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Evergreen Solutions, LLC
I I I I 1 1 I 1 [l I I 1 A Proposal to Conduct a Classification and Total Compensation Stu City of Rosemead, California Evergreen Solutions. LLC September 24, 2008 dy for the t I - I A Proposal to Conduct a Classification and Total Compensation Study for the City of Rosemead, California I Submitted to: Mr. Gloria Molleda, City Clerk City of Rosemead 8838 East Valley Boulevard Rosemead, California 91770 ` Submitted by: ' Evergreen Solutions, LLC 2852 Remington Green Circle, Suite 101 Tallahassee, Florida 32308 (850) 383-0111 September 24, 2008 Evergreen Solutions, LLC 2852 Remington Green Circle, Suite 101 -Tallahassee, Florida 32308 850.383.011 1 -fax 850.383.1511 September 32, 2008 Ms. Gloria Molleda City Clerk City of Rosemead t 8838 East Valley Boulevard Rosemead, California 91770 Dear Ms. Molleda: ` Evergreen Solutions, LLC is pleased to submit this proposal to provide a Classification and Total Compensation Study for the City of Rosemead, California. Our response is based on our review of your Request for Proposal, our understanding of the California labor market, our experience in working with hundreds of municipal governments, and knowledge of best practices in human resources management. Evergreen Solutions was formed to provide an alternative to traditional consulting firms. We provide an innovative and effective alternative by focusing on clients needing partners and not simply another service provider. Together we possess more than 100 years of cumulative public sector consulting experience. Moreover, members of the team we are proposing to you have worked together for many cities throughout the country in the areas of classification and compensation. The professionals at Evergreen Solutions are recognized as some of the nation's leading public sector consultants in the area of human resources. The Evergreen Solutions Team is able to fully comprehend the human resources challenges that the City of Rosemead faces because of our vast understanding of local government human resources, and the fact that we possess the necessary experience and expertise. t Some of the human resource services we have focused on include: • classification and compensation studies; • performance auditing; • benefits reviews; • operational efficiency analysis; • performance evaluation and appraisal system design; • recruitment, hiring, and retention studies; • staffing studies; L • strategic and workforce planning; • staff diversity alternative reward structures; and • labor pool availability. Through our experiences in conducting this wide range of projects, we have gained knowledge of every aspect of the management and operations involved in human resources for local governments. As a L result, our team knows how critical human resources are in the overall operation of a proficient and progressive city. We have developed helpful methods and tools that assist our clients in implementing and maintaining our study recommendations and results. I www.ConsultEvergreen.com I I I I 11 I 1 I I I I Our approach to conducting classification and total compensation studies draws not only from extensive human resources work with local governments, but also from direct feedback of our past clients. In essence, we offer you tools that are innovative as well as those that have been proven to work in real places with real people. Some of the key facets of our approach include: • We emphasize communication as the key to successful study completion as well as implementation. Our team understands that compensation by its very nature creates anxiety in staff and managers alike. In order to ensure a successful study process and "buy-in" at implementation, officials, managers, and employees need to be involved in each step of the process. This is a critical component of our communication plan. • Our methodology utilizes the latest in technology. In order to reduce cost to our client partners and enhance wider participation, we offer all of our tools in an electronic format. In essence, every step of the process can be done on the Web. We understand that one size does not fit all. Some consultants provide the same overall solution to every client. We take great pride in providing a variety of alternatives that allow our client partners to select the solution that best meets their business and human capital needs. As Executive Vice President of Evergreen Solutions, LLC, 1 am authorized to commit our firm contractually to this assignment. We have reviewed your terms and conditions, and we acknowledge that we would be able to work within your requirements. In addition, Evergreen Solutions is a certified WMBE firm in many states and municipalities throughout the country. We appreciate this opportunity. This proposal is a firm and irrevocable offer for 60 calendar days. If we can answer any questions that you might have, please feel free to contact me at (850) 383-0111 or email atjeff@consultevergreen.com. t 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 rIa6Ce of Contents 1.0 Qualifications and Experience ........................................................................1-1 1.1 Company Background ...............................................................................1-1 1.2 Firm Profile .................................................................................................1-2 1.3 Firm Qualifications ........................................................................................1-2 1.4 Recent Relevant Experience ........................................................................1-3 2.0 Key Personnel and Project Organization 2-1 2.1 Key Personnel ...............................................................................................2-1 3.0 Approach and Methodology 3-1 3.1 Overall Approach ...........................................................................................3-1 3.2 Detailed Work Plan ........................................................................................3-7 3.3 Time Line .....................................................................................................3-20 4.0 References ......................................................................................................4-1 5.0 Cost Proposal 5-1 APPENDIX A: DETAILED RESUMES I I I I 1 Chapter 1 Quaff ications ancf Experience I I 1 1 I 1 I I I I I 1 I I • E)cperience uafifications and 1.0 Q Q Evergreen Solutions is well-qualified to conduct the requested Classification and Total Compensation Study for the City of Rosemead, California. In this chapter we demonstrate the qualifications and experience of our team through our background and similar project work we have successfully conducted. We believe Evergreen Solutions is unique in that we combine staff with a long-working history, distinguished client list, cutting-edge human management expertise, as well as a solid understanding of local government operations. I I I I 1 11 1.1 Company Background Evergreen Solutions, LLC is a national, multidisciplinary, public sector management consulting firm, which specializes in working with higher education organizations and local governments across the nation. We provide a unique approach, rather than the "consulting as usual" approach, by partnering with our clients to find innovative, real world solutions to public management. Evergreen Solutions was incorporated in 2004 in Tallahassee, Florida, and has grown to include offices in Austin, Texas and Sarasota, Florida. Evergreen Solutions was formed to provide a modern, practical alternative to the typical consulting options. Evergreen Solutions is made up of a group of management and information technology professionals that came together to form an innovative alternative that places clients and their needs before any individual, model, or corporate goal. Our main focus is on people, management, and technology; this allows our team to provide a broad variety of services, including, but not limited to: Human Resources I .t 1 • Compensation and Classification Studies • Performance Management • Staffing Audits • Strategic Planning • Training Assessments Operations • Business Process Re-engineering • Management and Organizational Reviews • Information Technology Consulting • Facilities Planning and Analysis We invite you to browse our Web site at www.Consu[tEvergreen.com to get more information on our services and past experience. Evergreen Solutions, LLC Page t-1 I I I I 1 I I i I ~I I I I 1.2 Firm Profile 1.3 Firm Qualifications Name of Firm Evergreen Solutions Type of Business: LLC State of Incorporation Florida _ Year Incorporated as LLC 2004 Federal ID Number 20-1833438 2852 Remington Green Circle Address of Principal Office Suite 101 Tallahassee, Florida 32308 Phone Number-...._-- _ (850) 383-0111 Fax Number 1 (850) 383-1511 Dr. Linda Recio, President linda@consultevergreen.com Principals Authorized to Represent Bidder Dr. Jeff Ling, Executive Vice President jeff@consultevergreen.com Evergreen Solutions was founded with the intent of offering public sector leaders an alternative to the "business as usual" consulting approach. We assist public sector professionals in exercising control over the inter- related elements that determine success or failure. We do that by applying a situation-responsive discipline that emphasizes: • full visibility into the entire organization through research and discovery; • a spirit of partnership with client staff and leadership; • sound recommendations based on best practices and proven methods; and • a practical go-forward plan that leads to quantifiable results. Collectively, the members of the Evergreen Solutions Team have: I 1 I 1 I • extensive experience in conducting human resources projects for municipal governments throughout the U.S.; • comprehensive experience in all components vital to the successful completion of this study; • knowledge of relevant statutes and California state regulations as well as federal regulations; • working knowledge and experience of local governments; Evergreen Solutions, LLC Page 1-2 I I I L I I I I I • objectivity and flexibility due to the fact that we have no vested interests; and • specialized analytical tools that we bring to the project. 1.4 A comprehensive work plan has been developed that will bring our team's Recent resources and expertise together to provide the best possible Classification and Total Compensation Study for the City of Rosemead. Relevant This detailed work plan and Evergreen Solutions' methodology for Experience conducting this study are included in Chapter 3 of this proposal. The proposed Evergreen Solutions Team has completed a Classification and Total Compensation Study, or is currently on contract to conduct a Classification and Compensation Study, or other similar human resources study, for the following clients: • City of Sunset Valley, Texas; • City of Austin, Texas; • Travis County, Texas; • Sul Ross State University, Texas • City of Santa Fe, New Mexico; • Albuquerque Public Schools, New Mexico; • Gadsden Independent School District, New Mexico; • Missouri Western State University, Missouri; • Missouri Southern State University, Missouri; • City of Columbia, Missouri; • Atlanta Public Schools, Georgia; • Douglas Public Schools, Georgia; • Sumter County Schools, Georgia. • City of Kingsland, Georgia; • Atlanta Metropolitan College, Georgia; • SUNY Purchase College, New York; • Palm Beach Community College, Florida; • Seminole Community College, Florida; • Gulf Coast Community College, Florida; • Edison College, Florida; • Florida League of Cities; • Florida Association of Counties; • Bay County, Florida; • Manatee County, Florida; • Seminole County, Florida; • Citrus County, Florida; • Gadsden County, Florida; • Gadsden County Property Appraiser, Florida; • City of Bunnell, Florida; • City of Bushnell, Florida; • City of Delray Beach, Florida; Evergreen Solutions, LLC Page 1-3 I I I I i I I 1 I I I I I I I • City of Deltona, Florida; • City of Doral, Florida; • City of Ocala, Florida; • City of Venice, Florida; • City of Tamarac, Florida; • City of Kissimmee, Florida; • City of St. Cloud, Florida; • City of Punta Gorda, Florida; • City of Largo, Florida; • City of Lake City, Florida; • Village of Islamorada, Florida; • Town of Ponce Inlet, Florida; • Town of Juno Beach, Florida; • St. Lucie County Schools, Florida; • Brevard County Schools, Florida; • Nassau County Sheriff's Office, Florida; • Clay County Sheriff's Office, Florida; • Alachua County Sheriff's Office, Florida; • Martin County Sheriff's Office, Florida; • Keys Energy Services, Florida; • Toho Water Authority, Florida; • Tampa Bay Water, Florida; • St. Johns River Water Management District, Florida; • Health Care District of Palm Beach County, Florida; • Glades General Hospital, Florida; • City of Kalamazoo, Michigan; • Springfield Housing Authority, Illinois; • Lorain Metropolitan Housing Authority, Ohio; • Norfolk Redevelopment and Housing Authority, Virginia; • Lutheran Family Services of Virginia, Inc.; • Town of Herndon, Virginia; • Suffolk Public Schools, Virginia; • City of Suffolk, Virginia; • City of Newport News, Virginia; • Salem City Schools, Virginia; • Pickens County Schools, South Carolina; • Orangeburg County, South Carolina; • Charleston County, South Carolina; and • Charleston Park and Recreation Commission, South Carolina. As a result of our experience in professional roles, as well as work on past projects, the Evergreen Solutions Team has considerable experience in reviewing and administering classification and compensation plans. Through this extensive experience and research, our team has developed unique tools for gathering and analyzing data, and has also developed a thorough methodology for conducting Classification and Total Compensation Studies like the one being requested by the City of Rosemead. Evergreen Solutions, LLC Page 1-4 I I I I 1 I 1 I I I 1 1 1 We have provided, in the following paragraphs, detailed summaries of a sample of previous studies our team has conducted across the country in the past three years. This is just a sample of the projects we have completed-selected references are also listed in Chapter 4 with complete contact information. Full case studies about any of our engagements are available upon request. 