HomeMy WebLinkAbout25B - AGMT CASA COMP STUDYREQUEST FOR
COUNCIL ACTION
CITY COUNCIL MEETING DATE:
SEPTEMBER 18, 2018
TITLE:
AGREEMENT WITH COOPERATIVE
PERSONNEL SERVICES (CPS) TO CONDUCT
A COMPENSATION STUDY OF CONFIDENTIAL
ASSOCIATION OF THE CITY OF SANTA ANA
(CASA) JOB CLASSIFICATIONS
(STRATEGIC PLAN NO. 7,4)
rZC4r
N
CI Y MANAGER
RECOMMENDED ACTION
CLERK OF COUNCIL USE ONLY:
APPROVED
❑ As Recommended
❑ As Amended
❑ Ordinance on 15t Reading
❑ Ordinance on 2nd Reading
❑ Implementing Resolution
❑ Set Public Hearing For
CONTINUED TO
FILE NUMBER
Authorize the City Manager and Clerk of the Council to execute an agreement with Cooperative
Personnel Services (dba CPS HR Consulting), subject to non -substantive changes approved by
the City Manager and City Attorney, to conduct a compensation study of job classifications in the
Confidential Association of Santa Ana (CASA) bargaining unit in an amount not to exceed
$24,999.99 for the period of September 18, 2018 through June 30, 2019, with the option of an
extension in writing executed by the City Manager and City Attorney.
DISCUSSION
CASA is a bargaining unit of currently 51 employees working in positions that require the
employee to develop or present material with respect to employer-employee relations or whose
duties normally require access to confidential information contributing to the development of data
used in labor relations processes. The employees in this bargaining unit work primarily in the
Human Resources Department but others are distributed throughout the City's departments.
During contract negotiations in 2017, the City and CASA agreed that a compensation study
would be conducted by an outside consultant in the following calendar year to be considered
during contract negotiations for the successor agreement. As the current CASA contract expires
on December 31, 2018, the parties wish to initiate this study.
This study will evaluate the compensation assigned to CASA job classifications in comparison to
comparable positions in the local labor market (eight Orange County cities). The study will
include a full analysis with data evaluating Santa Ana's market position concerning base salary,
salary plus pay additives, and base salary plus pay additives, health insurance and pension
25B-1
Agreement with Cooperative Personnel Services
September 18, 2018
Page 2
costs (total compensation). The process also includes an optional workshop with key
stakeholders to discuss the elements of a compensation policy.
The selection of CPS to perform this work followed a Request for Qualifications process in which
four companies submitted proposals to perform this assignment: CPS, Koff & Associates, Public
Sector Personnel Consultants and Creative Management Solutions. The proposals were
reviewed and evaluated by four -person teams of City and CASA members. The proposals were
rated on the following criteria: Firm/Team and Staff Qualifications, Experience, Project
Approach, Understanding of the Project, Cost Control and Compliance with RFQ Requirements.
Based on an evaluation of all criteria, CPS was the mutually agreed-upon consultant to perform
this study. CPS specializes in professional human resources services (executive search,
classification/compensation analysis and training) for public sector agencies. The firm has over
31 years of experience and performed compensation analyses for many northern and southern
California municipalities. Therefore, it is recommended that the City enter into an agreement
with CPS to conduct the compensation study per the attached agreement. ,
STRATEGIC PLAN ALIGNMENT
Approval of this item allows the City to meet Goal #7 Team Santa Ana, Objective #4 (Establish
employee compensation that attracts and retains a highly qualified workforce).
FISCAL IMPACT
The total sum to be expended under this agreement shall not exceed $24,999. Funds are
budgeted in the following account for FY 18/19.
Accountinq Unit FY 18-19
Expenditure Human Resources Contractual Services (no. 01109050-62300) $24,999.99
<�( Steven V. Pha
Executive Director
Human Resources
Exhibit 1: Agreement
770 FUNDS AND ACCOUNTS:
Sergio Vi al . ov�
Assistant Director
Finance and Management Services Agency
25B-2
CONSULTANT AGREEMENT
THIS AGREEMENT is made and entered into this 18th day of September, 2018 by and
between Cooperative Personnel Services dba CPS HR Consulting, a joint powers authority of the
State of California (hereinafter "Consultant") and the City of Santa Ana, a charter city and
municipal corporation organized and existing under the Constitution and laws of the State of
California (hereinafter "City").
RECITALS
A. The City desires to retain a consultant and having special skill and knowledge in
the field of performing compensation studies. City has previously retained
Consultant to provide compensation studies and desires a continuation of those
services.
H. Consultant represents that Consultant is able and willing to provide such services to
the City.
C. In undertaking the performance of this Agreement, Consultant represents that they
are knowledgeable in their field and that any services performed by Consultant
under this Agreement will be performed in compliance with such standards as may
reasonably be expected from a professional consulting firm in the field.
NOW THEREFORE, in consideration of the mutual and respective promises, and subject to the
terms and conditions hereinafter set forth, the parties agree as follows:
1. • SCOPE OF SERVICES
Generally, Consultant shall perform a total compensation study for City employee
members of the Confidential Association of Santa Ana ("CASA") as set forth in Consultant's
proposal dated August 1, 2018, attached as Exhibit A to this Agreement, and incorporated herein
by reference.
2. COMPENSATION
a. City agrees to pay, and Consultant agrees to accept as total payment for its services, the
rates and charges identified in Exhibit A. The total sum to be expended under this Agreement
shall not exceed $24,999.99 during the term of this Agreement.
b. Payment by City shall be made within thirty (30) days following receipt of proper
invoice evidencing work performed, subject to City accounting procedures. Payment need not
be made for work which fails to meet the standards of performance set forth in the Recitals
which may reasonably be expected by City.
Exhibit 1
25B-3
"EmErM W,
This Agreement shall commence on the date first written above and terminate on June
300 2019, unless terminated earlier pursuant to Section 15, below. This Agreement can be
extended by a writing executed by the City Manager and City Attorney.
4. INDEPENDENT CONTRACTOR
Consultant shall, during the entire term of this Agreement, be •construed to be an
independent contractor and not an employee of the City. This Agreement is not intended nor
shall it be construed to create an employer-employee relationship, a joint venture relationship, or
to allow the City to exercise discretion or control over the professional manner in which
Consultant performs the services which are the subject matter of this Agreement; however, the
services to be provided by Consultant shall be provided in a manner consistent with all
applicable standards and regulations governing such services. Consultant shall pay all salaries
and wages, employer's social security taxes, unemployment insurance and similar taxes relating
to its employees and shall be responsible for all applicable withholding taxes.
5. OWNERSHIP OF AIA.TERIALS
This Agreement creates a. non-exclusive and perpetual licensee for City to copy,
use, modify, rouse, or sublicense any and all copyrights, designs, and other intellectual property
embodied in plans, specifications, studies, drawings, estimates, and other documents or works of
authorship fixed in any tangible medium of expression, including but not limited to, physical
drawings or data magnetically or otherwise recorded on computer diskettes, which are prepared
or caused to be prepared by Consultant under this Agreement ("Documents & Data').
Consultant shall require all subcontractors to agree in writing that City is granted a non-exclusive
and perpetual license for any Documents & Data the subcontractor prepares under this
Agreement. Consultant represents and warrants that Consultant has the legal right to license any
and all Documents & Data. Consultant makes no such representation and warranty in regard to
Documents & Data which were provided to Consultant by the City, City shall not be limited in
any way in its use of the Documents and Data at any time, provided that any such use not within
the purposes intended by this Agreement shall be at City's solo risk.
6. INSURANCE
Prior to undertaking performance of work under this Agreement; Consultant shall
maintain and shall require its subcontractors, if any, to obtain and maintain insurance as
described below;
a, Commercial General liability Insurance. Consultant shall maintain commercial
general liability insurance, which shall include, but not be limited to protection against claims
arising from bodily and personal injury, including death resulting therefrom and damage to
property, resulting from any act or occurrence arising out of Consultant's operations in the
performance of this Agreement, including, without limitation, acts involving vehicles. The
amounts of insurance shall be not less than the following: single limit coverage applying to
25B-4
bodily and personal injury, including death resulting therefrom, and property damage, in the total
amount of $1,000,000 per occurrence and $2,000,000 in the aggregate. Such insurance shall (a)
name the City, its officers, employees, agents, volunteers and representatives as additional
insured(s); and (b) be primary and not contributory with respect to insurance or self-insurance
programs maintained by the City.
b. Business automobile liability insurance, or equivalent force, with a combined single
limit of not less than $1,000,000 per occurrence. Such insurance shall include coverage for
owned, hired and non -owned automobiles.
c, Worker's Compensation Insurance. Iia accordance with California State law,
Consultant, if Consultant has any employees, is required to be insured against liability for
worker's compensation or to undertake self-insurance. Prior to commencing the performance of
the work wider this Agreement, Consultant agrees to obtain and maintain any employer's
liability insurance with limits not less than $1,000,000 per accident.
d. If Consultant is or employs a licensed professional such as an architect or engineer:
Professional liability (errors and omissions) insurance, with a combined single limit of not less
than $1,000,000 per claim with $2,000,000 in the aggregate.
e. The following requirements apply to the insurance to be provided by Consultant
pursuant to this section:
(i) Consultant shall maintain all insurance required above in full force and
effect for the entire period covered by this.Agreement. Certificates
of insurance shall be furnished to the City upon execution of this
Agreement and shall be approved in form by the City.
