HomeMy WebLinkAbout8.1 Motion to accept a proposal from InQUEST Consulting, LLC for Diversity, Equity, and Inclusion Services for an amount not to exceed $84,000.IL
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Subject Motion to accept a proposal from InQUEST
Consulting,, for Diversity,,Equity,, and
Inclusion Services for an amount not to excee
$841,000.
Meeting January 18, 2022 - REGULAR MEETING OF THE MOUNT
PROSPECT VILLAGE BOARD -
Fiscal Impact true
Dollar Amount $84,000
Budget Source
Category NEW BUSINESS
Type Action Item
Information
At the Committee of the Whole Meeting on September 28, 2021, Village staff
provided the Board with an update on activities related to diversity, equity and
inclusion. As part of the discussion, staff reported that a request for qualifications
(RFQ) was submitted for a professional consultant to conduct the following:
1. Review Village policies, processes and initiatives we have already
implemented, in order to provide us with an understanding of how we are
positioned to support diversity, equity and inclusion in the workplace and the
community;
Conduct a survey of the community to obtain stakeholder feedback then
assist in plotting a course for review of community initiatives;
2. Provide a written report addressing the following: Identify opportunities for
improvement in our current practices/policies; Provide recommendations for
actions the Village should consider implementing that support the Village's
strategic goal of "Enhancing Mount Prospect Charm/Character: Honoring
History, Heritage, and Diversity, Equity and Inclusion."
3. Present findings to the Village's Leadership Team and the Village Board -
expect one internal meeting with the Leadership Team as a whole, and one
meeting presenting at a Village Board Committee of the Whole meeting, to
present findings.
1
This review would provide staff with an understanding of how the Village is
positioned to support diversity, equity and inclusion both in the workplace and in
the community.
On September 20, 2021, a total of twenty-two (22) RFQ requests were sent and
six (6) proposals were returned by the deadline of October 1, 2021.
• InQUEST Consulting 1 180 N. Stetson Avenue I Chicago, IL 60601
• The Kaleidoscope Group 1 416 W. Ontario Street, C-2 I Chicago, IL 60654
• Holistic 1 200 W. Jackson Blvd #410 1 Chicago, IL 60606
• Envisioning Equity 1 4239 S. King Drive I Chicago, IL 60653
• Loftis Consulting 1 2917 N. Claremont Avenue I Chicago, IL 60618
• The Nova Collective 1 1819 W. Grand Avenue, Ste. 203 1 Chicago, IL 60622
Staff review of all received proposals was conducted by a team consisting of Julie
Kane, Director of Human Services, Heidi Neu, Director of Human Resources, Alex
Bertolucci, Assistant to the Village Manager, Nellie Beckner, Assistant Village
Manager, and Michael Cassady, Village Manager. Each member of the review team
independently assessed the proposals and then met as a group to discuss the
strengths and weaknesses of each proposal. After this discussion, the review team
conducted interviews with the three (3) firms: InQUEST, The Kaleidoscope Group,
and Holistic.
After completing the interviews, the review team unanimously felt staff's
recommendation is to partner with Chicago -based InQUEST.
InQUEST has ten (10) years of experience in the DEI space. They are local and
their services are grounded in common and proven principles and they tailor their
services to an organization's objectives, culture and industry. Clients include but
are not limited to the City of Elgin, US Department of Health & Human Services,
and the Cook County Assessor's Office.
InQUEST's estimate for service was up to and not to exceed the 2022 budgeted
amount of $84,000. During the interview, it was confirmed that this was not a flat
fee; fees are billed incrementally and with a description of services that were
provided. Further, InQUEST noted flexibly to work with the Village if, at any point,
changes were needed to the scope of work. InQUEST also indicated they can work
with a third party survey consultant, such as ETC - the organization that conducts
the Village's Community Survey - to complete the DEI survey if this is desired.
Overall, the Village's review team collectively feels that InQUEST is the best fit for
the Village's to advance the goals of diversity, equity, and inclusion indicated in
the Strategic Plan. Their experience includes municipal government, the proposal
addresses the Village's requests within the scope of work with additional built-in
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flexibility to address future Village needs, and the pricing structure ideal.
