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C~TY C. SAN BERrQRDINO - RIEQUI!ST "" COUNCIL ~ION
From:
Gordon R. Johnson
REC'D.-AD~ject Resolu~i~n of the City.of San Bernardino
. Uff. authorlzlng the executlon of an agree-
/989 JUt 20 P" I.. ment . with. Comp pl us fo~ a management/
l't ... 15 confldentlal compensatlon study
Oept:
Personnel
Date: July 19, 1989
Synopsis of Previous Council action:
None.
Recommended motion:
Adopt resolution.
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, ~gnature
Contact person:
Gordon R. Johnson
Phone:
384-5161
Supporting data attached:
Yes
Ward:
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FUNDING REQUIREMENTS:
Amount:
$5.90D
Source: (Acct. No.)
001-111-5-3150
Finance:
Acct. Descri tion Professional
Council Notes:
r..Rfjr
75.02.,?1 9/89
Agenda Item No
1'1
CITY OF SAN BER~DINO - REQUEST FO COUNCIL ACTION
STAFF REPORT
section 2B of council Resolution No. 89-129, paragraph 2,
states 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."
On May 16, the Personnel Departent mailed RFPs to 10
prospective providers, with a July 14 due date for completed
proposals. Seven responses were received and have been
reviewed by my staff. In order of total cost, below are the
seven respondents:
$5900 - Comp plus (Hamilton & Associates)
$8700 - Shannon & Associates
$10,000 - Personnel Associates
$15,000 - Ralph Anderson & Associates
$15,200 - Hay & Associates
$25,000 - Reward Strategy Group
$29,625 - Nash & Company
Jim Robbins, the 3-member Management Association Advisory
Committee (Manuel Moreno, Jr., Richard Moon and Annie Ramos),
and Gordon Johnson reviewed the Comp plus proposal and find
that it meets the City's requirements. Background checks on
Comp plus have been made and they find their staff assigned
to this project to come highly recommended. The Council
Personnel Committee discussed this matter at their July 20,
1989, meeting and recommend full Council approval of the
attached resolution.
75.0264
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Resolution No.
RESOLUTION OF THE CITY OF SAN BERNARDINO AUTHORIZING THE
EXECUTION OF AN AGREEMENT WITH COMP PLUS (HAMILTON AND
ASSOCIATES) FOR A MANAGEMENT/CONFIDENTIAL COMPENSATION STUDY.
BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL OF THE
CITY OF SAN BERNARDINO AS FOLLOWS:
SECTION 1: The Mayor of the City of San Bernardino is
hereby authorized and directed to execute on behalf of said
City an Agreement with Comp Plus for a management/confidential
compensation study, a copy of which is attached hereto, marked I
Exhibit "A" and incorporated herein by reference as fully as
though set forth at length.
I HEREBY CERTIFY that the foregoing resolution was duly
adopted by the Mayor and Common Council of the City of San
Bernardino at a
meeting thereof, held on
the
day of
1989, by the following vote
to wit:
AYES:
Council Members
NAYS:
ABSENT:
City Clerk
The foregoing resolution is hereby approved this
day of
, 1989.
W.R. "Bob" Holcomb
Mayor of the City of San Bernardino
Approved as to form
and legal content:
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EXHIBIT A
(emp plus
compensation · benefits · classification
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PROPOSAL
FOR
CITY OF SAN BERNARDINO
COMPENSATION SURVEY
July 11, 1989
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TART.!;! OP CONTEIlTS
I. PROJECT UNDERSTANDING. . . . . . . . . . . . . . . . . . .
II. WORK PLAN AND METHODOLOGY
A. Compensation .
1. Scope. . .
2. Objectives
3. Process..
B. Project Report.
C. Compensation Study Schedule
III. GENERAL ADMINISTRATION AND CONDITIONS. . . . . . . . . . .
APPENDICES
A. DESCRIPTION OF FIRM
B. EXPERIENCE OF FIRM
C. BACKGROUND OF CONSULTANTS
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I. PROJECT mmRRlI'I'UDIRG
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The City is interested in a compensation survey involving 79 aanaaement
and confidential classes. This survey is conducted every odd nuabered
year per agreement between the City and the San Bernardino City Manage-
ment Aesociation.
