HomeMy WebLinkAbout27- Personnel CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION
From: BARBARA DILLON Subject: RESOLUTION OF THE CITY OF SAN
BERNARDINO AUTHORIZING THE
Dept: PERSONNEL SELECTION OF RALPH ANDERSEN&
ASSOCIATES FOR A MANAGEMENT/
Date: AUGUST 28, 1996 CONFIDENTIAL COMPENSATION
ORIGINL A STUDY
SXnopsis of Previous Council Action:
On March 7, 1994, the Mayor and Common Council authorized the execution of an agreement
with Personnel Concepts for a Management/Confidential compensation study.
AUG 30 196 Pm 2:57
Recommended Motion:
1. Authorize the selection of Ralph Andersen & Associates for a Management/Confidential
compensation study.
2. Adopt Resolution.
Signature
Contact person: Barbara Dillon Phone:
Supporting data attached: Yes Ward:
FUNDING REQUIREMENTS: Amount: $7 9nn
Source: (Acct. No.) 001-092-5502
(Acct. Descrip ' ) PrnfPCCinnal/rnntrgrhm1 CPrvirP.Q
Finance:
Council Notes:
q l� 1991
Res 96- vSj�
Agenda Item No.
CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION
STAFF REPORT
Section 2B of Council Resolution No. 89-129, Paragraphs 2 and 3, state, in part, that:
" A salary survey shall be conducted in odd-numbered years, beginning in 1989,
by an independent firm selected by the Mayor and Common Council. The survey
shall compare salaries of the classifications covered by this resolution with like
or similar classifications in other similarly situated municipalities."
"A benefits survey shall be conducted in even numbered years, beginning in
1990. The survey shall compare benefits of the classifications covered by this
resolution in other similarly situated municipalities."
A compensation survey, combining salary and benefits, was conducted in 1994. The survey was
implemented in 1995.
It is recommended that the salary and benefits survey again be combined, in order to reduce the
cost of conducting each survey separately, and to meet the terms of Resolution No. 89-129.
Request for proposal letters were sent to ten (10) firms and individuals, specifying that the bid
for both the salary and the benefits survey must not exceed $8,000. The City received proposals
from three (3) firms and individuals.
SBCMA recommends the selection of Ralph Andersen & Associates to conduct the salary and
benefits survey. This firm bid $7,900 for completion of the project, and presented the most
comprehensive survey plan.
Exhibit "A" is a proposal from Ralph Andersen & Associates dated July 30, 1996, and received
August 1, 1996. The cost is $7,900.
Recommendations
1. Authorize the selection of Ralph Andersen & Associates for a Management/Confidential
Compensation Study.
2. Adopt the attached resolution.
AGENDA:SR.MGMT.CONF.COMP.STUDY dm August 29, 1996
1 AGREEMENT
2
3 This AGREEMENT is made and entered into by and between the CITY OF SAN
BERNARDINO, a municipal corporation, hereinafter called "CITY," and RALPH ANDERSEN
4 & ASSOCIATES, hereinafter called "CONTRACTOR."
5 CITY and CONTRACTOR agree as follows:
6 1. CONTRACTOR shall perform services as particularly described in A Proposal
7 to Conduct a Salary and Benefits Survey, dated July 30, 1996, attached hereto and incorporated
herein as Exhibit "A," (hereinafter "Proposal") with the following objectives:
8
9 a. To conduct a survey to compare salaries of non-safety management and
confidential classifications with like or similar classifications in other similarly situated
10 municipalities; evaluate internal salary relationships among classifications; and, develop salary
recommendations.
11
b. To conduct a survey of the same municipalities regarding their benefits for
12 management (safety and non-safety) and confidential employees; and, develop benefit
13 recommendations.
14 2. CITY shall Pay to CONTRACTOR the total sum of$7,900, in the manner and
at the times specified in the Proposal.
15
16 3• CITY shall cooperate and assist CONTRACTOR in the performance of its duties
as specified in the Proposal.
17 IN WITNESS WHEREOF, the parties have executive this Agreement on the day
18 of , 1996.
19 RALPH ANDERSEN & ASSOCIATES CITY OF SAN BERNARDINO
20
21 Tom Minor, Mayor
City of San Bernardino
22
23 Approved as to ATTEST:
form and legal content:
24 JAMES F. PENMAN
25 City torney
Rachel Clark, City Clerk
26 By:
27
1
28
t
D 1� fA EXHIBIT A
Ralph Andersen
& Associates
1.3 River Flrk Drive, Suite 400
Sacramento, CaliJomia 95815
(916) 929-5575
July 30, 1996
A PROPOSAL
TO CONDUCT A SALARY
AND BENEFIT SURVEY FOR
MANAGEMENT AND
CONFIDENTIAL CLASSES
CITY OF SAN BERNARDINO
Sacramento ■ Dallas ■ Newport Beach
r�
Ms. Barbara Dilion
Director of Personnel
City of San Bernardino
300 North D Street
San Bernardino, California 92418
Dear Ms. Dillon:
Thank you for inviting Ralph Andersen & Associates to submit a proposal to
conduct a comprehensive salary and benefits survey for the City's management and
confidential job classes. Our proposal provides you with a thorough briefing of our
understanding and approach to the project based upon:
• Our knowledge of the City through previous project assignments
• Ralph Andersen & Associates' experience in conducting a variety of
compensation surveys for public and private organizations
• Our proven methodologies and techniques in collecting, analyzing, and
presenting compensation surveys; our staff have a keen understanding of
the unique challenges in effectively collecting and analyzing compensation
data
• The unmatched expertise of our staff as consultants and analysts and their
track record in successfully conducting directly related studies.
Ralph Andersen & Associates has conducted over 1,300 personnel management
assignments in its 24 year history including over 800 different compensation
surveys. In addition,we are experienced in collecting compensation data from both
public and private employers and have recently completed a comprehensive private
sector survey for the Orange County Division of the League of California Cities.
Our results-oriented approach and methodologies produce results that are directly
responsive to our clients' needs.
1435 River Park Drive,Suite 4G0, Sacramento,CA 95815 s(9 16)929-5575 fax(916)929-2075 raafonramp.net
_11s. Barbara Dillon
City of San Bernardino
Page
In response to the City's request, we have prepared a brief proposal of our
approach, methodology, and proposed cost. More detailed information is provided
in subsequent sections.
Approach
Based on the City's request for proposal and our experience in conducting similar
compensation surveys, Ralph Andersen & Associates recommended the following
approach:
• The project consultants will meet with City representatives to discuss the
intent, scope, and purpose of the compensation survey. This will ensure
that the resulting product is tailored and responsive to the needs of the
City and is inclusive of all appropriate jobs and employer types. At a
minimum, the survey will include 35 to 50 benchmark jobs and twelve
municipal employers.
• The consultants will prepare and distribute a comprehensive data
collection form to be distributed to each employer which includes wage
and benefits data. Prior to distributing the survey, each survey agency
will by contacted by telephone or in person to confirm participation.
• The consultants will verify the compensation data from each agency
through telephone calls. Data to be collected will be verified prior to
preparing the survey packet but will likely include:
—salary structures and performance pay criteria
—job comparability data
—Minimum and maximum salaries
—Benefits data
—Pay administration practices and policies.
• The compensation survey data will be carefully audited, input, and
formatted using a computer spreadsheet application. The advantage of
using a computer spreadsheet. The data will be analyzed by a full range
of statistical calculations including mean, median, standard deviation,
quartiles/percentiles,weighted averages, and other appropriate measures.
• A detailed analysis of the survey results will be prepared using tables,
graphs, and written summaries in a report format. In addition, salary
range adjustments/recommendations based on the survey results and
internal relationship analyses will be developed.
ills. Barbara Dillon
City of San Bernardino
Page 3
The precise format of the survey report would be developed with the input of City
staff. Sample data formats are presented in Appendix A.
Project Budget
Ralph Andersen & Associates is prepared to begin the project immediately upon
notification of contract award and can complete the study by October 1st. The
fixed cost of conducting the salary and benefits survey as proposed would be
$7,900. This includes reimbursement for anticipated expenses including travel,
printing, postage, telephone, and related expenses. The cost also includes two on-
site trips to the City, consistent with our work plan. If additional trips are
required, these would cost $800 per day plus reimbursement for expenses. A
detailed budget with number of hours per consultant is provided in Appendix C.
We look forward to your favorable consideration of this proposal and to the
opportunity to work with the City of San Bernardino again. Our reputation among
California municipalities, combined with our practical, hands-on approach to
consulting and project management, assures the City of only the finest possible
results.
Should you have any questions, or if we can provide further information, please
feel free to contact me at (916) 929-5575.
Sincerely,
Doug Johnson
Principal Consultant
Enclosures
TABLE OF CONTENTS
Section I — Ralph Andersen & Associates 1
Ralph Andersen & Associates
Section II — Project Staff 7
Project Staff 9
Section III — Work Plan 15
Work Plan 17
Section IV — References 23
References 25
Section V — Project Timing and Cost 27
Project Timing and Cost 29
Appendices
Appendix A — Labor Market Memo, Palm Springs;
Sample Data Sheets; Sample Salary
Recommendations A-1
Appendix B — Sample Survey Packet, Palm Springs B-1
SECTION I
Ralph Andersen & Associates
,vo P116-F -1412
RALPH ANDERSEN & ASSOCIATES
In the final analysis, the most important considerations in the
selection of a consulting organization are the experience of the firm
and the professional competence of specific individuals that will be
assigned to the project. This section presents the corporate
qualifications of Ralph Andersen & Associates. With each new
assignment, we earn our reputation as one of the nation's premier
consulting organizations.
