administrative and technical proposal (binder 1) state of ... · • washington state dept. of...

Administrative and Technical Proposal (Binder 1)

State of New Mexico Solicitation Number 50-000-15-00058

Temporary Staffing Services PROPOSAL DUE DATE: June 10, 2016 no later than 3:00pm MDT

Bid Prepared for and Submitted electronically at State Purchasing’s electronic procurement system: Anna Silva, Core Procurement Bureau Chief State of New Mexico, General Services Department/State Purchasing Division 1100 St. Francis Drive, Room 2016 Santa Fe, NM 87505 [email protected] Phone: 505-827-0468 Fax: 505-827-2484

Submitted by:

DatamanUSA, LLC Nidhi Saxena

6890 South Tucson Way, Suite 100 Centennial, Colorado 80112-3919

720-248-3110 Phone 720-248-3200 Facsimile

Solicitation # 50-000-15-00058 - Temporary Staffing Services

State of New Mexico and NASPO participating states Offeror: DatamanUSA, llc

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[email protected]

A. Table of Contents

A. Table of Contents ................................................................................................................................. ii B. Executive Summary .................................................................................................................................. 1 C. Insurance Requirements (Section 6.3) ..................................................................................................... 4

21. Insurance of NASPO ValuePoint Master Agreement Terms and Conditions..................................... 4

D. Lead State Terms and Conditions (Section 6.5 and Attachment E) ........................................................ 6

Campaign Contribution Disclosure Form (Attachment E.9) ..................................................................... 6

Letter of Transmittal (Attachment E.10) .................................................................................................... 8

E. Offeror’s Additional Terms and Conditions (if applicable) ...................................................................... 10 F. Response to Business Requirements (Section 6.7) ............................................................................... 10

6.7.1 Company Profile ............................................................................................................................ 10

6.7.2 Business Profile ............................................................................................................................. 10

6.7.2.1. Customer Service / Service Delivery Strategy ...................................................................... 10 6.7.2.2. Candidate Qualifications ....................................................................................................... 20 6.7.2.3 Government Relations ............................................................................................................ 46

6.7.3 Protection of Sensitive Information ................................................................................................ 50

6.7.3.1 Government Relations ............................................................................................................ 51 G. Response to Technical Requirements (Section 6.8) .............................................................................. 53

6.8.1 Scope of Work (Attachment B: Scope of Work) ...................................................................... 53

6.8.1.1. Temporary Employment Services ......................................................................................... 53 6.8.1.2. Work Hours............................................................................................................................ 56 6.8.1.3. Listing of Position Classifications & Pay Rate ....................................................................... 59 6.8.1.4. Placement.............................................................................................................................. 65 6.8.1.5. Contractor’s Responsibilities ................................................................................................. 66 6.8.1.6 Bonding .................................................................................................................................. 70 6.8.1.7. Travel ..................................................................................................................................... 71 6.8.1.8. Equipment, Property and Damages ...................................................................................... 72 6.8.1.9. Procuring Agency’s Responsibilities ..................................................................................... 73 6.8.1.10. Background Checks ............................................................................................................ 74

B. Executive Summary

Founded in 2000, DatamanUSA, LLC is a full-service staffing firm and IT Solutions company with a reputation for client care and business integrity. Since 2000, we have provided professional, customer-driven service with the goal of creating a comprehensively successful business relationships. Our candidates are thoroughly screened and prepared to handle our clients’ needs. From Administrative Support (Including Office, Clerical and Sales), Commercial/Industrial Workers, Healthcare Staffing Services and Information Technology Professional Services, to Professional Services, we stand ready to provide thoroughly screened stellar professional candidates to service your needs. DatamanUSA is currently working with numerous public sector agencies to provide similar services. Many of our clients are currently located in NASPO eligible states We have provided temporary staffing in the categories listed in the RFP to organizations that include; New Mexico Corrections Department, Utah Department of Human Services, Oregon Department of Transportation Washington State Administrative Office of the Courts and the Washington State Patrol.

DatamanUSA Team

DatamanUSA, llc (PRIME)

DatamanUSA is an Administrative Support (Including Office, Clerical and Sales), Commercial/Industrial Workers, Healthcare Staffing Services and Information Technology Professional Services, to Professional Services company with over 15 years of experience offering services required in the RFP. We have won numerous similar state, local and federal government contracts as well as support private sector clients such as Northrop Grumman. DatamanUSA is a City and County of Denver certified MBE, WBE & SBE. http://www.DatamanUSA.com

SOS HealthCare Staffing Services (Subcontractor)

For over 30 years now, SOS Healthcare Staffing has been helping healthcare organizations and home health clients fill their nursing and allied health staffing needs. Whether the need is short term, fill in shifts, contract, travel, or permanent hire, SOS can find the staff needed. SOS Healthcare Staffing has positioned themselves to work with numerous GSA accounts ranging from small staffing concerns to major projects incorporating numerous facilities and needs. SOS is currently working with Department of Veterans Affairs as well as the Department of Defense offering numerous solutions to contractual healthcare needs. http://soshcs.com/

Cloud Consulting Services Inc. (Subcontractor)

Cloud Consulting Services is a minority owned Temporary Staffing company serving clients nationwide.

BG Innovative Services llc (Subcontractor)

Cloud Consulting Services is a minority owned Temporary Staffing company serving clients nationwide. BG is based in Texas.

Bishop & CO (Subcontractor)

Bishop and CO will support DatamanUSA on all efforts in the State of Hawaii. Bishop & Company provides assistance to employers and job seekers for temporary, temp to hire, direct hire and other employment solutions. We specialize in Administrative, Accounting, Technical, Professional, and Human Resources recruiting. Bishop & Company has been helping Hawaii businesses since 1986. Judy Bishop acquired the firm (formally known as CTA Staffing) in 2005. Bishop and CO continually strives to source qualified candidates for our clients’ direct hire and contract positions. In addition, we work hard to provide valuable



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opportunities to all of our candidates; those seeking permanent jobs, and our contract staff, from entry level to executive. http://bishopco.net/about/.

The PACE Staffing Network (Subcontractor)

The PACE Staffing Network is a Woman Owned,WBE full service staffing company headquartered in Bellevue. Washington. PACE provides staffing and HR support services for clients located throughout the Pacific Northwest. PACE’s recruiting expertise covers a wide range of professional job categories including administrative roles, finance and accounting, customer service, and IT. They offer a comprehensive menu of staffing solutions ranging from one off recruiting support to comprehensive managed services programs involving the design and implementation of flexible workforce strategies. 60% of PACE’s business comes from the healthcare sector, providing full service recruiting support for large healthcare facilities, specialty clinics and diagnostic centers. http://www.pacestaffing.com/

DatamanUSA has been awarded similar government contracts as the prime vendor for Temporary Staffing Services by over 50 federal, state and local government agencies. We have provided staffing in categories that include Administrative Support (Including Office, Clerical and Sales), Commercial/Industrial Workers, Healthcare Staffing Services, Information Technology Professional Services, and Professional Services.

DatamanUSA IT Staffing

DatamanUSA brings true IT expertise with our IT staffing division. DatamanUSA has an IT services division which works hand in hand with our recruiting team. This unique

understanding of IT departments gives us an edge in providing our customer IT candidates have proven expertise and are pre-screened but SME’s

DatamanUSA Temporary Staffing (non-IT) DatamanUSA continually builds our bench of general professionals who are testing in

numerous skill sets. We can provide administrative support on extremely short notice. These categories include; Administrative Support (Including Office, Clerical and Sales),

Commercial/Industrial Workers, Healthcare Staffing Services and Professional Services

We have successfully delivered staff augmentation services under similar types of contracts to various Federal, State and Local Governments and Fortune 500 organizations across the nation. We regularly provide both IT and non-IT (Administrative Support (Including Office, Clerical and Sales), Commercial/Industrial Workers, Healthcare Staffing Services and Professional Services) staffing for short as well as long durations. On the basis of our immense experience in providing staff augmentation services, DatamanUSA has developed contemporary, predictable, and established procedures for staffing contracts and providing excellent temporary employee support services for short as well as long durations.

The DatamanUSA recruiting team consists of 15+ recruiters with average 6 years of recruitment experience supporting government customers. DatamanUSA proactively recruits and maintains a full pipeline of qualified candidates ready to hire for every one of our customers. Our recruitment team works work closely with our Account Managers to understand our customers’ requirements and predict upcoming needs in an effort to provide a perfect match.



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DatamanUSA Relevant Temporary Staffing Services Experience

Clients Experience Relevance

• Oregon Department of Transportation • Oregon Legislative Administration • New Mexico Corrections Department • New Mexico Human Services • Utah Department of Human Services • Washington State Patrol • Washington Administrative Office of

the Courts • Washington Dept. of Labor and

Industries • Washington State Employment

Security Dept. • Washington State Dept. of Licensing • RTD-Denver • Houston Metro • Denver International Airport • Colorado Dept. of Transportation • Texas Dept. of Transportation • North Carolina Dept. of

Transportation • Northrup Grumman • Colorado Department of Public

Safety • Colorado Governor’s Office of

Information Technology • Colorado Department of Revenue • US Department of Homeland Security

Virginia Office

• DatamanUSA has worked with many government organizations in NASP Participating States and maintains strong relationships

• DatamanUSA, since its inception, has successfully provided over 400 temporary staffing resources to public sector organizations

• DatamanUSA has provided administrative staff to numerous public sector organizations including RTD-Denver

• DatamanUSA has completed over 50 staffing engagements for Northrup Grumman for all service categories of the RFP.

• DatamanUSA has a 15 person strong recruiting team with a nationwide network

•

• Experience of over 15 years

• Placed over 500

temporary employees to both Commercial and Government agencies

• Strong understanding of the needs and business processes of government organizations

• Proven internal processes for staffing for the public sector.

• Proven internal processes for contract management for public sector contracts.

• Strong network of IT and administrative professionals.

• Strong understanding of delivery of Temporary (IT and Non-IT) staffing needs.

• Large Database of pre-qualified candidates in each RFP Category.



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C. Insurance Requirements (Section 6.3)

DatamanUSA meets or exceeds insurance required in the solicitation and listed in the section 21 of the NASPO ValuePoint Master Agreement Terms and Conditions.

21. Insurance of NASPO ValuePoint Master Agreement Terms and Conditions.

a. Unless otherwise agreed in a Participating Addendum, Contractor shall, during the term of this Master Agreement, maintain in full force and effect, the insurance described in this section. Contractor shall acquire such insurance from an insurance carrier or carriers licensed to conduct business in each Participating Entity’s state and having a rating of A-, Class VII or better, in the most recently published edition of A.M. Best’s Insurance Reports. Failure to buy and maintain the required insurance may result in this Master Agreement’s termination or, at a Participating Entity’s option, result in termination of its Participating Addendum.

DatamanUSA understands and agrees with the terms and conditions.

b. Coverage shall be written on an occurrence basis. The minimum acceptable limits shall be as indicated below:

(1) Commercial General Liability covering premises operations, independent contractors, products and completed operations, blanket contractual liability, personal injury (including death), advertising liability, and property damage, with a limit of not less than $1 million per occurrence/$2 million general aggregate; (2) Contractor must comply with any applicable State Workers Compensation or Employers Liability Insurance requirements.

DatamanUSA has following insurance that meets and exceeds insurance requirement of the RFP.

• Commercial General Liability $1million per occurrence/$2 million general aggregate

• Automobile liability (hired or non-hired) $1mllion

• Umbrella Liability Insurance - $5 million

• Worker Compensation and Employer Liability - $1 million

• Professional Liability (Errors and omissions) - $1million per occurrence/$3 million aggregate.

DatamanUSA has or is already doing business contracts with a number of NASPO participating states including Nevada, Oregon, Utah, Virginia and Washington. DatamanUSA will comply with any applicable State Workers Compensation or Employers Liability Insurance requirements. c. Contractor shall pay premiums on all insurance policies. Contractor shall provide notice to a Participating Entity who is a state within five (5) business days after Contractor is first aware of expiration, cancellation or nonrenewal of such policy or is first aware that cancellation is threatened or expiration, nonrenewal or expiration otherwise may occur.


d. Prior to commencement of performance, Contractor shall provide to the Lead State a written endorsement to the Contractor’s general liability insurance policy or other documentary evidence acceptable to the Lead State that (1) names the Participating States identified in the



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Request for Proposal as additional insureds, (2) provides for written notice of cancellation shall be delivered in accordance with the policy provisions, and (3) provides that the Contractor’s liability insurance policy shall be primary, with any liability insurance of any Participating State as secondary and noncontributory. Unless otherwise agreed in any Participating Addendum, other state Participating Entities’ rights and Contractor’s obligations are the same as those specified in the first sentence of this subsection except the endorsement is provided to the applicable state.


e. Contractor shall furnish to the Lead State copies of certificates of all required insurance in a form sufficient to show required coverage within thirty (30) calendar days of the execution of this Master Agreement and prior to performing any work. Copies of renewal certificates of all required insurance shall be furnished within thirty (30) days after any renewal date to the applicable state Participating Entity. Failure to provide evidence of coverage may, at the sole option of the Lead State, or any Participating Entity, result in this Master Agreement’s termination or the termination of any Participating Addendum.


e. Coverage and limits shall not limit Contractor’s liability and obligations under this Master Agreement, any Participating Addendum, or any Purchase Order.




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D. Lead State Terms and Conditions (Section 6.5 and Attachment E)

Campaign Contribution Disclosure Form (Attachment E.9)

Campaign Contribution Disclosure Form Pursuant to NMSA 1978, § 13-1-191.1 (2006), any person seeking to enter into a contract with any state agency or local public body for professional services, a design and build project delivery system, or the design and installation of measures the primary purpose of which is to conserve natural resources must file this form with that state agency or local public body. This form must be filed even if the contract qualifies as a small purchase or a sole source contract. The prospective contractor must disclose whether they, a family member or a representative of the prospective contractor has made a campaign contribution to an applicable public official of the state or a local public body during the two years prior to the date on which the contractor submits a proposal or, in the case of a sole source or small purchase contract, the two years prior to the date the contractor signs the contract, if the aggregate total of contributions given by the prospective contractor, a family member or a representative of the prospective contractor to the public official exceeds two hundred and fifty dollars ($250) over the two year period. Furthermore, the state agency or local public body shall void an executed contract or cancel a solicitation or proposed award for a proposed contract if: 1) a prospective contractor, a family member of the prospective contractor, or a representative of the prospective contractor gives a campaign contribution or other thing of value to an applicable public official or the applicable public official’s employees during the pendency of the procurement process or 2) a prospective contractor fails to submit a fully completed disclosure statement pursuant to the law. THIS FORM MUST BE FILED BY ANY PROSPECTIVE CONTRACTOR WHETHER OR NOT THEY, THEIR FAMILY MEMBER, OR THEIR REPRESENTATIVE HAS MADE ANY CONTRIBUTIONS SUBJECT TO DISCLOSURE. The following definitions apply: “Applicable public official” means a person elected to an office or a person appointed to complete a term of an elected office, who has the authority to award or influence the award of the contract for which the prospective contractor is submitting a competitive sealed proposal or who has the authority to negotiate a sole source or small purchase contract that may be awarded without submission of a sealed competitive proposal. “Campaign Contribution” means a gift, subscription, loan, advance or deposit of money or other thing of value, including the estimated value of an in-kind contribution, that is made to or received by an applicable public official or any person authorized to raise, collect or expend contributions on that official’s behalf for the purpose of electing the official to either statewide or local office. “Campaign Contribution” includes the payment of a debt incurred in an election campaign, but does not include the value of services provided without compensation or unreimbursed travel or other personal expenses of individuals who volunteer a portion or all of their time on behalf of a candidate or political committee, nor does it include the administrative or solicitation expenses of a political committee that are paid by an organization that sponsors the committee. “Family member” means spouse, father, mother, child, father-in-law, mother-in-law, daughter-in-law or son-in-law. “Pendency of the procurement process” means the time period commencing with the public notice of the request for proposals and ending with the award of the contract or the cancellation of the request for proposals. “Person” means any corporation, partnership, individual, joint venture, association or any other private legal entity.



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“Prospective contractor” means a person who is subject to the competitive sealed proposal process set forth in the Procurement Code or is not required to submit a competitive sealed proposal because that person qualifies for a sole source or a small purchase contract. “Representative of a prospective contractor” means an officer or director of a corporation, a member or manager of a limited liability corporation, a partner of a partnership or a trustee of a trust of the prospective contractor. DISCLOSURE OF CONTRIBUTIONS: Contribution Made By: __________________________________________ Relation to Prospective Contractor: __________________________________________ Name of Applicable Public Official: _________________________________________ Date Contribution(s) Made: __________________________________________ __________________________________________ Amount(s) of Contribution(s) __________________________________________ __________________________________________ Nature of Contribution(s) __________________________________________ __________________________________________ Purpose of Contribution(s) __________________________________________ __________________________________________ (Attach extra pages if necessary) ___________________________ _____________________ Signature Date Title (position)

—OR— NO CONTRIBUTIONS IN THE AGGREGATE TOTAL OVER TWO HUNDRED FIFTY DOLLARS ($250) WERE MADE to an applicable public official by me, a family member or representative.

_____ _________________________ ______06-06-2016_________________ Signature Date __President____________________________ Title (Position)



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Letter of Transmittal (Attachment E.10)

RFP#: 50-000-15-00058 Offeror Name: DatamanUSA, llc FED ID#: 84-155-2228

All Items must be completed in full. Failure to respond to all items WILL RESULT IN THE DISQUALIFICATION OF THE PROPOSAL!

