MBS Flextrack
Service Descriptions
Table of Contents
1.0
2.0
3.0
4.0
5.0
6.0
7.0
8.0
9.0
10.0
11.0
12.0
13.0
14.0
Business Analysis / Development ................................................................................................ 2
Business Intelligence .................................................................................................................... 3
Planning .......................................................................................................................................... 3
Policy Development and Evaluation ............................................................................................ 4
Research and Evaluation .............................................................................................................. 4
Project Management Support ....................................................................................................... 5
Scenario Planning .......................................................................................................................... 6
Technical Writing / Editing ............................................................................................................ 6
Facilitation Support ....................................................................................................................... 6
Negotiation Support ....................................................................................................................... 7
Energy Consulting ......................................................................................................................... 8
Financial Expertise ........................................................................................................................ 8
Human Resources .......................................................................................................................... 9
Procurement / Contracting .......................................................................................................... 11
Service Descriptions
1.0
Business Analysis / Development
Description
This role provides a range of capabilities to advise and assist the client organization in various
aspects associated with the description, assessment, design and deployment of business
processes. These may range from generating explicit descriptions of individual business
processes as currently performed, to performing broader assessments of the overall client
business process environment.
Also, design and deployment related services may be required to assist the client organization
with respect to defining, documenting and developing a business case associated with individual
business processes, combinations of process or with the overall business process model for the
Client Organization.
Other key functions might include:
 Economic analysis of projected development or changes in business processes
 Analysis and investigation of the economic value of business proposed for development in
specific areas
 Impact of human resource availability and human resistance to change on a specific project or
plan
 Management of change within an organization to result in successful implementation of new
ways of doing business
 Review and analysis of prevailing regulations to ensure compliance during times of process
change
 trade and export market development and related analysis and research;
Mandatory Capabilities and Experience
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Demonstrable analytical problem solving and decision making capabilities
Demonstrable verbal and written communication skills
Demonstrable capacity to work collaboratively with client organizations
A team player with a track record for meeting strict deadlines
Explicit business analysis and development expertise
Knowledge of emerging technologies, trends and directions
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2.0
Business Intelligence
Description
Business intelligence is a discipline that uses applications and technologies to gather data about
an organization’s operations and analyze it, in order to gain a comprehensive understanding of
various functional areas, such as sales/marketing, goods production, service delivery and internal
operations. The objective is to be improve the timeliness and quality of information, enhance
understanding of the organization’s position within its sector, and thereby make more informed
business decisions for impact either internally or externally.
Mandatory Capabilities and Experience
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3.0
Experience in extensive data mining, analysis and reporting using BI tools
Experience in translating BI report findings into actionable policies or strategies for
government clients
Planning
Description
This Service Specialty focuses on overall business planning within a Client Organization. The
services required range from strategic planning for a Client as a whole to functional or operational
planning for a particular organizational unit within the Client Organization. This could be focused
on the near term (1-3 years) or longer term (3-5 years or greater).
Mandatory Capabilities and Experience
Planning consultants should have strong education or training in business planning,
complemented by extensive experience (minimum of 4 years is preferred. The following are
considerable Consultant attributes:
 Academic qualifications such as a Mater of Public Administration (MPA) or Master of Business
Administration (MBA), or equivalent
 Undergraduate degrees in either of these disciplines, such as Bachelor of Commerce or
Bachelor of Business Administration, complemented by extensive experience in the area of
corporate planning
 Professional designation, such as Certified Management Consultant
 Experience with various strategic planning techniques (e.g.: SWOT analysis, Diamond-E,
etc.)
 Experience with the implementation of Client strategies and plans, ensuring alignment of
potentially multiple functional/operational plans across the Client Organization
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4.0
Policy Development and Evaluation
Description
Policy development is primarily the responsibility of client organizations. However, some input
and advice may be required during the process of formulating new policies and/or revising
existing ones.
Mandatory Capabilities and Experience
Consultants must have a clear understanding of the responsibilities, requirements and limitations
of the various participants in the policy development process, including legislative and legal
requirements, participation of agencies other than the primary client organization, and impact on
the government as a whole as well as the intended target(s) of the policy.