Overview of the Firm
Ralph Andersen &Associates was organized in 1972 and provides a
diverse range of consulting services through offices in Sacramento,
Newport Beach, and Dallas. The firm primarily services public
sector clients with a full range of management consulting issues and
concerns.Typical clients include cities, counties, councils of govern-
ment, colleges, school districts and a wide range of special purpose
districts and agencies. Areas of consulting expertise include
personnel management, resource management, executive recruit-
ment, and employee training and development. Members of the
firm's senior staff are not only highly experienced consultants but
have also served in key executive, professional, and analytical
positions in local government and private business.
At Ralph Andersen & Associates, our success has been built by
delivering practical results with the highest levels of personal
service. Our corporate approach to consulting is:
• Responsive to the particular needs of the organizations we
serve
• Efflcient with an understanding of our client's requirements
for cost effective, timely results
• Personal involving considerable face-to-face contact and
constant communication throughout the study process
1
J
Ralph Andersen &
Associates
• Experienced performed by highly capable consultants with
professional skills and backgrounds particularly suited for the
assignment
• Committed to both the client's objectives and to the quality
and completeness of our work product
• National serving a client base that stretches from coast to
coast
• Traditional in the best sense of the word, in that we take
pride in our work and establish relationships for the long
term.
Professional Services
Ralph Andersen &Associates has earned an unmatched reputation
for consistent quality, reliability and responsiveness. We have done
this by keeping our service offerings contemporary and broad-
based. Our services are as diverse as our clients' needs, and we
have the resources to help them meet their most difficult challeng-
es.
Personnel Management
Employees are your organization's most important asset.
They are also one of your most significant cost items. Ralph
Andersen & Associates offers comprehensive personnel
management services including the design and installation of
job evaluation systems and pay plans, development of
effective and comprehensive classification system incorporat-
ing the requirements of ADA, documentation and identifica-
tion of ADA compliance issues, development of management
compensation programs, the analysis of benefit plans,
preparation of policies and procedures, and the installation
of employee performance appraisal systems. The firm also
designs and administers assessment centers for both selection
and management development. Our consulting process
emphasizes meaningful employee involvement, consensus
building, and thorough technical training of client staff.
4
Ralph Andersen S
Associates
Resource Management
Clients use the results of our resource management studies
to make a multitude of day-to-day operating decisions. They
do so with the confidence that the analysis is thorough, the
results are accurate and the recommendations are technically
sound. Resource management assignments include a full
range of organization and management evaluations, produc-
tivity improvement studies, fiscal and economic impact
assessments, revenue enhancement programs and systems
and procedures reviews.
Executive Search
The quality of an organization's leadership is one of the most
important determinates of its success. Ralph Andersen &
Associates' executive search consultants are adept at helping
clients identify and select the right person for the right job
at the right time. Our thorough search process begins with
a careful assessment of the client's needs, proceeds through
an extensive recruitment program, and concludes with the
referral of a top quality candidate field.
Training and Development
Ralph Andersen &Associates offers focused,practical training
and development programs designed to improve skills and
enhance productivity. Seminars, which range from one to
three days, cover the full spectrum of contemporary manage-
ment topics. Classes are limited in size to permit close
interaction between instructors and participants. All rely
heavily on real-world case study techniques. Custom
designed, on-site training is also available.
No
SECTION H
Project Staff
7
v 9R
PROJECT STAFF
I Consultants, not consulting firms, define the difference between
success and failure. Ralph Andersen &Associates understands that
selection of a project team with the right mix of skills and experi-
ence is the most important decision that will be made during the
study. The team must be well led and the project well managed if
the client is to achieve its objectives.
The Project Team
Ralph Andersen & Associates has assigned a team of experienced
staff for this engagement. The project staff all have extensive
compensation experience. A brief overview of the responsibilities
of key team members is presented below.
• Mr. Doug Johnson — Mr. Johnson is a Principal Consul-
tant in his ninth year with the firm. For this engagement,
Mr. Johnson will serve as the Project Manager and chief
analyst with direct responsibility for the development of
all study products.
i
• Ms. Debbie Owen—Working closely with Mr.Johnson on
the compensation portions of the study, Ms. Owen's
responsibilities will include the collection and analysis of
all salary and benefits data.
Brief resumes for all prospective project staff are provided on the
following pages. The resumes for the project team include the
experience, background, education, and training of the assigned
project staff.
9
/Vc pA&-r /�'
Douglas Johnson
Principal Consultant
Mr. Johnson is a Principal Consultant with Ralph Andersen &
Associates and is in his ninth year with the firm. He currently
assumes responsibility for the firm's compensation practice
including job evaluation system design, pay plan development,
market resew:c`: and analysis, and total compensation analysis. He
is a;so responsible for leading ali performance appra sag_ aru ;ay-
for-performance related projects including the development of
tailored incentive programs. Mr. Johnson has additional expertise
in developing automated compensation models and maintenance
programs using spreadsheet applications.
Mr. Johnson will assume the role of project manager for this
engagement with responsibility for overseeing the development of
all study products. Examples of Mr. Johnson's past consulting
experiences and current projects include:
• Project manager/lead consultant for compensation studies
for the cities of Palm Springs, Simi Valley, Rancho
Mirage, and San Clemente, California
• Project manager and lead consultant responsibility for a
variety of personnel management engagements including
studies for Santa Barbara, Camarillo, San Juan
Capistrano, Fontana, Ontario, and Vallejo, California
• Lead consultant for compensation studies for the San
Bernardino Water Department and the Cucamonga
County Water District
• Private sector compensation studies for Los Angeles and
Orange County cities
• Project manager and lead consultant responsibility for a
variety of personnel management engagements including
studies for Colorado Springs, Brighton, Golden, Durango
and Grand Junction, Colorado
Mr. Johnson holds a Bachelor of Arts degree in psychology with a
minor in communication studies from California State University,
Sacramento. His course work emphasized organizational and
personnel development. He is an associate member of the
American Compensation Association (ACA).
11
IVC; z-
Debbie Owen
Consultant
Ms. Owen is a Consultant with Ralph Andersen & Associates.
She sere:°s ?s a member of the project c^nsulting team focusing on
the research and analytical support for complex compensation and
job evaluation studies.
Ms. Owen's expertise includes the establishment of labor market
conaarabi":ties, collection and analysis of external compensation
data, internal salary relationship analysis and technical report
writing. She also provides technical assistance in the areas of cost
implementation analysis, total compensation analysis and fringe
benefit analysis.
Recent examples of comprehensive market surveys conducted by
Ms. Owen include:
• Collection of base salary and benefits data for the cities
of Palm Srings, Simi Valley, El Cerrito, and Modesto
• Large private sector surveys for the Orange County
Division, League of California Cities
• Compensation research and analysis for the Cities of
Glendale, Arizona; Grand Forks, North Dakota; Bothell,
Washington; and Albuquerque, New Mexico.
Prior to joining Ralph Andersen &Associates, Ms. Owen worked in
the areas of administrative management and Human Resources in
the private sector. Her experience in Human Resources focused
on specializing in compensation and benefits.
Ms. Owen obtained her CCP from, and is a member of, the
American Compensation Association.
13
c- l`l
SECTION III
Work Plan
15
WORK PLAN
Yr
The following presents the typical tasks incorporated into
compensation surveys conducted by Ralph Andersen & Associates.
Task 1 — Project Initiation Meeting
Immediately upon notification of contract award, the
consultants will begin all administrative and coordinative
efforts in support of the project initiation meetings and
briefings. Among other things, this will include:
• Preparation of a project schedule
• Identification and review of background data and
confirmation of project scope and objectives
• Confirmation of the project work plan and the
anticipated study end-products.
An initial meeting will be conducted with key City staff and
the City project manager within two weeks of contract
approval.
Task 2 — Review Background Materials
The project consultants will begin the analysis by reviewing
all pertinent background materials including organization
charts, current job descriptions, and other information
related to the City's management and confidential jobs. As
needed, the consultant will meet with City department heads
to obtain further clarification regarding the assigned job
duties and responsibilities.
Task 3 — Identify survey jobs and employers
In this task, the consultants will identify the specific survey
jobs and survey employers from which compensation data
17
Work Plan
will be collected. A detailed analysis of the most compara-
ble agencies including indicators of size, cost of living, and
nature of services will be conducted. In addition, the scope
of the data to be collected and analyzed will also be con-
firmed. A sample memo which contains labor market
recommendations is provided in Appendix A.
Task 4 — Prepare compensation survey packet
To support survey data collection efforts and enure accuracy
of the data, the project consultant staff will prepare a
compensation survey packet. The survey packet will be
reviewed with City staff thoroughly prior to finalizing the
survey materials. A sample survey packet is provided in
Appendix B.
Task 5 — Collect labor market survey data
After the above task is completed, the consultant team will
collect and analyze the salary and benefit information. The
approach to collecting the data will be designed to ensure
completeness and accuracy, and will include:
• An initial telephone call to each labor market em-
ployer included in the study to explain the purpose
and scope of the survey and confirm cooperation
• The distribution of the compensation survey infor-
mation packet to each survey employer. The infor-
mation packet will include:
—A cover letter summarizing the purpose and
scope of the survey
—A profile for each benchmark class
—A list of the required survey information.
• The confirmation of all compensation data through
telephone calls or on-site visits.
This systematic approach to the compensation survey assures
that comparability is established and that all compensation
data is factual and complete.
18
Work Plan
Task 6 — Compile and format data
The salary and benefit data, once collected and thoroughly
reviewed for completeness and accuracy, will be appropriate-
ly formatted and the results tabulated in a consistent and
uniform manner by the project consultants. Through the use
of spreadsheet applications developed by our office, it is
anticipated that standard formulas will be applied in the
calculation of the survey data mean, median. percentiles, and
other appropriate statistics. In addition, the corresponding
percentage relationship to the City's salaries will also be
calculated and analyzed.
