The Vendor is required to provide as a strategic partner—or set of partners—in support of a transformational initiative aligned with the city's investment in a new human capital management (HCM) system.
- To achieve this, we are seeking insight into how potential partners could support and position our team to:
• Successfully adopt and integrate the new HCM system
• Align organizational processes with best practices and system capabilities
• Foster a culture of engagement, collaboration, and continuous improvement
• Enhance the capabilities of HR staff, managers, and employees
• Sustain long-term organizational change that brings out the best in every team member.
- Provide organizational change management (OCM) services that complement the dayforce implementation and address the broader impacts of this initiative.
- This includes:
• Assessing and aligning current HR and workforce processes and policies with best practices enabled by the new system;
• Supporting program governance, including helping define decision-making structures, roles, and responsibilities;
• Identifying, recommending, and facilitating updates to job descriptions, administrative policies, and civil service rules as necessary to enable the successful adoption of modern practices supported by the new system.
• Leading transformational change management efforts to ensure City staff, by identified persona, are engaged, supported, and prepared throughout the transition;
• Designing and executing a communications strategy to keep stakeholders informed, involved, and aligned at all levels.
• Developing and facilitating training programs that equip users with the skills and knowledge needed for long-term success.
• Working closely with employees whose positions will change significantly, assessing their skills, suggesting development plans, and aligning their skills and interests with available positions throughout the City.
- This effort represents a significant shift in how the city manages its workforce, and the selected partner(s) will play a critical role in ensuring that technology adoption is matched by meaningful organizational readiness and cultural alignment.
- Modules:
1. Core HR
• Employee record and management
• Organization structure
• Employee contact information
• Tracking employee licenses and certifications
• Organizational communications
2. Payroll (moving from SAP)
• Online paystubs
• Self-service banking information
• Online tax documents
3. Timekeeping (TLM)
• Enterprise timekeeping software for all departments except Fire, Police and Courts (will need to determine what departments need timeclocks, or kiosks, or other clocking tools)
• Centralized time-off requests with more transparency
• Real-time time-off balances
• Team availability
4. Recruiting / Onboarding (moving from NeoGov)
• Highlight major changes from current NeoGov software.
- To improve organizational management, compliance, data quality and accessibility, employee satisfaction, and performance, the city’s HR and IT departments undertook a comprehensive two-year software selection process. 
- Dayforce was selected as the human capital management (HCM) system, and On Actuate has been engaged to provide implementation services.
- Contract Period/Term: 2 years