ISSI follows a pre-tested staff management process to staff many of our service contracts, and that practice consists of the following five elements: staff planning, staff acquisition, staff training, staff tracking, and staff transition.

Our structured strategic approach provides ISSI's clients with a candid and reliable experience, through the establishment of key accounts and making investments up-front-this is done by committing dedicated staff to manage the account. While remaining focused on the clients' organization, culture, processes, and technical environment, ISSI has been able to deliver quality services custom-made to each client's needs in a cost effective and streamlined manner.

Minimizing time and effort involved in managing contractor staff, ISSI assumes full administrative responsibility for handling the client's consultants through continuous communication, collaboration and reporting, as this enhances the client's visibility and regulates the flow of contractor vendors.

Staff Planning

Our systematic process helps ensure that our clients have the right number of people with the appropriate skill sets to fulfill business needs.

Staff Tracking

The project manager and any designated functional managers handle the process of dealing with day-to-day activities.

Staff Transition

Job shadowing is performed for at least one week prior to the time of when a staff member is transitioning off any particular project.

Staff Acquisition

Our recruiting team that features five technical recruiters work with clients in over 20 U.S. markets. They are networked to a database of over 50,000 resumes. ISSI's recruiting methodologies such as relationship building, communication, and training are paramount in its consultant/employee retention and organizational growth. Our advanced CBT program allows our consultants to obtain new skills while remaining employed and also utilize advanced Internet search capabilities to precisely recruit only the best and most qualified candidates for our clients.

Direct Hire Acquisition

Any project will be staffed with minimum 55% of our employees. All position descriptions and minimum qualifications will be prepared and processed through the normal human resources channels. The project manager coordinates with the client and ISSI human resources to determine the appropriate staff classification, advertise the position, schedule interviews, and select the staff. We allow a 15 day timeline for acquisition of fulltime staff and follow a standard interview process to meet the FLSA & EEO compliance. We also allow one week of time for background verification. Staff can be acquired through other methods such as temporary redirection or reorganization.

Consultant Acquisition

Consultants will be utilized on the project when state staff does not possess the necessary qualifications for specific focus areas or when the services need to be attended to urgently or on a temporary basis. The process for acquiring consulting contractors is directed by the project manager. This process starts with the development of the statement of work (SoW) while determining the minimum and desired qualifications. The project's contract manager will coordinate with the project manager to select the best fit candidate or choose a company to solicit proposals from the sub-contracting community, coordinate the proposal or offer reviews, schedule vendor interviews, and participate in the final vendor/candidate selection.

When new staff joins the project, the project manager and the functional lead provides an orientation to the project. New staff and project orientation will be conducted only after the Confidentiality and Conflict of Interest Form and Network Access Policy are signed. The orientation discusses the following topics:

  • Background of the Project
  • Current Status of the Project
  • Introduction to the Staff and Consultants
  • Overview of the Facility and Infrastructure
  • Overview of the Project Processes (Time Reporting, Attendance, Status of Meetings, etc)
  • Review of Confidentiality and Conflict of Interest
  • Specific Job Duties and Expectations

On-Going Training for Staff

At the start of each project, the ISSI project manager and functional managers will review their staffs' skill sets in preparation for any new roles or responsibilities required for the current or upcoming 'project' phase. As a part of the performance review and succession planning, each manager and their staff will discuss where obtaining additional training might be necessary-while attempting to perform and execute the activities related to each project phase.

Contract consultant expectations, policies on sexual harassment, non-discrimination, etc. can all be found here. The project manager will then review current job skills with their staff and further discuss mandatory or desired training with the staff. Types of training which may be required or of use to staff include:

  • Introduction to Clients' Best Practices Website
  • Introduction to Project Management Principles
  • Introduction to the Project's Own Website
  • Introduction to Project Business Tools