The Vendor is required to provide staffing analysis services.
- This assessment should include:
• Facility tours, on-site review, and staff interviews
• Review current security staffing practices for improved efficiencies
• Evaluate how technology can reduce staffing needs
• Develop recommended post plans for each facility, to include:
○ A detailed list of necessary posts to include specific location and brief description of duties to be performed
○ Differentiation by shift (some posts are not necessary on night or weekend shifts)
○ Identification of mandatory (non-pull) posts
○ A system of post-priority.
○ The goal of this requirement is for all facility staff to understand the order in which posts will be pulled as vacancy levels fluctuate or operations are otherwise impacted, and the impact that those pulled posts will have on other facility operations.  
1. This requirement should consider operational activity such as:
• In-person visitation
• Fire crews and work release programs
• Educational activities
• Treatment/programming activities
• Outside and indoor recreation
• Library activities
• Internal medical visits
• Medical appointments outside of the facility
• Inmate work assignments
• MCE work assignments
• Religious activities center activities
• Bopp hearings
• Transportation
• Changes to food service operations or delivery
1. One example would be to show tiered staffing levels. For example:
• Tier one: facility fully operational
• Tier two: some reduced level of activity
• Tier three: emergency operations only  
2. Another possibility might be an ordered priority list of posts – with an indication of what operational functionality needs to stop if that post is not filled.
○ Staffing assignments needed by rank and post for each shift
○ A shift relief factor that takes into consideration leave usage, training needs, and break requirements
○ Calculate net annual work hours (NAWH) to fill identified posts
○ These post plans should be developed for both:
1. Current operations
2. Post-construction operations (when the five new housing units are operational).
• An evaluation of current posts to determine where gaps exist, and if additional efficiencies can be gained.
• An assessment of the impact that recommended staffing levels would have on reducing overtime expenses.
• An evaluation, including a cost/benefit analysis, of differing shift structure options relative to staffing efficiencies, with a focus on staff retention
• A comparison of the recommended staffing plan to aca guidelines.
• If the staffing plan differs from aca guidelines, please explain those differences.
- Contract Period/Term: 1 year