HomeMy WebLinkAboutAgreement A-21-026 with BI Inc..pdfAgreement No. 21-026
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2 IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the day and year
3 first hereinabove written.
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Mailing Address
FOR ACCOUNTING USE ONLY:
Fund:0001
Subclass : 10000
ORG :34300390
Account:7295
Fund:0001
Subclass: 10000
ORG :34321975
Account:7295
Steve andau, Chairman of the Board
of Supervisors of the County of Fresno
ATTEST:
Bernice E. Seidel
Clerk of the Board of Superv isors
County of Fresno, State of California
By : _ci...:::::..;::__,l)a_· -~--+~----~
-9-
Exhibit A
SCOPE OF WORK
CONTRACTOR understands the County’s need to provide reentry employment programs and
services to offenders who are being released from custody. In alignment with the County’s
commitment to provide a continuum of employment services in-custody and post-release,
CONTRACTOR will deliver evidence-based services that improve participants’ successful reentry
into society, promote public safety, and decrease rates of recidivism while increasing participant
employment and improving prosocial behaviors.
The requested Reentry Employment Readiness Services will be implemented at CONTRACTOR’s
stand-alone location within the community. Assistance in addressing employment and the barriers
to employment will be provided for each participant according to a customized assessment-based
plan. This will increase the employability of offenders while assisting the County in adhering to AB
109 funding requirements and Fresno County CCP guidelines. CONTRACTOR will collaborate with
the County to provide these services in the jail. CONTRACTOR will ensure the program will be a
seamless and structured continuum of in-custody and community-based services. The program
features an individualized approach to employment services and case management.
CONTRACTOR will provide program and support services to all participants using
CONTRACTOR’s three-track system. These tracks are focused on community-based employment
and vocational services in-person and using virtual technologies.
Organizational Readiness
CONTRACTOR’s local California management team will provide ongoing oversight and support to
ensure program success. In addition, CONTRACTOR’s in-house Continuum of Care Training
Institute will provide all staff with comprehensive training for the implementation and delivery of
services. Combined with CONTRACTOR’s robust Quality Assurance Measures, an internally
developed case management system, and an in-house contract compliance team, these factors will
ensure CONTRACTOR’s program will provide the highest quality services—delivered with integrity
and fidelity. With experience in both in-custody and post-release services, CONTRACTOR is well-
versed in the challenges of implementing and maintaining reentry services throughout the State of
California. CONTRACTOR’s experience overcoming operational challenges has allowed us to
refine processes, establish standard operating procedures, and implement quality assurance
measures that ensure CONTRACTOR can apply CONTRACTOR’s successful reentry model in
Fresno County to participants. Below is a summary of CONTRACTOR’s service model:
Table 1 Program Model
Service Programming Tool Key Factors
Orientation •Program Overview
•Make a determination as to whether the
Participant is able to work constructively in
the program
•Opportunity for questions and answers
•Creating connections between
participants and staff
All participants will undergo intake and assessment to include orientation, assessment, and an
individualized employment plan (IEP) based on assessment results.
When referred to CONTRACTOR’s program, each participant will have the option to complete the
following three tracks:
Employment Readiness Track—Designed to equip participants with the skills necessary
to obtain and retain employment.
Vocational Track—Designed to connect participants with vocational training to achieve
industry-specific certification.
Placement Track—Designed to place participants into a job to begin earning wages and
establishing a sense of accountability and pride in their work, motivating them to continue
engaging in programming services to refine their skills and, potentially, advance their
careers.
Participants who are ready for work may bypass these tracks and go directly into seeking
employment. All participants may choose to partake in one track, or they have the option to
complete all the tracks CONTRACTOR provides. In addition, if more than one track is sought, the
Assessment
• Offender Needs
Guide (ONG)
• ACT Tessera
Workforce
Assessment
• O*Net (optional)
• Identifying criminogenic risk and need
• Pinpointing employment deficits and
identifying barriers
• Identifying participant interests,
strengths, and talents
Case Planning
• Individual
Employment Plan
(IEP)
• One-on-one with staff
• SMART goals
• Job coaching
• Develop a plan of action to address
deficits and barriers
Employment
Readiness
Track
• The Change
Companies
Employment
Readiness Group
• Employment Readiness groups
• Cognitive Behavioral
Intervention for
Employment (CBI-
EMP)
• Modified closed group
• Flexibility across various service settings
• Focus on skill building activities
Vocational
Track
• Computer
Programming
• Hi-SET Academy Online interactive
tutoring program
• Spartan Culinary, Hospitality, Serv
Safe and OSHA certifications
Placement Track
• Reentry Resource
Website
• Links to local resource providers
• Employment Search Assistance
• Placement for participants who
displayed readiness and motivation to
work
participant is able to attend all tracks simultaneously. This allows them to develop “soft skills” and
access additional vocational training if needed.
Below is the program flowchart from Orientation to program completion through the individual
tracks.
Orientation, Assessment, and Case Planning
Orientation.
During this orientation, participants will be introduced to the program and the idea of becoming
qualified for long-term employment opportunities. Working with staff, participants will begin to
identify their individual needs and interests; build the motivation needed for employment; and work
through computer-based modules, described in further detail in the following sections.
Assessment.
To match participants with the best resources and programming based on needs, staff will
administer assessments to determine the programming dosage for each participant.
CONTRACTOR’s staff will match specialized services and activities to the protective factors, risk
level, and needs identified by the assessments—thereby reducing participant risk in each identified
area.
Program assessments include:
Offender Needs Guide (ONG)—An evidence-based risk and needs assessment and
supervision/case planning system for adult offenders. Consisting of 70 questions, the ONG
identifies the unique risk factors of offenders classified as high risk.
ACT Tessera Workforce—Using multiple evidence-based methods, this assessment
measures a participant’s social and emotional skills that are considered essential in
determining educational and job readiness. The ACT Tessera Workforce Playbook, an
additional component of the assessment, provides activities for skill development.
