Nash and Company, Inc.Compensation Consultants
' • Compensation Plans
• Classification Studies
• Incentive Pay
• Expert Witness
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NASH AND COMPANY, INC.
6453 VIA DE ANZAR
PALOS VERDES, CA 90275-6560
PROPOSAL
CITY OF ROSEMEAD
CLASSIFICATION &
COMPENSATION STUDY
Phone: 310-831-4874
Fax: 310-514-1664
mnash484@aol.com
SEPTEMBER 2008
Compensation Consultants
' Compensation Plans
Classification Studies
Incentive Pay
Expert Witness
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18 September 2008
City of Rosemead
Gloria Molleda
City Clerk
8838 E. Valley Blvd
Rosemead, CA 91770
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Dear Gloria Molleda:
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'awuiru,ax . . car,ev*wi
NASH AND COMPANY, INC.
6453 VIA DE ANZAR
PALOS VERDES, CA 90275-6560
Phone: 310-831-4874
Fax: 310-514-1664
mnash484@aol.com
Thank you for your RFP for a compensation and classification study.
' We are a specialist compensation-consulting firm headquartered as your neighbor here in Palos
Verdes California. We only perform Classification and Compensation studies and the majority of
our work is for the public sector.
Nash and Company has served as Compensation Consultant to over 600 organizations in the
Western United States. About 200 of these clients are in the Public Sector including over 100
' California Cities, Housing Authorities, Special Districts, and Counties. We are qualified to
assist you.
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CITY OF ROSEMEAD STUDY BACKGROUND
The City of Rosemead intends to retain a consultant to conduct a Citywide classification and
total compensation study. You were incorporated in 1959 and serve a population of 60,000.
This study will cover 65 full time and 140 part time team members in about 40 classes. Police
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and Fire are contracted out and are not included in this study. The City needs to update its class
specifications to comply with ADA. Your study includes a total compensation plan. Total
compensation means, includes benefits as well as salaries. Finally you require a review of your
performance evaluation system
Our Credentials
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Nash and Company was spun off from The Hay Group in 1983. The principals have acted as
compensation consultants as Nash and Company, Inc. (and before that as Hay Associates)
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since 1973.
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ur reputation with clients is excellent and we are widely respected. Management views us as
professional, competent and flexible. Employees find us credible and impartial. Our
recommendations are acceptable to both sides and are implemented. When you call our
references you will hear that we are easily accessible, thorough in our methodology, fair and
flexible, and expeditious in completing your assignment.
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Michael Nash earned a BS in Chemistry from the Univ. of Michigan and his Doctorate from the
Univ. of Chicago. Michael Nash has published popular trade books in Human Resources
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Compensation Consultants
• Compensation Plans
• Classification Studies
• Incentive Pay
• Expert Witness
ei•, • M w
NASH AND COMPANY, INC.
6453 VIA DE ANZAR
PALOS VERDES, CA 90275-6560
Phone: 310-831-4874
Fax: 310-514-1664
mnash484@aol.com
including Managing Organizational Performance and Making People Productive. He was
awarded the Life Time Achievement Award by the American Compensation Association.
Nash Is a Certified Compensation Professional (CCP) and is also certified as a Senior
Professional in Human Resources (SPHR).
Your Compensation Study-
We anticipate at least four types of visits to you. The first would be to meet with key
stakeholders and to make final the objectives and time table for the study. The second would
be a series of group meetings to orient your employees as to the goals of the project. The
third would be to interview those employees whose classifications are be reviewed. The
fourth visit would be to present the report. If additional visits are required we will of course
make them. If you intend to form a management/bargaining unit steering committee, we
would welcome working with them.
• Your comp study is Total Compensation-an external salary and benefits survey and
the allocation of all classes to pay grades.
• Your RFP calls for ensuring that you pay competitively versus the market. You also want to
pay fairly internally, one job compared to another. Our efforts on your behalf will focus on
these primary project objectives.
• Your Compensation study will focus on internal equity and especially external
competitiveness. We will present for review and discussion alternative pay delivery
systems. This will include alternative range and grade matrices and methods of
progression through the range.
• You require an external Salary Survey of agreed upon comparable and surrounding
Agencies. You need recommendations for placement on your salary grade schedule. A
major goal is to evaluate the external competitiveness and internal equity of your salary
program for all employees.
• Your Compensation Program is a three-step process. The first step is to agree upon the final
comparison jurisdictions and conduct the survey. We can suggest survey participants. You
make the final selection.