InQUEST will be in attendance to present their proposal and to answer specific
questions related to their proposal.
Alternatives
1. Accept proposal from InQUEST Consulting, LLC
2. Action at the discretion of the Village Board
Staff Recommendation
Staff recommends approval of Proposal from InQUEST Consulting, LLC for
Diversity, Equity, and Inclusion Services in an amount not to exceed $84,000.
ATTACHMENTS:
inQUEST DEI Consultant_RFQ Response_2021_10-01.pdf
inQUEST DEI Consultant Qualifications Sheet.pdf
KI
in U E S T
D6ng DEL DifferenQy,
Understanding Your Needs
inQUEST Consulting LLC (inQUEST) is pleased to respond to the Village of Mount Prospect Diversity,
Equity, and Inclusion Consultant REQUEST FOR QUALIFICATIONS.
Based on the RFQ, we understand that at the highest level, the Village of Mount Prospect ("Village")
seeks to contract with a consultant ("Consultant") that has the requisite diversity, equity, and
inclusion (DEI) experience, ability, resources and staffing to complete a DEI review of policies,
processes, and initiatives and provide recommendations to improve such initiatives and further the
Village's strategic goals.
inQUEST is submitting our narrative document to outline our interest in performing the work and
qualifications for collaborating with the Village to provide guidance on expanding policies and
actions regarding DEI. Our narrative document will address our DEI expertise for all four of the core
deliverables outlined in the RFQ:
1. Review Village policies, processes, and initiatives (internally + the community) — 3-P Audit
(Policies, Procedures + Practices)
2. Conduct a survey of the community to obtain stakeholder feedback — Cultural Assessment
3. Provide a written report of opportunities and recommendations for action — Report of
insights and recommendations
4. Present findings to the Village's Leadership Team and Village Board
We understand that the Village's Mayor and Board of Trustees have identified "Diversity, Equity and
Inclusion: Definition, Report and Direction" as a Top Priority Target for Action in the Strategic Plan
Policy Agenda for 2021— 2022. And, that this is aligned with the Strategic Plan Goal of "Enhancing
Mount Prospect Charm/Character: Honoring History, Heritage, and Diversity, Equity and Inclusion."
As such, there is an opportunity to level set through the lens of DEI and to better understand how
DEI policies, processes, and initiatives can impact the Village of Mount Prospect in significant ways —
both internally (with one another) and externally (with your constituents and stakeholders).
5
We believe that inQUEST is uniquely positioned to collaborate with the Village on this important
effort, namely because of:
• Our long track -record and history driving sustainable and meaningful DEI change for our
clients — doing DEI differently is what we do at inQUEST.
• Our DEI strategies, structures ,and platforms that can be uniquely tailored to meet your
objectives — we aren't starting from blank sheets of paper.
• Our commitment to Chicagoland and surrounding communities — we are embedded in and
knowledgeable about local issues. We are headquartered in Chicago, with many of our core
team members living in the community, including the surrounding suburbs such as the
Village of Mount Prospect.
The remainder of this document is intended to showcase how we will design and deliver the most
appropriate, impactful, and engaging solution that meets your needs and requirements and is
organic and flexible rather than prescriptive and formulaic.
Our response is organized according to your RFQ requirements in the following order:
I. Firm summary—including ability, capacity, and skills
II. Team structure
III. Overall approach to complete the scope of work
IV. Prior experience performing similar work and client references
V. Cost Estimate for Services
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III low We I: irb i &iir
We know that each organization is different. That is why our services, while grounded in common
and proven principles, are tailored to each organization's unique situation and objectives. While we
are presenting core program offerings as lead options in the following pages, we fully expect
collaboration and customization to occur. We do not offer cookie -cutter, one -size -fits -all solutions.
BestLAfi� 0°1 it YOU
Creative, realistic, practical
By marrying our Diversity, Equity, and Inclusion (DEI) expertise and knowledge of best practices
with your knowledge of the Village's culture, business objectives, and past successes — together, we
can co -create an exceptional set of solutions that will deliver impactful results.
