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STANDARD PARKINGC Q) Management Operations and Maintenance Parking System for the City of South Miami South Miami, Florida Original Submitted to Maria M. Menendez City Clerk's Office City of South Miami March 3". 2009 Management Operations and Maintenance Parking System for the City ofsoufl2 Miand South Miami, Florida Submitted to Maria M. Menendez City Clerk's Office City of South Miami V 4 ? South Miami It March 3rd, 2009 Standard Parking Ainhiance in Parking® `02009 by Standard Parking Corporation. All rights reserved. No material may be used, reproduced or distributed without the mritten permission of Standard Parking Corporation. Table of Contents Executive Sununary A Experience B References C Contracts Terminations /Cancellations D Capability & Skill E Additional Services To Be Provided F Exceptions ;f, Performance Bond H Standard Parking 901 South Miami Avenue Suite 303 Miami, Florida 33130 (305) 377 -2208 • Fax (305) 377 -2268 March 3`d, 2009 Via Hand Delivery Maria M. Menendez City Clerk City of South Miami 6130 Sunset Drive South Miami, Florida 33143 Re: Notice of Request For Qualifications RFQ# FN090303 Dear Mrs. Menendez: Standard Parking (NASDAQ:STAN) is pleased to present its proposal to provide management services for the City of South Miami Management Operations And Maintenance Parking System For The City of South Miami Request for Qualifications, RFQ- FN090303. As a leading national provider of parking meter collections, parking meter maintenance, parking enforcement, ticket processing, parking studies and all associated activities dealing with municipal parking, we are uniquely qualified to partner with the city to provide the cost - effective, first -class parking services contemplated by the RFQ. Our proposal draws on our experience operating parking facilities for municipalities across the country and a wide range of parking enforcement and collection services for Fort Myers and Miami Beach, Florida; Great Falls, Montana; San Mateo, California; Bloomfield, New Jersey; and New Orleans, Louisiana where we currently operate 400 pay and display machines and collect S4M to $6M annually. In addition, our professional staff is qualified in consulting services that can evaluate a complete municipal operation and implement strategies to improve the overall program. We are positioned to assist with any new development and revitalization efforts the city may be planning. We can help the city become more efficient and maximize their potential revenues. It is our goal to provide first class professional parking management services for the City of South Miami. As will be evidenced throughout this proposal, Standard Parking Corporation uses a proactive approach to enhance customer service and partnership with the city, businesses, residents and visitors. We are committed to recruitment and training initiatives with a specific emphasis on municipal on- street parking. No other company has the level of knowledge and seasoned municipal expertise that we have. We will promote the operations and image of public parking by providing a pleasant atmosphere in an efficient, effective and cost saving approach. This will enable us to maximize revenues while at the same time _ providing a high level of customer service for the least cost by a management team highly experienced in municipal parking operations. A professional, experienced and competent management staff is essential for a parking program like the City of South Miami. We will provide consistent and effective oversight by a senior management team with over 50 years of experience operating and managing large -scale municipal parking system operations. We have expertise in every facet of municipal parking operations including parking enforcement, parking meter operations, multi -space technologies, computerized ticket writing, parking fines collection and court adjudication, special events, traffic control, valet operations and garage management. Our approach is to have clear performance objectives for our management staff, customer service personnel, enforcement and all field employees. Standard Parking has extensive knowledge in all aspects of new technology within the parking industry. This includes accepting payments on line, computerized ticket writing, multi -space machine technology, wireless technology, pay by phone systems, credit card acceptance, electronic parking meters, debit cards, automated ticket processing and notification, collection agencies, DMV registration denial and revenue reporting. We are confident that our operational efficiencies would produce an exemplary level of parking customer service while significantly reducing operational costs and enhancing revenue. Thank you for the opportunity to submit a proposal. I look forward to reviewing our proposal with you and answering your questions. Sincerely, Roamy R. Valera, CAPP David Hoyt Director, Governmental Services Vice President /Regional Manager c'X A. Executive Summary Executive Summary As the nation's premier provider of on- street and off - street parking services, Standard Parking offers its clients a depth of experience and dedication unsurpassed in the industry. We are confident that if given an opportunity our team would bring an q unmatched level of parking management service expertise to the City of South Miami A and its programs outlined in your RFQ. Below is an overview of how we propose delivering this service to the city. Unique Qualifications Standard Parking Corporation has more experience providing parking services to municipalities than anyone in the industry. As a publicly traded company, we understand the fiduciary responsibilities of collecting the public's money and accurately reporting that revenue with proven Sarbanes Oxley compliance to the City of South Miami. We have an on- street and governmental services division that specializes in municipal parking operations. The Director of On Street is Brian Scoggins, CAPP who has over 30 years of municipal parking experience, having served as Orlando, Florida's Parking Operations Manager before joining Standard Parking. Brian would be available to the City of South Miami for the duration of our contract. Our Director of Government Services is Roamy R. Valera, CAPP who has 20 years of municipal expertise serving as Deputy Director of the Miami Parking Authority, Training & Development Director for the International Parking Institute and consultant for Tim Haahs and Associates. Our experience operating the City of New Orleans, Louisiana on- street parking operations alone set us apart from the competition. We average $4 to $6 million per year in parking meter revenue. We installed, maintain and collect revenue ftom 400 Parkeon multi -space parking meters utilizing Parkfolio software. Additionally, we operate 275 Parkeon multi -space meters in the City of Miami Beach, Florida. Customer- Driven Corporate Philosophy Standard Parking's employees would act as "ambassadors" to the City of South Miami. Our commitment and mission would be to utilize technology, innovation and training to deliver superior customer service to city residents, merchants and visitors. Award - Winning Training and Customer Service It would be our mission to provide first - class, professional parking management services for the City of South Miami. Standard Parking would use a proactive approach to enhance customer service by partnering with the city, local businesses, residents and visitors. We would use our award - winning training programs to ensure that every customer is served with the utmost courtesy and respect. All of our employees in South Miami would be required to complete our training programs so that every customer is treated as a unique individual with specific needs. Revenue Controls Standard Parking's extensive revenue control procedures would be put in place to ensure the collection and accurate reporting of all revenues. Our multi -level accounting and audit procedures would start with the effective use of the system software including our own proprietary revenue control software, Parkeon Parkfolio, Digital Payment EMS and Complus Data Innovations. All aspects of daily cash and non -cash transactions would be examined and integrated into Standard Parking reports. These reports would be reconciled electronically each day to bank deposits. Technology Specialists Standard Parking has extensive knowledge in all aspects of new technology within the parking industry due to our many municipal clients. This includes accepting payments online, computerized ticket writing, multi -space machine technology, wireless technology, pay -by -phone systems, credit card acceptance, electronic parking meters, debit cards, automated ticket processing and revenue reporting. Standard Parking provides clients with a turnkey solution to maximize the return on investment gained from procuring any further new equipment such as additional Parkeon or Digital Payment Technologies multi -space meters to continue the automation of the city's parking operations. Through our Advanced Parking TechnologyT1' operating division, our Standard Equipment & Technology Upgrade Programs" services (SETUPS") leverage cutting edge technology, experienced subject matter experts and superior revenue control procedures to manage an equipment implementation project from initial design to ongoing maintenance. Standard Parking adds value by using its buying power to pass on significant cost savings to the client while executing the steps necessary to make the project a success. With so much experience with multi -space hardware, software and installation of automated technology, clients benefit from a wealth of experience only Standard Parking can provide. SETUPS"' would be available to the City of South Miami for the evaluation of existing technology, during the installation of already purchased technology and identifying new technology and equipment to continue to expand automation and technology of the program. Comprehensive Client Reporting Client Views", our fully- secured Internet -based system, gives clients the flexibility and convenience to access and download monthly financials and detailed backup reports, including statement of Revenue and Expense, Labor Analysis Report, Revenue Summary Report, General Journal Report and 13 -Month Trend Analysis. The system also provides line item drill down capability (general ledger detail, vendor reference and scanned image of invoices), rolling 24 -month historical data and the ability to convert reports to Microsoft Excel files. Partnering with the City of South Miami We believe that our credentials, vision for the future and commitment to unrelenting personal attention from our executive and senior management provide the basis for our confidence in our team's ability to meet the expectations of the City of South Miami. We look forward to being your partner of choice for parking management services. Overall Project Experience and Performance Describe your established parking management experience, which are related to the services to be provided in cities similar to South Miami. Our parking management experience extends well beyond the required five (5) years in municipal parking program, and it includes meter collection, maintenance and enforcement. We currently manage several municipal contracts similar to the city of South Miami, with a minimum of 700 on- street spaces and enforcement of a city parking garage, exceeding the minimum requirements of the RFQ document. We have a proven experience in the marketing and branding of parking programs, as well as the issuance and management of a parking citation system. We have gained extensive experience in the installation of new and upgraded parking equipment with a multiple of municipal clients. The following is an example of our overall experience over the last five (5) years: City of Fort Myers Parking System Fort Myers, Florida City of Fort Myers Michaelene Beaudin Contracts Coordinator 2200 2nd St Fort Myers, F133902 (239) 461 -3711 Since May 2004 Description: Manages entire Parking System. Provide parking enforcement on and off street, meter collections & maintenance, processing and collection of parking violations, on street permit program, garage and surface lot operations, event parking, consulting, marketing and customer service. 800 single space meters City of Great Falls Montana On - Street Parking Management Great Falls, Montana City of Great Falls, Montana Kim Johnson, Parking & Zoning Supervisor Parking and Zoning Manager #2 Park Drive South Great Falls, Montana 59403 (406) 455 -8405 Since 1981 Description: Provide parking enforcement, meter collections & maintenance, processing and data entry of parking violations, residential parking permit program, garage & surface lot operations and customer service. 