soft skills rfp 2011

8/4/2019 Soft Skills RFP 2011

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FY 2012Request for Proposals

Soft Skills Training

Curriculum Development

Deadline

All applications are due by 4:00 p.m. on October 14, 2011.

Contact Information

For questions concerning this solicitation, contactHeather Henry at 410-987-3890 x 243 or [email protected]

Release date: September 14, 2011

An electronic copy of this RFP will be available atwww.aawdc.orgon September 22, 2011.
mailto:[email protected]:[email protected]:[email protected]://www.aawdc.org/http://www.aawdc.org/http://www.aawdc.org/mailto:[email protected]


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AAWDC/AAWIB Soft Skills Curriculum RFP 2 FY 2012

Table of Contents

I. GENERAL INFORMATION ............................................................................................... 3

A. Organizational Background .............................................................................................. 3

B. Project Background ........................................................................................................... 3

C. RFP Summary .................................................................................................................... 4

II. PROJECT REQUIREMENTS ............................................................................................. 5

A. Project Overview ............................................................................................................... 5

B. Required Curriculum Topics ............................................................................................. 5

C. Staff Training ..................................................................................................................... 7

D. Supporting Pieces .............................................................................................................. 8

III. EVAULATION CRITERIA AND RATING SYSTEM .................................................. 9

IV. TERMS AND CONDITIONS .......................................................................................... 11

A. General Conditions.......................................................................................................... 11

B. Availability of Funds ....................................................................................................... 12

C. Ownership of Materials ................................................................................................... 12

V. PROPOSAL SUBMISSION ................................................................................................ 12A. Submission Requirements ................................................................................................ 12

B. Award Process ................................................................................................................. 13

C. Timeline ........................................................................................................................... 13

D. Bidders Webinar ............................................................................................................. 13

APPLICATION CHECKLIST .................................................................................................. 14

ATTACHMENT A: Non-Collusion Certificate


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I. GENERAL INFORMATIONA.Organizational BackgroundThe Anne Arundel Workforce Development Corporations (AAWDC) mission is to develop anddeliver an innovative, effective workforce delivery system that is aligned with the economic andeducational goals of Anne Arundel County, Maryland and that will produce a well-qualifiedworkforce. AAWDC works to ensure that Anne Arundel County has a highly skilled workforcethat meets the current and future needs of its businesses, and that citizens have the tools andresources to maximize their career potential.

Through seven (7) Career Centers and five (5) Community Career Connection library sitesthroughout the county, AAWDC offers a variety of services for job seekers and businesses inpartnership with the Maryland Department of Labor, Licensing and Regulation. Services includerecruitment, retention, downsizing assistance, and training funds for businesses; and job searchand training assistance for job seekers. AAWDC also operates targeted workforce programsaimed at assisting youth, older workers, recipients of public assistance, and offenders. AAWDCadditionally manages training programs in green jobs and cybersecurity to increase the skills ofAnne Arundel County citizens in high-growth industries.

B.Project BackgroundProject Justification

Technical skills are almost never the final determining factor of whether a person gets the job.When it comes to the final decision, the hiring employer is choosing among numerous candidateswho have the ability to do the job. The final decision is often based on which candidate best fitsinto the team and company culture, who will be dedicated to the position, and who will be apositive addition to the company. In the end, it is soft skills that secure the job and maintainlong-term employment.

Employers expect employees to fit into the companys culture and deliver on the job. Soft skillsare vital because employers maintain expectations of behavior and attitude regardless of acandidates background or life situations. Our customers, therefore, need to understand theculture of their work environment.

Definition of Soft Skills

Soft skills are the non-technical skills required to do a job and succeed in the workforce ingeneral. Frequent employer complaints about soft skills include being late or absent, inability to

communicate effectively with co-workers and customers, lack of eye contact, improper use ofcell phones, rudeness, lack of common-sense problem solving, inappropriate dress, and more.

History of Process

AAWDC has heard concerns from numerous employers in Anne Arundel County about the lackof soft skills exhibited by todays job applicants and employees. In March 2011, AAWDC hireda consultant to conduct a soft skills needs assessment in Anne Arundel County and to develop amethodology for addressing soft skills acquisition among AAWDC customers. The consultant


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facilitated focus groups with local employers, AAWDC program staff, and area communityorganizations currently offering soft skills assistance to determine the unique soft skills desiredand needed in Anne Arundel County. As a result of the assessment, the consultant produced atargeted report outlining the specific needs of each AAWDC program and the curriculum criterianecessary to teach the soft skills Anne Arundel County employers are seeking.

