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HomeMy WebLinkAbout1991-412 . 1 Resol ution No. 91-412 2 3 RESOLUTION OF THE CITY OF SAN BERNARDINO AUTHORIZING THE EXECUTION OF AN AGREEMENT WITH COMP PLUS (HAMILTON AND ASSOCIATES) FOR A MANAGEMENT/CONFIDENTIAL COMPENSATION STUDY. 4 BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS: 5 6 SECTION 1: The Mayor of the city of San Bernardino is hereby authorized and directed to execute on behalf of said 7 8 9 10 City an Agreement with Comp Plus for a management/confiden- tial compensation study, a copy of which is attached hereto, marked Exhibit "A" and incorporated herein by reference as 11 fully as though set forth at length. SECTION 2: The authorization to execute the above- 12 mentioned agreement is rescinded if the parties to the 13 agreement fail to execute it with sixty (60) days of the 14 passage of this resolution. 15 I HEREBY CERTIFY that the foregoing resolution was duly 16 Bernardino at a regular adopted by the Mayor and Common Council of the City of San 17 meeting thereof, held on 18 19 20 7th day of AYES NAYS x x x x x x x the vote to wit: Council Members: 21 ESTRADA 22 23 REILLY HERNANDEZ 24 MAUDSLEY 25 MINOR 26 POPE-LUDLAM 27 MILLER 28 Page 1 of 2 October , 1991, by the following ABSTAIN ABSENT /) f/ /1"1 J.J\ ,\.J::.-t....Lc //h,.~.'-rc,,-., iLA..[ ,. city Clerk d , 1 RESOLUTION RELATIVE TO THE MANAGEMENT/CONFIDENTIAL COMPENSA- TION STUDY 2 3 4 5 6 day of October , 1991. 9th The foregoing resolution is hereby approved 7 8 9 10 11 12 13 Approved as to form and legal content: JAMES F. PENMAN City Attorney /) ? t-vv>v-.-~ 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 Page 2 of 2 I I I il I I I I I I I II I I I I I I I City Res. 91-412 adopted 10/7/91 PROPOSAL To Conduct COMPENSATION STliDY MANAGEMENT ^''''D CONFIDENTIAL CLASSES CITY OF SAN BERNARDINO S~ptcmber 17, 1991 Cemp plus compensation. benefits · clossification I (~omp plu. ,I 1 CClmpc,nsotlon . benefits . cioSslFicotiOn I september 17, 1991 I I I Barbara Dillon Director of Personnel city of San Bernardino 300 North D Street San Bernardino, California 92418 I 1 Thank you for the opportunity to submit a proposal on the City's proposed compensation Survey of Management and Confidential classes. Also, we would like to extend our special thanks to you for clarifying the City's requirements for this project. I The following proposal has been designed to respond to the City's informational needs. If we have not provided sufficient information, please do not hesitate to contact us. We would welcome the opportunity to meet with City representatives to discuss our proposal and answer any questions you may have. I I Thanks again for your interest in our services. 1 caMP PLUS ~~. I I Marta I. Rebella Vice-President MIR:lc 1 1 1 1 camp plus" c,:(; l.i /Ir'" ',11 -'\'1 . 'I '! llli!'~ rl 1','('1(',1 i;JI,es nl'II(':II'oI'II,' . p(JJ~ I I 'I I I I I I I I I I I I I I I I I PROPOSAL To Conduct COMPENSATION STUDY MANAGEMENT AND CONFIDENTIAL CLASSES CITY OF SAN BERNARDINO September 17, 1991 (~ , I I I I I I I I I I I I I I I I I I I TABLE OF CONTENTS PAGE I. PROJECT UNDERSTANDING . . . . . . . . . . . . . . . . . . I II. WORK PLAN AND METHODOLOGY I A. compensation I 1- Scope I 2. Objectives I 3. Process 2 B. Project Report 3 C. Compensation Study Schedule 4 III. GENERAL ADMINISTRATION AND CONDITIONS 5 APPENDICES A. DESCRIPTION OF FIRM B. EXPERIENCE OF FIRM C. BACKGROUND OF CONSULTANTS (~ I I I. PROJECT UNDERSTANDING , I I The City is interested in a compensation survey involving confidential classes. This survey is conducted every odd agreement between the City and the San Bernardino Association. 