(ii) Certificates and policies shall state that the policies shall not be canceled
or reduced in coverage or changed in any other material aspect without
thirty (30) days prior written notice to the City.
f If Consultant fails or refuses to produce or maintain the insurance required by this
section or fails or refuses to furnish the City with required proof that insurance has been procured
and is in force and paid for, the City shall have the right, at the City's election, to terminate this
Agreement. Such termination shall not affect Consultant's right to be paid for its time and
materials expended prior to notification of termination. Consultant waives the right to receive
compensation and agrees to indemnify the City for any work performed prior to approval of
insurance by the City.
7, INDEMNIFICATION
Consultant agrees to and shall indemnify and hold harmless the City, its officers, agents,
employees, consultants, special counsel, and representatives from liability: (1) for personal
injury, damages, just compensation, restitution, judicial or equitable relief arising out of claims
for personal injury, including death, and claims for property damage, which may arise from the
25B-5
direct or indirect operations of the Consultant or its contractors, subcontractors, agents,
employees, or other persons acting on their behalf which relates to the services described in
section I of this Agreement; and (2) from any claim that personal injury, damages, just
compensation, restitution, judicial or equitable relief is due by reason of the terms of or effects
arising from this Agreement. This indemnity and hold harmless agreement applies to all claims
for damages, just compensation, restitution, judicial or equitable relief suffered, or alleged to
have been suffered, by reason of the events referred to in this Section or by reason of the terms
of or effects, arising from this Agreement. The Consultant further agrees to indemnify, hold
harmless, and pay all costs for the defense of the City, including foes and costs for special
counsel to be selected by the City, regarding any action by a third party challenging the validity
of this Agreement, or asserting that personal injury, damages, ,fust compensation, restitution,
judicial or equitable relief due to personal or property rights arises by reason of the terms of, or
effects arising from this Agreement. City may make all reasonable decisions with respect to its
representation in any legal proceeding. Notwithstanding the foregoing, to the extent
Consultant's Services are subject to Civil Code Section 2782.8, the above indemnity shall be
limited, to the extent required by Civil Code Section 27828, to claims that arise out of, pertain
to, or relate to the negligence, recklessness, or willful misconduct of the Consultant.
8. INTELLEC'T'UAL PROPERTY INDEMNIFICATION
Consultant shall defend and indemnify the City, its officers, agents,
representatives, and employees against any and all liability, including costs, for infringement of
any United States' letters patent, trademark, or copyright infringement, including costs,
contained in the work product or documents provided by Consultant to the City pursuant to this
Agreement.
g. RECORDS
Consultant shall keep records and Invoices in connection with the work to be
performed under this Agreement. Consultant shall maintain complete and accurate records with
respect to the costs incurred under this Agreement and any services, expenditures, and
disbursements charged to the City for a minimum period of throe (3) years, or for any longer
period required by law, from the date .of final payment to Consultant under this Agreement, All
such records and invoices shall be clearly identifiable. Consultant shall allow a representative of
the City to examine, audit, and make transcripts or copies of such records and any other
documents created pursuant to this Agreement during regular business hours, Consultant shall
allow inspection of all work, data, documents, proceedings, and activities related to this
Agreement for a period of three (3) years from the date of final payment to Consultant under this
Agreement.
It), CONFIDENTIALITY
If Consultant receives from the City information which due to the nature of such
information is reasonably understood to be confidential and/or proprietary, Consultant agrees
that it shall not use or disclose such information except in the performance of this Agreement,
and further agrees to exercise the same degree of care it uses to protect its own information of
r
like importance, but in no event less than reasonable care. "Confidential information" shall
include all nonpublic information. Confidential information includes not only written
information, but also information transferred orally, visually, electronically, or by other means,
Confidential information disclosed to either party by any subsidiary and/or agent of the other
party is covered by this Agreement. The foregoing obligations of non-use and nondisclosure
shall not apply to any information that (a) has been disclosed in publicly available sources; (b) is,
through no fault of the Consultant disclosed in a publicly available source; (c) is In rightful
possession of the Consultant and disclosed without an obligation of confidentiality; (d) is
required to be disclosed by operation of law; or (e) is independently developed by the Consultant
without reference to information disclosed by the City.
11. CONFLICT OF INTERTEST CLAUSE
Consultant covenants that it presently has no interest and shall not have interests, direct
or indirect, which would conflict in any manner with performance of services specified under
this Agreement.
12, NOTICE
Any notice, tender, demand, delivery, or other communication pursuant to this
Agreement shall be in writing and shall be deemed to be properly given if delivered in ,person or
mailed by first class or certified mail, postage prepaid, or sent by facsimile or other telegraphic
communication in the manner provided in this Section, to the following persons:
To City: Clerk of the City Council
City of Santa Ana
20 Civic Center Plaza (M-30)
P.O. Box 1988
Santa Ana, California 92702-1988
Facsimile (714) 647-6956
With courtesy copies to:
Executive Director of Human Resources
City of Santa Ana
20 Civic Center Plaza (M-24)
P.O. Box 1988
Santa Ana, California 92701.1988
Facsimile (714) 647-6930
And,
City Attorney
City of Santa Ana
20 Civic Center Plaza (M-29)
P.O. Box 1988
Santa Ana, California 92702-1988
Facsimile (714) 647-6515
25B-7
To Consultant;
CPS HR Consulting
2450 Del Paso Rd, Suite 220
Sacramento, CA 95834
Ms. And! Bernard
(916)471-3325
abemard@cpsbr.us
A party may change its address by giving notice in writing to the other party. Thereafter,
any communication shall be addressed and transmitted to the new address. If sent by mail,
communication shall be effective or deemed to have been given three (3) days after it has been
deposited in the United States mail, duty registered or certified, with postage prepaid, and
addressed as sat forth above. If sent by facsimile, communication shall be effective or deemed to
have been given twenty-four (24) hours after the time set forth on the transmission report issued
by the transmitting facsimile machine, addressed as set forth above, For purposes of calculating
these time frames, weekends, federal, state, County or City holidays shall be excluded.
13. EXCLUSIVITX AND AMENDMENT
This Agreement represents the complete and exclusive statement between the City and
Consultant regarding the subject matter herein, and supersedes any and all other agreements, oral
or written, between the parties. In the event of a conflict between the terms of this Agreement
and any attachments hereto, the terms of this Agreement shall prevail and will serve to fully
supersede existing Agreement, This Agreement may not be modified except by written
instrument signed by the City and by an authorized representative of Consultant, The panties
agree that any terms or conditions of any purchase order or other instrument that are inconsistent
with, or in addition to, that terms or conditions hereof, shall not bind or obligate Consultant nor
the City. Each party to this Agreement acknowledges that no representations, inducements,
promises or agreements, orally or otherwise, have been made by any party, or anyone acting on
behalf of any parties, which are not embodied herein,
14. ASSIGNMENT
Inasmuch as this Agreement is intended to secure the specialized services of Consultant,
Consultant may not assign, transfer, delegate, or subcontract any interest herein without the prior
written consent of the City and any such assignment, transfer, delegation or subcontract without
the City's prior written consent shall be considered null and void. Nothing in this Agreement
shall be construed to limit the City's ability to have any of the services which are the subject to
this Agreement performed by City personnel or by other consultants retained by City.
13. TERMINATION
This Agreement may be terminated by the City with thirty (30) days written notice of
termination to the Consultant.
a. As a condition of such payment, the City may require Consultant to deliver to the City
all the work product completed as of such date, and in such case such work product shall be the
property of the City unless prohibited by law, and. Consultant consents to the City's use thereof
for such purposes as the City deems appropriate.
b.. Payment need not be made for work that fails to meet the standard of performance
specified in the Recitals of this Agreement.
16. NON-DISCRIMINATION
Consultant shall not discriminate because of race, color, creed, relation, sex, marital
status, sexual orientation, age, national origin, ancestry, or disability, as defined and prohibited
by applicable law, in the recruitment, selection, training, utilization, promotion, termination or
other employment related activities or any activities under this Agreement. Consultant affirms
that it is an equal opportunity employer and shall comply with all applicable federal, state and
local laws and regulations.
17. JURISDICTION - VENUE
This Agreement has been executed and delivered in the State of California and the
validity, interpretation, performance, and enforcement of any of the clauses of this Agreement
shall be determined and governed by the laws of the State of California. Both parties further
agree that Orange County, California, shall be the venue for any action or proceeding that may
be brought or arise out of, in comiection with or by reason of this Agreement.
18. • PROFESSIONAL LICENSES
Consultant shall, throughout the term of this Agreement, maintain all necessary licenses,
permits, approvals, waivers, and exemptions necessary for the provision of the services
hereunder and required by the laws and regulations of the United Sates, the State of California,
the City of Santa Ana and all other governmental agencies. Consultant shall notify the City
immediately and in writing of her inability to obtain or maintain such permits, licenses,
approvals, waivers, and exemptions. Said inability shall be cause for termination of this
Agreement.
19. MISCELLANEOUS PROVISIONS
a. Each undersigned represents and warrants that its signature herein below has the
power, authority and right to bind their respective parties to each of the terms of this
Agreement, and shall indemnify City fully, including reasonable costs and attorney's
fees, for any injuries or damages to City in the event that such authority or power is
not, in fact, held by the signatory or is withdrawn.
b. All Exhibits referenced herein and attached hereto shall be incorporated, as if fully set
forth in the body of this Agreement.
25B-9
IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and
year first above written.
