HomeMy WebLinkAboutAgreement - MOTIVAIM
CITY OF SAN LUIS OBISPO
ON-CALL PROFESSIONAL SERVICES AGREEMENT
This agreement (Agreement) is made and entered into in the City of San Luis Obispo on
____________ by and between the City of San Luis Obispo, a municipal corporation and charter
city (City), and MOTIVּAIM hereinafter referred to as Consultant (collectively referred to as the
“Parties”).
WITNESSETH:
WHEREAS, on March 1, 2024, City requested proposals for Qualifications for Organizational
Development Services. ; and
WHEREAS, the City wants to engage a consultant for organizational development services.
(the “Services”); and
WHEREAS, Consultant is qualified to perform this type of Services and has submitted a
written proposal to do so, which has been accepted by City; and
NOW, THEREFORE, in consideration of their mutual promises, obligations, and covenants
hereinafter contained, the Parties hereto agree as follows:
1. TERM. The term of this Agreement shall be from the date this Agreement is made and entered,
as first written above, for 5 years, or upon acceptance and completion of said Services,
whichever occurs sooner.
2. INCORPORATION BY REFERENCE. City Request for Qualifications for Organizational
Development Services and Consultant's proposal are hereby incorporated in and made a part
of this Agreement, attached as Exhibit A. The City’s insurance requirements are hereby
incorporated in and made part of this Agreement, attached as Exhibit B. To the extent that
there are any conflicts between the Consultant’s fees and scope of work and the City’s terms
and conditions as stated herein, the City’s terms and conditions shall prevail unless specifically
agreed otherwise in writing signed by both Parties.
3. CITY’S OBLIGATIONS. For providing services as specified in this Agreement, City will pay and
Consultant shall receive therefor compensation as set forth in Exhibit A..
4. CONSULTANT’S OBLIGATIONS. For and in consideration of the payments and agreements herein
before mentioned to be made and performed by City, Consultant agrees with City to do everything
required by this Agreement including that work as set forth in Exhibit A.
5. PAYMENT OF TAXES. The contract prices shall include full compensation for all taxes that
Consultant is required to pay.
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6. LICENSES AND PERMITS. At all times during the term of this Agreement, Consultant shall
have in full force and effect, all licenses required of it by law for the performance of the
Services described in this Agreement. The Consultant shall procure all permits and
licenses, pay all charges and fees, and give all notices necessary under this Agreement.
7. COMPLIANCE WITH LAW. The Consultant shall keep itself informed of and shall observe and
comply with all applicable State and Federal laws and regulations, and county and City of San Luis
Obispo ordinances, regulations and adopted codes, which in any manner affect those employe d
by Consultant or in any way affect the performance of the Services pursuant to this Agreement.
The City, and its officers and employees, shall not be liable at law or in equity occasioned by failure
of the Consultant to comply with this Section. Failure to comply with local ordinances may result
in monetary fines and cancellation of this Agreement.
8. COMPLIANCE WITH INDUSTRY STANDARD. Consultant shall provide services acceptable to
City in strict conformance with the Agreement. Consultant shall also provide in accordance
with the standards customarily called for under this Agreement using the degree of care and
skill ordinarily exercised by reputable providers of such services. Where approval by the City,
the City Manager, the Mayor, or other representative of City is required, it is understood to be
general approval only and does not relieve Consultant of responsibility for complying with all
applicable laws, codes, policies, regulations, and good business practices.
9. INDEPENDENT CONTRACTOR.
a. Consultant is and shall at all times remain as to the City a wholly independent
contractor. The personnel performing the Services under this Agreement on
behalf of Consultant shall at all times be under Consultant's exclusive direction
and control. Neither City nor any of its officers, employees, or agents shall have
control over the conduct of Consultant or any of Consultant's officers, employees,
or agents, except as set forth in this Agreement. Consultant shall not at any time
or in any manner represent that it or any of its officers, employees, or agents are
in any manner officers, employees, or agents of the City. Consultant shall not incur
or have the power to incur any debt, obligation, or liability whatsoever against
City, or bind City in any manner.
b. No employee benefits shall be available to Consultant in connection with the
performance of this Agreement. Except for the fees paid to Consultant as provided
in the Agreement, City shall not pay salaries, wages, or other compensation to
Consultant for performing the Services hereunder for City. City shall not be liable
for compensation or indemnification to Consultant for injury or sickness arising
out of performing services hereunder.
10. PRESERVATION OF CITY PROPERTY. The Consultant shall provide and install suitable
safeguards, approved by the City, to protect City property from injury or damage. If City
property is injured or damaged resulting from Consultant’s operations, it shall be replaced
or restored at Consultant’s expense. The City’s facilities shall be replaced or restored to a
condition as good as when the Consultant began the work.
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11. IMMIGRATION ACT OF 1986. The Consultant warrants on behalf of itself and all
subconsultants engaged for the performance of the Services that only persons authorized
to work in the United States pursuant to the Immigration Reform and Control Act of 1986
and other applicable laws shall be employed in the performance of the Services
hereunder.
12. NON-DISCRIMINATION. In the performance of the Services, the Consultant agrees that
it will not engage in, nor permit such subconsultants as it may employ, to engage in
discrimination in employment of persons because of age, race, color, sex, national origin
or ancestry, sexual orientation, or religion of such persons.
13. PAYMENT TERMS. The City’s payment terms are 30 days from the receipt of an original
invoice and acceptance by the City of the materials, supplies, equipment, or services
provided by the Consultant (Net 30). Consultant will submit invoices monthly for actual
services performed. Invoices shall be submitted on or about the first business day of each
month, or as soon thereafter as practical, for services provided in the previous month.
Final June invoices shall be received no later than the 5th business day of July to meet
City fiscal year-end deadlines. Payment shall be made within thirty (30) days of receipt of
each invoice as to all non-disputed fees. If the City disputes any of Consultant's fees it
shall give written notice to Consultant within thirty (30) days of receipt of an invoice of
any disputed fees set forth on the invoice. Any final payment under this Agreement shall
be made within forty-five (45) days of receipt of an invoice, therefore.
14. INSPECTION. City shall at all times have the right to inspect the work being done under this
Agreement and Consultant shall furnish City with every reasonable opportunity and assistance
required for City to ascertain that the Services of the Consultant are being performed in
accordance with the requirements and intentions of this Agreement. All work done, and all
materials furnished, if any, shall be subject to the City’s inspection and approval. The inspection
of such work shall not relieve Consultant of any of its obligations under the Agreement.
15. RELEASE OF INFORMATION.
a. All information gained by Consultant in performance of this Agreement shall be
considered confidential and shall not be released by Consultant without City's prior
written authorization. Consultant, its officers, employees, agents, or subconsultants, shall
not, without written authorization from the City Manager or unless requested by the City
Attorney, voluntarily provide declarations, letters of support, testimony at depositions,
response to interrogatories, or other information concerning the work performed under
this Agreement. Response to a subpoena or court order shall not be considered
"voluntary" provided Consultant gives City notice of such court order or subpoena.
b. Consultant shall promptly notify City should Consultant, its officers, employees, agents,
or subconsultants be served with any summons, complaint, subpoena, notice of
deposition, request for documents, interrogatories, request for admissions, or other
discovery request (“Discovery”), court order, or subpoena from any person or party
regarding this Agreement, unless the City is a party to any lawsuit, arbitration, or
administrative proceeding connected to such Discovery, or unless Consultant is
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prohibited by law from informing the City of such Discovery. City retains the right, but has
no obligation, to represent Consultant and/or be present at any deposition, hearing, or
similar proceeding as allowed by law. Unless City is a party to the lawsuit, arbitration, or
administrative proceeding and is averse to Consultant in such proceeding, Consultant
agrees to cooperate fully with City and to provide the opportunity to review any response
to Discovery requests provided by Consultant. However, City's right to review any such
response does not imply or mean the right by City to control, direct, or rewrite said
response.
16. OWNERSHIP OF DOCUMENTS.
a. Consultant shall maintain complete and accurate records with respect to sales, costs,
expenses, receipts, and other such information required by City that relate to the
performance of the Services under this Agreement. Consultant shall maintain adequate
records of services provided in sufficient detail to permit an evaluation of services. All
such records shall be maintained in accordance with generally accepted accounting
principles and shall be clearly identified and readily accessible. Consultant shall provide
free access to the representatives of City or its designees at reasonable times to such
books and records; shall give City the right to examine and audit said books and records;
shall permit City to make transcripts or copies therefrom as necessary; and shall allow
inspection of all work, data, documents, proceedings, and activities related to this
Agreement. Such records, together with supporting documents, shall be maintained for a
period of three (3) years after receipt of final payment.
b. Upon completion of, or in the event of termination or suspension of this Agreement, all
original documents, designs, drawings, maps, models, computer files, surveys, notes, and
other documents prepared in the course of providing the Services under this Agreement
shall become the sole property of the City and may be used, reused, or otherwise
disposed of by the City without the permission of the Consultant. With respect to
computer files, Consultant shall make available to the City, at the Consultant's office and
upon reasonable written request by the City, the necessary computer software and
hardware for purposes of accessing, compiling, transferring, copying and/or printing
computer files. Consultant hereby grants to City all right, title, and interest, including any
copyright, in and to the documents, designs, drawings, maps, models, computer files,
surveys, notes, and other documents prepared by Consultant in the course of providing
the Services under this Agreement.
17. INDEMNIFICATION AND DEFENSE. To the fullest extent permitted by law (including, but
not limited to California Civil Code Sections 2782 and 2782.8), Consultant shall indemnify,
defend, and hold harmless the City, and its elected officials, officers, employees,
volunteers, and agents (“City Indemnitees”), from and against any and all causes of action,
claims, liabilities, obligations, judgments, or damages, including reasonable legal
counsels’ fees and costs of litigation (“claims”), arising out of the Consultant’s
performance or Consultant’s failure to perform its obligations under this Agreement or
out of the operations conducted by Consultant, including the City’s passive negligence,
except for such loss or damage arising from the sole or active negligence or willful
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misconduct of the City. In the event the City Indemnitees are made a party to any action,
lawsuit, or other adversarial proceeding arising from Consultant’s performance of this
Agreement, the Consultant shall provide a defense to the City Indemnitees or at the City’s
option, reimburse the City Indemnitees their costs of defense, including reasonable legal
fees, incurred in defense of such claims.
18. SUSPENSION OR TERMINATION OF AGREEMENT WITHOUT CAUSE.
a. The City may at any time, for any reason, with or without cause, suspend or terminate
this Agreement, or any portion hereof, by serving upon the Consultant at least thirty
(30) days prior written notice. Upon receipt of said notice, the Consultant shall
immediately cease all work under this Agreement, unless the notice provides
otherwise. If the City suspends or terminates a portion of this Agreement such
suspension or termination shall not make void or invalidate the remainder of this
Agreement.
b. In the event this Agreement is terminated pursuant to this Section, the City shall pay
to Consultant the actual value of the work performed up to the time of termination,
provided that the work performed is of value to the City. Upon termination of the
Agreement pursuant to this Section, the Consultant will submit an invoice to the City
pursuant to Section 14.
19. TERMINATION FOR CAUSE. If, during the term of the Agreement, the City determines the
Consultant is not faithfully abiding by any term or condition contained herein, the City
may notify the Consultant in writing of such defect or failure to perform. This notice must
give the Consultant a ten (10) calendar day notice of time thereafter in which to perform
said work or cure the deficiency.
a. If the Consultant has not performed the work or cured the deficiency within the
ten (10) days specified in the notice, such shall constitute a breach of the
Agreement and the City may terminate the Agreement immediately by written
notice to the Consultant to said effect (“Notice of Termination”). Thereafter,
neither party shall have any further duties, obligations, responsibilities, or rights
under the Agreement except to comply with the obligations upon termination.
b. In said event, the Consultant shall be entitled to the reasonable value of its
services performed from the beginning date in which the breach occurs up to the
day it received the City’s Notice of Termination, minus any offset from such
payment representing the City’s damages from such breach. “Reasonable value”
includes fees or charges for goods or services as of the last milestone or task
satisfactorily delivered or completed by the Consultant as may be set forth in the
Agreement payment schedule; compensation for any other work or services
performed or provided by the Consultant shall be based solely on the City’s
assessment of the value of the work-in-progress in completing the overall scope.
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c. The City reserves the right to delay such payment until completion or confirmed
abandonment of the project, as may be determined in the City’s sole discretion,
so as to permit a full and complete accounting of costs. In no event, however, shall
the Consultant be entitled to receive in excess of the not to exceed amount shown
in this Agreement.
20. INSURANCE. Consultant shall maintain prior to the beginning of and for the duration of this
Agreement insurance coverage as specified in Exhibit B attached to and made part of this
Agreement.
