PUBLIC SECTOR PERSONNEL CONSULTANTS - 2016

Home Browse Search

d Compensation Data Collection will be made by one or more of the following methods. - Pre -survey contact with the selected comparator employers to solicit participation ill the City's compensation survcy(s) Extraction from the pay plans of designated public employers. - Custornized salary survey requests for local governments and other public and private employers, distributed by mail, fax, ,and e-tttail, As desired, additional data extraction from established salary surveys and commercial survey sources such as Watso.11 Wyatt, ERI, etc. c. Data Quality Control includes editing; data for accuracy and ,proper matching to the City's survey benchmark jibs, and phanefFax/E-mail follow=ups for data clarification and to obtain comparators' benchmark job descriptions, 3. Prevrrllirag Rates Cialctalativn We will consolidate the compensation data front all sources, enter the information into the EY CC)h P"I'll program, and compute the prevailing; rates, inclusive of cost of living differential,% as the statistical mean of the survey data for each benchmark job class, Data will be projected forward fiorn the date of collection to a common date relating to the City's salary plan year by the annual Prevailing Rate lncrease Factor (PR.I) applicable at that tilne. 4. Coin enstrtlon Carta etitiveatess C'ojra tarison We will provide the City with charts comparing its current salary structures to those of the selected public and private comparator employers. We will Calculate the extent that the City's offerings vary front the prevailing rates and practices of other relevant employers. S. Compensation C"ompetitr'.veness PO/Jet We will assist the City to select a compensation competitiveness policy which hest fits its compensation strategy and finaiicial resources, by providing fiscal impact estimates Flt various percentage relationships to the prevailing rates. 14