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Proposal to the City of Santa Ana <br />Proposal to Provide a Management Compensation Study <br />instrument is designed to be completed electronically or, if need be, in hard copy. As this is a total <br />compensation study, the following elements of total compensation and benefits practices outlined <br />below are typically collected in studies of this nature: <br />Cash add -ons premium pays such as: <br />o Longevity pay <br />0 Deferred compensation <br />* Retirement pick -up practices <br />® Education incentives <br />Agency contributions to health programs: <br />Medical, dental and vision — for these three components, it is our practice to report <br />the family rate for the most commonly used plan <br />N Agency contributions to defined - benefit retirement programs and Social Security practices. <br />Paid time off practices such as: <br />* Holiday leave <br />Vacation and sick leave <br />s Long -term leave and administrative leave <br />Note: Leave practices are typically reported in table format, rather than in the total compensation <br />roll -up. <br />Task 4 — Review, Analyze and Validate Labor Market Survey Data. To ensure our clients receive <br />the most accurate data for their study, CPS HR does not solely rely on the completed surveys <br />received from the labor market agencies without checking the validity of the submission. Thus, In <br />conjunction with the survey instrument received from each labor market agency, the Project Team <br />will review any additional survey agency background materials such as copies of classification <br />specifications, organization charts, staffing information, and other useful materials to substantiate <br />the accuracy of the comparability of the matches. It is critical that the Project Team review such <br />documents since titles alone can often be misleading and should not be relied upon. Once the <br />Project Team has completed their survey analysis tasks, the Project Manager will audit the final <br />data as part of our quality review process. CPS HR has determined that this method of data <br />collection, analysis and audit provides our clients with the high quality deliverables they have <br />come to expect. <br />In order to determine whether a match from a labor market agency is comparable to the City's <br />benchmark, CPS HR utilizes a whole job analysis methodology; this commonly used methodology <br />analyzes the job as a whole, rather than by individual factors, by evaluating the core duties and <br />CPS I-iR CONSULTING Page 12 <br />Now <br />