25B - AGMT CASA COMP STUDY - Laserfiche WebLink

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Proposal to the City of Santa Ana /confidential Association of Santa Ana Compensation Study Action Points, Timeframes, and Assigned Responsibiiities Compensation Study Work Plan The compensation work plan outlined in this section is intended to define all tasks within a comprehensive total compensation study from labor market selection to final reports, and the types of deliverables associated with the task. Task 2 — Review the City and CASWs Background Materials. Upon contract execution, CPS HR will request background Information from the City and CASA to ensure the project manager and the project team is prepared for the initial meeting. Typical material requests for compensation studies include salary schedules, benefits summaries, compensation policies and procedures, classification specifications, MOUS, and any other documents relevant to the study. With much of the Information available online, CPS HR will only request information that is not readily available. In addition, most of the information will have been provided during the classification study. The CPS HR project Manager will coordinate activities through and report to City and CASA management and other designated key stakeholders, Task 2 — Initial Project Meeting/Labor Market Agency and Benchmark Selection, The CPS HR Project Manager will meet with City and CASA management and designated key stakeholders to discuss the City and CASA's compensation philosophy and practices, study methodologies, deliverables, timelines, communication, and data collection methods. The proposal for this compensation study assumes that a maximum of 53 benchmark classifications will be surveyed within an identified labor market of no more than eight (8) Orange County cities with the largest populations. Additionally, the CPS HR Project Manager will be available to conduct a workshop with key stakeholders to discuss the following elements of compensation policy if so desired. Our project consultants are all located In Southern California and have a unique understanding of the surrounding cities and agencies. CPS HR will discuss and assess the current employment population and demographics to refine the market list (e.g., where do most current employees reside, what employers attract your employees, etc.). CPS HR does not simply recommend the most comparable agency based on size and services, but those that are competitive In determining the market on both the high and low end and In attracting talent, These agencies may differ between sworn and miscellaneous staff. K Additional topics include: a Labor market position (Le., median, mean, or other percentile) ® Benchmark classifications to be selected based on the following criteria: (I) They should be classifications for which counterparts can readily be found In surveyed aaim Page 120 MMW�C:PS HR CONSULTING 2513-32