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The City has selected approximately 30 benchmark classes and twelve
survey agencies per benchaark from the Southern California area. The
consultant is to conduct the survey for the selected benchaark classes
and to aake salary reco.mendations based on the survey data and appro-
priate internal salary relationships. '
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In addition, the City is interested in determining the level of competi-
tiveness of City jobs to private sector jobs. A position by position
analysis of competitiveness is not required, but the City would like a
general review of private sector salaries as compared to City salaries.
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II . WORK PLAN AND METHODOLOGY
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A. Comoensation
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1 . Scope
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We propose to conduct a compensation study which will involve an
analysis of labor market base salary rates paid for jobs
comparable to the Study positions. a determination of appro-
priate internal salary relationships between classifications,
and the submittal of salary recommendations on all Study
classes.
2. Objectives
a. Review and evaluate City policies and practices related to
compensation.
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b. Review with the City the selected benchaark and survey
..enciea to be used in the conduct of the coapens.tion
study.
c. Establish an appropriate correlation between the content of
jobs and salaries paid. Our intent will be to rec~d
salary ranges and salary differentials between classes which
appropriately recognize variations in duties and
responsibilities.
d. Conduct a Coapensation Survey which results in a data base
reflecting an accurate comparison of jobs/compensation among
the survey agencies.
e. Present a Coapensation Survey data analysis for each survey
classification, together with base salary reco..endations
for all study classes and data upon which the recommenda-
tions were based.
3. Process
a. Heet with City management to explore recruitment/retention
of personnel. salary differentials between classes, and
other coapensation related issues.
b. Compile and review information on the present Position
Classification Plan and related policies, procedures. and
rules.
c. Conduct a review of the organization, including functions,
number and type of personnel. budget, organization, work
processes and work flow, procedures, and management poli-
cies. This is essential to an understanding of the posi-
tions to be surveyed. Valid saiary determinations can only
be based on a framework of information that incudes the
organization structure in which the positions operate as
well as the duties and responsibilities of those positions.
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d. Conduct a survey of agency compensation plans. identifying
baee salaries provided for benchmark classes. Surveys will
involve on-site visits and telephone contacts with survey
agency personnel to ensure accurate class comparisons and an
understanding of compensation patterns. Comparisons will be
made on the basis of duties and responsibilities of posi-
tions rather than a matching of titles and/or organizational
level. This method will ensure that reported salaries
accurately reflect market conditions for the positions
surveyed.
e. Review salary data and discuss class comparisons with City
staff.
f. Conduct a comparative analysis of City of San Bernardino's
salary differentials between classes in series as compared
with differentials and total possible progression within
series existing among the survey agencies.
g. Analyze salary differentials between classes in San
Bernardino in relation to relative differences in complexity
of duties, levels of responsibility, knowledge and skill
requirements, and other distinguishing factors. Such
analysis will extend across different occupational fields as
may be appropriate.
h. Establish internal salary relationships which recognize
differences in class weights, promote like recognition of
similar class differences in different occupational fields
and effect an appropriate degree of comparability with
practices in the survey agencies.
i. Develop salary recommendations for all study classes which
reflect a consideration of the City's basic policy governing
the setting of salaries, salaries paid in other agencies as
referenced in the City's salary surveys, and results of an
analysis of internal salary relationships.
j. Review pay practices of private sector firms and compare to
the City of San Bernardino's pay practices to determine the
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level of c~etitiveness of City jobs to private sector
jobs.
k. Submit a report on the salary study to the City for review
and comaent and respond to related questions and concerns.
B. Proiect Reoort
We propose to submit a final report including, but not limited to,
the following:
1. A narrative explaining study principles, procedures, conclu-
sions, and recommendations.
2. A statement of the problems identified as a result of the study
with recommendations for addressing such problems.
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3. Salary survey data sheets for benchmark classes including the
class title of classes deemed comparable to the classes in San
Bernardino.
4. Recommended changes to the salary plan, designating recommended
salary ranges and internal salary relationships for all study
classes.
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III. GENERAL ADMINISTRATI9N AND CONDITIONS
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Comp Plus, hereinafter referred to as Consultant, shall:
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1. Provide forms, recommend processes, and assist management in
disseminating information pertinent to the study.
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2. Participate in City administrative meetings to review study
processes, findings, and recommendations.
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3. Accomplish the preceding as Consultants reporting directly to such
representative(s) as the City may direct.
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4. Start the herein described study within ten (10) days after notifi-
cation of proposal approval. The final Compensation Study Report
will be submitted to the City on or before October 13, 1989, if the
Study is initiated prior to August 1S, 1989.