Project Goals

The goal of the AAWDC soft skills initiative is to equip its job seekers across the variousprograms with the soft skills needed to successfully obtain and retain employment. BecauseAAWDCs charge is helping business and people connect in Anne Arundel County, this projectfocuses on soft skills directly related to entering and succeeding in the workplace.

Through the soft skills initiative, AAWDC endeavors to cultivate the attitudes and behaviors thatwill increase a candidates success in getting, keeping, and advancing in the workplace. Thetheme of the curriculum should be fostering a sense of biculturalism (ability to fit the culture ofwork while maintaining ones personal culture or way of doing things) in the customer and

teaching them how to put themselves in the shoes of the employer.

AAWDC programs target displaced workers and career changers, recipients of public assistance,youth, older workers, technically skilled workers, and offenders. Some core soft skills arerequired across industry and AAWDC program. Others are unique to customers in specificAAWDC programs, based upon the referral source and life situations. Therefore, it is importantthat the curriculum incorporate a degree of flexibility to fit the needs of each AAWDC programand customer base.

To enhance retention and implementation of training, AAWDC seeks both a curriculum forparticipant training with supplemental materials, as well as staff training to support participant

learning.

C.RFP SummaryThis Request for Proposals (RFP) is to solicit proposals from organizations to deliver a cost-reimbursable project to develop and test a tailored curriculum for soft skills acquisition amongAAWDC customers, in addition to training staff to support such curriculum. Organizations arepermitted to subcontract with other organizations.

AAWDC intends to make one award dependent upon funding availability in the range of$50,000 to $60,000.

To avoid conflict of interest, neither AAWDC, nor any member of the Soft Skills RFPWorkgroup may be a respondent to this RFP. In addition, no individual or organizationassociated with the Workforce Investment Board (WIB) who responds to this RFP willparticipate in any review, evaluation, recommendation, or decision-making activities.


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II. PROJECT REQUIREMENTSA.Project OverviewThe goal of the initiative is to deliver soft skills training in a way that fosters biculturalismbetween the participants own culture and that of the workplace. The participant should be ableto put themselves in the employers shoes throughout the training. It is also important that thetraining incorporate interactivity in delivery and a connection to real life experiences.

Curriculum developed as a result of this RFP must include the pre-defined curriculum topics.The selected vendor will be expected to design curriculum and supporting documents, conductpilot testing, and develop and conduct staff training based on pre-determined staff competencies.

The curriculum must be developed in stand-alone modules focused on a singular topic as toincrease the flexibility of delivery to meet the unique needs of AAWDC programs. Topics havebeen determined through an in-depth needs assessment of area employers and AAWDCprograms. Modules should be roughly two to three hours. Each module should introduce newideas, create awareness of real world employer expectations, cultivate customer buy-in, and offerpractical strategies for success. Attention should be given to personal exploration and applicationto allow customers to process and best internalize each lesson. The curriculum should be writtenin an adult or peer voice at a respectful 8-9th grade reading level, incorporate a professional look,and should be designed for delivery to groups.

The curriculum can be developed using elements of existing curricula; through use materials andprocesses that already exist either in the public domain, usable by permission at a lower (thandevelopment) cost, or already developed by the proposer on other contracts. Previouslydeveloped materials must be described in the proposal.

B.Required Curriculum TopicsThe following modules have been pre-determined and must be incorporated into the curriculum:

1. Adapting to ChangeThe ability to adapt to change ranks high among employers. This module should cover the valueof, and strategies for, being appropriately flexible on the job, and appearing and being open tochange.

2. Managing Your OutlookEmployers tend to hire and retain people that are positive and confident. This module shouldinclude the types of positive attributes employers value versus the attributes that can causeemployees difficulties, and strategies participants can use to change their outlooks.

3. Working in Multi-Generational EnvironmentsFor the first time in American history, four unique generations are working side by side. Thismodule should include traits of different generations (Silent, Boomers, Generation X, and


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Millennials), fostering respect for each generation, and ways to bridge generational differenceswhen working together.

