CHFA 294-RFP for Software Solution to Assist with the Management and Automation of Human Resource Information and Functions

Dear Interested Party: Date: June 16, 2026
REQUEST FOR PROPOSALS FOR SOFTWARE SOLUTION TO ASSIST
WITH THE MANAGEMENT AND AUTOMATION OF HUMAN
RESOURCE INFORMATION AND FUNCTIONS
The Connecticut Housing Finance Authority ("CHFA") requests written proposals from qualified
firms to provide a software solution to assist with the management and automation of CHFA's
human resource information and functions. CHFA will not reimburse for any expenses incurred
in connection with this Request for Proposals ("RFP") including, but not limited to, the cost of
preparing the initial response and any additional information requested or travel expenses relating
to any oral presentation. Please be advised that responses will be considered property of CHFA,
are matters of public record, and may be disclosed by CHFA after the awarding of a contract.
OVERVIEW
CHFA, a body politic and corporate constituting a public instrumentality and political subdivision
of the State of Connecticut, was created in 1969 and operates pursuant to Chapter 134 of the
Connecticut General Statutes, as amended. CHFA's purpose is to help alleviate the shortage of
affordable housing for low-income and moderate-income families and persons in Connecticut by
providing single family mortgages, financing for rental housing, and mortgages for the purchase,
development and construction of housing.
For additional information about CHFA, please reference CHFA's website at www.chfa.org.
SCOPE OF SERVICES
CHFA employs up to 148 full-time equivalent employees. Employees work 37.5 hours per week,
and there are 26.1 pay periods in a year. CHFA's work week starts on Fridays and ends on
Thursdays. There are approximately 40 employees who are non-exempt, and the remainder are
exempt employees. CHFA seeks responses from qualified firms to provide one or more of the
following modules related to the management and automation of human resource information and
functions:
* Employee Data, Reporting & Analytics
* Employee time and attendance
* Recruitment and Onboarding
* Employee Engagement Experience
* Performance Management

* Compliance and Reporting
* Compensation Management
* Learning Management Module
EVALUATION CRITERIA
Firms will be evaluated on the basis of their written responses to this RFP, additional written
information as requested by CHFA and oral interviews, if any, including, but not limited to, the
following criteria:
* Reputation and Experience of Firm
* Ease of Use/Customizability
* Ease of Implementation, on-going support, and customer service
* Data Security
* Fees
CHFA may select multiple firms for the services described herein. No selected firm is guaranteed
or ensured any number of contracts or proportion of business.
REQUESTED INFORMATION
All firms must address the following issues and questions:
1. Provide a brief description of your firm and detailed description of all proposed products,
items and/or services. Indicate the total number of staff and the team available to CHFA.
2. Provide a summary of the key strengths and qualifications of your firm to provide an HRIS
product to CHFA. (Your response to this question should not exceed one page).
3. Describe your presence in Connecticut, if any, including corporate existence in
Connecticut, whether formed in Connecticut or authorized to do business in the state. This
may include, but not be limited to, information on the number of offices your firm
maintains in Connecticut, the location of such offices, the number of Connecticut residents
employed in those offices, and payroll and corporate taxes paid in Connecticut. If your
firm currently is not registered with the Connecticut Secretary of State, please indicate
whether your firm will register if your firm is awarded this contract.
4. Include any participation by your firm in any civic or other non-profit activities, including
any charitable contributions that your firm made in Connecticut.
5. Provide a brief summary of the professional background of any individuals who would be
assigned to work with CHFA. Please indicate their probable areas of responsibility and
the percentage of their time which would be available to service CHFA's account.
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6. Provide the rate or range of rates at which services would be billed. You may quote a
yearly flat fee for all services or indicate a yearly charge for each individual service.
Please break out fees as follows:
* per employee per month (per module, if applicable)
* implementation fees
* training fees
* fees associated with migrating historical files and data
* any ongoing maintenance, support fees, annual fees
* any other fees
7. Implementation and Training:
Provide a sample implementation plan and timeline. Include the work and information
required to be provided by CHFA and the services that your firm will provide.
