HomeMy WebLinkAboutCOOPERATIVE PERSONNEL SERVICES, DBA CPS HUMAN RESOURCES - 2013INSURAN1,E. 3OT ON FILE
WORK iVA U1 PROCEED N -2013 -131
CLERK OF COUNCIL
DATEw �F.P 2 4 2013
SERVICES
THIS AGREEMENT, made and entered into this 12th day of September, 2013 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 having special skill and knowledge in the field of
performing management compensation studies for the purpose of preparing a
management compensation study for the City.
B. 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 it is
knowledgeable in its 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
Consultant shall perform management compensation study services as set forth in
Consultant's PROPOSAL dated September 3, 2013, attached as Exhibit A to this Agreement,
and incorporated herein by reference.
2. REPRESENTATIVES
For purposes of implementing this Agreement, the representative of City shall be the
Executive Director of the Personnel Services Agency, or his designated representative, and the
representative of the Consultant shall be the Chief Workforce Officer or his/her designated
representative. Except as may be otherwise stated herein, such representatives shall have the
authority to act on behalf of their respective parties in carrying out the terms of this Agreement.
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3. DELIVERY OF WORK PRODUCT - OWNERSHIP
Consultant warrants and represents that it has the absolute right to enter into and perform
this Agreement and will perform its obligations hereunder in accordance with standards and
practices prevailing in the industry. Consultant's contribution to the Study, including works to
be produced by Consultant hereunder, will not infringe or misappropriate the proprietary or
personal rights of any third person or party. Consultant shall deliver to City any work product
which results from the services provided. Said work product shall be submitted in hard copy and
produced in a form compatible with City's information systems, as agreed between the Project
Manager and Consultant.
In regard to all material produced as a deliverable under this Agreement, including but
not limited to records, papers, drawings, specifications, programs, systems and other materials
prepared by Consultant, Consultant agrees, for itself and its affected officers, employees, agents,
contractors, and volunteer workers, that (a) other such material shall be the property of the City,
and may not be copyrighted without prior review from the City, and (b) the authors of all such
material, whether copyrighted or not, award to the City, and to its officers, agents and employees
acting within the scope of their official duties, as a condition of payment to the Consultant, a
royalty -free, nonexclusive, irrevocable license throughout the world for governmental purposes
to disclose, publish, translate, reproduce, and use such materials.
4. COMPENSATION
a. City agrees to pay, and Consultant agrees to accept as total payment for its services,
the rates and charges identified at page 15 of Exhibit "A ". Consultant will be paid a fixed
professional services fee not to exceed $18,660.00. Consultant estimates additional costs of
approximately $1,100.00. Additional services, if any, as requested by City will be paid at the
rates set forth at page 15 of Exhibit "A ". The total sum to be expended under this Agreement
shall not exceed $25,000.00 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.
5. TERM
This Agreement shall commence on the date set forth above and terminate on June 30,
2014, unless terminated earlier in accordance with Section 15, below.
6. SCHEDULE
Consultant shall make all reasonable efforts to complete the compensation study within
20 weeks from the start date as agreed to by the City and Consultant and as said schedule is set
forth in Consultant's PROPOSAL, Exhibit "A" hereto.
7. 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
employees and shall be responsible for all applicable withholding taxes.
8. 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. Worker's Compensation Insurance. In accordance with the provisions of Section 3300
of the Labor Code, 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 under this Agreement, Consultant agrees to obtain and maintain any
employer's liability insurance with limits not less than $1,000,000 per accident.
b. Professional liability (errors and omissions) insurance, with a combined single limit
of not less than $1,000,000 per claim, and $2,000,000 in the aggregate.
c. 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.
(ii) Certificates of insurance shall be furnished to the City upon execution of
this Agreement and shall be approved in form by the City Attorney.
(iii) 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.
d. 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 forthwith
terminate this Agreement. Such termination shall not effect 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.
9. 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
negligence, recklessness or willful misconduct of the Consultant or its contractors,
subcontractors, agents, employees, or other persons acting on their behalf which relates to the
services described in section 1 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
negligence, recklessness or willful misconduct of Consultant arising from this Agreement. The
Consultant further agrees to indemnify, hold harmless, and pay all costs for the defense of the
City, including fees and costs for special counsel to be selected by the City, regarding any action
by a third party asserting that personal injury, damages, just 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.
10. 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 subject to the law 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 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 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 INTEREST CLAUSE
Consultant covenants that it presently has no interests 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, CA 92702 -1988
facsimile (714) 647 -6956
With courtesy copies to:
and
Executive Director of the Personnel Services Agency
City of Santa Ana
20 Civic Center Plaza
P.O. Box 1988
Santa Ana, California 92702
City Attorney
City of Santa Ana
20 Civic Center Plaza (M -29)
P.O. Box 1988
Santa Ana, California 92702
facsimile (714) 647 -6515
To Consultant: CPS HR Consulting
Attn: Linda Kegerries
241 Lathrop Way
Sacramento, California 95815 -7279
Facsimile (916) 561 -7279
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, duly registered or certified, with postage prepaid, and
addressed as set 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. EXCLUSIVITY AND AMENDMENT
This Agreement represents the complete and exclusive statement between the City and
Consultant, 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. This Agreement may not be modified except by written
instrument signed by the City and by an authorized representative of Consultant. The parties
agree that any terms or conditions of any purchase order or other instrument that are inconsistent
with, or in addition to, the terms and 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 party, 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.
15. TERMINATION
This Agreement may be terminated by the City upon thirty (30) days written notice of
termination. In such event, Consultant shall be entitled to receive and the City shall pay Consultant
compensation for all services performed by Consultant prior to receipt of such notice of termination,
subject to the following conditions:
a. As a condition of such payment, the Executive Director may require Consultant to deliver
to the City all 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. However, any use of unfinished work product
shall be at City's sole risk.
b. Payment need not be made for work which fails to meet the standard of performance
specified in the Recitals of this Agreement.