21. BUSINESS LICENSE & TAX. The Consultant must have a valid City of San Luis Obispo
business license & tax certificate before execution of the contract. Additional
information regarding the City’s business tax program may be obtained by calling
(805) 781-7134.
22. SAFETY PROVISIONS. The Consultant shall conform to the rules and regulations
pertaining to safety established by OSHA and the California Division of Industrial
Safety.
23. PUBLIC AND EMPLOYEE SAFETY. Whenever the Consultant operations create a
condition hazardous to the public or City employees, it shall, at its expense and
without cost to the City, furnish, erect and maintain such fences, temporary railings,
barricades, lights, signs and other devices and take such other protective measures as
are necessary to prevent accidents or damage or injury to the public and employees.
24. UNDUE INFLUENCE. Consultant declares and warrants that no undue influence or pressure
was used against or in concert with any officer or employee of the City in connection with the
award, terms or implementation of this Agreement, including any method of coercion,
confidential financial arrangement, or financial inducement. No officer or employee of the City
has or will receive compensation, directly or indirectly, from Consultant, or from any officer,
employee or agent of Consultant, in connection with the award of this Agreement or any work
to be conducted as a result of this Agreement. Violation of this Section shall be a material
breach of this Agreement entitling the City to any and all remedies at law or in equity.
25. ASSIGNMENT. The Consultant shall not assign, transfer, convey or otherwise dispose of
the contract, or its right, title or interest, or its power to execute such a contract to any
individual or business entity of any kind without the previous written consent of the City.
Because of the personal nature of the services to be rendered pursuant to this
Agreement, only employees of Consultant, shall perform the services described in this
Agreement. Consultant may use assistants, under their direct supervision, to perform
some of the services under this Agreement.
a. As required above, before retaining or contracting with any subconsultant for any
services under this Agreement, City must consent to such assignment of performance
in writing. For City to evaluate such proposed assignment, Consultant shall provide City
with the identity of the proposed subconsultant, a copy of the proposed written
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contract between Consultant and such subconsultant, which shall include an
indemnity provision similar to the one provided herein and identifying City as an
indemnified party, or an incorporation of the indemnity provision provided herein, and
proof that such proposed subconsultant carries insurance at least equal to that
required by this Agreement or obtain a written waiver from City for such insurance.
26. AMENDMENT. Any amendment, modification, or variation from the terms of this Agreement
shall be in writing and shall be effective only upon approval by the appropriate review
authority according to the City’s Financial Management Manual. Consultant shall not be
compensated for any services rendered in connection with its performance of this Agreement
which are in addition to those set forth herein, unless such additional services are authorized
by the City in advance and in writing.
27. COMPLETE AGREEMENT. This written Agreement, including all writings specifically
incorporated herein by reference, shall constitute the complete Agreement between the
Parties hereto. No oral agreement, understanding, or representation not reduced to writing
and specifically incorporated herein shall be of any force or effect, nor shall any such oral
Agreement, understanding, or representation be binding upon the Parties hereto. Each party
is entering into this Agreement based solely upon the representations set forth herein and
upon each party's own independent investigation of any and all facts such party deems
material.
28. NOTICE. All notices to the Parties hereto under this Agreement shall be in writing and shall be
sent either by (i) personal service, (ii) delivery by a reputable document delivery service, such
as, but not limited to, Federal Express, which provides a receipt showing date and time of
delivery, or (iii) United States Mail, certified, postage prepaid, return receipt requested. All
such notices shall be delivered to the addressee or addressed as set forth below:
To City: Human Resources
City of San Luis Obispo
949 Mill St.
San Luis Obispo, CA 93401
Attention: Diana Federico
To Consultant: MOTIVEAIM
2040 Martin Ave.
Santa Clara, CA 950505
Elie Habib (Elie@motivaim.com)
29. GOVERNING LAW. Any action arising out of this Agreement shall be brought in the
Superior Court of San Luis Obispo County, California, regardless of where else venue may
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lie. The validity, interpretation, construction and performance of this Agreement, and all
acts and transactions pursuant hereto and the rights and obligations of the Parties hereto
shall be governed, construed and interpreted in accordance with the laws of the State of
California, without giving effect to principles of conflicts of law.
30. AUTHORITY TO EXECUTE AGREEMENT. Both City and Consultant do covenant that each
individual executing this Agreement on behalf of each party is a person duly authorized
and empowered to execute Agreements for such party.
IN WITNESS WHEREOF, the Parties hereto have caused this instrument to be executed the day and
year first above written.
CITY CONSULTANT
_______________________________
By: City Manager
_______________________________
APPROVED AS TO FORM:
_______________________________
By: J. Christine Dietrick, City Attorney
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Bid RFP – 2402-001 Motivaim – City of San Luis Obispo 1
Motivaim presents a response for:
RFP Number: 2402-001
Organizational Development Professional Services
Elie Habib •
408-229-3326 •
Elie@motivaim.com
Exhibit ADocuSign Envelope ID: A069ABCF-2A21-4517-A8BA-02EFE94382D6
Bid RFP – 2402-001 Motivaim – City of San Luis Obispo 2
Letter of Submittal
March 28, 2024
AIM Training Solutions dba Motivaim is pleased to present this response to your
Solicitation 2402-001 for Qualifications for Organizational Development Services.
Aim Training Solutions is a California corporation incorporated on January 3, 1994. It
is headquartered in San Jose and has a Federal Tax Identification Number of 68-
0318854.
The primary contact for this RFP is Elie Habib, owner, and CEO. His main phone
number is (408)229-3326, and his email is elie@motivaim.com. Elie Habib is
authorized to negotiate and sign the contract on behalf of the organization.
Motivaim is in good standing in the State of California and has all necessary licenses,
permits, certifications, approvals, and authorizations to perform all its obligations in
connection with this RFP.
Motivaim accepts all conditions and requirements in this RFP. The document does not
include any proprietary or confidential information.
All applicable documents regarding Motivaim’s organization are attached to this
response.
Sincerely,
Elie Habib
2040 Martin Ave
Santa Clara, CA 95050
Elie@motivaim.com
Mobile: (408) 229-3326
Main: (408) 987-6043
Signature:
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Bid RFP – 2402-001 Motivaim – City of San Luis Obispo 3
Table of Contents
Cover Letter …….…………………………………………. 1
Letter of Transmittal ………….……………………………………. 2
Table of Contents ……………………………………….………. 3
Corporate Information & Qualification …………………………………………….…. 4
Scope of Services ……………………………….…………….…. 7
Coaching Services ……………………………….………….……. 7
Organizational Development ……………………………….………………. 14
Leadership Development ……………………………….………………. 23
Consultants & Trainers ……………………………….………………. 27
Case Studies ……………………………….………………. 35
References ……………………………….………………. 38
Form F Pricing ……………………………….………………. 39
Insurance Form ……………………………….………………. 41
Declaration of Past Disqualifications ……………………………….………………. 43
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 4
Corporate Information and Qualifications
Aim Training Solutions dba Motivaim is an organizational development and training company
that provides solutions for governmental agencies, local governments, and corporations. AIM
is incorporated in California with Tax ID 68-0318854, is headquartered in San Jose, California,
and is minority-owned (Rosie and Elie Habib, owners). For more info, please visit
www.motivaim.com.
Motivaim has been in business in the Santa Clara Valley for over 18 years (incorporated in
2004) and has a long, proven track record of successful solutions development and delivery.
For the past 18 years, Motivaim has been the primary professional development vendor for
many governmental agencies in the Santa Clara Valley, including the City of San Jose, Santa
Clara County, City of Fremont, Alameda County, Marin County, Port of Oakland Authority,
Veteran Hospital, and many more.
Motivaim employs four people full-time and 15-20 consultants to provide the bulk of the
services requested by our clients. Motivaim has successfully implemented hundreds of
customized, organization-wide executive coaching, organizational development programs, and
leadership training programs for clients in the San Francisco Bay Area and throughout North
America. We partner with highly qualified and rated consultants and use the latest
organizational development techniques, assessment methods, customization, delivery (In-
person and virtual), and reporting available. Our clients span every major industry, public and
private, from local cities and counties to entrepreneurial start-ups to Fortune 100 corporations.
Motivaim has the resources to apply to this project to guarantee its successful execution.
We focus on continuously evolving our approach to engaging our clients’ employees,
optimizing their learnings, and creating lasting outcomes for our clients. We look forward to
expanding that to the City of San Luis Obispo’s departments and employees in the future under
this new RFP contract.
We currently hold professional development contracts and ongoing service agreements with:
▪ City of San Jose
▪ County of Santa Clara
▪ County of Alameda
▪ County of Marin
▪ County of Broward (Florida)
▪ Port of Oakland
▪ City of Fremont
▪ Santa Clara Valley Water
▪ City of Oakland
▪ Port of Long Beach
What Sets Us Apart
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 5
• One-Stop Partner
Motivaim delivers organizational development programs, leadership, and technical
training curricula that satisfy the most stringent requirements. Motivaim is a local
business in San Jose that prides itself on successfully serving various local cities and
governments for decades. Motivaim has served demanding clients such as the City of
San Jose, City of Fremont, County of Santa Clara, Santa Clara Library, County of
Alameda, Port of Oakland, County of Marin, Union City, SC Valley Water District,
Veteran Administration, Superior Court of Orange County, etc. We have consistently
earned the highest reviews and scores from all our clients and across all our services.
• Relentless Customer Focus and Experience
What distinguishes Motivaim is our approach to creating unique and attentive
experiences that achieve your development needs and exceed your expectations. Every
interaction with our customers—notably counties, cities, and governments for the past
decade—includes a thorough investigation of problems to be solved and benefits to be
created. Our interactions include discovering core challenges, key beneficiaries, options
for moving forward, advocacy of the stakeholders, and a focus on creating the right
solutions.
We aggregate the latest methodologies and certifications, digital and offline tools,
processes, and customer feedback to achieve new knowledge while delivering world-
class solutions.
• Deliver Executive and Organizational Coaching Results and Excellence
Motivaim delivers top-notch executive coaching by leveraging a deep understanding of
the challenges and opportunities within the modern workplace. Our value proposition
lies in our ability to tailor coaching sessions to the unique needs of each leader, focusing
on transformative growth, strategic decision-making, and the enhancement of leadership
qualities. Our expert ICF-certified coaches empower executives to achieve their highest
potential, driving organizational success through improved performance, enhanced
communication, and effective leadership strategies. This personalized approach ensures
that every leader can navigate the complexities of their role with confidence and clarity.
• Customized Organizational Development Programs
Motivaim offers the City of SLO an outstanding array of Organizational Development
areas to accommodate the needs of various departments and programs. However,
Motivaim understands that every client is unique. We do our best to offer as many free
consultations as needed to customize every facet of the engagement experience for your
employees. We will also customize programs, activities, tools, and documentation and
are always ready to go to distance preparing for the actual sessions.
We recognize that Organizational and Leadership Development services constitute a
vast field that requires a plethora of expertise, experience, skills, and certifications
beyond a small business's core capacity. We have developed a broad and deep network
of development experts, coaches, assessment experts, and e-learning providers as
partners at competitive pricing to scale our capacity to serve. Through our partners'
network, we can provide high-reliability organizational and leadership development
services.
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 6
• Engaging and Learning Training Experience
We recognize that attendees are at different places within the same workshop and
programs and experience the topic. Our approach and development philosophy, recently
validated by one of our preferred clients, emphasize learning through engagement,
collaboration, networking, and peer support during projects and workshops. We go
beyond the normal to create a comfortable, supportive, and inviting environment for
people to ask questions, suggest ideas, share their knowledge, provide feedback, and
voice their reactions.
• Diversity and Racial Inclusion
We are a company owned by immigrants that believes strongly in racial equality and
inclusion for the entire workforce. We extend our values to the consultants we hire, our
development and training approach, our teaching and communication methods, and the
partners we associate with. Our target markets and local customers, like the City of SLO,
are highly diverse in race, gender, occupation, skills and abilities, and personal values
and attitudes. This has allowed us to develop cultural insights, local market knowledge,
and communication capabilities and integrate them into unique learning methods. Our
diverse and expert team leverages this knowledge to help create cohesive work
environments for our customers to achieve the highest job satisfaction and productivity.
• Adapt and Grow Domain Expertise
Developing a better understanding of our customers is a strategic necessity because fast-
moving markets, new technologies, and new business models are changing what
customers want and need in terms of new products, services, skills, behaviors, and tools.
At Motivaim and its partners, we invest time and effort in developing these insights
about our customers, and we believe in sharing them with our clients and their
employees.