• The second step is use the survey data directly to recommend salary schedule placement
for matched titles we find in other organizations.
• The third step is job evaluation. We prefer to use a Whole Job Evaluation system. This
imputes recommended salaries for those jobs for which we did not find a survey match.
Alternatively, or in parallel, we can place jobs on the grid using a Point Factor System. We
prefer to do all this analysis. Then we present it to you for your review and approval.
However, should you prefer, we can do it with job-by-job participation by you and/or with a
committee.
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Compensation Consultants
' • Compensation Plans
• Classification Studies
• Incentive Pay
• Expert Witness
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NASH AND COMPANY, INC.
6453 VIA DE ANZAR
PALOS VERDES, CA 90275-6560
e: 310-831-4874
310-514-1664
mnash484@aol.com
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Gathering salary & benefits survey data is by a survey questionnaire, and follow up
telephone calls to verify data. This helps ensure maximum accuracy in matching your jobs
to those of the comparison group.
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our Classification Study
You have about 40 classes and require job content audits, review of titles, updating of class
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specifications, and recommendations for changes in classification.
• For the classification study we begin by providing you with a Position Description
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onnaire. This is to be completed by all employees in the effected classes.
• We will work on your site and personally Interview all employees in the classification study
who would like to meet with us in our role as classification consult. The price of our proposal
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includes no cap on the number of employees we are willing to interview. Employees may be
interviewed privately if they request it, or in groups of employees with the same title.
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Following the interviews of employees and review of their position description questionnaires
we will prepare and new revised class specifications. All class specs will contain FLSA
and ADA compliant designations.
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• We will make recommendations for any reclassification. These will be reviewed with you
prior to you providing our recommendations to employees.
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• We will provide appeal forms for those employees who wish to appeal their title and/or their
new class specification.
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• We will respond in writing to all appeals.
Staffing. Timing and Budgeting
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Michael Nash i
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appear on site. He does interviews and presentations.
If the number of requests for interviews is substantial, then Anna Hasse will assist Michael Nash
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in the interview process. We have a client services center where Anna Hasse will direct your
salary survey data. Michael Nash then evaluates the data
writes the re
ort
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defends all recommendations.
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Nash and Company bills on a fixed cost will not exceed basis. Our bids include all fees and all
expenses. We will support your program for a full year.
Your Compensation/Partial Classification Study has been budgeted using your estimated
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number of 200 employees and 40 class titles for compensation. Our cost is all-inclusive
and includes all fees and all expenses and one year of free maintenance. We bid in
our proposal a total will not exceed cost of $28,700 for the classification and
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compensation study. Our flat fee for the Performance Evaluation System is
$10,000.
Phon
Fax:
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I Alameda County Office of Education- Multiple Assignments Rick Minnis 510-750-2522
Compensation Consultants
• Compensation Plans
• Classification Studies
• Incentive Pay
• Expert Witness
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NASH AND COMPANY, INC.
6453 VIA DE ANZAR
PALOS VERDES, CA 90275-6560
Phone: 310-831-4874
Fax: 310-514-1664
mnash484@aol.com
We typically bill your jurisdiction 35% after starting your project. Then we will bill 30 % upon
completing our interviews, 25% upon submitting the preliminary report, and the last 10% upon
submitting the final report.
My staff and I look forward to working with you on this project.
Very truly yours,
fj~ '74
Michael Nash PhD
President
Recent References:
City of Santa Fe Springs- Andrea Cutler 562-409-7530. Classification Study. 210 titles.
City of Lawndale- Dan Bartleson 310.973.3201 (46 job titles and about 140 employees).
Classification, compensation and benefits).
City of Yucca Valley- Dani Lassetter 760.369.7207 (48 job titles and about 150 employees.
Classification, Compensation, Benefits).
City of Huntington Park- Martha Castillo 323-584-6227 HR Manager. Multiple projects.
Eldorado Irrigation District- Jose Perez 530.642.4013
(300 positions and 160 titles). A. Compensation- salary survey, marketing pricing and slotting to
grades, benefits study. B. Classification- interviews and titles, KSA FLSA ADA.
Housing Authority of County of San Joaquin- Salary Survey.Jim Kruse 209-460-5063
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City of Ridgecrest- Salary Survey. Partial classification. Michael Avery 760-499-5010.
County of Kauai- Karen Matsumuto 808.241.6590 (120 positions and 70 job titres; A.
