RFQ Lackawanna County Wireless Network

Request for Qualifications and Proposals
To Provide Service Agreements for the
Lackawanna County Wireless Network
RFP# 352-26-117
NOTICE IS HEREBY GIVEN that pursuant to a fair and open process The Lackawanna County
Commissioners are requesting Statements of Qualifications and Proposals from qualified firms
interested in providing Service Agreements for the Lackawanna County Wireless Network. RFP
documents shall be accessed at
https://cms8.revize.com/revize/lackawanna/government/departments/rfp_rfq.php
All proposal documents shall be sent to the Lackawanna County Chief of Staff Office, 6th floor
Lackawanna County Government Center, 123 Wyoming Avenue, Scranton, PA 18503 by courier
(USPS, UPS, or FedEx). All proposals are to be sealed and plainly marked with the Project
Name and RFP ID and contain all required information described herein. Lackawanna County
reserves the right to reject any or all proposals.
All proposal documents must be received by the Lackawanna County Chief of Staff Office
no later than 11:00AM on December 18, 2026. Questions may be emailed to
RFPS@lackawannacounty.org. All RFP# 352-26-117 questions must be received by
November 27, 2026, by 5PM. All RFP# 323-26-117 Questions shall be answered and posted
to the Lackawanna County Website by December 1, 2026, 5:00 PM
PREBID MEETING
Interested bidders are required to attend a mandatory virtual pre-bid meeting on November 19, 2026.
Prior to the meeting a non-disclosure agreement will need to be signed with Lackawanna County. Please
send NDA requests and meeting reservations to RFPS@lackawannacounty.org prior to November 13,
2026. The NDA is available at the County's RFP link.
SERVICE AGREEMENT OVERVIEW
Interviews shall be conducted with firms that submit proposals. Interviews shall be conducted by a
review committee comprised of Lackawanna County officials who shall have responsibilities for the
project.
GENERAL TERMS
Lackawanna County reserves the right to reject any or all proposals and to select the proposal
that it determines to be in the best interest of Lackawanna County.

The contract is subject to the approval of the Board of Commissioners and is effective only upon
their approval.
Proposers are bound by the deadline and location requirements for submittals in response to this
RFP as stated above.
Proposals will remain effective for County review and approval for 90 days from the deadline for
submitting proposals.
If the County only receives one proposal, it may negotiate with the proposer or seek additional
proposals on an informal or formal basis during the 90-day period that proposals are effective.
The proposer is encouraged to add to, modify or clarify any scope of work items it deems
appropriate to develop a high-quality plan at the lowest possible cost. All changes should be
listed and explained. However, the scope of work proposed must accomplish the goals and work
stated below.
SCOPE OF WORK
The scope of work shall include but not limited to the following:
* 24/7 Network Monitoring
* Warranty Management on Equipment and Installations
* All RMA
* Inventory/Asset Management & Tracking
* Spectrum and Bandwidth Optimization
* Core (Backbone) Network Optimization
* Firmware/OS Updates
* Emergency Response - 30 minutes or less for first contact, SLA on prem timeframe
discussed at a later date
* Remote Technical Support
* On-site Technical Support
* Incident Investigation and Documentation
* Service Level Agreements (SLA)
* NMS dashboard
* Lackawanna County Customer site surveys and installations
* Coordination with County IT and 911 Staff
* Coordination with Vendors
* Support to 911 last mile
* Maintenance of the network and its growth
Vendors shall have adequate staffing to support the Lackawanna County Network and internal
processes for rapid response time with a point person to work directly with the Lackawanna
County Wireless Administrator.
It is desired that Proposers have at least 15 years of experience in microwave communications,
RF technology, licensed and unlicensed spectrum, network VLAN management, and 10 years'
experience in ACL management.

