06-0905_PUBLIC SECTOR PERSONNEL CONSULTANTS_Personal Services AgreementPERSONAL SERVICES AGREEMENT
THIS AGREEMENT is made and entered into this 5th day of September,
2006, by and between the City of San Juan Capistrano (hereinafter referred to as
the "City") and Public Sector Personnel Consultants (hereinafter referred to as
"Consultant").
RECITALS:
WHEREAS, City desires to retain the services of Consultant regarding the
City's proposal to undertake a Classification, Compensation and Organizational
Study; and,
WHEREAS, Consultant is qualified by virtue of experience, training,
education and expertise to accomplish such services.
NOW, THEREFORE, City and Consultant mutually agree as follows:
Section 1. Scope of Work.
The scope of work to be performed by Consultant shall consist of those
tasks as set forth in Exhibit 'A" attached and incorporated herein by reference.
Consultant warrants that all of its services shall be performed in a
competent, professional and satisfactory manner and in accordance with the
prevalent standards of its profession.
Section 2. Tenn.
This Agreement shall commence on the effective date of this Agreement
and services required hereunder shall be completed by no later than January 8,
2007,
Section 3. Compensation.
3.1 Amount.
Total compensation for the scope of services for this Project shall
not exceed Fifty-five Thousand Dollars ($55,000).
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3.2 Method of Payment.
Consultant shall submit monthly invoices based on total services
which have been satisfactorily completed and specifying a percentage of project
completion for approval by the City. The City will pay monthly progress
payments based on approved invoices in accordance with this Section. Payment
shall be made within thirty (30) days of invoice receipt by the City.
For extra work not part of this Agreement, a written authorization
from City is required prior to Consultant undertaking any extra work.
3.3 Records of Expenses.
Consultant shall keep complete and accurate records of all costs
and expenses incidental to services covered by this Agreement. These records
will be made available at reasonable times to City.
Section 4. Independent Contractor.
It is agreed that Consultant shall act and be an independent contractor and
not an agent or employee of City, and shall obtain no rights to any benefits which
accrue to City's employees.
Section S. Limitations Upon Subcontractina and Assignment.
The experience, knowledge, capability and reputation of Consultant, its
principals and employees were a substantial inducement for City to enter into this
Agreement. Consultant shall not contract with any other entity to perform the
services required without written approval of the City. This Agreement may not
be assigned, voluntarily or by operation of law, without the prior written approval
of the City. If Consultant is permitted to subcontract any part of this Agreement
by City, Consultant shall be responsible to City for the acts and omissions of its
subcontractor as it is for persons directly employed. Nothing contained in this
Agreement shall create any contractual relationships between any subcontractor
and City. All persons engaged in the work will be considered employees of
Consultant. City will deal directly with and will make all payments to Consultant.
Section 6. Changes to Scope of Work.
In the event of a change in the Scope of Work provided for in the contract
documents as requested by the City, the Parties hereto shall execute an
addendum to this Agreement setting forth with particularity all terms of the new
agreement, including but not limited to any additional Consultant's fees.
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Section 7. Familiarity with Work
By executing this Agreement, Consultant warrants that it has investigated
the work to be performed. Should Consultant discover any latent or unknown
conditions materially differing from those inherent in the work or as represented
by City, it shall immediately inform City of this and shall not proceed with further
work under this Agreement until written instructions are received from the City.
Section 8. Time of Essence.
Time is of the essence in the performance of this Agreement.
Section 9. Compliance with Law.
Consultant shall comply with all applicable laws, ordinances, codes and
regulations of federal, state and local government.
Section 10. Conflicts of Interest.
Consultant covenants that it presently has no interest and shall not acquire
any interest, direct or indirect, which would conflict in any manner or degree with
the performance of the services contemplated by this Agreement. No person
having such interest shall be employed by or associated with Consultant.
Section 11. Copies of Work Product.
At the completion of the contract period, Consultant shall have delivered to
City at least one (1) copy of any final reports containing Consultant's findings,
conclusions, and recommendations with any and all supporting documentation.
All reports submitted to the City shall be in reproducible format.
All services to be rendered hereunder shall be subject to the direction and
approval of the City.
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Section 12. Ownership of Documents.
All reports, information, data and exhibits prepared or assembled by
Consultant in connection with the performance of its services pursuant to this
Agreement are confidential to the extent permitted by law, and Consultant agrees
that they shall not be made available to any individual or organization without
prior written consent of the City. All such reports, information, data, and exhibits
shall be the property of the City and shall be delivered to the City upon demand
without additional costs or expense to the City. The City acknowledges such
documents are instruments of Consultant's professional services.
Section 13. Indemnity.
Consultant agrees to protect, defend and hold harmless City, its elected
and appointed officials and employees from any and all claims, liabilities,
expenses or damages of any nature, including attorneys' fees, for injury or death
of any person or damage to property or interference with use of property and for
errors and omissions committed by Consultant arising out of or in connection with
the work, operation or activities of Consultant, its agents, employees and
subcontractors in carrying out its obligations under this Agreement.
Section 14. Insurance.
Insurance required herein shall be provided by Admitted Insurers in good
standing with the State of California.
14.1 Comprehensive General Liability.
Throughout the term of this Agreement, Consultant shall maintain in
full force and effect Comprehensive General Liability coverage in the following
minimum amounts:
$500,000 property damage;
$500,000 injury to one person/any one occurrence/not limited to
contractual period;
$1,000,000 injury to more than one person/any one occurrence/not
limited to contractual period.
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14.2 Comprehensive Automobile Liability.
Throughout the term of this Agreement, Consultant shall maintain in
full force and effect Comprehensive Automobile Liability coverage, including
owned, hired and non -owned vehicles in the following minimum amounts:
$500,000 property damage;
$500,000 injury to one person/any one occurrence/not limited to
contractual period;
$1,000,000 injury to more than one person/any one occurrence/not
limited to contractual period
14.3 Worker's Compensation.
If Consultant intends to employ employees to perform services under
this Agreement, Consultant shall obtain and maintain, during the term of this
Agreement, Worker's Compensation Employer's Liability Insurance in the
statutory amount as required by state law.
14.4 Notice of Cancellation/Termination of Insurance.
The above policy/policies shall not terminate, nor shall they be
cancelled, nor the coverages reduced, until after thirty (30) days' written notice is
given to City, except that ten (10) days' notice shall be given if there is a
cancellation due to failure to pay a premium.
14.5 Proof of Insurance Requirements.
Consultant shall submit the endorsement and insurance certificate,
including the deductible or self -retention amount, to the City's General Counsel
for certification that the insurance requirements of this Agreement have been
satisfied prior to beginning any work under this Agreement.
14.6 Terms of Compensation.
Consultant shall not receive any compensation until all insurance
provisions have been satisfied.
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Section 15. Termination.
City and Consultant shall have the right to terminate this Agreement, with
cause, immediately; or without cause, by giving thirty (30) days' written notice of
termination. If the City terminates this Agreement pursuant to this provision, a
pro rata payment shall be made for work done.
Section 16. Notice.
All notices shall be personally delivered or mailed to the below listed
addresses, or to such other addresses as may be designated by written notice.
These addresses shall be used for delivery of service of process:
To City: City of San Juan Capistrano
32400 Paseo Adelanto
San Juan Capistrano, CA 92675
Attn: Human Resources Manager
To Consultant: Public Sector Personnel Consultants
4110 N. Scottsdale Road, #140
Scottsdale, AZ 85251
Section 17. Attorneys' Fees.
If any action at law or in equity is necessary to enforce or interpret the
terms of this Agreement, the prevailing party shall be entitled to reasonable
attorneys' fees, costs and necessary disbursements in addition to any other relief
to which he may be entitled.
Section 18. Dispute Resolution.
In the event of a dispute arising between the parties regarding
performance or interpretation of this Agreement, the dispute shall be resolved by
binding arbitration under the auspices of the Judicial Arbitration and Mediation
Service ("JAMS").
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Section 19. Entire Agireement.
This Agreement constitutes the entire understanding and agreement
between the parties and supersedes all previous negotiations between them
pertaining to the subject matter thereof.
IN WITNESS WHEREOF, the parties hereto have executed this
Agreement.
APPROVED AS TO FORM:
John F . 5haw, City Attorney
CITY OF SAN JUAN CAPISTRANO
David M. Swerdlin, Mayor
CONSULTANT
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EXHIBIT A
SCOPE OF TASKS
0
The Consultant agrees to perform certain services necessary for completion of the
Project, which services shall include, without limitation, the following:
Management and employee communication plan; partnership with Human
Resources and the City Manager; occupational, organizational, and operational
familiarization; Position Description Questionnaire (PDQ), job analysis, 60 worksite
job information or "employee request for review" interviews, position classification;
FLSA status determinations; ADAIEEO-compliant job descriptions for each City
classification; EZ COMPTm; job evaluation; compensation survey and
competitiveness analysis; salary range assignments; fiscal impact estimates;
organizational structure and service delivery analysis and recommendations;
updated classification and compensation plan and one year of classification and
compensation plan implementation support for approximately 100 employees in an
estimated 65 occupational job classes.
A complete description of the services to be provided is contained in a proposal from
the Consultant to the City, dated August 8, 2006, and letter dated August 25, 2006,
which are incorporated herein by reference and available for public review at the office
of the City Clerk.
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32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 493-1171
(949) 493-1053 FAX
www.sanjuancopistrano.org
TRANSMITTAL
TO:
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Matthew Weatherly, President
Public Sector Personnel Consultants
4110 N. Scottsdale Road #140
Scottsdale, AZ 85251
DATE: October 17, 2006
FROM: Maria Morris, Deputy City Clerk (949) 443-6309
RE: Classification, Compensation and Organizational Study
MEMBERS OF THE CITY COUNCIL
Thank you for forwarding documentation confirming compliance with the terms of the
agreement related to insurance.
SAM ALLEVATO
DIANE BATHGATE
WYATT HART
JOE SOTO
DAVID M. SWERDLIN
Please keep in mind this documentation must remain current with our office during the term of
this agreement. If you have questions related to insurance requirements, please call me at
(949)443-6309.
If you have questions concerning the agreement, please contact Julia Silva, Human Resources
Manager (949) 443-6366.
An original, executed agreement is enclosed for your records.
Cc: Julia Silva, Human Resources Manager
San Juan Capistrano: Preserving the Past to Enhance the Future
� Printed on 100% Recycled Paper
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32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 493-1171
(949) 493-1053 FAx
wwwsantuancaptstrano. org
September 12, 2006
A/i
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Matthew Weatherly, President
Public Sector Personnel Consultants
4110 N. Scottsdale Road, #140
Scottsdale, AZ 85251
Dear Mr. Weatherly:
MEMBERS OF THE CITY COUNCIL
SAM ALLEVATO
DIANE BATHGATE
WYATT HART
JOE SOTO
DAVID M. SWERDLIN
A Personal Services Agreement related to classification, compensation and
organizational study is in the process of being executed. It will be issued upon receipt
of required documentation related to contract terms under Section 14. Insurance.
Insurance evidence may be faxed to (949) 493-1053 — ATTENTION CITY CLERK --
followed by original signed documents. I have enclosed a copy of the agreement terms
for your reference in supplying this documentation.
If you have questions specific to the contact, please contact the project manager, Julia
Silva, Human Resources Manager at (949) 443-6321. Please call Maria Guevara,
Deputy City Clerk (949) 443-6309 if you have questions regarding the forms of
insurance neededA
3aanaara
Deputy ' y Clerk
cc: Julia Silva, Human Resources Manager
San Juan Capistrano: Preserving the Past to Enhance the Future
• • 9/5/2006
SUPPLEMENTARY AGENDA REPORT G 1 b
TO: Honorable Mayor and Members offhe City Council
FROM: Dave Adams, City Manage
SUBJECT: Consideration of Approval of a Personal Services Agreement for
Preparation of the Classification, Compensation and Organizational
Study and an Appropriation of Funds for Project Costs (Public
Sector Personnel Consultants)
RECOMMENDATION:
There is no change to the original agenda item.
SITUATION: The above referenced agenda item was inadvertently submitted
without the scope of work, Exhibit A, attached to the Personal Services
Agreement. Attached, please find page 8 of the agreement, said Exhibit A.
Respectfully submitted,
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%'_ Dave Adams
City Manager
Prepared by,
�aM S�vq
Juli Silva
uman Resources Manager
Attachment 1: Exhibit A of the Consulting Services Agreement
EXHIBIT A
SCOPE OF TASKS
The Consultant agrees to perform certain services necessary for completion of the
Project, which services shall include, without limitation, the following:
Management and employee communication plan; partnership with Human
Resources and the City Manager; occupational, organizational, and operational
familiarization; Position Description Questionnaire (PDQ), job analysis, 60 worksite
job information or "employee request for review" interviews, position classification;
FLSA status determinations; ADNEEO-compliant job descriptions for each City
classification; EZ COMP"; job evaluation; compensation survey and
competitiveness analysis; salary range assignments; fiscal impact estimates;
organizational structure and service delivery analysis and recommendations;
updated classification and compensation plan and one year of classification and
compensation plan implementation support for approximately 100 employees in an
estimated 65 occupational job classes.