Task 7 — Audit compensation data
Once the labor market data sheets have been compiled, a
detailed review and audit of the collected survey data will be
completed. Points of review will be consistency and compa-
rability of the data throughout the survey market. Following
this audit, follow-up calls will be made to the survey employ-
ers to further confirm the comparability of the data prior to
finalizing the results of the survey data.
Task 8 — Conduct internal relationships analysis
The analysis of internal relationships is critical to ensure that
the resulting salary recommendations for the management
and confidential classes are internally equitable and structur-
ally sound. This analysis will involve a number of steps in
order to arrive at sound and equitable relationships for the
new compensation plan. Among others, the most important
of these will include:
• Analysis of existing and historical pay relationships
• Analysis of variations and similarities in expertise,
decision-making and management control between
classes at the same organizational level
• Analysis of vertical salary relationships to identify
salary compaction issues.
These guidelines will be used in conjunction with the
external market data to develop salary recommendations that
are both internally equitable and externally competitive.
19
Work Plan
Task 9 — Develop salary recommendations
Based upon the results of the labor market survey and
internal salary relationship analysis, draft salary recommen-
dations will be prepared for all classes included within the
study. These salary recommendations will clearly document
the means of determining the appropriate pay range and the
computation of the dollar and percentage difference between
the current maximum salary and the recommended maximum
salary.
Task 10 — Prepare and review draft compensation
report
The Draft Compensation Report documents all compensa-
tion study recommendations and the supporting information
used for developing the recommendations. Specifically, the
Draft Report will include the following:
• The City's documented compensation policy
• Results of the labor market salary survey
• Results of the benefit survey and a comparison of
the City's benefit package to the market
• Recommended internal salary relationship guide-
lines
• Salary recommendations for each classification
including documentation of the basis for the recom-
mendation
• Recommended salary plan structure for all classes
• Appendices containing detailed labor market data,
recommended salary schedules and supporting
documentation.
The project consultants will be available to conduct an in-
depth review of the Draft Compensation Report with the
City. Any needed corrections, clarifications, or modifications
will be discussed after the review.
20
Work Plan
Task 11 — Prepare and submit final compensation
report
The Final Report will incorporate any appropriate revisions
identified and submitted during the review of the draft
report. The Final Compensation Report will serve as the
administrative and procedural manual for updating and
maintaining the compensation plan. The City will receive
eight copies of the Final Report and all supporting
documents on computer diskette to maintain the plan over
time.
21
lVo Pfd c- 7-2-
SECTION IV
References
23
A/0 Plq-6 2-1
REFERENCES
Experience in conducting compensation surveys involves more
than simply providing technical and analytical knowledge and
expertise. Knowledge of the subject matter must be coupled with
diverse experiences to offer options and alternatives relevant to the
unique needs of each client. After 24 years of conducting compre-
hensive compensation and classification studies, Ralph Andersen &
Associates has become a noted expert in this field. Presented below
are clients which can attest to the expertise and experience of the
firm related to those services requested by the City.
CITY OF PALM SPRINGS, CALIFORNIA
Project Scope: Classification and compensation study
Contact: Ms. Sue Mills
Personnel Director
Address: 3200 E.Tahquitz Canyon Way
Palm Springs, CA 92263
Telephone: (619) 323-8236
CITY OF SIMI VALLEY, CALIFORNIA
Project Scope: Classification and compensation study
Contact: Ms. Nona Young
Personnel Administrator
Address: 2929 Tapo Canyon Road
Simi Valley, California 93063
Telephone: (805) 583.6742
CUCAMONGA COUNTY WATER DISTRICT,CALFORNIA
Project Scope: Classification and compensation study
Contact: Mr.Tom Shollenberger
General Manager
Address: 9641 San Bernardino Road
Rancho Cucamonga,CA 91729
Telephone: (909) 987-2591
'f J
References
CRY OF VALLEJO, CAuFORNIA
Project Scope: Various classification and compensation studies,ADA Compli-
ance,and ongoing technical assistance
Contact: Mr. Mark Gregersen
Director of Human Resources
Address: 555 Santa Clara Street
Vallejo. CA 94590
if Telephone: (707) 6484365
ORANGE COUNTY DIvisioN OF THE LEAGUE OF CAUFORNiA
CmEs
Project Scope: Private sector market analysis
Contact Ms.Janet Huston
Executive Director
Address: 600 West Santa Ana Blvd.,#214
Santa Ana, CA 92701
Telephone: (714)972-0077
26
SECTION V
Project Timing and Cost
27
PROJECT TIMING AND COST
Projects of this nature are highly sensitive. Because of this
sensitivity and the anxiety experienced by many employees when
going through this type of process, it is beneficial to complete the
analysis in the most expedient manner feasible. Assuming full
cooperation of the City, our project schedule assumes that all study
activities will be completed within eight weeks.
The fixed cost for professional services and expense reimbursement
to complete the management/confidential compensation study, as
proposed, amounts to $7,900. This cost for professional services
and expense reimbursement is based upon the project as described
in the request for proposal and the work plan prepared in response.
These costs include the reimbursement for direct expenses for such
items as travel, long-distance telephone, clerical, copying, postage
and delivery, and related expenses.
Recognizing the City's need to not expend more than $8,000 for
this study, we have assumed the following:
• Two on-site field visits to (1) initiate the project and (2)
review the draft study findings and recommendations
• Collection of base salary information from approximately
12 survey employees for 40 benchmark classifications
• Collection of selected benefit information from the same
survey employers for the various represented groups
including cash supplements, insurances and retirement.
The City would be billed monthly based on actual services
performed and expenditures incurred. Based on the proposed eight
week timeframe, it is estimated that 651% of the overall project
costs would be incurred during the first billing and 35% in the
second and final billing. Any specific required billing schedules
required by the City would be negotiated at the time of contract
award.
29
Appendix A
Labor Market Memo, Palm Springs
Sample Data Sheets
Sample Salary• Recommendations
A-1
A - �
rA
January 9, 1996
TO: City of Palm Springs
FROM: Doug Johnson, Principal Consultant
Ralph Andersen &Associates
SUBJECT: Selection of Labor Market Agencies
The purpose of this memo is to provide the City of Palm Springs with recommenda-
tions regarding an appropriate compensation policy for conducting the compensation
portion of the study. The City's compensation policy is an important component
since it establishes the framework in which compensation decisions are made. At
a minimum, an effective compensation policy includes the following elements:
• The City's reliance on market versus internal equity
• Definition of the City's labor market
• Survey collection needs
• Relative position the City desires to maintain in the labor market.
In order to ensure the success of the compensation study, it is important to obtain
consensus regarding the City's compensation policy prior to initiating the
compensation survey. To facilitate review, this memo is organized as follows:
• Compensation Goals and Objectives
• Criteria for the Selection of Labor Market Agencies
• Survey Class Selection
• Compensation Survey Scope
• Labor Market Position.
The information presented in each of these areas will not only guide the consultants
in updating the City's compensation plan, but it will likewise assist City staff in
maintaining the plan over time.
1435 River Park Drive,Suite 400, Sacramento,CA 95815 a(916)929-5575 tax 916)929-2075 raa oonramp.net
City of Palm Springs
Selection of Labor Nfarket Agencies
Page 2
Compensation Goals and Objectives
The City's compensation plan is one of the most important elements of its personnel
system and should accomplish the following goals and objectives:
• Ensure that the City has the ability to attract and retain well-qualified
personnel
• Provide a defensible and technically sound basis for compensating
employees
• Allow flexibility and adaptability for making City-wide compensation
decisions based on changing market conditions
• Recognize the City's responsibility as a public agency in establishing a pay
plan which is consistent with prudent public practices
• Ensure that the City's compensation practices are competitive and
consistent with those of comparable employers.
The role or primary objective of the compensation survey and subsequent analysis
is to provide a "picture" of wage practices in the labor market for comparable jobs.
Additionallv, the compensation survey documents how the City's classifications
compare to similar employers in terms of total compensation. Ultimately,the results
of the compensation survey provides a basis for compensating employees in a
consistent, equitable, defensible, and competitive manner.
Criteria for the Selection of Labor Market Agencies
The general objective in selecting survey agencies is to define as accurately as
possible the City's "labor market". A labor market is generally that group of
agencies with which the City competes in terms of recruiting and retaining personnel.
There are typically three important criteria utilized in identifying those employers
which comprise an agency's labor market. They are:
■ Geographic Proximity— Geographic proximity of potential employers is
a major factor utilized in identifying an organization's labor market. This
factor is particularly important because it identifies those employers that
directly compete with the City to recruit and retain personnel. If a
City of Palm Springs
Selection of Labor Market Agencies
Page 3
sufficient number of comparable agencies exist within close proximity to
the City, the defined geographic area may be confined to a one or two
county region. If insufficient comparables exist locally, a more extensive
regional labor market may be required.
■ Employer Size — As a rule, the more similar employers are in size and
complexity, the greater the likelihood that comparable positions exist within
both organizations. The size of possible survey agencies can best be
measured by comparing population served and number of employees.
Since the "tourist" population of Palm Springs is significantly higher than
the census population, population comparisons will require broad
parameters.
■ Nature of Services Provided — Another criterion typically utilized in
identifying an organization's labor market is the nature of services
provided. This criterion is important for the following reasons:
—Employers who provide similar services are most likely to compete
with one another for employees
—These employers are most likely to have comparable jobs
—These employers are most likely to have similar organizational and
economic characteristics.
This factor requires that the labor market include a significant number of
cities that preferably provide both police and fire services.