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I. Firm summary — including ability, capacity, and skills
inQUEST, founded in 2011, is a collective of business and DEI thought leaders. We help individuals,
teams and organizations think, lead, and interact inclusively. Every member of our team has direct
internal business experience in addition to being subject matter experts on a variety of workplace
issues relating to issues of Diversity, Equity & Inclusion (DEI).
The breadth and diversity of our professional experiences uniquely situate us to help clients
holistically and creatively, address their workplace challenges and create improved cultures. We are
a core team of 13, including researchers, (non -practicing) lawyers, communication specialists,
mediators, HR professionals, cultural anthropologists, multimedia designers, social justice activists,
coaches, social workers, and executive leaders with years of experience working with clients in
complex, dynamic environments— in start-ups and large global organizations, as well as in not-for-
profit and community contexts. Additionally, we have a global network of over 75 trainers,
consultants, and subject matter experts developed from almost 25+ years in the DEI space.
We organize our core service offerings into three areas (illustrated below): (1) Strategy & Structure,
(2) Education & Experiences and (3) Bridges & Breakthroughs. Our work includes strategic planning,
policy and practices reviews, communications support, DEI crisis intervention, DEI Council launch
and support, and training and coaching leaders to build internal capability and capacity.
Y 1 Fr�4
STRATEGY & STRUCTURE
00 str(Aegy that's focused
on business results.
r Strategy, planning
and visioning
BRGs, ERG support
and design
4 Culturai assessments
e:w
t C
Ln
TRAINING & EXPERIENCES
Enerqi2ing experiences
that drive cultural clronge.
.+ DEI triining aand design
Leadership development
and coaching
a. Conferences, events wd
keynotes
BRIDGES & BREAKTHROUGHS
When coining together
is ifficsrlt but critic°sal.
Conflict resoa ution and
meeting faacilitatcron
Post• merger aafignrnent
Navigating sensitive and
cornp4ex conversations
inQUEST is a certified LGBTBE (Lesbian, Gay, Bisexual, Transgendered Business Enterprise) as
certified by the NGLCC (National Gay and Lesbian Chamber of Commerce). As such, your
organization may allow inQUEST spend to be tracked directly as a part of your supplier diversity
program. Please visit www.nglcc.org if you require further information. NGLCC Certificate Number:
NGLCC10335.
0
II. Team Structure
To meet the Village's needs as outlined in the RFQ, we have assembled the most appropriate and
experienced internal team to partner with you on this request. At inQUEST, we pride ourselves on
our ability to build meaningful partnerships with our clients. Our approach is focused on gaining a
deep understanding of our clients, who they are, their mission, their goals, their organizational
culture, and how they work and interact. We also start from a place of understanding when it
comes to the Village's unique structure and stakeholders. In sum, this inQUEST team's skills,
background, diversity, and client experience is directly aligned to deliver the most effective audit to
improve and strengthen your DEI initiatives and strategic goals.
Village of Mount Prospect Rlvject Tballmi
y "PlAm,J'
o�
Scott Hoesrn n Kate Webster Tricia Dupilka Chenita Evans
Executive Lead Fngagenveryt Lead Senior Pup, tiver seydar ("fursultant
General Project Day- to, day Project iffif Consultant, Depta Mora Gathering
Gagivering Analysis
OTHER RESOURCES MAY RE ASSIGNED AS NECESSARY
------------------------------------------------------------------------------------------
• Kate Webster, Senior Consultant
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Kate is a strategist and educator with 15+ years' experience designing, implementing, and
assessing capacity -building programs to support the development of more inclusive and
equitable organizations. A TEDx Speaker on navigating difficult conversations ("Quiet Power:
The Key to Speaking Up"), social science researcher, and author on a variety of diversity, equity,
and inclusion (DEI) issues, Kate uses her unique background to inform her methodology as a DEI
and support leaders as they work toward cultivating more equitable and inclusive cultures. She
is a long-term resident of the Village of Forest Park and served as the Chair of the Village
Diversity Council and as a member of the Police and Fire Commission
0
• Chenita Evans, Senior Consultant
)ata C6l1estiiioiii & Aur °4a ysliis
Chenita has 7+ years of experience in research, evaluation, and theory. She has led, and been a
part of, national and state-wide education assessment projects. She draws from this deep
experience to identify data insights that help create inclusive environments in corporate,
community and educational contexts.
