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Proposal to the City of Santa Anal Confiden tialAssoclation of Santa Ana <br />Compensation Study <br />employers so that sufficient compensation data can be gathered. Classifications <br />which have a large number of comparables from other agencies are generally <br />selected as benchmark classifications; and (Ii) Benchmark classifications should <br />have significant relationships to other classifications in their occupational group. <br />This ensures that theywill make good reference points In relating and establishing <br />salaries for other classifications within their occupational groups. <br />Elements of total compensation to be surveyed <br />Using the selection criteria, the CPS HR project team will conduct research on potential labor <br />market agencies and will provide the City and CASA with recommendations concerning the <br />survey agencies and benchmark classifications to be used in the study. The budget for this <br />proposal assumes that no more than 53 benchmark classificationswlll be surveyed within a labor <br />market of no more than 8 orange County cities with the largest populations. <br />Task 3 — Design, Develop, and Distribute the Survey Instrument, The GPS HR project team will <br />develop a comprehensive survey instrument to ensure the effective collection of compensation <br />data from each of the survey agencies, The survey Instrument will include a brief description of <br />each of the survey classifications with a request for the minimum and maximum monthly salary <br />for each. For total compensation studies, the survey will also include sections to collect <br />applicable benefits data, CPS HR's: survey Instrument is designed to be completed electronically <br />or, if need be, in hard copy. <br />For a total compensation study, the following elements of total compensation and the benefits <br />practices outlined below are often collected: <br />■ Cash add-ons premium pays such as: (1) Longevity pay; (ii) Deferred compensation; (iii) <br />Agency contribution to medical, dental and vision programs; and (iv) Agency <br />contributions to defined -benefit retirement programs and Social Security practices. <br />■ Paid time off practices such as: (I) Holiday leave; (11) Vacation and sick leave; (iii) <br />Administrative leave; and cash pay outs for sick and vacation leave. <br />Task 4 — Review, Analyze, and Validate Labor Market Survey Data, To ensure the City and CASA <br />receives the most accurate data for its studies, CPS HR will not solely rely on the completed <br />surveys received from the labor market agencies without checking the validity of the <br />submissions. Thus, in conjunction with the survey instrument received from each labor market <br />agency, the project team will review any additional survey agency background materials such as <br />copies of classification specifications, organization charts, staffing information, and other useful <br />materials to substantiate the accuracy of the comparability of the matches, it is critical that the <br />project team review such documents since titles alone can often be misleading and should not <br />be refiled upon, CPS HR is currently collecting data for the nearby cities for studies currently <br />underway in Paramount and Commerce, <br />Further, CPS HR is committed to attaining full participation from the labor market agencies, either <br />through obtaining each agency's agreement to complete the survey, and/or bythe project team's <br />W%l <br />'CPS hjR CONSULTING Page 121 <br />