ATTEST:
MARIA D. HUIZAR
Clerk of the Council
APPROVED AS TO FORM:
SONIA R. CARVALI10
City Attorney
LAURA A. ROSSINI
Senior Assistant City Attorney
RECOMMENDED FOR APPROVAL:
STEVEN V, PHAM
Executive Director of Human Resources
CITY OF SANTA ANA
RAUL GODINEZ, II
City Manager
CONSULTANT
GERALD GREENWELL
Chief Executive Officer
Cooperative Personnel Services
Dba CPS HR Consulting
25B-10
9
25B-11
PROPOSAL version 2
City of Santa Ana / Confidentia
Association of • i Ana
Compensation St
Due Date: August 1, 2018
Updated: August 15, 2018
SUBMITTED BY:
VICKI QUINTERO BRASHBAR
Director of Products and Services
CPS MR Consulting
2450 Del Paso Rd, Suite 220
Sacramento, CA 95834
P; 916-471-3324
vbrashear0cpshr.us
Tax ID: 68-0067209
yS F.f .M�:.:Siyx
www,cpshr.us Your Path to performance
25B-12
Proposal to the City of Santa Ana /Confidential Assoclation of Santa Ana
Compensatlon Study
Statement of Qualifications.............................................................................. 4
AboutCPS FIR.........................................................................................................4
CPS HR's Qualifications, Knowledge, Skills, and Abilities ...........................4
CPSHR Principals....................................................................................................5
StaffQualifications............................................................................................... 7
KeyIndividuals.......................................................................................................7
ProjectManager.............„..............................................................................7
Consultants and Rales....................................................................................7
StaffResumes.............................................................:......................................8
Action Points, Timeframes, and Assigned Responsibilities .......................20
Compensation Study Work Plan...............................................................20
Commitment to the Proposed Timeline.....................................................25
References..........................................................................................................26
PartialProject List................................................................................................28
ProposedCost....................................................................................................30
Professional Fixed Pee....................................................................................30
Project Tasks --Total Compensation Study........................................................30
Reimbursable Expenses.......................................................................................32
Rates for Additional Services ..........................
CPS HR ffm,,CONSULTING 25B-13
.....................................32
Page I I
Proposal to the City of Santa Ana /Confidential Association of Santa Ana
Compensation Study
August 18, 2018
Ellen Smiley
Assistant Director of Human Resources
City of Sena Ana Human Resources Department
20 Civic Center Plaza
Santa Ana, CA 92701
Subject: Compensation Study
Submitted via email to ESmiley@santa-ene.org
Dear Ms, Smiley:
CPS HR Consulting (CPS HR) is pleased to submit this updated proposal to the City of Santa Ana
(City) and Confidential Association of Santa Ana (CASA) to conduct either a total compensation
study or base salary study of all 53 CASA job classifications. The update results from a clearer
understanding of the scope, which adjusted the pricing,
The references and project lists we have included in the below sections provide further clarity
around the type of classification and compensation projects we have conducted. With these
examples, we have shown how we have collected data, performed analyses on said data, made
recommendations, and worked successfully with our partners/clients.
Underthe Proposed Cost section below, we have provided pricing for both a total compensation
study and base salary study,
We possess a number of Important strengths to assist the City and CASA in accomplishing the
goals for this assignment:
■ In-depth understanding of all iocal government operations, programs, and services. CPS
HR has been assisting public agencies meet their human resource needs for more than 31
years.
• Use of hest practices. CPS HR applies best practices and utilizes proved compensation
principles In all of our engagements.
• Quality and tolloredservlces. CPS HR delivers quality and tailored compensation services
to better meet each client's unique study goals and objectives,
• Our commitment to maintaining open communications. Our project team will focus on
maintaining open communication with the City and CASA staff to ensure that every
project preserves Its focus and adheres to the timeline and budget.
IN Previous Experience with the City. CPS HR was engaged in 2013-2014 to conduct a total
compensation study for the City's mid -management group consisting of 50 benchmark
classifications, surveying eight labor market agencies. An additional compensation study
was conducted for the City's water resources group consisting of 13 benchmark
classifications, surveying eight labor market agencies.
CPS HR CONSULTING 25B-14 Page l2
Proposal to the City of Santa Anal Confidential Association of Santa Ana
r
Compensation Study
CPS HR has also recently conducted an executive recruitment for City Manager and Is
currently conducting a recruitment for Director of Parks, Recreation and Community
Services.
■ Recent Acquisition. In the fall of 2017, CPS HR Consulting acquired Ewing Consulting
based out of Southern California, Ewing brings more than 35 years of classification and
compensation consulting experience. This acquisition adds to the already more than 31
years of experience that CPS HR brings to bear. Ewing has recently conducted a study for
the Madera County Association of Governments and the City of Livermore.
Thank you for this opportunity; we very much look forward to working with the City of Santa Ana
and Confidential Association of Santa Ana on this important engagement. CPS HR has the
adequate staff and availability to compete a successful study. Should you have any questions,
please do not hesitate to contact lids. And Bernard at (916) 472.3325 or via email at
cbernard@cpshr.us.
Sincerely,
Vicki Quintero Brashear
Director of Products and Services
CC'S HRLvnsl� Am CONSULTING 25B-15 Page 13
Proposal to the City of Santa Ana /Confidentlal Association of Santa Ana
Compensation Study
Statement of Qualifications
About CPS HR
Depth of experience preparing compensation and staffing studies. CPS HR has conducted more
than 100 compensation related studies for cities, counties, courts, special districts, and higher
education Institution within the last few years. We recently acquired Ewing Consulting group
which has increased our resources, capabilities and processes. Ewing Consulting has been In the
classification and compensation business for over 35 years and has a strong reputation In the
Industry.
CPS HR's Qualifications, Knowledge, Skills, and Abjlifies
Depth of experience working in public agencies and unionized work forces. CPS HR Is a joint
powers authority, and as such, our charter mandates that we provide services exclusively to
public agencies and non -profits. In just the past few years, CPS HR has conducted an extensive
amount of classification and compensation related studies for cities, counties, courts, special
districts, and higher education institutions, Our team members (along with our acquisition of
Ewing Consulting resources) also possess several years of experience workingwith multiple small
and large unions as it relates to labor relations, employee relations, and classification and
compensation studies, Including negotiating at the bargaining table, mediating, hearing
grievances, and facilitating meetings and conferences.
CPS HRstaffing. CPS HR employs only the best staff members. Many of our staff have both public
and private classification and compensation experience, they are diligent in their work, listen to
and understand the needs of our clients, and possess advanced education and certifications such
as Certified Compensation Professionals, SHRM, IPMA, World at Work, etc.
Technology. CPS FIR utilizes technology to enhance the communication, sharing of documents,
and project management.. Our SharePoint solution offers clients the ability to review documents.
and add comments. The Wrike software platform offers a web -based approach to project
management that can be viewed by the client,
Customer Service. It is our goal to provide the best customer service possible to all our clients,
To assist us in achieving this goal, we provide, at no additional cost to our clients, Implementation
and support assistance for each project,
CPS HR Consulting (CPS HR) is an Innovative, client -centered human resources and management
consulting firm specializing in solving the unique problems and challenges faced by government
and non-profit agencies. As a self-supporting public agency, we understand the needs of public
sector clients and have served as a trusted advisor to our clients for over 31 years. The
distinctive mission of CPS HR is to promote human resource excellence in the public sector.
CPS Hir WMI:mw CONSULTING 25B-16 Page 14
Proposal to the Cltyof Santa Ana/Confidential Association of Santa Ana
Compensation Study
With more than 11.5 full-time employees and 200+ project consultants and technical experts
nationwide, CPS HR delivers breakthrough solutions that help public sector organizations
positively impact the communitiesthey serve. CPS HR Is headquartered In Sacramento, California
with regional offices located in Austin, TX and Littleton, CO. As stated, the addition of Ewing's
expertise and its resources will provide the City and CASA with a combined team of experts
familiar with southern California organizations,
CPS HR occupies a unique position among Its competitors in the field of government consulting;
as a Joint Powers Authority, whose charter mandates that we serve only public -sector clients, we
actively serve all government sectors including Federal, State, Local, Special Districts, and Non -
Profit Organizations, This singular position provides CPS HR with a systemic and extensive
understanding of how each government sector is interconnected to each other and to their
communities. That understanding, combined with our knowledge of public and private sector
best practices, translates into meaningful and practical solutions for our clients' operational and
business needs.
CPS HR believes classification and compensation systems should be designed, maintained, and
updated to serve as a foundation. A comprehensive market-based compensation plan, combined
with a structured approach to Internal equity through .either a whole job analysis approach or
point factor methodology, provides a sound foundation for a compensation plan. Therefore, our
team has broad and deep human resource experience, education, and certifications in public
sector classification and total compensation systems and analysis.
CPS HR Principals
The names and contact information for CPS HR's officers are listed below. All officers' conduct
business from our Sacramento office located at 2450 Del Paso Road, Suite 220, Sacramento, CA
95834.
CPS H
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nfffiw�ccarasu�r�>v 25B-17
CPSHRPrincipals
Phone
Chief Executive Officer
Jerry Greenwell
916.471-3463
jerryg@cpshr.us
Marketing and Business
Geralyn Gorshing
916-471-3373
ggorshing@cpshr.us
Development Director
Senior Practice Leader,
Melissa Asher
916-471.-3358
masher@cpshr.us
Products and Services
Senior Practice Leader
Jeff Hoye
916-471.-3109
1 Jhoye@cpshr,us
CPS H
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nfffiw�ccarasu�r�>v 25B-17
Proposal to the Clty of Santa Anal Confidential Association of Santa Ana
Compensation Study
-WA
"I Pt: gu f
,CPS HR aCONSULTING 25B-18
Proposal to the Cityof Santa Ana/ Confidential Association of Santa Ana
Compensation Study
Staff Qualifications
Key Individuals
Project Manager
We have selected Ms. Andi Bernard to serve as project manager for this engagement because of
her strong project management skills and depth of experience with a brood range of classification
and compensation studies.