• Tricia Dupilka, Senior Partner
°°iurnaur°m II I'Iesoiixir,ces
Tricia's 25+ year career benefits from both internal human resources leadership roles and
consulting, continuously bringing what she has learned to inform the other. She understands
and has deep expertise in coaching, career engagement, and human resource processes,
structure, systems, and culture. Tricia is a certified coach and has an MBA from the University of
Calgary where she wrote her thesis on: Interorganizational Learning: Knowledge Transfer
Between Organizations, which is the foundation of her partnering with clients.
• Scott Hoesman, CEO
Executive Lead
Scott's career spans 25+ years covering a variety of leadership roles in sales, operations, and
corporate strategic planning. Scott has deep subject matter expertise in disability and LGBT
workplace inclusion initiatives and is an expert in Visioning & Strategy, DEI, People Strategy and
Organizational Development. He is the resident DEI strategy guru at inQUEST.
10
III. Overall Approach to Complete the Scope of Work
Based on our understanding, we envision our support to fall into two general categories: Current
State Assessment and Ad-hoc Consulting. Below are our initial thoughts on how we would help the
Village establish a measure of the current state of the culture as it exists today, which can then be used
as a baseline against which future progress can be measured.
1. Current State Assessment
a. 3-P Audit (Policies, Procedures, and Practices) to review polices, processes and
initiatives the Village has already implemented and provide the Village with an
understanding of how you are positioned to support DEI in the workplace and
community.
b. Cultural Assessment to conduct a survey of the community to obtain stakeholder
feedback and assist in a course for review of community initiatives.
2. Ad-hoc Consultation. inQUEST will provide general consulting, coaching calls, communications
support, and strategic thought partnership as needed.
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Validating that your key Policies, Procedures, and Practices (3Ps) align with and support your vision
of a diverse and inclusive culture is an essential piece in understanding your overall cultural climate.
If you answer "yes" to one, or more, of the following questions, chances are that you could greatly
benefit from additional information to better understand your cultural climate and how HR and
related processes are impacting it:
Do you know if your HR practices and processes consistently demonstrate the valuing of
individual differences and promote inclusion?
Do you know the impact of all practices and processes on all your demographic groups?
Do you know how well the current practices and processes are followed and/or enforced
by your HR practitioners with all demographic groups?
� Do you know if your practices and processes are aligned with your organizational values
and your diversity, equity, and inclusion goals and objectives?
� Do you need additional ways to measure the effectiveness of your current diversity and
inclusion efforts?
11
Conducting a 3-P Audit to evaluate your culture through the lens of diversity, equity, and inclusion
is a critical step in identifying a cornerstone of your organization's culture. It provides insight into
"real life," day-to-day people practices to provide a broad view of how HR and related policies,
procedures, and practices support, and possibly do not support, the goals of creating greater
diversity, equity, and inclusion within an organization. This information would then be used to
assess opportunities for improving work processes and practices that affect the employee
experience.
A 3-P Audit includes an independent review of HR manuals, policies, and published information and
may also include individual interviews or focus groups with key HR practitioners, business leaders
and those responsible outside of HR for implementing said efforts, at various locations and within
different departments, to help us determine the level of alignment (or misalignment) of practices
and perspectives.
Advarit:ages of a 3,...i'. Audit
Identify the specific HR and related functions that support (in intent and in practice) the
valuing of diversity, equity, and inclusion.
• Gain understanding of key indicators for the assessment of your overall cultural climate.
• Identify additional information upon which to build or refine a comprehensive diversity
plan, establish metrics as well as develop next steps for addressing issues that surface from
your own unique culture.
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a. Request for Existing Relevant Data (including but not limited to:
+ Demographics (i.e., applicants, hires, promotions, turnover, by level, etc.)
