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Res. No. 033-05-12012 (2)2.All employees will be notified of the study requesting cooperation and explaining its scope. 3.Our staff will meet individually with all department directors,division heads and other management staff to discuss their positions. 4.All of the employees will be interviewed on-the-job. 5.Input will be received from supervisors during the job analysis step. 6.Management staff will be fully informed of the study details. 7.At several points in the study,the Consultant will brief the City staff on the progress oftheStudy. 8.Our company will present and explain a final report to the City and assist in communicating the findings and recommendations by working with the City's staffin developing awrittenplan. Q.INTERNAL REVIEW AND RESPONSE 1.All Department Heads and Key Supervisors will be notified of the consultant's recommended classification for their position andthe recommendations concerning their subordinates. 2.The Consultant will meet personally with each Department Head and Supervisor todiscussthese recommendations. 3.If further study dnd/or job reviews are necessary,the Consultant will accomplish these after these meetings and submit the findings. 25 Cody&Associates,Inc. R.IMPLEMENTATION AND FOLLOW-UP ASSISTANCE 1.Cody &Associates,Inc.will develop a complete implementation plan, covering various workable alternative and cost features. 2.Cody &Associates,Inc.will assist the City during the implementation phase and answer any questions that arise after completion of the project. 3.Cody &Associates,Inc.will have a staff member available to answer any questions for a twelve (12)month period concerning recommendations resulting from the project and provide continuing assistance (at no additional cost)during this period. 26 Cody&Associates,Inc. VII TFMTATIVE TIME SCHEDULE A.INITIATION DATE This Study could be initiated within Two (2)days of the award. S.COMPLETION DATES This Study will be completed within 90 days from the notification to proceed. We can,however,modify our time period to fit the needs of the City,if requested. 27 Cody&Associates,Inc. VIII FEE SCHEDULE The total cost for the Pay and Classification Plan Study will be Thirteen Thousand Five Hundred Dollars($13,500.00). This includes all feesandexpenses for the Study. 28 Cody &Associates,Inc. CLIENT LIST Appendix B CLIENT LISTING The following is a list of clients Cody &Associates,Inc.has provided services.The projects include job analysis,position classification,ADA compliance,design and writing job descriptions,broadbanding,salary plan development,benefit surveys,performance appraisal,management studies,organization studies,staffing analysis,rules and regulations design and updating,etc. an Attn OF COUNTY COMMISSIONERS ALACHUA MADISON BAY MANATEE BREVARD MARION CITRUS MARTIN COLLIER MONROE DESOTO OCALA DIXIE ORANGE FLAGLER OSCEOLA GADSDEN PASCO GLADES PINELLAS HAMILTON POLK HARDEE PUTNAM HERNANDO ST.LUCIE HIGHLANDS SANTA ROSA HILLSBOROUGH SARASOTA INDIAN RIVER SEMINOLE LAFAYETTE SUMTER LAKE TIFT,GA LEON VOLUSIA LIBERTY,GA APOPKA ATLANTIC BEACH AUBURNDALE AVON PARK BARTOW BELLEVIEW BLOUNTSTOWN BOCA RATON BRADENTON CALLAWAY CAPE CANAVERAL CASSELBERRY CLEARWATER CLERMONT COCOA COCOA BEACH COOPER CITY CORAL GABLES CRYSTAL RIVER DANIA DAYTONA BEACH DEERFIELD BEACH DELAND DELRAY BEACH DUNDEE EDGEWATER FELLSMERE FERNANDINABEACH FLAGLER BEACH FORT MEADE FORT PIERCE FORT WALTONBEACH GAINESVILLE GULFPORT HAINES CITY CAT/GOVERNMENTS HALLANDALE HOLLY HILL HOLLYWOOD INDIAN HARBOUR BEACH INDIAN RIVER SHORES INDIAN ROCKS BEACH INVERNESS JACKSONVILLE JUNO BEACH JUPITER KISSIMMEE LAKE CITY LAKE MARY LAKE WALES LAKELAND LAKE WORTH LAUDERHILL LYNN HAVEN MARIANNA MELBOURNE MIAMI SHORES MIAMI SPRINGS MILTON MIRAMAR MOUNT DORA NAPLES NEPTUNE BEACH NEW PORT RICHEY NEW SMYRNABEACH NORTH LAUDERDALE NORTH MIAMI NORTH PORT OAKLAND PARK OCALA OLDSMAR ORMOND BEACH OAKLAND PARK PANAMA CITY PARKER PEMBROKE PINES PLANTATION PLANT CITY POMPANO BEACH PORT ORANGE PORT ST.JOE PORT ST.LUCIE PUNTA GORDA QUINCY RIVIERA BEACH ROCKLEDGE ROYALPALMBEACH SAFETY HARBOR ST.CLOUD ST.PETE BEACH SANIBEL SARASOTA SEBASTIAN SEBRING SNELLVILLE,GA. STUART SUNRISE TALLAHASSEE TAMARAC TARPON SPRINGS TAMPA TAVARES TEMPLE TERRACE TIFTON,GA TITUSVILLE TREASURE ISLAND VENICE VERO BEACH WAUCHULA WILTON MANORS WINTER HAVEN WINTER PARK WINTER SPRINGS OTHER COUNTY OFFICIALS BayClerkof Courts BaySheriff BayTax Collector Broward Sheriff Citrus Tax Collector CharlotteProperty Appraiser Collier Clerk of Courts Collier Tax Collector Collier Property Appraiser Gilchrist Clerk of Courts Hendry Tax Collector HighlandsClerkofCourts Highlands Property Appraiser HighlandsSheriff HighlandsTaxCollector Indian River Clerk of Courts Indian River Tax Collector Lake Tax Collector Lee Tax Collector Manatee Property Appraiser Manatee Tax Collector Marion Clerk of Courts Marion Property Appraiser Monroe Clerk of Courts Monroe Property Appraiser Monroe Tax Collector Osceola Clerk of Courts Osceola Property Appraiser Osceola Sheriff Osceola Supervisor ofElections Osceola Tax Collector Palm Beach Tax Collector Pasco Tax Collector Pasco Sheriff Pasco Supervisor ofElections Polk Clerk of Courts Polk Property Appraiser Polk Tax Collector Santa Rosa Clerk of Courts Santa Rosa Property Appraiser Santa Rosa Sheriff Santa Rosa Tax Collector Sarasota Clerk of Courts Sarasota Property Appraiser Sarasota Tax Collector Seminole Property Appraiser Seminole Tax Collector Volusia Clerk of Courts Volusia Property Appraiser Volusia Sheriff SCHOOL DISTRICTS &COLLEGES Brevard Community College Broward Community College Central Florida Community College Daytona Beach Community College Florida Keys Community College Gulf Coast Community College Highlands School District Hillsborough CommunityCollege Indian River School District Jefferson School District PRIVATE SECTOR Brevard Housing Authority Cedar Hammock Fire District Citrus &Chemical Bank Coordinated Benefits Plans,Inc. Daytona Beach Housing Authority EastCoast Migrant Program,Fl EastCoast Migrant Program,Va Florida Assoc of Insurance Agents Florida League of Cities Florida Tile Fort Pierce Housing Authority Fort Pierce Utilities Authority Gainesville Housing Authority Gainesville Regional Utilities HeartlandPrivateIndustryCouncil Hillsborough AreaRapidTransit Hillsborough PrivateIndustry Council Jacksonville Transit Authority Lakeland