Recommended Labor Market Survey Agencies
Because of the uniqueness of the City of Palm Springs, the selection of the labor
market survey agencies for the City involved the analysis of a variety of special
factors. In order to select a list of comparable cities, the following guidelines were
established:
■ Geographic Proadmity — Since the City of Palm Springs resides within
Riverside county, competing metropolitan cities within this county and/or
its closest adjacent counties are the primary survey agencies to consider.
Ideally, the geographic area should be limited to a region which contains
City of Palm Springs
Selection of Labor Market Agencies
Page 4
a sufficient number of comparably sized cities(these are arguably the City's
closest market competitors). However, since it appears that there are not
a sufficient number of comparable cities within Riverside county to provide
a sample of 12 to 15 employers, additional county regions are needed to
define an appropriate geographic area. Ralph Andersen&Associates has
identified San Bernardino, Los Angeles and San Diego counties as logical
and competitive labor market areas that will provide additional
comparisons.
■ Employer Size—Using the geographic guidelines presented above,similar
sized survey cities were selected using population statistics and number
of full-time employees. In order to ensure a sufficient and accurate
sampling of survey cities,initial comparison parameters have been adapted
to reflect the City of Palm Springs uniqueness as a tourist attraction,which
at particular times during the year doubles its population size. A selection
of cities with populations from approximately 35,000 to 100,000 has been
used as a target to identify comparably sized cities in the defined
geographic region. It should be noted that the City's ratio of employees
to population will appear high due to the seasonal and tourist population
that is not accounted for using census population comparisons. Some
selected agencies have populations which exceed this range in order to
compare similar sized work forces.
■ Cost of Living Differences—To ensure consistency in the cost of living of
each survey city, the Economic Research Institute (ERI) cost of living
index was used for comparison with the City. This index identifies the
percentage difference in cost of living between each survey city and the
City of Palm Springs. Any city with a cost of living index greater than 100
has a higher cost of living while indexes less than 100 indicate a lower cost
of living. Generally, differences of less than five percent are not
statistically significant. The use of this index minimizes the possibility of
significant data skewing. In order to minimize the impact of cost of living
differences, the survey agencies were limited to cities with cost of living
indexes within five percent of the City of Palm Springs.
Using these selection guidelines, Exhibit A presents the recommended survey
agencies. While it is impossible to find cities that are exactly comparable to the
City of Palm Springs, the recommended cities do provide a representative "picture"
of comparable agencies. In order to ensure that a sufficient and valid sample of
data is collected, it is recommended that 12 to 15 survey agencies be used.
o City of Palm Springs
Selection of Labor Market Agencies
Page S
EXHIBIT A—RECOMMENDED SURVEY AGENCIES
Agency I Population I #of Emp. ERI Index
RIVERSIDE COUNTY
Palm Springs 42,500 432 100.0
Cathedral City 35,900 158 102.4
Corona 98,100 567 103.9
Indio 42,600 174 97.3
Riverside 247,800 2,629 98.9
Palm Desert 37,500 106 105.0
SAN'BERNARDINO COUNTY
Chino 64,300 268 104.3
Fontana 105,200 325 100.7
Redlands 67,300 421 100.5
Rialto 81,600 400 101.3
Upland 67,900 336 103.8
SAN DIEGO COUNTY
Carlsbad 68.100 490 103.9
La Mesa 57,500 260 103.0
Escondido 120,000 800 102.9
LOS ANGELES COUNTY
Azusa 43,400 263 104.8
Burbank 99.900 1166 102.0
Montebello 61,400 450 103.2
Downey 96,400 420 104.2
Whittier 81,400 403 1 104.5
In addition, a supplemental market will be required to collect survey data from
comparable airports as shown in exhibit B. Additional wastewater agencies will also
be identified as needed during the survey to obtain data for wastewater service
providers within each survey community.
City of Palm Springs
Selection of Labor Market Agencies
Page 6
EXHIBIT B—SUPPLEMENTAL AIRPORTS
Agency #of Employes ERI Index*
Santa Barbara 40 116.4
Glendale/Burbank 116 102.0
Ontario 193 102.6
Long Beach 54 104.0
Fresno 58 93.7
Sacramento 93.3
San Diego 99.4
Reno 102.4
*Greater variances in cost of living were allowed due to the limited number of comparable airports. While Santa
Barbara has a high cost of living, wage rate differences are within five percent of Palm Springs.
Use of Private Sector Employers
Since public agencies are only one type of employer with which the City competes
for employees, it is important to consider private sector employers since they can
have a significant impact on the local labor market. While private sector employers j
can be important to consider, several difficulties exist in conducting a valid analysis
of private data including:
• Private employers are generally not willing to participate in surveys
• Number of comparable jobs is limited
• Pay philosophies and compensation structures are different
• Recruitment and retention practices are distinct
• Private sector data is often unreliable.
While these difficulties in using private sector data are real, Ralph Andersen &
Associates recommends that published data from the Palm springs region be used
for comparison with the public survey data., This analysis will identify private sector
trends among jobs which are comparable to selected City jobs in order to determine
similarities and differences in compensation trends. Since it is impossible to find
private sector data which is comparable to a significant number of City jobs, a
comparison analysis will provide the City with an accurate picture of how its
compensation plan compares to the private sector without sacrificing the statistical
integrity of the survey data.
City of Palm Springs
Selection of Labor Market Agencies
Page 7
Labor Market Position
Once the compensation data is collected and analyzed, it will be necessary to define
the position in the labor market at which the City desires to compete. Considering
that the recommended survey agencies represent both a comprehensive and balanced
set of employers, it is recommended that all initial analyses be based on the labor
market median (defined as the "middle" of the labor market) or mean.The median
statistic will not be significantly skewed with the addition of some larger survey
agencies. Ultimately, when establishing the City's desired labor market position,
some key elements for consideration will include:
• The City's ability to pay
• Priority of compensation versus other expenditures
• Recruitment and retention problems
• Private sector trends and their priority
• Quality of staff required.
A solid, defensible labor market position will rely on a balancing of these factors
in order to meet the City's compensation goals and objectives. Alternative labor
market positions will be analyzed when implementation strategies and options are
developed.
Survey Class Selection
Survey classifications represent a sample of all classifications contained in the City's
classification plan and provide a reference point for the extrapolation of salary
recommendations for non-survey classes. Three important criteria will be utilized
in selecting these survey classifications. They are:
• Survey classes should have a clear and identifiable relationship to other
classes in their occupational group. This assures that they will make good
references in relating and establishing salaries for other classes.
• They should be reasonably well known,and clearly and concisely described.
City of Palm Springs
Selection of Labor Market Agencies
Page 8
■ Thev should be commonly used classes such that counterparts may readily
be found in other agencies in order to ensure that sufficient compensation
data will be compiled.
These factors ensure that appropriate data can be collected in order to select
benchmark classes and to determine appropriate internal salary relationships.
Compensation Survey Scope
A systematic methodology and approach supporting the collection and analysis of
labor market survey data will provide the City with the guidelines it needs to update
the survey in future years. The suggested approach to collecting the data is designed
to ensure completeness and accuracy, and will include:
• An initial telephone call to each labor market employer included in the
study to explain the purpose and scope of the survey, and confirm coop-
eration
• The preparation and delivery of a compensation survey information packet
to each survey employer. The information packet will include:
— A cover letter summarizing the purpose and scope of the survey
— A profile for each benchmark class t
— A list of the required survey information.
• Additional data collection through telephone calls. This will assure that
comparability is established and that all compensation data is factual and
complete.
In addition to collecting base salary information, the consultants will collect total
compensation data. Exhibit C presents a summary of the total compensation data
that will be collected through the survey process.
The systematic approach taken to collect the survey data will ensure the accuracy
of the labor market data and will also serve to assist the City in maintaining the
compensation plan over time.
City of Palm Springs
Selection of Labor Market Agencies
Page 9
EXHIBIT C — COMPREHENSIVE DATA COLLECTION AND ANALYSIS
BASE SALARY
• Minimum ■ Steps/Time
• Maximum ■ Effective Dates
CASH SUPPLEMENTS
• Deferred Compensation • Employee Retirement Pick-up
• Educational Incentive ■ Others
• Longevity Pay
EMPLOYER INSURANCE CONTRIBUTIONS
• Health ■ Life
• Dental ■ Other
• Vision
EMPLOYER RETIREMENT CONTRIBUTIONS
• Employer Contribution
• Social Security
• Other
PAID LEAVE BENEFITS
• Vacation
• Holiday Leave
Summary
In consideration of the labor market analyses and recommendations that will be
generated through the compensation phase of the study, it is important that the
City's policy options in each of these areas be explored and confirmed prior to
initiating data collection efforts.
