1. Brief overview 

Revenue Mobilization, Investment and Trade (REMIT) program is a nine-year (2019- 28) technical assistance program funded by the Foreign, Commonwealth & Development Office (FCDO), United Kingdom to support Pakistan in implementing strategic reforms in the realm of economic development, trade, investment and revenue mobilization. The key outcomes under the program will be contributing towards strengthening the macroeconomic stability and improving conditions for high and sustained growth, mutual prosperity, job creation and poverty reduction in Pakistan. More specifically, REMIT program aims at supporting the Government of Pakistan in the following areas:

1. Enhance revenue mobilization capabilities and help raise the tax/GDP ratio by increasing the number of taxpayers. 

2. Address the investment climate constraints faced by local and international businesses and support Pakistan in moving towards being one of the top reformer countries to do business in creating ease for businesses.

3. Facilitate trade and drive competitiveness by reducing barriers to trade and reducing Pakistan’s trade deficit by helping increase exports. 

4. Modernize formulation and implementation of macroeconomic policy to avoid future financial crises.

As part of its Revenue Mobilization Workstream, REMIT is collaborating with the Federal Board of Revenue (FBR) to enhance operational efficiency through digital transformation. This assignment focuses on enhancing FBR’s capacity to manage its HR through modern, AI driven Human Resource Management System.

1. Task Background

FBR has been using a legacy Human Resource Information System (HRIS) since 2008 which was indigenously developed. It does perform several functions from maintaining employee profiles to some employee management but lacks modern features required to have a holistic view of the department’s workforce and management at HQ and field level. Due to an old structure and an outdated interface, many people don’t use it. Similarly, field offices don’t have access to various functionalities of the system. Now that FBR is undertaking a series of reforms to strengthen its operational capacity and mobilize revenues, one key step is building a next-generation human resource management system. FBR expects it to be an enterprise-grade platform that improves workforce planning, increases transparency, and gives a complete view of staff across Inland Revenue and Customs.

Supported REMIT Programme, this initiative is going to be a major milestone in modernising FBR’s internal systems and building human resource capacity. It aims for the adoption of international good practices calibrated for Pakistan’s context. HRMS 2.0 will be guided by clear principles: standardised processes, user-centred design, and open standards. It will streamline HR workflows, apply policies consistently, and align skills with organisational priorities. Delivery will be phased. The work will cover process mapping, system design, a pilot, and then full rollout, all under strong governance. The platform will use secure, open-source technologies and comply with Pakistan’s data protection and cybersecurity frameworks. With this investment, FBR is positioning itself as a public-sector leader in human capital management.

2. Objectives of the Assignment 

The Objectives of the assignment are asfollows:

• Replace the 2008 HRIS with an enterprise-grade HRMS 2.0 that provides a single, 360-degree view and e-services for all IRS and PCS staff.

• Standardize and automate core HR processes (establishment, postings/transfers, PER, leave, L&D, disciplinary, assets declaration, separations) across HQ, directorates and field formations.

• Deliver clean, reconciled data by migrating the legacy HRIS and integrating payroll, GPF, and loans ledgers as systems-of-record, with measurable data-quality targets.

• Enable data-driven workforce planning and transparency through role-based dashboards and reports (promotion eligibility, retirement projections, tenure exposure, gender parity, preference index).

• Provide secure, interoperable architecture with REST APIs, Keycloak-class SSO/MFA, SCIM 2.0 provisioning, audit trails, and compliance with Pakistan’s cyber and data-protection frameworks adopted by Federal Board of Revenue. 

• Meet non-functional SLAs: ≥99.5% monthly uptime, p95 ≤2s for standard transactions, RTO ≤4h, RPO ≤15m, WCAG 2.1 AA.

• Integrate with the envisaged LMS for IRS and Customs Academies and support SCORM/xAPI where relevant to HR processes.

• Integrated with FBR’s internal systems including IRIS, WeBoc 

• Achieve high adoption via ESS/MSS for employees and managers, with change management, SOPs, ToT, and a capacity-building plan that enablesFBR to operate and evolve the system.