1015 single space meters George Mason University Parking Services Fairfax Virginia George Mason University John L. Spaldo, Assistant Vice President, University Services Student Union Building II, Room 2028 4400 University Drive, MS 4A1 Fairfax, VA 22030 (703) 993 -2840 Since July 2005 Description: Manages entire parking program. Provide parking enforcement, meter collections & maintenance, processing and collection of parking violations, decal & permit program, garage and surface lot operations, event parking, mark and customer service. City of Miami Beach On Street Parking Meter Management City of Miami Beach, Florida Miami Beach Parking System Mr. Saul Frances, Parking Director 1130 Washington Avenue Suite 100 Miami Beach, FL 33139 (305) 673 -7505 Since September 2001 Description: Provide on and off street meter collections and auditing of over 8600 spaces including 6000 single space and 275 multi -space meters. City of New Orleans On Street Parking Meter Management New Orleans, Louisiana City of New Orleans Mr. Robert Mendoza, Public Works Director 1300 Perdido St. Room 5E03 New Orleans, LA 70112 (504) 565 -6572 Since April 2004 Description: Provides collections, maintenance and auditing of all on street meters both single and multi- space. City of San Mateo California On Street Parking Management San Mateo, California City of San Mateo Mr. Vince Hansen, Facilities Manager Department of Public Works 330 West 20th Avenue San Mateo, CA 94403 Phone: 650 -522 -7309 Since April 2005 Description: Provide on street meter collections, accounting and deposits for over 1000 single space and 23 multi -space meters Case Western University Hospital Parking Management Cleveland, Ohio Case Western Reserve University John G. Michalko I1, Assistant Director Parking Maintenance & Campus Operations Case Wester Reserve University 10900 Euclid Avenue Cleveland, Ohio 44106 -4902 (216)368 -2448 Since January 2005 Description: Manages entire parking program. Provide parking enforcement, meter collections & maintenance, processing and collection of parking violations, decal & permit program, garage operations, event parking, marketing and customer service. • 240 Meters • 5 Full time enforcement officers • $120,000 in enforcement revenue • $185,000 in meter collections • The meter rate is 50 cents per half hour Bloomfield Parking Authority of the Township of Bloomfield Bloomfield, NJ City of Bloomfield Karan Hochman, Executive Director Bloomfield Parking Authority 256 Broad Street Suite 2E Bloomfield, NJ 07003 973 - 680 -8960 Since July 2006 Description: Provide parking enforcement for both on street meters and municipal lots 1600 Spaces combined University of Colorado Denver Health and Sciences Center Denver, Colorado UCDHSC Mr. Bart Neu Parking Administrator Fitzsimons Building 500, Room N2218A Mail Stop F410, PO Box 6508 Aurora, Colorado 80045 -0508 (303) 724 -0049 Start Date: February 2005 Description: Provide parking enforcement on and off street, meter collections & maintenance, processing and collection of parking violations, monthly permit program, garage and surface lot operations, event parking, consulting, marketing and customer service. 8,100 parking spaces. NJTransit Enforcement and Collection Services Wayne, Clifton, North Elizabeth, Roselle Park, and Union, New Jersey NJTransit Mr. Vince De Marco Mr. Jim Lothian Parking Administrator One Penn Plaza East Newark, New Jersey 07105 -2246 (973) 491 -8200 Start Date: March 2008 Description: Provide parking enforcement at commuter rail and bus stations, processing and collection of parking violations, monthly permit program, and surface lot operations, marketing and customer service. 4,500 parking spaces. City of Pensacola Parking System Pensacola, Florida City of Pensacola, Downtown Improvement Board Franklin (Kim) Kimbrough Executive Director 41 North Jefferson St., Suite 401 Pensacola, Fl 32502 (850) 434 -5371 Since February 2008 Description: Manages entire Parking System. Provide parking enforcement on and off street, manages oversight of meter collections & maintenance, issuance of citations and processing and collection of parking violations, garage and surface lot operations, event parking, consulting, and customer service. 1500 On- Street (486 Metered) 900 Off - Street Provide a minimum of three (3) references with which the proposer has contracted to provide parking management services similar to these specified herein (RFQ). We have over 25 years experience in operating on -street parking programs for municipal and university clients (see reference letters below). Our experience with municipal on -street parking operations in other major cities — including Fort Myers and Miami Beach, Florida and New Orleans, Louisiana —makes us uniquely qualified to provide the on- street parking services outlined in your RFP. City of Fort Myers, Florida Standard Parking was awarded the parking management contract for The City of Fort Myers in May 2004. We manage all aspects of the City's parking System which included enforcement, parking ticket processing and collections, meter collections & maintenance, permit programs, event parking, garage operations r. Contact: Michaelene Beaudin Contracts Coordinator :i Fort Myers Redevelopment Agency 22002 nd St. Fort Myers, FL 33902 =1 Phone: (239) 461 -2623 City of Miami Beach Standard Parking is currently the exclusive parking operator for the City of Miami Beach which has 14,500 parking spaces of which 6,000 are single space and 250 multi -space parking meters. Standard Parking is responsible for the day -to -day operations of over $15,000,000 annually in parking collection revenues and has been doing so since 1999. We were awarded the Contract again in September of 2006. Contact: Miami Beach Parking System Mr. Saul Frances, Parking Director Phone: (305) 673 -7505 Fax: (305) 673-6540 City of Great Falls, Montana Since 1981 Standard Parking has been providing on- street parking management services including collections, maintenance and enforcement for over 1,000 on- street meters. Contact: City of Great Falls, Montana Kim McClearly Parking Supervisor #2 Park Drive South Great Falls, Montana 59403 Phone: (406) 455 -8405 City of New Orleans, Louisiana Standard Parking manages 4,500 on and off street parking meter management systems for the City of New Orleans. Standard Parking Corporation is responsible for the collections, auditing, installation and maintenance of all parking meters tirroughout New Orleans and the implementation and installation of new high -tech multi -space parking technology systems. Contact: Mayor, C. Ray Nagin City Hall 1300 Perdido St. New Orleans, LA 70112 Phone(504)565 -6580 Letters of Recommendations: fort myers retUvelopi"eM agency Jury 30. 2008 lo Whom k May Concern The City of Fort Myers contracted with Standard Parking downtown parking operations Since that timer the City has benefited from their proactive approach to overseeing the operations in our garages and on and off-street parking When Standard Parking came on board, we worked well together to meet the challenges of the transition period, even under somewhat difficult circumstances. Throughout the transition process, they were courteous to the departing contractor and judicious ioimplementing progressive changes. The parking contract was transferred to our office in October 2006. The parking management staff and the senior staff at Standard Parking continue to share their knowledge which has proven extremely helpful in our goal to promote economic sustainability downtown We are pleased with the responsive quality that Standard Parking has afforded us Should you require any additional information please feel free to contact me at (239) 321-7098 mo:om|y, . M|chao|on@8woudin Program Manager City of Miami aeath, 200 a � _... e C PARKING DEPARTMENT "e..3C an 67 <]253 February 23, 2007 Mr. Chad Spitznagle Public Services Supervisor Town of Ft. Myers Beach 2523 Estero Boulevard Fort Myers Beach, Florida 33931 Re: Standard Parking Corporation Sincerely, QQQ. {"�?{ _ Saul Frances Parking Director S eeenira M�c� 3 Dear Mr. Spitznagle: Standard Parking is the off- street staffing and on- street collection service provider for the City of Miami Beach and has been since 1999 and 2001 respectively. Standard Parking is responsible for the collections of our extensive off- street / on- street parking program including all single space and multi -space parking meters. Miami Beach is one of the largest tourist areas in the United States. Because of the high profile . 2 nature of this area it is Imperative that our parking operator is sensitive to the needs of our visitors, businesses and residents and acts in the best interest of the City of Miami Beach. They continue to meet our lofty expectations on short notice by drawing from the many resources they have. We have found their management team, with an extensive background in municipal parking, has been a valuable asset. They understand the expectations and special nuances of city government and their knowledge and expertise in all facets of municipal parking is impressive, This team has always been very proactive and responsive. Standard Parking has been an excellent business partner and I would recommend them for your operations. Should you need additional information, please feel free to contact me directly (305) 673 -7000, ext 6483. Sincerely, QQQ. {"�?{ _ Saul Frances Parking Director S eeenira M�c� 3 To Whom It May Concern On behalf of the City of Great Falls, I am pleased to write this letter of recommendation for Standard Parking and its employees. Standard Parking has been managing our municipal off - street parking facilities, as well as, the metered parking areas on behalf of the City of Great Falls for more than 20 years. We have recently renewed our contract with Standard Parking for another three years. This enduring relationship results from the excellent management services provided, and from an effective and a fair management contract. Standard Parking has been instrumental In the successful implementation of programs and policies designed to achieve the City's goals and objectives, which include increasing revenue, decreasing operational costs, providing accurate monthly financial statements, and providing prompt response time to service calls. Standard Parking's management staff provides excellent advice and recommendations relative to operational issues such as fee structures, signage, facility maintenance, hours of operation and enforcement. They understand customer service, and how to handle a variety of situations. The company and its employees are well organized and solution oriented. The staff of Standard Parking has been consistent and professional in delivering good service in our downtown. We are pleased with the level of service we receive from Standard Parking, and do not hesitate in recommending them for parking enforcement services. If you have any questions, please don't hesitate to contact me at 406 -455 -8405 or via e-mail at k mcclea rvGDarea tfa II smt. n et. Sincerely, * ;Wr Kim McCleary, Parking Supervisor Community Development Department } Canceled — Terminated Contracts Standard Parking has no parking management contracts that have in the past five (5) years been terminated or cancelled, by either party, prior to the completion of the contract term. Capability and Skill Background information about the organization, e.g., philosophy ownership, size facilities, locations, etc. Capability and Skill Standard Parking Corporation has the capability and skill to provide the requested services better than any other parking operator. As you see in the following points, we have the most skilled and experienced management team, training initiatives, financial resources and the largest infrastructure of any parking operator in Miami Dade County with over 160 employees operating in the South Florida. Standard Parking: Credentials and Qualifications A parking facility is more than just a place to leave a car. It often makes the critical first and last impressions that a customer retains regarding the overall property itself, For this reason, the owners of prestigious properties throughout the United States — where image and stature are paramount — consistently turn to Standard Parking as the provider of their parking management services. Corporate Overview Standard Parking Corporation (NASDAQ:STAN) operates more than 2,000 parking facilities throughout the United States and Canada. We manage the parking facilities in properties of all kinds (on- street, meters, enforcement, collections, studies, office, mixed -use, retail, residential, sports stadium, special event, municipal, hospital, airport, cormnercial). In total, we oversee more than one million parking spaces in over 300 cities. The corporate headquarters is located in Chicago, with numerous regional offices in major metropolitan areas across America. Our Mission We have achieved our success through a tireless effort to improve the parking experience for our clients and customers. Our mission is to maximize the value provided to our clients through excellence, innovation and efficiency in management services, delivered by a superior team of transportation and parking professionals dedicated to the highest levels of customer service. 