Compensation-salary survey, quantitative job evaluation, grade allocation, B. Classification and
job documentation- KSA FLSA ADA. Job descriptions and position descriptions.
County of Colusa- Brian Ring 530.458.0420. Covers 241 classes and 327 employees.
Classification and Compensation.
' CITY OF ROSEMEAD
YOUR CLASSIFICATION AND COMPENSATION STUDY
' Nash and Company, Inc. is a consulting company whose practice is limited to
Classification and Compensation Studies. Described by the Los Angeles Times as
' "prominent," Nash and Company has compensation consulting experience with over
600 clients in the Western United States. We specialize in compensation studies.
' Our founder and President, Dr. Nash (University of Chicago) is a former Compensation
Consulting Partner with Hay Associates. He also served as Hay's Behavioral Science
National Practice Director.
' Since it's founding in 1983, Nash & Co. has retained its singular focus on
compensation consulting. This focus helps us avoid even the appearance of a potential
' for conflicts of interest inherent in those firms that run a sideline businesses in Executive
Search, Financial Audits, and/or HR Software. Our single-minded focus assures you
' quality and credibility in your engagements.
We do not sell canned compensation plans since we do not believe that any one system
can meet every organization's needs. In designing programs and conducting studies for
clients, we consider:
' • Organization strategic goals
• Annual objectives
• Viewpoint of management and employees
' • Anticipated reactions of the community
• Best practices of other jurisdictions
Our approach is to retain the major burden of responsibility for
mendations, revision, and final approval of your program. Requir,
modest and involves:
1. Supplying us with specific data through written materials and interviews.
2. Reacting to our findings, suggesting augmentation where necessary.
3. Reacting to our recommendations, suggesting modifications where appropriate.
Our responsibility is to bring the technical expertise and impartiality necessary for a
successful engagement. Your responsibility is to provide us with data about your plans
and operations and to inform us about the subtle but inevitable practicalities inherent in
any consulting assignment.
1 SEPTEMBER 2008
Principal's Resumes
Dr. Nash is the consultant who will personally conduct or lead all on site work for your
project Our support staff then gathers your survey data and re-writes your job
descriptions. Finally Dr. Nash writes all draft and final reports, responds to all appeals,
and makes all on site presentations of recommendations of our findings and
recommendations
Dr. MICHAEL NASH is the President of Nash and company, its founder and a
nationally recognized expert in Compensation and Human Resources. He holds degrees
from the University of Michigan (BS) and the University of Chicago, (Ph.D.). He was
Partner and General Manager, The Hay Group, Los Angeles (1969-1982). Hay
Associates is the largest com-pensation-consulting firm in the world. He founded Nash
and Company, Inc. in 1983.
Nash was awarded the prestigious Lifetime Achievement Award by the American
Compensation Association. A licensed Psychologist (PSY 4753) he was elected to Sigma
XI, the national honorary research society, and was awarded the Richard Temple Award
for Outstanding Research. He is certified as a Senior Professional in Human Resources.
Nash was formerly a faculty member for ten years in the American Compensation
Association's Certified Compensation Professional Program. He is the author of a dozen
articles and several books including Managing Organizational Performance, and Maki
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People Productive.
ANNA HASSE is a Senior Vice President for Nash and Company. Anna holds a
Masters in Computer Science from University of California Irvine and a California
Teachers credential. As Survey Director Anna is accountable for IT and the firm's
Survey Center. She oversees all data gather instruments She prepares survey
questionnaires, contacts targeted participants, encourages participation, follows up on
submitted documents, prepares the statistical analysis of results, and works with Dr.
Michael Nash to prepare the preliminary survey and compensation results.
In addition to her responsibilities for Surveys Anna is responsible for quality control of
first drafts of class specs prepared from PDQs and consultant interview notes. On some
assignments she conducts employee orientations, and employee desk audits. Any benefits
work in an assignment is under her direction. Anna has extensive experience working with
clients in Counties, Cities, Health Care, Banking, Community Colleges, School Districts,
and Industry.
MARY MURPHY is the Client Services Director for Nash and Company. Her
accountabilities for the firm include: proposal preparation, administrative management of
2 SEPTEMBER 2008
projects, database management, accounting, legal, programming, statistical analysis, class
specification documentation, and preliminary research of title appeals.
