This Solicitation opportunity from California was posted on March 27, 2026. The submission period has ended. Browse the details below for market research, or find similar active opportunities.

Top

RFP 902714 CLASSIFICATION AND COMPENSATION STUDY FOR DISTRICT ATTORNEY’S OFFICE

Closed

902714State & Local

Submission Closed05/04/2026, 09:00:00 PM UTC

Contract Overview

Solicitation details, issuing organization, response deadlines, documents, and interested companies for this government contract opportunity.

Active Opportunities Like This One

NAICS: 541612

New

SLED

Executive Search Consultant (Higher Education)

James Sprunt Community College

POSTED

DEADLINE

Candidate Evaluation & Selection Services

Bureau Of Human Resources

POSTED

DEADLINE

Actuarial Valuation and Financial AnalysisThis subcontract for the City of Mableton involves providing specialized actuarial valuations and financial analysis for benefit projects. The selected contractor will be responsible for conducting actuarial valuations, assisting with financial reporting compliance, analyzing enrollment and premium assumptions, and performing risk assessments for partially or fully self-funded plans. These tasks require the use of professional actuarial software and financial modeling tools to deliver comprehensive valuation reports and projection models. A critical requirement for this engagement is that the performing professional must hold an Enrolled Actuary certification. The opportunity was posted on October 26, 2026, with a response deadline of November 23, 2026. The work falls under NAICS code 541612 and supports prime contractors managing benefit projects for the city.

POSTED

DEADLINE

Employee Survey and Insight ConsultancyThe Employee Survey and Insight Consultancy is a subcontract opportunity with the British Council focused on the design, administration, and analysis of colleague experience surveys for prime contractors. The selected provider will be responsible for creating survey instruments, analyzing data to uncover organizational trends, and translating these findings into actionable insights for leadership and the People Function. Due to the technical nature of the work, expertise in HR analytics or organizational psychology is required. Key deliverables for this engagement include the final survey designs, comprehensive insight reports, and strategic action-planning recommendations. Interested parties should note that the response deadline is November 23, 2026, and the project falls under NAICS code 541612.

POSTED

DEADLINE

UK_1508- Global colleague experience platform

Solicitation # ocds-h6vhtk-079059

The British Council is seeking a single strategic partner to implement a mature and scalable colleague experience platform and associated services for approximately 8,500 employees across more than 100 countries. Moving beyond simple survey technology, the required solution must integrate listening, insight, and action to help leaders and managers understand and improve the colleague experience at every organizational level. The platform must be flexible enough to support evolving operating models and various approaches to governance and access for leaders, local teams, and People Function colleagues. The contract is valued at an estimated 207,000 GBP including VAT. It features an initial performance period of 12 months starting March 1, 2027, with the option for three additional 12-month extensions, potentially extending the total duration to four years through February 28, 2031. This solicitation is noted as being particularly suitable for small and medium-sized enterprises. Tenders must be submitted in English by November 23, 2026, at 1:00pm.

POSTED

DEADLINE

FAA Safety Culture Assessment

Solicitation # 693KA9-27-FAA_Safety_Culture_Assessment

The Federal Aviation Administration is conducting market research via a Sources Sought notice to identify qualified businesses for a multi-phase Safety Culture Assessment. The objective is to establish a baseline of the agency-wide safety culture, develop an improvement roadmap, and create a structured approach for ongoing monitoring in alignment with FAA Safety Management Order 1030.8. The scope of work includes administering a secure agency-wide climate survey, conducting an environmental scan of existing data, performing qualitative site visits at three to five pilot locations, and coordinating with leadership to translate findings into actionable executive strategies. The anticipated period of performance is 12 to 18 months, with a future award expected to be a Firm Fixed Price contract. Key deliverables include a Safety Culture Assessment Toolkit, a Baseline Results Technical Report, a Recurring Culture Assessment Technical Report with Standard Operating Procedures, and an Improvement Plan Roadmap. The FAA requires vendors to have three to five years of experience in organizational or safety assessments, preferably within federal government or high-hazard industries. Additionally, key personnel must hold advanced degrees in Industrial-Organizational Psychology, Organizational Behavior, or a related behavioral science field. This current phase is for informational purposes to determine the acquisition strategy and whether the procurement will be an unrestricted competition or a set-aside for small businesses, service-disabled veteran-owned small businesses, or 8(a) certified firms. Interested respondents must provide a capability statement and a Rough Order of Magnitude estimate. All survey platforms must ensure data security and privacy in compliance with federal standards, including FedRAMP and Section 508 compliance.

693KA9 Contracting For Services

POSTED

DEADLINE

Workforce Development & Training SpecialistThe Workforce Development and Training Specialist subcontract involves conducting comprehensive workforce capacity assessments for prime contractors working on City of Hartford Department of Health and Human Services projects. The selected specialist will evaluate staffing levels, recruitment pipelines, and retention challenges to create targeted training pathways and leadership development opportunities. Key deliverables for this engagement include a Workforce Capacity Assessment, a Skills Gap Report, and a formal Leadership Development Strategy. Qualified candidates must possess significant expertise in HR strategy and hold a professional certification, specifically SHRM or PHR. This opportunity is managed by the Procurement Services Unit for the City of Hartford in Connecticut. Interested parties must submit their responses by the deadline of November 19, 2026.

