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Home My WebLink About1990-415 ,. 1 '~')-?l/5- RESOLUTION NO. 2 RESOLUTION OF THE. CIT.:, OF SAN EXECUTION OF AN AGREEMENT WITH ASSOCIATES) FOR A MIDDLE MANAGEMENT BERNARDINO AUTHORIZING THE COMP PLUS (HAMILTON AND COMPENSATION STUDY. 3 4 BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS: 5 SECTION 1: The Mayor of the City of San Bernardino is 6 7 8 hereby authorized and directed to execute on behalf of said I City an Agreement with Comp Plus for a middle management I compensation study, a copy of which is attached hereto, marked 9 10 Exhibit "A" and incorporated herein by reference as fully as though set forth at length. 11 12 SECTION 2: The authorization to execute the above- referenced agreement is rescinded if the parties to the 13 agreement fail to execute it within sixty (60) days of the 14 15 16 17 18 19 passage of this resolution. I HEREBY CERTIFY that the foregoing resolution was duly adopted by the Mayor and Common Council of the City of San .//..tfJttlA'i ./ of '~'{C;;~/) Bernardino at a the /:ilk. day meeting thereof, held on , 1990, by the fOllowing vote to wit: 20 Council Members: AYES NAYS ABSTAIN 21 ESTRADA v/ 22 / / REILLY 23 j,....'. FLORES 24 25 26 ~......- MAUDSLEY MINOR / " j,/' POPE-LUDLAM 27 j,/ MILLER 28 Page 1 of 2 9/25/90 I I I I I I I I I I I I I I I I I I . EXHIBIT A. <,aorOSl'.L FOR CITY. OF SAN llElUlAPJ1INO CCMFENSATIOR SURVEY Cemp plus compensation · beneFits · classIFication I I il II I I I I I I I I I I I I I I I I I CP__u . PROPOSAL FOR CITY OF SAN BERNARDINO COMPENSATION SURVEY September 12, 1990 I I I I I I I I I I I I I I I I I I I I TABLE OF COII':rEII'rS PAGE I. PROJECT UNDERSTANDING. . . . . . . . . . . . . . . . . . . 1 II. WORK PLAN AND METHODOLOGY 1 A. Compensation 1 1- Scope . . 1 2. Objectives 1 3. Process . . 3 B. Project Report. 3 III. GENERAL ADMINISTRATION AND CONDITIONS. . . . . . . . . . . 4 APPENDICES A. DESCRIPTION OF FIRM B. EXPERIENCE OF FIRM C. BACKGROUND OF CONSULTANTS Cp- I I I. PROJECT UNDERSTANDING I I The City is interested in a compensation survey involving 84 middle management positions allocated to approximately 49 classes. I The consultant is to determine the benchmark classifications to be surveyed and to utilize the same 17 survey agencies that were surveyed for the Manage- ment and Confidential Unit. 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. II I II . WORK PLAN AND METHODOLOGY I A. ComDensation I 1. Scope 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 2. Objectives I a. Review and evaluate city policies and practices related to compen- sation. I 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 d. Conduct a Compensation Survey which results in a data base reflect- ing an accurate comparison of jobs/compensation among the survey agencies. I I I c~ I I I I I 3. I I I I I I II I I i !I I I I I I I 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. Process a. Meet with City management to explore recruitment/retention of personnel, salary differentials between classes, and other compen- sation related issues. b. Compile and review information on the present Position Classifi- cation 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 compensa- tion 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. t. Conduct a comparative analysis of City of San Bernardino's salary differentials between classes in series as compared with differen- tials 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 - , (p----- - I I 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 appro- priate degree of comparability with practices in the survey agencies. I I 1. 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. I I j. Submit a report on the salary study to the City for review and comment and respond to related questions and concerns. I B. Proiect Report I We propose to submit a final report including, but not limited to, the following: I 1. A narrative explaining study principles, procedures, conclusions, and recommendations. I 2. A statement of the problems identified as a result of the study with recommendations for addressing such problems. I 3. Salary survey data sheets for benchmark classes including the class title of classes deemed comparable to the classes in San Bernardino. I I 4. Recommended changes to the salary plan, designating recommended salary ranges and internal salary relationships for all study classes. I I I I - 3 - I Cp__ __ I I I I III. GENERAL ADMINISTRATION AND CONDITIONS II Comp Plus, hereinafter referred to as Consultant, shall: I I II I II II I I II I II I II I I 1. Provide forms, recommend processes, and assist management in dissemi nating information pertinent to the study. 2. Participate in City administrative meetings to review study processes, findings, and recommendations. 3. Accomplish the preceding as Consultants reporting directly to such representative(s) as the City may direct. 4. 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 within 90 days dating from initiation of the Study. 