A complete description of the services to be provided is contained in a proposal from
the Consultant to the City, dated August 8, 2006, and letter dated August 25, 2006,
which are incorporated herein by reference and available for public review at the office
of the City Clerk.
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•
• 9/5/2006
G Ib
AGENDA ITEM
TO: Honorable Mayor and Members of the City Council
FROM: Dave Adams, City Manager*41
SUBJECT: Consideration of Approval of a Personal Services Agreement for
Preparation of the Classification, Compensation, and Organizational Study
and an Appropriation of Funds for Project Costs (Public Sector Personnel
Consultants)
RECOMMENDATION:
By motion, approve the selection of Public Sector Personnel Consultants to conduct a
Classification, Compensation and Organizational Study of the City of San Juan
Capistrano. Approve the Consulting Services Agreement with Public Sector Personnel
Consultants, in the amount of $55,000 and authorize the allocation of $35,000 from the
General Fund Reserve to the Personnel Division's Special Studies Account (01-62139-
4121)
SITUATION:
As an outcome of the meet and confer process with the Employee Associations in 2005,
the City Council directed staff to solicit proposals from qualified consultants to conduct a
Classification and Compensation Study. Due to the City, s desire to examine the
functional relationships and staffing of the City departments, it was decided to also
undertake an organizational study. For the sake of economy of costs, it would be
prudent to undertake the Organizational study concurrently with the Classification and
Compensation Study. The Study is to be completed and the resulting data available for
the meet and confer process in 2007.
Proposals were solicited in July 2006. Nine consulting firms responded to our request.
These firms and their proposed costs are shown below:
Consultant
Proposed Cost
The Mercer Group, Inc.
$34,000
S rin sted Incorporated
54,000
Public Sector Personnel Consultants
55,000
Reward Strategy Group, Inc.
61,450
Koff and Associates
63,870
The Davis Company
67,000
Nash and Company, Inc.
67,700
Johnson and Associates
88,850
CPS Human Resources Services
97,650
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Agenda Item -2- September 5, 2006
As shown in the table above, the proposals ranged in cost from $34,000 to $97,650,
with the majority of the proposals between $54,000 and $67,700.
Each of the proposals was considered and evaluated based upon proposed cost, the
experience record of the consultant, proposed methodology for the study, ability to
demonstrate understanding of the City's needs as was described in the request for
proposal, ability of the firm to complete the work within the timeframe outlined by the
City, professional qualifications of the firm's personnel and demonstrated record of
success.
In general, staff was pleased with the quality of the proposals received. After careful
evaluation of the proposals, staff identified five consulting firms which best met the
City's criteria. These firms were Springsted Incorporated, Public Sector Personnel
Consultants, Reward Strategy Group, Koff and Associates and Nash and Company.
These five firms were invited for interviews on August 21, 22 and 23, 2006.
Staff used the interview process to further evaluate and rate each consultant's
approach, philosophy, project team and overall qualifications, as well as how each
proposes to meet the City's needs.
After careful consideration, it is recommended that the City of San Juan Capistrano
retain Public Sector Personnel Consultants to conduct a Classification, Compensation
and Organizational Study. This recommendation is based on cost, methodology
proposed, the firms demonstrated record of success in project implementation, the
firm I s ability to meet the City, s timeframe and the professional qualifications of the
project team.
It is expected that through an occupational, organizational, and operational
familiarization with the City and its functions, Public Sector Personnel Consultants will
produce a management and employee communication plan in partnership with Human
Resources and the City Manager; a Position Description Questionnaire (PDQ); worksite
job information or "employee request for review" interviews; job analysis and position
classification; FLSA status determinations; ADA/EEO-compliant job descriptions for
each City classification; a job evaluation plan; a compensation survey and
competitiveness analysis; salary range assignments; fiscal impact estimates;
organizational structure and service delivery analysis and recommendations; an
updated classification and compensation plan and one year of classification and
compensation plan implementation support.
COMMISSIOWBOARD REVIEW & RECOMMENDATIONS:
Not applicable.
Agenda Item
FINANCIAL CONSIDERATIONS:
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September 5, 2006
The cost of this study is $55,000. This expenditure was partially included in the
FY2006-07 Budget, as the cost was not known. Because of the scope of the study, the
proposed cost is higher than the $20,000 which was originally allocated to this project.
At this time, it will be necessary to authorize the allocation of $35,000 from the General
Fund Reserve to the Personnel Division's Special Studies Account (01-62139-4121).
NOTIFICATION:
All of the consulting firms who submitted proposals have been notified of their standing
throughout the selection process.
City of SJC City Employees Association*
SJC Management and Professional Employees Association*
City Employees Associates*
RECOMMENDATION:
By motion, approve the selection of Public Sector Personnel Consultants to conduct a
Classification, Compensation and Organizational Study of the City of San Juan
Capistrano. Approve the Consulting Services Agreement with Public Sector Personnel
Consultants, in the amount of $55,000 and authorize the allocation of $35,000 from the
General Fund Reserve to the Personnel Division's Special Studies Account (01-62139-
4121)
Respectfully submitted,
Adams
City Manager
JMS
Attachment: Consulting Services Agreement
Prepared by,
rSilva
L`� wI �VO�
(
Human Resources Manager
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PERSONAL SERVICES AGREEMENT
THIS AGREEMENT is made and entered into this 5th day of September,
2006, by and between the City of San Juan Capistrano (hereinafter referred to as
the "City") and Public Sector Personnel Consultants (hereinafter referred to as
"Consultant").
RECITALS:
WHEREAS, City desires to retain the services of Consultant regarding the
City's proposal to undertake a Classification, Compensation and Organizational
Study; and,
WHEREAS, Consultant is qualified by virtue of experience, training,
education and expertise to accomplish such services.
NOW, THEREFORE, City and Consultant mutually agree as follows:
Section 1. Scope of Work.
The scope of work to be performed by Consultant shall consist of those
tasks as set forth in Exhibit "A," attached and incorporated herein by reference.
Consultant warrants that all of its services shall be performed in a
competent, professional and satisfactory manner and in accordance with the
prevalent standards of its profession.
Section 2. Term.
This Agreement shall commence on the effective date of this Agreement
and services required hereunder shall be completed by no later than January 8,
2007.
Section 3. Compensation.
3.1 Amount.
Total compensation for the scope of services for this Project shall
not exceed Fifty-five Thousand Dollars ($55,000).
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Attachment 1
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3.2 Method of Payment.
Consultant shall submit monthly invoices based on total services
which have been satisfactorily completed and specifying a percentage of project
completion for approval by the City. The City will pay monthly progress
payments based on approved invoices in accordance with this Section. Payment
shall be made within thirty (30) days of invoice receipt by the City.
For extra work not part of this Agreement, a written authorization
from City is required prior to Consultant undertaking any extra work.
3.3 Records of Expenses.
Consultant shall keep complete and accurate records of all costs
and expenses incidental to services covered by this Agreement. These records
will be made available at reasonable times to City.
Section 4. Independent Contractor.
It is agreed that Consultant shall act and be an independent contractor and
not an agent or employee of City, and shall obtain no rights to any benefits which
accrue to City's employees.
Section 5. Limitations Upon Subcontracting and Assianment.
The experience, knowledge, capability and reputation of Consultant, its
principals and employees were a substantial inducement for City to enter into this
Agreement. Consultant shall not contract with any other entity to perform the
services required without written approval of the City. This Agreement may not
be assigned, voluntarily or by operation of law, without the prior written approval
of the City. If Consultant is permitted to subcontract any part of this Agreement
by City, Consultant shall be responsible to City for the acts and omissions of its
subcontractor as it is for persons directly employed. Nothing contained in this
Agreement shall create any contractual relationships between any subcontractor
and City. All persons engaged in the work will be considered employees of
Consultant. City will deal directly with and will make all payments to Consultant.
Section 6. Changes to Scope of Work.
In the event of a change in the Scope of Work provided for in the contract
documents as requested by the City, the Parties hereto shall execute an
addendum to this Agreement setting forth with particularity all terms of the new
agreement, including but not limited to any additional Consultant's fees.
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Section 7. Familiarity with Work
.By executing this Agreement, Consultant warrants that it has investigated
the work to be performed. Should Consultant discover any latent or unknown
conditions materially differing from those inherent in the work or as represented
by City, it shall immediately inform City of this and shall not proceed with further
work under this Agreement until written instructions are received from the City.
Section 8. Time of Essence.
Time is of the essence in the performance of this Agreement.
Section 9. Compliance with Law.
Consultant shall comply with all applicable laws, ordinances, codes and
regulations of federal, state and local government.
Section 10. Conflicts of Interest.
Consultant covenants that it presently has no interest and shall not acquire
any interest, direct or indirect, which would conflict in any manner or degree with
the performance of the services contemplated by this Agreement. No person
having such interest shall be employed by or associated with Consultant.
Section 11. Copies of Work Product.
At the completion of the contract period, Consultant shall have delivered to
City at least one (1) copy of any final reports containing Consultant's findings,
conclusions, and recommendations with any and all supporting documentation.
All reports submitted to the City shall be in reproducible format.
All services to be rendered hereunder shall be subject to the direction and
approval of the City.
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Section 12. Ownership of Documents.
All reports, information, data and exhibits prepared or assembled by
Consultant in connection with the performance of its services pursuant to this
Agreement are confidential to the extent permitted by law, and Consultant agrees
that they shall not be made available to any individual or organization without
prior written consent of the City. All such reports, information, data, and exhibits
shall be the property of the City and shall be delivered to the City upon demand
without additional costs or expense to the City. The City acknowledges such
documents are instruments of Consultant's professional services.
Section 13. Indemnity.
Consultant agrees to protect, defend and hold harmless City, its elected
and appointed officials and employees from any and all claims, liabilities,
expenses or damages of any nature, including attorneys' fees, for injury or death
of any person or damage to property or interference with use of property and for
errors and omissions committed by Consultant arising out of or in connection with
the work, operation or activities of Consultant, its agents, employees and
subcontractors in carrying out its obligations under this Agreement.
Section 14. Insurance.
Insurance required herein shall be provided by Admitted Insurers in good
standing with the State of California.
14.1 Comprehensive General Liability.
Throughout the term of this Agreement, Consultant shall maintain in
full force and effect Comprehensive General Liability coverage in the following
minimum amounts:
$500,000 property damage;
$500,000 injury to one person/any one occurrence/not limited to
contractual period;
$1,000,000 injury to more than one person/any one occurrence/not
limited to contractual period.
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0 0
14.2 Comprehensive Automobile Liability.
Throughout the term of this Agreement, Consultant shall maintain in
full force and effect Comprehensive Automobile Liability coverage, including
owned, hired and non -owned vehicles in the following minimum amounts:
$500,000 property damage;
$500,000 injury to one person/any one occurrence/not limited to
contractual period;
$1,000,000 injury to more than one person/any one occurrence/not
limited to contractual period
14.3 Worker's Compensation.
If Consultant intends to employ employees to perform services under
this Agreement, Consultant shall obtain and maintain, during the term of this
Agreement, Worker's Compensation Employer's Liability Insurance in the
statutory amount as required by state law.
14.4 Notice of Cancellation/Termination of Insurance.
The above policy/policies shall not terminate, nor shall they be
cancelled, nor the coverages reduced, until after thirty (30) days' written notice is
given to City, except that ten (10) days' notice shall be given if there is a
cancellation due to failure to pay a premium.
14.5 Proof of Insurance Requirements.
Consultant shall submit the endorsement and insurance certificate,
including the deductible or self -retention amount, to the City's General Counsel
for certification that the insurance requirements of this Agreement have been
satisfied prior to beginning any work under this Agreement.
14.6 Terms of Compensation.
Consultant shall not receive any compensation until all insurance
provisions have been satisfied.
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Section 15. Termination.
City and Consultant shall have the right to terminate this Agreement, with
cause, immediately; or without cause, by giving thirty (30) days' written notice of
termination. If the City terminates this Agreement pursuant to this provision, a
pro rata payment shall be made for work done.
Section 16. Notice.
All notices shall be personally delivered or mailed to the below listed
addresses, or to such other addresses as may be designated by written notice.
These addresses shall be used for delivery of service of process:
To City: City of San Juan Capistrano
32400 Paseo Adelanto
San Juan Capistrano, CA 92675
Attn: Human Resources Manager
To Consultant: Public Sector Personnel Consultants
4110 N. Scottsdale Road, #140
Scottsdale, AZ 85251
Section 17. Attorneys' Fees.
If any action at law or in equity is necessary to enforce or interpret the
terms of this Agreement, the prevailing party shall be entitled to reasonable
attorneys' fees, costs and necessary disbursements in addition to any other relief
to which he may be entitled.
Section 18. Dispute Resolution.
In the event of a dispute arising between the parties regarding
performance or interpretation of this Agreement, the dispute shall be resolved by
binding arbitration under the auspices of the Judicial Arbitration and Mediation
Service ("JAMS").
Kim
Section 19. Entire Agreement.
This Agreement constitutes the entire understanding and agreement
between the parties and supersedes all previous negotiations between them
pertaining to the subject matter thereof.
IN WITNESS WHEREOF, the parties hereto have executed this
Agreement.
