In a request for offer (RFO) released Feb. 14, the California Public Utilities Commission (CPUC) seeks information on a “Human Capital Management System.” According to the RFO, the CPUC’s Human Resources Division (HRD) is “responsible for all aspects of the employee and position life cycle, including but not limited to recruitment, hiring, life events, training, development, workforce planning, position control, pay, benefits, and employee health and safety.” Among the takeaways:
- The CPUC’s current human resource management systems and processes are decentralized and don’t have automated workflows that could provide “alerts or reminder notifications, change tracking, completion logging, and reporting of incomplete tasks for involved staff and management,” according to the RFO. The existing tracking systems are also decentralized and disparate, resulting in information that’s sometimes inaccurate and incomplete — diminishing the quality of work and the frequency of reports CPUC is able to provide to internal and external stakeholders. With HR demands continuing to evolve, however, the technologies that support CPUC’s workforce must deliver accurate data and processes that are more streamlined and automated, “including information related to tracking a variety of documents related to recruiting, hiring, onboarding, employee health and safety, training, offboarding, and the ability to collect information electronically through automated data workflow business processes.” Via automating, integrating and standardizing core HR functions and processes, CPUC management and staff at HRD look to accomplish core business tasks with improved accuracy, insight and efficiency — leaving more time to help staff on “customer-impacting tasks.” Any proposed Human Capital Management System (HCMS) must fully comply with state and commission requirements and “enhance the operational effectiveness, efficiency, accuracy, and accountability of the CPUC HRD functions.”
- More specifically, the HCMS sought must deliver “business workflows and systems management” of human resource processes including requests for personnel action, performance management, case management, hiring and recruiting, and health and safety. It must provide outcomes including automating requests for personnel action via automated workflows; centralizing duty statements and employee records generating “performance management efficiency” around accessibility to documents like annual appraisals and probationary reports; and centralized case management. Other needed outcomes include automating “time intensive manual processes” like compliance reports; streamlining the real-time experience for staffers, supervisors and managers; automating aspects of document tracking; and enhancing workflow efficiency around hiring.
- Among the required qualifications by position, a company’s senior enterprise architect must have at least seven years of experience “applying enterprise architecture principles” with five years of that as lead. The software engineer must have at least five years in electronic data processing systems study, design, and programming with at least three years as lead. The business solutions analyst must have at least five years in “applying analytical processes on IT projects” with at least three years of that in business systems analysis and design. The project manager must have at least five years of “broad, extensive and increasingly responsible” PM project experience with at least three years as lead.
- The RFO has within it instructions on requirements for a “deliverable-based contract to be submitted by interested respondents.” It also addresses requirements on eligibility and respondents’ responsibilities before and after any award. Eligible companies on the Technology, Digital and Data Consulting (TDDC) Master Service Agreement (MSA) contract “are invited to review and respond” to the RFO. The state intends, according to the RFO, to make a “single contract award to the respondent that the state believes can best meet its need.” The RFO seeks “services to implement an Oracle Human Capital Management System.” Questions are due by 5 p.m. Friday; responses will come by 5 p.m. March 1. Intents to respond are due by 5 p.m. March 3, and responses to the RFO are due by 5 p.m. March 14. The proposed contract start date is April 3.