Consultants must have background and experience in the development and implementation of
government policy, as well as superior communications skills. Some legal knowledge or training
would be an asset.
5.0
Research and Evaluation
Description
The Consultant should be able to conduct systematic investigations (including research
development, testing and evaluation) designed to develop or contribute to knowledge of the Client
in the area of specialty. Consultants interested in applying under market research, opinion polling,
and consumer insights, etc. should contact Communications Nova Scotia. The
Research/Evaluation Consultant provides investigative services in one or more of the following
areas:
 Determining criteria for research studies (such as goals, objectives, indicators, methods, data
collection feasibility, etc.)
 Conducting surveys and analyses of available data
 Business climate – What are the potential areas for development of a new business in a
specific area, or enlargement of an existing business?
 Economic development planning and marketing for rural, urban regional or community areas
 Innovation and science – What are the ‘best bets’ for development of new technologies?
 Collecting and analyzing statistics
 Conducting and appraising literature searches
 Industrial benefits of economic development in a specific area
 Immigration impacts on economic development and business
 Trade and investment opportunities
 Impact of changes or new opportunities in infrastructure
 Technology and information related to health care services
 Economic and social analysis of Aboriginal communities and businesses
 Research related to Human Resources issues
 Interpreting, analyzing and making recommendations based on research finding
 Conducting research can be focused on an area of economic need, or on an area of science
or technology
 Conducting research related to internal and external business environments, literature reviews
associated with a particular topic area
 Both qualitative and quantitative research and any associated criteria and evaluation
 Developing products and tools
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Mandatory Capabilities and Experience
The Research / Evaluation Consultant must have an extensive background in their particular area
of specialization, and will be expected to take on a research project with minimal “ramp-up” time.
S/he must be prepared to work independently, with minimal supervision and guidance from the
sponsoring Client Organization. Specific requirements include:
 Excellent oral and written communications skills are mandatory, and key to producing a clear
and useful report on the research performed.
 An in-depth understanding of the principles of statistical significance in the field being
researched, to avoid misleading conclusions
 Specialist training and/or experience in the area of investigation
 Sensitivity regarding the particular requirements of racial, ethnic, handicapped or economically
disadvantaged communities/groups
 Capacity to work collaboratively with the Client Organization
6.0
Project Management Support
Description
Government project management personnel manage the Province’s projects. However, due to
the number of potential projects the Province may launch, consultants may be needed to provide
experienced project managers to lead specific initiatives or track project progress. The size and
scope of projects may vary from enterprise-wide to projects in one section of a larger client
organization.
Suppliers may be requested to provide contract resources with the required project management
qualifications. Examples of functions to be performed by project managers may include:
 Detailed project planning, including:
o maintaining detailed project plans and schedules
o generating and distributing regular status reports using the Client Organization’s standard
planning and reporting tools, as provided
 Ongoing monitoring, management / control and reporting functions associated with
implementing a wide range of projects
 Direct participation as an implementation project manager in specific initiatives
 Knowledge/skills transfer to as well as mentoring/coaching of Government project
managers/leaders to support future projects, as needed
Mandatory Capabilities and Experience
 A minimum of seven years of progressive project management experience.
 Experience using project management and development methodologies.
 Experience managing projects to address the needs of multiple stakeholders e.g. the
requirements of multiple divisions across a single enterprise.
 Experience coaching/mentoring and transferring skills and knowledge to project managers in
the client organization and providing support to them, as required throughout the project life
cycle.
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7.0
Scenario Planning
Description
Scenario Planning is a management process for defining and making decisions in the face of
significant uncertainty. It is a formalized methodology for developing models of potential
alternative futures, using variables pertinent to the business in question. These multiple,
alternative futures take shape in the form of ‘stories’ or scenarios. The resulting scenarios provide
a platform from which senior management perceptions about future alternative environments can
be analyzed, assessed and compared for their voracity.
Scenarios are not forecasts of the future but are, as a group, a set of alternative futures that
reflect the total scope of all possible futures as we can possibly imagine it.
Mandatory Capabilities and Experience
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8.0
Experience and training in the facilitation of scenario planning methodology
Knowledge of systems thinking theory
Experience in public sector management development
Technical Writing / Editing
Description
This role focuses primarily on writing specifications, manuals, project summaries, etc., Examples
of the key functions expected from the Technical Writer / Editor include:
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Writing and editing various types of products (e.g.: specifications, requests for proposals, etc.)