Describe the support and training that will be provided during implementation and after
implementation. Provide a copy of your service level agreement, specifying resolution
times.
How often is the system updated? How are updates managed and communicated? How
often are updates released? What is the typical downtime during an update?
8. Pricing Model:
1) Describe your pricing model (e.g., subscription-based, perpetual license, usage-based,
transaction-based, hybrid)?
2) Is pricing based on named users, concurrent users or usage/consumption?
3) Are there minimum contract values, user counts, transaction volumes, or other
commitments required? If yes, please describe.
4) Provide a detailed breakdown of all proposed solution costs.
5) Specify any implementation, configuration, onboarding, training, or project
management fees.
6) Identify all third-party software, services, subscriptions, or components included in
your proposed solution.
7) Provide pricing for each optional module or add-on.
8) Are standard software upgrades included in the subscription or maintenance fees? If
not, provide associated costs.
9) Describe any storage limits included. Identify any charges associated with additional
storage and increased transaction volumes
10) Describe any volume discounts, multi-year discounts, or other pricing incentives
available to CHFA.
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9. Security and Compliance:
1) Please provide copies of your most recent independent security audit reports, including
SOC 2 Type II, SOC 3, or equivalent assurance reports.
2) Please identify all current security and compliance certifications held by your
organization. (ISO 27001, FedRAMP Moderate, HITRUST, PCI DSS etc.)
3) Please provide the technical requirements necessary to deploy and use the proposed
solution.
4) Describe any client-side software, agents, plugins, or additional components required
to use the solution.
5) Does your organization conduct independent third-party penetration testing of the
proposed solution? Please provide an executive summary or other evidence of the most
recent penetration test or security assessment.
6) Is customer data encrypted during transmission (in transit) and while stored (at rest)?
7) Identify the cloud service provider(s) used to host the solution.
8) Does the hosting architecture of the proposed solution utilize a multi-tenant or single-
tenant deployment model? Proposals for multi-tenant architecture should describe the
controls used to ensure logical separation of customer data and resources.
9) Please identify the geographic location(s) of the production, backup and DR
environments
10) Has your organization experienced a cybersecurity incident, data breach, or other
security event that resulted in unauthorized access to customer, company, or regulated
data within the past five (5) years? If yes, please describe details of the incident and the
measures your organization has implemented to prevent similar incidents from
occurring in the future.
10. Applicant Tracking System ("ATS"): Please answer the following questions for your
ATS module:
* Describe the recruiting sites that are offered free of charge and those with a charge. If
there is a fee related to sponsored advertising, how is that charged?
* Can a hiring manager see the applicants or applications prior to the job posting close
date?
* Can the administrator choose what the hiring manager sees?
* Is there an ability to upload applications manually in the ATS?
* Does the ATS have the ability for applicants to view their application history?
* Can the administrator message applicants through the ATS?
* How long can the applications of both successful and unsuccessful candidates be
stored?
* Is the ATS compatible with multiple web browsers?
* Does the ATS have reporting and analytical capabilities?
* Does the ATS have the ability to upload multiple document types?
* Is there a separate career site/dashboard/application process for internal applicants?
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11. Onboarding: Please answer the following questions for your Onboarding module:
* Describe the Onboarding process workflow? Is it customizable?
* Does the Onboarding module provide the ability to click a button to hire the person,
and data is automatically routed to other applicable areas?
* How does your system help organize new hire paperwork electronically?
* Does the manager or administrator receive a notification when a new employee has
completed his/her new-hire paperwork?
* What is the length of time that it takes to move a new hire from the ATS to other
modules?
* Does your system support I-9 compliance verification?
* Is there the ability to provide a wizard-based checklist of workflows that users need to
complete the onboarding process (e.g., update marital status, update address, complete
emergency contact information, submit W4s, etc.)