84 management and numbered year per City Management I The City has selected approximately 39 benchmark classes and seventeen survey agencies per benchmark from the Southern California area. The agencies to be surveyed are the cities of Anaheim, Chula Vista, Fullerton, Garden Grove, Glendale, Huntington Beach, Inglewood, Oceanside, Ontario, Orange, Oxnard, Pasadena, Pomona, Riverside, Santa Ana, and Torrance and San Bernardino County. The consultant is to conduct the survey for the selected benchmark classes and to make salary recommendations based on the survey data and appropriate internal salary relationships. I I In addition, the City is interested in surveying the same agencies regarding their management compensation and pay for performance programs. Sample policies are to be obtained from the agencies and a summary of the programs is to be included in the final report to the city. I I II . WORJ( PLAN AND METHODOLOGY I A. Compensation 1. Scope I I We propose to conduct a compensation study which will involve an analysis of labor market base salary rates paid for jobs comparable to the Study positions, a determination of appropriate internal salary relationships between classifications, and the submittal of salary recommendations on all Study classes. I I 2. Objectives a. Review and evaluate City policies and practices related to compensation. b. Review with the City the selected benchmark and survey agencies to be used in the conduct of the compensation study. I c. Establish an appropriate correlation between the content of jobs and salaries paid. Our intent will be to recommend salary ranges and salary differentials between classes which appropriately recognize variations in duties and responsibilities. I I d. Conduct a compensation Survey which results in a data base reflecting an accurate comparison of jobs/compensation among the survey agencies. I I Cp I I I I I I I I I I I I I I I I I I I c~ 36 Process e. Present a Compensation Survey data analysis for each survey classification, together with base salary recommendations for all study classes and data upon which the recommendations were based. a. Meet with City management to explore recruitment/retention of personnel, salary differentials between classes, and other compensation related issues. b. compile and review information on the present position Classification Plan and related policies, procedures, and rules. c. Conduct a review of the organization, including functions, number and type of personnel, budget, organization, work processes and work flow, procedures, and management policies. This is essential to an understanding of the positions to be surveyed. Valid salary determinations can only be based on a framework of information that incudes the organization structure in which the positions operate as well as the duties and responsibilities of those positions. d. Conduct a survey of agency compensation plans, identifying base salaries provided for benchmark classes. Surveys will involve on- site visits and telephone contacts with survey agency personnel to ensure accurate class comparisons and an understanding of compensation patterns. Comparisons will be made on the basis of duties and responsibilities of positions rather than a matching of titles and/or organizational level. This method will ensure that reported salaries accurately reflect market conditions for the positions surveyed. e. Review salary data and discuss class comparisons with City staff. f. Conduct a comparative analysis of City of San Bernardino's salary differentials between classes in series as compared with differentials and total possible progression within series existing among the survey agencies. g. Analyze salary differentials between classes in San Bernardino in relation to relative differences in complexity of duties, levels of responsibility, knowledge and skill requirements, and other distinguishing factors. Such analysis will extend across different occupational fields as may be appropriate. - 2 - I II 'I I I I I I B. I I I I I I I I I I I c~ h. Establish internal salary relationships which recognize differences in class weights, promote like recognition of similar class differences in different occupational fields and effect an appropriate degree of comparability with practices in the survey agencies. L Develop salary recommendations for all study classes which reflect a consideration