4. Managing Your TimeFor many jobs, managing time is more than arriving to work at the appropriate time. This module

should include how to meet deadlines, prioritize and juggle tasks, in addition to strategies formanaging time both on and off the job so they demonstrate responsibility and reliability.

5. Verbal CommunicationVerbal communication plays a major role in an employers impression of an individual both onthe job and in the interview. This module should include communicating in an interview, use ofbusiness English, engaging a two-way conversation, active listening, and making small talk.

6. Non-Verbal CommunicationStudies show that 93% of communication is more than what we say. This module should includebuilding awareness of ways we communicate without speaking, identification of strengths and

weaknesses, and practical strategies to improve non-verbal communication.

7. Written CommunicationPoorly written memos, incomplete messages, and hard-to-read reports can erode productivity andraise stress levels. This module should introduce how a variety of workplaces use writtencommunications, the basics of business writing, e-mail etiquette, and how to improve writing.

8. Workplace Realities and ExpectationsEmployers have certain expectations of employees upon hire. This module should include topicssuch as working under someone elses authority, taking direction, learning from constructive

criticism, taking responsibility for learning, working smart, and differences in employee roles.

9. Personal PresentationFirst impressions are made in the first eight seconds, often based on personal presentation. Thismodule should include the value of presentation, understanding of workplace style, dressing forsuccess, personal hygiene, and etiquette.

10.Understanding the Employers PerspectiveThose who succeed on the job are those who are able to think like the employer. This moduleshould introduce the employers perspective, including focus on the bottom line, disinterest inpersonal drama, and measurement of important dynamics.

11.Fitting In On the JobThe world of work has its own culture, and job seekers need to understand what todays businessculture looks like. This module should include a comparison between personal and professionallives, and strategies for fitting in on the job.


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12.Moving from Welfare to Work: Managing Work and LifeThis module is specific for the JobsWork! Arundel welfare-to-work program. This moduleshould help prepare customers to balance life and work responsibilities before they areemployed. Topics include taking a long-term view, moving off government assistance, and dailyplanning to manage barriers such as childcare, transportation, and budgeting.

C.Staff TrainingStaff training is an important component in ensuring the best results of the curriculum arerealized. The selected vendor should deliver staff training as part of the project, either directly orthrough a subcontractor.

Staff Competencies

AAWDC has identified nine (9) competencies staff should be proficient in after training:

1. Demonstration of Soft SkillsAAWDC staff must buy-in to the curriculum, be able to discuss the modules, and personallydemonstrate the soft skills taught in the modules.

2. Incentivizing Soft Skill AcquisitionStaff must be able to help customers see the value of soft skills acquisition. Staff shouldreinforce the value of the training with an understanding of how soft skills affect jobacquisition and retention.

3. Understanding and Infusing the Employers PerspectiveEmployers have emphatically stated soft skills are lacking in candidates. Staff must be ableto consistently think like an employer, and share the employers perspective about soft skillsin a way that is natural and respectful.

4. Showing RespectCustomers will better respond to soft skills training if they feel respected and do not feelattacked for their cultural or personal ways of doing things. Staff must be able to use arespectful approach to customers interaction and allow them to make their own decisions.

5. Saying the Hard ThingsTopics such as hygiene, attitude, and appearance can be difficult to respectfully address. Staffmust learn how to comfortably and effectively conduct conversations with customers onthese topics.

6. Helping Customers Get UnstuckThe ability to help customers move in a more productive direction is a powerful skill. Staffneeds to be able to help customers see fresh and viable options, make educated and betterdecisions, take new action, and accept personal responsibility for their decisions.


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7. Connecting Customers to Needed ResourcesThere are some skills and resources customers need that cannot be taught in a soft skillscurriculum. Staff must possess knowledge of local resources, have an understanding of whenand how to refer customers, and be able to appropriately follow up to ensure the connectionto needed resources is made.Note: Local resources will be developed in house.

8. Accommodating Different Learning StylesPeople learn and communicate differently. By having a strong understanding of the majorlearning and processing styles, staff can recognize and accommodate different styles andimprove candidate learning of soft skills.

9. Creating Action Plans and AccountabilityDeveloping action plans and ensuring accountability among customers is already afoundational piece of AAWDC case management. Staff, however, must be able to determineand address why a candidate is not moving forward, respectfully and consistently evaluateand correct actions, manage progress, and support application of soft skills learning.