16. DISCRIMINATION
Consultant shall not discriminate because of race, color, creed, religion, 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. 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 and all questions relating to its validity, interpretation, performance, and
enforcement shall be government and construed in accordance with the laws of the State of
California. 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 connection 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 States, 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 hereinbelow 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. Captions and headings in this Agreement, including the title of this Agreement, are for
convenience only and are not to be considered in construing this Agreement.
c. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set
forth in the body of this Agreement.
[Signatures on following page]
IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year
first above written.
ATTEST:
( —motr 1 ;)- ffii
Maria D. Huizar G
Clerk of the Council
APPROVED AS TO FORM:
Sonia Carvalho
City A mey
City Attorney
CITY OF SANTA ANA
Kevin O'Rourke
City Manager
Cooperative Personnel Services dba CPS
HR Consulting
1 wave 11 11,01 N SWMA%
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City of Santa Ana
Management Compensation Study
September 3, 2013
SUBMITTED BY:
LINDA KEGERREIS
Chief Workforce Officer
CPS HR Consulting
241 Lathrop Way
Sacramento, CA 95815561 -7279
P:916- 471 -3470
F: 916- 561 -7279
lkegerreis@cps.ca.gov
Tax ID: 68-0067209
www.cos.ca.aov
CPS HR CONSULTING
September 3, 2013
Ellen Smiley
Compensation Manager
City of Santa Ana
20 Civic Center Plaza
Santa Ana, CA 90254
Subject: Proposal for a Management Compensation Study
Dear Ms. Smiley:
CPS HR Consulting (CPS HR) is pleased to submit this proposal to provide a Management
Compensation Study to the City of Santa Ana ( "City "). We welcome the opportunity to
assist the City in this endeavor because our HR consulting practices focus on serving public
agency clients.
Through our diverse public agency consulting assignments, CPS HR has developed long -time
relationships across a spectrum of local, state and federal public agencies including many cities
throughout California. As a result, we have the knowledge, expertise and skills to conduct a
comprehensive compensation study for the City of Santa Ana.
Throughout study development and administration, CPS HR will work with you to meet your
organization's goals and objectives. We will leave you with a plan that your organization can
manage for years to come.
Reasons to select CPS HR for these consulting services include:
■ Depth of experience preparing classification and compensation studies. CPS HR has
conducted more than 75 classification and /or compensation related studies for public
agencies within the last several years.
■ Commitment to maintaining open communications with the City. We have a proven
track record of regular and open communication with our clients to ensure each project
successfully preserves its focus, plus adheres to the timeline and budget.
■ A strong understanding of the issues and challenges public agencies face. As a self -
supporting public agency (a Joint - Powers Authority [JPAj public agency since 1985), we
have a good understanding of your challenges and needs. We have been helping public
agencies meet their classification, compensation and other human resource needs for
28 years.
CPS HR `CONSULTING Page I ii
■ An excellent reputation earned by a high level of client satisfaction. Our Client
Satisfaction rating averages 4.6 on a scale of 5. Each of our clients receives a client
satisfaction survey at the end of each engagement to respond to questions on the
quality of our staff, our deliverables and the overall consulting relationship.
Thank you for the opportunity to submit this proposal. Please contact our proposed Project
Manager, Ms. Jill Engelmann if you need additional information regarding this proposal. You can
reach Ms. Engelmann at (916) 471 -3433 and by email at JEngelmann @cps.ca.gov.
Sincerely,
Linda Kegerreis
Chief Workforce Officer
CPS HR CONSULTING Page I iii
Table of Contents
Scopeof Services .................................................................... ..............................1
Schedule.................................................................................... ..............................8
Qualifications............................................................................ ..............................8
References............................................................................ ............................... 14
FeeProposal .......................................................................... ............................... 15
Appendix A - Sample Compensation Data Sheet ............................... 16
Appendix B - Internal Equity Analysis Flow Chart ......................... 17
Appendix C — Project Team Resumes ..................... ............................... 18
CPS HR CONSULTING Page I iv
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Scope of Services
Project Understanding and Approach
CPS HR understands that the City of Santa Ana is interested in having a professional consulting firm
conduct its upcoming management compensation study. It is CPS HR's understanding that
although the City has been performing ongoing market checks a full study has not been conducted
since the late 1980's.
The City has identified fifty (50) benchmark management classifications that they wish to have
surveyed within their established labor market of eight (8) agencies.
The details of our approach and methodologies for this project are provided below in this Scope of
services section of our proposal.
Total Compensation Study
Task 1— Review the City's Background Materials. CPS HR will request background information to
develop a full understanding of the City's current compensation plans and benefits structures. Our
Project Team will review the salary schedules, compensation policy, compensation plans, benefits
summaries, past compensation surveys and results, and any other documentation relating to the
study.
Task 2 — Initial Project Meeting. During the initial project meeting the CPS HR Project Manager
will meet with the City's Project Representative, and designated stakeholders to initiate the
project, and to confirm study goals, objectives, and methodologies. Our current budget is based
on the assumption that this initial meeting will be conducted on -site, but we are happy to adjust
the current project scope to have this be a conference call should that be desirable.
The budget for this component of the study presumes that approximately fifty (50) benchmark
classifications will be surveyed in a labor market comprising eight (8) agencies.
Task 3 — Design, Develop and Distribute Survey Instrument. The Project Team will develop a
comprehensive survey instrument to ensure the effective collection of salary and benefits
information 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 survey classification. In addition, we will request copies of classification
specifications, organization charts, budgetary and staffing information, and other useful reference
materials to substantiate the accuracy of the comparability of the matches. CPS HR's survey
CPS HIR `CONSULTING Page 11
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
instrument is designed to be completed electronically or, if need be, in hard copy. As this is a total
compensation study, the following elements of total compensation and benefits practices outlined
below are typically collected in studies of this nature:
■ Cash add -ons premium pays such as:
• Longevity pay
• Deferred compensation
• Retirement pick -up practices
■ Education incentives
■ Agency contributions to health programs:
• Medical, dental and vision —for these three components, it is our practice to report
the family rate for the most commonly used plan
■ Agency contributions to defined - benefit retirement programs and Social Security practices.