O*NET—For program participants needing additional help identifying a career pathway, the
O*NET tool will be used to assist the participant in identifying career options and work-related
interests to better match employment options with the skills they possess.
Case Planning.
CONTRACTOR will use a case planning process that will help the participant explore and recognize
specific needs for employment and keep them engaged in the program. This will be documented
in each participant’s Individualized Employment Plan (IEP).
The IEP is a step-by-step plan for obtaining employment and developing a lasting career. Created
after completion of an assessment, IEPs will document participant progress on identified goals and
help address gender specific issues/needs, childcare responsibilities, current home situation,
history/current experience with abuse, etc.. to address barriers as they relate to employability.
CONTRACTOR will meet regularly with participants on an individual basis to review the progress
made on attaining stated goals and the IEP is updated accordingly. In accordance with the
academic or vocational support needed to pursue career goals, participants will be connected to local,
community-based providers.
For a list of local education services providers, CONTRACTOR works with in Fresno see Table 2
Education Resources in the Community:
Once the participant gains employment, CONTRACTOR staff will update the IEP to include goals and
action items that support employment retention and advancement. IEPs will be reviewed on a regular
basis to ensure appropriate goals are clearly outlined, are updated to reflect completion of goals,
and the development of new milestones documented. Program participation metrics will be
measured to gauge participant engagement in the program and CONTRACTOR’s Program
Supervisor will review these metrics with the Area Manager on a monthly basis to determine job
readiness. Participants who are ready for employment can immediately start the process of obtaining
a job. Those who need additional assistance will proceed to enrollment in the program tracks.
Table 2 Education Resources in the Community
Need Community Resources Benefits to Participants
Education
Services
California Department of Rehabilitation
Central California Educational Opportunity
Center, CSU Fresno (TRIO)
Fresno Education Opportunities
Commission (EOC) / Local Conservation
Group (LCC)
Fresno County Office of Education (COE)
Clovis Adult School
California Health Collaborative / Lock it up
Central Learning Adult School Site (C.L.A.S.S.)
Fresno County Public Library
Fresno City College / EOPS
Fresno Adult School
Education services—such as GED
assistance, higher education, or
vocational training programs—
provide program participants with
the ability to develop their skills and
employability, resulting in an
increased likelihood of securing
sustainable employment.
1. Employment Readiness Track
To address the essential needs identified within the participants assessment and to establish skills
that promote long-term employment, CONTRACTOR will provide the following programming
services within this track:
Employment Readiness Groups
o Employment Skills curriculum from The Change Companies®
o Cognitive Behavioral Interventions-Employment (CBI-EMP) curriculum
Employment Readiness Group.
The Employment Readiness group will focus on the employment education process. Using
behavioral change practices, the group will first target participant attitudes and values about work
and will teach skills for workplace success. The group incorporates research proven practices such
as structured/expressive writing, cognitive behavioral interventions, and Motivational Interviewing
(MI) to help participants build motivation for work, obtain needed skills and learn financial
responsibility.
The group allows CONTRACTOR to guide participants through exercises that include – but are not
limited to – job hunting, résumé creation, job application completion, mock interviews, business
etiquette, networking, and problem-solving. Using the Employment Skills curriculum from The
Change Companies, participants will learn about the career planning process, examine their
willingness to learn, identify areas of interest, and evaluate their skill sets; which helps participants
in their preparations for the job application and interviewing process. CONTRACTOR will conduct
mock interviews to help refine and apply skills which participants have learned in groups.
Cognitive Behavioral Interventions for Employment (CBI-EMP).
The CBI-EMP curriculum is a computer-based Cognitive Behavioral Therapy session designed to
provide employment-focused behavioral programming to help participants recognize and modify
patterns of thinking and actions that hamper positive outcomes. Consisting of 31-sessions, CBI-
EMP is flexible across various settings and can be used for various lengths of intervention. It
teaches participants about coping methods to high-risk situations and advises them on “soft”
workplace skills, such as clear communication, work habits, business ethics, customer service, and
on-the-job etiquette which helps to renew and expand skills users may already have, learn new
skills, and express these skills in typical job situations. By changing participant attitudes and habits
in relation to work, the participant is more likely to retain steady employment.
2. Vocational Track
To reinforce skills learned during the Employment Readiness Track or skills already acquired prior
to program entry, participants use this track to obtain certifications and additional vocational
training.
Onsite or Remote Computer-Based Programming.
Participants will participate in supervised onsite computer lab groups or remote, self-directed
computer-based programming. The curriculum provides web-based vocational training including:
GED preparation through the HiSET Academy and vocational skills such as Spartan Culinary,
Hospitality, Serv Safe and OSHA certifications.
3. Placement Track
After identifying a participant’s individual strengths, interests, and capabilities, CONTRACTOR’s
Job Developers work with the participant to secure appropriate employment. This track includes:
Job coaching
Employment search assistance
Links to local resource providers
Placement for participants who display readiness and motivation to work
Job Coaching.
By following the participant’s IEP CONTRACTOR will track job searches, assign action items, and
maintain a job log that is updated weekly. CONTRACTOR will take each participant through
problem-solving exercises on employment-related issues. Role play will be used to assist
participants to understand job expectations and include assistance with specific issues such as
employer expectations, dress codes, personal hygiene, calling in sick, and conflict resolution. If the
participant has lost their job, CONTRACTOR will help analyze the chain of events that led to the
job loss, behaviors that affected employment, and potential ways to mitigate job loss in the future.
Employment Search Assistance.
As part of this effort, CONTRACTOR Job Developers cultivate and maintain relationships with
prospective employers (employers more likely to hire an ex- offender in the future). Once identified,
high-ranking prospective employers are regularly contacted. CONTRACTOR will use these
opportunities to introduce employers to the program services (including CONTRACTOR’s ability to
pre-screen participants as potential job candidates); obtain information on job openings; and refer
participants for interviews.
