Specifications include, but are not limited to: Of the 12 CDCF employees provided to Idaho, the Division has identified four that are needed for retention to June 30, 2023. These positions perform the following duties: 1) continuing development of the Healthy Idaho Places Index, a project requested by the Governor’s Idaho Healthcare Quality Planning Commission; 2) continuing liaising with Idaho hospitals to improve bidirectional reporting of quality time-sensitive emergency (TSE) data and re-design of TSE database to support Idaho’s TSE system stakeholders; 3) continuing service as the communications point of contact for the Division and providing ongoing coordination of all COVID-19– related communication efforts across jurisdictional levels; and 4) continued coordination of COVID-19 long-term care facility response efforts for Idaho’s Preparedness and Response Section and leading development of the Department’s COVID-19 After Action Reports. Why would the competition be impractical, unreasonable, or disadvantageous under the circumstances? The Division has invested significantly in training and skill development of these employees. Starting over with new temporary employees secured through existing state contracts is not feasible. The people in these positions are well established and serve as leads and subject matter experts in their areas. Onboarding and training new employees for such a short duration would result in setbacks in the work and would inefficient and impractical. Outside of this contractual arrangement, the only option to retain this skilled workforce, is for those employees to leave CDCF and for the Division to hire them on as state temporary positions. Again, the risk associated is the loss of access to the employees who desire to stay with CDCF.