+ Business Objectives
+ Written Policies
+ Posting Procedures
+ Termination and Leave Procedures
+ Other Related HR Processes
12
b. Conduct HR, Leader and Stakeholder Focus Groups and Interviews:
May include 1:1 interviews and focus groups to determine actual organizational practices
c. Issue Findings Report:
The final product or deliverable of a 3-P Audit is to provide centralized themes that apply to the
various functional areas and the specific information that support those themes. Themes are
organized by sections and may include:
• Policies & Procedures (including Benefits)
• Sourcing and Selection
• Employee Relations/Work Environment
• Performance Management and EEO
• Training & Development
• HRIS
The report typically includes opinions and supporting quotes from HR practitioners and key leaders
as well as observations from inQUEST (which will be specifically noted as inQUEST).
Recommendations represent focal areas to continue organizational conversations and should be
considered in conjunction with recommendations from other data collected (i.e., employee
roundtables, survey results, etc.).
' ' C�mu'tiflll uuiiii����4111 Assessiiii����
Running parallel or after the 3-P Audit, conducting some form of an assessment to evaluate the
organization's current climate with regards to diversity, equity, and inclusion is a critical step in
identifying and understanding the individual and systematic strengths and opportunities at all levels
of the organization.
The goal of assessments is to ensure that the efforts of the leadership team, Project Team, HR, and
all other key stakeholders have the desired impact on the culture. It is essential to establish a
measure of the culture as it exists today, which can then be used as a baseline against which future
progress can be measured.
13
The expected outcomes of an analysis may be, but not limited to the:
• Identification of the various impacts of DEI upon the culture and the ability to develop,
attract and retain diverse talent at all levels of the organization.
• Identification of leadership practices and systemic issues that support or impede the
organization's effective utilization of women, underrepresented groups, and other diverse
groups.
• Identification of information upon which to build a comprehensive diversity plan, as well as
develop next steps for dealing with issues that arise from specific dimensions of difference
The typical organizational assessment/cultural analysis steps are as follows:
a. Kick -Off Meeting & Initial Data Review — Request and analyze relevant data for the project
(i.e. demographics, exit interviews, public data/news reports, social media/Glassdoor,
complaints, etc.) and conduct an initial Kick -Off Meeting with the Core Project Team during
which we will:
L Continue building and strengthening relationships;
ii. Identify partnership expectations and ways of working; and
iii. finalize scope, approaches, key deliverables, timelines, and resources.
b. Design Assess Instruments in Partnership with Organization's Core Project Team — create
and survey and focus group/interview questions based on specific areas of focus, gaps in
current data/plans and insights from data review.
c. Conduct Assessment
• Administer Survey(s) — Surveys will help gather feedback on strengths and
opportunities for improvement regarding organizational functions, processes, culture
and other people initiatives and programs. Surveys are online and consist of
approximately 15 quantitative questions and will likely have two or three open-ended
14
questions. In addition to a possibly conducting an employee survey, The Village has also
requested includes has requested a survey of the community to obtain stakeholder
feedback to assist in the development or refinement of community initiatives.
• Conduct Interviews & Focus Groups — Conduct interviews and focus groups with up to
25% of the employee population to gather specific information on the outlined key
focus areas. In order to conduct effective, in-person focus groups, inQUEST limits the
number of participants to twelve (12) employees per session. Each focus session will last
for approximately two hours. Whenever possible, we conduct focus groups in
intentional groupings (e.g. same gender, same ethnic/racial group, similar tenure, same
function, location and role, etc.). Determining the right groupings can help ensure an
open, candid discussion environment in each focus group. This approach also allows us
to compare and contrast how the various groups perceive the climate. Themes that
transcend each group are highlighted to illustrate key components of the culture that all
groups assess similarly. Group -specific themes allow us to understand the unique and
textured ways in which various members of the organization experience the culture.
d. Summarize Findings - A comprehensive findings and recommendation report will be
developed and shared with your organization's Core Project Team, leadership, and/or key
stakeholders. Key components of the report will include key findings with supporting facts, a
high-level comparison of your organization to best practice organizations, recommended
solutions, and next steps.
e. Share Findings and Identify Next Steps —We will facilitate a session to share the findings,
inQUEST recommendations and next steps with your leadership and/or key stakeholders.
