Agenda 02/24/2026 Item #16E 4 (Temporary Contract Employment Services, to KeyStaff, Inc.)2/24/2026
Item # 16.E.4
ID# 2026-336
Executive Summary
Recommendation to award Request for Proposal #25-8398, Temporary Contract Employment Services, to KeyStaff, Inc.,
and authorize the Chair to sign the attached Agreement.
OBJECTIVE: To ensure continuity of operations by utilizing an agency-wide temporary and contracted staffing
contract that meets the County’s evolving needs and supports essential operations, programs, and initiatives while
providing the flexibility required to effectively respond to fluctuating demands and workload requirements.
CONSIDERATIONS: Beginning in 2020, the County engaged with a primary vendor (KeyStaff, Inc.) and a secondary
vendor (22nd Century Technologies, Inc.) to provide temporary employment services contracts to support the successful
operation of its divisions. The services of contract employment agencies have been routinely used in the successful
operation of the County to perform a variety of entry-level, semi-technical, and skilled work on an as-needed basis.
These contracted resources supplement permanent staffing when County divisions experience staffing shortages due to
attrition, leaves of absence, and surges in demand to allow efficient, continued operation of services for residents and
visitors of Collier County.
Due to the temporary employment services contract approaching its expiration date on March 20, 2026, and based on the
demonstrated success of utilizing these services, Human Resources staff submitted a scope of services through the
Procurement Division with the intent of issuing a Request for Proposal to interested vendors to ensure the continuation
of temporary employment support at the end of the contract term.
On June 24, 2025, the Procurement Services Division released Request for Proposal (“RFP”) #25-8398, Temporary
Contract Employment Services, to three thousand two hundred forty-eight (3,248) vendors.
On July 1, 2025, the County extended the RFP submission deadline for one week to July 31, 2025. Three thousand and
sixty-three (3,063) proposal packages were viewed, and the County received twenty-nine (29) submittals by the July 31,
2025, deadline. Twenty-five proposals were found to be responsive and responsible, with minor irregularities. Proposals
received from Consultadd Inc., Griffiths Prince & Associates Consulting, Healthtech Associates, LLC, and Inara
Services, LLC, were found to be non-responsive and non-responsible for not meeting the requirements of the
solicitation.
On November 14, 2025, a selection committee met to review and rank the proposals.
Upon completion of the proposal review and deliberation, the selection committee scored, shortlisted, and elected to
move to Oral Presentations with the following top two ranked proposers: (1) KeyStaff, Inc., and (2) Tryfacta, Inc.
On December 4, 2025, the selection committee reconvened for Oral Presentations and to make a final ranking. The
selection committee’s final ranking is as follows: (1) KeyStaff, Inc., and (2) Tryfacta, Inc.
Staff recommends awarding RFP #25-8398, Temporary Contract Employment Services, to top-ranked KeyStaff, Inc.
The proposed attached Agreement has a five-year term, with three additional one-year renewal options. The Agreement
will become effective on March 14, 2026, and replaces existing Agreement #20-7715.
This item is consistent with the Collier County Strategic Plan objective to safeguard taxpayer money by promoting fiscal
stewardship and sound budget oversight.
FISCAL IMPACT: Since the implementation of the agreements with contracted employment vendors in 2020, there
have been more than 1,700 temporary staffing placements, including 349 temporary-to-permanent conversions. These
staffing conversions have supported the County’s standard recruitment efforts by providing a reliable pipeline of
qualified candidates, reducing to some degree the time required to fill vacancies, and promoting workforce stability
across County departments and divisions. Under the terms of this contract, KeyStaff, Inc. mark-up percentages will
range from 18% to 28%, based on the category of staff requested. This is inclusive of administrative costs and any
benefits offered to temporary staff.
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2/24/2026
Item # 16.E.4
ID# 2026-336
Divisions utilizing temporary staffing are responsible for budgeting the costs of temporary employment as part of annual
expenditures. As there are no changes in the percentage mark-up by category from KeyStaff, Inc. from the prior
agreement, approval of this contract should not incur any additional costs to the County in FY26 for divisions using
contracted employment resources. Multiple purchase orders may be issued each year across the County for these
contracted services.
GROWTH MANAGEMENT IMPACT: There is no Growth Management impact resulting from this action.
LEGAL CONSIDERATIONS: This item is approved as to form and legality and requires majority vote for Board
approval. — SRT
RECOMMENDATION(S): To award Request for Proposal #25-8398, “Temporary Contract Employment Services,” to
KeyStaff, Inc., and authorize the Chair to sign the attached Agreement.
PREPARED BY: Prepared by: Becky Johnson, Human Resources Manager, Human Resources Division.
ATTACHMENTS:
1. 25-8398 Solicitation
2. Keystaff Proposal Redacted
3. 25-8398 Final Ranking
4. 25-8398 NORA
5. 25-8398 Keystaff Contract
6. 25-8398 Keystaff COI exp030726
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Procurement Services Division
COLLIER COUNTY
BOARD OF COUNTY COMMISSIONERS
REQUEST FOR PROPOSAL (RFP)
FOR
TEMPORARY/CONTRACT EMPLOYMENT SERVICES
SOLICITATION NO.: 25-8398
JAKE BOND, ASSISTANT DIVISION DIRECTOR
PROCUREMENT SERVICES DIVISION
3295 TAMIAMI TRAIL EAST, BLDG C-2
NAPLES, FLORIDA 34112
TELEPHONE: (239) 252-8987
Jake.bond@colliercountyfl.gov (Email)
Any alterations to this document made by the Vendor may be grounds for rejection of the proposal,
cancellation of any subsequent award, or any other legal remedies available to the Collier County
Government.
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SOLICITATION PUBLIC NOTICE
REQUEST FOR PROPOSAL (RFP)
NUMBER:
25-8398
PROJECT TITLE: TEMPORARY/CONTRACT EMPLOYMENT SERVICES
PRE-PROPOSAL CONFERENCE: N/A
LOCATION:
PROCUREMENT SERVICES DIVISION, CONFERENCE ROOM A, 3295
TAMIAMI TRAIL EAST, BLDG C-2, NAPLES, FLORIDA 34112
DUE DATE: July 24, 2025, at 3:00 PM EST
PLACE OF RFP OPENING:
PROCUREMENT SERVICES DIVISION
3295 TAMIAMI TRAIL EAST, BLDG C-2
NAPLES, FL 34112
All proposals shall be submitted online via the Collier County Procurement Services Division Online Bidding System:
https://procurement.opengov.com/portal/collier-county-fl.
INTRODUCTION
As requested by the Human Resources Division (hereinafter, the “Division or Department”), the Collier County Board of County
Commissioners Procurement Services Division (hereinafter, “County”) has issued this Request for Proposal (hereinafter, “RFP”)
with the intent of obtaining proposals from interested and qualified Vendor(s) in accordance with the terms, conditions and
specifications stated or attached. The Vendor, at a minimum, must achieve the requirements of the Scope of Work stated herein.
It is the County’s intent to award to a single Vendor. However, the County reserves its right to award to multiple Vendors. Once
awarded, the results of this solicitation may be used by other County divisions/departments according to the Board of County
Commissioners' Procurement Ordinance.
Historically, County divisions/departments have spent approximately $9.8 million annually; however, this may not be indicative of
future buying patterns.
TERM OF CONTRACT
The contract term, if an award is made is intended to be for five (5) years with three (3) one (1) year renewals.
Percentage mark-up shall remain firm for the initial five (5) year term after the contract has been awarded. Requests for consideration
of a percentage adjustment must be made prior to the contract renewal date thereafter and submitted in writing to the County.
Percentage adjustments depend upon the most recent 12-month Consumer Price Index for all Urban Consumers (CPI-U) for the
Miami-Fort. Lauderdale area, budget availability, and the County’s approval, and cannot exceed 3% annually, whichever is less.
Rates of pay for temporary staff will be within a range as provided in the detailed description contained in Exhibit A, as attached,
with a fixed Vendor markup for each category of temporary workers for the initial term of the contract. Rates of pay may be adjusted
from time to time by the County.
The County Manager, or designee, may, at her discretion, extend the contract under all of the terms and conditions contained in this
contract for up to one hundred eighty (180) days. The County Manager, or designee, shall give the Vendor a written notice of the
County's intention to extend the contract term not less than ten (10) days prior to the end of the contract term then in effect.
DETAILED SCOPE OF WORK
The County is seeking a Vendor to provide temporary staff to perform a variety of unskilled, semi-technical, and skilled work
functions for various Divisions and Departments within the County.
The job titles included within the categories in Exhibit A are representative of positions currently requiring temporary staffing from
time to time, but are not exhaustive of all County positions. Additional job titles may be added to a category based on the County’s
need, with notice provided to the Vendor under the resultant contract, with approval of the County. No contract amendment will be
required to add, remove, or revise job titles.
The Vendor shall provide temporary employees within three (3) weeks from contact with the County. The County may ask for as
many interviewees from the Vendor as it takes to satisfy management. Assignments shall not exceed one fiscal year (October 1
through September 30); however, in areas where special work/project(s) are required to meet business needs, the Vendor will obtain
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authorization from the County’s designated representative at the start of the staffing assignment. Contract employees shall be assigned
according to the categories, titles, and hourly pay/ranges described in Exhibit A.
1. STAFFING CRITERIA
In no case will a Vendor’s employee be permitted to perform supervisory responsibilities over County personnel or other Vendor’s
workers.
The Vendor’s employees may, upon receipt of licensure or certifications, be eligible to move to a different category of work or
different position title located in Exhibit A and be paid at a different base pay rate. Changes will be permitted only per the request of
the County’s designated representative overseeing the Vendor’s employee. All other protocols regarding the placement of the
Vendor’s workers will be followed with a change of position. If the Vendor does not supply the services for the requested position
title, the Vendor’s workers may be required to become employed by a different Vendor.
The Vendor may, at its discretion, pay for training or travel for the Vendor’s worker to receive licensure or certification(s). The
Vendor’s workers may also pay for training or travel related to attaining a license or certification. At no time will the County pay, or
reimburse the Vendor or their worker, for training or travel associated with the attainment of a license or certification.
The Vendors workers may, upon approval of the County’s Division Director or designee requesting the services is responsible for
oversight of the system or program (Human Resources, Information Technology, Procurement, Risk Management, etc.), receive
approval to drive a County vehicle; have access to a network account; be granted authority for elevated system privileges; or have
authorization to make purchases. Additional background screenings may be required prior to granting permission for these activities.
In addition, the Vendor is expected to provide and/or adhere to the following terms and conditions:
1. Fixed Vendor mark-up for each category for the duration of the contract, which may include overhead, benefits, insurance,
Workers’ Compensation, employee travel, testing/screening fees, etc.
2. No additional surcharges or fees will be allowed except as noted at the annual rate adjustment period.
3. Provide a quote in advance of placement for each worker that includes a resume, a brief description of the assignment, the
category selected, the employee's hourly rate, and the contractor’s markup.
4. Notify the Vendor’s worker of his/her work assignment, location of work, and directions to the work location.
5. The Vendor's workers shall be neat, clean, well-groomed, and courteous, and shall be fully dressed, including shirts and
shoes. Workers must conform to CMA 5309, “Appearance and Personal Hygiene”. (See Exhibit D). The County may, at its
discretion, provide uniforms to the workers at no cost to the Vendor or assigned workers.
6. The Vendor’s workers may be required to work at various locations throughout Collier County, including, but not limited
to, Marco Island, Copeland, Everglades City, Orange Tree/Ave Maria, Immokalee, and North Naples.
7. Per IRS and Florida Retirement System (FRS) requirements, any employee who has retired from a position with an FRS-
covered employer may not be re-employed by an FRS agency or a vendor/third party providing services to an FRS employer
in the first six months following their separation date through the Deferred Retirement Option Program (DROP), normal
retirement, or date on which they have taken a distribution from their FRS account. The Vendor must confirm that the worker
being assigned is not an FRS retiree nor has the individual taken a withdrawal in the previous 6-month period.
8. Confirm, prior to placement, that workers can verbally receive and understand instructions in English.
9. Both the Vendor and workers shall comply with all applicable regulations of the County, the State, and the Federal
government; full cooperation is expected and required. Should the minimum employee pay rate fall below the Federal or
State minimum wage, the contractor shall notify the County so that compensation is commensurate with all wage practices.
10. In the event the Vendor’s employee does not arrive for work, the Vendor shall be responsible for assigning a new employee
before the next scheduled workday. Repetitive failures to perform shall subject the Vendor to be found in default of the
Contract.
11. Overtime must receive pre-approval from the County and shall only apply when worked in excess of forty (40) hours per
week by the same employee at the request of the County. Hours worked on weekends will be treated as straight time unless
they are in excess of a forty (40) hour work week. All overtime will be paid at one and one-half (1.5) times the agreed-upon
employee’s hourly rate of pay. In the event of a declared emergency, contracted employees will be paid in accordance with
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the provisions of County CMA 5900, Cessation of Normal Government Activities, if called to work before, during, or after
the emergency. (See Exhibit E).
12. Submit invoices for all the Vendor’s workers detailing the following information:
a. The Division to which the worker is assigned.
b. The purchase order number.
c. The name of the worker and the employee's hourly rate.
d. Signed and approved time sheet/card with the number of hours worked by the employee during a date range (i.e.,
week, month, etc.).
e. Approval from the County for overtime (if applicable).
f. The contractor's markup.
g. Total cost assessed to the County.
13. Provide monthly reports via email by the 10th business day of every month, preferably in Excel format, to the County that
include the following details for active staff: name, position/title assigned, business unit (Department/Division) assigned,
date of hire, division point of contact (requestor name), hourly rate of pay, and percentage mark-up.
14. Temporary staffing work with the County is at will unless otherwise stated in a written agreement signed by the Board of
County Commissioners. This means that either the County or the worker can terminate the employment of the Vendor
worker at any time and for any reason, with or without notice.
15. Contract Transition Plan: As the County currently has existing temporary clerical and labor services under contract, any new
Vendor shall be required to accommodate a transfer/hire of those workers which the County deems necessary at an hourly
rate (to the worker) equal to or above their current hourly rate. This shall NOT affect incoming or new workers, only existing,
transitioning clerical workers or laborers previously working under the current contract #20-7715. Transfer of existing staff,
including an orientation to the vendor’s employment practices, must be conducted prior to the official start of the awarded
contract to ensure seamless County operations. The transition plan must also include information on the Vendor’s
timekeeping practices and requirements, as well as the invoice process.
16. Buy Out/Purchase: If the Vendor’s worker is offered and accepts a position with the County, there shall be no requirement
of the County to “buy out” or purchase any remaining contractual term between the worker and the employing agency. The
County will not guarantee the current contracted pay rate upon hire to a County position.
17. Upon award/activation of this contract, the County requires the Vendor’s project manager to be assigned and on-site within
an agreed-upon response time and for this individual to be dedicated to this project until completion. If requested, the project
manager or another staffing agency representative may be required to be on site throughout Collier County (Marco Island,
Everglades City, Immokalee, etc.) to recruit and onboard new temporary staff. The Vendor must have a project manager
available to assist the County for the duration of the agreement to resolve issues that may arise between the County and the
staffing agency. The County expects all Vendors to conduct business in compliance with applicable local, state, and federal
employment laws and regulations.
18. Upon separation of a Vendor’s worker, ensure that any property that was issued by the County to perform the job functions
is returned to the County (uniforms, personal protective equipment, badge, cellular phone, etc.).
2. VENDOR REQUIREMENTS
The Vendor shall have extensive experience in employment staffing in the category/categories listed and must be able to verify their
staffing capabilities. The Vendor will be responsible for all recruitment and outreach activities necessary to identify and refer
qualified candidates.
The Vendor shall provide the following services:
1. Provide a timely and effective sourcing strategy that identifies qualified candidates for referral.
2. Provide a timely and effective screening process that ensures all referred candidates fit the knowledge, skills, and experience
requirements for the position, possess the personal characteristics required for successful job performance, and are a salary
fit.
3. Conduct at least one face-to-face interview with each potential candidate prior to referral and provide a resume to the County
for each referred candidate.
4. Conduct reference checks with individuals who are or have been in a position to evaluate the candidate’s performance on
the job. Through these reference checks, verify that the candidate possesses the knowledge, skills, and experience to meet
the requirements of the job and has the personal characteristics required for successful job performance.
5. Finalize a process with the County for interviews and coordinate the applicant’s participation in interviews.
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6. Debrief with the County following interviews and identify additional candidates, if necessary.
7. Verify the selected candidates’ educational background, the possession of any required licenses and certifications, if
applicable, and conduct a background investigation. Costs of any background screenings performed to confirm a candidate’s
eligibility to work will be at the sole expense of the Vendor.
8. If politically sensitive or potentially embarrassing issues arise in the candidate’s background, conduct in-depth interviews
with the principal parties to clarify the event and contact the County for review.
9. Notify rejected applicants.
BACKGROUND SCREENING REQUIREMENTS
The County requires that temporary personnel provided to perform work for the County successfully complete a drug test and National
Criminal Records Check prior to commencing employment with the County.
The Vendor’s employees are required to successfully pass a Urine Drug Screen before starting employment with the County. The
County utilizes Advance Medical for these screenings. However, if a different laboratory is proposed for use, prior written approval
must be obtained from the County before any screenings are scheduled or conducted. Failure to secure this approval in advance may
result in the screenings being deemed invalid for County employment purposes. Any temporary staffing agency applicant who refuses
to take the test for the presence of Amphetamines/Methamphetamines, Cannabinoids-THC/Marijuana, Cocaine, Opiates, and PCP
(5-Panel Test) or tests positive for any of these substances will be ineligible to work for the County for a period of one year from the
date of the positive drug test. Costs of the Urine Drug Screen test(s) performed to confirm a candidate’s eligibility to work will be at
the sole expense of the Vendor.
The Vendor’s employees must undergo and successfully pass the following national criminal records checks (All background checks
must be screened by the County’s Facilities Management): National Federal Criminal Search; National Criminal Database; County
Criminal Database; National Sex Offender Registry and Violent Abuse Registry. The County reserves the right to require a Level II
background check through the Florida Department of Law Enforcement (FDLE), Department of Elder Affairs (DOEA), or
Department of Children and Family Services (DCF), based on the nature of the temporary assignment. The Vendor will be responsible
for tracking and sending contracted employees to be rescreened after 5 years to adhere to the County Ordinance 2007-64 (See Exhibit
B). The Vendor will be responsible for paying the County fingerprint background check fee regardless of whether the worker is
contracted or fails the background screening. For individuals who will be assigned to work in the Sheriff’s facilities, the worker must
pass the Collier County Sheriff’s Office background screening prior to being contracted. All applicable fees, if any, will be the
responsibility of the Vendor.
The Vendor that provides personnel for positions/categories that require a driver’s license shall ensure that the individual possesses
a valid Florida license, with no more than three (3) moving violations in the previous three (3) year period. During the period of the
assignment, the Vendor employee who is required to drive must continue to have a driving record that complies with the County
driving requirements. (See Exhibit C).
When considering candidates who will ultimately be referred to the County for employment, Vendor agrees to contact the County,
specifically the Human Resources Division, for additional guidance if candidates fall into one or more of the following categories:
• The candidate is unable to successfully pass a five (5) panel drug screen.
• The candidate has a first-degree misdemeanor conviction (or equivalent from another state) within the past ten (10) years.
• The candidate has had any level felony conviction within the past ten (10) years.
• The candidate has a felony conviction that involves violence or weapons, regardless of when it occurred; drug sale, drug
manufacturing, or drug trafficking convictions; battery; or any offense against a minor.
• If the candidate is a former County employee, the Vendor shall contact the County to verify the employee left in good
standing and/or is eligible for rehire.
REQUEST FOR PROPOSAL (RFP) PROCESS
1.1 The Vendors will submit a qualifications proposal, which will be scored based on the criteria in Evaluation Criteria for
Development of Shortlist, which will be the basis for short-listing the Vendors.
The Vendors will need to meet the minimum requirements outlined herein in order for their proposal to be evaluated and
scored by the County. The County will then score and rank the Vendors and enter into negotiations with the top-ranked
Vendor to establish the cost for the services needed. The County reserves the right to issue an invitation for oral presentations
to obtain additional information after scoring and before the final ranking. With successful negotiations, a contract will be
developed with the selected Vendor, based on the negotiated price and scope of services, and submitted for approval by the
Board of County Commissioners.
1.2 The County will use a Selection Committee in the Request for Proposal selection process.
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1.3 The intent of the scoring of the proposal is for respondents to indicate their interest, relevant experience, financial capability,
staffing, and organizational structure.
1.4 The intent of the oral presentations, if deemed necessary, is to provide the Vendors with a venue where they can conduct
discussions with the Selection Committee to clarify questions and concerns before providing a final rank.
1.5 Based upon a review of these proposals, the County will rank the Vendors based on the discussion and clarifying questions
on their approach and related criteria, and then negotiate in good faith an Agreement with the top-ranked Vendor.
1.6 If, in the sole judgment of the County, a contract cannot be successfully negotiated with the top-ranked Vendor, negotiations
with that Vendor will be formally terminated, and negotiations shall begin with the Vendor ranked second. If a contract
cannot be successfully negotiated with the Vendor ranked second, negotiations with that Vendor will be formally terminated,
and negotiations shall begin with the third-ranked Vendor, and so on. The County reserves the right to negotiate any element
of the proposals in the best interest of the County.
RESPONSE FORMAT AND EVALUATION CRITERIA FOR DEVELOPMENT OF SHORTLIST:
For the development of a shortlist, this evaluation criterion will be utilized by the County’s Selection Committee to score
each proposal. Vendors are encouraged to keep their submittals concise and to include a minimum of marketing materials.