CONTRACTOR’s Job Developers will create a list of each employer’s location(s) and share this
information with participants. Job Developers shall ensure participants register with applicable job
opportunity websites. Based on their assessment results and individual set of job skills, each
participant decides where to apply. CONTRACTOR shall work with each participant to ensure any
needed resources (e.g., transportation, childcare, interview clothes) are in place prior to job
interviews.
Job Assistance and Placement Referrals.
When connecting participants to employment opportunities and resources, CONTRACTOR will, as
needed, sit with participants to assess what may be needed to apply for a potential job, assist in
filling out the application, help gather documentation that may be requested, and work with the
participant to develop a corresponding transportation plan.
See Table 3 for a list of employment resources leveraged by CONTRACTOR.
Table 3 Employment Resources in the Community
Need Community Resources Benefits to Participants
Employment
• Aerotek
• Fresno Plumbing &
Heating, Inc.
• In Home Supportive
Services
• Workforce
Connection,
Manchester Mall
• Employment
Development
Department
• Army
• Hope Now 4 Youth
• Manpower
Temporary Services
• Select Staffing
• 211 United Way
CONTRACTOR’s goal for the
program is to ensure
participants have the tools
they need to secure and
maintain employment. Stable
employment provides the
ability to satisfy essential
needs and ensure
participants can maintain the
prosocial lifestyles they
design for themselves while
in CONTRACTOR’s program.
Ongoing
Employment
Opportunities
• Foster Farms
• Cargill
• NetaFim
• OK Produce
• Salvation Army
• Amazon
Ongoing employment
opportunities provide
participants with additional
motivation to continue their
prosocial lives by allowing
them to envision a future
path that they can work on
while in the program and
after program completion.
Temporary Employment
Services
• People Ready
• Spherion
• Center for Employment
Opportunities (CEO)
Temporary employment
services are critical for
program participants who
must meet essential needs
for themselves and their
families before engaging in
programming and working
towards educational,
vocational, and long-term
career goals
Rewards Program.
CONTRACTOR’s approach includes a robust rewards program for participants and underlying
support. CONTRACTOR’s staff will plan for and reward desired behaviors on a daily and
intermediate basis through the use of positive reinforcements, earned privileges, and prizes with
monetary or tangible value. Items of value include bus passes, hygiene kits, gift cards, business
attire or other essential items. Completing programming goals, accomplishing a vocational
certificate, gaining employment or even arriving on time and dressed appropriately are all causes
for celebration.
Community Connections.
In addition to connecting participants to resources in the community through referrals, participants
will be offered the opportunity to attend Community Connection events at the Fresno DRC. During
these events, local employers and educational or vocational training providers visit the DRC and
provide presentations and information to participants to help make them aware of options in the
community that may assist them in locating employment or encourage them to seek additional
education or training to advance their careers.
Reentry Resource Website.
CONTRACTOR strives to deliver innovative and future-driven solutions to change behavior and
change lives. In addition to the connections and referrals made by local staff, CONTRACTOR’s
website is accessible at www.georeentryconnect.com as a resource for individuals transitioning to
the community. The site offers a comprehensive suite of valuable tools to assist probationers and
reentrants post-release. Available 24/7, the key features include a reentry resource database,
employment toolbox, education and vocational information, and general tips and guidance to
connect individuals with valuable information. CONTRACTOR’s local staff will update and maintain
the resources in the Fresno County area. The site is interactive, compatible with desktop, tablet,
and mobile devices, and features downloadable content. This resource is available to all Fresno
County probationers.
Through the use of program components such as ACT Tessera Workforce, CONTRACTOR’s
model is able to identify the participants interests, risks, and job readiness as it relates to work. The
knowledge gained from such tools will then assist CONTRACTOR in providing tailored
programming that consists of activities, exercises and training designed to help participants develop
job skills needed for long-term success..
To provide participants with the services they most need, the program will focus on the following
key elements:
Stabilizing the participant to
increase motivation and
engagement
Matching participants to a
plan that suits their
individualized needs
Assisting participants in
obtaining employment to
meet immediate needs or to
advance toward future goals
Providing ongoing support
throughout the program and
after program completion
Extensive data collection, analysis, and reporting through
CONTRACTOR’s proprietary case management system
1. Stabilizing Participants
CONTRACTOR will first address essential needs to stabilize the participant. Accordingly, the
approach will include administering an assessment that identifies any housing, food, childcare, or
transportation barriers that may prevent a participant from successfully securing and maintaining
employment. CONTRACTOR will work with participants to identify their essential needs that must
be satisfied and develop action items to ensure participants satisfy these needs. The Individual
Employment Plan (IEP) will outline steps the participant must take to successfully address the
identified factors.
CONTRACTOR’s staff are trained in connecting participants with local providers in the community
to obtain basic resources such as housing, food, clothing, childcare, medical care, etc. Please see
Table 6 Essential Needs Resources found on the end of the document, for a list of community
partners that can provide program participants with resources to satisfy their essential needs and
provide stabilization within the community to ensure participants can focus on finding, securing,
and maintaining a job..
2. Matching Participants to a Plan or Job that Fits Their Goals.
The most effective way to address employment-specific needs is by first identifying where the
participant is in their educational, vocational, or career development. At program intake some
participants may need additional education or vocational training before they can secure a job in
their chosen field. Participants have the choice to complete additional training to address identified
weaknesses; if this is a step that they are willing to take, CONTRACTOR will assist them in
addressing this goal. Selecting to take additional training does not preclude immediate placement
into a potential job. It does however affect the nature of the IEP in that additional steps may be
included within the plan, which the participant must complete prior to employment placement.
Placement into a job is not just about matching participants to any open opportunity; its relevance
to individual goals must be considered to keep up motivation. If a participant is not interested in their
job, they will be less likely to maintain any pro-social investment in employment. Placement into jobs
that can assist the participant in obtaining certification or allows them to acquire a trade they are
interested in opens possible long- term goals such as starting his/her own plumbing business.
Appropriate employment plans allow participants to see the benefits of continued participation in
the work or programming.