4- Employee Satisfaction Survey and Performance Management Consulting Client: City of Columbia, Missouri In 2006, Evergreen Solutions worked with the City of Columbia, Missouri to conduct a general survey of employee satisfaction for approximately 1,200 City employees. The primary purpose of the survey was to provide the City with information regarding satisfaction with City operational methods. Additional purposes were to identify new benefits desired and to gather information that will assist in policy decisions. Evergreen Solutions consultants conducted focus groups, developed and administered the survey, and performed a comprehensive analysis, including cross-tabular analysis by department. Final results of the survey were presented formally to the City Council and City employees. The City intends to repeat the satisfaction survey within the next year to track progress and tailor efforts to continually improve internal employee relations. One of the themes employees identified in the survey was their desire for a more effective mechanism for evaluating and rewarding employees. This led to the City of Columbia retaining Evergreen Solutions again in 2007 to assist with a comprehensive review of its performance management system. Based on data collected through focus groups, employee surveys, interviews, and best practice research, Evergreen Solutions created a new performance management system that was consistent, objective, and constructive. The system combined performance factors from each level of the organization including the individual, department, and organizational levels. Our consultants also provided on-site training for the use of the performance appraisal program with supervisors and on-site meetings with non-supervisory employees to provide them with an overview of the performance appraisal program. In mid-2008, the City of Columbia re-contracted with Evergreen Solutions to review implementation and application of the performance management system one year after initial implementation. Evergreen Solutions consultants met with employees again through focus groups and interviews to collect additional input on the first year of system implementation. Evergreen Solutions then presented additional recommendations for revision of the performance management system Evergreen Solutions, LLC Page 1-S I I I I I I 1 and provide training to employees on goal-setting. In the end, the City of Columbia now has a performance appraisal program that will improve employee and supervisor accountability and improve service delivery. 41- Human Resources Management Services Study Client: City of Sunset Valley, Texas The Evergreen Solutions Team was hired by the City of Sunset Valley, Texas, to assist with a city-wide Compensation and Classification Study, as well as development of a Performance Evaluation System. The study also included a Human Resources Audit and recommendations to strategically align the processes, procedures, staffing, and organization of human resources functions. All employees and classifications in the City were included in the study. As part of the study, the Evergreen Solutions team conducted interviews and focus groups with all City employees. Evergreen Solutions consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Finally, a detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. 4 Compensation and Classification Study Client: City of Kingsland, Georgia The Evergreen Solutions Team was hired by the City of Kingsland, Georgia to assist with a city-wide Compensation and Classification Study and recommendations for implementation of a revised pay plan. The study included all employees and classifications in the City. As part of the study, the Evergreen Solutions team conducted focus groups and interviews with employees, and employees completed Job Assessment Tools (JATs). Evergreen Solutions consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Finally, a detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. 4 Compensation and Classification Study Client: City of Suffolk, Virginia Evergreen Solutions, LLC was retained by the City of Suffolk, Virginia to conduct a Compensation and Classification Study. Situated on the east Evergreen Solutions, LLC Page t-6 I I 1 1 I I I 1 I coast of Virginia, the City employs approximately 1,000 individuals. The City of Suffolk is organized under a Council/Manager form of government. Seven elected officials sit on City Council. A City Manager oversees the daily operations of the city. Suffolk has also adopted a comprehensive plan and zoning ordinances. Evergreen Solutions Consultants assessed both internal and external equity of the City's compensation and classification plan, and provided recommendations for a new plan to cover the City's employees. Evergreen Solutions provided Job Assessment Tool (JAT) completion support for several departments as part of the initial phase of the project. A market assessment was conducted taking into account local as well as regional peers to assess the current market position of the City. Evergreen Solutions utilized the JobForce Web module to provide the City with comprehensive recommendations to move the City to a more 21st century structure of human resource management. Since the completion of the project, Evergreen Solutions has been retained to provide plan maintenance to the City on a continuing basis. 4 Classification and Compensation Study Client: City of Lake City, Florida Evergreen Solutions was hired by the City of Lake City, Florida to conduct a Classification and Compensation Study impacting all city employees. The study included recommendations for implementation and administration of a revised pay plan. The study included all employees and classifications in the City. As part of the study, the Evergreen Solutions Team conducted onsite orientation sessions and focus groups with all available employees, and employees completed Job Assessment Tools (JATs). Evergreen Solutions consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Finally, a detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. Compensation and Classification Study Client: Orangeburg County, South Carolina Evergreen Solutions, LLC was retained by Orangeburg County, South Carolina to conduct a Compensation and Classification Study. Orangeburg County is organized in accordance with the Council- Administrator form of government and provides a full array of services to a population of approximately 92,000. A seven-member County Council 4-1- Evergreen Solutions, LLC Page 1-7 I I I I I I I I I governs Orangeburg County. The County employs approximately 650 employees, about 480 full-time and 167 part-time, in more than 25 departments. The last major classification and compensation review was completed in 2001. Evergreen Solutions consultants assessed both internal and external equity of the County's compensation and classification plan, and provided recommendations for a new plan to cover the County's employees. Evergreen Solutions provided Job Assessment Tool (JAT) completion support for all departments as part of the initial phase of the project. A market assessment was conducted taking into account local as well as regional peers to assess the current market position of the County. Evergreen Solutions utilized the JobForce Web module to provide the County with comprehensive recommendations were provided that moved the County to a more 21st century structure of human resource management. Employee Classification and Compensation Study, Job Description Appraisals, and Compensation Plan Update Client: Lorain Metropolitan Housing Authority, Ohio Evergreen Solutions has been retained to assist the Lorain Metropolitan Housing Authority by conducting a comprehensive Classification and Compensation Analysis of all LMHAjob classifications. In addition, Evergreen Solutions will review the market pricing for each classification and developed a pay plan that provided for proper internal and external equity relationships. Evergreen Solutions will also develop revised classification descriptions that reflected the work performed and correct FLSA status. In addition to the compensation and classification component of the study, Evergreen Solutions will review LMHA's performance evaluation tools and scoring system and make recommendations for improvement to the existing system to help better align pay with performance. 41;e Compensation and Classification Study Client: Manatee County, Florida The Evergreen Solutions Team was hired by Manatee County, Florida to assist with a county-wide Compensation and Classification Study. Manatee County is a growing county (current population of over 300,000) located on the southwestern coast of Florida between Pinellas and Sarasota Counties. An appointed County Administrator oversees 16 departments, with approximately 1,900 employees within approximately 600 classifications and 58 pay ranges/grades. Evergreen Solutions, LLC Page t-S I 11 I I [1 I The study included all employees that serve in capacities for the Board of County Commissioners. As part of the review, orientation sessions, focus groups, and interviews were conducted in throughout the county. All employees were asked to complete the Job Assessment Tool (JAT) and job analysis was conducted with the results in order to create a classification plan. A salary survey was issued to local and regional employers to assess competitiveness. Based on the classification and compensation findings, a new pay plan as well as policies and procedures were recommended to the County. Evergreen Solutions helped the County attain their goal of maintaining a sound process providing a classification and pay structure that is fair, equitable, and systematic with a compensation plan comparable with other governmental jurisdictions and the private sector. Prior to hiring Evergreen Solutions, the most recent comprehensive classification and compensation study performed for the County was in 1986. Evergreen Solutions, LLC Page 1-9 I 1 1 1 1 Chapter 2 1 Key Personnefand Project Organization 1 1 1 1 i 1 1 1 1 1 I I I [1 11 [1 I I I 2.0 Key Personnel and Project Organization In this chapter, we present information regarding our key personnel assigned to this engagement as well as our project structure to help demonstrate the quality, experience and organization of our project management techniques. 2.1 Key Personnel We believe that this study must be conducted by senior staff who have had extensive experience in conducting similar Classification and Total Compensation Studies. Exhibit 2-1 shows our proposed project management organization. The structure has been designed to clearly fix the roles and responsibilities of each part of the organization so that there will be no confusion as to who is responsible for any aspect of the study. City of Rosemead Project Manager. With each project engagement, we work with the client to identify one specific point of contact to serve as a Client Project Manager. The Client Project Manager (CPM) will be our reference point throughout the engagement - we will take project direction, leadership, and guidance from the CPM - all project deliverables will be filtered through the CPM throughout the duration of the project. Evergreen Solutions Project Principal. Our Project Principal will have ultimate accountability for the success of this project. Evergreen Solutions Project Principal is always a senior leader in our firm, most often a Vice President or higher. The Project Principal will have contractual authority over the contract, and will be our top level of project responsibility. Evergreen Solutions Project Director. In addition to our Project Principal, Evergreen Solutions assigns a Project Director for each engagement. The Project Director is the day-to-day lead for the engagement, and will typically maintain the most frequent contact with the client throughout the course of the project. The Project Director will develop all scheduling of the project (with the CPM), assign all project activities to Project Consultants, and ensure that the project proceeds according to schedule. Project Consultants. Our Project Consultants are a team of consultants who have worked together on numerous projects, and who will provide consulting and analytical work on all project activities. The Project Consultants will also develop draft materials for the Project Director to review and approve. Consultant Team Members must be thoroughly knowledgeable in the portion of the project they are responsible for, as well as have expertise in the issues that are unique to each individual client. Evergreen Solutions is proposing an exceptional team of experts who have worked together on many similar Classification and Total Compensation Studies. Evergreen Solutions always makes sure each project is sufficiently staffed to handle any additional tasks or unforeseen issues that may arise during the course of the study. The combination of our individual knowledge and skills form a superior team, who will be able to competently perform all of the pieces of this study. Evergreen Solutions, LLC Page 2a 1 1 ! 1 1 ! 1 1 ! i 1 1 ! 1 1 ! ! 1 Exhibit 2-1 City of Rosemead, California Classification and Total Compensation Study Proposed Organizational Structure CITY OF ROSEMEAD, CALIFORNIA Project Manager To Be Determined EVERGREEN SOLUTIONS Project Principal EVERGREEN SOLUTIONS Project Director EVERGREEN SOLUTIONS Consultant Team Exhibit 2-2 provides the proposed personnel assignments for the Classification and Total Compensation Study. The following paragraphs provide summaries of each team member's qualifications and experience related to his or her role in the study. Detailed resumes of each team member are provided in Appendix A to this proposal. Evergreen Solutions, LLC Page 2-2 I I I I I [1 I Exhibit 2-2 City of CITY OF ROSEMEAD, CALIFORNIA Rosemead, Project Manager California To Be Determined Classification and Total Compensation Study EVERGREEN SOLUTIONS Project Principal Proposed Personnel Dr. Jeffrey Ling Assignments EVERGREEN SOLUTIONS Project Director Mr. Brian Wolfe EVERGREEN SOLUTIONS Consultant Team Mr. Todd Osburn Mr. Eugene Sherman Mr. Ryan Daigle Ms. Emily Mottern Project Dr. Ling is the Executive Vice President of Evergreen Solutions, LLC and the Principal director for the firm's human capital practice area. His consulting experience Dr. Jeffrey Ling includes human resource management, strategic planning, information technology, survey design, and public sector management. He taught Public Management at the College of Wooster, Florida State University, and Iowa State University. Dr. Ling brings more than 12 years of consulting leadership to the team. A sample of his project experience includes serving as: • Project Principal of a Salary Parity Study for Charleston County, South Carolina; • Project Consultant of a Compensation and Classification Study for the Charleston County Park and Recreation Commission, South Carolina; Project Principal of a Compensation and Classification Study for Orangeburg County, South Carolina; L Evergreen Solutions, LLC Page 2-3 I 1 I I I I I 11 • Project Principal of a Compensation Market Review and Classification Study for the City of Austin, Texas; • Project Principal of a Job Analysis and Salary Evaluation for the City of Newport News, Virginia; • Project Principal of a Compensation and Classification Study for the City of Kingsland, Georgia; • Project Principal of a Law Enforcement Compensation Study for Travis County, Texas; • Project Principal of a Salary Study for Sul Ross State University, Texas; • Project Principal of a Human Resources Management Study for the City of Sunset Valley, Texas; • Project Principal of a Comprehensive Classification and Compensation Study for Bay County, Florida; • Project Principal of a Classification, Compensation, and Performance Management Plan for Manatee County, Florida; • Project Principal of a Compensation, Classification and Performance Management System Review for Citrus County, Florida; • Project Principal of a Market Salary Survey for Missouri Western State University, Missouri; • Project Principal of a Market Salary Survey and Compensation Plan for Missouri Southern State University, Missouri; • Project Principal of a Compensation and Classification Study for the City of Suffolk, Virginia; • Project Principal of Compensation and Classification studies for the Florida Cities of Bushnell, Bunnell, Ocala, Doral, Deltona, Largo, St. Cloud, Venice, Tamarac, and Punta Gorda; • Project Principal of an Employee Satisfaction Survey for the City of Columbia, Missouri; and • Project Principal of a Project for the Development Of A Merit Based Performance Appraisal System for the City of Columbia, Missouri. Dr. Ling has overseen more than 70 human resource projects with Evergreen Solutions since co-founding the firm in 2005. L' T Evergreen Solutions, LLC Page z-q I I Project Director Mr. Brian Wolfe Mr. Wolfe will serve as the Project Director for this project. He has a wide range of experience in human resources and local government analysis projects. His professional background in risk management, and years of experience working in the arena of Professional Liability and Employee Benefits, make him uniquely qualified to apply this knowledge on a variety of consulting projects. He has served on a large array of consulting engagements involving client research, collection and analysis of qualitative and quantitative data, report writing and presenting, and the analysis of marketing research information. Some of his related consulting experiences include serving as: I I I I I • Project Director of a Compensation and Classification Study for the City of Lake City, Florida; • Project Director of a Compensation and Classification Study for the City of Kingsland, Georgia; • Project Director of a Compensation and Classification Study for Community Action Stops Abuse (CASA), a non-profit organization dealing with domestic violence issues; • Project Director of a Compensation and Classification Study for the Village of Islamorada, Florida; • Project Director of a Staffing, Compensation and Classification Study for the Town of Ponce Inlet, Florida; • Project Director of a Compensation, Classification and Performance Management System Review for Citrus County, Florida; • Project Director of a Compensation Market Analysis for the St. Johns River Water Management District, Florida; • Project Director of a Compensation and Classification Study for the City of Bunnell, Florida; • Project Director of a Project for the Development Of A Merit Based Performance Appraisal System for the City of Columbia, Missouri; • Project Consultant of a Classification and Compensation Study for Seminole County, Florida; • Project Consultant of a Salary Parity Study for Charleston County, South Carolina; • Project Consultant of a Compensation and Classification Study for the Charleston County Park and Recreation Commission, South Carolina; Evergreen Solutions, LLC Page z-S I I I 1 I I I I Project Consultant Mr. Todd Osburn • Project Consultant of a Compensation and Classification Study for Orangeburg County, South Carolina; • Project Consultant of a Classification and Compensation Study for the City of Suffolk, Virginia; • Project Consultant of a Job Analysis and Salary Evaluation of the Sheriff's Office for the City of Newport News, Virginia; • Project Consultant of a Compensation Market Review and Classification Study for the City of Austin, Texas; • Project Consultant of a Law Enforcement Compensation Study for Travis County, Texas; and • Project Director of a Compensation and Classification Study for the Alachua County Sheriff's Office, Florida. Mr. Wolfe has directed or served on the consulting team for more than 45 consulting engagements, a majority of which are human resource focused. Mr. Osburn is a Manager with Evergreen Solutions, LLC and he will serve as a member of the consultant team. His experience includes human resource management, pay system development, and government efficiency analysis. Mr. Osburn has more than fifteen years of public sector consulting experience with Evergreen Solutions, as a private consultant, and with another national public sector consulting firm. In addition, Mr. Osburn served as a Senior Compensation Analyst for a local government in the Austin area just prior to joining Evergreen Solutions. Mr. Osburn worked on numerous human resources consulting engagements, including serving as: • Project Director of a Compensation Market Review and Classification Study for the City of Austin, Texas; • Project Director of a Law Enforcement Compensation Study for Travis County, Texas; • Project Director of a Compensation Study for the Town of Juno Beach, Florida; • Project Director of a Compensation and Classification Study for Sumter County Schools, Georgia; • Project Consultant of a Compensation Study for the City of Sunset Valley, Texas; • Project Consultant of a Compensation Study for Sul Ross State University, Texas; Evergreen Solutions, LLC Page 2-6 I I I I I I I Project Consultant Mr. Eugene Sherman • Project Consultant of a Job Analysis and Salary Evaluation for the City of Newport News, Virginia; • Project Consultant of a Compensation and Classification Study for the City of Suffolk, Virginia; • Project Consultant of a Performance Evaluation Study for the City of Columbia, Missouri; • Project Consultant of a Human Resources Department Best Practices Review for the Florida Department of Management Services; • Project Consultant on a State-wide five-year Human Resources Strategic Plan for the State of Florida Department of Management Services; • Project Consultant of a Compensation and Classification Study for Gadsden County and Gadsden Sheriff's Office, Florida; • Project Consultant of a Compensation and Classification Study for Seminole County, Florida; • Project Consultant of a Compensation and Classification Study for the City of Deltona, Florida; and • Project Director of a Classification and Compensation Study for the Health Care District of Palm Beach County, Florida. Mr. Osburn has been involved contributing and managing more than 30 consulting engagements since joining Evergreen Solutions. Mr. Sherman has over 25 years experience in private and public sector consulting, budgeting, international banking, and economic development for small businesses, local governments, and educational agencies. He has served as Project Director and Consultant for a number of projects that directly impact the financial viability of several state and local governments as well as educational agencies. His experience includes human resources management, disparity studies, strategic planning, performance measure development, and client research and analysis leading to recommendations for business process improvements. Some of his recent consulting experiences include serving as: • Project Director of a Market Salary Survey and Compensation Plan for Missouri Southern State University, Missouri; • Project Director of a Position Description Review and Salary Comparison Analysis for Purchase College, State University of New York; Evergreen Solutions, LLC Page z-7 I I I I I h I 1 I I Project Consultant Mr. Ryan Daigle Mr. Sherman has been involved with more than 15 consulting engagements since joining Evergreen Solutions in 2007. In addition, Mr. Sherman holds a certificate in Labor Relations from Florida A & M University. • Project Director of a Compensation and Classification Study for Gulf Coast Community College, Florida; • Project Director of a Compensation and Classification Study for Edison College, Florida; • Project Director of a Salary Study for Atlanta Metropolitan College, Georgia; • Project Co-Director of a Compensation and Classification Study for Bay County, Florida; • Project Consultant of a Staffing, Compensation, and Classification Study for the Town of Ponce Inlet, Florida; • Project Consultant of a Staffing Study for the City of Lake City, Florida; • Project Consultant of a Job Analysis and Salary Evaluation for the City of Newport News, Virginia; • Project Consultant of an Employee Classification and Compensation Study, Job Description Appraisals, and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio; • Project Consultant of a Compensation Study and Pay Plan Development for the Norfolk Redevelopment and Housing Authority, Virginia; • Project Consultant of a Strategic Planning Project for the Florida Department of Management Services; • Project Consultant of a Disparity Study conducted for the Montana Department of Transportation; • Project Consultant of a Disparity Study conducted for the Colorado Department of Transportation; and • Project Consultant of a Disparity Study conducted for the Alaska Department of Transportation. Mr. Daigle has extensive knowledge of data analysis collection and methodology, and has experience working with a large number of public sector organizations, compiling quantitative data, researching solutions, and analyzing the results. He also has experience in developing marketing strategies to garner new business and revenues. His expertise includes conducting salary surveys and developingjob descriptions. A sample of projects Mr. Daigle has recently worked on include: Evergreen Solutions, LLC Page 2-8 I 1 I I I I I I I I I I • Project Consultant of a Compensation and Classification Study for the Charleston County Park and Recreation Commission, South Carolina; • Project Consultant of a Compensation and Classification Study for Orangeburg County, South Carolina; • Project Consultant of a Staffing Audit and Salary Study for the Richland County School District, South Carolina; • Project Consultant of a Staffing and Compensation Study for the Pickens County School District, South Carolina; • Project Consultant of a Compensation and Classification Study for the City of Kingsland, Georgia; • Project Consultant of a Market Salary Survey and Compensation Plan for Missouri Western State University in St. Joseph, Missouri; • Project Consultant of a Compensation and Classification Study for Bay County, Florida; • Project Consultant of a Compensation and Classification Study for Manatee County, Florida; • Project Consultant of a Compensation and Classification Study for Gadsden County and Gadsden County Sheriff's Office, Florida; • Project Consultant of a Job Analysis and Salary Evaluation of the Sheriff's Office for the City of Newport News, Virginia; • Project Consultant of a Compensation and Classification Study for Sumter County School District, Georgia; • Project Consultant of a Compensation and Classification Study for the City of Suffolk School Division, Virginia; • Project Consultant of a Compensation and Classification Study for the City of Lake City, Florida; • Project Consultant of a Salary, Benefit, and Position Classification Study for the City of Kissimmee, Florida; • Project Consultant of a Compensation Study for Sul Ross State University, Texas; and • Project Consultant of a Compensation, Classification, and Human Resources Study for the City of Sunset Valley, Texas. Mr. Daigle has contributed as a Project Consultant on more than 30 engagements with Evergreen Solutions. Evergreen Solutions, LLC Page z-9 I I I I I I. I I I I Project Consultant Ms. Emily Mottern • Project Consultant of a Classification and Compensation for the City of Delray Beach, Florida; • Project Consultant of a Salary Survey for Glades General Hospital, Florida; • Project Consultant of a Pay and Classification Study for Suffolk Public Schools, Virginia; • Project Consultant of a Compensation and Classification Study for Manatee County, Florida; • Project Consultant of a Compensation and Classification Study for Bay County, Florida; • Project Consultant of a Classification and Compensation Study for the City of Suffolk, Virginia; • Project Consultant of a Compensation and Pay Plan Review for the Town of Herndon, Virginia; • Project Consultant of a Compensation Study for the Florida Association of Counties; and • Project Consultant on an Employee Satisfaction Survey for the City of Columbia, Missouri. Ms. Mottern has wide ranging experience in human resources studies and survey research with community leaders and local governments throughout the country. Her work includes both quantitative and qualitative research for numerous public sector human resources studies. She also has extensive experience in marketing initiatives such as website design, marketing materials development, survey creation, new business development, and community outreach programs. • Project Consultant of a Market Salary Survey for Missouri Western State University, Missouri; • Project Consultant of a Market Salary Survey and Compensation Plan for Missouri Southern State University, Missouri; • Project Consultant of a Compensation and Classification Study for the City of Largo, Florida; • Project Consultant of a Classification and Compensation Study for the City of Lake City, Florida; • Project Consultant of a Classification Study for the Village of Some of her recent consulting work includes: Islamorada, Florida; Evergreen Solutions, LLC Page z-io ! ! ! L 1 1 L ! ! 1 1 1 1 1 Ms. Mottern has contributed as a Project Consultant on more than 15 engagements with Evergreen Solutions. A team of experienced analytical and clerical support staff will contribute to this study, as needed. Evergreen Solutions, LLC Page z-u I 1 1 1 Chapter 3 1 Approach and 9Yethodofogy 1 1 i li 1 1 1 1 - I 3.0 Approach and,,Wethoddofogy In this chapter we provide our overall approach, technical plan, and timeline for providing the requested City-wide Classification and Total Compensation Study for the City of Rosemead, California. 1 I 1 1 1 I 11 1 1 3.1 Overall Approach Evergreen Solutions is uniquely qualified to assist with providing the requested City-wide Classification and Total Compensation Study. Our team, as recognized experts in both human resources and local government consulting, understands that there is not a "one size that fits all" solution to human resource management. Our approach is built on working collaboratively with all parties to make sound, implementation- focused recommendations. Specifically, we have developed a methodology that: • includes all levels of staff, not just managers or a sample of employees; • incorporates multiple levels of communication to ensure progressive buy-in and validation throughout the process; • focuses on building a system that allows for employee growth and development, and recognizes that increased compensation must be connected to providing additional value to the City of Rosemead; • takes into account the variation in jobs, pay plans, and associated complexities present in local government human resources; • designs custom solutions that take into account the diversity of needs present within the City of Rosemead and allows you to select the components and options that best meet your overall needs;and • produces a structure that increases operational efficiency, enhances performance, reduces turnover, and increases opportunities for advancement. We will work closely with the City of Rosemead Project Management Team throughout the process to ensure constant communication of issues, concerns, and potential outcomes. We work closely with your staff to gain a solid understanding of your current operational realities, challenges, and desired outcomes. Moreover, Evergreen Solutions will work with you to balance your need to meet the study goals while carefully managing each scarce, public dollar. Evergreen Solutions, LLC Page 3-t I I I 1 I I 1 1 1 1 I 1 I 7 ~ Evergreen Solutions works with our clients to sort out internal equity relationships and streamline the classification system. After we have developed an internal equity hierarchy, we work with the client to determine the proper level of education and experience required for each job. We use input from the employees, including Department Directors and Human Resources Department staff, and secondary data to augment our own experience in determining these levels. We conduct market