Proposals must address the following criteria:
Evaluation Criteria Maximum Points
1. Ability of Professional Personnel 20 Points
2. Local Vendor Preference 10 Points
3. Certified Minority Business Enterprise 5 Points
4. Past Performance 15 Points
5. Day-to-Day Management 15 Points
6. Transition Plan 15 Points
7. Cost/Markup to County 20 Points
TOTAL POSSIBLE POINTS 100 Points
Tie Breaker: In the event of a tie at final ranking, the award shall be made to the Vendor with the lower volume of work
previously awarded. Volume of work shall be calculated based upon the total dollars paid to the Vendor in the twenty-four
(24) months prior to the RFP submittal deadline. Payment information will be retrieved from the County’s financial system
of record. The tie-breaking procedure is only applied in the final ranking step of the selection process and is invoked by the
Procurement Services Division Director or designee. In the event a tie still exists, selection will be determined based on
random selection by the Procurement Services Director or designee, before at least three (3) witnesses.
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Each criterion and methodology for scoring is further described below.
***Proposals must be assembled, at minimum, in the order of the Evaluation Criteria listed, or
your proposal may be deemed non-responsive***
EVALUATION CRITERIA NO. 1: ABILITY OF PROFESSIONAL PERSONNEL (20 Total Points Available)
This criterion evaluates the qualifications and experience of the Vendor based on their performance on similar projects in
terms of type, size, and complexity. It also assesses how well the Vendor is staffed and organized to meet the County’s
temporary labor needs, and their overall capability to successfully deliver the requested services. As part of your response,
please include a copy of your corporate Business Plan, along with a detailed project approach outlining major tasks and sub-
tasks, a comprehensive timeline for project completion, and a sample report from a referenced project to demonstrate the
quality of your work.
EVALUATION CRITERIA NO. 2: LOCAL VENDOR PREFERENCE (10 Total Points Available)
Local business is defined as the vendor having a current Business Tax Receipt issued by the Collier or Lee County Tax
Collector prior to proposal submission to do business within Collier County, and that identifies the business with a permanent
physical business address located within the limits of Collier or Lee County from which the vendor’s staff operates and
performs business in an area zoned for the conduct of such business.
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EVALUATION CRITERIA NO. 3: CERTIFIED MINORITY BUSINESS ENTERPRISE (5 Total Points Available)
Submit certification with the Florida Department of Management Services, Office of Supplier Diversity, as a Certified
Minority Business Enterprise.
EVALUATION CRITERIA NO. 4: PAST PERFORMANCE (15 Total Points Available)
This criterion evaluates the Vendor’s qualifications and past experience in providing temporary labor services of similar
size, scope, and complexity to this solicitation. Preference will be given to contracts fulfilled within the last five (5) years.
Vendors should demonstrate their firm’s and any subcontractors’ ability, capacity, skill, financial strength, and years of
experience relevant to the required services. Please include descriptions of successful collaborations among team members
on prior projects. The County requests that the Vendor submit no fewer than three (3) and no more than five (5) completed
reference forms (Form 5) from clients whose projects closely match this solicitation. For each referenced project, Vendors
may include up to two (2) additional pages to highlight relevant aspects that showcase the Vendor’s experience and
effectiveness in delivering comparable work.
EVALUATION CRITERIA NO. 5: DAY-TO-DAY MANAGEMENT (15 Total Points Available)
The Vendor’s approach to management and execution of work with respect to the location of various key contract team
members will be evaluated under this criterion. The Vendor shall demonstrate from contract kick-off how they will establish
the contract location in order to manage day-to-day information collection and distribution between internal and external
team members, and County staff involved in providing temporary labor to Collier County. The Vendor must have a local
office in Naples/Ft. Myers Area within thirty (30) days of contract award.
EVALUATION CRITERIA NO. 6: TRANSITION PLAN (15 Total Points Available)
This criterion measures the Vendor’s proposed resources for the transition of current temporary labor resources from the
expiring contract to this contract. Plan to address timelines for ensuring no gap in providing resources; availability of
Vendor’s staff for this effort; and a recruitment plan for filling all current requests for temporary labor that may be open at
the time of contract award.
EVALUATION CRITERIA NO. 7: COST/MARK-UP TO COUNTY (20 Total Points Available)
Vendors must submit their percentage mark-up for all the categories listed in Exhibit F. The percentage mark-up must be
all-inclusive, covering all costs such as Vendor services, administrative overhead, tools, equipment, travel, fuel, and any
other related expenses. The County reserves the right to review, select, and negotiate these mark-ups prior to contract
execution.
VENDOR CHECKLIST
***Vendor should check off each of the following items as the necessary action is completed (please see Vendor Check List) ***
EXHIBIT A
25-8398 – RFP CATEGORIES & JOB TITLES
EXHIBIT B
Ordinance 2007-64 – Collier County Fingerprinting Ordinance
EXHIBIT C
CMA 5805 Eligibility to Drive County-Owned Vehicles
EXHIBIT D
CMA 5309 Appearance and Personal Hygiene
EXHIBIT E
CMA 5900, Cessation of Normal Government Activities, Personnel Roles and Responsibilities During Emergencies and
Emergency Pay
EXHIBIT F
Fee Schedule by Category
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County of Collier, FL
Procurement
Sandra Srnka, Executive Director
3299 Tamiami Trail, East Naples, FL 34112
[KEYSTAFF] RESPONSE DOCUMENT REPORT
GEN No. 25-8398
Temporary/Contract Employment Services
RESPONSE DEADLINE: July 31, 2025 at 3:00 pm
Report Generated: Thursday, July 31, 2025
Keystaff Response
CONTACT INFORMATION
Company:
Keystaff
Email:
jthoemke@mykeystaff.com
Contact:
Jana Thoemke
Address:
3800 Colonial Blvd
#101
Ft Myers, FL 33966
Phone:
(239) 299-1920
Website:
www.mykeystaff.com
Submission Date:
Jul 29, 2025 4:28 PM (Eastern Time)
Page 1648 of 3023
[KEYSTAFF] RESPONSE DOCUMENT REPORT
GEN No. 25-8398
Temporary/Contract Employment Services
[KEYSTAFF] RESPONSE DOCUMENT REPORT
undefined - Temporary/Contract Employment Services
Page 2
ADDENDA CONFIRMATION
Addendum #1
Confirmed Jul 14, 2025 8:26 PM by Jana Thoemke
QUESTIONNAIRE
1. I certify that I have read, understood and agree to the terms in this solicitation, and that I am authorized to submit this response
on behalf of my company.*
Confirmed
2. ALL DOCUMENTS REQUIRING EXECUTION SHOULD BE EITHER BY WET SIGNATURES OR VERIFIABLE ELECTRONIC SIGNATURES.
FAILURE TO PROVIDE THE APPLICABLE DOCUMENTS MAY DEEM YOU NON-RESPONSIVE/NON-RESPONSIBLE.
Confirmed
3. Request for Proposal (RFP) Instructions Form*
Request for Proposal (RFP) Instructions have been acknowledged and accepted.
Confirmed
4. Collier County Purchase Order Terms and Conditions.*
Collier County Purchase Order Terms and Conditions have been acknowledged and accepted.
Confirmed
5. Insurance Requirements*
Vendor Acknowledges Insurance Requirement and is prepared to produce the required insurance certificate(s) within five (5) da ys of
the County's issuance of a Notice of Recommended Award.
Page 1649 of 3023
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[KEYSTAFF] RESPONSE DOCUMENT REPORT
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Page 3
Confirmed
6. Proposal Submittal*
Please submit a proposal per Evaluation Criteria outlined in Solicitation.
Criteria_#1-Complete.pdf
Criteria_#2-Complete.pdf
Criteria_#3-complete.pdf
Criteria_#4-Complete.pdf
Criteria_#5-Complete.pdf
Criteria_#6-Complete.pdf
Criteria_#7-Complete.pdf
Forms-Completed.pdf
Collier_County_Video-2025_final.mov
Collier_CountyHandbook_Rev_1_July28-2025-final..pdf
Client_Testimonial_Italian_Rose_copy_(2)_copy.mp4
Employee_Testimonial_Video_(Carlos_Pena)_copy_2.mp4
7. County Required Forms
VENDOR DECLARATION STATEMENT (FORM 1)*
Form_1.pdf
CONFLICT OF INTEREST AFFIDAVIT (FORM 2)*
Form_2.pdf
IMMIGRATION AFFIDAVIT CERTIFICATION (FORM 3)*
Form_3.pdf
LOCAL VENDOR PREFERENCE (IF APPLICABLE FORM 4)
Page 1650 of 3023
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Temporary/Contract Employment Services
[KEYSTAFF] RESPONSE DOCUMENT REPORT
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Page 4
Include a copy of the business tax receipt.
Form_4.pdf
Lee_County_Tax_Receipt_2025_copy.pdf
Ft_Myers_tax_receipt_2025_copy.pdf
REFERENCE QUESTIONNAIRE (IF APPLICABLE FORM 5)
Keystaff_-_Orange_County-_Patricia_Davis.pdf
SFG_-_Taylor_Moore_2025.pdf
RGF.pdf
GRANT PROVISIONS (IF APPLICABLE FORM 6)
All forms must be completed
No response submitted
PROOF OF STATUS FROM DIVISION OF CORPORATIONS - FLORIDA DEPARTMENT OF STATE (SUNBIZ)**
http://dos.myflorida.com/sunbiz/ should be attached with your submittal.
Sunbiz.pdf
E-VERIFY - MEMORANDUM OF UNDERSTANDING*
Vendor MUST be enrolled in the E-Verify - https://www.e-verify.gov/ at the time of submission of the proposal/bid. E-Verify
Memorandum of Understanding or Company Profile page should be attached with your submittal.
E-Verify_memo.pdf
W-9 FORM*
W-9_2025.pdf
SIGNED ADDENDUMS (IF APPLICABLE)
Addendum_1.pdf
Page 1651 of 3023
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Temporary/Contract Employment Services
[KEYSTAFF] RESPONSE DOCUMENT REPORT
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Page 5
MISCELLANEOUS DOCUMENTS
State_of_Florida_certification_2027.pdf
Page 1652 of 3023
RFP No. 25-8398
Temporary/Contract Employment Services
Due Wednesday, July 31st 2025 @ 3:00 pm
Jana Thoemke, Owner
jthoemke@mykeystaff.com
Office 561-688-9184 Cell 561-309-5963
KeyStaff,Inc.
1610 Southern Blvd
West Palm Beach, FL 33406
FEIN: 41-1887214
Page 1653 of 3023
People. Partner. Prosper.
RFP 25-8398
Temporary/Contract
Employment Services
Page 1654 of 3023
Criteria #1
Ability of Professional Personnel
1) Experience of vendor based on experience based on
performance of similar projects
✓Cover Letter
✓Who Is KeyStaff
2) How well vendor is staffed and organized to meet the County's
temporary labor needs
✓KeyStaff Collier County’s Team
✓KeyStaff’s Value to Collier County
✓What KeyStaff Offers Collier County
3) Copy of Corporate Business Plan
4) Detailed project approach outlining major tasks and timeline
for completion
✓Current KeyStaff Operation Summary
✓Continually Improving-Our Timeline
5) Report from a project to demonstrate the quality of work
✓11 reference letters showing quality of work
✓2025 Best of Staffing and Best of Talent (based on surveys of
all clients & all employes)
✓Collier County manager reviews -listed in Criteria #4 Past
Performance
People. Partner. Prosper.
Page 1655 of 3023
July 7th , 2025
Jake Bond, Assistant Division Director
Procurement Services Division
3295 Tamiami Trail East, Bldg. C-2
Naples, Florida 34112
Dear Jake & Selection Committee,
Thank you for considering KeyStaff in response to your RFP 2025 -3655 Temporary
Employment Services. It has been our pleasure to work with Collier County for the
last 5 years. It is our goal in this proposal to show you our value to Collier County
and retain your business for years to come.
Employees are such a critical component to success in the service -oriented
organization. Collier County deserves nothing less than the best service from a
staffing partner. At KeyStaff ,we are committed to providing Collier County the best
possible service. The County’s ability to deliver quality services to the community
hinges on having the right staff, and we take this responsibility very seriously.
Our goal has always been to operate as a true extension of the County’s team by
managing our processes in a way that fully aligns with how the County would handle
them internally. We take the time to understand your systems, expectations, and
standards so that our work mirrors your own. Our office was specifically established
to serve Collier County, and the KeyStaff team is fully dedicated to this mission.
We've already undergone the learning process and have fine -tuned our operations
to run efficiently and effectively. With your help and guidance, we continue to make
improvements in our operation each year. We prioritize understanding the unique
needs and management styles of each department and manager, ensuring that our
staffing solutions are tailored to meet the specific requirements of every team.
KeyStaff seeks to continue to be your trusted staffing partner. With over 28 years in
the business, we have built a strong presence across Florida. We specialize in
providing staffing solutions for government, administrative, labor, and professional
roles, fully addressing the needs outlined in your RFP. Additionally, as a certified
women-owned business with the State of Florida, we can help meet your minority
contracting goals.
Page 1656 of 3023
We hope to be evaluated based on the quality of service we have provided to Collier
County. KeyStaff has a proven track record of delivering outstanding service to similar
local and state government entities.
For example, KeyStaff successfully managed administrative and professional
placements for the Department of Military Affairs in St. Augustine, Florida. Our
dedicated startup team efficiently transitioned existing employees while recruiting new
staff, and an on -site manager was assigned to ensure smooth operations. After seven
years of service, although we did not retain the contract due to pricing, we stepped in
when the next contractor failed, preventing any disruption and ensuring staff continuity.
In January 2024, KeyStaff was re-awarded the contract. This is one of our references,
and attached are three reference letters attesting to the quality -of-service KeyStaff
provided over an 8 -year period. We have also include a letter from The Florida State
Guard. We manage similar accounts to Collier County, including current contracts with
Manatee, and Orange Counties and the Department of Military Affairs, as well as the
City of Miami Beach to name a few.
KeyTalent is our professional recruiting division. Two reference letters are to follow on
our abilities to assist you with your direct hire needs as well, making KeyStaff a full
service staffing partner.
KeyStaff is proud of the exceptional relationship we’ve built with Collier County since
2019. Our team is invested and energized to continue this long term partnership. As a
woman owned, minority owned, locally headquarter firm, we bring not just competitive
pricing, but personalized service, award winning satisfaction scores and a process that
works.
Retaining this contract is of utmost importance to both me and the entire KeyStaff team.
We are open to discussing whatever it takes to continue to be your staffing agency
today and for many years to come.
Sincerely,
Jana Thoemke
Owner
KeyStaff
Office –800-608-2662
Fax-561-688-0759
Cell phone-561-309-5963
jthoemke@mykeystaff.com
www.mykeystaff.com
Page 1657 of 3023
Founded in 1997, KeyStaff is a woman-owned Florida corporation that
has proudly served the state for over 28 years. We provide staffing
services throughout Florida, with office locations in West Palm Beach,
Fort Lauderdale, and Fort Myers. Additionally, we have recruiting teams
based in Sarasota, Tampa, Port Saint Lucie and St. Augustine to meet
the diverse needs of our clients.
Our team consists of experienced staffing professionals who leverage
their expertise to fulfill our clients' needs across various sectors. Our
divisions include Government, Administration, Light Industrial/Labor,
Clerical, Hospitality, and Professional Staffing.
To learn more about us and our services, visit our website at
www.mykeystaff.com!
02People. Partner. Prosper.
Who Is KeyStaff
Page 1658 of 3023
David Burns, Branch Manager –Collier County-Hired just before the contract began, David has led the
Collier branch for the past 5 years, ensuring smooth operations and exceptional service delivery.
Miguel Burgos, Staffing Manager –Collier County -With 5 years dedicated to the Collier team, Miguel
brings deep knowledge of departmental needs and staffing solutions that work.
Lovette Urquiola, Administrative Support –Collier County -Lovette has provided reliable and consistent
support to the Collier team for 4 years, contributing to the day-to-day efficiency of our operations.
Jana Thoemke, Owner-The owner of KeyStaff for 28 years, Jana brings decades of leadership and
experience to every contract and client relationship.
Rich Gustke, President-Formerly a KeyStaff client for 12 years, Rich has served as our President since
2021 and continues to bring a unique client-centered perspective to the role.
Ray Galindez, Sales & Marketing-Known as the “Master of All Things KeyStaff,” Ray has been an
integral part of the team for 12 years, driving growth and client engagement.
Jennifer Negron, Regional Manager-Also known as a “Master of All Things KeyStaff,” Jennifer brings
22 years of experience to her leadership role, overseeing operations with deep institutional knowledge
and dedication.
02
Rich Gustke,
President
Ray Galindez,
Sales & Marketing
People. Partner. Prosper.
Jana Thoemke,
Owner
Jennifer Negron,
Regional Manager
David Burns,
Branch Manger
Miguel Burgos,
Staffing Manager
Lovette Urquiola,
Administrative Support
KeyStaff’s Collier County Team
Page 1659 of 3023
David J BURNS
Branch Manager Collier County
Branch Manager Key Staff Inc
KeyStaff Inc. Fort Myers / Collier County
August 2020 to Present
•Lead a team of professionals in the successful completion of projects
and accounts that resulted in continued partnerships with clients and
improved overall measurable success for both the company and
clients.
•Developed and implemented strategic plans to improve operational
efficiency and achieve organizational goals.
•Coordinated cross -functional teams and facilitated clear
communication between departments to ensure project alignment.
•Managed budgets to ensure optimal resource utilization and cost -
effective operations.
•Presented regular progress reports and findings to senior
management and stakeholders.
•Mentored new team members and provided ongoing training,
contributing to overall team development.
Account Executive
Coastal Staffing Inc, Fort Myers, Fl
September 2019 to March 2020
Lead sales team in recruiting new customers to represent with the hiring of
employees. Enhance company usage of ATS systems to streamline the
customer and employee hiring process. Explore and enhance company
strategy to increase awareness of services to the public and businesses.
Create relationships with local schools, community clubs and businesses
to enhance company growth for the company to increase sales and hours
while also creating creative process to compete in the marketplace with
competitors.
Page 1660 of 3023
Team Lead Recruiter
Integrative Staffing Group
February 2017 to September 2019
Lead team of five to ten recruiters weekly, monthly and yearly. Coach, train
and mentor recruiters, work in multiple locations to accomplish the goals of
the company and collectively maintain customer service with partners. On-
board and train new employees. Participate in the Monthly and yearly
projections and goals setting for the company and staff along with
maintaining company objectives and goals. Perform employee evaluations
monthly to coach and improve performance. Increased overall total hours in
one year by 40% and established new procedures for creating a loyal
customer base by implementing a performance index to ensure quality
candidate fit.
Education
Associate in hospitality
Pennsylvania Institute of Culinary Arts –Pittsburgh, PA
General Studies Madonna High School, Weirton, WV
Certifications & Professional Development
Nominated and winner from pears for Mentor of the year for 10 consecutive
years.
Specialized skills in Talent Acquisition and Human Resources for 15 years
with Bob Evans Farms Inc.
Page 1661 of 3023
Miguel A. Burgos
Staffing Specialist Collier County
KeyStaff 01/2020-present. Ft Myers, FL
Staffing Specialist for Collier County
•Source candidates from KS database,LinkedIn,Indeed,Zip Recruiter
•Call online applicants and pre-qualify and identify potential candidates.
•Review resume of potential candidates for employment opportunities.
•Schedule,interview and onboard candidates.
•Verify I-9,W-4’s of qualified candidates.
•Submit resume of qualified candidates to clients and schedule interview Collier
County managers.
•Drug test and submit for background check to Collier County.
•Review employment applications and job orders to match applicants with
qualifications.
•Informed candidates of job openings and details such as duties and responsibilities,
compensation,benefits,schedules,working conditions and temp to perm
opportunities.
•Coordinate and schedule new hire orientations.
•Perform reference checks on new hire candidates.
Emphire HR Solutions 01/2018-01/2020 Miami, FL
Staffing Consultant
•Source candidates on social media platforms such as LinkedIn,CareerBuilder and
Indeed.
•Call applicants and pre-qualify and identify potential candidates.
•Review resume of potential candidates for employment opportunities.
•Schedule,interview and onboard candidates.
•Verify I-9,W-4’s of qualified candidates.
•Submit resume of qualified candidates to clients and schedule interview for
employment opportunities.
•Drug test and submit local and National Criminal Backgrounds Checks of qualified
candidates on Asurint.
•Review employment applications and job orders to match applicants with
qualifications.
•Informed candidates of job openings and details such as duties and responsibilities,
compensation,benefits,schedules,working conditions and temp to perm
opportunities.
•Coordinate and schedule new hire orientations.
•Perform reference checks on new hire candidates.
Page 1662 of 3023
Sam’s Club 04/2018 to 02/2019 Miami, FL
Cashier/Customer Service/Stock (Part time evenings)
•Greeted and assist all customers entering the store.
•Scanned customer purchases at registers.
•Received cash,credit cards,and customer memberships for purchases.
•Upgrade and entice or encourage customers to upgrade their existing
memberships and explain the perks and benefits of having a Sam’s Club Plus
membership.
•Put away merchandise and groceries back in stock.
•Clean registers,counters and assist in other areas of the store if needed.
Future Force Personnel 02/2017 to 12/2017 Miami, FL
Senior Recruitment Specialist
•Source candidates on social media platforms such as LinkedIn,CareerBuilder
and Zip Recruiter.
•Assist walk-ins with job applications and encourage them to apply.
•Make daily service calls to Clients on desk and ensure that they are working.
•Place,Terminate and Counsel Employee on assignments.