1. Identity (Name) and Mailing Address of the submitting organization (Offeror name): DATAMANUSA, LLC 6890 S TUCSON WAY, STE 100 CENTENNIAL, CO 80112 2. Identify the person authorized by the organization to contractually obligate on behalf of this Offer: Name: NIDHI SAXENA Title: PRESIDENT E-Mail Address: [email protected] Telephone Number: 720-248-3110 3. Identify the person authorized by the organization to negotiate on behalf of this Offer: Name: NIDHI SAXENA Title: PRESIDENT E-Mail Address: [email protected] Telephone Number: 720-248-3110 4. Identify the person authorized by the organization to clarify/respond to queries regarding this Offer: Name: NIDHI SAXENA Title: PRESIDENT E-Mail Address: [email protected] Telephone Number: 720-248-3110 5. Identify the person responsible for providing the mandatory usage reports listed in Section 6.4: Name: NIDHI SAXENA Title: PRESIDENT E-Mail Address: [email protected] Telephone Number: 720-248-3110 6. Use of Sub-Contractors (Check one) ☐No sub-contractors will be used in the performance of any resultant contract OR ☒The following sub-contractors will be used in the performance of any resultant contract:

1. SOS HealthCare Staffing Services. 2. Cloud Consulting Services Inc, Colorado 3. BG Innovative Services llc, Texas 4. Bishop & Co, Honolulu, HI



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5. Pace Staffing Network, Washington

7. Please describe any relationship with any entity (other than Subcontractors listed in (5) above) which will be used in the performance of any resultant contract.

N/A (Attach extra sheets, as needed) Terms and Conditions of the RFP Offeror must have read and understate all the terms and conditions shown in this RFP by checking the appropriate boxes provided.

8. ☒ On behalf of the submitting organization named in item #1 above, I accept the Conditions Governing the Procurement as required in Section 3.

9. ☒ I concur that submission of our proposal constitutes acceptance of the Evaluation Factors contained in Section 5 of this RFP. 10. ☒ I have read and understand all the terms and conditions as shown in the NASPO

ValuePoint Master Agreement listed in Attachment A as required by Section 6.2. 11. ☒ I have read and understand all the terms and conditions as shown in the State of New

Mexico’s Additional Terms and Conditions listed in Attachment E as required by Section 6.5.

12. ☒ I have read and understand that failure to file the utilization reports and fees for both

NASPO and the State of New Mexico on a timely basis shall constitute grounds for suspension of this Agreement or termination of this Agreement for cause.

13. ☒ I acknowledge receipt of any and all amendments to this RFP.

________________________________________________ 6/9/2016 Authorized Signature Date (Must be signed by the person identified in item #2, above.)



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E. Offeror’s Additional Terms and Conditions (if applicable)

None

F. Response to Business Requirements (Section 6.7)

6.7.1 Company Profile Provide the following information specific to your company

1) Company History

Required Information Offeror’s Response

a) Year your company was founded. 2000

b) Describe your client retention rate

for the past 3 years. DatamanUSA has a 98% retention rate with our clients.

c) Describe your company’s growth

during the past three years.

DatamanUSA has maintained steady growth of ~12% over the past 3 years. We expect to grow over 20% in 2016. Our philosophy is to grow at a rate that allows us to continue providing each and every client with a high level of customer service and support. In order to maintain our top notch service, we have recently added to our account management team and our recruiting team in order to best serve our clients.

d) What are your hours of operation and when are key account people available?

DatamanUSA’s regular business hours are 7:00am-6:00pm Mountain Standard Time Monday-Friday. Our account management team is available to our clients 24 hour a day 7 days a week. We do 24/7 support to clients and our managed services.

6.7.2 Business Profile

6.7.2.1. Customer Service / Service Delivery Strategy

1) Customer Service / Service Delivery Strategy

a) Describe how problem identification and resolution will be handled. How do you respond to client complaints and service issues?

See below

b) How will you service your clients’ accounts? Describe in detail how your company profiles your clients’ needs for temporary services.

See below

c) “Describe your company’s national capabilities to satisfy clients’ needs for temporary services and how your manage those accounts in various geographical areas

See below

d) Affirm that you can provide the services throughout the United States (including Alaska, Hawaii, and the District of Columbia).

See below



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e) Indicate where you offer services in the territories of the United States. See below

f) How do you assess customer satisfaction? How do you measure customer satisfaction? What are your quality assurance measures and how are they handled in your organization.

See below

g) Describe in detail what steps your company takes to understand the business needs of their customer.

See below

h) Describe your company’s performance monitoring for the company. See below

6.7.2.1.a Describe how problem identification and resolution will be handled. How do you respond to client complaints and services issues?

DatamanUSA believes in building strong relationships with our customers and becoming a true partner. Our customers have a direct line of communication and DatamanUSA works to respond to complaints immediately.

We will have dedicated team of professionals assigned to this contract as we realize that you might require professional help in short notice. Our account manager, Jason Hargrove and our President Nidhi Saxena will be available to you 24/7 via e-mail or cell phone to consult and we can be available in less than 30 minutes to respond to emergencies.

Our process for customer communication with the State of New Mexico and all potential clients eligible to use the contract will be kept simple and direct. Your first line of contact will be to our account manager Jason Hargrove. Any issues that need escalated will be immediately brought to our President Nidhi Saxena. DatamanUSA Contacts and Escalation Point of Contacts:

Our executive leadership will take an active role to meet the goals of this contract. Contract management for this contract will be provided by the personal listed here. They are all available any time day or night to client representatives.

Name Title Contact Information Role Jason Hargrove Account Manager

Office: 720-248-3121 Cell: 720-629-4540 [email protected]

Primary Point of Contact

Nidhi Saxena President Office: 720-248-3110 Cell: 720-201-5617 [email protected]

First Escalation Level

Gyan Saxena “GP”

CIO & Delivery Manager

Office: 720-248-3111 Cell: 303-668-4926 [email protected]

Available 24/7 to our clients

Rachna Kashikar

HR and Contract Manager

Office: 720-248-3130 [email protected]

Available 24/7 to support HR related issue

� Executive Leadership: DatamanUSA’s President will provide Executive Leadership to our team in support of the State of New Mexico and all participating states of NASPO. This hands-on approach by our Senior Management will ensure prompt resolution of all issues that might arise, and demonstrates DatamanUSA’s total commitment towards the success of the contract.



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� Supervision of Work and Project Oversight: DatamanUSA’s Account Manager, Jason Hargrove will provide overall project oversight and supervise the work and performance of our personnel assigned to the State of New Mexico Contract. DatamanUSA will assign account manager to other participating states of NASPO and Jason Hargrove will support them. Mr. Hargrove will provide task order specific oversight, provide technical guidance and supervise the work and performance of each Work Order. Mr. Hargrove reports directly to our CEO Nidhi Saxena This structure will help us effectively manage all work orders from the NASPO Value Point Cooperative Purchasing Program.

� Lines of Authority, and Communication: The lines of reporting authority and communication for this contract are clear and direct. Our Account Manager, Jason Hargrove will have ultimate authority, responsibility and accountability to manage all DatamanUSA resources. Mr. Hargrove will also be the authority on all aspects related to contract management, including communication, risk management, issue resolution, staffing, subcontractor and quality management. Issues can also be resolved by contacting our CEO Nidhi Saxena. Mrs. Saxena will be involved in all aspects of the contract and easily assessable to the State of New Mexico. The direct line of communication and escalation allows for mistake free communication between DatamanUSA and our clients.

6.7.2.1.b How will you service your clients accounts? Describe in detail how your company profiles your clients’ needs for temporary services.

DatamanUSA understands that effective communication and personnel management is a key factor in ensuring the success of the State of New Mexico and all participating states of NASPO. DatamanUSA have over 15 years of experience in managing similar contracts in the public sector. DatamanUSA’s approach is designed to ensure that our temporary employees are meeting the needs of our customers and that their work-related needs are met. DatamanUSA Account Managers, work collaboratively with our (Human Resources Manager to assume full responsibility for managing the staff we recruit to work for our clients. We recognize the importance of using structured processes, deploying experienced personnel, and giving close attention to performance, timeliness, quality, and regular reporting on performance and cost to the State. We also understand the need to keep our workforce motivated by addressing their issues and providing quick resolution to work-related issues.

We believe in a proactive approach to recruiting. Our experience account managers as well as our technical staff work with our clients to understand their future needs and organizational goals. We prioritize these needs with our clients and our recruiting team. Our recruiting team continues to maintain a network of candidates for every potential client need. During this process, all data is entered into our Recruitment Management System. The DatamanUSA system gives our account managers accurate data about each potential candidate including availability. This process allows us to quickly fill our client’s needs with candidates who exceed expectations.

DatamanUSA uses regular reporting mechanisms to ensure that there is a two-way flow of information for effective personnel management. The communication process will consist of weekly status reports, weekly project status meetings, and periodic face-to-face project reviews. DatamanUSA follows up with our temporary employees and customers on a regular basis to obtain the following types of information:

• Accomplishments and percentage of completion of assigned tasks



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• Activities planned for the next period

• Issues and processes used to evaluate and quantify the progress

• Other relevant information to assist in monitoring the work

Weekly full team briefings are held to communicate issues and discuss progress on the contract among the immediate project team. Minutes from these meetings are distributed to the entire team. In addition, the Account Manager meets with our temporary employees and/or clients at least once a week to discuss project progress, key issues, risks, open actions, and any special needs. The Account Manager provides a monthly Program Review briefing to our customers to discuss project progress and issues requiring Management attention.

DatamanUSA has ensured success of its each and every contract. We follow Customer First ideology and success of our customers is our success. The whole DatamanUSA team will work towards ensuring the success of this contract.

6.7.2.1.c Describe your company’s national capabilities to satisfy clients’ needs for temporary services and how you manage those accounts in various geographical areas.

Nationwide Reach DatamanUSA has the ability to deliver to customers across the globe. We have worked with customers in over 25 states and Washington DC including many of the NSAPO eligible states. Our recruiting team has a national reach and our organization understands how to work with a wide variety of government organizations nationwide. This includes from a staffing standpoint as well as contract and account management. Our account management team is able to provide quality customer service in all areas of the country. DatamanUSA has provided services in the following states:

NASPO Participating States DatamanUSA has successfully implemented modified hub-and-spoke model in the temporary staffing domain which leverages all strengths of hub-and-spoke model but adds local strength. We assign an account and recruiting managers for each state who travel to state, on as need basis. We also start developing local presence with home office that provides local support but keeps cost down.



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Our modified hub-and-spoke model has helped us offer services nationwide. DatamanUSA will open home office/branch or expand current infrastructure in new NASPO participating states to support this contract. Here is the DatamanUSA in the NASPO participating states:

States Provided Services/Contracts

Comments

Hawaii Yes Provided services to DISA. Have local qualified temporary staff from Hawaii which will help fill requirements. Will open a home office/ branch, if awarded the contract. DatamanUSA will work with our local partner Bishop & CO to provide service to State of Hawaii.

Illinois Yes Provided services to commercial organizations. Will expand the operation to support this contract.

Louisiana Not yet Have local qualified temporary staff from Louisiana which will help fill requirements. Will open a home office/ branch, if awarded the contract.

Nevada Yes Have local qualified temporary staff from Nevada which will help fill requirements. Will open a home office/ branch, if awarded the contract.

New Mexico Yes Will expand the operation to support this contract.

Oregon Yes Provided temporary staff to many state government agencies and maintain a strong network of potential temporary employees. Will expand the operation to support this contract.

Utah Yes Providing temporary staff to government organizations including the Dept. of Human Services and maintain a strong network of potential temporary employees. Will expand the operation to support this contract.

Vermont Not yet Have local qualified temporary staff from Vermont which will help fill requirements. Will open a home office/ branch, if awarded the contract.

Virginia Yes Provided staff to organizations that include Northrup Grumman and the US Dept. of Homeland Security and maintain a strong network of potential temporary employees. Will expand the operation to support this contract.

Washington Yes Certified MWBE. Currently providing temporary staff to numerous government organizations and maintain a strong network of potential temporary employees. Have qualified subcontractors to help. Will expand the operation to support this contract. DatamanUSA will work with our local partner The Pace Staffing Network to provide services in the State of Washington.



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6.7.2.1.d Affirm that you can provide the services throughout the United States (including Alaska, Hawaii, and the District of Columbia).

DatamanUSA has a nationwide recruiting and account management reach and has relationships with potential temporary staff in all 50 states and the District of Columbia. DatamanUSA has provided services or has similar contracts in over 26 states. DatamanUSA has been pursuing opportunities remaining 24 states to open account. DatamanUSA has a mature subcontractor model with over 500 qualified and vetted subcontractors. These subcontractors are either from NASPO participating states or provide staffing services in participating states. DatamanUSA affirms that we can provide the services throughout the United States (Including Alaska, Hawaii and the District of Columbia). DatamanUSA has subcontractors in these states to supplement its offering.

6.7.2.1.e. Indicate where you offer services in the territories of the United States.

DatamanUSA has the ability to offer services in all US territories.

6.7.2.1.f How do you assess customer satisfaction? How do you measure customer satisfaction? What ae your quality assurance measures and how are they handled in your organization.

Our customers are what keeps DatamanUSA moving forward and we work to keep our customer satisfaction levels high by providing customers with a great service. We regularly use customer satisfaction surveys to monitor how we are performing and to understand any gaps we have in customer service. Our customers rate DatamanUSA very high for both our customer service and our delivery. Along with the rating we ask our customers for, we also ask for any areas we could either improve on or anything we can add to our service to meet their needs. We work quickly to improve our processes based on the recommendations from our surveys. Along with staying in regular contact with our employees who are on site at customer locations, we use employees’ surveys to make sure each employee is happy. This process is key to our high retention rate among our employees. DatamanUSA employs a common Data Management approach across IT projects. The foundation for this approach is DatamanUSA’s Quality Management System that uses CMMI and ISO processes and standards. DatamanUSA focuses on critical success factors that have resulted in its successful performance on large, multi-discipline Task. DatamanUSA understands how to deliver professionally tailored solutions for a variety of clients and deliver first-rate quality people, processes, and solutions. DatamanUSA identifies problems as well as explores opportunities to improve functions and capabilities early on and continuously. Its processes are built from the ground up, refined and then tailored as needed for each of its client’s critical success factors. DatamanUSA uses CMMI Level 2/3 apprised processes and an ISO-compliant set of policies and procedures for project management which results in sound, thorough practices, and promotes the development of a motivated staff and sustains cost-effective support.



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Included in our quality Data Management system are fully documented policies, procedures and work instructions. Many of these documents were created and are maintained in support of CMMI, ISO (ITILv3) compliance requirements and outcome focus. The policies, procedures and benefits of applying them to sample project plans.

Program Management Policies, Procedures/Techniques and Benefits

Policy Procedures/Techniques Benefit

Program Management

Ensure early identification of problems

Develop detailed schedules, milestones and risks mitigation

Make in-process progress assessments

Conduct monthly reviews

Include risk management as part of Monthly Status Reports

• Management insight into progress and risks

• Effective cost/schedued control

• Early corrective actions

Inform management and customers of issues and problems

Promptly report issues or problems to PM

Report issues or problems promptly.

Discuss in quarterly corporate reviews

• Issues and problems are rapidly addressed and promptly resolved

• Customer are aware of issues

Continuous Improvement (CI)

Make CI an integral part of all activities

Coordinated by the functional or technical leads

Train personnel in CI

• Creates opportunities for increased productivity

• Promotes employee ownership contributing to employee initiatives

Quality Performance

Document and provide a common set of procedures and processes

Maintain CMMI Level 2/3 and ISO processes

Provide a framework by which quality system effectiveness and peformance can be measured

• Enhanced customer satisfaction and quality service delivery

• Increases vertification of compliance against established policies/ procedures through audit

Staffing

Employ flexible personnel assignment policy

Personnel support tasks on an integrated basis

Assign individual with best credentials.

Enables the most effective overall use of DatamanUSA capabilities

Personnel with the most appropriate skills are assigned

Motivate staff

Award performance, spot bonuses and recognition

Provide job skills enhancement training

Increased staff morale

Increased productivity



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Program Management Policies, Procedures/Techniques and Benefits

Apply corporate employee recognition policies

Consider superior employees for advancement

Fully use employee monetary incentive programs

Increased employee morale

Lower attrition

Increased productivity

Maintain knowledge of technologies, techniques/ tools and future trends

Encourage/require employees to attend relevant technology training courses

Disseminate information on advanced technologies and future trends

Staff skills remain current

Increased emphasis on technologies

Best Practices DatamanUSA’s business practices comply with SEI CMMI Level 2/3 apprised processes and its support processes are detailed in its Business Quality Manual.

Business Quality Manual

Management Control

Management committed to understand and communicate customer requirements and expectations throughout the organization

Provides a framework for establishing, reviewing and communicating quality objectives

Routine management reviews ensure QMS effectiveness through information such as results of internal audits, product/services nonconformities, customer feedback metrics and status of corrective actions

Defining Work

Established processes ensure product and service requirements are identified and satisfied

Determination begins applicable business development activities, including proposal preparation and continues throughout the life of the contact

Determination of requirements includes specific customer requirements as well as statutory and regulatory requirements

Assigning Responsibility

Ensures that responsibility, authority and interrelation of personnel who manage, perform and/or verify work affecting product and service quality is defined and communicated throughout the organization

Staffing Levels and Mix

Management responsible for ensuring the adequate resources are identified and made available to implement and maintain the QMS and to meet customer satisfaction requirements.

