Proposals are requested from firms to provide a Human Resource Information and Payroll system. The guidelines can be found here: HRIS RFP 20206

The RFP has about 60 pages of questions for vendors to review and respond to. For the convience of respondants, an editable word document with the questions section is found here.

Questions and Answers are found here.

HRIS 2026 Questions and Answers

• What system(s) are you currently using for HR and payroll, and what are the primary reasons you're replacing them?
  Execupay/Vensure and Swipeclock. This is a competive bid and the incumbent vendor is able to submit a bid.
• How long have you been on your current system, and how much historical data needs to be converted?
  Until 2024, we had a local payroll provider for over 20 years, using Execupay. Since they retired, we went directly with Execupay. The entire payroll history.
• What is your biggest day-to-day pain point that you want solved immediately post-go-live?
  Online access for all employees, streamlining processes, trainings and manuals available to all all the time.

Sage 100 Integration

• How deeply are you using Sage 100 today? Is it primarily for GL, or are there other modules in use?
  GL, AP, AR, PO, Bank Recs, Business Intelligence
• Do you require a real-time integration with Sage 100, or is a batch/file-based feed acceptable?
  No, batch/file feed is acceptable
• Who internally manages Sage 100? Do you have an IT resource or is this handled by your accounting team?
  Accounting team and Sage consultant
• Does your grant reporting require labor cost allocation at a project or route level?
  Project level
• Who currently owns the Sage 100 integration? An outside consultant, internal staff, or no one?
  MCTA

Workforce & Payroll Complexity

• Do you have union employees, and if so, how many bargaining units with different pay rules?
  Yes. Two.
• Do you have employees in multiple states, or are all 86 employees based in Pennsylvania?
  All based in PA.
• Do you currently use time clocks or physical punch devices for time capture, or is it all manual/online entry?
  Both
• Do drivers and operators have different pay structures (e.g., split shifts, guaranteed minimums)?
  Yes
• Do any employees receive multiple pay rates within the same pay period (e.g., a driver who also does administrative work)?
  Yes
• Are shift differentials currently in use, and how many shift types exist?
  No
• How many payroll cycles do you run: weekly, bi-weekly, semi-monthly? Any combination?
  Weekly + periodic special payrolls for bonuses and 3rd party sick
• Do you process any 1099 contractors through your payroll system today?
  No

Time & Attendance

• Do bus drivers and operators punch in/out at a physical location, or is time tracked differently in the field?
  Physical location
• Are there split-shift scenarios where an employee clocks out mid-day and returns?
  Yes
• How are schedule changes and last-minute shift swaps currently handled?
  Manually entered in timeclock
• Do you track time by route, vehicle, or cost center? or just by employee?
  By cost center
• Are there any DOT hours-of-service tracking requirements tied to your time records?
  N/A
• Do you have union/CBA rules that you need to follow around time collection or attendance?
  Yes

Benefits & Compliance

• What benefit plans are currently offered: medical, dental, vision, 401(k)/457, pension? Do you have a defined benefit pension plan?
  All of these are offered - medical, dental, vision, 457, pension, life and disability
• Are you currently managing FMLA/leave in-house, and do you have a third-party leave administrator?
  In house
• Are you subject to any state-specific leave laws beyond federal FMLA?
  No, PA only location
• How are you handling screening services for DOT, Drug, and background? Is this in scope?
  Currently being conducted manually via paper sign offs and on line portals. Would be open to hearing about integrated services.

Timeline & Resources

• Do you have a target go-live date in mind, or is this driven by your current contract renewal?
  Between 7/1 and 9/1/2026
• Who will be the internal project lead on your side during implementation: HR, IT, or both?
  HR with Finance support
• Do you have dedicated IT resources, or will you be looking to outsource some of implementation?
  HR Consultant will take lead

Evaluation Priorities

• Are there any modules listed in the RFP that are considered "must-have" vs. "nice-to-have" for award?
  Must have Payroll, HR, Benefits, Timekeeping, Onboarding. Nice to have's would include Recruiting, Learning, Performance.
• A five-year cost proposal is being requested, is there an estimated annualized budget for the project?
  Not predetermined amount
• Have you worked with any ADP products before, and is there an incumbent vendor being considered?
  No to both questions.