All RFP# 352-26-117 Questions shall be emailed RFPS@lackawannacounty.org
SUBMISSION REQUIREMENTS AND FORMAT OF PROPOSAL
Four (4) hard copies, and one (1) thumb drive of the proposal marked "SERVICE AGREEMENTS FOR
LACKAWANNA COUNTY WIRELESS NETWORK PROPOSAL" shall be delivered Lackawanna
County Chief of Staff Office, 6th floor Lackawanna County Government Center, 123 Wyoming Avenue,
Scranton, PA 18503 by courier (USPS, UPS, or FedEx). All proposals are to be sealed and plainly marked
with the Project Name and RFQ ID and contain all required information described herein.
All RFQ# 352-26-117 proposal documents must be received by the Lackawanna County Chief of
Staff Office no later than 11:00AM on December 18, 2026. The proposal submission shall be in 8-
1/2x11" format, minimum font size 11 point, and each page must be numbered and marked "SERVICE
AGREEMENTS FOR LACKAWANNA COUNTY WIRELESS NETWORK PROPOSAL". Proposals
shall include:
Cover Letter
The vendor shall provide a cover letter with the following items:
* A statement demonstrating your understanding of the work to be performed.
* The contact information of the proposing team's Project Manager.
* A clear statement of the firm's principals and employee's relationship(s) with officials and employees
of Lackawanna County.
* A statement acknowledging that the County may ask for background checks and security clearance
records of the selected team.
* The cover letter shall be signed by the team's Project Manager, who shall be legally authorized to
negotiate and contractually bind the team with the County regarding the requested services. The
Project Manager shall be the main contact with the County for technical and contractual issues and
shall be responsible for the direction of day-to-day progress.
Profile of the Team
The proposing team shall provide a brief statement and team profile indicating experience in conducting
work sought by this RFP. The profile shall include:
* A statement of the team's experience in conducting work of the nature sought by this RFP.
Advertising brochures may be included as support of this statement.
* The address of the team's primary office where the Project Manager is located.
* The address of any subconsultants' offices, if applicable.
* Resumes of staff and subconsultant staff that are proposed to conduct the work outlined and the
specific duties of each person relative to the proposed work.
* Three (3) references from projects that were completed with similar work outlined in this RFP.
Contact information for references shall include name, title, organization, phone number, mailing
address, and email address.

Explanation of Work
The proposal shall include a detailed description of the methods and procedures the team will use to
perform the work requested herein.
Work Schedule
The proposal will include hours of operation including after-hours schedules and process.
Proposed Cost
The cost proposal for all project expense shall be organized and itemized by proposed work items in your
Explanation of Work and Project Schedule. Include reimbursable expenses that will be claimed.
The itemized costs shall be totaled to produce a contract price. If awarded the contract, a proposer is
bound by this price in performing the work. The contract price may not be exceeded unless the contract is
amended by the Board of Commissioners to allow for additional costs.
Your proposed method of billing shall be stated. The preferred practice for the awarded contract is to pay
the service contract yearly and to pay upon completion of work tasks outlined in your proposal as
reimbursable expenses. Regardless of the billing method used, 10% of the funds available under the
contract may be withheld until the final product is approved by the County.
Contract
If awarded a contract, the County will provide the contract. See Attachment 1 of this document for the
document titled "Nondiscrimination / Sexual Harassment Clause to be attached to and shall be
incorporated in the contract.
EVALUATION CRITERIA
Technical Expertise and Experience The
following factors will be considered:
* The firm's experience in performing similar work.
* The expertise and professional level of the individuals assigned to conduct the work. Resumes for
key team members and examples of relevant prior work are encouraged.
* The clarity and completeness of the proposal and the firm's demonstrated understanding of the work
to be performed.
Procedures and Methods
The following factors will be considered:
* The sequence and relationships of major steps.
* The methods for managing the work to ensure timely and orderly completion.
Cost
The following factors will be considered:
* The number of hours or days of work to be performed.

* The level of expertise of the individuals proposed to do the work.
* The proposed schedule showing number of hours of system downtown during installation.
Interviews
Any or all firms submitting proposals shall be invited to meet with the review committee to provide
information concerning their proposals and to answer review committee questions concerning their
proposal on a date mutually agreeable to all parties.

ATTACHMENT 1
HARASSMENT AND OTHER DISCRIMINATORY CONDUCT
Lackawanna County is committed to a work environment in which all
employees are treated with respect and dignity. It is the policy of the County
to ensure equal employment opportunity without discrimination or harassment
on the basis of race, color, religion, sex, age, disability, national origin, or any
other characteristic protected by law. No employee, either male or female, is
expected to have to endure insulting, degrading or exploitative sexual
treatment, or any other type of discrimination, by other employees,
supervisors, managers, directors, or non-employees present in the workplace,
including current and prospective customers, consultants, and vendors. The
County therefore prohibits any form of discrimination, including sexual
harassment, as well as any retaliation against any individual who reports
discrimination or harassment or participates in an investigation of such
reports.
Sexual harassment constitutes discrimination and is illegal under federal,
state, and local laws. It is defined as unwelcome sexual advances (verbal,
physical, or visual), requests for sexual favors, and other verbal and/or
physical conduct of a sexual nature that is unwelcome, personally offensive,
lowers morale and, therefore, interferes with work effectiveness. It also
includes conduct that is not overtly sexual but is directed to an employee
because of his or her gender and/or sexual orientation. It generally refers to
situations in which one or more of the following are present (this list is not
allinclusive):
1.) Submission to such conduct is made an implicit or explicit term or
condition of one's employment;
2.) Submission or rejection of such conduct is used as a basis for
employment decisions; and