HR ensures personnel performing work are competent based on the appropriate education, training, skills and experience

Ensures that only qualified personnel are hired and are trained, as needed, to successfully perform their duties

Special Requirements

Project Planning and Management procedures describe how DatamanUSA plans and controls special products and services requirements such as design and development

Project Managers are responsible for managing the interfaces between the groups involved to ensure effective communication and clear assignment of responsibility



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Property Management

Property custodians are designated by the DatamanUSA CEO or designee with responsibility for the proper receipt, inventory and reporting of customer property

Physical inventories of all customer property will be coordinated by the Program Manger no less than semi-annually

Inventory results will be reconciled; discrepancies, if any, will be documented and forwarded to the appropriate custodian for investigation

Corporate property administrator prepares written inventory report identifying any customer property lost or otherwise unaccounted and request instructions for replacement or turn-in/disposition, as appropriate

6.7.2.1.g Describe in detail what steps your company takes to understand the business needs of their customer.

DatamanUSA truly believes in creating a partnership with our clients and our temporary employees. We work hard to understand your specific needs and organizational culture in an effort to match the perfect IT professional to your organization. We believe in providing our clients with the Transparency, Integrity and Innovation that is required to have a winning partnership. Our customer service is exceptional, and since IT is our area of expertise, we can provide quality resources in record time. At DatamanUSA we will have dedicated team of professionals. DatamanUSA assigns an experience account manager to each client. We realize that you might need IT professional help in short notice. Our Account manager will be available to you 24/7 via e-mail or cell phone to consult and our CEO Nidhi Saxena is always to respond to emergencies. DatamanUSA works to build this partnership by:

• Treating old clients like new clients

• Providing Value in new ways

• Focusing on Client Service

• Putting our clients interest first

• Understanding our clients goals

• Listening to our clients

• Asking for feedback

• Focusing on the long term DatamanUSA takes a proactive approach to recruiting. In order to stay ahead of our customer’s needs, we work to understand you current and future goals as well as analyze market trends. We



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have put into place in house predictive analytics in an effort to ensure we meet our client’s needs. Our customer relationship philosophy includes: Standing in our clients shoes: We beyond our core business and understand our customer’s full range of choices, as well as their ecosystem of suppliers, partners etc.--of which you may be part. This exercise deepens our understanding of competitors and helps us better anticipate our customer’s needs. Lean forward and anticipate: We focus on what our clients will want tomorrow, we work to envision different futures through t scenario planning and then explore how underlying market shifts may affect your clients. Track Trends: DatamanUSA tracks the past trends of each of our clients in effort to predict future needs. We talk with our clients about these trends to confirm our analysis. Prepare our Clients: We share our market research with our clients. We believe that if our clients are prepared with the Data to understand the market for each potential staffing need, we can work together to say ahead of the process and have a mutually beneficial relationship.

6.7.2.1.h Describe your company’s performance monitoring for the company.

Our goal at DatamanUSA is to ensure the ongoing success of the State of New Mexico and NASPO participating states by effectively assisting state agencies in the recruitment of top professionals. DatamanUSA has demonstrated the value added by our company and the strength of our underlying commitment to quality. Focusing on serving our Government clients and consistently meeting or exceeding their requirements and expectations, has so far yielded

Figure – DatamanUSA’s Recruiting Process Shows Continuous Quality Improvement



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maximum return, repeat business and an outstanding reputation. The DatamanUSA Quality Policy is to meet or exceed all contractual, legal, regulatory and other requirements in all our daily tasks. Our goal is to apply the highest standards of quality in all our business practices and operations without compromise. Our primary objective is to practice continuous process improvement in everything we do so that we can surpass our clients’ needs and expectations. Quality performance is the cornerstone of our company philosophy and is considered a personal responsibility of all our employees. We consider it the responsibility of DatamanUSA’s management personnel at all levels of the organization to lead a continuous quality-improvement effort. It is also the responsibility of every DatamanUSA employee to ensure that our customers’ quality and delivery expectations are met, our processes are operating efficiently, our costs are under control, and that all levels of management are made aware of any opportunities for improvements to services and processes.

DatamanUSA follows a proven three prongs approach consists of Process, People and Tools that ensures delivery of high quality services to clients.

6.7.2.2. Candidate Qualifications

2) Candidate Qualifications

a) Describe how your company identifies the most qualified candidates for your customers. Describe your company's performance monitoring for the candidates.

See below

b) Describe how your company verifies each candidate meets the customer’s requirements necessary to perform the required duties.

See below

c) What is your company’s policy in regards to unsatisfactory candidates? See below

d) Describe how your company will obtain and assign temporary staffing under the contract. Policies and responses must include the following: skill testing and screening mechanisms, including a description of reference and/or background checks solicited for each applicant and; the manner in which job assignments/job matching will be determined.

See below

e) What is your company’s timeframe for placements of candidates for new customers?

See below

f) Describe any benefits and incentive programs, as well as, skill enhancement opportunities which are available to assignable staff.

See below



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6.7.2.2.a Describe how your company identifies the most qualified candidates for your customers. Describe your company’s performance monitoring for the candidates.

Our Core Competency truly is "Finding the right candidate for the right job at a value price to our client faster than any other company." Our culture, technology platform and compensation system are consistent across categories which are all designed to find, attract and retain the BEST talent across the entire numerous job categories. The process, training and personnel are tuned specifically for the idiosyncrasies of each category. This way of doing business has helped us enjoy national recognition/awards for growth and achievement in our field. DatamanUSA has vast expertise and experience in sourcing, attracting and retaining the best temporary professionals in the United States today. Our recruiting team is supported by Recruitment Management System (RMS), our web based

state of art proprietary recruiting system with over 400, 000 resumes. For example, as soon as a job outline is received – not only is your local dedicated account management working on bringing the best candidate to your project, but recruiters across the globe are notified and work collaboratively in our systems for your benefit. Bench: Having successfully filled over 500 positions in the public sector, we keep a strong bench of resources that have previous success with our clients. This allows us to fill our client’s immediate needs on short notice. Resume Shopping/ Databases: DatamanUSA subscribes to multiple resume databases

including Dice and Monster. We also use an in house proprietary recruitment management system (RMS) that currently has over 400,000 resumes with qualified candidates in each category listed in the RFP.

Job Board Recruitment: DatamanUSA does post our open positions on job boards such as Dice, Monster and Indeed when needed. However most of our positions are filled though our current network of professionals and our proprietary RMS System.



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Local Area Network: DatamanUSA is currently working in the Northwest Region and is actively recruiting local candidates for all categories.

Creative Sourcing – LinkedIn, Facebook/Social Media, Targeted User groups: DatamanUSA Recruiters in all categories are trained on web searches, networking via LinkedIn/Facebook, and other methods of finding “passive candidates”. These candidates are often not responsive to advertisements and are not posting their resumes in areas for public consumption. By reaching out to such passive candidates, we have found candidates in two days, where existing vendors had failed to provide resumes after weeks of searching. DatamanUSA is a member of multiple Java user groups.

Employee Referrals: Many of our new hires are referrals from existing employees. Our referral program allows employees to submit referrals to DatamanUSA. When those individuals are placed on assignments through DatamanUSA, the referring employee receives a monthly bonus for the entire duration of the project allowing for a substantially larger payout than a traditional referral program.

Job Fairs/Advertising: DatamanUSA participates in numerous expos and job fairs across the country each year. Interested candidates are presented with an overview of DatamanUSA and invited to supply their resumes to our RMS database to participate in DatamanUSA/Client opportunities. Recruitment Management System Database (RMS) DatamanUSA uses a custom proprietary staffing portal called “RMS”, which provides an easy interface to our Technical Recruiters and accounts team. RMS provides very tight collaboration in various teams included in the whole recruitment process. Our recruitment manager keeps a close eye on the recruitment process using RMS. It provides various tools and features such as, requirement status, number of requirements currently opened, assigned recruiters, submissions made by particular recruiter, etc. RMS currently has more than 400,000 resumes in its database. It also has feedback and comment options. With the combination of our management controls, our ten-step recruitment process based on ISO framework, along with tools like RMS, we ensure consistency in recruiting, screening, and presenting each employee to our customers. Our Account Manager with support from our Recruiting Manager, will oversee the process flow to ensure consistency throughout the ten steps and to assure high quality candidates are delivered the State of New Mexico and all originations eligible to use the contract. Sub-Contractors: We do understand in some occasions that partnering is needed in order to bring specialized resource to our customers. That’s why we have partnered with some of the best companies nationally to assist in these areas of need and to extend our offerings in certain niche skill sets. We hold our subcontractors to the same HIGH STANDARDS that we have for ourselves. We hold ourselves accountable for every resource that is working at our client site via our contract and/or program. We have pre-screened sub-contractors in many NSAPO states who specialize on fill niche positions. Technical Partnerships: DatamanUSA continues to utilize Technology Partnerships with leading technology companies. These partner programs provide DatamanUSA with access to



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cutting edge technology training and technical support. DatamanUSA also partners with other institutes like PMI for project managers.

Methodology and tools used to ensure consistency: To ensure consistent best fit, DatamanUSA uses ten-step recruiting framework also referred to as our recruitment productivity process, which breaks recruitment down into ten clearly-identifiable steps. The factors that make our process unique are the way we execute these steps and DatamanUSA’s long established, proven staffing experience. Staffing is a DatamanUSA core competency executed according to best practices developed through industry analysis and optimization.

There are management controls throughout the process. Each of the ten steps has its own key metrics, and team members are held accountable for performance against them. We report on metrics every day, making adjustments to ensure that we deliver client’s objectives as productively as possible. This selective recruitment policy ensures that only the best of the software industry are inducted and they provide cost-effective solutions to the challenging information technology needs to meet up to our customers satisfaction.

DatamanUSA Recruitment Process and Responsibilities

Recruitment Process Responsibility

Client Requisition

•••• Analyzing clients staff requisition and write synopsis of the requisition •••• Submitting position description and requirements in RMS

Account Manager

Identify temporary employee/consultant

•••• Assigning to team lead through RMS •••• Check if there is matching skilled consultant available “on bench” •••• Identifying existing skill sets and candidates within DatamanUSA RMS

database •••• Sharing job profile to all consultants by posting it on our website and sending

mailer to approved consultants for referrals •••• Posting job to external job sites (DatamanUSA website, Dice.com,

Monster.com, CareerBuilder.com and shared with approved subcontractors)

Recruitment Manager

Pre-Screening & Interview (DatamanUSA Level)

•••• Executing a comprehensive prescreening that confirms motivation, previous experience, salary, skill level, clearance and potential team-fit.

•••• Prescreening includes online test (using Prove-It, Brainbench & internal tools) and general knowledge test.

•••• Interview – Conduct detail technical interviews based upon client’s requirement. (Most IT skill sets are interviewed by our TR team, and if expert skills are required, these are taken care by our panel of SME’s having excellent experience in same domain, which form our Qualified Technical Screen team)

•••• Discussing salary requirements and relocation needs with candidates •••• Evaluating attitude and aptitude by discussing team scenarios. Technical Skill Evaluation •••• Conducting initial assessment of the candidate’s technical qualifications. •••• Conducting detailed technical interviews based on job requirement. Soft Skills Evaluation

Technical Recruiting Team and SME’s



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•••• Evaluating candidate’s communication, creativity, thinking, flexibility, change-readiness, problem solving, team building and listening skills.

Evaluation (DatamanUSA Level)

•••• Preparing the feedback form to summarize the results of the interview and update RMS with qualified consultants.

•••• Relaying interview results •••• Checking references

Recruitment Manager

Account Manager

Submission to Client

•••• Confirm we have Right To Represent from the candidate for each position •••• Creating skilled matrix matching required skills with experience of consultants

to present consistent skill summary to our clients •••• Submitting resumes with a skill summary and references to our clients

Recruitment Manager

Account Manager

Client Interview

•••• Discussing interview schedule with hiring manager for pre-qualified consultants

•••• Setting up face to face or telephone interview as per client requirement

Recruitment team

Account Manager

Background Checks (If requested by the client)

•••• Depending upon requirement, conducting criminal, citizenship or legal working status, driving records, drug tests, employment records, license verification and background check for selected candidate

HR Manager

Offer

•••• Complete all due diligence before extending an offer to successful consultants •••• Extending the offer •••• Share candidate’s decision or initial response with hiring managers

HR Manager Account Manager

Joining

•••• Informing the joining date of the candidate to our clients •••• Conducting e-Verification •••• Confirming candidate joins the project on specified date

HR Manager Account Manager

Ongoing Support and Training

•••• Conducting training on need/ project basis •••• Updating PDP (Personal Development Plan) of each candidate

HR Manager

Employee Monitoring DatamanUSA will be fully responsible for all candidates placed under this agreement and will monitor the success of our consultants on an on-going basis. When a DatamanUSA resource begins work at one of our customer’s sites, we don’t just place the employee and leave, we stay involved throughout the life of the project. We have constant contact with our employees and their onsite managers in an effort to avoid surprises. This contact allows us to maintain consistency as each temporary staff member is a valuable part of the DatamanUSA team. This relationship with our temporary staff creates loyalty and avoids sudden departures.

When DatamanUSA works with a customer, we continue to build relationships with local candidates that are similar to our onsite staff. This proactive approach allows us to quickly reach out to pre-qualified candidates with a similar background. We normally have a candidate the minute a vacancy occurs.



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6.7.2.2.b Describe how your company verifies each candidate meets the customer requirements necessary to perform the required duties.

DatamanUSA follows a proven recruiting process that involves in-depth interviews and reference checks. Our recruiters and account managers follow our screening process highlighted in our proposal to make sure we are providing our clients with employees that meet their expectations. Often times we are providing our clients with resources who have either worked for DatamanUSA in the past or have been referred to us through our employee referral program. Reference Check Process. DatamanUSA has a detailed reference check policy to ensure our candidates have the real world experience required to meet our clients’ expectations. Our internal process includes: Comprehensive Reference Checks: DatamanUSA doesn’t rely on short emails or 2 minute conversations to check our candidates’ references. We take the time to ask detailed questions to make sure we get the needed details to make a proper decision on who to submit to our clients. Conduct at minimum 2-3 reference verbal reference checks (1-2 reference must be a former manager). Before we bring anybody new into our client’s team, we carry out two verbal reference checks. It’s the perfect way for you to understand how our candidates really perform on the job and make sure they are a true match, not just a match on paper. Plan our questions carefully: DatamanUSA has over 15 years of experience in the staffing industry. During this time we have developed questions for each skill category that have proven to give us a true understanding of our candidates. Along with questions regarding or candidates’ skill sets, our reference checks dig into communication, decision-making, time management and other key areas. Take detailed notes: Our recruiters and account managers take detailed notes for each reference check. This information is entered into our Recruitment Management System. This history allows us to quickly look back at a candidates history and know immediately if they area fit for our client. This process is key to filling immediate client needs. Beware of fake references: in order to make sure we are really talking to a previous employer, we do our due diligence. If a candidate gives us the details of a past boss, we check them out on LinkedIn, and when possible call them on a land line at the organization. Along with our screening process, DatamanUSA uses skill testing for many positions. DatamanUSA’s Pre-Employment Testing (Clerical, Software and Professional Testing) DatamanUSA uses industry’s leading testing tools to tests skills set of temporary personnel. The testing tools vary based upon pre-employment testing required by a temporary position. DatamanUSA also accepts professional certification offered by Microsoft, Oracle and other technology companies. BrainBench/SHL Pre-Employment Testing



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DatamanUSA uses various pre-employment testing services like Brainbench/SHL for temporary personnel. SHL offers over 1000+ tests in following job categories:

Business Call Center Customer Service Clerical General Skilled

Sales

Hospitality Industry Information Technology

Leader Professional

There are many tests to cover positions under each job category. There are over 1000 tests along with functionality of design custom tests. These job categories cover all positions required in this RFP. A candidate may undergo one or many standard tests to test all skill sets required for a position or take a custom designed test.

Details of Sample Tests:

Potential Job Titles

Network Technical Support

Description The Network Technical Support test measures knowledge of setup, configuration, and maintenance of a local area network. Designed for technicians with hands on-experience, this test covers the following topics: Hardware/Media, LAN Support, Network Design, Services, System Administration, System Security, WAN Support, WLAN Support, and Workstation Support.

Test Length: Approximate Completion Time: 33 Minutes

Dimensions:

Hardware/Media � Backup Media � Cabling � LAN Hardware � Server Hardware � WAN Hardware � WLAN Hardware

LAN Support � Cabling Faults

� LAN Configuration � LAN Diagnostics � Subnets and VLANs

Network Design � Disaster Recovery � Environmental

Considerations � Fault Tolerance and

Backup Types � Topology

Services � DHCP � DNS � E-Mail � VoIP � Web and File Server

System Administration

� Device Monitoring � Load Balancing � Routine Maintenance � System Logs � User Accounts

System Security � Common Threats � Countermeasures � Encryption and Data

Security � Firewalls � Physical Security

WAN Support � Routing and Remote Access � WAN Configuration � WAN Diagnostics

WLAN Support � Physical Placement Considerations � Wireless Protocols � Wireless Security � WLAN Configuration

Workstation Support � Adds, Moves, Changes � Administration Tools � Workstation Diagnostics



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� WLAN Diagnostics

Name: Java 2 Platform Enterprise Edition (J2EE)

Description: The Java 2 Platform Enterprise Edition (J2EE) test measures the candidate's knowledge of the J2EE architecture. Designed for Java programmers and architects, this test includes the following topics: J2EE 1.3.1 Architecture, Enterprise Java Beans (EJB 2.0), JDBC 2.0, J2EE Clients, JavaMail 1.2, Java Naming and Directory Interface (JNDI 1.2.1), XML, and Distributed Computing Application Development.