Housing Authority Metro Sarasota Fire Rescue District Lake-Sumter Community College Manatee Community College Manatee School District Palm Beach Community College Polk Community College Polk School Board Santa Rosa School District St.Johns River Community College St.Petersburg Junior College Seminole Community College AND OTHER CLIENTS Mountain Lake Corporation NaplesCableTV New Smyrna Beach Utilities Commission OrangeCountyConventionCenter Poe &Associates,Inc. Polk General Hospital R.P.Tew Blood Bank St.Johns River Water Management District St.Lucie County FireDistrict Sikes Corporation Suwannee River Water Management District Tile Council of America HR Management Partner's,Ino.S Ptxni^ngProgressveHRSohdons Company Background Services &Products Information Packet June,2003 HRMamgement Partners,Inc. 1938 Westpointe Circle,Suite,350•Orlando,FL 32835 407.765.4979 •Fax 407.532.4823 vwAV.rirmp.net SERVICES &PRODUCTS T^i£'bp/6ofetWts;'*%"•*. I.Company Background II.Officer Qualifications III.Organizational Chart IV.Products&Services-Proprietary Information - a.Surveys.us ®Web-based Salary and Benefits Survey Utility b.Compensation Manager®Job Evaluation System c.Performance Manager®Evaluation System d.Job Description Writing Services e.Incentive Pay Programs f.Additional Products and Services ©HRManagementPartners,Inc.2003 SERVICES &PRODUCTS HR Management Partners,Inc.(HRMP)develops the systems that provide today's HumanResourcesTprofessionalswiththeskillsandtoolsnecessarytoremainprogressive,automated, and adaptive to organizational and market driven changes. We partner with our clients to develop and establish legally compliant systems that are both^emX equable and externally competitive.HRMP employs an integrated,strategic approach for the purpose of tailoring systems to fit the unique needs of each organization. .HRMP was founded in 1997,and is incorporated,licensed and insured to do business in the State of Florida. .HRMP was established as a Minority-owned Business Enterprise (M/WBE)and acquired minority-owned business status under the Florida Small and Minority Business Assistance Act through the City of Orlando,Florida.(Certification #010056) .Since 1999 HRMP has conducted FPPA's automated annual Statewide Salary &Benefits Survey,which includes over two hundred and fifty (250)benchmark jobs and fifteen primary employee benefits categories. .HRMP is distinguished by application of state-of-the-art technologies to the products and services provided to our clients.HRMP employs traditional systems of qualitative and quantitative analysis.HRMP's quantitative measures,however,far exceed the accuracy rates of other systems due to continual application of technology innovations.This approach results in more valid,reliable,and legally defensible products and services for our clients.To maintain this cutting-edge strategy,HRMP maintains a fully dedicated Technical Services Division to fulfill our three-fold purpose: 1.To provide clients with easy and timely access to HRMP products and services; 2.To research,monitor,and apply emerging technology innovations to HRMP products and services;and 3.To provide clients with accurate and timely automated human resources solutions. HRManagementPartners,Inc.2003 SERVICES &PRODUCTS •>v >v f /* Juana "J C"Avers,CCP,is President of HR Management Partners,Inc.,and brings to HRMP fifteen (15)years public and private sector professional experience in the fields ofSensation,perfo'rmance management,Fair Labor Standards Act (FLSA analysis and human resources administration.Ms.Ayers is the former Flonda State Manager for an international human resources consulting firm,and served as Project ^^^^^compensation and labor studies.Ms.Ayers is also a former Compensation Manager for a national software company and an international restaurant chain.She has held key HR positions in both city and county governments.She earned her bachelor's degree in International Studies and her Master's degree in Public Administration,both from the University of West Florida Ms.Ayers is frequently a featured conference speaker at the annual Flonda Public Personnel Association (FPPA)Conference where she conducted seminars oncompensation,and performance management systems.She has also been a featured speaker for WordatWork,of which sheisa current member. Lorri J Barefoot,CCP,based out of HRMP's East Regional Division (Palm Beach County) brings 'to HRMP over eight (10)years experience in the field of human resources administration Ms.Barefoot is a former Human Resources Generalist for a national publicly held telecommunications firm.Ms.Barefoot is also a former Classification &Compensation Analyst for a human resources consulting firm,and served as key consultant in development and implementation of numerous compensation and classification studies.Ms.Barefoot s background expertise encompasses salary,wage and benefits survey and analyses,labor law compliance,Americans with Disabilities Act (ADA)compliance standards,point-factor analysis systems,and development of organization wide class specifications and job descnptions. Jack Coletti based out of the West Regional Division (Tampa Bay/St.Petersburg)brings to HRMP over ten (10)years experience in the field of Information Systems and is the Web Systems &Services Engineer for HR Management Partners.Mr.Coletti developed, administers and maintains HRMP's sponsorship of the web site for the Flonda Public Personnel Association (FPPA).Additionally,he developed and administers the annual online salary survey utility,Surveys.us®for FPPA,as well as all wage,benefits,labor and employment surveys for HRMP clients.Mr.Coletti's works directly with clients and survey participants in the access and use of Surveys.us®,to include providing instruction,feedback, and resolution on technical issues.Mr.Coletti also developed eValPro®,the supervisory and employee interface for Performance Manager®,HRMP's performance management system. Arkadi Coletti,based out of HRMP's Technical Services Division,brings over ten (10)years experience in the field of applications development and information systems and is HRMP's Software Systems &Services Engineer.Mr.Coletti has designed multiple Windows™based applications,as well as several interactive websites.For HRMP,Mr.Coletti has developed several Windows™and Internet based applications,to include Compensation Manager® (HRMP's automated point factor job