Best fit for this contractDavis-Bacon
OR20260071 (Rev 1)Match signal: state matchOpen WD
Published Jan 23, 2026Oregon • Klamath
Rate
Base $59.35Fringe $22.38
Rate
Base $53.94Fringe $16.81
+30 more occupation rates available in the full WD.
2022.222 Human Resources Operating Model Assessment Consultant
Solicitation: Not available
Notice ID: state_or_oregonbuys__S-C03342-00004598
Federal opportunity from Washington County. Place of performance: OR. Response deadline: Oct 28, 2022.
Federal Bid Partners service match
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Market snapshot
Baseline awarded-market signal across all contracting (sample of 400 recent awards; refreshed periodically).
12-month awarded value
$2,706,841,172
Sector total $2,706,841,172 • Share 100.0%
Live
Median
$318,072
P10–P90
$42,300–$2,065,904
Volatility
Volatile200%
Market composition
NAICS share of sector
A simple concentration signal, not a forecast.
100.0%
share
Momentum (last 3 vs prior 3 buckets)
+100%($2,706,841,172)
Deal sizing
$318,072 median
Use as a pricing centerline.
Live signal is computed from awarded notices already observed in the system.
Signals shown are descriptive of observed awards; not a forecast.
Related hubs & trends
Navigate the lattice: hubs for browsing, trends for pricing signals.
Place of Performance
Not listed — check the files for details.
Applicable Wage Determinations
SAM WDOL references matched to this opportunity's location and scope language.
View more for this contract3 more WD matches and 30 more rate previews.↓
View more for this contract
3 more WD matches and 30 more rate previews.
Davis-BaconBest fitstate match
OR20260071 (Rev 1)Published Jan 23, 2026Oregon • Klamath
Rate
Base $59.35Fringe $22.38
Rate
Base $53.94Fringe $16.81
Rate
Base $47.04Fringe $21.84
+29 more occupation rates in this WD
Davis-Baconstate match
OR20260011 (Rev 1)Published Jan 23, 2026Oregon • Lake, Malheur, Morrow +6
Rate
Base $36.27Fringe $14.03
Rate
Base $33.48Fringe $14.03
Rate
Base $41.67Fringe $19.08
+20 more occupation rates in this WD
Davis-Baconstate match
OR20260007 (Rev 1)Published Jan 23, 2026Oregon • Klamath
Rate
Base $36.27Fringe $14.03
Rate
Base $33.48Fringe $14.03
Rate
Base $33.41Fringe $18.20
+16 more occupation rates in this WD
Davis-Baconstate match
OR20260005 (Rev 1)Published Jan 23, 2026Oregon • Douglas
Rate
Base $33.41Fringe $18.20
Rate
Base $39.34Fringe $22.45
Rate
Base $54.75Fringe $16.90
+16 more occupation rates in this WD
Point of Contact
Not available
Agency & Office
Department
Washington County
Agency
Not available
Subagency
Not available
Office
Suzanne Fulcher *
Contracting Office Address
Not available
Description
2022.222 Human Resources Operating Model Assessment Consultant
Files
Files size/type shown when available.
No public attachments surfaced yet. Some owner portals gate files behind registration, and BidPulsar keeps enriching the package as new public links appear.
BidPulsar Analysis
A practical, capture-style breakdown of fit, requirements, risks, and next steps.
Updated: Mar 03, 2026
Client-ready brief
Executive summary
low confidencegpt 5.2
Washington County is seeking a “Human Resources Operating Model Assessment Consultant” under notice 2022.222 (notice_id state_or_oregonbuys__S-C03342-00004598). The only scope detail provided is the title/description, indicating an assessment-focused HR operating model engagement rather than implementation. Responses are due by 2022-10-28 15:00 UTC. With no attachments or additional requirements included in the brief, bidders should focus on demonstrating operating model assessment methodology, HR functional/organizational design expertise, and delivery of clear actionable recommendations.
Human ResourcesHR operating modeloperating model assessmentorganizational designservice delivery modelshared servicesHR governanceprocess improvement
What the buyer is trying to do
Engage a consultant to assess Washington County’s Human Resources operating model and provide findings and recommendations to improve how HR is structured, governed, and operates.
Who should pursue this
- HR consulting firms or independents with specific experience conducting HR operating model assessments for public sector (county/municipal) organizations.
- Firms with demonstrated capability in organizational design, HR shared services/service delivery models, governance, and process optimization.