Disclosures:
Aim Training Solutions, DBA Motivaim is a California C corporation with no current or prior
lawsuit against it or any subcontractors or affiliates in the past five years. Motivaim has
successfully maintained all its current and past contracts, obligations, and service contracts with
its clients. It has never been terminated for default in the performance of the contracts during the
past ten years.
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 7
Scope of Services
1. Introduction to Motivaim
Motivaim (www.motivaim.com) has a long, proven track record of successful organizational
development and leadership training and delivery in the Santa Clara Valley for over 25 years.
For the past ten years, Motivaim has been the primary vendor for many governmental agencies
in the Santa Clara Valley, including the City of San Jose, Santa Clara County, Alameda County,
Marin County, City of Fremont, Union City, Valley Water, VA Hospitals, Orange County
Superior Court, Port of Oakland, City of Pleasanton, City of Oakland, Santa Clara Library, Avid
Bank, Kaiser Permanente, and more.
Motivaim services testify to our long history of promoting higher-level efficiencies,
productivity, and leadership skills for any organization. We customize coaching programs,
workshops, outlines, curricula, or formats for our clients in the most engaging and rewarding
way. Our CEO, Elie Habib, is an accomplished corporate leader and executive coach with
hands-on experience and a track record in OD thought leadership, design, implementation, and
tangible outcomes creation.
Motivaim has the experience to ensure the implementation of high-quality solutions in a
diversified and inclusive environment. We believe in and live by being racially equal, accepting,
open, and partnering with racially diverse competent consultants with the same values and
reputation.
1.1 Coaching Services
Program Objectives
a) Consultant shall assist City on an as‐needed basis with coaching for management employees
ranging from frontline managers to executive‐level, as well as individual contributors.
Consultants may be called upon to consult, design and/or implement a coaching plan for
individuals or a team. The program objective is to identify needs and through coaching sessions
achieve outcomes to build upon strengths and improve, if necessary, the working effectiveness
of the individual or the team.
Yes. Executive coaching is dedicated to helping coachees discover and harness their
leadership qualities, values, and aspirations and transform behaviors for long-lasting change.
Our coaches will create a tailored plan that suits the individuals' and leaders' needs and
aspirations based on their goals, aspirations, and strengths.
b) In addition to the coaching services listed above, Consultants shall coach executives and
managers in regards to onboarding services. Onboarding services may include assistance to City
Departments on establishing an Onboarding Plan for the individual. It may also include
Onboarding coaching services geared towards executives and managers who are new to the City
or transitioning into new roles within the organization, including transitioning to another
department or agency within the City. Prior experience in onboarding coaching and consultation
services is mandatory.
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Yes. Our approach encompasses developing comprehensive onboarding plans to support
executives and managers new to the city or transitioning within the organization. This ensures
a smooth adaptation process, fostering quick integration and effectiveness in their new roles.
Our coaches and Motivaim also specialize in leadership development for aspiring managers,
new leaders, and career management. We have consulted with large corporations and local
governments for onboarding services, and we are very excited to extend our services to the
City of SLO.
Scope of Services
Consultant Shall:
a) Create a development coaching plan that identifies the tools and methods to be utilized to
assess the individual or the team's strengths, needs, knowledge, skills, and abilities.
Yes. Our certified coaches will use the tools, techniques, ICF methods, and methodology
to create a development plan customized for the coachee, leading to maximized outcomes
and results.
b) Develop an estimated time frame for evaluating knowledge, skills and abilities.
Yes. This is included in the four domains outlined elsewhere and covered by the tools and
techniques used to collect feedback and insights.
c) Identify the knowledge, skills, and abilities of each manager or team.
Coaching is about transformative behavior and acquiring new skills. It all starts by creating
a current core competencies map and then developing a system approach to address the
interconnected nature of the coachee’s skills and the organization they lead.
d) Identify the needs to be addressed.
Yes. We will also consider organizational, team, and personal challenges that need to be
addressed alongside personal and core competencies challenges.
e) Conduct individual or team coaching sessions to address the identified needs.
Yes. We will conduct weekly or bi-weekly sessions of an hour each, a minimum of three
months and up to six months. Some engagements will go beyond the six-month timeframe,
lasting between 9 months to a year.
f) Supply outcome reports, analysis, and customer experience feedback to the Project
Manager.
Yes. The coach will maintain a log and documentation of all four domains, action plans,
progress, and feedback and will deliver detailed reports to the Project Manager as per their
requirements while respecting the coachee’s confidentiality.
Frequency of Coaching Engagement. Scheduling & Location:
a) Consultant shall provide Coaching Services as follows and as requested by City:
i. In-person at a City of San Luis work location, or
ii. In-person at a nearby public place of convenience to City requesting department, or
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iii. Via Skype or conference call, FaceTime, or telephone.
b) Length and frequency of Coaching sessions may vary as needed or to accommodate the
schedule of the individual being coached.
c) Consultant shall engage in Coaching Services no less than one time per month for the duration
of the engagement, including ad-hoc sessions as needed.
d) Consultant shall be available for feedback and questions, and to serve as a "sounding board"
when needed, either for the requesting City department Project Manager or the coaching
participant(s).
Yes. We will deliver all our coaching services in full compliance with the above
requirements.
Deliverables
a) Individual Coaching Plan documentation must be submitted by Consultant to City Project
Manager prior to the beginning of each coaching engagement.
b) Consultant shall provide a periodic verbal progress summary and ongoing development
recommendations for future focus to requesting City Department Project Manager. Results
summary and recommendations documentation should be submitted to requesting City
department Project Manager at the end of the coaching engagement.
c) After completion of coaching engagements, Consultant shall supply outcome reports, analysis
and customer experience feedback as requested by requesting City department Project
Manager.
Yes. We will deliver all our coaching services in full compliance with the above
requirements.
Motivaim’s Differentiation
Executive Coaching services are critical for leaders and managers as they provide personalized
development opportunities often unavailable through traditional training methods. Leaders,
including those at executive levels, face unique challenges that coaching can address directly,
allowing for individual growth and team effectiveness.
The importance of these services lies in their ability to foster a culture of continuous
improvement. Coaching helps leaders hone their skills, adapt to changing business landscapes,
and improve their decision-making abilities. For managers, coaching can lead to better
communication with their teams, improved conflict resolution, and enhanced performance
management.
Executive and leadership coaches work on developing the leadership and interpersonal skills of
mid-level managers and executives at the C-Suite level. These coaches serve as part mentors,
guides, confidants, and challengers. The objective is to develop the leader as a whole person and
a complete, capable manager and leader.
By investing in coaching services, organizations affirm their commitment to nurturing the
potential of their leaders and managers, which is essential for maintaining a competitive edge
and achieving long-term success.
At Motivaim, we bring an enriched blend of expertise to our coaching services. Our coaches are
not only ICF certified, ensuring adherence to the highest standards of coaching ethics and
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methodology, but are also certified in CliftonStrengths and ORSC (Organization & Relationship
Systems Relationship Systems Coaching). This combination of certifications allows us to offer a
coaching experience grounded in understanding and leveraging individual strengths while
fostering collaborative and resilient relationships within teams.
Our approach is designed to create a reflective and action-oriented environment where leaders
and managers can gain insights, develop strategic thinking, and foster an empowering culture
that aligns with organizational goals. With our ICF-certified expertise, we aim to transform
leadership styles to be more adaptive, innovative, and impactful, positioning your leaders and
managers to excel in today's dynamic business landscape.
Our coaching packages are highly customizable to fit the needs of organizations and individuals.
In general, coaching services are delivered as:
§ 1-hour session delivered through Zoom/Teams
§ Bi-weekly or weekly, depending on the case and the progress made.
§ A minimum commitment of three months per work order is required, up to six months as
the norm. Longer commitments are possible, depending on the individual.
Coaching Philosophy
Coaching refers to the relationship between a client and a professional coach. The goal is to
inspire and support clients in reaching their potential and continuing to reach further. Our
coaching philosophy is to achieve the following:
§ Gain a clear perspective. Like most individuals, leaders often do not perceive themselves
as others do or in a transparent fashion. We work with the leaders to help them remove the
blinders to how they are perceived as a starting point.
§ Establish competitive advantage: Working with a coach is not a sign of weakness; instead,
it should be seen as an opportunity to identify and strengthen leadership competencies.
§ Increase confidence. Our executive coaches aim to bring out the best in a leader. Coaches
help identify strengths and capabilities and help leaders develop strategies for leveraging
those strengths.
§ Establish trust. Executive coaches can help leaders learn how to build trust between
themselves and their direct reports and how to trust their team.
§ Build effective teams. Working with an executive coach can help a leader broaden internal
relationships with colleagues and team members who have different personalities,
perspectives, and work styles.
§ Achieve goals. Working with an executive coach can help translate an overall vision into
smaller, obtainable steps. An executive coach can also help identify what resources a leader
will need to bring his or her vision to life.
§ Continuous Support and Accountability. Executive coaches are always there to provide
emotional, strategic, and mental support when a leader needs to navigate a new challenge
or overcome a formidable obstacle. This means that coaches provide support in formulating
goals, accomplishing them, revising them as needed, and finding ways to keep working
towards those goals when things go sideways.
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Individual Coaching Services
Our coaching methodology integrates the International Coaching Federation (ICF) core
principles, the Organization and Relationship Systems Coaching (ORSC) framework, and
Clifton Strengths techniques to provide a comprehensive, strengths-based, and systemic
approach to leadership and management development. Our executive coaches are experienced
executive and team coaches with proven skills (PCC level) who adhere to the highest standards
and principles and create lasting outcomes.
The ICF certification ensures that our coaches adhere to a globally recognized set of standards
and core competencies that guarantee a consistent quality of coaching. This foundation
emphasizes ethical coaching practice, the establishment of a coaching agreement, a trust-based
relationship, and the presence of active and empathetic listening.
The ORSC certification brings a dynamic systems-based approach to our coaching. This
methodology recognizes that organizations and teams are inherently relational and
interdependent systems. Our ICF and ORSC-certified coaches are skilled in helping leaders
understand and navigate these complexities, encouraging systemic thinking, and fostering a
collaborative culture. The integration of ORSC involves aligning teams around a shared vision,
facilitating effective communication, and enhancing relationship systems intelligence within the
organization.
Building upon that, CliftonStrengths certification allows our coaches to help leaders and
managers identify their innate talents, providing insights into how to leverage these strengths for
individual, team, and organizational benefit. By focusing on what leaders do best, we facilitate
a path for them to transform those talents into powerful strengths and apply them to achieve
specific performance outcomes.
Our coaches are also recognized Leadership trainers, ex-corporate executives, and educators who
have achieved the highest academic education (Ph.D.) level in adult learning and organizational
development.
Through a tailored mix of these methodologies, our coaches help leaders and managers evolve
their thinking, inspire and mobilize their teams, and create sustainable change that resonates
throughout the organization. This integrated approach ensures a holistic development path that
addresses both the individual and collective capabilities necessary for contemporary leadership
excellence.
More About ORSC
Organization and Relationship Systems Coaching (ORSC) is a specific coaching approach that
focuses on working with the dynamics and relationships within organizations, teams, and larger
systems. CRR Global, an international coaching and consulting training organization, developed
it.
ORSC is based on systems theory and the understanding that organizations and teams are not
just collections of individuals but interconnected systems with their own unique patterns and
behaviors. The coaching process in ORSC aims to improve the overall functioning of these
systems by addressing the relational dynamics and interactions between team members and
stakeholders.
Key principles and practices of ORSC include:
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§ Relationship Systems Intelligence (RSI): ORSC coaches are trained to observe and
understand the relationship dynamics within teams and organizations. They explore how
individuals interact and how patterns of communication and collaboration emerge.
§ Systems Intelligence: ORSC recognizes that the system itself has intelligence and
knowledge that goes beyond the sum of its parts. Coaches leverage this collective
intelligence to facilitate positive change and growth.
§ Coaching the Relationship, not the individuals: ORSC coaches focus on the relationships
between team members rather than solely coaching individuals. Understanding and
influencing these relationships can enhance the overall system's performance and
effectiveness.
§ Leveraging Polarities: ORSC coaches explore polarities, which are interdependent and
interconnected pairs of elements (e.g., stability and change) that can sometimes be
perceived as opposing forces. Instead of trying to solve polarities, coaches help teams
navigate and leverage them for better outcomes.
§ Systems Alchemy: ORSC encourages coaches to help teams and organizations transform
challenges and conflicts into opportunities for growth and learning.
§ Coaching Interventions: ORSC provides a variety of coaching interventions and tools
that facilitate better communication, conflict resolution, and decision-making within the
system.
ORSC coaches typically work with teams, leaders, and organizations to help them build
healthier, more collaborative, and high-performing relationships. They assist in fostering a
culture of trust, openness, and effective communication, leading to improved productivity and
overall success.