2. Proposer's management structure both at the corporate level and at the project level e.g. number of each of the following: management, supervisory, non - supervisory personnel. Corporate Level Support Standard Parking will assemble a highly qualified field management team to oversee operations, which will receive substantial support and guidance from corporate headquarters located in Chicago, Illinois, where we have in place the industry's strongest and most experienced corporate administrative staff. The corporate resources that would support parking facility operations include • Claims — Handles all corporate insurance and leasing issues. • Finance — Separate Accounts Payable, Accounting, Internal Audit, Payroll, and Treasury departments work together to provide billing, accounting and payroll functions for our field offices. • Human Resources — Addresses union issues and relationships, employee benefits, and employee hiring and discharge issues. • Legal— Provides parking managers with litigation, contract maintenance, government reporting, and management /employment agreements assistance. • Marketing— Assists in the development and production of promotional and marketing materials. • MIS — Provides technical support for PCs used at parking facilities throughout the company. • Operations — Senior management for operations ensures consistency and uniform application of parking management policies. • Purchasing — Implements national purchasing policies for utilization at field locations across the country. • Training and Recruitment — Develops corporate -wide recruitment and training programs for management and non - supervisory personnel. The close relationship between our corporate and local offices ensures that our local parking staffs provide exemplary customer service and operate the parking facilities in the most efficient and cost - effective manner possible. Corporate Level Employee Breakdown Management 3 Supervisory 1 Non - Supervisory 4 Project Level Support The city of South Miami will be directly managed by a team of municipal parking experts that no other company can match. Every individual involved has on- street parking management experience and resides in Florida within the required driving distance. Our competition cannot meet this requirement at this level. The management structure is as follows: Roamy Valera, Director, Government Services Brian Scoggins- Director of On- Street and Municipal Operations, Orlando David Hoyt — Vice President /Regional Manager, Miami Janice Puig — Regional Manager, Miami This team of parking professionals has a unique advantage of understanding and expertise over our competition. Our management staff has over 70 years of combined experience managing and operating large scale municipal parking systems in Florida. The following are brief Bios of these employees: Roamy Valera, CAPP Director of Government Services Mr. Valera has been involved in the management and administration of municipal parking programs since 1989, where he started his public parking career as a Parking Enforcement Officer with the City of Miami's Parking Authority. He later supervised the parking enforcement program and was instrumental in expanding the program to include over 30 officers and over 20 hours a day, seven days a week and 365 days a year of operations. Subsequent to his role as Parking Enforcement Manager, he assumed the on- street management duties for the entire department, including meter collections, meter maintenance and special events. In this role, Mr. Valera developed operational procedures manuals, including policies pertaining to the day -to -day operations of the entire On- Street Parking program. Under his leadership, the city implemented its original Pay -On -Foot (POF) conversion program, installing over 200 machines in it first phase and over 500 machines over a three year period. His experience with the on- street personnel extend to beyond the city of Miami and into his role as the Director of Professional Development at the International Parking Institute (IPI). He was instrumental in implementing and establishing the IPI's front line training program which focuses on enforcement officers and other front line employees in the parking industry. Over the years he has delivered the training courses to over 1,500 parking professional across the United States and he is still involved in the delivery such a successful program. Brian P. Scoggins CAPP Director of On- Street & Municipal Operations Mr. Scoggins will be responsible for assisting in the implementation, transition and oversight of this project. He holds the corporate position for Standard Parking nationally housed in the Orlando office. He is a Certified Administrator of Public Parking (CAPP) through the International Parking Institute. He has 30 years of municipal parking experience and has managed all the activities for enforcement, meter operations, violations processing and collection, studies & surveys, accounting and every other aspect of municipal parking systems. He has developed and implemented programs for parking enforcement, parking citation collection, electronic meters and multi -space meters. He is on the board of advisors of the International Parking Institute and board of the Florida Parking Association. His expertise in understanding the special nuances and sensitive issues associated with parking in a municipality is a tremendous benefit to the City of South Miami that no other parking operator can match J. David Hoyt CPFM, Vice President /Regional Manager State of Florida Mr. Hoyt has 10 years of parking experience managing contracts for the City of Miami Beach, City of Orlando, City of Coral Gables, City of Clearwater, City of Cincinnati, and the City of Louisville. David, who is an officer of the company located in Miami, provides executive level of support over sight throughout the entire State of Florida Operations. David currently holds the designation of Certified Parking Facility Manager (CPFM) from the National Parking Association and is an active member of the Florida Parking Association and International Parking Institute. Our Employee Breakdown in Miami Dade County Management 20 Supervisory 26 Non - Supervisory 183 3. Proposer qualifications to perform the services, including all resources available to the proposer for the performance of the contract. • Regional and Corporate Resources Available Standard Parking maintains regional and city offices throughout the United States and Canada in order to support approximately 13,000 employees and approximately 2,200 parking facility operations. These offices serve as the central bases through which the company provides the employees to staff parking facilities as well as the on -site and support management staff to oversee those operations. The administrative staff accountants are based in those same offices and facilitate the efficient, accurate and timely production and delivery of monthly reports to clients. Our overall basic corporate functions in the areas of finance, human resources, risk management, legal, purchasing and procurement, general administration, strategy and information and technology are based in a Chicago corporate office. The Chicago corporate office also supports and promotes consistency throughout field operations by developing and administering operational, financial and administrative policies, practices and procedures. • Standard Parking Corporation has more experience providing parking services to municipalities than anyone in the industry. As a publicly traded company, we understand the fiduciary responsibilities of collecting the public's money and accurately reporting that revenue with proven Sarbanes Oxley compliance to the City of South Miami. We have an on- street and governmental services division that specializes in municipal parking operations. The Director of On Street is Brian Scoggins, CAPP who has over 30 years of municipal parking experience, having served as Orlando, Florida's Parking Operations Manager before joining Standard Parking. Brian would be available to the City of South Miami for the duration of our contract. Our Director of Government Services is Roamy R. Valera, CAPP who has 20 years of municipal expertise serving as Deputy Director of the Miami Parking Authority, Training & Development Director for the International Parking Institute and consultant for Tim Haahs and Associates. • Our experience operating the City of New Orleans, Louisiana on- street parking operations alone set us apart from the competition. We average $4 to $6 million per year in parking meter revenue. We installed, maintain and collect revenue from 400 Parkeon multi -space parking meters utilizing Parkfolio software. Additionally, we operate 275 Parkeon multi -space meters in the City of Miami Beach, Florida. 4. Qualifications of management and /or supervisors who will be assigned to this contract. Qualifications of Management Team We believe that a professional, experienced and competent management team is essential for a project the size of the city of South Miami. You will benefit from having a company in Standard Parking that operates numerous municipal operations throughout the country. We will provide consistent and effective oversight by a local senior management team with 75 years of hands on experience operating municipal contracts, including several managers who have over 30 years of direct experience operating and managing a large -scale municipal parking system operation. We have expertise in parking enforcement, parking meter operations, computerized ticket writing, parking fines collection and court adjudication, multi -space technologies, valet operations and operating special events. While other companies may list an individual with municipal experience that resides out of state, our municipal managers are local and regional and all reside in the State of Florida. No other company can match this commitment and level of service. Resumes of Key Personnel Roamy Valera, CAPP Director of Government Services Mr. Valera has been involved in the management and administration of municipal parking programs since 1989, where he started his public parking career as a Parking Enforcement Officer with the City of Miami's Parking Authority. He later supervised the parking enforcement program and was instrumental in expanding the program to include over 30 officers and over 20 hours a day, seven days a week and 365 days a year of operations. Subsequent to his role as Parking Enforcement Manager, he assumed the on- street management duties for the entire department, including meter collections, meter maintenance and special events. In this role, Mr. Valera developed operational procedures manuals, including policies pertaining to the day -to -day operations of the entire On- Street Parking program. Under his leadership, the city implemented its original Pay -On -Foot (POF) conversion program, installing over 200 machines in it first phase and over 500 machines over a three year period. His experience with the on- street personnel extend to beyond the city of Miami and into his role as the Director of Professional Development at the International Parking Institute (IPI). He was instrumental in implementing and establishing the IPI's front line training program which focuses on enforcement officers and other front line employees in the parking industry. Over the years he has delivered the training courses to over 1,500 parking professional across the United States and he is still involved in the delivery such a successful program. Brian P. Scoggins CAPP, Director of On- Street & Municipal Operations will be responsible for assisting in the implementation, transition and oversight of this project. He holds the corporate position for Standard Parking nationally housed in the Orlando office. He is a Certified Administrator of Public Parking (CAPP) through the International Parking Institute. He has 30 years of municipal parking experience and has managed all the activities for enforcement, meter operations, violations processing and collection, studies & surveys, accounting and every other aspect of municipal parking systems. He has developed and implemented programs for parking enforcement, parking citation collection, electronic meters and multi -space meters. He is on the board of advisors of the International Parking Institute and board of the Florida Parking Association. His expertise in understanding the special nuances and sensitive issues associated with parking in a municipality is a tremendous benefit to the City of South Miami that no other parking operator can match J. David Hoyt CPFM, Vice President State of Florida, with nine years of parking experience managing contracts for the City of Miami Beach, City of Orlando, City of Coral Gables, City of Clearwater, City of Cincinnati, and the City of Louisville. David, who is an officer of the company located in Miami Beach, provides executive level of support over sight throughout the entire State of Florida Operations. David currently holds the designation of Certified Parking Facility Manager (CPFM) from the National Parking Association and is an active member of the Florida Parking Association and International Parking Institute. 