of the city's basic policy governing the setting of salaries, salaries paid in other agencies as referenced in the City's salary surveys, and results of an analysis of internal salary relationships. j. Submit a report on the salary study to the City for review and comment and respond to related questions and concerns. k. Obtain copies of management compensation and pay for performance programs from the survey agencies. Submit a summary of the programs available to management employees. pr01ect Report We propose to submit a final report including, but not limited to, the following' 1. A narrative explaining study principles, procedures, conclusions, and recommendations. 2. A statement of the problems identified as a result of the study with recommendations for addressing such problems. 3. Salary survey data sheets for benchmark classes including the class title of classes deemed comparable to the classes in San Bernardino. 4. Recommended changes to the salary plan, designating recommended salary ranges and internal salary relationships for all study classes. 5. Summary of management compensation and pay for performance programs. - 3 - I I I ~ w w ~ co III .... III Wt~ CD ';:~ -r~r IJl [I J~' 1a :>~{:$ $':.:$. ::t::ir:::: f.~~ IIi iti! ....}. ::::b: ~ ':::~"';' u@ @f* *::> M I~ II ~-::::::=:>: N III 1f~f.11 III I ~ r 'd~ ~:::::.~ <Ii E '" '0 <Ii ~ Ol c: c: cU 0 0 0 ~ :12 'fa > C- o Q) 6, "0 ~ c: C- u 0 Q) C- le u E '" E ~ - E ~ ~ Q) 0 Q) 0 <Ii 1:; u .~ 't: Q) ~ ~ ::> E "!3 ~ ~ ~ "~ <Ii * 0 0 - - 8 0 ~ :; ~ ~ ~ 1a 1: "8- E 0 C- "" 0 lJ) ~ 13 ~ .E ~ "0 :;: c: C- "0 ffi lJ) c: C- - i= ~ Q) Q) '" ffi E c: 0 E "(3 Q) lJ) 0 t:! < c: ~ ill lJ) lJ) lij 0 Q) "iij c: 0 u Ol 1] "'" 0 C- ~ ,., lJ) c: '" ill lij c: Q) 0 lJ) ~ a: "0 Q) Q) ffi "0 - ffi u ;e c: E ill c: ~ ni c: Q) "!;; ~ lJ) 1'il "0 0 E 0 j Q) "fa U LL Q) Q) "0 l? E '0 "1=' Ol ;e f lJ) 0 E '" "0 - <Ii c: u ~ ffi u f c: ~ ~ .0 ~ Q) Q) ::> Z E ,., ::> ~ u E ~ E lJ) 0 ~ "jij lJ) c: ~ ::> ~ ~ 0 '" E a: "0 ~ 1: ~ Q) ffi "" ::> lJ) N Q) u ill ::> 0 ~ lJ) 0 "[6 1: ;e - lJ) lJ) en ~ gJ "!!1 "0 u - "1=' D.. ~ ~ ::> E ::> "E ~ z J!1 :0 E '" Q) "0 ,., ~ "0 C- W c: "S: c: ill E ~ c: .0 .0 D.. 0 Q) 0 c: ::> '" 0 ::> ::> ...J ~ ::! 0 a: 0 < en w U 0 en en < D.. 0 I I I I I I I I I ~ I 0 u. I I I I I I ~ ::l Q W J: o en w ::! i= o I I I I I I I I I - 4 - I I I I III. GBNERAL ADMINISTRATION AND CONDITIONS Comp Plus, hereinafter referred to as Consultant, shall. I 1. I 2. I 3. I 4. I 5. I I 6. I I I I I I I I I c~ Provide forme, recpmmend processes, and assist management in disseminating information pertinent to the study. Participate in City administrative meetings to review study processes, findings, and recommendations. Accomplish the preceding as Consultants reporting directly to such representative(s) as the City may direct. start the herein described study within ten (10) days after notifi- cation of proposal approval. The final Compensation study Report will be submitted to the City on or before November 15, 1991, if the study is initiated prior to September 30, 1991. Rely upon City assistance only to the extent of arranging and schedul- ing interviews and group meetings with employees and/or management; making all necessary records available; encouraging expeditious decisions on matters affecting the conduct of the project; and to otherwise assist in facilitating completion of the project. Professional Fee a. Conduct the Project described herein for a total fee of $4,975.00. The fee will be billed in three (3) equal installments; the first upon initiation of the study, the second upon submittal of preliminary salary recommendations, and the final billing upon delivery of the final report. b. Cost Detail Professional Hours - 88 Professional Costs $4,840.00 other Costs $ 135.00 Total. . . . . . . . .. $4,975.00 7. Make an or~l presentation of the final report on the compensation Study to the Personnel Committee and respond to related questions. - 5 - II I I I We are extremely pleased at the prospect of being of service to the