3. Assisting Participants to Obtain a Job to Meet Immediate Needs and Advancement Toward
Future Goals.
To meet the goals identified in the IEP, participants and staff will collaborate to use assessment
results and the participant’s established skillsets to decide which employers to approach for
possible employment opportunities. Opportunity options available to participants within the program
include:
• Immediate Entry-Level Job Opportunities—CONTRACTOR has connections with a wide
range of employers immediately able to employ job-seeking participants in various
industries including agriculture, meat processing, retail, and service industries.
• Transitional Work Opportunities—CONTRACTOR collaborates with multiple transitional
work programs including AmeriCorps/Local Conversation Corps, What’s Cooking Fresno,
WorkForce Connection Young Adult Services, and CEO.
• Apprenticeships—CONTRACTOR is partnered with a successful California-based career
training and job placement organization, Career Expansion Inc. Participants will be enrolled
in the Multi-Core Craft Curriculum (MC3) program, a five-week apprenticeship training that
provides instruction to individuals interested in joining a union. The curriculum used is not
specific to one union and teaches a broad knowledge of all unions to determine which area
of employment the participant will be best suited for. The training teaches hands-on
experience and knowledge of safety precautions for the participant to be successful in this
field. Once training is complete, CONTRACTOR’s Job Developer in coordination with the
Career Expansion Job Placement Coordinator will work with the established network of
employers to place participants in sustainable jobs. The training is online and is approved
by the State of California Department of Rehabilitation (DOR) as well as funded by DOR
and federal grants.
• Career-Oriented Job Placements—CONTRACTOR’s network of potential employers
includes opportunities for participants to obtain placements with trade- industry jobs.
Additionally, CONTRACTOR partners with CareerSafe to provide Occupational Safety and
Health Administration (OSHA) 10-Hour Programs, which are entry level training courses
designed for all workers to have a foundation of safety in fields such as: construction,
agriculture, healthcare, manufacturing, automotive, culinary, and cosmetology industries.
• Career Development Opportunities—CONTRACTOR’s Job Developers will, through
individual career counseling, work with participants to create an Education and Career Plan
with a goal towards sustainable employment at a higher wage. This plan may leverage
educational and vocational training resources in the community to help the participant
advance in their career path as referenced in Table 2, Education Resources in the
Community.
• Entrepreneurship—Program participants can leverage services and programs provided at
CONTRACTOR’s Fresno County DRC to make connections with other entrepreneurs in the
community to provide mentorship and arrange introductions to other entrepreneurs and
employers.
4. Ongoing Support.
CONTRACTOR will provide ongoing job coaching after initial placement for up to one (1) year, at a
minimum of ninety (90) day intervals, to assist in job retention and any career change or additional
certifications needed for more stable employment. In addition, CONTRACTOR has an open-door
policy for participants to come back for additional assistance.
Ongoing support services include:
Continued case management through
individual meetings and counseling
Refinement of skills learned in the
program including life skills, job
searching, job interviewing, follow up,
and resume writing
Support and referrals for continued
education
Referral to CONTRACTOR’s network of
partners providing employment related
or other support services
Access to the Fresno DRC’s
Community Connections Program
Free 24/7 access to CONTRACTOR’s
Reentry Resource Website
Mentorship and support for
entrepreneurial pursuits
Assistance in finding and enrolling in
programs to develop new skills
5. Data Collection and Reporting.
CONTRACTOR has the internal resources to engage in extensive data collection and provide
corresponding reports for County personnel. CONTRACTOR will utilize in-house technical
expertise and financial resources to develop process improvements. CONTRACTOR has
designed the GEOtrack digital data collection and management system; a proprietary, secure,
web-based system designed to capture and accurately document participant accountability
information track metrics, and give authorized users access to participant status and progress.
As an integral part of documenting program effectiveness, CONTRACTOR will maintain
participant accountability through thorough and accurate reporting mechanisms. Program staff
will electronically enter all assessment, personal, and program data for each participant in
GEOtrack®. Staff will update this information to reflect individual participant progress through the
program including assessment results; appearance for scheduled activities (groups, individual
meetings, etc.); including significant events and staff observations; participation in meeting
programming requirements; education status and employment status. CONTRACTOR will
provide the County a variety of reports about the participant population and program outcomes
regarding public safety, assistance with positive re-entry and reduced recidivism. If additional
tracking is requested, CONTRACTOR will provide the County the corresponding reports.
Implementation Plan
CONTRACTOR will utilize corporate and individual resources including dedicated programming,
research, construction, design, real estate, human resources, employee training, accounting, IT,
contract compliance, and management departments, needed to provide services for there-entry
employment readiness contract to be operational within 90 days of contract award notification.
CONTRACTOR will execute projects in a seamless, timely, and efficient manner to successfully
implement the contract while maintaining contract fidelity throughout the life of the contract.
The Implementation Plan assumes a notification of contract award of December 10, 2020.
CONTRACTOR clearly defines functions, deliverables, and milestones for staff who will maintain
responsibility for each activity, please see Sample Implementation Schedule Emphasis will be placed
on continuous coordination and communication between all team members and Fresno County
personnel to report progress and challenges. The actual implementation schedule for Fresno County
will be adjusted to meet the County’s timeline and schedule upon award.
CONTRACTOR will employ the staff outlined below. This is a general staffing matrix that can be
scaled up or down, dependent on the total number of inmates enrolled in the program, and in
accordance with CONTRACTOR best practices.
Table 4 Summary of Staffing Level
Job Title Number of FT Employees
Program Supervisor 1
Job Developer 2
Total 3
CONTRACTOR invests heavily in the strengths and abilities of CONTRACTOR’s staff to achieve
strong outcomes and have an impact on recidivism reduction. CONTRACTOR understands the
inherent challenges in working with inmate populations and therefore employs a dedicated training
department for CONTRACTOR’s employees. Staff are required to complete a minimum of 40 hours
of training on an annual basis. All CONTRACTOR staff will start their employment with robust training
on core correctional skills, EBP and program specific procedures. CONTRACTOR’s Continuum of
Care Training Institute provides CONTRACTOR’s Program Supervisor an array of advanced learning
opportunities to improve basic skills and develop in-depth expertise of staff.