evaluation and pay plan development system.)Mr.Coletti works directly with clients in the design of custom reports and programs.Additionally,Mr. Coletti has developed the HR administration and analytics interface of Performance Manager®,HRMP's automated performance management system. ©HR Management Partners,Inc.2003 SERVICES &PRODUCTS 'Ok^#^^.;GH^t; HRMP is a Florida based company with three (3)service offices strategically located rhrrtnnhn!,t me state to best serve the needs of our clients.Our Corporate Headquarters are^S^S^Sl^^our East Regional Office is located in Palm Beach County, anTour West Regional Office is located in the Tampa Bay/St.Petersburg area. Software &Web Services Technical Services 4258 Cardinal Way S.,1st Floor St.Petersburg,FL 33712 Arkadi Coletti Software Systems Engineer Programming Staff H Software Support Staff Jack Coletti Web Systems Engineer -Programming Staff Web Support Staff Juana "J.C."Ayers President CorporateHeadquarters Central Division 1938 Westpointe Circle,Ste.350 Orlando,FL 32835 Consulting Services Central Division 1938 WestpointeCircle,Ste. 350 Orlando,FL 32835 William Campbell Senior Project Consultant Staff Consultants Technical Writers i Administrative Staff ©HRManagementPartners,Inc.2003 Admin Assistant Claudia Fernandes Consulting Services East Regional Division 3190 Mariner Way,Suite 100 Lantana,FL 33462 Lorri Barefoot Senior Project Consultant Staff Consultants Technical Writers SERVICES &PRODUCTS Products ScbERviCES v^iM&MM^::':::MW:im Compensation Manager®. In developing an effective compensation and classification structure the overriding goal is toestablishasystemthatisinternallyequitableandexternallycompetitive.To achieve this goaLTsnecessarytouseavalidandreliablepositionclassificationandevaluationsystemtoSeter^ne the relative worth of each position.To ensure internal equity,each position must beSbyevaluatingeffort,skill,responsibility and working conditions ,n accordance with theEqTaTpayActof1963.The pay plan(s)should be evaluated for vertical and horKontoconsistencyaccordingtothesecriteria.Equal pay for equal work and equa pay forcomparableworkmustbeestablishedwithinthepaystructuretoensureinternalequity. HRMP has developed and utilizes aWindows™based system Compensation Manage,®^n evaluation system that utilizes Point Factor Analysis and integrates current market datatroughUnearRegressionModeling.The system's utilities facilitate efficient response to bothorganizationalandmarketdrivenchangesandrequirements,and provide accurate,defensible analyses with multiple reporting and tracking options. !^SS^Sjobs are evaluated against the same universal criteria and atotal point score is generated for each classification,thereby creating an internally equ.table hierarchy, as illustrated below in Figure 1. Figure 1 The evaluations provide a quantitative score for each position and identify similar positions in the current plan.For each job,the following factors are measured in the software to establish internal equity: Training &Education Related Experience Communications Leadership Occupational Hazards ©HR ManagementPartners,Inc.2003 Decision Making Complexity Organizational Impact Physical Effort Working Environment 'vSri-w^'••:J&- Jm SERVICES &PRODUCTS "''d n 're kSp^^S AFF ™~~ •it «K'-''Y::..:':"^W^^lp^^ "wKJoj St""!?* :i:tS;;:ft^:::^-r Pay plan administration and maintenance .... UddS your entire pay pi«n by parentageincr^fcni*In oneveasy s.epr. ^tensive reporting,including internal,external;andcustom reports..::. Ensure internal and external competitivenessy.a linear regression modeling. p'esigfVbp'en:Stepor Split pay plans. Multiple costscenarios/implementation options.:.•.................................... The software utilizes the HRMP default system factors,as noted in the above illustration. However,the program is also able to incorporate an organization's current point factor evaluation methodology if suchasystemisinplace. External Market AnalysisExternalcompetitiveness must be achieved through the analysis of current competinglabor market data.HRMP conducts an annual market survey for the Flonda Public Personnel Association (FPPA)that includes over 250 benchmark positions.HRMP also conducts custom surveys for clients. Surveys.us®Survey Utility... Market studies are conducted by means of an online state-of-the-art survey utility, Surveys.us®.HRMP developed and designed the automated survey utility to virtually eliminate error rate and expedite compilation of survey results. ©HR Management Partners,Inc.2003 SERVICES &PRODUCTS The online survey utility allows clients to monitor,comment,and raise questions regarding thelu^ey data dulg he course of study.The automated utility incorporates those crfenafSaaasnecessarydatatosolicit.The following screen is an example approach for a custom survey format designed in Surveys.us®. HRMP's Surveys.us®utility resolves two historically problematic areas for surveys: 1.Survey participants are able to expeditiously and conveniently respond to survey content,thereby significantly raising the response rate. 2 Survey results are continuously processed and simultaneously monitored for that data which fall outside the boundaries of "useful and valid"information.Because the client can monitor the data as it is compiled,issues can be "highlighted"and addressed poor tothesurvey's final reporting andpresentation. ©HR Management Partners,Inc.2003 SERVICES &PRODUCTS HRMP recognizes that not all employers have online access to this utility.For those enWes HRMP provides the survey content in a format compatible with their ,n-use systems (electronicorhardPcop3Datareceivedfromtheseemployersareprocessedandintegrate.into thesurveycompilationwithin24hoursofreceipt.Thus,all data received (regardless o format)are processed into the survey utility,thereby allowing the client to monitor survey activity. SlnTlnSSierarchy is established and the external market data is collectedCompensaLManager®"then integrates both sets of data for the benchmark job classifications using linear regression.The purpose of linear regression is to establ sh a correlation between the internal point scores and the external market values and creates a^n7of best fit".This becomes the pay line (also referred to as the regression line)upon which thesubsequentpay structure isbased. The purpose of point factor and linear regression analysis is to establish a pay regression line for