City of San Bernardino. If the City is receptive to the proposal as outlined herein, the signature below of an authorized City official will suffice as authorization for us to proceed with the study. I I I COMP PLUS CITY OF SAN BERNARDINO ~~~ Marta 1. Rebella Vice-President /"h B~~ / / I 9/17/91 SB-COMP.PRP Title W. R. Holcomb. Mayor Date ocr 9 - !991 ATTEST: I I ~~y~ I Approved as to form and legal content: I JAMES F. PENMAN City Attorney I I I I ~ I I I - 6 - c~ I I I I I I I I I I I I I I I I I I I c~. APPENDIX A DESCRIPTION OF FIRM I I DESCRIPTION OF FIRM I I With offices in the City of Santa Ana, California, Comp Plus is a subsidiary of William Hamilton & Associates, a management consulting firm which has been providing personnel management services to public agencies for over 20 years. The firm is dedicated to the improvement of public services through the effective management of personnel resources. We build on existing client strengths by integrating our efforts with the goals and objectives of each organization. As a result, we have gained a reputation for providing custom- designed programs for a broad array of clients. over 300 cities, counties, school districts, special districts, and quasi-public entities throughout the western united States. Our consulting services within the fields of organization and management, personnel administration, and productivity improvement are provided on a project or continuing contractual basis. I I I I One of the features of our firm which enables us to tailor our services to the unique needs of the client is the diverse experience and educational backgrounds of our associates. Comp Plus is represented by associates with education and experience in personnel management, public administration, planning, economics, law, and the sciences. Their backgrounds include hands on work experience in the public and private sector with organizations varying in size from small local governments to major corporations. This diversity allows a problem or project to be evaluated and solutions identified based on examination from many different perspectives. Thus, the prospect that an effective and successful program can be designed to match a client's needs is virtually assured. I I I Comp Plus is especially well-equipped to meet the needs of the City of San Bernardino. The project contemplated by the City is the type that Comp Plus was created to addressl position classification and compensation. Our involvement with classification and compensation programs, has resulted in an extensive collection of current information on class plans and compensation trends. This information is invaluable in the development of a Compensation Plan appropriate for the City of San Bernardino. I I I I I I I I c~ II I I I I I I I I I I I I I I I I I I c~ APPENDIX B EXPERIENCE OF FIRM . , I I EXPERIENCE OF FIRM I In accordance with the City's request, listed below are six references/ agencies for which we have conducted classification and pay studies. If additional references are desired please contact any of the agencies on the Representative Client List which immediately follows this section. I I Larry Davis, Assistant city Manager City of Camarillo (805) 388-5307 I I Richard Rowe, City Manager City of Chino (714) 627-7577 I Donald Bott, Personnel Director city EI Segundo (213) 322-4670 I I Joe Guzzetta, City Manager City of Hemet (714) 658-9411 I Greg Eckman, Human Resources Manager City of Thousand Oaks (805) 497-8611 I I Mary Ann Reiss, Personnel Director City of Upland (714) 982-1352 I I I I I I c~ I I I I I I Agoura HillB Alhambra Anaheim AtaBcadero Avalon Bell Bellflower Big Bear Lake Brea Burbank Camarillo CarlBbad Cathedral City Chino Claremont CloviB Colton Commerce Compton Concord I I I I I I EXPERIENCE OF FIRM (Continuedl REPRESENTATIVE CLIENT LIST cities - California Corona Costa Mesa Covina CypreBB Downey El Monte El Segundo EBcondido FolBom Fontana Fountain Valley Fremont Fullerton Garden Grove Glendora Hemet Huntington Beach Laguna Beach Lake