5. Describe the proposer's Affirmative Action Program, and provide a plan to maximize use of minorities and disadvantage persons and firms in the provision of services under this contract, as well as internal operations of the program. Affirmative Action Program Achievements Standard Parking is committed to a comprehensive program of women and minority business development. We work to ensure that maximum opportunities exist for these firms, and we regularly exceed the target goals of our governmental clients, in addition to voluntarily using minority- and women - owned businesses in our private projects. The success we have achieved with our affirmative action programs has created significant economic opportunities for minority- and women -owned businesses. In addition to setting aggressive affirmative action goals, we diligently implement and closely monitor our performance toward these goals. Standard Parking is equally committed to providing economic opportunity to minorities and women through employment in our offices and parking facilities. We have adopted a policy of equal employment for all workers, regardless of sex, color, age, race or creed (see the Corporate Policy Statement reproduced below). We also work to ensure and maintain a working environment free of harassment, intimidation, and coercion at all facilities at which our employees may work. In addition to our compliance with all applicable federal and state laws regarding equal employment opportunity, Standard Parking often works with community groups to increase the accessibility of job opportunities to as diverse a group of applicants as possible. For example, the formal affirmative action/equal employment opportunity program we apply in recruiting for Chicago's O'Hare International Airport includes a Community Hiring Program and EEO utilization goals. Through our Community Hiring Program, we work with City - funded job agencies which offer community residents employment services such as skill assessment, career planning, job placement, and job resource information. All our job openings are posted with numerous agencies, and these agencies notify us irmnediately of any qualified candidates they may have, who then participate in our traditional interviewing and hiring process. We also work with the Chicago Public Schools to hire young men and women looking for a summer job or who might be interested in a career in the retail/service industry (we work with the nationally recognized READY program that helps prepare young people for careers in retail). These initiatives help us increase the representation of women and minorities in our workforce. Through our comprehensive MBE/WBE utilization plans and EEO policies, Standard Parking not only meets but goes far beyond the established goals of our governmental clients, recognizing the potential impact of these programs on the continued growth and vitality of the communities in which we operate. Corporate Policy Statement Standard Parking is committed to the goal of equal and representative opportunities for minorities and women. The company's philosophy with respect to the quality management of parking facilities is based upon prudent business principles, combined with a creative and flexible view of opportunities. Its day -to -day challenge in operating properties is to provide and manage such locations with care and attention to detail that is unparalleled in the parking industry. Similarly high standards will also be applied to efforts related to equal opportunity and participation by Minority Business Enterprises (MBE) and Women Business Enterprises (WBE). Affirmative Action should be an essential element in any development process, and the Corporation will establish and implement an honorable, progressive, innovative, and goal - oriented program that serves appropriate sectors of the community. With respect to the company's internal operations, the company will aggressively pursue employment practices that provide equal opportunity to all people regardless of sex, color, age race or creed. The company will not countenance discrimination against any employee or applicant in any aspects of employment, including hiring, promotions, termination, compensation, benefit programs and education opportunities. All managers who are involved with employment activities will be responsible for conforming to this policy and the compliance requirements of applicable state and federal regulations. The company has adopted a policy of equal employment opportunity with respect to all on -site contractors and subcontractors and will seek to assure that all of its contractors and subcontractors abide by the spirit and intent of this policy statement and establish goals. Additionally, the company will seek to ensure and maintain a working environment free of harassment, intimidation, and coercion at all sites and in all facilities at which the company's employees may work. It will be specifically ensured that all on -site supervisory personnel are aware of and carry out the obligation to maintain such working environment, with specific attention to minority and/or female individuals. The company is committed to a comprehensive program of MBE/WBE business development as well as minority and female employment. The company wants to ensure that maximum opportunities exist for such firms and is confident that it will meet or exceed the goals it established on all projects. Finally, in recognition of the fact that successful affirmative action programs are important to the continued growth and vitality of society as a whole, the company will continue to take affirmative action to ensure that business opportunities are provided and that all job applicants are employed and treated in a non- discriminatory manner. 6. Description of proposer's financial stability and other resources that most adequately ensure the delivery of services acceptable to the City. Financial Institution References Copies of our financial reference letters are included on the following pages. Bank of America, N.A. 135 South LaSalle Street Chicago, IL 60603 Contact: George C. Lyman, SVP 312 - 991- 6284(phone) 206 -585 -9258 (fax) eeorge.I manitbankofarnerica.com U. S. Bank One U.S. Bank Plaza 7 °i & Washington St. Louis, MO 63101 Contact: Karen D. Myers, SVP 314 - 418 -8014 (phone) 314 -418 -1963 (fax) karen. d. myersCmusbank.com Wells Fargo 230 West Monroe Street Suite 2900 Chicago, IL 60606 Contact: Steven A. Nickas, VP 312- 762 -9009 (phone) 312 - 795 -9388 (Pax) nickas@wellsfarco.eom (Me US HNr*[lkunq m8m524 S1 .LmXmQ6166 0501 0ixy2XZO08 10 0 /hom4 h1uv( "n \Ycomp|one. |ono\-!hui||' Donk he, had uKooN) WpxNm/ q r6mivo�!up�i/k Saw! onj}`urta oy01qx ivn-mv W&m}YV?lodu(o.o|)8NoUxn|P�rkinXoo,m|� � wi(h\13 A iooWkwwr'snmo/or 'llpm«,nit Ilan; pro, iA , mn comoouocn|(u4 nndm�|`nrNn� � (oqnyoUoo��| WAY) .0)0>yn(|ico/rdSnninrKenu|rio8[ mdi|}'oci!3Ydun|o�n|]m/� A%UO6.51ny�orJ]'u/tinpA/ruNkinUomp|imUcvi(huUoquL�o[|h:( rcdi\ �� 8Qnzmm� � � XNn3nnj9m0,(1oq"ri\000mo»KcAmvn||mnou When Win, in; - 1o1 ui|/!in moox the U3 oo; ICxnadu K1ms n;cmn8o[%m/x|o,dPnrk|o&(\nr vm\ inn :�|b*||��| uUXQyo{imm|o\iSRookwdo|/� S�nc�rr|)ymx� koropx,/,0�r� Wo,Vicvpm idnx I Danlkofbedwo May 28 2008 I C) Whom 11 NARY Unceal a an; pwasmi R) nol" II)CII Bjnjt of Amema has a ci�,''^ Mniry rd wnship vmh Aclard Paling Copralion slog back to 109 AjdRionalf, Bank of America is agent of a $135 mon revolving jadWy, AM nwims Pi June A I I To daw, Standard Parlring CorporTbu heks handled all accounis and Oblig ailof is with bank of Mims in a sadshcavy mnor, thAIWO IINd TO COMPQ manapuml in vpq fqj�,, un(l Tatwo can speak well to is curmn, Chad condlilol-1, pje«a(, ±trrr hno 10 call us should you On any questions in this matter, CraIg W MCGUIT Senior Vlcp, Pie�sldcm t 7. Provide organizational chart and staffing schedule showing maximum use of full time permanent employees. The Organizational Chart for the City of South Miami will be as follows: Proposed Staffing Schedule: 1 -F /T Parking Manager 2 -F /T Parking Enforcement Specialist 1 -P /T Parking Enforcement Specialist 1 -F /T Meter Collector /Maintenance Total: 4 F/T —1 P/T Employees 40 hours 80 hours 32 hours 40 hours 192 hours The proposed schedule will comply with the required coverage of the RFQ (Sunday - Saturday) and can be adjusted to meet desired parking enforcement zone /route changes. We strongly recommend that the Meter Collections /Maintenance be segregated front any other duties of the parking program. 8. Provide information on employee compensation packages that are available to project employees, to include, at a minimum hourly wage, leave programs, employee performance incentives, etc. which full -time permanent employees currently receive. Standard Parking provides competitive wages for its employees throughout the South Florida Market. We anticipate the following salary ranges for our staff: On- Street Manager - $35,000 - $42,000 Parking Enforcement Officer - $27,000 - $32,000 Meter Technician - $24,000 - $28,000 Standard Parking also provides competitive benefits outlined below: Sick Leave Standard Parking provides paid sick leave to full -time salaried employees who are unable to work due to a medical condition. Leave taken under this policy will count against leave to which an employee is entitled under the Family and Medical Leave Act and the company's Family and Medical Leave Policy. Eligibility All full -time salaried employees are eligible for paid sick days from the time that they start working for the company. Sick Pay Bank Effective January 1, 2000, active salaried employees will be provided a bank of paid sick days based on their years of service with the company. These sick days, together with sick days that will accrue in the future (explained below), are to be used by employees when they are sick and unable to work. This Sick Pay Bank replaces, and is not in addition to, any sick day accruals under former company policies. Years of Service as of 12/31/1999 10 years or more 5 years to 9 years At Least 3 years but Less than 5 years At Least 2 years but Less than 3 years At Least 1 year but Less than 2 years Less than one year Sick Pay Bank as of 1/1/2000 30 days 15 days 10 days 5 days 3 days 0 days Annual Accruals In addition to the above Sick Pay Bank, employees will accrue sick days at a rate of /2 day per month for a total of six sick days per year. For new employees, these accruals will begin from the first full month of work. For example, if an employee starts on May 9, the sick days start accruing in June, the first full month of work for Standard Parking. Any sick days unused at year -end will be added to the employee's Sick Pay Bank up to a maximum of 30 days total. Once the Sick Pay Bank has been credited with the maximum 30 sick days, accruals will cease until such time that the Sick Pay Bank falls below 30 days. Employees may use sick time to schedule doctor, dentist and eye examinations or treatment when appointments can't be made after working hours. If an employee uses sick time for these purposes, the employee must notify your supervisor at least two days in advance of the day that you plan to be gone. If an employee fails to notify the supervisor, it will be considered a violation of the company's policy. Standard Parking reserves the right to investigate absences and may request a doctor's note. Sick time may also be used for extended illnesses that may require a longer recuperation time. The employee must provide the company with a determination from a physician that the employee is unable to perform the job due to a non work - related illness, health condition or injury. The supervisor will be responsible for maintaining records of the Sick Pay Bank. Payment Sick Pay will be at the regular rate of pay and for the number of hours the employee is scheduled to work on a single day (subject to the percentages noted above), as of the last week that the employee worked prior to the leave. Sick Pay benefits are not paid upon separation from the company and the employee may not use Paid Sick Days once the employee has given notice of resignation. Long Term Disability Should an employee remain disabled and unable to work for more than three months (90 calendar days), the employee may be eligible for the Long -Term Disability program. This insured plan provides 60% of pre - disability salary up to a maximum payment of $10,000 per month. If an employee is eligible for Federal or State Disability programs or any other insured plan, the amount the employee receives from the other sources will be subtracted from the benefits provided by this policy. Failure to report any other income will disqualify an employee for any benefits under this plan. Vacation Full -time employees are entitled to receive vacation time based on cumulative service. The policy requires employees to take at least five consecutive vacation days in a year. Vacation time is determined this way: First Year of Full -Time Employment: Employees will receive five days off (i.e., one week of vacation) in the first calendar year of employment if work begins between January 1st and June 30th . If an employee begins working on or after July 1 st, the employee may not take vacation time until the next calendar year (in which case such calendar year will be considered the second calendar year of employment for vacation purposes). No matter when a persons starts, an employee may not take any vacation until four months of employment. Calendar Years of Employment Two through Four: Employees are eligible to take ten vacation days per year. Calendar Years of Employment Five through Twelve: Employees are eligible to take 15 vacation days per year. Over Twelve Calendar Years of Employment: Employees are eligible to take 20 vacation days per year. No Carry -Over. Vacation time is not cumulative from year -to -year, and any time not used before January I will be cancelled. An employee may, however, use earned vacation time in January of the following year as long as the vacation begins on or before December 31. Payment. Employees will be paid under the regular payroll schedule while the employee is on vacation. A salary advance is not permitted before vacation. Employees will not be paid in lieu of vacation time. Payment for unused days will be made only on termination of employment in accordance with state laws. Holidays The company understands the importance of time away from work so that employees can spend time celebrating observed holidays with families and friends. For this reason, Standard Parking provides full -time employees with paid time off on the days observed by the company as holidays. Regional Holidays New Year's Day Labor Day Memorial Day Thanksgiving Day Independence Day (4th of July) Christmas Day In addition, employees are eligible for two "floating" paid holidays that can be taken for religious observance, regional holidays, birthday, etc. Holiday Pay "Holiday pay" is the amount paid to full -time employees in lieu of regular wages for company - designated holidays, and is calculated for any given holiday by multiplying regular pay rate by the number of regularly scheduled hours