Findings from the assessment may identify additional short and long-term cultural needs
and organizational opportunities for the organization that may require additional inQUEST
consultation and support. This option can be explored as the project unfolds.
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Village of Mount Prospect Assessment Process Overview
inQUEST will follow the basic process outlined below (for all data collection processes) in an
effort to ensure an effective overall assessment. Areas that require direct The Village (business,
Project Team, and/or HR) involvement are bolded and underlined. All other steps in this
process are handled by inQUEST.
1. PLANNING AND COMMUNICTION
o Conceptualize the assessment(s)
o Determine respondents/participants
o Develop research questions
o Determine logistical arrangements
o Design invitation and communication approach
o Implement invitation and communication approach
2. DATA COLLECTION
o Determine data collection method(s)
o Conduct or implement data collection method(s)
o Track and monitor progress
3. ANALYSIS AND REPORTING
o Review and analyze all collected data
o Provide recommendations for consideration
o Prepare Summary Report
4. EXECUTIVE LEVEL FINDINGS REVIEW SESSION
o Design session
o Support facilitating session to present Findings Report and Recommendations
i [
IV. Prior Experience Performing Similar Work
inQUEST is a Chicago -based firm that does DEI differently. All our products and services are
designed to facilitate culture change broadly and specifically surrounding DEI efforts. Over its 10
years, the firm has provided a myriad of solutions to various local government clients in Illinois and
outside. Such clients include the Illinois Cook County Assessor's Office (leadership inclusion
training), the City of Elgin (DEI engagement, assessment, and community building), Illinois Federal
Reserve Bank of Richmond (senior leadership inclusion training), Office of Children and Family
Services, Frederick County, Maryland (all staff unconscious bias training), National Credit Union
Administration (manager DEI training), and U.S. Department of Health & Human Services,
Administration of Children & Office of Diversity Management and Equal Employment Opportunity
(all staff training — microaggressions).
We also have specific experience engaging the public in the development of a diversity, equity, and
inclusion plan. In partnership with the Quad County Urban League, an affiliate of the National
Urban League, we engaged 60+ community stakeholders, from DuPage, Kane, Will and Kendall
counties, in a safe dialogue about the state of the community in 2016. The participants were from a
variety of groups and included residents, students, elected officials, foundations, and
representatives from the faith -based community. Following the community discussion, the broader
community had an opportunity to have a deeper discussion (using a "world -cafe" approach) on the
identified topics and develop key actions to drive impactful change in the communities the QCUL
serves.
Additionally, inQUEST's leadership was involved in a robust community DEI planning process with
the Fort Wayne Community Schools. This broad effort included conducting an assessment with
students, faculty, administration, parents, and the community to develop a comprehensive long-
range DEI roadmap.
Below, we have highlighted recent client engagements that are similar in nature and/or size to
the Village of Mount Prospect RFQ request.
Embarc: Embarc is a Chicago -based non-profit organization serving youth of all backgrounds—
through education support services. Recently, inQUEST conducted an assessment to (1) critically
evaluate the organization's mindsets, practices and beliefs, (2) assess its products and services to
see if they are racist, not racist, or anti -racist in respect to all stakeholders, (3) evaluate its internal
systems and practices to see if they are supporting racism or dismantling it and (4) improve its
partner connections in a way that supports collaboration with other businesses and organizations
who intentionally work to break down systemic barriers for BIPOC.
17
International Fellowship of Christians and Jews: inQUEST is currently supporting the International
Fellowship of Christians & Jews, Inc. in conducting an assessment and developing a DEI strategic
plan. The ultimate goals are to help strengthen and unite the global organization, retain high -
performing staff, and continue the organization's transformation to a more diverse and inclusive
culture.
