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Exhibit A <br />PROJECT UNDERSTANDING: SUMMARY OF SERVICES <br />PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPQ proposes the following; program of <br />consulting services and implementation support to conduct a classification and compensation study. <br />Project Planning and Communication <br />1. Project planning and scheduling meeting with Personnel, project designee(s) <br />2. Policy input and project direction meeting with Personnel and designee(s) <br />3. Project briefing presentation for all included employees, Officials, project leaders <br />4. Management and employee communication and Personnel progress reports <br />Classification Proiect Tasks <br />5. Occupational familiarization by review of current class specs, pay plans <br />6. Organizational familiarization by review of org charts, budgets, MOUS <br />7. Position Description Questionnaire (PDQ) customized for gathering job data <br />8. Meetings to distribute and explain the PDQ and project for included employees <br />9. Worksite job desk audits / field observations with representatives of each class <br />10. Interpretation of job classification and FLEA Exempt / Nan -Exempt designations <br />11. Recommended title modifications and reclassifications for consideration <br />12. Review of position classification recommendations with project team(s) <br />13. Preparation of updated class specifications for each City job class <br />14. Resolution of employee reviews of titles and draft class specifications <br />Custom and Comprehensive Market Compensation Survey <br />15. identification of competitive employment areas for compensation surveys <br />16. Identification of occupations to utilize as survey benchmarks - est. 125+ <br />17. Solicitation of comparator employers and agencies for participation in surveys <br />1$. Extraction of data from public employer compensation plans, questionnaires <br />19. Consolidation of data from all sources and calculation of prevailing rates <br />20. Computation of extent City's total comp varies from external prevailing rates <br />21. Review of competitiveness analysis with City Officials and project designees <br />Comnensation Plan Development <br />22. Construction of optional salary range structures for review and selection <br />23. Assignment of job classes to salary ranges — internal / external methods <br />24. Assistance with identification of desired, affordable salary competitiveness policy <br />25. Fiscal impact estimates at various levels of external prevailing rates <br />26. Review and critique of draft salary and implementation plans with Personnel <br />2501-11 <br />