3.) Such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating,
hostile, or offensive work environment.
Other Unlawful Harassment
Harassment on the basis of any other protected characteristic is also
strictly prohibited. Under this policy, such harassment includes verbal or
physical conduct that denigrates or shows hostility or aversion toward an
individual because of his/her race, color, religion, sex, sexual orientation,
national origin, age, disability, marital status, citizenship or any other
characteristic protected by law or that of his/her relatives, friends or
associates, and that: (i) has the purpose or effect of creating an intimidating,
hostile or offensive work environment; (ii) has the purpose or effect of
unreasonably interfering with an individual's work performance; or (iii)
otherwise adversely affects an individual's employment opportunities.
Harassing conduct includes, but is not limited to: epithets, slurs or
negative stereotyping; threatening, intimidating or hostile acts; denigrating
jokes; and written or graphic material that denigrates or shows hostility or
aversion toward an individual or group and that is placed on walls or elsewhere
on the employer's premises or circulated in the workplace.
Individuals and Conduct Covered
This policy applies to all applicants and employees and to conduct engaged in by
employees, supervisors, managers, or someone not directly connected to the County, including a
client, customer, consultant, and outside vendor.
Conduct prohibited by this policy is unacceptable in the workplace and in any work-related
setting outside the workplace, such as during business trips, business meetings, and
businessrelated social events.
Reporting Harassment, Discrimination, and Retaliation
Lackawanna County will not tolerate sexual or other types of harassment and/or
discrimination and will take action to eradicate problems as they arise. Although the County is
committed to protecting employees from harassment, discrimination, and retaliation, it cannot
protect employees from such behavior if it is unaware that it is occurring. It is the responsibility
of any employee who has been the subject of harassment, discrimination, or retaliation, or has
become otherwise aware of its occurrence, to report the incident(s) immediately.

Any employee who feels that he or she has been a victim of harassment,
discrimination, and/or retaliation should immediately report such incidents to
his or her department head or the Deputy Director for Human Resources. This
obligation to report is also the responsibility of all County management
employees and all non-management employees are urged to report this
prohibited conduct when they become aware of its existence. In addition, the
County encourages individuals who believe they are being subjected to such
conduct promptly to advise the offender that his or her behavior is unwelcome
and request that it be discontinued. Any employee who engages in
discrimination or sexual harassment of others will be disciplined, up to an
including termination of employment.
Lackawanna County encourages the prompt reporting of complaints or concerns so that
rapid and constructive action can be taken before relationships become irreparably strained.
Therefore, while no fixed reporting period has been established, early reporting and intervention
have proven to be the most effective method of resolving actual or perceived incidents of
harassment.
Investigation of Complaints
Any reported allegations of harassment, discrimination, or retaliation will be investigated
promptly. The investigation may include individual interviews with the parties involved and,
where necessary, with individuals who may have observed the alleged conduct or may have other
relevant knowledge. Confidentiality will be maintained throughout the investigatory process, but
only to the extent that it does not impair the investigation.
Retaliation against an individual for reporting harassment or discrimination or for
participating in an investigation of a claim of harassment or discrimination is a serious violation of
this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts
of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination, or retaliation will be dealt with
appropriately. Responsive action may include, for example, training, referral to counseling and/or
disciplinary action such as warning, reprimand, withholding of a promotion or pay increase,
reassignment, temporary suspension without pay, or termination, as the County deems
appropriate under the circumstances.

Employees are assured that this procedure has been established for their benefit to allow
them the freedom of expressing their feelings and/or complaints. No employee should fear that
he or she will be penalized for making use of the procedure. Our primary concern is that
harassment be reported so that it can be stopped. Don't ignore the problem.
Conclusion
Lackawanna County has developed this policy to ensure that all its employees can work in an
environment free from harassment, discrimination, and retaliation. The County will make every
reasonable effort to ensure that all employees are familiar with this policy and aware that any
complaint in violation of such policies will be investigated and resolved appropriately.
Any employee who has any questions or concerns about this policy should talk with the Deputy
Director of Human Resources.
False and malicious complaints of harassment, discrimination or retaliation as opposed to
complaints which, even if erroneous, are made in good faith, may be the subject of appropriate
disciplinary action.
Finally, this policy should not, and may not, be used as a basis for excluding or separating
individuals of a particular gender, or any other protected characteristic, from participating in
business or work-related social activities or discussions. In other words, no one should make the
mistake of engaging in discrimination or exclusion in order to avoid allegations of harassment. The
law and the policies of the County prohibit disparate treatment on the basis of sex or any other
protected characteristic, with regard to terms, conditions, and privileges of employment. The
prohibitions against harassment, discrimination, and retaliation are intended to complement and
further those policies, not to form the basis of an exception to them.