Design, delivery and implementation of a performance management framework and associated services

AI-generated analysis of the documents. Check the official notice and any amendments for current submission details.

1. At a glance

2. Scope of Work

This procurement seeks a partner to design, deliver, and implement a performance management framework and associated services for the Institute of Public Administration (IPA). The framework aims to align individual objectives with organisational strategy, support employee development, and meet public service requirements. The IPA's workforce comprises approximately 100 employees. The project requires a single, coherent performance development framework, adaptable to diverse professional groups including academic staff, professional services staff, and leadership roles, while maintaining consistency of process. The framework must apply to all job roles and grades. Performance management is not linked to pay or reward.

The selected partner will lead the project, collaborating with the IPA's HR team and liaising with the Executive Leadership Team (ELT). The scope for the initial call-off contract, with an estimated value of €50,000 - €65,000 (ex VAT) and a duration of six months, includes:

• Project Initiation and Discovery: Understanding organisational needs, structure, and culture; building stakeholder alignment; reviewing organisational strategy and workforce structure; preparing a project plan and stakeholder map.
• Benchmarking and Best Practice Review: Providing insight into performance management in comparable public service organisations; identifying appropriate models for the IPA's diverse workforce; presenting benchmarking data and identifying success factors and pitfalls. A preference exists for a single model with flexibility.
• Performance Management Framework Design: Co-designing a framework including performance philosophy, goal-setting, review and feedback models, manager/employee roles, linkages to learning and development, flexibility for job categories, governance, and inclusion/equality considerations. This stage also includes considering organisational design, capability requirements for leaders/managers, and developing a change management and stakeholder engagement plan.
• Enabling Tools and Systems: Identifying functional requirements for performance management tools or systems, advising on options (including integration with the IPA's HRIS or compatible alternatives), and assisting in scoping, configuration, and implementation. Potential AI enablers are to be considered. The procurement of a separate software solution, if decided, falls outside this tender's scope.
• Training and Capability Building: Designing and delivering training for managers and staff on PMDS principles, feedback, coaching, objective setting, documentation, software use, and public sector capability frameworks. Training materials must be suitable for IPA use post-launch.
• Implementation and Embedding: Leading the phased implementation of the framework, supporting early adoption, troubleshooting issues, supporting the first cycle, ensuring guidance materials are available, and providing ongoing advisory support to HR.
• Evaluation and Continuous Improvement: Establishing processes for sustainability and ongoing effectiveness, including post-implementation support, developing plans for governance and continuous improvement, and collecting feedback for improvements.

All administrative support services throughout the project are to be provided by the Tenderer. Integration of PMDS with the IPA Learning and Development strategy or Learning Management System is excluded from the initial contract. The intention is to have a system in place for launch in Q4 2026 for commencement in January 2027.

3. Background & buyer context

The Institute of Public Administration (IPA) is the contracting authority, operating under the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation. It functions as an independent learning partner for capability and leadership development within Ireland's Public Service. As a Recognised College of the National University of Ireland (NUI), the IPA delivers evidence-based learning focused on application at a whole-of-government level. Its purpose is to strengthen public service capability and leadership to meet complex demands and improve public services, aligning with the Government's "Better Public Services: Public Service Transformation 2030 Strategy." The IPA's current strategy, "Learning for Tomorrow – Empowering Ireland’s Future-Ready Public Service," highlights learning as a strategic lever for capability and leadership development. This procurement is driven by the need for a bespoke performance management policy and process, including an online technical solution, change management, and training, to support the IPA's strategic objectives and mission to foster an adaptable, collaborative, and effective public service.

4. Eligibility & selection criteria

Bidders must meet the following minimum requirements to be considered:

• Turnover requirement: Confirmation that turnover exceeded €150,000 per annum in each of the last three financial years, or pro-rata if more than three years.
• Insurance:
• Employer's Liability: €13 million for any one claim or series of claims.
• Public Liability: €6.5 million for any one claim or series of claims.
• Professional Indemnity: €500,000 limit for any one claim per period of insurance.
• Certifications: Not specified for this tender.
• Past experience: Not specified for this tender.
• Personnel: Not specified for this tender.
• Geographic / facility constraints: Not specified for this tender.

Tenderers may rely on the resources of other entities to meet these requirements, provided they can prove these resources will be at their disposal.

5. Award criteria & scoring

The contract will be awarded to the most economically advantageous tender. The award criteria and their weightings are as follows:

Criterion Weighting (%) Sub-criteria