Test Type: Knowledge & Skills

Adaptive(CAT): PreVisor's Computer Adaptive Testing (CAT) technology dynamically adjusts the test to the proficiency level of the test taker resulting in shorter test times, increased accuracy and enhanced security. Adaptive tests are powered by PreVisor's PreView TM technology.

Category: Information Technology

Max # of Questions: 30

Max Time Allowed: 3 Minutes Per Question

Test Length: Approximate Completion Time: 38 Minutes

6.7.2.2.c What is your company’s policy in regards to unsatisfactory candidates?

As soon as a complaint is received by the customer Project Manager, we would work to understand the specific behavior / issues of concern. In talking through expectations with the project manager, we determine if there is a chance to work with the contractor or if an immediate change is required. We have a strong database of potential candidates matching the client footprint at any one time. If a change was required, we would immediately implement that to the best of our ability. If the hiring manager sees value in attempting to improve the performance of the employee, then we would meet with and review a performance improvement plan (Human Resource document of our own), which would be signed by the contractor ensuring their understanding. Monitoring with agreed upon timeframes would then ensue. If the performance improvement is not recognized, we would then suggest a replacement. The DatamanUSA Account Manager will meet with the new replaced consultant, complete the orientation, and deliver that individual to the client site for their first day of work. DatamanUSA keeps a bench of potential replacements ready at all times for our customers. Terminating employees is one of the most unpleasant aspects for DatamanUSA. But if terminating resource is necessary, then DatamanUSA performs it in the most ethical, and professional manner possible. Following are the steps taken while terminating a resource from its assignment:

• DatamanUSA Account Manager confirms the end date with the Customer. If a replacement is requested, the backfilling process is initiated immediately.



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• DatamanUSA contacts the consultant to initiate the off boarding process and reiterate our confidentiality policy. We also share the cause of the termination with the consultant and thank them for being a part of our organization

• DatamanUSA initiates the knowledge transfer process to minimize the termination impact.

• The consultant prior to leaving the customer has to fulfill exit criteria and return the entire customers property before leaving the customers premises. In addition, consultant must report to the DatamanUSA Account manager and fulfill all the formalities.

• DatamanUSA verifies with customer Project Manager that all equipment has been returned.

• DatamanUSA Account Manager collects badge from the consultant on the last working day.

• DatamanUSA Account Manager deliver the badge to a customer representative. Knowledge Transfer: Whether the consultant leaves prior to completion of the project or after successful implementation, knowledge transfer is an important success factor of an IT project. As part of CMMI Level-3 process, our consultants are molded and trained to document their daily tasks and submit it to the client Project Manager and/ or DatamanUSA Account Manager, prior to leaving the project. Throughout the lifecycle of the project, the status of the key milestones is regularly and formally documented at a repository by our Account Manager where all project related documentation is reserved till the project sign off.

Our Account Manager encourages Team to maintain Knowledge Base (KB) and Known Error Database (KEDB) of the project tasks including any challenges faced along with solution identified. KEDB will cater for needs of future references as and when similar challenges are faced by our consultant until project sign off. Changes to project scope, timing, or direction are frequently communicated to ensure the project schedule.

6.7.2.2.d Describe how your company will obtain and assign temporary staffing under the contract. Policies and responses must include the following: skill testing and screening mechanisms, including a description of reference and/ or background checks solicited for each applicant and; the manner in which job assignments. Job matching will be determined.

DatamanUSA is an accomplished Staffing company with 15+ years of experience providing high quality services to government and commercial clients nationwide. DatamanUSA has a strong focus on serving government organizations. 95% of DatamanUSA’s customers are in the Public Sector including federal, state, local, executive, legislative, courts, and higher education. This focus on the public sector sets us apart for most general staffing firms. Our recruiting and administrative processes (including invoicing, time keeping and contract compliance) have been developed specifically for the public sector. Our staffing approach is driven by a meticulous screening process, combining our understanding of the requirement, and similar experience staffing government organizations.

Our use of “Best of Industry” Staff Augmentation methodologies have contributed to the tremendous growth and reputations that DatamanUSA has earned.



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The majority of the candidates offered by us are certified professionals in their domain. Through more than decade of industry experience, we have in-depth understanding of IT Supplemental staffing and implementation in Government sector. We have evolved in-house methodologies and processes to handle such Government sector projects. DatamanUSA has developed contemporary, predictable, and established procedures for staffing contracts and providing excellent support services for our customers.

DatamanUSA has in place proven staffing processes and proprietary technology that allow us to quickly fill your needs no matter what skill set is required.

Recruitment Management System (RMS): DatamanUSA uses a custom proprietary staffing portal which provides an easy interface to our recruiting and accounts team. RMS provides tight collaboration in various teams included in the recruitment process. It provides tools and features such as, requirement status, number of requirements currently opened, assigned recruiters, submissions made by particular recruiter, etc. RMS has over 400,000 resumes in its database. Internal Network: DatamanUSA has a strong network of people experienced in various IT skills. DatamanUSA regularly checks on project end dates of these consultants and submit those, whose projects are going to end and are a good match for the requirement. Our network of IT professional has proven to be a valuable resource when sourcing hard to find skill sets. Nationwide Recruiting Center: Our Nationwide Recruiting Center is assigned the task of proactively identifying and pre-screening candidates for difficult-to-fill skill sets/locations/pay rates in a variety of locations and for specific clients. Their efforts result in a large proprietary database of pre-screened candidates for our recruiters to pursue when a requirement is received.

Subject Matter Experts: DatamanUSA has Subject Matter Experts on staff and on consultancy to broaden our networks in difficult niche areas through referrals and networking groups. Our SMEs have made a difference in our approach, and we are proud to note that because of their expertise and ability to network, many of our “difficult to find resources” have become less difficult to find.

Market Research: DatamanUSA subscribes to specific market research and taps into local organizations, associations, as well as colleges and universities to build a network of potential candidates for hard-to-fill staffing needs. In addition, our recruiters and account managers are familiar with their geographies and the corporations within them. They know the often-recruited positions at these companies and prepare and plan to fill those positions when they become available.

6.7.2.2.e What is your company’s timeframe for placements of candidates for new customers?

DatamanUSA Response Timeline for RTD Requests DatamanUSA pays full salary and benefits to employees on bench period (bench period is defined when a consultant is not working on billable assignments). DatamanUSA keeps a team of temporary personnel on bench and a number of temporary personnel on call to respond to any request for temporary position. This helps DatamanUSA to respond to such request within 8 hours of receiving requests for most of the requirements. DatamanUSA may take a little longer time (over 8 hours) for highly skilled technical candidates but it is DatamanUSA aim to respond within 8 hours.



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DatamanUSA Approach and Timeline for Regular Hiring DatamanUSA utilizes a time-tested candidate review and submission process conducted by our team of seasoned HR professionals. This approach is used for our regular and ongoing hiring. A summary of DatamanUSA’s process/approach and timeline for completion of each phase of the process is illustrated in Figure 2 – Recruiting Timeline and Figure 3– Recruiting Processes and Elapsed Time below.

DatamanUSA Recruiting Timeline

Step 4 Hrs. 16 Hrs. 40 Hrs. 80 Hrs. Respond to temporary personnel request

Interview Candidates

Selection/Start

Follow Up and Feedback

Figure 2 – Recruiting Timeline



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Above timelines can be modified as per submission timeline requirements of the State of New Mexico for each specific requirement. In our quality process we understand that without feedback and feedback reinforcement at each stage it is almost impossible to maintain the best quality, so we take feedback at each phase of the process and take necessary actions to achieve the best results. As a policy a DatamanUSA representative will keep in touch with the State of New Mexico and NASPO participating states for a quality feedback on its consultants. In case there is a need for replacement of a consultant, we shall assess the State of Mexico’s feedback and based on feedback, re-define the role / skill-set of the consultant and provide a replacement. DatamanUSA thrive to provide replacements within 8 hours for most of State of New Mexico’s requirements. DatamanUSA will always welcome the State of New Mexico’s feedback and look forward to providing 100% satisfaction to State of New Mexico through all our assignments.

6.7.2.2.f Describe any benefits and incentive programs, as well as, skill enhancement opportunities which are available to assigned staff.

DatamanUSA’s Employee Benefits

DatamanUSA’s Employee benefits are defined below (DatamanUSA’s employee handbook can be provided, if needed). The Candidates are hired as full time, part-time, temporary and hourly and as independent contractor basis.

Compensation Plan for Temporary Employees

Step Elapsed

Time Activity/Output

Respond to Temporary Personnel requests

4 hours from receipt

of requirement

• Review Bench and on call candidates reduce the applications to those qualified for the position.

• Review results and submit resumes to client for review.

Interview Applicants

1 to 2 business days

from receipt of

requirement

• Design interviewing structure and questions

• Handle all interviewing and scheduling logistics for all phases of the selection process

• Clarify applicant information and summarize results

• Conduct preliminary interviews and summarize results

• Review, interview qualified applicants, perform reference checks and provide final applicants to the client

Selection/ Start

1 to 5 business days from receipt

of requirement

• Meet to assess final applicants and advise on final interviewing strategy, timing and elements

• Provide assistance and guidance to client enabling them to conduct final interviews and make the final selection.

• Documentation for candidate joining

Follow Up and

feedback

6 -10 business days

from receipt of

requirement

• Follow up with client on candidate joining and services provided

Figure 3-Recruiting Processes and Elapsed Time (all hours in business hours/days)



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DatamanUSA ability to provide its clients with responsive, high quality performance correlates directly with the quality and effectiveness of its ability to recruit and retain the highest caliber of employees. To support this ability, DatamanUSA has established this Professional Compensation Plan as the baseline for hiring, retaining and promoting its employees. In addition to statutory and regulatory requirements, this Professional Compensation Plan consists of six significant elements to define and implement a total, comprehensive compensation package. These elements include:

1. Salary Structure 2. Salary Determination Methodology 3. Other Compensation Factors including Performance Incentives 4. Fringe Benefits 5. Non-Compensatory Benefits 6. Personnel Management Programs

DatamanUSA’s Professional Compensation Plan

The DatamanUSA management team puts the highest emphasis on fairly and adequately compensating our employees. DatamanUSA understands that supporting a skilled and dedicated staff enables us to provide quality, uninterrupted service to our clients. We believe the key to staff retention is a fair salary structure, excellent benefits and a positive work environment.

DatamanUSA reviews our corporate salary structure and benefit plans annually to ensure the organization remains competitive in our market place. It is our policy to add additional benefits as we continue to grow. Our staff knows that each staff member’s commitment to our clients and the projects on which they work are valued and rewarded.

Our salary structure reflects our commitment to identifying and hiring staff with the expertise, experience and education needed to provide superior services and products to our clients. The aggressive growth goals established by DatamanUSA require that we successfully and concurrently recruit and staff numerous major projects across the country. DatamanUSA’s plan includes an industry-competitive compensation plan and an aggressive and proactive recruiting approach to attract and retain proven, highly qualified technical experts.

Compensation Package

DatamanUSA employs a comprehensive compensation and benefits program based upon a merit-based reward system. Our corporate compensation plan features extremely completive salaries, out-of-the-box increases for top performers and bonuses for creating customer value that help attract and retain high-quality staff. This continuity contributes to the attainment of uninterrupted high-quality service to the all NASPO participating states. Base and Productive Work Week and Work Year

DatamanUSA maintains a standard Monday through Friday, 40-hour work week. Our standard daily work schedule is from 8:00 am to 5:00 pm with one hour for lunch break. Variations from the standard work day and/or work week are made if requested/required by the employee and client.



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DatamanUSA observes a Base Work year of 2,080 hours. For budgeting purposes, we assume a Productive Work year of 1,904 hours, which is calculated as follows:

Base Work Year .............................................................................................................. 2,080 hours

Less: Ten (10) Holidays .................................................................................................... - 80 hours

Less: Ten (10) Personal Days ........................................................................................... - 80 hours

Less: Two (2) Training Days ............................................................................................ - 16 hours

Productive Year .............................................................................................................. 1,904 hours

Geographic Differences/Compensation Plan Differences

Our salary ranges are broad enough to accommodate the geographic variances recognized by a number of compensation surveys (e.g., Bureau of Labor Statistics, Salary.com, PSRInc.com, Mercer, and Monster). We attract and recruit the staff needed to ensure project success in all geographic locations. DatamanUSA’s compensation plans offer a competitive rate for all labor categories, in all locations, recognizing differences in geographic locale that often result in different compensation for similar skill sets.

Regardless of geographical locations, all employees receive the same fringe benefits package. In evaluating new hires and current staff for compensation reviews, we evaluate numerous factors, including technical and supervisory skill requirements, criticality of the position to the project, complexity and market value of the position and location/market factors. DatamanUSA’s employees are evaluated on performance criteria determined by their manager in concert with the customer and the customer’s objectives.

Staff Retention

Two factors have been proven to have the most significant influence on our employee retention: the workplace environment and the technical environment. The quality of the workplace environment depends on the quality of the management team, team members, work schedule (work-life balance), compensation, and benefits.

The quality of the technical environment depends on the technical assignments, technical knowledge of co-workers and colleagues, and technical skill development provided as part of employee career growth plans. We will use our established human resources policies to ensure that both the work environment and the technical environment enhance employee retention.

Specifically, we will maintain a high retention rate using a combination of comprehensive health benefits, family-friendly programs, and a performance bonus plan. Our proposed staff retention program is described in more detail below.

1. Paid Bench Time

Bench time is defined as time between two projects when an employee has not worked. DatamanUSA pays salary and benefits to all employees on bench period.



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2. Competitive Salaries and Salary Determination Methodology

Our company ensures competitive salaries through our compensation philosophy, which ensures that our compensation structure is competitive in each market in which we work. We apply standard compensation practices among managers and teams. Each employee is assessed annually and will receive an appropriate increase in keeping with that assessment.

Employees are offered paid training and professional certification examination voucher to allow them to take professional certification examinations.

Ongoing Opportunities for Career Growth and Development

We have established and continue to maintain a working environment that fosters staff growth and career enhancement. Our recruitment and retention policies and practices are designed to attract and retain high-caliber staff, and our training resources are geared toward providing opportunities for all levels of staff to enhance existing skills and develop new ones.

As an employee’s career progresses, the firm proactively assists and supports career progression, providing internal training in core consulting skill areas and advanced skills training as the employee moves into supervision and management positions. The firm also provides for internal and external management and technology training.

Our ongoing and evolving employee training process ensures that our clients’ technical needs are incorporated into our employees’ technical training plans.

Our training plan applies a structured process and uses internal resources to achieve a comprehensive solution to each client’s needs.

Statutory and Regulatory Requirements

Equal Employment Opportunity

Equal employment opportunity has been a cornerstone in the foundation of DatamanUSA personnel and employment policies since the inception of the company. DatamanUSA has developed and implemented an Equal Employment Opportunity Policy in compliance with Executive Order 11246, as amended, that ensures equal opportunity for employment and advancement is offered to everyone regardless of age, sex, race, religion, belief, color, national origin, veteran, or handicapped status.

Affirmative Action Program

In addition to our commitment to provide equal employment opportunities to all qualified individuals, DatamanUSA has established an affirmative action program to promote opportunities for individuals in certain protected classes throughout the organization. DatamanUSA conducts its recruitment activities in a non-discriminatory, broad-based manner to ensure that opportunities to work and advance at DatamanUSA are made available to the entire DatamanUSA employee population and Information Technology professional marketplace.



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Specifically, this policy ensures that all applicants are treated without regard to their age, sex, race, religion, belief, color, national origin, veteran or handicapped status. This includes, but is not limited to:

o Employment o Promotion o Demotion o Transfer o Recruitment or recruitment advertising o Layoff or termination o Rates of pay or other forms of compensation o Selection for training, including apprenticeship

Americans with Disabilities Act

DatamanUSA strictly prohibits discrimination against qualified individuals with disabilities with regard to any aspect of their employment. DatamanUSA is committed to complying with the American with Disabilities Act of 1990. The Company makes every effort to reasonably accommodate qualified individuals with known disabilities. Employees needing such accommodation are instructed to contact their supervisor or HR Department immediately. If employees are currently disabled or become disabled during employment hey are advised to contact their manager to discuss special arrangements that may enable them to perform the essential functions of the job. Drug-Free Workplace and Employee Assistance Program

DatamanUSA has determined, as a matter of policy, that the use of drugs or the excessive use of alcohol by any employee adversely impacts job performance and presents a risk of loss of project security, financial integrity and poor job performance.

Fair Labor Standards Act and Other Labor Laws

DatamanUSA has established policies and procedures to implement those labor laws (the Fair Labor Standards Act and the Service Contract Act of 1965, as amended) that are applicable to contractors performing under federal contracts. The Fair Labor Standards Act (FLSA) regulates minimum wage, equal pay, overtime pay, record keeping, and child labor standards. Determining whether employees are exempt or non-exempt from the FLSA is dependent upon (1) their duties and responsibilities, and (2) their salary. Each DatamanUSA employee is designated as either exempt or non-exempt from the FLSA. The following definitions apply:

o Exempt: The term “Exempt” refers to all bona fide executive, administrative, and professional employees who are exempt from the overtime provisions of the FLSA.

o Non-Exempt: The term “Non-Exempt” refers to all employees not meeting the test for exemption under the FLSA. These employees must receive premiums in accordance with the FLSA.

Total-Time-Accounting of Hours Worked



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DatamanUSA has established a time-card and accounting system that captures all hours worked by employees during an accounting period (semi-monthly). This system ensures that all employees, both exempt and non-exempt, are treated fairly and in accordance with the FLSA when calculating overtime pay.

