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~UI.~-- ]'--88 FRI 15:21 WAT-E, RS COHSULTIHC; 97248-~-~1951 P. 06 Technical Approach & Professional Fee Schedule Provided by The Waters Consulting Group. Inc. A senior member, of our firm will be responsible for a. ccurately matching jobs and compiling all relevant salary data from the Texas Municipal League Salary Survey database. The validity of the survey results is dependent ou our sound survey techniques surrounding the following key survey areas: · Bencl'mmrk job descriptions to aid in job matching · Relevant sm-vey participants · Relevant survey and related statistical information · Timely data Selection o[survey We will work closely with the City to determine the benchmark survey participants participants and job titles. The selection of participants and job' titles must satisfy the City in order to demonstrate that the survey(s) and its findings are and jobs sound. With this in mind, essentially three questions are asked: 1. Against what cities does the City of Paris compete for employees? 2. To what cities is the City of Parls losing employees'?. 3. To what cities does the City of Paris compare itself?. Immediate Salary The City Manager has stated that the City has an immediate need to review 10-12 key management positions. WCG will work with the City Survey Needs in this effort on an hourly basis and research the necessary salary survey data to satisfy this urgent need. Salary Structure and Budget After each surveyed position has been "priced" in the competitive market, a salary structure (or structures) will be developed to cover all positions within the City. This has been estimated by the City to consist of approximately 100 job titles (and 350 employees). Design issues in the development of the plan include: · Th~ width ofthe salary ranges · The midpoint progression from one grade to the next · The overlap of one grade with adjacent grades to assure promotional equity 4