' BOB MIILER is a Consultant with Nash & Co and has over 30 years experience in
Human Resources. Dr. Bob writes jobs descriptions. Bob holds a Ph.D. in Educational
' Psychology from the Univ. of Northern Colorado and is a certified Human Resource
Specialist. Miller was Vice President of Personnel for a number of companies in the
private sector including companies in the Software Industry, Transportation, and
' Management Consulting Industries. Bob has extensive experience in employee relations,
recruitment and training. Among his government clients are assignments for the
Department of Defense.
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I PROJECT OVERVIEW
I MAJOR COMPONENTS OF YOUR PROJECT:
' 1. Prepare class specifications that accurately reflect current duties and
responsibilities for classifications and positions.
I2. Allocate Positions to Classes-Allocate all positions to the correct classification, job
family and career path.
' 3. Conduct Salary Survey - Perform salary survey of selected organizations with the
focus on comparable agencies.
' 4. Determine Correct Compensation - Provide specific recommendations regarding
the appropriate level of cash compensation for all classes.
' 5. Update Current Salary Schedule - Provide recommendations for determining future
base salary amounts and updating and administering the overall program.
' Alternatively, create a new schedule.
6. Provide Preliminary Findings and Recommendations - in written format and
' electronic format. Refine and present Final Report.
7. Provide electronic and hard copy of Job Descriptions - with essential duties,
t qualifications, skills and physical and mental demands per ADA requirements needed
for each position. Provide a floppy disc for easy editing and updating.
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SEPTEMBER 2008
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SERVICES AND DELIVERABLES:
Classification
1.
Provides format of questionnaire to be completed by the employees.
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2.
Checks completeness of forms submitted by the employees.
3.
Studies current classifications, classification structure, and salary
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policies.
4.
Rewrites class specifications for legality and compliance with ADA.
5.
Provides preliminary briefings to be held with appropriate management
staff, as well as interested Board members, to discuss study goals, define objectives,
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and define respective roles in the study.
6.
Holds preliminary meetings with representative members of the different occupa-
tional groups and employee organization representatives to discuss the objectives
and study procedures and hear their concerns.
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7.
Holds group meetings with incumbents of all positions included in the study to pro-
vide information and to distribute the position questionnaire forms.
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8.
Identifies special concerns and areas in need of special attention.
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9.
Samples, reviews and studies 100% of completed job evaluation questionnaires for
completeness and evaluate the duties and responsibilities (compared to current
classification).
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10.
Conducts in person, in-depth "job audit" interviews with incumbents regarding duty
assignments and job responsibilities; 100% audit of all client classes and all
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employees requesting audit.
11.
Provides briefings to appropriate staff members regarding preliminary findings and
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recommendations for explanation and discussion.
12.
Provides for employee appeal hearings of the findings and recommendations.
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appeals.
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14.
Recommends revisions to the current classification plan.
15. Makes recommendations regarding positions proposed for reclassification.
1 16. Recommends appropriate and descriptive class titles.
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SEPTEMBER 2008
' 17. Prepares revised position or class descriptions based upon the duties and responsi-
bilities of the classifications.
' 18. Prepares updated class specifications for each of the classes.
19. Provides reports in hardcopy as well as Word and Excel format floppies.
Compensation
' 20. Presents for approval criteria for selecting salary data sources.
21. Collects salary data from comparable jurisdictions.
1 22. Performs a statistical analysis of survey data.
' 23. Recommends specific salary ranges for all current and recommended classes on
current and revised salary schedules.
' 24. Recommends percentage differences between classes.
25. Presents preliminary compensation findings and recommendation for discussion.
' 26. Provides comprehensive, preliminary reports of the findings and recommendations:
(1) classification; (2) compensation; and (3) decision rationale.
' 26. Provides reports in hardcopy as well as Word and Excel format floppies.
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SEPTEMBER 2008
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METHOD AND WORK PLAN
INPUT /OUTPUT
' Our experience in similar studies indicates that the best results are achieved through a
series of phases, each phase having one or more elements. The phases are interdependent.
The phases and elements will be planned and carried out to maximize study value to you
' while minimizing time demands on your personnel. Every effort will be made to
encourage the direct participation of employees. We have found that involvement of
personnel affected by the study is required in order to achieve good acceptance and
' smooth implementation of our recommendations.
It is part of our methodology to meet regularly with you during the progress of our work.
' We have found this practice enhances understanding and successful implementation of
study recommendations.
' Each major phase is outlined below. The steps within each phase are described in the
body of the outline. Certain phases may be carried out simultaneously to minimize
' expenses and to use available time efficiently.
