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CPS Human Resource Servicesr~~ I. Human Resource Services September 24, 2008 Gloria Molleda, City Clerk City of Rosemead 8838 E.Valley Boulevard Rosemead, CA 91770 RE: Request for Proposal - City-Wide Classification and Total Compensation Study Dear Ms. Molleda: CPS Human Resource Services, (CPS) is pleased to submit this proposal for a City-wide compensation and classification study for the City of Rosemead ("the City"). On the following pages, we outline our understanding of the project scope of work and present a detailed work plan describing the specific tasks involved in this project. Our approach and methodology can be further tailored to fit the City's needs and objectives. 1' CPS is uniquely qualified to undertake this effort because of our wide resources and extensive experience ' in the human resources field. Our proposal is based upon the following three elements to accomplish the City's goals: Developing tailored professional products and providing personalized services to meet the City's specific needs. Maintaining open communication with City management, committees, employees, and other key stakeholders to ensure the project preserves its focus, adheres to the timeline and budget, and creates a reciprocal flow of information. Extensive professional expertise acquired by numerous similar studies provided to cities, counties, special districts, and other public agencies. This proposal will remain valid a period not less than 90 days from the date of submittal. We look forward to discussing this proposal with you. Ms. Carla Fitzgerald will serve as the Project Manager for this engagement. If you have questions or comments, please feel free to contact Ms. Fitzgerald at 916- 471-3317 at any time. Sincerely,. oye Managing Director, Consulting Services West F~\ ♦~J lJ Human Resource Services Proposal to the City of Rosemead City Wide Compensation and Classification Study Table of Contents Company Profile ............................................................................................................3 About CPS Human Resource Services 3 Key Personnel/Project Team 4 Project Team Resumes 5 Education 13 CPS Human Resource Services Experience 17 Project Approach 18 Scope of Services 18 Scope of Classification Phase 18 Methodology 19 Study Work Plan 19 Project Timelines 26 Project Management and Quality Assurance 28 Communication Model 28 Use of City Resources 29 Progress Reporting 29 Customer Satisfaction Process 29 Cost Outline .................................................................................................................30 Project Fees 30 CPS References ...........................................................................................................31 A d ~~J VVV Human Resource Services 2 Proposal to the City of Rosemead City Wide Compensation cmd Classification Study Company Profile About CPS Human Resource Services CPS Human Resource Services (CPS) is a governmental agency committed to improving human resources in the public sector. As a self-supporting public agency offering a full range of human resource products and services, our highly qualified, professional staff provides practical personnel solutions for public agencies and non-profit organizations throughout the United States and Canada. CPS is headquartered at Sacramento, California, with regional offices in Long Beach, California, and Washington, D.C. CPS currently has a staff of approximately 230 full-time employees as well as a full complement of subject matter experts, intermittent, and part-time employees with a wide variety of public and private sector experience. In fiscal year 2005-2006, we engaged in a total of $132 million in revenue transactions serving over 1,500 clients in 46 states and Canada. These clients include counties, cities, special districts, non-profit organizations and the federal government. Our services include: TALENT MANAGEMENT CONTINUUM Providing the complete range albumen resource services for better recruitment, selection and development olemployees. .ti }bg+Y 0 ~ (~yte~./ a dalIft f IMMIT %MM 0• 0092KIIJ13W RaftGR%ift lZmtm l CPS is an expert on human resources in the public and non-profit sectors. As a public agency ourselves, we understand the challenges and issues you face. We share a common perspective with our clients; we understand how to work with and within government. Our consultants are drawn from public and private sector organizations and employ strategy, innovation, and flexibility to find the solutions that will really work for you. We work collaboratively with you to generate creative and practical solutions to meet your organizational needs. oooo~ p~ Human Resource Services Proposal to the City gl'Rosemead City Wide Compensation and Classification Study Key Personnel/Project Team CPS is committed to meeting the highest professional standards of quality. Our consultants have been selected for their relevant experience and professional maturity 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. CPS Human Resource Services has assembled a uniquely qualified team of professionals to conduct this study for the City. The project team will be led by Ms. Carla Fitzgerald. Ms. Fitzgerald is a Senior Consultant with CPS and has 24 years of experience in various areas of human resources that includes 14 years of progressively responsible professional experience in the compensation field. Her experience includes: classification and compensation studies and analyses, developing and administrating merit and incentive pay systems, recruitment, new employee orientation and processing, human resources policy development and administration, employee relations and administration of an Affirmation Action/EEO plan. Ms. Fitzgerald will be assisted by Ms. Jennifer Bower, Ms. Monica Garrison Reusch, Ms. Kelly Lewis, Ms. Amy Ramos and Ms. Tameka Usher. All of our consultants have extensive in-depth experience with public agency human resources. Our project team is highly qualified to conduct this study by virtue of extensive classification/compensation and pay for performance work experience, advanced degrees in Human Resources and related fields and participation in continuing technical education from the Society for Human Resource Management, the International Public Management Association and other professional. associations. CPS confirms the availability of the Project Manager, however, in the event of unforeseen circumstances, reserves the right to substitute qualified consultants for other members of the project team. The primary contact for the City of Rosemead will be: Carla Fitzgerald 241 Lathrop Way Sacramento, CA 95815 Phone: (916)471-3317 Email: cfitzgerald@cps.ca.gov Presented on the following pages are the full resumes for each of our project team members. After examining these documents, should you have any questions, please feel free to contact us at any time and we will be happy to discuss our qualifications further. eA %CSHuman Resource Services 4 Proposal to the City of Rosemead City Wide Compensation and Classification Study Project Team Resumes Carla F.P. Fitzgerald, CCP Profile Ms. Fitzgerald is a Senior Consultant with CPS and has 24 years of experience in various areas of human resources that includes 14 years of progressively responsible professional experience in the compensation field. Her experience includes: classification and compensation studies and analyses, developing and administrating merit and incentive pay systems, recruitment, new employee orientation and processing, human resources policy development and administration, employee relations and administration of an Affirmation Action/EEO plan. Employment History • Senior Consultant, CPS Human Resource Services • Project Consultant, CPS Human Resource Services • Compensation Manager, E*Trade Financial • Compensation Analyst, Objective Systems Integrators • Compensation/Human Resources Consultant • Human Resource Manager, US Computer Services/CableData Professional Experience • Compensation program administration experience includes the design and administration of corporate and subsidiary compensation programs, job analysis, salary structure review, salary recommendations, developing job descriptions, conducting job evaluations, and using market data to establish salary ranges. Recommended job grade placement and reviewed job changes for upgrades, promotions, and reclassifications. • Managed corporate compensation administration for executive, domestic, and international areas including formulating and administering job evaluation programs, merit increase programs, commission, bonus, and incentive stock plans. Developed and administered salary budgets and salary administration guidelines, recommended company pay structures, evaluated current programs, designed new and reviewed approaches to ensure competitive compensation practices, and participated in long-range corporate objectives with reference to compensation. • Lead projects