Sample Data Sheets Prepared by Ralph Andersen &Associates 04/18/96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
StMisti"compuW using control poinvfnaximum
Account Clerk
Agency I Comparable Class Title I Minimum I C.PJMax
City of San Clemente No Comparable Position
Santa Barbara Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Corona Account Cleric 1739 2114
City of Redlands Account Clerk II 1773 2129
City of Indio Account Clerk II 1825 2139
City of Downey Account Clerk II 1729 2142
City of Carlsbad Account Clerk II 1848 2247
City of Upland Accounts Specialist II 1851 2251
City of La Mesa Account Clerk II 1844 2252
City of Escondido Account Clerk II 1858 2258
City of Riverside jAccount Clerk II 1876 2280
City �f Palm Springs Account Clerk 1932 2351
City of Cathedral City iAcccunting Assistant II 1974 2398
City of Whittier Account Specialist II 1769 2428
City of Fontana Account Clerk II 2076 2524
City of Chino Account Clerk II 2101 2554
City of Ontario Senior Account Cleric 2127 2597
City of Montebello Account Cleric 11 2089 2665
City of Burbank Account Clerk 2218 2703
City of Azusa Account Specialist II 2328 2798
Citv of Palm Desert Accounting Assistant 2101 2819
%Above/
Number of Observations is Market Bekaw
Variabilfty Moderate Value Market
Labor Market Median 1 2339 0.51%
40th Percentile 2257 4.01%
60th Percentile 2447 -4.09%
75th Percentile 2586 -10.01%
Labor Market Mean 2405 -2.32%
lCitv of Palm Springs Sala Percentile 51st Percentile
Prepared by Ralph Andersen &Associates 04/18/96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
stausti s consputmi using oontmi pcinVmaximum
Accountant
Agency I Comparable Class Title I Minimum I C.PJMax
City of Redlands No Comparable Position
Santa Barbara Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Downey Accountant 2322 2876
City of Corona Accountant 2448 2976
City of Upland Accountant 2605 3167
City of La Mesa Accountant 2733 3323
City of Ontario Accountant 2730 3333
City of Indio Accountant 2784 3383
City of Carlsbad Accountant 2835 3446
City of Cathedral City Accountant II 2849 3461
City of Whittier Accountant 2554 3506
City of Burbank Accountant 2891 3522
City of Azusa Accountant 2944 3550
City of Palm Desert Accountant II 2958 3595
City of Chino Accountant 3160 3841
City of Montebello lAccountant 1 3022 3857
Chy of Palm Springs Accountant 2763 3893
City of Riverside Accountant 11 3269 3973
City of Fontana Accountant II 3402 4135
City of San Clemente Senior Accountant 3456 4200
Citv of Escondido lAccountant 2896 4345
%Above/
Number of Observations 1s Market Below
Variability High Value Market
Labor Market Median 1 35141 9.74%
40th Percentile 3458 11.17%
60th Percentile 3559 8.58%
75th Percentile 3853 1.03%
Labor Market Mean 3583 7.97%
C' of Palm Springs ala Percentile 78th Percentile
Prepared by Ralph Andersen &Associates 04/18/'96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
srsnsefes computed using control panvrn.slmum
Accounting Manager
Agency I Comparable Class Title I Minimum I C.PJMax
City of Chino No Comparable Position
City of Downey No Comparable Position
City of Escondido No Comparable Position
Santa Barbara Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Redlands Accounting Manager 3410 4120
City of Upland Revenue Manager 3526 4286
City of La Mesa Senior Accountant 3640 4368
City of Corona Accounting Supervisor 3702 4499
City of Palm Desert Accounting Manager 3829 4654
Chy of Palm Springs Accountin Manager 3443 4849
City of Azusa Accounting Service Supervisor 3974 4852
Cite of Cathedral City iAccounting Services Manager 4013 4888
City of Whittier Accounting Manager 4062 4985
City of Indio Account Services Manager 4170 5060
City of Montebello Assistant Finance Director 4510 5483
City of Ontario Accounting Manager 4655 5683
City of Carlsbad Assistant Finance Director 4481 5718
City of San Clemente Controller 4763 5790
City of Fontana Accounting Manager 4878 5928
City of Burbank Accounting Manager/Asst. Finance Dir. 4926 5985
City of Riverside Accountin Manager/Controller 4672 6260
%Abovel
Number of Observations 16 Market Below
VariablH High Value Market
Labor Market Median 5023 -3.58%
40th Percentile 4888 -0.80%
60th Percentile 5483 -13.07%
75th Percentile 5736 -18.29%
Labor Market Mean 5160 -6.41%
jCItV of Palm S rin s ala Percentile 33rd Percentile
Prepared by Ralph Andersen &Associates 04/18/96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
Statistics computed using control Pcint/maxhnum
Administrative Secretary
Agency Comparable Class Title I Minimum I C.PJMax
City of Corona (No Comparable Position
Ontario Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport ISurveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Santa Barbara Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Indio Administrative Secretary 1938 2322
City of Redlands Staff Assistant 2129 2562
City of Upland Administrative Secretary 2154 2618
City of Downey Executive Secretary 2142 2653
Chy of Palm Springs iAdministradve Secretary 2192 2665
City of La Mesa Administrative Secretary 2194 2671
City of Whittier Administrative Secretary 1989 2734
City of Carlsbad Administrative Secretary 2225 2741
City of Cathedral City Administrative Secretary 2285 2777
City of Fontana Administrative Secretary 2325 2826
City of Montebello (Administrative Secretary 2247 2867
City of Azusa Administrative Secretary 2437 2933
City of San Clemente Administrative Secretary 2446 2973
City of Riverside Administrative Secretary 2454 2982
City of Chino Administrative Secretary 2457 2986
City of Ontario Executive Secretary 2459 3001
City of Palm Desert Administrative Secretary 2555 3106
City of Escondido Administrative Coordinator 2092 3139
Citv of Burbank lAdministrative Secretary 2775 3371
%Above/
Number of Observations 18 Market Below
Variability Moderate Value Market
Labor Market Median 2847 I -fi.81%
40th Percentile 2770 -3.93%
60th Percentile 2941 -10.36%
75th Percentile 2985 -12.01%
Labor Market Mean 2848 1 -6.86% `
C' of Palm Springs Sala Percentile 22nd Percentile
Prepared by Ralph Andersen &Associates 04/18/96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
Statistics computed using control Point/maximum
Associate Planner
Agency I Comparable Class Title I Minimum I C.PJMax
City of La Mesa No Comparable Position
Santa Barbara Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Downey Associate Planner 2876 3563
City of Redlands Associate Planner 3021 3648
City of Upland Associate Planner 3151 3830
City of Whittier Planner II 2838 3892
City of Palm Springs Associate Planner 2763 3893
City of Azusa Associate City Planner 3301 3984
City of Indio Associate Planner 3299 4011
City of Cathedral City Associate Planner 3297 4013
City of Corona Associate Planner 3358 4061
City of Fontana Associate Planner 3402 4135
City of Riverside Associate Planner 3128 4192
City of San Clemente Associate Planner 3456 4200
City of Burbank Associate Planner 3451 4204
City of Carlsbad Associate~ Pianner 3459 4205
City of Escondido Associate Planner 3462 4208
City of Ontario Associate Planner 3574 4363
City of Montebello Associate Planner 3630 4413
City of Chino Associate Planner 3511 4564
Citv of Palm Desert lAssociate Planner 1 3826 4640
%Above/
Number of Observations is Market Sebw
Variability Moderate Value Market
Labor Market Median 4164 -6.95%
40th Percentile 4051 -4.07%
60th Percentile 4201 -7.91%
75th Percentile 4207 -8.07%
Labor Market Mean 1 4118 -5.78°r6
lCity of Palm S rin s Salary Percentile 18th Percentile
Prepared by Ralph Andersen &Associates 04/18/96
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
Staftbes eompue.d using control po+nvn=jrrQm
Auditor
Agency I Comparable Class Title I Minimum I C.PJMax
City of Azusa No Comparable Position
City of La Mesa No Comparable Position
City of Upland No Comparable Position
City of San Clemente No Comparable Position
City of Redlands No Comparable Position
City of Palm Desert No Comparable Position
City of Montebello No Comparable Position
City of Indio No Comparable Position
City of Corona No Comparable Position
City of Chino No Comparable Position
City of Cathedral City No Comparable Position
City of Whittier No Comparable Position
City of Downey No Comparable Position
City of Escondido No Comparable Position
Reno Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
Santa Barbara Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Carlsbad Accountant/Auditor 2835 3446
City of Burbank Auditor 2891 3522
City of Ontario Auditor/Collection Officer 3016 3682
City of Palm Springs Auditor 2631 3708
City of Fontana (Associate Internal Auditor 3717 4518
C' of Riverside Intemal Auditor 4448 5407
%Above+
Number of Observations 6 Market Bekw
Variability High Value Market
Labor Market Median 3682 0.70%
40th Percentile I.D. —
60th Percentile I.D. —
75th Percentile I.D. —
Labor Market Mean 4115 -10.98%
1CItv of Palm Springs ale Percentile 51st Percentile
Prepared by Ralph Andersen 8t Associates 04/18196
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
statistics ownpuw using control polnu ffuutimum
Automotive/Equipment Technician
Agency I Comparable Class Title Minimum I C.PJMax
City of San Clemente lNo No Comparable Position
City of Cathedral City Comparable Position
City of Palm Desert 'No Comparable Position
Ontario Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Santa Barbara Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Indio Equipment Mechanic 2184 2576
City of Downey Mechanic 2133 2643
City of Redlands Mechanic 2230 2684
City of Carlsbad Equipment Mechanic II 2370 2881
City of Escondido Equipment Mechanic 2439 2965
City of La Mesa Mechanic II 2477 3014
City of Palm Springs jAzymmottvalEguipment Technician 2530 3074
City of Ur!ard 'Equipment Mechanic 11 2555 3106
City of i=cntana Equipment Mechanic II 2572 3126
City of Whittier Mechanic II 2278 3127 i
City of Chino Equipment Mechanic 2600 3161
City of Corona Equipment Mechanic 2631 3198
City of Ontario Equipment Mechanic II 2636 3218
City of Montebello Equipment Mechanic 2538 3239
lCitvCity of Burbank Equipment Mechanic 2781 3388
City of Azusa Equipment Mechanic 2803 3388
,
of Riverside I Heavy Equipment Mechanic 3099 3765
%Above/
Number of Observations 16 Market Below
VariabifiW Moderate Value Market
Labor Market Median I 3127 -1.71%
40th Percentile 3106 7304%
60th Percentile 3161 -2.83%
75th Percentile 3223 -4.86%
Labor Market Mean 3092 -0.60%
Ci of Palm—Springs Sala Percentile 38th Percentile
Prepared by Ralph Andersen &Associates 04/1866
CITY OF PALM SPRINGS
LABOR MARKET SALARY SURVEY
sutistim eampuw using control pointhnaximum
Building Inspector
Agency I Comparable Class Title I Minimum I C.PJMax
Santa Barbara Airport 'Surveyed for Airport Classes Only
Glendale/Burbank Airport Surveyed for Airport Classes Only
Reno Airport Surveyed for Airport Classes Only
Long Beach Airport Surveyed for Airport Classes Only
Fresno Airport Surveyed for Airport Classes Only
Ontario Airport Surveyed for Airport Classes Only
Sacramento Airport Surveyed for Airport Classes Only
San Diego Airport Surveyed for Airport Classes Only
Coachella Valley Water District Surveyed for Wastewater Classes Only
City of Redlands Building Inspector II 2505 3021
City of Cathedral City Building Inspector II 2644 3216
City of Palm Desert Building Inspector 2656 3229
City of Indio Building Inspector 2699 3276
City of Downey Building Inspector 2653 3287
City of Corona Building Inspector 11 2763 3358
City of Fontana Building inspector II 2792 3394
City of Montebello Combination Building Inspector 2668 3405
City of Escondido Building Inspector 2848 3462
City of Upland IBuilding Inspector/Plan Checker 2858 3474
Chy of Palm Springs Buildin Inspector 28581 3476
City of La Mesa Building Inspector 2869 3487 l
City of Ontario Building Inspector 2870 3503
City of Whittier Building Inspector II 2656 3645
City of San Clemente Building Inspector II 3131 3805
City of Chino Building Inspector 3187 3873
City of Carlsbad Building Inspector II 3195 3883
City of Azusa Building Inspector 3239 3908
City of Burbank Building Inspector 3290 3997
Citv of Riverside IBuildina Inspector II 3432 4172
%Above/
Number of Observations 19 Market Bek w
Variabil' Moderate Value Market
Labor Market Median 1 34741 0.06%
40th Percentile 3416 1.71%
60th Percentile 3500 -0.68%
75th Percentile 3839 -10.44%
Labor Market Mean 3547 -2.05%
jCIty of Palm Springs Sala Percentile 51st Percentile
Sample Salary Recommendations
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Appendix B
Sample Survey Packet, Palm Springs
B-1
/VC 014- E
City of Palm Springs Page 1
Instructions for Completing
the Attached Survey Form
for
the City of Palm Springs
This compensation survey includes 71 classifications. Please respond with data if the class
description describes the basic responsibilities of a position in your organization. A brief
description of each survey class is provided.