Ipas: inQUEST recently partnered with the global health care nonprofit to conduct an Equity Review
of its policies, practices, procedures, and culture. The organization was seeking to proactively
understand the ways in which its organization may uphold and perpetuate white supremacy
through its programming, policies, and workplace culture. The assessment including understanding
the structures of privilege within its organization, how racial stereotypes may unconsciously guide
its practices and decisions, and the level of inclusivity within the organization.
L1 e f I' Ilf"' ";I IInii C S
Per the Village's request, below is contact information for verifiable client references.
Reference 1:
Contact: Kevin Strowder
Embarc
Phone: (312) 350-1624
Email: kstrowder@embarchicago.org
Reference 2:
Contact: Camille Zimmerman
I pas
Phone: (919) 442-0083
Email: zimmermanc@ipas.org
Reference 4:
Contact: Annette Moore, Chief Administrative Officer
Cook County Assessor's Office
Phone: (312) 603-7514
Email: AMoore@cookcountyassessor.com
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V. Estimate for Cost Services
This is a time and materials agreement, meaning The Village is only invoiced for services agreed to and
performed as outlined in the below table. The table outlines the deliverables and estimated fee
parameters for all associated work known at this time.
SERVICEs/DELIVERABLES
TIMING
ESTIMATED
1. Engagement Launch/Kick-off Meeting
FEES
a. Design and co -facilitation (three inQUEST team members) of an up to
Up to 18
Up to and not to
2 -hour kick-off meeting with the Village to:
hours
exceed $9,000
• Ensure alignment around partnership and project outcomes, roles,
and responsibilities;
• Identify key stakeholders (project team, key stakeholders, senior
leaders, etc.);
b. Request and review existing organizational data, as appropriate
c. Determine high-level milestones and project plan and clarify next
steps.
2. Current State Assessment
a. Assessment Planning and Design: 20 to 25 hours for project plan
Up to 130
Up to and not to
development, invitation planning, design of assessment instruments,
hours
exceed $62,500
etc.
b. Data Gathering: 40 to 50 hours for data collection. May include a
(Blended rate:
combination of survey, focus groups, interviews, and/or observation
50 hours Senior
days.
Partner, 50
c. Data Review and Analysis: 20 to 25 hours for the review and analysis of
hours Senior
all collected data.
Consultant and
d. Develop and Present Recommendations: Design and facilitation of %
25 hours CEO)
day session to review recommendations, determine priorities and next
steps with The Village leadership, project team, and key stakeholders.
(up to 30 hours)
3. General Thought Partnership and Consulting
0 to 20
Up to and not to
a. Ad-hoc consultation as needed. Up to 20 hours of general consulting,
hours
exceed $12,500
communications support, etc. with either senior or executive level
consultant.
TOTAL ESTIMATED FEES
. to 168
hours
Up to and not to
exceed
$84,000*
*This proposal and estimated fees are valid for a 90 -day period.
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Professional Services Arrangement
iwa(PII: ..I.. Standard ConstdkIing l: ee
Below is a table that represents inQUEST's standard consulting services and corresponding fees.
These fees would be applied to any support inQUEST would provide for implementation of
recommendations in the report.
Role Types of Activities
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)esigii d':� e� iid:lion, II.Wclllivery, e'tu,:`:.
Ill giiii,iils ':III' tive/ WA (linnli,b m' i Iin'ia e 4s il,ire,anlld1in,
iii°apl i�iic Sulllpllpoii�l 3gi sil'ks �° oord�naV uoin, gi alliahic i de s�gia„ etc,
For work conducted outside the scope, we are in agreement that a time and materials arrangement
is the most effective approach. Hourly and daily rates are based upon the inQUEST Standard
Consulting Fees shown in table above. This means that outside of the work described above, you
will engage us when and how you need us, and we will obviously only perform services at your
request. Should activities and/or deliverables surface that go beyond this general arrangement, we
will be pleased to offer an additional specific Proposal as appropriate to supplement or follow this
document.
Terms and Conditions
r1=.xII..LI�I I I�11'!�rlDw li.
inQUEST will assume that all information, assumptions, representations and data that you supply are
accurate and complete. We are not responsible for the independent verification of required
information. Problems with information quality and/or delays in providing such information may result
in a delay in the project delivery date or additional fees.
