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HomeMy WebLinkAboutAgreements/Contracts - Sheriff & JailGRANT COUNTY COMMISSIONERS AGENDA MEETING REQUEST FORM (Must be submitted to the Clerk of the Board by 12:00pm on Thursday) REQUESTING DEPARTMENT:SiI@I"IffS Office REQUEST SUBMITTED BY:Phillip C. Coats CONTACT PERSON ATTENDING ROUNDTABLE:Phillip C. Coats CONFIDENTIAL INFORMATION: ❑YES ONO oATE:04/17/25 PHONE:eXt 2021 11; f � - 72, ®Agreement / Contract ❑AP Vouchers ❑Appointment / Reappointment ❑ARPA Related ❑ Bids / RFPs / Quotes Award ❑ Bid Opening Scheduled ❑ Boards / Committees ❑ Budget ❑Computer Related ❑County Code ❑Emergency Purchase ❑Employee Rel. ❑ Facilities Related ❑ Financial ❑ Funds ❑ Hearing ❑ Invoices / Purchase Orders ❑ Grants — Fed/State/County ❑ Leases ❑ MOA / MOU ❑Minutes ❑Ordinances El Out of State Travel El Petty Cash ❑ Policies ❑ Proclamations ❑ Request for Purchase ❑ Resolution ❑Recommendation ❑Professional Serv/Consultant ❑Support Letter ❑Surplus Req. ❑Tax Levies ❑Thank You's ❑Tax Title Property ❑WSLCB M---irk-H-M. Requesting authority for Phillip Coats or Gary Mansford to sign the Gallup agreement on behalf of the Sheriff's Office. This agreement is for 3 years and will cost $18,308.00 for the first year, $13,032.75 the second year, and $13,177.50 for the third year. If necessary, was this document reviewed by accounting? ❑ YES If this_ 09cu to legal for.Tyiew LEGAL REVIEW: If necessary, was this document reviewed by legal? 0 YES ❑ NO ONO ❑N/A DATE OF ACTION: • ZZ�'� DEFERRED OR CONTINUED TO: APPROVE: DENIED ABSTAIN D2: D3: WITHDRAWN: ❑ N/A RECEIVED APR 17 2025 4/23/24 GRANT COUNTY COMMISSIONERS GALLUP' March 26, 2025 Creatin U an 9 U Submitted to: Phillip Coats Chief Deputy Grant Count Sheriffs Office 35 C ST N W/PO Box 37 Ephrata, WA 98823 United States t (509) 237-4589 pcoats@grantcountywa.gov Submitted by: Coleman Barnes Senior Workplace Advisor Gallup, Inc. 1001 Gallup Drive Omaha, NE 68102 United States t 402-938-6401 Coleman_Barnes@gallup.com Scope of Services This Scope of Services (the "Services") is between Gallup, Inc. ("Gallup") and Grant Count Sheriffs Office ("Client") entered into on 3/26/2025 ("Effective Date"). Modifications to the Services shall require a written Addendum. Such Addendum shall set forth in detail the changes, including, but not limited to, price and timeline adjustments required to modify the Services. Under no circumstances shall any Addendum be effective until executed by an authorized representative of each party. This Scope of Services together with the General Business Terms attached hereto, constitutes the entire agreement between Gallup and Client and supersedes all other oral and written representations, understandings or agreements related to these Services. Client Project Manager(s): Phillip Coats. Gallup shall be responsible for reporting to Client Project Manager. Gallup will not make any changes to the Scope of Services without the written approval of Client Project Manager. Written approval may be in the form of email, fax or written addendum. Gallup Project Manager: Coleman Barnes. Client Project Manager shall make any request for changes to the Scope of Services to Gallup Project Manager. Gallup shall not be responsible for making any changes not directed to Gallup's Project Manager. Project Term The project term will run for 3 years from the date of contract execution. Gallup has relied on information provided by Client in defining the Services and determining the pricing for such Services. Gallup will rely on this information as being accurate and complete. Any discrepancy in the information provided by Client may change the Scope of Services and/or the pricing. Gallup will notify Client upon discovering a discrepancy in the information provided by Client and inform Client of the impact on the Scope of Services, timeline and pricing of the Services. Should Client suspend or delay services for more than 60 days that is not caused by a Force Majeure event, Gallup shall be entitled to receive a fee up to 10% of the annual contract price to compensate Gallup for underutilized resources that have been planned for Client's work. 2of27 findings from Gallup's extensive, ongoing research into how managers and teams build and maintain high levels of engagement. The webinar provides managers with insights into how they can increase productivity and success by working with a focus on engagement. This 55-minute webinar explores the foundation of employee engagement, including understanding, measuring and creating engagement. WHO SHOULD ATTEND This webinar is for people, managers and supervisors: those who manage or oversee a team's performance. WHAT YOU CAN EXPECT The Driving Employee Engagement Webinar for Managers provides managers with insights and tools they can use to create an environment in which their team members thrive and engagement is high. During this webinar, participants will gain: • the empowerment necessary to take ownership of their team's engagement • an understanding of the factors that influence engagement and how to use the 12 elements of engagement as a lens to improve team culture and performance • specific actions managers and their team members can take to enhance their team's engagement • tools and insights that will help them lead team conversations about engagement and create an action plan to maintain high engagement Purchasing the Driving Employee Engagement Workbook is encouraged for this webinar and sold separately. PROGRAM FORMAT: 55 minutes PREREQUISITES: None COURSE OVERVIEW: Understanding Engagement • Understanding Engagement and Why It Matters • Understanding Engaged Employees' Impact on Performance Measuring Engagement • Understanding the 12 Elements of Engagement • Reading and Interpreting Your Results Report Creating Engagement • Conducting a State of the Team Conversation • Leading with a Lens to Employee Engagement This webinar is led by a trained Gallup course leader or by and Engagement Champion from your organization. Contact inquiries@gallup.com for additional information. Think about your organization. Do you want employees who arejust satisfied with their connectionjobs? Or employees who work with a passion every day, stay productive and positive., andfeel a R For decades, organizations worldwide have spent time and money measuring employees' satisfaction and opinions. But most of these surveys have not been the best indicators of a high-performance workplace. Gallup defines engaged employees as more than just being satisfied they are highly involved in and enthusiastic about their work and workplace. They are psychological "owners" who drive performance and innovation and move the organization forward. Gallup established a scientifically proven connection between employee perceptions and business outcomes. We know how organizations can use engagement to create a competitive advantage. Our research proves that when employees are engaged, by Gallup's measures, they exert more discretionary effort on the job, going above and beyond what their role typically requires. Engaged employees are more productive and profitable, have fewer safety incidents, are more customer -focused, and are more likely to withstand temptations to leave their organization. To determine how to effectively measure the engagement of and manage this type of employee, Gallup conducted many years of research and tested hundreds of survey questions. Based on the research, we established a scientifically proven connection between employee perceptions and business outcomes and learned how organizations could use engagement to create a competitive advantage. One of Gallup's most