■ Paid time off practices such as:
• Holiday leave
• Vacation and sick leave
• Long -term leave and administrative leave
Note: Leave practices are typically reported in table format, rather than in the total compensation
roll -up.
Task 4 — Review, Analyze and Validate Labor Market Survey Data. To ensure our clients receive
the most accurate data for their study, CPS HR does not solely rely on the completed surveys
received from the labor market agencies without checking the validity of the submission. 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. Once the
Project Team has completed their survey analysis tasks, the Project Manager will audit the final
data as part of our quality review process. CPS HR has determined that this method of data
collection, analysis and audit provides our clients with the high quality deliverables they have
come to expect.
In order to determine whether a match from a labor market agency is comparable to the City'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
CPS HR aCONSULTING P a g e 12
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
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, albeit with slight differences in work that do not change the level and nature of work.
Task 5 — Design and Develop Data Spreadsheets. CPS HR will develop an individual data sheet for
each surveyed classification that presents the comparable classification used in each agency with
the relevant data associated with that classification, such as the salary range minimum and
maximum. The labor market data analyses will be conducted based upon labor market position
affirmed within the City's compensation philosophy, i.e., labor market median, mean or another
percentile. A data sheet will be prepared for each benchmark survey classification. Each
comparable match for each benchmark 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.
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 with an understanding of how the
study classes compare against their market when the costs of benefits programs are taken into
consideration. Within these data sheets [sample of which is presented in Appendix A], four
different analyses can be conducted based on how our clients wish to view the data:
■ An analysis of where the benchmark classification falls within the labor market for base salary
■ An analysis of where the benchmark classification falls within the labor market when the
cost of cash add -ons is taken into consideration (total cash)
■ An analysis of where the benchmark classification falls within the labor market when the
cost of cash add -ons and health programs are taken into consideration
■ An analysis of where the benchmark 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)
While CPS HR generally reports total compensation in the format described above, other analyses
can be conducted based on the City's specific needs.
Task 7 — Prepare Draft Total 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:
CPS HR`CONSULTING Page 13
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
• Scope of the study
• Labor market agencies, including the methodology utilized to identify recommended
agencies.
• Study benchmarks, including the methodology utilized to identify benchmarks.
• Labor market data analysis /methodologies
• Results of the base salary survey
The CPS HR Project Manager will meet via conference call with the City's Project Representative to
discuss the Draft Compensation Report and to respond to any questions, comments or concerns
on the report.
Task 8 — Research and Resolve Issues from Draft Total Compensation Report Review. Based
upon the City's review of the Draft Compensation Report, the Project Team will follow up on
compensation issues pursuant to this review.
Task 9 — 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 may reflect the City's value
system of jobs within the organization. With the whole job methodology, the internal pay relationship
analysis for non - benchmark classifications will involve a number of steps in order to arrive at sound
and equitable relationships. Among others, the most important of these will include:
■ Analysis of existing and historical pay relationships
■ Development of consistent, uniform and realistic guidelines for determining internal
relationships including span of control, nature and level of work performed and related
components
■ Recommendation of equitable and appropriate internal relationship differentials based on
the above.
Below is the methodology CPS utilizes for establishing salary levels for benchmark and non -
benchmark classifications in our compensation studies. This methodology would be applied to all
City classifications.
■ The first step is to conduct a comprehensive review of the survey results to identify
benchmark classifications to be used in the salary setting process.
■ The second step is to establish salary recommendations for these benchmark classifications
by setting the salary level based on the market data. This step will serve as the foundation
for the internal alignment decisions which follow.
■ The third step is to conduct a comprehensive review of the City's current internal
alignment differentials to determine what their practices are:
CPS HR CONSULTING Page 14
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
• What are the percentage differentials between entry, journey, and advanced
journey levels, between supervisors and the highest level classification supervised,
and between managers and supervisors?
• Are the percentages aligned with best practices?
• Are the percentages applied consistently?
■ 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 family.
■ The fifth step is to determine what classifications remain that are not benchmark
classifications and are also not part of a job series or family. These classifications are then
reviewed to determine:
• What classification(s) is the subject classification currently internally aligned with?
Where possible, efforts are made to determine why that current internal alignment
exists. The consultants carefully review this to ensure it is a reasonable placement
and if it is, the recommendation to maintain its current internal equity would be
made.
• If the current internal alignment is not considered to be reasonable, or no logic can
be found to determine why it is so placed, the consultants will conduct a review of
other classifications within the entire plan to determine what other classification
might be better used for internal alignment. Generally, the assessment is based
upon (i) the nature of work performed; (ii) the level of work performed; and (iii) the
minimum qualifications required.
The five steps are followed for each classification within the pay plan. A depiction of this work
flow process is presented in Appendix B.
Over the course of this analysis the salary recommendations are discussed with the City to ensure
the Project Team has the benefit of historic and relevant information on how classifications have
been paid in the past. 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
CPS HR�CONSULTING Page 15
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
This information will provide the City with the percentage and dollar amount of any increase on a
classification -by- classification basis. Once the City has reviewed the draft salary
recommendations, CPS HR will respond to any questions or concerns prior to issuing the Final
Compensation Report.
Task 10 — Prepare and Present Final Total Compensation Report — The requested number of
copies of the Final Compensation Report, that includes the results of the compensation analysis
and study findings/ recommendations, will be submitted to the City's Project Representative. The
content of the Final Compensation Report will be similar to the Draft Compensation Report, but
will include the salary recommendations from Task 10. The CPS HR Project Manager will conduct
an on -site high -level overview /presentation of study findings and recommendations to the City
Administrator, and any other designated stakeholders. The final report will also provide the City
staff with documentation to internally maintain and further develop their compensation and
benefits systems going forward.