CONTRACTOR’s Research Department will provide staff training curriculum to include Cognitive
Behavioral Interventions (CBI), Employment Lab, and other program specific components at the time
of hire with ongoing training throughout the life of the contract. CONTRACTOR ensures that staff
providing direct services meet all applicable licensing standards and minimum certification
requirements for the State of California.
Attracting highly professional and accountable staff is critical to the success of the program and
CONTRACTOR will strive to hire employees who reflect the culturally diverse demographics of the
participant population to be served. CONTRACTOR will follow an established Staffing Strategy (see
below) to fill staffing requirements. This process will be implemented to build and maintain
appropriate staffing levels throughout the life of the contract.
To manage all aspects of reentry employment support, safeguards are taken at every step as
depicted on the following page.
1. Define Operational Structure—CONTRACTOR has aligned its organizational structure to
ensure every level of the reentry program has responsive support. CONTRACTOR possesses
a defined leadership, regional, and program-based structure to support the County at all levels of
the organization.
2. Determine Organizational Staffing Needs—Established processes ensure appropriate
staffing to provide continuous program operations. CONTRACTOR’s staffing plan recruits and
selects employees based on education, job qualifications, credentials, and experience.
CONTRACTOR is an equal opportunity employer and will recruit and select employees without
regard to race, creed, color, sexual orientation, religion, national origin, ancestry, age, marital
status, disability and veteran status.
3. Recruit and Hire Staff—Detailed pre-employment practices ensure staff meet County
requirements. CONTRACTOR will recruit employees through all major online forums, reward
employees through referral programs, and participate in military and diversity hiring initiatives.
CONTRACTOR will evaluate candidates to ensure they are U.S. citizens, provide detailed job
requirements and information, apply behavioral interviewing techniques and use an independent
employment-screening agency to conduct background investigations; administer pre-employment
drug screens; and check state, county criminal records, motor vehicle records, and central
registries.
4. Train Staff—Program staff attend thorough training sessions to ensure an understanding
of the critical nature of providing services to justice-involved participants. CONTRACTOR’s
personnel receive security and confidentiality training during new hire and ongoing training.
CONTRACT will employ a dedicated training department for employees and will have a training
specialist/quality assurance professional dedicated to reentry employment readiness program
operation. All training activities will be supported by CONTRACTOR’s Continuum of Care Training
Institute. This corporate division of CONTRACTOR will provide its employees the following training
sessions:
• Basic Training—Four weeks of training sessions—with each week consisting of 40 hours
of training. This will include sessions on topics such as: Personnel policies and procedures,
Core Correctional Practices, Motivational Interviewing, Assessment Interpretation,
Criminogenic Needs, Case management, Individual Employment Plans (IEPs), and
Documentation. Basic Training may incorporate in-person classroom sessions, role playing,
and on-the-job training to enhance the staff’s learning experience and elicit evidence of
learned skills.
• Refresher Training—Staff are required to complete at least 40 hours of Refresher Training
each year. Examples of refresher courses include curriculum specific refreshers, cultural
and ethnic sensitivity, and connecting participants with employment or education
opportunities that fit their current and future needs.
• Skill Set Certifications—Evidence-based programming and practices used within the
program require specific training. CONTRACTOR will require that staff be trained before
providing these services and be certified on an annual basis. The primary Skill Set
Certifications offered to personnel will focus on Motivational Interviewing, Trauma-Informed
Care, Gender-Responsiveness, and Group Facilitation techniques and practices.
5. Retain Staff—Experienced, tenured staff enhance CONTRACTOR’s ability to provide
responsive services. A major factor in CONTRACTOR’s successful operation of in-custody and
community-based programs is CONTRACTOR’s established staffing plan that includes industry-
best hiring and retention practices. These practices will be supported by CONTRACTOR’s regional
Human Resource Manager that will specialize in hiring program staff. CONTRACTOR’s programs
and facilities typically have low turnover—which promotes increased program stability—and
CONTRACTOR’s recruitment, selection, training, and retention programs ensure this program will
meet or exceed all requirements. CONTRACTOR’s reputation, salaries, benefits, training and
career opportunities allow us to recruit and retain individuals with the skills, education and drive to
keep CONTRACTOR at the forefront of modern reentry program operations and keep us in full
compliance with all governmental regulatory requirements relating to employment and personnel
practices.
Outcomes
To ensure a high rate of return on investment, CONTRACTOR will continue to develop, implement
and regulate evidence-based programs that incorporate cultural sensitivity and individualization, with
the support of industry experts, in-house training and research teams to increase employability and
job retention.
CONTRACTOR will hold itself accountable, and measure the impact of the investment and
contribution to community public safety with:
Intermediate Outcomes—CONTRACTOR will measure impact on employment rates. by
measuring the volume of services offered and the results of individual participants. The chart
below defines CONTRACTOR’s program benchmarks which will be used to gauge
performance not only by the quantity of program interventions made, but also by the impact
on the life of participants. Accordingly, CONTRACTOR will track and present the County
with various data items regarding changes in criminal thinking, attendance rates and
employment gains, included in Table 5, Process and Outcome Indicators. Pre and Post-test
measure around workplace attitudes will also be conducted, and CONTRACTOR will track
any additional data requested by the County.
Reports
CONTRACTOR will provide the County with monthly reports, and with the COUNTY reserving the
right to negotiate the type and frequency of reports. CONTRACTOR will work with the COUNTY to
design and produce monthly reports in addition to providing any ad-hoc requests.
CONTRACTOR staff will electronically enter all assessment, personal, and case management data
for each participant in CONTRACTOR’s GEOtrack case management database. GEOtrack case
management system provides enhanced evidence- based practices tracking mechanisms.
CONTRACTOR will track programming dosage and prompting CONTRACTOR staff to identify each
participant’s criminogenic driver during the case planning process and weekly case notes.