profound findings ever is this: Managers are responsible for 70% of the variance in employee engagement. Most organizations measure and promote engagement without providing managers with the tools they need to lead their teams effectively. To help you measure engagement rather than just satisfaction, Gallup assesses the most important items related to your organization's performance and business outcomes. Then we provide the best -practice advice and learning that you and your managers need to act on those items. How Gallup Measures Employee Engagement: The Q120 Gallup analyzed hundreds of questions from multiple employee surveys with a group of more than 1 million employees. Our goalrrYK"`r`:=«f„`"ie;n was to identify the factors common to productive workplaces and f746.. auw.yx F:Asi hkz,+z+1�lc Csrcas:a:q Yxk to identify the best questions for measuring these factors'4F Yten.FX+:f'tzf3FY3aE YfAsEri-�k!Ux;�i !K#£&v.A1iY% questions to which the best performers answered "yes" and the rest answered "no." Oft ADVEtF. tfTs&V!CEAFt4➢£t Traditional employee survey items about pay, bonuses, customers and senior management initially were part of Gallup's aF td't k st's, engagement survey items. However, Gallup's research indicated � � �Fa, ' g °' M40 4 8E, 'Eta ai:1 +7t i i6 W fi #t k d4 4 i ! a that those aspects of the workplace are not primary, essential Sh sauAat-atirtu z�y::s^aSvt=umtq�Al s��z::�i,�;:� factors that organizations need to measure and activate on to n.X¢ grow engaged workplaces. Applying long-established research methodologies, we noticed that certain questions and, more importantly, the certain wording of questions differentiated high -performing workgroups from low -performing workgroups. In all, Gallup discovered 12 questions that link to business outcomes. These questions form the foundation of our employee engagement program: Gallup's Q12 survey — the 12 items that measure the most important elements of employee engagement. And, perhaps most important of all, the 12 items are actionable. When workgroups improve their scores on these items, business moves in a positive direction. Why ask employees hundreds of questions if you can get the most accurate results and determine clear next steps by asking only 12? With Gallup's Q12, your HR teams and managers will no longer be overloaded with data that they don't know how to use effectively. The Q12 is simple, and it works. GALLUP'S Q120 Basic Needs Individual Needs go Teamwork Needs Growth Needs Q01 I know what is expected of me at work. Q02 I have the materials and equipment I need to do my work right. Q03 Q04 Q05 Q 0 6 Q07 Q06 Q09 Q10 Q11 Q12 At work, I have the opportunity to do what I do best every day. In the last seven days, I have received recognition or praise for doing good work. My supervisor, or someone at work, seems to care about me as a person. There is someone at work who encourages my development. At work, my opinions seem to count. The mission or purpose of my company makes me feel my job is important. My associates or fellow employees are committed to doing quality work. have a best friend at work. In the last six months, someone at work has talked to me about my progress. This last year, I have had opportunities at work to learn and grow. Employees are highly involved in and enthusiastic about their work and workplace. They are psychological "owners," drive performance and innovation, and move the organization forward. NO'. ENGAGED Employees are psychologically unattached to their work and company. Because their engagement needs are not being fully met, they're putting time but not energy or passion into their work. Employees aren't just unhappy at work they are resentful that their needs aren't being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish. How Gallup Knows the Q110 Ties to Business Result4 By studying the Q12 results of more than 3.3 million employees across thousands of workgroups in hundreds of industries worldwide, we can quantify significant measurable changes on some of the most important key performance indicators. When your organization is at an 11:1 ratio of engaged versus actively disengaged workers, you will be in the top engagement quartile of our database. Business units in this quartile have engagement levels — and business results that you can use as benchmarks and insights to help you set your engagement and business outcome goals. This graphic shows the effect of high engagement on business outcomes. These are not one-time occurrences that happened with a handful of businesses. These data points represent the millions of work units and thousands of organizations in Gallup's database. When compared with business units in the bottom quartile of engagement, those in the top quartile realize improvements in the following areas: Percent Differences in Outcomes Between Top -Quartile and Bottom -Quartile Teams A I 10% 18 U/0 A / 14 U/0 In customer in productivity in productivity loyaltylengagement (sales) (production records and evaluations) 2 A / 3V/0 701J/0 2 2 No in profitability in wellbeing in organizational (net thriving I citizenship employees) (participation) Positive Outcomes I 8 V/0 2 1 V/0 5 1 V/0 2 8 V/0 6 3 V/0 5811/0 321J/0 in absenteeism in turnover in turnover in shrinkage in safety incidents in patient in quality (forhigh-turnover (Forlow-tumover (theft) (accidents) safety Incidents (defects) organizations) organizations) (mortality and falls) -------------------------- -------------- Negative Outcomes ------- ------- -- - ---- - A Closer Look at Gallup's Employee Engagement Database Gallup maintains one of the world's most comprehensive databases linking employee engagement to relevant business outcomes, such as retention, productivity, profitability, customer engagement and safety. We also collect information on key workforce demographics, including length of service, function, level, status, for-profit/nonprofit, exempt/nonexempt and union/nonunion. We update our database annually, which enables our clients to benchmark their organizations' employee engagement levels against data* collected from: Gallup Access: Your Online Tool for Building a Culture of Engagement We know that employee engagement is effective only when it is part of your organization's culture and business strategy. That's why we created Gallup Access. Gallup Access is a cloud -based system that gives your company access to everything you need to build a culture of engagement. From our powerful survey engine to benchmarked data reporting and best -practice workplace and management advice, you have decades of Gallup research at your fingertips. The platform helps your leaders, HR teams and managers keep engagement front and center by providing a personalized, intuitive dashboard, fast survey results, easy -to -understand reporting, and learning and advice that they can use anytime to develop targeted team conversations. By implementing your surveys through Gallup Access, you will be able to: • Set up and send your surveys in minutes. You'll find there's no big learning curve for executing surveys through Gallup Access. Use our question bank that includes over 350 workplace items that relate to your business performance. Along with implementing our foundational Q12 survey, you'll have access to other research -backed employee engagement and workplace questions that you can use in a quick pulse survey anytime. • Reduce survey fatigue and get higher response rates. We design each question with your employees' time and attention in mind survey questions are short and clear, and completing the Q12 or pulse surveys takes just minutes. And, with Gallup's trusted name and a clear message about confidentiality on your surveys, your employees will feel confident in giving candid answers. Our clients' average Q12 response rate is 81%. • Choose how you send the survey. You can upload an email list to send the survey automatically (closed -sample) or create a link to it to send whenever and to whomever you'd like (open -sample). • Collect targeted responses. You can customize your display logic and choose to show specific questions based on individual information. • Choose questions in 55+ languages. Use the same questions across your organization internationally. You'll get more than a number with our reporting feature. Our reports give you context and clarity on the next steps for achieving your goals. With our reporting feature on Gallup Access, you will be able to: • Get results within 24 hours of survey completion. Fast results mean you can quickly address your problems. With other survey providers, you could be waiting for results for weeks. aIM, �:K{:+�iO4 CriiYjri1lkUC riuSvtiy ,asrokKa«+s a .0 .... .. ... .. � SiY'S - ....... �A=l, w „ ,..... 