incorporating all jobs of an organization into an internally and externally equitable pay structure Thus,a foundation is established in the Compensaf/on Manage,®system that serves as a tool to predict market values for those jobs for which reliable market data is difficult to secure or otherwise unavailable.This process is illustrated in Figure 2. Figure 2 Economic anomalies within the marketplace are also identified during this phase of a project.Economic anomalies are those positions for which market values are inflated or otherwise inconsistent dueto shifting supply anddemand conditions. HRMP's strategy for addressing these types of positions is application of the Economic Adjustment Factor (EAF),available in the job evaluation screen of the Compensation Manager®software.This feature allows an organization to address recruitment/retention issues without violating the integrity oftheevaluationsystem. Pay Plan DevelopmentNextthepaylineisused as the foundation for the development of the actual pay structure.It is at this phase of a project that various pay plan designs would be considered. HRMP and HR administration would discuss the client's goals and objectives and consequently the applicability of various plan designs,to include broadbanding,inverted pyramid,modified inverted pyramid,etc.Once the pay structure is designed,all employees g ©HR Management Partners,Inc.2003 SERVICES &PRODUCTS are allocated to recommended classifications and pay ranges.Finally,the financial impact and plan implementation is developed. S ^«ne specific needs of each denization,several cost scenanos can be conMtoml r^tbv employee to bring staff up to the proposed pay range minimums is the mostSSaS^lWSn and is always provided.The anatysis report details each emptoyeeb,Svee number job code,position number,division,department,proposed pay grade andoarangeproposedsalaryanddollaramount(if any)of proposed salary adjustment ThusAXS'tion is provided atool with which to conduct in-depth internal review of the proposed plan. Ariditionallv the system has the capability to allocate employees within the proposed payranaera^ng to longevity or time in classification.This feature of the system allows^rglnLti^s to address the issue of entry-level compression,which often occurs when pay rangesareadjusted. Entry-level compression occurs when newer employees are proposed for a salary increasefduetopayrangeadjustment)that places the newer employee's compensation a arnearthacompensationoflongertermmoreexperiencedemployees.By allocating all employeesSjftotimeinclassification,each employee's longevity and expenence .n the classificationis taken into account The svstem also has the capability to allocate employees within the proposed pay rangesI^coSto performance history.This allows an organization to reward "exceHent"performers.SssfuT performers,"development required"performers,and "substandard"performers according to agreed upon proportionate range penetration percentages. Another option is to allocate employee salaries within pay ranges based on both time inDosrfonandperformancescores.Thus,in the event two (2)employees ara working .n aclassfficafenfo"the same length of time,the employee that has achieved the higherperforrnlnceratinghistorywillbeslottedfurtherintotherangethantheemployeewhohas lower performance scores. All implementation recommendations and other reports can be exported into multiple softwareformatstoincludeMicrosoftExcel,Microsoft Word,Microsoft Access,WordPerfect,Lotus 123,pdfandtxtformats. Pav Plan Administration &Maintenance m.Compensation Manager®includes tools and utilities that make pay plan admimstration and maintenance easy and expedient.New and modified jobs are eas.ly integrated into the pay^Regression line updates and percentage increment increases of the pay plan are readily accomplished within the maintenance module of the program. Clients also have the option of retaining the services of HRMP on an on-going basis to address new job classifications,reclassifications,market updates and general plan maintenance. 10©HR Management Partners,Inc.2003 SERVICES &PRODUCTS Performance Manager®... HRMP has developed and utilizes a 360°performance appraisal system,Performance Manager®. SERVICES &PRODUCTS Job Descriptions... HRMP drafts job descriptions that consider the legal requirements of applicable employment laws Job content data is collected from both the position incumbent and the immediate supervisor,who are jointly considered to be the "subject matter experts". Job descriptions include the following information: -A general description of duties to reflect the nature of work performed in the job classification and level of responsibility associated with the job •Minimum education,training and/or experience requirements necessary for entry into the work classification •Essentialfunctionsofthework classification •Additional functions ofthe work (when applicable) •Accepted compliance standards and language applicable to provisions of the Americans with Disabilities Act (ADA)and EEOC guidelines and regulatory standards (when applicable). Incentive Pay Programs... Incentive pay programs are visible and powerful communicators of organizational goals, priorities and values.HRMP develops incentive/variable pay systems that effectively address the goals and objectives of an organization.The plans include short-term incentives at the individual or team non-management level through long-term executive plans that are tied to strategic organizational objectives.Incentive plans include,but are not limited to Pay for Skill/Knowledge,Piece-Rate Pay,Gainsharing/Profit Sharing and Individual/Team Bonus Plans. •PayforSkill/Knowledge •Piece-Rate Pay •Gainsharing/ProfitSharing •Individual/Team Bonus Plans Additional Products &Services... HRMP partners with clients to address a wide range of Human Resource issues. Guidance,assistance and full service packages are available for the following: •Employee Handbooks •Personnel Policy Manuals •Management TrainingPrograms. 