CONTRACTOR will update this information to reflect daily participant progress including assessment
results; appearance for scheduled activities (groups, individual meetings, etc.); case notes, including
Table 5 Process and Outcome Indicators
Process Indicators Outcome Benchmarks (annually)
• Number of Intakes • 240 Intakes
• Number of Risk/Need
Assessments Completed
• 200 assessments
• Number of IEPs developed • 200 IEP’s
• Number of Participants employed
• 120 participants after 30 days in the
program
• 60% of those still employed after both 60-
& 90-day intervals
• Number of Participants
enrolled in educational or
vocational training
• 80 participants
• 80 completing a vocational certification
course, Employment Readiness and/or
CBI-Employment
• Number of referrals to
community-based programs
• 200 referred to community resources
based on assessed need
• Number of employment
assessments completed
• 200 assessments completed
• Pre and Post Program measures • 120 displaying improvements in
employment attitudes such as Work Ethic,
Resilience, Creativity, Leadership, Integrity
& Collaboration
significant events and staff observations; participation and progress; employment and education
status; and the number of community referrals made. Data collected includes participant information
and demographics, criminogenic risk and employability results. CONTRACTOR will ensure data
collection and reporting is in accordance with the COUNTY’s requirements and CONTRACTOR
policies and procedures.
CONTRACTOR will use GEOtrack to electronically schedule and track onsite programming, as well
as approved off-site activities, such as employment, educational courses, or vocational training.
Each day, GEOtrack automatically generates a listing of scheduled services and also generates
alerts for unauthorized absences. This allows CONTRACTOR to quickly begin investigating the
absence, take any required corrective actions, and report the incident to the COUNTY in accordance
with predetermined procedures. Participants will sign a roster for specific appointments and group
sessions when held in person. CONTRACTOR will upload these rosters into GEOtrack to further
help track and verify attendance. CONTRACTOR will share this program data with the COUNTY on
a regular basis.
Employment Tracking—When a participant obtains an employment placement, CONTRACTOR
will contact the employer to offer support services and follow up with the employer after 30, 60, and
90 days. This will help CONTRACTOR verify participant accountability; assess participant job
performance; build good will for the Re-Entry Employment Readiness Services Program; and further
develop employment opportunities for other participants. CONTRACTOR will document all employer
contact in the participant’s case plan and share this data with COUNTY as needed and required.
Increase in Employment Rate—CONTRACTOR will document each participant’s employment
status upon intake and program completion with the expectation of an increase in employment rates.
The CONTRACTOR’s administration of The Re-Entry Employment Readiness Program will improve
participants’ ability to find and maintain full-time and part-time jobs and encourage them to continue
prosocial behaviors that reduce the risk of recidivism.
Number of Successful Program Completions—CONTRACTOR will record and evaluate the rate
of participants successfully discharging from the program in GEOtrack.
Criminal Justice Involvement—CONTRACTOR projects an overall decrease in criminal justice
involvement for program participants. It is the experience; employment readiness programs have
resulted in lower recidivism rates for participants in comparison to offenders not enrolled in a
CONTRACTOR program.
Accountability
Fidelity Audits—CONTRACTOR will conduct formalized field visits to assess the programs’
adherence to EBP. These in-person fidelity reviews will measure and improve the program’s
application of EBP in 11 key areas: actuarial risk/needs, intrinsic motivation, targeted interventions,
skills training, contingency management, community support, measurement practices, providing
feedback, leadership, treatment team, and participant satisfaction. CONTRACTOR Quality
Assurance personnel will observe service delivery and conduct interviews with staff and participants
to obtain a well-rounded view of program operations and create a report that includes actionable
recommendations for CONTRACTOR to make enhancements to the program.
Location
CONTRACTOR will conduct the program services from an office located at 3636 North 1st Street,
Suite 121 in Fresno. Located near public transportation, the Fresno airport, retail, and service
industry employment opportunities, this is an ideal site from which CONTRACTOR will provide the
services. The HVAC units were recently replaced, and the complex was re-roofed between 2016
and 2018, which will minimize costs for the life of the contract. CONTRACTOR offices will be open
Monday through Friday from 8:00 AM to 5:00 PM. The office space provides CONTRACTOR
sufficient room to accommodate program participants meeting with Job Developers There is
abundant parking as well as additional street parking available along Redlands Avenue, and the
Fresno County DRC, located at 2212 North Winery Avenue, Suite 122, in Fresno, is three (3) miles
from the program site, enabling program participants to leverage DRC staff knowledge, expertise,
and additional support services. The Fresno DRC shares a suite with Probation and has excellent
relationships with County and Probation personnel and CONTRACTOR’s organization looks
forward to continuing to expand upon these positive partnerships.
A. Alternative Solutions
As an essential service provider for a vulnerable population, CONTRACTOR will keep vocational
programs and supportive services available while maintaining responsible practices.
Providing participant services that enhance public safety in Fresno County is CONTRACTOR’s top
priority. CONTRACTOR will leverage virtual technologies at the stand-alone site which can also be
adapted for participant use at home, if needed. In response to the uncertainty of the national COVID-
19 pandemic, staff at CONTRACTOR’s Fresno DRC have developed and implemented creative
program modifications to enable continuous and uninterrupted services. These practices and
modifications as detailed below, will be an option for the program if in-person services are not
feasible.
• Socially Distant Intake and Assessment Practices—CONTRACTOR will complete
intake and assessment through teleconference. This practice establishes a baseline for
creating a plan designed to address participant risk and needs while limiting in-person
COVID-19 transmission.
• Remote Programming—In instances where on-site treatment activities are suspended,
CONTRACTOR will schedule phone calls and video conferences with participants to lead
groups remotely and make referrals to needed community resources.