ATTEST:
Meg Monahan, City Clerk
APPROVE FORM:
John R. 1haw, City Attorney
CITY OF SAN JUAN CAPISTRANO
0
CONSULTANT
0
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u
32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 493-1171
(949) 493-1053 FAX
www.sanjuancapistrano.org
n
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MEMBERS OF THE CITY COUNCIL
NOTIFICATION OF MEETIll POTENTIAL INTEREST
OF THE SAN JUAN CAPISTRANO CITY COUNCIL
SAM ALLEVATO
DIANE BATHGATE
WYATT HART
JOE SOTO
DAVID M. SWERDLIN
The City Council of San Juan Capistrano will meet at 7:00 p.m. on September 5, 2006
in the City Council Chamber in City Hall, to consider: "Consideration of Approval of a
Personal Services Agreement for Preparation of the Classification,
Compensation, and Organizational Study and an Appropriation of Funds for
Project Costs (Public Sector Personnel Consultants)" — Item No. G1 b.
If you have specific thoughts or concerns regarding this item, you are encouraged to
participate in this decision making process. You can communicate with the City Council
through correspondence addressed to the Council and/or by attending the meeting and
speaking to the Council during the public meeting.
Correspondence related to this item must be received at the City Clerk's office by 12:00
p.m. on Tuesday, September 5, 2006 to allow time for the Council to consider its
content.
If you would like to speak at the meeting, please complete a yellow "Request to Speak"
form found inside the entrance to the Council Chamber. This form is turned in at the
staff table, just in front of the Council dais. You will be called to speak by the Mayor
when the item is considered.
You have received this notice at the request of the City staff member Julia Silva, Human
Resources Manager. You may contact that staff member at (949) 443-6321 with any
questions.
The agenda, including agenda reports, is available to you on our web site:
www.sanivancapistrano.org. If you would like to subscribe to receive a notice when
agendas are posted to the web site, please make that request by sending an e-mail to:
council-agendasesanivancapistrano.org.
Meg Monahan, CMC
City Clerk
cc: City of SJC City Employees Association*; SJC Management and Professional
Employees Association*; City Employees Associates*; Julia Silva, Human
Resources Manager
* Received staff report
San Juan Capistrano: Preserving the Past to Enhance the Future
0 Printed on 100% Recycled Paper
32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 493-1171
(949) 493-1053 FAX
www.sanjuancapistrano.org
September 6, 2006
0
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NOTIFICATION OF ACTION BY THE
CITY COUNCIL OF SAN JUAN CAPISTRANO
MEMBERS OF THE CITY COUNCIL
SAM ALLEVATO
DIANE BATHGATE
WYATT HART
JOE SOTO
DAVID M. SWERDLIN
On September 5, 2006 the City Council of San Juan Capistrano met regarding:
"Consideration of Approval of a Personal Services Agreement for Preparation of
the Classification, Compensation, and Organizational Study and an Appropriation
of Funds for Project Costs (Public Sector Personnel Consultants)" Item No. G1 b.
The following action was taken at the meeting: Selection of Public Sector Personnel
Consultants to conduct a Classification, Compensation and Organizational Study
of the City of San Juan Capistrano, approved; Personal Services Agreement with
Public Sector Peronnel Consultants, in the amount of $55,000 approved; and
allocation of $35,000 from the General Fund Reserve to Personnel Division
Special Studies Account (01-62139-4121) approved.
The following documents are in the process of being executed: n/a
If you have any questions regarding this action, please contact Julia Silva, Human
Resources Manager at 443-6321 for more detailed information.
Thank you,
Meg Monahan, CMC
City Clerk
Cc: City of SJC City Employees Association*; SJC Management and Professional
Employees Association*; City Employees Associates*; Julia Silva, Human
Resources Manager
San Juan Capistrano: Preserving the Past to Enhance the Future
0 Printed.n 100% Recycled Paper
32400 PASEO ADELANTO
SAN JUAN CAPISTRANO, CA 92675
(949) 4931171
(949) 4931053 PAx
www.sanjuancapistrano.org
June 4, 2007
Public Sector Personnel Consultants
4110 N. Scottdale Rd. #140
Scottsdale, AZ 85251
JUN 0 200!
THE CITY COUNCIL
THOMAS W. HRIBAR
MARK NIELSEN
JOE SOTO
DR. LONDRES USO
RE: Compliance with Insurance Reguirements — Classification Compensation Study
The following insurance documents are due to expire:
✓ General Liability Certificate 6/1/2007
✓ General Liability Endorsement Form naming the City of San Juan
Capistrano as additional insured.
✓ Automobile Liability Certificate 6/1/2007
✓ Professional Liability Certificate 8/4/2007
Please submit updated documentation by the above expiration dates to the City of San
Juan Capistrano, attention City Clerk's office, 32400 Paseo Adelanto, San Juan
12675 or fax to (949) 493-1053. If you have any questions, please
49) 443-6309.
�c
Deputy City Clerk
cc: Julia Silva, Human Resources Manager
San Juan Capistrano: Preserving the Past to Enhance the Future
,C, Printed an 100% recycled paper
PUBLIC
SECTOR
as NSONMOL
CONSULTANTS
August 25, 2006
Ms. Julia M. Silva
Human Resources Manager
City of San Juan Capistrano
32400 Paseo Adelanto
San Juan Capistrano, CA 92675
Via Email: JSilva@SanJuanCapistrano.org
Dear Ms. Silva:
We are very pleased to learn the City has selected our firm to conduct a position classification,
"service delivery assessment" and compensation study. This letter will confirm our not -to -exceed
cost of $55,000 to include the following core project services:
Management and employee communication plan; partnership with Human Resources and the
City Manager; occupational, organizational, and operational familiarization; Positron
Description Questionnaire (PDQ), job analysis, 60 worksite job information or "employee
request for revieWinterviews, position classification; FLSA status determinations; ADA/EEO-
compliant job descriptions for each City classification; EZ COMPIN; job evaluation;
compensation survey and competitiveness analysis; salary range assignments; fiscal impact
estimates; organizational structure and service delivery analysis and recommendations;
updated classification alj0 Millo ni pW and GM yW of and
compensation plan imp le
65 occupational job class
Please let us know it we can
to partnering with you on this
Sincerely,�Ii-
Matthew Weatherly
President
National Office: 4110 na.d,:HASORtOM�IIN, Llaapa alJ�1
Regional Locata>�g1�1Nii,11r �n tl0jpy k'I�iiltl4
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PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS
FOR THE
CITY OF SAN JUAN CAPISTRANO
AUGUST 2006
August 8, 2006
Ms. Julia M. Silva
Human Resources Manager
City of San Juan Capistrano
32400 Paseo Adelanto
San Juan Capistrano, CA 92675
Dear Ms. Silva:
AUG 1 0 2006
PUBLIC
SECTOR
PERSONNEL
CONSULTANTS
Pursuant to your RFP, we are pleased to submit our proposal to assist the City of San Juan
Capistrano with a Classification, Compensation, and Staffing Needs Analysis Study. We
specialize in this field, and have provided similar services to more than 950 public employers
throughout the US, including more than 325 municipalities and more than 100 public employers in
California.
We are confident that our extensive public employers classification and compensation
experience, database of public and private sector com�lensation data, large specialized and
highly qualified staff, proven methods, EZ COMP' , and one year of implementation
support/assistance at no cost, will achieve all of the City's objectives for this important project.
• We appreciate the City's consideration of our proposal. I will be your primary contact for this
proposal, and below is my contact information. We would welcome the opportunity to further
present our qualifications and interest in person should that assist the City with this important
decision.
�J
1Sincerely,
Matthew Weatherly
President
(888) 522-7772 PH
(480) 970-6019 FX
mweatherlyCa?compensationconsulting.com
cc: H. van Adelsberg — PSPC San Diego
National Office: 4110 N. Scottsdale Road, #140 Scottsdale, Arizona 85251
Regional location: 5663 Balboa Avenue, #399 San Diego, California 92111
888.522.7772 . FAX (480)970-6019 • info@compensationconsulting.wm
•
•
REPRESENTATIVE CALIFORNIA PUBLIC EMPLOYERS SERVED
BY MEMBERS OF OUR FIRM
Following is a listing of California public employers served by members of our staff. A large number were
served while our staff members were with other consulting firms such as Hay Associates, Hewitt
Associates or Commonwealth Personnel Services, prior to joining our firm.
Anaheim, City of
Azusa, City of
Banning, City of
Berkeley, City of
Buena Park, City of
Burbank, City of
Butte County
CA Family Health Council
CA State University
Calabasas, City of
Calexico, City of
California, State of
California, University of
Camarillo, City of
Capital Area Development Auth
Compton, City of
Contra Costa Junior College
Covina, City of
Culver City, City of
Downey, City of
EI Centro, City of
EI Monte, City of
EI Segundo, City of
Fresno State College
Gardena, City of
Glendale, City of
Harbor General Hospital
Hawaiian Gardens, City of
Hawthorne, City of
Hemet, City of
Housing Authority of Alameda County
Huntington Beach, City of
Indio, City of
Inglewood, City of
Inland Valley Dev Agency
Lake Tahoe Comm College
Lakewood, City of
Lawndale, City of
Lincoln, City of
Lompoc, City of
Long Beach, City of
Los Angeles, City of
Los Angeles Comm Colleges
Los Angeles County
Los Angeles County Police
Mendocino College
Montclair, City of
Monterey Park, City of
Moro Bay, City of
Monterey/Salinas Transit
Morongo Valley Schools
Mountain View, City of
National City, City of
Needles, City of
Norco, City of
Oakland, City of
Oakland County
Palm Springs, City of
Pasadena, City of
Placentia, City of
Pleasanton, City of
Pomona, City of
Public Employers Risk Management Auth
Redwood City, City of
Rialto, City of
Ridgecrest School District
Riverside, City of
Riverside County
Riverside School District
Sacramento, City of
Sacramento County
Sacramento Housing Authority
Sacramento Regional Sanitation District
San Bernardino, City of
San Bernardino County
San Bernardino Int'I Airport Authority
San Diego, City of
San Diego County
San Francisco State College
San Jose, City of
San Juan Public Schools
Santa Ana, City of
Santa Barbara County
Santa Cruz, City of
Santa Cruz County
Santa Monica, City of
Sisters of St. Joseph
Solana Beach, City of
Susanville Public Schools
Sutter -Yuba Counties Health Dept
Torrance, City of
Tracy, City of
Tulare, City of
Valencia, City of
Ventura County
Ventura County Housing Authority
Visalia, City of
Water Facilities Authority
West Covina, City of
Yuba City, City of
PUBLIC SECTOR PERSONNEL CONSULTANTS
8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
Following are more than 950 public employers for whom PUBLIC SECTOR PERSONNEL
CONSULTANTS staff members have provided compensation and human resources consulting services.
NOTE. Many of these employers were served while the PSPC staff member was with Hay Associates,
Commonwealth Personnel Services, Government Management Institute, Hewitt Associates, or other
consulting firms.
Aberdeen, City of, SD
Bay de Noc Community College, MI
Academy School District, CO
Baylor University, TX
Adams County, CO
Baytown, City of, TX
Addison, Village of, IL
Beaver County, PA
Ague Fria Union High School Dist, AZ
Bee Cave, Village of, TX
Ak-Chin Indian Community, AZ
Beloit, City of, WI
Alaska Native Health Consortium
Bend, City of, OR
Alaska, State of
Bensenville, Village of, IL
Alberta, Province of
Bergen County, NJ
Albuquerque, City of, NM
Berkeley, City of, CA
Aleutian Housing Authority, AK
Berkshire Medical Center, MA
Alexandria, City of, VA
Bernard Community College, FL
Algonquin, Village of, IL
Berthoud, Town of, CO
Altar Valley School District, AZ
Bethlehem School District, PA
American Federation Govt. Ees, DC
Bettendorf, City of, IA
Ames, City of, IA
Billings, City of, MT
Anaheim, City of, CA
Bisbee, City of, AZ
Anahuac, City of, TX
Bismarck Community College, ND
Apache County, AZ
Bismarck Public Schools, ND
Apache Junction, City of, AZ
Bismarck State College, ND
Arapahoe County, CO
Bismarck, City of ND
Archuleta County, CO
Bi -State Computer Commission, IA
Ardmore, City of, OK
Blackhawk, Town of, CO
Aristocrat, Inc., NV
Bloomingdale, Borough of, NJ
Arizona Department of Public Safety
Bloomington, City of, MN
Arizona State University
Bolingbrook, City of, IL
Arizona, Division of Personnel
Boone County, MO
Arizona, University of
Boonville, City of, MO
Arkansas, State of
Basque Farms, Village of, NM
Artesia, City of, NM
Bowling Green State University, OH
Ashland, City of, OR
Bridgeport, City of, CT
Ashville Metro Sewerage District, NC
Brighton, City of, CO
Assn. of Botanical Gardens, PA
Broward County, Fl-
LAssn.