The Citv's Responsibilities
To facilitate the study process, we request that the City designate an individual to coordinate
communication, meetings, and review of products with the Project Team. CPS HR would expect
over the course of the project that the City's designated Project Representative, will be
responsible for the following activities:
■ Communicate and coordinate meetings, equipment, facilities and conference calls.
■ Identify and provide current classification and compensation information, including current
job descriptions, organization charts, salary structure, pay policies and procedures, etc.
■ Coordinate and ensure timely City review of study documents and information provided by
CPS HR; work products developed during the study will be regularly submitted to the City's
Project Representative for review, comment and /or approval; timely review of draft
documents is essential in order to complete the project on schedule.
On Site Visits
CPS HR's proposed work plan anticipates that two (2) on -site visits will be required for this study as
follows:
■ Initial Project Meetings (Includes meetings conducted with the Project Representative and
stakeholders)
■ Presentation of Final Report documents, debriefing sessions with any designated
stakeholders.
Should additional on -site visits be requested by the City, we will be happy to discuss changes to
schedule and /or cost estimate.
CPS HR. ®CONSULTING Page 16
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
We are committed to meeting the highest professional standards of quality, and each of our team
members will spend an appreciable portion of his or her effort in the review, constructive
challenge, and direction of assigned responsibilities.
Furthermore, we practice peer review of all engagement reports and documentation. At least one
knowledgeable person other than the consultant preparing the document must review, critique,
and understand the document before it is considered ready for delivery to the client. Finally,
because our firm's project managers are directly involved in preparing and submitting project
deliverables, no documents or materials of any kind are delivered to the client without the project
manager's review and approval. Any work products developed during the activities described
above will be submitted to the City's Executive Director or Project Representative for distribution,
review, comment and /or approval by designated groups. This is a critical step to ensure accurate,
reliable, and valid study deliverables.
• • • �► V WE
CPS HR Consulting recognizes that the success of any project depends upon the ability of the
consulting team to develop and maintain effective working relationships with the City Project
Representative(s), City management and other key stakeholders. Throughout the project, we envision
collaborating with the Citys Project Representative to maintain open lines of project communications
and to develop a shared understanding of project needs, goals, and objectives. CPS HR Consulting
considers that open and consistent communication with project stakeholders is a key element of
project acceptance and success.
CPS HR�CONSULTING Page 17
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Schedule
Based upon the work plan presented within this proposal, we anticipate a study of this nature,
would be conducted within a 20 week timeframe from the execution of the contract and the City's
preferred start date.
The proposed timeline assumes that the selected labor market agencies will provide the
information required within the specified time frame and that the City will be able to review,
comment on, and approve study products within agreed upon time frames. During the study, the
CPS HR's Project Manager will provide the Project Representative with interim status reports bi-
weekly on project progress and will assess any impacts on the timeline.
CPS HR confirms that the proposed project team has the availability to begin work on this project
upon the execution of the contract and foresees no difficulty with meeting the proposed
timeframe given current and projected workloads.
Qualifications
• •i i • R 'i ' i'
Our Joint Powers Authority charter commits us to providing services exclusively to public sector
or non - profit agencies, which means that all our tools, our strategies, and our products are
focused and designed specifically for our clients in local, state and federal government, and non-
profit organizations.
Classification and /or Compensation Study Experts
Throughout our 28 -year history, CPS HR has provided classification and compensation study work
as well as other related services to clients across a spectrum of public agencies in city, county,
state and federal government, as well as special districts and non - profit organizations. The table
below provides a list of some of the classification and compensation work we have completed for
other City clients in California
CPS HR`CONSULTING Page 18
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
CLASSIFICATION e COMPENSATION
Government o Performed
• City of Burbank • Compensation Analysis and Report
• City of Murrieta
• Classification and Compensation Study
• City of Orinda
• Classification and Compensation Study
• City of Rio Del
• Classification and Total Compensation Study
• City of Roseville's Electric Utility Department
• Operational Review, Workforce Analysis and Total Compensation Study
• City of Sacramento
• Classification and Total Compensation Studies
• City of San Jose
o Limited Classification Study
Three Examples of Similar Studies Conducted For Cities
Ms. Jill Engelman, our proposed project manager for this assignment, served in the role of
project manager for the three project examples we site below. Following the three projects
presented, we provide you with additional project experience. References for all projects are
provided in the reference section of this proposal.
1. City of Rio Dell
CPS HR completed an agency -wide classification and total compensation study for the City in 2010,
and received very positive feedback from the city. Since then, we have also completed various
follow -up classification and compensation studies as positions are added or reassigned. All
projects were completed within the agreed -upon timeframes. Contact information for this project
is provided within the reference section of this proposal.
2. City of Berkeley
CPS HR has been retained by the City of Berkeley to conduct a number of classification and
compensation studies for various classifications in various City departments. The objectives of
these studies have been to determine if the City's current classification structure is appropriate to
meet the City's needs, if selected positions are appropriately classified, and to identify
compensation levels that will enable the City to be competitive within its labor market.
3. The City of Roseville's Electric Utility Department
The City of Roseville's Electric Utility Department (Roseville Electric) requested that CPS HR conduct:
CPS HR = CONSULTING Page 19
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
■ A review and analysis of its operations and staffing levels and provide recommendations
for improvement.
■ An analysis of the current workforce and provide recommendations for succession planning
■ An agency -wide total compensation study.
