Comparison, coordination data, full team resumes and a JEDI-CAB assessment for the four awarded coaching and training vendors plus JJRconsulting, the coordinating partner.
Equity the Core. Justice the Aim. Belonging the Outcome.
Document Owner: Jenna Roberts, JJRconsulting | Prepared June 8, 2026 | RFQ 26PRF7601929 | Internal Use Only
The roster at a glance
5
Vendors (including JJRconsulting)
4
RFQ service areas
40
Team members across all resumes
3.7/5
JEDI-CAB roster score (~74%)
Why this file exists
JJRconsulting is the coordinating partner on the DPH Professional Support for Managers engagement. Our scope of work includes matching DPH needs to the awarded vendors and running collaborative service delivery. This file pulls the most decision-useful information out of every proposal so we can match the right vendor to the right manager, training cohort or crisis quickly, brief DPH with confidence and manage the roster as one integrated team.
How the tabs are organized
Comparison
All five vendors across 35+ shared variables, grouped into firm profile, scope, approach, track record, pricing, team and a strategic read.
Service Coverage
A visual matrix of which of the four RFQ areas each vendor bid on, plus team size and signature tools. Start here to see who can do what.
Pricing
Pricing models side by side, with a plain-language read. The five vendors did not price the same way, so totals are not apples-to-apples.
JEDI-CAB Assessment
A seven-dimension Humanity Lens scoring of the roster and our coordination design, with evidence, recommendations, mindset checks and per-vendor equity anchors.
Resumes
Five vendor sub-tabs. Every team member named in each proposal, with role, credentials, education, certifications, DPH experience and specialty.
Details & Observations
Items gleaned beneath the surface: coverage gaps, incumbency overlaps, a QA flag on our own submission and asset-framed coordination opportunities.
The four RFQ service areas
1 · Executive & management coaching
One-to-one and group coaching for DPH managers and executives.
2 · Specialized support for hospital executives
Training and support for leaders of the four DPH state hospitals.
3 · Specialized support for public health managers
Training and support for managers navigating public-sector leadership.
4 · Crisis support in the workplace
Trauma-informed, rapid support for individuals and teams in crisis.
Vendor comparison — side by side
All five vendors across shared variables. JJRconsulting is shown first as the coordinating benchmark. Scroll right to see every vendor; the first column stays in view.
Service coverage matrix
Who bid on what. A green check means the vendor is bidding on that area. Use this to match a DPH need to the right shortlist.
Coverage read
Thinnest coverageHospital executives (Area 2): only JJRconsulting and BME bid. Position JJR plus BME as the named hospital-executive pairing, with BME's Bryan Murphy-Eustis (who authored the DPH Emergency Operations Plan) on the bench.
Strongest depthCoaching and PH-manager support (Areas 1 & 3): four vendors each — the most room to match by leadership level, identity and growth goal.
CrisisCrisis support (Area 4): four vendors available, but JRI is the only one fielding licensed clinicians (LICSW/LMHC). Route clinically acute crises to JRI; route leadership-stabilization and team-healing crises to Rootwise, PCG or JJR.
Pricing comparison
Vendors priced differently — read the note on each card. Only BME and PCG gave a single fixed six-month total; the others gave rate cards or sample scopes.
Reading the prices
Apples to applesOnly BME ($199,250) and PCG ($98,063.25) quoted a fixed six-month scope. BME is roughly double PCG, but BME's scope covers two coaching tracks plus two training tracks while PCG covers coaching, one training track and crisis.
Rate-based vendorsJJR (~$390/hr), Rootwise ($330/hr) and JRI ($250 individual / $500 group) quoted rates or sample scopes, so their totals depend on the volume we set.
Next stepFor budgeting, convert everything to a common unit (cost per coaching hour or per leader-engagement) once DPH confirms volume. This file holds the raw inputs to do that.
JEDI-CAB assessment
A Humanity Lens scoring of the vendor roster and JJR's coordination design across the seven JEDI-CAB dimensions, scored 1 to 5 against the canonical definitions. The standard for a Tier-1 engagement is a 4.5 average with no dimension below 4.
3.7/5≈ 74%
Strong coaching craft, with two structural gaps JJR is uniquely placed to close
The roster scores 4 on Justice, Equity, Dignity, Culture and Belonging — these are firms that genuinely center managers of color, lead with strengths and design for psychological safety. It sits at 3 on Inclusion and Accessibility, the two levers that live squarely in our coordination role. Closing them moves the engagement from roughly 74% toward the 90% Tier-1 threshold.
