NRF/CORP HRM/48/2022-23: Questions and Answers

NRF/CORP HRM/48/2022-23: Questions and Answers

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Procurement

February 2, 2023

Bid NRF/CORP HRM/48/2022-23: QUESTIONS AND ANSWERS AS AT 31 January 2023. The Committee’s advice included the following with details contained in the recording of the meeting:

No.	Issue/Question	Response Provided
1.	In the Assessments section, there is the request for a 360 degree process, which we are able to deliver, but also an HPCSA registered Psychometric. Having been in the leadership development sector for over 20 years, what we have found incredibly helpful in a leaders development is the use of the Enneagram assessment, which in addition to insight into personality types, also measures Personal Mastery, Neuro Quadrants, and Emotional Resilience. Unfortunately this development assessment is transformational and development focused rather than analytically driven and therefore is not registered by the HPCSA. Please could you indicate if this automatically disqualifies our application.	Proposal to use a non-registered tool may disqualify you since the spec articulates our preference. My recommendation would be that you propose both an HPCSA registered tool (you can consider partnering with assessments providers and outsource this part should you have capacity challenges – assuming this would still align with your coaching methodology if a different tool is used) and an Enneagram as an alternative (and its pros). You proposal must indicate your preference and approach on both clearly indicating that you would be able to offer what the client (us) ultimately chooses.
2.	On page 9 it is stated “The service provider must determine which type of psychometric battery will be appropriate for the cohort.” I have a few questions in this regard as it is difficult to know what assessments will serve the NRF best without first knowing a bit more about the organisation’s leadership aspirations. What are the particular leadership competencies the NRF would like to assess for? What makes these competencies important for the NRF?	We do not have an approved leadership competency framework at this stage however the core ones at this stage are: communication, change management, collaboration, managing self, managing others, managing the organisation, dealing with ambiguity
3.	Do you perhaps have a leadership competency model that you are already using in the NRF? If so, please can you share that with us so that assessments can be selected that align with your preferred model.	Unfortunately no
4.	Are you looking for a full centre assessment battery? I am concerned that this might be prohibitive from a cost perspective.	CPP/CPA or similar coupled with emotional intelligence and assessment of personality derailers could suffice.
5.	Does the NRF already use any psychometric assessments, like the Cognitive Processing Profile (CPP), or any Assessment Thinker exercises during the recruitment process that the successful bidder might have access to, thereby eliminating repetition of assessments.	Yes we use the CPP for selection currently. Some coaching candidates might have valid results some will not have.
6.	Given the desired project outcomes listed on pg 10 (including developing leadership capacity, working with ambiguity and change etc) – I am wondering if a personality and maturity profile, along with a 360 might actually serve the NRFs development needs best, rather than an expensive battery of psychometric assessment?	I will leave this up to you to propose based on the framework that underpins your coaching methodology.
7.	Our coaching offering is online, and we wanted to confirm if this will not disqualify us since we don’t do face-to-face.	You will be disqualified.

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