Ms. Bernard brings to the CPS HR team over 15 years of experience in public and private sector
human resources. Her range of experience includes leave of absence, employee performance,
classification and compensation, etc.; advise departments on Human Resources related laws,
policies, MQUs, etc. Her experience also includes working for the County of Lake for more than
12 years.
Her role will be to work directly with the City, CASA and designated stakeholders to (i) ensure the
City and CASA's study needs and goals and objectives are understood and accurately
communicated to City and CASA management, other key stakeholders, and the CPS HR Project
Team; (ii) conduct client meetings; (iii) be responsive to all client requests; (iv) manage the work
of the Project Team; (v) meet timeilne and budget expectations; (A) conduct quality control of
deliverables; and (vii) meet/provide information/present results to the City and CASA's
stakeholders.
Consultants and Roles
CPS HR has assembled a uniquely qualified team of professionals to assist the City and CASA
with Its studies. We are committed to meeting the highest professional standards of quality,
therefore team members have been selected for their relevant experience and professional
maturity in dealing with project environments such as this. Each of the team members has broad
and deep experience in public sector classification and compensation systems and analysis and
are readily available to assist the City and CASA with this project.
CPS HR A=CONSUlJ-INC Page 17
25B-19
Proposal to the City of Santa Ana/Confidential Association of Santa Ana
Compensation Study
Staff Resumes
Cecilia (Anda) Bernard, B.S.
Profile
Ms. Bernard is a Project Consultant with Cps HR Consulting. She has over 20 years of
compensation and classification experience. She Is an experienced professional with a successful
track record of delivering effective strategies to obtain business initiatives. She has worked
administratively and strategically with the Riverside Sheriff's Department and the Riverside
County Department of Social Services while developing and maintaining trustworthy cross -
functional partnerships with all levels of management. She has successfully led multiple
department initiatives to streamline systems and processes.
Employment History
■ project Consultant, CPS HR Consulting
■ Senior Employee Relations Manager/HR Manager, County of Orange, HR Services, Santa
Ana, CA
■ Social Services HR Services Manager, County of Riverside, Human Resources, Riverside,
CA
■ Sheriff's HR Services Manager, County of Riverside, Human Resources, Riverside, CA
M Senior HR Analyst, County of Riverside, Human Resources, Riverside, CA
0 HR Analyst 11, County of Riverside, Human Resources, Riverside, CA
N On -Premise Manager, Spherlon, Recruitment & Staffing Branch, Ontario, CA
a On -Premise Supervisor, Recruitment & Staffing Branch, Ontario, CA
Professional Experience
■ County of Orange, Human Resource Services (HRS) -Santa Ana, CA
Management responsibilities for all aspects of human resources over the Probation
Department supporting approximately 1,200 employees. Core responsibilities for the
Probation Department include records management, FMLA/ADA/PDL/EEO/WC
compliance, workforce planning, classification and compensation, employee relations
(sworn and non -sworn), labor relations, and leave management,
Key accomplishments;
■ Established a classification and compensation presence on the Probation Human
Resource Services Satellite Team, This Included training Administrative Managers
on fundamental concepts of classification studies including the Involvement of
labor unions, position description questionnaires, desk audits, reallocation
recommendations for current employees, and workforce planning,
■ Identified critical areas of noncompliance with FMLA, ADA, and POBR, and
implemented training and procedures to mitigate financial liability.
CPS H CONSULTING 25B-20
ft posal to tim City of Santa Anal Confidential Association of Santa Ana
Compensatlon Study
• Established esteemed rapport with the Orange County Employees Association to
Implement complex side letters and settlement agreements impacting the dally
operation of Juvenile Hall.
N County of Riverside, Human Resources (HR) — Riverside, CA
Spclal Services Human Res2urces Services Manager. Management responsibilities for all
aspects of human resources over the Department of Public Social Services supporting
3,485 employees. Core responsibilities include recruitment, assessment, talent
development, workforce planning, classification & compensation, employee relations,
and leave management,
Key accomplishments:
■ Reengineered the Eligibility Technician recruitment and expedited the process
from approximately four months to seven weeks.
■ Implemented a leave management system to return employees to work or
manage their leave time expeditiously.
• increased the time to certify recruitment lists from an average of 60 days to 28
days on average for the Department of Public Social Services.
• Managed analysts conducting classification and compensation studies Including
reviewing and authorl2ing PDQ analysis, classification and compensation
recommendations, job specification revisions, creation of new classifications and
the reclassification of current employees.
Sherif 6 Human Resources services Manager. Management responsibilities for all
aspects of human resources over the Sheriff's Department supporting 3,800 employees.
Core responsibilities include recruitment, assessment, promotional processes, talent
development, wor)Cforce planning, classification and compensation, employee relations,
and leave management. Staff included up to 22 direct reports including supervisors,
analysts, recruiters, clerical support, and polygraph examiners,
Key accomplishments:
■ Executed a strategic recruitment Initiative to hire 1,400 difficult -to -recruit law
enforcement candidates through revamping and automating their paper-based
recruitment model,
■ Increased applicant assessments by 62% and decreased lag time of notification
from six weeks to Immediate notification,
• Reduced recruiting and hiring costs through recruitment automation, increased
screening processes, and created more efficient use of staff time.
■ Managed analysts conducting classification and compensation studies Including
reviewing and authorizing PDQ analysis, classification and compensation
CPS f"Ift CONSULTING Fano 19
25B-21
Proposal to the Cityof Santa Ana JConfidentla(Assoclation of Santa Ana
Compensation Study
recommendations, job specification revisions, the creation of new classifications,
reclassification of current employees, and the assignment of additional
compensation for difficult to fill positions.
■ Implemented a leave management system to return employees to work or
manage their leave time expeditiously.
Senior Hymen_Rtesourcel Analyst, Lead and mentor responsibilities over analysts and
recruiters for employee relations, recruiting, classification and compensation, and leave
management for a variety of County of Riverside Special Districts and the Department of
Mental Health, Individual responsibilities Included employee relations, performance
management, classification and compensation, organizational development, and leave
management.
'Key accomplishments:
■ Implemented performance management system and evaluation training to
departmental management to increase employee productivity.
■ Implemented a leave management system to return employees to work or
manage their leave time expeditiously, and reduced the number of employees out
unnecessarily.
■ Established and maintained rapport with all levels of management to reduce
misconduct and discrimination cases with preventative strategies,
■ Built positive working relationships with union representatives instilling credibility
as a misconduct investigator and, as a result, carried unchallenged cases.
Human Resources Analyst II. Analyst responsibilities for recruitment, assessments,
classification and compensation, informal discipline, and organizational development for
County of Riverside social services departments.
Key accomplishments:
■ Conducted Position Questionnaire analysis, job Interviews, and provided
recommendations for the County's five year cyclical Classification and
Compensation studies.
■ Successfully facilitated and filled difficult recruitments for semi -law enforcement
positions.
■ Developed, implemented, and facilitated written and oral assessments yielding
qualified candidates in the difficult -to -recruit classification of Welfare Fraud
Investigator,
CPS iliaMM:CONSULTING 25B-22 Page 110
Proposal to the City of Santa Ana/Confidentlal Association of Santa Ana
Compensation Study
0 Spherion, Recruitment & Staffing Branch —Ontario, CA
Q -Premise Manager, Executive responsibilities over staffing the United Parcel Service
(UPS) with a contingent workforce for the South East California District, including the
management of one On -Premise Supervisor and three recruiters responsible for
candidate sourcing for light industrial employees. Co -managed 300 contingent workers
at UPS's distribution center while overseeing the staffers' operational performance,
Key accomplishments:
■ Managed and increased profitability of a $4M account by customer satisfaction
and maximising business development opportunities,
■ Successfully filled high volume seasonal -requisitions within three days of request.
■ Collaborated with UPS executives to provide flexible and reliable staffing in a
challenging work environment and recruiting climate.
■ Prepared and presented quarterly business reviews on employees' overall
performance as it related to UPS's business goals,
On -Premise Supervisor. Supervisory responsibilities over 300 Spherion employees
Working at the UPS facility throughout their 24-hour operation. Accountable for
operational performance, performance evaluations, misconduct investigations,
employee and customer satisfaction, co -employment issues, workers' compensation
claims, and OSHA training/orientation,
Key accomplishments:
■ Utilized appraisals, recognition and focus meetings to increase line productivity,
■ Counseled and motivated employees on the Importance of work performance
resulting In higher dally attendance.
■ Tracked and decreased workers' compensation claims through safety awareness,
Professional Affiliations
■ Member of the California Public Employers Labor Relations Association (CALPELRA)
Education
M B.S., Chemistry, California State Polytechnic University, Pomona, CA
ry
CPS Hr A=CONSULTING PagoIll
25B-23
Proposal to the City of Santa Ana/Con f7dential Association of Santa Ana
Compensatlon Study
Suzanne Ansarl, B.A.
Profile
Ms. Ansarl's human resources experience Includes recruiting, training, program development, employee
relations, benefits, safety and compliance. She has participated in several classification and compensation
studies and has prepared hundreds of job descriptions, She also participates In the research of salary and
benefits surveys. Ms. Ansarl Is a member of the Society for Human Resource Management (SHRM) and
has published several articles for local Orange County based newspapers.