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5. Rely upon City assistance only to the extent of arranging and
scheduling interviews and group meetings with employees and/or
management; making all necessary records available; encouraging
expeditious decisions on matters affecting the conduct of the
project; and to otherwise assist in facilitating completion of the
project.
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6. Professional Fee
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a. Conduct the Project described herein for a total fee of
$5,900.00. The fee will be billed in three (3) equal install-
ments; the first upon initiation of the Study, the second upon
submittal of preliminary salary recommendations, and the final
billing upon delivery of the final report.
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b. Cost Detail
Professional Hours - 118
Profeesipnal Costs
$5,310.00
$ 590.00
Other Costs . . . .
Total . . . . . . .
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$5,900.00
7. Make an oral presentation of the final report on the Co~ensation
Study to the Personnel Co..ittee and respond to related questions.
We are extre~ly pleased at the prospect of being of service to the City
of San Bernardino. If the City is receptive to the proposal as outlined
herein, the signature below of an authorized City official will suffice
as authorization for us to proceed with the study.
COMP PLUS
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Buford Nichols
President
CITY OF SAN BERNARDINO
By
Title
lc
7/11/89
1/11-SB-COMP.PRP
Date
Approyed as to form
and legal content:
~7~
(;JY Attorney
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APPENDIX A
DESCRIPTION OF FIRM
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DESCRIPTION OF FIRM
With offices in the City of Santa Ana, California, Coap Plus is a newly
for~d subsidiary of William Hamilton & Associates, a manasement
consulting firm which has been providing personnel aanasement services
to public agencies for over 20 years. The firm is dedicated to the
i~rovement of public services through the effective management of
personnel resources. We build on existing client strengths by integrat-
ing our efforts with the goals and objectives of each organization. As
a result, we have gained a reputation for providing custom-designed
programs for a broad array of clients: over 300 cities, counties,
school districts, special districts, and quasi-public entities through-
out the western United States. Our consulting services within the
fields of organization and management, personnel administration, and
productivity improvement are provided on a project or continuing
contractual basis.
One of the features of our firm which enables us to tailor our services
to the unique needs of the client is the diverse experience and educa-
tional backgrounds of ~r aesociates. Coap Plus is represented by
associates with education and experience in personnel management, public
administration, planning, economics. law, and the sciences. Their
backgrounds include hands on work experience in the public and private
sector with organizations varying in size from small local governaents
to major corporations. This diversity allows a problem or project to be
evaluated and solutions identified based on examination from many
different perspectives. Thus, the prospect that an effective and
successful program can be designed to match a client's needs is virtu-
ally assured.
Comp Plus is especially well-equipped to meet the needs of ,the City of
San Bernardino. The project contemplated by the City is the type that
Comp Plus was created to address; position classification and compensa-
tion. Our involvement with classification and compensation programs,
has resulted in an extensive collection of current information on class
plans and compensation trends. This information is invaluable in the
development of a Compensation Plan appropriate for the City of San
Bernardino.
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APPENDIX B
EXPERIENCE OF FIRM
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R'I1I1lRTllRCE OP PIRM
In accordance with the'City's request, listed below are six references/
agencies for which we have conducted classification and pay studies. If
additional references are desired pl~ase contact any of the agenciea on
the Representative Client List which immediately follows this eection.
Larry Davis, Assistant City Manager
City of Camarillo
(805) 388-5307
Project: Classification and Pay Study of all City positions, 1989
Pat Andrews, Personnel Officer
City of Norwalk
(213) 929-2677
Project: Classification and Pay Study of all City positions, 1988
Mary Ann Reiss, Personnel Director
City of Upland
(714) 982-1352
Project: Conducted 2 classification and pay studies of all City
positions and numerous plan maintenance studies.
Carlotta Clark, Personnel Officer
City of Chino
(714) 627-7577
Project: Classification and Pay Study of all City positions, 1988
Myra Fry, Personnel Director
City of West Covina
(818) 814-8450
Project: Numerous classification and pay studies during 15 year
association.
Joe Guzzetta, City Hanager
City of Hemet
(714) 658-9411
Project: Classification and pay study of all City positions, in
progress.