Overtime Pay for Non-Exempt Employees Non-exempt employees will receive overtime pay for hours worked over 40 hours per week. To be eligible for overtime pay, the additional time must be authorized and approved in advance by the immediate supervisor. If overtime is required, compensation will be at one and one half (1½) times the regular rate for all time worked in excess of 40 hours per week.

Performance Bonus Program (Employee Recognition program)

DatamanUSA provides additional compensation opportunities for eligible employees. In the event the business unit meets certain criteria as outlined in the Performance Bonus Program Guidelines, a bonus will be applicable for the eligible members of the Business Unit.

In order to be eligible for the performance bonus the employee must meet the following criteria:

1. Meet the time in service requirements 2. Be an employee of DatamanUSA for the entire calendar Quarter and 3. Be a full-time employee or a part-time employee who works at least 20 hours per

week 4. Must not be commission eligible

The expected payout of performance bonuses is the 22nd of the month following the quarter end. In the event DatamanUSA is not administratively able to release the performance bonus by the 22nd of the month following the quarter end DatamanUSA will release eligible performance bonus funds as soon as administratively possible. Employee Recognition Program

DatamanUSA’s employee recognition program is held annually. On the basis of the performance evaluation, the best performing employees are acknowledged and awarded with a Plaque along with a monetary award as well. We have a very well defined incentive program as per the performance of the employee. Performance based incentive program is one of the more effective ways of performance building and it explores new ways to motivate our employees to outperform while have fun doing so. We have company sponsored lunches once a month with the CEO and CIO of the company. Our employee recognition program helps us:

o Improve employee engagement, loyalty and retention o Drive positive behaviors o Recognize and reward employee performance o Motivate and reward sales performance o Increase employee loyalty

We believe that people are the most valuable asset in any organization. Our employee recognition program provides recognition that establishes a culture of recognition to retain, reward, motivate, engage, and satisfy employees.



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GAP (Guaranteed Availability Pay)

In many cases, DatamanUSA provides 24 x 7 support for our clients. Certain DatamanUSA employees may be required to wear pagers in order to support these client needs. As a result, DatamanUSA has instituted a Guaranteed Availability Pay (GAP).

GAP pay is paid at the discretion of the Business Unit Lead. Due to variations in client contracts, be sure to check with your manager to receive the appropriate code to charge GAP and hours worked in the applicable time keeping system.

Retirement Saving Plan

DatamanUSA LLC provides a SIMPLE IRA retirement savings plan for fulltime employees who have completed 2 years of employment with the company. The plan provides a mechanism to company to share profit with employees and an opportunity to employee to make tax deferred contributions for retirement. DatamanUSA has been sharing profit as bonus / “profit sharing” since 2004. Salary Basis Requirement for Exempt Employees

Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. It is our policy to comply with the salary basis requirements of the FLSA as well as state wage and hour laws. Therefore, we prohibit all company managers from making any improper deductions from the salaries of exempt employees.

Pay Period

Time is to be submitted into the DatamanUSA time keeping system that is located on the DatamanUSA website. All hours are to be entered by 10:00 a.m. eastern time on the 1st and the 16th day of each month. If the 1st or 16th fall on a weekend, time will be required by 10:00 a.m. eastern time the following Monday. Employees are responsible for the accurate completion and timely reporting of their work and non-work (such as PTO, bereavement, FMLA, holiday, etc.) hours. Please check with your respective Project Manager for appropriate codes to use when entering time into the appropriate time keeping system. Pay dates are the 15th and the last day of each month. If the 15th and the last day falls on a Saturday, Sunday or holiday, the pay date will be the preceding Friday. Falsification of timekeeping records can result in disciplinary action up to and including termination.

Pay Rates



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Employee pay rates are represented as a unit hour or annual salary paid semi-monthly. Hourly rates can be annualized by multiplying the hourly rate by 2080 hours, the total number of hours in a typical work year. All pay rate changes will be effective the first day of the following pay period. All pay rates comply with federal, state and local government minimum wages.

Administrative Pay Corrections

DatamanUSA, LLC takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of his or her immediate supervisor or the Business Unit Lead.

Voting

Voting is an important responsibility we all assume as citizens. DatamanUSA encourages its employees to exercise their voting rights in all municipal, state and federal elections. DatamanUSA allows 2 hours of time to vote. Employee Benefits

The following is only a brief summary of the DatamanUSA benefits available. More complete information, such as summary plan descriptions and change forms are available from your manager. Benefits are subject to change and to employee eligibility conditions. A review of the benefits program and changes, if applicable, is typically provided at open enrollment during the fall of each year. DatamanUSA is proud of the benefit program offered to its employees. The investment that DatamanUSA puts into employee’s benefits program is an investment in our employee. Eligibility

Employee and their eligible family members may receive company benefits if employee is a full-time employee or a part-time employee scheduled to work at least 20 hours per week (unless otherwise noted).

• Eligible Dependents are: o Legally married spouse (common-law is considered legally married). o Unmarried, dependent children up to age 19 (Medical is age 20). o Unmarried, dependent children enrolled in a full time educational facility up to

age 26 for Medical, age 25 for Dental, and age 24 for Vision. o Unmarried children at any age who are incapable of supporting themselves due

to a mental or physical handicap. (Please see the Summary Plan Description Documents for the appropriate plan for notice responsibilities with respect to COBRA)

• Children can also include: o Legally adopted children. o Stepchildren who live with you.



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o Children if you are their legal guardian and their benefit coverage is your legal responsibility.

Employee Benefits

• Health Insurance

• Dental Insurance

• Vision Insurance

• Voluntary Life Coverage

• Flexible Spending Accounts (FSA’s)

• AFLAC

• Contribution to 401K DatamanUSA offers a Medical Insurance through State Health Exchange to employees and their family members.

Other Benefits

Employee Referral Program Statistics show our best candidates come from referrals within our own community. If an employee refers a candidate and they are hired, they will automatically receive a $500 referral bonus.

Holiday Pay

All DatamanUSA employees working a minimum of 20 hours per week are eligible for holiday pay. Employees will receive seven paid holidays per calendar year as follows:

• New Year's Day

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day

• Day after Thanksgiving

• Christmas Day

Employees working at client sites are offered paid holidays for all client observed holidays. Example: Employees working at State of New Mexico will be offered paid holidays for all holidays observed by the State of New Mexico.

In the event an employee is requested (or volunteers in substitution for another employee) to work on a holiday to cover support for countries that do not observe the same U.S. holidays, the employee working the holiday, will receive:

• Non-Exempt Employees: Regular pay for hours worked plus holiday pay based on regularly scheduled hours (not to exceed 8 hours).

• Exempt Employees: Holiday pay plus one day of PTO to be taken in the same calendar year at the employee’s discretion.



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Holiday pay will be calculated based on the employee's base pay rate (as of the date of the holiday). Appropriate adjustments will be made for part-time employees.

Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime.

Personal Time Off – PTO

PTO with pay is available to eligible employees to provide opportunities for vacation, personal time, and sick time. Employees start accruing PTO upon hire date.

PTO accrual is based on tenure with the Organization as opposed to hours worked. The example calculation below is based on a full-time employee. Individuals scheduled for less than 40 hours a week, but more than 20 hours a week, will receive an accrual based on their full-time equivalent percentage. The schedule for the conversion rate is below the MAXIMUM PTO EARNINGS SCHEDULE.

MAXIMUM PTO EARNING SCHEDULE

YEARS OF ELIGIBLE SERVICE

PTO HOURS EARNED PER PAY PERIOD

PTO HOURS EACH YEAR

Upon initial eligibility 0 – 1 year

3.34 / pay period 80 hours per year (or equivalent to 10, eight hour days at 40 hours / week)

After 1 year: 5.00 / pay period 120 hours per year (or equivalent to 15, eight hour days at 40 hours / week)

After 5 years: 5.34 / pay period 128 hours per year (or equivalent to 16, eight hour days at 40 hours / week)








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The above amount may be prorated in the event an employee ends employment in the middle of the pay period. PTO accrual will continue to increase by 8 hours after each additional year of service to a maximum of 30, eight hour days at 40 hours / week.

FULL TIME EQUIVALENT PTO EARNING RATE:

An employee must be a regular-full time employee in order to accrue PTO. Part-time employees, those scheduled for less than 20 hours a week, are not eligible to earn PTO.

In the event an employee is scheduled for less than 40 hours but more than 20 hours on a regular basis, for a 4-week consecutive period or more, the employee’s PTO accrual will be adjusted according to their full-time equivalent percentage. The adjustment would take place upon the end of the 4-week consecutive period. Please see the schedule below for a sample of the equation:

Scheduled Hours Accrual % (PT hours / 40 *100)

40 or more Full Accrual 30 75% of FT accrual 20 50% of FT accrual

The years of eligible service may be altered if leave time is taken. (See individual leave of absence policies for more information.)

Employees earn PTO according to the schedule beginning with their first day of regular full-time status. Employees can request use of PTO after it is earned.

Non-exempt employee may request PTO in one (1) hour increments. Exempt employees may use PTO in half or full day increments. Half and Full day increments should be based on the employees regularly scheduled work day. When able, employees should make their extended PTO request at least one (1) week prior to requested time off from their immediate supervisor. Requests will be reviewed based on a number of factors including business needs and staffing requirements.

PTO is paid at the employee's base pay rate at the time the PTO is taken in accordance with DatamanUSA, LLC payroll practices.

As stated above, employees are encouraged to use available PTO to provide opportunities for vacation, personal time and sick time. PTO should only be substituted for regularly scheduled work hours. Employees will not accrue more than their maximum PTO eligibility allows. In the event an employee reaches their maximum PTO eligibility the employee must use accrued PTO prior to accruing additional PTO. Employees can carry over up to their maximum accrual amount into the following calendar year. Certain circumstances may exist in which work is not available for the employee due to a client shut down or other business circumstances. In these events the employee is required to use their PTO. Exempt employees may request time away from work without pay in full day increments only in the event of a full-week shut down or closure or when the time away from work is for personal or FMLA reasons. Non-exempt employees may request time away from work without



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pay in hourly increments. Requests will be reviewed based on a number of factors including business needs, staffing requirements, and applicable state law. This includes, but is not limited to, holidays in which the client recognizes but DatamanUSA does not. Time without pay is not available for Exempt employees in the event of a partial week shut down. However, non-exempt employees may take time without pay. Upon termination of employment, employees will be paid for unused PTO that has been earned through the last day of work.

COBRA – Medical Coverage Continuation

Some employees leaving employment with DatamanUSA are eligible for continuing health-care coverage under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA). In addition, some employee’s dependents may be eligible for COBRA coverage when a qualifying event occurs. For notice responsibilities and notification procedures please refer to the Summary Plan Description documents of the appropriate plan.

The medical benefits administrator will send information and applications for this coverage. Forms need to be returned in a timely manner to take advantage of this coverage. Any employee reaching the age of 65 will need to contact the U.S. Medicare Department for Coverage one month before retiring.

Bereavement Leave

Employees who wish to take time off due to the death of an immediate family member should notify their manager immediately. Up to 3 days of paid bereavement leave will be provided, based on normal work schedule. Employees may, with their manager's approval, use any available PTO (paid time off) as necessary. DatamanUSA defines "immediate family" as the employee’s spouse, parent, grandparent, mother/father-in-law, child, grandchild or sibling.

Non-Medical Leave

A non-medical personal leave of absence, without pay, may be granted to regular full time employees. Several factors are considered in determining whether or not the leave is granted:

• The workload in the department.

• The employee’s performance and length of service with DatamanUSA, LLC.

• The urgency of the situation prompting the leave of absence.

A “Request for Leave” should be submitted to the Human Resources Department stating the reason for the leave, the starting date and the planned date for the return to work. Leaves require the approval of the Business Unit Lead and the Human Resource Department at least 30 days prior to the leave, whenever possible, so that DatamanUSA, LLC can arrange for the necessary approvals and plan resources to perform the employee’s work during the absence. Leave requests must be in full week increments. Personal leave may be granted for a period of up to 6 weeks in a 12-month rolling period. No more than a total of 6 weeks of leave time can be used whether it is Medical or Non-Medical Personal Leave.



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Medical Leave

Full-time employees who have not yet met the eligibility requirements for FMLA leave may be provided a medical leave of absence in limited circumstances. Such a leave would include time off for an employee’s illness, pregnancy, or an employee’s injury, whether on or off the job. To be eligible for Medical Leave, an employee must be a regular full-time employee.

Leaves require the approval of the Business Unit Lead and the Human Resources Department at least 30 days prior to the leave, whenever possible, so that DatamanUSA, LLC can arrange for the necessary approvals and plan resources to perform the employee’s work during the absence. A “Request for Leave” should be submitted to the Human Resources Department stating the reason for the leave, the starting date and the planned date for the return to work. If the leave is foreseeable based on a planned medical leave the employee must make a reasonable effort to schedule treatment so not to disrupt Company operations.

Appropriate certification for any serious health conditions is also required. DatamanUSA may require a second medical opinion at Company expense. If notification and appropriate certification are not provided in a timely manner, approval for leave may be denied at that time. Continued absence after denial of leave may result in disciplinary action, up to and including termination.

The maximum time allowed for medical leave is a total of 6 weeks in a rolling 12-month period measured backward from the date an employee uses any Personal Medical leave. This leave must be continuous lasting a minimum of 1 week per usage period. Leave time may not exceed a total of 6 weeks combined for Medical or Non Medical Personal Leave.

If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days if business needs allow.

Subject to terms and conditions DatamanUSA, LLC will continue to provide the employer paid portion of any insurance premium while on leave. Payment arrangements must be made with the Human Resources Department for the employee’s portion of any insurance premiums during the leave. The employee may choose to use PTO to pay the employee portion of their insurance premiums while on leave.

Under a Non-Medical or Medical Personal Leave, employees must use any earned PTO during the leave of absence. If collecting Workers’ Compensation or disability payments an employee may not use PTO. Employees on leave must contact the Human Resources Department at least two days before their first day of return. The employee must bring medical certification verifying ability to return to work. Failure to return to work after the expiration of leave will result in the termination of employment.

A leave of absence is without pay when PTO is exhausted and PTO will not accrue during the unpaid leave. Holidays, funeral leave, or employer’s jury duty pay are not granted on unpaid leave. However, employment benefits accrued by the employee up to the day on which the Personal leave of absence begins are not lost.



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Part-time employees are not eligible for a leave of absence under these guidelines.

When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, DatamanUSA cannot guarantee reinstatement in all cases. The employee’s anniversary date will be extended by the amount of time the employee is absent from work.

If an employee fails to report to work promptly at the expiration of the approved leave period, DatamanUSA will assume the employee has resigned.

Family and Medical Leave Act (FMLA)

DatamanUSA recognizes that conditions may make it necessary for employees to be absent for extended periods of time, either on a full or part-time basis. The Family and Medical Leave Act protects an employee’s job for a period of 12 weeks or 480 hours, over a rolling (back) 12 months, if an employee has been employed by DatamanUSA for at least twelve (12) months, has worked at least 1,250 hours, the employee works at a work site of 50 or more employees within a 75-mile radius, and the absence from work is for any of the following reasons:

• The birth or adoption of a child, or placement of a foster child if completed within 12 months following birth or placement of child;

• Father’s attendance at birth of a child;

• The care of a spouse, parent, or child under 18 years, or older child if disabled with a serious health condition;

• For employee’s own health care in case of a serious health condition or pregnancy-related disability that makes the employee unable to perform the functions of your job.

Whenever possible, employees are required to notify the Human Resources Manager at least 30 calendar days prior to the leave, so DatamanUSA can arrange for the necessary approval and find someone to perform the work during their absence. Requests for leaves should be made in writing to the Human Resources Manager, stating the reason for the leave, the starting date, and the planned date for return to work. If the leave is foreseeable based on a planned medical leave, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt Company operations.

• FMLA Medical Certification

Employees are required to submit medical certification for any qualified health condition. DatamanUSA may require a second medical opinion at DatamanUSA’s expense. Documentation confirming family relationship, adoption or foster care may be required.

• Benefits and PTO while on FMLA Leave

DatamanUSA maintains benefits for the employee and his/her dependents while on FMLA leave. All benefits accrued at the commencement of the FMLA will continue, but employees will not



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earn benefits, including PTO, while on leave. Employees need to contact the Payroll department, prior to the leave, to make arrangements to pay co-premium of the health insurance while on full-time leave. If the leave of absence extends beyond the 12 weeks or 480 hours, and an employee is unable to return to work for at least 20 hours per week, continuation of benefits will be provided under the provisions of the current benefit plans. While on FMLA leave, employees are required to use accrued PTO.

• Tracking FMLA and PTO Time while on FMLA Leave

Although most leaves would be taken in a single block of time, intermittent leaves or reduced leave schedules also may be granted, where medically required, or in cases where DatamanUSA and the employee agree. Employees taking intermittent leave or reduced schedules may be required to temporarily transfer to another job, with equivalent pay and benefits that better accommodates that type of leave.

• If an employee is on an intermittent leave, i.e. working part-time or periodic absences due to any circumstance covered under FMLA, they must notify human resources who will track the applicable FMLA time. When an employee is using their PTO while on FMLA, they will enter time under PTO/FMLA. When an employee has run out of PTO and is still out on a qualified FMLA leave, FMLA time will be entered under FMLA/no pay. (This entry will be made even if the employee is drawing short-term disability benefits.) If an employee is on full-time FMLA leave and unable to record time, the manager will coordinate with Payroll to see that the appropriate hours are entered for the employee.