1 aYRaa . • Pinpoint quickly where you need to improve. You'll see your most important numbers front and center with data visualization that's easy to understand. • Receive powerful text analytics. Measure the emotion of written responses and learn how your people feel with just a glance. • Know where you stand against the competition. You'll get superior benchmarking capabilities by comparing your results against our extensive database, including: • almost 6,000 companies from 219 countries • some of the world's best workplaces • your internal counterparts • your results over time to see improvements or declines • other teams that are on the same administration as you • Choose how you filter your data and how you want it cut. You control how to filter and compare your data. • Receive email reminders. No need to log in and check every hour for your reports. We send an email to your inbox when they're ready. • Create reports for all role types. Generate role -specific reports for executives, human resources, managers, individuals and teams. • Export data to Excel°, PDF° or PowerPoint°. You no longer need to spend hours creating a presentation or a spreadsheet that works the way you want. You can export data quickly in the format that meets your needs. • View your trended data over time. The most valuable insights often come with time. Track and compare data from your first administration to the rest. Where do your leadership and management teams go for workplace advice? More than likely, they are searching for insights in management books and online articles. Inside Gallup Access, your company will get all of Gallup's research -backed and proven workplace advice. Your leadership can now all be on the same page, creating the same culture and outcomes and they won't have to spend their time searching the internet for advice. t.x3fi Jtl'*hl,�r)xNf RR Whet Makes a Greet Team? ttaro tfiant e-wr,tt{attasmty tm �Uaberattarttatm aUcr,�s-sir�t, tt 1s attfi�;hn^.tr the afk�rtAxi twts+arrt-sore pe"lavrotidng "ether that towns mW organizations achie're marl of the cgreatostdimpowlas, arA_nm rkshrnmU andinnewadonx.7o Vow, advance psi proakie the prodt3rts and wvkas their ratatometa iX t.tlr88nlMWnsarditraMmeadK193gedemOftydea'vWAlM t dthGranAU5 thaU 1tti2YEt Cvmgtent nt:gn amthcr; Over ft yma, Gallo ptossteidgedtong ottMusands.ofteamstoloomiromahotntheimasandeha0engas they face, tttated iquesmanarws;team, and organizatignattnettncrewehighly �etlteernat ost. lmpatWtty"tt N!1thathigh-pertarmingtesta-doINt"Wnguishthemrrmalzr_zs. With the Resources section, your leaders, HR teams and managers will: • Be empowered to have the right conversations about engagement. And be able to give more meaningful and motivating feedback to employees. • Have access to videos, how-to content and other resources, all backed by Gallup research. They can explore advice related to every important workplace topic, including: • culture • wellbeing • employee engagement • team building • employee experience hiring talent • retention and turnover • diversity, equity and inclusion • performance customer engagement • CliftonStrengths° • absenteeism • management hybrid and remote workers • leadership Use our Resources section to create a culture of learning across the organization with: • Role -based content. You can set up each Gallup Access user to be able to see advice and content relevant to their assigned role. • Flexible use. You can embed learning advice and modules into your action planning. • Three -minute videos for quick learning. Find a range of content to fit your busy schedule. • Fresh content. Our content library expands and updates every week. You'll always get first access to our latest insights. • E-learning modules that support learning for all roles. Benefit from modules created specifically for individuals, managers and leaders. • Intuitive design. Recommended advice is generated through machine learning and our recommendation engine to provide content in a personalized way based on search history, results and Clifton Strengths. With Gallup's Al, you have an engagement expert at yourNovy= torUpp side, answering your every question in real time. Plugged fifcr'� into Gallup's proprietary engagement knowledge, Gallup GPT helps leaders, managers and individuals navigate the uncertainties, overcome the roadblocks and capitalizeYMsxuu hnt°iE i*ta+l%i3! Qi1'GH {'}G_FSS TJJRh#4Nrr4a3:7 XFf{'i{aJ on the opportunities that attend building an engaged workforce. Unlike other large -language models, Gallup - GPT doesn't extract information from the internet but instead draws solely on Gallup's research and best practices, making its responses more relevant to your organization's engagement program. Use this tool to brainstorm discussion topics to explore with your team, create actions items and next steps after an engagement survey, and much more. Ask Gallup GPT anything you need to know about engagement, such as: • My team scored low on the development areas of engagement. How could this impact how we onboard new associates? • How does employee engagement affect burnout? • My managers are less engaged than their teams. Whose engagement should I focus on first, and what can I do to improve the manager experience? • How do I engage hybrid or remote workers? • Generate conversation starters and best practices to help me clarify expectations for teams that have to operate independently for long periods of time. With prompts like these, Gallup GPT can help you not only understand the people on your unique team but also provide them with exactly what they need to succeed. RwVmw,eM-mot-t", We know you don't need another item on your to-do list. You need the right steps to get results. The action planning tools on Gallup Access are designed to help you achieve business and team goals. You can increase accountability and promote performance outcomes by using our: • Guided questions. Use questions that tie your action plan to your team and company goals. • Quick action. Quick -action functionality is embedded throughout with suggested actions based on your scores. • Best -practice advice. Get action planning advice and tips that help you follow through. • Embedded learning. Know exactly what you need to do for each action item on your plan by adding corresponding learning modules and advice. • Team monitoring. Keep track of each employee performance plan and all team -level goals. • Flexible planning. Not a one -size -fits -all approach: You can adjust your plan to fit your needs. • Progress tracking. See notifications (in red) when a deadline is approaching. • Action notifications. Set up mobile notifications to view approaching deadlines. Learning how to use new technology can be challenging for some. But we set you up for success, and we will be here to help when you have questions. You will get easy -to -implement tools and our guaranteed support. Our platform has everything your administrators need to feel confident: • No big learning curve. Even those new or averse to technology find our platform easy to use. What can we help you with? E" �I3� .