Temporary Staffing Services

The vendor is required to provide for temporary staffing as specified herein, from a source(s) of supply that will give prompt and efficient service.
- The city on an as needed basis with temporary personnel with the skill, knowledge and experience required by the city to perform as a temporary agency employee the duties, functions and responsibilities of the position(s) requested.
- The contractor shall be responsible for all taxes, payroll costs, insurance (including worker’s compensation coverage) and any benefits it chooses to provide its employees, including but not limited to, vacation leave, sick leave, health insurance, retirement benefits, life insurance, disability and unemployment insurance benefits.
- Temporary personnel work may cover a wide range of occupations, including but not limited to the following occupational categories:
• Professional – office/clerical, administrative support and light industrial.
• Skilled trades – skilled workers with typical hand tools, laborers, mechanics, maintenance and repair specialists.
- Temporary personnel
• Contractor must agree to provide only skilled, knowledgeable, and experienced personnel to perform services on a temporary basis to the city.
• Contractor will assign staff member(s) who will become specialized in the city’s needs for temporary personnel and will work closely with designated city staff to ensure effective and efficient placements.
• The city’s representative and successful bidder shall mutually agree on the hourly salary, job description, minimum qualifications, duties and responsibilities for each position as needed.
• Contractor must inform the city if any temporary staffing employee who will be accepted for assignment at the city is currently on an active assignment elsewhere.
• The city will not be charged for any unsatisfactory services.
• Should any person terminate employment with the contractor while such person is providing services to a city department, contractor must agree to immediately replace such person with a person having similar skills, knowledge and experience without any additional charges.
• A temporary employee may be dismissed from his/her assignment at the sole discretion of the city for the use of alcohol or controlled substances while on duty, using profanity or being verbally abusive, disobedience of reasonable directions given by the city’s personnel, violation of safety rules and regulations and misuse of the city’s property.
• Any work products such as reports, drawings or charts or other intellectual property that are produced by a temporary employee as part of the services under this agreement shall be the sole property of the city.
• upon being notified and given the pertinent details, the contractor will promptly notify the city and inform the temporary employee if he or she will be retained. If the temporary employee is retained, the temporary employee must keep the contractor informed of the status of the criminal case, including but not limited to any hearing dates, court appearances, and determinations regarding his/her case.
• Temporary employees will not be allowed to drive any city of vehicles.
- Background check requirements:
a. Background checks:
1. Level one:
• Identification verification
• Selective service status (registered/unregistered)
• State department of law enforcement (FDLE)
• Clerk of courts by county of residence
• State attorney's office
• Employment verification and references
• Department of motor vehicles (DMV) by state of residence
• Military service verification
• Professional license and certification check
2. Level two:
• The level two background check shall include all the level one with the addition of the national fingerprint-based check.
b. Drug screen:
• Five panel drug screens to include amphetamines, cocaine metabolites, marijuana metabolites, opiate metabolites, and phencyclidine.
- Contract Period/Term: 2 years
- Non-Mandatory Pre-Submittal Meeting Date: May 20, 2025
- Questions/Inquires Deadline: May 27, 2025