12©HRManagementPartners,Inc.2003 Client Dania Beach,Mary McDonald,HR Director (954)924-3630 100W.Dania Beach Blvd Dania Beach,FL 33004 Wilton Manors,Brenda Clanton,HR Director (954)390-2125 524NE 21st Court Wilton Manors,FL 33305 Broward Community College (BCC),Elizabeth Campbell,Compensation Administrator;Leslie Higgins,HR Director, (954)761-7422 225EastLas Olas Blvd. Fort Lauderdale,FL 33301 Broward Sheriffs Office Joanna Hely,Comp& Classification Manager; (954)321-4418 2601 W Broward Blvd.Ft Lauderdale,FL 33312 CityofTamarac, Maria Swanson,Personnel Director,7525 NW 88th Ave Tamarac.FL 33321 City of Coral Springs Margie Moale,HR Manager,(954)344-1152 9551W Sample Road Coral Springs FL,33075 HRMP conducted acomprehensive market analysis and classification and compensation study to establish internal and external equity for the City in the local and regional labor market HRMP then provided City staff with tools and training for effective maintenance and administration of the approved class and compensation plan. HRMP conducted acomprehensive salary and benefits analysis and classification and compensation study to establish internal and external equity for the City in the local and regional labor market HRMP will be providing plan maintenance for the City moving forward. HRMP developed and automated BCCs web-based online market survey to analyze compensation programs of the College's competing local, regional,state and national competing labor market HRMP conducted a comprehensive classification and pay study for BCC Administration and Career Employee groups,and implemented and conducted HR staff training in pay plan maintenance and administration using HRMP's Windows™ based point factor job evaluation system.The College also implemented HRMP's 360°performance appraisal system,Performance Manager®.The College employs approximately 750 employees included in the study. Installed HRMP's Windows™based automated job evaluation software. HRMP completed acompensation labor market survey for the Sheriffs local,regional,statewide,and national competing marketplace.HRMP conducted job analysis for the Sheriffs Office Professional employee group, and training for HR staff in administration and maintenance of the new pay and classification plan(s).The Sheriffs Office employs approx.3500 employees. HRMP maintains the City's classification and compensation study through quantitative point factor analysis.HRMP conducts market review and analysis,job analysis,new classification development and reclassifications. HRMP has maintained the City's pay and classification plan for two (2) years. HRMP developed an automated custom job evaluation system that incorporated the City's current job analysis methodology.HRMP installed the automated system and trained HR staff in on-going maintenance and administration of the City's pay and classification plan.The City employs approximately 475 employees that were included in the study. HR Management Partners,Inc. 1 Of 4 Village of Wellington Leigh McPhail, HRDirector, (561)7914000 14000 Greenbriar Blvd. Wellington,FL 33414 City ofCooper City,Florida Michelle Alvarez 9090SW 50th Place Cooper City,FL 33329 (954)434-4300 City of Palm Beach Gardens Mary Smith,PHR, HR Manager 10500 N Military Trail,Palm Beach Gardens,33410 (561)799- 4227 Florida Public Personnel Association (FPPA),Linda Skelton President (954) 344-1152 Florida League of Cities (FLC),Carol Westmorland, (850)222-9684 HRMP conducted acomprehensive market analysis and classification and compensation study to establish internal and external equity for the Village in the local and regional labor market and implemented HRMP's automated job evaluation software for the Village to administer the new pay plan. HRMP then developed new comprehensive classification/job descriptions. The Village employs 200 employees that were included in the scope of study.aiuuy..-::rHRMPconductedacomprehensivemarketanalysisandclassificationand compensation study to establish internal and external equity for the City in the local and regional labor market HRMP has completed a comprehensive,market survey,classification and compensation study for the City's non-represented professional employee staff.The City is implementing HRMP's automated job evaluation software to administer and maintain the approved pay plan. HRMP developed and automated FPPA's web-based annual Statewide Salary Survey,and has partnered with the Gehring Group to automate FPPA's 2001 Statewide Benefits Survey.HRMP is the developer and Official Sponsor of FPPA's web page.Surveys are conducted and updated by HRMP on an annual basis and encompasses,at aminimum,250 benchmark job classes.The Association has 500 State of Florida member organizations. HRMP and FPPA partnered with FLC to conduct the largest annual statewide Salary Survey in Florida.This years survey includes approximately 275 benchmark job classes and participation is at approximately 282 organizations state-wide. City of Sarasota,Florida Linda McKinney,Deputy DirofHuman Resources Dept 15651st Street Room 301A Sarasota,34230- 1058(941)954-4137 HRMP is scheduled to complete a comprehensive,market study and classification and compensation study for the City-wide staff.The City is implementing HRMP's automated job evaluation software to administer and maintain the approved pay plan. Sarasota Airport Authority Anita Eldgridge, HR/Finance Manager 6000 Airport Circle Sarasota,FL 34243 (941)359-5200 ext 235 HRMP conducted a comprehensive market analysis and classification and compensation study to establish internal and external equity for the Authority in the local and regional labor market HRMP then provided Authority staff with tools and training for effective maintenance and administration ofthe approved class and compensation plan. HR Management Partners,Inc. 20f4 City of Clearwater,Florida Rick Ebelke,Assistant Dir of Human Resources (727)562-4846 100 S.Myrtle Ave Clearwater,FL 33756 PinellasCounty Chester Johnson, HR Supervisor, (727)464-5070;400 SouthFt Harrison Street Clearwater FL,33756-5113 CityofOcala Sandra Wilson, HR Director (352)351-6663 2100 NE30th Ave, Gate 4;Ocala,FL 34470 City of Eustis AnnIsaacs,Dir,HR 109-AE.Orange Avenue Eustis,FL 32727 (352)483-5472 Marion County BOCC AnitaDriscoll.HRManager (352)620-3380 601 S.E.25th Ave Ocala,FL 34471 Marion County Sheriff Jerry Holland,Finance Dir. (352)368-3534 P.O.Box 1987 Ocala,FL3478 HRMP has completed a comprehensive classification and compensation study for the City's non-represented professional staff.The City is implementing HRMP's automated job evaluation software to administer and maintain the approved plan.HRMP is scheduled to complete a comprehensive classification and compensation study for represented staff. HRMP developed and conducted an employee bi-directional scale