• Deliver through a phased plan—process mapping, design, pilot, nationwide rollout—with clear acceptance criteria and QA/UAT gates.

• Ensure sustainability: open-source stack preference, full documentation, ICDs, security artifacts (DPIA), and post-go-live one year support with defined SLAs

2. Broader Scope of Work 

The broader scope of the work includes the following: 

• Organizational Management 

• Org units, hierarchy view, drag‑drop, salary scales history, jobs/positions, external orgs, establishment stats

• Personnel Information Management

• competencies, weights, self‑appraisal, periodic appraisals, SMART objectives, grouping, history, HiPo, promotion candidates, development needs, training records

• Employment Lifecycle Records —periods, types, probation/confirmation, payroll frequency/methods, assets, dependents/beneficiaries, disciplinary, role history with main/acting).

• vacancy workflow, applicant portal, ATS, notifications, interview scoring, vacancy-to-fill KPIs, onboarding checklist, interview scheduling

• Recruitment and Onboarding 

• Employment Information 

• Talent Management 

• Performance Appraisal, 

• Training and Development, 

• Succession Planning 

• Exit Management Process 

• Payroll and Compensation Integration 

• Time Attendance Management 

• Welfare Management

• Leave Management 

• Post Retirement Management

• Self Service Reports

• Data Visualizations

• AI-enabled Digital Assistance  

• Android/IOS Mobile App

The areas defined above and the listed requirements below are not exhaustive - it is expected that the selected vendor will conduct the appropriate detailed requirements analysis on areas identified hereunder. Vendors are encouraged in their proposal to include any additional requirements and/or specifications not listed.

1. Functional Specifications/ Requirements 

There are basically two major parts of re-designing/ development Human Resource Management System for Federal Board of Revenue, which is as under:

1. General Requirements

1. The system shall have start and end dates validations and shall track start dates and end dates for all important data such as account changes data, role movement, employment period, salary changes, business rules, Tax rules, medical/life insurance rules, Leave rules, leave passage rules.

2. All critical changes must be approved. In some cases, there are multiple levels of approvals thus the system shall provide multi-level approval workflows.

3. System shall be able to track 'Sent To' Identification, for all emails sent to employees and their supervisors

4. The System shall be able to upload any document for an employee to the processes that require supporting documents.

5. The system shall have the functionality to undo any incorrect transaction done with the relevant controls in place.

6. The system shall have proper validations on all of its processes.

7. The system shall be able to send alerts and notifications to individuals wherever necessary on the web applications as well as on the mobile apps.

8. The system shall provide for proper analysis and reporting using graphs, built-in reporting tools or any other analytical tools. The creation of new reports should be easily deployed within the application.

9. The system shall have proper role management and access controls to data and/or various system modules, organization/department/work unit.

10. HR reports shall be sensibly parameterized and displayed the selected parameters on all reports.

11. Descisions of Board-in- Council: Built in all descisions of the board (currently available in soft copies) onto the System

12. The system shall provide audit trails for any changes made to any data.

13. The system shall allow for data to be transferred to other third-party applications.

14. The vendor shall facilitate the migration of current and historical data for all persons personal data and all recorded activities over the life cycle of an employee from the previous software to the new system.

15. The system shall be able to facilitate the changes in configuration to give effect to policy, rates and other changes that may occur within an organization from time to time.

16. The system shall facilitate these categories of reports for all modules and key functions within the system; Productivity, Audit, Control, and Management.

17. The supplier must facilitate a separate environment for FBR to conduct acceptance testing of new features and potential changes. In addition, another environment must be set up for FBR to use for organizational training.

2. Employee Module (Officers/ Staff Login):
   
   

1. HRIS core data: Entry form (new employees’ registration), Search Employees (By name, ID, designation, department), update employee record, generate & print profiles, dispositions and reports, automatic alerts on completion of service periods (suspension, leave, retirement, etc.).  

2. Human Capital: Employee address & contact information, posting transfer detail, job nature & work experience history, employees profile with PERs and status of declaration of assets. 

3. Sanction Working Position: Sanctioned position details by designation, BPS and office, sanction vs working summary (BS-wise). Retirement reports, pending charge relinquishment / assumption tracking.  