Tools and Techniques
During our coaching sessions, we utilize various tools and techniques tailored to the individual's
or team's developmental needs. Gain a clear perspective. Like most individuals, leaders often do
not perceive themselves as others do or in a transparent fashion. We work with the leaders to
help them remove the blinders to how they are perceived as a starting point.
§ 360-Degree Feedback. This comprehensive tool involves collecting feedback from a
manager's direct reports, colleagues, and supervisor(s) and a self-evaluation. It gives a
rounded view of current performance and areas for development.
§ SWOT Analysis. This strategic planning tool is used to identify Strengths, Weaknesses,
Opportunities, and Threats related to business competition or project planning. The
coachee will complete his/her own SWOT with the assistance of the coach and will be
discussed within the context of the 360-feedback collected in parallel.
§ CliftonStrengths Assessment. This assessment identifies an individual's top talents and
areas of potential, which we then develop into strengths through our coaching process.
§ ORSC Tools. Include relationship systems intelligence practices that enhance group
coherence and foster effective communication within teams.
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§ Goal-Setting Frameworks. We establish SMART goals (Specific, Measurable,
Achievable, Relevant, Time-bound) to ensure clear objectives are set and progress can be
effectively measured.
§ Reflective Inquiry. Encouraging self-reflection to deepen awareness of personal behaviors
and the impact they have on others and the organization.
§ Career Aspirations. Evaluate internal and external factors that could influence success to
help map out strategic career paths and facilitate a deeper understanding of where their
innate capabilities can be best applied in leadership contexts.
§ Action Planning. Develop a clear plan with actionable steps to achieve desired outcomes,
including regular check-ins to maintain accountability.
Each tool and technique is chosen to support the leader's journey toward achieving their personal
and professional best, aligning with the organization's values and goals.
Our coaching framework and timeline follow the ICF recommendation and are based on
developing core competencies organized in four domains:
§ Foundation. This is the first step in establishing a safe environment for the coachee and
setting expectations for the coaching path forward.
§ Co-creating the relationship. Coaches work with clients to establish agreements, create
trusting relationships, and assess the coachees’ challenges, personalities, strengths,
perceptions, skills, and abilities. This culminates in creating a blueprint contract between
the two parties.
§ Communicating effectively: coaches will conduct the coaching sessions focused on
helping the coachee discover insights, act, and focus on growth, developing new skills,
and achieving their long-term plan.
§ Long-term learning and growth. This domain is about transforming insights into action,
setting goals, planning, and managing progress and accountability.
Team Coaching Services
Team coaching is growing rapidly due to its positive impact on helping teams perform well
consistently and over time. As our world becomes more complex, so do organizations and their
teams. The whole manner in which business is conducted is changing, and teams are feeling the
pressure to become more responsible and accountable for working collaboratively to create
results. Organizations navigating the complexities of today are realizing the need for teams to
work together in alignment toward collective goals.
Team coaching is becoming an increasingly important intervention in organizations. High team
performance requires aligning toward goals, remaining innovative, and adapting quickly to
internal and external changes.
A Team Coach is a professional who takes a structured approach to stimulate constructive
conversation and increase self-awareness using tools and coaching skills. The coach will focus
on the team itself, fostering awareness and responsibility for improving its own dynamics,
capabilities, and results. They usually have a relationship lasting for several sessions. A team
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coach will work with areas such as goal achievement, challenging team dynamics, conflict
resolution, and organizational change.
On-Boarding Coaching Services
Our onboarding coaching services are specifically tailored to support new leaders and managers
as they transition into their roles within the organization. Through one-on-one coaching sessions,
we focus on accelerating the acclimatization process, ensuring that these key players quickly
understand the City's cultural and operational dynamics. Our experienced coaches work closely
with each individual, providing them with the tools and insights needed to foster strong
relationships, establish credibility, and build effective teams from the outset.
Furthermore, our onboarding coaching extends beyond just initial orientation; it involves
ongoing support to navigate the complexities of leadership, from strategic decision-making to
managing performance. Recognizing that every leader's journey is unique, we offer personalized
strategies that align with both the individual’s and the organization's objectives. This holistic
approach not only speeds up the competence-building process but also instills a deep sense of
confidence and purpose in new leaders and managers, setting a solid foundation for their success
and, by extension, the success of the organization.
Coaching Sessions Services
We offer Coaching packages that fit the needs of our clients. They include:
§ Introduction and case review with the coaching engagement leader (L&D, HR, Business
decision-maker, etc.) to assess the request, specifics, and desired outcome.
§ We recommend a minimum engagement of three months per coachee to create behavior
change and/or new skills development. Usually, a six-month engagement is the optimal
length for effective coaching impact.
§ The sessions can be weekly or bi-weekly, virtual or in-person, if possible, with follow-
on action plans and in-between sessions self-directed activities. We remain flexible in
scheduling ad-hoc or make-up sessions to accommodate the coachees’ schedules and
availability.
§ Optionally, additional third-party personality assessments, or 360 feedback, are
conducted early in the engagement for a more comprehensive approach.
§ We will comply with the city's deliverable requirements per engagement.
§ We will act as a sounding board and respond to ad hoc questions or requests. We
especially focus on creating and delivering a unique coaching experience.
§ Longer engagement or renewed maintenance engagements are available.
§ Team coaching follows a similar bundle and flow, customized for the team, frequency,
and challenges.
1.2 Organizational Development Service Areas
Program Objectives:
a) As needed, Organizational Development may contract with external consultants to provide
organizational development services.
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Motivaim is excited about this opportunity to deliver organizational development services.
We have a robust track record of delivering similar services to local governments around the
Bay Area.
Scope of Services
The City of SLO requests the following scope of services:
a) Organizational development consulting requests will vary depending on the specific
engagement; however, all engagements should follow a standard consulting process, such as
contracting, discovery feedback, planning, and implementation. Additionally, evaluation and
sustainment components should be included.
Yes. We will comply with a standard consulting process as specified and all additional
deliverable components.
b) The need for organizational development services covers a wide range of assignments such
as:
• Organizational change management
Yes. We partner with one of the best change management consultants in the region and
have previously delivered wide-scoped services for process improvement, organizational
changes, culture and identity improvements, etc.
• Team development
Yes. We have previously conducted many team development events that combine
individual assessments (DiSC, Clifton Strengths), leadership assessments, team
development retreats, executive coaching, and training.
• Team building
Yes. We have previously conducted many team-building retreats that combine individual
assessments such as DiSC with the application of team-building frameworks such as
Patrick Lencioni’s “Five Dysfunctions of a Team” and how to build a “Cohesive Team”
(City of San Jose) or the Clifton Strengths assessment and approach to building team
cohesiveness leveraging the team’s strengths (County of Alameda). Our consultants are
certified in the above methodologies and frameworks and have conducted numerous
sessions over the years.
• Strategic planning
Our history of success in conducting strategic planning workshops marks a proven track
record of success. We've facilitated numerous sessions that have empowered
organizations (e.g., Kaiser Permanente) to clearly define their vision, set achievable goals,
and devise actionable strategies. Our workshops are designed to foster collaboration,
stimulate innovative thinking, and ensure alignment across all levels of an organization,
leading to transformative outcomes and a roadmap for sustained growth and
competitiveness.
• Group facilitation
Our group facilitation track record is distinguished by successful engagements across
diverse organizational settings. We specialize in creating interactive, inclusive
environments where every participant's voice is heard, fostering a sense of ownership and
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commitment toward collective goals. Our expertise in guiding groups through complex
discussions and decision-making processes has consistently led to innovative solutions
and strengthened team dynamics, earning us a reputation for excellence in facilitating
meaningful and productive outcomes.
• Process design
Yes. Our process and Program design approach integrates strategic planning and
efficiency, ensuring that every step is purposefully structured to meet our clients' unique
objectives. By focusing on innovation, practicality, and clear communication, we develop
processes that achieve desired outcomes and enhance overall productivity and
engagement.
• Coaching: executive, leaders, onboarding, and transition
Yes. See previous section.
• Organizational design
Yes. Our expertise in organizational design focuses on structuring entities to maximize
efficiency and effectiveness. We tailor structures that align with strategic goals,
facilitating seamless communication, decision-making, and workflow. This approach
enhances performance and supports adaptability, ensuring organizations are poised for
future challenges and opportunities.
• Program design.
Yes. Our process and Program design approach integrates strategic planning and
efficiency, ensuring that every step is purposefully structured to meet our clients' unique
objectives. By focusing on innovation, practicality, and clear communication, we develop
processes that achieve desired outcomes and enhance overall productivity and
engagement.
• Assessments design and analysis: organizational, team, and individual
Yes. Most of our consultants are certified with frameworks and approaches, such as DiSC,
MBTI, Clifton Strengths, ORSC, and ICF, with additional credentials as facilitators,
consultants, corporate executives, and academics.
Motivaim Organizational Development Services and Differentiation
Motivaim designs and delivers staff retreats and organizational workshops for various teams,
departments, and organizations at local governments and corporations. We are highly skilled in
creating imaginative, off-site sessions for our clients, as our extensive capabilities include
planning and conducting customized workshops and planning sessions, as well as participating
in process and change design and management. We ensure each engagement is unique and
impactful.
Our company brings a wealth of expertise and a proven track record in delivering organizational
development workshops and retreats tailored to each client's unique needs. Our team of seasoned
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professionals leverages the latest methodologies and insights to foster transformative growth and
alignment within organizations.
We pride ourselves on our ability to create dynamic, interactive, and impactful learning
environments that engage participants and stimulate meaningful change. Our workshops and
retreats are designed to enhance team cohesion, leadership skills, and strategic thinking and
facilitate a culture of continuous improvement and innovation.
Our commitment to excellence and deep understanding of organizational dynamics have
positioned us as trusted partners to a diverse range of clients, including the City of San Jose, the
County of Alameda, Marin County, and others. We are dedicated to delivering outcomes that
not only meet but exceed expectations, driving organizational success and employee fulfillment.
At our core, we are distinguished by our cadre of top-tier consultants, each with a wealth of
experience in organizational development. Their diverse backgrounds and deep industry
knowledge enable us to serve a broad spectrum of clients, from emerging startups to established
corporations to local governments. This diversity fuels our innovative approach to designing and
delivering workshops and retreats that address each organization's unique challenges and
opportunities.
Our client partnerships stand as a testament to our dedication and impact. We have earned the
trust of numerous organizations by consistently delivering bespoke solutions that drive
meaningful change. Through collaborative engagement, we ensure that our interventions align
with our client's strategic objectives, fostering environments where teams can thrive and
businesses can evolve.
The cornerstone of our service delivery is our unmatched ability to design, plan, and execute
assignments with precision and adaptability. Whether facilitating a small-scale workshop or a
large corporate retreat, our meticulous planning, expert facilitation, and rigorous follow-through
ensure that organizational goals are not only met but exceeded. Our commitment to excellence
is unwavering, and this dedication positions us as leaders in organizational development.
A. Offered Workshops and Programs
Motivaim can create and customize a comprehensive set of organizational development
workshops for small and large organizations and departments. Each workshop is designed to
address specific aspects of organizational growth, enhance team collaboration, and develop
leadership capabilities within a company. With our experienced consultants, we have offered
the following workshops to our clients over the years:
§ Leadership Development,
§ Team Building and Dynamics,
§ Change Management,
§ Conflict Resolution,
§ Effective Communication,
§ Diversity and Inclusion,
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§ Emotional Intelligence for Leaders,
§ Strategic Planning,
§ Performance Management,
§ Innovation and Creativity
§ Succession Planning
§ Definition of Values, Mission, and Goals
§ Organizational Structure and Design
§ Design Thinking for Leaders
B. Qualified Consultants
Through our extended network of organizational development experts and leadership
facilitators, we can increase our capacity and resources on demand to respond to the City of San
Luis Obispo’s requests. Our vast network includes change management experts, strategy and
succession planning experts, team-building experts, organizational efficiency experts, executive
coaches, trainers, talent developers, and HR consultants.
Motivaim uses a rigorous three-tiered screening process to qualify trainers and consultants.
They go through an interview process to evaluate their educational background, hands-on
experience, industry experience, subject-matter expertise, previous engagements,
communication styles, and personal qualities. Facilitators must complete a demonstration
section and are evaluated based on their problem-solving, audience engagement, presentation
skills, communication abilities, and unique style. This evaluation is done through observing
trial presentations, auditing workshops, and analyzing participant and management evaluation
forms. Lastly, facilitators are assessed on an ongoing basis through evaluation forms from
workshop participants, client outcome expectations, and Motivaim’s assessment criteria. They
must maintain an overall standard of at least a 4.6 out of 5.0 rating to continue contracting with
Motivaim.