Our work plan and schedule for your study will be conducted in four phases, each one
' separate from the other but interdependent in meeting overall study objectives.
Phase I. Position Classification
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Phase II. Position Evaluation and Ranking
Phase III. Salary Analysis
Phase IV. Implementation and Maintenance
Time Table
Phase I-Position Classification
Task 1
Establish Overall Plan and Data Collection
1.1
Preliminary meetings with client administration to
discuss purpose and methodology.
1.2
Review current position documentation.
1.3
Develop position description questionnaires.
1.4
Conduct management orientation sessions.
1.5
Analyze current job and other relevant documenta-
tion.
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Task 2
Position Classification
2.1
Analyze position description questionnaires.
2.2
INTERVIEW EMPLOYEES IN ALL CLASSES,
PRIVATE INTERVIEWS WHERE REQUESTED.
2.3
Analyze positions, prepare new job descriptions
2.4
Formulate occupational class schematic and allocate
all positions to the proper class.
2.5
Review of draft class specifications by administra-
tion.
2.6
Prepare final class specifications.
2.7
Inform employees of preliminary classification
decisions.
2.8
Conduct appeal process. Meet again with any
employee who appeals.
2.9
Review recommendations with the client.
Phase H-Position Evaluation and Rankine
Task 3
Job Evaluation
3.1
Rank jobs using the quantitative factors of skill
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effort, and responsibility, working conditions.
3.2
Rank classes.
3.3
Develop preliminary recommendations and review
with the client.
Phase III-salary Analysis
Task 4 Conduct Survey, Develop Salary Schedule, and
Place Positions on Schedule/Analyze and Generate
Salary Ranges.
4.1 Analyze and evaluate the client's current salary
schedule. Gather data from other jurisdictions using
benchmark salary survey techniques
4.2 Determine where evaluation would place classes on
the salary schedule.
4.3 Compare resulting placement with current place-
ment.
4.4 Develop recommendations for ultimate placement of
classes on the salary schedule.
4.5 Inform Administration of preliminary salary rec-
ommendations.
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4.6
Meet again with Administration to resolve issues
related to preliminary placement of positions on the
revised salary schedule.
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Phase N-Im lem tation and Maintenance
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Task 5
Recommendations and Implementation
5.1
Prepare and present preliminary reports.
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5.2
Modify preliminary recommendations.
5.3
Prepare and present final reports.
5.4
Conduct briefing sessions for administration and
employees.
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Task 6
Maintenance
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6.1 Schedule follow-up review meeting.
6.2 Contact the client at scheduled intervals for con-
tinued assistance with maintenance.
6.3 Be available either informally (as needed) or
formally (under contract) to classify new jobs and
make annual salary schedule adjustment
recommendations.
6.4 One year maintenance- Nash and Company, as a'
part of its programs provides one years
consulting on any findings and recommendations.
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SEPTEMBER 2008
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WHY CHOOSE NASH?
WHY YOU SHOULD CHOOSE NASH AND COMPANY, INC.
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"Nash and Company, prominent compensation consultants Los Angeles Times
• Our Only Service is Compensation and We Do it Very Well- As a specialist firm
we only do Compensation work. We refuse to sell add-ons such as software or
executive search, audits, insurance, etc. We are the choice for clients who want a
premium product, best in their class, compensation only consulting firm. Because we
are careful to avoid even the potential for conflicts of interest you get the best
possible compensation study conducted by professionals who spend 100% of their
time solving your problems and implementing your new programs.
• Our Reputation- when we are awarded a contract, over 75% of the time it does not
require an interview by a large committee. Rather we are selected by a small group of
decision makers-key executives and HR Professionals. We are selected based on our
written proposal, which documents our extensive experience, consultant credentials,
and our reputation with clients for quality and service. Call our references- you will
hear that we are knowledgeable, conscientious, accessible, flexible and highly
enthusiastic about the success of your project. Founded in 1983 we have served over
600 clients in California and the Western United States including over client in the 200
public sector.
• Our Commitment to Impartiality and Integrity- In our studies
the facts determine the outcome. Clients trust us. We are known as "straight
shooters". Classification and compensation are an important event for all your
employees. We urge them to participate. We interview all classes. We interview
anyone requesting an interview. Most importantly, beyond mere "participation"
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SEPTEMBER 2008
' which all consultants claim offer, in our studies Employees are asked to participate in
a dialog with the consultant in seeking solutions to complex and sensitive classification
and pay issues. Your employees will report that, (re¢ardless of our final
' recommendations) theyfeel they have actually been heard. Employees are
not surprised or opposed to our recommendations because they are active participants
' in exploring options and arriving at recommendations. We respond to title appeals in
writing. We are advocates for the facts, not partisans of management or labor.