���a�. fx��:.ts w�.. �3�a-�..z%'s3� °-� .:x-,�, ���✓..?�..sa'F r-"�''� ��i�as� � . i "f� ��� •=Pc'%� �G.! Sg,IF�J'�.� 33a�_ L,Y�x Y..":q� `Y�.E� *6:� �K� i �3'-!:X :L-'t [C:O S+S&%s . ha ft%xil Mwla- J S ft • Support from an accessible Gallup team. Our experts set you up for success during your initial training and they will continue to be there for you along the way. From survey implementation to analytics and benchmarking, this team is available to help you stay on track. • An intuitive tool suite. We make it simple for you to manage your platform settings, along with the people and programs in it. You will be able to instantly react to changes in your organization. A few clicks let you set up or modify overall, project and team settings: • Empower managers to view and track their teams. With flexible team management tools, your managers are encouraged to view and track their teams' strengths, action plans, reports and participation. • Map individuals and teams to the right roles and privileges. Quickly adjust permissions for individuals and teams using bulk actions. Add or remove access with the click of a button. • Enable administrators to conveniently help individuals. Administrators can set reporting configurations and have the flexibility to include a variety of views, based on role, privilege and sensitivity of data. • Get access to help 2417. Our help center has robust FAQs, user guides and resources. Client support is just a quick click or call away. 1. Ongoing implementation support. You get convenient access to clear implementation guides and video tutorials for new users whenever you need them. 2. Live chat. In a hurry? Get a quick answer from a real person. Gallup Access doesn't stop at employee engagement. We have a suite of different employee experience surveys and insights, as well as our CliftonStrengths assessment and team tools. You have the choice to build out your access to include our other workplace solutions when you are ready. As your business grows, our platform will be ready and equipped to handle your evolving needs. The Gallup Access mobile app lets leaders easily review survey results or create and share engagement plans with their teams while they are traveling, in all -day meetings or studying before bed to get ahead for the next day. With the app, leaders can: • View engagement results and make comparisons with Gallup's world -class database. • Browse articles, learning tools and resources, videos and podcasts. • Create focused engagement plans and action plan reports for teams. • Access teams' strengths and discover more about employees' unique talents. • Monitor action plans to ensure that teams stay on track. • Learn more about best practices for improving engagement. • Create notifications for upcoming completion dates. Four Key Benefits of Gallup's Employee Engagement Approach Manage your company's employee engagement with Gallup to experience the benefits of our approach. The easier a program is to implement and base actions on, the more likely employees will participate. Keep your engagement process simple by minimizing the number of questions on your surveys and offering time -tested, strategic education that ensures success when discussing engagement survey results, as well as planning and implementing your next steps. Because the 12 elements of engagement on the Q12 survey can measure the strength of your workplace, Gallup's approach allows your managers to focus on the most important factors of engagement. They can immediately begin to increase workgroup engagement and, as a result, improve your organization's business outcomes. Susta"Inability Employee engagement is an essential business metric that can help predict your company's financial performance. Adopting an effective employee engagement program is necessary for successfully winning in today's competitive marketplace. It also has become an expectation from analysts, shareholders and boards We developed our engagement program with sustainability in mind by providing managers and leaders with the necessary tools and knowledge for maximizing performance through a combination of measurement, reporting, education and strategic intervention recommendations. Workplaces are changing constantly, and you need data and feedback that are relevant and move as fast as you do. Gallup's approach of offering standard and additional survey items, all through an easy -to -use online platform, reduces the amount of time from measurement to improvement. Programs that take months to provide workgroup-level data are destined to lose commitment and fail. Your managers view "speed" as the time between when they took the survey and when they see their own data. Gallup's process is simply the fastest and highest -quality method for delivering accurate team reports. U-N You will never have to wonder if your survey results are "true" or if they make a difference. All of Gallup's survey questions are based on decades of survey research methodology and meticulous attention to detail. We also have studied millions of managers and organizations worldwide. And we know what the best do to build engaged workplaces. Our advice on Gallup Access is proven to improve your team and organizational enaaaement and aerformance. Organizations that. make the greatest improvement in engagement have leaders and leadership teams that take responsibility for creating a culture of engagement. Engagement makes a difference to an organization's bottom line, and the transformation starts with the leadership team. During the Leadership Results Briefing Session, a Gallup consultant meets with the leadership team to discuss insights into the organization's Q12 engagement results. The consultant helps executive team members focus on the importance of their leadership roles in creating a culture of engagement and identify their organization's key performance goals and next steps. Leadership Results Briefing Sessions are customized for organizations based on the survey administration being implemented. Briefings include result sessions for organizations in the first survey administration, those in subsequent administrations and organizations who have incorporated the accountability questions to their survey results. WHO SHOULD ATTEND This team session is for members of the senior leadership team responsible for creating a culture of engagement and reinforcing the values and direction of the organization. WHAT YOU CAN EXPECT The Leadership Results Briefing Session provides an open dialogue among executive team members focused on creating and sustaining a culture of engagement in their organization. During this team session, a Gallup consultant: • reinforces leaders' roles in creating a culture of engagement • explores the organization's Q12 survey results through the leadership team's initial observations and the organization's engagement story behind the results • discusses with leaders a strategy to keep the organization focused on creating and sustaining an engaging culture • identifies actions the leadership team can take to support the created organizational strategy SESSION FORMAT: Team