* Describe how your solution can be used to guide employees through the onboarding
process?
* Can external website information be hyperlinked and open a new window for the new
hire to read more information? For example, an external site on benefits.
12. Human Resources Information System: Please answer the following questions for your
Human Resources Information System:
* Does your system record and track the organization's employee hierarchy information
(e.g. employees, manager, supervisors, human resources, and CEO)? Is there a limit to
the number of levels?
* Can CHFA easily print organizational charts for the whole organization or by
department with and without names?
* Is there a capability to use the organizational chart and design proposed changes?
* Does the system maintain a complete history of employment (wages, hours,
departments, title, status for all employees? If yes, what format does the information
need to be in to be uploaded to your system.
* What are the types of human resources workflows that are supported within the system?
* Does your system allow users to modify the look of the screens?
* Can your system allow for weeks to start on a Friday and end on a Thursday?
* Can your system accommodate a work week of 37.5 hours and 26.1 pay periods in a
year?
* Does your system have the capability to auto number position codes? Or is this a
manual process?
* Does your system have the ability to complete all required HR compliance functions
online? This would include the ability to store complete history files to meet CHFA's
record retention requirements.
* Does your system have the ability to separate employees and positions for position
tracking purposes?
* Does your system provide the ability to print out an employee directory that includes
phone numbers, emails, departments, locations, position title, etc.?
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* Can personnel files be uploaded into the system, and are employees able to view their
personnel files?
* Is CHFA able to upload current employee files to your system with our naming
conventions for folders and documents? Please provide a summary of the reporting
capabilities?
* Does the system provide the ability to perform a search of the employee-by-employee
number, employee name, or by social security number?
* Describe your solution's capabilities for electronic document management and e-
signatures, including support for HR forms, onboarding documents, approvals, and
other employee transactions.
* How does the system enable employee and manager self-service for HR requests and
workflow processes?
* Explain how the solution provides visibility, status tracking, audit trails, and reporting
for HR transactions (e.g., HR Action Forms, personnel changes, approvals, and
onboarding activities).
* Identify any third-party e-signature integrations available and describe associated costs,
if applicable.
* Describe how your solution supports labor allocation and effort tracking across grants,
funding sources, departments, programs, projects, and cost centers.
* Can the system track and allocate time for employees, volunteers, interns, contractors,
and other workforce categories? Please describe the functionality.
* Explain how labor costs and hours can be distributed across multiple grants, funds, or
departments, including any automated allocation capabilities.
* Describe the reporting, compliance, audit, and reconciliation features available for
grant-funded and restricted-fund labor tracking.
* Can the system automate or maintain the FMLA process?
* Does the system have the ability to prepare year-end processing of CHFA's employee
fringe benefits for group life insurance, moving expenses, tuition reimbursement and
cash service awards. Additionally, the firm would produce W2s for CHFA's employee
fringe benefits, review computation of gross-up figures for fringe benefits throughout
the year and prepare and process federal and state 941 reporting.
13. Performance Management: Please answer the following questions for your Performance
Management module:
* Does your performance management system have the ability for both traditional
performance reviews and 360-degree reviews?
* Does the system allow for notes? Are notes accessible during reviews? Are settings
configurable?
* Can employees write rebuttals in their performance reviews?
* Can notifications be sent to stakeholders for overdue tasks?
* Does your system provide the ability to configure the frequency of communication
between supervisors and employees (e.g. quarterly, semiannual and/or annual)?
* Can the system create and edit rating scales and weighting?
* Does the system allow someone to create a Performance Improvement Plan?
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* Can your system accommodate 5 or more levels of workflows and approvals (e.g.
employee, manager/supervisor, director, managing director, CPO, CEO)?
* Are workflows easily configurable without requiring the need for support or service?
* Does the system allow employees to write self-evaluations?
* Does the system allow managers/supervisors to monitor goal progress and adjust
throughout the year?