• Layoffs and FMLA FMLA does not protect against all layoff situations. For example, in the event an employee would have been working, and not on FMLA leave, and when working had been laid off due to a loss of contract, the FMLA status would not protect the employee’s employment. However, DatamanUSA will make a reasonable effort to place employees in other open positions, for which they are qualified, to prevent job loss, whether on leave or not.

• Return from FMLA Leave Employees on leave must contact the Human Resource Manager at least two days before their first day of return. Upon return from FMLA leave, and depending on the employee’s ability to perform the essential functions of the job (and the availability of the job as described under "Layoffs and FMLA) employees will be restored to their original position, or to an equivalent job with equivalent pay, benefits, and terms and conditions, even if the position has been filled or restructured to accommodate the employee’s absence.

• Medical and Non-medical FMLA Leaves An employee on a medical FMLA leave must provide a medical certification from a health care provider indicating the reason and anticipated duration of the leave. In addition, before returning to work, employees must provide a written medical release from their health care provider stating that they are fit for work and/or under what restrictions they can work. Employees on FMLA leave may be required to make periodic reports during FMLA leave regarding their status and intent to return to work. Upon the expiration of an FMLA leave,



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failure to return to work, without written notification and notification of the manager, may result in termination of employment.

• Responsibility of Employees Employees have the responsibility to notify their manager and/or a HR Manager for a request for time away from work that may be FMLA related. The HR Manager may request further information to qualify it as FMLA leave time.

Jury Duty Leave

DatamanUSA encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees are granted paid jury duty leave. There is no limit of number of jury duty leaves.

Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Employee classifications that qualify for paid jury duty leave are: Regular full-time employees. Exempt employees will receive their regular pay rate.

Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. Employees must request reimbursement for this time no more than 90 days after the completion of Jury Duty. DatamanUSA will continue to provide health insurance benefits for the full term of the jury duty absence. PTO and holiday benefits will continue to accrue during jury duty leave.

6.7.2.3 Government Relations

3) Government Relations

a) Describe the experience your company has with regards to placements of candidates within government entities.

See Below

b) Describe your company’s minimum pre-employment screening process. This may be negotiated with Awarded Offeror(s) to ensure consistency at entry level positions; additional requirements will be at the Procuring Agency’s discretion.

See Below

c) Describe your company’s experience providing services in states where preferences exist for agencies that employ a minimum percentage of persons with disabilities.

See Below

6.7.2.3.a Describe the experience your company has with regards to placements of candidates within government entities.



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DatamanUSA’s primary focus is providing staffing services to government entities. Over the last 15+ years we have provided the services required in the RFP to government clients across the country including within the State of New Mexico and other NASPO eligible states. DatamanUSA has provided temporary staff to government agencies and private sector clients in each category listed. This has included:

1. Administrative Support (Including Office and Clerical)

DatamanUSA has provided services in this category to clients that include RTD-Denver, Northrup Grumman, Texas Controller and US Bureau of Land Management.

2. Commercial/Industrial Workers

DatamanUSA has provided services in this category to clients that include US GSA and the US Bankruptcy Court.

3. Healthcare Staffing Services DatamanUSA has provided staffing services to Catholic Health Initiates Hospitals, Colorado Department of Health and Human Services, Texas Department of Health and Human Services and the Utah Department of Health and Human Services.

4. Information Technology Professional Services

DatamanUSA has a separate division that is dedicated to Information Technology. This division provides both Staffing and IT Project Based Services. We have provided IT Staffing Services to clients that include the New Mexico Corrections Department, Colorado Governor’s Office of Information Technology, Montana Department of Public Instruction, Mississippi Department of Corrections and Denver International Airport. Our IT Staffing division understands the unique needs of IT departments and our candidates are screened by our subject matter experts and project managers. We have provided over 400 IT professionals to government organizations and completed numerous fixed price IT projects.

5. Professional DatamanUSA has provided staffing in this category to clients that include the TSI Corporation (Sales), RTD-Denver (Finance and HR), Texas Comptroller’s Office (Customer Service) and Northrup Grumman (procurement). We have also provided other professionals like Engineers to clients like Northrup Grumman and Sprint.

The State of New Mexico and all other customers elgible to purchase off of this contract will benefit from not only DatamanUSA’s recruiting experience but also our Public Sector experience. We have a strong background working with Public Sector organizations on not only IT and staffing, but also providing deliverable based IT solutions and Management Consulting. This experience has given us a unique understanding of the business needs of government organizations. DatamanUSA has provided Temporary Staff Services to organizations nationalwide.



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DatamanUSA Cumulative Revenue Distribution (Total - $42+ Million)

State of New Mexico $1.5M RTD-Denver $4.7M

Denver International Airport $629K State of Colorado $5.0M

Northrop Grumman $2.1M State of New Jersey $454K

Federal Agencies $3.6M State of Oregon $450K

State of South Carolina $1M State of Utah $350K

State of Texas $2.3M Sprint / Nextel $800K

State of Washington $1.2M State of Maryland $580K

State of North Carolina $1.9M Commonwealth of Massachusetts $1.8M Commonwealth of Pennsylvania $420K Other Clients $11M

This experience has allowed us to build a deep bench of qualified professionals and create internal processes that meet our customer’s needs. Our customer base includes: (Partial List)

State Government

New Mexico Dept. of Human Services

New Mexico Corrections Dept.

Colorado Dept. of Public Safety

Colorado Dept. of Corrections

Oregon Department of Transportation

Oregon Legislative Administration

Utah Dept. of Human Services

Texas Education Association

Texas Office of the Attorney General

Texas Comptroller’s Office

Texas Parks and Wildlife Department

Texas Department of Aging and Disability Services

Clemson University North Carolina A&T University

North Carolina Dept. of Transportation

University of North Carolina

Colorado Governor’s Office of Information Technology

Washington State Patrol

Washington State Administrative Office of the Courts

Texas Dept. of Transportation

Colorado Dept. of Labor and Employment

Colorado Dept. of Corrections

Colorado Dept. of Revenue

Washington State Dept. of Licensing

Massachusetts Department of Transportation

CalPERS Texas Health and Human Services Commission

Montana Department of Public Instruction

Mississippi Dept. of Corrections

Massachusetts Dept. of Transportation

Maryland Dept. of Transportation

Washington State Employment Security Dept.

North Carolina Department of Public Instruction

Massachusetts Executive Office of Education

South Carolina Dept. of Employment and Workforce

New Jersey Courts

Local Government

Houston Metro Williamson County Texas

Smith County City of San Marcos Texas

San Antonio Housing Authority

Denver International Airport

Jefferson County Public Schools

RTD-Denver

Federal Government

US Forest Service US Bureau of Land Management

Colorado Air National Guard

US GSA



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Defense Finance Administration

US Bankruptcy Court Defense Information Systems Agency

Warren Air Force Base

Private Sector

Northrup Grumman (Nationwide)

Lockheed Martin (Nationwide)

TesTeachers Corporation

Ciber

Sierra-Cedar Wells Fargo Blue dot Solutions TSI

6.7.2.3.b Describe your company’s minimum pre-employment screening process. This may be negotiated with Awarded Offeror(s) to ensure consistency at entry level positions; additional requirements will be at the Procuring Agency’s discretion

Candidate Screening: A quality screening process is critical to business success. Many staffing firms claim to be dedicated to screening candidates thoroughly, but few have a screening process in place with tangible results and outcomes that can prove their due diligence. DatamanUSA understands that there is more to providing candidates then just meeting the skill requirements on the resume. Our recruiters and account managers are trained to dig deep into our candidates’ background to make sure we have the right fit. The DatamanUSA recruiting team consists of 15+ recruiters with average 6 years of recruitment experience supporting government customers. DatamanUSA proactively recruits and maintains a full pipeline of qualified candidates ready to hire for every one of our customers.

The work is initiated as soon as we get the sourcing requirement from the customer. The task order is immediately entered into our centralized recruitment Management System (RMS). The Account Manager understands the requirement of the client based upon the task order received from them. This includes an understanding of the project requirements, SOW, environment, qualification, experience, mandatory and desirable skill set requirement. The Account Manager drafts a requisition about the requirement and submits the requirement in RMS along with sending it to the recruitment manager. From there, recruitment team will source the candidate using one of following sources. After finding 4-5 consultants per requirement, the screening process is triggered.

At DatamanUSA, we have prepared a set of test papers for evaluation of candidates. We conduct on-line technical test for the candidates to evaluate their technical skills. Only the candidates scoring more than 75% marks are interviewed by technical experts. Based on specific requirements, we use our technical experts to technically evaluate the potential candidates. For Example, for Project Manager’s position, the potential candidates’ technical evaluation will be done by existing Senior Project Manager or Account Manager who will have similar experience on variety of projects in similar domain.

Interviewing: Our screening process begins with a thorough interview to give us insight into the candidate's communication abilities, work history, and skill strengths. Our recruiters have the ability to bring in our project managers and subject matter experts to screen candidates and make sure their experience matches their resume.



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Our screening process includes;

• Executing a comprehensive prescreening that confirms motivation, previous experience, salary, skill level, clearance and potential team-fit.

• Prescreening includes online test (using Prove-It, Brainbench & internal tools) and general knowledge test.

• Interview – Conduct detail technical interviews based upon client’s requirement. (Most IT skill sets are interviewed by our TR team, and if expert skills are required, these are taken care by our panel of SME’s having excellent experience in same domain, which form our Qualified Technical Screen team)

• Discussing salary requirements and relocation needs with candidates

• Evaluating attitude and aptitude by discussing team scenarios.

• Technical Skill Evaluation

• Conducting initial assessment of the candidate’s technical qualifications.

• Conducting detailed technical interviews based on job requirement.

• Soft Skills Evaluation

• Evaluating candidate’s communication, creativity, thinking, flexibility, change-readiness, problem solving, team building and listening skills.

6.7.2.3.c Describe your company’s experience providing services in states where preferences exist for agencies that employ a minimum percentage of persons with disabilities.

DatamanUSA’s modified hub-and-spoke model allows leverage of a strong corporate office and compliance with local rules. DatamanUSA has been following local rules related to disabilities and diversity in many states and will continue to do so. Example:

• State of Texas requires utilization of State of Texas certified HUB vendor

• Commonwealth of Massachusetts requires subcontracting to diversity vendor. Although we not only comply with all regulations, we encourage participations by diversity, veteran and person with disabilities and subcontractors. DatamanUSA has hired a vision disable employee in its local office in Denver, Colorado.

6.7.3 Protection of Sensitive Information Required Information Offeror’s Response

a) What measures do you take to protect sensitive customer (procuring agency) information?

See below

b) Describe how your company trains and ensures that candidates placed with a procuring agency adhere to all HIPPA requirements regarding confidential information as defined in Section 1.3 Definitions.

See below

c) Describe how your company trains and ensures that the candidates placed with a procuring agency adhere to all privacy and confidential State specific confidentiality requirements regarding confidential information as defined in Section 1.3 Definitions

See below



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6.7.3.1 Government Relations

6.3.1.a What measures do you take to protect sensitive customer (procuring agency) information?

DatamanUSA’s owner Nidhi Saxena hold security clearance at “Secret” level and understands the requirements and how to protect sensitive customer information. Our data protection policy sets out our commitment to protecting client data and how we implement that commitment with regards to the collection and use of client data. We are committed to:

• Ensuring that we comply with the data protection principles, as listed below.

• Ensuring that data is collected and used fairly and lawfully.

• Processing client data only in order to meet our operational needs or fulfill legal and contractual requirements.

• Establishing appropriate retention periods for client data.

• Ensuring that data subjects’ rights can be appropriately exercised.

• Providing adequate security measures to protect client data.

• Ensuring that all staff is made aware of standard practice for data protection.

• Ensuring that queries about data protection, internal and external to the organization, is dealt with effectively and promptly.

• Regularly reviewing data protection procedures and guidelines within the organization.

• All employees go through regular data security training. Our data protection policy principles:

• Client data is not taken out of client’s office location unless a written approval is obtain from the client manager.

• If client requires us to work from remote which allows us to access to sensitive customer data from our office, our policy requires that all consultants work using a secured desktop which is housed in a secured location within DatamanUSA’s office.

• We work with client to understand their security requirement before taking any data to our office.

• Client data shall be processed fairly and lawfully.

• Client data shall be obtained with the purpose of completing our contractual obligation to the Client, and shall not be further processed in any manner incompatible with that purpose.

• Client data (processed or unprocessed) shall not be kept for longer than is necessary to complete our contractual obligation to the Client. As such, all Client data will be deleted automatically by our internal data security system 90 days after the client’s project has been completed (or as per client policy).

• Appropriate technical and organizational measures shall be taken against the unauthorized processing of Client data, and against the accidental loss, destruction, or damage to client data. To this end, Client data will be stored on our servers and protected with 128-bit encryption. Each file will be protected with a unique password, which will be held only by the Project Manager and analysts assigned to the project.



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Each DatamanUSA consultant is given a copy of our Data Security Policy. We work with each consultant to understand the policy and its importance to protecting our client’s data. We have over 15 years of experience in the public sector handling customer data.

6.3.1.b Describe how your company trains and ensures that candidates placed with procuring agency adhere to all HIPPA requirements regarding confidential information as defined in Section 1.3 Definitions.

DatamanUSA’s HR department is HIPPA trained and works with each employee to understand and adhere to HIPPA requirements. This allows DatamanUSA to exceed HIPAA training requirements found in the Privacy and Security Rules and the HIPAA Omnibus Rule and to reduce your risk of HIPAA violations. DatamanUSA’s HIPPA policy includes:

• Being educated and continually informed

• Maintaining possession of mobile devices.

• Enable encryptions and firewalls

• Double check that files are correctly stored

• Proper disposal of paper files

• Use social media wisely

• All employees go through regular HIPPA training

All DatamanUSA Policies and Procedures are updated regularly and any changes are to clearly notated and communicated to our staff.

6.3.1.c Describe how your company trains and ensures that the candidates placed with procuring agency adhere to all privacy and confidential State specific confidentiality requirements regarding confidential information as defined in Section 1.3 Definitions.

DatamanUSA has been working in the public sector for over 15 years. We understand the privacy concerns of all government organizations. As an experienced staffing firm DatamanUSA maintains all employment-related records and provides a handbook and training to its employees regarding key labor and employment issues. This includes our confidentiality agreement and custom training based on our years of experience with temporary employees and government organizations.

• Confidentiality Agreement – Temporary employees are exposed to sensitive and confidential material while on assignments. This agreement allows DatamanUSA to address with the employee the importance and seriousness of maintaining confidential information, and can assist with the risk management requirements of our clients, such as liability and malpractice insurance coverage criteria. This agreement is available for our clients to review at any time.

• All employees go through a training at the time of employment and on yearly basis. Additional ad-hoc trainings are offered if needed by client or if there is a specific need.



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G. Response to Technical Requirements (Section 6.8)

6.8.1 Scope of Work (Attachment B: Scope of Work)

6.8.1.1. Temporary Employment Services

DatamanUSA understands and agrees to each of 6.8.1.1 Temporary Employment Services. DatamanUSA will be fully responsible for all candidates placed under the Temporary Employment Services agreement and will monitor the success of our employees on an on-going basis. When a DatamanUSA resource begins work at one of our customer’s sites, we stay involved throughout the life of the project. We have constant contact with our employees and their onsite managers in an effort to avoid surprises. This contact allows us to maintain consistency as our temporary employees are a valuable part of the DatamanUSA team. This relationship with our temporary employee creates loyalty and avoids sudden departures. 6.8.1.1.1 Awarded Offeror will notify the Procuring Agency on availability within four (4) hours after a request is made for services that will commence within five (5) working days following the request;

DatamanUSA understands and agrees to the clause.

DatamanUSA Response Timeline DatamanUSA is constantly working to build our network of temporary employees for our clients and we keep a network of temporary personnel on bench and a number of temporary personnel on call to respond to any request for temporary staff augmentation. This helps DatamanUSA to respond to many request within 8 hours of receiving requests for most of the requirements. DatamanUSA may take a little longer time (over 8 hours) for highly skilled technical candidates but it is DatamanUSA’s aim to have a candidate technically screened and ready for submission within 48 hours. (Following 2 diagrams are duplicated in the proposal for ease of review. Both questions had requested this information)

DatamanUSA Recruiting Timeline

Step 4 Hrs. 16 Hrs. 40 Hrs. 80 Hrs.

Respond to temporary personnel request

Interview Candidates

Selection/Start

Follow Up and Feedback

Figure 4 – Recruiting Timeline



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Above timelines can be modified as per submission timeline requirements of the State of New Mexico or participating NASPO states.

6.8.1.1.2 Awarded Offeror will notify the Procuring Agency on availability within two (2) days after a request is made for services that will commence later than five (5) working days following the request;

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. The process requires submission of qualified candidates and interview within 2 business days. If DatamanUSA is not able to find qualified candidate or if client is not happy with interview, we will inform client that candidate start later than five (5) business days following the request. DatamanUSA understands and agrees to the clause.

6.8.1.1.3 Awarded Offeror will confirm with the Procuring Agency the arrival of its Candidate by telephone within one-half (1/2) hour after scheduled arrival time.

DatamanUSA is developing a mobile app which will track each employee on real time basis (during office hours) and inform stakeholders by voice call/SMS or email. DatamanUSA understands and agrees to the clause. Our account manager will call procuring agency and will confirm the arrival of its candidate by telephone within one-half (1/2) hour after scheduled arrival time. 6.8.1.1.4 Awarded Offeror is responsible to communicate with its Candidate the Procuring Agency’s requirements regarding hours of work, duration, location, expectations, dress code and other information concerning the assignment.