Consulting Conversation: 90-Minute Webinar ,CONTENT OVERVIEW: • Welcome and Introductions • The State of Your Organization • Working with Your Q 12 Results • Creating a Culture of Engagement PREREQUISITES: There are no prerequisites, but if you have completed the CliftonStrengths assessment, we encourage you to share your results with your coach. A trained Gallup consultant leads this executive teams consulting session. Email inquires oall=.com for additional information. pp 50 W, � t � wnI Al Ingo i g a The subscription includes Gallup's web -based Workplace survey platform for up to the designated number of employees. It includes survey platform access with unlimited ad hoc pulse capability through the term of the contract. Project Support and Resources • Gallup will provide four orientation calls for System Administrators per year. • Standard set of Workplace resources and recommendations for communication best practices included. Platform Features User Permissions Unlimited web -based employee surveys for one year (field period determined by Client). o Q120 survey questions and Accountability Index. o Additional Gallup -validated questions and indices. For organizations less than 5,000 employees: o Five System Administrator seats that include the following functionality: ■ Ability to add and manage overall system users. ■ Ability to create and administer surveys. ■ Ability to manipulate survey data at the overall client level. ■ Ability to create and administer primary and custom teams. o Five Survey Creator seats (ability to create and administer surveys). o Five Advanced Data User seats (ability to manipulate survey data at the overall client level). `Additional System Administrator, Survey Creator, and Advanced Data User Seats can be added as needed upon consultation with your Gallup partner. • Unlimited standard system -level roles that include the following: o Project Administrator (ability to edit and manage survey projects). o Manager/Delegate (ability to view and manage team reports, action plans and learning). o Individual (ability to view and manage action plans and learning). • Unlimited manager access to learning and advice resources. • Unlimited use of action planning and team monitoring tools. • Unlimited use of companion mobile app. • Inclusion of managers into Gallup's Manager Minute newsletter. • Inclusion in collaborative activities intended to capture manager experience with platform. Technical Features Survey set-up, management, distribution of survey links, creating the reporting structure and reading results managed 100% by Client. o Additional survey liaison or consulting support can be purchased as needed. o Coding, synthesis, or analysis of open-ended survey items requires consulting support and can be purchased as needed. o Reporting provided based on Client set-up of variables. o Manager -level report viewing security. Reporting tools o Report Exports (ability to export report to PDF, PowerPoint, and Excel). o Heat Map (ability to compare results of multiple teams and variables). o Dynamic Recommendations (receive high- and low -ranking question recommendations). o Advanced Data Tool (ability to analyze and cut data by multiple variables in real time). o Text Analytics (ability to get sentiment and topic analysis of open-ended responses). o Reporting Configuration (ability to customize reporting views for your organization). o Workplace Aggregated Data Export (ability to download a data file that contains all aggregated results for any given survey). Technical (Help Desk) Support. Languages 18of27 English is the default language for survey questions and communications with the option to use other languagec. already programmed in Gallup Access as available. Gallup Access also provides translations for multiple languages for standard survey text (Q1 @ survey questions and communications, including invitation and reminder). Client will be responsible for survey translation of custom text areas. Custom text includes 1) survey title, 2) survey introduction text, 3) customized survey invitation, 4) customized survey reminder, 5) custom survey questions (not Gallup -validated questions and indices), and 6) reporting groups. Gallup Access provides machine -automated translations into English for languages identified and available through Amazon Web Services. This is available as part of the Text Analytics tool, included in data visualizations and exports. Raw responses are shown exactly as written in all standard reporting. Optional • Single sign -on functionality available for an additional charge. • Additional learning sessions, courses, certifications and one-on-one coaching also available to support workplace and employee engagement strategies. Please contact your Gallup partner for more information. 19of27 Investment Summary Year 1 Final Price Building Trust & Alignment • 1 — Driving Employee Engagement Webinar $27500.00 Assess: Gallup Access Business Subscription • 140 — Gallup Access - Workplace Survey - Business Subscription (Includes 10% discount for 3-year partnership) $6,768.00 Equip & Act • 1 — Results Walkthrough with Key Project Team + Follow -Up $1,215.00 • 1 — Executive Insights Session (Virtual, up to 90 minutes + follow-up deck and recommendations)$4,500.00 • 1 — Manager Demo & Resources Session (Virtual, up to 60 minutes walking managers through how to read their results, $1,705.00 access resources, and create action plans) • 4 — Ongoing Partnership & Support $17620.00 Year 1 Sub -Total: $18y308.00 Year 2 Assess: Gallup Access Business Subscription • 140 — Gallup Access - Workplace Survey - Business Subscription $6 768.00 (Includes 10% discount for 3-year partnership) ' Equip &Act • 1 — Results Walkthrough with Key Project Team + Follow -Up $1,275.00 • 1 — Manager Demo & Resources Session (Virtual, up to 60 minutes walking managers through how to read $1,749.75 their results, access resources, and create action plans) • 8 — Ongoing Partnership & Support $3,240.00 Year 2 Sub -Total: $13,032.75 Year 3 Assess: Gallup Access Business Subscription • 140 — Gallup Access - Workplace Survey - Business Subscription (Includes 10% discount for 3-year partnership) $6,768.00 Equip &Act • 1 — Results Walkthrough with Key Project Team + Follow -Up $17215.00 20 of 27 • 1 — Manager Demo & Resources Session (Virtual, up to 60 minutes walking managers through how to read their $17794.50 results, access resources, and create action plans) • 8 — Ongoing Partnership & Support $3,400.00 Year 3 Sub -Total: $13,177.50 TOTAL: $44,518.25 This pricing is based upon a 3 year contract. All prices are expressed in USD. Project Billing Schedule vemoff"Mmom Year 1: $18,308.00 will be invoiced upon receipt of the signed agreement Year 2: $13,032.75 will be invoiced 30 days in advance of the first anniversary date of the signed agreement Year 3: $13,177.50 will be invoiced 30 days in advance of the second anniversary date of the signed agreement Gallup Access Subscriptions: The Service Fee for the Gallup Access Platform is based on a pre -paid annual subscription and no refunds will be given for cancellations of partial years. Gallup monitors unique and individual email addresses of employees. As such, there will be a pro -rated charge per employee should the sample size exceed the contracted number of employees for the organization. Courses Any on -site courses, virtual courses, or open enrollment course seats being purchased must be used within 12-months of the purchase date. Any course purchased must be attended and/or held in the country the purchase was made in. Any modification to this will require the mutual agreement of the parties and may impact the pricing of the course. In Person Course minimum enrollment is 15 and maximum is 30. Virtual and Blended Course along with Webinar Series minimum is 10 and maximum is 24. Webinar minimum enrollment is 10 and maximum is 50. Leader Session and Workshops minimum enrollment is 1 and maximum is 15. Open Enrollment course registration must be completed at least 2-weeks in advance of the course start date. Open Enrollment course seats may not be used for courses that have sold out prior to attempted registration. Your course seat is not guaranteed until full payment is received. On -Site and Online Blended courses must be scheduled a minimum of 4 weeks in advance. In the event of course postponement/cancellation a fee for resources committed will applicable. 