Procurement Services Unit Department of City of Hartford

POSTED

DEADLINE

Public Health Workforce Development

Solicitation # 6303

The City of Hartford Department of Health and Human Services is seeking a qualified contractor for solicitation 6303, titled Public Health Workforce Development. The objective is to implement a comprehensive strategic initiative to strengthen organizational capacity, improve service delivery, and expand community impact. The project is structured into four distinct phases: an initial organizational assessment to identify operational gaps, the integration of health equity lenses into policies and programs, a workforce capacity assessment to address recruitment and skill gaps, and the final development of an integrated implementation roadmap by month eight. Key deliverables include a gap analysis report, a workforce development and training plan, and a monitoring and evaluation framework. The selection process is based on a weighted evaluation where experience and qualifications account for 15% and the cost proposal accounts for 15%. The City reserves the right to award the contract based on its best interests rather than price alone. Successful bidders must adhere to strict compliance standards, including providing an equal opportunity affidavit and maintaining required insurance. Preference may be given to City-based SC/MWBE certified small businesses, who may be selected if their bid is within 15% of the lowest bid and they agree to match that price. Payment terms are set at 30 days following the receipt of an acceptable invoice. The response deadline is November 19, 2026, and all communications are managed through the City of Hartford's procurement portal.

Procurement Services Unit Department of City of Hartford

POSTED

DEADLINE

Federal Human Resources (FHR) Retirement Calculator in support of the Department of Energy (DOE), Office of the Chief Human Capital Officer.The Department of Energy, specifically the Office of the Chief Human Capital Officer within the Office of Human Capital Management, is forecasting a requirement for a Federal Human Resources Retirement Calculator. This project falls under NAICS code 541612 and is intended to be a small business set-aside. The work is expected to be performed in Virginia. Economic Systems, Inc. is listed as the incumbent contractor for this effort. Interested parties can find further details through the Department of Energy's public acquisition forecast, though the current small business program manager position is listed as vacant.

Office of Human Capital Management

POSTED

DEADLINE

This new Task Order is to obtain HR Infrastructure Talent Acquisition & Outreach Support Services. Period of performance 02/22/2022 to 02/21/2027 This is a time-and-material task order issued against…The Department of Energy's Office of Human Capital Management has established a time-and-material task order under GSA schedule GS-02F-0156AA to secure HR Infrastructure Talent Acquisition and Outreach Support Services. The contract spans a five-year period of performance from February 22, 2022, to February 21, 2027, with work performed in the District of Columbia. Business Management Associates, Inc. is listed as the incumbent contractor for these services. The scope of work is divided into four primary task areas: program management, hiring support, classification and position management, and recruitment and outreach. This effort is categorized under NAICS code 541612 and is designated as a small business set-aside to enhance the agency's human resources infrastructure and talent acquisition capabilities.

Office of Human Capital Management

POSTED

DEADLINE

MAPSThe Federal Bureau of Investigation, under the Department of Justice, has issued a forecast for a contract titled MAPS. This opportunity falls under NAICS code 541612 and is currently associated with incumbent contractor PDRI. The forecast was posted on October 25, 2026, and lists Robert Thomas Shifflet as the primary point of contact, with Marcia Denise Kirkpatrick serving as the Small Business Specialist. Interested parties can find further information through the Department of Justice contracting opportunities portal.

Federal Bureau Of Investigation

POSTED

DEADLINE

Inclusive Talent Acquisition Strategy

Solicitation # COR26-00271

The City of Regina is seeking qualified consultants under solicitation COR 26-00271 to review, refine, and enhance its draft Inclusive Talent Acquisition Strategy. The selected proponent will be responsible for integrating various corporate initiatives, including the Accessibility Plan, kâ-nâsihcikêwin Indigenous Framework, 2SLGBTQIAP+ Action Plan, and IDEA commitments, into a comprehensive five-year strategy. Key deliverables include strategic recommendations, an implementation roadmap, performance measures, and executive-ready materials to improve workforce planning and inclusive hiring practices. Submissions must be received by the Procurement Branch via email no later than 2:00 p.m. CST on November 12, 2026. The contract is scheduled for an initial term of four months, with an option for the City to extend the agreement for an additional three months under the same terms. This procurement is governed by the Canadian Free Trade Agreement and the New West Partnership Trade Agreement.