Step Elapsed Time Activity/Output

Respond to Temporary Personnel requests

4 hours from receipt of requirement

• Review Bench and on call candidates reduce the applications to those qualified for the position.

• Review results and submit resumes to client for review.

Interview Applicants

1 to 2 business days from receipt of

requirement

• Design interviewing structure and questions • Handle all interviewing and scheduling logistics for all

phases of the selection process • Clarify applicant information and summarize results • Conduct preliminary interviews and summarize results • Review, interview qualified applicants, perform

reference checks and provide final applicants to the client

Selection/ Start

1 to 5 business days from receipt of

requirement

• Meet to assess final applicants and advise on final interviewing strategy, timing and elements

• Provide assistance and guidance to client enabling them to conduct final interviews and make the final selection.

• Documentation for candidate joining Follow Up

and feedback

6 -10 business days from receipt of

requirement

• Follow up with client on candidate joining and services provided

Figure 5 -Recruiting Processes and Elapsed Time (all hours in business hours/days)



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DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA HR manager informs procuring agency’s requirements regarding hours of work, duration, location, expectations, dress code and other information concerning the assignment to candidate personally followed by email confirmation. We are following this process and will follow for this contract. 6.8.1.1.5 All temporarily assigned individuals will be appropriately dressed for the assignment and shall maintain a professional demeanor. Dress code policy is established by the individual agencies. Temporary Candidate must dress according to the requirements of the Procuring Agency requesting the assignment.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA HR manager informs dress code, client culture, professional ethics etc. to candidate personally followed by email confirmation. We are following this process and will follow for this contract.

6.8.1.1.6 Temporarily assigned individuals should be available for the entire length of the assignment; however, if a replacement is required, a qualified replacement must be provided within twenty-four (24) hours of notification, including weekends and holidays.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA HR manager candidate the duration of the assignment and gets written confirm from them. DatamanUSA account manager tries to mitigate issues due to which employee leaves. If an employee leaves, DatamanUSA will provide a replacement candidate within 24 hours of the notification. Retention Plan – In an effort to avoid the need to replace our resources working for procuring agencies, we have developed an employee retention plan. DatamanUSA understand that the employees are the most important assets of a company, and we have policies in place to keep employees motivated and retain qualified employees. Our approach to attract top talent and retain our work force is based on our ‘Hire and Retain’ Program developed and implemented by our Human Resources (HR) Department. We have a dedicated HR team that supports the contract leadership in managing the hiring decision. Our HR team follows industry proven practices. Individual team organizations offer a variety of internal initiatives designed to give permanent employees more personal responsibility for the company’s service offerings and a voice with upper management. DatamanUSA adheres to staff development policies that are focused on providing employees the essential services they need to succeed, including virtual assistants, talent transformation sabbaticals, expert guidance for fast track growth, and democratic empowerment. We believe our



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success is a result of our temporary employees’ efforts, and they should be compensated appropriately. Although we recognize the importance of the pre-employment selection process, extensive training and professional development programs, and unrivaled management support, we firmly believe that our comprehensive program of employee benefits, performance incentives, and individual recognition awards significantly enhances our ability to attract, retain, and motivate an incredible team of dedicated professionals. DatamanUSA’s total compensation package includes base compensation, benefits, and a generous deferred compensation package. DatamanUSA has established many other employee recognition policies including quarterly, annually and on-the-spot awards. DatamanUSA solicits regular feedback from customers and communicate with their respective Human Resources departments to recognize significant accomplishments. DatamanUSA continually reviews award criteria to make sure they are still relevant and conducts annual survey with employees to get feedback on this program and for improvements. 6.8.1.1.7 The Procuring Agency reserves the right to reduce the length of the temporary assignment and will provide the Awarded Offeror with as much notification as possible.

DatamanUSA understands and agrees that the procuring agency has right to reduce the length of the temporary assignment and may or may not provide much advance notification. This is the business practice that DatamanUSA’s existing clients follow and DatamanUSA has been complying with for last 15 years. DatamanUSA agreed and will comply with this clause.

6.8.1.2. Work Hours

6.8.1.2.1 The exact work hours for temporarily assigned personnel will be determined by the Procuring Agency. Generally, work hours begin at 8:00 a.m. and end at 5:00 p.m. Monday through Friday excluding officially observed holidays by the Procuring Agency. Temporarily assigned personnel will work no more than eight (8) hours per day, excluding one (1) hour for lunch; or a total of forty (40) hours per week.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA HR manager informs work hours, holidays observed and any restriction on daily or weekly number of hours etc. to candidate personally followed by email confirmation. We are following this process and will follow for this contract.

6.8.1.2.2 Temporarily assigned individuals will not be paid for their lunch hour. DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA HR manager informs our employee the client expectations in person. We understands and agrees that our employees will not be paid for lunch hours. This is common business practice at all client sites and our employees have been complying with for over 15 years.



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6.8.1.2.3 Agencies have the right to request temporarily assigned individuals for holiday, evening/night, weekend or shift work.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. We understand and agree that procuring agencies may request temporarily assign individuals for holiday. Evening/nigh, weekend of shift work. DatamanUSA HR manager informs this expectations to our employee the client expectations in person. This is common business practice at all client sites and our employees have been complying with for over 15 years. 6.8.1.2.4 Hours may vary per Procuring Agency.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. We understand and agree that the working hours may vary by procuring agencies. We also agree that working hour may vary for different position/requirement within a procuring agency too. This is common business practice at all client sites and our employees have been complying with for over 15 years. 6.8.1.2.5 The Procuring Agency reserves the right to request a replacement of any individual. If for any reason a replacement is required within the first eight (8) hours of service, there will be no charge to the Procuring Agency. Any time beyond the initial eight (8) hours of service, the temporarily assigned individual is determined to be unsatisfactory; the Awarded Offeror agrees to issue a credit invoice to the Procuring Agency for the total charges from the point the Procuring Agency notifies the Awarded Offeror to request a replacement.

DatamanUSA uses a proprietary Recruitment Management System that has automated recruiting and onboarding processes. We have successfully implemented and followed our processes for our existing clients. DatamanUSA account manager will be in regular touch with procuring agency. As our standard process, DatamanUSA account manager contacts procuring agency for feedback on employee’s performance. We understands and agrees that the Procuring Agency reserves the right to request a replacement of any individual. If for any reason a replacement is required within the first eight (8) hours of service, DatamanUSA will NOT bill to the Procuring Agency. Any time beyond the initial eight (8) hours of service, the temporarily assigned individual is determined to be unsatisfactory; DatamanUSA agrees to issue a credit invoice to the Procuring Agency for the total charges from the point the Procuring Agency notifies DatamanUSA to request a replacement. 6.8.1.2.6 The Awarded Offeror agrees to replace an unsatisfactory individual within one (1) business day; however, the Procuring Agency has the option to contact a different Awarded Offeror for the service.

DatamanUSA account manager will be in regular touch with procuring agency. As our standard process, DatamanUSA account manager contacts procuring agency for feedback on employee’s performance.



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We understands and agrees to replace an unsatisfactory individual within one (1) business day; however, the Procuring Agency has the option to contact a different Awarded Offeror for the service. We understand and agree with the terms of the condition. We will comply with it. v2.7 The Procuring Agency shall be the sole judge as to whether a temporarily assigned individual is satisfactory and is fulfilling the Procuring Agency’s requirements.

DatamanUSA account manager will be in regular touch with procuring agency. As our standard process, DatamanUSA account manager contacts procuring agency for feedback on employee’s performance. We understand and agree that the Procuring Agency shall be the sole judge as to whether a temporarily assigned individual is satisfactory and is fulfilling the Procuring Agency’s requirements.



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6.8.1.3. Listing of Position Classifications & Pay Rate

Each Procuring Agency will provide a listing of position classifications to the Awarded Offeror; however, the listing is not meant to be all-inclusive. Individual states or agencies may request other temporary positions by way of providing the Awarded Offeror(s) with the employee pay rate, position classification/title and description of duties. Describe how your company captures and provides additional positions requested by the Procuring Agencies.

DatamanUSA currently holds numerous government staff augmentation and IT services contracts. We offer not only the positions listed in the RFP but hundreds of other positions covered under other contracts that DatamanUSA holds. We work with our clients to understand each individual staffing need and are able to customize our services to meet that need.

Geo

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Con

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Federal Government Agencies All GSA Information Technology (IT) Schedule 70 √ √ √

All GSA STAR II GWAC √ √ √

All SeaPort-e (US Navy) √ √ √

State Contracts AK State of Arkansas: Supplier Managed Staff Augmentation

vendor for IT Services √ √ √ √ √

CO State of Colorado Price Agreement contract for IT Staff Augmentation Services & Temp Services

√ √ √ √ √

CA Price Agreement contract for IT Staffing Services for CaLPERS √ √ √ √ √

IA Price Agreement contract for State of Iowa for Geospatial Services

√ √

KS Price Agreement contracts for State of Kansas for IT Staffing and PeopleSoft Services

√ √ √

MA

Price Agreement contract for Commonwealth of Massachusetts for IT Staff Augmentation Services

√ √ √ √ √

FL Price Agreement contracts for State of Florida for IT Staff Aug and Project Services

√ √ √ √ √

IN Price Agreement contract for State of Indiana for Software Project Services

√ √ √ √ √

MI State of Michigan: FIRST vendor for IT Staff Augmentation services

√ √ √

MD

Price Agreement contract for State of Maryland for IT Staff Augmentation Services

√ √ √



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MT

Price Agreement contract for State of Montana for IT Staff Augmentation Services

√ √ √

MS Price Agreement contract for State of Mississippi for IT Professional Services

√ √ √

NM

Price Agreement contracts for State of New Mexico for PeopleSoft Consulting Services and IT Staff Augmentation Services

√ √ √

NC Price Agreement contract for State of North Carolina for IT Staffing Services

√ √ √

OR Contract for Managed Service Staff Augmentation contract for State of Oregon

√ √ √

PA Contract for Managed Service Staff Augmentation contract for State of Pennsylvania

√ √ √

SC Price Agreement contract for State of South Carolina for IT Staffing Services

√ √ √

TX Price Agreement contract for State of Texas for IT Staff Augmentation, IT Security, Services and Temporary Services

√ √ √ √ √

UT Price Agreement contract for State of Utah and UTDHS for IT Staff Augmentation Services

√ √ √

WA

Price Agreement contract for State of Washington for IT Professional Services

√ √ √

WY

Price Agreement contract for State of Wyoming for IT Staff Augmentation Services

√ √ √

Local/Quasi Government and Political Subdivision Contracts CO Contract Employment Service Contract for City and County of

Arapahoe for IT Staffing services. √ √ √

CO Price Agreement contract for Jefferson County School District. √ √ √ √ √

CO College Communications Temporary Personnel and Professional Search Firm contract by the Auraria Higher Education Center

√ √ √ √ √

CO Personnel Services by Colorado Community Colleges System, Denver, CO

√ √ √ √

MA

Price Agreement contract for Massachusetts Technology Collaborative.

√ √

CO On-call Technology Services and IT Strategic Partners for Denver International Airport.

√ √ √ √ √

CO Regional Transport District – Denver, CO Various Price Agreement contracts for IT and Temporary Staffing Contracts

√ √ √ √

TX Temporary Personnel Services for Texas Department of Transportation, Atlanta District

√ √

TX Master Contract for Temporary Personnel Services for TX Comptroller Agency

√ √

Nationwide Commercial Contracts All Master contract for Sprint/Nextel for IT, HR, Legal,

Engineering and Finance Staffing Services √ √ √ √ √

All Master contract for Northrop Grumman for IT, Engineering and Security Staffing Projects

√ √ √ √ √



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DatamanUSA has extensive experience supporting local, state and federal government organizations in all the categories listed in the RFP as well as many other categories for both administrative and technical positions. Here is a partial list of contracts that have been awarded to DatamanUSA.

Master contract for Northrop Grumman for IT, Engineering, HR, Finances, Legal and Security Staffing Projects

Master contract for Sprint/Nextel for IT, HR, Legal, Engineering and Finance Staffing Services

DatamanUSA has been offering staffing services to Northrop Grumman for over 6 years. It is a nationwide contract and includes staffing in the Information Technology, Engineering, HR. Finance Legal and Security Staffing services. They can hire staffing of any skills under this contract. DATAMANUSA’S RECRUITMENT METHODOLOGY:

DatamanUSA follows a mature and proven recruiting methodology, supported by a state of art proprietary Recruiting Management System. Bench Candidates DatamanUSA, LLC has assisted the various public sector agencies for over fifteen years. DatamanUSA has provided Administrative Support (Including Office and Clerical), Commercial/Industrial Workers, Healthcare Staffing Services, Information Technology Professional Services and Professional staffing to clients nationwide.

DatamanUSA Core Competency

Finding the right candidate for the right job at best possible price for our client.

By doing this we believe in providing value and high-level customer service to all our clients. Our achievements can be attributed to our honest and flexible approach, as well as a real client-oriented philosophy. We have a thriving culture, born from employees that bring creativity, integrity, innovation and a high level of energy to the job each day. We know that these attributes are important in a service company and the State of New Mexico and NASPO participating procuring agencies will benefit immensely from the DatamanUSA culture. This way of doing business has helped us enjoy national recognition/awards for growth and achievement in our field. The State of New Mexico and NASPO participating procuring agencies will benefit from DatamanUSA’s vast expertise and experience in sourcing, attracting and retaining the best Administrative Support (Including Office and Clerical), Commercial/Industrial Workers, Healthcare Staffing Services, Information Technology Professional Services and Professional staff in the United States today. We are experts in the recruitment field. We have a strong recruiting team dedicated to being the very best in the country. We support this team with the best proprietary systems and technology infrastructure. For example, as soon as a requisition is received – not only is our local dedicated team working on bringing the best candidate to your project, but recruiters across the globe are notified and work collaboratively in our systems for your benefit.



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DatamanUSA Recruiting Team (Strong 23 members team)

• 20 Member Recruiting Team: o 1 Recruiting Manager

� 4 Recruiting Leads

• 15 Recruiters

• Recruiter Qualification

• Have at least undergraduate degree

• Have professionals certifications like MCP

• Focuses on a specific technology and client

• Incentive for each successful placement helps recruiting team motivated.

• Supported by Proprietary Recruitment Management � System with automated recruiting processes � Resume Database of over 400,000 screen resumes

• Multiple Recruiting Sources

Our recruiting team is supported by Recruitment Management System (RMS), our web based state of art proprietary recruiting system with over 400, 000 resumes. For example, as soon as a job outline is received – not only is your local dedicated account management working on bringing the best candidate to your project, but recruiters across the globe are notified and work collaboratively in our systems for your benefit. DATAMANUSA RECRUITING SOURCES: The DatamanUSA’s recruiting sources include the following:

• RMS Database

• Employee Referrals

• Cold Calls / Creative Sourcing

• Job sites like Dice, Monster

• User Groups

• Social Media websites

• Traditional paper and other media

DatamanUSA’s number one priority is to build teams with individuals that “fit” into an agency with the requested expertise. DatamanUSA has a large pool of temporary employees to pull from to meet an agencies’ request. However, there are many times that more expertise and candidates are needed.



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DatamanUSA then has the ability to make use of its state-of-the-art proprietary technology, Recruitment Management System (RMS) and other leading job sites like Monster, Dice. (1) Develop an Understanding of Your Organization and Business Culture

• We view the success of the search because of a successful beginning.

• We take the time to understand the City and County of Denver‘s requirements so well that we become an extension of you.

• Initially, we make a personal on-site visit and arrange for intensive discussions with client management and other key individuals you may wish to designate.

• We also develop an environmental profile and analyze the total community for homes, schools, social and cultural amenities, etc.

(2) Define the Nature and Scope of the Position

• We expand upon what is normally written in a traditional request for services (job outline) to gain a complete understanding of the responsibilities, challenges and desired profile for the role.

• This assessment stage is very thorough and includes an evaluation of the personality and style of all management team members and all individuals with whom the candidate of choice will interface.

Client

Requirements /

Job Outline

DatamanUSA’s

Proprietary

Recruitment

Management System

(400 , 000 + resumes )

Candidate Applies On -line

Account Manager Enters Job Outline in RMS

Online Jobsites

(Dice , Monster… )

DatamanUSA Recruiting Team :- Screen Prospective Candidates - Screening against Job Outline

and Candidate’s requirements

− ΙInterviews Candidates - Identifies Location preference − Verify Resume Authencity - Performs Reference checks - Update Status in RMS - Tie to Current Openings

Qualified

Candidates

Account Manager

Client

Candidates

Recruiter

Account Manager Interviews and

submits to Client

Other

Recruiting

Sources

Candidates

Client submits Job Outline

to Account Manager



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• In consultation with you, we then craft these parameters in the form of a written Position Description. This document cements our relationship and clearly denotes we both understand the desired candidate profile. We also share this document with interested and qualified candidates.

(3) Methods of Locating and Attracting Candidate of Your Choice

• Since A+ player are in high demand, they have many options. Remember, they are happy in their current role, doing a great job and gainfully employed. In many instances today they have teenage children and/or elderly parents and are not as free to relocate as in the past. Previously our research efforts could entice people to move for more responsibility and/or more money. That is clearly not the case today. We are working with integrated, multi-faceted individuals.

• At DatamanUSA we design a multi-faceted team approach to locate and attract the best talent. Today, more than ever before, this is a process. An initial, “No, I am not interested” does not always mean no. There is an art to guiding candidates throughout the search process, one-step at a time. The initial resistance to change can be managed by the respect of following process, being creative and maintaining the proper blend of momentum.

