Performance Management and Engagement Platform

The Vendor is required to provide performance management and engagement platform to support performance management, employee engagement, continuous feedback, and leadership development within the county.
- Platform overview
•    Performance management with quarterly review cycles
•    Goal setting and subsequent progress tracking that is accessible by both the employee and their supervisor
•    Continuous feedback and check-ins that are accessible by both the employee and their supervisor
•    Engagement surveys and pulse surveys
o    Modifiable to meet the needs of the agency
•    Individual development plans (IDPS)
•    Manager effectiveness and leadership tools
•    Reporting and analytics accessible to selected members of leadership
•    Integration to existing HRIS system or acceptable workaround
- Performance management configuration
•    Support quarterly performance review cycles aligned with sheriff’s office policy
•    Accommodate certified and professional classifications
o    Current staff is 675 employees, and system should be able to accommodate room for growth
•    Reflect rank structure, supervisory relationships, and chain of command
o    Allow for some employees to report to two supervisors, while others only report to one supervisor or provide acceptable work around
•    Support competency-based and behavior-based evaluations (e.g., professionalism, accountability, teamwork, community service)
•    Allow narrative-based evaluations where ratings are limited or prohibited
•    Maintain historical records to support due process and administrative review
o    Allow for separated and inactive employees to be archived
- Goal setting and alignment
•    Enable individual and team goals aligned to:
o    Office strategic priorities
o    Division and unit objectives
o    Professional standards and service expectations
•    Support quarterly goal updates and progress tracking that is accessible by both the employee and their supervisor
•    Allow operational, developmental, and compliance-related goals
•    Enable supervisor visibility while respecting role-based access
- Quarterly performance reviews
•    Self-assessments completed by employees and supervisor assessments
•    Review of goal progress and core competencies by employees and supervisors
•    Development planning and training identification
•    Automated reminders, review timelines, and approvals
•    Audit trails and documentation retention
•    Calibration support to promote consistency across units and divisions
•    Allow for frequent changes to associate employees and reporting supervisors (eg. Updates to chain of command following unit and division moves that occur consistently through the agency)
- Employee engagement and surveys
•    Provide engagement and pulse surveys tailored to a law-enforcement environment that supports both certified and professional staff
•    Allow anonymous participation with safeguards to protect confidentiality of participants
•    Enable department-, division-, and unit-level reporting with anonymity thresholds
•    Measure engagement drivers such as:
o    Trust in leadership
o    Communication
o    Workload and resources
o    Professional development
o    Organizational culture and wellness
- Engagement analytics and action planning
•    Provide dashboards for engagement trends over time accessible by selected leaders
•    Support engagement action planning at the unit and division leadership levels
•    Track action items, the owners who are deemed responsible for said action items, and progress made
•    Align engagement improvement efforts with performance goals and development plans
•    Support leadership review and accountability without punitive use of data
- Learning, development and leadership support
•    Individual development plans (IDPS)
•    Identification of training needs from performance and engagement data
•    Leadership development for supervisors and command staff
•    Succession planning insights for critical roles.