Writing and editing technical guides, articles, manuals, etc., for print and digital media
Writing technical pieces in language that will appeal to a broad audience
Assisting in the development of relevant case studies
Transferring skills and knowledge to internal personnel
Mandatory Capabilities and Experience
 Extensive capabilities and experience in presenting technical material in language that can
appeal to a broad audience (preferably Government documents)
9.0
Facilitation Support
Description
Facilitation is a role performed by an independent third party to the participants (as distinct from a
manager ‘chairing’ a meeting). This role provides a range of capabilities to advise and assist the
client organization in various aspects of organizing and facilitating formal working sessions, both
within the client organization and between the client organization and third parties. The facilitator
should enable dialogue, discussion and consensus among and between the participants, rather
than provide ‘expert’ opinion.
Examples of functions that may be needed to be performed by a facilitator include:
 Establishing meeting objectives and agendas
 Establishing the rules under which the meeting will be conducted and identifying the roles of
participants
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 Facilitating the flow and conduct of the meeting
 Supporting the Client Organization to design and package meetings and related sessions
 Participation in the development and delivery of organizational team building initiatives
Mandatory Capabilities and Experience
 Oral and written communication skills
 Capacity to work collaboratively with Client Organizations
 Development of formal process for conducting large complex sessions (i.e. public workshop)
and/or small focus groups
 Familiarity with explicit facilitation techniques and processes associated with meeting
organization
 Conflict resolution
10.0
Negotiation Support
Description
Negotiation efforts will be the prime responsibility of the NS Government client organization,
Procurement Services and legal counsel. Support may be required for the following:
 Client Support
o Establish an issues-resolution framework to support the negotiating team.
o Compile an inventory of relevant background materials to support negotiation.
o Understand and/or set out the fundamental premise for negotiation that will be used to
develop the overall negotiation framework/context.
o Identify issues which might limit your ability to negotiate; any non-negotiable terms or
conditions.
o Anticipate and document the vendor’s interests.
o Develop internal communication/reporting strategies including checklists to address the
concerns of key stakeholders.
 Joint Preparation
o Conduct team building sessions with the negotiating teams from all parties.
o Jointly prepare a list of the areas to be negotiated.
o Develop an external communications strategy.
o Prepare and manage a negotiations schedule.
 Joint Negotiation Sessions
o At the end of each session, prepare an agenda for the next session.
o Maintain a dynamic list of issues and resolutions.
o Facilitate negotiation discussions.
 Alternate Dispute Resolution
o Establish & obtain agreement on the issues between the parties
o Identify common ground and areas of disagreement
o Employ the appropriate technique for resolution – negotiation, mediation or arbitration
Mandatory Capabilities and Experience
 A minimum of five years of progressive experience in negotiation and/or alternate dispute
resolution
 Familiarity and experience with the concepts of interest-based negotiations
 A capacity for conflict resolution between parties with opposing views and finding a path to coexistence when the circumstances are divergent
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11.0
Energy Consulting
Description
As the price of energy continues to climb globally, the strategic importance of balanced energy
policy that addresses both renewable and non-renewable energy resources, energy conservation
and energy efficiency will continue to grow. Achieving and maintaining balanced energy policy
and priorities is an exercise that is expected to be an ever changing challenge over the coming
years. Therefore Nova Scotia will require specialty energy consulting services in the broad area
of energy policy as well as in specific areas such as onshore and offshore oil and gas
competitiveness, regulatory efficiency, wind, wave and tidal power, energy R&D policy, etc.
Mandatory Capabilities and Experience
 Experience in federal-provincial relations in energy, fiscal policy, and general public policy
areas;
 Energy skills in facilitation, team leadership, and negotiation in private and public
sector situations;
 Energy skills and experiences in oil and gas, electricity, and related public policy, governance,
and regulatory areas.
 Expertise in local, national and international energy activities, consulting and operations.