Assn.of Zoological Horticulturists
Bryan Board of Light/Water, OH
Aurora, City of, CO
Bryn Mawr College, PA
Austin Community College, TX
Buckeye, Town of, AZ
Austin Housing Authority, TX
Buena Park, City of, CA
Avondale, City of, AZ
Bullhead City, City of, AZ
Azusa, City of, CA
Burbank, City of, CA
Balcones Heights, City of, TX
Burlington, City of, KS
Baltimore County, MD
Butte County, CA
Baltimore School District, MD
Calabasas, City of, CA
Banning, City of, CA
Calexico, City of, CA
Bay City, City of, MI
Calgary, City of, AB _
Bay County, FL
California Family Health Council
Page 1 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
California Regional Medical Programs
California, State of
Churchill County, NV
Cincinnati, City of, OH
California, University of
Cincinnati, University of, OH
Camarillo, City of, CA
Clackamas County, OR
Camden County, SC
Claremont, City of, CA
Camden, City of, NJ
Clark County Housing Authority, NV
Canada:
Clark County Sanitation Dist., NV
Energy & Resources Department
Clark County Schools, NV
Health & Welfare Department
Clark County, NV
Reg'I Economic Expansion Dept,
Clarkdale, Town of, AZ
Public Service Commission
Clatsop County, OR
Supply & Services Department
Cleveland County, NC
Transport Department
Cleveland Heights, City of, OH
Treasury Board
Cleveland Metroparks, OH
Canon City, City of, CO
Cleveland, City of, OH
Capitol Area Health Plan Agency, MI
Cochise College, AZ
Carbondale, City of, IL
Cochise County, AZ
Carlsbad, City of, NM
Coconino County, AZ
Carol Stream, Village of, IL
Coldwater State Home, MI
Carrizo Springs, City of, TX
Colleyville, City of, TX
Casa Grande Elementary Schools, AZ
Collierville, Town of, TN
Casa Grande High School District, AZ
Colorado Mountain College, CO
Casa Grande, City of, AZ
Colorado University of, CO
Catalina Foothills School District, AZ
Colorado, State of
Cave Creel, Town of, AZ
Colton, City of, CA
Cedar Falls Utilities, IA
Commack Union School Dist., NY
•
Cedar Park, City of, TX
Commerce City, City of, CO
Cedar Rapids Public Schools, IA
Community Action Pittsburgh, PA
Cedar Rapids, City of, IA
Community Action Frog. Comm., OH
Centennial, City of, CO
Community Analysis Bureau, CA
Central Lane Planning Council, OR
Compton, City of, CA
Central Oregon Comm. College, OR
Contra Costa Junior College, CA
Central State Hospital, GA
Cook County Public Schools, IL
Central Yavapai Fire District, AZ
Cook County, IL
Centralia, City of, MO
Coolidge, City of, AZ
Chafee County, CO
Cornell University, NY
Chandler, City of, AZ
Costa Rica, Republic of
Charlotte -Mecklenburg Schools, NC
Cottonwood, City of, AZ
Chatham County, GA
Covina, City of, CA
Chaves County, NM
Cranberry Township, PA
Chesterfield County Public Schools, VA
Crane Elementary School Dist., AZ
Chesterfield County, VA
Crested Butte, Town of, CO
Cheyenne Health Dept., WY
Culver City, City of, CA
Chicago Public Schools, IL
Cumberland County, GA
Chicago Univ. Hospitals/Clinics, IL
Curry County, NM
Chicago, City of, IL
Cuyahoga Falls, City of, OH
Child Care Group, TX
Dade, Metropolitan County of, FL
Child Parent Centers, AZ
Dallas County, TX
Children's Svcs. Council, Palm Beach, FL
Dallas Housing Authority, TX
Chino, City of, CA
Darien, City of, IL
•
Chitimacha Tribe, LA
DeBary, City of, FL
Christian Brothers College, TN
Deer Valley Unified Schools, AZ
Page 2 of 10 PUBLIC SECTOR PERSONNEL
CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
DeKalb County, GA
Emery County, UT _
Delaware, State of
Enterprise City School District, CA
Delaware, University of
Estes Park, City of, CO
Delta, City of, CO
Evanston, City of, IL
Delta County, CO
Fall River Public Schools, MA
Denver, City & County, CO
Fargo, City of, ND
Des Moines Water Works, IA
Fayette County, IL
Des Moines, City of, IA
Fayette County, PA
Destin, City of FL
Fayetteville, Manlius Schools, NY
Detroit, City of, MI
Federal Heights, City of, CO
District 11 School Dist, CO
Firestone, Town of, CO
District of Columbia
Flagler Beach, City of, FL
Dodge County, GA
Florence Public Schools, AL
Dona Ana County, NM
Florence, Town of, AZ
Douglas County Library Dist, CO
Florence -Darlington Tech. Ed. Center, SC
Douglas County, KS
Florida State University
Douglas County, NV
Florida, State of
Douglas, City of, AZ
Fort Collins, City of, CO
Dover, City of, DE
Fort Huachuca Accom. School, AZ
Downey, City of, CA
Fort McDowell Tribal Government, AZ
Duke University, NC
Fort Morgan, City of, CO
DuPage County, IL
Fort Pierce, City of, FL
Durango, City of, CO
Fort Pierce Housing Auth., FL
Durant, City of, OK
Fort Wayne Housing Auth., IN
Eagle County, CO
Fox Chapel, Borough of, PA
Eagle Pass, City of, TX
Fox Point Bayside School Dist., WI
East Fork Fire/Rescue Dists, NV
Fox Valley Council of Governments, WI
East St. Louis, City of, IL
Frankfort, Village of, IL
East Tennessee State University
Franklin County, WA
East Valley Institute of Technology, AZ
Franklin Park, Borough of, PA
Eastern Montana College
Fraser, Town of, CO
Eastern New Mexico Medical Center
Frederick, City of, OK
Eastern New Mexico University
Fremont County, CO
Eau Claire County, WI
Fresno State College, CA
Eau Claire, City of, WI
Fresno, City of, CA
Ecuador, Republic of
Frisco, City of, TX
Eddy County, NM
Galveston, Port of, TX
Edmond, City of, OK
Garden City, City of, KS
Edmonton, City of, AL
Gardena, City of, CA
EI Centro, City of, CA
Geneseo, City of, IL
EI Mirage, City of, AZ
Georgetown University, Wash DC
EI Monte, City of, CA
Georgia Institute of Technology
EI Paso County, TX
Georgia Regional Hospital
EI Paso, City of, TX
Georgia, State of
EI Reno, City of, OK
Georgia, University of
EI Segundo, City of, CA
Gila County, AZ
Elkhart General Hospital, IN
Gila River Gaming Enterprises, AZ
Elko County, NV
Gila River Tribal Government, AZ
Elmbrook Public Schools, WI
Gilbert, Town of, AZ
Elmhurst Park District, IL
Gillette, City of, WY
Elmhurst Public Schools, 1L
Gilpin County, CO _
Elmhurst, City of, IL
Gladstone, City of, MO
Page 3 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8106
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
•
Glendale, City of, AZ
Glendale, City of, CA
Hickory Public Schools, NC
Highland Community College, IL
Glendale, City of, CO
Highland Hospital, Rochester, NY
Glenwood Springs, City of, CO
Highland Park Model Cities, NJ
Goforth Water Systems, TX
Highland Park, City of, MI
Good Samaritan Hospital, AZ
Hobbs, City of, NM
Graceland College, IA
Hoboken Model Cities, NJ
Grand Canyon School Dist, AZ
Holbrook School District, AZ
Grand Canyon University, AZ
Holbrook, City of, AZ
Grand Forks Airport Auth., ND
Honolulu City & County of, HI
Grand Forks, City of, ND
Hopi Tribal Government, AZ
Grand Haven Public Schools, IA
Horseshoe Bay, City of, TX
Grand Junction, City of, CO
Housing Authority of Alameda County, CA
Grand Rapids, City of, WI
Houston Housing Authority, TX
Grand Ronde Tribe, OR
Hull, City of, QE
Grant County, WI
Huntington Beach, City of, CA
Grant Hospital of Chicago, IL
Hunts Points Multi Svc Agency, NY
Grayson County, TX
Huntsville, City of, AL
Great Falls, City of, MT
Idaho, State of
Greater Texas Credit Union
Illinois College of Optometry
Green Bay Sewerage District, WI
Illinois Dept. of Nuclear Safety
Green River, City of, WY
Illinois Municipal Retirement Fund
Greene County, OH
Illinois, State of
Greene County, PA
Illinois, University of
Greensville Public Schools, NC
Indian Community School, WI
Greenville County, SC
Indian Rocks Beach, City of, FL
•
Greenville General Hospital, SC
Indiana, State of
Greenville, City of, SC
Indianapolis, City of, IN
Gresham Public Schools, OR
Indio, City of, CA
Grundy County, IA
Inglewood, City of, CA
Guam Community College
Inkster Public Schools, MI
Guam, Territory of
Inland Valley Development Agency, CA
Gulf Breeze, City of, FL
Inter -Comm Hosp. Foundation, CA
Gunnison, City of, CO
Iowa Public Broadcast Network
Hamilton County 911, TN
Iowa, State of
Hamilton County, TN
Isaac School District, AZ
Hampton, Township of, PA
Jackson County Public Hosp., MO
Harbor General Hospital, CA
Jackson County, MO
Hawaii Health Department
Jackson, City of, MS
Hawaii, State of
Jacksonville, City of, AR
Hawaiian Gardens, City of, CA
Jacksonville, City of, FL
Hawthorne Comm. Hospital, CA
Jefferson County Appraisal District, TX
Hawthorne, City of, CA
Jefferson County Navigation District, TX
Hayden -Winkelman Schools, AZ
Jefferson County, AL
Hays County, TX
Jefferson County, CO
Helena, City of, MT
Jefferson County, TX
Hemet, City of, CA
Jersey City State College, NJ
Hennepin County Gen'I Hosp MN
Jersey City, City of, NJ
Hennepin County, MN
Jo Davies County, IL
Henrico County, VA
Johns Hopkins Hospital, MD
•
Henrietta Central School Dist., NY
Johnson County Water District, KS
Herndon, City of, VA
Johnson County, KS
Page 4 of 10 PUBLIC SECTOR PERSONNEL
CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
Johnstown, Town of, CO
Long Island Jewish Hospital, NY _.
Joliet, City of, IL
Lorain County, OH
Jonesville, Village of, MI
Los Alamos County, NM
Joplin, City of, MO
Los Angeles Comm. Colleges, CA
Kalamazoo Community College, MI
Los Angeles County Police Union, CA
Kalamazoo, City of, MI
Los Angeles County, CA
Kalamazoo, County, MI
Los Angeles, City of, CA
Kane County, IL
Los Lunas, Village of, NM
Kankakee County, IL
Louisiana, State of
Kansas City College District, MO
Louisville, University of, KY
Kansas City, City of, KS
Lowell, City of, MA
Kansas City, City of, MO
Luna Vocational Tech Institute, NM
Kansas, State of
Luzerne County, PA
Kearney, City of, NE
Macalester College, MN
Kenosha Public Schools, WI
MacNeil Memorial Hospital, IL
Kentucky, State of
Macon, City of, GA
Killeen, City of, TX
Madison Sewerage District, WI
King County, WA
Madison, City of, WI
Kingman, City of, AZ
Maimondes Medical Center, NY
Kingsport, City of, TN
Maine, State of
La Plata County, CO
Mandan, City of, ND
Laconia, City of, NH
Mankato State University, MN
Lake County, IL
Marana School District, AZ
Lake Havasu City, City of, AZ
Marana, Town of, AZ
Lake Sumter Community College, FL
Maricopa Assoc. of Governments, AZ
Lake Tahoe Community College, CA
Maricopa Community College Dist, AZ —
Lakeway, City of, TX
Maricopa County, AZ
Lakewood, City of, CA
Maricopa Housing Authority, AZ
Lamar University, TX
Maricopa Superior Court, AZ
Lancaster Public Schools, OH
Marion County, IN
Lane Community College, OR
Marquette University, WI
Lansing, City of, MI
Mars Hill College, NC
Laramie County, WY
Marshall County, IA
Laramie County Library System, WY
Marshall County, PA
Las Cruces, City of, NM
Marshall, Township of, PA
Las Vegas Metro Police Dept., NV
Marshfield, City of, WI
Las Vegas Valley Water District, NV
Martin County, MN
Las Vegas, City of, NV
Maryland, State of
Lawndale, City of, CA
Maryland/Capitol Planning Comm
Lawton, City of, OK
Massachusetts Hospital Association
Lea County, NM
Massachusetts, State of
Libertyville, City of, IL
McHenry County Housing Authority, IL
Lincoln Land Community College, IL
McHenry County, IL
Lincoln, City of, CA
McKinley County, NM
Linn County Public Schools, IA
McPherson College, KS
Linn County, IA
Mem'I Hosp. of DuPage County, IL
Lochbuie, Town of, CO
Mem'I Med. Ctr., Savannah, GA
Lockport, City of, IL
Mendocino College, CA
Logan, City of, UT
Mequon, City of, WI
Lombard, Village of, IL
Mercer County, NJ
Lompoc, City of, CA
Mercy Hospital, Cedar Rapids, IA
Long Beach, City of, CA
Mercy Hospital, Springfield, MA
Page 5 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 6/06
PUBLIC EMPLOYERS SERVED BY
11111;K411111AILWI
Methodist Hospital, Gary, IN
Muskego-Norway School Dist., WI
Methodist Hospital, Indianapolis, IN
Naperville, City of, IL
Metro Toronto, ON
Nashville -Davidson County, TN
Metro Water District, IL
Nassau County School District, FL
Metropolitan Sanitary District, IL
National City, City of, CA
Miami Area School District, AZ
National Council on Alcoholism, NY
Miami Shores, Village of, FL
Natrona County, WY
Michigan Municipal League
Navajo Arts & Crafts Enterprise, AZ
Michigan, State of
Navajo Community College, AZ
Midland County, MI
Navajo County, AZ
Midland Police Academy, TX
Navajo Partnership for Housing, AZ
Milliken, Town of, CO
Navajo Utility Authority, AZ
Milwaukee County, WI
Nebraska, State of
Milwaukee Metro Sewer Dist., WI
Nederland, City of, TX
Milwaukee Public Schools, WI
Needles, City of, CA
Milwaukee, City of, WI
New Hampshire, State of
Minneapolis, City of, MN
New Iberia Parish, LA
Minnesota League of Cities
New Jersey Comm Training Institute
Minnesota, State of
New Jersey, State of
Minnesota, University of
New Lenox, Village of, IL
Minot, City of, ND
New Mexico Association of Counties
Missoula County, MT
New Mexico Junior College
Missoula, City of, MT
New Mexico Military Institute
Missouri, State of
New Mexico, State of
Mobile, City of, AL
New Orleans, City of, LA
Moffat County Library, CO
New York Port Authority, NY
• Mohave County Courts, AZ
New York Public Schools, NY
Mohave County, AZ
New York State University, NY
Monmouth County, NJ
New York University Medical Center, NY
Monroe Public Schools, MI
New York, City of, NY
Montana State University
New York, State of, NY
Montclair, City of, CA
Nez Perce County, ID
Monterey Park, City of, CA
Nixa, City of, MO
Monterey/Salinas Transit, CA
Nogales, City of, AZ
Montgomery County Schools, MD
Norco, City of, CA
Montgomery County, MD
Norman School District, OK
Montpelier Public Schools, VT
Norman, City of, OK
Montpelier, City of, VT
North Carolina, State of
Montrose, City of, CO
North Dakota, State of
Montrose County, CO
North Idaho College
Moore Public Schools, OK
North Las Vegas, City of, NV
Moore, City of, OK
North Pacific Rim Housing Authority, AK
Moro Bay, City of, CA
North Slope Borough, AK
Morongo Valley Schools, CA
North Table Mtn Water Dist, CO
Morton Community College, IL
Northern Marianas, Commonwealth of
Moundridge Public Schools, KS
Northland Pioneer College, AZ
Mountain View, City of, CA
Northwest Kansas Medical Center, KS
Mt. Lebanon, Township of, PA
Norwalk Redevelopment Agency, CT
Mt. Prospect, Village of, IL
Nova Scotia, Province of
Mt. Sinai Hospital, Milwaukee, WI
Oak Ridge, City of, TN
• Multnomah County, OR
Oakland County, CA
Muskego, City of, WI
Oakland University, MI
Page 6 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
Oakland, City of, CA
Phoenix Children's Hospital, AZ —.