City of Regina

POSTED

4 days ago

DEADLINE

in 16 days

AI Contract Overview

The contract calls for a comprehensive classification and compensation study within the District Attorney's Office, aimed at thoroughly reviewing and analyzing the current job classifications and salary structures. The objective is to evaluate whether the existing classifications and compensation align with the County’s organizational needs, market standards, and strategic goals. The study will involve detailed labor market comparisons with comparable jurisdictions such as San Mateo, Contra Costa, Santa Clara counties, as well as the City and County of San Francisco and Marin County. The classification review will assess the accuracy and relevance of 58 different job classifications currently used, covering 411 filled positions out of a total 557 allocated. Positions range from various deputies and inspectors to administrative and specialist roles, ensuring a wide scope for analysis. In addition to the classification review, the compensation study will focus on internal equity and external market competitiveness, noting that no similar studies have been conducted within the last five years. The contractor is expected to provide a data-driven, actionable framework that clearly defines roles and ensures fairness and competitiveness in pay structures relative to comparable Bay Area jurisdictions. The final deliverables should include stakeholder-validated findings and recommendations that support the County’s goals of maintaining an equitable and strategically aligned workforce within the District Attorney's Office. The solicitation for this project is managed by the General Services Agency-Procurement in California, with a response deadline set for early May 2026.

General Info

Comprehensive classification and compensation study for District Attorney's Office job roles and salaries.

Agency

California → General Services Agency-Procurement

NAICS

541612 - Human Resources Consulting Services

Place of Performance

CA, USA

Set-Aside

NONE

Documents

902714_RFP_Classification_Comp_Study_for_DA_.docx

AI Contract Breakdown

Uniform Contract Format

Timeline

PhaseClosed

PostedMar 27

Solicitation

Response DeadlineMay 4

Deadline has passed

Submission Closed

05/04/2026, 09:00:00 PM UTC

Find active opportunities like this

Start your free trial to discover similar active contracts, track opportunities, and build proposals with AI assistance.

Organization & Contact Information

AgencyCalifornia → General Services Agency-Procurement

Contacts1 person available

OfficeOakland, CA, 94612, USA

Organization / AgencyCalifornia → General Services Agency-Procurement

Office AddressOakland, CA, 94612, USA

Contacts

K HandyProcurement and Contracts Specialist II

contact@example.gov

+1 (555) 000-0000

Interested Companies (15)

EulablueKearny, NJ

The Segal GroupChicago, IL

House Strategies GroupTampa, Florida

See All 15 Interested Companies

Start a free trial to view all interested companies, their contact details, and full contractor profiles.

Start Free Trial

Full Description

The classification and compensation study will be a comprehensive review and analysis of the current classification structure and compensation practices within the District Attorney's (DA) Office. The study will evaluate the appropriateness, consistency, and competitiveness of classifications and salaries to ensure they align with the County's organizational needs, labor market standards, and strategic goals. The labor market analysis should include comparisons with San Mateo County, Contra Costa County, Santa Clara County, City and County of San Francisco, and Marin County. The classification study will involve a thorough examination of existing job classifications to determine their accuracy, relevance, and alignment with actual duties performed. In the DA's office, there are 557 total allocated positions of which 411 are currently filled. There are 58 different classifications used in the DA's Office, including the DA. The table below is a report that shows the job classifications to be studied, and the number of employees assigned to each position: Job Classification Employee Count Account Clerk II 1 Accounting Technician 1 Admin Assistant 1 Admin Services Assistant 7 Admin Services Officer 3 Admin Specialist II 3 Application Systems Engineer I 1 Assist Chief of Inspectors 1 Asst DA II-Senior Deputy DA II 3 Asst DA I-Senior Deputy DA I 28 Audio Visual Specialist 1 Captain of Inspectors 1 Chief Asst District Attorney 1 Child Support Supervisor I 1 Clerk I 2 Clerk II 7 Collection Enforcement Deputy I 1 Collection Enforcement Deputy II 2 Crime Analyst 1 Data Input Clerk 1 Departmental HR Officer 1 Deputy District Attorney 118 District Attorney 1 Eligibility Support Clerk 1 Financial Services Officer 2 Forensic Auditor 1 Fund Deve and Grant Specialist 1 Human Resources Technician 2 Info Systems Coordinator 1 Info Systems Manager 1 Info Systems Specialist 1 Info Systems Tech II 2 Inspector I 2 Inspector II 46 Inspector III 7 Investigative Assistant 1 Legal Assistant SAN 10 Legal Secretary 14 Legal Stenographer 7 Lieutenant of Inspectors 4 Management Specialist 4 Mental Health Specialist II 2 Mental Health Specialist III 23 Policy Director 1 Program Administrator II 1 Program Services Coordinator 1 Program Specialist 13 Property and Salv Supervisor 1 Public Assistance Investigator 5 Rehabilitation Counselor I 7 Rehabilitation Counselor II 1 Retired Annuitants 9 Senior Program Specialist 8 Stenographer I 23 Stenographer II 12 Supervising Clerk I 3 Supervising Clerk II 4 Supervising Clerk III 3 Total 411 The compensation study will assess both internal equity and external market competitiveness. The County has not had any prior internal or external compensation studies within the last five years. The Contractor is expected to deliver a comprehensive, data-driven classification and compensation framework for the DA's Office that ensures roles are accurately defined, internally equitable, and externally competitive with comparable Bay Area jurisdictions, supported by actionable recommendations and stakeholder-validated findings.