When completing the attached form, please provide your agency's comparable class title, and
salary information including the salary range minimum and maximum salary.
If your organization utilizes an open range structure with a minimum, mid-point or control point,
and a maximum, please provide the minimum and the maximum an employee can attain with
satisfactory performance or the maximum salary your organization considers comparable to the
labor market.
If your organization does not have a salary range structure for a survey class, please provide
the actual salary, or average of actual salaries of the incumbents.
It would be helpful to receive a copy of your salary plan, organization charts, and benefit
information when you return the completed survey form.
If you have any questions when completing this survey form, please do not hesitate to contact
Debbie Owen at Ralph Andersen & Associates (916) 929-5575.
Thank you for your assistance on this important project.
FORWARD COMPLETED SURVEYS BY FRIDAY, MARCH 8 TO:
Ms. Debbie Owen
Ralph Andersen & Associates
1435 River Park Drive, Suite 400
Sacramento, California 95815
OR FAX TO:
(916) 929-2075
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 2
RALPH ANDERSEN & ASSOCIATES
SALARY AND BENEFIT SURVEY FOR
THE CITY OF PALM SPRINGS
Name/Title:
Organization:
Phone Number:
General Information: °
1. Number of full-time employees: part-time:
2. Agency fiscal year: From: To:
3. What is your standard (base) work week in hours for each employee group?
Management General
4. Does your agency provide a cost-of-living adjustment? if yes, provide the percent adjustment granted for the
listed years.
1992 1993 1994 1995
Salary Plan Information
5. What is the effective date of your current salary plan?
6. What is your salary range structure(s)?
❑ Range/Step: number of steps: ; percent increment between steps:
C Open Range: is a mid point or control point utilized?
- If yes, what is that point (i.e., midpoint or % into the range
❑ Other (please explain)
7. What point in your salary range do you compare to market (i.e., maximum or mid/control point)?
8. What is the % spread from entry to maximum rate for your pay ranges? (please provide for all classes)
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 3
9. How are the salary plans administered?
• Annual step increases
• Annual merit increases (please explain)
10. Please provide the number of leave days per year accrued for each category.
Leave Type Management Non-Management Police Fire
Vacation
Years of Service 1 5 10 Max 1 5 10 Max 1 5 10 Max 1 5 10 Max
Days/Year
Accrued
Maximum Accrual/Carry
Forward
Other Leaves
Sick Leave
Holidays
Administrative Leave
Bereavement Leave
11. Please list employee union/bargaining units that represent employees within your organization.
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 4
SURVEY CLASSES BY DEPARTMENT
Administrative Services
Human Resources
Human Resources Manager
Human Resources Analyst
Information Services
Information Services Manager
Programmer Analyst
Information Systems Specialist
Aviation
Director Aviation
Airport Law Enforcement Officer
Airport Operations Manager
Airport Operations Officer
Airport Maintenance Technician
Airport Maintenance Worker
Economic Development
Director Economic Development
Economic Development Coordinator
Finance
Director Finance/Treasurer
Accounting Manager
Accountant
Account Clerk
Audit Manager
Auditor
Procurement Specialist
Fire
Fire Chief
Fire Battalion Chief
Fire Captain
Fire Inspector
Fire Fighter
Code Enforcement Officer
Library
City Librarian
Librarian
Library Assistant
Planning
Director Planning & Building
Associate Planner
Planning Technician
Building Official
Building Inspector
Police `
Police Chief
Police Captain
Police Sergeant
Police Officer
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 5
Police (Continued)
Police Services Assistant
Property Technician
Community Services Officer
Public Works
Administration
Director Public Works
Transportation Program Manager
Enaineerina
City Engineer
Public Works Inspector
Engineering Technician
Facilities Maintenance
Maintenance Electrician
Building Maintenance Mechanic
Fleet Operations
Equipment Maintenance Supervisor
Heavy Equipment Technician
Automotive/Equipment Technician
Ports Courier/Stockkeeper
Parks & Recreation
Parks & Recreation Manager
Recreation Program Manager
Recreation Leader
Maintenance Mechanic
Street Maintenance
Operations & Maintenance Manager
Heavy Equipment Operator
Street Maintenance Worker
Traffic Maintenance Worker
Wastewater
Wastewater Environmental Manager
Wastewater Treatment Plant Laboratory Analyst
Wastewater Treatment Plant Operator
Wastewater Treatment Plant Mechanic
Wastewater Collection System Maintenance Worker
Wastewater Collection System Equipment Operator
City-Wide
Administrative Secretary
Secretary
Other
City Manager
Animal Control Officer
City Clerk
Dispatcher
CDBG/Housing Coordinator
Public Relations Coordinator
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 6
Account Clerk
Journey level; performs a variety of clerical accounting duties in the areas of accounts payable and accounts receivable,
invoice purchase orders and related transactions;maintains records and files;processes purchase orders prepares routine
reports and statements.
Your Agency s comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Accountant
Journey level;Performs detailed accounting work in the areas of accounts payable fixed assets and general ledger;audits
and prepares financial records and statements;prepares routine reports and statements.Bachelor's degree in accounting
or related field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cent./lic./reg.):
Comments:
Accounting Manager
Division head;plans,directs,manages,supervises and coordinates the activities and operations of the accounting division
including accounts payable, accounts receivable, payroll and other accounting functions; reviews, analyzes and prepares
for grants;schedules accounting reports,cash forecasts and account analyses;trains and selects staff;oversees administration
of division budget.