Ogallala, City of, NE
Phoenix Elementary School. Dist., AZ
Ogden, City of, UT
Phoenix Union High School Dist., AZ
Ohio County Public Schools, WV
Phoenix, City of, AZ
Ohio, State of
Pima Association of Governments, AZ
Ohio, University of
Pima County Superior Court, AZ
Oklahoma City Zoological Trust, OK
Pima County, AZ
Oklahoma City, City of, OK
Final County, AZ
Oklahoma Municipal League
Pine, Township of, PA
Oklahoma State University
Pinellas County, FL
Oklahoma, State of
Pinellas Park, City of, FL
Oldsmar, City of, FL
Pinon Community School, AZ
Omaha Airport Authority, NE
Pittsburgh, City of, PA
Omaha Police Union, NE
Placentia, City of, CA
Omaha, City of, NE
Pojoaque Gaming, Inc., NM
Ontario, Province of
Polk Community College, FL
Orange County, FL
Pomona, City of, CA
Oregon Dept. of Env'I Quality
Ponca City, City of, OK
Oregon, State of
Pontiac, City of, MI
Oro Valley, Town of, AZ
Port Huron School District, MI
Osseo, City of, MN
Port Lavaca, City of, TX
Oswego, City of, WI
Port Neches, City of, TX
Oxford, City of, OH
Portage, City of, MI
Ozarks, College of, AR
Portland, City of, OR
Page Unified School District, AZ
Presbyterian Hospital, NY, NY
Page, City of, AZ
Presbyterian -St. Luke's Hospital, IL
Pagosa Springs, Town of, CO
Prescott Valley, Town of, AZ
Palestine, City of, TX
Prescott, City of, AZ
Palm Beach County, FL
Prince George's County, MD
Palm Springs, City of, CA
Prospect Heights, City of, IL
Palmer Chiropractic College, IA
Providence Hospital, KC, MO
Panama, Republic of
Provident Hospital, Chicago, IL
Pantego, City of, TX
Provo, City of, UT
Paradise Valley, Town of, AZ
Public Risk Management Authority, CA
Parker Fire Protection District, CO
Pueblo West Metro District, CO
Parker, Town of, AZ
Puerto Rican Forum, NY, NY
Parsippany -Troy Hills Schools, NY
Puerto Rico, Commonwealth of
Pasadena, City of, CA
Puerto Rico, University of
Paul's Valley, City of, OK
Puget Sound Air Pollution Agency, WA
Payson, Town of, AZ
Pulaski Memorial Hospital, Chicago, IL
Pearland, City of, TX
Quebec, Province of
Pennsylvania, State of
Queen Creek, Town of, AZ
Penrose Cancer Hospital, CO
Racine, City of, WI
Pensacola Junior College, FL
Ramsey County, MN
Peoria County, IL
Rantoul, City of, IL
Peoria Public Schools, IL
Rapid City, City of, SD
Peoria School District, AZ
Redford, Township of, MI
Peoria, City of, AZ
Redwood City, City of, CA
Peoria, City of, IL
Regional Transportation Commission, NV
Perry, City of, OK
Rensselear County, NY _
Philadelphia, City of, PA
Rhode Island Hospital, Providence
Philander Smith College, AR
Rhode Island, State of
Page 7 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
• Rialto, City of,
Rifle, City of, CO
Richland County, SC
Richland, City of, CA
Richmond County, NC
Richmond Housing Authority, VA
Richmond, City of, VA
Richmond, City of, WI
Ridgecrest School District, CA
Rio Rancho, City of, NM
River Forest, Village of, IL
River Oaks, City of, TX
Riverside County, CA
Riverside School District, CA
Riverside, City of, CA
Roanoke Redevelopment Authority, VA
Rochester, City of, NY
Rockford Public Schools, IL
Rockingham County, VA
Rockwall, City of, TX
Rolla, City of, MO
Rolling Meadows, City of, IL
Roosevelt, City of, UT
Roselle, Village of, IL
Ruidoso, Village of, NM
• Sachse, City of, TX
Sacramento County, CA
Sacramento Housing Authority, CA
Sacramento Reg'I Sanitation Dist, CA
Sacramento, City of, CA
Safford, City of, AZ
Saginaw, City of, MI
Sahuarita, Town of, AZ
Salida, City of, CO
Salina Public Schools, KS
Salina, City of, KS
Salt Lake City, City of, UT
Salt Lake Metro Water District, UT
Salt River Tribal Government, AZ
San Antonio, City of, TX
San Bernardino County, CA
San Bernardino Int'I Airport Auth, CA
San Bernardino, City of, CA
San Carlos Apache Tribe, AZ
San Diego County, CA
San Diego, City of, CA
San Felipe Pueblo, NM
San Francisco State College, CA
San Jose, City of, CA
San Juan County, NM
• San Juan Public Schools, CA
San Juan Pueblo, NM
San Luis, City of, AZ
San Xavier District (TON), AZ
Sand Hills Community Action, NC
Sandusky, City of, OH
Sandy, City of, UT
Santa Ana, City of, CA
Santa Barbara County, CA
Santa Cruz County, AZ
Santa Cruz County, CA
Santa Cruz Valley School Dist., AZ
Santa Cruz, City of, CA
Santa Fe Community College, NM
Santa Fe County, NM
Santa Fe Housing Authority, NM
Santa Monica, City of, CA
Sarasota Airport Authority, FL
Saskatchewan, Province of
Saudi Arabia, Kingdom of
Saydell School District, IA
Schertz, City of, TX
Scotia -Glenville Public Schools, NY
Scott County, IA
Scottsdale Cultural Council, AZ
Scottsdale, City of, AZ
Sedona Fire District, AZ
Sedona, City of, AZ
Seminole, City of, OK
Shaler, Township of, PA
Shawnee Public Schools, OK
Sheboygan, City of, WI
Shelburne, City of, VT
Shelby, City of, NC
Shreveport, City of, LA
Sierra Vista School District, CA
Sierra Vista, City of, AZ
Silt, Town of, CO
Silverthorne, Town of, CO
Sinai Hospital of Detroit, MI
Sioux City, City of, IA
Sisters of Charity, TX
Sisters of St. Joseph, CA
Skokie, City of, IL
Solana Beach, City of, CA
Somerton School District, AZ
South Alabama Reg'I Plan Comm.
South Carolina, State of
South Central MI Health Council
South Dakota, State of
South Metro Fire District, CO
South Padre Island, Town of, TX
Southeastern Education Lab, GA
Southeastern Plan/Dev Dist, MA
Page 8 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM
Southern Illinois University
Texas Department of Transportation
Southern Ute Indian Tribe, CO
Texas Office of the Attorney General
Southwestern Illinois Plan Comm.
Texas Water Development Board
Spartanburg Tech College, SC
The Navajo Nation, AZ
Spirit Mountain Gaming, OR
Thornton, City of, CO
Spokane, City of, WA
Thousand Oaks, City of, CA
Springfield, City of, IL
Three Villages School District, NY
St. Bernard Parish, LA
Tillamook Bay Community College, OR
St. Charles, City of, IL
Timberland Regional Library District, WA
St. Francis Hospital, La Crosse, WI
Tohono O'odham Nation, AZ
St. George, City of, UT
Tomball, City of, TX
St. John's Hospital, Salina, KS
Topeka, City of, KS
St. John's University, MN
Torrance, City of, CA
St. Joseph's Hospital, Denver, CO
Tracy, City of, CA
St. Louis County, MO
Transylvania University, KY
St. Louis Metro Sanitary District, MO
Tri -County Health Dept, CO
St. Louis, City of, MO
Tri -County Reg'[ Planning Comm, OH
St. Lucie County Fire District, FL
Truth or Consequences, City of, NM
St. Luke's Hospital, Racine, WI
Tucson Unified School District, AZ
St. Mary's Hospital, Tucson, AZ
Tucson, City of, AZ
St. Mary's University, TX
Tulare, City of, CA
St. Paul Housing Authority, MN
Tularosa, Village of, NM
St. Paul, City of, MN
Tulsa, City of, OK
St. Vincent Hosp/Med. Center, NY, NY
Umpqua Community College, OR
St. Vincent Hospital, Jacksonville, FL
Union Theological Seminary, NY
State Compensation Fund, AZ
United Nations
State Fair Community College, MO
United States
Sterling, City of, CO
Agriculture Department
Stubenville, City of, OH
Army, Department of
Summit County, CO
Atomic Energy Commission
Sun City West, City of, AZ
Civil Service Commission
Sunny Isles Beach, City of, FL
Commerce Department
Sunnyside Public Schools, AZ
Defense Department
Superior, Town of, CO
Health, Education & Welfare Dept.
Surprise, City of, AZ
Housing & Urban Development Dept.