that an employee normally works on a non - holiday. To be eligible for holiday pay, an employee must work the regularly scheduled hours the day before and the day after the holiday. Compensation for Work On a Holiday Salaried Employees Eligible for Overtime: If an employee is required to work one of the company's established holidays, the employee receives an alternative paid day off, to be taken within 14 calendar days of the holiday. Salaried Employees Not Eligible for Overtime: If an employee is required to work more than four hours on one of the company's established holidays, the employee receives an alternative paid day off, to be taken within 14 calendar days of the holiday. Personal Days The company understands that there will be times for employees to be away from work for personal business reasons, family conunitments, religious observance (not covered by the Holiday Policy) or for personal emergencies. For this reason, the company provides paid personal days. For salaried, full -time employee, effective each January 1 after the date the person starts working, the employee is eligible for two paid personal days for use during that calendar year. These days are in addition to the "floating" holidays. During the first year of employment, if a person begin working between January 1 st and April 30th, the employee will receive two personal days to be used during the remainder of that calendar year. If the person begins working between May 1 st and August 31st, the employee will receive one personal day to be used during the remainder of that calendar year. If the person begins working after August 31st, the employee will not be eligible for personal days until the following calendar year. Personal days are to be used either for personal business that cannot be scheduled during non -work hours or for a bona fide personal emergency. They may also be used for religious holidays. Scheduling Personal Days Except in cases of emergency, personal days must be scheduled subject to the approval of the manager /supervisor. No Carryover Personal days may not be carried over from year -to -year and any days not used before January 1st will be lost. Unused personal days will not be paid upon termination of employment. Employees may not use personal days once they have given notice of resignation. Insurance The company is committed to providing a total compensation package to its employees. To that end, we offer the following comprehensive benefits package to eligible employees: After the applicable eligibility waiting period, full -time salaried employees are eligible for company -paid Life Insurance benefits equal to one times (lx) their base annual salary. Employees also receive Accidental Death and Dismemberment coverage for the same amount. In addition, salaried employees may elect one times (lx) or two times (2x) their base annual salary in Supplemental Life Insurance benefits. The employee is responsible for the cost of this supplemental coverage; premiums are based on age and are deducted from paychecks on a bi- weekly basis. The company also provides Long -Tenn Disability coverage to all full -time salaried employees. This benefit provides 60% of your pre- disability monthly income up to a benefit maximum of $10,000 per month should you be disabled for more than 90 days. Employees are eligible for this benefit the first of the month following 90 days of employment. Full -time salaried employees are also eligible for Medical/Dental/Flexible Spending Account benefits, which may differ, based on location. During your orientation, you should receive a personalized benefits briefing that outlines the medical and dental benefits being offered at your location. You may also contact the Human Resources Department with specific questions. Finally, all employees are eligible to enroll in the Standard Parking Employee Savings & Retirement Trust and Plan (the 401(k)) on the first of the quarter following one year of employment in which the employee has worked at least 1,000 hours. Employees may elect to contribute, via payroll deduction, up to 15% of their salary (pre -tax) on which the first 4% will be matched $.50 per $1.00 by the company. This money will then be invested in various funds of your choice; where it will continue to earn interest. Open enrollment periods are January, April, July and October. Family and Medical Leave Under the Family and Medical Leave Act employees are eligible (i) to take up to 12 weeks of unpaid family /medical leave as set forth below within any 12 month period, and (ii) to be restored to the same or an equivalent position upon the employee's return from leave if the employee: (1) has worked for the company for at least 12 months and worked at least 1,250 hours in the last 12 months; and (2) is employed at a worksite that has 50 or more employees within a 75 mile radius. The "12 -month period" is measured backward from the date a leave under this policy is to begin. Reasons For Leave Eligible employees may take family /medical leave for any of the following reasons: (1) the birth of a child and in order to care for such child; (2) the placement of a child with the employee for adoption or foster care; (3) to care for a spouse, child, or parent (a "covered family member ") with a serious health condition; or (4) because of the employee's own serious health condition that renders the employee unable to perform the functions of the employee's position. Leave taken due to reasons (1) or (2) must be completed within the 12 month period beginning on the date of birth or placement. In addition, spouses employed by the company who request leave because of reasons (1) or (2) or to care for an ill parent may only take a combined aggregate total of 12 weeks leave for such purposes during any 12 month period. Employees may not be granted an FMLA leave to gain employment or work elsewhere, including self - employment. If employees misrepresent facts in order to be granted an FMLA leave, employees will be subject to immediate discharge. Notice of Leave If an employee's need for family /medical leave is foreseeable, the employee must give the company at least 30 days prior written notice. Failure to do so may be grounds for delay of leave. Where the need for leave is not foreseeable, employees are expected to notify the company as soon as practicable, generally within 1 to 2 business days of learning of the need for leave. To request a leave, employees should use the "Request for Family /Medical Leave" forms that are available from the Human Resources Department. Medical Certification If an employee is requesting leave because of the employee's own or a covered family member's serious health condition, the employee and the relevant health care provider must supply appropriate medical certification. Employees may obtain "Medical Certification Forms" from the Human Resources Department. The medical certification must be provided within 15 days after it is requested, or as soon as reasonably possible under the circumstances. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided. The company, at its expense, may require an examination by a second, company designated, health care provider if the company reasonably doubts the medical certification the employee initially provides. If the second health care provider's opinion conflicts with the original medical certification, the company, at its expense, may require a third, mutually agreeable health care provider to conduct an examination and provide a final and binding opinion. The company also may require medical recertification periodically during the leave, and an employee may be required to present a fitness- for -duty verification upon returning to work after a leave taken due to the employee's own illness. Reporting While On Leave Employees taking leave because of the employee's own serious health condition or to care for a covered family member may be required to contact the employee's manager /supervisor on a regular basis to keep the manager /supervisor informed regarding the status of the condition and the employee's intention to return to work. For leaves for other purposes, an employee may be required to report periodically regarding current status and the employee's intent to return to work. Leave Is Unpaid Family /medical leave is unpaid leave (though employees should be aware that in the case of a medical leave due to the employee's own serious health condition, the employee in certain circumstances may be entitled to disability benefits). If an employee requests leave because of a birth, adoption or foster care placement of a child, or to care for a covered family member with a serious health condition, the employee's accrued paid vacation and personal days must first be used in lieu of the corresponding amount of unpaid family /medical leave. If an employee requests leave because of the employee's own serious health condition, the accrued paid vacation, personal days and sick time to which the employee is entitled must first be used in lieu of the corresponding amount of unpaid family /medical leave. An employee will not be required to use vacation, personal days or sick time if the employee is receiving state disability or workers' compensation benefits during the leave, but may elect to do so, although an employee may not receive more than an amount equal to 100% of his or her salary from a combination of the paid time and state disability or workers' compensation benefits. The receipt of disability or workers' compensation benefits or the substitution of paid leave time for unpaid leave time does not extend the 12 -week family /medical leave period. Medical And Other Benefits During an approved family /medical leave, the company will maintain the employee's health benefits as if the employee had continued to be actively employed. To the extent paid leave is substituted in lieu of unpaid family /medical leave, the company will deduct any employee portion of the health plan premium as a regular payroll deduction. To the extent the employee's leave is unpaid, the employee must pay his or her portion of the premium during the leave, and the employee should be mindful of the fact that his or her group health care coverage may cease if the employee's premium payment is more than 30 days late. If an employee does not return to work at the end of the leave period, the employee may be required to reimburse the company for the cost of health care premiums paid by the company for maintaining coverage during the employee's unpaid leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control. Exemption for Highly Compensated Employees So- called "highly- compensated employees" (the highest paid 10% of employees at a worksite or within a 75 mile radius of that worksite) may not be returned to their former or equivalent positions following a leave if restoration of employment will cause substantial economic injury to the company. The company will notify an employee if the employee qualifies as a "highly- compensated" employee and if the company cannot offer reinstatement to the former or equivalent position, and of the employee's rights in such instances. Intermittent and Reduced Schedule Leave Leave that is required because of a serious health condition may be taken intermittently (in separate blocks of time due to a single covered health condition) or on a reduced schedule leave (reducing the usual number of hours an employee works per work week or work day) if medically necessary. If leave is unpaid, the company will reduce the employee's salary based on the amount of time actually worked. In addition, while an employee is on an intermittent or reduced schedule leave, the company may temporarily transfer the employee to an available alternative position which better accommodates the employee's recurring leave and which has equivalent pay and benefits. Returning From Leave Subject to the limitations regarding highly- compensated employees described above, an employee who wishes to return to work at the expiration of his or her family /medical leave is entitled to return to the same position or to an equivalent position with equal pay, benefits and other terms and conditions of employment. An employee taking leave because of the employee's own serious health condition is required to provide medical certification that the employee is fit to resume work. Employees failing to provide return -to -work medical certification will not be permitted to resume work until it is provided. Policy Administration This policy is intended to comply (and will be administered in accordance) with the Family and Medical Leave Act of 1993 and any applicable regulations, definitions and law thereunder, as well as any state family or medical leave laws granting additional rights that are applicable to employees employed in such states. Interrelation of Leaves Any leave taken pursuant to this policy, other company policies, or a law which qualifies as leave under the FMLA or any applicable state family or medical leave act, will be counted against (i) the employee's available leave under the applicable company policy or policies, collective bargaining agreement and/or law, as well as (ii) the available leave under the FMLA or applicable state law, to the extent permitted by such applicable law. Workers' Compensation In accordance with state law, employees will be paid benefits (lost salary and medical expenses) if the employee becomes ill or injured as a result of a work - related accident. The amount and duration of these benefits are specified by law based upon the nature and circumstances of the illness or injury. An employee