Extended description of capabilities of Vitaver & Associates Inc. (dba Vitaver Staffing).

1. 2.2 Respondent’s Proposed Solution
Thanks to our 23-year tested methodology and skilled resources, we guarantee the highest level of
professional/consulting services and a tested staff augmentation plan to satisfy the needs of all our customers.
1. When Vitaver Staffing accepts a new SOW from the customer, when the customer is available, our
account executive complements the SOW data with an interview with the customer’s stakeholders to
gather additional information and informal guidelines that may not have been included in the document
due to a lack of time, space, etc.
2. The assigned recruiting team will learn and familiarize itself with the needs, culture and environment of
the customer. Further, the team will learn the priority and importance of the role, function area and project
that will involve our resource, so we can better meet the needs of the customer, inform the candidates,
show the benefits of working for/with the customer, etc.
3. Customer’s SOW/job description/requirement is assigned to a specialized recruiting team focused on the
functional area for the customer’s specific requirements. Our team will thoroughly review the customer’s
needs, identify sources to be tapped (both active and passive candidates), identify additional resources
to conduct a successful hire and assign responsibilities and milestones.
4. Vitaver Staffing accepts the requirement and our recruiters start an immediate 24/7 search through:
• Our existing database built over the past 23 years with professionals that scored outstanding and
excellent on customers’ reviews in previous/present soon-to-end assignments (over 680,000
candidates).
• Referrals by our employees and contractors, when they are able to provide us with a detailed
history of the candidate’s track record, names of past supervisors, etc. to tap passive candidates.
• Our extensive online community built by the social media department, including our blog and
participation in LinkedIn, Facebook, Twitter, Google+, etc.
• Online job bank subscriptions: Monster, CareerBuilder, Dice, LinkedIn, and dozens of niche
databases.
• Immediate ads on our own careers page, network of our own niche websites, job broadcasters
such as Indeed, online job banks, blogs and social media to obtain replies within minutes.
5. Vitaver Staffing will respond within forty-eight (48) hours to the customer’s SOW/RFQ (unless a longer
time is specified at customer’s discretion) by submitting a complete profile of a qualified candidate to fill
that position.
6. The efficient support that our temporary employees and consultants get from Vitaver recruiting team,
account executives, HR and accounting departments makes for a high percentage of project/temporary
assignment completion, far above the industry average. Need for a replacement mid-assignment has
been rare in our experience, and our customer surveys consistently show high evaluations.
Vitaver & Associates Inc.’s Employment Screening Processes
1. Employment standards include but not limited to the following:
• Treat each customer’s assignment as a unique opportunity and start the search from scratch to
find the talent with a proven track record of required experience in a similar environment, who are
willing and committed to cooperate with the customer throughout the whole duration of the
project/assignment and till its successful completion on time and within budget.
• Candidate’s experience must be supported by resume, education degree, relevant certifications
and reference checks.
• As a standard practice, Vitaver Staffing conducts situational interviews to determine if the
candidate is a good match for the customer’s environment by observing candidate’s true nature
and reaction in response to actual events during such interview vs. typical answers to standard
behavioral interview questions.

2. • Ensure that the candidate is ready to commit to successful completion of the customer’s project
by offering him/her to participate in our Successful Completion Bonus Retention Program.
• Each candidate is asked to acknowledge their consent to allow Vitaver Staffing to be the only
agency representing them for a specific position with a certain customer to avoid duplicate
submissions to our customers.
• Run detailed employment verification, reference check, background check, driving license and
driving records check, fingerprinting and credit check (per customers’ request) and drug-
screening test prior to clearing the resource to start on the customer’s site.
• Verify temporary employee’s or consultant’s onboarding documentation, including his/her
personal identification documents, driving license, credentials, certifications, work authorization,
e-verify process, etc.
• Train temporary employees on internal policies and procedures, which include the Code of
Conduct and Workplace Safety policy, Anti-Discrimination and Sexual Harassment policies;
Information Security policy, standard policy on Internet access and use; grievance procedure;
non-disclosure agreement; documentation requirements of work performed, reporting
requirements, and performance evaluation processes, etc.