Employment History
■ Senior HR Consultant, CPS HR Consulting, California
■ Coordinator, Community Resource Center of San Clemente
• Public Relations Manager, Blenheim Equisports
■ Claims Manager; Executive Assistant; Human Resources Technician, James Hardie Building
Products
■ Instructional Assistant -Special Education, Orange County Department of Education
Professional Experience
Senior HR Constlltarit., CPS HR ggn5Ul$Ing
d Performs a variety of complex, analytical and professional human resources consulting functions
in support of classification, compensation, job analysis and organizational studies
0 Develops over a thousand job descriptions in accordance with applicable laws, codes, policies and
procedures including ADA
■ Conducts multi-level salary, compensation systems evaluations and benefits surveys of
organizations including school districts, superior courts, county offices of education, cities, tribal
agencies, colleges, other governmental and non-governmental entities
■ Participates in the research, analysis and assembly ofa variety of technical information including
classification realignments, merit pay, equity adjustments, promotional increases and salary
decreases
■ Develops and conducts informational seminars, trainings, orientations, study briefings and
presentations on behalf of the firm
Q9,rrdinator, Community Resource Center of Sin Clemente
■ Planned, coordinated, and directed the day -today activities of an Orange County nonprofit
community resource organization, trained and supervised the performance of assigned staff
a Developed and submitted grant applications and proposals for public and private funding
resources
d Prepared press releases, newspaper articles, public service announcements
A Conducted community trainings, classes, workshops and public meetings and served as
spokesperson forthe organization
0 Served on the Board of Directors for the CRCSC
Page 112
CPS MROEM: CONSULTING 25B-24
Proposal to the City of Santa Anal Confidential Association of Santa Ana
Compensation Study
Public Relations Manager, Blenhelm Eouisports
■ Designed corporate public relations and marketing plans; developed emergency preparedness
and evacuation procedures plans
■ Wrote multiple bids accepted by the United States Equestrian Federation awarding company
rights to host hold US World Cup equestrian qualifying events
■ Responsible for design, content management and administration of company website; managed
company social media platforms
■ Managed equestrian show vendors, supervised Insurance/business license compliance and
conflict resolution
■ Trained and supervised the performance of assigned staff
Claims na r^ ENggotive Assistant, Technician James Hardle B.11th r
■ Managed claims division for corporate building products warranty and product defect claims
nationwide
N Provided customer service support and conducted claims Investigations throughout the US
■ Wrote technical verbiage for warranties and product brochures
■ Successfully negotiated and settled over $BOOK building products claims
■ Trained and supervised the performance of assigned staff
■ Organized office activities, complex reports, public relations and flow of communications and
Information for the President
■ Coordinated national sales conferences and corporate events
■ Responsible for the administration of employee benefits program
■ Conducted employee safety and compliance trainings
lostructionalAsslstant•special Education. Orange county Department of Education
■ Served as an Instructional Assistant reinforcing instruction to Individual or small groups of
students with severe physical, behavioral and emotional special needs (kindergarten through
college); Assisted in the preparation of instructional materials and implementation of Individual
Education Plans (IEP)
Education
■ 6.A„ Speech Communication with minor In Education, University of Alaska (Cum Laude Honors &
Chancellor's List)
Professional Affiliations
■ Society for Human Resources Management Professional Member
■ Business Networking international member
■ Public Relations Society of America -Orange County member
CPS HR Amm CONSULTiNG Page 113
VXW 25B-25
Proposal to the Cityof Santa Ana /Confldentlal Association of Santa Ana
Compensation Study
Suzanne Wiener, MBA, CCP
Profile
Ms, Wiener is an accomplished compensation consultant and project/program manager with
over 25 years of experience across several Human Resources functions, organizations, and
industries. Her extensive experience includes job analysis, market data analysis, salary structure
analysis and design, internal equity, promotion pay recommendations, Incentive and
performance review programs, and organizational effectiveness.
Employment History
■ Project Consultant, CPS HR Consulting
■ Owner/Principal Consultant, S. Wiener Compensation & Performance Management
Solutions, Los Angeles, CA
■ Compensation, Performance Management & HR Consultant, Metrolink (aka, Southern
California Regional Rail Authority), Los Angeles, CA
M Compensation Consultant, Lipis Consulting, Inc., Los Angeles, CA
IN Corporate Compensation Consultant, Northrop Grumman Corp., Los Angeles, CA
■ Compensation and Organization Effectiveness Consultant, Suzanne Wiener Human
Resources Consulting, Los Angeles, CA
■ Human Resource Manager, PricewaterhouseCoopers (pwC) LLP, Los Angeles, CA
A Manager, Compensation & Benefits, SunAmerica, Inc., Los Angeles, CA
Professional Experience
Owner/Pflncipal Consultant. S. Wiener Cgrnoonsation & Perf_grmgnce Management Sal t ons
Los Angeles, CA
• Provided on-site, senior -level compensation consulting. Partnered with client lead and
collaborated extensively with senior functional leaders, HR business partners and line
managers to review, redesign, level and consolidate jobs and job titles to align with new
company -wide model, Created job family career paths and worked with leaders to
update job descriptions to better align with current and future business needs: Co -
implemented newjob model, titles and descriptions across multiple state business units.
Evaluated FLSA, market -priced jobs and assigned pay grades, (Fortune 500 multi -state
health plan; 2014 +2016 -Jan 2017)
■ Partnering with HR VP and CFO, designed a new proposed management annual Incentive
pian plus a new discretionary bonus program for all other employees. ($100M apparel
designer/distributor)
CPS HRA=w CONSULTING Page 114
omw 25B-26
Proposal to the City of Santa Ana /Confidentlal Assoclation of Santa Ana
Compensation Study
■ Worked with HR VP to review and redesign company performance management program,
Created online employee survey and analyzed results, conducted focus groups and
presented findings to senior leaders. Recommended ways to better align evaluations with
jobs and help create culture shift to Improve employee morale. (Mid-size provider of
behavioral health services)
■ Conducted organization pay study with Lipis Consulting. Analyzed and market -priced
100+ jobs, redesigned faculty pay structure and developed first-ever grade structure for
administration jobs. Worked closely with client senior management and facilitated
meetings with department heads and academic chairs to deliver a custom; cost-effective
and implementable program. (Non-profit mid-size college of art and design)
■ Hired to bring closure to unfinished management salary study. insured accurate
methodology and job benchmarking, updated market and employee data, summarized
results and presented recommendations to VP HR, Provided pay guidance for
promotions and other requests Involving management positions. (Leading non-profit
healthcare/hospital system)
,C-omDensation, Parformonce Managgment & HR Consultant, Metr li k o her
California Reeional Rail Author tv) Los Angeles CA
4 Led compensation and performance management analysis, design and implementation
projects. Provided on-going guidance and delivered other HR projects, (Five -county
public transportation provider)
■ Co -designed new performance management program based on goal achievement and job
competencies, Created appraisal form and rating scale; conducted training for employees
and managers.
0 Implemented online compensation and performance management systems (Halogen
eCompensation and eAppralsal). Performed all configuration, CIA and testing; prepared
communications and User Guides; developed and delivered training to employees,
managers and FIR staff,
■ Redesigned merit Increase policy and process to improve efficiency, reduce cost and tie
pay closer to performance. Projected costs and modeled performance distributions to
ensure guidelines met budget,
N Conducted organization compensation study; evaluated and recommended grades/
ranges, job titles and pay based on market data and internal equity, contributing to cost
savings as well as retention of key talent,
Co_mpqnsatIQn Con§y1tont,L121s Consulting. Inc..Los Angeles, CA
M Provided competitive compensation assessments with pay, career path and structure
recommendations for a variety of organizations in Industries as diverse as higher
CPS HR ^" r CONSULTING 25B-27 Pane Iii;
Proposal to the CityofSanta Ana/Confidential Association of Santa Ana
Compensation Study
education (Telecom/IT jobs at large public university), non-profit, and paint
manufacturing. Conducted client interviews to better understand the work, skill and
knowledge needs, culture, and recruiting and retention challenges.
Cor orae ggo3pensatlon Cons.ultant,,.Northrop GruMMan Corp., Los An tiles
■ Internal consultant to firm's varied businesses (acquired during period of strong M&A
activity), supporting and facilitating Integration of compensation plans, processes, and
systems. (Fortune 7.00 aerospace/defense contractor)
• Designed and Implemented firm -wide program to address cost of living differences for
executives relocating to higher cost areas, Increasing Internal mobility and improving
recruiting competitiveness. Presented program to HR leaders and developed
communications, including program brochure, policy and procedures.
■ Program manager for salary management and market pricing software (MercerPrism),
Led internal IT/HRIS team to Improve data security, integrity and usefuhress. Received
recognition award from HRIS director,
• Communications lead for firm -wide implementation of web -based tool for annual merit
Increase, bonus and stock planning. Created User Guides that vendor asked to use for
own marketing efforts. Trained corporate office managers and received recognition
award from Compensation Director.
■ Created, organized, and facilitated first annual two-day meeting for compensation
management across Northrop to Improve integration, share best practices, and build
relationships.
■ Evaluated and helped develop executive compensation packages. Prepared/modified
retention and employment agreements. Prepared Q&A's for Annual Shareholders'
Meeting and data for Annual Proxy.
■ Led design and implementation of common Job titling approach for executive positions
across the firm, requiring heavy coordination and facilitation among diverse businesses
to achieve acceptable solution.
Compensation and grganizaflon Effectiveness Consultant, 5uzanng Wagner Human Resources
consultlntt, Los Angeles. CA
■ Reorganized administrative support workloads and staffing to reduce need for additional
hires at a public sector agency. Redesigned roles, duties and career path, Improving
morale and organization effectiveness.