4. Online facilities: receipt tracking (e.g. leave applications, NOC management), charge relinquished and assumption reports, PERS & assets declaration submission, online grievance application and grievance status tracking. 

5. Hiring detail: Employee record, agreement and contract status, payments and vendor detail, current status. 

6. PERs: Entry and management of PERS, employees dashboard (Self and supervisor), reporting officer & countersigning officer dashboards. 

7. Information / Confirmation/ Alert: transfer / posting, promotion & retirement, training schedules, change of address, phone any other detail. 

8. Training Management:- STP Training, STI Training and others training and professional Development programme.

9. Handing Over Note: Facility to develop handing over note for a successor which is viewable to top management and the person who resumes charge of a post There may be compulsory fields in the Handing Over Note.

10. Grievance Redressal: A mechanism for grievance submission and grievance redressal. 

3. Employer Module for Various Management Sections (IRS) 

4. Employer Module for Various Management Sections (PCS) 

5. Reporting Modules Requirements for Management Chief (IRS & PCS) & Management Sections for IRS & PCS

1. Postings/ Transfer Module: The new HRMS system shall have the capability to automatically generate Postings/Transfer order based on a wide range of parameters which includes the service length, tenure served at a station, sector in which the officer was working linked with grading system for a smooth shuffling around all field formation. Pertinent to mention, the system shall record the existing sanctioned strength of all field formations including FBR to avoid any anomalies that may arise due to postings or transfer. 

2. Transfer/Posting Policy: The system shall be able to take input on various parameters regarding design of a transfer posting policy, which shall be tenure based. It shall have the capability to enable the higher management to manage the existing and new pool of officers to develop sector specialists in each formations and areas of both IRS and PCS.

3. Sanctioned/Working Strength of Field Formations and FBR (HQ): The system shall record the existing sanctioned and working strength, and be able to generate multiple reports based on pay scale (Basic Pay Scale), city or field office wise.

4. Gender Parity : The system shall be able to generate a report based on gender and their service log, based on stations served, and on domicile as well.

5. Employee Retention Ratio: The system shall be able to maintain separate log and record of officers who have resigned from service. 

6. Deputation Module: The system shall have the capability to generate a detail report of officers who are on deputation or remained on deputation during their service along with the length of deputation.

7. Leave Record of Officers/officials: The system shall be able to generate report of all officers who are availing leave or on leave along with the details of leave and its type and number of days as per the leave admissibility rules. 

8. PER Module: The system shall automatically pick and assign the signing and countersigning authority of Performance Evaluation reports of officers/officials of all field formations including the FBR (HQ), to effectively remove the anomalies of who was the signing authority and countersigning authority of an officer/official during his period of posting. This will help strengthen the ERM section and bring more accuracy to the service. The system shall be intelligent enough to clearly identify where the PERs of an officer/official is pending and with whom, whether the officer has himself initiated his PER and is lying pending for signature in which office and with which authority.

9. Data of Officer to be Promoted: The system shall identify by each grade (pay scale) the list of officers, who are in promotion zone, and whose reports from all corners are clear. The system shall link all the previous peer rating of the officers/officials to have a fair idea of their strength and integrity.

10. Disciplinary Proceedings Module: The system shall be capable enough to generate grade wise (pay scale) list of all officers and officials against whom any disciplinary proceedings are initiated or completed. It shall identify the names of authorities, inquiry officers and all the record related to the disciplinary proceedings shall be made available in soft form. The system shall be capable enough to record the proceedings and enable the inquiry officer to upload reports related to any such proceedings.

11. Data Reports of Retiring Officers: The system shall indicate the officers/officials retiring in the coming three to six months, and shall indicate clearly to the management, to make necessary another officer to lead that field formations with least human intervention based on its linkage with the area of expertise of the officers/officials based on his career postings and jurisdictional data. The system shall use advance technique to identify and indicate the list of possible replacements itself based on past track record of the officers and unit worked.

12. Reporting based on Skills, Qualification and Experience: The system shall be capable enough to generate list of sector specialists with their years of work in that sector. The system shall clearly reflect a required qualification or experience of an officer.

