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DocuSign Envelope ID: 49380AL=D-6969.41 D5-8269-70UBGB62F795 <br />2. Helpmates Irvine Office Quality Review <br />• Daily 1•Ielpmates City team office huddles are held for updates and progress reports on pending or <br />open orders <br />• Communication with City staff daily or as frequently as needed for quality updates and performance <br />feedback <br />• Weekly Key City internal metrics review <br />Monthly City performance review internally prepared and discussed <br />• Strict adherence to die comprehensive ffelµmaws employee selection process which is <br />included on page 11 <br />• Monthly random hiring audits performed by Mario Soto, Helpmates VP of Operations <br />• Helpmates PowerBl is the primary tool used for managing all City data and metrics <br />3, Helpmates Temporary E'niployee/Specialist Review <br />On new City assignments, each flelpniates employee is called on the first and second of their <br />assignment to determine the employees comfort level and job satisfaction <br />• During the course of all assignments, each Helpmates employee is frequently communicated with to <br />continue the job satisfaction quality review process and enhance employee retention <br />+ Helpmates uses Great Recruiters to promote talent engagement and continuous Improvement. Great <br />Recruiters send out surveys to our specialists at the start of an assignment regarding onboarding and <br />training, mid assignment and the end of assignment. Helpmates uses Great Recruiters to promote <br />talent engagement and continuous improvement. These surveys help us measure customer experience <br />between our talent and recruiters and help identify opportunities for improvement. On a quarterly <br />basis, we also survey our valued customers for feedback on our responsiveness, knowledge of the job <br />and industry we are recruiting for, quality and transparency. We thank you ahead foryour <br />participation. <br />Weekly, or as often as the City allows, specific performance feedback is requested and documented in <br />the employee file and the City file on Helpmates Bullhorn ATS system <br />Upon receiving specific employee feedback, the Helpmates City Team shares this performance <br />feedback as appropriate <br />Based upon the multiple levels of feedback, the Helpmates City staff develop specific action plans to <br />improve upon aurperformance, thus embodying the Helpmates culture of Continuous <br />improvement raid Exceed Expectations <br />4. Helpmates Bull -Time Employee Quality Plan <br />The foundation of our Helpmates' comprehensive Quality Plan are our internal employees, which includes the <br />Helpmates City 'learn. The primary tools involved in this plan include: <br />A comprehensive hiring process <br />Mandatory successful completion and bi-annual recertification of the Certified Staffing <br />Professional (CSP) cettification via the American Staffing Association <br />Ongoing professional development and skills enhancement training <br />Periodic employee performance reviews <br />Suggested annual employee professional resume updates to illustrate the many ways our <br />employees have grown and developed <br />Annual employee surveys geared towards specific and candid feedback re: Helpmates, the <br />workplace, benefits and overall employee satisfaction <br />In conclusion, the four (4) comers of ourquality control plan embrace all aspects of our people <br />business. We believe that our comprehensive quality approach is the catalyst for the superior results we <br />are achieving with our clients, employees and Specialists. <br />RFP No. 23-051 Temporary Staffing Services Page 14 of 18 <br />