such as survey participation and analysis and compensation integration for mergers and acquisitions. Conducted competitive analysis of compensation practices and pay programs. Monitored effectiveness and consistency of compensation plans, compensation practices and policies. Created and implemented compensation plans, recommended competitive and cost effective plan changes. • Team member and project member responsibilities on projects including: classification and compensation studies, salary surveys, workforce realignment, company-wide consolidation and standardization initiatives, lead project team in the cost/benefit analysis, design, and implementation of new incentive plans and recruitment. Managed a staff of eight. • Human resource experience includes: counseling management and employees in grievance resolution, employee relations matters, performance related issues, disciplinary action, termination and related state and federal employment law and human resources policy interpretation, directed/coordinated domestic and international relocations, and have served as HRIS System Administrator. Established corporate and divisional affirmative action plans fO Human Resource Services 5 Proposal to the City, of Rosemead City Wide Compensation and Classification Study and programs. Served as corporate EEO officer responsible for all affirmation action and EEO reporting. Relevant Project Experience Participated in the following CPS State and Local Government Projects: • Client: State Personnel Board/Department of Personnel Administration • Project: Total Compensation Study for Selected Classifications: Project Consultant for total compensation study of 34 civil service classifications and 7 executive and managerial level State positions with approximately 65 market agencies. • Client: State Personnel Board/Department of Personnel Administration • Project: Total Compensation Study for Sworn Safety Classifications: Project Consultant for total compensation study of 15 sworn classifications within 48 market agencies. • Client: Eastern Municipal Water District • Project: Total Compensation Study for All District Classifications: Project Consultant for total compensation study of 84 classifications with 18 market agencies. • Client: City of Huntington Beach • Project: Total Compensation Study for Selected City Classifications Project Consultant for total compensation study of 42 classifications with 12 market agencies. • Client: City of Modesto • Project: Classification Study for Selected City Classifications: Project Consultant for classification study of 94 employees in 14 classifications. • Client: County of San Joaquin: • Proiect: Total Compensation Study for Selected Classifications: Project Consultant for total compensation study of 26 classifications with 10 market agencies. • Client: County of Ventura • Proiect: Total Compensation Study for Selected Management Classifications: Project Consultant for total compensation study of four management and confidential classifications- 14 market agencies. Education Heald College, Walnut Creek, CA Professional Certification Certified Compensation Professional (CCP) attained through World at Work (formerly American Compensation Association) ~V ~~Jf l.J Human Resource Services 6 Proposol to the City of Rosemead City Wide Compensation and Classification Study Jennifer A. Bower Profile More than 20 years of progressive human resource experience that includes analyzing and improving human resource functions by conducting surveys, reviewing procedures, interviewing staff, and developing conclusions, recommendations, and action plans to positively impact the human resources function; administering and negotiating labor contracts; representing management in employee hearings, conducting investigations into employee complaints; working with employees and management with performance or other issues; administering benefits, training, classification, compensation, recruitment, safety programs; and developing and administering a variety of communication and recognition programs. Employment History City of South San Francisco, Director of Human Resources Union Sanitary District, Acting Human Resources Administrator, Principal Personnel Analyst, and Personnel Analyst Santa Clara County Office of Education, Personnel Analyst Newark Unified School District, Person nel/Negotiations Analyst and Personnel Technician • Regional Government Services (RGS), Consultant • Public Employers Services Authority (PESA), interim HR manager for the California Public Utilities Commission Cooperative Personnel Services (CPS), Consultant L.B. Hayhurst and Associates, Consultant Town of Colma, Interim HR Manager Professional Experience • Managed and negotiated 8 labor agreements, working closely with diverse labor groups. Managed employee benefit and compensation programs. Developed compensation plans, classification descriptions, and classification series. Investigated employee complaints, updated or created a variety of internal policies, procedures, handbooks, and reference documents. Audited, reviewed, and updated programs to ensure compliance with local, state, and federal laws. • Successfully changed staff assignments to best target employee strengths. Conducted a comprehensive study of agency's safety program; developed and delivered training programs. Served on a variety of task forces and committees to modify service levels, expand organizational activities, transform training, or improve customer service focus. • Planned and coordinated a variety of recruitment and selection activities; conducted agency- wide classification and compensation studies; administered layoff and recall actions. Education • Certificate in Training and Human Resource Development, University of California, Berkeley. • Bachelor of Science degree in Business Administration with an emphasis in Human Relations and Organizational Behavior, University of San Francisco. ■ Associate of Arts degree, Chabot College. 1CPS Human Resource Services Proposal to the City of'Rosemead City Witle Compensation and Classification Study Monica Garrison Reusch, MBA Profile Ms. Garrison Reusch is a Project Consultant with CPS Human Resource Services, and has experience in many areas of Human Resources, including: recruitment, selection, examination development, classification and compensation. Ms. Garrison Reusch's primary professional focus is on Compensation and has served as either a team member or Project Manager on varied projects including large scale studies done for the County of San Mateo, the County of Tuolumne, Imperial Irrigation District, and the California State Department of Personnel Administration and smaller specialized compensation studies done for agencies such the City of Dixon, the City of Vacaville and the City of Modesto. Ms. Garrison Reusch also oversees the personnel practices within two social services departments and one local child support services agencies within two California Counties. This administration includes conducting recruitments, receiving and screening applications, as well as determining and developing the assessment process, and reviewing and responding to appeals. Employment History • Project Consultant, CPS Human Resources Services • Consultant, CPS Human Resource Services • Administrative Analyst, CPS Human Resource Services • Sub-contracting Grant Writer, Independent Consultant, CWG Properties Professional Experience • Consultant, CPS Human Resource Services. Currently, Ms. Garrison Reusch provides a broad range of human resources services to public agencies and has conducted projects for various jurisdictions, including: recruitment, classification and compensation studies. Ms. Garrison Reusch primarily specializes in compensation projects focusing on both base salary and total compensation analysis studies. • Sub-contracting Grant Writer, Independent. Ms. Garrison Reusch worked with various non- profit organizations helping them to outline their organizational needs and develop detailed proposals for funding. • Consultant, CWG Properties. Through this capacity Ms. Garrison Reusch aided in many general business and operational functions including the transition of management within an affiliate company and overall business operations. Relevant Project Experience Participated in the following CPS State and Local Government Projects: • Client: State Personnel Board/Department of Personnel Administration • Proiect: Total Compensation Study for Selected Classifications: Project Consultant for total compensation study of 34 civil service classifications and 7 executive and managerial level State positions with approximately 65 market agencies. • Client: State Personnel Board/Department of Personnel Administration • Proiect: Total Compensation Study for Sworn Safety Classifications: Project Consultant for total compensation study of 15 sworn classifications within 48 market agencies. • Client: County of Tuolumne • Proiect: County wide Total Compensation Study: ♦V♦~ F IC lJ Human Resource