analysis to ensure the city is competitive externally, thus facilitating the ability of the city to recruit and retain qualified employees. Our goal is to provide the City of Rosemead with a classification, compensation, and performance evaluation system that in internally equitable and market competitive. We wish to ensure that our clients understand all aspects of the approach that we take in conducting any engagement. Whenever discussing employee classification and compensation issues, a certain amount of employee anxiety is always bound to be present. Employees need to know they will be treated fairly, which means that the process needs to be as transparent as possible. However, when local governments conduct compensation-related work, employee expectations sometimes fall out of line with fiscal reality. A critical part of the employee outreach involves managing expectations. We feel that the best method in developing a systemic buy-in into the project is by making sure our clients understand our overall methodological approach. At its core, building a practical approach that stands the weight of scrutiny and makes allotments for the unique nature of each organization with which we work will typically provide the most all-encompassing and comprehensive solution. Compensation is an extension of how work is organized; all organizations hold a compensation philosophy. It may be an unwritten or even an uncoordinated set of activities, but there is still an assignment of value for work performed in every organization. Consequently, an important part of our initial interaction will be related to establishing what the organization places value on and how work has been rewarded in the past. Evergreen Solutions realizes that different organizations have different work missions. For example, even different departments perform different service mixes in different cities. Consequently, compensation, classification, and performance evaluation systems can vary depending on the service delivery models, and the level and nature of the organizational missions. When organizations develop their respective compensation and classification structures they must make strategic decisions regarding specific skill sets required by employees to adequately perform specific job functions. The most progressive cities will design systems that align the organization mission, job functions, and human resources requirements to drive overall success. Evergreen Solutions, LLC Page 3-2 I 1 I i i I I 1 Kick Off Meeting Evergreen Solutions begins each engagement by meeting with our client's leadership team. Frequently, this initial meeting will accomplish several goals, including: • finalizing the project work plan; • confirming milestone and deliverable dates; • ascertaining the organization's overall compensation philosophy; • reviewing the performance review process; • gaining insight into the management structure and approach; • identifying data needs; and • developing preliminary schedules for subsequent tasks. We will also request, and hopefully obtain, a copy of the employee database that includes employee name, pay level, grade, service years, demographic characteristics, and other relevant information. Communication Plan Communication is a critical component of any employee compensation and classification study. Like most local government projects, communicating with employees directly and early in the process builds support for the process and the accompanying outcomes. As part of our communication plan, we meet first with key project staff to fully understand the nature and scope of the project. The results of these meetings are then communicated to employees during the project outreach in employee orientation sessions, interviews, and focus groups. Regular updates are provided to the Client's Project Manager and can be posted on the client's intranet site if desired. Employee communication continues during the presentation of results and employee appeals process. Orientation and Based on client feedback and the review of the best practices, we Focus Groups designed an orientation curriculum that provides employees insight into the process as well as provides a forum for answering questions and soliciting participation. Following the orientation sessions, we begin the focus group process. Focus groups are used to gain detailed insight into employee perceptions, concerns, and issues. The protocol for the sessions is provided to your project team in advance and refined to meet your needs. Supervisory and During this same period, Evergreen Solutions staff conducts interviews Management Staff with supervisory and management staff to identify challenges for Interviews consideration. Similar to the focus groups, these interviews will allow our staff to add details to our understanding of the City of Rosemead and its needs. JAT and MIT Another important activity undertaken at this time is the distribution of Evergreen Solutions' Job Assessment Tool© (JAT) and Management Issue Tool© (MIT). These questionnaires are central components of the job evaluation process. The JAT asks a series of questions regarding an employee's job that captures the nature of the job and how it interacts with work within the organization. The MIT is designed for managers and supervisors so that we can identify critical issues that impede the delivery of services in individual teams, groups, departments, and the Evergreen Solutions, LLC Page 3-3 I h our i ll th l t d y roug ec ron ca e organization as a whole. Both can be collecte Web-based tool or on paper. Preliminary As a starting point for analysis, Evergreen Solutions analysts review the Assessment City of Rosemead's database in comparison to the JAT data collected from each employee and produce a preliminary assessment. The ' preliminary assessment summarizes the strengths and weaknesses of your human resource management system. The compensation analysis focuses on the number of pay grades, range widths, percentage differences between grades, step plans versus open range plans, and the expected time to reach full job competency. The overall analysis focuses on structure, movement, and equity (internal) as well as specific concerns such as turnover, longevity, compression, and range anomalies. The issues we identify in the assessment become core considerations in creating the potential solutions later in the process. r Job Evaluation The next step in the process is to review the JATs and MITs and identify any possible misclassifications. Once the review of the JATs and MITs has been completed, Evergreen Solutions consultants will evaluate all jobs on each of the compensatory factors, score each position, and determine if there is any need for further investigation of specific positions. If serious discrepancies exist, Evergreen Solutions staff will meet with managers and employees again to resolve any issues. Once work has been properly classified, changes in the current classification system can be recommended. Our goal is to produce a classification system that reflects the internal equity relationships suggested by the JAT scoring conducted earlier. Some of the recommendations may include position reclassification, class elimination, adding additional classes, and the merger of existing classes. As part of this process, a report of original, adjusted, and expected scores is provided. Review of The review of job qualifications is an important part of any human Qualifications resources study. Evergreen Solutions obtains input from a variety of sources, including the employees themselves, when making these recommendations. We use input from the employees, Department Directors, Human Resources staff, and secondary data to augment our own experience in determining these levels. Compensation Our approach to compensation analysis is based on the belief that compensation should be organization-specific, fair, equitable, and ' directly tied to strategic goals. In ensuring that all these criteria are met, we will conduct extensive analysis on the relevant labor market, the internal structure and inter-relatedness of jobs within the organization, and the relative worth of jobs within the organization vis-a-vis the compensation philosophy of the organization. Market Survey A key component of assessing compensation is to consider market position or external equity. Evergreen Solutions staff waits until well into the classification analysis to design the market survey to ensure that jobs are understood, anomalies in classification characteristics are Evergreen Solutions, LLC Page 3-4 I I 1 h I 1 i 1 I I O I [1 1 I Benchmarks Targets documented, and sufficient input has been received. In addition to obtaining standard range information related to minimums, midpoints, and maximums, Evergreen Solutions will also collect information related to benefits as a percentage of total compensation. When preparing the labor market assessment tool, Evergreen Solutions consultants build in specific qualifications, skills, and the preferred education requirement for each assessed benchmark. We ensure we're comparing like classifications through this process-not simply matching similar names. One of the most important components of the external assessment is in the selection and utilization of benchmark positions for the labor market survey. We work with clients to identify the appropriate number of benchmark positions to best fit their needs in the labor market survey. Based on our experience, we have found that it is simply not practical to survey all positions within the City - the resulting surveys become too cumbersome for labor market peers to complete, and the response rate on the whole suffers. We ensure, through multiple checks and balances, that the benchmark positions chosen will represent a broad spectrum of positions across the organization, from all job families, pay levels, and functional areas. Subsequent to identifying benchmark positions, we then work with the organization to identify the most appropriate targets for the external labor market assessment. Evergreen Solutions selects peer organizations based on the local labor competition, regional markets, and class-specific markets. Peer organizations should be those organizations that compete with the client for labor in at least one job family. An important factor to our methodology is that the client has the final approval of all aspects of the study. We will not proceed with the analysis unless the client is completely comfortable with both the benchmarks and the survey targets chosen. We ask for approval of both components prior to proceeding with the external assessment. Often, there are different factors impacting an organization, such as proximity to a major metropolitan area, technology corridor, or specific market (i.e. military base), that have a direct effect on its ability to recruit and retain employees in specific positions. These factors have to be taken into account when selecting benchmark positions and survey targets. Once the benchmark positions and targets are selected and approved, the survey instrument is developed and sent to the client for final approval. Subsequent to client approval, the survey is then distributed to the targets in both paper and electronic formats. Evergreen Solutions uses a four-fold method of communicating with respondents. Our staff notifies the target group that the survey is being sent or made available, confirms receipt, and encourages participation. Once the data are received, they are cleaned, validated, and summarized. A separate report is issued that shows the results of the market analysis. Evergreen Solutions, LLC Page 3-5 I I I 1 I i I 1 1 I 1 I 11 1 1 I Unifyingthe After determining the appropriate division of work and market position, Solution the compensation structure can be created. There is not a single, perfect solution for every client. The nuances and unique characteristics of each client necessitate a customized solution to meet an organization's needs. The Evergreen Solutions Team has considerable experience in developing multiple solutions and working with client partners to determine the one that best meets their needs. Our analytical team uses a variety of tools to produce various potential solutions: regression analysis, market thresholds, and other human resource models. Several major options are presented to the client partner's team before the implementation plan is created. It is at this stage in the process that we typically meet with the client to identify the direction of the final solution. We will present to the city a draft report for review and comment. We typically ask the client to examine the draft solution objectively and provide insights and recommendations on the direction of the report. When this process is completed, Evergreen Solutions consultants will proceed with a final solution. Appeals Typically, appeals occur at this point in the process. Appeals allow employees to review our work and the overall solution. If an employee feels there is a compelling change that was overlooked, a written justification can be provided. Class Descriptions The Evergreen Solutions team has considerable experience in reviewing class descriptions. Our team has developed class descriptions from scratch, updated existing classifications with new responsibilities and job functions, and evaluated class descriptions for minimum requirements such as FLSA designations, ADA and EEO compliance, expected work tasks and expected knowledge, skills and abilities. Ensuring thatjob descriptions are up-to-date, consistent, and inclusive is a critical part of the classification and compensation process. For each classification, our consultants will evaluate the current description, compare it to the work actually performed, and produce a standardized class description. At the completion of this component of the study, each new class description will provide, in a standardized format, the following elements: • class name; • department; • general description; • essential tasks; • requirements (education, experience and licenses); • ADA/EEO compliance; and • FLSA designation. In addition, Evergreen Solutions can provide the client with an update and review schedule for class descriptions. 