D.Supporting PiecesOperating Guide

The curriculum must include an overall guide to help the AAWDC team understand how themodules work, options for mixing and matching to meet the unique needs of customers andprograms, and guidance on how best to use the modules.

Facilitators Guide

Each module must include a facilitator guide. The guides should focus on bringing thecurriculum to life in a group setting, how to accommodate various learning styles during the

module, tips for engaging audiences, and how to cater the module to different populationsAAWDC works with: displaced workers, public assistance recipients, older workers, youth,technically-skilled workers and offenders.

Staff Guides

Each module must include a one-page guide that programmatic staff can quickly, effectively, andconsistently utilize to maximize the value customers get from each workshop. It should includeideas to help staff identify client lessons, how to integrate the module in career advising, top tips,questions to ask customers, potential next steps, etc.

PowerPoint Presentations

Modules will be delivered in settings that have access to technology, and therefore, shouldinclude a PowerPoint presentation that supports the module.

Preferred Supplements

The ideal curriculum will include a pre-assessment to identify a customers soft skills trainingneeds and a post-assessment to measure soft skills acquisition. In addition, the ideal curriculumwill include visuals to post in the training rooms and program work spaces.


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III. EVAULATION CRITERIA AND RATING SYSTEMAll proposals received in response to the RFP shall be reviewed and rated by the Soft Skills RFPWorkgroup, who will submit recommendations for funding to the full WIB for their approval. Inaddition to peer review ratings, considerations for award recommendations and decisions may

include, but are not limited to, strategic priorities, past performance, and available funding.

Each section of the proposal has been assigned a point value that represents the maximum scorethat can be achieved for the section. The maximum point value combined for all sections is 100points. Proposals will be evaluated, assessed and rated based on the following criteria:

Criteria Point ValueQuality of Proposed Approach 40Usability Across Programs 20Institutional Capacity 15Management Plan 10

Timeline for Completion 5Budget Summary and Justification 10

Total 100

1. Quality of Proposed Approach 40 pointsThis section should describe the proposed curriculum development process in detailsufficient to demonstrate a thorough understanding of the desired RFP objectives. Proposersshould provide information as applicable on the extent to which they will use materials andprocesses that already exist either in the public domain, usable by permission at a lower cost,or already developed by the proposer on other contracts.

a) Evidence of Effectiveness (10 points)Describe the methodology and process to be used to develop the soft skills curriculum.Include how your approach addresses current adult learning principles and will be basedon leading workforce concepts.

b) Use of Interactive and Engaging Features (10 points)Interactivity is an important aspect of engaging AAWDC customers and ensuringinternalization of content. Describe what interactive features (such as case studies, roleplaying, use of technology, or others) will be incorporated into the curriculum.

c) Understanding of Need and Scope of Project (20 points)Applicants must show an understanding of the project goals and incorporate the results ofAAWDCs soft skills needs assessment. Include plans to address the required projectelements, maintain a focus on employers perspective, and address the required topics.

2. Usability Across Programs 20 pointsApplicants should demonstrate an understanding of the different populations AAWDCserves through its programs, and show a focus on ensuring usability of the curriculumacross programs.


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a) Flexibility of Delivery (10 points)Outline how the curriculum will maintain a balance of detail and flexibility. The trainingfacilitator should be able to have a detailed guideline of the curriculum, but also beallowed the flexibility to adjust as needed to fit the audience.

b) Appropriateness for Targeted Audience (10 points)The curriculum should be targeted to older youth and adults. More points will be awardedto proposals that focus on appealing to a diverse population, as well as understandinglearning traits of AAWDC populations (dislocated workers, youth, older workers, publicassistance recipients, technically-skilled workers, offenders).

3. Institutional Capacity 15 pointsProposals should show that the applicant has adequate resources and experience to meet theneeds of contract, and will leverage available tools and resources as appropriate.

a) Relevant Experience (10 points)Briefly outline your organizations history and background. Describe in detail yourorganizations experience and qualifications in designing and/or delivering workforce-related curriculum. Include a sample of work and references or testimonials from twoorganizations for which you have provided similar services.

b) Staff Qualifications (5 points)Indicate staff to be assigned to the project and demonstrate that the staff qualificationsmatch the requirements of the contract.

