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Proposal to the City of Santa Ana <br />Proposal to Provide a Management Compensation Study <br />classifications. We then provided the City with sample classification organizational structures from <br />five similar cities to assist the Interim Department Heads and the Interim City Manager as they <br />restructured and considered the optimal mix of management and non - management classes within <br />their departments <br />For the compensation component of the study, CPS HR performed a comprehensive total <br />compensation study, which included the development of the labor market and an analysis of <br />salaries and benefits for all City benchmark classifications. <br />Our work resulted in a classification structure which was designed to meet their current and future <br />classification needs, and comprehensive data analysis from which they could make informed <br />decisions on their pay strategy. . Our study reports and findings, which were presented to City <br />Council and members of the public in open session, were placed on the City's website to ensure <br />process transparency and access to these important documents. <br />We received very positive feedback on the quality and professionalism of our deliverables. <br />6. City of Burbank, California <br />CPS HR worked with the City of Burbank on a multi- faceted project involving (i) a review of its <br />existing compensation structure and design; (ii) the development of a total rewards strategy and <br />philosophy; and (iii) an evaluation of the City's Pay for Performance system. CPS HR continues to <br />work with the City as they evaluate study recommendations. <br />We developed two comprehensive surveys - one that captured information regarding <br />compensation, benefits, staffing levels, and general pay practices and another that captured best <br />practices information regarding utility operations /service delivery in a broad range of areas, <br />including current demands and challenges. These surveys were distributed to other public and <br />private utilities in the client's identified labor market. We also conducted orientation sessions <br />with employees, site visits, and interviews with management and line staff to ensure a full <br />understanding of the client's accomplishments, concerns, and challenges. Finally, CPS HR collected <br />and analyzed data regarding the client's turnover and employee demographics. <br />From review and analysis of the survey responses and the information collected within the client's <br />organization, CPS HR provided reports. One report provided a comprehensive analysis of the <br />client's operations and staffing structure, summarized information collected from the surveyed <br />utilities, identified strengths /weaknesses /challenges, and provided recommendations for <br />continuation of current practices and changes for improvement, as well as, recommendations for <br />succession planning to prepare for anticipated turnover. The second report provided the results of <br />the total compensation analysis, with specific comparison of base pay, additional compensation, <br />benefits, and other pay practices such as apprentice programs and planned overtime. The total <br />compensation report enabled the client to determine their current competitive standing in the labor <br />market and identify needed adjustments. <br />CPS HR CONSULTING Page 111 <br />