Susanville Public Schools, CA
Justice (LEAA) Department
Sutter -Yuba Counties Health Dept., CA
State (AID) Department
Suwanee County, FL
Transportation Department
Syracuse University, NY
Veterans Administration
Tacoma Housing Authority, WA
University of Illinois Medical School
Tampa Port Authority, Tampa, FL
Utah, State of
Taos, Town of, NM
Valdez, City of, AK
Tarrant County Comm. College, TX
Valley Metro Rail, AZ
Telluride, Town of, CO
Valleys Planning Council, MD
Tempe Elementary School District, AZ
Valpariso University, IN
Tempe High School District, AZ
Vanderbilt University, TN
Tempe, City of, AZ
Ventura County Housing Authority, CA
Temple University Hospital, PA
Ventura County, CA
Temple University, PA
Vermont, State of
Tennessee, State of
Vermont, University of
Tennessee, University of
Vero Beach, City of, FL
Texas Department of Banking
Villa Park, Village of, IL
Page 9 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
PUBLIC EMPLOYERS SERVED BY
OF OUR FIRM
• Virginia, State of
Visalia, City of, CA
Westminster, City of, CA
Wheaton, City of, IL
Wake County, NC
Wheatridge Fire Protection District, CO
Walsh County, ND
Wheeling, City of, WV
Waltham Hospital, MA
Whiteside County, IL
Walworth County, WI
Wickenburg, City of, AZ
Warr Acres, City of, OK
Williams Gateway Airport, AZ
Warren County Public Schools, PA
Williams, City of, AZ
Warren General Hospital, OH
Williams County, ND
Warrensburg, City of, MO
Wilmette Park District, IL
Washington Hospital Center, DC
Williston, City of, ND
Washington, State of
Windcrest, City of, TX
Washoe County School District, NV
Windsor Library District, CO
Water Facilities Authority, CA
Windsor, Town of, CO
Waterford, City of, WI
Winfield, Village, IL
Waukee, City of, IA
Winnetka, Village of, IL
Waukegan, City of, IL
Wisconsin, State of
Waukesha County, WI
Wisconsin, University System of
Wayne County, MI
Wood County, TX
Webster, City of, TX
Woodlands, Community Ass'n, TX
Weirton, City of, WV
Wylie, City of, TX
Welfare Council of Metro Chicago, IL
Wyoming, State of
•
•
Wentzville, City of, MO
Wesley Mem'I Hospital of Chicago, IL
West Chicago, City of, IL
West Covina, City of, CA
West Palm Beach, City of, FL
West Virginia, State of
Westbury Public Schools, NY
Western Heights School District, OK
Western Kentucky University
Western Michigan University
Western New Mexico University
Western Oklahoma State College
Yankton, City of, SD
Yavapai Fire District, AZ
Yuba City, City of, CA
Yukon Health Corporation, AK
Yuma County Justice Courts, AZ
Yuma County Superior Court, AZ
Yuma County, AZ
Yuma Housing Authority, AZ
Yuma School District One, AZ
Yuma, City of, AZ
Zelienople, Borough of, PA
Page 10 of 10 PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
n
u
PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS FOR
THE CITY OF SAN JUAN CAPISTRANO
QUALIFICATIONS OF OUR FIRM
HISTORY AND FACTS ABOUT OUR FIRM
REPRESENTATIVE CALIFORNIA EMPLOYERS SERVED
950+ PUBLIC EMPLOYERS SERVED
PUBLIC SECTOR PERSONNEL CONSULTANTS
•
HISTORY AND FACTS ABOUT OUR FIRM
• HISTORY OF OUR FIRM
Public Sector Personnel Consultants (PSPC) originated in 1972 with the Public Sector Group of
the international human resources consulting firm of Hay Associates. PSPC was established as an
independent firm in 1982.
• REGIONAL STAFF
Our national office is in Scottsdale, AZ, and we have additional locations or affiliates in Atlanta, GA,
Austin, TX, Charlotte, NC, Chicago, IL, Dallas, TX, Denver, CO, Kansas City, MO, Los Angeles, CA,
Royal Palm Beach, FL, Sacramento, CA, St. Paul, MN, San Diego, CA, Santa Fe, NM, Seattle, WA,
and Washington, D.C.
• SPECIALIZED IN COMPENSATION SERVICES
We are "super -specialists" in compensation, providing services in job analysis, position classification,
job content evaluation, compensation, and directly related services.
• SPECIALIZED INSTATE AND LOCAL GOVERNMENT CLIENTS
We provide services exclusively to public sector employers including municipalities, counties, utility
districts, special districts, state governments, housing and redevelopment agencies, school districts,
library districts, higher education, and tribal governments.
• SPECIALIZED COMPENSATION STAFF
Our staff is comprised of senior human resources professionals with very extensive experience as
compensation managers and consultants for public employers.
• OVER 950 PUBLIC EMPLOYERS SERVED
Our staff members have provided compensation, human resources, training and related consulting
services to more than 950 public and 200 private employers throughout the U.S.
• AMERICAN COMPENSATION ASSOCIATION PARTICIPATION (ACA) (NOW WORLDATWORK)
Our consultants are active members of ACA, which is also headquartered in Scottsdale, AZ, including
serving as instructors for the ACA certification courses.
• SPECIALIZED COMPENSATION AND RELATED RESOURCES
We utilize our EZ COMP TM salary survey and plan program and databases, modified FES point -factor
job evaluation system, AEP TM performance evaluation plan, and SNAPTM staffing needs analysis
program.
• FIRST YEAR IMPLEMENTATION WARRANTY
We provide our clients with extensive implementation support during the first year, and we will
• analyze, evaluate, classify, and provide a salary range recommendation for any new or changed
position or entire job class, at no additional cost.
PUBLIC SECTOR PERSONNEL CONSULTANTS 8106
•
•
•
REPRESENTATIVE CALIFORNIA PUBLIC EMPLOYERS SERVED
BY MEMBERS OF OUR FIRM
Following is a listing of California public employers served by members of our staff. A large number were
served while our staff members were with other consulting firms such as Hay Associates, Hewitt
Associates or Commonwealth Personnel Services. prior to ioinino our firm.
Anaheim, City of
Azusa, City of
Banning, City of
Berkeley, City of
Buena Park, City of
Burbank, City of
Butte County
CA Family Health Council
CA State University
Calabasas, City of
Calexico, City of
California, State of
California, University of
Camarillo, City of
Capital Area Development Auth
Compton, City of
Contra Costa Junior College
Covina, City of
Culver City, City of
Downey, City of
EI Centro, City of
EI Monte, City of
EI Segundo, City of
Fresno State College
Gardena, City of
Glendale, City of
Harbor General Hospital
Hawaiian Gardens, City of
Hawthorne, City of
Hemet, City of
Housing Authority of Alameda County
Huntington Beach, City of
Indio, City of
Inglewood, City of
Inland Valley Dev Agency
Lake Tahoe Comm College
Lakewood, City of
Lawndale, City of
Lincoln, City of
Lompoc, City of
Long Beach, City of
Los Angeles, City of
Los Angeles Comm Colleges
Los Angeles County
Los Angeles County Police
Mendocino College
Montclair, City of
Monterey Park, City of
Moro Bay, City of
Monterey/Salinas Transit
Morongo Valley Schools
Mountain View, City of
National City, City of
Needles, City of
Norco, City of
Oakland, City of
Oakland County
Palm Springs, City of
Pasadena, City of
Placentia, City of
Pleasanton, City of
Pomona, City of
Public Employers Risk Management Auth
Redwood City, City of
Rialto, City of
Ridgecrest School District
Riverside, City of
Riverside County
Riverside School District
Sacramento, City of
Sacramento County
Sacramento Housing Authority
Sacramento Regional Sanitation District
San Bernardino, City of
San Bernardino County
San Bernardino Int'I Airport Authority
San Diego, City of
San Diego County
San Francisco State College
San Jose, City of
San Juan Public Schools
Santa Ana, City of
Santa Barbara County
Santa Cruz, City of
Santa Cruz County
Santa Monica, City of
Sisters of St. Joseph
Solana Beach, City of
Susanville Public Schools
Sutter -Yuba Counties Health Dept
Torrance, City of
Tracy, City of
Tulare, City of
Valencia, City of
Ventura County
Ventura County Housing Authority
Visalia, City of
Water Facilities Authority
West Covina, City of
Yuba City, City of
PUBLIC SECTOR PERSONNEL CONSULTANTS
8/06
ROBERT A. MILES, SPHR
Mr. Miles has over 25 years of experience as a human resources manager and consultant for public
• employers, specializing in position classification and compensation. He has served as Personnel
Analyst for the City of Ft. Lauderdale, FL, Personnel Manager for the City of West Palm Beach, FL,
Director of Human Resources for the Palm Beach County Sheriff's Department, FL., AND Deputy
Personnel Director for the City of Springfield, OH.
He has conducted projects in job analysis, position classification, job evaluation, compensation
surveys, compensation plan development, employee relations, recruitment, EEO and affirmative
action. Among his recent client projects are those for:
Azusa, City of Fresno, City of Oakland, City of
Burbank, City of Hemet, City of Rialto, City of
California, State of Huntington Beach, CA Sacramento, City of
Camarillo, City of Inglewood, City of San Diego, City of
EI Segundo, City of Los Angeles County San Jose, City of
Mr. Miles holds a BS degree in Business Administration (cum laude) from Central Ohio State
University and the designation as Senior Professional in Human Resources (SPHR) by the Society
for Human Resources Management.
ALBERTO PACHECO, CCP, SPHR
Mr. Pacheco has more than 25 years of experience as a compensation manager and consultant,
specializing in all aspects of compensation for California public employers. He has served in
personnel management positions with the counties of Santa Clara, Ventura, and Yolo, and with the
cities of San Buenaventura and Santa Barbara.
Mr. Pacheco holds a BA degree in Industrial Technology from California State University, certification
. as a Certified Compensation Professional (CCP) from the American Compensation Association, and
as a Senior Professional in Human Resources (SPHR) by the Society for Human Resources
Management,
•
Bend, City of, OR LA County Police, CA Pinal County, AZ
Butte County, CA Maricopa Assn of Govts, AZ Sacramento Utility District, CA
Durant, City of, OK Needles, City of, CA Tillamook Bay College, OR
Gila County, AZ Norco, City of, CA Umpqua College, OR
Gillette, City of, WY Oakland, City of, CA Ventura Housing Auth, CA
ELIZABETH J. TALAMONTI, CCP
Ms. Talamonti has over 25 years of experience as a compensation manager and consultant for public
and private employers, specializing in job analysis, salary surveys, and salary plan development.
She has served as Compensation Research Associate for Hayes/Hill, Inc., Senior Compensation
Analyst for AON Corporation, Compensation Manager for Loyola University, and Project Manager for
the American Compensation Association.
She has conducted projects in job audits, job descriptions, salary surveys, compensation database
management, compensation plan development, compensation training course development, and
compensation trend research. Among her consulting projects are:
CA Family Health Council
Camarillo, City of, CA
Boone County, MO
EI Paso, City of, TX
EI Segundo, City of, CA
Great Falls, City of, MT
Hamilton County, TN
Huntington Beach, City of, CA
Los Alamos County, NM
Maricopa County, AZ
Minot, City of, ND
Oakland, City of, CA
Sacramento, City of, CA
Santa Cruz County, AZ
Ventura Housing Authority, CA
Ms. Talamonti holds a BS degree in Business Administration from Arizona State University. She
holds the Certified Compensation Professional (CCP) designation from the American Compensation
Association.
PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
KATHERINE TILZER, SPHR
• Ms. Tilzer has more than 10 years of experience as a human resources manager and consultant,
specializing in employee relations, compensation and recruitment. She has served as Personnel
Manager for Laboratory Corporation of America, Director of Human Resources for Plaza Healthcare
Inc., and Director of Human Resources for American Baptist Homes.
Among her recent consulting engagements are those for:
Azusa, City of, CA
Lake Havasu City, AZ
Rialto, City of, CA
Buckeye, Town of, AZ
Maricopa County, AZ
Sacramento, City of, CA
Casa Grande, City of, AZ
Monterey Transit Dist., CA
Sacramento County San Dist, CA
E/ Paso County, TX
Pinellas Park, City of, FL
Tomball, City of, TX
Frisco, City of, TX
Regl Trans Comm, NV
Water Facilities Authority, CA
Ms. Tilzer holds BS degree in Management from the University of Phoenix, and certification as Senior
Professional in Human Resources from the Society for Human Resources Management.
MATTHEW E. WEATHERLY
Mr. Weatherly has over 10 years of experience as a human resources management professional and
consultant, specializing in position classification, compensation, recruitment and selection. He has
served as a Human Resources Analyst with Employee Solutions, Inc. and Staffing Consultant with
Initial Staffing Services.
He has completed projects in staff development, recruitment, selection, job descriptions, salary
survey, and salary plan development. Among his recently completed consulting projects are those
for:
Azusa, City of, CA
Hobbs, City of, NM
Rialto, City of, CA
AZ Dept Public Safety
•
Houston Housing Auth, TX
Sacramento Housing Auth, CA
Banning, City of, CA
Inglewood, City of, CA
Santa Cruz County, AZ
EI Paso, City of, TX
Maricopa County, AZ
Tracy, City of, CA
EI Segundo, City of, CA
North Slope Borough, AK
Valdez, City of, AK
Mr. Weatherly holds a BS degree in Human Resources Management from Arizona State University.
JUDE WILLIAMS, SPHR
Ms. Williams has more than 20 years of experience as a human resources manager and consultant
for public employers, specializing in employee development, classification, and compensation. She
has served as Assistant Director of Human Resources for HS Healthcare, Regional Human
Resources Manager for ManorCare Health Services and Director of Human Resources for the City of
Bettendorf. IA.
She has completed projects in job analysis, position classification, compensation surveys, and plan
development. Among her consulting projects are those for:
Austin Housing Auth, TX Kansas City, MO (WSD)
Oak Ridge, City of, TN
Boonville, City of, MO Libertyville, Village of, IL
Ogallala, City of, NE
Cedar Falls Utilities, IA Lincoln, City of, CA
Redford, Township of, MI
Davenport, City of, IA Minot, City of, ND
Sachse, City of, TX
EI Centro, City of, CA Muskego, City of, W/
Zelienopie, Borough of, PA
Ms. Williams holds a BS degree in Business Education from the University of Illinois and designation
• as Senior Professional in Human Resources (SPHR) from
Management.
the Society for Human Resources
PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
0
PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY FOR
THE CITY OF SAN JUAN CAPISTRANO
TABLE OF CONTENTS
Section Pape
1 QUALIFICATIONS OF OUR FIRM
HISTORYAND FACTS ABOUT OUR FIRM
REPRESENTATIVE CALIFORNIA EMPLOYERS SERVED
950 PUBLIC EMPLOYERS SERVED
QUALIFICATIONS OF OUR STAFF
PROJECT TEAM ORGANIZATION CHART
RESUMES OF PROJECT STAFF
PROJECT METHODOLOGY
SUMMARY OF SERVICES FOR THE CITY 1
PROJECT
SCOPE AND METHODOLOGY 2
A. OBJECTIVES OF THE PROJECT 2
B. SCOPE OF THE PROJECT 2
C. PROJECT METHODOLOGY 2
1.
