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Proposal to the City of Santa Ana <br />Proposal to Provide a Management Compensation Study <br />■ A review and analysis of its operations and staffing levels and provide recommendations <br />for improvement. <br />■ An analysis of the current workforce and provide recommendations for succession planning <br />■ An agency -wide total compensation study. <br />To accomplish these tasks in the most cost effective way, CPS HR Consulting developed two <br />comprehensive surveys - one that captured information regarding compensation, benefits, staffing <br />levels, and general pay practices and another that captured best practices information <br />regarding utility operations /service delivery in a broad range of areas, including current demands <br />and challenges. These surveys were distributed to other public and private utilities in the client's <br />identified labor market. CPS HR also conducted orientation sessions with employees, site visits, and <br />interviews with management and line staff to ensure a full understanding of the client's <br />accomplishments, concerns, and challenges. Finally, CPS HR collected and analyzed data regarding <br />the client's turnover and employee demographics. From review and analysis of the survey responses <br />and the information collected within the client's organization, CPS HR provided two reports. One <br />report provided a comprehensive analysis of the client's operations and staffing structure, <br />summarized information collected from the surveyed utilities, identified <br />strengths /weaknesses /challenges, and provided recommendations for continuation of current <br />practices and changes for improvement, as well as, recommendations for succession planning to <br />prepare for anticipated turnover. The second report provided the results of the total compensation <br />analysis, with specific comparison of base pay, additional compensation, benefits, and other pay <br />practices such as apprentice programs and planned overtime. The total compensation report <br />enabled the client to determine their current competitive standing in the labor market and identify <br />needed adjustments. The project was completed on time and within budget. <br />Some Additional Project Experience <br />4. City of Sacramento, California <br />CPS HR maintains an on -going contract with the City to perform Classification and Compensation <br />work as needed. CPS HR has conducted several compensation studies, as well as numerous <br />classification review requests. <br />5. City of Bell, California <br />The Interim City Manager for the City of Bell (October, 2011) contacted us to assist them in the <br />development of a new classification and compensation structure by conducting studies in these <br />two critical human resource program areas. <br />For the classification component of the study, CPS HR developed a new classification structure for <br />the City; this structure included about 20 classifications for the 33 employees covered in the <br />study. CPS HR also prepared classification specifications written for recreation and police <br />CPS HR CONSULTING Page 110 <br />