In-Custody Expansion Services
If the County wishes to resume the solicitation of reentry employment programming and services to
offenders within the Fresno County Jail, CONTRACTOR will work with the County to modify program
services. To reach participants while they are in-custody, CONTRACTOR will provide services
through an additional option:
• Mobile Computer Lab—CONTRACTOR will make available laptop computers to in-
custody participants to provide access to digital content including programming for
employment readiness, vocational courses, job searching, and resume building.
List of Community Partners
Table 6. Essential Needs Resources
Need Community Partners Benefits to Participants
Family/Housing
• Aspiranet
• Decision Home of Fresno
• Fresno Rescue Mission
• Poverello Home
• Samaritan Women
• Child Protective Services
• Fresno County Social Services
• Fresno Housing Authority
• Naomi’s House
• Fresno County (EOC), Sanctuary
Transitional Shelter
CONTRACTOR’s Fresno DRC
staff have partnered with various
support services organizations in
the Fresno community.
Employment Readiness Program
participants will benefit from an
existing list of available resources
in the area to ensure participants
have housing and help them
stabilize their home lives.
Appropriate housing and support
for family-related needs helps
ensure participants can focus on
programming and meeting IEP
milestones, improving their
chances of
successfully obtaining and
maintaining employment.
Food Assistance
• Catholic Charities
• Cornerstone Church
• Community Food Bank
• Salvation Army
Ensuring program participants
have access to basic needs such
as food helps them focus on
building employment and life
skills. For example, participants
seeking vocational training for
certification can work towards
their goals without worrying about
having the money to feed
themselves or their families.
Medical Services
• Clinica Sierra Vista
• Fresno Community Regional
Medical Center / MISP
• Planned Parenthood
• Tzu Chi Medical Outreach
• Wal-Mart: Vision Center
CONTRACTOR has identified
local medical services providers
that can offer participants free or
low-cost medical, vision, dental,
and other necessary medical
services.
Program participants with
health-related barriers to
employment can seek treatment
prior to increase their chances
for program success prior to
beginning programming or being
placed in track.
Mental Health
• Fresno County Department of
Behavioral Health / Exodus
Wellness Center / Crisis
Stabilization Center / Indigent
Mental Health Services
• Turning Point Mental Health
Services, First Street Center
• Fresno County Behavioral
Health
• Psychological Services Center—
Alliant International University
Many participants present with
mental health risk/needs that must
be addressed to ensure program
success. Participants benefit from
CONTRACTOR’s referrals to
mental health services providers
in the Fresno County community
to ensure they receive the
appropriate treatment and
increase their chances of
program success.
Sobriety Support
• Alcoholics Anonymous (AA)
• Narcotics Anonymous (NA)
• Celebrate Recovery
• Fresno New Connections
Preserving sobriety is crucial to an
individual’s ability to secure and
maintain employment. Sobriety
support services in the area that
are easily accessible to
participants from their homes,
CONTRACTOR’s offices, or
their places of employment helps
increase the likelihood that they
will attend support groups and
receive the necessary education,
treatment,
and support they need to
maintain sobriety.
Transportation
• Fresno Area Express (FAX)
CONTRACTOR’s staff are
trained to familiarize themselves
with local public transportation
systems and routes. Program
participants benefit from staff
support in developing
transportation plans to ensure
any transportation-related
barriers to employment are
removed, increasing their
chances for program success and
ability to maintain employment.
Exhibit B- Summary for AB 109 Funding
Organizaiton/Agency BI Incorporated
Program/Service Description Employee Readiness (AB 109)
Total Requested Budget For Years 1 through 5 $ 1,357,055.00
Title/Classification & number of positions
Number and type of positions funded (e.g., Correctional Officer (2)Program Supervisor (0.8)
Employment Education Coordinator (1.6)
RFP 21-010 Exhibit B - Line Item Budget for AB 109 Funding
Organization/Agency: BI Incorporated
Program/Service:Employee Readiness (AB 109)
SALARIES & BENEFITS
Year 1 Funding
Request
Year 2 Funding
Request
Year 3 Funding
Request
Year 4 Funding
Request
Year 5 Funding
Request Notes/Comments/Description
Regular Salaries 109,824$ 114,417$ 116,713$ 119,062$ 121,432$
Overtime 2,371 2,419 2,467 2,517 2,567
Holiday OT 2,918 2,977 3,037 3,098 3,160
Unemployment Insurance 1,176 1,176 1,176 1,176 1,176 Federal and State Unemployment
Retirement Contribution 988 1,030 1,050 1,071 1,093 Employer matching contribution
OASDI Contribution 8,974 9,340 9,527 9,718 9,912 Payroll taxes
Workers Comp Contribution 2,097 2,183 2,227 2,272 2,317
Health Insurance Contribution 10,656 10,656 10,656 10,656 10,656
Life & Disability Insurance 525 525 525 525 525
Benefits Administration
Other (describe)
Object Total 139,529$ 144,723$ 147,378$ 150,095$ 152,838$
SERVICES and SUPPLIES
Year 1 Funding
Request
Year 2 Funding
Request
Year 3 Funding
Request
Year 4 Funding
Request
Year 5 Funding
Request Notes/Comments/Description
Mobile Communication 1,440 1,440 1,440 1,440 1,440 Cell phone for supervisor
Telephone Charges 2,400 2,400 2,400 2,400 2,400 Phone system for facility
Liability Insurance 3,519 3,662 3,736 3,811 3,886 General liability, calculated as a % of payroll costs
Insurance - Other
Office Expense 29,440 29,440 29,440 29,440 29,440 Rent, Janitorial Service, Printer/Copier Lease, Office Supplies