4. Management Plan 10 pointsDescribe the management plan for the proposed project in terms of systems, procedures andcontrols that will ensure contract compliance and meet project objectives. Detail the methodswith which the project will be monitored and the proposed timeline will be maintained.Describe the system for reporting fiscal activities. If applicable, define method of selectionand accountability for managing any activities to be completed by subcontractors.

5. Timeline for Completion 5 pointsAttach a work plan for accomplishing project goals. Include time for pilot testing, stafftraining, and curriculum revisions. Estimate the time required to reach each milestone. Morepoints will be awarded to proposals requiring less time with a solid approach.

6. Budget Summary and Justification 10 pointsProvide a detailed budget and narrative. Your narrative should describe costs associated witheach line item. Staff positions must be listed individually, showing salary levels and fringebenefits. Part-time or intermittent staffing should show the number of hours and hourly rates.Other costs must be listed and justified by category (supplies, printing, travel, etc.). Include adescription of leveraged resources (as applicable) to support project activities. Proposals willbe evaluated based on reasonableness of costs and cost effectiveness in terms of expectedoutcomes.


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IV. TERMS AND CONDITIONSA.General ConditionsAAWDC reserves the right to reject any and/or all proposals, in whole or in part; to make partialawards; to waive any irregularity in any quotation; to reject any proposal that shows anyomissions or alterations of form, additions not requested, conditions or alternate proposals.Furthermore, AAWDC reserves the right to accept other than the lowest cost proposals and toreject any or all proposals, or parts thereof, and to make any such award as is deemed to be in thebest interest of Anne Arundel County.

Contracts awarded will be based on cost reimbursement with allowable costs limited to thosereasonable and necessary for the performance of the contracted services. Partial payment may bewithheld for failure to meet contract-specified goals. With the written approval of AAWDC, avendor may subcontract activities by following the proper legal procurement procedures.

Respondents are advised of the following conditions:1. AAWDC will not pay for any costs incurred in the preparation of proposals in response to

this RFP.

2. This RFP does not constitute a commitment for funding, nor is it a contract. Selectedrespondents must participate in contract negotiations with AAWDC.

3. Organizations selected to contract for curriculum development may be required to submitprogrammatic, financial, or other revisions to their proposal that may have resulted fromnegotiations prior to an agreement to contract.

4. Proposals will be exempt from disclosure until the evaluation and selection process hasbeen completed. If a proposal contains any information that the offeror considers

proprietary and does not want disclosed to the public, or used for any purpose other thanevaluation of the offer, all such information must be indicated.

5. AAWDC reserves the right to negotiate the final terms of all contracts with the successfulproposer. Items that may be negotiated include, but are not limited to: project budget, typeand scope of services and activities, prices, etc. Proposers will be required to submit allrevisions to their proposals that may result from negotiations prior to any agreement tocontract.

6. The proposer certifies that it is a legally constituted organization and that, in connectionwith this proposal, points a, b, and c below are true. All applicants must submit the signedNon-Collusion Certificate (Attachment B).

a. The prices in the proposal have been arrived at independently, without consultation,communication, or agreement for the purpose of restricting competition as to anymatter relating to such prices, with any other offeror or with any competition.

b. Unless otherwise required by law, the prices that have been quoted in the proposalhave not been knowingly disclosed by the proposer, and will not knowingly bedisclosed by the proposer prior to award, directly or indirectly, to any other proposeror to any competition.


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c. No attempt has been made by the proposer to induce any other person or firm tosubmit, or not to submit, a proposal for the purpose of restricting competition.

7. The organization must be eligible to contract with the federal government, the State ofMaryland, and Anne Arundel County, and not be subject to disbarment or suspensionactions.

B.Availability of FundsFunding for contracts awarded as a result of this process shall be contingent on continued grantfunding for project activities and is subject to amendment or termination due to lack of funds.

C.Ownership of MaterialsRights to any new material created as a result of the works for hire will be shared equallybetween AAWDC and the successful bidder. Both parties will cooperate to commercializematerial as deemed appropriate and will keep each other informed of all such requests by third

parties. Neither party will have the right to license or commercialize material created as a resultof the works for hire without the express written permission of the other party. Any net profitsaccrued as a result of revenue generated will be shared 50% by each party.

V. PROPOSAL SUBMISSIONProposals submitted which do not conform to the RFP format and/or do not provide adequateresponses to all sections of this RFP will be considered non-responsive and will be disqualifiedfrom the review and selection process.

