Course Description

The City of Madison Department of Civil Rights and Human Resources’ Division of Organizational Development (OD) is seeking proposals for instructional designers to assist our organization in developing trainings to advance our organization’s newly adopted Inclusive Workplace Policy Administrative Procedure Memoranda APM 2-52 and accompanying Resource Guide and Gender Inclusive Language Style Guide.


Proposals are due by 4:30pm on May 30, 2021

Please submit your proposal electronically via SurveyMonkey:    

Background & Overview:

In November 2020 Mayor Satya Rhodes-Conway signed the Inclusive Workplace Policy. The purpose of the policy is to address the needs of transgender, gender non-conforming, and non-binary employees, and to create a safe and inclusive workplace environment for all employees.

Project Deliverables

In alignment with the below Project Goals, the City is seeking proposals for an instructional designer to deliver a learning plan to the City of Madison. The City of Madison will then coordinate facilitation of the materials. (Dependent on the proposal, there may be funding for facilitation.) For this RFP, we need a training plan that meets the project goals including:

    1. All learning objectives, course content and learning resources/materials
    2. Facilitation plan of content
    3. Evaluation criteria and plan for participant understanding and assessment of participant behavioral change


The City of Madison has budgeted $10,000 for the development of these training materials, with the intention to use some of this funding to pay facilitators to deliver the content. If one entity can design and deliver materials, that will be considered.

Proposal Criteria:

Submissions will be sent through Survey Monkey. See link above.

Along with basic contact information, please answer the following questions and provide the following content:

Question 1: In three pages or less, please describe your ability to meet the goals (see below) and deliverables of this project. (Attach a DOC, DOCX or PDF). In particular, please make sure to address:

  1. An example of a time you needed to create intentionally inclusive courses. What were the objectives, what was the outcome? How do you know you were successful? If possible, include one or more of the following for that example: videos, eLearning modules, assessments or evaluations of work and/or testimonials.
  2. Your experience with the ADDIE model of learning development.

Question 2: Create a sample lesson plan to accomplish one or more of the goals listed in the “Project Goals” section of the RFP. Include one sample of learning materials (slides, presentation, handout, website) that you would use to teach this lesson. What criteria would you use to evaluate the success of this lesson plan? (Attach a DOC, DOCX or PDF).

Question 3: (Optional): Attach your learning design portfolio. (Attach a DOC, DOCX or PDF).

Question 4: What is the fee structure for the training plan (learning objectives, course content, facilitation plan, and evaluation)? What is the fee structure for facilitation of the materials?


  1. April 1, 2021: Proposal Application Opens
  2. May 30, 2021: Proposals Due
  3. June 30, 2021: Notify Applicants of Final Decision
  4. August 1, 2021: Contract Signed
  5. December 31, 2021: Training Plan Provided to the City of Madison

Selection Criteria

Proposals will be graded by group of 3-5 City staff on the following areas:

  • Knowledge of transgender, non-binary, or genderqueer communities (30 points)
  • Work Sample and/or Portfolio Quality (20 pts)
  • Sample Lesson Plan Alignment to our Policy and Resource Guide (20 pts)
  • ADDIE Model Knowledge (10 pts)
  • Ability to Design Intentionally Inclusive Courses (10 pts)
  • Ability to Develop Evaluation Criteria (10 points)

For any questions please email

Project Goals:

Civil Rights and Human Resources have identified that creating learning environments to support this culture change is critically important, and has worked with a group of internal stakeholders to develop the following goals for the training strategy on inclusive workplaces. The target audience for this training is City of Madison employees and supervisors.

Goal 1: Educate City of Madison employees on creating a safe and affirming work environment for transgender employees.
  • All current City employees are aware of the Inclusive Workplace APM within 3 years of its publication. Beginning in 2022, all new employees are aware within 45 days of hire.
  • All employees know their roles and responsibilities interacting with and supporting transgender, gender non-conforming, and non-binary employees, and understand and follow the APM.
  • Supervisors understand how they can support and advocate for transgender, gender non-conforming, and non-binary employees, including transitioning employees.
  • Employees interact with transgender, gender non-conforming, and non-binary coworkers and members of the public respectfully.
  • Support staff understand the need to maintain confidentiality of legal name and gender assigned at birth, and have the resources and knowledge to do so.
  • Transgender, gender non-conforming, and non-binary employees feel comfortable using and sharing their name, pronouns, gender identity, and gender expression in the workplace, and feel confident they will be respected.
Goal 2: Create a workforce that is better educated on gender inclusion.
  • City employees are aware of gender inclusion, and why it is vitally important to ensure all transgender, gender non-conforming, and non-binary people are welcomed and feel a sense of belonging in the City of Madison.
  • All City employees and leaders have access to the resources they need to improve, develop, nurture, and sustain a culture of gender inclusion.
  • City employees have opportunities to learn about gender and LGBTQ+ (specifically, transgender, gender non-conforming, and non-binary) issues.
  • All supervisors and Department and Division Heads receive training on the Inclusive Workplace Policy within 90 days of appointment.
Goal 3: Create active allies and co-conspirators in disallowing gender-based harassment and exclusion in the workplace.
  • Supervisors effectively recognize, prevent, and respond to gender-based harassment.
  • Leaders and policy-makers seek out and listen to voices of transgender, gender non-conforming, and non-binary employees while writing City policies.
  • The City provides resources and support for transgender, gender non-conforming, and non-binary employees.
  • Support staff understand institutional biases, and use this knowledge to build City systems that challenge biases and purposefully include people of all genders.
  • Departments, work units, and subject matter experts actively identify opportunities to better serve and support transgender, gender non-conforming, and non-binary employees.