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d/. Compensation Data Collection will be made by one or more of the following <br />methods. <br />- Pre -survey contact with the selected comparator employers to solicit participation in <br />the City's compensation survey(s) <br />Extraction from the pay plans of designated public employers <br />Customized salary survey requests for local governments and other public and <br />private employers, distributed by mail, fax, and c -mail. <br />As desired, additional data extraction from established salary surveys and <br />commercial survey sources such as Watson Wyatt, ERI, etc. <br />c. Data Quality Control includes editing data for accuracy and proper matching to the <br />City's survey benchmark jobs, and phone/fax/E-mail follow=ups for data clarification <br />and to obtain comparators' benchmark job descriptions. <br />3. Prevailinu Rates Calculation <br />We will consolidate the compensation data from all sources, enter the information into <br />the EZ COMPrm program, and compute the prevailing rates, inclusive of cost of living <br />differentials, as the statistical mean of the survey data for each benchmark job class. Data <br />will be projected forward from the date of collection to a common date relating to the <br />City's salary plan year by the annual Prevailing Rate increase Factor (PRI) applicable at <br />that time. <br />A. Compensation Competitiveness Comparison <br />We will provide the City with charts comparing its current salary structures to those of <br />the selected public and private comparator employers. We will calculate the extent that <br />the City's offerings vary from the prevailing rates and practices of other relevant <br />employers. <br />5. Compensation Competitiveness Policy <br />We will assist the City to select a compensation competitiveness policy which best fits its <br />compensation strategy and financial resources, by providing fiscal impact estimates at <br />various percentage relationships to the prevailing rates. <br />14 <br />2501-16 <br />