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4.3 Review job evaluation scores and identify the classification of positions. <br />4.4 Schedule and conduct additional follow-up with employees for jobs where uncertainty exists over data <br />obtained from job evaluation. <br />4.5 Develop preliminary recommendations for the classification structure and discuss with the CPM. The <br />classification system designed at this point would be based solely on internal equity relationships and <br />would be guuded by the job evaluation scores for each classification. Essentially, a structure of <br />classifications would be established, and classifications with similar scoring world be grouped and <br />spacing between jobs would be determined. <br />4.6 Develop recommendations of FLSA (exemption) status and minimum qualifications based on results of <br />the job evaluation QAT) review and federal requirements. <br />4.7 Review recommendations with the CPM. <br />KEY PROJECT MILESTONES: Job evaluation scores by class, recommended classification changes; <br />recommended FLSA status; and preliminary job structure based on internal equity <br />Task 5.0: Identify List of Market Survey Benchmarks and Approved List of Tarliets <br />TASK GOALS: Reach an appropriate number and identify the proper benchmark positions for the external <br />labor market assessment of salary and benefits; and identify and develop a comprehensive list of targets for <br />conducting a successful external labor market assessment of salary and benefits. <br />TASK ACTIVITIES <br />5.1 Identify, from the initial review, a list of classifications (benchmarks) to include in the labor market <br />survey. Note: Evergreen will work with the CPM to identify up to 250 classifications to use as <br />benchmarks for the salary and benefits survey. <br />5.2 Finalize the list of positions with the CPM. <br />5.3 Develop a preliminary list of organizations for the external labor market survey of salary and benefits, <br />placing a comparative emphasis on characteristics such as: size of the organization; geographic <br />proximity to the Santa Ana area; economic and budget characteristics; and other demographic data. <br />5.4 For each employee group review with the CPM peer organizations to use as targets for the salary <br />and benefits survey. Note: Evergreen will work with the CPM to select up to 20 targets for the salary <br />and benefits survey. <br />5.5 Develop a system for use of secondary data including potential sources and weighting of secondary <br />data, if necessary. <br />5.6 Review survey methodology with the CPM and refine survey methodology prior to distribution of <br />surveys. <br />5.7 After approval of survey methodology, develop contact list of peer organizations and notify peers of <br />impending surveys. <br />`1 F-f Ez+ergree�� So��itioris. LLC <br />Page i5 <br />