• Monitor the performance of our temporary employees and customer satisfaction with their work
throughout the duration of assignment, by means of surveys, progress reports, individual
conversation with the direct supervisors and consultants, etc. Proactively remedy any
performance issues.
• In all described above steps Vitaver Staffing does not discriminate on the basis of age, race,
gender, disability, sex, religion or national origin. We are an equal opportunity employer and
compliant with the EEOC Law.
2. Validation of education
The verification of education process is an important part of a quality pre-employment background check.
Our education verification services contact universities, colleges, vocational schools, certifying
organizations, etc. to verify dates of attendance and graduation, degrees or certifications obtained,
majors studied, GPA, and honors received.
3. Fit of resume to job title description
When analyzing each resume and before taking it to the initial phone screen stage, Vitaver Staffing
recruiter thoroughly studies the resume to determine the following:
• Strong experience with the required and preferred technologies, processes and procedures.
• Time that the candidate spent on developing the skill as required by customer.
• Relevance of candidate’s previous work experience to the assignment description in the
customer’s RFQ/SOW.
• Required education degrees and/or certifications.
The resume submitted to our customer is always the original and unedited version as presented by the
candidate. We do not ‘dress up’ or customize the resume to fit the job and submit only those resumes
that are consistent with the customer’s requirements. The candidate’s resume is also a sample of a
candidate’s communication and presentation skills.
4. Interviews and interview criteria
A subject-matter expert conducts an in-depth evaluation of each candidate and reviews relevant samples
of work, if applicable, in order to determine:
• Accuracy of certifications, experience, and knowledge presented in the resume.
• Working knowledge of a particular area of expertise.
• Candidate’s problem-solving skills.
• Other requirements as stated in the customer’s RFQ/SOW.
The responsible recruiter prepares a profile (submittal) that includes the candidate’s skill matrix
demonstrating the required and preferred skills, indicating at glance:
• Skill level on a scale of 1 to 5 (highest).

3. • Years of experience with the skill.
• Past project/opportunity when the skill was last utilized.
• Candidate’s relevant industry experience.
• Candidate’s education and certifications.
5. Reference checks
We gather at the minimum of two references of candidate’s previous direct supervisors to verify
candidate’s past relevant work experience. The questions asked are open-ended and are mainly targeted
at evaluating candidate’s expertise as it would relate and be beneficial to our customer’s
project/assignment.
The reference forms then submitted to our customer include the unedited verbatim comments and
feedback obtained from the candidate’s past direct supervisors.
6. Employment verification
The skills and experience that Vitaver staff evaluates during the steps described above is also verified.
Vitaver Staffing conducts employment verification on each submitted candidate by contacting the HR
departments of the past 4 (four) employers and confirming candidate’s dates of employment, the position
held and eligibility for re-hire.
7. Fingerprinting
Vitaver Staffing understands that fingerprinting is a mandatory requirement for contractors under FDFS
RFP RLHR-9999-16014. All our temporary employees prior to starting their assignment at the FDFS site
will fingerprint through FDFS approved vendor, MorphoTrust USA, formerly L-1 Enrollment.
Fingerprinting results will then be electronically submitted from FDLE to FDFS.
8. Background check and motor vehicle license verification
Vitaver & Associates, Inc. conducts thorough criminal background check:
• County by county check on court records for all locations where the candidate resided during the
past 10 years.
• Federal court records.
As requested by the customer, Vitaver & Associates Inc. conducts a motor vehicle license verification
and driving record check. In order to do so, we will obtain from the candidate completed and signed
Requester Release and Affidavit of Intent Use form and conduct motor vehicle license verification via the
authorized agency of the state in question.
9. E-Verify process
As a part of our onboarding procedure Vitaver Staffing conducts E-Verify process on every temporary
employee. The E-Verify process begins with a completed form I-9, Employment Eligibility Verification.
Then Vitaver HR manager creates a case in E-Verify using the information from the form I-9.
After information is entered into E-Verify, a case result is provided. Case results can be initial, interim or
final. Every case must reach a final case result before it can be closed. We complete the E-verify process
on every employee and ensure that they are employment authorized. Results are stored and
administered by our trained HR manager.