8-14 calendar days prior to scheduled course will be charged 50% of course fee; 7 calendar days or fewer will be charged 75% of course fee and non-refundable travel will be invoiced. Course participant list for On -Site courses must be finalized and submitted at least 2-weeks in advance of the course start date. Any post -session coaching calls must be scheduled within twelve weeks of the course completion. Each coaching call may be rescheduled one time with 48 hours advance notice. Any calls that have not been completed within the twelve - week timeline will be considered completed. Any late cancellations or no shows of coaching calls will be considered completed. 21 of 27 Client may use Content on the Course website and from the Course Kits for personal or organizational purposes after successfully completing the course. Client may not copy or republish Content from the website or Course Kit materials, except for those items specifically designated to be copied. Documents that can be copied and distributed are identified with the following text in the footer of the document: "This document may be copied or reproduced for individual use. It cannot be altered or modified without the written permission of Gallup." In the event of any permitted copying, redistribution or publication of copyrighted material, no changes in or deletion of author attribution, trademark legend or copyright notice shall be made. Any pre -work included with the course seat code, including a CliftonStrengths assessment, is redeemable only for the purpose of attending the contracted course and is not transferrable for purposes outside of the contracted course. Course fees are inclusive of any materials, assessment codes and coaching calls as applicable for each course participant and are not transferrable to non -attendees. Course fees are exclusive of participant travel fees, parking fees, catering/venue rental coordination and fees. Publication of Data: Research data associated with the consulting services performed by Gallup is not for public dissemination outside of Client's organization including but not limited to press releases and paid advertising. Both Client and Gallup have a responsibility to ensure that any published research findings are not misleading. Client shall consult with Gallup prior to sharing any research findings with any third party. Any release approved by Gallup shall include sufficient technical information necessary to assess the validity of the published findings which may include the following: the exact question wording, dates of interview, interviewing method, sample size, definition of the survey population, and size of sampling error. Notwithstanding anything in this agreement to the contrary, dissemination of records including but not limited to data or 'Confidential Information' in compliance with the Washington State Public Records Act, RCW 42.56, shall not violate this agreement. Client agrees to provide third party notice to Gallup in the event of such a request. Respondent Confidentiality: Respondent -identifying information, without the express consent of respondents, is not part of the deliverables under this Scope of Services and does not constitute a "work made for hire". Gallup will not provide respondent level data with any demographic data appended to protect the confidentiality of participating respondents. To avoid non-compliance with local privacy laws, Gallup will not provide Client any taped surveys without informing the respondent and obtaining express consent that the recordings will be shared with Client. Gallup, Inc. on behalf of itself and its affiliates and subsidiaries. BY: Name: Grant Count Sheriffs Office on behalf of itself and its subsidiaries and/or affiliates BY: Name: Date: Date: 22 of 27 1. PAYMENT OF INVOICES. 1.1 Client shall pay Gallup during the term of this Agreement the fees determined for each project agreed upon by both parties and specified in the Scope of Services in accordance with the agreed upon payment schedule. 1.2 Client shall further pay all pre -approved out-of-pocket expenses including reasonable out-of-pocket expenses of Gallup's personnel associated with client -approved freight, respondent incentives, and travel (including transportation, lodging and meals) or costs associated with the purchase of listed sample. 1.3 Payment shall be due upon receipt of the invoice. If Client objects to all or any portion of any invoice, Client shall notify Gallup of its objection within fifteen (15) days from the date of Client's receipt of the invoice, give reasons for the objection, and pay only that portion of the invoice not in dispute. Balances not in dispute and unpaid in excess of 30 days shall bear interest at a rate of 6% per annum. In the event that Client is delinquent in payment of any undisputed invoice beyond 45 days, Gallup may, at its option, withhold deliverables or suspend any and all services until the account is made current. 1.4 Client shall be responsible for all Sales, Use, VAT or similar taxes imposed on the services. 2. CONFIDENTIALITY. 2.1 Notwithstanding anything in this agreement to the contrary, dissemination of records including but not limited to data or 'Confidential Information' in compliance with the Washington State Public Records Act, RCW 42.56, shall not violate this agreement. Client agrees to provide third party notice to Gallup in the event of such a request. Each party has made and will continue to make available to the other, party information that is not generally known to the public and at the time of disclosure is identified as, or would reasonably be understood by the receiving party to be, proprietary or confidential ("Confidential Information"). Confidential Information may be disclosed in oral, written, visual, electronic or other form. Confidential Information shall include all business plans, strategies, forecasts, projects, analyses, financial information, business processes, methods and models, all organizational information, system architecture, software, graphics, computer programs, design ideas, concepts, flow charts, diagrams, progress reports, methods research and any other personal or intellectual property relating to either party, its respective parent or subsidiaries and Personal Data. "Personal Data" shall mean any information related to any identified or identifiable natural or legal person, such as Client's employees, customers, partners or any other third party (including such third parties' employees) and any other additional data deemed as personal data under the applicable personal data protection laws, which are made available to Gallup for processing them on behalf of Client pursuant to this Agreement and all Statements of Work issued pursuant to said Agreement. Confidential Information as defined herein shall not include: (a) information in the public domain at the time of its communication; (b) information, which enters the public domain, through no fault of the receiving party, subsequent to the time of its communication to the receiving party; (c) information which is obtained in good faith by either party from a third party, provided such third party is not bound by a confidentiality agreement with Gallup or Client, as applicable; or (d) information independently developed by employees or agents of a party without access to the Confidential Information of the other party. 