Key Attributes of the Motivaim Team (see bios below)
a. Qualified individuals with experience and expertise in individual and team development,
adult learning, and organizational development.
Our trainers, facilitators, and coaches are subject matter experts with at least 10+ years
of experience. They also possess certifications, accreditations, and academic degrees,
share our passion and vision, and will confidently operate in the City’s environment. See
below for bios.
b. Skilled listening and facilitation professionals can communicate efficiently orally and in
writing, speak effectively before diversified large and small groups, and effectively
utilize group dynamic skills and techniques.
Our professionals are great communicators with a proven track record in influencing
racially and culturally diverse audiences through communication, advising, and
consulting at senior levels, facilitating team development.
A fundamental requirement of our consultants is the confidentially of the information
obtained at the personal and organizational levels. We work with the City’s HR and L&D
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organizations and necessary parties to ensure alignment and collaboration while
complying with the utmost privacy, authorization, and reporting requirements.
c. Committed to carrying forward the vision and mission of the organization (and its
leadership) while effectively balancing the needs of managers/supervisors with those of
the staff.
We believe in the strategic organizational purpose as an overarching requirement for all
desired outcomes. We work within the confines of the organization's vision and mission,
and we even offer workshops on precisely that topic. Part of our facilitation approach is
to assess to what extent the vision and mission of any organization are communicated
effectively throughout the structure, how they translate into goals and objectives for
various departments and managers, and whether managers and individuals create
working environments that balance daily challenges with these cascaded goals and
objectives.
d. Capable of building healthy, objective, and respectful relationships.
Being an effective leader, a productive team member, and possessing the EQ (Emotional
Intelligence) necessary to create meaningful outcomes for the organization, the leader
relies on and contributes to constantly building, feeding, and investing in transparent,
open, and trust-based relationships. That’s the essence of leadership's core competencies
that we and our consultants believe in.
e. Seasoned at developing customized individual, team, and organizational development
plans.
This is a crucial requirement of all our services. In coaching, team development, and
organizational consulting, long-term and sustainable change will be incorporated into
development plans and used as the blueprint for further development and training
services.
C. Ability to Meet Requirements / Proposed Approach / Methodology
1- Understanding of Requirements
Motivaim management and CEO Elie Habib is an accomplished corporate executive and
certified executive coach who has experienced first-hand most of the Organizational
Development requirements as a recipient, a sponsor, and a lead designer. He is involved in
most company projects at Motivaim to oversee the requirements gathering, scoping of the
project, understanding needed outcomes, and matching the best consultants. Motivaim has
also been involved with numerous OD and Leadership development projects with our
consultants, who possess extensive experience and expertise in exceeding our clients'
expectations. Finally, our methodology and beliefs in approaching every project and
recruiting consultants have been refined over the years to deliver the best value to our
public government and agencies.
2- Ability to Meet Requirements
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Motivaim’s extensive experience in supporting both the public and private sectors has
proven invaluable in ensuring we meet the unique needs of our clients. While many
business practices are similar, e.g., customer commitment, driving an agile change agenda,
focus on employee growth & development, and the need for ongoing leader support, we
recognize the discreet differences that must be considered when providing consultation and
business solutions. Those unique differences include the public sector’s need to provide
social value development policies, deals, and approaches inclusive of the diverse employee
base, racial inclusion, cultural identities, and gender identities. Understanding these and
other nuances is the starting point of providing an engaging approach that benefits people
and helps them envision an outcome that, while working for them, also flows into a more
significant community win.
3- Adult Learning Principles and Approach
Motivaim has some core beliefs in Adult Learning Principles that we apply in our projects
for our clients and in recruiting consultants.
▪ Ensure the employees/attendees understand the “What” and “why” of their
participation in the organizational development project.
▪ Respect that attendees have different learning styles (visual, auditory, kinesthetic)
▪ Allow the attendees to experience what they’re learning.
▪ Allow the attendees to learn from each other and encourage community formation and
engagement.
▪ Engage the attendees to step out of their safe zone and inspire confidence and passion.
▪ Create content that sparks curiosity and engagement. Mix fun and break into the
learning workshops.
▪ Incorporate principles of racial equity into the workshop facilitation (curriculum,
facilitation, diversity of trainers, consideration of diverse audiences)
4- Demonstrative Approach
Team Building and Collaboration – Sample of our design analysis for a workshop.
Everyone in a team brings unique talents and strengths, but what makes a team productive
and efficient? First, you start by defining the team's goal:
§ What is the ultimate purpose? What are the expectations of the leadership, and do
they match the expectations of the team members? How will the team contribute to
the organization's goals and mission?
§ As a leader, how well do you understand the team’s strengths and weaknesses and
where the gaps are?
§ How well does the team communicate with each other, and are all team members
encouraged to participate, listen, and provide feedback?
§ When conflict arises, do team members understand what’s best for the organization,
their roles, and how to resolve a conflict to facilitate best achieving the organizational
goals?
All these questions and many more will be addressed using frameworks that cover
individual style, team dynamics, and team leadership, e.g., The Five Behaviors of a
Cohesive Team Model, the CliftonStrengths or the DISC assessment tools.
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Strategic Planning
Organizations spend a lot of time and effort on strategy formulation. Often, there are
different approaches or strategies the organization could follow, but how do you decide
which option is best? We recommend following the Quantitative Strategic Planning Matrix
(QSPM) model to address these questions using a systematic approach. QSPM is based on
three primary inputs:
§ The critical success factors of your business
§ The relative importance of each of these critical success factors
§ How do you rate a particular strategy by each success factor
Once a particular strategy is identified, it is important to codify it into a plan that allows
for a deliberate, intentional plan while allowing for unpredictable changes in the critical
success factors to be identified and integrated into the original plan.
Strategic plans all have three major parts. The first is a vision or mission statement that sets
a relatively lofty and aspirational goal. The second is a list of initiatives/goals—such as
service launches, community expansion, and construction projects—that the organization
will carry out in pursuit of the vision. The third element is the conversion of the initiatives
into financials or other tangible and relevant metrics that will be tracked internally by the
various departments.
In preparation for strategic planning sessions, it is essential to solicit feedback from
stakeholders, internal and external, conduct surveys, review data, past performance
analytics, and cultural bias, and identify any assumed but unidentified facts. This step is
essential to map effective strategic plans forward.
Our team will follow the above approach to guide organizations and teams through
strategic planning activities and facilitation.
5- Project Management
When we receive a request for a new project, we will work with our consultants and the
City of SLO’s L&D team to scope and deliver on the project by applying a five-step
process:
a. Conduct scope review and analysis of the requested project: identify and confirm
business strategies, goals, objectives, key initiatives, gaps, and metrics (where
available).
During this initial step, we ensure that appropriate staffing is established, resources
are used when appropriate, related policies are adhered to, and an appropriate timeline
and budget are established.
b. Assess current state - assess the organization’s needs and current state, including
resisting forces, drivers for change, resource analysis, current policies and adherence,
and capacity to develop and implement new plans.
c. Determine development needs and desired state- identify possible development needs
(talent, skills, knowledge, competencies, leadership, supporting systems, e.g.,
Performance management) required to achieve the business strategies, goals,
objectives, key initiatives, etc.
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d. Develop an implementation plan – design and propose a solution that ensures the
delivery of the project by the identified target date, including a detailed timeline,
agenda, outline, needed resources, operational requirements, budget, and identified
consultants to lead the launch and execution of the project. During this step, we will
review the methodology and approach used per OD area while inviting customizations
to reflect the City’s team input and requirements.
e. Identify corresponding metrics—metrics are developed to target and gauge progress.
Once plans are developed, ongoing tracking determines whether implemented
programs accomplish their intended results.
Design Phase
This design of the training solution or organizational development will comply with the
following criteria:
(a) Ensuring the desired outcome is mutually understood,
(b) Analysis to flush out unique considerations (e.g., feedback, engagement, change, gaps,
or performance issues), target audience, environmental considerations
(c) Agreement on the proposed solution and framework, including soliciting feedback or
optionally running pilot programs
(d) Design a plan that takes into consideration all the above including people-related
requirements, racial and cultural differences, and accessibility
(e) Propose a measurement framework including required conditions, risks and
challenges, and contingencies required for successful implementation and tracking
6- Racially and Diversity Approach
As diversity helps to increase creativity and problem-solving, which are particularly
important in many professions, including and especially local governments such as the City
of SLO, we believe in the following four foundational table stakes to our training approach:
• Identity Blind – the ability to solely focus on individual differences between employees
in their professional experience, work styles, or interests regardless of their gender,
race, or culture.
• Assimilation – focus on finding ways to assimilate people from different groups, such
as non-native minorities, and customizing techniques to engage them equally in all
activities and group interactions.
• Inclusive differentiation – our approach looks at people as individuals within groups
and avoids stereotyping based on age, gender, ethnicity, and religion.
• Equitable Transformation: We consider the individual within the group and the broader
social influences on the level of the playing field between various backgrounds, avoid
stereotyping a group of people and create interactions that are inclusive to all people.
Our target markets and local customers, like the City of San Luis Obispo, most local
governments, and public entities, are highly diverse in race, gender, occupation, skills and
abilities, and personal values and attitudes. This has allowed us to develop cultural insights,
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local market knowledge, and communication capabilities and integrate them into unique
learning methods. Our diverse and expert team leverages this knowledge to help create
cohesive work environments for our customers to achieve the highest job satisfaction and
productivity.
7- Project Evaluation for continuous improvement
After the delivery, we propose conducting an “After Project Review” between the
Motivaim team, the project managers, and the consultants to collect feedback for
continuous improvements. The following templates will be used:
Attendees Rating
What worked well?
Why?
What didn’t work?
Why?
What should be done
differently?
How will you benefit
from the sessions
going forward?
Sample: Cadence,
content, facility,
agenda, etc
Consultants Rating
Expertise Interactivity Relevancy Communication
Rating 1-5 (highest) Rating 1-5 (highest)
Comments
Rating 1-5 (highest)
Comments
Rating 1-5 (highest)
Comments
Future Needs
Follow-Ups Immediate Action Long-term Needs Challenges
1.3 Additional Services - Leadership and Business Skills Training
Motivaim’s Leadership and Business Skills training curriculum is designed to help governments
and agencies deliver many of the core and essential skills needed to increase productivity, lower
turnover, mitigate challenges and risks, and create an equitable and impactful investment in their
employees. Our various categories strengthen the employees' skills, cultivate motivation, and
empower excellence. We have taught thousands of students, and the outcome has been uniformly
positive for organizations and employees.
Our professional leadership training stands out through a unique blend of personalized courses,
cutting-edge research, and practical application. We specialize in transforming managers into
leaders, cultivating skills that drive performance, innovation, and resilience in today's dynamic
business environment. Our programs are distinguished by their tailored approach, ensuring that
every participant's leadership journey is impactful and relevant to their specific challenges and
goals.
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Our training programs are meticulously designed to achieve precise outcomes and objectives for
managers and individual contributors with corresponding website abstracts, in-depth outlines,
and participant guides featuring activities and breakout sessions to enhance learning and group
collaboration, thereby improving retention. The highly customizable sessions range from 2 to 3
hours in length, incorporating breaks and interactive elements. Predominantly, clients opt for our
virtual streaming service, accommodating up to 35 participants per session. Post-session, we
offer an online survey for feedback and provide free access to the session recording for 30 days.
For complete access to our comprehensive curriculum and abstracts, please visit
(www.motivaim.com). Below is the catalog of offered courses by category.
