Learning and Performance Management System
Overview
This RFP is an invitation to prospective Proponents to submit Proposals for the provision and implementation of a web-based off the shelf learning and performance management system.
Deliverables
The Service Provider shall host the learning and performance management system and create an implementation plan to roll out the system to the staff. The Authority anticipates the deliverables of the system to include, without limitation:
English language, web-based system hosted by the Service Provider
Robust data storage of certifications, education, skills, competencies, performance objectives, self and management performance ratings, with the ability to populate individual development plans and comment sections
Training management including cataloguing in-class courses, self-serve registrations/cancellations and reporting on course completion.
At this time, the system will not be used for eLearning/content delivery, however this feature may be required in the future.
Self-serve system for employees and managers to add additional education/training obtained externally, including a system control measure for Human Resources ("HR") to approve.
For the purposes of performance management, the self serve system will also allow employees and managers to complete performance objectives, rate and comment on mid-year and year end results versus performance objectives, and rate and comment on level of proficiency in each listed competency.
The performance management component of the system must be able to track and manage the appraisal workflow process and create and modify different, customizable appraisal forms
Strong reporting capability within the system (additional ability to export data into Microsoft Excel would be considered an asset) with the ability to import data into the Human Resources Information System ("HRIS") and import data from the HRIS into the learning and performance management system.
The current HRIS used is ADP People@Work.
Possibility of adding additional modules/functionality relating to other HR
functions, most particularly succession planning, would be an asset.
Ongoing use and support for the system beyond initial implementation period
Project completion by January 27, 2011 (including implementation to staff).