0 Analyzed proposed new staffing plan for a commuter railroad's customer service
operation. Collected and analyzed benchmarking data, Interviewed employees/managers
and made recommendations within budget.
M,nrm
,CC'S HR CONSULTING Pogo 116
now 25B-28
Proposal to the Clty of Santa Ana /Confidential Association of Santa Ana
Compensation Study
■ Managed the annual incentive process for the music subsidiary of a large entertainment
company,
■ Designed new market-based pay structure for 275 -bed hospital. Worked closely with
senior leaders to meet cost, internal equity and competitive considerations; create career
paths; and develop communications,
Human Resource Manager, PricewaterhouseCooners (PwC), LLP, Los Angeles CA
■ HR Business partner for client group of 1.50 management consultants, Managed,
coordinated or performed recruiting, client engagement staffing, coaching, training,
career development, employee relations, compensation, performance management and
organizational effectiveness activities. Helped firm partners grow their practices and
retain and motivate staff. HR Project Manager for regional rollout of new firm -wide,
global skills and knowledge framework. (Large global professional services firm)
Manaaer. Comoensatjpn & Benefits SunAmerlce, Inc., Los Angeles CA
■ Managed compensation and benefits pians (1,200 employees), base salary, annual
Incentives, performance review, merit Increase, health and welfare, 401(k). Administered
and analyzed executive compensation for proxy reporting; contributed to executive pay
design. Partnered with consultants on benefits program redesign; created new processes
to Improve customer service and employee communications. Delivered presentations to
employees and management. (Best performing stock on NYSE 1.990-97; financial services;
$23B assets)
■ Reduced annual healthcare costs by $400,000 (13%) by Initiating and managing
competitive bid process,
• Designed and implemented firm -wide stock bonus plan based on target ROE
achievement; designed and Implemented call center team incentive plan based on
service„ quality and production,
A Developed cost projections, consistently managed to budgets, and reduced annual C&B
administration costs; analyzed, made recommendations, and coordinated C&B aspects of
acquisition Integration activities.
Education
M,B.A., Human Resources/Organizational Behavior; Operations Management;
Entrepreneurial Studies, University of California, Los Angeles — UCLA Anderson School of
Management
m B,S., Psychology (industrial/Organizational), University of Maryland, College Park
Professional Certifications/Affiliations
N Certified Compensation Professional (CCP), World at Work Association
.�.�,;..
,CPS HR CCINSUJING 25B-29 Page 117
Proposal to the City afSanta Ana/Confidential Association o, f Santa Ana
Compensatlon Study
■ Active Member: World at Work, PIHRA, and Human Resources Knowledge Network
■ Presenter/.Speaker, Human Resources Knowledge Network
■ Hay Group Job Evaluation Training
■ Dale Carnegie Training in Communications & Human Relations
N Human Resources/Organization Development 12 -week course, UCLA Extension
■ Many webinars, seminars and conferences via professional associations and law firm
Leena Rai, D.P.A., M.P.A.
Profile
Dr, Leena Rai brings to the project a substantial background in human resources consulting
Including numerous studies in classification and compensation studies, employee workload and
performance enhancement consulting and training assessment and development initiatives. Her
background also includes direct leadership In community development and workforce
development organizations, outreach to business partners in the community and administrative
service design and implementation for private and publicly funded community services
programs,
Employment History
• Project Consultant, CPS HR Consulting
■ HR Consultant . Classification and Compensation, Ewing Consulting, Inc., San Clemente,
CA
■ Chief Consultant/Professional Development and Training Manager, Southern California
Employer Resource Group, Fullerton, CA
• Client Services Coordinator, County of Los Angeles; LA Works WorkSource Center,
Irwindale, CA
• Training Coordinator, FlrstTeam Real Estate, Santa Ana, CA
d Client Services Coordinator, City of Sunnyvale; Department of Employment Development
— NOVA, Sunnyvale, CA
0 Senior Employment Training Panel Business Manager, New Horizons Computer Learning
Centers, Santa Ana, CA
0 Workplace Enhancement Services Program Manager, Southeast Los Angeles County
Workforce Investment Board, Cerritos, CA
CPS HIR CONSULTING Page 118
WIMIL:25B-30
Proposal to the City of Santa Ana /Confidential Associatlon of Santa Ana
Compensation Study
Professional Experience
M Conduct and manage compensation and classification studies development, delivery, and
presentations
■ Provlde consultation for organizational development, performance enhancement and
skills training
■ Conduct, research, and present on Workload studies and University Faculty Development;
designed and delivered Workload Study design., research and final findings presentations
d In the role of Chief Consultant/Professional Development and Training Manager,
designed and delivered employee skill evaluations; assisted Organizational Managers in
developing Skill Gap profiles for employees to deliver needed training and professional
Development programs; developed grants and other funding sources to assist private
organizations in acquiring funds for training programs; consulted with employees,
managers, community members to project training and professional needs and provide
consultation on achieving strategic goals for continued staff development
■ In the Client Services Coordinator roles, case managed, placed and conducted Retention
Services for program participants; coordinated the Implementation of the Workforce
Investment Act and National Emergency Grant programs, Including budget development,
tracking of clients, monitoring of progress and reporting to state monitors; coordinated
the implementation of the Employment and Training programs, including tracking of
clients, monitoring of progress and reporting to state monitors
■ As a Training Coordinator for FirstTeam Real Estate, coordinated and developed
professional training for real estate agents and Industry specialists; administered and
oversaw advanced levels of certification and professional qualification testing
Education
® Doctorate in Public Administration (DPA), University of La Verne, CA
■ M,P.A., California State University, Fullerton, CA
0 B.A., Political Science, University of California, Irvine, CA
Professional Affiliations
■ YWCA of San Gabriel Valley, Board Member
R City of Fullerton Energy Resource Group, Board Member
19 American Association of Public Administrators (ASPA)
CPS HR CONSULTING Page 119
MEW 25B-31
Proposal to the City of Santa Ana /confidential Association of Santa Ana
Compensation Study
Action Points, Timeframes, and Assigned
Responsibiiities
Compensation Study Work Plan
The compensation work plan outlined in this section is intended to define all tasks within a
comprehensive total compensation study from labor market selection to final reports, and
the types of deliverables associated with the task.
Task 2 — Review the City and CASWs Background Materials. Upon contract execution, CPS HR
will request background Information from the City and CASA to ensure the project manager and
the project team is prepared for the initial meeting. Typical material requests for compensation
studies include salary schedules, benefits summaries, compensation policies and procedures,
classification specifications, MOUS, and any other documents relevant to the study. With much
of the Information available online, CPS HR will only request information that is not readily
available. In addition, most of the information will have been provided during the classification
study. The CPS HR project Manager will coordinate activities through and report to City and CASA
management and other designated key stakeholders,
Task 2 — Initial Project Meeting/Labor Market Agency and Benchmark Selection, The CPS HR
Project Manager will meet with City and CASA management and designated key stakeholders to
discuss the City and CASA's compensation philosophy and practices, study methodologies,
deliverables, timelines, communication, and data collection methods. The proposal for this
compensation study assumes that a maximum of 53 benchmark classifications will be surveyed
within an identified labor market of no more than eight (8) Orange County cities with the largest
populations. Additionally, the CPS HR Project Manager will be available to conduct a workshop
with key stakeholders to discuss the following elements of compensation policy if so desired.
Our project consultants are all located In Southern California and have a unique understanding
of the surrounding cities and agencies.
CPS HR will discuss and assess the current employment population and demographics to refine
the market list (e.g., where do most current employees reside, what employers attract your
employees, etc.). CPS HR does not simply recommend the most comparable agency based on
size and services, but those that are competitive In determining the market on both the high and
low end and In attracting talent, These agencies may differ between sworn and miscellaneous
staff.
K Additional topics include:
a Labor market position (Le., median, mean, or other percentile)
® Benchmark classifications to be selected based on the following criteria: (I) They
should be classifications for which counterparts can readily be found In surveyed
aaim Page 120
MMW�C:PS HR CONSULTING
2513-32
Proposal to the City of Santa Anal Confidential Association of Santa Ana
Compensation Study
employers so that sufficient compensation data can be gathered. Classifications
which have a large number of comparables from other agencies are generally
selected as benchmark classifications; and (11) Benchmark classifications should
have significant relationships to other classifications in their occupational group.
This ensures that they will make good reference points in relating and establishing
salaries for other classifications within their occupational groups.
R Elements of total compensation to be surveyed
Using the selection criteria, the CPS HR project team will conduct research on potential labor
market agencies and will provide the City and CASA with recommendations concerning the
survey agencies and benchmark classifications to be used in the study. The budget for this
proposal assumes that no more than 53 benchmark classifications will be surveyed within a labor
market of no more than 8 Orange County cities with the largest populations.
Task 3 — Design, Develop, and Distribute the Survey Instrument, The CPS HR project team will
develop a comprehensive survey instrument to ensure the effective collection of compensation
data from each of the survey agencies. The survey instrument will Include a brief description of
each of the survey classifications with a request for the minimum and maximum monthly salary
for each. For total compensation studies, the survey will also include sectionsto-collect
applicable benefits data, CPS HR's survey Instrument is designed to be completed electronically
or, if need be, in hard copy.
For a total compensation study, the following elements of total compensation and the benefits
practices outlined below are often collected:
■ Cash add-ons premium pays such as: (i) Longevity pay; (ii) Deferred compensation; (III)
Agency contribution to medical, dental and vision programs; and (Iv) Agency
contributions to defined -benefit retirement programs and Social Security practices.