Services Proposal to the City (#'Rosemead City Wide Compensation and Classification Sandy Project Consultant for total compensation study of 150 classifications with 10 market agencies. • Client: County of San Mateo • Project: Total Compensation Study for Management Classifications Project Consultant for total compensation study of 70 classifications with 4 market agencies. • Client:' Eastern Municipal Water District • Project: Total Compensation Study for All District Classifications: Project Consultant for classification study of 289 classifications. • Client: City of Lynwood • Project: Total Compensation Study for Selected City Classifications Project Consultant for total compensation study of 45 classifications with 13 market agencies. • Client: City of Dixon • Project: Total Compensation Study for Exec. Management Classifications Project Consultant/Lead for total compensation study of I I classifications with 22 market agencies. • Client: City of Rocklin • Project: Total Compensation Study for Management Classifications Project Consultant/Lead for total compensation study of 32 classifications with 8 market agencies. Education _ Golden Gate University, Sacramento: Masters in Business Administration i University of Southern California, Los Angeles: Bachelor of Science in Business Administration Human Resource Services 9 OMER Proposal to the Cite of Rosemead Citv Wide Compensation and Classification Study Kelly C. Lewis, CCP, SPHR Profile Kelly Lewis is a Project Consultant with CPS Human Resource Services with over 20 years of human resources leadership in both the public and private sector. Ms. Lewis' human resources background includes human resource audits, review of policies and procedures, wage and bonus plans, assessment of benefit programs, review of employee relation and employment issues, and employee satisfaction. Employment History • Project Consultant, CPS Human Resource Services • Owner, Allied HR Consulting • Adjunct Instructor, Bellingham Technical College • Compensation/Classification Manager, Western Washington University • Benefits & Compensation Team Leader, Overlake Hospital Medical Center • Compensation Manager, Children's Hospital and Regional Medical Center • Senior Compensation Analyst, Swedish Medical Center • Compensation and Systems Analyst/Employment Specialist, Evergreen Healthcare • Personnel Specialist, Boeing, Human Resources • Part-time Adjunct Faculty, City University • Training Instructor, Renton Technical College • Work Authorization Coordinator, Boeing, Industrial Engineering • Procedure Coordinator/Process Improvement, Boeing, Industrial Engineering • Teaching Assistant, Western Washington University Professional Experience Provided full spectrum of Human Resource services to small business owners including, but not limited to, human resource audits, review of policies and procedures, wage and bonus plans, assessment of benefit programs, review of employee relation and employment issues, and employee satisfaction. • Part-time adjunct instructor for Business Programs. Teaching Training and Development and Employment Law and Labor Relations courses. Responsible for developing syllabi, developing course materials and preparing teaching plans. • Created bargaining agreement strategy and cost analysis for implementing an independent classification system for all represented civil service employees. Processed represented employee job audit requests and classifying professional, non-union positions using a point- factor system. • Managed compensation and benefits programs for a 2300 employee hospital. Provide recommendations to management to best manage benefit and workers compensation/safety programs. Oversee processing of employee benefits and workers compensation claims. • Managed Compensation Programs for non-contractual and contractual employee groups (1800 employees) as well as Management Incentive Plan; developed union scales for recent contract negotiations; market review and analysis; developed recommendations for pay for performance merit pool; review pay policy and procedure; audit pay programs; conducted equity reviews and made pay recommendations; reviewed new and revised jobs and made classification recommendations. • Reviewed jobs and job descriptions against market benchmarks and assign pay ranges; make recommendations for employee pay changes based on experience, as well as and pay objectives and strategies; maintained job table on HRIS system. Reviewed pay changes for A N-1 A~ 1 ♦aJl V Human Resource Services 10 Proposal to the City of Rosemead City Wide Compensation and Classification Study employees with classification changes and assign new salaries; work with managers regarding classification and pay issues; make presentations to department managers and employees regarding classification and pay issues. Counseled employees on changes to employee status based on classification changes (i.e. exemption). Reviewed all organizational jobs (1400 employees) for proper classification. Modified and coordinated review of job descriptions and maintained job description file; reviewedjobs against external or internal benchmarks and assigned pay ranges and new incumbent salaries. Maintained classification database on Access, developed new grades and structures as necessary; worked with Information Technology group to update new classification data into the payroll system. Processed all scheduled contract increases. Independently managed review of all non-contractual jobs (160) for year end changes to ranges and base pay; implemented all range and pay changes in both database and payroll systems. Sourced candidates for an average of 150 positions. Screened applications and resumes, interviewed candidates, made candidate recommendations to management, extended job offers, and maintained employment statistics, participated in new employee orientation and ensure new hire paperwork was completed. Independently interpret company and human resource policies and procedures, as well as state and federal laws to area personnel. Managed recruitment and internal placement activities of organizations based on staffing plans by coordinating with management and other personnel/human resources offices. Determined new hire and rehire salaries based on corporate guidelines. Administered company salary, employee retainment and appraisal reviews. Reviewed and maintained appropriate employee job classifications, processed changes to classifications as necessary. Maintained a complex organizational system of employee and company records. Worked in Employment as Everett Site representative for all hiring in the Commercial Division 747/767/777 Programs. Worked with Employment Director and Boeing Commercial HR Director in assessing hiring status for approximately 3500 current and future openings. Participate on teams and make suggestions to improve hiring process. Communicate to Everett Site Human Resource Offices Employment policy and processes. Represented Boeing Company as Executive Human Resource representative to Western Washington University in all college relations activities. Organized and coordinated the review, authorization, and publishing of 80 procedures by designated due dates for two divisions and one program. Wrote and edited procedures; consulted and help resolve disagreements and procedure wording. Determined organization's training needs by identifying present and future training requirements. Assessed process improvement suggestions including factory processes and made recommendations for approval. Education • MS, Human Resource Development, Seattle Pacific University, Seattle, WA • BA, Communications, Western Washington University, Bellingham, WA • Certified Compensation Professional, WorldatWork • Senior Human Resources Professional, Society of Human Resources Management Professional Affiliations • Current Director of Communications, Northwest Human Resource Management Association (NHRMA) ' Current member in good standing, Society of Human Resources Management Current member in good standing, World at Work 464G Human Resource Services it Proposal to the Cite of Rosemead City Wide Compensation and Classification Study • Previous VP, Communications and Public Relations, Mt. Baker Chapter of Society of Human Resources • Previous member Milliman USA, Healthcare Salaiy Survey Committee Previous member, Northwest Compensation Forum A ~~J VVV Human Resource Services 12 Proposal to the City of Rosemead City Wide Conzpen.sation and Classification Study Amy R. Ramos Profile Ms. Ramos has more than 15 years of experience in human resources. As a former Supervising Human Resources Analyst for Santa Barbara County, her skills include supervision of professional, paraprofessional, and clerical staff engaged in recruitment, assessment, classification, compensation, and intcrpFetation of and compliance with civil service rules. In addition to recruiting, testing, and classification, her areas of expertise include marketing and employment branding, performance management, organizational