To accomplish these tasks in the most cost effective way, CPS HR Consulting developed two
comprehensive surveys - one that captured information regarding compensation, benefits, staffing
levels, and general pay practices and another that captured best practices information
regarding utility operations /service delivery in a broad range of areas, including current demands
and challenges. These surveys were distributed to other public and private utilities in the client's
identified labor market. CPS HR also conducted orientation sessions with employees, site visits, and
interviews with management and line staff to ensure a full understanding of the client's
accomplishments, concerns, and challenges. Finally, CPS HR collected and analyzed data regarding
the client's turnover and employee demographics. From review and analysis of the survey responses
and the information collected within the client's organization, CPS HR provided two reports. One
report provided a comprehensive analysis of the client's operations and staffing structure,
summarized information collected from the surveyed utilities, identified
strengths /weaknesses /challenges, and provided recommendations for continuation of current
practices and changes for improvement, as well as, recommendations for succession planning to
prepare for anticipated turnover. The second report provided the results of the total compensation
analysis, with specific comparison of base pay, additional compensation, benefits, and other pay
practices such as apprentice programs and planned overtime. The total compensation report
enabled the client to determine their current competitive standing in the labor market and identify
needed adjustments. The project was completed on time and within budget.
Some Additional Project Experience
4. City of Sacramento, California
CPS HR maintains an on -going contract with the City to perform Classification and Compensation
work as needed. CPS HR has conducted several compensation studies, as well as numerous
classification review requests.
5. City of Bell, California
The Interim City Manager for the City of Bell (October, 2011) contacted us to assist them in the
development of a new classification and compensation structure by conducting studies in these
two critical human resource program areas.
For the classification component of the study, CPS HR developed a new classification structure for
the City; this structure included about 20 classifications for the 33 employees covered in the
study. CPS HR also prepared classification specifications written for recreation and police
CPS HR CONSULTING Page 110
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
classifications. We then provided the City with sample classification organizational structures from
five similar cities to assist the Interim Department Heads and the Interim City Manager as they
restructured and considered the optimal mix of management and non - management classes within
their departments
For the compensation component of the study, CPS HR performed a comprehensive total
compensation study, which included the development of the labor market and an analysis of
salaries and benefits for all City benchmark classifications.
Our work resulted in a classification structure which was designed to meet their current and future
classification needs, and comprehensive data analysis from which they could make informed
decisions on their pay strategy. . Our study reports and findings, which were presented to City
Council and members of the public in open session, were placed on the City's website to ensure
process transparency and access to these important documents.
We received very positive feedback on the quality and professionalism of our deliverables.
6. City of Burbank, California
CPS HR worked with the City of Burbank on a multi- faceted project involving (i) a review of its
existing compensation structure and design; (ii) the development of a total rewards strategy and
philosophy; and (iii) an evaluation of the City's Pay for Performance system. CPS HR continues to
work with the City as they evaluate study recommendations.
We developed two comprehensive surveys - one that captured information regarding
compensation, benefits, staffing levels, and general pay practices and another that captured best
practices information regarding utility operations /service delivery in a broad range of areas,
including current demands and challenges. These surveys were distributed to other public and
private utilities in the client's identified labor market. We also conducted orientation sessions
with employees, site visits, and interviews with management and line staff to ensure a full
understanding of the client's accomplishments, concerns, and challenges. Finally, CPS HR collected
and analyzed data regarding the client's turnover and employee demographics.
From review and analysis of the survey responses and the information collected within the client's
organization, CPS HR provided reports. One report provided a comprehensive analysis of the
client's operations and staffing structure, summarized information collected from the surveyed
utilities, identified strengths /weaknesses /challenges, and provided recommendations for
continuation of current practices and changes for improvement, as well as, recommendations for
succession planning to prepare for anticipated turnover. The second report provided the results of
the total compensation analysis, with specific comparison of base pay, additional compensation,
benefits, and other pay practices such as apprentice programs and planned overtime. The total
compensation report enabled the client to determine their current competitive standing in the labor
market and identify needed adjustments.
CPS HR CONSULTING Page 111
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
The project was completed on time and within budget.
Our Consultant Team's Expertise Makes the Difference
CPS HR has assembled a uniquely qualified team of professionals to conduct this study for the District.
Our consultants have been selected for their relevant experience and professionalism in dealing with
projects of this nature. We firmly believe that the most important factors in ensuring the highest
quality of consultant performance is first, the commitment the consultant brings to the engagement,
and second, the experience of the firm and the individual consultants working on the project.
Project Manager
Ms. Jill Engelmann will serve as the Project Manager for
this project. She has more than 25 years of
professional and management experience in public
sector Human Resources. Her work and project
management experience includes work in the areas of
compensation and classification, job analysis, employee
recruitment and selection, performance management,
employee and management training and development,
employee relations; and personnel policy development.
Ms. Engelmann has worked as a CPS HR consultant for
the last 15 years.
Prior to joining CPS HR, Ms. Engelmann spent five years
for Sacramento County and prior to that she worked in
the human resources department for the Sacramento
Municipal Utility District and the City of Sacramento.
Key Project Team Members
Key Relevant Experience
Ms. Engelmann has served as project
manager for various classification and
compensation studies for the City of
Berkeley; as project manager for an agency -
wide classification and total compensation
study for the City of Rio Bell and also project
manager for a total compensation and
organizational review project for the City of
Roseville s Electric Utility Department. She
provided overall planning, direction and
coordination of projects, led staff teams and
worked closely with client representatives.
Ms. Engelmann, will be assisted by Ms. Gwen Brew, Ms. Felicia Clayton, and Ms. Monica Garrison
Reusch. Each of these team members has broad and deep experience in public sector
classification and total compensation systems and analysis. Resumes for each team member are
provided in Appendix C.
Ms. Gwen Brew is a Project Consultant with CPS HR with 25 years of experience in all aspects of
the human resource functions in both the public and private sector with 1000+ employees, both
union and non - union. She has conducted and evaluated salary and benefit surveys, evaluate
opportunities, current program effectiveness and cost containment and made recommendations
CPS HIR `CONSULTING Page 112
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
to senior management. Ms. Brew has also administered compensation, benefit, retirement and
health and wellness programs (including, but not limited to, group health, life, disability, FSA,
CDHP, defined benefit and defined contribution benefits); analyzed program costs, utilization
and participation; identified discrepancies or deficiencies and recommended changes or
corrective actions.