10. Vitaver operational reliance formula
The team consists of three account executives, HR manager, two accounting specialists, staffing
manager, 20 recruiters and sourcers. The team’s efforts and compliance with all requirements and
processes of the contract are supervised by president and CEO.
Vitaver Staffing recruiters and sourcers are full-time resources, and are fully equipped to respond to all
RFQs and SOWs from the customers as frequently as they are issued. Our recruiters take an extensive
and comprehensive 120-hour sourcing/recruiting training course, developed and conducted by corporate
team leaders and corporate trainers, which covers each customers’ processes and procedures, their
unique environment, technologies, preferences and sourcing processes.
Regardless of the deadline assigned by the customer, Vitaver Staffing ensures that we are ready to
submit our top candidates within 72 hours after the RFQ/SOW is issued.
Three Vitaver Staffing recruiting team leaders (with over 3-years tenure each) and Vitaver Staffing
manager (with over 7-year tenure) ensure quality control of each proposed profile and select only the

4. resumes that meet and exceed required skillset and possess relevant industry experience and the soft
skills that would benefit our customers. Only the top few qualified candidates whose certifications, skills
and background have been thoroughly verified are forwarded to our customers for review.
Customers throughout the State of Florida receive full support from three assigned account executives
in person, via emails, over the phone or via any other preferred means of communication. Vitaver Staffing
account executives conduct scheduled visits to ensure that our resources are performing to meet and
exceed customers’ expectations.
Vitaver Staffing administration team, which consists of two accounting specialists, HR manager and
training manager are dedicated to ensure accuracy and speed in the purchase order processing, payroll
of all our temporary personnel, invoicing, and onboarding/offboarding procedures.
Every temporary employee assigned to work on customer’s site attests his/her acceptance of the work
assignment and commitment to customer’s assignment in the following executed documentation:
• The customer’s SOW: the candidate is required to sign a copy of the SOW that will become part
of his/her contract, attesting to his/her ability and willingness to perform that SOW with certainty.
This important document becomes an integral part of the candidate’s employment agreement.
• Standard Agreement: this document establishes the remuneration, working conditions,
termination clauses, responsibilities and duties including the responsibility to stay on the job until
the project is finished, survivability of certain obligations (i.e. NDA), property return policy, security
policy, non-use of the customer’s resources for personal needs, copyright, and patent protection
of any inventions for the customer, creation, etc.
• Vitaver Staffing Standard Code of Conduct and Workplace Safety policy.
11. Remedying staff performance issues
Performance measurement and reporting
Vitaver Staffing utilizes an efficient internal reporting system to monitor temporary employees’
performance, the quality and quantity of the hours delivered throughout the entire assignment with the
customer, and the customer’s satisfaction with Vitaver Staffing’s services.
The assigned account executive conducts regularly scheduled employee performance evaluations and
customer satisfaction interviews throughout the duration of each assignment by means of direct
conversations with the stakeholders as well as open and anonymous surveys to detect any possible
issues and ensure the best quality services are being delivered to the customer to help the assignment
stay on time and budget.
In case of any issues, our local assigned account executive will meet with the customer immediately to
discuss the issue and take necessary corrective action.
Guarantee
Vitaver Staffing guarantees that the assigned temporary employees that Vitaver Staffing recruits and
assigns to customer possess the qualifications the customer requested and are fully capable of
completing the assigned tasks and deliverables on time. If customer finds that the qualifications or general
work-related behavior of Vitaver Staffing’s employee do not match their expectations and lets Vitaver
Staffing know within 32 work hours, Vitaver Staffing will not charge for the first 32 hours of the assignment
and will make reasonable efforts to replace the temporary employee immediately.
If our customer is not satisfied with quality and quantity of Vitaver Staffing temporary employees’ services
at any time throughout the assignment duration, they simply do not sign the timesheet for these hours.
Vitaver Staffing will not charge the customer for such hours and will immediately act on correcting the
deficiency in the performance of the contract by offering a replacement candidate.
Replacement
Should there be a need, Vitaver Staffing will replace the temporary employee whose work does not meet
the requirements and customer-defined specifications immediately (within 48 hours maximum) with a
suitable candidate based on the feedback received from customer and will comply fully with customer’s
replacement terms and conditions.