ElBinore Lakewood La Mirada Lemoore Livermore Loma Linda Long Beach LOB AlamitoB LOB AngeleB Lynwood Madera Mesa Montclair Montebello Monterey Park Moorpark National City Newport Beach NoreD Norwalk Ojai PaloB VerdeB EBtB. Pomona Porterville Cities - out of State ABtoria, OR Cottonwood, AZ FlagBtaff, AZ I I I I I I I c~ Lake, CA LOB Angeles, CA ,Orange, CA Glendale, AZ Henderson, NV Lake Hav8su, AZ Counties Rancho Cucamonga Rancho Mirage Rancho PaloB VerdeB Redondo Beach Rialto San Bernardino San Clemente San Fernando San Gabriel San Marino San Rafael Santa Ana Stanton Tehachapi ThouBand OakB Torrance Upland Victorville Walnut Creek WeBt Covina Whittier Mesa, AZ PreBcott, AZ ScottBdale, AZ Pima, AZ Santa Barbara, CA I I I Community colleqes/Bchool Districts I Cerritos CCD Contra Costa Superintendent of Schools Grossmont ceo I I Community Development Comm. - L.A. County Community Redevelopment Agency - City of L.A. Crest Forest Fire East San Gabriel Valley Consortium Hesperia Water District Laguna Beach County Water District MERCI Mesa Consolidated Water District Mission Springs Water District I I I I I California Community College Trustees Isles Industries I I I I I I I I (~ Mira costa CCD Mt. San Antonio CCD Rancho Santiago CCD BDecial Districta Northwest Mosquito Abatement District OMNITRANS ontario/Pomona Assoc. for Retarded Citizens Rainbow Municipal Water District Ramona Municipal Water District Rancho Cucamonga Fire Protection District Riverside County Housing Authority Miscellaneous People Helpers Sacramento Regional Planning Commission Rio Hondo CCD San Bernardino ceo Walnut Valley Unified San Diego County Water Authority Santa Barbara Air Pollu- tion control District So. California Regional Occupational Center South coast Air Quality Management District Victor Valley Wastewater Reclamation District West San Gabriel Valley Consortium Southwest Innovation Group Zimmer's service Center I I I I I I I I I I I I I I I I I I I c~ BACKGROUND OF CONSULTANTS APPENDIX C. . ' I I BACKGROUND OF CONSULTANTS I Comp Plus will provide a team of experienced analysts to conduct the Compen- sation study requested by the City. Project members will be involved in all phases of the Study. A brief resume for each member follows. I I Buford Nichols I I During Nick's 20+ year career, he has served as a Management Consultant, Assistant City Manager, Personnel Director, Administrative Assistant, and Personnel Analyst. He has personally conducted or supervised position classification and salary studies encompassing over 60,000 positions in a variety of public and private agencies, including special districts, cities, counties, school districts, and regional planning agencies. These studies involved the application of modern position classification and pay methods, including whole job and point systems. Nick has a master's degree in public administration. I I Nick will act as Project Director with an anticipated time commitment to the project of 15 hours. I Marta Rebella I An accomplished personnel professional, Marta's background includes over seven years of experience with the County of Orange in the conduct of classification and compensation studies. Marta participated in adminis- tration of the Orange County Cooperative Salary Survey, a survey involving over 100 private and public employers. She also directed the County recruitment and selection program and conducted special studies for the Board of Supervisors. As a line manager over a major division of the Health Care Agency, she supervised in excess of 100 employees with an operating budget of 3 million +. Since joining the firm, Marta has conducted classification and compensation studies for a variety of public agencies. Marta has a bachelor's degree in sociology and has attended numerous training programs involving the field of personnel administration. I I I Marta will be the principal consultant on the project with an anticipated time commitment to the project of 73 hours. I I I I I c~ I I I I I I I I I I I I I I I I I I I . , . , , .