•Visited on Sites and meet with onsite supervisor and employees to make sure
daily duties are being met.
•Identified staff vacancies and recruit,interview and select qualified candidates
for placement.
•Staff and coordinated open positions with clients for temp and long term
assignments.
•Selected qualified applicants and submit resume consideration of open
vacancies.
•Review employment applications and job orders to match applicants with
qualifications.
•Informed candidates of job openings and details such as duties and
responsibilities,compensation,benefits,schedules,working conditions and temp
to perm opportunities.
•Onboard candidates,verify I-9,W-4’s and E Verify all new hires.
•Coordinate and conduct new hire orientations .
•Performed drug test and criminal background checks on all applicants.
•Perform reference checks on new hire candidates.
EDUCATION
Hudson County Community College Jersey City, NJ
Associates Degree in Business Administration
SKILLS/CERTIFICATION/AWARDS:
•Fluent in English and Spanish
•Proficient in Microsoft Word,Excel,and Outlook.
•Awarded KeyStaff “Attitude Is Everything”award for excellence in Service
Page 1663 of 3023
Lovette Urquiola
Administrative Assistant for Collier County
KeyStaff Administrative for Collier County
August 2021 to Present
▪Assisted with the onboarding process of new employees by
preparing necessary paperwork and coordinating orientation
sessions
▪Handled sensitive information with utmost confidentiality while
maintaining data integrity at all times
▪Developed strong relationships with Collier County Managers and
Supervisors working in partnership for the overall success of the
business.
▪Streamlined office operations through implementation of
standardized processes/procedures resulting in increased
productivity across departments
▪Responded to inquiries from clients/customers in a timely manner,
providing accurate information or directing them to the appropriate
department/personnel for assistance
▪Served as the primary point of contact for employees and candidates ,
greeting them professionally and ensuring their needs were met during
their time at the office and throughout the interview and hiring process.
▪Maintained confidentiality agreements with external partners/vendors to
protect sensitive company information shared during negotiations or
collaborations
▪Demonstrated proficiency in using various software applications to
create documents/spreadsheets/presentations/reports efficiently and
accurately
Developed training manuals/guides for administrative
procedures/processes,promoting consistency across departments/teams
Page 1664 of 3023
Assistant General Manager
Jared the Galleria of Jewelry,Fort Myers,FL.January 2011 to August 2021
●Social Media ambassador of the store, assists in implementing and
administering merchandise and advertising programs,merchandise
displays in showcase and inventory
●Contribute to an environment of total customer satisfaction by making the
customers needs the first priority, investigate and handle customer complaints
quickly, efficiently, and courteously
●Experts in maximum effort to achieve store sales projections
●Assists in enforcing all policies and procedures to assure store profits by
controlling markdowns, store expenses, and payroll, adheres to all established
security and loss prevention policies
●Assist in the recruiting and selection of personnel:interviews and screenings as
necessary
●Project a positive,enthusiastic attitude to inspire and motivate others to
achieve store goals,encourage and promote a cooperative team,and a
spirited work atmosphere among fellow team members
●Assists in store daily and monthly goals, office and inventory control
management,receiving and shipping of all merchandise,creating store
schedule for team members,recommend promotions when appropriate
●Developed a technical knowledge of all jewelry repairs and custom design
services.
●Estimates cost on watches,and jewelry repairs,gold buys and Jewelry
appraisals
EDUCATION
University of Phoenix
Bachelor of Science in Health Administration/Heath Management
Page 1665 of 3023
JANA THOEMKE
Owner
Executive Summary
Executive with over 32 years of experience in the Staffing Industry. Competent in directing KeyStaff on a daily operational level,
as well as overseeing the financial management of the company. Proven track record of success in maintaining revenue
streams, utilizing sales abilities and uses creativity to secure new business. Innovative manager and team builder who brings the
highest level of enthusiasm to running a business. Twenty years’ experience in the development, growth and leadership
of personnel, expert in analyzing existing operations and implementing the strategies, processes and technologies to improve
organizational performance. Strong communication skills, along with the ability to independently plan and direct all levels of
business affairs. Implemented multiple programs and training processes. which have had a positive effect operationally and
financially. Possess strong P&L management, project management, and human resources experience.
Professional BackgroundPresident
KeyStaff
2007 to Present
West Palm Beach, FL
I purchased the remaining shares of KeyStaff to become the sole owner in December of 2007. I have set and implemented goals
for the company, I give direction and leadership to ensure that everyone understands our mission, and we are in position to
achieve our goals. My duties on a daily basis include working closely with our Staffing Managers to ensure quality service is being
provided to the customers. I assist the Sales Manager in forecasting his territory and preparing bids and proposals. I work closely
with our CFO on all financial matters relative to the operation of KeyStaff.
Increased sales through securing several large contacts.
Developed valuable business relationships with key clients/constituents
Earned a reputation as a valuable and cooperative coworker by being fair, honest, and willing to help others when needed;
effectively resolving conflicts at appropriate times; and assisting new managers and other staff to become familiar with policy
and operations.
•Improved customer satisfaction through implementing changes in our hiring procedures
•Developed a successful sales and marketing plan within budget constraints
•Hired, trained and motivated sales, and staffing and administrative personnel
Page 1666 of 3023
Vice President
Sta ff Plus/KeyStaff
1997 to 2007
West Palm Beach, FL
Started Staff Plus in 1997 and changed our name to KeyStaff in 1998. Assisted in developing and implementing company
policies and procedures. P&L responsibility for each location. Developed staffing plans, prepared schedules, budgets, and
growth projections for opening new locations. Developed and implemented a total quality process, which resulted in high
standards being integrated into all operations of the company. Focused strongly on sales cost analysis, working directly
with the sales team to develop effective presentations for our customers in West Palm Beach, Ft. Lauderdale and
Sarasota markets.
∙Built market share in industrial business segments
∙Analyzed economic conditions, business trends, industry trends, and potential markets
∙Created integrated sales and marketing strategies, and coordinated program implementation for all KeyStaff offices
∙Held total responsibility for operations, staffing, sales, and net revenue
∙Managed all aspects of company from the day-to-day operations to forecasting for long -range goals Maintained
above budget revenue and profit
Additional Experience
President
IPN International Product
Network
1996 to 1997
West Palm Beach, FL
Branch Manager
ABM Security
Services
1994 to 1996
West Palm Beach, FL
Sales
Representative
ABM Janitorial
Services
1990 to 1994
West Palm Beach, FL
Regional Manager/General Manger/Account Exec/Personnel Coordinator
Personnel Pool of America (now known as Interim Personnel)
1984 to 1990
West Palm Beach, FL
JANA THOEMKE
Owner
2 of 2
Page 1667 of 3023
RICHARD GUSTKE
President
BUSINESS, OPERATIONS, MANUFACTURING EXECUTIVE
High Profit Growth / P&L Management / General Management / Business Development
Business Executive with extensive background in management,manufacturing,engineering,product development,sales and
component assembly.Establishes and directs the company’s vision,strategy,sales,operational initiatives and financial objectives.
Value added activities and “LEAN”system implementation throughout the organization significantly to strengthen operations,profit
and customer satisfaction.
EXPERTISE
International/Domestic Sales & Marketing / EOS -Entrepreneurial Operating System Implementation /
Lean Manufacturing System Implementation / P&L Management / Contracts and Negotiations /
New Product Development / Cross Functional Team Building and Leadership / ISO Implementation
Continuous Improvement
PROFESSIONAL EXPERIENCE
KeyStaff, Inc. West Palm Beach, Florida. 2021 –Present
President
Represent KeyStaff at all internal and external events.
Manages department leaders to ensure that they are meeting KPIs.
Implement company strategy and lead the day-to-day business operations.
Presents strategies and results to owners.
Adheres to all federal, state, and local business laws and regulations and company policies.
Develops and tracks key performance indicators (KPIs) and objectives and key results (OKRs) for all departments & teams.
Oversees multiple departments, including legal, operations, finance, marketing, and human resources.
Responsible for monthly P&L and Balance sheet reviews.
Participates in business development initiatives ; cultivating partnerships
Develops strong working relationships with colleagues across departments and seniority levels.
EZ WELD GROUP LLC. Riviera Beach, Florida. 2009 -2021
CEO
(Corporate officer responsible for the day-to-day operations and manufacture for a Middle Market chemical blending company with
65+ direct/indirect reports).
Responsible for P&L and Balance sheet review.
Report to Board of Directors: Finance, Sales, Marketing Pricing and Strategy, Operations and Projects.
Implemented SAP in 2017
Implemented ISO 9001 Quality System and ISO 14001 Environmental System in 2015.
Increased Sales 58% in 2016 and projected 33% growth in 2019.
International & Domestic Sales & Marketing development and relationships. Personally, managed all large international
distributor accounts. Also, responsible for the implementation of Lowes, Ace Hardware and True Value International retail
sales.
Managed Global Sales -set sales goals, developed yearly forecast and budget.
Implemented EOS –Entrepreneurial Operating System, a practical solution that guides a business to success. The
simple concepts within EOS help to develop and communicate the vision, get traction across the organization, so that the
team can move forward with the vision and keep leadership teams healthier.
Initiated M&A discussions with our competitors, customers and business targets.
Page 1668 of 3023
Personally installed overseas filling operations in Egypt and India.
New product development included the world’s first 3-year shelf-life cement, All Pressure heavy body PVC cement, Pipe
Wipes and an Industrial line of cements -all done by listening to the voice of the customer.
Established Inventory Min./Max. System, decreased or finished good by 34%and improved delivery by 12%
Executed a Setup Reduction Lean Workshop that reduced line change over time from 6 hours to 1 hour using Quick
Change tooling, product wash out system and operator training and awareness.
Careful evaluation of manufacturing personnel that resulted in the elimination of 38 manufacturing positions in 2009
while maintaining current sales, production and shipping requirements.
Installed and retro fitted 3 semi-automatic manufacturing lines that increased overall productivity by 32%.
MSK PRECISION PRODUCTS, INC. Tamarac, Florida 2007-2009
General Manager
(Responsible for day-to-day operations for Middle Market division of medical device, aerospace parts, and component manufacturing
with 90+ direct/indirect reports).
Created and directed a diverse management team to turn around a struggling business resulting in a profitable 2007 and a
50% increase per employee in end of year profit sharing contribution in 2008.
P&L responsibility for all plant operations.
Directed a five-member professional management team including: Director of Sales, Engineering Manager, Quality
Assurance Manager, Plant Manager and HR/Office Manager.
Executed the registration of ISO 13485:2003 resulting in $1.5M of medical implant sales.
Increased annual sales revenue per employee 19%using manufacturing visual aids and better plant
supervision.
Improved cash flow by extending payment terms to vendors and receiving early payment discounts up to 4%.
Inventory reduction of $613K from January 2009 thru June 2009 by selling 3+ year old product at a discounted
cost and the implementation of a Kanban System.
Maintained ISO 9001:2000 and AS 9100 registrations.
Improved deliveries from 72% on time in June 2007 to 97%on time in September 2008 by implementing a weekly ship
schedule review, daily production meeting and an engineering pre-production evaluation.
Implemented a lean cost reduction workshop that was executed by using communication,visual aids,kanban, value
stream mapping,team building,kaizen events and process improvements.
Lean workshop results:
Production rework cost savings of $228,000/year.
Production scrap cost savings of $240,000/year.
Monthly customer return material authorization (RMA) reduced 33%.
Reduced part lead time from 18 weeks to 7 weeks using a kanban pull system and eliminating non-value-added
processes.
T&L AUTOMATICS,INC.Rochester,New York.1984-2007
Vice President of Manufacturing (1996-2007)
(Corporate officer in charge of plant operations for an automotive components and parts manufacturer with 185+direct reports).
Redesigned the production facility using “Cell Manufacturing”gaining a net effect of 21%efficiency gains and 30%
decrease in internal reject reductions.
Defined the requirements and designed the layout for a new 40,000 SF manufacturing facility expansion while maintaining
production quality and OSHA requirements.
Improved machine efficiency 18%and maintained quality objectives while reducing the workforce 27%, using an
Employee skill assessment matrix, resulting in employees being put in a position that favors their skill level.
Developed a comprehensive employee training program,to develop future machine operators and to continue current
machine operator development.
Led production and engineering teams through an increase in sales revenue from $9M to $20M in 3 years.
Developed standard work instructions for all positions and standard operating procedures for all processes complying with
ISO 9000 requirements.
Conceived,developed and supervised the conversion of a Davenport screw machine into an assembly machine using PLC
controls,mechanical torque spindle,conveyor parts feed and measuring cylinders saving the company $100K in capital
equipment expenditures and securing additional sales of $2.4 million annually.
2 of 2
Page 1669 of 3023
JENNIFER NEGRON
Regional Manager
Seasoned Recruiting Professional and Operations Manager with 18 years of extensive experience in Employment Agency multi-
industry staffing.Adaptable and quick to respond in all situations while prioritizing needs of clients,employees,and vendors.
Customer/Client based service advocate and leader that identifies customer/client needs,proactively anticipating any upcoming
staffing changes.
PROFESSIONAL EXPERIENCE
2017 -Present Regional Manager KeyStaff, Inc.
KeyStaff is a WBENC certified, locally owned and operated, staffing agency servicing Florida since 1997.
•Leads and directs operational teams (including training, knowledge management, workforce planning, quality management,
performance management, etc.) company wide
•Serves as lead liaison between client and recruiting teams with a focus on client care and service, ensuring premium
results
•Develops and nurtures client/customer relationships
•Functions as a point of contact for all senior level accounts
•Heads up Marketing Team ensuring KeyStaff branding reflects reputation and capabilities
•Fosters team environment that provides extraordinary service for customers/clients
•Maintains and reviews all fiscal reports for each Branch and company -wide
•Develops strategies to ensure the customer/client experience is consistent with overall company strategy and values, and
drive initiatives that maintains companies code of ethics
•Creates and executes strategic sales and recruiting strategies to deliver maximum revenue potential.
•Manages sales and recruiting procedures; support and enhance existing CRM infrastructure.
•Defines and achieve metrics through improved sales and recruiting processes
•Manages the sales and recruiting teams through motivation, coaching, and correction
•Create monthly sales and recruitment activities and budget projections.
2010 -2017 Branch Manager KeyStaff, Inc.
•Lead and directed operational teams regionally to include three branches in Florida
•Developed and implemented training plans, knowledge management, and internal staffing
•Served as main point of contact for any escalated customer/client concerns ensuring favorable outcomes for client and
company
•Managed recruiting procedures, developed and implemented changes to advance processes
•Developed and nurtured client/customer relationships
•Develops strategies to ensure the customer/client experience is consistent with overall company strategy and values, and
drive initiatives that maintains companies code of ethics
2010 –2017 Branch Manager KeyStaff, Inc.
2006 –2010 Staffing Specialist KeyStaff, Inc.
2003 –2005 Payroll Specialist KeyStaff, Inc.
TECHNICAL SKILLS
Excel |Outlook | Microsoft Office |Customer Service |Operations Management |Database Management |Data Analysis | Vendor
Relations | Quality Control | Workforce Management | Training and Development | RM Software | TempWorks | Google Suite |Cloud
Based Management
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RAY GALINDEZ
Sales & Marketing Manager
Bilingual/Spanish Top-producing Executive and Direct Marketing Sales professional credited with business expansion,revenue
growth,and high rate of satisfaction among business clients.Effective and tenacious negotiator remaining calm under pressure,and
capable of adapting to the varying range of client business needs.
PROFESSIONAL EXPERIENCE
2018 –Present Sales & Marketing Manager KeyStaff, Inc.
2013-2018 Client Development Specialist
KeyStaff is a Woman Owned Enterprise certified with the State of Florida, locally owned and operated, staffing agency servici ng
Florida since 1997.
∙Develop and build client relationships at all supervisory and management levels
∙Fill client orders with qualified field staff promptly
∙Ensure weekly quality and productivity checks (audits) are performed
∙Ensure daily and weekly quotas are met
∙Assist in growth and development by expanding client usage through quality staffing and customer service
∙Perform and manage all aspects of the operations of the company related to the use of client site facilities, productivity
tracking processes and client established metrics
∙Hire, train, coach and mentor branch personnel and or field staff leads
∙Manage office profitability
∙Assist the Credit Department in the collection of receivables
∙Operate in compliance and efficiently with KeyStaff’s proprietary software program
∙Select, train and provide an environment for individual development of each staff member
∙Establish weekly, monthly and annual goals and develop strategies to achieve goals
∙Act as CSR hen required, recruit, and select interviews for field staff employees
∙Resolve issues for clients, branch personnel and field staff
∙Communicate and coordinate the various aspects of branch operations required to ensure compliance (Worker’s
Compensation, Unemployment, Human Resources, Legal, WOTC, etc.)
∙Financial management of branch operations (budgeting, forecasting, monthly P&L review, credit and collections, etc.)
∙Develop a fully operational and qualified staff by hiring and training employees according to established company guidelines
∙Identify developmental/career opportunities to ensure staff retention
∙Coach and counsel employees on behavioral and performance issues, document and take corrective action as necessary
2013-2014 Career Center Advisor Florida Career College
∙Accountable for direct support service to individual prospective students
∙Responsible for executing all elements of a proactive student outreach strategy
∙Establish rapport and build relationships with all students
∙Maintain up to date knowledge of schools, programs, procedures, careers, and any other service provided by Florida
Career College
∙Guide prospective students through the campus admissions process and overcome any obstacles that may arise
∙Work closely with the Admissions, Education and Business departments to ensure students success in their prospective
fields of study
∙Conduct mock interviews, dress for success and job fairs on campus
∙Build relationships with clients in the area in order to enhance the opportunity for student placements
∙Accurately forecast projected new students on a periodic basis
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∙Exemplify professionalism and a positive attitude for each prospective student
∙Conducted Verification of Employment on every student placed
∙Consolation with clients after the initial phone screen to explain company process and follow
SOP
2009-2013 Front Desk Coordinator/Billing Specialist Uptown Pediatrics
∙Generate and distribute weekly schedule for doctors and clerical staff
∙Participate in monthly management team meetings
∙Developed and administered employee training and staff-retention programs
∙Oversee training of front desk staff in policies, procedures and EMR Programs
∙Assist Practice Administrator with front office employee hiring, training and staff-retention programs
∙Monitor performance metrics and formulate an action plan for improvement as necessary
∙Work with Financial office to monitor financial reports including cop -pay collection, authorizations, registration
errors, etc.
∙Process prior authorizations for medication and procedures
ENGLISH SPANISH
Native Native
CORE SKILLS & COMPETENCIES
EDUCATION
2005 Long Island University Physical
Therapy
Bachelors of
Science
LANGUAGES
LEADERSHIP & MANAGEMENT CUSTOMER SERVICE SALES & MARKETING
Articulate Communicator Empathetic Listener Budget Control
Strategic Vision & Project Planning Calm Under Pressure Competitive Drive
Operational Efficiencies Deadline Driven Efficient Negotiator
Talent Acquisition Mutual Compromise Finder New Business
Team Builder & Staff Leader Professional & Tenacious New Product Launches
2 of 2
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KeyStaff’s Value to Collier County
Hiring can be expensive, both in hard dollars and in lost productivity.
According to the SHRM benchmark, the average cost per hire is
$4,700, factoring in recruiting, onboarding, internal resources, and
compliance.
At KeyStaff, we help Collier County lower that cost significantly by
eliminating common expenses:
➢No advertising fees
➢No time spent screening or interviewing unqualified candidates
➢No compliance risk, every placement is E-Verified, background
checked, drug tested and insured
➢Less burden on internal teams and HR
➢Faster time-to-fill = fewer service gaps
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When comparing KeyStaff to the vendors listed in the bidder pool,
it's clear we bring a local, proven, and low -risk solution for Collier
County’s staffing needs. Below is a summary of how we compare
to other bidders.
KeyStaff is a proven, local partner with a deep understanding of
Collier County's needs and requirements.We are ready to
continue delivering exceptional staffing service without disruption.
KeyStaff’s Value to Collier County
Feature KeyStaff Most Competitors
Local Office Yes –Collier-based Out of state
Years Serving Collier County 5+ years 0 –No history
Minority/Woman-Owned
(MWBE)
Florida Registered Not locally certified
Staff Ready to Start
Immediately
Fully staffed Not guaranteed
Experience with Collier
Invoicing
Yes No experience
Transition Required No transition required Transition likely required
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KeyStaff’s Value to Collier County
Proven Results: Delivering Talent that Stays!
Since the beginning of our contract, KeyStaff has
successfully filled 1,774 positions across all Collier
County departments, averaging 355 placements per year
or approximately 30 hires per month.
Even more importantly, 349 of these temporary
employees have transitioned into permanent Collier
County employees. That’s an average of 6 internal hires
per month.
This not only reflects the quality of our recruiting process
and dedication, but also our alignment with Collier
County’s .
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A Company with Owner Involvement:
A passion that starts from the top.
A Company with Stable History & Management:
KeyStaff is a local company that has been in business for over 28 years,
providing consistent, reliable service. We pride ourselves on maintaining a
strong philosophy of service, always responding to our clients' needs with a
sense of urgency, ensuring that your requirements are met promptly and
effectively.
A Company Committed to Collier County:
At KeyStaff, our office was established with one clear purpose: to provide
exceptional staffing services to Collier County. We are dedicated to delivering
top-notch personnel to fill every job position assigned to us, ensuring that the
county’s mission to serve the community is supported by skilled and reliable
staff.
We understand that Collier County is in the business of providing essential
services to the community, and we are here to make that mission easier. As
experts in hiring and recruiting, it's what we do every single day. When you let
KeyStaff handle your staffing needs, you can focus on what matters most —
serving the people of Collier County.