1 wy y Evergreen Solutions, LLC Page 3-6 I 1 1 1 I 1 1 I I 1 1 I Compensation Administration Guidelines Performance Evaluation Systems System Maintenance 3.2 Detailed Work Plan In order for clients to maintain the recommended classification and total compensation system, Evergreen Solutions develops compensation administration guidelines for use by the client after completion of the study. The guidelines will include recommendations on installation and continuing administration of the system. The team first conducts a review of current practices and procedures then assesses their effectiveness, compliance with legal guidelines, and applicability to the recommended system. Once the review and assessment are complete, revisions to the current practices and/or new guidelines can be recommended, as needed. At a minimum, the recommendations will address areas such as: • how employees will move through the pay structure/system; • how to pay employees who have reached the maximum of their pay range or value of their position; • how to pay fit new employees into the pay plan; • how to account forjob growth as it relates to adding value to the City of Rosemead; and • how to keep the system fair and competitive overtime. Over time, the public sector has shown an increased awareness of the necessity of conducting regular performance evaluations and linking these evaluations to compensation management. The Evergreen Solutions Team has worked with numerous clients in developing and implementing performance evaluation systems as well as alternative reward strategies including, certification/education incentive pay, and pay for performance plans that incorporate the unique environment and circumstances of our client partners. Our goal is to produce recommendations that are effective and that can be maintained by our clients. We are strongly committed to providing transparent and replicable solutions. In essence, when we complete our core assignment, our goal is that our client's staff can maintain and update the system on their own. We are readily available to provide assistance, but our goal is to give our clients all the tools and training that are needed. Listed on the following pages is the detailed work plan that Evergreen Solutions proposes to follow to meet the goals of the City of Rosemead's City-wide Classification and Total Compensation Study. Evergreen Solutions, LLC Page 't ''i 3-7 I I I 1 1 1 I 1 Task 1.0 TASK GOAL Project Kick Off To finalize the project plan with the City of Rosemead, gather all pertinent data, finalize any remaining contractual negotiations, and establish an agreeable final timeline for all project milestones and deliverables. TASK ACTIVITIES 1.1 Meet with the Client Project Manager (CPM) and senior leadership. Objectives include: • understand the mission and compensation philosophy of the City of Rosemead; • review our proposed methodology, approach, project work plan, and timeline to identify any necessary revisions; • reach agreement on a schedule for the project including all assignments and project milestones/deliverables; and • establish an agreeable communication schedule 1.2 Identify potential challenges and opportunities for the study. Discuss the strategic direction of the City of Rosemead and some of the short- and long-term priorities. This activity serves as the basis for assessing where the City is going and what type of pay plan will reinforce current and future goals. 1.3 Obtain relevant materials, including: LJ I 1 I 1 • any previous projects, research, evaluations, or other studies that may be relevant to this project; • organizational charts and budgets for the departments and divisions, along with related responsibility descriptions; • current position and classification descriptions, salary schedule(s), and any collective bargaining agreements (where applicable); and • personnel policies and procedures. 1.4 Create a schedule for orientations, focus groups, and interviews. 1.5 Request a clean copy of the supervisory relationship database. 1.6 Review and edit the project work plan and submit a schedule for the completion of each project task. 1.7 Conduct orientation sessions with employees and managers. Introduce the major goals of the study and potential outcomes. Reserve time for questions from orientation attendees. Evergreen Solutions, LLC Page 3-8 [1 I 1 1 I 1 I I 1 I 1 1 I I KEY PROJECT MILESTONES • Comprehensive project management plan • Employee orientation sessions % Task 2.0 Collect and Review Current Environment Data TASK GOAL To conduct statistical and anecdotal research into the current environment in the City of Rosemead and guide subsequent analytical tasks. TASK ACTIVITIES 2.1 Meet with Department Heads to obtain relevant information and statistical/anecdotal data on specific compensation issues and policies. 2.2 Hold focus groups with a cross-section of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies. 2.3 Work with the CPM to administer the JATs and MITs. Our staff utilizes a Web-based tool for data collection, but we can provide paper copies as well as those for non-automated classifications. 2.4 Review any data provided by the City of Rosemead that may provide additional relevant insight. KEY PROJECT MILESTONES • Approved JATs • Approved MITs • Department Head interviews • Employee focus groups Evergreen Solutions, LLC Page 3-9 I 1 I I I 0 I 1 1 1 I i 6 I Task 3.0 TASK GOALS Evaluatethe Current System To conduct a comprehensive preliminary evaluation of the City of Rosemead's existing compensation plan. TASK ACTIVITIES 3.1 Obtain the existing pay structure and compensation philosophy. Review the existing pay structure and look for potential problems to be resolved. 3.2 Determine the strengths and weaknesses of the current pay plan(s). 3.3 Complete an assessment of current conditions that details the pros and cons of the current system as well as highlights areas for potential improvement in the final adopted solution. KEY PROJECT MILESTONES • Review of existing compensation plan(s) • Assessment of current conditions Task 4.0 TASK GOALS Evaluate and Build Projected To identify the classification of existing positions utilizing Evergreen Classification Plan Solutions job evaluation system, review JAT and MIT responses, and characterize internal equity relationships within the City of Rosemead. TASK ACTIVITIES 4.1 Review the work performed by each classification and score. 4.2 Develop job groups for further analysis. 4.3 Place existing classifications into the proposed job groups to further define career laddering abilities. 4.4 Review JAT scores and identify the classification of positions. 4.5 Develop preliminary recommendations for the classification structure. The classification system designed at this point would be based solely on internal equity relationships and would be guided by the JAT scores for each classification. Essentially, a hierarchy of classifications would be established, and classifications with similar scoring would be grouped into pay grades. Spacing between jobs within the same job families would be set, and each classification would be assigned to a pay grade. Evergreen Solutions, LLC Page 3-io I 1 I I 1 I I I I I I I I Task 5.0 Provide Revised Class Descriptions and FLSA Determinations The final decision on the minimums and maximums of the pay grades would be determined after the market data has been collected (See Task 9.0). 4.6 Review recommendations with the CPM. 4.7 Develop initial career ladders for full-time and part-time classifications. 4.8 Discuss questions and categories for the market analysis survey. KEY PROJECT MILESTONES • JAT scores by class • Recommended classification changes • Preliminary job hierarchy and career ladders based on internal equity • Progress report TASK GOALS To update existing class descriptions and create new class descriptions as needed, ensuring ADA requirement satisfaction. Review positions titles, and recommend a new titling structure. Review current FLSA determinations and recommend changes in status where appropriate. TASK ACTIVITIES 5.1 Assess current class descriptions for form, content, and validity and ADA compliance. 5.2 Discuss new class description format. 5.3 Review current position titles. 5.4 Recommend a titling structure which defines consistent levels of responsibility across the organization. 5.5 Revise classification descriptions based on data gathered from the JAT process, and any changes to titling structure. 5.6 Create new class descriptions for new classifications, as needed. 57 Recommend a systematic, regular process for reviewing descriptions. I l Evergreen Solutions, LLC Page 3-11 I I I 5.8 Review current FLSA status for all classifications in conjunction with data gathered from the JAT process. 5.9 Recommend revisions to FLSA determinations where appropriate and provide complete list of FLSA determinations for all classifications. KEY PROJECT MILESTONES h i 1 1 L 1 I Task 6.0 Identify Approved List of Benchmark Positions TASK GOAL To reach an appropriate number and identify the proper benchmark positions for the external labor market assessment. TASK ACTIVITIES 6.1 Conduct a thorough review of all materials to date, including employee database, internal assessment, and focus group/interview notes. • Updated class descriptions • New class descriptions as needed • Complete list of FLSA determinations Note: We recognize the appeals process is listed as a component of the Classification Plan in the RFP, we recommend conducting the appeals process following the Compensation Phase since employees are most likely to want to appeal the placement of their classification based on knowledge of where it fits within the proposed pay plan. We have included a task that addresses employee appeals near the end of the Compensation Phase. This is also true with respect to developing a final report with findings and recommendations. We have incorporated progress reports at key points during study. This allows the City to review key deliverables in written form throughout the engagement. Each of these components becomes a portion of the final report. ~ ' a k w' ~g N , yy I Evergreen Solutions, LLC page 3-12 C 1 1 1 I 1 1 1 I 1 I h I Task 7.0 Identify Approved List of Survey Targets 7.2 Review with the CPM the original list of survey targets found in Task 7.1 above. Discuss possible candidates for inclusion based on project outreach. 7.3 Reach agreement on list of labor market survey targets. 7.4 Develop a contact database for all targets, and alert peer organizations that the survey will be coming. KEY PROJECT MILESTONE • List of peer organizations and contact information 6.2 Identify, from the initial review, a list of positions to include in the labor market survey. 63 Submit the proposed list of positions to the CPM for review and approval. 6.4 Based on CPM review, make revisions to the benchmark list, and finalize consistent with Evergreen Solutions analysis. KEY PROJECT MILESTONES • Preliminary list of job classifications to included in the external labor market survey • Final list of job classifications for the external labor market assessment TASK GOAL To identify and develop a comprehensive list of targets for conducting a successful external labor market assessment. TASK ACTIVITIES 7.1 Develop a preliminary list of organizations for the external labor market survey, placing a comparative emphasis on characteristics such as: • size of the organization; • workforce; • economic characteristics or budget; • geographic proximity to the City of Rosemead; • type of work performed; and • demographic data. h Evergreen Solutions, LLC Page 3-13 I I I I I I I I I I 11 I I I I Task 8.0 Conduct Survey and Provide External Assessment Summary TASK GOAL To conduct the external labor market survey and provide a summary of the survey results to the City of Rosemead for review. TASK ACTIVITIES 8.1 Prepare a customized external labor market survey which includes duties, responsibilities and preferred education of benchmark classification for the City of Rosemead to review and approve. In addition to salary and wage information, the survey should include items related to overall percentage of compensation comprised of benefits. 8.2 Contact the targets for electronic completion of the survey. Provide paper copies by fax, if requested. 8.3 Conduct necessary follow-up through e-mails, faxes, and phone calls. 8.4 Collect and enter survey results into Evergreen Solutions electronic data analysis tools. 8.5 Validate all data submitted. 8.6 Develop summary report of external labor market assessment results. 8.7 Submit summary report of external labor market assessment results to CPM. 8.8 Prepare and conduct presentation of survey results to management and City of Rosemead Employee Association in group meeting. KEY PROJECT MILESTONES • Summary report of external labor market assessment results • Survey results presentation I I I Evergreen Solutions, LLC Page 3-14 I I 1 1 I I I 1 1 I Task 9.0 Develop Strategic Positioning Recommendations and Solution Analysis TASK GOALS To review the City of Rosemead current compensation philosophy and plan for all employees, highlight key issues that have been uncovered during the course of the project, and develop the structure of the proposed pay plans. Slot all classifications based on internal and external equity. TASK ACTIVITIES 9.1 Review the compensation philosophy and key issues that arose during the course of the study. 9.2 Using the market data collected in Task 8.0, and the classification data reviewed in Task 4.0, determine the proper pay plan structure including number of grades, steps, and ranges. 9.3 Conduct regression analysis on classifications and develop best fit line between JAT scores and salary midpoints. Utilize the y- intercept and slope and build a hierarchy based on internal and external equity. 9.4 Place all classifications into pay grades based on Task Activity 9.3. 9.5 Review the issues list to ensure that the proposed solution addresses the critical issues that were uncovered during the course of the study. 9.6 Establish internal relationship guidelines to be included in the overall recommendations for compensation administration. KEY PROJECT MILESTONES • Proposed compensation strategic direction, taking into account internal and external equity • Slotting of classifications • Internal relationship guidelines Evergreen Solutions, LLC Page 3-15 I C I I 1 I 1 1 I I i I Task 10.0 TASK GOALS Develop Implementation Based on proposed pay plans and slotting ofjob classifications, produce Scenarios and several possible solutions for implementation in the upcoming budget. Costing Parameters TASK ACTIVITIES 10.1 Create three implementation solutions for consideration that take into account the current position of the organization as well as the findings from the classification and compensation analysis. Cost out the three implementation scenarios, including a phased-in scenario, if required. 10.2 Meet with the client team to discuss the potential solutions and costs analysis options for positions that fall below the proposed minimum salaries. 10.3 Determine the best solution to meet the client's needs in the short and long-term. Discuss potential compression issues. 10.4 Document the accepted solution. KEY PROJECT MILESTONES • Potential implementation solutions and cost analysis estimates • Documented final solution Task 11.0 TASK GOAL Develop Phased Compensation To develop a phased compensation implementation plan and Plan and recommendations for continued administration by the City of Rosemead Recommendations staff of the recommended classification and total compensation for Compensation structure. Administration TASK ACTIVITIES 11.1 Develop recommendations for phased implementation and continued administration of the classification and total compensation structure, including recommendations related to: • how employees will move through the pay structure/system; • how to pay employees who have reached the maximum of their pay range or value of their position; • strategies for placing new employees into the pay plan; Evergreen Solutions, LLC Page 3-16 I I I I I 1 I 1 • devise method for how to compensate employees for future growth and development (certification pay, skills pay, etc.); and • how to maintain the system over time. 11.2 Present recommendations to the client team for review. KEY PROJECT MILESTONES • Phased compensation implementation plan • Recommendations for compensation administration Task 12.0 TASK GOAL Develop and Submit Draft To develop and submit draft report on the Classification and Total Report Compensation Study to the City. TASK ACTIVITIES 12.1 Produce a comprehensive draft report that captures the results of each previous step. 12.2 Submit the draft report to the CPM and other members of the project team. KEY PROJECT MILESTONE • Draft report Task 13.0 TASK GOALS Conduct Employee Appeals Gather employee appeal information and document the appeals. Conduct employee appeals. Document results of appeals. Provide revised implementation parameters and costs (if necessary). Communicate employee appeals results to employees. TASK ACTIVITIES 13.1 Work with the City to communicate to employees how the appeal process will work and what documentation will be required. 