Your Agency s comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 7
Administrative Secretary
Performs a wide variety of responsible and complex administrative, secretarial and clerical duties for an assigned
department; composes correspondence;types a variety of reports and materials; establishes and maintains complex filing
systems; provides information and assistance to the public.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cent./lic./reg.):
Comments:
Airport Law Enforcement Officer
Journey level; enforces Federal,State and local laws, codes and regulations pertaining to airport operations,public safety
and traffic control; performs airfield and terminal patrol investigations for violations of aviation security regulations;
maintains safety and security of airport; required to carry firearms.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Airport Maintenance Technician
Journey level; performs skilled and semi-skilled maintenance and repair activities on airside,landside and terminal areas
of the airport including electrical repair of motors and generators, construction and plumbing repair work; operates and
maintains airfield equipment and trucks including forklifts and sweeping equipment.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.): --
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 8
Airport Operations Officer
Journey level;performs emergency and routine control,monitoring and dispatch activities at the Airport Control Center;
maintains and reviews a variety of daily reports and logs concerning airport activity;serves as the central point of contact
for airport tenants and outside agencies; initiates airport emergency and response activities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Airport Operations Manager
Division head;plans, directs,manages,supervises and coordinates the activities and operations of the operations division
including coordinating, developing and directing a variety of inspection programs for airport facilities; coordinates major
airport maintenance activities; prepares, maintains and implements action plans for disaster preparedness.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Airport Maintenance Worker
Journey level; performs routine and general maintenance and cleaning activities on airside, landside and terminal areas
of the airport including landscaping and custodial duties.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.): -
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 9
Animal Control Officer
Journey level; performs enforcement activities of various animal control ordinances of the City; impounds and cares for
animals at the shelter;investigates cases of injuries to and by animals;completes and maintains various records and reports.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Associate Planner
Performs technical research and planning studies in support of the Planning department including managing and processing
large multi-application projects and reviewing of planning and development proposals; performs detailed background
research;reviews technical plans including site plans,architectural elevations,grading plans and landscape plans. Bachelor's
degree in planning or related field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Audit Mana¢er
Division head;plans,directs,manages,supervises and coordinates the activities and operations of the audit division within
the Finance department including collection of City revenues and administration of various related ordinances;supervises
and performs special audits of City operations and external entities; trains and selects staff.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 10
Auditor
Journey level;performs professional audit duties in City revenue collections and enforcement; audits internal accounting
procedures and other related operations for control and accountability, prepares reports; conducts follow-up audit
recommendations. Bachelors degree in finance or related field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Automotive/Eauioment Technician
Journey level;diagnoses,repairs and maintains a variety of automotive vehicles and light equipment;inspects and adjusts
gasoline and/or diesel engines, transmissions, clutches, fuel injection systems and engine sensors; maintains and repairs
tools and equipment used in the performance of assigned duties.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Building Maintenance Mechanic
Journey level;performs a variety of skilled and semi-skilled activities in the maintenance and repair of City buildings and
facilities including carpentry, painting and minor electrical activities;maintains and operates a variety of tools,equipment
and vehicles including forklifts, boom trucks and platform trucks.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 11
Building Inspector
Journey level; performs general inspection to ensure compliance with the City's building codes, ordinances and state and
federal laws; inspects buildings during various stages of construction; confers with architects, contractors, builders and
the public.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Buildin¢ Official
Division head; professional position responsible for directing, managing, supervising and coordinating the activities and
operations of the Building division including the inspection of building construction, investigation of code violations and
the issuance of building permits; conducts field investigations as necessary; trains and selects staff.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
CDBG/Housine Coordinator
Administers and manages all aspects of the City's Community Development Block Grant program including the City's
housing program; maintains various program files, coordinates loan payments and confers with developers interested in
low income housing projects.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 12
City Clerk
Division head;directs,manages,supervises and coordinates the programs and activities of the City Clerk's Office,including
performing statutory and constitutional duties; keeps accurate records of all proceedings of the City Council and other
City boards and commissions; develops City-wide records management systems; selects and trains City Clerk's Office
personnel.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Citv Manaeer
Serves as the chief administrative officer for the City; represents the Council's policies and programs with employees,
community organizations and the general public; oversees the preparation of the annual budget and makes final
recommendations; reviews the operations of City departments for conformance with established work standards.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
City Engineer
Division head; directs, manages, supervises and coordinates the activities and operations of the Engineering division
including design of plans and specifications for City projects, plan check of subdivision maps and related grading and
improvement plans; monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures.
Registration as a professional engineer in the State of California.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 13
Citv Librarian
Department head; plans, directs,manages and oversees the activities and operations of the Library department including
management of the reference,adult,children and branch services;coordinates contract management activities with outside
agencies;manages the development and implementation of departmental goals,objectives,policies and priorities.Master's
degree in library science.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Community Services Officer
Provides a variety of functions and tasks in support of the City jail including receiving,booking,controlling and releasing
prisoners;oversees prisoner activity;conducts routine security checks;screens items and persons entering and leaving jail
facilities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Code Enforcement Officer
Journey level;enforces City health and safety codes and regulations involving building,housing and vehicle abandonment;
performs safety and code inspections and issues citations and notices; prepares statistical and photographic reports for
cases and provides testimony as a witness for the City.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
r
City of Palm Springs Page 14
Director Planning and Building
Department head;plans,directs,manages,and oversees the activities and operations of the Planning department including
land use planning and building planning services; manages the development and implementation of departmental goals,
objectives, policies and priorities; selects and trains personnel.
Your Agency s comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of =mployees supervised:
Education Requirements (ind. cert./lic./reg.):
Comments:
Director Public Works
Department head; plans, directs, manages and oversees the activities and operations of the Public Works department
including engineering, facilities maintenance, fleet operations, parks and recreation, street and traffic maintenance and
wastewater operations; assesses and monitors workload, support systems and internal reporting relationships;trains and
selects staff.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Director Finance/Treasure r
Department head;plans, directs,manages and oversees the activities and operations of the Finance department including
financial reporting,auditing,accounting and procurement services;oversees and reviews assessment district administration
and debt service payments.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.): -
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, G4 95815 (916) 929-5575
City of Palm Springs Page 15
Director Economic DeveloDmeni
Department head; plans, directs, manages and oversees the activities and operations of the Economic Development
department including economic development, City redevelopment and housing programs; oversees the City's housing
program, community development block program and senior housing repair program.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Director Aviation
Department head;plans,directs,manages and oversees the activities and operations of the Aviation department including
the construction,maintenance and operation of airport facilities;administers various contracts;prepares grant applications
and administers all airport grant programs.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
l
Dispatcher
Journey level;receives and transmits emergency radio messages and telephone calls; dispatches necessary police,fire or
other emergencyresources;processes requests from field personnel for information;monitors peripheral radio transmissions
and security related devices.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 16
Economic Developmer.'_ Coon-' aiur
Professional posi:'�n responsible for overseeing, preparing and,coordinating economic developmz7it scr-'rities, concepts
and programs within the Economic Development department including conceptualizing, overseeing and implementing
programs to attract business,investment and technological clusters to the City,researches and develops business retention
and expansion programs. Bachelor's degree in planning, public administration or a related field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cent./lic./reg.):
Comments:
Engineering Technician
Journey level; performs a variety of technical engineering duties including plan checking and developing cost estimates
and bid specifications for capital improvement projects;researches,collects and evaluates technical data and information;
meets with developers, private engineers and contractors to coordinate activities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
E9uiDment Maintenance Supervisor
Supervises and coordinates City vehicle maintenance and equipment repair activities and operations; evaluate vehicles
and equipment to determine the extent, cost and priority of repairs; maintains and prepares various reports and records
on equipment repair and maintenance activities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, G4 95815 (916) 929-5575
City of Palm Springs Page 17
Evidence Technician
Maintains the police department's property and evidence function which may include determining, executing and
documenting all evidence for property release,destruction,auction and donation;receives,checks out and releases evidence
from/to appropriate persons.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Firefighter
Performs a complete range of firefighting activities and operations;maintains and operates any and all Fire department
equipment,tools and apparatus within its full operations capability to protect life and property;performs rescue,ventilation,
overhaul, salvage and clean-up activities at fire scene. Possession of E.M.T certificate.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Fire Inspector
Conducts fire investigations to determine cause and origin of fire; performs inspections of commercial, industrial and
residential facilities to ensure compliance with applicable fire codes;provides technical information to the general public
concerning fire prevention and control methods and evacuation plans. Possession of E.M.T certificate.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 18
Fire Battalion Chef
Under administrative direction from the Fire Chief,directs,manages,supervises and coordinates activities and operations
for an assigned fire company, provides and implements training programs; directs the placement of manpower and fire
apparatus during emergency scene operations. Possession of E.M.T certificate.
Your Agencys comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Fire Chie f
Department head;plans,organizes,directs and controls all activities of the Fire Department in accordance with applicable
statues and codes; responsible for all fire prevention, fire suppression and emergency services. Possession of E.M.T
certificate and State Fire Officer certificate.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Fire Captain
Designated as officer-in-charge of a station or shift as assigned;responsible for the effective mitigation of any emergency
situation unless relieved by a superior officer;supervises and directs the work activities of personnel on a designated shift;
assures that all personnel are properly trained. Possession of E.M.T.certificate and completion of the Fire Captain Core
Module for the California Fire Certification System.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 19
Heavy Equipment Operator
Journey level;operates heavy construction and maintenance equipment in support of City maintenance activities including
graders,backhoes,slurry trucks,dump trucks and various other equipment;performs loading,hauling,scraping and related
activities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Heavy Equipment Technician
Journey level;maintains,repairs and overhauls heavy vehicles and equipment; diagnoses,repairs,tunes and adjusts diesel
and gas engines, transmissions,pumps and valves; operates and maintains maintenance equipment including hand tools,
forklifts, tire machines, welders and testing equipment.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Human Resources Manager
Division head;directs,manages,supervises and coordinates the activities and operations of the Human Resources division
including recruitment, classification, salary and benefit administration, worker's compensation and employee relations;
ensure compliance with all personnel rules and regulations;Bachelor's degree in human resources management or related
field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 20
Human Resourc�alvst
Journey level; performs a variety of duties in support of the City's human resource functions including recruitment and
selection,benefit programs and employee development; provides information and general assistance to City staff and the
public regarding human resources policies and procedures. Bachelor's degree in human resources or a related field.
Your Ag;mcy's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Information Services iylanaeer
Division head;directs,manages,supervises and coordinates the activities and operations of the Information Services division
including the design, development and implementation of new or revised computer information systems; maintains and
evaluates the City's communications systems. Bachelor's degree in computer science or related field.