13. Officer Preference Index: The system shall have the capacity to generate a Preference Index Survey for the officers biannually to record facts as to how officers want to progress and shape their future service by indicating area of interest and specialization.

14. Wed-Lock Policy: The system shall have the capacity to indicate if both the spouse and husband are in service, by following the wed-lock policy as far as their tenure-based postings is concerned. 

15. Report on Eligible officers for future Trainings: The system shall generate the list of eligible officers for the mandatory trainings (MCMC/SMC/NMC) automatically who falls in the list of seniority. 

6. Surveys

• HRMS does contain the functionality of  conducting of basic survey among work force identified by FBR

7. AI Features in the HRMS

HRMS will have its own AI-enabled digital assistant/interface build using open source LLM which will perform following functions: 

:

• Employee Traits & Fitness: Pattern recognition from past performance reviews, attendance, and training history to highlight high-potential staff or early indicators of disengagement. 

• Training Needs Analysis: AI will match skills gaps with available training courses, recommend learning paths, and forecast workforce capability by grade, function, and region.

• Posting & Transfer Proposals: AI will generate data-driven recommendations for postings and transfers based on tenure rules, workload balancing, declared conflicts of interest, and succession planning requirements. 

• Workforce Forecasting: Predict retirements, attrition, and future skills shortages using trend analysis and simulate staffing scenarios to support long-term HR planning.

• Flag Anomalies: Automated anomaly detection to flag payroll inconsistencies (ghost employees, duplicate claims, prolonged deputations).

• Deviations: Alerts on policy deviations such as overstay in a post, repeated leave without approval, or unbalanced rotations. 

8. Android/ IOS APP of HRMS 

• HRMS portal will be accessible to all employees of FBR through Android/IOS app to perform employee related functions/ or view information. 

• The app shall support iOS and Android current + two prior OS versions.

• The app shall provide biometric login and MFA (OS biometrics + OTP or authenticator).

• The app shall enforce device binding and remote logout on admin command.

• The app shall encrypt all local data at rest and purge on logout or idle timeout.

• The app shall detect rooted/jailbroken devices and block access per policy.

• The app shall offer low-bandwidth mode with deferred sync and compressed payloads.

• The app shall operate offline for forms and queue transactions for later sync.

• The app shall deliver push notifications for approvals, tasks, alerts, and policy circulars. 

• The app shall provide ESS: leave apply, balances, status, roster view. 

• The app shall provide ESS: payslip view and tax certificate download. 

• The app shall provide ESS: profile view/edit with document upload via camera or file. 

• The app shall provide MSS: approve/reject leave, overtime, timesheets with comments. 

• The app shall provide attendance: view daily punches, weekly/monthly summaries, exceptions. 

• The app shall support geo-fenced check-in/out and selfie verification where enabled by policy. (configurable)

• The app shall allow overtime submission and approval with attachment capture.

• The app shall provide travel/TA/DA claims with GPS stamp and receipt scan.

• The app shall show assignment, posting, and acting-charge history. 

• The app shall expose training catalog, enrollments, micro-learning, and quiz attempts. 

• The app shall enable performance tasks: self-appraisal, manager ratings, SMART objectives.

• The app shall provide HR helpdesk ticketing with SLA status and FAQs.

• The app shall publish policy library and circulars with search and bookmark.

• The app shall respect privacy by making location and camera capture policy-driven and consented.

• The app shall expose manager dashboards: team headcount, leave, attendance, pending actions.

• The app shall include in-app announcements and emergency broadcast.

• The app shall support document scanning with auto-crop and OCR for forms.

• The app shall expose API parity for all mobile transactions for audit and reporting.

• The app shall pass OWASP MASVS baseline and annual mobile penetration testing.

• The app shall provide accessibility features per WCAG 2.2 mobile guidance.

2. System Access Levels

1. Administrative Access

The system shall provide three levels of access as mentioned below:

2. User Access

Each employee or such person engaged by FBR on contractual basis shall have user access to see their information or carry out such tasks as allowed by FBR. 