5. 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 decisio- ns on matters affecting the conduct of the project; and to otherwise assist in facilitating completion of the project. 6. Conduct the Project described herein for a total fee of $7,200.00. 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. - 4 - Cp__ ____ I I I I I I I I I I I I I I I I I I I 7. Make an oral presentation of the final report on the Compensation Study to the Personnel Committee and respond to related questions. 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 authoriza- tion for us to proceed with the study. COMP PLUS CITY OF SAN BERNARDINO ~~ / ", ~ ,) - 'ii (;r" "~I ,"? tt"lttJ- c), ;v 'iJ&thh L",,-c t (J" Title lc 7/11/89 #l1-SB-COMP.PRP Date - 5 - cp____ I I I I I I I I I I I I I I I I I I I (p~--- APPENDIX A DESCRIPTION OF FIRM I I I I I I I I I I I I I I I I I I I DESCRIPTION OF FIRM With offices in the City of Santa Ana, California, Comp Plus is a newly formed 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 produc- tivity improvement are provided on a project or continuing contractual basis. 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 back- grounds 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. 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 address; 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. Cp_ I I I I I I I I I I I I I I I I I I I APPE!fDU B EXPERIENCE OF FIRM (p~~ ..~~~ .~___n__ I I I I I I I I I I I I I I I I I I I EXPERIENCE OF FIRM 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. Larry Davis, Assistant City Manager City of Camarillo (805) 388-5307 Project: Classification and Pay Study of all City positions, 1989 Don Bott, Director of Human Resources City of El Segundo (213) 322-4670 Project: Classification and Pay Study of all City positions, 1990 Mary Ann Reiss, Personnel Director City of Upland (714) 982-1352 Project: Conducted 2 classification and pay studies of all City positions and numerous plan maintenance studies. Carlotta Clark, Personnel Officer City of Chino (714) 627-7577 Project: Classification and Pay Study of all City positions, 1988 Greg Eckman, Human Resources Director City of Thousand Oaks (805) 497-8611 Project: Classification and Pay Study of all City positions, 1989. Joe Guzzetta, City Manager City of Hemet (714) 658-9411 Project: Classification and pay study of all City positions, 1989. c~_ I I I , REPRESENTATIVE CLIENT LIST , . A wide variety of services in the field of personnel management have been provided for the agencies listed below. These services involved classification and compensation programs in approximately 90\ of the agencies. I I Agoura Hills Alhambra Anaheim Atascadero Avalon Bell Bellflower Big Bear Lake Brea Burbank Camarillo Carlsbad Cathedral City Chino Claremont Clovis Colton Commerce Compton Concord I I I I I I I Cities - California Corona Costa Mesa Covina Cypress Downey El Monte El Segundo Escondida Folsom Fontana Fountain Valley Fremont Fullerton Garden Grove Glendora Huntington Beach Laguna Beach Lake Elsinore Lakewood La Mirada Lemoore Livermore Lorna Linda Long Beach Los Alamitos Los Angeles Lynwood Madera Mesa Montclair Montebello Monterey Park National City Newport Beach Noreo Norwalk Palos Verdes Estates Pomona Porterville Cities - Out of State I Astoria, OR Cottonwood, AZ Flagstaff, AZ Glendale, AZ Henderson, NV Lake Havasu, AZ I I I I I Cp_ I Lake, CA Los Angeles, CA Orange, CA Counties Pima, AZ Santa Barbara, CA Rancho Cucamonga Rancho Mirage Rancho Palos Verdes Redondo Beach Rialto San Clemente San Fernando San Gabriel San Marino San Rafael Santa Ana Stanton Tehachapi Torrance Upland Victorville Walnut Creek West covina Whittier Mesa, AZ Prescott, AZ Scottsdale, AZ I I eomaunitv eolleQes/School Districts I Cerritos CCD Contra Costa Superintendent of Schools Grossmont CCD I I I Community Development Comm. - L.A. County Community Redevelopment Agency - City of L.A. Crest Forest Fire East San Gabriel Valley Consortium Foothill Fire Protec- tion District Hesperia Water District Laguna Beach County Water District MERCI I I I I I California Community College Trustees Isles Industries I I I I I I I c~__ H_ I Mira Costa CCD Mt. San Antonio CCD Rancho Santiago CCD Special Districts Mesa Consolidated Water District Mission Springs Water District OMNITRANS Ontario/Pomona Assoc. for Retarded Citizens Rainbow Municipal Water District Ramona Municipal Water District Riverside County Housing Authority Miscellaneous People Helpers Sacramento Regional Planning Commission Rio Hondo CCD San Bernardino CCD 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 1 Cp__ APPENDIX C BACKGROUND OF CONSULTANTS I I I I I I I I I I I I I I I I I I 1 BACKGROUND OF CONSULTAllTS 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: Buford Nichols 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. Marta Rebella 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 administration 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. cp____ I I I I I I II I I I II I I I I I I I I , II I I