2.2 The receiving party shall, except as otherwise provided below (i) not use or reproduce the Confidential Information for any purpose other than as required to perform in connection with the applicable Scope of Services; (ii) protect the confidentiality of the Confidential Information with the same degree of care as receiving party uses for its own similar information, but in no event less than reasonable care; or (iii) not disclose the Confidential Information to any third party, without the prior 23 of 27 written approval of the disclosing party. Notwithstanding the foregoing, the receiving party may disclose Confidential Information to the extent such information is required to be disclosed by law, including a subpoena, or to respond to a regulatory request; provided the receiving party promptly notifies the disclosing party in writing of such intention prior to any disclosure to allow the disclosing party to seek a protective order or similar relief in the disclosing party's sole and absolute discretion. Each party shall immediately advise its employees and others to whom the Confidential Information is disclosed of their obligations under this Agreement and shall take reasonable steps to ensure that the Confidential Information is securely maintained its employees and agents. 2.3 Neither party shall disclose any terms or conditions of this Agreement without the prior written consent of the other party, except as required by applicable law; provided however, that either party may disclose the terms or conditions of this Agreement to a third party under an obligation of confidentiality to such party in connection with customary financial reporting, a proposed sale, merger, acquisition, change in control, consolidation, or other similar transaction. 2.4 Upon termination or expiration of this Agreement, Confidential Information shall be returned to the disclosing party or destroyed. Electronic copies of or containing Confidential Information that are automatically generated through data backup and/or archiving systems and which are not readily accessible to the receiving party's business personnel shall not be deemed to violate this Agreement, so long as such electronic copies are not disclosed or used in violation of this Agreement. Notwithstanding the foregoing, nothing in this Agreement shall prohibit the receiving party's legal department or counsel from retaining one (1) copy, including any electronic copy, of any of the Confidential Information as necessary to comply with regulatory recordkeeping requirements applicable to disclosing party. 2.5 Gallup agrees to the following as it relates to Personal Data: 2.5.1 To prevent unauthorized use, dissemination or publication of the Personal Data, and implement any technical and organizational measures to protect Personal Data which are required by the applicable law. 2.5.2 To implement appropriate technical and organizational measures to protect Personal Data against (i) accidental or unlawful destruction or loss, (ii) unauthorized disclosure or access, in particular where processing involves the transmission of Personal Data over a network, (iii) alteration, and (iv) all other unlawful forms of processing. 2.5.3 To inform Client promptly in writing if it becomes aware of any unauthorized use or disclosure of Personal Data by itself or others. 2.5.4 When collecting, using, storing, transferring and otherwise processing Personal Data, Gallup shall adhere to all applicable export and personal data laws, regulations and rules. 2.6 Client agrees to the following as it relates to Personal Data which is made available to Gallup pursuant to this Agreement and all Statements of Work issued pursuant to said Agreement: 2.6.1 To ensure that such Personal Data is collected and processed by Client and transferred to Gallup in accordance with applicable Data Protection laws, regulations and rules. 2.6.2 Prior to the transfer of such Personal Data to Gallup, to inform the respective data subjects of the processing of their Personal Data pursuant to this Agreement and their rights in accordance with applicable Data Protection laws, regulations and rules. 3. REPRESENTATIONS AND WARRANTIES. 3.1 The parties represent and warrant that: (a) each has the full power and authority to enter into this Agreement; (b) this Agreement is duly authorized by all necessary action and has been duly executed and delivered; and (c) neither party has entered into any agreement with any other entity that contains 24 of 27 restrictive provisions regarding confidentiality and/or non -competition that may impair their ability to perform their specific obligations under the terms of this Agreement. 3.2 Gallup represents and warrants that it or its personnel will perform the Services: (a) in a good, timely, efficient, professional and workmanlike manner; (b) with at least the same degree of accuracy, quality, efficiency, completeness, timeliness and responsiveness as are equal to the accepted industry standards applicable to the performance of the same or similar services; and (c) using personnel who are fully familiar with the technology processes, procedures and equipment to be used to deliver the Services. 3.3 Gallup is the lawful owner or licensee of all programs and materials used by it in the performance of the Services contemplated hereunder that have not been provided by Client; such programs and materials have been lawfully developed or acquired by Gallup and Gallup has the right to permit Client access to or use of such programs and materials. Gallup represents and warrants that none of the Services or deliverables provided under this Agreement will infringe on any patent, copyright, trademark, trade secret or other intellectual property right of any third party and agrees to defend and to indemnify and hold harmless Client, its parent, subsidiaries, affiliates, employees and representatives, for all costs and expenses associated with the defense or settlement of any claim that the Services infringe a patent, copyright, trademark, trade secret or other intellectual property right and shall pay any judgments or settlements based thereon. 3.4 In connection with the performance of services set forth in an applicable Scope of Services, Gallup shall comply, and shall cause Gallup's employees and consultants/subcontractors to comply, with all statutes, regulations, ordinances, judgments, permits and other governmental rules or restrictions, whether domestic or foreign, applicable to Gallup's execution of this Agreement. 3.5 EXCEPT AS SET FORTH IN THIS AGREEMENT OR IN ANY SCOPE OF SERVICES, NEITHER PARTY MAKES ANY OTHER REPRESENTATIONS AND WARRANTIES, INCLUDING THE IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. 4. TERM AND TERMINATION. 4.1 This Agreement will commence on the Effective Date and will remain in effect until terminated in accordance with the terms and conditions set forth herein. 4.2 Either party may terminate this Agreement and or Scope of Services if the other party breaches any material obligation set forth herein or in the applicable Scope of Services, which breach is incapable of cure or which, being capable of cure, has not been cured within thirty (30) days after receipt of written notice of such breach from the non -breaching party, or within such additional cure period as the non - breaching party may authorize in writing. 