design, policy and manual writing, and medical issues such as fitness for duty and reasonable accommodation. Employment History • Project Consultant, CPS Human Resource Services • Supervising Human Resources Analyst, County of Santa Barbara, CA • Human Resources Analyst, County of Sonoma, CA Professional Experience Recruited and developed assessments for executive, managerial, technical professional and entry-level jobs in a wide variety of occupations. Conducted classification and compensation studies for major departmental reorganizations; compensation experience also includes: conducting benchmark surveys in preparation for negotiations; total compensation survey for law enforcement; and preparing market surveys and collecting other data in preparation for negotiations on salary equity adjustments. • Administered County's contract for pre-employment medical exam services, including: preparation of request for proposal, vendor evaluation, and resolution of service delivery problems. Implemented Department of Transportation-mandated drug and alcohol testing program, including policy development, labor negotiations, training, and defense of disciplinary actions resulting from violations of the policy. • Wrote a selection interview manual and reference check manual for use by County managers and supervisors. • Supervised a staff of 12 employees engaged in recruitment, assessment, classification, compensation. • Advised line managers and supervisors regarding employee relations, employment law, HR rules and policies, and fitness for duty/reasonable accommodation issues. ■ Coached managers and supervisors on handling employee performance challenges. • Served on the faculty of the Employees' University, presenting classes on interviewing and hiring, recognizing and motivating employees, supervision, and business writing; also presented customized training programs on performance appraisal to departmental HR coordinators and individual County departments. Professional Affiliations • Member, IPMA-HR • Member. SHRM Education California State University, Northridge: Graduate work in Public Administration Human Resource Seruices 13 Proposal to the City of Rosemead City Wide Compensation and Classification Study University of California, Santa Barbara Extension: Course work in Human Resource Management • Brown University: Bachelor's Degree in Comparative Literature A 1♦~ F~\ ♦0.J l.J Human Resource Services 14 Proposal m the City of Rosemead City Wide Compensation and Classification Study Tameka Usher, MS,IMPA-CP Profile Ms. Usher has over thirteen years of human resources analysis experience that includes five years as a Personnel Management Specialist and two years as an Employee Development Specialist in the Federal Government and three years as a Senior Personnel Analyst in the public sector. She has worked as a Senior Consultant for the last three years, individually, assisting and/or co-managing classification studies, compensation studies, and recruitments. Ms. Usher oversees the personnel practices in California Counties for seven social services and child support services departments. This administration includes serving as a business partner, conducting recruitments, classification studies, receiving and screening applications, determining and developing the assessment process and reviewing and responding to appeals. Employment History • Principal Consultant, CPS Human Resources Services • Senior Consultant, CPS Human Resources Services Senior Personnel Analyst, Sacramento Employment and Training Agency • Employee Development Specialist, Federal Government • Personnel Management Specialist, Federal Government Professional Experience • Principal and/or Senior Consultant, CPS Human Resource Services. Currently, Ms. Usher provides a broad range of recruitment, classification, training (supervisory, management, sexual harassment and disability awareness) and compensation. Ms. Usher primarily specializes in compensation projects on both base salary and total compensation analysis studies. • Serves as project consultant, lead or manages small, medium and large scale classification and compensation projects for public sector agencies including, counties, cities and special districts. • Independently, assist, co-manage and perform multiple classification studies; establish project plans and timelines; perform participant and management briefings; distribute, collect and analyze questionnaires; conduct employee and staff audits; prepare recommendation reports and respond to study appeals. • Training and facilitation experience includes developing training materials and training public employees at varying level on topics such as sexual harassment, employment law, supervision, etc; working with management, supervisor and employees to identify long and short range training needs; facilitating focus groups. • Employee relation experience includes informal and formal fact-finding, investigation, and providing advice in areas of discipline, adverse action, and grievance and performance management. Relevant Project Experience Participated in the following CPS State and Local Government Projects: ' • Client: State Personnel Board/Department of Personnel Administration • Project: Total Compensation Study for Selected Classifications: Project Consultant for total compensation study of 34 civil service classifications and 7 executive and managerial level State positions with approximately 65 market agencies. ♦f 1~1 1 ♦0.J lJ Human Resource Services 15 Proposal to the City of Rosemead City Wide Compensation and Classification Study Client: State Personnel Board/Department of Personnel Administration • Proiect: Total Compensation Study for Sworn Safety Classifications: Project Consultant for total compensation study of 15 sworn classifications within 48 market agencies. Client: County of San Mateo Proiect: Total Compensation Study for Management Classifications Project Consultant for total compensation study of 70 classifications with 4 market agencies. Client: County of Mendocino • Proiect: Classification Equivalency Analysis and Compensation Study for Health and Human Services Agency Classifications : Co Project Manager for classification equivalency analysis of 157 classifications and a classification study of 465 positions. The compensation study included 28 benchmark classes with 10 labor market agencies. • Client: City of Compton Proiect: Classification and Compensation Study: Project Manager of 4 positions with 6 labor market agencies. Client: Contra Costa County Proiect: Base Salary Study for various professional and general classifications: Project Manager for base salary studies of with 9 labor market agencies. Client: Amador County Proiect: Classification and Compensation Study for the General Unit: Project Consultant for total compensation and classification study of 160 f positions and 60 classifications identified for the salary study. • Client: Yosemite Community College District Proiect: Classification and Compensation Study for Management, Professional and General Classifications : Project Consultant/Lead for total compensation study only of 32 classifications with 8 market agencies Client: City of Modesto y • Proiect: Classification and Compensation Study for the City's water, wastewater, fleet, engineer and building divisions: Project Manager for compensation study of 20 classifications. • Client: Eastern Municipal Water District • Proiect: Classification and Total Compensation Study for All District Classifications: Project Consultant for classification study of 289 classifications. Education • Master of Science degree, Human Resource Management, Golden Gate University • Bachelor of Arts degree, Human Relations (Human Resources), Golden Gate University ♦~J Human Resource Services 16 Prol?osal to the City Rosemead City-Wicle Coml.?ensation and Classification Sm y CPS Human Resource Services Experience As a public agency ourselves, we understand how to work with and within government. As a self- supporting public agency, we have a unique perspective that combines the mission, vision, and values of a public sector organization with the creativity, innovation, and strategic planning often associated with private sector organizations. CPS' unique position in the public arena attracts professionals from both public and private sectors who are driven to help clients reach their organization's vision and mission. We work collaboratively with clients to generate solutions that are creative yet practical, to meet the organization "where it is" while also moving it to the next level. CPS has assisted organizations with their employee management needs for over 70 years. We are experts in providing human resource services to the public and non-profit sector. We understand the challenges and issues facing our clients; moreover, we understand the need for innovative yet practical results. CPS provides unique expertise to our clients because we share a common perspective. While others in the industry may