survey rating importance and difficulty of identified BFOQ's,and conducted a workshop on skill-based pay to assist the County in implementing an alternate pay system for the Utilities Department HRMP conducted job evaluation/classification ofthe County's exempt MIS management positions. HRMP consolidated the City's classifications,provided a regional market analysis report,installed our automated job evaluation system,and conducted training in evaluation of classifications and pay plan development The City also implemented our 360°performance appraisal system,and is currently aBETA site for development and implementation of HRMP's automated Performance Manager system.The City employs approximately 800 employees included in the study. HRMP conducted a comprehensive market analysis,benefits,classification and compensation study to establish internal and external equity for the City in the local and regional labor market and implemented HRMP's automated job evaluation software to administer the new pay plan.Additionally,HRMP conducted a Performance Management workshop for City management in effective performance appraisal and management systems. HRMP conducted a comprehensive market analysis,benefits,classification and compensation study to establish internal and external equity for the County in the local and regional labor market and implemented HRMP's automated job evaluation software to administer the new pay plan. HRMP conducted a comprehensive market analysis,benefits,classification and compensation study to establish internal and external equity for the Sheriff in the local and regional labor market and implemented HRMP's automated job evaluation software to administer the new pay plan. Lake County Sphool District Susan Moxley,Asst Super. (352)253-6518 201 W.Burleigh Blvd. Tavares,FL 32778 HRMP conducted a comprehensive market analysis,benefits,classification and compensation study to establish internal and external equity for the District in the local and regional labor market and implemented HRMP's automated job evaluation software to administer the new pay plan. HR Management Partners,Inc. 3Of4 City of Maitiand,Florida Theresa Walker, HRManager 1776 Independence Lane Maitiand,FL 32751 (407)539-6218 HRMP has completed a comprehensive classification and compensation study for the City's non-represented professional staff.The City is implementing HRMP's automated job evaluation software to administer and maintain the approved plan.The City is currently amaintenance client HR Management Partners,Inc. 40f4 Page 1 of 1 Personnel ^ From:ToddOsburn [tosburn@mgtamer.com] Sent:Monday,October 13,2003 4:24 PM To:Personnel@cityofeouthmiami.net Cc:Jeff Ling Subject:letterproposal Jeannette, Please find attached the letter proposal that Jeff indicated he would send.Thank you for considering MGT of America.If you have any questions,please call Jeff at 512-799-6345. Todd Osburn Consultant MGT of America 2/24/2005 years of innovative management consnlthn. October 10,2003 Jeannette Enrizo City ofSouth Miami 6130 Sunset Drive South Miami,FL 33143 Dear Jeannette: MGT of America,Inc.is pleased to submit this letter proposal to assis«the City of South Miami with a comprehensive salary survey.We believe you will find thatMGTisunSuelyqualifiedtoconductthisimportantworkforyou.We offer a highlyquaifiedteamofprofessionalswhohaveworkedwithanumberoflocalgovernmentsacrossthecountryoncompensationissues.We are currently workinq with the City of Miami in a similar capacity and feel that we can leveragethatexperiencetoofferahighquality,yet cost effective solution to.your ineeds.We possess proven innovative,yet practical,tools that provide a solid foundation for making decisions on overall compensation issues. We have divided our response into three major sections:our understanding of your needs,approach and methodology,and proposed cost. Understanding Your Needs We have summarized your needs and important supporting information to include: •The City of South Miami desires to conduct a market salary analysis for all of its approximately 68 job titles (classes).To properly conduct the salary analysis,it will be necessary to obtain comparable salary information from similar organizations.Some of the classes will require national comparisons while others will require local,regional orstate comparisons.The determination of the proper salary peers will needtobemadebytheconsultant with maximum input fromCity personnel. •Our survey will obtain hiring rates,minimums,maximums,and midpoints for the relevant City classes.For each surveyed class,the analysis should contain a rating of the match, number ofincumbents,and average years of service. •In addition to obtaining thepertinentsalary information,we believethatthe selected consultant should develop a proposed salary range for each class based on the market dataand existing internal equityrelations.This information could beused by the City to assess thecost ramifications of any changes tothecurrentpayplan. •Overall,the objective ofthe study isto produce an analysis thatincludescomparablepositionsinlocalgovernments, agencies and commissions,and,where relevant the private sector.Thisinformation serves as thefoundationfor recommendations on altering levels of compensation to produce a pay system that is market driven and internally equitable. Approach and Methodology Recruitment and retention of quality personnel will be among the greatest organizational performance challenges of the 21st century.MGT,in an effort to assist our public sector clients in dealing with this challenge,has developed an approach that helps human resources professionals ascertain the labor market value for its classifications and put this information into context and perspective. Firm Qualifications MGT was founded in 1974 asa public sector consulting firm with an emphasis on providing quality public sector consulting.Today,MGT continues to serve hundreds of clients through comprehensive consulting engagements throughout the public sector.Since our inception, MGT of America,Inc.has partnered with public sector entities to help develop innovative solutions for the challenges and problems they face.The firm has provided services to over 2 500 clients in 49 states,Puerto Rico,and several foreign nations.MGT employs more than 140 professionals in our offices in Texas,California,Washington,South Carolina,as well as our corporate headquarters