Quality Assurance 2
2.
Project Planning Meetings and Communication Plan Development 2
D. POSITION CLASSIFICATION 3
1.
Review of Essential Tasks — Position Description Questionnaire 3
2.
Employee Worksite Job Information Interviews (optional) 3
3.
FLSA Status Determination 3
4.
Position Classification 3
5.
Custom Job Description Format and ADAIEEO-Com pliant
Job Descriptions 4
6.
Draft Classification Plan Reviews 4
7.
Resolution of Employees' Classification Appeals 4
8.
Optional Approaches to Ensure Internal Equity 4
E. EXTERNALLY COMPETITIVE COMPENSATION PLAN 5
1.
City Involvement in Salary Plan Development 5
2.
Comprehensive Compensation Survey 5
3.
Prevailing Rates Calculation 6
4.
Compensation Competitiveness Comparison 6
5.
Compensation Competitiveness Policy 6
6.
Salary Plan Structure Development 6
7.
Salary Range Assignment Development 6
8.
Implementation Plan Development 7
9.
Draft and Final Report Preparation 7
10.
Final Report Presentations 7
11.
EZ COMPTM Program Installation 7
12.
Implementation Warranty 7
F. ENSURING THE CITY'S SELF-SUFFICIENCY 7
1.
Procedure Manuals 7
2.
Training Workshop 7
3.
Electronic Job Description Library 7
4.
EZCOMP' 7
5.
Initial Year's Implementation Warranty Support 7
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS
8106
E
•
•
PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY FOR
THE CITY OF SAN JUAN CAPISTRANO
TABLE OF CONTENTS (cont'd)
Section Pape
G. EXTENSIVE EMPLOYEE INCLUSION AND COMMUNICATION 8
H. MINIMAL CITY SUPPORT REQUIRED 8
1. STAFFING NEEDS ANALYSIS 8
1. Principal SNAP TM Analysis Components 8
2. City's Participation in Staffing Needs Analysis 8
3. Customized Approach to SNAPTm 9
4 TIME AND COST ESTIMATES
ESTIMATED PROJECT ELAPSED TIME CHART
5 CLIENT REFERENCES
PSPC BOOKLETS
PSPC BOOKLET: "Communicating the Project to the Employees"
PSPC BOOKLET: "EZ COMPTM" Program Description
PSPC BOOKLET: "SNAPTM"Program Description
PSPC EZ COMP' CD-ROM
(See Inside Front Cover)
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS
8106
0
PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS FOR
THE CITY OF SAN JUAN CAPISTRANO
QUALIFICATIONS OF OUR STAFF
PROJECT TEAM ORGANIZATION CHART
RESUMES OF PROJECT STAFF
PUBLIC SECTOR PERSONNEL CONSULTANTS
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PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS FOR
THE CITY OF SAN JUAN CAPISTRANO
PROJECT METHODOLOGY
SUMMARY OF SERVICES FOR THE CITY
PROJECT SCOPE AND METHODOLOGY
PUBLIC SECTOR PERSONNEL CONSULTANTS
SUMMARY OF SERVICES FOR THE CITY OF SAN JUAN CAPISTRANO
PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPC) proposes the following program of consulting services
•and implementation support to achieve all of the objectives stated in the CITY OF SAN JUAN CAPISTRANO (City)
Request for Proposal to provide classification, compensation, and staffing needs consulting services.
Project Planning and Communication
1. Project planning and scheduling meeting with City Manager, Council and Human Resources Manager
2. Policy input and project direction meeting and briefing with City Council and/or designee(s)
3. Project briefing presentation for City Council, all City officials, employees and employee reps
4. Assistance with management and employee communication throughout project phases
5. Consultations with and progress reports for the Human Resources staff and/or City Manager
Classification Protect Tasks
6. Occupational familiarization by review of City's current job descriptions and compensation plan
7. Organizational familiarization by review of City organization charts, budget and reports
8. Position Description Questionnaire (PDQ) customized for gathering City occupation data
9. Meetings to distribute and explain the PDQ and the project for all City officials, employees
10. Worksite job information interviews with an incumbent in every City job classification (optional)
11. Determination of job classification and FLSA designation for every City position
12. Recommended title modifications and reclassifications for consideration by the City
13. Review of draft position classification recommendations with Human Resources and City officials
14. Preparation of updated ADA/EEO/OSHA-compliant job descriptions for every City classification
15. Resolution of employee appeals to classification recommendations and draft job descriptions, if desired
Comprehensive Compensation Survey
16. Assistance with identification of City's competitive employment areas for compensation surveys
• 17. Identification of City occupations to utilize as salary survey benchmark job classifications
18. Development of compensation survey data collection, tabulation, and quality control protocol
19. Solicitation of comparator employers and agencies for participation in external compensation surveys
20. Extraction of data from questionnaires, published surveys and public employer compensation plans
21. Consolidation of data from all sources and calculation of prevailing rates for benchmark jobs
22. Computation of extent City's compensation offerings vary from external prevailing rates and practices
23. Review of competitiveness analysis with City Manager and Human Resources designee(s)
Compensation Plan Development
24. Construction of optional salary range structures for review and selection by the City Manager
25. Assignment of job classes to salary ranges by internal equity and external competitiveness
26. Assistance with City Council and/or designee identification of desired salary competitiveness level policy
27. Fiscal impact estimates at various levels of external prevailing rates competitiveness policies
28. Review and critique of draft salary plan with City Manager, Human Resources and/or Council
Staffing Needs Analysis (see following section for more details)
29. SNAPT° Staffing Needs Analysis Program orientation for City department heads and managers
30. Determination of current and desired service levels and necessary staffing levels for key City functions
31. Recommended modifications to staffing levels to achieve desired service levels and service volumes
Communication of Results and Implementation Strategies
32. Preparation and presentation of a final project report for the City Council and City Manager
33. Development of a plan for the implementation of the City's updated class and comp plan
• 34. Uploading of EZ COMPT'" program files on an HR Department computer and HR staff training
35. Development and provision of process for ongoing plan maintenance and annual updates
36. Assistance with communicating City's updated plans for all City officials and employees
37. One year classification and compensation plan maintenance assistance at no cost to City
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
•
Li
•
PROJECT SCOPE AND METHODLOGY
Following is our overall work plan and approach to achieving the City's objectives for the conduct of an
employee classification and compensation audit.
A. OBJECTIVES OF THE PROJECT
The recommended plans, programs, systems and administrative procedures will meet these ten most
important criteria.
- Internally equitable
- Externally competitive
- Readily understood
- Easily updated & maintained
- Legally compliant & defensible
B. SCOPE OF THE PROJECT
- Financially responsible
- Efficiently administered
- Inclusive of employee input
- Reflective of City's values
- Reflective of prevailing "best practices'
The project includes a management and employee communication plan; partnership with Human Resources
and the City Manager; occupational, organizational, and operational familiarization; Position Description
Questionnaire (PDQ), job analysis, optional worksite job information interviews, position classification;
FLSA status determinations; ADA/EEO-compliant job descriptions (variable cost); EZ COMPTM; job
evaluation; compensation survey and competitiveness analysis; salary range assignments; fiscal impact
estimates; organizational structure and staffing needs analysis and recommendations; SNAPTM Staffing
Needs Analysis Program; updated classification and compensation plan and one year of classification and
compensation plan implementation support for approximately 100 employees in an estimated 70
occupational job classes.
C. PROJECT METHODOLOGY
1. Quality Assurance
To ensure a high quality project, we have built in several layers of procedural and statistical controls, in
addition to those already in EZ COMPTM. Internally, we follow a prescribed series of steps in each
project phase, which are reviewed by our Project Director. We request that the Human Resources
Manager and City's Project Manager(s) review our work to minimize the chance of errors and to ensure
that it reflects the City's organizational values.
2. Project Planning Meetings and Communication Plan Development
We will consult with the Human Resources department and City Manager on a communication strategy,
plan, and materials, beginning prior to the project and extending to the post -project information
meetings. We plan to conduct group pre -project meetings for all City officials and employees where we
will discuss the project's scope, answer questions, and distribute and explain the Position Description
Questionnaire.
See "Communicating the Project to the Employees" in the Appendices for additional information
regarding our approach to employee inclusion and communication.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS
iGI:7
D. POSITION CLASSIFICATION
• 1. Review of Essential Tasks - Position Description Questionnaire
We will review and analyze the current essential tasks, duties and responsibilities, and minimum
qualifications of every position through the Position Description Questionnaire (PDQ) to be completed
by each employee (or group of employees with identical jobs) in print or electronic format. If the
information on the PDQ does not clearly delineate the position's scope of responsibilities, we may return
the PDQ to the position's incumbent for additional information, or focus on the data gap during a
worksite job information interview.
2. Employee Worksite Job Information Interviews (optional)
We will conduct a worksite job information interview with a representative incumbent of every City job
classification. The purpose of these interviews is to verify the data on the PDQ, obtain additional insight
into the scope and complexity of the job duties, observe technical processes and working conditions,
and to provide employees with an additional method of participation in the project. This process also
ensures that we make all internal and external comparisons on the basis of actual job content and not
merely job title.
3. FLSA Status Determination
We will review the essential tasks and minimum qualifications of each of the City's job classifications
and subject them to the Fair Labor Standards Act tests to determine their exempt or non-exempt status.
• 4. Position Classification
•
Each of the City's 100+ included positions will be analyzed and evaluated to determine their primary
characteristics, including:
- Is there a current City occupational job group comprised of job classes with essential functions
similar to the subject position; if so:
- To which of the group's job classes, and at what level, are the subject position's essential functions
similar to the subject position, and if so:
Are they sufficiently comparable (+/- 20% guideline) to be allocated to that job class, utilize the
same job title, require the same minimum qualifications, and be assigned to the same salary range.
If the City does not currently have a sufficiently comparable job class, what should be the subject
position's occupational job class and title, and:
What should the recommended occupational classification action be, No Change (N), Title Change
(T), Merge With Other Job Class (M), New Job Class (J).
We may find that a job class is overly broad and encompasses several job activities which are
regarded with significant salary difference in the marketplace. In such an instance, we will
recommend "splitting" the job class into the current job class and a new job class which
encompasses the different job activities.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
5. Custom Job Description Format and ADA/EEO-Compliant Job Descriptions
We will prepare an ADA/EEO-compliant job description in the City's standard or other selected format
• for each occupational job class. Focus will be on the Essential Functions to conform with ADA
guidelines. The job descriptions may include the following components:
Job Title — Definition
Education, Training and Experience
Physical Requirements
Distinguishing Characteristics
Licenses and Certifications
Non -Essential Functions
Essential Functions
FLSA Exempt/Non-Exempt Status
Mental Requirements
Desired Knowledge and Skills
Supervision Exercise/Received
Working Conditions
6. Draft Classification Plan Review with Human Resources and Department Heads
We will conduct a review of our initial position classification recommendations and draft job descriptions
with the Human Resources Manager and respective department heads to identify possible errors, obtain
feedback, and solicit suggestions for clarification.
7. Resolution of Employees' Classification Appeals
If desired, we will provide the City with a process for employees to appeal our initial occupational job
classification of their position, and provide a form for them to complete if they feel that an error has been
made or to provide significant additional job content information.
Depending on the action recommended by the respective department heads we may conduct a second
job analysis and will inform the Human Resources department of our final recommendation.
• 8. Optional Approaches to Ensure Internal Equity
For precision in job class analyses, and subsequent salary range determinations, we may utilize one of
several job evaluation systems widely in use, including the Hay Method, Decision Band Method (DBM),
and the Factor Evaluation System (FES). FES is the most extensively validated and commonly utilized
quantitative job evaluation system for public sector occupations, consisting of the following flexible
compensable factors.