* Does the system maintain performance feedback and ratings history?
* How long can historical data be maintained?
* What auditing capability is available?
* What reporting capabilities does your system offer?
* Describe the system's capabilities for setting, managing, and tracking individual, team,
and organizational goals.
* Can goals be aligned with organizational objectives and cascade throughout the
organization?
* Can the system remind employees of goal progress?
* How does the system track goal progress, milestones, and completion status?
* Describe the system's capabilities for managing one-on-one meetings between
managers and employees.
* Does the system automate a 3 month, and 6-month review based on hire date/position
change date?
14. Employee Engagement: Please answer the following questions regarding your Employee
Engagement module:
* Does your system have the ability to track and store CHFA policies that need employee
signature annually or more frequently? Does the system have the ability to track the
acknowledgment and provide email alerts when approaching the deadline for signature
from an employee?
* Does the solution allow employees to update their personal information such as their
address, tax withholdings, direct deposit forms, etc.?
* Does the system have the ability to maintain employee data, dependent's data, and
employee elections. Does it have the ability to enable employees to view and change
dependent and beneficiary data online?
* Does the system allow external websites to be hyperlinked?
* Does the system allow employees to upload documents with change requests as
needed?
* Does the system have the ability to send out mass messages to employees?
* Does the system provide the ability for the administrator to control employee access to
information?
* How does the system support employee engagement and satisfaction surveys?
* What survey types, templates, customization options, and distribution methods are
available?
Can the surveys be attributed or anonymous, depending on the survey?
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What other feedback tools are incorporated in the HRIS? Is there a digital
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suggestion box?
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* Can survey results be analyzed by department, manager, location, demographic group,
or other organizational segments?
* What reporting and analytics capabilities are provided for measuring employee
engagement and sentiment over time?
* Describe the continuous feedback tools available within the system.
* Can employees and managers provide real-time feedback, coaching, and performance
observations?
* Does the system support peer-to-peer, upward, and cross-functional feedback?
* How are feedback interactions tracked, reported, and incorporated into performance
evaluations?
* Is the onboarding workflow an interactive portal? Can CHFA accomplish paperless
onboarding?
* Are employees able to use the HRIS to review company policies? To enroll in
company-sponsored or required trainings?
* Are there mobile options or deskless/remote options to access the system?
* Are there any built-in communication or collaboration tools (employee directories,
internal messaging systems, options for company-wide announcements)?
If there are employee directories, do they allow sharing of employee photos or
o
name pronunciation guides (self-recording or phonetic)?
* Are there any built-in recognition or rewards programs? Do they track employee
achievements or milestones? Is there a way for managers or peers to recognize
colleagues or teams for their contributions?
* Can CHFA link to or otherwise highlight resources outside of the HRIS, for instance,
CHFA's Employee Assistance Program?
* Can the system support virtual tours or introductions, especially for new employees
(e.g. recordings of welcome messages from leaders)
* Can exit interview data be collected and tracked?
15. Workforce Assessments
* Describe the talent review and workforce assessment capabilities of the system.
* Does the system support, talent matrices, calibration sessions, potential assessments,
and workforce planning activities?
* What analytics and reporting tools are available to identify high-potential employees,
skill gaps, and development opportunities?
* Describe the succession planning functionality available within the system.
* Can organizations identify critical roles, assess successor readiness, and maintain
succession pipelines?
* What tools are available for talent pools, readiness assessments, development planning,
and succession risk analysis?
* How does the system support reporting and monitoring of succession planning efforts?
* Does the system provide tools for career development planning, learning
recommendations, coaching, mentoring, or wellbeing initiatives?
* How are employee development activities tracked and measured?
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* What reporting capabilities are available to assess employee growth, development
outcomes, and wellbeing program participation?
16. Compensation Planning and Administration
* Describe how the system supports annual and off-cycle compensation planning
processes.