in Florida.The proposed team for this project is based in Tallahassee, Florida and works in South Florida throughout the year.Helping to create innovative solutions to public sectorchallengesis all wedo. MGT holds firmly to the concept that our job is to help clients become more proficient and progressive than others in their field.We have conducted studies for a wide range of public and private sector clients,including: •state,regional,andlocal governments; •school boards and state departments ofeducation; •community colleges,universities,Governors'offices,blue ribbon committees,legislatures,andBoardsofRegents;and •specialized districts (such as transportation,aviation,parks,water management authorities)and health and human service organizations (including state hospitals,medical facilities,aging and elder affairs,mental and public health,social services,juvenile justice,and drug and substance abuse centers). The Human ResourcesPracticeat MGT has performed over100compensation studies.Primary fields of emphasis include classification and compensation analysis, benefits studies,strategic planning,human resourcesauditsand executive searches. Based on its work in Memphis,Tennessee,Oklahoma City,Oklahoma,Miami,Florida and Baton Rouge,Louisiana,the Human Resources practice at MGT hasbecomea recognized leaderincompensationanalysis. Work Plan We have designed a straightforward,practical work plan presented in a proposed sequence of work tasks beginning atthe selection dateand ending with a final report. Objectives: •Agreeonthe scope andbreadthofthestudy. •Establish a project management plan. •Gain a comprehensive understanding of your specific objectives and expectations. •Finalize schedules. •Determinethepositionstobeincludedinthestudy. •Determine theknowledge,skills,expertise,certifications,and experience essential tofull job performance. Work Activities: • 1.1 Meet with the appointed Project Manager anddesignated officials to accomplish the following: •reviewthetechnical approach andworkplanto make any necessary modifications; « •finalize theproject schedule andassignproject responsibilities;and •establish a schedule for communicating project activities. 1.2Meet with theProjectManager,and,asappropriate,anyothertopstafftoreviewthe objectivesofthestudyand identify policy andissueconcernstobe addressed while conductingthestudy.Thedata collection methodologyshouldbe discussed duringthis meeting. 1.3Revisethe original workplanand finalize thetimelinesfor each projecttask,adjustingthe following elements,as needed: •data collection approach,in terms of questionnaires related documentation; tentative project schedule; revised time schedule for deliverables;and monitoring procedures. 1.4 Obtain pertinent reports and background materials relevant to the review,including: •turnover reports and other relevant operational documents; •tables of organization and class/job descriptions of included staff; •elements of any personnel policies that relate to position classification,class descriptions,benefits,andpayplanissues; •any previous human resource studies,program evaluations,or other reports thatareapplicabletothis project;and •if available,any materials used in determining the scope and direction of this study. 15 Meet with the Project Manager to discuss (if desired)the approximately 50 positions identified by CITY for assessment.Provide any questions related to the positions tothe Project Manager for feedback. 1.6 Review the approximately 68 positions provided (if desired)and the documents collected in Activity 1.4.Produce an occupational group listing that demonstratesthe internal equity relationships present in thecurrentpay plan. Deliverables: Initiation meetings Revised workplanandtimelines Occupational Group Listing ^^-.^•-:-^^-:^l Objectives: •Determine approach for comparison. •Determine targets for comparison. •Collect compensation,salary trend,and pay plan method data from targets. Activities: 2.1 Discuss anddeterminetheapproachfor comparison.Meet with theProjectMangerto discuss which classes will becomparedatthe local,regional,stateand national levels. 2.2 Assemble a preliminary list of organizations with positions similar to those identified in Task 1.0.Createa stratification report to illustrate the division oftargetsbetweenstate agencies, local governments,and private organizations.Differentiate between primary and secondary sourcesforthedatatobe gathered.Gain approval ofthe list andthesourceofthedata from the project manager. 2.3 Create a survey instrument to collect the primary data needed.The surveys should ask questions regarding each of the selected positions,salary trends and pay plan approach.At a minimum the survey instrument should request data on minimums,maximums and typical hiring rates for each position.Gain approval of the survey instrument and the associated response rate projection from the Project Manager. 2.4 Issue the survey to the targets. 25 Use proactive response rate techniques to ensure that representative data will be collected. MGT utilizes pre-and post-postcards and e-mails to alert potential respondents of the arrival anddeadline associated with thesurvey instrument. 26 Collect data from secondary sources,such as trade associations,professional associations, MGT databases,and national/regional human resource associations.Our approach to secondary data collection centers on collecting two redundant data sources to ensure accuracy and comparability when dealing with compensation. 2.7 Merge data from the returned survey instruments and secondary sources into a single compensation andtrends database. 28 Analyze the compensation differentials for the selected positions.Produce actual and percentage differences from mean and median.Indicate the level of similarity of each computation and maximize the compatibility in the final analysis. 2.9 Produce descriptive statistics to summarize the compensation analysis. 2.10 Provide descriptive statisticstothe Project Manager for review. Deliverables: m Target List •Survey Instrument •Summary Statistics Objectives: •Prepare final report. •Prepare presentation. Activities: 3.1 Combine the data and information collected from Task 2.0. 3.2 Write adraftreportthatsummarizesthemethodsused,compensationcomparisons, trends,and recommendations. 3.3SupplythedrafttotheProject Manager forfeedback. 3.4 Incorporate the feedback and issue a final draft. 