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Proposal to the City of Santa Ana <br />Proposal to Provide a Management Compensation Study <br />responsibilities, the nature and level of work performed and the minimum qualifications to <br />determine whether the classification is comparable enough to be utilized as a match. The <br />methodology recognizes slight differences in duties assigned to matches from other labor market <br />agencies, which do not impact the type, nature and level of work performed. Matches should not <br />be so broad that they include classifications performing dissimilar work, or work done at a higher <br />or lower level but they also should not be so narrow that they exclude matches doing comparable <br />work, albeit with slight differences in work that do not change the level and nature of work. <br />Task 5 — Design and Develop Data Spreadsheets. CPS HR will develop an individual data sheet for <br />each surveyed classification that presents the comparable classification used in each agency with <br />the relevant data associated with that classification, such as the salary range minimum and <br />maximum. The labor market data analyses will be conducted based upon labor market position <br />affirmed within the City's compensation philosophy, i.e., labor market median, mean or another <br />percentile. A data sheet will be prepared for each benchmark survey classification. Each <br />comparable match for each benchmark classification is reported in the relevant data sheet for full <br />disclosure and review by others. We find this level of transparency in matching provides for a <br />better understanding and acceptance of study results. <br />Task 6 — Conduct Benefits Analysis. The benefits data submitted from the labor market agencies <br />will be incorporated into the base salary data sheets to provide a total compensation analysis. <br />This quantitative analysis of program costs will provide the City with an understanding of how the <br />study classes compare against their market when the costs of benefits programs are taken into <br />consideration. Within these data sheets [sample of which is presented in Appendix A], four <br />different analyses can be conducted based on how our clients wish to view the data: <br />■ An analysis of where the benchmark classification falls within the labor market for base salary <br />■ An analysis of where the benchmark classification falls within the labor market when the <br />cost of cash add -ons is taken into consideration (total cash) <br />■ An analysis of where the benchmark classification falls within the labor market when the <br />cost of cash add -ons and health programs are taken into consideration <br />■ An analysis of where the benchmark classification falls within the labor market when the <br />cost of cash add -ons, health program costs and retirement contributions are taken into <br />consideration (total compensation) <br />While CPS HR generally reports total compensation in the format described above, other analyses <br />can be conducted based on the City's specific needs. <br />Task 7 — Prepare Draft Total Compensation Report. The Project Team will develop a Draft <br />Compensation Report detailing the results of the labor market survey. This draft report will <br />comprise the following: <br />CPS HR`CONSULTING Page 13 <br />