13.2 Collect employee appeals in a central location. 13.3 Produce a log of employee appeals that documents the employee, nature of appeal and desired solution(s). Coordinate Evergreen Solutions, LLC Page 3-17 I 1 I 1 1 I 1 I I with the City to produce a formal list of appeals which will be examined. 13.4 Review employee appeals for documentation and appropriateness. Make determination on appeals based on content and reasonableness. 13.5 Consult with City on preliminary findings. 13.6 Make final appeals determinations. Document the results in appeals database. Determine impact of appeals resolutions on classification system. 13.7 Calculate the fiscal impact of changes that result from the appeals process. Coordinate with City personnel on the manner in which successful appeals will be implemented. 13.8 Provide the City personnel with the necessary correspondence that will accompany the results of the appeals process. KEY PROJECT MILESTONES • Employee appeal communication document • Log of employee appeals • Initial and Final appeals determinations • Appeals database • Fiscal impact statement of changes associated with appeals • Employee appeal communication Task 14.0 Review Performance Evaluation System TASK GOALS Review any current performance evaluation documents, tools, and procedures; determine appropriateness of content and methodology. Recommend, develop new program, and implement changes. TASK ACTIVITIES 14.1 Review any current performance appraisal documents, tools, and procedures for appropriateness. Evergreen Solutions, LLC Page 3-18 I i I 1 I i 1 I Task 15.0 Develop and Submit Final Report 14.2 Provide detailed recommendations for change as needed. 14.3 Discuss recommended changes with City staff and revise as necessary. 14.4 Develop performance evaluation tool. 14.5 Conduct training sessions on new performance appraisal tool and system. KEY PROJECT MILESTONES • Detailed recommendations for changes to performance appraisal standards • New performance appraisal program • Training on new performance appraisal program TASK GOALS To develop and submit final report on the City-wide Classification and Total Compensation Study to the City of Rosemead. TASK ACTIVITIES 1 H" 1 15.1 Collect feedback from draft report and changes based on appeal process. 15.2 Revise draft report based on Task 15.1 above. 15.3 Prepare final report and implementation plan, incorporating information related to the findings of the review of the performance evaluation system. 15.4 Submit final report to City. 15.5 Develop final Powerpoint presentation to be given to City officials. 15.6 Give final Powerpoint presentation to City officials that highlights methodology, significant findings, recommendations, and fiscal impact. KEY PROJECT MILESTONES • Final report • Final presentation(s) Evergreen Solutions, LLC Page 3-19 I I I 0 k" Ili U I L D Q F D I I a 3.3 Time Line Evergreen Solutions possesses the staff, skills, and tools to complete the project and deliver the final report by March 13, 2009, which is more than a month prior to the stated deadline of April 15, 2009. This is based on a tentative start date of October 20, 2008 and can be modified in any way to meet the needs of the City of Rosemead. Exhibit 3-1, on the following page, provides our proposed implementation time line. Evergreen Solutions, LLC Page 3-20 r r r r r r r r 1 r r r r r r M r Si LY; a mt I W E ~ f fiSY ~c ~fiaY d ID U m; z, ~m o, Pill E ~ C C N N C m C 7 a c < c o ~ w a U V i C m O 'O c O a y N m O E ~ m E N C . d _ 0 c a E ' :?fA c ° m c o m m T c o v i L x o o n G n „P,jtViltT.'. y T o y a ,.2 o n 0 m n w' c O N O N m E Q _ ^ ~`a ` 3 v a t0 N N ° O a y O o U E m V m 'E m u m 50 E m o E a m ` m U m d c c .L n m o. m v 0 $ n `O E n a ° w v c ~r_ c m ~i (n ~ ¢ n N m N c ¢ o n m 2 m ~ _ i Y 6 C O Q Q r Q C O V D N O t5 N t5 N 1 IO : a a O d v F- o o > i ° E v a o p 'm O O N o m E D E E o o Ya:!.~~^r o 0 0 0 O d o 0 0 O ~ O~ o o O N of v o ui co 1 1 r 1 1 co 1 1 m m 1 1 N M W k a U J C d W I I I I 1 I i i I 1 I 1 I 1 I Chapter 4 References 4 7 1 I 1 I I 1 I 1 [1 1 4.0 References We have selected references that demonstrate the breadth and quality of the work our team has performed. We invite you to contact our client references as to the quality and timeliness of our human resources consulting projects. Additional references are available upon request. Compensation and Classification Study Client: Manatee County, Florida Mr. Garry Dye Director of Human Resources 1112 Manatee Avenue West, Suite 863 Bradenton, Florida 34205 Phone: (941) 748-4501 ext. 3865 4 Development of a Merit Based Performance Appraisal System Client: City of Columbia, Missouri Ms. Margrace Buckler Director of Human Resources 600 E. Broadway P.O. Box 6015 Columbia, Missouri 65205 Phone: (573) 874-7235 Compensation Analysis 1 I i 1 I Client: Travis County, Texas Ms. Linda Moore Smith Director, Human Resources Department PO Box 1748 Austin, Texas 78767 Phone: (512) 854-9165 4 Evergreen Solutions, LLC Page 4-t 1 1 e Compensation Studv Client: City of Suffolk, Virginia Ms. Jessica Stallings Assistant Director of Human Resources Municipal Center 441 Market Street, Room 266, 2nd Floor Suffolk, Virginia 23434 Phone: (757) 923-2072 41r~' SalaryBenefit and Position Classification Studv Client: City of Kissimmee, Florida Ms. Beth Stefek Director of Personnel and Risk Management 101 N. Church Street Kissimmee, Florida 34741 Phone: (407) 518-2110 Evergreen Solutions, LLC Page 4-2 I k 1 Chapter S Cost Proposaf I 1 I 1 I 1 1 1 I I I 1 1 I I I 1 I I I Fj S.0 Cost 1toposaf Evergreen Solutions, LLC is pleased to present this cost proposal for a Classification and Total Compensation Study for the City of Rosemead, California as outlined in Chapter 3 of our proposal. Evergreen Solutions is committed to providing the highest quality consulting services to our client partners for a reasonable price. Evergreen Solutions is fortunate that our overhead is minimal and our expenses are reasonable so we can pass that cost savings on to our clients. We have a team of professional consultants and principals in Texas and Florida who work diligently to ensure our fees are affordable for our public sector clients. Our total, not-to-exceed, fixed fee to complete the study surveying all positions is $22,000. This total cost includes our professional fees, travel costs, fringe benefits, indirect cost (overhead), and all out-of-pocket expenses. Per the RFP, our cost per study component is as follows: • Classification Plan: $13,000; • Compensation Plan: $6,000; and • Performance Evaluation System: $3,000. We are willing to give discounts of the total price for the following items: • $500 discount should the City assist with the collection of the JAT/MIT process-most of this is conducted electronically; • $3,000 discount should the City conduct the market survey; • $800 discount should the City update the classification descriptions based on the database provided by Evergreen Solutions. We are willing to negotiate the time, scope, and cost of the basic tasks, or any other options that the City of Rosemead wishes to identify. Evergreen Solutions federal employer identification number is 20-1833438. l ~lY Evergreen Solutions, LLC Page 5-1 I 1 1 1 1 Appendio: Detailed Resumes 1 1 1 1 1 11 1 1 1 1 1 1 1 1 I I I I I 1 1 I I 1 I I I I 1 Dr. Jeffrey Ling Project Principal Evergreen Solutions, LLC Dr. Ling's experience includes human resources, strategic planning, statistical analysis, research methodology, data management, technology analysis, change management, and risk analysis. Dr. Ling has taught courses addressing research methodology, statistical analysis, technological innovations, and political economy at various universities. Similarly, he has planned, organized, and managed studies on human resources assessment, survey analysis, government efficiency, technology planning, information utilization, public opinion, market expansion, and privatization. Each of these studies dealt with summarizing major alternatives for decision-makers and providing viable recommendations. Dr. Ling has consulting experience in higher education, state and local government evaluation, research management, efficiency analysis, survey analysis, statistical modeling, and technology planning. Education Ph.D., Political Science, Florida State University, 1996 M.S., Political Science, Florida State University, 1993 B.A., Political Science, University of Tampa, 1990 Professional Evergreen Solutions, LLC, Executive Vice President, August 2005 - and Business present History MGT of America, Inc., Partner, May 2004-July 2005; Principal, September 2000-April 2004; Senior Associate, November 1999- September 2000; Senior Consultant, April 1999-November 1999; Consultant, 1998-1999; Senior Analyst, May 1998-November 1998 The College of Wooster, Assistant Professor, 1997-1998 Iowa State University, Visiting Scholar, 1995-1997 Florida State University, Research Assistant, 1992-1995 Stinger Systems, Market Analyst, 1990-1992 Selected Local Government Consulting Relevant Project Principal of an Employee Satisfaction Survey for the City of Project Columbia, Missouri Experience Project Principal of a Performance Appraisal System for the City of Columbia, Missouri Dr. Jeffrey Ling Page 1 I 1 1 I I 1 I I I Dr. Jeffrey Ling Project Principal of a Compensation Market Review and Classification Study for the City of Austin, Texas Project Principal of a Law Enforcement Compensation Study for Travis County, Texas Project Principal of a Human Resources Management Study for the City of Sunset Valley, Texas Project Principal of a Classification and Compensation Study and Performance Evaluation System for the City of Santa Fe, New Mexico Project Principal of an IT Strategic Plan for the Florida Association of Counties Project Principal of a Compensation Study for the Florida Association of Counties Project Principal of a Human Resources Consulting Services Study for the FACC Services Group, Florida Project Principal of a Compensation Study and Pay for Performance System for Clay County Sheriff's Office, Florida Project Principal of a Compensation and Classification Study for the Alachua County Sheriff's Office, Florida Project Principal of a Compensation and Classification Study for the Martin County Sheriff's Office, Florida Project Principal of a Compensation Study for the Nassau County Sheriff's Office, Florida Project Principal of a Job Analysis Study of Public Safety Positions for the City of Kalamazoo, Michigan Project Principal of an Organizational Review for Florida Prepaid College Fund Project Principal of a Classification and Compensation Study, and Merit Pay System Development for Keys Energy Services, Florida Project Principal of a Performance Management Study for the Palm Beach County Clerk and Comptrollers Office, Florida Project Principal of a Business Model Assessment for the Florida Institute of Certified Public Accountants, Florida Project Principal of a Compensation and Classification Study for the Florida League of Cities Page 2 I I I I I I i h L 1 Dr. Jeffrey Ling Project Principal of a Salary, Benefit and Position Reclassification Study for the City of Kissimmee, Florida Project Principal of a Salary and Benefits Study for the City of Ocala, Florida Project Principal of a Salary, Benefit and Position Reclassification Study for the City of St. Cloud, Florida Project Principal of a Compensation and Classification Study for the City of Bunnell, Florida Project Principal of a Compensation Study for the City of Bushnell, Florida Project Principal of a Human Resources Performance Review for the City of Cape Coral, Florida Project Principal of a Compensation and Classification Study for the City of Deltona, Florida Project Principal of a Performance Improvement Training and Study for the City of Destin, Florida Project Principal of a Classification and Compensation Study for the City of Lake City, Florida Project Principal of a Compensation Survey for the City of Tamarac, Florida Project Principal of a Compensation and Classification Study for the City of Punta Gorda, Florida Project Principal of a Compensation and Classification Study for the City of Delray Beach, Florida Project Principal of a Compensation and Classification Study for the City of Venice, Florida Project Principal of a Compensation Study for the Town of Juno Beach, Florida Project Principal of a Compensation and Classification Study for the Town of Ponce Inlet, Florida Project Principal of a Classification and Compensation Study for the Village of Islamorada Project Principal of a Compensation, Classification, and Value Engineering Analysis for City of Coral, Florida Project Principal of a Police Force Compensation and Benefits Study for the City of Doral, Florida Page 3 I I I I I I Dr. Jeffrey Ling Project Principal of a Classification and Compensation Study for the Health Care District of Palm Beach County, Florida Project Principal of an Organizational Review for the Health Care District of Palm Beach County, Florida Project Principal of a External Review of Compensation for the Health Care District of Palm Beach County, Florida Project Principal of a Merit Based Performance Management System for the Health Care District of Palm Beach County, Florida Project Principal of a Compensation Study for Glades General Hospital, Florida Project Principal of a Compensation Market Analysis for the St. Johns River Water Management District, Florida Project Principal of a Salary, Benefit and Position Reclassification Study for the Toho Water Authority, Florida Project Principal of a Pay and Classification Study for Tampa Bay Water, Florida Project Principal of a Software Training Services for Seminole County, Florida Project Principal of a Compensation and Benefits Study for Seminole County, Florida Project Principal of a Performance Management Study for Seminole County, Florida Project Principal of a Compensation and Classification Study for Gadsden County, Florida Project Principal of a Comprehensive Classification and Compensation Study for Bay County, Florida Project Principal of a Classification, Compensation, and Performance Management Plan for Manatee County, Florida Project Principal of a Compensation and Classification Study for Citrus County, Florida Project Principal of a Classification and Compensation Study for Lutheran Family Services of Virginia, Inc Project Principal of a Job Analysis and Salary Evaluation for the City of Newport News, Virginia Project Principal of a Classification and Compensation Study for the City of Suffolk, Virginia Page 4 ll as a Project Principal of a Compensation and Pay Plan Review, as we Job Description Update and Career Path Analysis, for the Town of Herndon, Virginia Project Principal of a Parity Study for Charleston County, South Carolina Project Principal of a Compensation and Classification Study for Charleston County Park and