(1) Vendor needs to provide succession planning framework and related consulting services. • Develop a customized succession planning framework that aligns with the organization’s strategic goals, priorities, and culture. • Review existing talent management practices, including performance management, leadership development, training, coaching and employee engagement. • Evaluate current leadership gaps and potential challenges for the organization’s future success. • Utilize appropriate tools (e.g., leadership assessments, 360–degree feedback, talent review processes) to evaluate potential candidates for key roles. • Identify key competencies and skills required for leadership roles within the organization. • Provide clear guidelines for talent assessment, career pathing, leadership development, and coaching. • Recommend strategies to retain high–potential employees, focusing on career advancement, work–life balance, and engagement. • Integrate succession planning with other talent management processes, including recruitment, performance management, and learning and development. (2) All the questions must be submitted no later than January 13, 2026. (3) Non–Mandatory Pre–bid meeting will be held on January 13, 2026.