Books and Publications 4,831 4,831 4,831 4,831 4,831 Participant Curriculum
Prof & Specialized Services 7,200 7,200 7,200 7,200 7,200 Participant Transportation
Publications & Legal Notices
Education & Training 5,216 5,240 5,265 5,291 5,316 Hours for employee training and the cost of any associated travel
Utilities 6,400 6,400 6,400 6,400 6,400
Other (describe)2,880 2,880 2,880 2,880 2,880 Participant Incentives/Snacks, Recruitment Costs
Object Total 63,326$ 63,493$ 63,592$ 63,693$ 63,793$
FIXED ASSETS
(add description - e.g., vehicle)12,800$ 12,800$ 12,800$ 12,800$ 12,800$ Staff Laptops, Participant Computer Lab, FF&E, Facility Renovations
Object Total 12,800$ 12,800$ 12,800$ 12,800$ 12,800$
INDIRECT COST - Max. of 15% of Salaries and Benefits for non-profit organization
Object Total 55,756$ 50,395$ 47,641$ 44,823$ 41,980$
TOTAL BUDGET 271,411$ 271,411$ 271,411$ 271,411$ 271,411$
Exhibit B - Summary for JAG Funding
Organizaiton/Agency BI Incorporated
Program/Service Description Employee Readiness (JAG)
Total Requested Budget For Years 1 through 5 $ 346,185.00
Title/Classification & number of positions
Number and type of positions funded (e.g., Correctional Officer (2)Program Supervisor (0.2)
Employment Education Coordinator (0.4)
RFP 21-010 Exhibit B- Line Item Budget for JAG Funding
Organization/Agency: BI Incorporated
Program/Service:Employee Readiness (JAG)
SALARIES & BENEFITS
Year 1 Funding
Request
Year 2 Funding
Request
Year 3 Funding
Request
Year 4 Funding
Request
Year 5 Funding
Request Notes/Comments/Description
Regular Salaries 27,456$ 28,604$ 29,178$ 29,766$ 30,358$
Overtime 593 604 617 630 642
Holiday OT 730 744 759 775 789
Unemployment Insurance 294 294 294 294 294 Federal and State Unemployment
Retirement Contribution 247 258 263 268 273 Employer matching contribution
OASDI Contribution 2,244 2,335 2,382 2,430 2,478 Payroll taxes
Workers Comp Contribution 525 546 502 457 412
Health Insurance Contribution 2,664 2,664 2,664 2,664 2,664
Life & Disability Insurance 131 131 131 131 131
Benefits Administration
Other (describe)
Object Total 34,884$ 36,180$ 36,790$ 37,415$ 38,041$
SERVICES and SUPPLIES
Year 1 Funding
Request
Year 2 Funding
Request
Year 3 Funding
Request
Year 4 Funding
Request
Year 5 Funding
Request Notes/Comments/Description
Mobile Communication 360 360 360 360 360 Cell phone for supervisor
Telephone Charges 600 600 600 600 600 Phone system for facility
Liability Insurance 880 916 934 953 972 General liability, calculated as a % of payroll costs
Insurance - Other
Office Expense 7,360 7,360 7,360 7,360 7,360 Rent, Janitorial Service, Printer/Copier Lease, Office Supplies
Books and Publications 9,663 9,663 9,663 9,663 9,663 Participant Curriculum
Prof & Specialized Services 1,800 1,800 1,800 1,800 1,800 Participant Transportation
Publications & Legal Notices
Education & Training 1,304 1,310 1,317 1,323 1,330 Hours for employee training and the cost of any associated travel
Utilities 1,600 1,600 1,600 1,600 1,600
Other (describe)720 720 720 720 720 Participant Incentives/Snacks, Recruitment Costs
Object Total 24,287$ 24,329$ 24,354$ 24,379$ 24,405$
FIXED ASSETS
(add description - e.g., vehicle)3,200$ 3,200$ 3,200$ 3,200$ 3,200$ Staff Laptops, Participant Computer Lab, FF&E, Facility Renovations
Object Total 3,200$ 3,200$ 3,200$ 3,200$ 3,200$
INDIRECT COST - Max. of 15% of Salaries and Benefits for non-profit organization
Object Total 6,866$ 5,528$ 4,893$ 4,243$ 3,591$
TOTAL BUDGET 69,237$ 69,237$ 69,237$ 69,237$ 69,237$
Exhibit B - Salary and Benefit Detail By Position
Position FTE Salary
Unemp.
Insurance OASDI
Workers
Comp
Health
Insurance
Life &
Disability
Retire-
ment
Benefits
Admin Other Total Description of Other
Program Supervisor 1 63086 490 4870 1145.77 4440 220 568 0 74,820$
Employment Coordinator 1 41142.4 490 3499.5 814.161 4440 218.5 370 3403.224 54,378$ Overtime / Holiday Pay
Employment Coordinator 1 41142.4 490 3499.5 814.161 4440 218.5 370 3403.224 54,378$ Overtime / Holiday Pay
Exhibit C
SELF-DEALING TRANSACTION DISCLOSURE FORM
In order to conduct business with the County of Fresno (hereinafter referred to as “County”),
members of a contractor’s board of directors (hereinafter referred to as “County Contractor”), must
disclose any self-dealing transactions that they are a party to while providing goods, performing
services, or both for the County. A self-dealing transaction is defined below:
“A self-dealing transaction means a transaction to which the corporation is a party and in which one
or more of its directors has a material financial interest”
The definition above will be utilized for purposes of completing this disclosure form.
INSTRUCTIONS
(1)Enter board member’s name, job title (if applicable), and date this disclosure is being made.
(2)Enter the board member’s company/agency name and address.
(3)Describe in detail the nature of the self-dealing transaction that is being disclosed to the
County. At a minimum, include a description of the following:
a.The name of the agency/company with which the corporation has the transaction; and
b.The nature of the material financial interest in the Corporation’s transaction that the
board member has.
(4)Describe in detail why the self-dealing transaction is appropriate based on applicable
provisions of the Corporations Code.
(5)Form must be signed by the board member that is involved in the self-dealing transaction
described in Sections (3) and (4).
Exhibit C
(1)Company Board Member Information:
Name: Date:
Job Title:
(2)Company/Agency Name and Address:
(3)Disclosure (Please describe the nature of the self-dealing transaction you are a party to):
(4)Explain why this self-dealing transaction is consistent with the requirements of Corporations Code 5233 (a):
(5)Authorized Signature
Signature: Date: