Staffing Services

The Vendor is required to provide staffing temporary employment services for seasonal staff to adequately meet its needs in administering the aquatic invasive species (AIS) inspection and decontamination program defined by commission regulations at 6 agency subpart 646‐9 for the 2027-2031 program years.
- Staff and administrative requirements
• Temporary employment services including payroll, workers compensation, disability insurance and unemployment insurance for approximately 55 seasonal staff.
• Staffing levels will vary by time of season with lower staffing levels in spring and fall and higher levels during the peak summer boating season.
• Staff provided directly by the firm must be approved in writing by the commission prior to beginning work.
• The commission reserves the right to advertise and solicit locally for employment needs, interview proposed staff, conduct background checks as allowable by law, or refuse or terminate employment of proposed or current staff for any reason.
• All staff provided by the firm will be trained by the commission and will be required to comply with all commission rules, regulations, and procedures
• Staff provided by the firm may be required by the commission to drive a motor vehicle during the work shift.
• This activity and provide insurances necessary to cover this activity.
• See staff locations and insurance requirements below for additional information.
• Responsible for advising the commission of relevant legal staffing requirements related to seasonal staff including but not limited to active military leave and disability.
• The firm shall work directly with commission staff and seasonal supervisory staff on these issues.
• The commission will establish the hourly rate of pay for each employee.
• VIT pay rates range from $17.50 to $22.50 per hour depending upon skills, experience, and responsibility.
• Returning staff are eligible for small annual wage increases and promotion throughout the season within the vessel inspection technicians (VIT) title series.
• The commission regularly increases wages in an effort to remain competitive in the local employment market, but there is no guarantee of increases in any year.
• Apply to all hourly employees pay rates utilized under the contract.
• The current contract percentage administrative markup is 24.75%.
• Background checks on all new employees upon request by the commission.
• Compensate the firm for the actual cost up to $75.00 for each background check conducted by the firm provided first with written approval by the commission.