- Teams that can lead stakeholder-heavy discovery and produce an actionable roadmap (not just findings).
Work breakdown
- Discovery and current-state assessment of HR operating model (org structure, roles, governance, processes, service delivery).
- Stakeholder interviews/workshops with HR leadership and key customer groups across the County.
- Data review (policies/procedures, workflow documentation, service metrics if available) to identify pain points and root causes.
- Operating model analysis and gap assessment against desired future-state objectives.
- Future-state recommendations (options) for HR service delivery, organizational design, governance, process ownership, and enabling capabilities.
- Implementation roadmap with sequencing, dependencies, change impacts, and quick wins.
- Final report and readout(s) to leadership; optional facilitation of decision sessions.
Response package checklist
- A tailored technical approach for an HR operating model assessment (phases, activities, and deliverables).
- Proposed project team (roles, bios) emphasizing HR operating model and public sector experience.
- Relevant project references for HR assessments/operating model redesign (preferably county/local government).
- Sample deliverables (e.g., assessment report outline, maturity model, operating model options, roadmap artifact).
- Project management plan and stakeholder engagement plan (interviews/workshops).
- Assumptions and requested inputs from Washington County (data, access, SMEs).
- Pricing structure (e.g., fixed-fee by phase or T&M with cap) aligned to an assessment engagement.
More BidPulsar strategy notesCompliance, pricing, teaming, risks, questions, and coverage notes
Compliance notes
- Response deadline is 2022-10-28 15:00 UTC.
- No solicitation number, attachments, or submission instructions are included in the brief; confirm the official OregonBuys/Washington County posting requirements before finalizing the response.
Pricing strategy
- Because the brief only specifies an assessment consultant, consider a fixed-fee, phased approach (discovery/current state; analysis/options; roadmap/final readout) to reduce buyer risk and limit scope creep.
- Include clear assumptions about number of interviews/workshops and deliverable revisions; offer optional add-ons (e.g., facilitation of implementation planning) as separate line items.
Teaming and subs
- If your team lacks public-sector HR operating model experience, add a subcontractor/SME with county government HR transformation background.
- Consider including an organizational change management specialist as a small sub role to strengthen stakeholder adoption of recommendations.
Risks and watchouts
- Scope ambiguity: only the title is provided; risk of misalignment on what “operating model” covers (service delivery vs. policy/process vs. technology).
- Stakeholder availability risk: assessments require broad participation; delays can occur if interview access is limited.
- Data limitations: HR metrics/process documentation may be incomplete; plan for discovery-heavy work and validate findings carefully.
- Expectation management: buyer may expect implementation support; clarify whether the engagement ends at recommendations/roadmap or extends further.
Smart questions to ask
- What specific problems is Washington County trying to solve with the HR operating model assessment (service quality, cost, cycle time, compliance, employee experience)?
- What HR functions are in scope (recruitment, classification/comp, benefits, payroll interface, labor relations, learning, HRIS support, etc.)?
- Are there known constraints for the future-state (budget, headcount limits, labor agreements, required approvals/governance)?
- What is the desired set of deliverables (assessment report, operating model options, business case, roadmap), and preferred level of detail?
- How many stakeholders should be engaged, and can the County provide an interview list and availability expectations?
- Is there an existing strategic plan, prior assessment, audit findings, or employee survey data that should be incorporated?
- Is this engagement intended to be independent of any HR technology/HRIS selection or implementation activities?
Source coverage notes
Some notices publish limited source detail. Confirm these points before final bid/no-bid decisions.
- Submission instructions and required response format (and whether this is an RFQ/RFP).
- Attachments/statement of work with defined scope, deliverables, and evaluation criteria.
- Place of performance and any on-site requirements.
- Period of performance and target project schedule.
- Budget estimate or not-to-exceed guidance.
- NAICS/PSC codes and any set-aside requirements.
- Buyer contact/Q&A process and timeline.
- Required vendor registrations/certifications specific to OregonBuys/Washington County.
FAQ
How do I use the Market Snapshot?
It summarizes awarded-contract behavior for the opportunity’s NAICS and sector, including a recent pricing band (P10–P90), momentum, and composition. Use it as context, not a guarantee.
Is the data live?
The signal updates as new awarded notices enter the system. Always validate the official award and solicitation details on SAM.gov.
What do P10 and P90 mean?
P10 is the 10th percentile award size and P90 is the 90th percentile. Together they describe the typical spread of award values.