Bedford is seeking to enhance the employment lifecycle with appropriate system development and implementation. In doing this, Bedford recognises that there is no single lifecycle to employment. People move laterally, horizontally and vertically in organisations. We want the best for our talented people ,including our employees who live with disability. Bedford acknowledges that the areas that we are seeking a solution to are very broad and very unlikely to be met by a single offering. Bedford is seeking to address all areas with a minimal number of vendor solutions to meet these broad requirements.

Bedford acknowledges that the employee lifecycle is about completing day to day requirements, having time and resources to put into your own development and having methods for talent to be identified across the organisation. The graphic below highlights the six main phases of an employment lifecycle that Bedford has identified. In particular, Engagement is critical. Bedford has identified that good systems, that make a persons job easier and allow them to get through each day with minimal friction is greatly correlated with employment Net Promoter Scores and Disability Service satisfaction.

Bedford invites respondents to submit proposals for software solutions for:

• Recruitment of talent
• Onboarding
• Performance
• Learning
• Incident Reporting
• Feedback/Grievances and Complaints
• Misconduct
• Injury Management
• Talent ID
• Successions Planning
• Reward and Recognition
• Offboarding and exit management

Bedford encourages vendors who specialise in a few of these areas to put forward their solution. Ultimately the mix and number of solutions will be factored into any implementation plan and timeline

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