A Company Focused on Constant Improvement:
Our hiring process includes background checks, drug screening, E -Verify and
skill testing, and to ensure we provide quality candidates for Collier County. We
are in the process of implementing “Motivational Based Interviewing”, this is a
process that identifies high performers in all skill sets. We have spent an
extended amount of time researching and testing out this method and we are
will be implementing it for Collier County before the end of 2025. We believe
that it will even further improve the quality of our placements. More information
on this process is provided in the proposal.
What KeyStaff Offers to
Collier County
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A Company Committed to our Employees:
We have some employees that were transferred to us from Collier County that
continue to receive benefits:
•11 paid holidays
•40 Hours/year PTO
•Employee saving plan
Health Insurance
•Accident
•Sickness
•Prescription drug reimbursement,
•Vision
•Dental
•Short-term disability)
KeyStaff pays 60% of health insurance costs. These full-time employees receive 40
hours of PTO per year. On new hires we offer insurance and employee saving plan
to all employees.
A Company that Provides Training:
At KeyStaff, we prioritize training and safety, guided by our motto, "Safety Starts
With Me," which is ingrained throughout the organization. Our HR and Safety teams
are dedicated to minimizing accidents by taking a proactive approach, especially in
higher-risk departments. We also provide expert HR support and legal guidance to
ensure all procedures are followed correctly, resolving any issues before they
escalate into legal challenges. In addition to regular safety training, we offer
specialized training as needed and agreed upon that will be outlined in our training
page. For new hires, we provide a comprehensive orientation that includes a
handbook tailored specifically for Collier County, including our specific checklist used
for all new hires. As of July of 2025, all our our staff participated in a safety training
program presented by Gallagher Basset.
.
What KeyStaff Offers to
Collier County
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A Company that Operates Within the Law and Stays Updated on
New Regulations:
We operate ethically, honestly, and in full compliance with the law. KeyStaff stays
informed of HR changes and legal requirements that affect our business. With
our HR Support and Legal Support, we are prepared to meet evolving regulations
as they occur (for example the current changes to E-Verify status)
A Company that requires no transition or additional work:
We have a dedicated staff in place and a process that is working. We are
implementing improvements that will further enhance our service. No additional
cost or work will be required on the part of Collier County.
A Company with an Operational Plan for Collier County:
We conduct an annual survey of all managers and employees to ensure the
delivery of high-quality service through Clearly Rated. Experienced KeyStaff
managers and recruiters will oversee the account, ensuring that orders are filled
promptly and effectively. Communication can be enhanced by using the email
address Colliercounty@mykeystaff.com, which is actively monitored by a team of
KeyStaff Managers, including the President and Owner. This multi-tiered
oversight ensures swift response times and keeps the team informed on all
activities and any issues that arise. To facilitate smooth communication, all
correspondence, including purchase orders (POs), should be sent to this
address, and department managers are encouraged to use it regularly. This
process will help maintain efficiency and accountability in all KeyStaff-Collier
County operations
No transition. No disruption. No learning curve.
Just continued partnership and improved service.
What KeyStaff Offers to
Collier County
Page 1678 of 3023
KeyStaff’s Corporate Business Plan
Solicitation No: 25-8398 –Collier County
Outline of 2026 business plan
KeyStaff Inc. is a leading staffing and workforce solutions provider headquartered in
Florida, with operational offices in:
• Saint Augustine
• West Palm Beach
• Port Saint Lucie
• Fort Myers
•Naples
•Fort Lauderdale
We have been in business for over 28 years, proudly serving clients throughout the state
of Florida, and extending our reach nationwide through our Direct Hire Division.
KeyStaff is registered by the State of Florida as a Minority-Owned Woman’s Business
Enterprise (MWBE), reflecting our commitment to diversity, equity, and inclusion in both
our internal culture and client partnerships.
We provide both temporary and direct-hire staffing services, ranging from entry -level
support to executive leadership. Our long-standing partnerships with entities such as:
▪Collier County, FL
▪Orange County, FL
▪Manatee County, FL
▪Sarasota County, FL
▪Florida Department of Military Affairs
▪City of Miami Beach, FL
▪City of Hallandale Beach, FL
Working with these businesses underscores our deep experience in supporting
government agencies with reliable, scalable staffing solutions.
KeyStaff remains in a strong financial position, particularly as it relates to cash flow. This
financial stability allows us to maintain operational agility and support ongoing
investments in technology, talent acquisition, and client services.
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Professional Placements Division (KeyTalent)
KeyStaff is proud to operate a dedicated Professional Placements Division,
specializing in the recruitment and placement of high -level professionals, including:
• HR Directors
• C-Suite Executives
• Operations Managers
• Legal Professionals (including Attorneys and In-House Counsel)
As economic conditions shift, we continuously realign our professional placement
strategies to remain responsive to market trends and client needs. This includes
adjusting our:
• Sales Plans to target growth sectors and emerging industries
• Recruiting Initiatives to ensure pipelines are filled with qualified, market -ready
candidates
Our professional division is a strategic complement to our traditional staffing
services, allowing us to serve clients at every organizational level.
Ongoing & Recent Initiatives
To support our clients more effectively, KeyStaff is actively enhancing operational
capabilities across multiple fronts:
1. Technology & Efficiency
• Applicant Tracking System (ATS) Integrations: Streamlining workflows and
increasing recruiting, sales and operational efficiency.
• AI Implementation: Using AI to improve candidate sourcing, reduce time-to-fill,
and enhance data analysis for client reporting.
• New Timekeeping System: A modern, client-centric system designed for
accurate, real-time labor tracking, customized reporting, and enhanced
compliance in either clock, desktop or App format.
• KeyStaff Timekeeping App: A mobile -friendly platform that enables employees
and supervisors to track hours, request time off, and access payroll details with
ease and transparency.
• Website Relaunch: A fully redesigned corporate website is scheduled to launch
in the third quarter of 2025, offering improved user experience, streamlined
navigation, and expanded resources for clients and candidates.
• SEO Strategy: Following the website rollout, KeyStaff plans to launch a phased
search engine optimization strategy to increase digital visibility and reach—
estimated for early to mid-2026 (Q1 or Q2).
• ATS Recruiting & Sales Training: Advanced reporting tools to provide internal
staff with deeper insights and better service outcomes.
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2. Quality Recognition
• Top 1% in North America (ClearlyRated): Independently verified as one of the
top staffing agencies in North America for service quality. We are proud to have
been awarded with this recognition in January 2025. We have committed to this
process for the next 3 years.
• Motivational Based Interviewing (MBI): In May 2025, KeyStaff adopted the
Motivational Based Interviewing model, a structured interview process that
emphasizes aligning candidate motivation and personality with client needs. We
are currently ready to roll out this approach company-wide to further improve
candidate quality and ensure a better long-term fit for our clients. Should be
rolled out companywide by December 2025
3. Financial Management
• Refined P&L and Financial Tracking: Enhanced budget oversight and fiscal
transparency to support growth and sustainability.
• Increased Recruiting Budget: KeyStaff has significantly expanded its recruiting
budget to attract more qualified employees and grow our already robust
database of over 100,000 potential candidates.
• KeyStaff remains in a strong financial position, particularly as it relates to cash
flow. This financial stability allows us to maintain operational agility and support
ongoing investments in technology, talent acquisition, and client services.
4. Marketing & Outreach
• New Marketing Plan: A refreshed go-to-market strategy focused on brand
awareness and public sector engagement.
• Associations & Networking: We are active members of the Executives of The
Palm Beaches and the Florida Paint and Coatings Association (FPCA). We
expect to join the Broward Executives Board, Florida Staffing Association, and
Hispanic Chambers within our local markets in 2026.
• Mobile Recruiting Bus: A unique, mobile recruitment unit for onsite job fairs and
community events.
• Strong Community Involvement: KeyStaff has a long-standing tradition of
community engagement and is actively looking to increase our exposure and
participation in local initiatives throughout the regions we serve.
• Promotional Campaigns: We are planning two themed marketing campaigns in
the fourth quarter; one based on baseball and another on football. These
campaigns will promote the KeyStaff brand, drive new business generation, and
incorporate marketing swag to increase engagement and visibility. The
momentum from these campaigns will extend into early 2026, supporting
sustained growth and outreach.
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5. Employee & Client Support
• Safety Initiatives: Enhanced training programs, safety checklists, and
collaboration with client Risk Management and Safety teams.
• Safety Resources Upgrade: We are actively improving our safety
documents and training videos and integrating them into our Applicant
Tracking System (ATS) and upcoming website relaunch to ensure easier
access, higher engagement, and better onboarding outcomes for all
employees.
• Staff Feedback Programs: Ongoing engagement to drive internal
improvements and client satisfaction.
• Commitment to Communication: KeyStaff maintains a strong commitment
to regular and periodic communication with our employees and on -site
supervisors to foster trust, responsiveness, and alignment with client
expectations.
Sales and Future Growth
KeyStaff has partnered with a professional sales consulting firm under a six -
month engagement to expand our customer base throughout Florida. This
initiative marks a strategic shift in how we approach business development —
leveraging AI-driven tools and innovative outreach methods uncommon in the
staffing industry.
The consultant is working closely with our leadership and internal sales team to:
• Implement AI-powered prospecting and lead scoring
• Introduce data -backed sales strategies tailored to public and private sector
growth
• Provide structured sales training focused on measurable KPIs and conversion
optimization
This partnership reflects our commitment to continuous growth, market
expansion, and staying ahead of industry trends through bold, tech -enabled
strategies.
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Looking Ahead: 2026–2027 Vision
KeyStaff is proactively exploring future advancements to stay ahead in
service delivery and innovation:
• Sense & SHL Integration: Enhanced ATS features for smarter
engagement and candidate assessments.
• Expanded Job Board Investment: Ongoing increase in ad reach and
database growth.
• Continued AI Adoption: Leveraging predictive analytics for workforce
planning and performance forecasting as AI evolves.
• SEO Implementation: Launching a phased search engine optimization
strategy starting early 2026 to increase digital visibility and client
engagement.
• Ongoing Sales Consultant Partnership: Continuing collaboration with our
sales consulting firm beyond the initial engagement to drive sustained
growth and market expansion.
• Monthly Branch Manager and/or Staff meetings
Why KeyStaff for Collier County
KeyStaff is uniquely positioned to serve Collier County with:
• Proven success in similar Florida municipalities
• Specialized staffing from entry-level to executive leadership
• Strong technology adoption tailored to government needs
• High service quality recognized by third-party auditors
• Flexibility, innovation, and commitment to workforce excellence
We look forward to the opportunity to bring our expertise, tools, and dedicated
service to Collier County under Solicitation 25 -8398.
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Detailed Project Approach Outlining Major
Tasks & Timeline for Completion
Current KeyStaff Operation Summary
KeyStaff has already transitioned Collier County once —five years ago—with minimal
to zero disruption. We have continued to adapt and improve our day -to-day workflow
and communication model each fiscal year, especially during PO number changes,
and invoicing which now occur smoothly and routinely.
Daily Management Structure:
•Assigned Project Managers oversee all operations and serve as the direct line
of communication between KeyStaff and County departments.
•All KeyStaff managers have longevity and complete knowledge of day -to-day
operations and requirements.
•Information Flow: We manage all information distribution and collection
between:
o Internal staff
o External team members
o Collier County departments
We believe KeyStaff and Collier County now operate as a well -oiled machine. That
said, we are continually seeking process improvements, particularly around
communication and responsiveness.
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Continually Improving
Our Timeline
We always work to improve our services each year. These are the improvements
we are implementing this year.
New Time Keeping System: Launch Q4 2025
We've received feedback from a few managers suggesting that our timekeeping
system could be improved. At KeyStaff, we take this input seriously and immediately
began searching for a better solution. As a result, we have partnered with a new
system that seamlessly integrates with our staffing software.
This new platform offers significant improvements in functionality and ease of use.
We are excited to implement it with Collier County before the end of the year.
The transition will be smooth and efficient. Because we have established strong
relationships with department managers, we’ll be able to coordinate training directly
with both managers and employees to ensure a seamless rollout.
Motivational Based Interviewing (MBI): Launch Q4 2025
Motivational based interviewing is a process that identifies high achievers vs. low
achievers. It was developed by Carol Quinn. We have been testing out the process
for over 6 months. It requires us to “train the trainers” to successfully implement the
process company wide. Most people interview based on skill set and perceived
attitude, this is often hit and miss with good hires. MBI is a very systematic way to
confirm skill set with high or low achievers and identify if they have a passion for the
position. The goal is to more consistently make good placements with high
achievers. We’ve been very pleased with the results so far and are now in the
process of training and implementing this across all KeyStaff offices. The Collier
County team will begin using this process before the end of the year. What this
means for Collier County is more accurate candidate matching, resulting in better-fit
employees who are more likely to stay long-term and remain committed to their
roles. It is our goal to place high quality employees that Collier County will want to
hire as full-time employees.
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3rd Party Surveys to Clients and Employees annually:
Launch Q4 2025
In the past we have completed our own surveys for feedback from our clients, as
you will see in the surveys from 2024. These results have been provided in the
proposal. This year we have contracted with a 3rd party company to survey our
clients and employees. We use this feedback to improve our services each year.
In all of our surveys to managers at Collier County we did not receive one negative
survey.
On-Site Recruiting/Liasson Option-implemented at
contract renewal: Launch Q1 2026
If Collier County HR sees value in this approach, KeyStaff is pleased to offer an on-
site recruiter/liaison to further strengthen communication. This representative could
be based in the HR office or another County location and would make regular visits
to managers and employees across departments to ensure consistent support and
collaboration. While we currently visit managers, this on-site presence would allow
for more frequent and proactive engagement. Having direct access to a KeyStaff
recruiter/liaison would also enhance coordination with HR and hiring managers,
enabling real-time responses to staffing changes or issues as they arise. This
position would report directly to David Burns, Branch Manager, and serve as a way
to further enhance communications.
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Letters of References
Demonstrate the Quality of KeyStaff’s Work
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KEYSTAFF WINS CLEARLYRATED’S
2025 BEST OF STAFFING
CLIENT AND TALENT AWARDS FOR
SERVICE EXCELLENCE
Fewer than 1% of all staffing companies in the US and Canada achieve both the Best of
Staffing Client and Talent Awards.
Being recognized as "Best of Staffing" and "Best in Talent" by ClearlyRated is a significant
achievement that holds great value for both clients and employees. Here’s why this recognition
matters:
For Clients:
Assurance of Quality: The "Best of Staffing" award is given to agencies that consistently receive
high ratings from their clients. It serves as a strong indication that the staffing agency
provides exceptional service, meets client expectations, and delivers results. This gives
clients peace of mind knowing they’re working with a top-performing agency that has a
proven track record.
Enhanced Trust: Clients can trust that their staffing partner has been vetted and recognized by
an independent source. The award is based on verified feedback from actual clients,
making it a reliable testament to the agency’s credibility and commitment to excellence.
Stronger Talent Pool:Agencies awarded "Best in Talent" have demonstrated an exceptional
ability to attract, screen, and place high-quality candidates. Clients can be confident that
they will have access to top-tier talent that is well -suited to their needs.
For Employees:
Pride in Working for a Recognized Leader: Employees at a "Best of Staffing" and "Best in
Talent" agency can feel proud to be part of a company that is widely regarded as one of the
best in the industry. These awards reflect the company’s commitment to excellence, which
positively impacts employee morale and company culture.
Increased Job Satisfaction: A company that prioritizes high standards of service and talent
acquisition likely fosters a supportive, engaging work environment. Employees can feel
confident in their roles and experience job satisfaction knowing that the company values
quality and success.
Career Growth and Opportunities: A company recognized for its talent capabilities is more
likely to invest in employee development, offering opportunities for growth and
advancement. Working for an award-winning agency can open doors for career progression
and enhance employees' professional development.
The "Best of Staffing" and "Best in Talent" recognition from ClearlyRated not only builds client
confidence in receiving top-notch services but also boosts employee pride, satisfaction, and
career prospects. These awards underscore a commitment to excellence that benefits both the
clients and the employees alike.
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All KeyStaff Clients Surveyed
From Every Branch
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Criteria #2
Local Vendor Preference
People. Partner. Prosper.
✓Current business tax receipt for Lee County
✓Current business tax receipt for Ft. Myers
Page 1701 of 3023
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Criteria #2
Local Vendor Office
People. Partner. Prosper.
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Criteria #3
Certified Minority Business Enterprises
People. Partner. Prosper.
State of Florida (updated through 2027)
Page 1704 of 3023
Criteria #4
Past Performance
People. Partner. Prosper.
1) Vendor’s qualifications and past experience
in providing temporary labor services of similar
size, scope and complexity (within last 5 years)
✓Providing Similar Services
✓Similar References
✓KeyTalent (Professional Placement Div)
2) Reference Forms
3) Past Performance at Collier County
✓Surveys of Managers & Employees
Page 1705 of 3023
Criteria #4
Past Performance
People. Partner. Prosper.
Providing Similar Services
Team Collaboration Example
In our ongoing work with Collier County, our internal recruiting team, safety
manager, and account executive collaborate closely with department heads to
ensure timely placements and rapid issue resolution. By maintaining open
communication and a shared inbox (colliercounty@mykeystaff.com), we’ve
reduced bottlenecks and ensured accountability across our team.
Financial Strength Paragraph
KeyStaff maintains strong financial health, with stable cash flow and sufficient
reserves to support payroll and operational costs without disruption. We have
no debt obligations that affect our ability to deliver, and we continue to invest
in infrastructure, talent, and technology to support our government partners.
KeyStaff has over 28 years of experience providing temporary staffing
services to public sector clients across Florida. We have successfully
managed large -scale contracts for counties and state agencies with
requirements closely aligned to this solicitation —supplying administrative,
skilled, industrial, and specialized labor across multiple departments.
Page 1706 of 3023
Over the past five years, KeyStaff has partnered with:
•Collier County, FL
•Orange County, FL
•Sarasota County, FL
•Manatee County, FL
•Florida Department of Military Affairs
•City of Miami Beach
•City of Hallandale Beach
Each of these partnerships required high -volume, multi-departmental staffing
support, rapid response to surge needs (e.g., elections, emergencies, seasonal),
and strict compliance with governmental regulations.
Client Contract Duration Roles Staffed Highlights
Collier County, FL 2019–present Admin, skilled,
labor, seasonal
1,700+ placements,
349 temp-to-perm
conversions
Orange County,
FL 2020–present Clerical, facilities,
general labor
Sarasota County,
FL 2018–2023
Professional
Placements -Direct
Hire / Temp to
Perm
Manatee County,
FL 2019–2021 General admin +
reception
FL Dept. of
Military Affairs 2021–2024 Professional,
clerical & labor
Providing Similar Services
Page 1707 of 3023
Department of Military Affairs-Our contract with the DMA was for 5 years and then we
came back to help out when the next contractor failed. We have provided 3 letters of
reference on our services to you during this time period. At the end of 2023 we were
awarded the contract again and started services January 1, 2024. Many employees and
managers remembered working with us and had great things to say about our
management and service. The contacts for this contract are new to us. We provide
admin, professional and labor to DMA.
Contact Name: James Aarnio
Email: james.m.aarnio.nfg@army.mil
Phone: 904-823-0245
Service Dates: January 1, 2024 –present (1 year on current contract, 8 years total)
new client & past client
Annual contract amount: $3,323,791 -2024
RGF –We have been providing staffing services here for 17 years. They design and
manufacture of specialty products. We have always had a staff of around 35-40 people.
We provide them with production, quality control, shipping & receiving, welders, and
administrative and professional staff. One product they manufacture is air filter systems,
and due to COVID-19 they have ramped up to 400 + people per day in a very short time
frame and were able to successfully respond to their needs. This demonstrates our ability
to adapt quickly to the needs of our clients. Also see a reference letter from a manager at
RGF.
Contact Name: Scott Frum
Email: sfrum@rgf.com
Phone: 561-848-1826
Service Dates: 2/14/2006-present (18 years)
Annual contract amount: $1,670,815 2024 / $7.5 million-2020-2021
Orange County –We have been providing staffing services here for almost 5 years.
They use administrative personnel from KeyStaff in all departments.
Contact Name: Vincent Paul
Email: Vincent.paul@ocfl.net
Phone: 407-836-6570
Service Dates: 9/14/2020-present (almost 5 years)
Annual contract amount: $572,783.00
02People. Partner. Prosper.
Similar References
Page 1708 of 3023
Criteria #4
Past Performance
People. Partner. Prosper.
We have also provided direct hire services for placements at Collier
County for a Veterinarian.
About KeyTalent –The Professional Division of KeyStaff
At KeyTalent, we have a highly skilled team of staffing professionals
leveraging years of industry experience to meet and exceed our
clients’ workforce needs. As the professional division of KeyStaff, we
specialize in direct hire placements for clients across Florida and
throughout the United States.
Our dedicated team of expert recruiters focuses exclusively on
sourcing top-tier talent for professional positions across a wide range
of industries. We take pride in delivering customized staffing solutions,
building strong partnerships, and consistently exceeding expectations.
KeyTalent has successfully supported numerous clients, including
Collier County, and we are proud to provide several reference letters
that showcase our proven capabilities and commitment to excellence.
We hope to have the opportunity to provide services from this division
in the future.
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Collier County
Survey Results 2024-2025
Dept Managers & Employees
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Criteria #5
Day-To-Day Management
People. Partner. Prosper.
Vendors Approach to Management and Execution of Work
✓Onsite Account Manager Option
✓Recruiting
✓Screening Process
✓Employee Benefits
✓Training & Testing
✓Methods to Ensure Retention & Quality
✓Electronic Timeclock
✓KeyStaff/Collier County Handbook (uploaded
separately for review)
✓Collier County Hiring Check List
Page 1732 of 3023
Criteria #5
Day-To-Day Management
People. Partner. Prosper.