claim to provide innovative solutions, there is no other organization who understands the needs of a public sector agency better than CPS. CPS has conducted more than 100 classification and compensation studies within the last three years. We have developed job descriptions, classification, and compensation plans for cities, counties, special districts and other public agencies throughout the United States. A representative sampling of projects is presented in the table below: State of Washington Classification and Compensation Plan Review State of Maryland Compensation Study City of Petaluma Classification Study Alameda County Classification and Compensation Study Sacramento County Airport System Classification Specifications City of Porterville Classification and Total Compensation Study San Diego County Water Authority Management Total Compensation Study City of Modesto Classification and Total Compensation Study Sacramento County Superior Court Classification Study Sacramento International Airport Compensation Study Amador County Classification and Compensation Study City of Huntington Beach Classification and Compensation Study City of Lynwood Classification and Compensation Study City of Vallejo Re-classification and Internal Equity Study Administrative Office of the Courts Classification Study Orange County Social Services Agency Classification and Compensation Study Human Resource Serrnces 17 Proposal to the Cite Rosemead City-Wide Contpensotion and Classification Sandy Project Approach Scope of Services The City is requesting services from a qualified, professional firm to design and conduct a City-wide classification and total compensation study for the City of Rosemead (the City). The study will review all 205 City positions including 65 regular full time and 140 part time employees. Out of the 140 part time positions which are considered "at will", 16 are benefited positions and 124 are non- benefited. Police and fire services are provided through contracts with the County and will not be part of this study. However, there are ancillary public safety services that are provided by the City of Rosemead team members and are part of this study. Scope of Classification Phase Meet with City Classification team to validate scope of services, methodology, timelines, and other deliverables. • Develop a classification structure that reflects the City's overall classification and compensation strategy including the clear definition of terms and position titles, and the development of career ladders for full time and part time classifications. • Review the background materials including organizational charts, budgets, personnel rules and regulations, and related information. • Conduct orientation and briefing session(s) with team members. • Conduct orientation and briefing sessions(s) with department heads, managers, supervisors and employee association representatives. Develop an appropriate position description questionnaire. Administer the completion of the position description questionnaire by all team members that can be used for classification and compensation purposes. Conduct interviews with a representative sample of team members and appropriate supervisory and management staff. • Allocate all team members included within the scope of the study to an appropriate job title, job class and exempt and non-exempt designation for FLSA purposes. Update classification specifications to reflect current duties, requirements of the position, including physical requirements and essential functions in complicate with the ADA. • Prepare up-to-date and accurate job classification specifications for all positions. • Design and administer a team member review process. • Assist the City in defining an appeal process to resolve possible disagreements about the findings. • Provide an implementation plan. • Provide a final report with findings and recommendations. Scope of Compensation Phase • Identify survey labor market and benchmark classes. Conduct a comprehensive total compensation survey utilizing comparable survey agencies, using not only job titles, but duties and responsibilities based upon the classification specifications from the City of Rosemead. ~aJ V Human Resource Services 18 Proposal to the City Rosemead City-Wide Compensation and Classification Study • Complete internal salary relationship analysis, including the development of appropriate internal relationship guidelines. • Develop externally competitive and internally equitable salary recommendations for each class included within the study. • Access spreads based on organizational values of positions. • Assign a salary range to each classification which reflects the results of the market survey and the analysis of internal relationships. • Present results of survey to management and Rosemead Employee Association in group meeting. • Assist in the development of a strategy for implementing compensation recommendations. • Add effectively present data-drive rationale for recommendation in written report, present findings orally and thoroughly defend all challenges to the survey. • Provide an implementation plan. • Present final classification and total compensation report to City Management. Scope of Performance Evaluation System Phase • Review the current performance evaluation system. • Revise and modify system to incorporate performance standards as they relate to the class specifications, and to adhere to current employment laws. Methodology Below and on the following pages in this section, we include a detailed work plan describing the specific tasks involved in designing and implementing the study. Our approach and methodology can be further tailored to fit the City's needs and objectives. Study Work Plan Classification Study Tasks Task I - Review of City's Background Materials - Upon contract execution, CPS will request background information from the City in order to ensure the project team is prepared for the initial study meeting. To develop a full understanding of the organization, its policies, procedures, internal structure, and the work performed, our team will review the current classification plan, classification specifications, organization charts, and any other documentation relating to the City's mission, functions and staffing. The project team will review the materials prior to the initial meeting to ensure they have an understanding of the City's current classification plan and are prepared to seek further relevant information during the initial meeting. Task 2 - Initial Project Meeting - The CPS Project Manager will meet with the City's Project Representative in a pre-study planning meeting to agree upon the project's full scope, contract deliverables and goals, to clarify issues, and to identify communication processes. As an introduction prior to the initial meeting, CPS is prepared to compose a memorandum to all City employees included in the study explaining the purpose and general procedures of the study and will invite them to an orientation session. These tasks are critical in gaining employee understanding, trust, and acceptance of the study. ~~J lll...JJJ Human Resource Services 19 Proposal to the City Rosemead City-Wide Compensation and Classification Study Deliverable: Project Manager to hold on-site meeting with City's Project Representative and/or designated City Staff. Task 3 - Develop Job Evaluation Tools - The consultant will develop tools to ensure valid information is gathered, analyzed, and documented consistently. This activity includes finalizing a Position Description Questionnaire (PDQ) for distribution to study participants and will be approved by the City. Deliverable: Tailored Position Description Questionnaire (PDQ) Task 4 - Conduct Orientation Sessions - Our project team will conduct orientation sessions for all study participants to further explain the purpose of the study, to communicate study timeframes, to respond to any questions or concerns, and to distribute and provide direction on how to complete the PDQ. Orientation sessions will be held with employees, department heads, supervisors and managers separately or as requested by the City. Deliverable: On-site Orientation Sessions Task 5 - PDQ Completion - All City employees in the study will have the opportunity to complete a Position Description Questionnaire to provide detail on the duties, responsibilities, qualifications, typical working conditions, and physical requirements of their position. Each incumbent's supervisor will then review the PDQ to ensure that the incumbent has accurately and sufficiently captured all pertinent information. Managers and/or department heads also have the option of reviewing this for accuracy and completeness. Task 6 - Review PDQs and Prepare for Interviews - The Consultant will thoroughly review each PDQ to obtain an understanding of the duties and responsibilities assigned to each position. Interview questions for the employees will be developed based upon the results of the documentation review. Task 