Knowledge Required Personal Contacts Complexity
Supervisory Controls Scope and Effect Work Environment
Guidelines Provided Supervision Exercised Physical Demands
The job class hierarchy based on job points will reflect the City's relative internal job worth values. The
City's annual salary competitiveness policy will be translated into a mathematical formula which, when
combined with the job points of each City job class, will determine the proper salary range for each job
class and position. This balances internal equity Qob points relationships) with external competitiveness
(market relationship formula).
a. Optional Approach A — FES System — We will train a task force of representative City employees
in the adaptation of the FES point -factor job content evaluation system to the City's job worth
values, guide them in the evaluation of a structured benchmark of job classes, conduct QC
reviews, and evaluate the remaining job classes within the relative job worth structure established
by the task force. We can provide the City with manual or automated versions of this system.
b. Optional Approach B — Custom Designed System for the City — We will train and guide a task
force of representative City employees in the design of a point -factor system of job content
evaluation total reflecting the City's relative job worth values, and proceed as in Approach B. We
• can provide the City with an automated version of the system once it has been developed with the
task force.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
E. EXTERNALLY COMPETITIVE COMPENSATION PLAN
• 1. City Involvement in Salary Plan Development
We will obtain policy direction from the City Manager and/or City Council on the following key
components of the salary plan development process:
- Comparator Employer Selection - Job Evaluation Method -Salary Plan Linkage
- Benchmark Job Class Selection - Draft Salary Plan Review and Critique
- Salary Competitiveness Policy - Linkage of Plan to Performance
- Salary Structure Selection - Project Implementation Plan
2. Comprehensive Compensation Survey
a. Data Collection Protocol will be developed in consultation with the Human Resources department
and City Manager to determine which salary data elements to include, such as:
Base Salary information
- Salary grade/step or open range salary plan structure
- Salary range structure Minimum, Midpoint, and Maximum
- Average actual salary of all incumbents in the job class
- Method of salary administration — longevity, merit, or skill
Total Compensation Information
Supplemental pay items for special qualifications/certifications
Individual or group incentive plans, bonus, awards, stipends
- Pay for time not worked, s/a vacation, holidays, sick leave
Overtime policy, shift differentials, standby and/or recall pay
.
_ Insured benefits, s/a medical, dental, life, vision, LTD etc.
- Financial Security, s/a retirement contributions, deferred comp, savings plans
b.
Benchmark Job Selection will be made by identifying City job classes common to its employment -
competitive public and private employers in the region and throughout California, clearly identifiable,
and representative of standard occupational job groups.
c.
Comparator Employers Identification will be made in consultation with the City Manager and
Council. Criteria include their degree of competition to the City in obtaining and retaining high quality
staff, their location in the City's traditional recruitment areas, and their organizational size and
complexity.
d.
Compensation Data Collection will be made by one or more of the following methods.
-
Pre -survey contact with the selected comparator employers to solicit participation in the City's
compensation survey(s)
-
Customized salary and benefits survey questionnaires local governments and other public and
private employers, distributed by mail, fax, and e-mail.
-
Data extraction from PSPC national public and private sectors compensation database.
-
Data extraction from established salary surveys such as ICMA, BLS, and commercial survey
sources such as Hay or Mercer.
- Extraction from the pay plans of designated public employers.
e.
Data Quality Control includes editing data for accuracy and proper matching to the City's survey
•
benchmark jobs, and phone/fax/E-mail follow-ups for data clarification and to obtain comparators'
benchmark job descriptions.
SJCCA
PUBLIC SECTOR PERSONNEL CONSULTANTS 6/06
3. Prevailing Rates Calculation
We will consolidate the compensation data from all sources, enter the information into the EZ COMPTM
program, and compute the prevailing rates as the statistical mean of the survey data for each
benchmark job class. Data will be projected forward from the date of collection to a common date
relating to the City's salary plan year by the annual Prevailing Rate Increase Factor (PRI) applicable at
that time.
4. Compensation Competitiveness Comparison
We will provide the City with charts comparing its current salary and benefits structures to those of the
selected public and private comparator employers. We will calculate the extent that the City's offerings
vary from the prevailing rates and practices of other relevant employers.
5. Compensation Competitiveness Policy
We will assist the City to select a compensation competitiveness policy which best fits its compensation
strategy and financial resources, by providing fiscal impact estimates at various percentage
relationships to the prevailing rates and benefits.
6. Salary Plan Structure Development
We will review the City's current employee agreements and wage plans and 1) utilize the City's current
wage plan structures to identify internally equitable and externally competitive salary ranges for each
City job class or 2) prepare alternative salary range structures and schedules for the City and the City
Manager to select the best fit for its competitiveness strategy, with these optional criteria:
. _ Method of administration, i.e.: measured job performance, longevity, or skill
Width of the salary ranges, grades, or broad bands, from Minimum to Maximum
Varying salary range widths for FLSA non-exempt or exempt positions
- Open salary ranges for pay -for -performance or variable compensation plan
- If steps within the salary ranges, number of steps, percentage separation
- Number of salary ranges, grades, or broad bands in the salary schedule
- Percentage of separation between salary ranges, grades or broad bands
- Recognition for longevity, unique assignments, and special skill requirements
- Remuneration for required special licenses, certifications and registrations
- Linkage of performance evaluations to merit increase opportunities
�J
7. Salary Range Assignment Development
We will assign each job classification to a salary range in the City's current or selected new salary
structure on the basis of a combination of factors, including:
- the prevailing rates for the benchmark job classes
- its quantitative evaluated internal job worth value (job evaluation points)
- its current relationship to similar or occupationally related job classes
- the 15% guideline for salary range separation between sequential job classes
- the 25% guideline for salary separation of a department head job class
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8106
8. Implementation Plan Development
. We will consult with the Human Resources department and City Manager on a plan for transition to the
recommended plan, including a timetable for the principal activities, employee communication, and
estimates of required financial resources.
9. Draft and Final Report Preparation
We will provide the Human Resources department and City Manager with a draft of our report for
review and critique, including the classification plan, FLSA designations, compensation market data,
salary and benefits comparison tables, fiscal estimates, salary range listings, and implementation
procedures. We will incorporate their critique into the development of a final report summarizing the
project's findings, recommendations, and detailed description of the City's updated position
classification and compensation plans.
10. Final Report Presentations
We will conduct a workshop or formal presentation of our final report and recommendations to the
Human Resources Manager, City Manager, Elected Officials and employees.
11. EZ COMPMProgram Installation
We will install our EZ COMPTM program and project files on one of the Human Resources
Department's computers and provide training to key staff in the maintenance and update of the
classification and compensation plan.
Please see the illustrative EZ COMPTM applications CD-ROM on the inside front cover of this proposal,
• and the program description booklet in the Appendix.
12. Implementation Warranty
To ensure effective implementation of the new plan, we will analyze, evaluate, and provide a salary
range recommendation for any new or changed job class, at no cost to the City for one year.
F. ENSURING THE CITY'S SELF-SUFFICIENCY
The City will be self-sufficient in all aspects of maintenance of the updated position classification and
compensation plan through these services.
1. Procedure Manuals
- PSPC Position Classification Procedure Guide
- PSPC Salary Administration Procedure Guide
- City of San Juan Capistrano EZ Coll Procedure Guide
2. Training Workshop — for Human Resources and other staff in position classification, job evaluation,
compensation surveys, and compensation plan design and administration.
3. Electronic Job Description Library — we will provide the City with all of the final ADA/EEO-compliant
job descriptions in hard copy and electronic library format for internal maintenance.
4. EZ COMPTM — program and project files on one of the Human Resources' Department's computers, a
users manual, and system training.
is
5. Initial Year's Implementation Warranty Support — we will analyze, evaluate, classify, and provide a
salary range recommendation for any new or changed position or entire job classification, at no cost to
the City for one year.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8106
7
G. EXTENSIVE EMPLOYEE INCLUSION AND COMMUNICATION
Very important factors for successful implementation of new or updated classification and compensation
• plans are 1) extensive employee inclusion, and 2) extensive employee communication. City officials and
employees will participate in one or more of the following activities:
- Attending pre -project briefings and question and answer sessions
- Completing a Position Description Questionnaire (PDQ) describing their position
- Elaborating on their jobs in individual or group job information interviews
- Requesting a second review of their position's occupational job classification
- Participating in compensation issues identification focus group discussions
- Receiving information pamphlet/booklet describing the updated salary plan
- Participating in a technical plan maintenance and administration workshop
H. MINIMAL CITY SUPPORT REQUIRED
We are completely self-sufficient in projects of this nature and do not require any substantive staff support
from the City other than payroll data, comparator employer contact information, and arrangements for group
and individual meetings and interviews. We appreciate, but do not require, any office space, telephone,
clerical assistance, computers, or office equipment. We will provide all data entry, data processing,
duplicating, and related report preparation functions.
I. STAFFING NEEDS ANALYSIS
SNAP TA" is a readily learned, customized on-site, non-technical method of determining the staffing required
for municipal functions at varying levels of service. It is not a "black box" or "one -size -fits -all" method.
SNAP TM:
• -determines the current level of service provided by specific units/functions
assesses if a function is adequately staffed for the desired level of service
-identifies the number and type of staff required at various levels of service
-projects the increase in staff required at stated service demand growth levels
-estimates the increase/reduction in service level from staff increase/reduction
1. Principal SNAPrM Analysis Components
1. Establishment of service level measurement criteria
2. Collection, computation and analysis of current operational and staffing data
3. Determination of current level of service (quality, quantity, timeliness, etc.)
4. Projection of operational data and articulation of desired level of service
5. Computation of service level variations per incremental staffing levels
6. Merger of current and projected staffing with service level data
7. Comparison of current and desired service level models
8. Estimation of staffing increase needed to achieve higher levels of service
9. Estimation of reduction in service levels through reduction in staff
10. Projection of staffing increases needed for increases in service demand.
2. City's Participation in Staffing Needs Analysis through SNAPrm
In addition to providing the City with our staffing needs analysis findings and recommendations, we
propose a "dual analysis" by training and guiding the City's department heads in conduction their own
SNAP TM analysis of their principal functions. We will QC and consolidate the results of our analysis and
the City's self-analysis for a comprehensive and realistic view of the staffing needs for each department.
•
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8/06
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•
•
3. Customized Approach to SNAPTM
1. Project planning with City Manager, Human Resources Manager, and/or designee(s)
2. Consultation with individual department heads on SNAP TM analysis within their departments
3. Organizational familiarization interviews with line employees and supervisors (part of class study)
4. Compilation of workload volume and staffing statistics for principal functions
5. Identification of current levels of service provided by principal functions
6. Enumeration of required/desired principal functions' staffing at various levels
7. Comparison of consultants' analysis with that of each department head and draft review
8. Recommendations for modification in staffing pattern, if suggested by SNAP'"
9. Preparation of final report on analysis findings and recommended plans
10. Delivery of SNAPTM findings and recommendations to City Council
See "Staffing Needs Analysis Program Description" in the Appendices for additional information
regarding our approach to employee inclusion and communication.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS
8106
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PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS FOR
THE CITY OF SAN JUAN CAPISTRANO
TIME AND COST ESTIMATES
PROJECT TIME AND COST ESTIMATES
ESTIMATED PROJECT ELAPSED TIME CHART
PUBLIC SECTOR PERSONNEL CONSULTANTS
10
PROJECT TIME AND COST ESTIMATES
A. PROJECT TIME ESTIMATE
Depending on the City's selected project options, the total project can be completed within ninety (90) to
one hundred twenty (120) days of the initial on-site project planning and briefing meetings for the City
officials and employees. A Gantt chart illustrating the estimated sequence and duration of the project's
principal tasks follows this page.
B. PROJECT COST ESTIMATE
We estimate that the project's total cost, including all fees for professional services and reimbursement for
out-of-pocket expenses, will not exceed the indicated amounts.
1. Fixed Project Costs
- Classification, Compensation, and Staffing Needs Analysis Study —
including project briefings, communication plan, PDQ's for employees,
position classification recommendations and draft reviews, salary and $55,000
benefits surveys, salary plan and draft reviews, and EZ COMP TM system.
• 2. Optional Proiect Costs
- Classification Worksite Job information Interviews (per 15) $2,000
•
C. FLEXIBLE WORK PLAN AND NEGOTIABLE TOTAL COST
Our work plan is flexible and total project cost negotiable, and we will discuss, modify, add or delete, any
work task to increase the project's responsiveness to the City's needs and financial resources.
D. PROJECT BILLING AND PAYMENT
We do not require any advance payments, and will provide the City with monthly invoices for the
professional services provided and out-of-pocket expenses incurred during the month. We request that
the City pay the invoices within thirty (30) days of their receipt.
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS
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PROPOSAL TO CONDUCT A CLASSIFICATION
AND COMPENSATION STUDY AND
STAFFING NEEDS ANALYSIS FOR
THE CITY OF SAN JUAN CAPISTRANO
CLIENT REFERENCES
PUBLIC SECTOR PERSONNEL CONSULTANTS
REFERENCES
Following are California agencies which are representative of the more than 950 public employers,
• including more than 100 in California, for whom members of our firm have provided job analysis, salary
and benefits survey, competitiveness analysis, and salary and benefit plan development services, similar
to those requested by the City of San Juan Capistrano.
BANNING, CITY OF, CA
Ms. F. Ann Yates
Human Resources Manager
99 E. Ramsey Street
Banning, CA 92220
(951)922-3173
INGLEWOOD, CITY OF
Ms. Leonca Cahee
Human Resources Analyst
One Manchester Blvd.
Inglewood, CA 90301
(310)412-5460
RIALTO, CITY OF
Ms. Eileen Dienzo
Human Resources Manager
• 150 S. Palm Avenue
Rialto, CA 92376
(909)820-2599
•
RIVERSIDE, CITY OF
Ms. Rhonda Strout
Director of Human Resources
3780 Market Street
Riverside, CA 92501
(951) 826-5808
SACRAMENTO, CITY OF
Mr. Terrence L. Woods
Director of Human Resources
921 Tenth Street, Suite 200
Sacramento, CA 95814-2714
Now at (804) 794-9164
SJCCA PUBLIC SECTOR PERSONNEL CONSULTANTS 8106