12.0
Financial Expertise
Description
This role provides a range of support functions related to financial operations, both within and
outside the NS Government. Functions to be performed by the financial support Consultant could
include:
 Accounting and book-keeping
 Audit, review and compilation of financial statements and processes
 Advice on instituting, improving or modifying financial procedures and processes
 Forensic accounting and auditing (related to court testimony)
 Qualitative reviews of financial controls (may include control testing for effectiveness)
 Compliance audits for criteria established in agreements, statutes or regulations
 Receivership and/or bankruptcy services for businesses in difficulty
 Various accounting services as required.
Mandatory Capabilities and Experience
Financial functions are normally the responsibility of a professionally-designated specialist (e.g.:
CA, CGA, IFA), who acts as an independent and impartial third party to prepare or examine
financial statements and records. The following capabilities and experience are required:
 Oral and written communications skills, especially the ability to explain financial processes to
individuals not trained in that field
 Specialist training and appropriate professional designation in the financial area
 In-depth familiarity with financial processes, especially in government operations and/or the
government-funded sector
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13.0
Human Resources
Description
A wide range of Human Resources (HR) consulting services are required to supplement and
expand on the services and expertise available from the government's human resources
community serving government departments and agencies. These services include:
 Public Consultation – conduct large focus group meetings to obtain information and insight
regarding issues of importance to community and government; provide the public
opportunities for review and comment on issues through a series of open houses and public
hearings. Function examples: listening to citizen preferences, providing an opportunity for
them to analyze and assess available policy options, and obtaining citizen feedback for policy
review and evaluation. Requires experience in choosing appropriate target audiences,
holding open houses and public hearings, reviewing and summarizing public comments and
preparing recommendations and draft strategy.
 Leadership Development – advise and assist the client organization in various aspects of
leadership competency development at frontline, middle and executive levels. Focus is on
enhancing leadership effectiveness for organization success. Function examples: program
design and delivery; facilitating sessions related to strategic and operational leadership (i.e.
communication, negotiation and presentation skills); facilitation of large and small groups.
 Management and Executive Coaching – assists clients in self-discovery, goal setting, action
planning, and empowerment. Coaches should listen, observe and customize their approach to
individual client needs. The coach's role is to provide support to enhance the skills, resources,
and creativity that the client already has. Function examples: meet with selected individual
and develop a mutual understanding of the current situation and desired outcomes; determine
coaching strategy and write a plan of action; conduct coaching sessions, both face to face and
phone meetings; use professional assessment tools; provide additional resources to support
the client’s thinking and actions.
 Performance Management – provides consulting to teams on organizational performance
and improving business results. Consultants may also be asked to provide consultation for
teams and individuals on achieving goals through both writing and utilizing SMART targets.
Assist clients in translating department and business plans into individual targets and
objectives; designing, developing and implementing strategies to improve performance;
understanding performance planning, coaching and appraisals.
 Competency Development – provides guidance and expertise to clients to identify and
develop leadership competencies. Consultants would be required to be fully aware of existing
competency dictionaries and the levels associated with each. Function examples: understand
target audience range of competency levels, provide consulting on developing behaviours to
meet the levels identified in the dictionary.
 Team Building – design and delivery of team sessions, assessment and diagnosis of team
functioning, and follow-up support. Function examples: assess the overall productivity of team;
determine courses of action for improvement; personal coaching with team leaders and/or
members; customized team training and facilitation of team dialogue.
 Training Needs Assessment – supports client organization in identifying gaps, and
considering if the problem can be solved by training. This work is part of a planning process
focusing on identifying and solving performance problems. Function examples: designing and
developing needs assessment strategies, implementing assessments, analyzing data,
interpreting results and preparing final recommendations; distinguishing training needs from
organizational problems; linking improved job performance with the organization’s goals.
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 Workforce Planning – assisting departments in analyzing workforce data, other components
of workforce planning such as employee survey results, attendance, business plans,
environmental scanning, etc; assisting departments in developing and incorporating an HR
plan into their business plans; conducting supply and demand gap analysis; designing,
developing and implementing processes and tools to plan for future workforce.
 Succession Planning – the Consultant will use the Government’s corporate succession
management tools and processes, allowing for some flexibility based on the departments'
needs and circumstances. The work can include facilitating sessions with the department's
senior management team to identify critical roles and required skills and competencies to
meet their future business needs. In addition, it can include providing workshops to
employees and managers on career development planning and coaching for development,
and facilitating talent review meetings.
