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PROJECT APPROACH AND METHODOLOGY <br />Following is our overall work plan and approach to achieving the City's objectives for the conduct of a <br />compensation study. <br />A. OBJECTIVES OF THE PROJECT <br />The recommended plans, programs, systems and administrative procedures will meet these ten most <br />important criteria. <br />- Internally equitable <br />- Externally competitive <br />- Readily understood <br />- Easily updated & maintained <br />- Legally compliant & defensible <br />B. SCOPE OF THE PROJECT <br />- Financially responsible <br />- Efficiently administered <br />- Inclusive of employee input <br />- Reflective of City's values <br />- Reflective of prevailing "best practices" <br />The project shall include: partnership with the Human Resources staff, City Manager, City Officials, and project <br />designee(s); occupational, organizational, and operational familiarization; EZ COMPTm; salary and benefits <br />compensation survey and competitiveness analysis; updated salary range recommendations and models; <br />fiscal impact estimates and multiple implementation scenarios; updated compensation plan and one year of <br />compensation plan implementation support for all included job classifications. <br />C. COMPREHENSIVE AND SUSTAINABLE COMPENSATION PLAN <br />1. City Involvement in Com enation Plan Development <br />We will obtain policy direction from the City Manager, Human Resources staff, and/or City Officials on the <br />following key components of the salary plan development process: <br />- Comparator Employer Selection <br />- Benchmark Job Class Selection <br />- Compensation Competitiveness Policy <br />- Salary Structure Selection <br />2. Comi2rehenslyq Compensation Survey <br />- Job Evaluation Method -Salary Plan Linkage <br />- Draft Compensation Plan Review / Critique <br />- Compensation Points for Analysis <br />- Project Implementation Plan <br />We will collect the complete pay plans from each of the City's comparators and build a custom survey <br />database to ensure accuracy and completeness, unique to the City's job classifications_ <br />a. Data Collection Protocol will be developed in consultation with the City's project leaders to <br />determine which salary data elements to include, such as: <br />Salary and Benefits Information <br />Salary range structure Minimum, Midpoint, and Maximum <br />- City -supported or provided benefits s/a insurance premium allowances <br />Add pay, certification pay, paid time off, other items identified and confirmed by City <br />CPTX PUBLIC SECTOR PERSONNEL CONSULTANTS 12/20 <br />