must notify the manager /supervisor immediately if her or she has an accident, or become ill or injured on the job. Failure to timely report any accident, illness or injury may affect eligibility for benefits. Employees who file fraudulent claims for workers' compensation will be subject to discipline up to and including immediate discharge, and may be subject to criminal prosecution. Integration of Vacation and Paid Sick Leave With State Disability Insurance and Workers' Compensation The company may require, or the employee may elect, to integrate vacation and paid sick leave with State Disability Insurance (SDI) (where applicable) and Workers' Compensation benefits as follows: employees first receive those SDI or Workers' Compensation benefits for which they are eligible (if any), and then receive accrued vacation and/or paid sick leave (for which they are otherwise eligible) to total 100% of the regular pay until all accred vacation and paid sick leave is used. Such integration is at the employee's option during a workers' compensation leave. During all other leaves, the company will require such integration in accordance with applicable laws. Personal Leave Full -time employees who have 6 or more months of service with the company may be eligible for a personal leave of absence without pay. This type of leave may be granted for up to 30 days at management's sole discretion for urgent personal reasons. Personal leaves will be granted only after the employee has used all accrued annual vacation and personal days. Written requests for such leaves stating the reason for the leave must be submitted to the manager /supervisor and the Human Resources Department in the Chicago corporate office as soon as is possible under the circumstances. Requests for any extensions of personal leave (in writing) must be submitted to and approved by the manager /supervisor and the Human Resources Department in the Chicago corporate office. In no case may a personal leave of absence last longer than six months. Vacation time, sick leave and personal time and other benefits will not accrue during the personal leave. The employee will be responsible for submitting to the company the full cost of the insurance premium in order to continue any group insurance coverage during any personal leave. Return To Work From Personal Leave Upon a timely return from an approved leave of absence or any extension thereof, the company will attempt to return an employee to his or her former position, or to a comparable position for which the employee is qualified if available, provided that the employee is able to perform the essential job functions of the position. Because, however, the company's need to fill a position may override its ability to hold a position open until an employee returns from his or her leave, the company cannot assure that it will be able to return an employee to any position after an approved leave. The company has the sole discretion to determine what constitutes a "comparable position" and whether the employee is qualified to perform it. A comparable position may include one in another facility within the same city or geographical location as the employee's former position. If an employee refuses to accept any position offered within one calendar week after such offer, the employee will be deemed to have resigned, at which time the employee will be notified of any applicable conversion rights and/or rights to group health plan coverage. If neither the employee's same position nor a comparable position for which the employee is qualified is available at the end of the leave of absence, employment will be terminated. Employee's Obligation To Notify of Return To Work With respect to leaves of absence of more than 30 days, it is the employee's responsibility to contact the Human Resources Department in the Chicago corporate office at least two weeks before the leave will end to initiate his or her return to work and job placement. Failure to make contact at least two weeks before the leave ends could affect consideration for and the availability of job openings. If the employee does not make contact by the time the leave expires, he or she will be considered as having voluntarily resigned his or her employment. Failure To Return to Work Upon Expiration of Leave Period An employee who fails to return from an approved leave of absence (including any approved extensions thereof) when the leave expires will be considered as having voluntarily resigned his or her employment. The length of a leave of absence is the specified period determined and approved by the company at the time of the request for the leave of absence or any request for an extension thereof. Employees who do not request an extension of leave prior to the end of a leave will be expected to return upon the originally approved return date. Jury Duty If an employee is called to serve as a juror or to appear as a witness in a trial, the employee will be given as much time as needed to fulfill civic obligations. The employee will be reinstated to the former position with no loss of benefits or seniority, provided the employee reports for work as soon as the witness /jury leave is completed. Pay While On Leave Full -time employees who are summoned for service on a jury or as court witnesses will receive their regular pay (minus the amount of pay received for witness /jury duty) for up to four weeks in a one -year period. If the employee is participating in the company's insurance programs, and witness /jury duty leave exceeds four weeks, the employee will be responsible for submitting to the company that portion of the insurance premium payments during the unpaid leave period. Documentation Needed If an employee is called for service, the employee must show the summons to the manager /supervisor on the first working day after receiving the notice. The manager /supervisor will approve the leave unless the critical nature of the work calls for an employer - requested postponement of or release from duty. The leave will begin on the day the employee is scheduled to appear. The employee will be expected to call the manager /supervisor weekly to keep him/her advised about the expected return to work. The employee must report for work as soon as witness /jury duty is completed. If the employee is excused by the Court on any day during your period of jury /witness service, the employee will be expected to come in to work. Bereavement Leave The company understands the need to spend time away from work to attend to family matters during times of bereavement and provides the following leave benefits: Salaried Employees Eligible for Overtime: After an employee has worked for Standard Parking for six months, the employee may take up to three days paid leave due to the death of an immediate family member (spouse, parents, grandparents, children, brothers, sisters, parents -in -law, grandchildren) and one day for extended family. Salaried Employees Not Eligible for Overtime: The employee will be entitled to the same leave outlined above, from the date that the employee started working. All eligible employees must notify their manager /supervisor about the applicable details in any given case. Military Leave If an employee volunteers for or is called to U.S. Reserve or National Guard duty /training, the employee must submit copies of the military orders to the manager /supervisor and request leave as soon as possible after receiving the orders. If an employee volunteers for or is called to active military duty, the employee should request a leave of absence from the manager /supervisor as soon as possible upon receiving the orders. The company will grant an unpaid military leave of absence for the period of military service, in accordance with applicable federal and state laws. When the employee returns from military leave, the employee will be reinstated to the former or an equivalent position, provided the employee notifies the Human Resources Department of an interest in returning to work within 90 days of discharge from active service or 30 days of discharge from Reserve or National Guard duty /training. If the military leave lasts longer than 30 days and the employee decides to continue participating in the company's insurance programs, the employee will be responsible for submitting to the company the full cost of the insurance premium in order to continue any group insurance coverage. Educational Assistance The company believes in the value of continuing education to enhance job performance. Under our Educational Assistance Program, Standard Parking will reimburse full -time salaried employees upon completion of college -level and graduate courses at accredited schools if the company determines that the course(s) will enhance the employee's role with Standard Parking. The amount of reimbursement is based upon the grade received. Full -time salaried employees who have completed one full year of employment may seek reimbursement for individual courses. Each course must be related to employment with Standard Parking. Full -time salaried employees who have completed two full years of employment may pursue a work - related degree. This means that specific courses that are required for a degree will be considered for reimbursement, even though the course itself might not seem job - related, as long as the degree itself is related to employment with Standard Parking. All courses taken must be pre- approved by the corporate office. Reimbursement To receive reimbursement, the employee must forward a completed "Application for Educational Assistance" to the Human Resources Department before registering for a course. Once the employee has received written approval, the employee may register and pay the course tuition. When the course is completed, the employee must forward evidence of the grade to receive reimbursement within 30 days of submission. The program will reimburse you upon completion of the eligible course based on the grade received: A= 100% B =75% C = 50% D/F = no reimbursement The program will reimburse employees for a maximum of up to two courses per semester, not to exceed $2,500 in a calendar year. There is no reimbursement for books, lab fees, equipment, etc. If employment with Standard Parking is terminated for any reason (other than an economic layoff) within 12 months of completion of a course, the employee must repay a prorated amount of the assistance. 9. Provide a detailed description of training, safety, and certifications programs given to all employees. Include excerpts from training manual for enforcement and collections personnel. It would be our mission to provide first - class, professional parking management services for the City of South Miami. Standard Parking would use a proactive approach to enhance customer service by partnering with the city, local businesses, residents and visitors. We would use our award - winning training programs to ensure that every customer is served with the utmost courtesy and respect. All of our employees in South Miami would be required to complete our training programs so that every customer is treated as a unique individual with specific needs. Training and Safety Programs: Training for all On- Street Personnel Standard Parking has an in -house comprehensive training program for all employees. In addition, Standard Parking will perform custom municipal training for all employees working on the City of South Miami management and operations program. This will be accomplished with our in -house experts and we will utilize resources from the International Parking Institute (IPI) and other associations that specialize in municipal parking to train all enforcement, technical and customer service staff. Since Standard Parking has a local office with trained and certified Parking Enforcement Specialists and meter technicians, we will utilize these employees to job shadow and work side by side our city of South Miami employees to ensure they gain the required knowledge and expertise. All employees will be certified as required by the State and County as a Parking Enforcement Specialist. Standard Parking has its own training department, which will be involved in designing and conducting initial and on -going training for our staff. Tracy Lendi, Director of Corporate Staffing, Training and Cornrnunications, will be involved in customizing training materials specifically for the scope of services we will perform. Our staff will be trained in State Statutes, City /County codes, identifying various permits in circulation, directing traffic, customer service behaviors and technical aspects of their specific jobs. Our primary customer service training guide and workbook for our front line staff, Three Keys to Customer Satisfaction, will also be customized for our scope of work. Mastering the Three Keys to Customer Satisfaction Within the first three months of employment comes the enhancement of customer service skills through our targeted Three Keys to Customer Satisfaction classroom -based training program. Our reputation for outstanding customer service has been built on these formal training sessions that emphasize facility and employee appearance, constructive customer relations and positive resolution of customer inquiries and concerns. ➢ Key #1 —First Impressions: Facility and Employee Appearance. Employees learn the importance —both for themselves and the parking facility —of maintaining a well - groomed appearance. As the company's classroom trainers point out, in just ten seconds a typical customer forms eleven distinct impressions about Standard Parking and the service to be