The vendor required to provide organizational development and HR consulting services lead the development of a long-term change management plan designed to facilitate a positive path through the significant changes that the college has been and will continue to experience because of external policy changes which have significantly impacted the college as well as other post-secondary institutions across country.
• Factoring in recent organizational changes, including the supports provided to date, and identify anticipated changes resulting from policy, business modeling and financial changes.
• Develop a strategic change management plan in collaboration with others at the college to effectively address and support these future changes.
- Services required
• Schedule, facilitate, and record meetings (internal administrative support will be available).
• Develop project and change management plan.
• Monitor the schedule and provide status updates.
• Collaborate with the organizational development and effectiveness and people and talent operations teams, with work being overseen by the VP, people, culture and equity.
• Integrate change management activities into this project to support effective change when implementing recommendations.
• Internal engagement including identifying contributors that will be required to provide input and perspective on the project.
• Gather and analyze data from artifacts and identified contributors.
• Identify opportunities for improvement.
• Complete change impact analysis.
• Create and deliver all deliverables.
• Manage the review and approval process of the deliverables.
• Communication and training.
• Coaching and facilitation.
• Monitoring and evaluation.
- Business requirements
1. Discovery
• Identifying partners, e.g., leaders and employees that will be required to provide input and perspective on the project.
• Collecting and reviewing organizational artifacts such as the strategy, organizational charts, communications and job descriptions, as required.
• Coordination with internal teams to avoid duplication of leader and employee engagement while ensuring consistency in data collection and analysis.
• Conducting interviews, focus groups, and best practice research, as required.
• Providing education to employees and leaders as required personally or through organizational development and effectiveness team members.
2. Design
• The plan must consider leader and employee resistance to change, and change fatigue, resulting from recent, imminent and long-term organizational changes that are occurring because of funding, business model and strategic direction changes.
• The plan must consider how to increase leader and employee change capability, capacity and adaptability.
3. Implementation and supports
• Develop and execute a detailed transition plan to transfer ownership of the change management strategy and plan to the organizational development and effectiveness (OD&E) team.
4. Evaluation and sustainability
• Post-implementation review.
• Recommendations for sustaining change.
• Final report and transition plan.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: January 16, 2026