9 Paid time off practices such as: (1) Holiday leave; (11) Vacation and sick leave; (Ili)
Administrative leave; and cash pay outs for sick and vacation leave,
Task tl — Review, Analyze, and Validate tabor Market Survey Data. To ensure the City and CASA
receives the most accurate data for Its studies, CPS HR will not solely rely on the completed
surveys received from the labor market agencies without checking the validity of the
submissions. Thus, In conjunction with the survey instrument received from each labor market
agency, the project team will review any additional survey agency background materials such as
copies of classification specifications, organization charts, staffing information, and other useful
materials to substantiate the accuracy of the comparability of the matches. It is critical that the
project team review such documents since titles alone can often be misleading and should not
be relied upon. CPS HR is currently collecting data for the nearby cities for studies currently
underway in Paramount and Commerce.
Further, CPS HR is committed to attaining full participation frornthe labor market agencies, either
through obtaining each agency's agreement to completethe survey, and/or bythe project team's
Cls HR CONSULTING 25B-33 Pacje121
Proposal to the City of Santa Anal Confidential Assoclation of Santa Ana
Compensation Study
completion of surveys as needed. Once the project team has completed their survey analysis
tasks, the CPS HR Project Manager will audit the final data as part of our quality review process.
To determine whether a match from a labor market agency is comparable to the City and CASA's
benchmark, CPS HR utilizes a whole job analysis methodology, this commonly used methodology
analyzes the job as a whole, rather than by individual factors, by evaluating the core duties and
responsibilities, the nature and level of work performed, and the minimum qualifications to
determine whether the classification Is comparable enough to be utilized as a match. The
methodology recognizes slight differences In duties assigned to matches from other labor market
agencies which do not Impact the type, nature, and level of work performed. Matches should
not be so broad that they include classifications performing dissimilar work, or work done at a
higher or lower level, but they also should not be so narrow that they exclude matches doing
comparable work, with slight differences in work that do not change the level .and nature of work.
Task ,— Design and Develop Data Spreadsheets. CPS HR will develop an individual data sheet
for each survey classification that presents the comparable classification used in each agency
with the relevant data associated with that classification, such as the position ranking within
the labor market and salary range minimum and maximum. The labor market data analyses
will be conducted based upon the labor market position affirmed within the City and CASA's
compensation philosophy (e.g., median, mean, or other percentile). Each comparable match
for each survey classification is reported In the relevant data sheet for full disclosure and
review by others. We find this level of transparency in matching provides for a better
understanding and acceptance of study results.
TOTAL COMPENSATION ONLY Task 6 — Conduct Benefits Analysis. The benefits data
submitted from the labor market agencies will be Incorporated into the base salary data
sheets to provide a total compensation analysis. This quantitative analysis of program costs
will provide the City and CASA with an understanding of how the study classes compare
against their market when the costs of benefits programs ate taken into consideration.
Within these data sheets, four (4) different analyses Can be conducted based on how our
clients wish to view the data;
1. An analysis of where the survey classification fails within the labor market for base
salary
2. An analysis of where the survey classification falls within the labor market when the
cost of cash add-ons is taken Into consideration (total cash)
3. An analysis of where the survey classification falls within the labor market when the
cost of cash add-ons and health programs are taken into consideration
4. An analysis of where the survey classification falls within the labor market when the
cost of cash add-ons, health program costs and retirement contributions are taken
Into consideration (total compensation)
Other analyses can be conducted based upon the City and CASA's needs.
�..
CPS HRAOEM:CONSULTINCa Page I 22
25B-34
Proposal to the City of Santa Ana / Confidential Association of Santa Ana
Compensation Study
Task 7 -- Conduct internal Equity Analysis/Prepare Draft Salary Recommendations, A
comprehensive and balanced pay program Is the result of the analysis of external labor market
data, combined with an analysis of important internal relationships that reflect the City and
CASA's value system of jobs. With the whole job methodology, the internal pay relationship
analysis for non -benchmark classifications will involve several steps to arrive at sound and
equitable relationships. Among others, the most important of these steps will Include:
N Analysis of existing and historical pay relationships
s Development of consistent, uniform and realistic guidelines for determining internal
relationships including span of control, nature and level of work performed and related
components
0 Recommendation of equitable and appropriate Internal relationship differentials based
on the above
Provided Is the methodology CPS HR utilizes for establishing salary levels for benchmark and non -
benchmark classifications in our compensation studies. This methodology would be applied to
all the City and CASA study classifications: (1) The first step Is to conduct a comprehensive
understanding of the City and CASA's approach to Identify the benchmark classifications to be
used in the salary setting process; (2) The second step is to establish salary recommendations for
these benchmark classifications by settingthe salary level based on the market data; (3) The third
step is to conduct a comprehensive review of the City and CASA's current Internal alignment
differentials to determine what their practices are, and if they should be adjusted; (4) The fourth
step Is to apply recommended internal differentials within job families to build the salary
recommendations for classifications which have significant relationships to each other. because
they are in the same job series or family; (5) The fifth step is to determine what classifications
remain that are not benchmark classifications, or classes that minimal comparable data was
available for, and are also not part of a job series or family, These classifications are then
reviewed to determine which classifications are the subject classifications currently Internally
aligned with and whether that relationship should be changed. Evaluation factors include the
nature and level of work performed, as well as the minimum qualifications,
The following steps are followed for each classification within the pay plan. The salary
recommendations for each study classification will display the following information:
■ Classification title
■ Current monthly range maximum
® Recommended monthly range maximum
® The percentage difference and/or dollar amount difference between the current and
recommended monthly range maximum and the steps within a range, if desired
This information will provide the City and CASA with the percentage and dollar amount of any
Increase on a classification -by -classification basis.
'CPS HIS A"m WNSULTINC page IMMW�s
25B-35
Proposal to the City cf Santa Anal Confidential Association of Santa Ana
Compensation Study
As an alternative, CPS HR can prepare a customized point factor approach. Tills approach will
place each job on a consistent scale using job factors that are Important to the City and CASA.
CPS HR will begin the process with its standard point factor approach. That approach will be
presented to a compensation committee or some other stakeholder group to finalize the chosen
job factors and their relative weights,
Task S — Prepare Draft Compensation Report. The project team will develop a Draft
Compensation Report detailing the results of the labor market survey. This draft report will
comprise the following:
• Scope of the study
t labor market agencies, including the comparable characteristics (e.g., size, scope of
services, number of employees, etc.)
■ Study benchmarks, including the City and CASA's methodology utilized to Identify
benchmarks
■ labor market data analysis/methodologies
• Results of the base salary survey
■ Results of the benefits analyses
■ Results of the total compensation analysis
• Salary recommendations for all classifications to assure internal equity and external
competitiveness
The CPS HR project Manager will meet with the City, labor Union representatives, and any
designated key stakeholders to discuss the Draft Compensation Report and to respond to any
questions, comments, or concerns on the report.
Task 9 — Research and Resolve Issues/Prepare the Final Compensation Report. Based upon the
City and CASA's review of the Draft Compensation Report, the project team will follow-up and
resolve any outstanding compensation issues. Hard and electronic copies of the Final
Compensation Report and the automated Internal equity analysis will be delivered to the City
and CASA and the results presented to City and CASA management and any other designated
stakeholders. Given the proximity of CPS HR's staff, we are available for additional on-site, in-
person mreetings as required,
CPS III -0 CONSULTING Wage 124
25B-36
Proposal to the City of Santa Ana /Confidential Association of Santa Ana
Compensation Study
Commitment to the Proposed Timeline
The team members selected will be dedicated to this project to ensure that the deadlines for
completion are met. CPS HR is open to discussion regarding the commencement of the
compensation study in the interest of the City and CASA's operational goals. The final timeline
after that point is highly dependent on any dialog/meetings/time the City and CASA will need to
review the data Internally, CPS HR will be able to commence work upon contract completion.
Our timeframes are based upon the assumption that (1) the selected labor market agencies will
provide the Information required within the specified timeframe, and that ([I) the City and CASA
will be ableto review, comment on, and approve study products within agreed upon timeframes.
During the study, the CPS HR Project Manager will provide the City and CASA with Interim status
reports weekly on project progress and will assess any impacts on the timeline, We use sound
and proven project management procedures to ensure our engagements are completed in a
timely manner. It Is customary for CPS HR to manage time and Invoicing with a bi-weekly or
monthly project status reports, We can also use Wrlkel" software to provide project
management Information and timelines about the work product.
T ask #
1
Total compensation Study
*Note. bi-weekly updates will be provided by CPS HR project manager
Review the Background Materials and Revised Classifications
Week"
Number(s)
1
2
Initial Project Meeting, labor Market Agency and Benchmark Selection
2-3
3
Design, Develop, and Distribute Survey Instrument
4-6
4
Review, Analyze, and Validate labor Market Survey Data
7.9
5
Design and Develop Data Spreadsheets
10-11
6
Conduct Benefits Analysis (Would be removed for Base Salary $tady)
12-13
7
_
Conduct Internal Equity Analysis/Prepare Draft Salary Recornmendatlons
14.15
a
Prepare Draft Compensation Report and present to stakeholders
16-17
9
Finalize report based on feedback
18
CC'S HR ,MOL:.w CONSULTING 25B-37 Page 125
Proposal to the Cltyof Santa Ana/Confidential Assoclation of Santa Ana
Compensation Study
References
Agency:
Address;
Contact:
imperial County
940 Main St, Ste 101, EI Centro, CA 92243
Rodoifo Aguayo, Interim Director of HR and Risk Management; Phone: (760)
482.4488; Email: rodolfoagueyo@co.imperial.ca.us
Description:
CPS HR has worked with the County since 2007 on multiple classification &
Contact:
compensation projects. Examples of several studies include:
■ A department -wide classification and compensation study for all safety
Description:
classes in the Fire Department. This included the creation of new classes;
review of compensation; review and revision of minimum requirements for
hire or promotion for all classes; and preparation of new classification
specifications for all positions.
