Specifications include, but are not limited to: 1. Migrate from existing system if applicable 2. Preservation of all data and information from the current platform in a manner whereby it is still accessible and usable, including any necessary conversion to a new proposed solution or system upgrades 3. Configure technology to facilitate CPS business and hiring processes 4. Configure technology to provide a first-class candidate experience as defined by the Board 5. Based on the Board’s internal and external considerations, develop a framework for job types and/or position classifications that will foster a user-friendly submission process for candidates, as well as the ability to delineate requisitions (roles) by specific attributes for increased accuracy in requisition classification and reporting. 6. Enhance the functionality for recruiting users to quickly identify candidates with specific qualifications, certifications and/or attributes. The system should be able to handle the difference between “qualifications” and “certifications/licensures”; allow maintenance of the catalog of qualifications and certifications, including those that are predefined, as well as any custom/userdefined lists that may be configured; allow recruiting users to associate these attributes with a requisition. 7. Allow hiring managers to view and download position-specific applications/documents individually and with multi-select options, including functionality for an entire list/group 8. Have the applicant tracking, onboarding, and reporting/analytics functions tightly integrated with other key applications and/or data sources 9. Provide the Board with the necessary functionality to create/run/distribute and customize meaningful reports for internal or external data consumers, as well as the ability to construct data analytics and dashboards efficiently 10. Map current employee data to their respective candidate profile to facilitate easy review when internal candidates apply for new roles 11. Interface with PeopleSoft and other data systems to allow for the free flow of data back and forth as required 12. The ability to accept, via interface, population and updates to customer-defined attributes relative to the system’s existing data elements. These attributes are needed to accommodate the unique data-presentation, filtering/searching, and reporting needs of the Board. 13. Ability to continue to conduct electronic, automated reference checks that is integrated to the current, or if applicable, proposed solution (i.e. Checkster, Inc.) 14. Allow for hiring managers and recruiters to segment candidates into folders, subfolders, and/or groups that can be saved and referenced over time, as well as options to share with other selected users 15. Track applicant source information to determine how candidates are learning about available positions and provide this data in actionable dashboard views/reports to select users.