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Supplemental Questions <br />meet t E� Cit ® sc E�dule and bud Cbt re Euirements. ❑ e are committed to e Ciial opportunit ❑ emplo Ement. <br />❑ e do not discriminate a FI inst emplo ❑ees or applicants for emplo nment on an ❑ le C-111 ❑ reco Ehi led basis <br />❑Irotected classmincludinq but not limited to, E�teran status, uniform serEice member status, race, color, <br />reli Lion, se q national on Ein, a Ce, p FT-kical or mental disabilit q Emetic information or an ❑ of Cyr protected <br />class under federal, state, or local la❑. ❑ ❑111 emploEees are instilled ❑it❑ our corporate core Ehlues❑ <br />Collaboration, InteEhtq Communitq and SerEice ❑Ctellence. <br />❑ ❑ Ell S Grin ❑ Cf1ecruitin El process includes t Cb follo El in m <br />✓ Requirement/Request: ❑Ce account manaEbr interacts freFlient1❑ []it[] Grin❑manaEbrs to identif❑ <br />staff au Ementation needs, includin ❑ description, s Fills, and competencies alon ❑ []it ❑ team ma Eb-up, <br />en Eironment, and or Eiini Cational culture. ❑Cb account mana Cbr applies t Cbse insi EEts to proacti Cb1 ❑ <br />identif❑ candidates t Chit could pro Eide for current and future needs from t Cb client. <br />✓ Pre -Qualification: Internal and eEternal resource databases are leEbraEbd to s❑ortlist professionals <br />❑ Eb recei [b an initial screenin ❑ focused on to Elstical factors and resume ali Ehment ❑it ❑ t Cb <br />re Ebirements. Sources include internal emplo ❑ee references, recruitin ❑ sites, Cfoups lhet ❑or F�, <br />social ❑ebsites, and job fairs. <br />✓ Competency & Training: ❑ollo❑in❑ tEb on-boardin❑ of a candidate, personnel are proFided <br />on ❑bin ❑ in- ❑buse trainin ❑ and coac Ein ❑ to continuall ❑ e ❑hand Eho ❑led Cb base and s Eillsets. ❑E� ❑ <br />are encoura ❑ed to underta Cb certification pro Gams rele Clint to competencies ® Eills. Man ❑ of our <br />emplo Cbes are certified in S ❑P, Microsoft, CA Eli, Oracle, PMP, I EI ❑ and ❑ Cile Met ❑odolo Lies. <br />xi. Description of Proposer's methods used to screen candidates and to match their qualifications <br />against the requirements of a City job assignment. <br />❑n additional ad C-anta Cb offered b ❑ ❑ ❑ EII ® t ❑bu CIt leaders Cip and e Ctensi Cb project e C�erience is t Cb <br />diCbrse sEillsets and domain e❑�ertise aE4ilable to perform tecEhical and subject -matter inter Fie❑s. [Cis <br />Euic Cl ❑ ❑eeds out un Ehalified candidates and sa Cbs t C� Cit ❑time ❑ Cbn conductin ❑ its o ❑n inter Cie ❑ s. <br />Because ❑ ❑ 111 brin ❑s competencies and solutions t Cat e Ctend be ❑bnd staffin ❑ alone, Ile are able to <br />pro Fide added Clue for strate Cic plannin ❑ and addressin ❑ an ❑ obstacles t Cat arise in e Cbcution. ❑ e loo ❑ <br />for ❑ and to e Cplorin ❑ inno Ceti Cb ❑ a C� our respecti Cb stren Ct a can be combined to deli Cbr e ❑ceptional <br />Clues to tCb departments and residents ser❑ed. <br />WATI's Strengths and Abilities in Recruiting and Filling Information Technology Roles <br />Personnel Requisitions <br />Personnel re Ciiisitions are initiated b ❑ clients ❑super C3sor Cdiana ❑er, appro Cbd b ❑ t Cb procurement, and t Cbn <br />for❑arded procurement process of client. <br />Personnel re Euisitions s ❑buld indicate t Cb follo ❑in m <br />• Position title. <br />• Position© ❑burs ®C3fts. <br />• Reason for t Cb openin ❑ <br />• ❑ssential job functions and C3xalifications Cbr a current job description ma❑be attac❑ed❑ <br />Response to REP 1120-124 - Information ❑ecCholom [Is-❑eeded Professional SerClces 21 <br />