3.  Functional Domains:

• Establishment & Position Management: Sanctioned strength, vacancies, hierarchies, organograms.

• Core HR (e-Service Book): A 360-degree digital profile including personal data, qualifications, posting history, promotions, tenure, and competencies.

• Record Completeness Meter: Provide an e-dossier completeness meter against mandatory documents by BS/cadre and auto-alerts for missing items

• Compensation & Benefits (Payroll Integration): Display basic pay, allowances, monthly pay-slip history, and deduction breakdowns in ESS/MSS; reconcile with the Government payroll system as system-of-record.

• GPF & Loans/Advances: Integrate with GPF and loans ledgers to show balances (with/without interest), eligibility, disbursements, and recovery schedules; provide calculators and statements in ESS

• Seniority & Cadre Management: Maintain cadre-wise seniority lists with versioned audit trails; compute and expose current seniority position; parameterize promotion eligibility rules by cadre/service regulations.

• Recruitment & Onboarding: Requisitions, selection, joining, and e-dossier creation.

• Postings, Transfers & Tenure: Automated workflows, tenure alerts, and territorial exposure mapping.

• Establishment & Position Management: Track temporary and additional charge/acting assignments with effective dates, overlaps, and conflict checks; surface dashboards and alerts for over-tenure/dual charge

• Treat deputation/attachment as explicit posting types with duration caps, audit trail, and filters in tenure analytics

• Performance Management: Digitization of PER/ACR cycle, including objective setting, reviews, and moderation.

• Learning & Development: Training needs analysis, course catalogues (IRS & Customs Academies), nominations, and CPD credits tracking, integrated with the envisioned LMS for academies.

• Leave & Time Management: Online leave application/approval with real-time balance tracking.

• Separations & Exit Management: Process resignations, superannuation, medical retirements, and other exits; produce headcount movement and attrition KPIs

• Disciplinary & Grievance: Confidential case management and workflow tracking.

• Performance & Integrity Management: Employee performance evaluation and integrity case oversight.

• Assets Declaration & Compliance: Maintain periodized assets-declaration register; integrate with declaration portals where available; flag pending periods and generate reminders and compliance reports.

• Succession & Talent Management: Identification of critical roles and talent pools.

• Analytics & Dashboards: Configurable KPIs and dashboards on skills, postings, diversity, etc. Include promotion-eligibility lists (rule-based), retirement projections by month/BS, tenure-overstay flags, 12-month resignations/exit trends, most/least common skills, and role-based candidate rankings for postings

• Self-Service Portals (ESS/MSS): Secure portals for employees and managers. Expose retirement date/years-left calculators; assets-declaration status; PER status and RO/CSO history; payroll, deductions, GPF and loans/advances balances; training due/available with self-nomination

• Welfare Management: Functionality to record and monitor mandatory annual health check-ups of officers and manage reimbursements of medical expenses (e.g., hospital bills, diagnostics)

• Pension & Post-Retirement Services: Enable retired officers to securely access the HRMS for viewing their pension threshold, payment details, and history. The module should also allow them to upload any required documentation, track submission status, and receive system-generated alerts for pending actions.

4. Non-Functional Requirements (NFRs):

• Security & Privacy: Compliance with Pakistan’s National Cyber Security Policy 2021 and draft PDPL. Must include Role/Attribute-Based Access Control (RBAC/ABAC), encryption at-rest (AES-256) and in-transit (TLS 1.2+), and tamper-evident audit logs integrated with a SIEM. A Data Protection Impact Assessment (DPIA) is required. Also compliant with FBR’s data governance framework. 

• Identity & Access Management (IAM): Single Sign-On (SSO) via OIDC/SAML2, Multi-Factor Authentication (MFA), and automated user provisioning via SCIM 2.0, preferably using a solution like Keycloak.

• Interoperability: A secure, REST/JSON API layer for bi-directional exchange. Adherence to HR Open Standards (HR-XML/JSON) where applicable. Define Payroll, GPF, and Loans ledgers as systems-of-record; deliver Interface Control Documents (ICDs) and reconciliation procedures for these integrations

• Availability & Performance: ≥99.5% monthly uptime. Response time p95 ≤ 2 seconds for standard transactions. Horizontally scalable architecture. RTO ≤ 4 hours, RPO ≤ 15 minutes.