7 - Conduct Interviews - Position audits will be conducted with the appropriate number of study participants and a selection of supervisors and/or managers to further clarify information documented on the PDQs. Selection criteria for interviews will be single incumbents and a representative sampling of employees in multiple incumbent classifications and appropriate management and supervisor personnel as needed. The budget for this project assumes an interview rate of approximately 30% of positions. It is CPS' experience that a 30% interview rate is effective when conducting a study of this size and scope, however, should the City feel that more on-site interviews would be more appropriate, CPS is willing to discuss such scope revisions with the City. Deliverable: On-site Employee Interviews Task 8 - Analyze Classification Data/Review Findings with the City - All information submitted through the PDQ and interview process will be analyzed to identify levels, scope, typical duties, requisite knowledge, skills, abilities, and other job-related characteristics. This analysis will be used to evaluate the proper classification. The Project Manager will present the City with the proposed classification plan structure and preliminary allocation of the positions within the study identifying the recommended job class and appropriate exempt or non-exempt designation. Deliverable: Proposed Classification Plan Structure ~aJl ~J Human Resource Services 20 Proposal to the City Rosemead City-Wide Compensation and Classification Study Task 9 - Develop and/or Revise Classification Plan and Specifications - The classification specifications will be reviewed and revised or developed in conjunction with the classification plan structure. Our methodology for this task will result in: A. Accurately identifying the specific essential duties and responsibilities, required knowledge, skills and abilities, minimum education and experience requirements, and minimum special ,qualifications for each position in the study. B. Reviewing, revising, editing and developing written classification specifications for each study classification that clearly specify and describe a general statement of duties, any distinguishing features of the class, essential duties, knowledge, skills and abilities, acceptable minimum education and experience, required special training and certifications. C. Describing the typical work environment for the classification. D. Ensuring compliance with the provisions of the Americans with Disabilities Act (ADA). Deliverable: Revised Classification Specifications Once the draft report and class specifications are completed, the Project. Manager will review the documents as part of our quality review process prior to submission to the City. CPS has determined that this method of data collection, analysis, report development and audit provides our client with credible and accurate information, a critical element in any classification study. The budget prepared for this project assumes that the City currently has classification specifications for all of the employees and that these will be provided to CPS in Microsoft Word format. Task 10 - Prepare and Present Draft Classification Report - The Consultant will prepare a Draft Classification Report including methodology, findings, recommendations, employee allocations, and any revisions to the classification specifications or development of new classification specifications. Deliverable: Draft Classification Report Task 11 - Design/Conduct a Review Process - The project team will notify all study participants of the results of the classification study through a letter from CPS identifying the recommended allocation for their specific position and a copy of the classification specification. CPS will review and consider all suggested changes to the class specification and incorporate them as appropriate. The purpose will be to clarify concerns and understand any issues the employee may have concerning the position allocation recommendation. Upon completion of the appeal process by the consultants, the content of the appeals, comments, and recommended resolutions will be documented. The budget prepared for this project assumes a maximum allocation appeal rate of 20%. Should that rate be higher, CPS will review the situation and advise the City whether the budget has been impacted and as a result, will agree upon any additional amounts that may be needed from the City. Deliverable: Memorandum to each study participant with allocation recommendation and copy of classification specification. Task 12 - Research and Resolve Issues from Draft Classification Report Review - Based upon the City's review of the Draft Classification Report, the project team will follow up on class issues pursuant to this review. A~i F ~~J V Human Resource Services 21 Proposal to the City Rosemead City-Wide Compensation and Classification Study Task 13 - Prepare and Present a Final Classification Report - An original and the requested number of copies of the Final Classification Report that includes the results of the classification analysis and study methodology, findings, and recommendations will be submitted to the City. Deliverable: Final Classification Report Total Compensation Study Tasks Task I - Review of City's Background Materials - Upon contract execution, CPS will request background information to develop a full understanding of the organization. Our team will review the current salary list, salary schedules, salary adjustment history, compensation policy and any other documentation relating to the City's current compensation plan. The project team will review the materials prior to the initial meeting to ensure they have an understanding of the City's current compensation strategy and are prepared to seek further relevant information during the initial meeting. Task 2 - Initial Project Meeting - Concurrent with Task #1 in the classification component of the study, the CPS Project Manager will meet with the City's Project Representative to initiate the study and communicate study goals, objectives, and methodologies. During the meeting, the Project Manager will discuss the benchmark classifications and survey agencies, the labor market data collection methodology and set forth a timeline to coincide with the final work plan. The budget prepared for this proposal assumes that a maximum of forty (40) benchmark classes will be surveyed. Deliverable: Project Manager to hold on-site meeting with City's Project Representative and/or designated City Staff. Task 3 - Labor Market & Benchmark Class Recommendations - The study team will research potential labor market agencies and will provide recommendations on a maximum of twelve (12) agencies to be surveyed for the City's positions. The consultant's recommendations will be based upon selection criteria typically utilized in compensation studies including agency size, geographic location, nature of services provided and historical practices. A document will be provided to the City containing recommended benchmark classes and labor market agencies. CPS will present recommendations on the agencies to be surveyed, the classifications to be included in the survey, and the total compensation elements to be collected. These recommendations will be presented to the City's Project Manager for final approval prior to starting data collection efforts. Deliverable: Labor Market and Benchmark Recommendation Memo Task 4 - Design, Develop and Distribute Survey Instrument - The project team will develop a comprehensive survey instrument to ensure the effective collection of salary 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 class specifications, organization charts, budgetary and staffing information and other useful reference 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. Since this is a total compensation study, our Project Manager will work with the City to identify which benefits components are to be included ♦f 1~l Jq F~\ 4J lJ Human Resource Services 22 Proposal to the City Rosemead City-Wide Compensation and Classification Study and recommend a methodology for total compensation analysis, sonic commonly surveyed total compensation elements include (i) cash add-ons [retirement pickup, deferred compensation, longevity pay]; (ii) employer contribution to medical, dental, and vision, programs; and (iii) employer retirement contribution and social security practices. Deliverable: Customized Total Compensation Survey Task 5 - Design and Develop Data Spreadsheets - Our project team will incorporate appropriate formulas into spreadsheets to report the labor market data. CPS recognizes the importance of presenting an analysis that is detailed, yet readily understandable to our clients. While some consultants may provide their clients with only a summary of the data on a class-by-class basis, CPS will develop data sheets that present the comparable class used in each agency along with the relevant data associated with that class, including