Course Name Category
Decision Making Analytical Skills
Problem Solving Analytical Skills
Critical Thinking Analytical Skills
Design Thinking Analytical Skills
Data Visualization Analytical Skills
Ethics, Security and Privacy Analytical Skills
Career Planning Career Development
Making the transition from Staff to
Manager
Career Development
Interview Preparation Career Development
Professional Branding Career Development
Resume Writing Career Development
Self-Assessment/Career Exploration Career Development
Facilitation Skills for Presentations Communication - Written
Public Speaking and Presentation Communication - Written
Storyline Skills for Presentations Communication - Written
Instructional Design – Digital
Content
Communication - Written
Business Writing – Docs and
Reports
Communication - Written
Email Etiquette Communication - Written
Creating Powerful Presentations Communication - Written
Interpersonal Communication Skills Communication - Verbal
Giving and Receiving Feedback Communication - Verbal
Conflict Management Communication - Verbal
Conducting Difficult Conversations Communication - Verbal
Emotional Intelligence in the Workplace Communication - Verbal
Listening Skills Communication - Verbal
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Multigeneration in the Workplace Communication - Verbal
Build Trust through Communication Communication - Verbal
Customer Services – Best Practices Employee Engagement
Employee Engagement - Mindset Employee Engagement
Employee Engagement - Resilience Employee Engagement
Employee Engagement – Self
Management
Employee Engagement
Time Management Employee Engagement
Holistic Well-Being Employee Engagement
Harassment Principles Employee Engagement
Adaptive Leadership Leadership Skills
Change Management Leadership Skills
Coaching and Influencing skills for leaders Leadership Skills
Shifting to Strategic Leaders Leadership Skills
Strategic Planning Skills Leadership Skills
Developing Vision/Mission/Values Skills Leadership Skills
Collaboration and Teamwork Project & Time
Management
Meeting Management Project & Time
Management
Project Management Essentials Project & Time
Management
Agile Project Management Project & Time
Management
Project Management Tools L1 and L2 Project & Time
Management
Delegation and Empowerment Supervisory Skills
Building and Leading Teams Supervisory Skills
Leading High Performance Teams Supervisory Skills
Transition from Staff to Manager Supervisory Skills
Leading High Performance Teams Supervisory Skills
Managing Difficult People Supervisory Skills
Management Skills for New Managers Supervisory Skills
Understanding Diversity, Inclusion, and
Racial Equity
Supervisory Skills
Managing a Remote Workforce Telework
Remote Work Productivity Telework
Diversity, Inclusion, and Racial Equity in a
Virtual Environment
Telework
Work-Life Balance Telework
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Building and Developing Virtual Teams Telework
Managing Virtual Teams Telework
Fostering Team Cohesion in a Virtual
Environment
Telework
Conducting Effective Virtual Meetings Telework
Employee Engagement in a Hybrid
Workplace
Telework
Career Development in a Hybrid
Workplace
Telework
Digital Remote Collaboration Tools Telework
A. Customization of Course Outline and Objectives
Our approach to training customization is centered around understanding our clients' unique
needs and goals. By conducting thorough needs assessments and engaging in detailed
discussions with them, we tailor our training outlines to align precisely with their organizational
objectives. This bespoke customization ensures that each workshop or training session directly
contributes to the development and growth of the organization, fostering skills and knowledge
that are immediately applicable and highly relevant to the participants' roles and the
organization’s strategic direction.
B. Class Size
Class size can vary depending on the training content. A typical class (in-person and webinar)
size is 30 to 35 participants. We will discuss the class size with the City of SLO for every training
request to better accommodate the proper flow of materials, engagement, activities, etc. Our goal
will be to ensure the best access to all students, including Q&A, support, and break-out sessions.
All our classes are delivered on-demand at our clients’ request. We do not offer open enrollment
calendar-based courses.
C. Delivery and Scheduling
The scheduling phase of the training is divided into three areas
1. Preparation – With the City’s LED team, develop a comprehensive understanding of the
steps needed to ensure a unique learning experience, including all customization
requirements for the training request.
2. Event – our sessions (training, workshops, coaching) are geared to maximize the users’
engagement and knowledge acquisition. The design elements of the session are:
i. Connect people.
ii. Engage people and get them out of their comfort zone.
iii. Experiment with new concepts and support others in the group.
iv. Share their learnings at a group level.
3. Post – Review the full cycle, solicit additional feedback, and adjust future student
experience.
D. Evaluation of Training Services Delivered
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We will comply with the variety of performance standards employed by the City of SLO to
ensure class outcomes are met, and our trainers continuously deliver high-quality training. We
have repeatedly achieved a score of 4.5 to 5.0 for all our trainers and training categories. At the
end of each class, we will provide the students with online survey forms (Microsoft Forms) to
solicit feedback and evaluate the class, content, trainer, pace, and overall outcome. We are
confident we will continue to achieve the highest scoring for the City of SLO. We then share the
results with the City and, if needed, discuss improvements and other comments we received.
E. Our Motivaim Trainers (see bios below)
Our leadership trainers bring a unique blend of rigorous academic credentials and extensive
corporate experience, ensuring a comprehensive learning experience that bridges theory and
practice. Their background in the corporate world provides hands-on benefits, illustrating
concepts with real-world applications and strategies proven to drive success in various
organizational contexts.
This fusion of academic excellence and practical expertise allows our trainer to deliver highly
effective training sessions. Participants gain the theoretical knowledge necessary for leadership
and the practical tools and insights to apply these concepts in their daily roles, enhancing their
impact and effectiveness within their organizations.
Moreover, our trainer's approach is customized to meet the diverse needs of our participants,
incorporating interactive sessions, case studies, and collaborative projects. This ensures that
every learning experience is engaging, relevant, and directly applicable to today's leaders'
challenges and opportunities, fostering growth and driving organizational success.
1.4 Recommended Coaches/Trainers/Consultants (for Coaching, Organizational
Development and Leadership Training)
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Name Title and Responsibilities Scope of Work Years of
Expertise
Elie Habib CEO Of Motivaim – Executive Coach
Co-Owner
Account Management,
Relationships, Design
25+
Rosie Habib Account Manager – Co-Owner Account Management &
Relationships
20+
Betty
Magome
Leadership: Change Management Consultant
Leadership (Change
Management);
Organizational Change
Management.
25+
Phildra
Swagger
Certified coach, PCC, certificated Diversity and
racially diverse community support
professional, trained educator, assessment tools
Community Engagement;
Train the Trainer;
Facilitation and Retreats;
Strategic Planning;
Executive Coaching;
Diversity and Inclusion
Focus Group
25+
Kathy
Barnes
Executive Coach, PCC, ORSC, Clifton
Strengths, PhD candidate, Org Dev and
Leadership development specialist
Org Dev workshops
Facilitation and retreats;
Leadership Training;
Executive and Group
Coaching
25+
Jessica Ng Executive Coach, PCC, ORSC, Clifton
Strengths, Leadership Circle 360, Org Dev and
Leadership Development
Org Dev workshops
Facilitation and retreats;
Leadership Training;
Executive and Group
Coaching
10+
Victoria
Reichenberg
Executive Coach ACC, Team Building &
Facilitator
Facilitation, Retreats;
Focus Group;
Strategic Planning Design
and Facilitation
20+
Tracy
Pascua Dea
Org Dev and Leadership Consultant, facilitator,
PhD in Education, CliftonStrengths and ORSC
Community Engagement;
Train the Trainer;
Facilitation and Retreats;
Strategic Planning;
Executive Coaching;
Diversity and Inclusion
Focus Group
25+
James
Jeffley
Leadership & Communication Trainer/coach
Essential Skills For
Supervisors;
Communication Skills;
Designing and Delivering
Public Presentation Skills
25+
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Tara Bergen
Trainer, Emotional Intelligence expert, certified
in leadership assessment and 360 tools
Org Dev workshops
Facilitation and retreats;
Leadership Training;
Leadership Assessments &
360 Degree Feedback
25+
Antoinette
Joy
HR Expert, certified SHRM professional,
organizational assessment
Organizational assessment;
HR tools and models
25+
Mireille
Habib
HR expert, organizational development,
leadership trainer
Community engagement,
career planning, Diversity,
employee well-being
10+
Betty Magome, Strategy, Organizational Transformation, Digital Transformation Expert
www.linkedin.com/in/betty-magome-92b202 www.nimbleconsulting.net
Betty is the founder of Nimble Consulting and has 20+ years of experience in strategy, change
management, and consulting across various industries. Nimble Consulting focuses on change
management, training, process analysis, strategy, and program management.
Betty consulted in organizational and digital transformation across multiple industry sectors,
including :
§ Government: US Federal, UK Government, local cities
§ Private Sector: Healthcare, Technology
§ California public sector: utility (PG&E, SoCalGas), Santa Clara Library, Presidio trust
Betty’s passions include:
§ Enabling clients to become nimble organizations to achieve desired business results
§ Being a change agent for innovation for our clients
§ Collaborating with stakeholders at an enterprise level, breaking down ambiguous
business problems, and driving diverse teams toward a shared goal
§ Driving organizational and digital transformational efforts in a team-based environment
§ Innovation, emerging technology, smart city.
Betty’s success in organizational and digital transformation over the past ten years has led
Nimble to quickly become a “go-to” company for “smart” companies and cities that want to use
emerging technology to do more with their existing enterprise technology and assets. Innovation-
related qualifications include IoT, blockchain, AI and machine learning, Robotic Process
Automation, and smart cities.
Phildra Swagger, Executive Coach PCC, Community Facilitator, Creative Strategist, Trainer
www. linkedin.com/in/drpjswagger www.combinedexpertise.com
Dr. Phildra Swagger began her career as a classroom teacher and served as a principal, district
administrator, university instructor, and charter school founder over a 30-year career. Currently,
she serves as an Executive/Leadership Coach and creative business strategist.
Her teaching career began in the Charlotte-Mecklenburg (NC) Public School System, where she
was selected as the 1992 Metro School Teacher of the Year. In 1995, she relocated to Tampa,
Florida, to pursue her doctoral studies. While at the University of South Florida (USF), Phildra
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taught undergraduate and graduate courses in the College of Education and received the 1998
Provost's Award for Outstanding Teaching by a Graduate Student. In 2000, Dr. Swagger's first
co-authored book, We Can Have Better Urban Schools, her research was nominated for the
University of South Florida’s Outstanding Dissertation Award, and the university conferred her
Ph.D.. She later earned an MBA from the University in South Florida in 2015.
In 2006, Dr. Swagger established Combined Expertise, Inc. a personal and executive coaching
and consulting firm. Her motto for Combined Expertise is “combining our expertise to maximize
yours.” She often shares insights from her professional experiences, industry experts, and client
network on her podcast, “Swagg University.”
Before retiring as Vice President of AMIkids, Inc., Dr. Swagger led the corporation's effort to
earn AdvancED accreditation, established its first program for immigrant learners, and expanded
the company’s portfolio of affiliate locations to include alternative schools, single-gender
schools, and charter schools. Dr. Swagger served as the Supervisor of Academic Programs for
the Hillsborough County Public Schools and the founding Principal and Board Member of
Brooks-DeBartolo Collegiate High School. Dr. Swagger authored grants and legislative funding
requests totaling nearly $15 million in federal and state funds throughout her career.
Dr. Swagger is a credentialed International Coaching Federation (ICF) member and a certificated
Diversity, Equity, and Inclusion professional.
Kathy Barnes, Executive Coach PCC, ORSC, Clifton Strengths, PhD candidate,
Organizational Development expert, Leadership trainer, group coach
www.linkedin.com/in/kathylynnebarnes
Kathy is a leadership, team, and executive coach who is CPCC and ICF certified, as well as a
CliftonStrengths certified coach. She is also a Certified Professional in ORSC (Organizational
Relationship Systems Coaching). She is in the process of completing her Ph.D. in Transformative
Studies, which is focused on how we transform our relationships at and with work through a
systems thinking lens.
Kathy brings a real-world perspective from her 25 years in leadership positions within
organizations. She has worked previously as VP of Marketing at Roku, Sr. Director of Marketing
at Cisco, and CMO at August Home while being a marketing and communication specialist
consultant for many years. She is an accomplished communication and leadership skills
specialist. She received an MS in Organizational Management & Design in 2002.
Kathy’s approach to coaching is summarized in her own words:
“Coaching is all about you as a whole person: your values, goals, work-life balance, fulfillment,
and life purpose, with a special emphasis on unlocking the leader within you. That's why I've
named my practice "Leadership Coaching" –it's dedicated to helping you discover and harness
your inner leadership qualities, even if your goals for coaching have nothing to do with work. I
work with motivated individuals like yourself to craft your own unique definition of success.
Most clients come to me with specific goals, and together, we'll create a tailored plan that suits
your needs and aspirations.”
As a facilitator and a trainer, Kathy understands that identifying barriers to engagement is crucial
for creating an environment where employees can thrive. Her training and workshops delve into
the factors hindering personal growth, employee engagement, and team engagement, helping
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leaders address these challenges and create a more supportive and engaged workforce. Her
workshops provide practical insights and methodologies to collect meaningful data, leverage
top-notch tools, and develop relevant purposes, allowing organizations to make informed
decisions to enhance team engagement and performance, communication, and meaningful well-
being.
Jessica Ng, Executive Coach PCC, ORSC, Clifton Strengths, LCP, DiSC, DEI, Organizational
Development expert, Leadership trainer, group coach
www.linkedin.com/in/jessicang11
Jessica is an ICF and Co-Active certified executive coach (PCC & CPCC), bringing 10 years of
experience partnering with leaders to develop thriving teams and organizations that support scale
and drive shared success. Here are the key certifications that underline her experience:
Organization & Relationship Systems Coaching (ORSC): This certification equips Jessica with
the knowledge to improve team dynamics, foster healthier work relationships, and create an
environment where employees feel connected and engaged with their work and colleagues.