• Accessibility & UX: Bilingual (English/Urdu) interface, WCAG 2.1 AA compliant, and responsive design for web and mobile.

• Data Migration & Quality: Includes cleansing, de-duplication against NADRA data, and reconciliation and migration of the 2008 HRIS data.

• Rendering third party security assessment of the system. 

3. Deliverables 

The deliverables expected during the course of the project implementation include, but are not limited to:- 

• Project implementation plan. 

• Completed FBR HRMS Requirements Specifications as per this document and based on engagements with key stakeholders in FBR

• Excel document periodic progress reports. 

• Design/ Wireframes of the System 

• Digitisation of all records in Management Wing (existing in hard copies)

• Implemented solution in the production environment as well as the testing and training environments. 

• Standard reports as stipulated by FBR that would cover every day operational needs and strategic analysis and planning. 

• A facility that will allow FBR to generate adhoc and other reports without requiring external help or permission. 

• Third part security assessment of the system

• User/help manuals and videos. 

• Technical documentation. 

• Pre-implementation technical and functional training for FBR project team, 

• End user change manage sessions and training materials. 

• One year support and maintenance post deployment.

4. Requisite Qualifications & Experience 

1. Mandatory qualifications

• Legal and eligibility: Registered entity, tax- compliant, not debarred; disclosure of any government ownership.

• Scale and relevance: ≥2 end-to-end HRMS implementations of ≥10,000 users each, at least one in a public-sector or regulated environment.

• Domain expertise: Cadre/seniority management, PER/ACR workflows, postings/transfers, deputation, leave, disciplinary cases, assets-declaration, separations, and LMS linkage.

• Data migration: Proven migration from legacy HRIS, data cleansing and de-duplication, reconciliation to payroll/GPF/loans ledgers; audit trails.

• Security and privacy: ISO/IEC 27001 certified (organization or project scope). Secure SDLC, vulnerability management, SIEM integration, encryption at rest and in transit, RBAC/ABAC, DPIA experience. Compliance with Pakistan’s National Cyber Security Policy 2021 and draft PDPL.

• IAM and SSO: OIDC/SAML2 SSO, MFA, SCIM 2.0 provisioning; experience with Keycloak-class solutions.

• Interoperability: REST/JSON APIs, HR Open Standards (HR-XML/JSON) where applicable; delivery of Interface Control Documents and reconciliation procedures.

• Performance and availability: Ability to meet ≥99.5% monthly uptime, p95 ≤2s, RTO ≤4h, RPO ≤15m; documented monitoring and DR runbooks.

• Accessibility and UX: WCAG 2.1 AA compliance; bilingual English/Urdu; responsive web.

• Delivery capability: Agile delivery with DevSecOps, CI/CD, automated testing, UAT management, change management, ToT, and post-go-live support with SLAs.

• Team composition (named key staff): Project Manager (PMP/PRINCE2), HR Functional Lead with public-sector HR experience, Solution Architect, Security Architect, IAM Engineer, Data Migration Lead, Integration/API Lead, UX Lead, QA/Test Lead, DevOps Engineer, Change/Training Lead, Urdu localization specialist.

• Financial capacity: Average annual turnover commensurate with project size, ability to furnish performance security, positive audited statements for last 3 years.

• References: ≥3 client references for comparable HRMS scope, with contact details and go-live dates.

2. Preferred qualifications

• Prior Pakistan or foriegn government HRMS delivery; familiarity with FBR systems

• Certifications: ISO 9001, CMMI-DEV/3+, SOC 2 Type II; OWASP SAMM maturity evidence.

• Open-source stack proficiency: Kubernetes, containerized microservices, PostgreSQL, Keycloak, ELK/OpenSearch, Prometheus/Grafana.

• Advanced analytics: BI dashboards, rule engines for promotion eligibility, tenure exposure, and retirement projections.

• Local presence: Islamabad/Lahore delivery footprint for on-site discovery, UAT, and training.