Onsite Account Manager Option
KeyStaff has an established and trusted presence in the Collier
County area, and we are fully prepared to expand that
commitment by assigning a dedicated Onsite Account Manager.
This individual will serve as a direct liaison, strengthening
communication through regular onsite meetings with Department
Managers and visits to worksites.
As an added benefit, this Manager can work onsite, providing
even greater accessibility and hands-on support. We are
prepared to place this Account Manager onsite within 30 days of
contract award.
With your KeyStaff team members already living and working
locally, we ensure seamless continuity, rapid response times, and
stronger communication from day one, delivering dedicated
partnership and responsiveness to Collier County.
Page 1733 of 3023
Current KeyStaff Contract Team Members
People. Partner. Prosper.
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KeyStaff begins by searching through our extensive database of applicants, as we are
continuously directing candidates to our website and then to our proprietary industry
database, Avionte. We have obtained a database of over 103,000 applicants throughout
Florida, and we are steadily growing out database in Collier and Lee Counties.
We post job openings on our website's job board, and a significant portion of our social
media efforts are focused on recruiting.
Additionally, we utilize job boards (Zip Recruiter, Linked In, Career Builder and Indeed) to
source candidates and we also place a strong emphasis on colleges, universities and
trade schools and veteran recruiting in our weekly efforts.
We participate in and host job fairs, build relationships with churches, and establish
connections with social organizations that assist in placing employees. We are
developing relationship with organizations in Collier and Lee County. Some of our
community efforts locally include recruiting efforts with Peace Lutheran Church as well as
CareerSource of Southwest Florida. We also have connections at Ava Maria University ,
FGCU ( Naples) and FSW ( Fort Myers) . We advertise and work with them for positions
we hire for Collier County.
We also recruit through social media platforms like LinkedIn, Facebook, Twitter, and
Instagram, running ads on job boards across these platforms. We also post on groups
we join in these platforms which significantly help us in filling specialized positions.
We have a texting platform through our industry software system, Avionte, that allows us
to text candidates from our database and other sources about job openings.
While we have placed ads on the radio and other media platforms, many of our
employees come to us through daily referrals. Employee referrals are one of our most
valuable sources of recruiting. When candidates are happy with us and have positive
interactions, they often refer their friends and family. Additionally, positive Google
reviews from satisfied candidates play a significant role in supporting our recruiting
efforts.
10People. Partner. Prosper.
Recruiting Resources used by KeyStaff
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Our Mobile Recruiter…
When recruiting became challenging after the pandemic, KeyStaff adapted by
purchasing a mobile recruiting bus to travel to clients and host job fairs in various
locations. We are committed to doing whatever it takes to find the right staff for our
positions.
We have conducted targeted recruiting efforts in Collier County using the bus,
including partnerships with CareerSource, Ave Maria University, Lutheran Church,
Florida Gulf Coast University (FGCU), Florida Southwestern State College (FSW),
and participation in several job fair events.
The KeyStaff bus is always available to recruit throughout Collier County, ensuring we
can meet the staffing needs of this contract.
People. Partner. Prosper.
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Press Release
For immediate release: 5/23/22
Contact Information:
KeyStaff, Inc
Richard Gustke
O:561-688-9184 x153
rgustke@mykeystaff.com
A Local Company Finds New Ways of Recruiting
KeyStaff is a Florida based company that started in Palm Beach County 25 years ago. It is locally
owned and operated and provides most of its services in the State of Florida. This is a company
that is thinking outside the box to solve their recruiting issues. Jana Thoemke, owner of
KeyStaff, says “hiring, screening, and placing employees in the right positions, is what we do.
Our business is recruiting employees. We have clients throughout the State of Florida and
United States, and in my 36 years in the staffing industry, we have never experienced the
challenges we are facing right now. For KeyStaff, failure is not an option, our clients are
counting on us, and we cannot let them down.” Last month, KeyStaff unveiled their new mobile
office as their latest tool in the battle of recruiting. Since then, it has been seen traveling
around the State of Florida, doing job fairs at client’s locations, and recruiting new employees
to work for KeyStaff clients. KeyStaff is actively hiring for their Administration, Light Industrial,
and Hospitality Divisions. Rich Gustke, President of KeyStaff, says “We continue to look for new
ways to attract the best employees and talent for all our divisions and offices. If the employees
can’t get to us, we will come to them.”
KeyStaff also has a Direct Hire-Professional Placement Division, called KeyTalent which focuses
on placing professionals nationally in the Health Care arena as well as C level executives.
If you are seeking a new career, you can see some of KeyStaff’s job openings at:
https://www.mykeystaff.com/job-seekers
To book your next hiring event, contact KeyStaff at 800-608-2662
https://www.mykeystaff.com/
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Screening Process
•Our recruiters verify employment, or we utilize DISA Global Solutions, formally
CrimCheck, to confirm employment and/or education when required. We also
conduct driving license (DL) checks as needed through DISA.
•For skill assessments, we use Talevation/SHL Skill Testing Assessments to evaluate
all areas of knowledge, offering hundreds of tests.
•For drug testing in Collier County we use LabCorp, but we are also equipped to
conduct in-house drug testing with verified results. We are fully trained in this
process, sending positive results to a Medical Review Officer (MRO) at the clinic,
along with any other necessary results.
•Our background screening is completed through the County.
•We've been using the E-Verify System since its inception as the "Basic Pilot"
Program in 2007 and have relied on it for over 18 years.
•When we identify and pre-screen candidates, we will send Collier County managers
the candidate’s resume along with a brief summary explaining why we believe they
are a strong fit for the position. If the candidate is approved, we will coordinate an
interview. Should the candidate be hired, we will conduct a thorough screening and
provide the necessary training prior to placement.
•The speed at which positions are filled will depend on factors such as the skill level
required for the role and the responsiveness of the managers. However, our
management team will closely monitor the process to ensure that positions are filled
promptly and efficiently.
10People. Partner. Prosper.
10 Step Process
1.Phone Screening
2.Personal interview –Using MBI-Motivational Based Interviewing
3.Reference Checks / Employment verification
4.Skill Testing –SHL Skill Testing Assessments
5.E-Verify
6.Drug Testing –LabCorp
7.Background Screening –Done through Collier County
8.KeyStaff / Collier County Orientation & Handbook (created for Collier Cty)
9.Safety Training Video & Acknowledgement (for certain positions)
10.Interview with Collier County Management followed by Job Offer & Onboarding
Process
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Carol Quinn’s Motivational Interviewing process is an excellent tool for
employers who want to hire high achievers and identify low achievers during the
interview process. By focusing on engagement, exploring motivations, and
encouraging self -reflection, MI helps employers assess a candidate’s potential
for growth, achievement, and alignment with the company’s goals.
•High Achievers:Likely to show passion, ambition, strategic planning, and a
growth mindset.
•Low Achievers:May lack direction, demonstrate passive attitudes, and resist
change or growth opportunities.
By integrating MI techniques into the recruitment process, employers can more
effectively spot candidates who are motivated and driven to succeed, while also
identifying those who might not have the mindset or ambition required for high
performance.
KeyStaff is rolling out
MBI-Motivational Based Interviewing
for Collier County before the end of 2025
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Employee Benefits at Collier
County
Health Insurance (ESC)
●Medical
●Dental
●Vision
Satisfies Individual (ACA)
Requirements
Insurance
●Short Term Disability
●Term Life
Benefits at KeyStaff
●Free Direct Deposit
●Free Pay Card Options
●Employee Savings Plan
●40 hrs PTO & 11 Holidays paid to
employees transferred to KeyStaff
in 2020
People. Partner. Prosper.
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This year we awarded 4 KeyStaff team members for their outstanding service to KeyStaff
and our clients. Miguel Burgos, Collier County Staffing Specialist, was awarded for his
great customer service, employee reviews and his expectational attitude. He received the
“Attitude is Everything” award. He is an asset to the KeyStaff Collier County team.
Recognizing Excellence
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Training & Testing
Safety Training:
Safety is a core priority. We have an excellent relationship with Michael Quigley and
the Risk Management Team, collaborating regularly to identify and implement safety
improvements. We offer a range of safety training programs, including videos and
materials provided by our workers' compensation carrier, as well as OSHA-approved
training resources. These programs are designed to ensure that all employees are
well-prepared to work safely and in compliance with industry standards.
Testing and Screening:
At KeyStaff, we utilize Talevation testing software to verify candidates' skills. This
comprehensive platform offers over 1,000 pre-built tests across a variety of
disciplines, enabling us to objectively assess candidates' abilities and match them
with the requirements of specific job roles. By accurately measuring relevant skills
and knowledge, this tool streamlines the hiring process, reduces bias, and improves
the quality of new hires, resulting in better job fit and long-term success for both the
employee and the company.
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10People. Partner. Prosper.
•Offering fair and competitive wages are essential for recruiting and retaining
qualified staff and make the most impact on the quality of staff. The benefits that are
offered that we have outlined, will also help us attract and maintain a good staff.
Many individuals are eager to work for Collier County, hoping for an opportunity to
transition into full-time roles, this also helps us attract top talent.
•At KeyStaff, we take pride in maintaining clear communication with our employees
and following up to ensure we create a positive work environment. Check out our
Google reviews for feedback. Though our Clearly Rated process, we have identified
areas to improve and will continue to strive for improvement each year.
•We believe that even the small gestures can make a big impact on our team. We do
many different things for our employees throughout the year. For example,
recognition for employees hired into full time positions, and different give aways
though out the year, awards for excellence in service, give aways of turkey dinners
at Thanksgiving and TV’s for Christmas. We awarded 8 employees in the field that
were recognized by their managers in our Clear Rated Process.
Methods to Ensure Retention of Quality Employees
at Collier County
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NEW KeyStaff Enhancing Timekeeping System
As the current staffing provider for Collier County, KeyStaff is proud to continue
advancing the services we offer through strategic technology partnerships. One of our
most valuable enhancements will be been the integration of NEW cutting-edge time
and attendance solution.
Why?
Managing large-scale staffing for public agencies demands precision, compliance, and
operational efficiency. This NEW system is built to meet these demands head-on by
modernizing the way time is captured, monitored, and reported for temporary
employees working across diverse departments.
Benefits to Collier County:
●Real-Time Oversight: Supervisors can monitor attendance, missed punches,
and overtime from a centralized dashboard.
●Biometric & GPS Time Capture:Accurate, fraud-free time tracking with facial,
fingerprint, and mobile check-ins—including geofencing for remote field workers.
●Custom Scheduling: Supports rotating shifts, union rules, and department -
specific requirements with ease.
●Automated Alerts & Compliance: Stay ahead of leave requests and labor
compliance with built-in notification tools.
●Seamless Payroll Integration: Direct integration with KeyStaff’s Applicant
Tracking System (ATS) and payroll systems, ensuring smooth, accurate
processing.
●Transparency & Reporting: All labor data is auditable, traceable, and securely
stored, supporting compliance at the county, state, and federal levels.
People. Partner. Prosper.
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Mobile App:
Real-Time Workforce Visibility for Collier County
As we continue to prioritize efficiency, transparency, and technology-forward
solutions in staffing, KeyStaff’s partnership with our NEW timekeeping system
introduces a powerful mobile application that makes timekeeping and staff oversight
easier and more accurate than ever. This intuitive app brings time capture to the
palm of your hand—perfect for mobile crews, remote workers, and multi-site
operations.
How the Mobile App Supports Collier County:
●GPS Location / Geofencing with Google Maps –Ensures workers are where
they’re scheduled to be.
●English and Spanish Language Options –Supports diverse workforces.
●Assignment Transfer –Easily assign and reassign workers by department or
site.
●Timecard Review –Supervisors can quickly verify attendance and activity in
real-time.
●Customizable Questions –Collect site-specific or compliance-related data
directly from employees at clock-in/out.
This mobile solution enhances accountability, reduces paperwork, and empowers
supervisors with visibility across departments and remote teams. Whether
monitoring field inspectors, facility staff, or project-based crews, the Mobile App
aligns with Collier County’s goals for modern, efficient public service.
People. Partner. Prosper.
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KeyStaff/Collier County Employee Handbook
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Collier County Hiring Checklist
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Criteria #6
Transition Plan
People. Partner. Prosper.
1)Vendors proposed resources for the transition
of current temporary labor resources from the
expiring contract to this contract
✓No Transition Needed With KeyStaff
✓Invoicing Remains the Same
2) Timeline
✓Timeline for Improvements to Enhance Service
3) Filling all current requests
✓Commitment to Efficiency and High Quality Hiring
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No Transitioning Needed with KeyStaff
Stress Free Process for Employees & Management
Changing staffing providers for a contract of this scale is a significant
undertaking. Even with the most experienced agencies, unexpected challenges
often arise during the transition. The shift can be difficult for both employees
and managers as they adjust to new systems, processes, and personnel.
Collier County would also incur substantial time and expense managing this
transition. Employees will need to reapply, managers would require training on
unfamiliar systems, and the new agency would face a learning curve in
understanding County procedures and expectations. There's also the risk that
newly assigned agency staff may not be the right fit, which is a common
occurrence during transitions.
If KeyStaff is re-awarded the contract, the County avoids these disruptions
entirely. We already have an established local office and a dedicated team that
has served Collier County for 5 years. This team has consistently delivered
quality service, as reflected in the positive feedback we’ve received.
KeyStaff is deeply committed to Collier County and is fully integrated into your
operations. Renewing our partnership ensures uninterrupted service and
eliminates additional costs associated with change. Our focus remains on
continuous improvement, with enhancements that build upon the strong
foundation we’ve already established.
We guarantee a smooth continuation, just as we’ve successfully done each
year.
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Invoicing Remains the Same
It took some time initially to set up reports and
invoices correctly for each department, but we
successfully established a smooth and efficient
process. Employees log their time using the
PayClock app, and Collier County managers review
and approve their time entries each week. Invoices
are then generated for each department, complete
with the appropriate purchase order and employee
backup documentation.
KeyStaff has remained flexible to meet the unique
needs of our clients, which has often involved
creating custom reports. We worked with our
software provider to ensure the invoicing format
aligned with the county’s specific requirements and
created an invoice with all required information.
Bottom line:this process has been in place and
running smoothly since the beginning of the contract.
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Timeline
KeyStaff Implementation and Improvement Timeline
Pending Contract Award –Fall 2025
August 2025
•New Purchase Orders Issued:
Mid-August marks the issuance of new POs for the upcoming fiscal year.
KeyStaff will update all billing processes accordingly to ensure a seamless
transition into the new year.
September –October 2025
•Contract Award Notification:
Collier County is expected to announce the award decision during this period.
Post-Award Implementation Plan
(If KeyStaff is re-awarded the contract)
October –December 2025
•Rollout of New Timekeeping System:
To address feedback and improve user experience, KeyStaff will implement a
new, more advanced and user -friendly timekeeping system.
•Collier County will be the final location transitioned to allow time to
refine the process.
•A detailed rollout and communication plan will be submitted to HR in
advance.
•No involvement will be required from HR; KeyStaff’s existing
relationships with managers and employees will ensure a smooth
and successful transition.
•We believe this system will deliver lasting improvements for both
managers and staff.
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•Motivational Based Interviewing (MBI) Training:
All KeyStaff team members supporting Collier County will be fully
trained and certified in the MBI process.
•Starting January 1, 2026 (or sooner), all candidate
selections will be conducted using this proven
methodology.
•This initiative is aimed at enhancing the quality and long -
term fit of candidates placed with the County.
First Quarter 2026
•Annual Quality Control Surveys:
A third-party vendor will conduct annual surveys with both managers
and employees.
•This feedback will help us evaluate service performance
and identify areas for improvement.
•Survey results will be shared with Collier County to
maintain transparency and alignment.
October –December 2025
•On-Site Recruiter/Liaison (Optional):
If Collier County HR sees value in having a recruiter/liaison on -site,
KeyStaff will recruit and train a dedicated individual to serve in this
capacity.
•This person would provide real-time communication,
support, and coordination with County departments, further
enhancing service quality and responsiveness.
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Filling All Current Requests
Commitment to Efficient and High-Quality Hiring
At KeyStaff, our top priority is to fill all open positions as quickly as possible with the
most qualified candidates. Many roles within Collier County require specialized skill
sets, and our team takes the time necessary to identify and match candidates who are
well-suited for each department's unique needs.
The time required to fill a position can be influenced by several factors, including:
•The complexity of the role and required skill set
•Candidate availability
•Manager availability for interviews and decision -making
•Timeframes for background checks, drug testing, and other screening procedures
•Completion of onboarding and orientation processes
Over the years, we have gained a deep understanding of the County’s hiring needs.
We’ve learned which attributes and qualifications are most valued by each
department—knowledge that has allowed us to significantly improve our placement
speed and accuracy, especially for roles we fill regularly.
Performance Metrics (Since Contract Start)
•Total Positions Filled:1,774
•Average Hires Per Year:355
•Average Hires Per Month:Approximately 30
•Hires Transitioned to County Payroll:349
•Average Internal County Hires Per Month:Approximately 6
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Criteria #7
Cost/Mark-up to County
People. Partner. Prosper.
KeyStaff is proud to honor our current pricing structure, which has
remained unchanged for the past five years. We have experienced
many price increases from our vendors, but we continue to hold our
rates for Collier County.
Why We Can Continue to Hold Our Rates:
•Over the last five years, we’ve refined our systems and reduced
internal inefficiencies in collaboration with Collier County.
•Our growth and operational maturity now allows us to deliver the
same (or better) quality of service without increasing our rates.
•Mark-Up Rate: provides a strong value compared to our
competitors.
•We can hold these rates for Collier County for the next five years
with the continued improvements that we have outlined in this
proposal.
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Index Discipline Mark-up %
1 Category 1: Financial/Accounting 18%
2 Category 2: Clerical/Administrative 18%
3
Category 3: Manual
Labor/Maintenance 25%
4 Category 4: Skilled Tradesworkers 28%
5 Category 5: Technical Staff 20%
6
Category 6:
Planning/Inspecting/Project
Management 20%
7 Category 7: Childcare 20%
8 Category 8: Recreation Activities 22%
EXHIBIT F: Fee Schedule for 25-8398
Temporary/Contract Employment Services
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21People. Partner. Prosper.
Proof of Registration
129
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21People. Partner. Prosper.
KeyStaff W-9
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25-8398
Keystaff, Inc.
Jana Thoemke, owner
Patricia Davis Orange County
pat.davis@ocfl.net 407-836-7850n/a
staffing services ongoing
5 years$2,341,365.70 to date
10
10
10
10
10
10
10
10
10
10
100
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Soticitstion:
Rcferencc Qucstionnaire for:
Name:
(Name of Company Requesting Reference Information)
KeySta -Jana ThoGnke-Ôwner (Name of individuzs Requesting Reference Infonnation)
(Evatuator completing reference questionnaire)
TAVUR, MoorE
Project Description:
Project Budget:
Item
3
65-8378 Terporary/letract Emply mernt Serva
Fmail.gLoe1 DSTATEAD.ELGoUFAX:
4
Collicr County
TAyLe MooeE
6
(USE ONE FORM FOR EACH REQUIRED REFERENCE)
area, leave it blank and the item or form will be scored "0."
7
Procurement Services Division
10
Form 5 Reference Questionnaire
KeyStafìnc.
Collier County has implemented a process that collects reference information on lirms and their key personnel to be used in the selection of firms to perfom this project. The Name of the Company listed in the Subject above has listed you as a client for which they have previnusly performed work. Please complete the survey. Please rate each criteria to the best of your knowledge on a scale of l to 10, with 10 representing that you were very satisifed (and wouid hire the firm'individual again) and I represencing that you were very unsatisfied (and would never hire the firn-indivdiual again). Ifyou o not have suficient knowledge of past performance in a paricular
Staffig
Quality of work.
Company: lor ida State Guavd
Criteria
(Evaluator's Company completing reference)
Seruices Completion Daie:
Ability to manage the project costs (ninimize change orders to scope).
Ability to maintain projcct schedulce (conplete on-time or carly).
Professionalis1 and ability to manage personnel.
Project Number of Days:
Quality of consultative advicc provided on the project.
Telephone:(850)74-5687
Ogoing
Project administration (completed documents. final invoice, final product tumover:
invoiccs: manuals or going forward docunentation, etc.)
Abiltity to manage risks and unexpected project circumstances.
Ability to verbally communicate and document information clearly and suceinctly.
Abilily to follow contract ducuments. policies, procedures. rules, regulations. etc.
Overall comfort level with hiring the company in the furure (customer satisfaction).
TOTAL SCORE OF ALL ITEMS
Score (must be completed)
(O
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Collier County
2026
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KeyStaff Employee Handbook
INTRODUCTION
Welcome to Key Staff! We are glad that you have joined our temporary staffing workforce. This
Employee Handbook is designed to acquaint you with KeyStaff and to provide you with general
information about your working conditions, employee benefits, and some of the policies affecting
your employment and assignment. You are required to read, understand, and comply with all
provisions of this Handbook. However, no handbook can anticipate every circumstance or
question about policy and the need may arise to revise or supplement the policies contained in
this Handbook. All references to “employees” or “employment” made in this Handbook refers to
employees of KeyStaff and Collier County contract with KeyStaff.