1S 1: C z lr:: l ),4 K V°G,.a f.:�.,1 ..1..
The work product provided to you under this agreement by inQUEST employees is intended solely for
the use of your internal management and is not intended to be used by outside parties without our prior
consent. inQUEST will add your organization's name to our client list upon completion of this project.
I N I f ; f: I"i,.JAP;� P� : IX:
inQUEST retains exclusive rights to the intellectual capital such as methodologies, know-how, models,
proprietary tools, processes and any graphic or digitized representation of these now possessed, or
subsequently developed, by inQUEST.
Each party agrees that it will not disclose to any third parties any confidential or proprietary information
obtained during the course of our work about the business of the other party, except as required by law,
or reasonably necessary to perform the services under this agreement. This does not apply to
information that is or becomes publicly available through no fault of the other party.
a..�"��II �.: I ; i IDI�1 C'�D1 :( Y
All sessions are to be scheduled in a timely and reasonable manner. There will be no fee for any session
cancellations and/or changes that occur prior to 30 days of the scheduled session. A 50% cancellation
fee will be assessed on those sessions that are cancelled and/or rescheduled between 15 and 29 days of
the scheduled session. A 100% cancellation fee will be assessed on those sessions that are cancelled
and/or rescheduled between 0 and 14 days of the scheduled session.
DINHHNAf IDIN N' JD IMOD ICAI :O[NI
Either party may terminate this engagement at any time with 30 days' written notice. In the event of
termination of this agreement, you will be billed for services performed and out-of-pocket expenses
incurred by inQUEST though the date of the termination.
The terms of this engagement may only be amended by the written agreement of both parties.
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17C 1NNS ,° A N l.) 1NCCU C: I I G
Out-of-pocket expenses for this project, such as travel (airfare, hotel, ground transportation, parking,
tolls, mileage, etc.), materials reproduction or other related services will be billed at actual cost on a
monthly basis.
Service fees and out-of-pocket expenses will be billed monthly within the first 10 business days of the
next month. All onsite client activity that requires air travel will be billed at full-day rates, or as
otherwise indicated as the per session fees in the Proposal fee table.
Payment of our invoices is due within 30 days of receipt or may be subject to a 10% late payment
penalty.
Payment by credit card will incur a 3% processing fee.
Client online processing or electronic transaction fees related to invoicing or payments, including client
portal service fees, will be charged back to the client.
ACCI IP I.AILICCI
This engagement letter represents the entire agreement between The Village of Mount Prospect and
inQUEST Consulting LLC with respect to this engagement and the terms of our relationship. It
supersedes all other oral and written representations, understandings or agreements relating to this
engagement. Please indicate your acceptance of this agreement by signing in the space provided below
and returning a copy of this engagement letter to us.
11III..LAGE OF II° NOUI'^ T PRCCSP ( ..11..
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VILLAGE OF MOUNT PROSPECT REQUEST FOR QUALIFICATIONS:
DIVERSITY, EQUITY AND INCLUSION CONSULTANT
Village of Mount Prospect DUE DATE: October 1, 2021
50 South Emerson Street
Mount Prospect, IL 60056
Attn: Heidi Neu
SUBMIT QUALIFICATIONS BY EMAIL TO: hneu@mountprospect.org
REQUEST FOR QUALIFICATIONS RESPONSE
Company Name: inQUEST Consulting LLC
Respondent (Contact) Name: Danata Andrews, Operations Manager
Contact Email Address: danata@inquestconsulting.com
Address: 180 N. Stetson Avenue
City, State, Zip Code: Chicago, IL 60601
QUALIFICATIONS FOR: Diversity, Equity and Inclusion evaluation, per the specifications herein.
Estimate for Services Not -To -Exceed
$84,000
$84,000
Any and all exceptions to these specifications MUST be clearly and completely stated in writing on the qualifications sheet.
Attach additional pages if necessary. NOTE TO RESPONDENTS: Please be advised that any exceptions to these specifications
may cause disqualification.
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