Temporary Staffing Services

The Vendor is required to provide temporary staffing services across its multiple campuses.
- Temporary personnel services
1. Standard positions:
•    Administrative services
•    Accounting services
•    Finance services
•    Communications installer
•    Device support
•    Admissions applications evaluator
•    Records support services
2. Non-standard positions:
•    FLSA non-exempt individual contributors to FLSA exempt supervisory staff
3. University identified staff:
•    The university may identify specific individuals for temporary placement through the supplier. In these instances, the university will provide a candidate to the supplier for hire and management.
4. Direct hire or temp-to-hire personnel:
•    The university is a public employer and cannot waive temporary employees into permanent positions without a competitive search process. 
•    The university will not pay any placement fees for temporary employees who gain regular employment through a public search. 
•    The university may seek to hire permanent employees using some or all of the services traditionally provided by the supplier. 
•    The supplier will provide a pool of qualified applicants and direct them to make official applications on the university website.
5. Ancillary services:
•    Suppliers may also propose additional value-added services, including but not limited to:
•    Offsite pre-employment testing
•    Background checks and drug testing
•    Credential verification and compliance
•    Skills assessments and training programs
- Supplier responsibilities
1. Recruitment, screening, and placement:
•    Source and recruit qualified candidates.
•    Evaluation of general knowledge and skills.
•    Conduct pre-employment screenings, including:
•    Verification of work experience and capabilities through reference checks.
•    Specific vetting requirements for specific positions as requested by the university.
•    Criminal background checks (for all assignments).
•    Ensure all candidates meet minimum job qualifications as specified by the university.
•    Provide detailed candidate profiles upon request.
2. Assignment statement of work and job fulfillment:
•    Provide a statement of work (sow) before placement.
•    Ensure timely fulfillment of job requests.
•    Provide candidate profiles that include resumes and qualifications, evidence of reference checks, results of any applicable skills testing, and results of background checks.
•    Within 1 business day from the time the statement of work is signed by the university, propose temporary employees at an appropriate level with experience, knowledge, and ability suitable for the specific staff position.
•    Make all necessary arrangements with candidates, including setting up interviews at mutually agreeable times and ensuring candidates arrive on time.
•    Manage candidates during the interview process, including interview schedule, salary expectations, negotiations, start date, and end date.
•    Staffing agency will agree not to make any offers of other employment or assignments to the temporary employee that would begin during the duration of the employee’s current assignment.
•    Staffing agency must manage: interview scheduling, salary expectations and negotiations, and ensuring candidates arrive on time.
•    Candidates should be available to begin work on the assignment start date specified by state.
3. Performance management and issue resolution:
•    Serve as the point of contact between the university and the temporary employee for performance and attendance issues.
•    Provide a substitute in the event of either the planned or unplanned absence of an assigned temporary employee. 
•    The university will review the substitute’s resume, qualifications, and the results of reference checks and may reject the employee based on this review.
•    Address any workplace conflicts, disciplinary issues, or complaints in coordination with the university.
4. Payroll and benefits administration:
•    Utilize an electronic timekeeping system in which employees will enter their time and provide access to the university for official review and approval of time worked before issuing any invoice to the university.
•    Submit a bi-weekly or monthly itemized electronic invoice for payment to the university. 
•    The invoice shall indicate the hourly rate of pay, total billable hours, and the total cost for the temporary employee. 
•    The invoice will include the placement fee, including but not limited to the amount of the percentage fee, hourly rates, and amount of annualized salary.
•    Provide an electronic invoice to the University for All Services rendered.
5. Technology and reporting:
•    Submit a quarterly report, in Microsoft excel format, showing usage of temporary staffing services. 
•    The report includes, but is not limited to, temporary employee’s name, department, temporary employee hourly rate (regular and any overtime), total bill hourly rate (regular and any overtime), and number of hours worked during the month. 
•    The report shall also track and identify the total number of hours worked and total costs for the entire assignment to date.