* How does the solution manage base salary, merit increases, bonuses, incentives, etc. (if
applicable)?
* Can the performance results work with the compensation module to calculate merit
increases?
* Is CHFA able to upload a csv file to upload all employee data at one time? Can
compensation cycles be configured by business unit, family job, or employee segment?
* Describe capabilities for compensation budgeting, modeling, and forecasting.
* How does the system support real-time tracking of compensation spend against budget
allocations?
* Can scenario modeling be performed (e.g., different merit increase distributions or
bonus pool allocations)?
* How does the system enforce compensation guidelines, ranges, and approval
thresholds?
* Describe how pay equity rules, internal controls, and compliance requirements are
supported.
* Can exceptions be tracked, flagged, and routed for approval?
* Describe how the solution supports pay equity analysis across gender, race/ethnicity
(where applicable), tenure, role, and geography.
* What tools are available for identifying compensation disparities and supporting
remediation actions?
* Does the system provide audit-ready reporting for compensation decisions?
* How are compensation recommendations initiated, reviewed, and approved within the
system?
* Describe the workflow capabilities for managers, HR business partners, and
executives.
* Can approval hierarchies and delegation rules be configured?
* Can the system track compensation trends by departments, supervisors, or roles?
17. Learning Management System ("LMS")
* Describe how the system supports the creation, management, and delivery of learning
content (e-learning, instructor-led training, blended learning, microlearning).
* What content formats and standards are supported (e.g., SCORM, xAPI, AICC, video,
documents, external links)?
* Can content be organized into courses, curricula, learning paths, or programs?
* How does the system support course creation, sequencing, prerequisites, and
enrollment rules?
* Can administrators assign mandatory, role-based, or self-selected learning programs?
* Describe capabilities for managing certifications and recertification requirements.
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* Describe the learner experience, including dashboards, recommendations, and search
capabilities.
* Does the system provide personalized learning recommendations based on role, skills,
or career goals?
* Is the LMS accessible via mobile devices and does it support offline learning?
* How does the system support automated and manual assignment of training?
* Can training be assigned based on role, department, location, compliance requirements,
or performance outcomes?
* Describe enrollment workflows, approvals, and waitlist management capabilities.
* Describe how the system supports mandatory compliance training and tracking.
* How are completion rates, deadlines, and overdue training monitored and enforced?
* Does the system support audit-ready reporting for regulatory compliance?
* What capabilities exist for quizzes, assessments, surveys, and knowledge checks?
* Can certifications be issued, tracked, and automatically renewed based on defined
rules?
* How does the system manage certification expiration and requalification?
* Describe support for instructor-led training, including scheduling, registration,
attendance tracking, and logistics.
* Does the system integrate with virtual meeting platforms (e.g., Zoom, Teams, WebEx)?
* How does the LMS map learning content to skills, competencies, or career
frameworks?
* Does the system support skills gap analysis and personalized development planning?
* Describe integration with performance management or talent development modules.
* What standard and customizable reports are available for learning participation,
completion rates, compliance status, and learning effectiveness?
* Does the system provide dashboards for administrators, managers, and executives?
* Can learning data be exported or integrated with external analytics platforms?
* Does the system support third-party content providers (e.g., LinkedIn Learning,
Coursera, Skillsoft)?
* How is external content integrated, tracked, and reported?
* Describe APIs or integration capabilities with HRIS, talent management, or enterprise
systems.
* Can employees add additional in person training activities to their profile for tracking?
18. Please answer the following additional questions regarding your system:
* How often are updates to the system completed? Are the updates done automatically
and are users notified of the updates? Are there any downtimes during an update?
* Can records be accessed by multiple users simultaneously?
* Is there a limit of users by role (Administrator, Manager, Approver, etc.)?
* Is there an ability to create workflows that have to be completed in sequential order?
* Does your firm offer a sand box or testing environment?
* Please provide a list of all standard reports within your solution?
* Can reports be scheduled for automatic generation and distribution?
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