Page 1776 of 3023
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TABLE OF CONTENTS
Introduction _________________________________________ 02
Employment at Will ___________________________________ 04
Background and Reference Check Policy __________________ 04
Accepting a Job Assignment ____________________________ 04
Attendance and Punctuality ______________________________ 05
Requesting Personal Time Off (PTO or Unpaid) _____________ 05
Employment Categories ________________________________ 07
Leave Policy _________________________________________ 07
EEOC (Equal Opportunity) Policy ________________________ 13
Accommodation for Disabilities __________________________ 14
Anti Harassment Policy ________________________________ 14
Non-Retaliation ______________________________________ 16
Procedures for Claims _________________________________ 16
Drug and Alcohol Policy _______________________________ 17
Anti-Violence Policy __________________________________ 20
Workers Compensation Policy & Accidents _________________ 20
Authorized Clinics & Procedure ___________________________ 21
Payroll Procedures ____________________________________ 21
Pay Clock Instructions _________________________________ 22
Employee Benefits ____________________________________ 25
Saving Plan Benefit ___________________________________ 33
Eligibility to Drive County-Owned Vehicles ________________ 34
Temporary Employee Handbook Receipt __________________ 39
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EMPLOYMENT AT WILL
This handbook is not to be construed as an employment agreement or employment
contract. Rather, your contract employment with KeyStaff is on an “at-will” basis,
meaning you or the company may terminate your employment or assignment at any time
and for any reason, with or without notice. The policies, procedures, benefits, and any
amendments to this Handbook may be revised at any time and are not to be considered
conditions of employment.
BACKGROUND & REFERENCE CHECK POLICY
KeyStaff requires applicant background information, including criminal history, employment
history, reference verification, credit history and previous employment records. All background
checks are performed after obtaining consent of the applicant, and KeyStaff complies with the
Fair Credit Reporting Act by using any information obtained through a background check. This
information may be provided to KeyStaff and Collier County. Applicants absolve KeyStaff and
Collier County or outsourcing companies and employees of any legal suit or legal complaint or
legal proceedings stemming from all background information checks any time during pre-
employment and employment.
KeyStaff relies upon the accuracy of information contained in the employment application, as
well as the accuracy of other data presented throughout the hiring process and during
employment. Any misrepresentations, falsifications, or material omissions in any of this
information or data may result in the exclusion of the applicant from employment or, if the
person has been hired, termination of employment.
ACCEPTING A JOB ASSIGNMENT
KeyStaff wants employees to ask questions about the position for which they are applying.
Please feel free to ask as many questions as possible so that you are fully informed of the
requirements of any position for which you are applying.
KeyStaff is the employee’s employer and all questions or concerns regarding the employee’s job
assignment should be directed to KeyStaff and NOT the company where the employee is
assigned. After accepting the assignment all basic questions regarding duties should go to your
direct Manager first, then your second attempt should be to your KeyStaff manager
Colliercounty@mykeystaff.com
Any negative reports received by KeyStaff from Collier County regarding an employee’s
performance may result in termination of the employee’s employment with KeyStaff. We expect
each employee to act in a responsible fashion during his or her employment with KeyStaff, and
to behave in a mature, professional manner. A County Manager will report any infractions to
KeyStaff
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on-site Manager. KeyStaff’s Manager, in consultation with the Collier County Manager, will handle
any disciplinary actions and or expectations for improvement.
If an Employee fails to call at least two hours before a job assignment starts, or fails to show up
for an assignment, they will be considered NO CALL/NO SHOW. The employee may be
terminated from KeyStaff employment immediately.
Assignments at KeyStaff are temporary in nature and, while KeyStaff attempts to provide job
assignments that can lead to permanent positions, or to otherwise maintain employment for
each employee, as that employee desires, it is not always possible for KeyStaff to do so.
ATTENDANCE AND PUNCTUALITY
Once an employee has accepted a job placement, we expect them to behave responsibly and
professionally. Therefore, if an employee is going to be late or if they are unable to return to the
job, they must call their County Manager first. After the Collier County manager has been
contacted, the employee must contact the Key Staff Manager by phone, e-mail or text within 2
hours.
Email:
Colliercounty@mykeystaff.com
239-299-1920 (Office)
239-299-1920 (Text)
All employee communications must be from the employee and not from a representative (i.e.,
spouse, parent, friend, roommate), unless an emergency prevents the employee from
contacting KeyStaff directly. Poor attendance and excessive tardiness are disruptive. Either will
lead to appropriate disciplinary action.
REQUESTING PERSONAL TIME OFF (PTO) (UNPAID)
KeyStaff believes that employees should have opportunities to enjoy time away from work to
help balance their lives. KeyStaff recognizes that employees have diverse needs for time off
from work. KeyStaff has established this personal time off (PTO) policy to meet those needs.
The benefits of PTO are that it promotes a flexible approach to time off.
Where applicable, PTO must be scheduled in advance for time off for vacations, personal leave
appointments or other reasons. It is subject to KeyStaff on-site manager approval, Collier
County Manager approval, and department staffing needs. Unscheduled absences will be
monitored. An employee will be counseled when the frequency of unscheduled absences
adversely affects the operations of the department. The KeyStaff manager may request the
employee provide a statement from his or her health care provider at any time concerning the
justification for an unscheduled absence. PTO with the Collier County is considered unpaid
time.
Procedure:
If you need PTO, your first step is to notify your Collier County Manager and get approval. Next,
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notify your KeyStaff Manager, as soon as possible in written format via email
Colliercounty@mykeystaff.com. KeyStaff will then confirm your approval with your Collier
County Manager. You will receive a response within 3 business days. It is your responsibility to
ensure KeyStaff receives your response.
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Therefore, if you do not get a response within three business days, please contact your KeyStaff
manager.
EMPLOYMENT CATEGORIES
It is the intent of KeyStaff to clarify the definitions of employment classifications so that
employees understand their employment status and benefit eligibility. These classifications do
not guarantee employment for any specified period. The right to terminate the employment
relationship at will at any time is retained by both the employee and KeyStaff.
All employees are designated as either Non-Exempt or Exempt under state and federal wage
and hour laws.
Non-Exempt employees are employees whose work is covered by the Fair Labor Standards
Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and
overtime. Non-exempt employees will be ineligible for holiday pay for the holidays observed by
Collier County.
Exempt employees are generally managers, professional, administrative, or technical staff who
are exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees
hold jobs which meet the standards and criteria established under the FLSA by the US
Department of Labor.
KeyStaff has established the following categories for both non-exempt and exempt employees:
Temporary, full-time – Employees who are hired to temporarily supplement the work force, or
to assist in the completion of a specific project and who are temporarily scheduled to work the
Company’s full-time schedule for a limited duration. Employment beyond any initially stated
period does not in any way imply a change in employment status.
Temporary, part-time -- Employees who are hired as interim replacements, to temporarily
supplement the work force, or to assist in the completion of a specific project and who are
temporarily scheduled to work less than the Company’s full-time schedule for a limited duration.
Employment beyond any initially stated period does not in any way imply a change in
employment status.
LEAVE POLICY
All authorized time off is unpaid with KeyStaff. KeyStaff will comply with the Family and Medical
Leave Act implementing Regulations as revised effective January 16, 2009. The company posts
the mandatory FMLA Notice and upon hire provides all new employees with notices required by
the U.S. Department of Labor (DOL) on Employee Rights and Responsibilities under the Family
and Medical Act in Florida.
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The function of this policy is to provide employees with a general description of their FMLA
rights. In the event of any conflict between this policy and the applicable law, employees will be
afforded all rights required by law.
If you have any questions, concerns, or disputes with this policy, you must contact KeyStaff
manager, in writing.
A. General Provisions
Under this policy, KeyStaff will grant up to 12 weeks (or up to 26 weeks of military caregiver
leave to care for a covered service member with a serious injury or illness) during a 12-month
period to eligible employees. The leave will be unpaid.
B. Eligibility
To qualify to take family or medical leave under this policy, the employee must meet all of the
following conditions:
1) The employee must have worked for the company for 12 months or 52 weeks. The 12
months or 52 weeks need not have been consecutive. Separate periods of employment will be
counted, provided that the break in service does not exceed seven years. Separate periods of
employment will be counted if the break in service exceeds seven years due to National Guard
or Reserve military service obligations or when there is a written agreement, including a
collective bargaining agreement, stating the employer’s intention to rehire the employee after
the service break. For eligibility purposes, an employee will be considered to have been
employed for an entire week even if the employee was on the payroll for only part of a week or if
the employee is on leave during the week.
2) The employee must have worked at least 1,250 hours during the 12-month period
immediately before the date when the leave is requested to commence. The principles
established under the Fair Labor Standards Act (FLSA) determine the number of hours worked
by an employee. The FLSA does not include time spent on paid or unpaid leave as hours
worked. Consequently, these hours of leave should not be counted in determining the 1,250
hours eligibility test for an employee under FMLA.
3) The employee must work in a worksite where 50 or more employees are employed by the
company within 75 miles of that office or worksite. The distance is to be calculated by using
available transportation by the most direct route.
C. Type of Leave Covered
To qualify as FMLA leave under this policy, the employee must be taking leave for one of the
reasons listed below:
1) The birth of a child and in order to care for that child.
2) The placement of a child for adoption or foster care and to care for the newly placed child.
3) To care for a spouse, child or parent with a serious health condition (described below).
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4) The serious health condition (described below) of the employee.
An employee may take leave because of a serious health condition that makes the employee
unable to perform the functions of the employee's position.
A serious health condition is defined as a condition that requires inpatient care at a hospital,
hospice or residential medical care facility, including any period of incapacity or any subsequent
treatment in connection with such inpatient care or a condition that requires continuing care by a
licensed health care provider.
This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy
absences. Generally, a chronic or long-term health condition that would result in a period of
three consecutive days of incapacity with the first visit to the health care provider within seven
days of the onset of the incapacity and a second visit within 30 days of the incapacity would be
considered a serious health condition. For chronic conditions requiring periodic health care visits
for treatment, such visits must take place at least twice a year.
Employees with questions about what illnesses are covered under this FMLA policy or under the
company's sick leave policy are encouraged to consult with Keystaff Manager ,
Colliercounty@mykeystaff.com 239-299-1920
5) Qualifying exigency leave for families of members of the National Guard and Reserves when
the covered military member is on active duty or called to active duty in support of a contingency
operation.
An employee whose spouse, son, daughter or parent either has been notified of an impending
call or order to active military duty or who is already on active duty may take up to 12 weeks of
leave for reasons related to or affected by the family member’s call-up or service. The qualifying
exigency must be one of the following: 1) short-notice deployment, 2) military events and
activities, 3) childcare and school activities, 4) financial and legal arrangements, 5) counseling,
6) rest and recuperation, 7) post-deployment activities and 8) additional activities that arise out
of active duty, provided that the employer and employee agree, including agreement on timing
and duration of the leave.
The leave may commence as soon as the individual receives the call-up notice. (Son or
daughter for this type of FMLA leave is defined the same as for child for other types of FMLA
leave except that the person does not have to be a minor.) This type of leave would be counted
toward the employee’s 12-week maximum of FMLA leave in a 12-month period.
6) Military caregiver leave (also known as covered service member leave) to care for an ill or
injured service member.
This leave may extend to up to 26 weeks in a single12-month period for an employee to care for
a spouse, son, daughter, parent or next of kin covered service member with a serious illness or
injury incurred in the line of duty on active duty. Next of kin is defined as the closest blood
relative of the injured or recovering service member.
D. Amount of Leave
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An eligible employee can take up to 12 weeks for the FMLA circumstances (1) through (5)
above under this policy during any 12-month period. The company will measure the 12-month
period as a rolling 12-month period measured backward from the date an employee uses any
leave under this policy. Each time an employee takes leave, the company will compute the
amount of leave the employee has taken under this policy in the last 12 months and subtract it
from the 12 weeks of available leave, and the balance remains the amount the employee is
entitled to take at that time.
An eligible employee can take up to 26 weeks for the FMLA circumstance (6) above (military
caregiver leave) during a single 12-month period. For this military caregiver leave, the company
will measure the 12-month period as a rolling 12-month period measured forward. FMLA leave
already taken for other FMLA circumstances will be deducted from the total of 26 weeks
available.
If a husband and wife both work for the company and each wish to take leave for the birth of a
child, adoption or placement of a child in foster care, or to care for a parent (but not a parent
"in-law") with a serious health condition, the husband and wife may only take a combined total of
12 weeks of leave. If a husband and wife both work for the company and each wish to take
leave to care of a covered injured or ill service member, the husband and wife may only take a
combined total of 26 weeks of leave.
E. Employee Status and Benefits During Leave
While an employee is on leave, the company will continue the employee's health benefits during
the leave period at the same level and under the same conditions as if the employee had
continued to work.
F. Employee Status After Leave
An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD)
clearance from the health care provider. This requirement will be included in the employer’s
response to the FMLA request. Generally, an employee who takes FMLA leave will be able to
return to the same position or a position with equivalent status, pay, benefits and other
employment terms. The position will be the same or one which is virtually identical in terms of
pay, benefits and working conditions. The company may choose to exempt certain key
employees from this requirement and not return them to the same or similar position.
G. Intermittent Leave or a Reduced Work Schedule
The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently
(take a day periodically when needed over the year) or, under certain circumstances, may use
the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases,
the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill
service member over a 12-month period).
The company may temporarily transfer an employee to an available alternative position with
equivalent pay and benefits if the alternative position would better accommodate the intermittent
or reduced schedule, in instances of when leave for the employee or employee's family member
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is foreseeable and for planned medical treatment, including recovery from a serious health
condition or to care for a child after birth, or placement for adoption or foster care.
For the birth, adoption or foster care of a child, the company and the employee must mutually
agree to the schedule before the employee may take the leave intermittently or work a reduced
hour schedule. Leave for birth, adoption or foster care of a child must be taken within one year
of the birth or placement of the child.
If the employee is taking leave for a serious health condition or because of the serious health
condition of a family member, the employee should try to reach agreement with the company
before taking intermittent leave or working a reduced hour schedule. If this is not possible, then
the employee must prove that the use of the leave is medically necessary.
H. Certification for the Employee’s Serious Health Condition
The company will require certification for the employee’s serious health condition. The employee
must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of
leave. Medical certification will be provided using the DOL Certification of Health Care Provider
for Employee’s Serious Health Condition (http://www.dol.gov/esa/whd/forms/WH-380-E.pdf ).
The company may directly contact the employee’s health care provider for verification or
clarification purposes using a health care professional, an HR professional, leave administrator
or management official. The company will not use the employee’s direct supervisor for this
contact. Before the company makes direct contact with the health care provider, the employee
will be given an opportunity to resolve any deficiencies in the medical certification. In
compliance with HIPAA Medical Privacy Rules, the company will obtain the employee’s
permission for clarification of individually identifiable health information.
The company has the right to ask for a second opinion if it has reason to doubt the certification.
The company will pay for the employee to get a certification from a second doctor, which the
company will select. The company may deny FMLA leave to an employee who refuses to
release relevant medical records to the health care provider designated to provide a second or
third opinion. If necessary to resolve a conflict between the original certification and the second
opinion, the company will require the opinion of a third doctor. The company and the employee
will mutually select the third doctor, and the company will pay for the opinion. This third opinion
will be considered final. The employee will be provisionally entitled to leave and benefits under
the FMLA pending the second and/or third opinion.
I. Certification for the Family Member’s Serious Health Condition
The company will require certification for the family member’s serious health condition. The
employee must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of
leave. Medical certification will be provided using the DOL Certification of Health Care Provider
for Family Member’s Serious Health Condition
(http://www.dol.gov/esa/whd/forms/WH-380-F.pdf).
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The company may directly contact the employee’s family member’s health care provider for
verification or clarification purposes using a health care professional, an HR professional, leave
administrator or management official. The company will not use the employee’s direct supervisor
for this contact. Before the company makes this direct contact with the health care provider, the
employee will be given an opportunity to resolve any deficiencies in the medical certification. In
compliance with HIPAA Medical Privacy Rules, the company will obtain the employee’s family
member’s permission for clarification of individually identifiable health information.
The company has the right to ask for a second opinion if it has reason to doubt the certification.
The company will pay for the employee’s family member to get a certification from a second
doctor, which the company will select. The company may deny FMLA leave to an employee
whose family member refuses to release relevant medical records to the health care provider
designated to provide a second or third opinion. If necessary to resolve a conflict between the
original certification and the second opinion, the company will require the opinion of a third
doctor. The company and the employee will mutually select the third doctor, and the company
will pay for the opinion. This third opinion will be considered final. The employee will be
provisionally entitled to leave and benefits under the FMLA pending the second and/or third
opinion.
J. Certification of Qualifying Exigency for Military Family Leave
The company will require certification of the qualifying exigency for military family leave. The
employee must respond to such a request within 15 days of the request or provide a reasonable
explanation for the delay. Failure to provide certification may result in a denial of continuation of
leave. This certification will be provided using the DOL Certification of Qualifying Exigency for
Military Family Leave (http://www.dol.gov/esa/whd/forms/WH-384.pdf ).
K. Certification for Serious Injury or Illness of Covered Service member for Military Family Leave
The company will require certification for the serious injury or illness of the covered service
member. The employee must respond to such a request within 15 days of the request or provide
a reasonable explanation for the delay. Failure to provide certification may result in a denial of
continuation of leave. This certification will be provided using the DOL Certification for Serious
Injury or Illness of Covered Service member (http://www.dol.gov/esa/whd/forms/WH-385.pdf ).
L. Recertification
The company may request recertification for the serious health condition of the employee or the
employee’s family member no more frequently than every 30 days and only when
circumstances have changed significantly, or if the employee receives information casting doubt
on the reason given for the absence, or if the employee seeks an extension of his or her leave.
Otherwise, the company may request recertification for the serious health condition of the
employee or the employee’s family member every six months in connection with an FMLA
absence. The company may provide the employee’s health care provider with the employee’s
attendance records and ask whether the need for leave is consistent with the employee’s
serious health condition.
M. Procedure for Requesting FMLA Leave
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All employees requesting FMLA leave must provide verbal or written notice of the need for the
leave to the KeyStaff on-site manager. The KeyStaff on-site manager will submit to the HR
manager. Within five business days after the employee has provided this notice, the HR
Manager will complete and provide the employee with the DOL Notice of Eligibility and Rights
(http://www.dol.gov/esa/whd/fmla/finalrule/WH381.pdf ).
When the need for the leave is foreseeable, the employee must provide the employer with at
least 30 days' notice. When an employee becomes aware of a need for FMLA leave less than
30 days in advance, the employee must provide notice of the need for the leave either the same
day or the next business day. When the need for FMLA leave is not foreseeable, the employee
must comply with the company’s usual and customary notice and procedural requirements for
requesting leave, absent unusual circumstances.
N. Designation of FMLA Leave
Within five business days after the employee has submitted the appropriate certification form,
the HR manager will complete and provide the employee with a written response to the
employee’s request for FMLA leave using the DOL Designation Notice
(http://www.dol.gov/esa/whd/forms/WH-382.pdf ).
O. Intent to Return to Work from FMLA Leave
On a basis that does not discriminate against employees on FMLA leave, the company may
require an employee on FMLA leave to report periodically on the employee’s status and with
intent to return to work.
EQUAL EMPLOYMENT OPPORTUNITY
1. Key Staff’s Equal Employment Opportunity Policy
KeyStaff is, and always has been, committed to ensuring that any employment decision
affecting its employees shall be based on merit, qualifications, and competence. Employment
practices shall not be influenced or affected by virtue of an applicant’s or employee’s race, color,
creed, religion, gender, national origin, age, disability, marital status, status with regards to
public assistance, sexual orientation, or any other characteristic protected by law. In addition, it
is KeyStaff’s policy to provide each employee with a work environment that is free of unlawful
harassment of any kind, including that which is based on sex, age, religion, race, national origin,
disability, or marital status. KeyStaff does not tolerate or condone discrimination, harassment or
retaliation of its employees by other KeyStaff employees or third persons (including any
company at which an employee is placed for an assignment). This policy governs all aspects of
employment, including but not limited to promotion, assignment, discharge, and other terms and
conditions of employment.
As an Equal Opportunity Employer, KeyStaff insists that all employees refrain from any act of
harassment, sexual or otherwise, and any practice of unlawful employment discrimination
against fellow employees or applicants for employment, including, but not limited to, harassment
or discrimination in hiring, job placement, work assignments, transfers, discipline, scheduling,
benefits, recruiting, advertising or solicitations, compensation, selection for education assistance
or training, layoff, recall, termination, and use of any employee facilities. This policy of equal
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Employment opportunities will be constantly monitored and will be enforced diligently. KeyStaff
does not tolerate discrimination or harassment in any form, and any violators of this policy will
be dealt with promptly and effectively.
KeyStaff strictly prohibits reporting, disclosing, complaining about, or cooperating in an
investigation into unlawful discrimination or harassment, or requesting accommodation for a
disability. Thus, any manager or employee who retaliates against an employee who has
complained about or reported unlawful discrimination or harassment, or those involved in the
investigation, will be disciplined, up to and including discharge from employment.
2. KeyStaff’s Policy Regarding Accommodations for Disabilities
KeyStaff is committed to complying fully with the Americans with Disabilities Act (ADA) and all
other applicable federal, state and local laws, ensuring equal opportunity in employment for
qualified persons with disabilities. KeyStaff will attempt to reasonably accommodate any
employee who suffers from a disability, unless doing so creates an undue hardship. So that
KeyStaff may reasonably accommodate any employees or applicants suffering from a
disability, the employee or applicant who requires any accommodation must contact Key Staff’s
Manager 239-299-1920, to discuss the reasonable accommodations that may assist the
employee or applicant in performing the
essential functions of his or her job. All employment decisions are based on merit in
accordance with defined criteria, not the disability of the individual. In the event any issues
brought to the Safety Director are not appropriately resolved, the employee must elevate the
request or concerns to Jana Thoemke, President.