the range minimum and maximum. The project team will also provide detailed footnotes where appropriate to explain significant differences. The labor market data analyses will be conducted based upon the policy direction from the City with respect to its established labor market position. Deliverable: Detailed total compensation datasheets for each benchmark classification to be presented within the Draft Compensation Report. Task 6 - Review, Analyze and Validate Labor Market Survey Data - The survey information collected will be analyzed and placed into data spreadsheets. In conjunction with the survey instrument received from each labor market agency, the project team will review any additional background materials that become available. Once the project team has completed their tasks, the Project Manager will audit the final data as part of our quality review prior to submission to the City. CPS has determined that this method of data collection, analysis and audit provides our clients with credible and accurate data, a critical element in any compensation study. Task 7 - 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. CPS will identify market trends for benefit practices utilized in other agencies. However, CPS will not be making recommendations on changes to the City's benefit plans as CPS does not perform benefits brokerage services. Task 8 - Prepare and Present the Draft Total Compensation Report - The project team will develop a Draft Total Compensation Report detailing the results of the labor market survey and draft salary recommendations. The Draft Total Compensation Report will be reviewed by the Project Manager and submitted to the City's Project Representative for review and input. This draft report will comprise the following: • Scope of the study • Labor market agencies • Survey procedures • Labor market data analysis/methodologies • Results of the base salary survey • Results of the total compensation analysis Deliverable: Draft Total Compensation Report ♦f -NT-Y') ♦V♦ ~ ,2) ♦~J lJ Human Resource Services 23 Proposal to the City Rosemead City-Wide Compensation and Classification Study The project team will conduct an on-site meeting with the City's Project Representative to discuss the draft results of the survey. Any issues, concerns, or comments will be addressed and resolved prior to the preparation of the Final Total Compensation Report. Task 9 - Research and Resolve Issues from Draft Total Compensation Report Review - Based upon the City's review of the Draft Total Compensation Report, the project team will follow up on compensation issues pursuant to this review. Task 10 - Conduct External Market and 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 agency's value system of jobs within the organization. The project team will analyze all survey compensation data and internal salary relationships to develop salary recommendations, and will allocate each classification to the appropriate salary range based upon the labor market data and internal equity analysis. Consultant will also recommend vertical salary relationship differentials between classes in each class series and against supervisory and management classes. This will result in a pay plan that is externally competitive, thereby enhancing the City's ability to recruit and retain employees in the current labor market, while also maintaining important internal relationships and adequate pay differentials between exempt and non-exempt positions. 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 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 will respond to any questions or concerns prior to issuing the Final Report. CPS will assist the City in the development of a strategy for implementing compensation changes; however CPS does not have specialized software to project different costing scenarios since our clients typically utilize their own for costing purposes. The methodology utilized by CPS for conducting an internal equity study is described briefly below: • Step I - Identify benchmark classifications • Step 2 - Set benchmark classification salary recommendations to market • Step 3 - Identify current internal equity practices and differentials; make recommendations on revised practices if necessary • Step 4 - Apply differentials to build salary levels within job families for non- benchmark classifications • Step 5 - Identify remaining classifications to determine current internal alignment and make recommendations on final alignment Deliverable: City-wide salary recommendations (salary range) for each City classification Task I1 - Prepare Final Total Compensation Report - An original and the requested number of copies of the Final Compensation Report will be submitted and presented to the City. This final report ♦1♦,~ ~4J Human Resource Seruices 24 Proposal to the City Rosemead City-Wide Compensation and Classification Study will comprise all the components of the draft report including the following: • Internal equity analysis • Salary recommendation for each classification Deliverable: Final Total Compensation Report and on-site meetings to present study results Review of Performance Evaluation Tasks Task 1 - Review of City's Current Performance Evaluation System - Upon completion of the classification and total compensation study phases, CPS will review the materials in regard to the City's current performance evaluation system as it relates to classification specifications and current employment related laws. Task 2 - Prepare and submit revisions and modification recommendations - Based upon any changes to the classification specifications, CPS will prepare and submit revisions and/or modifications to the City's current performance evaluation system as appropriate. F~\ V Human Resource Services 25 Prol)osal to the City Rosemead City-Wide Compensotion and Clossificatirm Study Project Timelines Based upon the work plan presented within this proposal, we anticipate a study of this nature would be completed within an eighteen (18) week time frame from the execution of the contract. Our time frames are based upon the assumption 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 consultants will provide the City with an interim status report on labor market agency participation and will assess any impact on the timeline. Classification Study Timeline Task 1 - Review City's background materials Upon contract execution Classification Component Timeline Task 2 - Initial Project Meeting I Task 3 - Develop Job Evaluation Tools I Task 4 - Conduct Orientation Sessions 2 Task 5 - PDQ Completion 2-5 Task 6 - Review PDQs and Prepare for Interviews 6-7 Task 7 - Conduct Interviews 8-9 Task 8 - Analyze Classification Data/Review Findings with the City 9-10 Task 9 - Develop and/or Revise Classification Plan and Specifications 11-12 Task 10 - Prepare and Present Draft Classification Report 13-14 Task I 1 - Conduct Review Process/Employee Notification 14-16 Task 12 Report - Research and Resolve Issues from the Draft Classification 17 Task 13 - Prepare and Present a Final Classification Report 18 VVV Human Resource Services 26 Proposal to the City Rosemead City-Wide Compensation and Classification Study Compensation and Benefit Study Timeline Task I - Review City's background materials Upon contract execution Timeline Task 2 - Initial Study Meeting Task 3 -Labor Market & Benchmark Class Recommendations 2-3 Task 4 - Design, develop and distribute survey instrument 4 Task 5 - Design and develop spreadsheets 5 Task 6 - Review, analyze and validate labor market data 6-8 Task 7 - Conduct Benefits Analysis 9-10 Task 8-Prepare and present Draft Total Compensation Report 11 Task 9 - Research issues from Draft Total Compensation Report 12-13 Task 10 -External market/internal equity analysis/draft salary recommendations 14-15 Task I I - Prepare and present Final Total Compensation Report 16 fv Performance Evaluation System Review Timeline Milestone Task I - Review current performance evaluation system Week(s) 18 Task 2-Prepare and submit revisions and modification recommendations 19-20 A ~~J lll...JJJ Human Resource Services 27 Proposal to the City Rosemead City-Wide Compensation and Classification Study Project Management and Quality Assurance It is our view that our clients are our partners, and therefore an essential aspect of our proposal is to clearly define the work to be performed by us, the consultants, and to establish a mutual understanding of the project's objectives. The process of defining the project scope and objectives, and the continuing consultant-agency evaluation of study expectations through the engagement, leads to a successful project. We have found the following project management approach successful in assuring timeliness: • Regular and focused coin inunications with the City's project contact representative. When structured communication plans are requested generally our clients prefer updates to be sent on a bi-weekly basis. However, CPS is open to incorporating and maintaining any communication schedule requested by the client. • Establishment of CPS and client interdependent responsibilities in support of project actions. • Formal project tracking and communication via negotiated communication means. • Formal acceptance and approval of deliverables by the City's representative as a fundamental tenet of the project. • A commitment by CPS that any work products submitted to the City will have received consultant peer review and approval by the CPS project manager. • A mutual agreement by the City and CPS that any circumstances that would impact timely achievement of milestones will be communicated in a direct and timely manner. Communication Model CPS also 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's project representatives and other designated staff. We envision collaborating with The City's representatives, unions or other identified stakeholders to maintain open lines of project communications and to develop a shared understanding of project needs, goals, and objectives. 