3.5 Prepare a presentation summarizing the findings and recommendations of the report. 3.6 Presentthe presentation andthe report to the City. Deliverables: •Draft Report •Final Report •Presentation Schedule of Work The schedule is built around starting in August 2003 and reaching completion by October 31, 2003. October 2003 November 2003 December 2003 Assigned Consultants Wehaveselectedateam with extensiveexperience working with compensation issues and making recommendations for public sectorclients. Partner-in-Charge:Dr.Jeff Ling.Dr.Ling's consulting experience includes humanresource management,strategic planning,research methodology,statistical analysis,anddata management.He alsohas extensive experience conducting classification and compensation studies for government agencies.Dr.Ling taught atthe College of Wooster and Iowa State University andhas worked in domestic and international market analysis.Since joining MGT, Dr.Ling hasmadea significant contribution tothe firm's Human Resources practice area, designing statistical analyses to ensure equal employment opportunities for stateand local government employees nationwide. Recently,Dr.Ling was Partner-in-Charge for a comprehensive classification and compensation for the City-Parish of Baton Rouge.For this project,MGT surveyed thelabor market for 49 classifications andproducedanew classification and compensation system for the City-Parish. The project wasthe first comprehensive classification and compensation project conducted by the City-Parish since 1990. Hisproject experience includesservingas: •Project Director foracomprehensivesalarysurvey for the State of Florida DepartmentofManagementServices.Over100benchmarkpositionswere includedinthesurveyofover300publicandprivate employees across the southeastern United States to capture current salary practice data and to study various pay administration practices of state employees.The salary survey was a high-profile study for the State of Florida,and was presented tothe State of Florida Legislature and the Governor's Office for review. •Partner-in-Charge of a comprehensive classification and compensation analysis for the Memphis Public School District.The study resulted in the consolidation of classes and changes to the pay plan that made the District's salaries more in line with market rates while maintaining internal equityrelationships. •Project Director on a study for the Florida Office of the Attorney General to determine salary levels for public sector attorneys.Dr.Ling performed a statistical analysis of the current pay structure and provided evidence necessary for making changes to the attorney pay scale at the OAG. Project Director:Mr.Todd Osburn.Mr.Osburn brings valuable experience in organizational effectiveness,human resource management,and performance management.He has experience in project management,database management,and qualitative and quantitative research.Prior to joining MGT,he taught courses in Public Policy and Research Methodology at Florida State University and previously served as Vice President of Operations at Imco Div.Inc., a mid-sized private sector manufacturing and distribution company.He gained experience in human resource management asthe compan/s Human Resources Director.Some of his recent projectsareincluded below. •Project Director for a comprehensive classification and compensation project fortheCity-ParishofBatonRouge. •Project Director for a comprehensive and compensation project for St Clair County,Michigan.The study resulted in a broadband solution that led toa performance-orientedclassificationsystem. •Project Director for a classification and compensation project for Fayette County,Georgia.The study,ratified by unanimous approval bythe Board of County Commissioners,wasthe first classification and compensation study implemented bythesuburban Atlanta county since 1998. •Consultant onastudyforMemphis City Schools to assist witha compensation and classification study of all administrative and clerical staff. •Project Manager for a compensation study for the Florida Public Defender Association.Theprojectresulted in increasedrevenue allocation forpublic defenders in Florida andimprovedcompensationfortheattorneys working in these offices. Project Team Member:Ms.Stephanie Allen.Ms.Allen hasservedasteam member,research assistant,andanalystfor MGT's Human ResourcesManagement Consulting Practice,andhas participated in.a wide variety of research and analysis taskssince joining our staff in 1999.She holdsaB.S.degreeandhas applied much ofher training to classification and compensation studies.Some of her past experience includes: •Analyst on a classification and compensation study of approximately 900 positions in approximately 212 classifications for the Daytona Beach Community College. •Analyst on a comprehensive classification of jobs for Southern Polytechnic State University.Completed an analysis ofeach non-instructional job within the university for the purpose of determining specific duties,responsibilities, job requirements,andthe need to create new job descriptions. •Project Manager ona study for Memphis City Schools toassist with a compensation and classification study of all administrative and clerical staff. The study involved making classification revisions,correcting internal equity issues,andrecommendingexternal equity options. •Lead Analyst ona study toassistthe Alachua County Property Appraiser's Officeintheclassificationof10keypositions.Inadditiontotheclassification work,MGT conducteda market salarysurveyand provided the County Appraiser's Office with a total compensation and classification plan. Proposed Cost Our proposed cost for completing the Compensation Analysis is contingent upon the number of classes surveyed.Thecostofthe study will be $18,000.This includes all hours andexpenses associated with the project Once more,weappreciatethis opportunity to provide ourplan for addressing City's needs.We are very interested in working with you and will be happy todiscussanyfacetof this proposal. Should you haveany questions about this proposal,please contact meviaanyofthe following means: Dr.Jeffrey Ling Partner and Director of the National Human Resources Practice Phone #850-386-3191 Cell #:512-799-6345 Fax #850-385-4501 Email Address jling@mgtamer.com Again,I thankyouforyourconsiderationofthisproposal. Sincerely, Dr.Jeffrey Ling Partner and Director of the Human Resources National Practice