Recreation Commission, South Carolina Project Principal of a Compensation and Classification Study for Orangeburg County, South Carolina 1 f r the d ti St u y o on Project Principal of a Classification and Compensa City of Kingsland, Georgia ' Project Principal of a Comprehensive Management Review for the City of Fountain, Colorado ' Project Principal of a Strategic Planning Study for the City of Fountain, Colorado Project Principal of a Job Analysis of Public Safety Positions for the City of Kalamazoo, Michigan Project Principal of a Compensation Study and Pay Plan Development for the Norfolk Redevelopment and Housing Authority, Virginia Project Principal of an Employee Classification and Compensation Study, Job Description Appraisals, and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio Project Principal of a Salary Comparability Study for the Springfield Housing Authority, Illinois State Government Consulting t M anagemen Project Director of an Information Technology Change Study for the Florida Department of Business and Professional Regulation Project Director of a Human Resources Best Practices Study for the Florida Department of Management Study Project Director of a Statewide Human Resources Strategic Plan project for the Florida Department of Management Services Team Leader of a Disparity Study for the State of Alaska 1 Dr. Jeffrey Ling Page 5 Team Leader of a Disparity Study for the State of Montana Team Leader of a Disparity Study for the State of Colorado Education Consulting Project Principal of a Salary Study for Atlanta Metropolitan College, Georgia Project Principal of a Salary Study for Sul Ross State University, Texas d S l a ary Project Principal of a Position Description Review an Comparison Analysis for Purchase College, State University of New York Project Principal of a Compensation and Classification Study for Edison College, Florida 1 Project Principal of a Compensation and Classification Study for Gulf Coast Community College, Florida Project Principal of a Compensation and Classification Study for the Palm Beach Community College, Florida Project Principal of a Performance Management Study for the ' Seminole County Community College, Florida Project Principal of a Market Salary Survey for Missouri Western State University, Missouri Project Principal of a Classification and Compensation Plan for Non- Faculty Positions and Non-Exempt Positions for Missouri Southern State University, Missouri Project Principal of a Job Audit Services Study for Gadsden ISD, New Mexico Project Principal of a Human Resources Pay and Classification Study for Albuquerque Public Schools, New Mexico Project Principal for a Compensation and Classification Study for Georgia Douglas County School System , Project Principal of a Compensation and Classification Study for L Atlanta Public Schools, Georgia Project Principal of a Superintendent Salary Review for Atlanta Public Schools, Georgia Project Principal of a Compensation and Classification Study for Sumter County Schools, Georgia I Dr. Jeffrey Ling Page 6 I 1 I I I Project Principal of a Compensation and Classification Study for Brevard County Schools, Florida Project Principal of a Position Classification Study of St. Lucie County Schools, Florida Project Principal of Pay Plan Study for Salem City Schools, Virginia Team Leader of Information Technology Supplemental Staffing Services for Hillsborough County Public Schools, Florida Project Consultant for a the Human Resources Review of an Administrative Study of the Monroe County School District, Florida Project Principal of a Compensation and Staffing Study for Pickens County School District, South Carolina Project Principal of a Job Review and Assessment of Positions in Administration and Operations for Pickens County School District, South Carolina Project Principal of a Classification and Compensation Study for Richland County School District One, South Carolina Project Principal of a Compensation Study for Suffolk Public Schools, Virginia Team Member for Human Resources on School Efficiency Reviews for Covington City and Alleghany County Public School Divisions, Virginia Team Member of an Organizational and Operational Review of Philadelphia Public Schools, Pennsylvania Presentations American Political Science Association International Personnel Management Association Florida State Personnel Association Florida Professional Association for Human Resources Florida Public Personnel Association National Association of State Personnel Executives Florida Government Technology Conference Florida Government Information Services Association GA Board of Health Conference National Association of Workforce Boards Kansas Public Personnel Conference Texas County Leadership Institute Workforce Planning for the 21st Century Dr. Jeffrey Ling Page 7 Brian R. Wolfe Project Director Evergreen Solutions, LLC Mr. Wolfe has a wide range of experience in local government and educational analysis projects. His professional background in risk management and years of experience working lifi d t 1 o e in the arena of Professional Liability and Employee Benefits make him uniquely qua apply this knowledge on a variety of consulting projects. He has served on a large array of consulting engagements involving survey design, client research, collection and analysis of qualitative and quantitative data, report writing and presenting, and the analysis of marketing research information. L Education B.S., Economics-Sociology, Florida State University, 2001 Professional Evergreen Solutions, LLC, Consultant, August 2007 - present, Senior and Business Analyst, June 2006 - August 2007; Analyst, January 2006 - June I History 2006 Rogers, Gunter, Vaughn Insurance, Inc., Professional Risk Manager, August 2001-December 2005 2001 F b - ruary e American Express, Personal Financial Advisor, August 2001 Relevant Local Government Consulting ' Project Project Director of a Classification and Compensation Study and Experience Performance Evaluation System for the City of Santa Fe, New Mexico ' Project Director of a Compensation and Classification Study for the City of Lake City, Florida ' Project Director of a Compensation and Classification Study for the City of Kingsland, Georgia Project Director of a Compensation and Classification Study for Community Action Stops Abuse (CASA), a non-profit organization dealing with domestic violence issues ' Project Director of a Compensation and Classification Study for the Village of Islamorada, Florida Project Director of a Staffing, Compensation and Classification Study for the Town of Ponce Inlet, Florida ' Mr. Brian R. Wolfe Page 1 I I F I I I I I I I I i II I I Mr. Brian R. Wolfe Project Director of a Classification and Performance Management System Review for Citrus County, Florida Project Director of a Compensation and Classification Study for the City of Delray Beach, Florida Project Director of a Compensation Market Analysis for the St. Johns River Water Management District, Florida Project Director of a Compensation and Classification Study for the City of Bunnell, Florida Project Director of a Compensation and Classification Study for the Alachua County Sheriff's Office, Florida Project Consultant of a Compensation Study and Plan for the Norfolk Redevelopment and Housing Authority, Virginia Project Consultant of a Performance Management System Review Study for the City of Columbia, Missouri Project Consultant of a Business Model Assessment for the Florida Institute of Certified Public Accountants Project Consultant of a Pay and Classification Study for the Martin County Sheriff's Office, Florida Project Consultant of a Compensation and Classification Study for Orangeburg County, South Carolina Project Consultant of an Organizational Review for the Health Care District of Palm Beach County, Florida Project Consultant of a Classification and Compensation Study for the Health Care District of Palm Beach County, Florida Project Consultant of a Performance Management Study for Seminole County, Florida Project Consultant of a Salary and Benefits Study for the City of Ocala, Florida Project Consultant of a Compensation Study for Clay County Sheriff's Office, Florida Project Consultant of a Compensation Study for the Nassau County Sheriff's Office, Florida Project Consultant of a Police Force Compensation and Benefits Study for the City of Doral, Florida Page 2 I 1 I H- t I 1 1 1 E I Mr. Brian R. Wolfe Project Consultant of a Salary, Benefit and Position Reclassification Study for the City of Kissimmee, Florida Project Consultant of a Salary, Benefit and Position Reclassification Study for the Toho Water Authority, Florida Project Consultant of an HR Audit of the City of Cape Coral, Florida Project Consultant of an Employee Satisfaction Survey of the City of Columbia, Missouri Project Consultant of a Compensation and Classification Study for the City of Punta Gorda, Florida Project Consultant of a Classification and Compensation Study for Seminole County, Florida Project Consultant of a Classification and Compensation Study for the City of Suffolk, Virginia Project Consultant of a Job Analysis and Salary Evaluation of the Sheriff's Office for the City of Newport News, Virginia Project Consultant of a Law Enforcement Compensation Study for Travis County, Texas K-12 and Education Consulting Project Director of a Human Resources Pay and Classification Study for Albuquerque Public Schools, New Mexico Team Leader of a Human Resources Review for Dayton Public Schools, Ohio Project Consultant of a project to review and evaluate the information technology positions currently serving customers within Palm Beach Community College, Florida Project Consultant of a Salary Equity study of Douglas County School System's classified employees, Georgia Project Consultant of a Classification and Compensation Study for Sumter County Schools, Georgia Project Consultant of a Compensation and Classification Study for Atlanta Public Schools, Georgia Project Consultant of a Facilities Review and Finance Assessment of the Wayne County School District, North Carolina Page 3 I I I I I 1 I I I Mr. Brian R. Wolfe Project Consultant of a Staffing Audit and Compensation Review for Richland County School District One, South Carolina Project Consultant of a Staffing and Compensation Study for the Pickens County Schools District, South Carolina Project Consultant of School Efficiency Reviews for Covington City and Alleghany County Public School Divisions, Virginia Project Consultant of a Human Resources Review for Needham Public Schools, Massachusetts Project Consultant of a Compensation and Classification Study for Brevard Public Schools, Florida Project Consultant of a Performance Management Study for the Seminole County Community College, Florida Project Consultant of an External Review on Compensation for Palm Beach Community College, Florida Project Consultant of a Compensation and Classification Study for Gulf Coast Community College, Florida Project Consultant of a Compensation and Classification Study for Edison College, Florida Project Consultant of a Salary Study for Atlanta Metropolitan College, Georgia Project Consultant of a Classification and Compensation Plan for Non-Faculty Positions and Non-Exempt Positions for Missouri Southern State University, Missouri Page 4 r Todd Osburn Project Consultant Evergreen Solutions, LLC Mr. Osburn's range of experience includes qualitative and quantitative work in the fields of public education, human resources, compensation and classification, workforce development, human ti ti l f t ca s a s service, and information technology. He has extensive experience in the areas o modeling, database research, and quantitative analysis. In addition, Mr. Osburn has worked ' extensively in the area of performance management with an emphasis on developing and refining performance measurement indicators used in the continuous improvement process. Education ABD, Political Science, Florida State University, 1997 M.A., Political Science, Bowling Green State University, 1992 ' 1985 i ty, B.A., Political Science (magna cum laude), Kent State Univers Professional Evergreen Solutions, Manager June 2007- present; Consultant, ' and Business January 2007 - June 2007 History Travis County Government, Senior Compensation Analyst, September 2005 - January 2007 ' Independent Consultant - August 2005 - January 2007 MGT of America, Inc., Senior Consultant, January 2004-July 2005; Consultant, September 2000-January 2004; Senior Analyst, November 1999-September 2000; Analyst, May 1998-November 1999; Research Associate, 1997-1998 ' Florida State University, Research Assistant and Teaching Instructor, 1993-1997 IMCO Division Inc., Vice President Operations 1987 - 1992; Inside r Sales 1985 - 1987 Selected Local Government Consulting Relevant Project Director of a Compensation Market Review and Classification Project Study for the City of Austin, Texas Experience ' Mr. Todd Osburn Page 1 I I I I I I 1 I I I I I I Mr. Todd Osburn Project Director of an Employee Classification and Compensation Study, Job Description Appraisals, and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio Project Consultant of a Compensation Study and Pay Plan Development for the Norfolk Redevelopment and Housing Authority, Virginia Project Director of a Law Enforcement Compensation Study for Travis County, Texas Project Director of a Compensation Study for the Town of Juno Beach, Florida Project Consultant of a Salary, Benefit and Position Reclassification Study for the City of Kissimmee, Florida Project Consultant of a Pay and Classification Study for Tampa Bay Water. Florida Project Consultant of a Salary, Benefit and Position Reclassification Study for the Toho Water Authority, Florida Project Consultant of a Salary and Benefits Study for the City of Ocala, Florida Project Consultant of a Salary, Benefit and Position Reclassification Study for the City of St. Cloud, Florida Project Consultant of a Compensation and Classification Study for the City of Deltona, Florida Project Director of a Classification and Compensation Study for the Health Care District of Palm Beach County, Florida Project Director of an Organizational Review for the Health Care District of Palm Beach County, Florida Project Consultant of a Classification, Compensation, and Benefits Study for Clay County Sheriff's Office, Florida Project Consultant of a Compensation and Classification Study for the Martin County Sheriff's Office, Florida Project Consultant of a Job Analysis and Salary Evaluation of the Newport News Sheriff's Office, Virginia Project Consultant of a Compensation and Classification Study for Gadsden County and Gadsden Sheriff's Office, Florida Project Consultant of a Compensation and Classification Study for Seminole County, Florida Page 2 I I I 1 1 1 Mr. Todd Osburn Project Consultant of a Compensation, Classification, and Performance Management Study for Manatee County, Florida Project Consultant of a Compensation and Classification Study for Keys Energy Services, Florida Project Consultant of a Performance Evaluation Study for the City of Columbia, Missouri Project Consultant of a Compensation and Classification Study for the City of Doral, Florida Project Consultant of a Compensation and Classification Study for the Alachua County Sheriff's Office Project Consultant of a Compensation Study for the City of Sunset Valley, Texas Project Consultant of a Performance Review of the City of Fountain, Colorado Project Consultant