■ A Large organizational review for both the Public Health and Behavioral
Health Departments. This included the creation of new divisions and
sections; new classes and/or class series; analysis and recommendation for
new or revised salaries; and the preparation of new or revised class specs.
■ An analysis of the position of Chief Probation Officer, which Included an
analysis of the current job title, salary, and minimum qualifications.
Recommendations,were_discussed with SuperiorCourt.administrators and
a new classification specification was written.
■ Establishing a new class series and recommended compensation for the
position of Criminal Research Specialist. Our findings were based upon an
analysis to facilitate the transition of contract employees to the County,
Agency:
City of Lancaster
Address:
44933 Fern Avenue, Lancaster, CA 93594
Contact:
Kathleen Abaied, Human Resources Manager; Phone: (661) 723.6093; Email:
kabaled@cityoflancasterca.org
Description:
CPS FIR Consulting was retained by the City of Lancaster to conduct a total
compensation study for S0 benchmark classifications. The objective of the
study was to determine the competitiveness of the City's base salary and total
compensation in the labor market. To achieve this, CPS HR established a labor
market of 10 comparable cities and collected and analyzed base salary and total
CPS HR A=m CONSULTING Page 126
NEW25B-38
Proposal to the City of Santa Ana/Confidential Assoclation of Santa Ana
Compensation Study
compensation data. The data for this report was collected during the months
of September through October 2017, This study also required collaboration
with several unions representing a number of employee groups.
Agency:
Orange County Fire Authority
Address:
P.O. Box 57115, Irvine, CA 92619
Contact:
Brigette Gibb, Human Resources Director; Phone: (714) 5736353; Email:
brigettegfbb@ocfa.org
Description:
CPS HR Consulting maintains an on-going contract With the orange County Fire
Authority (OCTA) to perform Classification and Compensation work as needed.
CPS HR has conducted several classification studies as well as compensation
studies for various OCFA departments.
Agency:
City of San Luis, A2
Address:
1090 E. Union Street, San Luis, A2 85549
Contact:
Isabel Carlos, Assistant Director of Administrative Services; Phone: (951) 943-
6100; Email: ICarlos@cityofperris.org
Description:
The City of San Luis retained CPS HR to conduct an agency wide classification
and total compensation study, The classification study consisted of 255
positions allocated to 110 classifications. CPS HR produced a draft classification
report, which outlined recommendations for reorganization and specific
position allocations in the revised class structure for each of the positions
encompassed in the study. The City and CPS HR completed the final
classification report In March 2017. The compensation study included 10 labor
market agencies and 40 benchmark positions. CPS HR produced the final
compensation report in April of 2017.
Agency: I City of Berkeley (Master Contract)
Address: 2180 Milvia Street, Berkeley, CA 94704
Contact: Rebecca Chen, Senior Human Resources Analyst; Phone: (510) 981.6822;
Email; RChen@cityofberkeley.info
:mLYr;tM
CPS HIR = CONSULTING Page 12'7
25B-39
Proposal to the City of Santa Ana/Confidential Assoclation of Santa Ana
Compensation Study
Description: CPS HR Consulting has a current master agreement for ongoing classification
and compensation services. The most recent projects Included (1) Development
of a new classification: Public Works Operations Manager; (11) Development of
a new classification: Information security Manager; and (iii) Development of a
new classification: Digital Communications Coordinator.
Each of the studies required data collection to determine the scope of the
position duties in order to recommend the appropriate level and title for the
new classification, in addition, labor market and internal equity was assessed to
recommend an appropriate base salary range within the City's hierarchy. The
City of Berkeley is a heavily unionized environment.
Pariial Projed List
Classification and Compensation
We have conducted hundreds of classification and compensation studies for public agencies for
over 31 years, Most, if not all, of these studies involve union participation and/or approval.
Union participation has varied from no input to full involvement in terms of selecting comparable
agencies, approving benchmark positions, and agreeing upon implementation, We have several
staff that have negotiated with unions at other agencies.
Due to the significant number of projects, we provide a partial list of agencies for which we have
provided classification and compensation services below. With the following list and the
examples provided in our references, we demonstrate how we have collected data, performed
analyses on said data, made recommendations, and worked successfully with our
partners/clients.
CPS HIS "m IL"CONSULTING Pap 128
25B-40
Proposal to the City of Santa Anal Confldential Assoclation of Santa Ana
Compensation Study
Nomi
Regional Transportation Commission, NV
Brawley, City of
Rio Dell, City of*
California Bureau of State Audits
Rocklin, City of*
California Dept of Corrections and Rehabilitation
Roseville, City of (Electric Utility Department)
California Department of Energy
Sacramento Municipal Utility District
California Department of Food and Agriculture
Sacramento, County of*
California Department of Human Resources
Safety Center, Inc,
California Department of Real Estate
San Diego County Water Authority
California Office of the Chief Information Officer
San Joaquin Regional Rail Commission
California Seismic Safety Commission
San Joaquin, County of*
California State University, Sacramento
San Luis, City of
Clark, County of*
San Luis Obispo, County of
Commerce, City of (rurrentstudy)
Santa Cruz Metropolitan Transit District
Contra Costa, County of
Santa Cruz Regional Transportation Commission
Eureka, City of
Santa Cruz Unified School District
Glenn, County of*
Sierra Nevada Conservancy
Greater Los Angeles County Vector Control District
Stanislaus, County of*
Housing Authority of Santa Clara
State Bar of California
imperial, County of
Superior Court of California, orange County
Jurupa Community Services District
Tehachapi, City of
Lancaster, City of
Ventura, County of*
Los Angeles Co Employees Retirement Assoc;*
Vista, City of*
Los Angeles Department of Water and Power
Waxahachie, City of
Madera, City of
Western Area Power Administration
Mojave Water Agency*
Yosemite Community College*
Monterey Peninsula Airport District
rmEdfil
CPS HR 'mm CONSULTING Pane 12,9
25B-41
Proposal to the City of Santa Anal Confidential Association of Santa Ana
Compensation Study
Proposed Cost
Professional Fixed Fee
Caption 1 - Total Compensation Study
The professional fixed fee to complete the City and CASA's total compensation study as described
In this proposal is: $24,999 Inclusive expenses.
Caption 2 - Base Salary Study
The professional fixed fee to complete the City and CASA's base salary stud as described In this
proposal Is: $23,372 Inclusive expenses..
Project Tasks - Total Compensation Study
Task
Task Budget
Review the City's Background Materials
$377.00
Initial Project Meeting, Labor Market
$1,390.00
Agency and Benchmark Selection Provide
Long List to be pared down
Resign, Develop, and Distribute Survey
$1,010.00
Instrument
Review, Analyze, and Validate Labor
$3,397.00
Market Survey Data ($3 benchmarks)
Design and Develop Data Spreadsheets
$4,050.00
Conduct benefit analysis
$3,800.00
Prepare Draft Compensation Report with
$1,675.00
matrix of medical premiums
Research and Resolve Issues/Prepare the
$1,810.00
Final Compensation Report
Prepare, Submit, and Present Final
$3,440.00
Classification Report
Present to stakeholders and finalize
$2,010.00
report based upon feedback
Ongoing Communication
$2,040,00
mawar^
,CPS HR A=CONSULTINC Pago130
25B-42
Proposal to the City of Santa Ana/Confidential Assoclatlon of Santa Ana
Compensation Study
Project Tasks - Base Salary Study
CPS HR = CONSUL.TING Page 131
25B-43
BudgetTask Task
Review the City's Background Materials
$377,00
Initial Project Meeting, Labor Market
$1,390,00
Agency and Benchmark. Selection Provide
Long List to be pared down
Design, Develop, and distribute Survey
$1,010.00
Instrument
Review, Analyze, and Validate Labor
$5,570,00
Market Survey Data (53 benchmarks)
Design and Develop Data Spreadsheets
$4,050.00
Prepare Draft Compensation Report with
$1,675,00
matrix of medical premiums
Research and Resolve Issues/Prepare the
$1,810,00
Final Compensation Report
Prepare, Submit, and Present Final
$3,440.00
Classification Report
Present to stakeholders and finalize
$2,010,00
report.based upon feedback
Ongoing Communication
$2,040,00
CPS HR = CONSUL.TING Page 131
25B-43
Proposal to the City of Santa Anal Confidentlal Association of Santa Ana
Compensation study
Reimbursable Expenses
CNS HR is flexible with the proposed work plan; alternate approaches may be discussed with the
City and CASA which may in turn change the proposed cost of the project. As described In this
proposal, the methods, approach, timellnes, as well as the proposed fee, have been prepared as
accurately as possible based upon the services requested and study objectives described in the
Information provided to CPS HR. if changes or additional services are required, we will be happy
to discuss changes to the project tasks and/or schedule. Any assistance the City and CASA can
provide with this task could greatly reduce the costs. In addition, the use of focus groups for the
collection of data could dramatically reduce the price depending upon the number of incumbents
that need to be interviewed.
Rates for Additional Services
A rate schedule is presented below for any additional work desired by the City and CASA that
Is not specified in the work plan prepared for this proposal.
Page (32
CPS HIS CONSULTING
25B-44