3. Instructions to Bidders

• Bidders should examine all Instructions, Terms and Conditions as given in the RFP. 

• Failure to furnish information required in the RFP or submission of Bids not substantially responsive or viable in every respect will be at the Bidder’s risk and may result in rejection of the bids. 

• Bidders should strictly submit the Bid as specified in the RFP, failing which the bids will be held as non-responsive and will be rejected. 

• Bidders should participate in the following schedule of procurement milestones (physically or online)

Schedule of Procurement Milestones

The final Bids shall compromise a single package containing two folders: 

1. Technical Proposal  

2. Financial Proposal 

Bidders should send soft copies of the Technical and Financial Proposal to the following address: 

Soft copies to be sent to: [email protected]

Proposal Weightings 

1. Technical Proposal  

2. Financial Proposal 

Prospective firms must be legally registered under the laws of the country in which they are organized and possess all licenses, permits and government approvals necessary for performance of the work. 

4. Proposal Terms

1. Prospective Firms’ Understanding of the Solicitation

Prospective contractors are responsible for understanding the solicitation in its entirety and each of its elements and should make inquiries to ASI as necessary to ensure such understanding. ASI reserves the right to disqualify any prospective vendor that it determines, at its sole discretion, does not understand the solicitation or any of its elements. Such disqualification shall be at no fault, cost, or liability whatsoever to ASI.

5. Information from ASI

All information provided by ASI in this solicitation is subject to change at any time. ASI makes no certification as to the accuracy of any item and is not responsible or liable for any use of or reliance on the information or for any claims asserted therefrom.

6. Communication

All communications related to the RFP must be in writing to the above-mentioned point of contact. Verbal communication shall not be effective unless formally confirmed in writing by the procurement official listed in a sealed envelope to our designated location in Lahore.

1. Formal Communications shall include, but are not limited to the following:

• Questions concerning this solicitation must be submitted in writing to the contact person mentioned above. 

• Errors and omissions in this solicitation, as well as enhancements. Prospective firms should notify ASI of any discrepancies, errors, or omissions that may exist within this solicitation. Prospective vendors should recommend to ASI any enhancements to the work described in the solicitation which might be in ASI’ best interests.

• Inquiries about technical interpretations must be directly asked from contact person (Alexander Harris).

2. Addenda: ASI will make a good-faith effort to provide a written response to the questions or requests for clarifications in the form of written responses or addenda in accordance with the Schedule of Events.

3. Posting Online: Copy of this solicitation, will be available online at:  www.BrightSpyre.com.

2. Non-Disclosure Agreement

The prospective firms shall be required to enter into a non-disclosure agreement after award.

7. No Collusion

Collusion is strictly prohibited. Collusion is defined as an agreement or compact, written or oral, between two or more parties with the goal of limiting fair and open competition by deceiving, misleading, or defrauding a third party.

8. Companies Owned or Controlled by Government

The prospective vendor must disclose in writing with its Response if a government, its agents, or agencies, have an ownership or managerial interest in the company. Failure to disclose government ownership of managerial interest in the company will result in the prospective contractor’s offer being removed from consideration.

9. Subcontracting

The prospective contractor must disclose in writing with its Response any subcontracting that will take place under an award. Failure to disclose subcontracting relationships will result in the prospective contractor’s offer being removed from consideration. (if permitted by the solicitation)

5. Costs

The solicitation does not oblige ASI to pay for any costs, of any kind whatsoever, which may be incurred by a prospective contractor/vendor or third parties, in connection with the Response.

6. Intellectual Property

Prospective vendors may not use any intellectual property of ASI including, but not limited to, all logos, trademarks, or trade names of ASI, at any time without the prior written approval of ASI.

7. Prospective Contractors’ Responses

All accepted Responses shall become the property of ASI and will not be returned.

8. Partial Awarding

ASI reserves the right to accept all or part of the Response when awarding a contract.

9. No Liability

ASI reserves the right to accept or reject any Response or to stop the procurement process at any time, without assigning any reason or liability. ASI shall not be liable to any prospective contractor, person, or entity for any losses, expenses, costs, claims, or damages of any kind.