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Exhibit A <br />PROJECT UNDERSTANDING: SUMMARY OF SERVICES <br />PUBLIC SECI'OPPERSONNEL CONSULTANTS (PSPQ proposes the following program of <br />consulting services and implementation support to conduct a classification and compensation study. <br />Project Planning and C:og)munication <br />1. Project planning and scheduling meeting with Personnel, project desiSnee(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 coinmtinication aiid Personnel progress reports <br />classification l'ro" et "l a les <br />5. Occupational familiarization by review of current class specs, pay plans <br />G. 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 jab desk audits/ field observations with representatives of each class <br />10, Interpretationof job classification and FLSA Exempt / Nan -Exempt designations <br />1.1. Recommended title modifications and reclassifications for consideration <br />12. Review of position classification recommendations with project teams) <br />13. Preparation of updated class specifications for each. City job class <br />1.4. Resolution of employee reviews of'titles and draft class specifications <br />Custom gnd Qompreheysive Market Coom erasation Suave <br />15. Identification of competitive employment areas for compensation surveys <br />16. Identification of oecupati.ons to utilize its survey benchmarks -- est. 125+ <br />17. Solicitation of comparator employers and agencies for participation i:n surveys <br />18—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 rorapetitiveness analysis with. City Officials and project designees <br />Compensation Plan Develoyment <br />22. Construction of optional salary range structures for review and selection <br />23. Assi6mment of job classes to salary ranges — internal / external methods <br />24. Assistance with. identi.fication of desired, affordable salary competitiveness policy <br />25. Fiscal impact estimates at various levels of external prIVailing rates <br />3 26. Review and critique of draft salary and implementation plans with Personnel <br />