Leadership Circle 360 Assessment (LCP): By utilizing the LCP, Jess can provide leaders with
insights into their strengths and areas for improvement, which can directly impact the well-being
of their teams through more effective leadership practices.
Embodied Leadership (L1): Jess is equipped to guide leaders in incorporating physical awareness
and presence into their leadership style, enhancing their ability to connect with and inspire their
teams.
Positive Intelligence (PQ): Jess's certification in PQ highlights her focus on developing leaders'
and teams' mental fitness, which is critical for maintaining high levels of engagement and
resilience in challenging environments.
DiSC: Through DiSC certification, Jess is adept at improving team communication and
collaboration, which is foundational for a positive work culture that promotes employee well-
being.
DEI Initiatives: By integrating Diversity, Equity, and Inclusion (DEI) into her work, Jess
emphasizes creating inclusive work environments where every employee feels valued and
engaged, contributing to overall well-being.
Leadership Development, Team Building, Organizational Effectiveness: These core areas of
focus in her work directly relate to enhancing the workplace environment, ensuring that teams
are well-led and cohesive, and operating in an effective and supportive organizational structure.
Jess's comprehensive approach, combining psychological, physical, and strategic elements,
underpins her ability to foster environments that prioritize and enhance employee well-being and
engagement.
Victoria Reichenberg, Executive Coach ACC, Team Building & Strategic Planning
Facilitator, www.linkedin.com/in/victoriareichenberg
Victoria is driven by one central leadership question: How can we transform the workplace to
inspire creativity, promote bold action and foster authentic engagement?
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Victoria has 20 years of experience leading teams in complex organizational systems. She
understands how resource limitations, competing demands, and time pressure can impact group
performance. She has managed departments with budgets of $7 million and led teams as large
as 30.
Victoria spent her early career leading creative teams for companies like Visa, Microsoft, Cisco,
and Gap. To drive employee engagement, she produced video stories in countries as diverse as
India, Mexico, Japan, and Australia.
By asking hard questions, offering authentic feedback, and creating safety through the
transformation process, Victoria’s work makes sustainable change for her clients. Victoria has
been coaching teams and individuals for many years with most of the top Fortune 500 brands
and is certified with the Leadership Circle Profile and IEQ9 assessment tools.
Victoria is a certified executive coach member with the ICF at the ACC level, certified in the
“Leadership Circle Profile” 360 tool, iEQ9 Accredited Practitioner, and holder of MS in
Organizational Design from USF.
Tracy Pascua Dea, PhD in Higher Education, ORSC Certified, CliftonStrengths certified coach,
leadership and systems coach, Leadership trainer, DEI, Change Management, Team
Development, Strategic Planning.
linkedin.com/in/tracypascuadea
Tracy is a collaborative leader, change agent, and equity-focused professional. She brings over
20 years of experience in diversity, equity, inclusion, belonging and justice, organizational
climate and culture, learner success, and leadership and systems coaching. Her higher education
experience, research, and teaching focus on the lived experiences of first-generation and
historically marginalized populations, strengths-based institutional change, and the power of
narratives for social change.
For 20+ years, Tracy has been a full-time faculty member at UC Berkeley, a part-time faculty
member at Northeastern University and Saint Mary’s College in the areas of Leadership
development and diversity, director of the Career Resources Center at Saint Louis University,
and Director of Career Counseling at Boston College. Motivated and results-focused, Tracy
brings a wealth of knowledge and experience to each engagement. The following is a sample of
her Leadership and Organizational development areas of expertise:
● Diversity, Equity, Inclusion, Belonging and Justice
● Change Management
● Employee Engagement, Well-being, and Psychology
● Emotional Intelligence
● Organizational Culture and Climate
● Team-building and Development
● Conflict Management, Problem-Solving, and Critical Thinking
Tracy holds a PhD in Higher Education Administration, a BA in Psychology from Saint Louis
University, and an MA in Counseling Psychology from Boston College. She is also trained in
ORSC (Organizational Relationship Systems Coaching) and certified CliftonStrengths coach.
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Tara Bergen, Leadership Development, Facilitator, Certified CliftonStrengths Coach, MBTI,
EQI
linkedin.com/in/tarabergen
Tara is a master facilitator, trainer, executive coach, and instructional designer with extensive
leadership and employee development experience. In her seventeen years with Abbott Labs
commercial sales organization and numerous tech and biotech companies, she created custom
large-scale leadership development training programs as the owner and principal of her own
consulting business, Incite Training.
From 2019-to 2021, Tara joined the HR Center of Excellence team at Stanford Health Care.
Throughout their SHC journey, employees provide expertise in Leadership Coaching, Team
Development, Employee Engagement, Strength-based Development, Change Management,
Diversity, Inclusion, and Health Equity. Key actions include:
▪ Consulting, intervening, and facilitating professional development services to internal clients.
▪ Coaching Leaders on specific areas of growth and development via a range of coaching
modalities, including the executive coaching process.
▪ Collaborating actively with the L&D team to provide client continuity of learning.
Antoinette Joy, HR specialist, SHRM specialist, Leadership Development Expert
www.linkedin.com/in/antoinette-joy/
Antoinette Joy offers twenty years of experience to leaders and teams. Throughout these years,
she has gained a firm understanding of the challenges and obstacles accompanying the pursuit
of excellence. For most of these years, she developed talent in the trenches as a human resource
professional.
Antoinette shares her experience, knowledge, and strategies with others through her dynamic,
engaging, and applicable leadership courses. She brings the workshop agenda to life on-site and
virtually on many topics, including leadership development, communication skills, talent
management, and coaching. Antoinette's greatest joy is providing others with practical and easy-
to-implement tools that make an immediate impact.
Her public and private clients consistently recognize her ability to educate and empower
participants to apply workshop content. Antoinette is also skilled at organizational assessment,
gap analysis, skills development, monitoring and measuring impacts, and conflict management.
Antoinette has a BA in Business Administration and Human Resources from California State
University, Sacramento; some of her professional certifications, with a leadership concentration,
include PHR, SHRM-CP, and DiSC.
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 34
James Jeffley, Public Speaking Expert, Leadership Development, Coach
www.linkedin.com/in/james-jeffley/
James Jeffley is an award-winning international speaker & trainer, professional coach, author,
musician, and minister. For nearly 20 years, he has helped thousands of adults across the US,
Canada, Australia, the UK, and Malaysia improve essential life skills, elevate their
consciousness and achieve better results.
He brings a mix of real-world business acumen and experience, humor, and conscious,
compassionate communication skills to challenge people to think deeper and inspire them to take
action to improve their lives. He is a member of Toastmasters International and has been a two-
time finalist in the World Championship of Public Speaking.
James connects with various audiences, builds rapport quickly, and is adept at meeting people
where they are and offering creative solutions to address complex issues. James is an experienced
communication expert, public speaker, business coach, and content creator.
James is also a renowned keynote and public Toastmasters speaker. An “Advanced
Communicator Silver and Advanced Leader Bronze,” Club President, and two-time Finalist in
the World Championship of Public Speaking, James can help you speak, communicate, and
present with the energy, poise, confidence, and impact you need to succeed.
Mireille Habib, HR Specialist, Leadership Development Trainer, Employee Career and Well-
bring Trainer.
www. linkedin.com/in/mireillehabib
Mireille is an accomplished and dynamic corporate trainer passionate about empowering
individuals and organizations to reach their full potential. She is an HR specialist with an
emphasis on leadership and employee development. She has a BS in Psychology from Cal Poly
San Luis Obispo and an MS in Organizational Development and Psychology from Claremont
Graduate School.
Known for her engaging and interactive training style, Mireille has helped countless
professionals across various industries enhance their skills and knowledge. Whether in
leadership development, communication strategies, team building, or career development, she
has a proven track record of delivering measurable results and driving positive change within
companies.
Mireille has developed and facilitated countless interactive training sessions for diverse
professionals across seniority, location, language, ethnic background, and functional expertise.
She has a master’s degree in organizational psychology and Evaluation, where I learned a data-
driven and holistic approach to adult learning and leadership development concepts. She has also
completed her Executive Coach education, is a member of the ICF, and is in the process of
becoming a certified coach.
Mireille has 10+ years of experience in designing, creating, and delivering training for the public
and private sectors. She has been training for Motivaim for five years in the topics of employee
engagement, communication, and leadership. Mireille is well-versed in the latest language
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Bid RFP – 2401-001 Motivaim – City of San Luis Obispo 35
teaching methodologies and constantly updates her techniques to incorporate the most innovative
approaches.
1.5 Coaching, Leadership, Organizational Development Case Studies
Coaching Case Study 1:
In a municipal setting, a major City engages us in an executive coaching program to tackle
specific leadership challenges within its administrative ranks. The city administration faced
issues similar to those in large organizations, including cross-cultural communication across
departments, managing public policy changes, improving overall productivity, and fostering
innovative approaches to governance.
Customized coaching plans addressed the unique requirements of city executives, focusing on
leadership within the public sector, strategic policy implementation, and community
engagement. The coaching aimed to cultivate adaptive leadership styles to navigate the
complexities of city management effectively.
The coaching framework was personalized to each executive's context, focusing on developing
skills like emotional intelligence, strategic thinking, and effective communication. Coaches
collected 360 reviews and worked one-on-one with executives to identify and leverage their
strengths, address specific leadership challenges, and foster a transformative mindset that
supported the company's growth and diversity goals.
As a result, the city observed improved collaboration between departments, a more proactive
approach to community challenges, and increased efficiency in public service delivery. The
executive coaching initiative was instrumental in fostering a culture of progressive leadership,
driving positive change throughout the city's administration, and benefiting the broader
community.
Coaching Case Study 2:
In the revised case study, a city government implemented an executive coaching program to
tackle challenges related to inter-departmental collaboration, leadership in public service, and
community engagement. The initiative targeted senior officials and department heads, tailoring
coaching to their specific roles within the municipal structure.
The coaching process emphasized enhancing competencies in policy development, stakeholder
communication, and adaptive leadership to navigate the complex landscape of public
administration. Coaches employed a variety of tools to address individual and collective
leadership goals, fostering a culture of continuous improvement and civic responsibility.
Results manifested over a year, with the city experiencing a marked improvement in inter-
departmental synergy, streamlined public service delivery, and an uptick in community
satisfaction. The success story highlighted executive coaching as a transformative tool in the
public sector, aligning leadership development with the city's mission to serve its constituents
effectively.
Dr. Phildra Swagger
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Project Title 1: SPC Leadership Development Institute
SPC Corporate College aims to provide customized services and personalized solutions for
corporations and agencies seeking to develop a highly skilled workforce and leaders. Combined
Expertise, Inc. shall design and/or facilitate the SPC Workforce and Corporate College
Leadership Development Institute to include a variety of development courses, workshops, and
participant materials to provide interactive, engaging learning opportunities for Saint Petersburg
College (SPC) Corporate College leaders, clients, and staff.
Project Title 2: Florida Statewide Registry for Aging Studies
This statewide study, funded by the National Institutes of Health (NIH)- National Institute on
Aging encompasses three institutions: the University of Central Florida, Florida International
University, and the University of Florida (Jacksonville). Utilizing both qualitative (focus groups)
and quantitative (survey administration) data collection methods, the overall aims of the project
include learning what African Americans, Caribbean, and Hispanic/Latino adults find important
to participate in clinical research and share information throughout the state and enrolling these
diverse groups into a statewide registry. This engagement involves: 1) identifying and
supporting NIA-funded research being conducted throughout the state 2) expanding this work to
Tampa/west Florida, 3) enrolling African Americans, Latino/Hispanic, and Caribbean adults
from the west coast of Florida into this statewide registry and 4) facilitating focus groups.
Racial Equity Project
a. Evaluate/examine their current level of racial equity (possibly measured in terms of
diversity in leadership, salary/payment, diversity of employees; or distribution across
employment sectors, housing, food security, healthcare, insurance, education (in essence,
all of the social determinants of health);
b. Review policies and practices within areas the city deems of most priority.
c. Facilitate organizational and/or community-based training, focus groups, and/or listening
sessions; and
d. Work collaboratively with the city to identify strategies and approaches to improve racial
equity.
Tara Bergen
• Created and implemented Two Year Employee Engagement Adoption Strategy ─
Supported the Facilities, Services, & Planning (FSP) organization as the internal OD point
of contact. Designed customized learning and logistic solutions that increased Employee
Engagement Program adoption and Engagement Pulse survey participation by 89% from
2019 to 2021.
• Collaborated with DEI Team ─ Designed the first virtual keynote presentation for SHC’s
annual Leadership Summit with 10 days’ notice in the wake of the George Floyd case.