Ms. Felicia Clayton is a Project Consultant with CPS HR who has more than over 20 years of human
resource experience with a diverse background across all boundaries of public, private and non-
profit organizations. Ms. Clayton has served as Project Manager for a district -wide classification
study and the redesign of compensation system impacting 1800+ employees; developed action
plans, facilitated focus group meetings, directed project staff and oversight of work performed by
consultants. In addition to her classification and compensation expertise, her human resource
experience also includes work in the areas of mediation and dispute resolution; employee and
industrial relations; project management; and talent management, which includes recruitment,
staffing and selection and training & development.
Ms. Monica Garrison Reasch is a Project Consultant with CPS HR with more than nine years of
human resource program experience, all of which have been spent serving as either a team
consultant or Project Manager on projects working with public sector agencies. Her primary
professional focus over the last several years has been on classification and compensation
practices. She has served as either a team member or Project Manager on varied projects
including large -scale studies done for the County of Bernalillo, the Eastern Municipal Water
District, Imperial Irrigation District, and the California State Department of Personnel
Administration and smaller specialized studies for agencies such as the Sacramento Municipal
Utilities District, the Los Angeles Department of Water and Power, Orange County and the City
of Bell.
CPS HR CONSULTING Page 113
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
References
Below is a list of references for clients that we have provided consulting services to complete
Classification and /or Compensation studies. Jill Engelmann served as the project manager for the
Cities of Rio Dell, Berkeley and Roseville.
Address
City of Rio Dell
Jim Stretch, City Manager
675 Wildwood Ave.
Phone: 707 - 764 -3532
Rio Dell, CA 95562
Email: cm @riodellcity.com
City of Berkeley
David Abel, Human Resources Manager
2180 Milvia St., First Floor
Phone: (510) 981 -6807
Berkeley, CA 94704
E -mail: Dabel @ci.berkeley.ca.us
City of Roseville
Michelle Bertolino, Director
Electric Utility Department
Phone: (916)774-5636
2090 Hilltop Circle
E -mail: mbertolino @roseville.ca.us
Roseville, CA 95747
City of Bell
David Hill (Volunteer Human Resources Director)
63330 Pine Avenue
E -mail: davidhillzone @aol.com
Bell, CA 90201
City of Burbank
Justin Hess, Management Services Director
301 E. Olive Ave., Third Floor
Phone: (818) 238 -5026
Burbank, CA 91502
E -mail: jhess @ci.burbank.ca.us
Orange County
Ann Barlow
333 W. Santa Ana Blvd.
Phone: (714) 834 -7357
Santa Ana, CA 92701
E -mail: Ann.Barlow @ocgov.com
El Dorado Hills Fire Department
David Roberts, Fire Chief
1050 Wilson Blvd.
Phone: (916) 933 -6623, ext. 11
City, St Zip El Dorado Hills, CA
E -mail: droberts@edhfire.com
Duration: April 2010— present
CPS HR CONSULTING Page 114
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Fee Proposal
To complete the City's Management Compensation Study as described in this proposal, CPS HR is
proposing a fixed professional services fee not to exceed $18,660.00 plus an estimated $1,000.00
for travel expenses and $100.00 for shipping and document reproduction expenses.
Other approaches may be discussed that will alter the cost of the project. The methods, approach
and timelines described in this proposal as well as the cost estimate have been prepared as
accurately as possible based upon the services requested and study objectives described in the
information provided to CPS HR. The total cost of basic tasks and deliverables reflects the steps
and time necessary to conduct the study in a sound, thorough and sustainable manner, including
important input and review by the Project Representative and designated stakeholders to
accomplish the study objectives. If changes or additional services are required, we will be happy
to discuss changes to the project activities, schedule and /or cost estimate. We have diligently
prepared this proposal based on our experience and ability to be cost effective while producing
results.
Rates for Additional Services - Provided below are our standard rates for reference purposes should the
City desire additional services.
CPS HR�CONSULTING Page 115
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Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Appendix B - Internal Equity Analysis
Flow Chart
Yes
No
CPS HR CONSULTING Page 117
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Appendix C — Project Team Resumes
Jill Engelmann, MA, SPHR
Ms. Engelmann has over 25 years of professional and management experience in public sector
Human Resources, including experience in the areas of compensation and classification, job
analysis, employee recruitment and selection, performance management, employee and
management training and development, employee relations; and personnel policy
development. She has worked as a CPS HR consultant for the last fifteen years, where she has
managed or completed a wide variety of projects in all of the areas listed above. Long term
assignments with CPS HR clients have included the El Dorado Hills Fire Department, California
Independent System Operator, Northern California Power Agency, and United Way.
Ms. Engelmann's previous experience includes over 5 years with Sacramento County where she
managed the Exam Development and Administration Division. Previous experience also
includes working as a generalist, performing the full range of human resources functions for
Sacramento Municipal Utility District and the City of Sacramento.
Employment History
• Project Consultant, CPS HR consulting
• Personnel Program Manager, Sacramento County Department of Human Resources
• Senior Personnel Analyst, Sacramento County Department of Human Resources
■ Human Resources Analyst, Sacramento Municipal Utility District
■ Personnel Analyst, City of Sacramento Department of Personnel
Professional Experience
■ Acted as the Human Resources Manager on long term assignments with El Dorado Hills
Fire Department, Northern California Power Agency and the United Way, California
Capital Region. In these assignments Ms. Engelmann managed all Human Resources
activities, including employee relations, training, benefits, recruitment, compensation,
and personnel policy development. In all assignments she was responsible for
developing or revising, presenting, and administering a performance management
program.
■ Has project manager experience on multiple large and small classification,
compensation and exam development projects for public sector agencies, including a
nine month classification study of 1,800 clerical positions for Sacramento County, an
agency -wide classification and compensation project for El Dorado Irrigation District,
and a total compensation and organizational review project for the City of Roseville's
Electric Utility Department. Provided overall planning, direction and coordination of
projects, led staff teams and worked closely with client representatives.