4.3 Either party may immediately terminate this Agreement or any Scope of Services by written notice to the other party if the other party becomes insolvent, makes a general assignment for the benefit of creditors, files a voluntary petition of bankruptcy, suffers or permits the appointment of a receiver for the its business or assets, or becomes subject to any proceeding under any bankruptcy or insolvency law, whether domestic or foreign, or has wound up or liquidated, voluntarily or otherwise. If any of the above events occurs, the affected party shall promptly notify the other party of its occurrence. 5. INTELLECTUAL PROPERTY RIGHTS. 5.1 Notwithstanding anything in this agreement to the contrary, dissemination of records including but not limited to data or 'Confidential Information' in compliance with the Washington State Public Records Act, RCW 42.56, shall not violate this agreement. Client agrees to provide third party notice to Gallup in the event of such a request. Gallup Intellectual Property means any instructional materials, software programs, diagrams, copyrighted assessments or surveys and anything else that Gallup uses or distributes to Client in connection with this Agreement or an applicable Scope of Services that has been 25 of 27 developed prior to or independent of this Agreement by Gallup ("Gallup Property"). Gallup Property is not considered work product or a "work for hire" under the terms of this Agreement. 5.2 For any Gallup Property used, incorporated into, required for use of, or provided with any Services provided to Client hereunder, Gallup hereby grants Client a worldwide, non-exclusive, nontransferable license to use Gallup Property as incorporated into or provided with the applicable Services within Client's organization. Client may not make, have made, sell, offer for sale, execute, reproduce, display, perform, distribute externally to any third party copies of, or prepare derivative works of Gallup Property without the written permission of Gallup. 5.3 All products, reports, documents, compilations of data and other materials produced or developed by Gallup under a Scope of Services which are either: (a) created using the funds, expertise, facilities, personnel, time, material or proprietary information of Client; or (b) are derivatives of any Client proprietary information shall be the sole property of Client. These materials do not include any Gallup Property or derivatives thereof. Gallup agrees to assist Client, or its designee, at Client's expense, in every proper way to secure Client's rights in the materials. 6. GOVERNING LAW; DISPUTE RESOLUTION. 6.1 This Agreement shall be construed and interpreted according to the laws of the State of Washington without regard to the conflicts of law principles in Washington. 6.2 In the event of any dispute, claim, question, or disagreement arising from or relating to this Agreement or the breach thereof, the parties hereto shall use their best efforts to settle the dispute, claim, question, or disagreement. To this effect, the parties shall consult and negotiate with each other in good faith and, recognizing their mutual interests, attempt to reach a just and equitable solution satisfactory to both parties. If the parties do not reach such solution within a period of thirty (30) days, then, upon notice by either party to the other, disputes, claims, questions, or disagreements shall be settled by arbitration administered by the American Arbitration Association in accordance with the provisions of its commercial dispute resolution rules. 7. RELATIONSHIP OF PARTIES. 7.1 Gallup will act solely as an independent contractor rendering professional services. 7.2 Gallup will function as a non-exclusive consultant to Client. Client acknowledges that, during the term of this Agreement and thereafter, Gallup will offer, undertake, and continue to provide Consulting Services for organizations other than Client. In no event shall Gallup be relieved of its obligation to protect Confidential Information. 8. NOTICES. Any notice or other communication required or permitted to be made or given by either party pursuant to this Agreement shall be in writing delivered to the individual whose name appears on the signature block of the Scope of Services. 9. LIMITATION OF DAMAGES. Neither party shall be liable to the other party for any indirect, incidental, consequential, exemplary, punitive or special damages, including lost profits, regardless of the form of the action or theory of recovery, even if that party has been advised of the possibility of those damages. 10. USE OF NAME, TRADEMARKS OR LOGOS. 26 of 27 Neither party shall originate any publicity, news release, or other announcement, written or oral, whether to the public press, the trade, any of the other party's customers, suppliers or otherwise, relating to this Agreement or any Scope of Services, or to the existence of an arrangement between the parties without the prior written approval of the other party. Without limiting the foregoing, neither party shall use any names, trademarks or logos of the other party without the prior written consent of such party. 11. INTEGRATION. This Agreement constitutes the entire agreement between the parties and supersedes all other prior or contemporaneous communications between the parties (whether written or oral) relating to the subject matter of this Agreement. This Agreement may be modified or amended solely in writing signed by both parties and executed by an authorized officer. Each Scope of Services attached hereto and each Addendum executed under this Agreement shall incorporate the terms and conditions of this Agreement. 12. SEVERABILITY. The provisions of this Agreement shall be deemed severable, and the unenforceability of any one or more provisions shall not affect the enforceability of any other provisions. In addition, if any provision of this Agreement, for any reason, is declared to be unenforceable, the parties shall substitute an enforceable provision that, to the maximum extent possible and in accordance with applicable law, preserves the original intentions and economic positions of the parties. 13. CONFLICT OF TERMS. If a term in a Scope of Services or Addendum conflicts with a term in this Agreement, the provisions of this Agreement will prevail unless the Scope of Services or Addendum specifically states that the conflicting term will prevail. 14. WAIVER. No failure or delay by either party in exercising any right, power or remedy shall operate as a waiver of such right, power or remedy, and no waiver shall be effective unless it is in writing and signed by the waiving party. If either party waives any right, power or remedy, such waiver shall not waive any successive or other right, power or remedy the party may have under this Agreement. 15. ASSIGNMENT. Neither party may assign any rights in nor delegate any obligations under this Agreement or any portion thereof without the written consent of the other. Any such attempt to transfer will be deemed null and void. 16. FORCE MAJEURE. Neither party shall be liable for any losses arising out of the delay or interruption of its performance of its obligations under this Agreement due to any act of God, war, terrorism, civil disturbance, court order or natural disaster, or any other cause beyond the reasonable control of the affected party. 17. SURVIVAL. Sections 2, 3, and 5 shall survive the termination or expiration of this Agreement. 27 of 27