Your Agencys comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Information Systems Specialist
Journey level; provides technical computer support to user departments throughout the City involving the use and
application of computerized information systems and telecommunications systems including telephones, pagers, radios
and voicemail; develops and implements software and network system training classes.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 21
Librarian
Performs a variety of professional level library duties,assists library patrons with their informational needs;educates patrons
in the use of library resources and equipment; utilizes a variety of databases to perform research activities. Bachelor's
degree in library science or a related field.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Library Assistant
Journey level; performs a wide variety of technical and clerical library work including cataloging and circulating library
materials;checks in/out librarymaterials;monitors overdue loans and prepares special billings;provides general information
and assistance to library patrons.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Maintenance Electrician
Journey level;performs a variety of electrical work in the installation,maintenance and repair of the City's electrical systems
and equipment;installs,inspects,maintains and repairs traffic signals and lighting;operates equipment and tools including
boom trucks, asphalt cutters and fork lifts.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, G4 95815 (916) 929-5575
City of Palm Springs Page 22
Operations & Maintenance Manaeer
Division head;directs,manages,supervises and coordinates the activities and operations of the street maintenance division
including maintaining streets, lighting, traffic signs and signals; performs research and analysis of street maintenance
strategies and preventive maintenance programs.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Parks & Recreation Mana¢er
Division head;directs,manages,supervises and coordinates the activities and operations of the Parks&Recreation division
including recreation,golf course and park maintenance services and programs;oversees and directs the acquisition,planning,
construction, improvement, inspection and maintenance of divisional facilities.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Plannine Technician
Journey level; performs technical work in the field of current and/or comprehensive planning; prepares and maintains
records,maps, drawings, charts, advertising and related information; provides planning related information to the public
and assists applicants in preparing development applications.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
Number of employees supervised:
Education Requirements (incl. cert./lic./reg.):
Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, C4 95815 (916) 929-5575
City of Palm Springs Page 23
Police Officer
Performs a variety of duties in the enforcement of laws and thb prevention of crimes; controls traffic flow and enforces
State and local traffic regulations; makes arrests for crimes committed under penal codes; testifies in juvenile and civil
courts and DMV hearings. POST certificate.
Your Agency's comparable class title:
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Comments:
Police Services Officer
Provides information and answers inquiries at the front desk; performs a variety of police clerical work including typing,
filing and maintaining detailed police records and reports.
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Police Ser¢eant
Supervises,assigns,reviews and participates in the work of law enforcement staff involved in traffic control,crime prevention
and administrative services programs;reviews and approves a variety of case reports;conducts investigations of complaints
and crimes.
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 24
Police Chief
Department head; plans, manages and oversees the activities and operations of the Police department including law
enforcement,crime prevention and crime suppression programs;administers the animal regulation,communications center
and record-keeping functions for the City.
Y^ur Agency's comparable class title:
Lionthly salary minimum: Monthly salary maximum
Number of employees supervised:
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Comments:
Police Captain
Division head; Directs, manages, supervises and coordinates an assigned division within the Police department; assists
in criminal investigations and crime prevention;reviews crime and accident reports for accuracy and completeness;monitors
major investigations or accidents.
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Procurement Specialist
Journey level; professional position responsible for handling complex procurement of goods and services for the City,
administers buying procedures in accordance with policies and regulations; receives, analyzes and evaluates responses to
bids, proposals and quotations; analyzes financial conditions; negotiates and administers contracts.
Your Agency's comparable class title:
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Comments:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 25
Programmer Analvst
Journey level position responsible for writing,enhancing and debugging computer programs written in various languages;
assists in computer programming duties including designing, developing, implementing and maintaining software and
hardware systems. Bachelor's degree in computer science.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
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Comments:
Public Relations Coordinator
Oversees and coordinates public relations activities within the Tourism department including marketing and promoting
the City to increase tourist business;arrange and host press trips for national and international journalists and film crews;
provide marketing and public relations advice to other City departments.
Your Agency's comparable class title:
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Public Works Inspector
Journey level conducts detailed inspections of public and private public works construction projects to ensure conformance
with applicable specifications and safety standards;takes samples of materials for examination or analysis by laboratories;
prepares documentation of construction progress and inspection;monitors contractors and developers through all phases
of construction.
Your Agency's comparable class title:
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 26
Recreation rroaram `i inaaer
Directs,coordinates and oversees City recreation programs and activities including adult sports programs, aquatics,dance
and fitness programs.
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Recreation Leader
Coordinates and promotes a variety of recreational programs and activities for City residents including adult and youth
sport leagues, special events, day camps and after school programs; assesses community recreational needs and develops
programs to address needs.
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Secretary
Performs a wide variety of responsible clerical and secretarial work in support of an assigned area; receives and directs
telephone calls;types and proofreads a variety of documents and correspondence;maintains accurate files, logs,manuals
and records.
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Monthly salary minimum: Monthly salary maximum
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 27
Street Maintenance Worker
Journey level; performs a variety of duties involving the maintenance and repair of City streets, sidewalks, bicycle paths
and related facilities; operates manual and power tools and equipment including shovels,jack hammers,tampers,cement
mixers and compressors.
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Monthly salary minimum: Monthly salary maximum
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Comments:
Traffic Maintenance Worker
Journey level;performs a variety of traffic control maintenance duties including fabrication,installation,maintenance and
repair of street and traffic signs;performs graffiti removal duties;paints street markings including cross walks,stop bars,
legends, curbs and curb markings.
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Monthly salary minimum: Monthly salary ma dmum
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Comments:
Wastewater Collection Maintenance Worker
Journey level;maintains,repairs and inspects the City's wastewater collection system and related facilities;inspects,cleans,
flushes and repairs sewer lines;operates and maintains pump stations for flood control;operates maintenance equipment
including generators, tractors and forklifts. Grade I Collection System certificate.
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 28
MENNUM
Wastewater Collection System Eauinment Operator
Operates and maintains wastewater and sewer cleaning equipment in the performance of maintenance duties on sewers,
pumping stations and storm drains. Possession of,or ability to obtain a Grade II Wastewater Collections System certificate.
Your Agency's comparable class title:
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Wastewater Treatment Plant Operator
Journey level; performs a variety of skilled and semi-skilled maintenance duties in the operation and maintenance of the
wastewater treatment plant and cogeneration unit;operates and adjusts treatment plant pumps and motors;collects water
samples for laboratory testing procedures. Grade II Wastewater Treatment Operations certificate.
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Wastewater Treatment Plant Mechanic
Journey level;performs maintenance and repair on all wastewater treatment plant equipment including conveyors,pumps,
generators, sedimentation bridges and collectors, and mechanical bar screens; conducts regular inspection of equipment
and repairs or replaces broken parts. Grade II Maintenance Technologist certificate.
Your Agency's comparable class title:
Monthly salary minimum: Monthly salary maximum
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs
Page 29
s
Wastewater Environmental Manager
Division head;directs,manages,supervises and coordinates the activities and operations of the Wastewater division including
sewer collection and pump stations;prepares and maintains financial,statistical and narrative reports;manages and evaluates
the effectiveness of service delivery methods and procedures. Grade IV Water Pollution Control Association Operator
certificate.
Your Agency's comparable class title:
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Comments:
Wastewater Treatment Plant Laboratory Analyst
Journey level;performs chemical and biological laboratory testing and analyses of wastewater to ensure compliance with
applicable regulations; analyzes laboratory data and recommends treatment modifications; operates and maintains laboratory
testing equipment including analytical balances, ovens, probes glassware and incubators; prepares a variety of reports
documenting laboratory operations and environmental compliance. Grade II Laboratory Technologist certificate.
Your Agency s comparable class title:
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Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 30
. c
Please provide the monthly employer cost for each employee group. If some groups have the same benefits,please indicate
in the appropriate column. If the same benefits are indicated, there is no need to fill out all of the columns.
Management Non-Management Police Fire
Do you have a flexible or cafeteria
benefit plan? Give S or % of base
salary.
Deferred Compensation: employ-
er contribution only. Give S or %
of base salary.
Longevity Pay. Set S or % for
years of service
Other Premium Pay. Give S or %
of base salary.
% Contribution to Retirement
Plan by Employer: NOT including
percent of contribution picked up
for employee.
Contribution to Retirement
Plan Paid by Employee: If not
paid by employer.
% Contribution to Retirement
Plan by Employer for Employee:
If applicable.
Please describe type of retirement
plan, if not PERS:
Education Incentive: % or S for BS/BA BS/BA BSBA BS/BA
specific degree or certification
NOT required by the job. No MS/MA MS/MA MS/MA MS/MA
tuition reimbursement. Certification Certification Certification Certification
Other Other Other Other
Educational Reimbursement and
Policies. Give S or %. Tuition:
Books:
Supplies:
Medical Insurance Premium
Please provide Employer Cost: Individual: Individual: Individual: Individual:
current maximum
dollar amount. Family: Family: Family: Family:
Employee Cost: Individual: Individual: Individual: Individual:
Family: Family: Family: Family:
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575
City of Palm Springs Page 31
Management Non-Management Police Fire
Dental Insurance Premium
Please provide Employer Cost: Individual: Individual: Individual: Individual:
current maximum
dollar amount. Family: Family: Family: Family:
Employee Cost: Individual: Individual: Individual: Individual:
Family: Family: Family: Family:
Vision Insurance Premium
Please provide Employer Cost: Individual: Individual: Individual: Individual:
current maximum
dollar amount. Family: Family: Family: Family:
Employee Cost: Individual: Individual: Individual: Individual:
Family: Family: Family: Family:
Life Insurance: Maximum em- c/1000 c/1000 c/1000 c/1000
ployer cost and coverage.
Please V Coverage Coverage Coverage Coverage
Term: Whole Life:
Long Term Disability: Maximum
employer cost/S100 payroll. c/100 c/100 c/100 c/100
Short Term Disability Insurance
Premium
Social Security: If participating, %
of base salary. Note any pick-up
of employee portion.
Other Benefits
Please provide us with a copy of your policy, agreement, Memorandum of Understanding,pay schedules,formula and other
pertinent information related to the above items.
Return to: Ralph Andersen & Associates
1435 River Park Drive
Sacramento, CA 95815
(916) 929-5575
Ralph Andersen &Associates, 1435 River Park Drive, Suite 400, Sacramento, CA 95815 (916) 929-5575