the job role (existing or new) to be evaluated using discussions with the relevant line managers/vacancy owner for new roles and job holders for existing roles This will be obtained through the provision of an initial background to the role by the line manager/vacancy owner or job holder. Discussions should be held face to face wherever possible, with either the line manager, the job holder or both to establish full understanding of the requirements of the role and where it fits within the business. Such discussions will take place at the location of the job holder and/or line manager at locations specified at paragraph 8.1 – 2. Following the discussion, the supplier will be required to prepare a job profile that describes the key responsibilities and functions of the role and send to the job holder and/or line manager for approval. The document should be sent by email as a word document to enable track changes. – 3. Score the job profile/capsule using software compatible with the JEGs process, for example Towers Watson software. – 4. Prepare a report as an electronic PDF document for HR outlining process used, methodology and outcome. This report should also include any issues/barriers encountered. – 5. Any major issues encountered by the potential supplier should be escalated to the SPOC within HR prior to the report being issued. The potential supplier would be required to present their findings and include action points for overcoming the issues encountered. The HR SPOC will be provided on contract award. 5.4 Travel and subsistence should be included in the overall bid.
Classification of the contract
79000000Business services: law, marketing, consulting, recruitment, printing and security
98000000Other community, social and personal services
79900000Miscellaneous business and business-related services
79400000Business and management consultancy and related services
Contract type:Services – Unspecified
Is it a framework agreement?No
Is this contract related to a programme of funding?No
Contract will be awarded based on:Most economically advantageous tender in terms of: The criteria stated in the contract documents
Estimated length of contract:12 Months