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RRPRRaEIITA'ilVE CT.TEIlT LIST
Cities - California
Agoura Hills
Alhambra
Anaheim
Atascadero
Avalon
Bell
Bellflower
Big Bear Lake
Brea
Burbank
Camarillo
Carlsbad
Cathedral City
Chino
Claremont
Clovis
Colton
Commerce
Compton
Concord
Corona
Costa Mesa
Covina
Cypress
Downey
El Monte
El Segundo
Escondido
Folsom
Fontana
Fountain Valley
Fremont
Fullerton
Garden Grove
Glendora
Hemet
Huntington Beach
Laguna Beach
Lake Elsinore
Lakewood
La Mirada
Lemoore
Livermore
LOIllll Linda
Long Beach
Los Alamitos
Los Angeles
Lynwood
Madera
Mesa
Montclair
Montebello
Monterey Park
Moorpark
National City
Newport Beach
Norco
Norwalk
Palos Verdes Estates
Pomona
Cities - Out of State
Astoria, OR
Cottonwood. AZ
Flagstaff. AZ
Lake, CA
Los Angeles, CA
Orange, CA
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Glendale, AZ
Henderson, NV
Lake Havasu, A1.
Counties
Porterville
Rancho Cucamonga
Rancho Mirase
Rancho Palos Verdes
Redondo Beach
Rialto
San Clemente
San Fernando
San Gabriel
San Marino
San Rafael
Santa Ana
Stanton
Tehachapi
Thousand Oaks
Torrance
Upland
Victorville
Walnut Creek
West Covina
Whittier
Mesa, A1.
Prescott, A1.
Scottsdale, A1.
Pima, A1.
Santa Barbara. CA
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Cerritos cen
Contra Costa Superintendent
of Schools
Grossaont CCD
Community Development
Ccmm. - L.A. County
Co..unity Redevelopment
Agency - City of L.A.
Crest Forest Fire
East San Gabriel Valley
Consortium
Foothill Fire Protec-
tion District
Hesperia Water District
Laguna Beach County
Water District
MERCI
California Community
College Trustees
Isles Industries
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C~itv Colle..s/School Di.~ricts
Mira Costa CCD
Mt. San Antonio cen
Rancho Santiago cen
'Special Districts
Mesa Consolidated Water
District
Mission Springs Water
District
OMNITRANS
Ontario/Pomona Assoc.
for Retarded Citizens
Rainbow Municipal Water
District
Ramona Municipal Water
District
Riverside County Housing
Authority
Miscellaneous
People Helpers
Sacramento Regional
Planning Commission
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Rio Hondo CCD
San Bernardino CCD
Walnut Valley Unified
San Diego County Water
Authority
Santa Barbara Air Pollu-
tion Control District
So. California Regional
Occupational Center
South Coast Air Quality
Management District
Victor Valley Wastewater
Reclamation District
West San Gabriel Valley
:- Consortium
Southwest Innovation Group
Zimmer's Service Center
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APPENDIX C
BACKGROUND OF CONSULTANTS
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BACKGROUND or COIlSULTAlI'fS
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Comp Plus will provide a team of experienced analysts to conduct the
Compensation Study requested by the City. Project meabers will be
involved in all phases of the Study. A brief resume for each ~mber
follows:
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Buford lIichols
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During lIick's 20+ year career, he has served as a H&~ement Consultant,
Assistant City Manager, Personnel Director. Administrative Assistant,
and Personnel Analyst. He has personally conducted or supervised
position classification and salary studies enco~assing over 60,000
positions in a variety of public and private agencies, including special
districts, cities, counties, school districts, and regional planning
agencies. These studies involved the application of modern position
classification and pay methods, including whole job and point systems.
Nick has a master's degree in public administration.
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Nick will act as Project Director with an anticipated time commitment to
the project of 20 hours.
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Marta Rebella
An accomplished personnel professional, Marta's background includes over
seven years of experience with the County of Orange in the conduct of
classification and compensation studies. Marta participated in adminis-
tration of the Orange County Cooperative Salary Survey, a survey
involving over 100 private and public employers. She also directed the
County recruitment and selection program and conducted special studies
for the Board of Supervisors. As a line manager over a major division
of the Health Care Agency, she supervised in excess of 100 employees
with an operating budget of 3 million +. Since joining the firm, Marta
has conducted classification and compensation studies for a variety of
public agencies. Marta has a bachelor's degree in sociology and has
attended numerous training programs involving the field of personnel
administration.
Harta will be the principal consultant on the project with an antici~
pated time commitment to the project of 98 hours.
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