■ Completed recruitment and selection projects, including job analysis, recruitment
activities, development of selection instruments [structured interview questions,
written exams, job simulation exams, assessment center exercises] for a wide range of
CPS HR CONSULTING Page 118
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
job classes, including engineering, IT positions, management, law enforcement,
scientific; for a wide range of clients.
■ Developed and conducted training on various Human Resources topics, including Exam
Development and Administration, Recruitment, Hiring and Interviewing for Supervisors,
Sexual Harassment Prevention.
■ Managed the Exam Development and Administration Division for Sacramento County.
This division included a large professional and technical staff that provided all
recruitment and testing services for an organization of 10,000 employees. As Manager,
Ms. Engelmann was responsible for the division budget, supervision of staff, and the
development, interpretation and enforcement of policies and procedures.
Education
• MA [with honors], Industrial /Organizational Psychology, California State University,
Sacramento
• BA [with honors], Psychology, California State University, Stanislaus
CPS HR CONSULTING Page 119
INNEW
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Felicia T. Clayton
Ms. Clayton is a Project Consultant with CPS HR Consulting. She has over 20 years of human
resource experience with a diverse background across all areas of public, private and non - profit
organizations. Her human resource experience includes but is not limited to Classification and
Compensation, Mediation & Dispute Resolution, Employee & Industrial Relations, Project
Management, and Talent Management, which includes Recruitment, Staffing and Selection and
Training & Development.
Employment History
• Consultant, CPS HR Consulting
• Principal HR Analyst, Metropolitan Water District of So. Cal.
• HR Analyst, Los Angeles Metropolitan Transportation Authority
• Professional Expert, Los Angeles Unified School District
• Personnel Supervisor, Japan Life, Int'I
Professional Experience
• Project manager for district -wide classification study and the redesign of compensation
system impacting 1800+ employees; developed action plans, facilitated focus group
meetings, directed project staff and oversight of work performed by consultants.
• Acted as lead; monitored all daily transactions relating to promotions, and
reclassifications.
■ Coordinated and reviewed work assignments of employees; monitored workflow;
assessed workload distribution; met with staff to identify and resolve problems,
concerns and issues.
• Identified opportunities for improving service delivery methods and procedures.
• Assisted management with developing and implementing goals, objectives, policies and
priorities including recommending innovative procedures.
• Met with employee representatives to resolve grievances and /or disputes.
• Served as subject matter expert providing technical support to management on
interpretation and application of negotiated memoranda of understandings and district
policies affecting wage, hour, classification and physical working conditions.
• Designed and implemented a job audit data system.
• Conducted recruitment and selection for represented and unrepresented positions;
developed written examinations and administered all other aspects of the hiring
process; managed temporary employee program.
• Coached managers on preparing and conducting performance evaluation reviews;
project lead for redesign of the performance appraisal and review process; prepared
and reviewed performance /corrective action plans for consistency and accuracy.
Education
• MS, Culture and Communication, Trinity International University, Deerfield, Illinois
• MA, Criminal Justice Administration, California State University Los Angeles, LA,
California
CPS HR�CONSULTING Page 120
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
• BA, Interdisciplinary Studies, California State University Dominguez Hills, Carson,
California
• Certification, Industrial Relations, Loyola Marymount University, Los Angeles, California
• Mediator /Facilitator /Conciliator, Office of the LA City Attorney, Dispute Resolution
Program
CPS HR�CONSULTING Page 121
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Monica Garrison Reusch, MBA
Ms. Garrison Reusch has over nine years of human resource program experience, all of which
have been spent serving as either a team consultant or Project Manager on projects working
with public sector agencies. Ms. Garrison Reusch's primary professional focus over the last
several years has been on classification and compensation practices. She has served as either a
team member or Project Manager on varied projects including large scale studies done for the
County of Bernalillo, the Eastern Municipal Water District, Imperial Irrigation District, and the
California State Department of Personnel Administration and smaller specialized studies for
agencies such as the Sacramento Municipal Utilities District, the Los Angeles Department of
Water and Power, Orange County and the City of Bell.
Employment History
• Project Consultant, CPS HR Consulting
• Consultant, CPS HR Consulting
• Administrative Analyst, CPS HR Consulting
Professional Experience
• Project Consultant, CPS HR Consulting. Currently, Ms. Garrison Reusch provides a broad
range of human resources services to public agencies and has conducted projects for
various jurisdictions, primarily classification and compensation studies.
• Serves as project consultant, lead or manages small, medium and large scale
compensation projects for public sector agencies including, state agencies, counties,
cities and special districts. Ms. Garrison Reusch specializes in compensation projects
focusing on both base salary and total compensation analysis studies. Ms. Garrison
Reusch has participated on project teams for both large and small scale compensation
studies, including recent large studies performed for the following agencies: Los
Angeles Department of Water and Power, CA Department of Water Resources, CA
Department of Food and Ag, and the City of Bell. Ms. Garrison Reusch has also served
as lead consultant on several studies including recent work done for Bernalillo County,
NM and past large statewide total compensation studies performed for the State of
California.
• Serves as a project consultant performing classification studies and organizational
analysis; performs participant and management briefings; distribute, collect and analyze
questionnaires; conduct employee and staff audits; prepare recommendation reports
and respond to study appeals; conduct in depth survey and analysis of organizational
structure and past organizational practices.
• Training and facilitation experience includes developing training materials and training
public employees at varying levels on classification and compensation topics.
CPS HR� CONSULTING Page 122
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Education
• Golden Gate University, Sacramento: Masters in Business Administration, Sacramento,
CA.
• University of Southern California: Bachelor of Science in Business Administration, Los
Angeles, CA
CPS HR ®CONSULTING Page 123
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Gwen Brew
Profile
Ms. Brew is a Project Consultant with CPS HR Consulting. She has over 25 years of experience
in all aspects of the human resource functions in both the public and private sector with 1000+
employees, both union and non - union.