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, 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 project representative for distribution, review, comment and/or approval by designated groups. This is a critical step to ensure accurate, reliable, and valid products. We have found the following approach successful in assuring open communication and timeliness: Clear project scope of work • Shared understanding of project goals and objectives • Regular communications with all identified stakeholders - no surprises • Flexibility to modify project approach or reporting • Encourage timely review and comment by the City Human Resource Services 28 Proposal to the City Rosemead City-Wide Compensation and Classification Study Use of City Resources Successful completion of this project within the time specified depends largely upon a collaborative working relationship between the City and CPS project staff. For this reason, we request that the City designate an individual to coordinate communication, meetings, and review of products with the project team. The City's Project Representative will be responsible for the following activities: • Coordinate meeting and audit schedules, equipment, facilities and conference calls. • Identify and provide current classification, compensation and benefits information, including current classification specifications, organization charts, salary structure, actual pay data, pay policies and procedures, copies of position questionnaires, survey comparator contact information, etc. • Coordinate access to City employees, supervisory and management personnel as needed for the purposes of on-site desk audits, interviews, conferences, etc. • Provide a conference room for the consultant team's use during on-site visits. • Coordinate City review of study information; work products developed during the study will be regularly submitted to the designated City Project Manager and/or other official for review, comment and/or approval to ensure accurate, reliable and valid products. This is a critical step to ensure accurate, reliable, and valid products. We understand that each organization has its own governing policies and procedures, and we will do our best to assist the City in meeting its own established standards. Progress Reporting Periodic progress reports are another element of our project management and control system. The objective of project management is to provide close control and management of the team's efforts. It is our practice to provide the client verbal and written interim progress reports based upon our project tracking. The schedule and form of these reports depend upon the study needs and client wishes. Whether verbal or written, these progress reports include information about cost, schedule, and quality issues. Customer Satisfaction Process In addition to our regular communication and solicitation of feedback, CPS also conducts regular client satisfaction surveys. These surveys provide us with valuable information regarding our work and our clients, and assist us in identifying both our strengths and opportunities for improvement. F ♦~J lJ Human Resource services 29 Proposal to the City Rosemead City-Wide Compensation and Classification Study Cost Outline Project Fees In accordance with the City's RFP, we have prepared separate cost estimates for each of the three components of this study as follows: Classification Study Component - $38,705 to conduct the classification study plus an estimated $2,900 for travel related and incidental expenses. Total Compensation Study Component - $18,890 to conduct the total compensation study plus an estimated $ 1,000 for travel related and incidental expenses. Performance Evaluation System Review - $1,760 with no additional expenses estimated Based upon the above, CPS is proposing a total professional services fixed fee of $59,355 to conduct the compensation and classification study, plus an estimated total of $3,900 for travel related and incidental expenses. The fixed-cost fees outlined above are based on the assumption that the consultants will conduct four on-site visits to meet with the City's Project Representative and any other key stakeholders including management, employee representatives or committees as follows: (1) conduct project initiation meetings; (2) conduct employee orientations (3) conduct job analysis interviews; (4) present the Final Classification and Total Compensation Report findings. Incidental expenses such as mileage, printing, copying and other related costs will be billed at actual cost; as stated above. The costs outlined within this proposal will remain in effect for the next 90 days. Other approaches may be discussed that will alter the cost of the project. The total cost is based upon the methods, approach, and timelines described in this proposal and the cost estimate has been prepared as accurately as possible based upon the methodology and approach described in the information provided to CPS. If changes or additional services are required, CPS is agreeable to discuss changes to the project activities, schedule, and to the cost estimate. Our standard billing rates are: Labor Categories Project Manager $115 Project Consultant $105 Technical Support $60 ♦~J LJ Human Resource Services 30 Proposal to the City Rosemead City-Wide Compensation and Classification Study CPS References CPS has performed numerous classification and compensation studies, salary surveys, organizational studies and other human resources services for local government agencies throughout California and other states. Our organization has conducted studies for many cities within California and is very familiar with the nature of City systems. Presented below are references for a representative sampling of similar services provided to public agencies located in California. L-. References San Diego County Water Authority Darrin Schwabe, Senior Analyst 4677 Overland Avenue San Diego, CA 92123 (858) 522-6665 DSchwabe@sdcwa.ore CPS is conducting a total compensation study for the Authority's management group consisting of 23 benchmark classifications and 16 agencies. The draft report is currently under review with the Authority. Imperial Irrigation District CPS conducted a Compensation Both original projects were on time Marcia Rivera, Employment and Study for 90 benchmark classes and and on budget. For the first study, the Compensation Supervisor 25 survey agencies. post-project Client Satisfaction 333 E. Barioni Blvd. Type of occupations included Survey indicated that the project team Imperial, CA 92251 District management, professional, had "far exceeded" their expectations 760-482-9625 technical and administrative in regard to the quality, courtesy, and E-mail: mvrivera@iid.com employees. CPS has continued to helpfulness of consultants throughout work with the district conducting a the project while "exceeding" their second study of the Executive expectations for timeliness of management group and CPS is delivery. currently in the process of CPS is currently in the process of performing a salary update to these preparing final reports for the salary past two studies. update study. City of Modesto CPS completed a classification Final reports were delivered to the Judith Ray study of 105 positions in specific client recently. The client has been Deputy City Manager City departments, and a total pleased with our work over the last 1010 Tenth Avenue compensation analysis of several years. Modesto, CA 95353 approximately 20 classes. 209-571-5809 fray@modestokov.com County of Orange The County of Orange retained CPS The project was completed on time Bob Leys Human Resource Services to and within budget. 10 Civic Center Plaza I" Floor conduct a classification study of the Santa Ana Building 10 Social Worker classifications used 714.834.2828 in the County. The Social Worker classifications (920 incumbents) included in the study were Social Worker Assistant, Social Worker I and II, and Sr. Social Worker. VVV Human Resource Semices 31