Leveraged instructional design, presentation skills, and storytelling expertise to enhance
both speakers’ abilities to explore barriers and potential solutions to creating a more diverse
and inclusive workforce. Designed ongoing live interaction using innovative technology
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platforms to foster a sense of inclusion and to build leader awareness of what’s needed in
the realm of diversity, health equity, and belonging going forward.
• Project Managed a “Diverse by Design” Experience for Stanford Board of Directors (BOD)
─ Created a highly successful and inclusive DEIB virtual session where 33 Board Members
shared their experiences, perspectives, concerns, and future recommendations openly.
Developed live templates where data was captured in real-time to identify priorities and
themes.
• Co-Created "The Inclusive Leader" Training Program ─ Leveraged data from the Summit
and BOD and conducted an in-depth needs analysis to identify key challenges. Developed
learning outcomes and program curriculum in a fast-paced environment, launching and
scaling 30 virtual programs to 700 managers in 90 days, while earning a 4.85 out of 5-course
rating.
• Enhanced New Leader Orientation ─ Designed and delivered a successful new Employee
Engagement (EE) session to expose new hires to what EE is, why SHC is embracing it, and
how a diversity of strengths aligns with our values and culture.
• Measured & Evaluated Outcomes of Programs ─ Established a performance tracking and
reporting process within the Learning Management System to analyze Engagement Pulse
data and Program evaluation data, which assessed the cultural and learning experiences,
leveraging data insights for continuous improvement of all future programs.
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References
Reference 1
Agency Name County of Alameda
Contact Name James Oberst
Contact Info James.oberst@acgov.org
Street Address 12th Street
City, State, Zip Code Oakland, CA
Description of Services Under RFP contract for organizational
development, leadership development,
coaching, and technical training; Relationship
is more than 10 years old and is for County
wide services
Reference 2
Agency Name County of Marin
Contact Name Jessi Hunt
Contact Info Jessi.hunt@marincounty.gov
Street Address 3501 Civic Center
City, State, Zip Code San Rafael, CA
Description of Services On-going organizational development,
leadership development, coaching, and
technical training; Relationship is more than 4
years old and is for County wide services
Reference 3
Agency Name City of San Jose
Contact Name Robert Hernandez
Contact Info Robert.hernandez@sanjoseca.gov
Street Address 200 E. Santa Clara St
City, State, Zip Code San Jose, CA
Description of Services Under RFP contract for on-going
organizational development, leadership
development, coaching, and technical
training; Relationship is more than 5 years old
and is for City wide services
Additional references for individual coaches are available on demand. The ICF requires the
highest level of confidentiality and privacy for the coach/coachee relationship, especially
regarding public documents.
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Section F - PRICING RESPONSE FORM
SAMPLE PROJECT COST PROPOSAL
Based on the sample project description and requirements below, please provide estimated cost
proposals using Pricing Table A rates/fees to understand typical proposer project budget ranges
for these commonly requested projects.
TEAM BUILDING & COLLABORATION
§ One-Day Team Building Session and Strengths Assessment
PROJECT DESCRIPTION & REQUIREMENTS
1) Host a 6-hour off-site team building session with a County Department team of 20 to:
• Improve communications amongst each other including active listening, giving / receiving
feedback
• Create trust
• Create a spirit of collaboration
2) Utilize a personality/leadership assessment tool to identify and learn about each other’s strengths and styles.
Common Requirement
(Sample)
General Description of
Proposed Services / Tasks
Hourly
Rate
Estimated
Hours
Sub-Total
Needs Assessment and Design
(Optional)
Needs Assessment: Available
Options (Sample requirements
only)
Interviews of internal & External
stakeholders
Focus group
Surveys
Existing data / metrics /docs
$400 Depending on
size of team; For
20 people, Limit
to 6 hours total
$2400
Description Hourly Rate Estimated Hours
Estimated cost/group
pricing Exclusion
Coaching - Executive and
Onboarding $ 400.00
As needed; Min of 3
Months
Depending on frequency and
Duration Team Coaching
Team Coaching - Up to 6 people $ 500.00 As needed
Depending on frequency and
Duration Individual Coaching
Organizational Development $ 400.00
Depending on the Project;
See Sample below
Depending on the Project; See
Sample below
Venue, Catering, Lodging;
transportation
Leadership Development $2600 per class 3 hours Virtual (Half-day)
$2600, up to 35 people; free
recording for a month
Customization and
Transportation
Customization of Classes $300/hour 2-3 hours per class $900
New topics or programs
development
In-person Sessions
Transportation $125/hour 4 hours per event $500
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Design of workshop Depending on the scope of work $400 1 hour $400
Facilitated Teambuilding
Session Off-Site (in-person)
Full day – include setup/breaks per
session
Half day session
Flat
Flat
8 hours
3 hours
$6000
$3000
Leadership / Personality
Assessment Tool
(recommended)
Depending on the Tools used;
DISC, MBTI, StrengthFinder, etc.
Aggregation of individual reports
Per person
fee
$400
Pass-through
Max hours: 3
$100-$150
$1200
Other Activities (please indicate
or add more lines as needed)
Price not inclusive of the cost of
venue, catering, material if any;
markup applied if booked through
company
Invoiced per
usage
TOTAL $
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Insurance Certificate
The following active Accord declaration pages are current and include an endorsement for the
City of San Jose as a sample. When the contract is awarded, the City of San Luis Obispo will
be added as an endorser.
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EXHIBIT B
INSURANCE REQUIREMENTS FOR PROFESSIONAL SERVICES
Without limiting CONSULTANT’s indemnification of CITY, and prior to commencement of Work,
CONSULTANT shall obtain, provide and maintain at its own expense during the term of this AGREEMENT,
policies of insurance of the type and amounts described below, and in a form satisfactory to CITY.
General liability insurance. CONSULTANT shall maintain commercial general liability insurance with
coverage at least as broad as Insurance Services Office form CG 00 01, in an amount not less than
$1,000,000 per occurrence, $2,000,000 general aggregate, for bodily injury, personal injury, and property
damage. The policy must include contractual liability that has not been amended. Any endorsement
restricting standard ISO “insured contract” language will not be accepted.
Professional liability (errors & omissions) insurance. CONSULTANT shall maintain professional liability
insurance that covers the Services to be performed in connection with this AGREEMENT, in the minimum
amount of $1,000,000 per claim and in the aggregate. Any policy inception date, continuity date, or
retroactive date must be before the effective date of this AGREEMENT and CONSULTANT agrees to
maintain continuous coverage through a period no less than three (3) years after completion of the
services required by this AGREEMENT.
Workers’ compensation insurance. CONSULTANT shall maintain Workers’ Compensation Insurance
(Statutory Limits) and Employer’s Liability Insurance (with limits of at least $1,000,000). CONSULTANT
shall submit to CITY, along with the certificate of insurance, a Waiver of Subrogation endorsement in favor
of CITY, its officers, agents, employees, and volunteers.
Proof of insurance. CONSULTANT shall provide certificates of insurance to CITY as evidence of the
insurance coverage required herein, along with a waiver of subrogation endorsement for workers’
compensation. Insurance certificates and endorsements must be approved by CITY’s R isk Manager prior
to commencement of performance. Current certification of insurance shall be kept on file with CITY at all
times during the term of this contract. CITY reserves the right to require complete, certified copies of all
required insurance policies, at any time.
Duration of coverage. CONSULTANT shall procure and maintain for the duration of the contract insurance
against claims for injuries to persons or damages to property, which may arise from or in connection with
the performance of the Work hereunder by CONSULTANT, his agents, representatives, employees or
subconsultants.
Primary/noncontributing. Coverage provided by CONSULTANT shall be primary and any insurance or self-
insurance procured or maintained by CITY shall not be required to contribute with it. The limits of
insurance required herein may be satisfied by a combination of primary and umbrella or excess insurance.
Any umbrella or excess insurance shall contain or be endorsed to contain a provision that such coverage
shall also apply on a primary and non-contributory basis for the benefit of CITY before the CITY’s own
insurance or self-insurance shall be called upon to protect it as a named insured.
CITY’s rights of enforcement. In the event any policy of insurance required under this AGREEMENT does
not comply with these specifications or is canceled and not replaced, CITY has the right but not the duty
to obtain the insurance it deems necessary, and any premium paid by CITY will be promptly reimbursed
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by CONSULTANT or CITY will withhold amounts sufficient to pay premium from CONSULTANT payments.
In the alternative, CITY may cancel this AGREEMENT.
Acceptable insurers. All insurance policies shall be issued by an insurance company currently authorized
by the Insurance Commissioner to transact business of insurance or is on the List of Approved Surplus Line
Insurers in the State of California, with an assigned policyholders’ Rating of A- (or higher) and Financial
Size Category Class VII (or larger) in accordance with the latest edition of Best’s Key Rating Guide, unless
otherwise approved by the CITY’s Risk Manager.
Waiver of subrogation. All insurance coverage maintained or procured pursuant to this AGREEMENT shall
be endorsed to waive subrogation against CITY, its elected or appointed officers, agents, officials,
employees and volunteers or shall specifically allow CONSULTANT or others providing insurance evidence
in compliance with these specifications to waive their right of recovery prior to a loss. CONSULTANT
hereby waives its own right of recovery against CITY and shall require similar written express waivers and
insurance clauses from each of its subconsultants.
Enforcement of contract provisions (non estoppel). CONSULTANT acknowledges and agrees that any
actual or alleged failure on the part of the CITY to inform CONSULTANT of non-compliance with any
requirement imposes no additional obligations on the CITY nor does it waive any rights hereunder.
Requirements not limiting. Requirements of specific coverage features or limits contained in this Section
are not intended as a limitation on coverage, limits or other requirements, or a waiver of any coverage
normally provided by any insurance. Specific reference to a given coverage feature is for purposes of
clarification only as it pertains to a given issue and is not intended by any party or insured to be all
inclusive, or to the exclusion of other coverage, or a waiver of any type. If the CONSULTANT ma intains
higher limits than the minimums shown above, the CITY requires and shall be entitled to coverage for the
higher limits maintained by the CONSULTANT. Any available insurance proceeds in excess of the specified
minimum limits of insurance and coverage shall be available to the CITY.
Notice of cancellation. CONSULTANT agrees to oblige its insurance agent or broker and insurers to provide
to CITY with a thirty (30) day notice of cancellation (except for nonpayment for which a ten (10) day notice
is required) or nonrenewal of coverage for each required coverage.
Additional insured status. General liability policies shall provide or be endorsed to provide that CITY and
its officers, officials, employees, and agents, and volunteers shall be additional insureds under such
policies. This provision shall also apply to any excess/umbrella liability policies.
Prohibition of undisclosed coverage limitations. None of the coverages required herein will be in
compliance with these requirements if they include any limiting endorsement of any kind that has not
been first submitted to CITY and approved of in writing.
Separation of insureds. A severability of interests provision must apply for all additional insureds
ensuring that CONSULTANT’s insurance shall apply separately to each insured against whom claim is made
or suit is brought, except with respect to the insurer’s limits of liability. The policy(ies) shall not contain
any cross-liability exclusions.
Pass through clause. CONSULTANT agrees to ensure that its subconsultants, subcontractors, and any
other party involved with the project who is brought onto or involved in the project by CONSULTANT,
provide the same minimum insurance coverage and endorsements required of CONSULTANT.
CONSULTANT agrees to monitor and review all such coverage and assumes all responsibility for ensuring
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that such coverage is provided in conformity with the requirements of this section. CONSULTANT agrees
that upon request, all agreements with consultants, subcontractors, and others engaged in the project
will be submitted to CITY for review.
CITY’s right to revise specifications. The CITY reserves the right at any time during the term of the
contract to change the amounts and types of insurance required by giving the CONSULTANT ninety (90)
days advance written notice of such change. If such change results in substantial additional cost to the
CONSULTANT, the CITY and CONSULTANT may renegotiate CONSULTANT’s compensation.
Self-insured retentions. Any self-insured retentions must be declared to and approved by CITY. CITY
reserves the right to require that self-insured retentions be eliminated, lowered, or replaced by a
deductible. Self-insurance will not be considered to comply with these specifications unless approved by
CITY.
Timely notice of claims. CONSULTANT shall give CITY prompt and timely notice of claims made or suits
instituted that arise out of or result from CONSULTANT’s performance under this AGREEMENT, and that
involve or may involve coverage under any of the required liability policies.
Additional insurance. CONSULTANT shall also procure and maintain, at its own cost and expense, any
additional kinds of insurance, which in its own judgment may be necessary for its proper protection and
prosecution of the work.
Verification of Coverage. Contractor shall furnish the City with a certificate of insurance showing
maintenance of the required insurance coverage, as well as endorsements effecting general liability
coverage.. All endorsements are to be received and approved by the City before work commences.
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