' Not necessarily the cheauest- Because you don't do these studies often, we think
they should be done right. We don't cut corners. Our focus on quality means that
chances are we will not be your low bidder. We refuse to compete on the basis of
' price. We believe strongly that you and your employees deserve the best.
Our clients do not chose us on the basis of price. Nevertheless they tell
us that-for the quality and value of our services- our price is more than fair relative to
' other bidders.
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' How We Will Invoice You
' Nash and Company bids each and every one of its projects on a "fixed cost" basis.
The fixed cost basis includes all fees and all expenses. It also includes one year free
service on any issues related to your program
' We do not raise prices during engagements. The client and the contractor are very
clear about and agree upon the exact final cost, before the project begins.
• Our fixed cost estimate is based on our hourly rate times the number of estimated
hours for the project, and includes out-of-pocket expenses for travel and
' production of reports.
' • Based on our experience, we stipulate that the cost of a Classification and
Compensation Study as a fixed fee cost including expenses based on the
number of job titles and employees.
' • Dr. Nash bills at $250 per hour on consulting assignments and $400 per
hour when testifying under oath as an expert witness in employment law.
' • Other consultants bill at $150.00 per hour.
' • Our support staff time is calculated at $35.00 per hour. Expenses comprise
about 10% of the total fee. Expenses are included in the quoted fixed price.
You will be billed 35% after we start your project. The second invoice will be 30% when
' we complete the desk audits, 25% when we submit the preliminary report, and 10%
when we submit the final report.
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Time Table
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Estimated Time
3-4 months
YOUR PROJECT
CLASSIFICATION &COMPENSATION STUDY
Week*
TASK
Preliminary Meetings
Develop Questionnaire
Orientation Sessions
Interview Employees
Prepare Class Specifications
Prepare Classification
Preliminary Report
Conduct Appeals
Job Content
Evaluation
Select Benchmark
Comparisons
Gather Compensation Data
Analyze Compensation Data
Prepare Preliminary
Compensation Report
Final Reports
A B C D E F G H I J K1L
*A letter may represent more than one week.
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SEPTEMBER 2008
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OVER 100 GOVERNMENT CLIENTS
.Client,....
,•>"..State Group,
,'Client"
ABC Youth Center
IL
Spec Dist
City of Hanford
CA
City
Alameda County
CA
County
City of Hawaiian Gardens
CA
City
Benton County '
OR
County
City of Huntington Park
CA
City
Boxer County'
Tx
County
City of Industry
CA
City
Bullhead City
AZ
City '
City of Inglewood
CA
City
Butte County
CA
County
City of Le Puente
CA
City
Chicago Assoc for Spec Ed
IL
Spec Dist
City of Lancaster
CA
City
City of Anaheim
CA
City
City of Lowndale
CA
City
CRY of Barstow
CA
City
City of Long Beach
CA
City
City of Berkey
CA
City
City of LOS Angeles
CA
City
City of Bullhead
AZ
City
City of LOS Angeles City Council
CA
City
Cilyof Calabasas
CA
City
City of Mono Bay
CA
City
City of Camarillo
CA
City
City of Oakdale'
CA
City
City of Carson
CA
City
City of Orange
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City
City of Commerce
CA
City
City of Oroville
CA
City
City of Compton
CA
City
City of Palm Desert
CA
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City of ConeJo Valley
CA
City
City of Pasadena
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City of Culver City
CA
City
City of Post Fans
ID
city
City of Delano
CA
City
City of Precott
AZ
City
City of Day City
CA
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City of Redding
CA
City
City of Duarte
CA
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City of Rocklin
CA
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City of El Monte
AZ
City
City of Safford
AZ
City
City of Eureka
CA
City
City of San Bemardino
CA
City
City of Eureka Housing Authority
CA
Spec Dist
City of San Clemente
CA
City
City of Fountain Hills ` -
CA
City
City of San Francisco
CA
City
City of San Marino
CA
City
IClbnt
state
aGrouP,. = _s«
City of San Rafael
CA
City
City of Santa Barbara
CA
City
City of Santee
CA
City
City of Shasta Lake
CA
City
City of Southgate
CA
City
City of Suisun
CA
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City of Tehachapi
CA
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