Seven-dimension scoring
Four mindset checks
Where each vendor anchors (for equity-sensitive matching)
Every vendor embodies all seven dimensions to some degree; these are the dimensions each one most visibly leads with in its proposal. Use them to match equity-sensitive needs to the right firm.
Composite picture
What the score revealsThe roster is strongest on Justice, Equity, Dignity, Culture and Belonging — it is built by firms who center managers of color, lead with strengths and design for psychological safety. It is most exposed on Inclusion and Accessibility: managers are consulted but not yet co-designers, and no single accessibility standard binds all five vendors, which risks uneven access for managers outside Greater Boston. The two highest-leverage moves are structural and sit in JJR's coordination lane: stand up a manager advisory that co-designs the program, and set one roster-wide accessibility-and-belonging standard.
Learning brief
Carry forwardThis roster shows that JJR can assemble vendors who are individually strong on equity craft, while the equity of the system depends on coordination choices only JJR makes. The pattern: proposals reliably nail Dignity and Belonging at the coaching level but under-build Inclusion (co-design) and Accessibility (shared standards) at the program level. Carry forward a standard coordination equity layer — manager advisory, a roster-wide accessibility-and-belonging standard and a shared feedback loop — as a reusable template for every multi-vendor engagement JJR leads.
Every team member named in each proposal. Choose a vendor to see its full bench — role, credentials, education, certifications, DPH and public-sector experience, and specialty.
Details & observations — beneath the surface
The strategic read for coordinating the roster. Asset-framed: what each pattern makes possible, plus what to manage.
Coverage & matching
Hospital execsOnly JJRconsulting and BME bid on Area 2. That is the thinnest spot on the roster. Opportunity: name JJR + BME as the hospital-executive pairing for the four state hospitals, with Bryan Murphy-Eustis, Angie Truesdale and Brad Clarke as the deep hospital bench.
Crisis depthFour vendors cover crisis, but JRI is the only one fielding licensed clinicians (LICSW/LMHC) with ARC, DBT and SMART training. Route clinically acute crises to JRI; route leadership-stabilization and team-healing to Rootwise, PCG or JJR.
Pricing read
Not apples-to-applesOnly BME ($199,250) and PCG ($98,063.25) gave a single fixed six-month total. Convert all five to a common unit once DPH sets volume.
BME is the premium bidOn a comparable six-month basis BME is roughly double PCG. The scope is broader, but confirm scope assumptions with BME before committing volume.
Incumbency & overlap — manage carefully
PCG overlapPCG currently runs the DPH Leaders-of-Color Coaching Series and manager onboarding (2022–present) — the same lane JJR is coordinating. Define clear swim lanes and a shared intake so the two efforts complement rather than collide.
Shared DPH historyJJR (Commissioner's Office since 2017), PCG and Rootwise all hold active DPH coaching footprints; some individuals (e.g., Kenny Abegunde) have worked at both JJR and PCG. Use this as connective tissue, not duplication — map who holds which relationships before assigning.
Rootwise geographyRootwise's two co-leads are MA-based, but much of the coach panel is national or global. Excellent for diverse virtual matching; confirm in-person availability before promising on-site work.
QA flag on our own submission
JJR proposal artifactPage 1 of JJR's submitted proposal carries leftover template language from a different (Marin County) RFP — references to a Marin Workforce Bidders Preference, Ordinance #3435, Local Business Preference and RFP #2894. It does not affect the DPH content that follows, but we should clean this before any reuse and confirm the DPH-submitted copy did not carry it. Low lift, protects credibility.
Distinctive assets to leverage
Contacts & logistics
Outreach and contracting reference for the awarded roster.
Sources consulted
Every figure in this file traces to a source below. No facts were fabricated. All files live in FY27 DPH Coaching-Training / Vendor Submissions and SOW+Budget.
AI governance & disclosure. Produced through human-directed AI collaboration. Jenna Roberts, JJRconsulting, provided the strategic direction, the JEDI-CAB framework and the quality standards that governed the work. AI served as a research, drafting and production tool operating within that framework. All content was reviewed, edited and owned by the document owner. JEDI-CAB informed every stage, consistent with JJR's AI for Good for All pillar (human oversight on every deliverable) and People-First Systems Change pillar.