• We are continually re-inventing our research process and tailoring new and creative strategies for our clients. What goes on behind the scene is intensive effort. At DatamanUSA we instill courtesy, creativity and a blend of tenacity and assertiveness. We allow candidates to take the search process “one step at a time” and not feel as if they need to make an immediate decision that impacts their career and family. At the same time we work with our clients to maintain the proper blend of necessary momentum.

(4) Candidate Research

• We find the best candidates most often require the greatest degree of effort to attract.

• We initiate a variety of simultaneous research strategies and efforts to locate and attract key executives.

• We design a search plan of action and select the research team.

• We create a target list of companies in the same and/or related industries to your own.

• We conduct original research to identify the key executives within the target companies, including creating organizational charts of competitive organizations. This is the most labor-intensive research effort. It is also the means, which consistently results in the location of many of the final candidates.

• We contact professional trade associations and identify the most significant contributors, national speakers and national experts in each given area of expertise. We contact them as potential candidates and/or sources.

• We always review our database, current resume file, and closed search file to evaluate potential candidates. Given the unique nature of each search this approach serves most effectively as a networking tool rather than direct access to candidates.

• We research the Internet to identify companies, sources and even candidates. While not always a direct source to our candidate slates, it is a great resource to our effort.

• We always contact our professional network for potential candidates and candidate referrals.



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(5) Candidate Development (Search)

• Telephone Interviews During the course of most searches we speak with approximately 50 to 100 individuals by telephone. Career changes, degrees and professional associations are verified. The top candidates are extensively interviewed and the most qualified candidates are prepared for client presentation.

• Initial Reference Checks Before the top candidates' resumes are presented to you for your evaluation and assessment, initial referencing is conducted.

Hence DatamanUSA has proven capabilities to provide temporary staffing of any skills nationwide. We are confident that we will be able to support all NASPO procuring agencies/States in every position classifications.

6.8.1.4. Placement

DatamanUSA assigns an account and recruiting manager for every client. Account manager works with client (procuring agency) on regular basis and ensure procurement manager has all support from us. Recruiting manager ensures that we have bench of qualified candidates available to support any last minute requirement. Account manager will be available to procuring agency to assist in the procurement process. DatamanUSA’s recruiting methodology is listed in previous question.

6.8.1.4.1 Agencies may refer a candidate to be hired to the Awarded Offeror to sign up to perform specific services needed or may request the Awarded Offeror to recruit and provide the temporary Candidate. The Procuring Agency will not pay a placement or conversion fee for individuals who are a direct referral from the Procuring Agency.

DatamanUSA is following this business practice with a number of existing procuring agencies and do not change any place or conversion for in this scenario. DatamanUSA agrees and will comply with this clause.

6.8.1.4.2 Upon a request for service from the Procuring Agency, the Awarded Offeror will provide expedient temporary employment services. An e-mail, facsimile, or telephone call from the Procuring Agency will constitute a request for service.

DatamanUSA is following this business practice with most of existing procuring agencies and support service requests by e-mail, facsimile or telephone call. DatamanUSA agrees and will comply with this clause.

6.8.1.4.3 The Procuring Agency reserves the right to interview the candidate to determine their qualifications for the required position (but this does not negate the Awarded Offeror’s responsibility of qualifying candidate(s).

DatamanUSA is following this business practice with our all clients and DatamanUSA has been complying with it. DatamanUSA agrees and will comply with this clause.

6.8.1.4.4 The Procuring Agency may reject and/or remove any candidate who does not meet the requested experience or is deficient in the performance of the assignment.



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DatamanUSA is following this business practice with our all clients and DatamanUSA has been complying with it. DatamanUSA agrees and will comply with this clause.

6.8.1.4.5 Procuring Agencies may select Awarded Offeror(s) within their geographic region based on the preference of the Procuring Agency.

DatamanUSA agrees and will comply with this clause.

6.8.1.4.6 Multiple Awarded Offerors may be contacted to fill the same position.


6.8.1.5. Contractor’s Responsibilities

6.8.1.5.1 The Awarded Offeror is responsible to obtain the information as described in the Scope of Work and any other information necessary to determine what job category satisfies the service request.

This is a standard business practice followed by many of DatamanUSA’s clients and DatamanUSA complies with it. DatamanUSA agrees and will comply with this clause.

6.8.1.5.2 The Awarded Offeror will inform the Procuring Agency point of contact of the proposed job classification and applicable rate to obtain authorization to proceed with the service request.


6.8.1.5.3 Placing candidates out of applicable job classification is considered an abuse of the contract. Periodic checks of requests and assignments will be performed by the Procuring Agency to ensure this does not occur.


6.8.1.5.4 The Awarded Offeror is responsible for conducting appropriate background and reference checks on potential candidates prior to any assignments and should be prepared to conduct more extensive background investigations when required by the Procuring Agency. Awarded Offeror must send notification to the Procuring Agencies of the compliance of the background and reference checks. Failure to provide notification of compliance will be considered a violation of the contract and may result in rejection of the candidate and possibly jeopardize future placements by offending Awarded Offeror.

Reference Check Process. DatamanUSA has a detailed reference check policy to ensure our candidates have the real world experience required to meet our clients’ expectations. Our internal process includes:

• Comprehensive Reference Checks: DatamanUSA doesn’t rely on short emails or 2 minute conversations to check our candidate’s references. We take the time to ask detailed questions to make sure we get the needed details to make a proper decision on who to



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submit to our clients.

• Conduct at minimum 2-3 reference verbal reference checks (1-2 reference must be a former manager). Before we bring anybody new into our client’s team, we carry out two verbal reference checks. It’s the perfect way for you to understand how our candidates really perform on the job and make sure they are a true match, not just a match on paper.

• Plan our questions carefully: DatamanUSA has over 15 years of experience in the staffing industry. During this time we have developed questions for each skill category that have proven to give us a true understanding of our candidates. Along with questions regarding or candidate’s skill sets, our reference checks dig into communication, decision-making, time management and other key areas.

• Take detailed notes: Our recruiters and account managers take detailed notes for each reference check. This information is entered into our Recruitment Management System. This history allows us to quickly look back at a candidates history and know immediately if they area fit for our client. This process is key to filling immediate client needs.

• Beware of fake references: in order to make sure we are really talking to a previous employer, we do our due diligence. If a candidate gives us the details of a past boss, we check them out on LinkedIn, and when possible call them on a land line at the organization.

DatamanUSA follows following background check process for existing clients. We follow this process (by default) or changes as per need to specific job requirements.

• Global Watch Alert - A check of the most commonly accessed watch lists such as Denied

Persons, Global Terrorists and OFAC's Specially Designated Nationals (SDN's), Global

Watch Alert consolidates most requested international watch lists into a single, cost-

effective search.

• Online Reference Checks - Improve the quality of new hires with an online reference

checking solution that provides accurate, objective and relevant information about job

candidates.

• Professional License Verification and Industry Specific Checks.

• International Background Screening – Verifications Inc. uses an international network

of research experts to provide a thorough background screen for your international

applicants.

• Substance Abuse and Occupational Health Check - DatamanUSA uses Verification Inc.

(VI) for drug testing. Verification Ink’s unparalleled industry certifications and experience

delivers the highest level of scientifically sound and legally defensible results. VI's network

strategy delivers unparalleled options for national collection site accessibility and

purchasing power.



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This is a standard business practice followed by many of DatamanUSA’s clients and DatamanUSA has been complying. DatamanUSA agrees and will comply with this clause.

6.8.1.5.5 These services are as needed and upon request from State agencies and political subdivisions. Awarded Offeror will be responsible for liability insurance, federal and state payroll requirements including but not limited to insurance coverage for any candidate sent to the Procuring Agency, payroll taxes, payroll reports, workers’ compensation, benefits, hiring and firing etc., for the candidates.

This is a standard business practice followed by many of DatamanUSA’s clients and DatamanUSA has been complying. DatamanUSA agrees and will comply with this clause.

6.8.1.5.6 The Awarded Offeror is responsible for conducting periodic quality assurance checks with the Procuring Agency’s point of contact to verify that the Procuring Agency’s requirements are being fulfilled by the candidate. At a minimum, these checks should be completed at the end of the first week of any assignment. Procuring Agencies may request quality assurance checks at any interval during the term of the candidate’s placement.

DatamanUSA’s employee handbook requires performance review on regular basis. Our account manager communicates with client on regular basis to ensure quality services are delivered and client is happy with our services. DatamanUSA agrees and will comply with this clause.

6.8.1.5.7 Candidates may be hired as a permanent employee of the State or Procuring Agency if, the Procuring Agencies and hiring processes have been complied with and if the candidate elects to accept employment with the State or Procuring Agency. Such occurrence will create no further obligation (financial or otherwise) on the part of the Procuring Agency.

DatamanUSA understands, agrees and will comply with this clause.

6.8.1.5.8 The Procuring Agency will not be responsible for the Awarded Offeror’s candidate who voluntarily leaves the Awarded Offeror’s employment or engages in employment with another company.

This is a standard business practice of DatamanUSA’s clients and DatamanUSA has been complying. DatamanUSA agrees and will comply with this clause.

6.8.1.5.9 The Awarded Offeror agrees to ensure candidates agree to be bound by the Participating State’s security regulations, policies, and standards as required by the Procuring Agency (e.g., Department of Corrections). This will vary based on the individual Procuring Agency’s requirements.

This is a standard business practice of DatamanUSA’s clients and DatamanUSA and DatamanUSA’s staff follows. DatamanUSA agrees and will comply with this clause.

6.8.1.5.10 Awarded Offeror shall ensure adequate backup documentation (such as Candidate timesheets) are attached to invoice or billing requests. The timesheet should



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include the following: a. Name of the Procuring Agency; b. Name of the temporarily assigned individual; c. Dates worked; d. Beginning and ending time; e. Number of regular hours worked each day; and f. If applicable, number of overtime hours worked each day

This is a standard business practice of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA has accounting system that allows different invoicing format/layout/content for each client. DatamanUSA agrees and will comply with this clause.

6.8.1.5.11 The Awarded Offeror is responsible and may be held financially liable for the negligent acts of its Candidates.




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6.8.1.6 Bonding

6.8.1.6.1 The Awarded Offeror may be required to bond candidates as directed by the Agency

DatamanUSA had bonded candidates in past and has abilities to do so. DatamanUSA agrees and will comply with this clause. 6.8.1.6.2 The fee for this service will be borne by the Procuring Agency.

DatamanUSA agrees and will comply with this clause. 6.8.1.6.3 Selection of the bonding insurer is at the Awarded Offeror’s discretion; however, each insurance policy shall be:

6.8.1.6.3.1 Issued by insurance companies authorized to do business in the Participating State or eligible surplus lines insurers acceptable to and having agents in the State in which the services are provided.




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6.8.1.7. Travel

6.8.1.7.1 In the event a candidate’s duties require travel, the reimbursable travel costs shall follow the Procuring Agencies travel reimbursement policies. Travel authorizations must be given before travel occurs per Procuring Agency’s internal policies.

This is a standard business practice followed by all of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause. 6.8.1.7.2 Travel expenses submitted for reimbursement must follow Procuring Agency’s internal policies.

This is a standard business practice followed by all of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause. 6.8.1.7.3 Valid travel reimbursements will be reimbursed at the Procuring Agencies current travel rate.

This is a standard business practice followed by all of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause. 6.8.1.7.4 The candidate and the Procuring Agency’s contact person must sign the travel expense form.

This is a standard business practice followed by some of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause. 6.8.1.7.5 The form must be submitted with the Awarded Offeror’s invoice for services with the travel expense as a separate line item on the invoice in order to be reimbursed by the Procuring Agency.

Similar invoicing business practice followed by DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause. 6.8.1.7.6 The type of position requiring travel will vary based on the individual Procuring Agency’s requirements.

This is a standard business practice followed by most of DatamanUSA’s clients and DatamanUSA has been following. DatamanUSA agrees and will comply with this clause.



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6.8.1.8. Equipment, Property and Damages

6.8.1.8.1 The Awarded Offeror shall be responsible for the proper maintenance and custody of any personal tangible property owned and real property furnished by the Procuring Agency for the use in connection with the performance of the contract.


6.8.1.8.2 The Awarded Offeror will reimburse the Procuring Agency for such property’s loss or damage caused by the Awarded Offeror’ assigned individual, with the exception of normal wear and tear.

DatamanUSA agrees and will comply with this clause. 6.8.1.8.3 The equipment used may include computers, copy machines, phones, printers, etc. Equipment may vary depending on the Candidate assignments.




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6.8.1.9. Procuring Agency’s Responsibilities

6.8.1.9.1 Prior to contacting the Awarded Offeror (s), the Procuring Agency is responsible to define details of the request to include, but not be limited to:

6.8.1.9.1.1 Number of individuals needed; 6.8.1.9.1.2 Job duties; 6.8.1.9.1.2 Equipment to be used; 6.8.1.9.1.3 Knowledge, skills and education and/or experience; 6.8.1.9.1.4 Computer software to be used; 6.8.1.9.1.5 Hours of work; 6.8.1.9.1.6 Expected length of assignment; 6.8.1.9.1.7 Job related attire; 6.8.1.9.1.9 Position location; 6.8.1.9.1.10 Procuring Agency contact person; and 6.8.1.9.1.11 Other pertinent job-related information.


6.8.1.9.2 Depending on the amount of detail required, it is recommended the Procuring Agency submit this information in writing via e-mail or facsimile to reduce the possibility of an inappropriate temporary assignment.




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6.8.1.10. Background Checks

6.8.1.10.1 The Procuring Agency is responsible for requesting additional background investigations beyond normal references prior to the temporary assignment.

DatamanUSA agrees and will comply with this clause. 6.8.1.10.2 Should an additional background check be required due to the nature of the assignment, the Procuring Agency may be responsible for the cost of the additional checks.

DatamanUSA agrees and will comply with this clause. 6.8.1.10.3 It is reasonable to expect employment eligibility and references will be required for all candidates; background checks for referrals by the Procuring Agency will be at the discretion of the Procuring Agency.

DatamanUSA agrees and will comply with this clause. 6.8.1.10.4 Standard checks which would include employment eligibility and reference checks shall be at the cost of the Awarded Offeror (s).

DatamanUSA agrees and will comply with this clause. 6.8.1.10.5 Other background checks will be at the discretion of each requesting Procuring Agency.

DatamanUSA agrees and will comply with this clause. 6.8.1.10.6 Procuring Agencies reserve the right to request and conduct pre-employment background checks and drug testing prior to the potential candidates starting date.

DatamanUSA agrees and will comply with this clause. 6.8.1.10.7 Procuring Agencies will limit their background checks and drug testing requirements to the same as required of their own permanent full-time employees holding the same or similar positions to be filled by the candidate.

DatamanUSA agrees and will comply with this clause. DatamanUSA agrees to each clause in this section. Below you will find the DatamanUSA background check process. DatamanUSA uses Verification Inc. for background screening. Our unique background screening solutions include:

• Global Watch Alert - A check of the most commonly accessed watch lists such as Denied

Persons, Global Terrorists and OFAC's Specially Designated Nationals (SDN's), Global

Watch Alert consolidates most requested international watch lists into a single, cost-

effective search.

• Online Reference Checks - Improve the quality of new hires with an online reference

checking solution that provides accurate, objective and relevant information about job

candidates.



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• Professional License Verification and Industry Specific Checks.

• International Background Screening – Verifications Inc. uses an international network

of research experts to provide a thorough background screen for your international

applicants.

• Substance Abuse and Occupational Health Check - DatamanUSA uses Verification Inc

(VI) for drug testing. Verification Inc.’s unparalleled industry certifications and experience

delivers the highest level of scientifically sound and legally defensible results. VI's network

strategy delivers unparalleled options for national collection site accessibility and

purchasing power.

Cost Proposal (Binder 2)

State of New Mexico Solicitation Number 50-000-15-00058

Temporary Staffing Services

PROPOSAL DUE DATE: June 10, 2016 no later than 3:00pm MDT

Bid Prepared for and Submitted electronically at State Purchasing’s electronic

procurement system:

Anna Silva, Core Procurement Bureau Chief

State of New Mexico, General Services Department/State Purchasing Division

1100 St. Francis Drive, Room 2016

Santa Fe, NM 87505

[email protected]

Phone: 505-827-0468 Fax: 505-827-2484

Submitted by:

DatamanUSA, LLC Nidhi Saxena

6890 South Tucson Way, Suite 100

Centennial, Colorado 80112-3919

720-248-3110 Phone

720-248-3200 Facsimile

[email protected]

Solicitation # 50-000-15-00058 - Temporary Staffing Services State of New Mexico and NASPO participating states Offeror: DatamanUSA, llc

COST SHEET

CATEGORY OFFEROR’S ADMINISTRATIVE SERVICE Fee * (based on a

percentage for all Participating States throughout the United States)

1. Administrative Support (Including Office and

Clerical)

42%

2. Commercial/Industrial Workers

44%

3. Healthcare Staffing Services

45%

4. Information Technology Professional

Services

45%

5. Professional

44%

*The Offeror’s Administrative Service Fee is the amount (based on a percentage) the Offeror charges for the fulfillment of a positon excluding the fully loaded labor rate as defined in this RFP. If the Offeror is not responding to all Categories listed above, insert NA (not applicable). Offeror’s Administrative Service Fee is a not to exceed maximum percentage; however, the Offeror’s Administrative Service Fee submitted in Offeror’s proposal may be negotiated at a lower percentage.