DCWW 2015 - Recruitment Services Procurement

Overview

Dŵr Cymru Cyfyngedig, trading as Dŵr Cymru Welsh Water (DCC), is seeking to establish a Hybrid Managed Service Provider (MSP) Recruitment Framework to support its in-house recruitment function with the provision of temporary, interim, fixed-term contract (FTC) and permanent recruitment services across a range of specialist disciplines. DCC currently operates a combination of in-house direct recruitment and recruitment agency support. The purpose of this procurement is to introduce a Hybrid MSP model that will provide DCC with greater control, visibility and consistency across its external recruitment activity, while retaining access to specialist recruitment expertise where required. The Framework is intended to support enhanced value for money, improved management information and expenditure visibility, robust compliance management, effective management of IR35 and payroll requirements, and a streamlined recruitment and workforce management process. Under the Hybrid MSP model, DCC will retain its in-house recruitment function and overall governance and oversight of its recruitment requirements, while outsourcing defined recruitment and workforce management activities to MSP Suppliers appointed to the Framework. There will be no single lead MSP across the Framework. Instead, MSP Suppliers will be appointed to individual Lots according to their relevant specialist recruitment capability. For requirements referred to the Framework, the relevant MSP Supplier will be responsible, as applicable, for candidate attraction, sourcing, screening and presentation; onboarding and pre-employment compliance activities; operational management of IR35 and other applicable tax and employment compliance requirements; payroll and bill-pay administration; workforce administration; and the provision of management information, expenditure reporting and associated workforce management services. DCC will retain overall oversight of these activities, responsibility for its recruitment strategy and final candidate selection and appointment decisions, and responsibility for monitoring and managing MSP Supplier performance against the Service Levels, KPIs and other requirements established under the Framework. Permanent and FTC recruitment requirements will ordinarily be managed through DCC’s in-house recruitment function in the first instance. Where internal sourcing routes have been exhausted, or where a requirement is particularly specialist, difficult to fill or time-critical, DCC may release the requirement to MSP Suppliers appointed to the relevant Lot. Temporary and interim recruitment requirements may be released to the MSP Suppliers appointed to the relevant Lot according to the nature and specialist requirements of the role. Where more than one MSP Supplier is appointed to a Lot, requirements may be released to capable Suppliers in accordance with the allocation methodology established under the Framework. MSP Suppliers will be responsible for identifying and presenting suitably qualified candidates who meet DCC’s requirements. The Framework is intended to cover the following worker categories: • Temporary Agency Workers – agency workers engaged on a temporary basis, typically paid hourly, to support requirements such as sickness cover, operational demand or specific projects. • Interim Workers – contractors or freelance workers, typically paid on a daily-rate basis, engaged temporarily to support specific business requirements. • Fixed-Term Contract Employees – individuals employed and paid directly by DCC for a defined contractual period, with MSP Suppliers providing candidate-finding services where required. • Permanent Employees – individuals employed and paid directly by DCC on an ongoing basis, with MSP Suppliers providing candidate-finding services where required. The requirement is divided into seven Lots, defined by recruitment specialism. DCC intends to appoint up to three MSP Suppliers to each Lot, providing resilience, competition a