of a Compensation and Classification Study for Citrus County, Florida Project Consultant of a Compensation and Classification Study for the City of Suffolk, Virginia Project Consultant of a Compensation and Classification Study for the City of Venice, Florida State Government Consulting Project Consultant of a Human Resources Best Practices Study for the Florida Department of Management Study Project Consultant of a Statewide Human Resources Strategic Plan project for the Florida Department of Management Services Education Consulting Project Consultant of a Market Salary Survey for Missouri Western State University, Missouri Project Consultant of a Market Salary Survey and Compensation Plan for Missouri Southern State University, Missouri Project Consultant of a Performance Review and Compensation Study for Needham Public Schools, Massachusetts Page 3 t l b C oun y en urg Project Consultant of a Performance Review for Meck Schools, Virginia Project Director of a Compensation and Classification Study for Sumter County School District, Georgia Project Consultant of a Compensation and Classification Study for Brevard Public Schools, Florida ' Project Consultant of a Position Classification Study for St. Lucie Public Schools, Florida Project Consultant of a Staffing Audit and Salary Study for Richland County Schools, South Carolina Project Consultant of a Staffing and Compensation Study for Pickens School District, South Carolina Project Consultant of a Pay Plan Study for Salem City Schools, Virginia Project Consultant of a Compensation Study for Sul Ross State University, Texas P l f or a m Project Consultant of an External Review on Compensation Beach Community College, Florida n for Edison ifi ti d Cl ca o ass Project Consultant of Compensation an College, Florida I I I Mr. Todd Osburn Page 4 Eugene G. Sherman, III Project Consultant ' Evergreen Solutions, LLC Mr. Sherman has over 25 years experience in private and public sector consulting, budgeting, international banking, and economic development for small businesses. He has served as Project Director and Consultant for a number of projects that directly impact the financial ' viability of several state and local governments. His experience includes human resources management, disparity studies, strategic planning, performance measure development, and client research and analysis leading to recommendations for business process improvements. ' Education B.S., Accounting, Florida A & M University, 1981 Mathematics Minor Certificate in Labor Relations Professional Evergreen Solutions, LLC, Senior Manager, November 2007 - present ' and Business History City of Tallahassee, Management Analyst 11 2005-2007 MGT of America, Inc., Senior Consultant 2000-2005; Consultant 1999-2000 t D l opmen eve Florida Black Business Investment Board, Program Officer, 1996-1999 Talla-Com Industries, Inc., Budget Manager, 1990-1996 Signet Bank Virginia, Loan Review Officer, 1988-1990 Norwest Bank, Minneapolis, International Banking Officer, 1981-1988 Selected Local Government Consulting Relevant Project Director of a Classification and Compensation Study for Project Missouri Southern State University Experience ' Project Director of a Strategic Planning Development Study for the City of Fountain, Colorado Co-Project Director of a Compensation and Classification Study for Bay County, Florida I I Mr. Eugene Sherman Page 1 I I I I 11 I I 1 I~ 1 Project Director of a Salary Study for Atlanta Metropolitan College, Georgia Project Director of a Position Description Review and Salary Comparison Analysis for Purchase College, State University of New York Project Director of a Compensation and Classification Study for Gulf Coast Community College, Panama City, Florida Project Co-Director of a Compensation and Classification Study for Edison College, Florida Project Consultant of a Job Analysis and Salary Evaluation for the City of Newport News, Virginia Project Consultant of an Employee Classification and Compensation Study, Job Description Appraisals, and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio Project Consultant of a Compensation Study and Pay Plan Development for the Norfolk Redevelopment and Housing Authority, Virginia Project Consultant of a Staffing Study for the City of Lake City, Florida Project Consultant of a Staffing, Compensation, and Classification Study for the Town of Ponce Inlet, Florida Project Consultant of a Strategic Planning Project for the Florida Department of Management Services Project Director of a Customer Satisfaction Survey conducted for the City of Tallahassee, Florida Project Consultant of a Rate Setting Study for the City of Tallahassee Solid Waste Department Management Analyst for the City of Tallahassee Public Works Department Disparity Consulting Project Consultant of a Disparity Study conducted for the Colorado Department of Transportation Project Consultant of a Disparity Study conducted for the City of Tucson and Pima County, Arizona I Mr. Eugene Sherman Page 2 I I 1 I I 1 I 1 I I 11 1 Presentations Current and Past Professional Associations Project Consultant of a Disparity Study for the Alaska Department of Transportation Project Consultant of a Disparity Study conducted for the Montana Department of Transportation Other Experience Project Manager for the development of the 1996, 1997 and 1998 annual agency performance reports for submission to the Governor, President of the Senate and Speaker of the House of Representatives "Think Outside the Box" presented to the College of Arts and Sciences cluster at Florida A & M University Author of "The Sherman Report" published quarterly in the FBBIB News circulations from January 1999 to June 1999 Government Finance Officers Association I Mr. Eugene Sherman Page 3 I I I 1 I I I 1 I I Ryan V. Daigle Project Consultant Evergreen Solutions, LLC Mr. Daigle has extensive knowledge of data analysis collection and methodology. He has participated in multiple research groups working with private businesses. Ryan has experience working with a large number of public sector organizations compiling quantitative data, researching solutions, and analyzing the results. He also has experience in developing marketing strategies to garner new business and revenues. His expertise includes conducting salary surveys, creating solutions, and developing job descriptions. He is proficient in Microsoft Office, Simmons, and SPSS. Education M.S., Communication-Integrated Marketing and Management, Florida State University, 2008 B.S., Business-Marketing, Florida State University, 2006 Professional Evergreen Solutions, LLC, Senior Analyst, September 2008 - present; and Business Analyst, January 2008 - August 2008; Research Associate, February 2007 - January 2008 History Relevant Local Government Consulting Project Project Consultant of a Classification and Compensation Study and Experience Performance Evaluation System for the City of Santa Fe, New Mexico Project Consultant of a Compensation and Classification Study for the Charleston County Park and Recreation Commission, South Carolina Project Consultant of a Human Resources Consulting Services for Florida Association of Court Clerks and Comptrollers (FACC) Project Consultant of a Compensation, Classification, and Human Resources Study for the City of Sunset Valley, Texas Project Consultant of a Compensation and Classification Study for Glades General Hospital, Florida Project Consultant of a Compensation and Classification Study for Bay County, Florida Project Consultant of a Compensation and Classification Study for Manatee County, Florida Mr. Ryan Daigle Page 1 i I I 1 I 1 I 1 Mr. Ryan Daigle Project Consultant of a Job Description Review for the City of Largo, Florida Project Consultant of a Compensation and Classification Study for the City of Lake City, Florida Project Consultant of a Salary, Benefit, and Position Classification Study for the City of Kissimmee, Florida Project Consultant of a Salary, Benefit, and Position Reclassification Study for the Toho Water Authority, Florida Project Consultant of a Compensation, Classification, and Value Engineering Study for the City of Doral, Florida Project Consultant of a Police Force Compensation and Benefits Study for the City of Doral, Florida Project Consultant of an Executive Compensation and Classification Study for Keys Energy Services, Florida Project Consultant of a Compensation and Classification Study for the City of Kingsland, Georgia Project Consultant of a Compensation and Classification Study for Gadsden County and Gadsden County Sheriff's Office, Florida Project Consultant of a Compensation and Classification Study for Orangeburg County, South Carolina Project Consultant of a Compensation and Classification Study for the Health Care District of Palm Beach County, Florida Project Consultant of a Compensation and Classification Study for the City of St. Cloud, Florida Project Consultant of a Compensation Study for the Nassau County Sheriff, Florida Project Consultant of a Job Analysis and Salary Evaluation of the Sheriff's Office for the City of Newport News, Virginia Project Consultant of a Compensation and Classification Study for Alachua County Sheriff's Office, Florida Project Consultant of a Compensation and Classification Study for Martin County Sheriff's Office, Florida Project Consultant of a Classification, Compensation and Benefits Study for the Clay County Sheriff's Office, Florida Page 2 I f J uno Project Consultant of a Compensation Study for the Town o Beach, Florida for the ti St d ifi on u y ca Project Consultant of a Compensation and Class City of Deltona, Florida I Project Consultant on a Compensation and Classification Study for Community Action Stops Abuse (CASA), Florida Project Consultant of a Compensation and Classification Study for the Village of Islamorada, Florida Project Consultant of an Employee Classification and Compensation Study, Job Description Appraisals, and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio Project Consultant of a Compensation Study and Pay Plan Development for the Norfolk Redevelopment and Housing Authority, Virginia Project Consultant of a Strategic Plan Development Study for the City of Fountain, Colorado Education Consulting Project Consultant of a Market Salary Survey and Compensation Plan for Missouri Western State University in St. Joseph, Missouri Project Consultant of a Classification and Compensation Plan for Non- Faculty Positions and Non-Exempt Positions for Missouri Southern State University, Missouri Project Consultant of a Classification and Compensation Study for Edison College, Florida Project Consultant of a Compensation and Classification Study for Gulf Coast Community College, Florida Project Consultant of a Compensation Study for Sul Ross State University, Texas Project Consultant of a Position Description Review and Compensation Analysis for Purchase College - State University of New York (SUNY), ' New York Project Consultant of a Salary Study for Atlanta Metropolitan College, 1 Georgia Project Consultant of a Human Resources Pay and Classification Study for Albuquerque Public Schools, New Mexico 1 Mr. Ryan Daigle Page 3 I I 1 I I I I I Project Consultant of a School Department Operations and Staffing Study for Needham Public Schools, Massachusetts Project Consultant of a Compensation and Classification Study for Brevard Public Schools, Florida Project Consultant of an Human Resource Review for Dayton Public Schools, Ohio Project Consultant of a Performance Review of the Cement and Tipton School Districts, Oklahoma Project Consultant of a Compensation and Classification Study for the City of Salem School Division, Virginia Project Consultant of a Compensation and Classification Study for the City of Suffolk School Division, Virginia Project Consultant of a Staffing Audit and Salary Study for the Richland One County School District, South Carolina Project Consultant of a Staffing and Compensation Study for the Pickens County School District, South Carolina Project Consultant of a Compensation and Classification Study for St. Lucie Public Schools, Florida Project Consultant of a Compensation and Classification Study for Sumter County School District, Georgia State Government Consulting Project Consultant of State of Florida Workforce Strategic Plan for the Department of Management Services, Florida 1 Mr. Ryan Daigle Page 4 L Emily Mottern Project Consultant Evergreen Solutions, LLC Ms. Mottern has wide ranging experience in human resources studies and survey research with community leaders and local governments throughout the Country. Her work includes both quantitative and qualitative research for numerous public sector human resources studies. She also has extensive experience in marketing initiatives such as website design, I marketing materials development, survey creation, new business development, and community outreach programs. Education B.S., Magna Cum Laude, Business-Marketing, Florida State University, 2004 ust 2005 - r Au di t i C , g oor na o ons Professional Evergreen Solutions, LLC, Operat and Business Present History MGT of America, Inc., Marketing Associate, December 2004-August 2005 Clear Channel Communications, Account Executive, June 2004- September 2004 Florida House of Representatives, Session Events Coordinator, January 2003 - April 2003, January 2004-April 2004 Morgan Stanley Financial Group, Intern, 2003 Relevant Project Consultant of a Market Salary Survey for Missouri Western Project State University, Missouri Experience Project Consultant of a Market Salary Survey and Compensation Plan 1 for Missouri Southern State University, Missouri Project Consultant of an Employee Satisfaction Survey for the City of Columbia, Missouri Project Consultant of a Classification and Compensation Study for Edison College, Florida Project Consultant of a Compensation and Classification Study for Gulf Coast Community College, Florida Ms. Emily Mottern Page 1 I I I I I I I i I I I I I I I I I Project Consultant of a Statewide five-year Human Resources Strategic Plan for the State of Florida Department of Management Services Project Consultant of a Compensation and Classification Study for St. Lucie County Public Schools, Florida Project Consultant of an Evaluation of the FLAP Grant for Pinellas County Schools, Florida Project Consultant of a Classification and Compensation Study for the City of Lake City, Florida Project Consultant of a Classification Study for the Village of Islamorada, Florida Project Consultant of a Compensation and Classification Study for the City of Largo, Florida Project Consultant of a Classification and Compensation for the City of Delray Beach, Florida Project Consultant of a Salary Survey for Glades General Hospital, Florida Project Consultant of a Pay and Classification Study for Suffolk Public Schools, Virginia Project Consultant of a Compensation and Classification Study for Manatee County, Florida Project Consultant of a Compensation and Classification Study for Bay County, Florida Project Consultant of a Classification and Compensation Study for the City of Suffolk, Virginia Project Consultant of a Compensation and Pay Plan Review for the Town of Herndon, Virginia Project Consultant of a Compensation Study for the Florida Association of Counties Current and Florida Public Personnel Association Past Golden Key National Honor Society American Marketing Association Professional Beta Gamma Sigma Business Honor Society Affiliations Ms. Emily Mottern Page 2