received. ➢ Key 42 Successful Customer Interactions. Nary has a minute gone by without parking enforcement officers, Customer Service personnel or field employees interacting in some way with parking customers. To make sure these interactions always proceed smoothly, company trainers emphasize the importance of looking good, warmly greeting customers, communicating in a polite and professional manner, and saying good -bye with a sincere thank you. ➢ Key 0-Effectively Resolving Customer Issues. Some customers want information, some want solutions and some just want an ear to bend. Training helps frontline employees to identify the issue and the appropriate approach to take. These sessions optimize learning through exercises that encourage interaction between participant and trainer. Reinforcing Customer Service: Strive for Excellence To reward positive customer service and operations standards, Standard Parking follows up its training with Strive for Excellence, a compilation of more than 40 distinct employee motivation and rewards initiatives that reinforce the skills learned during the training process. Some of these reward and recognition programs: ➢ Frontline Jeopardy is a month -long game led by supervisors to encourage employee knowledge of operational and customer service policies and details. Employees who answer 12 questions correctly in a given month receive a prize, such as a gift certificate. • ➢ Awesome Attendance rewards team efforts at being on the job every day for a month. Winning teams receive pizza parties and certificates of achievement. ➢ Beat the Clock helps reduce tardiness by rewarding employees who show up early for work each day. ➢ Looking Good gives every employee properly in full uniform for a week a playing card. At the end of the month, the employee with the best poker hand wins a gift certificate, although everyone gets a prize. ➢ A is for Accuracy recognizes employees who complete accurate daily revenue reports. Employees are also required to attend formal refresher training sessions to "brush -up" on their customer service skills. These sessions cover topics such as customer relations, creating first impressions and organizing workstations. Customer Service Coordinators To ensure that training objectives are met at each Standard Parking location, the company designates an operations manager or other administrative employee to be a Customer Service Coordinator for a group of locations. Working in partnership with the training department, the Coordinator launches and implements new training programs, establishes the training system at new locations manages the Strive for Excellence Program and measures the results of these programs for continuous improvement. The Coordinator is responsible for aligning company standards with the specific needs of clients and locations. MM Standard Parking° Standard Parking's Three Keys to Customer Satisfaction A Guslom¢r Service Training Program developed e,td,n, ely fo, Standard ParWg R.Mltne Employees Three Keys to Customer Satisfaction overview 11',11 lliedolil, ..Nw Nf se!n<e mal >vel +e(onlrce >m{m ee N -r: io tY¢�Iea yua inrsex ys Io Cosrxr 5a•s'aCiTn s^d ES lmc>' ce RSrt�p mem @n futpn wokl me maomerasw 6emtne acmr, cea acd .,rzn Yw areamee rosss IesY134t",0: #W4m. Customer Service - Activity_ ii Llstea ka.+ trotOI`prcp Aft s i cIm 1.tt,I,, I it I'S Vi' Wloy riting fix eddlo a tortFamN Pdl) 'leq' . RI!, ea':.pce a eofs !¢e a) ,i.:, f4Ya dF.pl�rla!d Mx. Cbt�e(rztsbcPnpMYS PAI ryulkb (C pbl�mk!(pt mehprttNdM1ervp! bt.Wnl !n0p'Nw. ! ' "e3.laAltmaA'. Key #1 - First Impressions: Facility and Employee Appearance The Facilities The facility and your appearance establish our customers' first impressions of the service they will receive. As a company we strive to put our best foot forward during each shift by keeping the facility and our personal appearance looking their best. Before customers come in contact with you, their first impressions of Standard Parking and the service they will receive comes from the facility itself. All employees have a responsibility to keep their work areas and the facilities looking their best. Here are some ways to meet this responsibility: • Keep a constant lookout for irregularities • immediately discard any trash you find. • On Street Parking spaces, meters, poles, signage and the immediate area should always be kept neat and clean. Ask your supervisor for cleaning materials & graffiti removal to clean meters and remove markings. Leave it cleaner than you found it! • Report any oil or chemical spills on roadway or the facility's floor to your supervisor. • Report any broken meters, fixtures and criminal or hazardous conditions (burned out street lights, damaged or missing signs, pot holes.. oil spills) to your supervisor. Share any ideas with your supervisor that would improve the overall operations. The Employee Your personal appearance plays a key role in the impression customers form of the service they will receive. Your uniform tells the customer that you are a professional working in the field and that you are a reliable source for assistance and information. Your uniform plays a crucial role in the overall service you deliver. It is your responsibility to always follow, Standard Parking's uniform policy: • You must report to work in full uniform and stay in uniform throughout your shift. • Your uniform should be neat and pressed for each shift. You must wear clean shoes. In f0 S2ronds, a costumer larmsf f impressionsaboul By keeping the facility and yourself looking their best you send the company and 1ne service a message that you work in a professional facility and that you they wn+rece?ve. are a source of Information and service to our customers. PA07SWdn ,dFalkbp 10 10. Describe any changes to the existing program to be recommended by your company including meter and citation rates. • Standard Parking has reviewed some of the current operating standards for the City of South Miami. We propose the following recoirunendations to be discussed once selected to provide the parking management services: • Establish immediate "cash control" practices that will include a complete revision to the "meter key" inventory and issuance control policy. • Clearly establish a segregation of duties and responsibilities between the meter collection and meter maintenance duties, including the accessibility of access keys to the meter vaults and meter mechanisms. We propose a full time meter technician/collector that would share on the duties of both responsibilities with clear and defined separations of duties. • An aggressive action plan to replace and maintain all regulatory signs that are part of the parking management program. A lack of accurate and or effective signage results in potential revenue loss. • Improve the aesthetics conditions of meter poles and regulatory signs • A city -wide parking information signs that clearly identifies public parking. • Parking enforcement schedules are dictated by utilization and parking demand. Work with city staff to clearly identify such demands and establish a parking enforcement schedule that identifies with such peak demands. • Review all parking enforcement routes, so that they meet industry parking standards as to the number of spaces responsible for each of the parking enforcement officers. • Work with city staff on a recommended towing/booting program in order to address prohibited parking in areas where the need and demand exist. • A review of the parking rates show that on- street parking continues to be at a $1.00 per hour. We proposed a modest increase in the central business district (CBD) to $1.25 per hour. • As a result of the rate increase, we propose to upgrade the existing parking meter inventory in the CBD to a Pay -On -Foot (POF) system. The change in technology will generate approximately a 30 % -40% increase in the meter revenues. Such increase is attributed to an increase in the number of payment options (including credit card acceptance). • Defined Residential Parking Program (RPP) that would improve the resident's quality of life. • A public relations and branding campaign that will support the parking program's new image and operating approach. • In an effort to provide its residents with adequate parking for personal vehicles, Standard Parking will establish and enforce residential parking zones in several areas of the City, not only for visitors, but also for the permanent residents. To park in these zones during restricted homy, vehicles must display a residential parking permit decal. Residential zones are tow -away zones for those vehicles without the proper decal. They are strictly enforced. Each zone is clearly marked with street signs E`4 11. Describe any advanced technology or processes you would t recommend to improve parking management. • Our partnerships extend beyond traditional parking management services and to that end we propose to extend Venus's South Florida presence to include the city of South Miami. Verrus currently has over 15,000 subscribers in the south Florida market and such extension of services will add an additional payment option to the city's resident, merchants and , visitors. This service s will be provided at no r ii' cost to the city and the .: MIAMI! I program will follow the �� ' lt� same contractual; agreement that is currently providing the Miami Parking Authority. 12. Describe any special amenities or programs you would propose to implement include any additional cost/charges to be incurred through implementation of the program. • Implement the "Parking Ambassador" program. All parking enforcement officers are trained to understand and view their jobs and responsibility as a provider of service and such service is to be provided at the highest level of customer satisfaction. • Pay -By -Cell Phone (this program is at no charge to the city) • Give Me 10! — A program designed to give all customers an opportunity to exceed their meter time by 10 minutes. A parking ticket will not be issued until after a vehicle has exceeded the purchased time in a meter by more than 10 minutes. This program will enhance the customer experience and will reduce the number of parking enforcement related complaints. In addition, it will reduce the perceptions that the parking enforcement officers are not friendly and or sensitive. This program is to be implemented with the use of the POF equipment, which issues a parking receipt (this program is at no cost to the city) • Pay & Park Plus A program designed to allow customers that park at a POF and purchase time to park, would be allowed to take any available time on the parking receipt and park at any other location within the city limits. This will allow customers the opportunity to fully utilize all of their purchased time at any of the on- street meteis(this program is at no cost to the city) • www.soutlimiamiDarkint!.com ' Standard Parking has purchased the southmiamiparking.com domain name. Standard Parking is currently in the process of creating and implementing a website that provides the parking public with general information including rates, enforcement times, and can expand to t allow for prepaid parking in South Miami. Pre -paid parking is secure (through Click and Park) and can allow us to reserve parking meters via bar -coded parking passes that will be displayed on the dashboard or expand to any other parking application the City would desire Additional Services To Be Provided Turn Key Operations and Approach Standard Parking Corporation proposes to install in the high revenue and utilization areas I5 -20 Multi -Space meters at no cost to the City of South Miami. We propose the following. I. Planning & Identification of new parking meter spaces As part of our municipal services we provide comprehensive parking studies consisting of turnover, occupancy, parking trends, future development, loading activities, vehicular movement and interviews with businesses, citizens and visitors. Our in house experts will conduct these studies within the City of South Miami and perform an evaluation to identify potential new parking sites and districts as well as recommend improvements within existing areas. Before any recommendations are finalized we would meet with affected businesses and residents for their input and discuss our findings with the city of South Miami to ensure we are in tune with their vision and comprehensive long term planning efforts. Multi -Space Meters Successful trends across the country with other municipalities have been new installations or replacement of single space meters with Multi -Space Technology. Our findings and the specific geographical area of the study would determine the type of metes most feasible. Sone of the proven benefits that have been realized are: • Enhanced customer service (payments options, receipts, wireless options, etc.) • Better accountability of revenues • Better security for personnel and revenues • Increased Revenues 30 % -40% (Industry benchmarks) • Lower maintenance expense • Lower labor expense • Better aesthetics and less clutter on streets and sidewalks Pay By Cell Phone Technology Another method that is becoming popular and has been successful throughout the country is the use of cell phones to pay for parking. Standard Parking has implemented this technology in several cities across the United States. This technology allows for a driver to call an 800 number from their vehicle without having to carry money for a meter or have to worry about receiving a ticket for an expired meter. The parking fees are charged to their credit card. Parking Enforcement personnel are notified via