Pre-employment inquiries are made only regarding an applicant’s ability to perform the essential
functions of the position, with or without reasonable accommodation. KeyStaff is also
committed to not discriminating against any qualified employee or applicant because they are
related to, or associated with, a person with a disability, and to engaging in an interactive
process with any employee who reports the need for reasonable accommodation to be able to
perform the essential functions of a particular job.
3. Key Staff’s Anti-Harassment Policy
Harassment is a form of discrimination covered by the KeyStaff’s Equal Employment
Opportunity policy. KeyStaff does not and will not tolerate any harassment of employees,
applicants, customers, or vendors. Harassment (both overt and subtle) is a form of employee
misconduct, which is demeaning to another person and undermines the integrity of the
employment relationship and is therefore strictly prohibited. Unlawful harassment can take
many forms and is not necessarily sexual in nature. Actions, words, jokes, or comments based
on an individual’s sex, race, color, national origin, age, religion, disability, or any other legally
protected characteristic will not be tolerated. The term "unlawful harassment" includes, but is not
limited to, slurs, jokes, and other verbal, graphic or physical conduct relating to an individual’s
race, color, sex (including samesex sexual harassment), sexual orientation, religion, national
origin, citizenship, age, marital status, or disability. "Harassment" also includes unwelcome or
unwanted sexual advances, requests or demands for favors, offensive touching, and other types
of conduct whether physical, verbal, graphic, or electronic communication (including email and
facsimiles) of a harassing or sexual nature involving either members of the opposite or of the
same sex. This includes, but is not limited to:
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• Unwelcome or unwanted sexual advances which include, but are not limited to, patting,
pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar physical
contact. Unwelcome harassment of persons of the same gender is covered by this policy.
• Unwelcome requests or demands for sexual favors which include, but are not limited to,
subtle or blatant expectations, pressures, requests or demands for sexual, unethical or illegal
favors; or unwelcome requests for dates. Such unwelcome requests or demands may or may
not relate to an implied or stated promise of preferential treatment, or a threat of negative
consequences concerning employment upgrade, demotion, transfer, layoff, termination, rate of
pay or other form of compensation, and selection for training.
• Verbal and written abuse or unwelcome kidding including, but not limited to, that which is
sexually oriented; inappropriate comments about race, color, religion, sex, national origin, age,
marital status, or disability; dirty jokes that are unwanted and considered offensive; or tasteless
comments, innuendoes, epithets, slurs, negative stereotyping or actions that offend, whether
sexually oriented or otherwise related to a prohibited form of unlawful harassment.
• Any form of behavior that unreasonably interferes with work performance, including, but
not limited to, unwanted sexual attentions, comments, interruptions, or other communications,
whether sexually oriented or otherwise related to a prohibited form of harassment, that reduce
productivity or time available to perform work related tasks.
• Any actions that constitute the creation of a work environment that is intimidating, hostile,
abusive, or offensive because of race, color, religion, sex, national origin, sexual orientation,
age, marital status or disability.
• Any distribution, display, or discussion of any written or graphic material, including
calendars, posters, cartoons, or names, that belittles or shows hostility or aversion toward an
individual or a group because of race, color, religion, sex, national origin, age, marital status,
disability or other protected status.
All employees are covered by this policy and are strictly prohibited from engaging in any form of
harassment or discriminatory conduct. Further, no employee or third party has the authority to
suggest to a KeyStaff employee or applicant that the individual’s employment, continued
employment, or future advancement will be affected in any way by entering, or refusing to enter
into, a personal relationship, or acceding to or accepting harassing conduct. Such conduct is a
direct violation of this policy. While it is true that not all harassment is unlawful, KeyStaff does
not tolerate any form of harassment based upon a person’s race, color, sex (including same-
sex sexual harassment), religion, national origin, citizenship, age, marital status, or disability
and will take disciplinary action up to and including termination for violations of this policy.
All harassment reports will be handled with strict confidence to the extent possible with a
minimum of embarrassment to the involved parties. As in any grievance procedure, the facts of
the situation will be reviewed objectively so that a timely resolution of each complaint can be
reached and communicated to the parties involved. Appropriate disciplinary action will be taken
against any employee who files a frivolous, malicious or false report of harassment.
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4. Non-Retaliation
KeyStaff not only prohibits discrimination and harassment, but also strictly prohibits any
retaliation against any employee who, in good faith, has registered a complaint under this
procedure. Any employee who, after investigation, is determined to have violated this policy will
be subject to appropriate discipline.
5. Complaint Procedure for Claims of Harassment, Discrimination or Retaliation
Key Staff has designated our Branch Manager of our Fort Myers office (239-299-1920) as the
person primarily responsible for addressing employee’s complaints of harassment,
discrimination, or retaliation. In the event any issues brought to the Branch Manager, are not
appropriately resolved, the employee must immediately elevate the request or concerns to Rich
Gustke, President, rgustke@mykeystaff.com. The President and the owner together bare
primary responsibility for ensuring that KeyStaff’s equal employment opportunity, harassment
and retaliation policies will be carried out. If there is some reason that an employee believes a
complaint to the Regional Manager would be inappropriate or ineffective, the employee may
proceed directly to Mr. Gustke.
Equal employment opportunities are the function and responsibility of all employees. You, and
every other employee, are expected to join with KeyStaff in resolving and pledging to promote
equal employment opportunities throughout KeyStaff’s operations. You are required to report
every believed or suspected instance of unlawful discrimination or harassment to the
appropriate person identified above, regardless of whether you or someone else is the subject
of the discrimination or unlawful harassment. While KeyStaff will investigate verbal complaints,
detailed written reports – including names, descriptions, and actual events or statements made
– are required because they greatly enhance KeyStaff’s ability to investigate and address
complaints. Any documents supporting the allegations should also be submitted or identified.
KeyStaff will promptly and thoroughly investigate all reports of unlawful harassment and
discrimination and will keep reports confidential to the extent possible given its duty to
thoroughly investigate all allegations and to take prompt and effective remedial action.
If the investigation determines that prohibited discrimination or other conduct that violates
KeyStaff policy has occurred, KeyStaff will take disciplinary action, up to and including
termination of employment, against those who engaged in the misconduct. KeyStaff will also
evaluate whether other corrective measures should be implemented, including additional
policies or procedures, to prevent such misconduct from occurring in the future. No adverse
action will be taken against a complaining party for lodging a truthful complaint.
Please keep in mind that the very nature of discrimination and unlawful harassment makes it
virtually impossible to detect unless a complaint is appropriately reported. Do not assume that
KeyStaff is aware of any problem. It is your responsibility to bring this information to
KeyStaff’s attention so the issue can be resolved. Again, violators of this policy will be
subject to disciplinary action, up to and including immediate discharge.
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DRUG & ALCOHOL POLICY
1. KeyStaff’s Policy
KeyStaff is committed to protecting the health, safety, security, and overall well-being of our
employees. To support this commitment, KeyStaff has adopted and shall strictly enforce a
“zero-tolerance” policy regarding the use of, impairment by, or influence of alcohol or
controlled or illegal substances by its contract employees at any time during their conduct of
business for KeyStaff. This policy also extends to private vehicles that are on KeyStaff and/or
Client property or that are being used to assist in the performance of KeyStaff related business
or functions. Every contract employee is expected to abide by the following requirements:
A. On-The-Job Use, Sale or Possession of Drugs and Alcohol: KeyStaff strictly prohibits the
use, sale, solicitation or possession of drugs, other controlled substances, or the use of alcohol,
in any amount, on any KeyStaff’s or KeyStaff client’s premises (including parking lots). For the
purpose of this practice, USE shall include but not be limited to admission of use or a
non-negative result on a drug & alcohol screening test indicating the presence of a drug or its
metabolites, or alcohol at or above the threshold detection levels.
B. Medication: An employee who has been prescribed or who is using a drug for any medical
or other condition which might in any way impair his/her ability to perform the job must
immediately notify a branch representative. The employee will be required to furnish medical
clearance confirming that the employee’s use of the medicine, given the job assignment at
issue, will not interfere with the employee’s ability to perform the essential functions of his or her
job, and will not pose a risk or danger of injury to the employee or other persons. If the
employee cannot provide such medical documentation, the employee will be reassigned or
directed not to report to work until the use of medication causing impairment has been
discontinued.
Pursuant to this policy, employees and all management personnel will be trained in:
A. Detecting the signs and behavior of employees who may be using drugs or alcohol in
violation of this policy.
B. Intervening in situations that may involve violations of this policy
C. Recognizing the above activities as a direct job responsibility.
Contract employees are to be informed of:
A. The health and safety dangers associated with drug and alcohol use
B. The provisions of this policy.
Drug or alcohol testing may be requested or required under the following circumstances:
A. Job Applicant Testing - All job applicants may, after having accepted a job offer of
employment, be required to undergo a drug & alcohol screening test that includes the
submission to and the provision of a blood, urine, oral, or breath sample, or any combination
thereof, as appropriate, for the purposes of testing for the presence of drugs and/or alcohol.
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B. Reasonable Suspicion Testing - KeyStaff may require drug & alcohol testing of any
employee reasonably suspected by a client management representative and/or a KeyStaff
representative of drug or alcohol use. Testing may also be justified in circumstances such as
violations of the rules pertaining to drugs and alcohol contained in this policy, work related
injuries and work-related accidents.
C. Post Injury Incident - Any employee who, while at any KeyStaff branch or KeyStaff client
facility or during their conduct of business for or representation of KeyStaff or client at the
behest of KeyStaff, is injured during the course of their work hours or who is otherwise
determined to be directly or indirectly causally involved in a safety incident or accident that
results in injury to self or others that requires off-site medical treatment or that results in damage
to property or equipment, will be required to submit to drug testing.
D. Post Incident - Any employee who is involved in an incident that does not result in injury
or damage may be required to submit to drug testing at the discretion of a KeyStaff
representative, in accordance with the guidelines for Reasonable Suspicion Testing.
2. KeyStaff’s Testing Methodology
A. Testing may be conducted on-site at your work location by your KeyStaff Manager,
clinics, and third-party contractors using NIDA certified devices.
B. Confirmatory Test: If alcohol or drugs are detected on the initial screening test (first test),
a confirmatory test (second test) will automatically be conducted on the same sample that
produced a non-negative test result in the first test.
3. Testing: Rights and Consequences
A. Right to Refuse Testing: A job applicant may refuse to undergo drug & alcohol testing. In
the event of such a refusal, the job offer of employment will be withdrawn. Failure to appear for
testing at the appointed time and place may also result in the withdrawal of the employment
offer.
B. An employee may refuse to undergo testing; however, an employee's agreement to
submit to such a test is a condition of employment and refusal will result in disciplinary actions
up to and including immediate termination. Failure to appear for testing at the appointed time
and place may result in disciplinary actions up to and including termination.
C. Rights of Job Applicants and Employees: All individuals will be notified of test results
within three working days of the receipt of such results by KeyStaff. A copy of the test results
will be made available to the individual tested. Within three working days after receiving notice
of a non-negative test result, the person tested may submit additional information explaining the
non-negative test results. This explanation will be submitted to a designated reviewing
physician via KeyStaff’s Safety Risk Manager. If the additional information explains the
non-negative test result to the satisfaction of the reviewing physician, no adverse personnel
action will be taken against the person tested.
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4. Possession or Sale of Drugs
A. Consequences of Possession or Sale: Any employee found to be in possession of or
selling drugs on KeyStaff or KeyStaff client’s premises (including parking lots) will be subject to
disciplinary action up to and including immediate termination.
B. Searches - Searches of employee desks, lockers and/or personal property (including
personal vehicles on KeyStaff, your work location, or leased property) may be conducted when
there are reasonable grounds to believe there is a violation of the drug & alcohol practice.
C. Refuse Search - An employee's consent to such a search is a condition of employment
and refusal to consent will result in disciplinary actions up to and including immediate
termination.
5. Appeal of a Drug or Alcohol Test Result
A. An applicant or employee whose drug or alcohol test reported non-negative will be
offered the opportunity of a meeting to offer an explanation. The purpose of the meeting will be
to determine if there is any reason that a non-negative finding could have resulted from some
cause other than drug or alcohol use. KeyStaff, through its designated reviewing officials, will
judge whether an offered explanation merits further inquiry.
B. An employee whose drug or alcohol test is reported non-negative will be offered the
opportunity to:
i. Obtain an independent test, at the employee’s expense, the remaining portion of the
urine specimen that yielded the non-negative result.
ii. Obtain the written test result and submit it to an independent medical review at the
employee’s expense.
C. During the period of an appeal and any resulting inquiries, the pre-employment selection
process for an applicant will be placed on hold, and the employment status of an employee may
be suspended without pay.
6. Rehabilitation and Employee Assistance Program
A. Rehabilitation assistance in lieu of assignment discharge may be offered:
i. To any employee who has requested rehabilitation assistance provided that the request is
unrelated to an identification of the employee as a violator of this policy.
ii. To any employee who has violated this policy provided that the violation does not involve
selling or transferring illegal drugs or serious misconduct or injury.
B. KeyStaff will provide any employee, upon request and at no cost to the employee,
information concerning local resources that are available for the treatment of drug and alcohol
related problems.
6. Confidentiality
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All information relating to drug or alcohol testing or the identification of persons as users of
drugs and alcohol will be protected by KeyStaff as confidential unless otherwise required by law,
overriding public health and safety concerns, or authorized in writing by the persons in question.
ANTI-VIOLENCE POLICY
Nothing is more important to KeyStaff than the safety and security of its employees. KeyStaff
has adopted and will enforce a “zero-tolerance” policy regarding ANY act of violence.
Threats, threatening behavior or acts of violence against employees, visitors, guests, or other
individuals by anyone on the property owned and/or operated by KeyStaff or Collier County and
will not be tolerated. Any person who threats, exhibits threatening behavior, or engages in
violent acts on KeyStaff property or the property owned and operated by Collier County, or while
in any way acting on behalf of KeyStaff shall be removed from said property and shall remain off
said property pending the outcome of an investigation. Jokes and “horseplay” are included in
this policy.
All KeyStaff personnel are responsible for notifying a representative of management
from KeyStaff of any threat they have witnessed, received, or have been told that another
person has witnessed or received. This is to include any knowledge or suspected
knowledge of weapons in possession of another on either KeyStaff property or KeyStaff
Client property. Email your statement to Key Staff Inc at Colliercounty@mykeystaff.com
or call our local office at 239-299-1920. Violations of this policy will lead to disciplinary
action, which may include dismissal, arrest and prosecution.
WORKERS’ COMPENSATION POLICY
KeyStaff provides workers’ compensation insurance for each of its employees, as mandated by
state law. KeyStaff takes its responsibility in this regard very seriously and goes to great lengths
and to great expense to provide a safe working environment and workers’ compensation
insurance for each of our employees. We deal promptly with meritorious and legitimate injuries
and claims. On the other hand, we have extensive experience investigating and exposing
fraudulent or malingering claims, and we will fight those type claims with all available resources.
An injured employee must report any injury sustained while on a job assignment to the
employee’s KeyStaff Manager Colliercounty@mykeystaff.com 239-299-1920 and the Client
Manager on the day the injury occurred. KeyStaff personnel will ensure that all appropriate
forms are completed, and that the injury is reported to KeyStaff’s payroll company, which will
forward all necessary
Workers’ Compensation forms to its Workers’ Compensation Third Party Administrator. The
Administrator is responsible for determining if Workers’ Compensation benefits are payable.
If appropriate, first aid will be given by the client. If further medical care is needed, the client or
a KeyStaff branch representative will refer the employee to a physician at the nearest
occupational health clinic. If the employee chooses to receive medical care from his/her
personal physician, a KeyStaff branch representative can request that the employee be seen at
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an Occupational Clinic for an evaluation. If an ambulance is necessary, the employee will be
sent to the nearest hospital.
A physician’s statement regarding the employee’s ability to return to work must be submitted to
the KeyStaff branch representative handling the Workers’ Compensation claim before an
employee is allowed to return to work. All branch representatives will be notified if the statement
includes any work restrictions.
During normal hours of operation KeyStaff will arrange for someone to either meet or
accompany our injured employee to the clinic or treatment center.
KeyStaff authorized clinics are as follows:
Advanced Medical of Naples, Occupational Medicine Department
720 Goodlette Road, North STE 500
Naples, Fl 341025 / 239-566-7676
PAYROLL PROCEDURES
KeyStaff’s pay period lasts from Monday to Sunday. The employee’s timecard must be transmitted
to KeyStaff’s office before 4:00 pm on Monday (for the prior week, Monday through Sunday).
Each employee is responsible for submitting his or her own timecard through our electronic
system and failure to timely submit the timecard by the deadline will delay the employee receiving
his or her paycheck for that period by one week. All timecards’ submittals must be signed by the
appropriate supervisor at the Collier County on the electronic system.
If your Collier County Manager approves overtime and you are a non-exempt full-time employee,
you are eligible for additional pay for work performed beyond 40 hours in the FLSA defined work
week (Monday through Sunday). In accordance with the law, after the employee has worked 40
hours, all additional time is paid at a rate of 1and a half times the employee's weighted hourly
rate.
Accurately recording time worked is the responsibility of every employee. Federal and state laws
require KeyStaff to maintain an accurate record of time worked to calculate employee pay and
benefits. Time worked at is all the time spent on the job performing assigned duties. Employees
must accurately record the time they begin and end their work, as well as the beginning and
ending time of each meal period, and any departure from work for personal reasons. Altering,
falsifying, tampering with, or recording time on another employee’s time record will result in
disciplinary action, up to and including termination of employment. Forged timecards or falsifying
your electronic submittal will result in prosecution to the fullest extent of the law.
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Deductions
The law requires that KeyStaff make certain deductions from every employee's wages. Among
these are applicable federal, state, and local income taxes, Medicare, and Social Security.
The Company must also make payroll deductions in accordance with court orders for child support
withholding, garnishments or other types of court-ordered deductions. If you have questions
concerning why deductions were made from your paycheck or how they were calculated, the
payroll manager can answer your questions. If you have payroll questions, you can contact
KeyStaff, Collier County Manager or you can email payroll@mykeystaff.com to reach our KeyStaff
Payroll Manager directly.
How to Log in to PayClock: A Step-by-Step Guide
Welcome to KeyStaff! This guide will walk you through the process of logging in to our PayClock
portal and provide instructions on clocking in and out. Please follow these steps carefully to
ensure a smooth login experience.
Step 1: Accessing PayClock (Web Option)
1. Invitation Link: You should have received an invitation link from "PCO Email Validation."
Click on this link to validate your email address and gain access to the PayClock portal.
2. Visit the Website:
- Open Google Chrome (Download it for free https://www.google.com/chrome/).
- Visit the PayClock website at [www.payclock.com] (https://www.payclock.com).
Step 2: Login Credentials
1. Username:
- Enter your email address in the username field.
2. Password:
- Use "keystaff2025" (all lowercase). You can change your password after the first login.
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Step 3: Clocking In/Out
- After logging in, find the "Clock-In/Out" option at the top center of the page. Use this feature to
record your daily work hours accurately.
Step 4: Mobile Access
1. Mobile App:
- PayClock offers a convenient mobile app. Download it for free from your smartphone's App
Store.
- Search for "PayClock" and follow the installation instructions.
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2. Login Credentials for Mobile App:
- Use the same login credentials as mentioned above.
**Important Reminders**
- When clocking in and out, please make sure you are not on the DEMO Screen
- Ensure accurate clocking in and out.
- If you encounter any issues or have questions, contact Manager Colliercounty@mykeystaff.com /
239-299-1920
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EMPLOYEE BENEFITS
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Direct Deposit or Cash Card Options
KeyStaff is offering employees who work at Collier County
free direct deposit. This is a great convenience for you,
and you only need to submit information during the on-
line application or submit a voided check to your KeyStaff
Representative. We also offer a free pay card option for
employees that prefer not to have a bank account,
through Global Cash Card. This program allows employees
to have their pay directly credited to a pay card that can
be accessed at most large retailers and all ATM’s.
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KeyStaff Saving Plan Directions
1. Email Katrina Oehlerking at katrina.oehlerking@tradition.bank or Matt Norville
matt.norville@tradition.bank
2. Work with a Tradition representative to set up your saving account
3. Must have a balance of $100.00 to open the account
4. Traditions will provide you with your routing # and account #, send that
information to service@mykeystaff.com
5. Fill out the Saving Authorization Form, so KeyStaff knows how much to auto
withdraw from your paycheck and deposit into your savings each week. Send that to
service@mykeystaff.com.
Benefits of your new savings account:
1. Auto deposit each week from your paycheck
2. Interest paid to you each month on your balance of .75% (subject to change due to
bank discretion)
3. Can withdraw at any time without penalty
4. Mobile app banking
5. Easy way to save for the future
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ELIGIBILITY TO DRIVE COUNTY-OWNED VEHICLES
[Effective Date: October 1, 1998 (Revised: January 1, 2011; Revised: January 31, 2019; Revised
January 12, 2024)]
§ 5805-1. Purpose.
The purpose of this Instruction is to provide specific criteria to employees and Supervisors regarding
the eligibility of employees and new hires to operate County-owned motor vehicles. The goal of this
policy is to identify drivers with adverse driving records in order to prevent losses from occurring
and to preserve the County's defensive position should litigation occur.
§ 5805-2. Background.
The County Manager's Agency owns and operates a fleet of vehicles for use by employees in the
performance of their duties. It is the policy of the agency to perform driver’s license background
checks on all employees considered for hire, employees selected for transfer from non-driving to
driving positions within the County, and to conduct annual drivers' license background checks on
all current employees. Standards for acceptable driving have been established within the Risk
Management Division and are used as the basis for determining an employee's acceptability to
operate a County-owned vehicle.
