Office for National Statistics
PU-17/0317 - Performance Management - User research
0 Incomplete applications
19 Completed applications
16 SME, 3 large
Important dates
- Published
- Wednesday 14 December 2016
- Deadline for asking questions
- Wednesday 21 December 2016 at 11:59pm GMT
- Closing date for applications
- Wednesday 28 December 2016 at 11:59pm GMT
Overview
- Summary of the work
- ONS would expect the supplier to produce evidence-based recommendations as to how to shape the people growth approach as well as highlights of research outcomes that illustrate the user needs discovered in the research.
- Latest start date
- 01/02/2017
- Expected contract length
- Latest completion date of 17/03/2017
- Location
- Wales
- Organisation the work is for
- Office for National Statistics
- Budget range
- N/A
About the work
- Why the work is being done
- ONS needs to understand the drivers, motivation and changes in behaviors of people. To understand what encourages and motivates them to deliver their optimum, how best to develop the new skills and capabilities that ONS needs and how they want an approach to be facilitated and recognised by their managers and leaders. This will allow ONS to set the direction and shape the approach to people growth, development and recognition.
- Problem to be solved
- Our current approach to performance, development and recognition is not getting the best out of our people and supporting the cultural transformation that ONS needs. Current processes are viewed negatively, are time consuming, and do not focus on the development of individual users to be their best. This is our opportunity to develop a new modern approach that is driven by user and organisational needs.
- Who the users are and what they need to do
-
We have approximately 3,500 users who use current systems in a variety of ways (staff, managers, leaders). Users are spread across a number of distinct business areas who operate in very different ways to deliver. The majority are office based across three sites however some (nearly 1,000) are based solely in the field.
We need our users to engage with, own and value their future development and performance to enable the cultural change needed to support transformation. - Early market engagement
- N/A
- Any work that’s already been done
- Initial discovery has included feedback from pay and reward open sessions with staff and at senior leaders meetings.
- Existing team
- The Develop and Perform core team sit within the People & Capability Division and consists of 5 permanent members. The supplier may also interact with members of the Pay & Reward team who are responsible for any supporting recognition schemes.
- Current phase
- Discovery
Work setup
- Address where the work will take place
- ONS Newport
- Working arrangements
- Weekly knowledge sharing with lead researcher
- Security clearance
- Baseline Personal Security Standard
Additional information
- Additional terms and conditions
- N/A
Skills and experience
Buyers will use the essential and nice-to-have skills and experience to help them evaluate suppliers’ technical competence.
- Essential skills and experience
-
- Detailed knowledge and practical experience of planning and delivering a wide range of research methodologies; most specifically workshops, focus groups and one to one depth interviewing - 6
- Strong analytical skills in order to translate research findings into actionable insight and recommendations. - 6
- Experience in secondary research methods such as desk research and trend research in order to understand the business context - 5
- Skilled in report writing and presenting research findings and recommendations to senior decision makers - 4
- Ability to work under pressure and to strict deadlines - 3
- Ability to build rapport and build relationships with a wide range of user types and stakeholders - 2
- Strong communication skills - 2
- Nice-to-have skills and experience
- Experience of working in other government departments - 2
How suppliers will be evaluated
- How many suppliers to evaluate
- 3
- Proposal criteria
-
- Approach to identifying a representative share of users - 8
- Research techniques to be used - 8
- Approach to weekly evidence based feedback to ONS - 8
- How you will deliver within the specified time-frames and manage the risks associated with this - 8
- How your approach meets your organisation’s goal - 8
- Cultural fit criteria
-
- Share knowledge and experience with other team members - 5
- Work collaboratively within our organisation - 5
- Payment approach
- Fixed price
- Assessment methods
-
- Written proposal
- Case study
- Reference
- Evaluation weighting
-
Technical competence
70%Cultural fit
10%Price
20%
Questions asked by suppliers
- 1. Do you have a budget in mind for the project and has this been signed off?
-
We don't have a set budget for the work.
Yes the work has been approved and signed off through our normal internal channels. - 2. Do you have a set budget for the work?
- We don't have a set budget for the work.
- 3. What do you mean by "How your approach meets your organisation’s goal" in the proposal criteria?
- Suppliers will need to demonstrate how their approach meets our organisational goal as outlined in the 'About the work' section. Our overall goal is to understand the drivers, motivation and changes in behaviors of our people to better enable us to set the direction and shape the approach to people growth, development and recognition.