A.Submission RequirementsResponding organizations should ensure that proposals are prepared complying with the outlinedformatting requirements. Organization of the proposal should follow the proposal criteria andemphasis should be placed on clarity of content.

Narratives are limited to fifteen (15) pages. The narrative should be double-spaced with 1margins, in Times Roman 12-point, with pages numbered. Narratives should include a one totwo-page executive summary outlining the proposed cost and summarizing the technicalnarrative.

Mail/Hand-DeliveryTo apply by mail, please submit one-blue-ink signed typewritten original and four (4) one-sided,unbound copies in one package to Anne Arundel Workforce Development Corporation, Attn:Heather Henry, 401 Headquarters Drive, Suite 208, Millersville, MD 21108. Mailed applicationmust be received by October 14, 2011. Hand delivered proposals will be received at the aboveaddress until 4:00pm on October 14, 2011.


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Electronic Submission

To apply electronically, e-mail copies of all proposal documents to [email protected] by4:00pm on October 14, 2011. The components of the application must be saved as either .doc,.xls, or .pdf files. Documents received in a format other than .doc, .xls., or .pdf will not be read.

B.Award ProcessAAWDC is committed to ensuring a fair and open process for awarding grants. AAWDC staffwill review all applications to make sure that the information presented is reasonable,measurable, and achievable, as well as consistent with the solicitation requirements.

Applications meeting the basic RFP requirements will be forwarded to the review panel. TheSoft Skills RFP Workgroup will serve as the review panel using the identified evaluation criteriaoutlined in this RFP. The RFP Workgroup will submit their funding recommendation to the fullWIB for final approval. The selected applicant will be asked to present their proposal to arepresentation of businesses and AAWDC staff.

Applicants not selected for contracting negotiations will be notified within 15 days after the finalproposal selection has been approved by the WIB. Selection decisions are final. There is noprocess for further review or appeal.

C.Timeline Date Activity

September 14, 2011 Solicitation Announcement

September 29, 2011 Bidders Webinar

October 14, 2011 Deadline for Proposals

October 20, 2011 Soft Skills RFP Workgroup Convenes to Evaluate Proposals

October 27, 2011 Recommendation of Award to Full WIB

November 2011 Proposal Presentation and Contract Negotiations

December 1, 2011 Contract Begins

January 2011 First Draft of Curriculum Should be Completed

D.Bidders WebinarA bidders webinar is scheduled for Thursday, September 29, 2011 at 11:00am EST. Interestedbidders are urged to attend. The webinar will be recorded and will be posted along with relatedmaterials by Monday, September 26th. For additional questions regarding the bidders webinar orto register, contact Heather Henry at 410-987-3890 x 243 or [email protected].
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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APPLICATION CHECKLIST

The following checklist represents all of the information and attachments requiredto be considered for funding. Incomplete applications and those submitted afterthe deadline will not be considered for funding.

Cover Letter include name, address and phone number of applicant as well ascontact person. The letter should be signed by the individual(s) with authority toexecute contracts on your organizations behalf.

Technical Narrative (Limited to 15 pages)

One to Two-Page Executive Summary

Project Narrative

One-Page Work Plan

Budget and Budget Narrative

Required Attachments

Audited Financial Statement and Narrative

Non-Collusion Certificate

Letters of Reference or Testimonials from Two (2) Organizations

Curriculum Sample


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ATTACHMENT A

NON-COLLUSION CERTIFICATE

I HEREBY CERTIFY I AM THE ______________________________________(Title)

and the duly authorized representative of the _______________________________

whose address is_______________________________________________________

AND THAT, to the best of my knowledge, information and belief, neither I nor the above firm or

organization nor any of its representatives have:

(a) Agreed, conspired, connived or colluded to produce a deceptive show of competition in thecompilation of the bid or offer being submitted herewith;

(b) Not in any manner, directly or indirectly, entered into any agreement, participated in anycollusion to fix the bid price or price proposal of the bidder or offeror herein or any competitor,

or otherwise taken any action in restraint of free competitive bidding in connection with the

Contract for which the bid or offer is submitted.

In signing this Certificate, I represent that I have personal knowledge of the matters and facts herein

stated.

__________________________________________(Signature)

_______________ ___________________________________________(Date) (Printed or Typed Name)