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Proposal to the City of Santa Ana /Confidential Association of Santa Ana <br />Compensation Study <br />Action Points, Timeframes, and Assigned <br />Responsibilities <br />Compensation Study Work plan <br />The compensation work plan outlined in this section is intended to define all tasks within a <br />comprehensive total compensation study from labor market selection to final reports, and <br />the types of deliverables associated with the task. <br />Task 1— Review the City and CASA's Background Materials, Upon contract execution, CPS HR <br />will request background Information from the City and CASA to ensure the project manager and <br />the project team is prepared for the initial meeting, Typical material requests for compensation <br />studies include salary schedules, benefits summaries, compensation policies and procedures, <br />classification specifications, MOUS, and any other documents relevant to the study. With much <br />of the information available online, CPS HR will only request information that is not readily <br />available. In addition, most of the information will have been provided during the classification <br />study, The CPS HR Project Manager will coordinate activities through and report to City and CASA <br />management and other designated key stakeholders. <br />Task 2 — Initial Project Meeting/tabor Market Agency and Benchmark Selection, The CPS HR <br />Project Manager will meet with City and CASA management and designated key stakeholders to <br />discuss the City and CASA's compensation philosophy and practices, study methodologies, <br />deliverables, timelines, communication, and data collection methods. The proposal for this <br />compensation study assumes that a maximum of 93 benchmark classifications will be surveyed <br />within an identified labor market of no more than eight (8) Orange County cities with the largest <br />populations, Additionally, the CPS HR project Manager will be available to conduct a workshop <br />with key stakeholders to discuss the following elements of compensation policy if so desired, <br />Our project consultants are all located in Southern California and have a unique understanding <br />of the surrounding cities and agencies. <br />CPS HR will discuss and assess the current employment population and demographics to refine <br />the market list (e.g., where do most current employees reside, what employers attract your <br />employees, etc.), CPS HR does not simply recommend the most comparable agency based on <br />size and services, but those that are competitive in determining the market on both the high and <br />low end and in attracting talent. These agencies may differ between sworn and miscellaneous <br />staff. <br />0 Additional topi.csinclude: <br />* Labor market position (i.e., median, mean, or other percentile) <br />m Benchmark classifications to be selected based on the following criteria; (1) They <br />should be classifications for which counterparts can readily be found in surveyed <br />,.r <br />CPS HR w CONSULTING Page 120 <br />