§ 5805-3. Applicability.
This policy applies to all Collier County Board of County Commissioners’ (BCC) employees and
those accepted to volunteer for the County.
1) Only County employees or volunteers who are 18-years of age and older shall operate
County-owned motor vehicles licensed for street use and only with the approval or
direction of their Supervisor.
2) Provided driving standards are met and approval is granted by the Division Director
responsible, an exception may be made in emergency conditions for non-employees to
drive County vehicles.
§ 5805-4. Definitions.
1) “At-fault Accident” is one that results in an employee being cited and convicted of an
offense, any vehicle accident while operating a County-owned vehicle which is caused
by the employee while operating a vehicle, even if no police report is made, or any
vehicle accident which involves a failure to follow proper Maintenance of Traffic
procedures.
2) “Adjudication Withheld” is when an employee has been cited with an offense even
though a conviction has not been recorded. Offenses with a final disposition of
“Adjudication Withheld” are considered the same as if a fine is assessed.
3) For the purpose of this policy; a “serious accident” is any accident that results in the
death of any person; or first or third-party property damage that exceeds $25,00
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4) “Employee” is any person performing work on behalf of the County and shall include
but not be limited to full time, part time, temporary, contracted or other persons
permitted to operate a County vehicle.
5) “Vehicle” is any motorized conveyance which is designed and licensed for use on public
roads and which requires the operator to possess a driver’s license for the class of vehicle
being operated.
§ 5805-5. Procedure.
A. All individuals who drive County-owned vehicles must possess the following:
1) A current, valid Florida driver’s license (DL) with full privileges (not suspended or
revoked) with a license class sufficient to cover the vehicle being driven.
a) Exceptions may be granted by Risk Management for any non-resident college student
engaged in a work-study program for which academic credits are earned if that student
has a valid driver’s license issued by another state. Requests for this exemption must be
made in writing to the Risk Management Division and must include the student name,
DL issuing state, and DL number.
b) If an employee’s DL is suspended or revoked for any reason, it is the employee’s
duty to report this fact to his/her supervisor no later than the end of the next shift or day
at work. Failure to do so may make that individual subject to disciplinary action,
including possible termination of employment.
(2) A driving record that meets County driving standards.
B. Driving Standards:
Any employee or volunteer with any of the following within the past three years shall not be
allowed to drive a County-owned vehicle. The three-year period begins either the date of
discovery of the offense, the date of conviction or the date of final disposition or date
classified as "adjudication withheld," whichever is later. The completion of traffic school or
any other educational program by the employee does not remove the offense from
consideration, even if points have been removed.
(1) Any combination of three at-fault accidents, moving violations in any vehicle and/or,
failure to wear a seat belt, or any equipment violations while operating a County vehicle.
(2) Two at-fault accidents involving County-owned vehicles.
(3) One or more serious violations as outlined in section C.
C. Serious Violations:
(1) Driving under suspension, cancellation, or revocation of a license.
(2) Failure to stop and render aid during an accident involving injury/death.
(3) Failure to stop and report an accident
(4) False accident report/perjury.
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36 Rev 0 July 2025
(5) Fleeing or eluding police.
(6) Homicide, manslaughter, or assault with a motor vehicle.
(7) Leaving the scene of an accident.
(8) Reckless driving.
(9) Refusal to comply with a lawful police/fire department order.
(10) Permitting unauthorized operator to drive.
(11) Refusal to submit to chemical test.
(12) Unlawful use or display of a license.
(13) Driving Under the Influence (DUI)
D. Accidents, Misuse and Unsafe Acts Involving County Vehicles:
1) Employees who are involved in “serious accidents” involving county-owned vehicles and are
found to be “at-fault” may have their driving privileges revoked regardless of their overall
driving record.
2) The Risk Management Director or his/her designee shall make a recommendation to the
County Manager to revoke an employee’s driving privileges, resulting from a “serious
accident.” Revocation of privileges will be effective upon the County Manager’s approval of
the recommendation.
3) Intentional abuse, misuse, reckless, unsafe acts and/or negligent operation(s) of any
County-owned vehicle or equipment may result in departmental disciplinary action as
described in CMA 5351 of the Collier County Human Resources Practices and Procedures,
up to and including termination of employment.
E. Motor Vehicles Record Checks (MVR):
The standards within this CMA may be used in evaluating an applicant's eligibility for
employment or the eligibility for a current employee to transfer from one position to another
within the County. Written notice regarding the finding of an unacceptable driving record
will be forwarded to an employee's current Supervisor (if applicable) and the Human
Resources Division. No notice will be sent regarding those persons whose driving records are
acceptable.
1) The Risk Management Division shall obtain a MVR on all applicants being considered for
employment with Collier County BCC as part of the new hire process.
2) The Risk Management Division shall request a MVR on every BCC employee at least once
a year.
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37 Rev 0 July 2025
3) The Risk Management Division may request a MVR on employees involved in motor
vehicle accident.
4) The Risk Management Division may obtain a MVR upon the written request of the
Division Director or Administrator.
F. Supervisor Responsibility:
1) Supervisors shall notify the Risk Management Division and Human Resources Division as
soon as they become aware that an employee under their supervision does not meet the
requirements of this policy.
2) Supervisors who become aware that an employee does not meet these standards shall not
allow that person to drive a County-owned vehicle.
3) Supervisors may place employees who lose their driving privileges in non-driving
capacities. If the employee cannot be assigned to a non-driving position, the employee may
be terminated in accordance with the Collier County Human Resources Practices and
Procedures.
4) Supervisors shall notify the Risk Management Division as soon as they become aware of
any vehicle accident involving a County-owned vehicle, regardless of the amount of property
damage and/or injuries involved.
5) Supervisors are responsible for ensuring all subordinates review and sign all Job Safety
Analyses (JSA’s) related to driving County-owned vehicles.
G) Employees Responsibility:
1) Employees shall obey all State and Federal Traffic laws.
2) Employees shall obey all departmental safety rules and procedures.
3) Employees shall document any damage to County-owned vehicles.
4) Employees shall report all accidents involving County-owned vehicles, regardless of the
amount of damage, to their immediate supervisor and the Police/Sheriff if the accident
involves damage to property not owned by the county or injury to a person not employed
by the County.
5) Employees shall immediately report to their supervisor any driver’s license suspension or
revocation.
6) Employees shall report to their supervisor any traffic citation issued while operating a
County-owned vehicle.
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38 Rev 0 July 2025
H. Administrative Proceedings:
1) Employees who fail to meet the driving standards as outlined in this Instruction may face
administrative disciplinary proceedings as per CMA 5351, in addition to the loss of their
driving privileges.
2) Such determination shall be made by the employee’s supervisor in cooperation with the
Human Resources Division and pursuant to Human Resources Practices and Procedures or
other applicable CMA(s).
3) The County Manager shall have the authority to make exceptions to the standards contained
within this CMA and/or their consequent administrative remedies on a case-by-case basis.
4) Requests for such an exception shall be made in writing by the employee and/or the
employee’s supervisor and shall be copied to the Risk Management Director and the Human
Resources Director.
I. Reinstatement of Driving Privileges
The privilege to drive a County-owned vehicle shall be reinstated at such time as an employee's
driver’s license and MVR record meet the standards as set forth in this policy. The Risk
Management Division will review, as necessary, the records of employees prohibited from driving
County-owned vehicles and will notify their Supervisors and the Human Resources Department at
the time such as driving privileges are reinstated.
§ 5805-6. Currency.
The Risk Management Division is responsible for maintaining the currency of this Instruction.
§ 5805-7. Reference.
Collier County Personnel Ordinance, Ordinance No. 2001-50: The County will provide a policy for
specific practices and procedures for the enforcement of the safe operation of County vehicles.
Further, this policy will establish procedures for employees to formally acknowledge and accept
responsibility for operating County motor vehicles
Page 1812 of 3023
General Handbook Acknowledgment
This Employee Handbook is an important document intended to help you become acquainted with KeyStaff, Inc. This
document is intended to provide guidelines and general descriptions only; it is not the final word in all cases.
Individual circumstances may call for individual attention.
Because the Company's operations may change, the contents of this Handbook may be changed at any time, with or
without notice, in an individual case or generally, at the sole discretion of management.
Please read the following statements and sign below to indicate your receipt and acknowledgment of this
Employee Handbook in paper or digital form or that you have chosen to not take the handbook that has been
offered. If you chose not to accept the handbook you do have the ability to obtain a copy at any time during
your time of employment with KeyStaff, Inc.
I have received or been offered a handbook and have read the KeyStaff, Inc. Employee Handbook. I understand that
the policies, rules and benefits described in it are subject to change at the sole discretion of the Company at any time.
I further understand that my employment is, terminable at will, either by myself or the Company, with or without
cause or notice, regardless of the length of my employment or the granting of benefits of any kind.
I understand that no contract of employment other than “at will” has been expressed or implied, and that no
circumstances arising out of my employment will alter my status except an express written agreement.
I understand that my signature below indicates that I have read and understand the above statements and that I have
received or been offered a copy of the Company's Employee Handbook.
KeyStaff's employee handbook and my application forms are downloadable and can be accessed at
www.mykeystaff.com. To access these files please follow the steps below:
I. In the upper right-hand corner of www.mykeystaff.com click on “Employee Center” and select
“Forms/Handbook”
II. Next, you will be prompted to sign in. Please use the following credentials:
a. Username: team
b. Password: Keystaff17 (cap K)
III. Download the handbook, forms you signed and timesheets if needed.
E-mail Address:
Printed Name: Position:
Signature: Date:
The signed original copy of this acknowledgment should be given to management - it will be filed in your personnel file
Office Staff Only
Employee was given access to employee handbook during application process and employee was told to go to the
website to view and print and given page with instructions and access code.
Employee Name:
Signature: Date
39 Rev 0 July 2025
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25-8398
Keystaff, Inc.
Jana Thoemke, owner
Patricia Davis Orange County
pat.davis@ocfl.net 407-836-7850n/a
staffing services ongoing
5 years$2,341,365.70 to date
10
10
10
10
10
10
10
10
10
10
100
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Soticitstion:
Rcferencc Qucstionnaire for:
Name:
(Name of Company Requesting Reference Information)
KeySta -Jana ThoGnke-Ôwner (Name of individuzs Requesting Reference Infonnation)
(Evatuator completing reference questionnaire)
TAVUR, MoorE
Project Description:
Project Budget:
Item
3
65-8378 Terporary/letract Emply mernt Serva
Fmail.gLoe1 DSTATEAD.ELGoUFAX:
4
Collicr County
TAyLe MooeE
6
(USE ONE FORM FOR EACH REQUIRED REFERENCE)
area, leave it blank and the item or form will be scored "0."
7
Procurement Services Division
10
Form 5 Reference Questionnaire
KeyStafìnc.
Collier County has implemented a process that collects reference information on lirms and their key personnel to be used in the selection of firms to perfom this project. The Name of the Company listed in the Subject above has listed you as a client for which they have previnusly performed work. Please complete the survey. Please rate each criteria to the best of your knowledge on a scale of l to 10, with 10 representing that you were very satisifed (and wouid hire the firm'individual again) and I represencing that you were very unsatisfied (and would never hire the firn-indivdiual again). Ifyou o not have suficient knowledge of past performance in a paricular
Staffig
Quality of work.
Company: lor ida State Guavd
Criteria
(Evaluator's Company completing reference)
Seruices Completion Daie:
Ability to manage the project costs (ninimize change orders to scope).
Ability to maintain projcct schedulce (conplete on-time or carly).
Professionalis1 and ability to manage personnel.
Project Number of Days:
Quality of consultative advicc provided on the project.
Telephone:(850)74-5687
Ogoing
Project administration (completed documents. final invoice, final product tumover:
invoiccs: manuals or going forward docunentation, etc.)
Abiltity to manage risks and unexpected project circumstances.
Ability to verbally communicate and document information clearly and suceinctly.
Abilily to follow contract ducuments. policies, procedures. rules, regulations. etc.
Overall comfort level with hiring the company in the furure (customer satisfaction).
TOTAL SCORE OF ALL ITEMS
Score (must be completed)
(O
Page 1822 of 3023
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Document Number
FEI/EIN Number
Date Filed
State
Status
Last Event
Event Date Filed
Department of State / Division of Corporations / Search Records / Search by Entity Name /
Detail by Entity Name
Florida Profit Corporation
KEYSTAFF, INC.
Filing Information
P97000077947
41-1887214
09/08/1997
FL
ACTIVE
REINSTATEMENT
11/30/2000
Principal Address
1610 Southern Blvd
West Palm Beach, FL 33406
Changed: 01/18/2021
Mailing Address
1610 Southern Boulevard
West Palm Beach, FL 33406
Changed: 05/06/2024
Registered Agent Name & Address
THOEMKE, JANA
1610 Southern Boulevard
West Palm Beach, FL 33406
Name Changed: 04/16/2015
Address Changed: 05/06/2024
Officer/Director Detail
Name & Address
Title D
THOEMKE, JANA
D I V I S I O N O F C O R P O R AT I O N SFlorida Department of State
7/28/25, 2:34 PM Detail by Entity Name
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1610 Southern Boulevard
West Palm Beach, FL 33406
Annual Reports
Report Year Filed Date
2024 01/29/2024
2024 05/06/2024
2025 03/15/2025
Document Images
03/15/2025 -- ANNUAL REPORT View image in PDF format
05/06/2024 -- AMENDED ANNUAL REPORT View image in PDF format
01/29/2024 -- ANNUAL REPORT View image in PDF format
01/19/2023 -- ANNUAL REPORT View image in PDF format
02/01/2022 -- ANNUAL REPORT View image in PDF format
01/18/2021 -- ANNUAL REPORT View image in PDF format
01/13/2020 -- ANNUAL REPORT View image in PDF format
02/12/2019 -- ANNUAL REPORT View image in PDF format
03/07/2018 -- ANNUAL REPORT View image in PDF format
01/18/2017 -- ANNUAL REPORT View image in PDF format
01/20/2016 -- ANNUAL REPORT View image in PDF format
06/29/2015 -- AMENDED ANNUAL REPORT View image in PDF format
04/16/2015 -- AMENDED ANNUAL REPORT View image in PDF format
01/12/2015 -- ANNUAL REPORT View image in PDF format
01/08/2014 -- ANNUAL REPORT View image in PDF format
01/18/2013 -- ANNUAL REPORT View image in PDF format
01/18/2012 -- ANNUAL REPORT View image in PDF format
01/07/2011 -- ANNUAL REPORT View image in PDF format
02/04/2010 -- ANNUAL REPORT View image in PDF format
01/29/2009 -- ANNUAL REPORT View image in PDF format
02/25/2008 -- ANNUAL REPORT View image in PDF format
01/23/2007 -- ANNUAL REPORT View image in PDF format
03/06/2006 -- ANNUAL REPORT View image in PDF format
04/20/2005 -- ANNUAL REPORT View image in PDF format
04/30/2004 -- ANNUAL REPORT View image in PDF format
08/11/2003 -- ANNUAL REPORT View image in PDF format
05/28/2002 -- ANNUAL REPORT View image in PDF format
05/21/2001 -- Off/Dir Resignation View image in PDF format
05/16/2001 -- ANNUAL REPORT View image in PDF format
11/30/2000 -- REINSTATEMENT View image in PDF format
11/30/2000 -- REINSTATEMENT View image in PDF format
05/14/1999 -- Name Change View image in PDF format
03/22/1999 -- ANNUAL REPORT View image in PDF format
09/23/1998 -- ANNUAL REPORT View image in PDF format
09/08/1997 -- Domestic Profit Articles View image in PDF format
7/28/25, 2:34 PM Detail by Entity Name
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Selection Committee
Final Ranking Sheet
RPS #: 25-8398
Title: TEMPORARY/CONTRACT EMPLOYMENT SERVICES
Name of Firm Sandi Felke Becky Johnson Richard
Koenigsknecht Amy Lyberg Randi
Swinderman Total
Selection
Committee
Final Rank
Keystaff, Inc.1 1 1 1 1 5 1.0000
Tryfacta, Inc.2 2 2 2 2 10 2.0000
Procurement Professional OLIVIA PUGA Date 12.04.25
Step 1: Upon direction by the Procurement professional, the individual selection committee member should provide their ranking of the proposals (from
highest being number one (1) to lowest.
Step 2: The procurement professional will review the mathematically calculated final rank and call out the final rank order.
Page 1 of 1
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INSURANCE REQUIREMENTS COVERSHEET
Project Name
Vendor Name
Solicitation/Contract No.
Attachments
Risk Approved Insurance Requirements Risk Approved Insurance Certificate(s)
Comments
Attachments Approved by Risk Management Division
Approval:
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INSURANCE AND BONDING REQUIREMENTS
Insurance / Bond Type Required Limits
1. Worker’s Compensation Statutory Limits of Florida Statutes, Chapter 440 and all Federal Government
Statutory Limits and Requirements
Evidence of Workers’ Compensation coverage or a Certificate of Exemption issued
by the State of Florida is required. Entities that are formed as Sole Proprietorships
shall not be required to provide a proof of exemption. An application for exemption
can be obtained online at https://apps.fldfs.com/bocexempt/
2. Employer’s Liability
$_1,000,000_ single limit per occurrence
3. Commercial General
Liability (Occurrence Form)
patterned after the current
ISO form
Bodily Injury and Property Damage
$_1,000,000___single limit per occurrence, $2,000,000 aggregate for Bodily Injury
Liability and Property Damage Liability. The General Aggregate Limit shall be
endorsed to apply per project. This shall include Premises and Operations;
Independent Contractors; Products and Completed Operations and Contractual
Liability.
4. Indemnification To the maximum extent permitted by Florida law, the Contractor/Vendor shall defend,
indemnify and hold harmless Collier County, its officers and employees from any and
all liabilities, damages, losses and costs, including, but not limited to, reasonable
attorneys’ fees and paralegals’ fees, to the extent caused by the negligence,
recklessness, or intentionally wrongful conduct of the Contractor/ Vendor or anyone
employed or utilized by the Contractor/Vendor in the performance of this Agreement.
5. Automobile Liability $_1,000,000__ Each Occurrence; Bodily Injury & Property Damage,
Owned/Non-owned/Hired; Automobile Included
6. Other insurance as noted:
Watercraft $ __________ Per Occurrence
United States Longshoreman's and Harborworker's Act coverage shall be
maintained where applicable to the completion of the work.
$ __________ Per Occurrence
Maritime Coverage (Jones Act) shall be maintained where applicable to the
completion of the work.
$ __________ Per Occurrence
Aircraft Liability coverage shall be carried in limits of not less than $5,000,000
each occurrence if applicable to the completion of the Services under this Agreement.
$ __________ Per Occurrence
Pollution $ __________ Per Occurrence
Professional Liability $ 1,000,000_____ Per claim & in the aggregate
Project Professional Liability $__________ Per Occurrence
Valuable Papers Insurance $__________ Per Occurrence
Cyber Liability $__________ Per Occurrence
Technology Errors & Omissions $__________ Per Occurrence
7. Bid bond
Shall be submitted with proposal response in the form of certified funds, cashiers’
check or an irrevocable letter of credit, a cash bond posted with the County Clerk, or
proposal bond in a sum equal to 5% of the cost proposal. All checks shall be made
payable to the Collier County Board of County Commissioners on a bank or trust
company located in the State of Florida and insured by the Federal Deposit Insurance
Corporation.
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8. Performance and Payment
Bonds
For projects in excess of $200,000, bonds shall be submitted with the executed
contract by Proposers receiving award, and written for 100% of the Contract award
amount, the cost borne by the Proposer receiving an award. The Performance and
Payment Bonds shall be underwritten by a surety authorized to do business in the
State of Florida and otherwise acceptable to Owner; provided, however, the surety
shall be rated as “A-“ or better as to general policy holders rating and Class V or
higher rating as to financial size category and the amount required shall not exceed
5% of the reported policy holders’ surplus, all as reported in the most current Best
Key Rating Guide, published by A.M. Best Company, Inc. of 75 Fulton Street, New
York, New York 10038.
9. Vendor shall ensure that all subcontractors comply with the same insurance requirements that he is required to meet. The
same Vendor shall provide County with certificates of insurance meeting the required insurance provisions.
10. Collier County must be named as "ADDITIONAL INSURED" on the Insurance Certificate for Commercial General
Liability where required. This insurance shall be primary and non-contributory with respect to any other insurance maintained
by, or available for the benefit of, the Additional Insured and the Vendor’s policy shall be endorsed accordingly.
11. The Certificate Holder shall be named as Collier County Board of County Commissioners, OR, Board of County
Commissioners in Collier County, OR Collier County Government, OR Collier County. The Certificates of Insurance must state
the Contract Number, or Project Number, or specific Project description, or must read: For any and all work performed on
behalf of Collier County.
12. On all certificates, the Certificate Holder must read: Collier County Board of County Commissioners, 3295 Tamiami
Trail East, Naples, FL 34112
13. Thirty (30) Days Cancellation Notice required.
14. Collier County shall procure and maintain Builders Risk Insurance on all construction projects where it is deemed necessary.
Such coverage shall be endorsed to cover the interests of Collier County as well as the Contractor. Premiums shall be billed to
the project and the Contractor shall not include Builders Risk premiums in its project proposal or project billings. All questions
regarding Builder’s Risk Insurance will be addressed by the Collier County Risk Management Division.
GG – 5/2/25
___________________________________________________________________________________________________________
Vendor’s Insurance Acceptance
By submission of the bid Vendor accepts and understands the insurance requirements of these specifications and that the evidence of
insurability may be required within five (5) days of the award of this solicitation. The insurance submitted must provide coverage for
a minimum of six (6) months from the date of award.
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