Employment History
■ Consultant, CPS HR consulting
■ HR Manager, City of Wasilla
• Compensation & Benefits Manager, General Communication Corp.
• Pension & Benefits Analyst, Municipality of Anchorage
Professional Experience
• Direct the process of organizational planning, evaluate structure, job design and
manpower forecasting throughout the company.
• Participate in the RIF planning and implementation process; analyzing composition of
affected work force, determining layoff criteria, layoff alternatives, constructing
timelines, preparing communication materials, severance documents and planning
outplacement services.
• Establish and maintain position control, write job descriptions and classify positions.
• Negotiate labor contracts, mediate and resolve labor relations issues in union and non-
union environments.
• Recruit, interview, perform reference checks, select and hire all staff levels.
■ Establish wage and salary structure, pay policies and performance appraisal programs;
administer bonus, incentive and success sharing programs for all executive, exempt and
non - exempt staff.
• Conduct and evaluate salary and benefit surveys, evaluate opportunities, current
program effectiveness and cost containment and make recommendations to senior
management.
• Administer compensation, benefit, retirement and health and wellness programs
(including, but not limited to, group health, life, disability, FSA, CDHP, defined benefit
and defined contribution benefits); analyze program costs, utilization and participation;
identify discrepancies or deficiencies and recommend changes or corrective actions.
• Negotiate and administer contracts with all benefit carriers and write and evaluate
RFP's and ITB's.
• Identify legal requirements and government reporting regulations affecting Human
Resource functions (e.g. EEO, ERISA, FLSA, FMLA, ADA, EEO, COBRA, HIPAA and SOX).
Monitor exposure of the company and prepare the information requested or required
for compliance.
• Conduct employee training, benefits counseling and retirement workshops.
• Establish, maintain and update personnel policy and procedure manuals.
• Publish employee newsletters.
CPS HR r4CONSULTING Page 124
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
■ Build and maintain HR /Payroll in both the Peoplesoft (Municipality of Anchorage) and
Oracle (GCI) HRIS systems.
■ Proficient in Microsoft Word, Excel, Access and PowerPoint.
Education
■ BBA, Business Management, University of Alaska, Anchorage, Alaska
• Senior Professional Human Resources (SPHR)
• Certified Compensation Professional
CPS HR CONSULTING Page 125
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INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT
TO WHICH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT
TO ALL THE TERMS,
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
INSR
LTR TYPE OF INSURANCE
ADDL SOBR
INSR WVD
POLICYNUMBER MM�DY�
MMKDIYYXYPY
LIMITS
A GENERAL LIABILITY
6307704A197 /1/2013y�
/ / 14 I
X
FO
EACH OCCURRENCE $1,000,000
FUTMAGET
COMMERCIAL GENERAL LIABILITY
-
p OVED A
�y
RED -
PREMISESIEao¢urrenl 1 $500,000
lx,
'.
CLAIMS -MADE j OCCUR
IF
MED EXP(Any one Person) _ $10,000 _
PERSONAL BADV INJURY $1000000
Straka
— —
GEN-- AGGREGATE 000000
GEN'L AGGREGATE LIMIT APPLIES PER
'� PRO - r�
POLICY' LOC
oseph
City Attorn
—
PRODUCTS $2000000
—I 5 _ - -- - - --
Issistant
A AUTOMOBILE LIABILITY
'711/2013
111201A . --
ANY AUTO
_8107704A197
mitlent
Iu ). _ 1,000 000
BODILY INJURY (Per
_ _
ALL OWu 4ED (- -�' SCHEDULED
AUTOS AUTOS
perwn) $
-- - -- --
BODILY INJURY
_
X %'NON -0VJNED
(Peramldef) n $
f - --
HIRED AUTOS — AUTOS
PROPERTY DAMAGE
$
Per acciaert) —_
$
A X UMBRELLA UAB X OCCUR
CUP7704A197
7/1/2013
j7/1/2014 OCCURR_E_NCE $5,000,00_0_
EXCESS LIAR _ CLAIMS -MADE
_EACH _
AGGREGATE
DED X RETENTION $NIL
$5,000,000
�.
I I� $
A WORKERS COMPENSATION
AND EMPLOYERS'LIABILITY
IU81776A220
11/2013
/1/2014 X VCSTATU- 0TH -1 .
ANY PROPRIEFORIPARTNER)EXECUTIVE YIN
ANY
OFFICER/MEMBER EXCLUDED?
NIA
ER
EACHA CI _— - --
EL EACH ACCIDENT_ $`000,000
(Mandatory in NH) tyes,desoi
be under
E.L.DISEASE -EA EMPLOYEE 51,000,000
_
DESCRIPTION OF OPERATIONS below
__
E.L. DISEASE - POLICY LIMIT $1,000,000
B Claims Made - Prof Liab
Petro Date: October 13, 1989
G240802490
1112013
/112014 Per Claim /Agg $5,000,000
Ded Per Claim $75,000
DESCRIPTION OF OPERATIONS/ LOCATIONS I VEHICLES (ARach ACORD 101, Additional Remarks Schedule. if more space is required)
Re: All ContractsANritten Agreements between the Certificate Holder and the Insured. Evidence of Coverage.
nceTICTPATC uni nvo
�oo-<v 1 tawnu a UKJVUl I HUN. All rights reserved.
ACORD 25 (2010/05) The ACORD name and logo are registered marks of ACORD
MY
City of Santa Ana
Attn: Ellen Smiley
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN
ACCORDANCE WITH THE POLICY PROVISIONS.
P.O. Box 1988
AUTHORIZED REPRESENTATIVE
Santa Ana CA 92702 -1988
�oo-<v 1 tawnu a UKJVUl I HUN. All rights reserved.
ACORD 25 (2010/05) The ACORD name and logo are registered marks of ACORD