 Change Management – assist in dealing with change resulting from restructuring, downsizing
and the implementation of new programs. Focuses on identifying the needs of the employees,
expectations of the organization and the impact of changes on employees at all levels. Assist
leadership, management and human resources professionals to develop effective
communication techniques for informing employees of changes. Function examples:
coordinate organizational-wide and smaller scale change initiatives; communication planning.
 HR Program Evaluation – design, develop and implement strategies for evaluating programs
in the area of human resource management. Function examples: design of data gathering
instruments; analysis of qualitative and quantitative data; and program design and
management.
 HR Functional Management – provides support for clients related to staffing, training and
development, outplacement, group insurance benefits and other HR programs and functions
within government. Provides a range of capabilities to help develop and implement HR and
group insurance policies, procedures, and practices in order to improve the quality and value
of human resource and benefits programs. Function examples: benefits plans design and
cost analysis, compensation benchmarking, safety program design, recruitment and selection.
 Dispute Resolution – services including mediation, facilitation, dispute resolution systems
design, program reviews and policy development, conflict resolution, investigation, workplace
diagnostic assessments and coaching to client departments and between client departments
and third parties. Function examples: assisting individuals and groups to identify and resolve
disputes; process and problem solving facilitation; investigation of harassment and
discrimination complaints; transferring knowledge and skills to employees throughout the
intervention; listening to client needs, proposing effective and cost efficient interventions.
 Resource Management – provides general services that a 'human resources' organizational
unit provides. Some examples are new employee orientation, services related to employees’
payroll and benefits, recruitment strategies, consulting on the management of staff,
performance management, and personal/professional development.
 Industrial Psychologist – Industrial Psychology concerns the application of psychological
theories, research methods, and intervention strategies to workplace issues. Industrial
psychologists are interested in making organizations more productive while ensuring workers
are able to lead physically and psychologically healthy lives. Relevant topics include personnel
psychology, motivation and leadership, employee selection, training, and development,
organization development and guided change, organizational behaviour, and work and family
issues.
Mandatory Capabilities and Experience
 Extensive experience in the HR field within the targeted areas will be a basic requirement
for Consultants proposed in this category
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14.0
Superior skills in the area of specialization
Oral and written communication skills and the capacity to work collaboratively with clients
are key requirements for all of these functions.
Procurement / Contracting
Description
Decision making and alternative selection will be led by the Client Organization and/or by NS
Procurement Services.
For decision-making involving numerous alternatives and complex sets of variables (such as in
the evaluation and selection of successful bidders in major procurements), the Province may
require support services in determining the appropriate evaluation criteria and techniques,
establishing the weighting system and selection methodology, and performing the analysis to
determine the best alternative. Guidance may also be required in the areas of contract
management, strategy and policy development for procurement in a large organization, as well as
best practices and process enhancement.
Sustainable procurement is an area of growing importance within the NS Government. Briefly,
this encompasses a procurement process where goods, services and construction are procured
in a manner that balances environmental considerations and economic aspects (or total life cycle
costs) as well as social aspects and those related to human health. NS Procurement Services
aims to enable, encourage and engage other areas within the provincial government to move
toward a more sustainable approach to procurement.
With regard to contracting, for projects involving significant private sector participation, the Client
Organization, Procurement Services and legal counsel assume the principal responsibility.
Assistance may be required in the following, but this category does not include the provision of
legal advice or legal services:
 Identification of contracting alternatives including potential:
o Types of contracts
o Scope of engagement
o Phasing of contract components
o Durations
o Special terms
 Documentation of advantages and disadvantages leading to a recommended contracting
approach.
Mandatory Capabilities and Experience
 A minimum number of years of progressive experience in the following areas of specialty:
o Procurement within a large organization – at least five years
o Business process improvement – at least three years
o Sustainable / green procurement – at least two years
o Development of contracting strategies – at least five years
 A minimum of five previous assignments in the role of developing evaluation models and
assisting in their application for decision
 Experience with and ability to supply proven and established decision support tools and
methodologies
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