Development Of A Strategic Workforce Plan

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

The Health and Social Care Professionals Council (CORU) seeks consultancy services to develop a strategic workforce plan. The contract duration is for one year, with a potential for one extension of up to 12 months. The estimated expenditure is €75,000 per annum, exclusive of VAT.

The core objective is the creation of a comprehensive strategic workforce plan. While specific deliverables are not detailed in the provided text, the scope implies the need for:

• Analysis of current workforce: This would involve assessing the existing healthcare and social care professional landscape within CORU's remit.
• Forecasting future needs: This includes projecting future workforce requirements based on demographic trends, service demands, and policy changes.
• Identification of gaps and challenges: Pinpointing areas where current or future workforce supply may not meet demand, including skill shortages, recruitment difficulties, or retention issues.
• Development of strategic recommendations: Proposing actionable strategies and initiatives to address identified gaps and ensure a sustainable and effective workforce for the future. This may include recommendations on education, training, recruitment, retention, and workforce planning processes.
• Reporting and documentation: Producing a formal strategic workforce plan document, potentially including interim reports and presentations.

The services are to be provided in accordance with the requirements outlined in Appendix 1 of the Request for Tenders (RFT). Tenderers are required to confirm their acceptance of the terms and conditions of the Services Contract as detailed in Appendix 5.

3. Background & buyer context

The Health and Social Care Professionals Council (CORU) is procuring these consultancy services to develop a strategic workforce plan. This initiative aligns with the broader need for effective workforce planning within the health and social care sectors in Ireland. While not explicitly stated, such a plan is crucial for ensuring the availability of qualified professionals to meet current and future service demands. The procurement is conducted under an open procedure, indicating a competitive process to select a service provider. The estimated annual expenditure suggests a focused, project-based engagement rather than a large-scale, ongoing service. CORU's mandate involves regulating health and social care professionals, making a strategic workforce plan essential for informed regulatory and policy development.

4. Eligibility & selection criteria

Tenderers must meet specific criteria to be considered for this procurement. These are assessed on a pass/fail basis.

• Turnover requirement: Tenderers must refer to the Tender Response Document (TRD) for minimum turnover requirements. A minimum average turnover of €100,000 over the past three financial years in the area of work is stipulated.
• Insurance: The successful Tenderer must hold the following insurances for the term of the Services Contract:
• Employer's Liability: €13,000,000
• Public Liability: €2,600,000
• Professional Indemnity: €500,000
• Product Liability: Not applicable (n/a)
• Certifications: Not specified for this tender.
• Past experience: Tenderers must refer to the TRD for minimum requirements regarding previous contracts and experience.
• Personnel:
• General Manager: A minimum of 5 years post-qualification experience on projects similar in nature, scale, and complexity.
• Executive Support: A minimum of 3 years post-qualification experience working on projects similar in nature, scale, and complexity.
• Geographic / facility constraints: Not specified for this tender.

Tenderers must also provide supporting documentation as specified in the TRD, including declarations regarding personal circumstances, statutory obligations, financial information, manpower levels, health & safety, and quality assurance.

5. Award criteria & scoring

The Services Contract will be awarded based on the most economically advantageous tender (MEAT). The award criteria and their weightings are as follows:

A minimum score of 100 out of 200 is required for Criteria B, and a minimum score of 250 out of 500 is required for Criteria C. The price score is calculated using a formula where the lowest compliant tender receives the maximum points. Marks are rounded up to one decimal place in 0.50 increments. Responses to quality criteria will be marked within defined score bands (Excellent, Above Average, Average, Below Average, Poor, Failed to Address Question), with less than 50% overall for quality criteria being unacceptable.

6. Submission requirements

Tenders must be submitted electronically via the eTenders.gov.ie portal. The following components are required:

• Method statement / response document: Tenderers must follow the format of the RFT and respond to each element in the order set out. Specific page limits are not stated in the provided text.
• CVs: CVs for named roles (General Manager, Executive Support) are required, with minimum experience levels specified. Page count is not stated.
• Pricing schedule: Tenderers must complete the Pricing Schedule at Appendix 2. Prices must be all-inclusive, in Euro, and exclusive of VAT.
• Case studies: Not specified for this tender.
• Declarations:
• Tenderer's Statement (Appendix 3), signed and scanned, printed on letterhead.
• Declaration as to Personal Circumstances of Tenderer (Appendix 4).
• Confirmation of compliance with statutory obligations.
• Tax clearance confirmation (Tax Clearance Access Number and Tax Reference Number).
• Declaration that the tender was prepared independently.
• Mandatory site visit: Not applicable ("Not Used").
• Submission portal: Tenders must be submitted via the electronic post-box on www.etenders.gov.ie. Documents must be in Microsoft Word or PDF format and not exceed 4GB in total.

7. Key dates & process

8. Contract terms that matter

The Services Contract will have an initial term of one year. A maximum of one extension, for up to 12 months, is permitted, subject to the Contracting Authority's obligations at law. Payments will be made in accordance with the Services Contract (Appendix 5). Tenderers must confirm that all prices quoted will remain valid for 90 days from the Tender Deadline. Any currency variations over the contract term will be borne by the Tenderer. The successful Tenderer must maintain specified insurance levels throughout the contract term. Subcontracting is permitted, with the successful Tenderer required to designate a Prime Contractor responsible for overall delivery.

9. Risks, red flags & unusuals

The estimated value of €75,000 per annum, coupled with a 1-year initial term and a potential 12-month extension, suggests a project of moderate scale. The absence of a specified budget figure, beyond the annual estimate, means the total contract value is not definitively capped. The requirement to refer to the Tender Response Document (TRD) for specific turnover and experience criteria means the full detail is not contained within the provided RFT text, requiring bidders to obtain and review this separate document. The award criteria heavily favour quality and experience (70% combined) over price (30%), indicating CORU prioritises the expertise and approach of the bidder.

10. SME fit assessment

This tender is structured to be accessible to Small and Medium Enterprises (SMEs). The estimated annual value of €75,000 is within the range typically manageable by SMEs. The requirement for a minimum average turnover of €100,000 over three years is a common threshold for SME participation. The emphasis on quality, experience, and methodology in the award criteria means that SMEs with strong expertise in strategic workforce planning, even if they have a smaller turnover than larger firms, can be competitive. Consortium or subcontracting arrangements are permitted, allowing SMEs to partner with other firms to meet requirements or expand their capacity. The bid preparation effort is likely moderate, focusing on demonstrating expertise and a clear methodology rather than extensive documentation for large-scale infrastructure projects. The absence of an incumbent is not stated, but the nature of strategic planning suggests it could be a new initiative or a refresh of existing internal processes.

11. Where to dig deeper

• Source RFT filename: [CORU RFT for Strategic Workforce Management Plan..pdf]
• eTenders CFT ID: Not specified in the provided text.
• Contact email or clarification portal: Messaging facility on www.etenders.gov.ie.
• Most important attachments:
• Appendix 1: Requirements and Specifications
• Appendix 2: Pricing Schedule
• Appendix 3: Tenderer’s Statement
• Appendix 5: Services Contract