their wireless hand held units or their cell phones that the vehicle is legally parked. There is little or no expense to the City and any costs are typically borne by the user. This is another great alternative to pay for parking in metered and non metered areas. Some benefits include: • Enhanced Customer Service • Increased Revenues • No touching of money • Electronic records of all transactions • Elimination of meters in certain areas • No cost to the City Il. Installation of New & Replacement Meters As mentioned in our proposal Standard Parking Corporation manages some of the largest parking meter operations in the country. As part of our management services we are responsible for the purchase, financing and installation all meters including multi -space and single space, and are willing to do the same for the City of South Miami. As such we have trained technicians throughout our company that understand how properly install, remove and replace both multi -space and single space meters. • Ensure ample inventory of machines, mechanisms, housings, poles, etc. • Ensure our meter shop has necessary vehicles, tools and installation equipment • Ensure all machines and mechanisms have locks and are programmed properly • Maintain inventory and location log of all machines and mechanisms • Determine size of project • Immediate needs, replacements and installations performed by in house staff • New Machines purchased with warranty & installation included in price llI. Service, maintenance & replacement of existing parking meters Keeping meters operable is essential to the integrity of the program to not only ensure proper revenues are received, but also to maintain high levels of customer service, consistent enforcement and credibility in judicial proceedings. Because we perform these services in numerous municipalities around the country, we have a solid procedure that is accepted as industry standards. They are as follows: • Preventive Maintenance program for existing single space meters • All meters cleaned, batteries replaced at least once per year • Ample parts, domes, batteries, poles, supplies in inventory • Spare housings & locks in inventory • Spare mechanisms in inventory for immediate replacement • Meter repairs responded to within 4 working hours of receipt • Meter repair log maintained in system • All routes checked each morning for damaged meters • Enforcement staff trained to log and call in malfunctioning meters 2. Meter Collections I. Coin & currency meters collection & management Because of the methods of collecting meters in an open public environment it is imperative that the proper security and accountability methods are used. We apply all municipal parking industry standards to meter collections. They are as follows: • Proper vehicles & equipment for collections (Van, carts, canisters, counters) • Trained personnel with established written SOP manual • Routes must be established and assigned each day • At least two persons will be assigned to each route and must remain together at all times during the day until the money is counted and keys are returned • Collectors shall not carry coins in excess of $2 or $20 currency • GPS devices installed in vehicles depending on application and routes • The number of meters in each route for single space collections must remain consistent for proper tracking • Routes are rotated on a daily basis so as not to set a pattern • Collectors rotate with different teams to maintain integrity • Each route has a separate and sealed canister for revenue • Each canister is identified and logged for a particular route • The mixing of revenues is strictly prohibited • Meter keys are secured in a safe and logged in and out for each route • A collection team will only be assigned keys for their daily route • Coin meter revenue is brought in to a secure location and each canister is logged and tagged by a 3rd party for segregation of duties • The keys to the canister are held by the 3`d party who will open the canister and count, bag and secure the money in view of the collectors • All personnel involved in the counting will sign appropriate completion logs. • Deposits will be prepared, logged and transported to the depository • All revenues will be tracked by day, route, collector, weather conditions, etc to ensure consistency and identify any deviations, spikes or decreases • All meters with auditing features shall be audited during each collection and reconciled against the monies counted and deposited • Meters will be "salted" (specific marked coins) on occasion for auditing purposes • Surveys will be taken for occupancy and ticket activity and compared with collections • Activity from Cale Parking System or the Digital EMS software will be viewed on a continual basis and any discrepancies reported * Multi -Space Routes — The Cale Parking System and Digital EMS software has the capabilities to send alerts to a monitor indicating that a particular machine has reached a certain capacity and should be collected. This software feature allows us to establish routes based on need in advance. At a minimum, all machines will be required to be collected 1 or 2 times per month, regardless of the amount of revenue paid to the machine or as established by the City even without notification. II. Credit card Processing Credit cards are accepted at multi -space machines and must be Payment Card Industry (PCI) compliant. The information is transmitted to Cale /Digital who then transfers the money to the City's bank account. Receipts are issued by the multi -space machine however none of the credit card information appears on the receipt. Single space meters do not accept credit cards however they will accept a pre- charges "cashkey" that can be inserted in lieu of coins. There are single space meters that use smart card technology as well. If the method of payment changes Standard Parking Corporation can fully administer the credit card processing features. 3. Parking Enforcement I. Enforcement Procedures & Writing Parking Citations Parking enforcement involves much more than just writing a parking citation. Because of the high exposure and public contact, this position must serve as a customer service representative in the field. These positions are often referred to as ambassadors, which is paramount in their job. However it goes much further. We refer them as Parking Enforcement Specialists. Not only do they have to serve as ambassadors, they have to have specialized training in areas such as dealing with confrontational situations, remain calm, knowledge of ordinances and statutes, court room demeanor, dealing with businesses and maintaining professional behavior. Once these employees are identified, hired and trained Standard Parking Corporation adheres to policies such as: • Expanding the hours of on street enforcement within the CBD district, which will reduce traffic congestion and create a safer environment for visitors and patrons • Conducting studies to determine the expansion of enforcement within high demand areas and residential neighborhoods • Knowledge of City streets, businesses, governmental offices and landmarks • Knowledge of City codes and state statutes • Ensuring employees are in proper uniform • They are not police officers, have no arrest powers and do not carry weapons • Issued proper equipment such as hand held devices, radios, brochures, maps, etc • Zones /Routes established • Proper Coverage of zones at least every two hours (more in shorter time zones) • Consistent enforcement in each area • Stricter enforcement of the valet parking ordinance • Enforcement will be performed walking, driving a vehicle and possibly by use of bicycles or small electric vehicles such as Segway personal transporter, where feasible • Avoiding any appearance of impropriety such as favoritism, gratuities or gifts • Issuing valid citations in accordance with codes and statutes by placing on windshield • Establishing voided ticket policy with the City such as driver returned before ticket issued, proof of valid permit, malfunctioning meter, disabled vehicle, etc. • Reporting damaged meters, signage, safety hazards and suspicious activities • Reports will be generated each day and monitored by management • Each Parking Enforcement Specialist will be evaluated based on customer service, zone coverage, customer complaints, valid tickets issued and productivity II. Booting/Towing Program Management Standard Parking has been instrumental in developing and administering booting /towing programs in numerous locations. Members of our team were instrumental writing and implementing the immobilization ordinance for the City of Orlando, Florida. Our approach and recommendation to a booting program is as follows: • Create an ordinance authorizing immobilization and setting the criteria that best works for the City of South Miami • Provide the PES the authority to execute such ordinance • Provide all available information in the enforcement hand held devices Exceptions Standard Parking takes no exception to the RFQ #FN090303 document. Performance Bond BID BOND KNOW ALL MEN BY THESE PRESENT$, That we, Standard Parkintl COrggya Ion , as Pmreipal, hereinafter called Principal, arld RLI insurance Company. 626 W Van Buren Stn 360 Ohicana 11 60607 .a Illinois corporation, as Surety hereinafter c.ated Surety, are hard and firmly round unto CiN of South Miami, City C(grk's ONics. 6190 Sunset Drive South MIamLEL,V143 . as OCdigee, hereinafter called Obligeo, in the amount of .One HunAr„gd Thousan $pd 003100 Cobra ($100,000.00). for the paymont of which sum wall and truly to be made, the said principal and the sad Surety, bind themselves. and their heirs, executors administrators, suc- oessors and assigns, jointly and severally, firmly by these presents. WHEREAS, the principal has submihad or is about to submit a proposal to Obligee on a contract for Management Operations and Maintenance Parking System for the City of South Miami Bid Dator March 3, 2008 NOW THEREFORE, THE CONDITION OF THIS OLLIGATION IS SUCH, that A Orlb9ee shad accept the bid of Principal and Principal sha ll enter into a Contract with Ot;ligee m accordance will) the terms of such bid, save for the conditions) noted in the following paragraph, and give such bond or bonds as may be specified in the bidding or Contract Documents with good and sufficient Surety for the faithful perform, since of such Contract and for the prompt payr»ent of labor and material furnished in the prosecution thereof, or In the event of the failure of the Princlpal to enter such Contract and give such bond or bonds, If Principal shall pay to Obligee the difference not to exceed the penalty hereof between the amount specified in said bid and such larger amount for when OOiigee filly in 90M faith contract with another party to perform the Work covered by said bid then this obligation shall be null and void, otherwise to re- main in full renctd and effect. IT IS AGREED AND UNDERSTOOD that the following conditions apply to this bid. 1. That it Oeigeo shall accept Principal's bid, the bond and or bonds required by the contract to be Provided by Pbnnipai snail be him lend to a one year term: renewaEie at the surety's sole option. SIGNED AND SEALED this 26th day or -Eel-00M. 20g„@,.. Wdnass: (Principal) Standard Parking Corporation f r Witness Karen E. Bogard ( nra,rwv �raa (Surety) RLI Insurance Company William Rai in0er J�! � F•!1 li„ P. fir IL s,ot'_P,6 111 11.,111,1 A'norr ;111.I1eu hl• These N^eaw POWER OF ATTORNEY RLI Insurance Company iha ;I'.i. Pov er of ASnmay i. a,I rulid or it eltecl inIL.< atnchd m the hand ehich is authorins MCI Itell but nun M: &:.tr hat by :br :,ppnn'in� of it&, -led Thai RU Invlraner Cough I) ,n, Ill, I x,ia ttvl\ +naioq t.rs hereby make c.Na Iatn ant upJV II I \l_iI li'um RcidlA3c6 x1' ctl ^stl II t D` an c AI (fi D VS '0't Aaf�tF Bogal J, M ao n l R' ally in the If of CK"u, State Of I hsl, its true and I., )nI :Agar and lnorney in FM. .rith (all power aid arlhontc he-ehr eunfared, to sign, execute. acLnnnledge and deli,er for and on its Mhalf as Snrrly, the li+llu,.ing descnlb d Fond. Any and all bonds prm'kl.d the Irond penally diva nni eve"d i\ren(Y five Million Dollars (525,1100,000.00). STATE OP ILLINOIS COIINIYOF COOK On this 25cn day of Febnrar), 9 , bclitro me personally appeared uj 7. 7 .. r Re idi ry •t _- - _ ._ known to me to be the Attomcp -in -Fact of 11 1 1 + Wig, ny . the corporation that executed the within inslnrmcnt, and acknowledged to me that such corporation executed tine saute. IN WITNESS WI IFRFOF, I have hereunto set my hand and affixed my otliciol seal, at my office in the aforesaid wuniv. the da v and %ear in this certificate first wrinen above. D AnE N. O'LFAav tyl rJFF,( =1AL $EAL Nmeq Pwnc.Sn,avt apron rn) ch.rno " 04 20r13 .cn >, (Noay Public) -' - R.,, r o r rt•� den. S,t, Ai,t.., ('ERTIrI('.11'1'. Fk,:hr ]l.r dxp:d (KtLItVr— ?,r . M'iora 11 1. a uwnp Fuhnc. n7 aratM1 nppe reJ RU_ t i]n_ 'k be. V b, n • duly t :n h 'L nal ue al -r: 1% ,,, 4 All,--,;,, :, nv aGr oiJ ofl.c cfif,mllu.urnnre('nmpanr and ack_ moladgrd and by d:r wJu-n.m not an:l acrd ul •Yin c mor;,n „,. A3 tt ?' u "_ !aryu ':r \I &nkler \.,if Pabc �•••••• 'arnr .+�sei......aE I' be anL I n11w,, A RI .I Imuunce ('umpm . a a cmpn'a ml 0` fir Suta of HIM,'.. , *r !.<7,b, c<r.ih n,ar Ile. anadl J "%. " If !v,nrnry lr fill ,.xoo .n! ff,, z,d is .rr, cd fuonow,... c.'art the RewP.vi,n of :hc f um pan.. I:vW ,n Cn' Parer aC rV,a,m?, :. n i"', In rreunon7 wlw�a+i. I It_ac hr, r!:mo xt m9 nand n�a`tl �: "in of tl -. III 1 Imurante C oupon} triQ Sth day o: Fobru va___.. I nft( . RI.I Inau tonce (nny,m,y I �